recruitment minda
TRANSCRIPT
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INTRODUCTION
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Company profile
1. NATURE
The Rs 3000 Cr Minda Group today is one of India's leading auto component manufacturers, supplying a wide range of products to
OM!s in India as well as glo"ally# The Group has colla"orations $ %oint &entures with world leaders, and a product range
comprising oer ()00 *+!s spread across arious product categories, suita"le for a wide range of ehicular as well as non-
ehicular and off the road applications# .roducts are manufactured in world class facilities spread across India, Indonesia, /ustralia
and Germany, and supported "y representatie offices in urope, China, %apan and &ietnam# ay "ac1 in 245, M/C6 7the then
*witch Masters 6imited8 was formed with core o"9ectie of creating a distri"ution networ1 in the country, spanning range of
products and serices in the auto parts! after mar1et# The 1ey o"9ectie was to drie this organi:ation as mar1eting $ distri"ution
arm of Minda GroupOur ision was to "uild a distri"ution networ1 to "e recogni:ed as "enchmar1 in the replacement mar1et for automotie products
and serices#
Gien the inherent threats in the domestic after mar1et "y way of continuous improement of ;uality, enhanced warranties "y /uto
Companies, and focused thrust "y O, *.
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add value to our group companies by enhancing their protability and
share of business.
3.2 MISSIONTo understand customer!s need in an eoling and emerging enironment#
To strie to improe upon mission 20 D 20 and ma1e it 20 D 4 7500 Crores8 there"y multiplying turnoer ten times in eight years
from ?00(-05 instead of ten years#
To create a strong .an India distri"ution networ1 which can "e a "enchmar1 in our industry#
To design and esta"lish uni;ue and ro"ust logistic infrastructure so as to optimi:e speed ;uality, and speed, ;uality and cost of
deliery#
To deelop a serice networ1 capa"le of ta1ing care of customer!s serice needs with speed and ;uality for delight of our Eusiness
.artners and Institutional customers#
To nurture human alues so as to "uild a respecta"le organi:ation consisting of dedicated and motiated employees#
4. PRODUCTS
SWITCHES: -
Switches for !"!# wheeler and $% the road vehicles are designed
&developed and manufactured at 'inda Industries (td. 'inda en)oys *+,
market share in !" wheeler segment in India and is amongst the top few
globally .The product for !" wheeler are manufactured at -une&
urangabad& 'anesar and -antnagar and are being supplied to ma)or
$/'s of India. The company has received IS$ 0++1& IS$ 1#++1 2 $3SS
14++1 certication. The company has received 5II 6 /7im 8ank 8usiness
/7cellence ward.
8ody 5ontrol 9nit is the patented product which has been developed for
8a)a) uto (td. The product range in wh includes 3andle 8ar Switch&
3andle 8ar& (ever 2 3older ssembly& 8rake Switch& 'odular Switch 2
-anel Switch :;eutral Switch
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-ower >indow Switch& $il -ressure Switch& 8ackup (amp Switch& and
3azard >arning Switch. The company has a )oint venture with Tokairika&
?apan and has received IS$ 0++1& IS$ 0++ 2 @S 0+++ certication. The
company has received 'arutis 8est -erformance ward& 'arutis'anufacturing /7cellence ward& 8est 5ost -erformance from TA'(.
Switches are also e7ported to ?apan 2 9S for various # >heeler
manufacturers and to ma)or $/' suppliers in India.
The product categorizations of Switches are as followsB
2 WHEELERS
C3andle 8ar System ssembly
C3andle 8ar Switches
C/lectronic Systems :Self 5ancellationok (amps : -lough (amps& shok (eyland&
-iaggio & Torica & Suzuki ?apan& @ certied by ord& Italy .
The product range in 3orns are B
C5!J5 3orns
CJisc 3orns
CHibrasonic 3orns
CTrumpet 3orns ! >ind tone 3orns
C-ipe 3orns
WIRING HARNESSES: -
(eading 'anufacturer of broad range of >iring 3arness& 8attery cables&
wiring sets & 5onnectors 2 Terminal for 5ommercial Hehicles & 9tility
vehicles& !" wheeler& Tractors and $% the Doad vehicles. The
manufacturing locations are Ereater ;oida& 'urbad:'umbai
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The product categorizations of >iring 3arness are as followsB
C>iring 3arnesses for wh& "wh& #wh and Tractors
CTerminals
C3ousings 6 5ouplersCuse 8o7es for #wh and Tractors
INSTRUMENT PANELS: -
The product is manufactured at 'indaStoneridge Instruments (td. which
is a )oint venture with Stoneridge Incorporation& 9S with manufacturing
unit at -une 2-antnagar in India and have a license for manufacturing in
1* sian countries. There is a range of products for !" wheeler&
5ommercial vehicles& 9tility vehicles& 5ars 2 Sensors. 'a)or customers are
8a)a) uto& 'ahindra 2'ahindra & Lamaha & -iaggio &Tata 'otors & Jaewoo
2 E'& shok (eyland & /scorts& T/ . 5ompany has been awarded /'S
1#++& $3SS 14++1 certication &TS 1F0#0 and IS$0++1.
The product categorizations of Instruments are as followsB
C5lusters for !"!# wheeler and $% the Doad vehicles.
CDound Eauges for Tractors.
CTank 9nits for !"!# wheeler and Tractors.
C5hild -arts for 5lusters : Speedometers & D-' & 3our & uel 'eters
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wheeler and $% the Doad vehicles& /lectronic 2 'echanical Security
System to Indian $/'Ms. It e7ports about +, of its products to 9S& 9A&
/urope 2 South /ast sia and S/; countries.
'inda 5orporation (imited manufactures >indow Degulator in India forrenowned Indian $/'Ms with Technical ssistance from 5ST/(($; S&
Spain.
5omplete range of #> /lectronic Security Systems& > /SS& Eear (ocks 2
-ower >indows are manufactured under one roof at state of art
production facility at -ant ;agar. '5( -ant ;agar is a dedicated plant to
manufacture all accessory related items for '5( 2 has all facilities from
development to testing of nal products for IS$ standards
The product categorizations of ccessories range are as followsB
2 WHEELER
CDemote 5entral (ocking 6 utoS/.
C>heel (ock 2 3elmet (ock.
4 WHEELER
CEear Shift (ock.
C-ower >indow Degulator.
CDemote 5entral (ocking System.
BATTERIES: -
'inda Hroom 8atteries are manufactured on a state of the art fully
automatic assembly line with advanced technology& ensuring optimum
performance& long life 2 reliable operation. The product is manufactured
at 'inda Industries (td. :8attery Jivision< with manufacturing unit at
-antnagar. The plant is TS 1F0#0B++ certied.
>ithin a short span of two years the product is $/ to 8a)a) uto (td&
Lamaha 'otors& 3onda 'otorcycle 2 Scooters India 2'aruti& which shows
the condence of $/ and depicts the =uality of product.
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The product categorizations of 8attery are as followsB
2 WHEELERC(ong (ife
C'aintenance ree
CTime -roof :HD(eightQQQQQQQ Ags 8lood EroupQQQQQQQ bdomenQQQQQQQQQQQQQQQQQ
/yesight (!/QQQQQQQQQQQQQQQQQQQQ D!/QQQQQQQQQQQQQQQQQQQQQQQ
8lood -ressure 6 Systolic QQQQQQQQQQQQQQQQ JiastolicQQQQQQQQQQQQQQQQQQQQ
/5EQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ
'ark of identication QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ
ny bnormality QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ
Decommendation of it ! 9nt for the )ob
'edical ocer
JateB SIE;T9D/ $ '/JI5( $I5/D
Def. ;o. B JateB QQQQQQQQQQ
Sir ! 'adam&
OER O APPOINTMENT
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>ith reference to your application and subse=uent interview& we have
pleasure in o%ering you an appointment on the following terms and
conditionsB
1. This appointment will take e%ect from the date you )oin and you will
be on probation for a period of si7 months.
. Lou will be ranked as QQQQQQQQQQQclassied as QQQQQQQQQQQQQand
designated as QQQQQQQQQQQQQQQQQQQ in QQQQQQQQQQQQQdepartment.
". Lou will be paid a basic salary of Ds.QQQQQQQQQQQQQQQQQQ :Dupees
QQQQQQQQQQ only< per month. Jetailed remuneration is as per
anne7ureO.
#. ;o notice period from either side is re=uired during the probation
period. 3owever& subse=uent to conrmation& this appointment is
terminable either by the company or yourself after giving
QQQQQQQQQQQ months notice for every completed year of service
sub)ect to a minimum of one QQQQQQQQQQQQQ and a ma7imum of
QQQQQQQQQQQQ months notice or payment in lieu thereof.
G. Lou will automatically retire from the services of the company on
attaining the age of superannuation i.e. G4 years as per rules of the
company.
F. This appointment is sub)ect to your being related to any Jirector of
the company within the meaning of section "1# of the companies
act& 10GF. list of directors of the company is attached.
*. This appointment is sub)ect to your being found and remaining
medically :physically and mentally< t by our medical $cer.
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4. The general terms and conditions of employment are as per
nne7ureO8& which may please be read.
-lease return the duplicate copy of this letter of appointment& duly signedby you.
Thanking you&
Lours faithfully&
SIGNATURE O AUTHORISED OICIAL
DETAILS O REMUNERATION
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'r. !'s.QQQQQQQQQQQQQQQQQQQQQQQQQQQQ >ill are entitled to the following& as
per rules of the 5ompanyP
1. 8asic Salary of Ds.QQQQQQQQQQQQQQQQ:DupeesQQQQQQQQ$nly< per month.
. Special llowance of DsQQQQQQQQQQQQQQQQQQQ :Dupees QQQQQQQQQQQQQQQQ
only< per month.
". 3ouse Dent Subsidy of QQQQQQQQQQQ , of your monthly 8asic Salary.
#. 5onveyance subsidy of Ds.QQQQQQQQQQQQQQQQQQQQQQQQQQ :Dupees
QQQQQQQQQQQQ only< per month for running and maintenance of selfO
owned two wheeler car&
G 3ouse urnishing Subsidy of Ds.QQQQQQQQQQQQQQQQQQQQQQ :Dupees
QQQQQQQQQQQQ $nly
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S. NO. C$&&"$"'+ O*!$"+/
L*>*
M',* '
T!$>*1 Supervisor!section
Incharge :/7ecutive
to ?oint 'anager .ROC**
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Desearch process consists of series of actions or steps necessary to
e%ectively carry out research and the desired se=uencing of these
steps.
ORMULATING THE RESEARCH PROBLEM:There are two types
of research problems viz.& those relate to states of nature and those&
which relate to relationships between variables. t the very outset
the researcher must single out the problem he wants to study&
essentially two steps are involved in formulating the research
problem viz.& understanding the problem thoroughly& and rephrasing
the same into meaningful terms from an analytical point of view.3ere& the problem is the e%ectiveness of the recruitment and
selection process in the SJE.
E@TENSIE LITERATURE SURE1: $nce the problem is
formulated& a brief summary of it should be written down. or this
purpose& the abstracting and inde7ing )ournals and published or
unpublished bibliographies are the rst place to go on. cademic
)ournals& conference proceedings& government reports& books etc.must be tapped depending on the problem.
DEELOPMENT O WORKING H1POTHESES: fter e7tensive
literature survey& researcher should state in clear the working
hypotheses or hypotheses. >orking hypotheses is the tentative
assumption made in order to draw out and test its logical or
empirical conse=uences. s such the manner in which research
hypotheses are developed is particularly important since they
provide the focal point for research.
NULL H1POTHESIS
-ositive statement is called as null hypothesis i.e. 3o
ALTERNATIE H1POTHESIS
;egative statement is called as alternative hypothesis i.e. 3i
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3ere&
NULL H1POTHESIS
-rocedure of recruitment and selection prevailing in SJE is e%ective.
ALTERNATIE H1POTHESIS
-rocedure of recruitment and selection prevailing in SJE is not e%ective.
PREPARING THE RESEARCH DESIGN:there are several research
designs& such as& e7perimental and nonOe7perimental hypotheses
testing. /7perimental designs can be either informal designs orformal designs out of which the researcher must select one for his
own pro)ect.
DETERMINING SAMPLE DESIGN:the researcher must decide the
way of selecting a sample or what is popularly known as the sample
design. In other words& a sample design is a denite plan
determined before any data are actually collected for obtaining a
sample from a given population. The important sample designs areB
i. DELIBERATE SAMPLING: it is also known as purposive or
nonO probability sampling. This sampling method involves
purposive or deliberate selection of particular units of the
universe for constituting the sample& which represents the
universe. >hen population elements are selected for inclusion
in the sample based on the ease of access& it can be calledconvenience sampling.
II. SIMPLE RANDOM SAMPLING:this type of sampling is also
known as chance sampling or probability sampling where each
and every item in the population has an e=ual chance of
inclusion in the sample and each one of the possible samples&
in case of the nite universe& has the same probability of
being selected.
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III. S1STEMATIC SAMPLING: in some instances the most
practical way of sampling is to select every 1Gthname on a
list& every 1+
th
house on one side of a street and so on.Sampling of this type is known as systematic sampling. n
element of randomness is usually introduced into this kind of
sampling. 8y using random numbers to pick up the unit with
which to start.
iv. STRATIIED SAMPLING: if the population from which a
sample is to be drawn does not constitute a homogeneous
group& then stratied techni=ue is applied so as to obtain a
representative sample.
v. UOTA SAMPLING:in stratied sampling the cost of taking
random samples from individual strata is often so e7pensive
that interviewers are simply given =uota to be lled from
di%erent strata& the actual selection of items for sample being
left to the interviewers )udgement. This is called =uota
sampling.
vi. CLUSTER SAMPLING AND AREA SAMPLING: cluster
sampling involves grouping the population and then selecting
the groups or the clusters rather than individual elements for
inclusion in the sample. rea sampling is =uite close to cluster
sampling and is often talked about when the total
geographical area of interest happens to be big one. 9nder
area sampling we rst divide the total area into a number of
smaller nonOoverlapping areas& generally called geographical
clusters& then a number of these smaller areas are randomly
selected& and all units in these small areas are included in the
sample.
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vii. MULTI-STAGE SAMPLING: this is a further development of
the idea of cluster sampling. This techni=ue is meant for big
in=uiries e7tending to a considerably large geographical area
like an entire country. 9nder multiOstage sampling the rst
stage may be to select large primary sampling units such as
states& then districts& then towns and nally certain families
within towns. If the techni=ue of random sampling is applied
at all stages& the sampling procedure is described as multiO
stage random sampling.
viii. SEUENTIAL SAMPLING: this is somewhat onte7t ofstatistical =uality control.
>ere in my study of process of recruitment and selection conenience sampling is used as a
sample design as to hae the ease of access, "ecause the managers or the e@ecuties hae not
much time so, who so eer is founded "y me I ta1e them into my sample for the study#
COLLECTING THE DATA:in dealing with any real life problem it is
often found that data at hand are inade=uate and hence& it becomes
necessary to collect data that are appropriate. There are several
ways of collecting the appropriate data& which di%er considerably in
conte7t of money costs& time and other resources at the disposal of
the researcher.
PRIMAR1 DATA:This data can be collected either through e7periment
or through survey. If the e7periment is conducted then there would be
=uantitative measurements& in the case of a survey& any one or more of
the following can collect dataP
1. 8y observation
. Through personal interview
". Through telephone interview
#. 8y mailing of =uestionnaires
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G. Through schedules
SECONDAR1 DATAB This is the data collected through the literatures and
the )ournals that are already available and easily available to the
researcher in the library or on the websites these are the data& which has
been used by other also for any kind of their use.
>ere in my study of recruitment and selection process the primary data was collected "y the
o"seration and through the interiews or discussions with the >R e@ecuties and the
managers and also through the ;uestionnaire containing open ended ;uestions# *econdary
data is collected "y the literatures and the we"sites of the companies#
E@ECUTION O THE PROECTB e7ecution of the pro)ect is a very
important step in the research process. If the e7ecution of the
pro)ect proceeds on correct lines& the data to be collected would be
ade=uate and dependable the pro)ect should be e7ecuted in the
systematic manner and in time.
ANAL1SIS O DATA: after the data have been collected the
researcher turns to the task of analyzing them. The analysis of data
re=uires a number of closely related operations such as
establishment of categories& the application of these categories to
raw data through coding& tabulation and then drawing statistical
inferences.
H1POTHESES TESTING:after analyzing the data as stated above&
the researcher is in a position to test the hypotheses& if any& he had
formulated earlier. Jo the facts support the hypotheses or they
happen to be contraryR This is the usual =uestion& which should be
answered while testing hypotheses. Harious tests& such as chi
s=uare test& tOtest& fOtest& and have been developed by statisticians
for the purpose. In this there are two statements& which are tested&
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one is positive and other is negative that is favorable and
unfavorable.
GENERALISATIONS AND INTERPRETATION:if the hypotheses is
tested and upheld several times& it may be possible for the
researcher to arrive at generalization& i.e.& to build a theory. s a
matter of fact& the real value lies in its ability to arrive at certain
generalizations.
SAMPLE UNIT
Sample unit here are the persons in the human resource department. i.e.
in the recruitment and selection process.
LEEL O SIGNIICANCE
G,
J/ED// $ D//J$'
,
H*+*
Jata collected gives results thatP
3o is accepted and 3i is re)ected i.e. procedure of recruitment and
selection prevailing in W*&(+ I+,"$ L"#"*, . RAMPUR.
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OBECTIVE O! T"E STUDY
The ob)ective of my pro)ect is basically seeing that 3D dept how to select
the suitable candidates for the )ob. lso see that what are the polices and
procedure that are being adopted by a company formally. ind out that
what are the basic problems are there in the organization due to
employee leave the )obs. lso using the knowledge that I have collect
from the training and use the e7perience that I have got in training. So
that I will able to choose the ecient candidates at the right time& at right
place for a right )ob in the future.
/lso gie the suggestion to the organi:ation regarding the findings that I found in training#
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DATA ANAL1SIS
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. I& !*!("#*+ '&"">* '!+*/$">* !'*&&
Yes; 73%
No; 27%
Yes No
INTERPRETATION
I found in a surey that many of the indiiduals in the faored that the recruitment is the
positie process# In faor of this statement )3# /nd rest of it in the statement are in oppose#
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.2 I& &**"'+ "& * '&"">* $+, +*/$">* !'*&&
Yes; 67%
No; 33%
Yes No
INTERPRETATION
I found in a survey that F*, individuals given the favor that selection
process and rest "", people are not in the favor of this. 8ecause they
think that only sources people are being select in the selection.
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.3 T* &**"'+ ' *#'%** ,(!"+/ * !$"+"+/.
Senior Middle Junior
0
5
10
15
20
25
30
35
40
45
THE RATIO OF EMPLOYEE SLECTION
level
no. of individual selected
INTERPRETATION
In training I found that the ratio of selection of employee was not more# In senior leel there
was only 5 selections from the 25 and 2? in middle leel out of ?5 and ?) at 9unior leel out
of (? employees,
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@.# /7ternal source of recruitment that has been found by me in the
training.
ConsultantCampus interviewThrough netThrough e!eren"e
0
5
10
15
20
25
30
35
40
Emlo!ee selection "! va#ious t!e
$iffe#ent Places %&e#e C' collect
No of emlo!ee selected
INTERPRETATION
In the training I found that how they collect the C& from the arious sources so that they can
get the "est and ;ualifying employee for their organi:ation# The ratio, which was there to
select the employee, was more in campus interiew "ecause it is the time saing system to
select the employee#
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#.$ "o% many employee& are in'ere&'e( in 'o (o )o* '+ere,
Yes; 73 %
No; 27%
Inte#est of emlo!ee
Yes No
INTERPRETATION
I found that only )3 employees are interested to do 9o" there and ?) are not interested to
do 9o" there "ecause the e@perience of that place neer count li1e
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#.- T+e ra'io of employee& '+o&e %ere /alle( for final in'er0ie%.
Senior; 27%
Middle; 33%
Junior; #$%
No of eml!ee called fo# final selection
Senior Middle Junior
INTERPRETATION
Out of hundred the employee was called for the interiew that are ?) senior, 33middle
and rest (0 are "eing called# >ere found after the written test that only hundred employees
are a"le to go in final interiew#
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#. 2+a' %a& '+e performan/e of '+e employee& in final in'er0ie%,
Senior Middle Junior
$
&$
&
2$
2
3$
3
#$
#
FINAL SELETION OF EMPLOYEE
$IFFERENT LE'EL
NO EOMPLOYEE SELECTE$
INTERPRETATION
/fter the interiews there are only few employee are "eing selected for the final interiew
and the ratio of employee selection was much less "ecause the candidates was not found
according the 9o"#
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#. The employee, which was selected for the 9o"
()
(*
(+
Finall! selected emlo!ee
INTERPRETATION
It was found that only few employees were selected in the final interiew# It may "e the
reason of lac1 1nowledge of the 9o" or may "e that are a"le to do that particular 9o"#
The pie chart show that how many candidates are "eing selected during the final interiew in
the organi:ation#
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UESTIONAIRE OPEN ENDED)
>hat are the e7ternal sources used in your companyR
2 >hat are the internal sources used in your companyR
3 >hat type of interview pattern you followR
4 >hat type of di%erent tests you prefer to give the candidatesR
5 >ho are your competitorsR
6 re you satised with the procedures and the policies of the
recruitment followed hereR
7 >hat is the general recruitment and selection process followed in
your companyR
8 >hat is the =ualication re=uired for the worker classR
9 In case of rehiring do you o%er the same salary& as to the
permanent oneR
>hat about the cost per hiring hereR
#11 hat they "asically prefer internal or e@ternal recruitmentH
.2 >hat is the ratio of employee )oining and leaving the organizationR
#.13 hat are the reasons that the employees are leaing the organi:ationH
#.14 Is recruitment positie and negatie processH
#.1$ Is selection positie and negatie processH