Download - Recruitment Selection Hero Motors
RESEARCH REPORT
ON
“RECRUITMENT AND SELECTION
PROCESS”
SUBMITTED TO:- SUBMITTED BY:-
Mrs. Himani Goswami Shrangesh Nigam
Faculty &
Shiva Shankar Gupta
I.T.S ENGINEERING COLLEGE
GREATER NOIDA
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CONTENTS
DECLARATION
PREFACE
EXECUTIVE SUMMARY
HISTORY
INTRODUCTION
SCOPE OF STUDY
COMPANY PROFILE
RECRUITMENT
SELECTION
HUMAN RESOURCE MANAGEMENT IN HERO
MOTORS
OBJECTIVE OF STUDY
RESEARCH METHODOLOGY
ANALYSIS & FINDINGS
CONCLUSION
RECOMMENDATIONS
LIMITATIONS
BIBLIOGRAPHY
ANNEXURE
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DECLARATION
I SHRANGESH NIGAM AND SHIVA SHANKAR GUPTA hereby
declare that the project titled “RECRUITMENT AND SELECTION
PROCESS IN HERO MOTORS” is my own work and efforts which is
completed under the supervision of Mrs .HIMANI GOSWAMI ,
Faculty Management,.I.T.S .Engg. college ,GR. Noida
The Research report has been submitted to , I.T.S .Engg. college ,GR.
Noida for the purpose of the compliance of any requirement of any
examination or any degree earlier.
SHRANGESH NIGAM
&
SHIVA SHANKAR
M.B.A 2nd Sem
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PREFACE
The purpose of my research report was to learn the practical application of
Recruitment and Selection Process and its importance in Hero motors
along with the HR policies of Hero motors which prides itself to be the
market leader.
While carrying out the study I have gained a good amount of knowledge
and insights of how HR department works but I have touched the tip of
iceberg. There was more to learn but due to constraint of time it was not
possible. The HRD manager has to work with the missionary spirit. Unlike
many roles in an organization where tangible short- term benefits can be
obtained, it is difficult for HRD functionary to demonstrate any tangible
short- term accomplishment. Yet HRD managers are tempted to show to
the top management, line manager and themselves that they are making
things happen through training program, recruitment& selection.
In Hero motors a meticulously natural team stands at the very heart of the
group. 4,000 Personnel evince perfect camaraderie. A steadfast dedication
to qualify an attainment of maximum team potential is the touchstones of
the company.
The company is engaged in constant learning process through intensive
selection and training program. Indeed, the aspiration is to shape a winning
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team of self motivated, empowered, professionals with knowledge and
confidence to take independent decision. Hero motors recognizes each
employee’s individuality, ability and efforts and also applauds for their
contribution to the success of the group.
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EXECUTIVE SUMMARY
The recruitment and selection procedure of the company determines the
level of achieving organizational goals in the long run. As per definition it
is stated that which is all about selecting right person for the right job at
the right time at the best possible position. Although it sounds quite simple
but it is also not an easier job to evaluate a person with his ability and
skills that may satisfy the core competency for the job so that his degree of
willingness to pursue a job becomes positive. From job seeker’s
prospective it is the core competencies, which matter much for a job. So it
is the effective recruitment and selection procedure, which determines not
only the right candidature for a job but also a long-term accomplishment of
organizational goals.
I have chosen Hero motors for studying their methods of
recruitment and selection function. In the course of study I came to know
that, it has the probability of achieving more than 50% of the people to be
placed for the right job, which reflects some of the unique ways for
recruiting the candidates to fill up various vacancies.
The aim of the company is to achieve overall organizational goal not
only by way of fulfilling the targeted top-line but also employee
satisfaction towards various position of job to the maximum level. This I
will see as I proceed subsequently in my Research.
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Basically recruiting is the discovering of potential candidates for actual or
anticipated organizational vacancies. It also can be said in another way that
bringing together those with jobs to fill and those seeking jobs.
It is important to study Recruitment and Selection because through it I can
identify our human resource needs. I can know what kind of people must
be select to fill up the specified vacancies.
The ideal recruitment effort will attract a large number of qualified
applicants who will take the job if it is offered. It should also provide
information so that unqualified applicants can self select themselves out of
job candidacy, that is, a good recruiting program should attract the
qualified and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to
know the recruiting sources. There are internal and external sources as well
as employee referrals/recommendation.
In this Research I am studying recruitment and selection process of Hero
motors. To find out actual recruitment and selection process of Company is
my main objective of study.
Through this kind of surveys I will be able to achieve real recruitment
program of the company where for all kinds of operational level technical
qualification is needed. I also have the picture of Selection cost of the
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company. It is very interesting to study recruitment and selection process
as it will give me clearer picture of the process.
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HISTORY
The success of the Hero Group lies in the determination and foresight of
the Munjal brothers, who shared their vision with their workers and led the
Group to a position where its name has become synonymous with top-
quality two wheelers.
The flame kindled by the Munjal brothers in 1956 with the flagship
company Hero Cycles; Mr. Satyanand Munjal, Mr. Brijmohan Lall Munjal
and Mr. O. P. Munjal continue to carry the torch and are actively involved
in the day-to-day operations of the Hero Group.
The saga is being continued with the same zeal by the second and third
generations of the family and by the large working force of the Hero
Group. The spirit of enterprise which dominates the progress of the Group
is characteristic of the land where it all began - the City of Ludhiana, in
Punjab - home to some of lndia's finest workers and entrepreneurs.
The Hero Group is a thriving example of three generations of a family
working and striving together to ensure quality, satisfaction and extensive
growth.
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MILESTONES
Hero's success saga contains an element of spirit and enterprise; of
achievement through grit and determination, coupled with vision and
meticulous planning.
1956 Hero Cycles Limited is established.
1961 Rockman Cycles Industries Limited established, which is today
the largest manufacturer of bicycle chains and hubs.
1963 It pioneered bicycle exports from India - a foray into the
international market.
1971 Highway Cycles was set up to meet the demands of Hero
Cycles. It is today the largest manufacturer of single speed and multi-speed
freewheels.
1975 Hero Cycles Limited became the largest manufacturer of
bicycles in India.
1978 Majestic Auto Limited was formed and the Hero Majestic
Moped was introduced.
1981 Munjal Castings established.
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1984 Hero Honda Motors Limited established in joint venture with
Honda Motors of Japan, to manufacture motorcycles.
1985 Munjal Showa Limited established to manufacture shock
absorbers and struts and is today among the top two shock absorber
manufacturing companies in India.
1985 The 100 cc Hero Honda Motorcycle arrived and by 1988 was
the No. 1 among all motorcycles in India.
1986 Hero Cycles Limited entered the Guinness Book of Records as
the largest bicycle manufacturer in the World.
1987 Hero Motors, a division of Majestic Auto Limited set up in
collaboration with Steyr Daimler Puch of Austria.
1987 Gujarat Cycles Limited, now known as Munjal Auto Industries
Limited was established to manufacture and export state-of-the-art bicycles
and allied products in its fully automated plant at Waghodia.
1987 Sunbeam Auto Limited, earlier a unit of Highway Cycles
Limited, established as an ancillary to Hero Honda. It is the largest die
casting plant in India.
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1988 Introduced "Hero Puch" from Hero Motors Limited. This
revolutionary machine immediately set new records of petrol efficiency
and usable power in 50 - 65 cc machines.
1990 Hero Cold Rolling Division established and is one of the most
modern steel cold rolling plants.
1991 Hero Honda receives National Productivity Council's Award.
1991 Hero Honda receives the Economic Times - Harvard Business
School Association Award against 200 contenders.
1992 Munjal Showa Limited receives National Safety Award.
1993 Hero Exports established as the International Trading Division
for Group and non-Group products.
1993 Hero Motors becomes Indias largest exporter of two wheelers
1995 Hero Corporate Services Limited as the service segment for the
Hero Group Companies, ancillaries, suppliers, dealers and other associates.
1996 - Hero Winner, a large-wheeled scooter was introduced by
Hero Motors Limited with a choice of 50 cc and 75 cc engines.
1996 Munjal Showa Limited receives British Council's National
Safety Award.
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1998 - Hero Briggs and Stratton Auto Private Limited was set up to
produce 4-stroke two-wheeler engines in various cubic capacities.
1998 Munjal Auto Components established to manufacture gear
shafts and gear blanks for motorcycles.
2000 The Hero Group diversifies into IT and IT enabled services
through its service segment - Hero Corporate Services Limited.
2000-2001 Hero Honda emerges as the market leader in motorcycles with
sales of over a million motorcycles and a strong market share of 47%.
2001 Hero Global Design established to offer engineering services in
CAD/CAM/CAE related to New Product Development, Design,
Engineering and Manufacturing.
2002 Hero Cycles ties up with National Bicycle Industries, part of
Matsushita Group to manufacture high-end bicycles.
2002 Fastener World Established.
2002 Easy Bill Established to offer utility bill collection & retail
services.
2003 Tie up with Live bridge Inc., USA.
2004 Tie up with Bombardier - Rotax GmbH for scooter engines.
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2004 Tie up with Aprilia Scooters, Italy.
2004 Hero Honda continues as the World's largest manufacturer of
two-wheelers with annual sales volume of 2.07 million motorcycles and a
market share of 48%.
2004
Retail Insurance business established.
2004
Hero ITES, a division of Hero Corporate Service Limited hived off as a
division of new company Hero Management Service Limited.
2005
Hero ITES strengthens its relationship with ACS,USA,USD 5.0 billion
market cap and Fortune 500 company.
2006
Hero Honda enters the scooter segment, launches 100cc "Pleasure"
2006
Hero Honda crosses a unit sales threshold of 3.0 million motorcycles
2006
Hero Group celebrates Golden Jubilee year since inception. It was
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commemorated by sales of over 15 million motorcycles & over 100
million bicycles.
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INTRODUCTION
Recruitment is the discovering of potential applicants for actual or
anticipated organizational vacancies. Certain influences constrain
managers in determining recruiting sources such as image of the
organisation, internal policies, attractiveness of the job, union
requirements, government requirements and recruiting budgets.
Popular sources of recruiting employees include internal search,
advertisements, employee referrals, employment agencies, schools,
colleges and universities; professional organizations and casual or
unsolicited applicants. In practice, recruitment methods appear to vary
according to job level and skill.
Proper selection can minimize the costs of replacement and training,
reduce legal challenges, and result in more productive workforce. The
primary purpose of selection activities is to predict which job applicant
will be successful if hired. During the selection process, candidates are
also informed about the job and the organisation.
The discrete selection process would include the following: initial
screening interview, completion of the application form, employment tests,
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comprehensive interview, background investigations, physical examination
and final employment decision. In the discrete selection process, an
unsuccessful performance at any stage results in the rejection of the
applicant.
An alternative to the discrete selection process is the comprehensive
approach, where all applicants go through every step in the selection
process and the final decision is based on a comprehensive evaluation of
the results of each stage. To be an effective predictor, a selection device
should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help them
predict whether an applicant will prove to be a successful job performer.
The application blank is effective for acquiring hard biographical data,
while the weighted application can provide information for predicting job
success.
Traditional tests that assess intelligence, abilities and personality traits
can predict job proficiency but suffer from being non-job related. On the
other hand, interviews consistently achieve low marks for reliability and
validity. Background investigations are valuable when they verify hard
data from the application, although they offer little practical value as
selection devices. Physical examinations are valid when certain physical
characteristics are required to be able to perform a job effectively.
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SCOPE OF STUDY
The scope of study is to observe the degree of satisfaction levels of the
employer as well as the employees towards the process of recruitment and
selection techniques adopted by the company. It will also show the
deviations if any, towards this affect that will be experienced in research.
Apart from getting an idea of the techniques and methods in the
recruitment procedures it will also give a close look at the insight of
corporate culture prevailing out there in the organization. This would not
only help to aquanaut with the corporate environment but it would also
enable to get a close look at the various levels authority responsibility
relationship prevailing in the organization. Also the stipulated time for the
research is insufficient to undergo an exhaustive study about the topic
assigned and moreover the scope of the topic (recruitment and selection) is
wide enough, so it is difficult to cover all the topic within the stipulated
time.
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COMPANY PROFILE
Hero Motors
"Integrated Engineering Services Provider"
Hero Motors of Hero group provides relevant engineering solutions to the
world at a competitive price. It originally focussed on manufacturing two
stroke mini motorcycles, two stroke scooters and four-stroke step thru
motorcycles under the brands Hero Puch, Hero Winner and Hero Smart-
Hero Sting respectively.
Founder
Munjal Brothers: Mr. Satyanand Munjal, Mr. Brijmohan Lall Munjal and
Mr. O. P. Munjal (the Hero Group).
Country
India
Year of Establishment
1988
Industry
Automobile and Automobile Component
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Corporate Office
601, International Trade Towers
Nehru Place, New Delhi, India - 110 019
Tel.: +(91)-(11)-26216666 (10 lines)
Fax: +(91)-(11)-26471230, 26475194
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DIVISION OF HERO MOTORS
Sheet Metal Vertical: It produces parts for Hero Honda.
Engine Vertical: Produces range of two and four stroke two wheeler
engines for thir own consumption.
Assembly Vertical: Produces two wheelers for Hero Motors.
Ferrous Casting: On the process of setting up a ferrous Casting
Foundry.
COMPANY FLASHBACK
Hero Motors is a part of a multi billion dollar group, the Hero Group. It
has a diverse interests, manufacturing,, engineering design, corporate
services, and value added engineering. The company is an integrated
engineering services provider that has high quality processes and a world
class technical team in place to deliver the best solutions in engineering.
The main mover for Hero Motors has been engineering satisfaction, which
is a way of life and part of the work-culture of the Group. The company
leverages a strength of the Group such as engineering design expertise,
though many decades old but a culture that promotes delivering the best
value to the customers.
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Hero Motors aims to provide relevant engineering solutions globally at
competitive prices through its team and skills that have been developed
after years of creative work in the international arena.
"Hero", the brand name symbolizing the steely ambition of the Munjal
brothers, came into being in the year 1956. From a modest manufacturer of
bicycle components in the early 1940's to the world's largest bicycle
manufacturer today, the odyssey was fueled by one vision - to build long-
lasting relationships with everyone, including workers, dealers and
vendors. This philosophy has paid rich dividends through the years.
Hero, a name synonymous with two wheelers in India is today a multi-unit,
multi-product, geographically diversified Group of companies. Through
fully integrated operations, the Munjals roll their own steel, make critical
components such as free wheels for their bicycles, and have the foresight
to simultaneously diversify into myriad ventures, like product designing,
IT enabled services, finance and insurance, just to name a few.
Like every success story, Hero's saga contains an element of spirit and
enterprise; of achievement through grit and determination, coupled with
vision and meticulous planning. Throughout its success trail, the Hero
Group and its members have displayed unwavering passion of setting
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higher standards for themselves and delivering simply the best to their
customers.
The Hero Group philosophy is: "To provide excellent transportation to
the common man at easily affordable prices and to provide total
satisfaction in all its spheres of activity." Thus apart from being
customer-centric, the Hero Group also provides its employees with a fine
quality of life and its business associates with a total sense of Hero
Motorsonging.
"Engineering Satisfaction" is the prime motive of the Hero Group and it
has become a way of life and a part of the work culture of the Group. This
is what drives the Group to seek newer vistas, adopt faster technology and
create quality driven products to the utmost satisfaction of customers,
partners, dealers and vendors.
Today the Hero Group has a number of accolades and achievements to its
credit … yet consumer requirements and newer technologies provide fresh
challenges every day, and at Hero the wheels of progress continue to turn.
CAREER
Hero has continuously strived for synergy between technology, systems
and human resources, to provide products and services that meet the
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quality, performance and price aspirations of its customers. While doing
so, it has maintained the highest standards of ethics and social
responsibility, has constantly innovated products and processes and
developed teams that keep the momentum in order to take the Group to
new heights.
In the forefront of the two-wheeler and auto-components industry in India,
the Hero Group is driven by the vision of providing technologically
advanced and affordable transport solutions. In doing so its employs and
scouts for state-of-the-art technology and systems.
At Hero, new management strategies, techniques and manufacturing
processes are constantly adapted. The work culture at the Hero Group
revolves around building relationships - be it with workers, vendors or
dealers. All those who come to work within the fold of the Hero Group are
offered job security and growth opportunities, both personally and
professionally.
VISION
"We, at the Hero Group are continuously striving for synergy between
technology, systems and human resources to provide products and services
that meet the quality, performance, and price aspirations of the customers.
While doing so, we maintain the highest standards of ethics and societal
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responsibilities, constantly innovate products and processes, and develop
teams that keeps the momentum going to take the group to excellence in
everything we do."
AWARDS AND ACHIEVEMENTS
Dr. Brijmohan Lall Munjal, patriarch of the US$ 3.19 billion Hero Group
was born in 1923, in what is now Pakistan. After partition, the Munjal
brothers started a small business of manufacturing bicycle components in
Ludhiana in North India in the face of the bottlenecks of industrial
infrastructure and investments. Dr Lall led a small time manufacturer of 60
cycles a day to become a manufacturing giant, which churns out not only
over 17,000 cycles per day but is also diversified into various domains.
Undoubtedly, Dr.Lall is a first generation business entrepreneur of the
1950s'.
Dr. Lall has enriched the Hero Group with his vision of sound business
governance and value driven management practices. His foresight has
made the Hero Group a leader in its business. Dr Brijmohan Lall is a role
model for Indian Industry in corporate governance and ethical and value-
driven management practices. His principle-based leadership has led the
Group companies to receive the best industrial governance and safety
awards and acquire stringent value certifications.
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Dr. Lall was amongst the first Indian industrialists to effectively
implement backward integration and he is acknowledged as the trend setter
in the area. Apart from the promotion of the Indian industry, he is the
actively involved in many national associations such as CII, SIAM,
ASSOCHAM and PHD and is a member of the Regional Board of the
Reserve Bank of India. He is Honorary Fellow of the Indian Institute of
Industrial Engineering.
Dr. Lall has received various accolades and awards for his immense
contribution to the Indian industry. He was adjudged Businessman of the
Year in 1994 by a leading business magazine - Business India.
In 1995, Dr. Lall received the National Award for outstanding
contribution to the Development of Indian Small Scale Industry.
(NSIC award - presented by the President of India)
In 1999, the Business Baron recognized him as the "Most Admired
CEO."
The PHD Chamber of Commerce and Industry presented him with the
Distinguished Entrepreneurship Award in 1997, in recognition of his
outstanding exemplary entrepreneurship.
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Xavier Labour Relations Institute (XLRI), a premier institution has
conferred on him the honor of Sir Jehangir Ghandy Medal for
Industrial Peace in 2000.
Ernst and Young has recognized him as the "Entrepreneur of the year
2001."
All India Management Association conferred him with the Lifetime
Achievement award for "Managment"(2003)
Banaras Hindu University, Varanasi one of the most prestigious
Universities of India conferred him with a Doctrate; degree of " Doctors of
letters" Honoris Causa in October 2004
The Government Of India honoured him with the prestigious " Padma
Bhushan"in March 2005 for his contribution to Trade and Industry
Hero Group ranks amongst the Top 10 Indian Business Houses
comprising 20 companies, with an estimated turnover of US$ 3.2 billion
during the fiscal year 2005-2006. The Group and its management have
acquired a number of accolades and achievements over the years:
Hero Group Management style has been acclaimed internationally by
World Bank and BBC, UK.Hero Group is discussed as a case study at
London Business School, UK and INSEAD, France. World Bank has
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acclaimed Hero Cycles as a role model in vendor development based on
a world-wide study. The London Business School, UK, has done a case
study on the Group as model of entrepreneurship.
Boston Consulting Group has ranked Hero Group as one of the top ten
Business Houses on Economic value, in India.
The Hero Group is recognized as a long term partner and an ideal
employer:
-- Hero Group's partnership with Honda Motors, Japan is over 21 years old
-- Hero Group's Partnership with Showa Manufacturing Corporation, Japan
is over 19 years old.
Group Chairman, Mr Brijmohan Lall Munjal received the coveted
"Ernst & Young Entrepreneur of the Year" award for 2001.
Hero Honda Motors was ranked 3rd amongst top Indian companies
Review 2000 - Asia's leading companies award (2004) by Far Eastern
Economic Review.
Hero Honda Motors is the World's largest manufacturer of two-
wheelers with annual sales volume of over 3.0 million motorcycles.
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Hero Honda Motors has been awarded the highest rating for Corporate
Governance (2003) by CRISIL - India's Leading Ratings, Risk & Advisory
Company and as the Best Governed Company in private sector(Dec 2004).
Hero Honda ranked Number One in the two-wheeler category on
Environmental Performance by the Centre for Science and Environment.
Hero Cycles Limited is a Guinness Book Record holder since 1986 as
the world's largest manufacturer of bicycles, with annual sales volume
of 5 million bicycles in FY 2006.
Engineering Exports Promotion Council has awarded Hero Cycles with the
Best Exporter Award for the last 28 years in succession.
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FACILITIES
Within the Hero Group, quality is a passion - thus skill-improvement of the
workforce, technical upgradation of the machines and evaluation of the
manufacturing processes is a routine procedure - all aimed at the quality
enhancement of the product.
Specialisation is the hallmark of the manufacturing process at Hero Group.
Experts are involved right from choosing the highest quality raw material
to applying various techniques, like robotic-welding, brazing,
electroplating, shot-blasting and electrostatic painting. The R&D
departments at the various manufacturing units are committed to the zero-
defect approach, which drives the Group as a whole to constantly upgrade
its manufacturing systems. The marketing and management teams are
always on the look out for modern management techniques.
Hero, the brand name synonymous with two-wheelers in India, is a multi-
unit, multi-product, geographically diversified, Group of Companies - the
reflection of the steely ambition and indomitable grit of the Munjal Family
Trace the saga of the "Hero" - through more than 50 years of Enterprise
and Achievements, of Vision and Planning.
Always blazing through the trails of success ...!
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HERO MOTORS
Hero, a name synonymous with two wheelers in India, began its journey
around four decades ago. Starting as a manufacturer of bicycle
components, Hero has today grown into a multi-unit, multi-product,
geographically diversified group of companies. Like every success story,
Hero's saga contains an element of spirit and enterprise; of achievement
through grit and determination, coupled with vision and meticulous
planning.
The Hero Group began with a simple philosophy: to provide excellent
transportation to the common man, at a price he could easily afford. It is
this spirit which drives Hero even today; the dream of providing total
satisfaction in all its spheres of activity. To consumers, in excellent
products at an affordable price; to employees, in a fine quality of life and
to business associates, in a total sense of Hero Motorsonging. A thorough
understanding of fast-changing consumer behavior, new market segments
and product opportunities, and a marketing mix sensitive to changing
customer needs, form the core of Hero's marketing strategy and
philosophy.
The prime mover for Hero has been engineering satisfaction that is a way
of life and part of the work-culture of the Group. This has driven Hero to
seek newer avenues and technologies, to transform them into products that
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have fulfilled the Hero dream, and catapulted the Group into the Guiness
Book of World Records as the largest makers of bicycles in the world.
Hero is also the largest manufacturer of 100cc motorcycles in India, and
has a substantial presence in mopeds and auto-ancillaries.
The search for excellence led to the creation of several companies by the
Hero Group. Companies that maintained the ethos of perfect quality, which
helped the Group attain its global stature and self-reliance in the entire
manufacturing process. Keeping the wheels of progress turning are the
individual companies of the Hero Group. Each an independent profit
center. Each a success story in its own right. Besides this, the Hero Group
has also helped promote more than 300 ancillaries which meet the needs of
smaller components, and more than 3,500 dealer outlets, each with its
complement of trained mechanics and workers.
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RECRUITMENT
Recruitment and selection are the most important functions in an
organization because with the help of these functions the management
selects the best available candidate from a batch of them. The
organizations, in this growing competitive world, need to have the best of
the manpower so as to have an edge over its competitive.
According to Flippo, "Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to apply for
jobs in an organization."
In the words of Yoder,"Recrutiment is a process to discover the sources
of manpower to meet the requirements of the staffing schedule and to
employ effective measured for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force."
The recruitment needs can be classified into-
Planned.
Anticipated.
Unexpected.
Planned need arise from changes in the organization and retirement
policy. These occur due the expected changes in the organization so the
management can make a proper policy for it.
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Anticipated need refer to the movements in personnel which an
organisation can predict by studying the trends in the internal and external
environments.
Resignations, deaths, accidents and illness result in to the unexpected
needs.
FEATURES:
Recruitment is a process or a series of activities rather than a single
event.
It is a linking activity as it brings together the employers and
employees.
It is positive process because in this activity the employers want to
have the maximum number of job seekers so as to have a wider
scope for choice ultimately leading in spotting right persons for job.
It is an important function as it makes it possible to acquire the
number and type of persons required for the effective functioning of
the organization.
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It is an on going function in all the organizations, but the volume
and nature of recruitment varies with the size, nature and
environment of the organization.
It is a complex process because a number of factors affect it --the
nature of the job offered, image of the organization, organizational
policies, working conditions etc.
SOURCES OF RECRUITMENT:
The various sources of recruitment are -
Internal Sources : Include-
Present Employees who can be transferred or given promotions.
The retired and retrenched employees who want to return to the
company.
Dependents and relatives of the deceased and disabled employees.
External Sources : Consist of-
Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
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Recruitment at factory gate.
Employment Exchanges.
During my short stint at DIL, it was observed that the recruitment need
of DIL is diversified. It needs persons who have knowledge of use,
processing of natural ingredients of number of varied products,
technical know-how of latest industrial technical knowledge, and
computer applications to pharmaceutical industry to manual workers.
The importance of the process could be understood that the present
work force of DIL is 2,500 employees. Hence, the recruitment and
selection procedure should match the complexities of the need and at
the same should commensurate with the complex need of the
organization.
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SELECTION
Selection is the process of choosing the best candidate
out of the all the applicants. In this process, relevant
information about the applicants is collected through a
series of steps so as to evaluate their suitability for the job
to be filled.
It is the process of matching the qualifications with those required for
the job so that the candidate can be entrusted with the task that matches
with his credibility.
It is a process of weeding out unsuitable candidates and finally identifying
the most suitable candidates.
This process divides the candidates into two categories-the suitable ones
and the unsuitable ones. The suitable people prove to be the asset for the
organization. Selection is a negative process because in this process the
management tries to minimize the number of people at each step so that
the final decision can be in the light of all the factors and at the end of it
best candidate is selected. Selected candidate the has to pass through the
following stages-
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Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
Preliminary Interview is the initial screening done to weed out the
undesirable candidates. This is mainly a sorting process in which the
prospective candidates are given the necessary information about the
nature of the job and the organization. Necessary information about the
candidate is also taken. If the candidate is found suitable then he is
selected for further screening else he is dropped. This stage saves the
time and effort of both the company and the candidate. It avoids
unnecessary waiting for the candidate and waste of money for further
processing of an unsuitable candidate.
Application Form is a traditional and widely used device for collecting
information from candidates. This form asks the candidates to fill up
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the necessary information regarding their basic information like name,
address, references, date of birth, marital status, educational
qualifications, experience, salary structure in previous organization and
other such information. This form is of great help because the scrutiny
of this form helps to weed out candidate who are lacking in education,
experience or any other criterion provided by the organization. It also
helps in formulation of questions, which will be asked in the interview.
These forms can also be stored for future references thus maintaining a
databank of the applicants.
Selection Tests are being increasingly used in employee selection. Tests
are sample of some aspect of an individual's attitudes, behavior and
performance. It also provides a systematic basis for comparing two or
more persons. The tests help to reduce bias in selection by serving as a
supplementary screening device. These are also helpful in better
matching of candidate and the job. These reveal the qualifications,
which remain covered in application form and interview.
Selection Interview involves the interaction of the employer and the
employee. Selection involves a personal, observational and face-to-
face appraisal of candidates for employment. It is an essential element
39
of the selection procedure. The information obtained through
application form and test can be crosschecked in the interview.
The applicants who have crossed the above stages have to go through
Physical Examination either by the company's physician or the medical
officer approved for the purpose. The main aim is to ensure that the
candidate is physically fit to perform the job. Those who are found
physically unfit are rejected.
The next stage marks of checking the references. The applicant is asked
to mention in his application form the names and addresses of two or
three person who know him well. The organization contacts them by
mail or telephone. They are requested to provide their frank opinion
about the candidate without incurring a liability. The opinion of the
references can be useful in judging the future behaviour and
performance of a candidate.
The executives of the concerned departments then finally approve the
candidates short-listed by the human resource department. Employment
is offered in the form of an appointment letter mentioning the post, the
rank, the salary grade, the date by which the candidate should join and
40
other terms and conditions in brief. Appointment is generally made on
probation of one or two years. After satisfactory performance during
this period the candidate is finally confirmed in the job on permanent
basis or regularized.
Selection is an important function as no organization can achieve its
goals without selecting right persons for the required job. Faulty
selection leads to wastage of time and money and spoils the
environment of an organisation. Scientific selection and placement of
personnel can go a long way in building up a stable workforce. It helps
to reduce absenteeism and labour turnover. Proper selection is helpful
in increasing the efficiency and productivity of the enterprise.
41
Hero motors India Ltd. selects the future employees keeping everything in
mind right from the qualification of the employees to the future prospects-
both of the organisation and the employees.
The first step involves the filling up of Manpower Indent Form. This form
is filled up by the department, which is having the vacancy. The form
consists of various questions which are to be answered like if the current
vacancy is a replacement vacancy, its reason is to be specified -the factors
which resulted it like death, retirement etc.
The department is required to give the qualifications that the future
candidate should possess.
In the next step, this form is given to the Human Resource (HR)
department; this department sees if the position can be filled through
internal sources. The internal sources can be transfers, promotion etc. In
the case of internal sources, the recommendations of the employees are not
taken into consideration. If the HR department does not find suitable
candidate within the organisation then this department has to give reasons
for it. The form then goes to the Corporate HR for its approval.
42
When the suitable candidate is not available within the organisation, the
organisation then moves to the outside world for filling up the vacancies.
If the number of employees required is large then the company has in its
consideration three ways-
The Data bank of the organisation.
Advertisements.
Contacting large consultants.
The company maintains a databank of the candidates, which is used when
the number of vacancies to be filled up is large. The sources of databank
can be the qualified candidates who had applied in the organisation earlier
but due to some reasons could not join the organisation.
Advertisements are the second big source to attract the candidates. These
are having much larger scope and reach to a number of people. The
qualifications required by the organisation and the criteria could be
described in detail.
Large number of consultants also constitutes a big source. Many people
register themselves with these consultants and they act as a bridge between
the organisation and the candidates. The consultants provide the company
43
required details about all criteria. These consultants are fixed for the
organisation, which are chosen on the basis of their performance. In case
of overseas recruitment it is checked whether their Indian counterparts can
perform the job efficiently or not. If need arises then they are also taken
through consultants.
But if the number of vacancies is very small then the organisation takes the
help of the local consultants.
The candidates are then required to fill up the Application Form. This form
requires the candidate to fill the details regarding the previous
employment, if any and his personal data. The form is having details
regarding like the marital status, organisation structure, the position held
by the candidate, his salary structure, the top three deliveries to the
organisation that proved to be beneficial to the organisation, career goals,
his strengths and weaknesses etc.
After the application form has been duly filled and submitted, the selection
process starts wherein the candidate has to pass through various stages and
interview. The interview panel consists of the persons from Corporate
(HR), and other persons including the executives from the department for
which the vacancy is to be filled.
44
The selected candidates are then short-listed. The short listed candidates
are then given priority numbers; this is due to the reason that sometimes
the candidate who is having first priority is unable to join the organisation
due to some reasons then in that case the candidate next in the priority list
is given preference. The candidate has to under go medical examination
and his credentials are verified.
After qualifying these stages, the candidate is then absorbed in the
organisation and explained his/her duties. This phase marks the end of the
selection procedure.
Hero motors India Ltd.also performs Campus interviews as and when the
need arises. The esteemed organisation also provides apprentice training-
wherein the organisation trains the people in the working of the
organisation and gives then stipend. If these trainees are found useful to
the organisation then they are absorbed in the organisation else they are
given certificate so that they can show this as an experience and get a job
elsewhere.
45
RECRUITMENT AND SELECTION IN HERO MOTORS
HIERARCHY OF HERO MOTORS
46
Mrs. Vandana Bhargava Deputy dDirector
Mr. U.K. Bose CEO
Mr. Samir Bhargave Controller
Mr. Kapil Kaul C.G.M. (M&S)
Capt. S.P.S. Sandhu C.G.M. (Operations)
Manager Personal
Mr. Manchanda G.M (North)
Mr. Roshan Nowroj G.M. (South)
Mr. Sanjay Kumar Commercial Mrg.
R.S.M. Delhi
Manager Sales
Deputy Manager Sales
Asst.Manager Sales
Senior Officer Sales
Officer Sales
Manager FFP Department
Manager International MRTG.
Manager CSC & Automation
Product Manater
A.S.M. Delhi
Senior Officer
Officer
Brand Manater
A.S.M. Delhi
Senior Officer
Officer
HRM in the vehicle Industry
When we talk of human resource management, we have in our mind a
variety of things. These include:
Training
Skill development and up-gradation of knowledge and skills of the
employees.
Motivating the employees,
Effective utilization of the employees skills and capabilities
Attracting the personnel and their retention
Wages, salaries and rewards and
Monitoring and controlling the employees performance
These aspects of human resource management and development are
essential for every sector but in the case of tourism, they have a special
significance. This is because tourism is a service industry and here the
customer is not only buying a service or a product but he is also
experiencing and consuming the quality of service which is reflected in the
performance of the person involved in the production and delivery of the
service. Since what is marketed here is a relationship between the customer
and the producer of services, the importance of human resources becomes
vital for the success of the business. Generally, in such service operations
47
the emphasis has been on courtesy and efficiency and it is assumed that the
service in tourism is all smiles and effective communication. However,
with the changing nature of tourism and growing special sation only
smiles, communications skills and courtesy will not serve the purpose. For
example, a guide may be very good in communication but unless he or she
is equipped with knowledge and information related to the monument or
the city, he or she will not be able to perform quality service. Similarly, a
driver may be very good at driving but unless he knows the roads and
addresses of the city, only his driving capabilities will be of no help in
providing quality service. And we must remember here that tourists,
whether foreign or domestic, are increasingly becoming more demanding
as regards quality of service.
Generally, human resource management, planning and development in
tourism have to be taken at both macro as well as micro levels. At the
macro level, one takes into account the educational and training
infrastructure available in a country and the efforts initiated by the ICAO.
This also includes the efforts initiated by the private sector. At the micro
level, one takes into account how best individual organizations plan and
manage their human resources V S Mahesh, formerly Vice President
(Human Resources) with the Taj Group of Hotels, is of the opinion that
48
two central features common to all sectors of the tourism industry must be
considered in this regard:
1) The concept of Moments of Truth (MOT), and
2) MOT’s relationship to the attainment of service excellence in an
organization.
Jan Carlzon has defined MOT “as an intention between a customer
and an organization, which leads to a judgement by the customer
about the quality of service received by her or him”. In tourism
industry, 95% of the MOTs take place between customers and the
front line staff and most of the time they are not visible to the
management. For example, how a hotel receptionist is handling the
customers or how an escort is conducting the tour is not visible to
the management. Yet, the tourist’s experience of the holiday is
dependent on how the staff manning such services has treated him
or her. Mahesh has pointed out that in case of negative
experiences, only less than five percent cases get reported to the
management by the customers and hence according to him the
crucial questions is “are human beings capable of doing their job
correctly, willingly and with a smile, when they know that their
management is most unlikely to be able to see or hear them, let
alone bear of their failure to do so”? This puts additional on the
49
human resources management factor in the tourism industry.
Certain organizations, companies and even destinations are known
for their hospitality and are even termed as service leaders in their
areas of operations. Researches conducted by various scholars in
this area show that they have achieved this, status, through
effective human resource management in their organizations.
According to Gail Cook Johnson these companies have applied the
principal of empowerment to all employees. This empowerment is
manifested in the way that companies:
Are highly focused and consistent in everything they do and say in
relation to employees,
Have manager who communicate with employees
Facilitate, rather that regulate, their employees response to customers
Solicit employee feedback about how they can do things better
Stress the importance of team work at each level of the organization
and
Plan carefully the organization’s recruitment and training needs.
These companies give less emphasis on hierarchy and formal relationship
rather; they adopt flat organizational structure in terms of span of control.
Johnson further states that these service leaders can be recognised for:
50
Their unfailing commitment to service principles,
Their investments in people to ensure staffing competence,
A management philosophy which stresses communication a proactive
orientation and employee feedback and
A dedication to teamwork
In fact, human resource management and customer’s care/expectations
management are inter related area in the area of tourism. Sarah Mansfield
has identified four key principles in the development of customer care
within companies. These according to her are
1) Customer care ‘starts at the top’ was meaning that commitment to
the principle of customer care must emanate from senior
management levels within an organization. Successful
management’ is not only about the right management style but also
an attitude, ethos or culture of the organization which overrides the
management techniques used, such that in the absence of other
instructions these values will dictate how an employee will behave.
2) ‘Customer care involves everyone’ within the organization. It is not
just about front-line staff. The contrary view ‘only services to
reinforce the electricians’ or administrators, opinion that the
standard of service they give in support of the front-line staff is not
important. How can cleaners do the right job unless they fully
51
appreciate their customer’ needs and the importance of their role?
High standards of customer care cannot be achieved by ignoring
seasonal, part time or voluntary staff that represents the face of the
business to many customers.
3) ‘Care for your staff and they will care for your customers. Too often
organizations look first to the customer, whereas the emphasis
should be placed on the staff. Improving the experience of the staff
encourages a better service and a better experience for customers.
More customers are obtained thereby improving the climate in
which management and staff work. Investment and greater
professionalism follow success and the cycle of achievement is
reinforced.’
4) ‘It’s a continuous’, meaning that ‘customer care is not a quick fix
Research but it long term plan’.
According to V S Mahesh “The nature, determinates and problem areas of
service quality within tourism points clearly to the central role of
personnel, at all levels, in attaining levels, of excellence in this respect.
Development the service culture, within a company, and within tourism
industry, cans he seen as crucial to the success of tourism.” Hence, the
activities of an HRD manager in tourism can be categorised as:
Human resource planing and
52
Human resource development
Aspect like forecasting, recruiting and induction in the human resource
area are taken care of through human resource planning. The identification
of specific developmental needs for the manpower aimed at developing
and exploiting the competencies of the human resources are taken care of
through human resource development.
HUMAN RESOURCE PLANNING
In this Section, we will deal with certain aspects which are relevant for
managers or entrepreneurs at an organization’s level in the area of human
resource planning. Human resource planing can be termed as a process for
preparing a plan for the future personnel needs of an organization. It takes
into account the internal activities of the organization and the external
environmental factors. In a service industry like tourism, such planning
also aims at improving the quality of manpower resources. Human
resource planning involves:
Analysis of existing manpower resources,
Planning for future needs taking into account how many people with
what skills and at what levels the organization will need, and
53
Planning for the development of the employees by adopting in-house
training and continuing education methods to upgrade the knowledge
and skills of the employees.
54
RECRUITMENT AND SELECTION
PROCEDURES IN HR
Recruitment and selection procedure is a vital factor of an organization. If
it is not done properly the production procedure will be hampered. Hence
productivity will fall down. So the organization will be in trouble and it
will affect the employer- employee relationship. So recruitment and
selection procedure should be done in proper and correct manner. The new
candidates should replace the vacant post so that the production of the
company does not hamper. By this the productivity will increase and the
organization will gain profit. So the employer will be happy and will not
hesitate to distribute bonus and increments to the workers. The workers
will also be more motivated to work. Hence there will be harmonious
relationship in the organization. It will also stabilize the organization in the
long run.
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HUMAN RESOURCE MANAGEMENT IN
HERO MOTORS
Organisation structure:
The whole organisation behaves as a Parivar, with one legal guardian. All
directors and shareholders are from among workers and the entire have
taken an oath through affidavit. In the court of law that neither their family
members shall have claim or share in the assets or profits of the company.
All workers of company are the proud owners of the organisation. The
workers believe in the concept that “manpower is superior to money
power”.
Recruitment and selection
Recruitment is the process of seeking out and attempting to attract
individuals in external labour markets, who are capable of and interested in
filling available vacancies. Recruitment is an intermediate activity whose
primary function is to server as a linked between Human Resource
Planning on the one hand and selection on the other. Sources of
recruitment are through internal and external channels. Hero motors
recruits it’s employees both externally as well as internally. Recruitment
for the airline is done through interviews of selected applicants and people
56
who pass the interviews of selected applicants and people who pass the
interview are required to undergo a medical test before he/she is finally
placed in the Hero motors.
Employees are also recruited through internal mobility. This is done on the
basis of merit and seniority. After passing the examination the candidates
are called for an interview along with the employees who have become
eligible for promotion on the basis of seniority.
57
HUMAN RESOURCE FUNCTIONS
Recruitment and selection.
Performance Appraisal.
Training and Development.
Promotion, Transfer, Separation.
General administration & Welfare.
Security.
Public Relations.
Industrial Relations.
58
HUMAN RESOURCE PROCESS IN ORGANISATION
59
Human ResourceRecruitment Selection
Socialization Training & Development
Performance Appraisal
Promotions, Transfers,Demotions & Separations.
HUMAN RESOURCE DEPARTMENT
60
Unit Head
Deputy Manager-HR
Additional General Manager-Corporate HR & IR
Senior Executive-HR
Assistant HR Officer
Supervisor-Administration
Security
Housekeeping
General Administration
Executive Assistant-HR
OBJECTIVE OF STUDY
The basic objective of this report is to “Recruitment and selection
process In Hero motors”. Following fundamental objectives have
been identified as the sub-objectives of the study:-
1. To study the identity of the recruitment & selection process
in the organization as a whole.
2. To find out the employees as per company’s vacancies.
3. To find out the various sources of advertisement of
vacancies like-media (electronic or paper or both), schools,
posters etc.
4. To study the work environment and select the pattern of
interview, which can help out to select the suitable employee
for the organization.
5. To study the interpersonal relationship.
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RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research procedure. This
includes overall research design, the sampling procedure, the data
collection method, and analysis procedure.
Out of total universe 15 respondents from Hero motors have been taken for
convenience. The sample procedure chosen for this are statistical sampling
method. Here randomly employees are selected and interviewed.
Information, which I collected, was based on the questionnaires filled up
by the sample employees.
Under secondary method I took the help of various reference books which
I have mentioned in bibliography and also by way of surfing through the
company website.
Primary Data
Questionnaire: Corresponding to the nature of the study direct,
structured questionnaires with a mixture of close and open-ended
questions will be administered to the relevant respondents within the
Personnel and other Departments of the organisation.
Secondary Data
Organizational literature: Any relevant literature available from the
organisation on the Company profile, recruitment & selection
62
procedures, Job specifications (Hero motors), department-wise break
up of manpower strength and the organisational structure.
Other Sources: Appropriate journals, magazines such as Human
Capital, relevant newspaper articles, company brochures and articles on
www sites will also be used to substantiate the identified objectives.
Sampling Plan and Design
A questionnaire will be used for the purpose of research:
Questionnaire: To test the validity and effectiveness of the recruitment
and selection procedures within the organisation and to test the validity
and effectiveness of the policies and procedures within the organisation.
The basic rationale of Questionnaire is to ascertain the perception of the
non-HR departments in terms of the validity and effectiveness of the
policies and procedures used by the organisation. It is also in line with
the assessment of any suggestions/recommendations that the
respondents from these Departments might have in terms of the use of
an alternative source/device of recruitment and selection, than what
already forms the current practice of the HR Department.
Questionnaire would be administered to 15 respondents, holding a
senior designation within the Personnel Department of the organisation.
It will also be administered to at least 15 respondents belonging to
63
typical Departments within the organisation and holding senior
designations within their respective Departments.
Sampling Element
For the purpose of administering the Questionnaire, the respondents
would comprise of personnel holding senior designations within the
Personnel Department of the organisation. The respondents for the
Questionnaire will also be preferably being panel members of the
Recruitment & Selection Board of the organisation.
The respondents would comprise of personnel holding senior
designations within certain typical Departments identified within the
organisation, namely:
- Stores
- Finance
- Operations
- Electronics
- Engineering
Sample Extent: The extent of the sample is confined to the Sahibabad
operations of the Hero motors, specifically to the Administration.
Sampling Technique
Judgement Sampling would be used for the purpose of choosing the
sample for the purpose of administering Questionnaire. The identified
64
expert would have a thorough knowledge about all the respondents
within the Personnel Department of the organisation. Thus his/her
expertise would be incorporated in locating, identifying and contacting
the required respondents.
Again Judgement sampling would be effectively used in identifying the
typical non - HR Departments within the organisation and
subsequently for the location and identification of suitable respondents
for Questionnaire.
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ANALYSIS & FINDINGS
The analysis of the various sources of recruitment and selection devices is
presented on the following pages.
The response entailed from the HR Department (as analysed from
Questionnaire) represents current practice within the organisation in
terms of the sources of recruitment and selection devices used.
The analysis of the response entailed from all the other departments (as
analysed from Questionnaire) forming the sample, represents the
perception of the respondents from these Departments in terms of the
validity and effectiveness of the various sources/devices of
recruitment/selection (specific to these Departments)
The analysis further entails any suggestions/recommendations given by
these non-HR Departments (forming the sample for administering
Questionnaire), in terms of any recruitment source and/or selection
device that should be deployed by the organisation apart from what
already constitutes current practice (specific to these Departments)
66
The procedure of Recruitment and Selection
120 out of 120 employer’s accepted the fact that Hero motors follows
recruitment and selection procedure.
67
External recruitment the company compensates the
employees for the expenses made by them
It basically depends on the post the candidate is applying for, in most
of the cases the company does compensate the employees for the
expenses incurred by them.
70 out of 120 employers said that the company compensates the employees
for the expenses made by them, while 50 employers said no.
68
Company hires consultancy firms or recruitment agency for
hiring candidates
All 120 employers said that the company hires consultancy firms or
recruitment agency for hiring candidates.
69
The verification of the candidates to the given reference
80 out of 120 employers said that the references provided by the candidates is
verified while 40 employers said No.
70
The total monitory expenditure the company spends on
recruitment and selection procedure
20 out of 120 employers said that the company spends about 10%-20% of
its total expenditure on recruitment and selection.
70 out of 120 employers said that the company spends about 20%-30% of
its total expenditure on recruitment and selection.
While 30 out of 120 employers said that the company spends above 30%
of its total expenditure on recruitment and selection.
71
COMPANY POST POSITIONS ON THE JOB SITES AND INTERNET
SEARCHES
120 OUT OF 120 EMPLOYER SAID COMPANY POST POSITIONS ON THE JOB
SITES AND INTERNET SEARCHES
72
Company maintains and manage candidate’s file including
maintenance of database to ensure comprehensive data
collection of candidates
120 out of 120 employers said that company maintains and manage
candidate’s file including maintenance of database to ensure
comprehensive data collection of candidate.
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The productivity of the employees get hampered due to
his/her marital status.
50 out of 120 employers believe that the employee’s productivity gets
hampered due to his marital status to a large extent, while 30 out of
120 believe that productivity is somewhat affected, 30 out of 120
believes that marital status does not affect the productivity of the
employee and one employee did not had any ans.
74
Interview methods used by the company
200 out of 200 said the company follows direct interview method, as
well as other method which include unstructured interview with the
departmental head. And the 120 said the computerized is followed by
the company.
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CONCLUSION
REQUIREMENT:-
‘Necessity is the mother of Invention’ this is true everywhere. In the
study first of all I tried to find out the cause of the process of
Recruitment and selection.
I got the answer from Hero motors that here in Hero motors major
cause for the process is its Expansion program as Hero motors is
growing vastly. Few other reasons are Replacement vacancy
Retirement hardly takes place here.
SOURCES:-
An organization’s excellence depends upon its employee’s
performance, which has not only to be maintained on a consistent level,
but also must be improved constantly. All this can be achieved if
suitable employees are selected, through proper Recruitment and
Selection procedure.
METHODS:-
For the recruitment and selection various test include for e.g. aptitude
test ,personality test and group discussion. As we all know that, in
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today’s highly competitive age the biggest problem is of retention of its
highly skilled employees in the organization. Recruitment plays a vital
role in this regard. But it should be seen that no system is without any
flaws. Every system has its strong and weak points and is open for
change at any time.
IMPROVEMENT:-
HERO MOTORS a well-developed Selection System for its employee’s
development. Thus, the company provides scope for employees on
future growth, career planning, training and development.
77
RECOMMENDATIONS
The research in Hero motors has helped me in broadening my view. It has
helped me to know that HR is the heart of every organization. It made me
aware about how policies play an important role in the smooth functioning
of any organization. But I have found that there is something that lacks in
the company and which is possible to overcome.
Hero motors is engaged in making maximum sales, providing satisfaction
to its customers, as well as maintaining good relations with the corporate
world. But it has not thought about marinating a health relation with its
employees. This is the reason that there was an increase in the labor
turnover. Also, it has never given consideration to find the reason lying
behind the same.
Employee retention is crucial to the long-term success of your business
and therefore the ability to retain employees is a primary measure of the
health of your organization. Of significant concern is the fact that
unplanned employee turnover directly impacts the bottom line of a
business.
78
The company can undertake the following steps to maintain long and
existing relationship with its employees as well as a steady increase in
sales:-
1. Employees should know clearly what is expected of them-
Continually changing expectations minimize employee’s sense of
internal security and create unnecessary stress. It is beneficial
therefore to provide a specific framework, in which people can
work.
2. Employees should be provided with quality management and
leadership-
It is well documented that people leave their managers more often
than they leave the company or the job. Turnover issues that cause
an employee to feel unvalued by their manager include lack of
feedback about performance, lack of clarity regarding earning
potential, failure to hold scheduled meetings, and the failure to
provide a framework for the employee to succeed. Ensure that the
right people are in place to lead your teams, departments, business
units and the organization as a whole towards success.
79
3. The company should compensate candidates applying for any
position in the organization in case of external recruitment; this will
give candidates a positive impression about the company.
4. The references given by the candidates at the time of selection
should be brought into use and should be verified in order to avoid
undesired candidates.
5. Job specifications should be disclosed at the time of recruitment and
selection so that employees are well aware of the tasks to be
performed by them and the expectations their seniors have from
them.
6. Company should undergo personality test in order to judge the
personality of the person applying for the job.
7. Company should have a round of panel interview so that decision of
selecting a candidate is not based on personal biasness of the
interviewer, interviews should therefore be followed by group
discussion.
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LIMITATIONS
The scope of the study in terms of coverage is limited to the Delhi
operations of the Hero motors
Within the organisation the study is limited to the top-level
management of the Personnel Department of the organisation (out of
which samples of the respondents are also members of the
Recruitment & Selection committee). This is for the purpose of
administering the questionnaire.
In line with the purpose of conducting employee interviews, the study
would be confined to personnel holding typical designations within the
organisation at different levels of management.
Although the limitations that I faced in the organizations is the absence
of Trade Unions co-operation, otherwise which could have help me in
understanding the industrial relations in a comprehensive manner.
Secondly, the limitation that I have is the scope of collection of sample
size which was confined to only one department, which would have
other wise made my study and observations in an effective manner.
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B IBLIOGRAPHY
BOOKS
Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th
Edition, Chapter 16, pages 636-641.
Koontz Harold & Weihrich Heinz, Essentials of Management, Mc
Graw Hill, 5th Edition, Chapter 11, pages 217-245.
Decenzo A. David & Robbins P. Stephen, Personnel/HR
Management, Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-
209.
Magazines
India Today
Today’s traveller
A&M
Business Today
Business World
Business Digest
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News Paper
Times of India
Hindustan Times
Economic Times
The Pioneer
The Hindu
Catalyst
EconomicandPoliticalWeekly
Financial Express
Web sites
www.Hero motorsindia.com
www.indiatimes.com
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ANNEXURE
QUESTIONNAIRE ON RECRUITMENT & SELECTION
Q.1 Does Hero motors follow any Recruitment and Selection Procedure?
Yes No
Q.2 Does the recruitment and selection procedure affects the
performance of the employees?
Yes No
Q.3 Does the company recruit employees internally?
Yes No
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Name:
Designation:
Organization:
Age:
Date:
Q.4 Is the recruitment and selection procedure followed by the
company appropriate?
T.A.(Totally Agree) S.A.(Some What Agree),
S.D.(Some What Disagree) T.D.(Totally Disagree)
T.A. S.A.
S.D. T.D.
If not, then suggest the appropriate changes required in the
recruitment and selection procedure followed by the company?
……………………………………………………………..
Q.5 Does your company disclose the job specifications at the time of
selection of a candidate?
Yes No
Q.6 Does your company ask for references at the time of selection?
Yes No
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Q.7 What percent of the selection procedure does the written test
contribute?
Below 10%
10% - 20%
20% - 30%
30% -40%
40% -50%
50% and above
Q.8 Which type of interview methods does your company usually
follow?
Direct Computerized
Group Panel
Stress
Any other …………………………………………………
Q.9 Does your company follow any of the following personality test for
the purpose of recruitment and selection?
MBTI Psychometric
FIRO_B Other
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