Gagan Recruitment project

8/9/2019 Gagan Recruitment project

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AssignmentOn

Recruitment System

Submitted To : Submiteed By: Group(31-36)

Prof.Y D JadhavPiyush saxena 33

Abhishek pratap singh 32Gagan singh 33Prateek thakur 34Rohan shrivastava 35Mamta bhojwani 36



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CHAPTER 1

RECRUITMENT AND ITS IMPORTANCE

Recruitment refers to the process of attracting, screening, and selecting qualified people for

a job at an organization or firm. It is the process of attracting qualified applicants for a specific

job. The process begins when applications are brought in and ends when the same is finished.

the result is a pool of applicants, from where the appropriate candidate can be selected. In this

process we attract the prospective employees and stimulate them for applying job in an

organization.

The purpose of Recruitment is to match people to work. It is the most important element in any

organization¶s management of people because it is not possible to optimize the effectiveness of

human resources, by whatever method, if there is a less than adequate match.

1.2 RECRUITMENT NEEDS ARE OF THREE TYPES

y PLANNED

i.e. the needs arising from changes in organization and retirement policy.

y ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict

by studying trends in internal and external environment.

y UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

1.3 PROCESS OF RECRUITMENT: There are four steps in the process of recruitment effort:

JOB ANALYSIS: The proper start to a recruitment effort is to perform a job analysis, to

document the actual or intended requirement of the job to be performed. This

information is captured in a job description and provides the recruitment effort with the

boundaries and objectives of the search. . Starting a recruitment with an accurate job



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analysis and job description insures the recruitment effort starts off on a proper track for

success.

SOURCING: Sourcing involves 1) advertising a common part of the recruiting process,

often encompassing multiple media, such as the Internet, general newspapers, job ad

newspapers, professional publications, window advertisements, job centers, and

campus graduate recruitment programs; and 2) recruiting research, which is the

proactive identification of relevant talent who may not respond to job postings and other

recruitment advertising methods done in first step.

SCREENING AND SELECTION: Suitability for a job is typically assessed by looking for

skills, e.g. communication, typing, and computer skills. Qualifications may be shown

through résumés, job applications, interviews, educational or professional experience,

the testimony of references, or in-house testing, such as for software knowledge, typing

skills, numeracy, and literacy, through psychological tests or employment testing. Other

resume screening criteria may include length of service, job titles and length of time at a

job.

ONBOARDING: Onboarding is included in the recruitment process for retention

purposes. It is a term which describes the process of helping new employees become

productive members of an organization. A well-planned introduction helps new

employees become fully operational quickly and is often integrated with a new company

and environment. Many companies have onboarding campaigns in hopes to retain top

talent that is new to the company, campaigns may last anywhere from 1 week to 6

months.

1.4 The Purpose and Importance of Recruitment are:

Attract and encourage more and more candidates to apply in the organisation.

Can help the organization meet aafirmative action goals.

It can increase organizational effectiveness.

Create a talent pool of candidates to enable the selection of best candidates for the

organization.

Determine present and future requirements of the organization in conjunction with its

personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.



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Help increase the success rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will leave the

organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its

workforce.

Begin identifying and preparing potential job applicants who will be appropriate

candidates.

Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.

It is the purpose of recruitment to provide equitable and effective means for bringing competent

employees into County service.



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CHAPTER 2

BACKGROUND OF THE COMPANIES.

2.1 MARUTI UDYOG LIMITED(MUL) :

MISSION: To achieve the goals of modernization of Indian Automobile Industry, production of

vehicles in large volumes and production of fuel efficient vehicles.

ABOUT THE COMPANY:

MUL was the result of the joint venture created in February 1981 between Japan's Suzuki Motor

Company and the Indian Government when the latter decided to produce small, economical

cars for the masses.

The intention of the venture was to produce a 'people's car'. To get the project off the ground

MUL took over the assets of the erstwhile Maruti Ltd., which was set up in 1971 and closed in

1978.

It was on December 14, 1983 that MUL launched the first Maruti vehicle - the Maruti 800. The

first model was the SS80, a 796cc hatchback car priced at Rs. 47,500.

Subsequently, in spite of price hikes, the car has remained within the reach of the Indian middle

class and has been a runaway success. Available in vibrant colures when India's passenger car

population comprised mainly Ambassadors and Fiats in black and white, M800 gave Indians the

first taste of global quality and reliability.

CURRENT SCENARIO:In recent years, Maruti has made major strides towards its goal of

becoming Suzuki Motor Corporation's R & D hub for Asia. It has introduced upgraded versions

of WagonR Zen and Esteem, fully designed and styled in-house. Maruti's contribution in the

development of the Indian auto industry is a paramount one. Maruti tops customer satisfaction

again for sixth year in a row according to the J.D. Power Asia Pacific 2005 India Customer

Satisfaction Index (CSI) study. The company's quality systems and practice have also been

rated as a 'benchmark for the automotive industry world-wide' by A V Belgium, global auditors

for International Organisation for Standardisation.

Maruti has also spread its wing in auto related service businesses. These were aimed at

enhancing customer experience while building long term relationship. The company's service

businesses including sale and purchase of pre owned cars (True Value), lease and fleet



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management service for corporates (N2N), Maruti Finance and Maruti Insurance are enabling

the company to offer one-stop shop for the customers.

ORGANISATION CHART

Team Leader

Manager Sales-Bharat

Salwan

Sales Consultant

Sales Consultant

Lobby

Manager-

Support staff: Drivers, Peons etc.

Manager DSA Sales-

Sunil Ar ora

Manager Corporate

Sales-

Sales Consultant

(Corporate Sales)

SalConsu

(CorpSale

Deliver y

Manage

Support staff: Billing, Service Advisor etc.

Manager Accessorie

Accessories

sales staff: Counter, Channel etc.

Manager MI & Call

Centre

MI staff: Field

Execs,

Telecallers

IT Support Staff

R - mgnr Mudra

Mehra

GM (Sales)

CEO

CC

CCE

Manager Loan



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2.2 TATA CONSULTANCY SERVICES:

Tata Consultancy Services Limited (TCS) is a leading IT services provider. It started its

operations in 1968 and is a part of Asia's largest business conglomerates ± the Tata Group. The

company offers a comprehensive range of services, including consulting, IT, business process

outsourcing, banking and financial services, IT infrastructure, engineering and industrial

services, and product-based solutions.

Currently, TCS has a presence in 35 countries across six continents. Its sales offices are

grouped under seven geographical headquarters ± North America, Ibero America, the UK,

Continental Europe, Middle East and Africa, India, and Asia Pacific. At the end of the financial

year 2005-06, it was a EUR 2.48-billion-revenue company.

Innovation and R&D

Tata Research Development and Design Center

TCS established the first software research center in India, the Tata Research Development and Design

Center, in Pune, India in 1981.TRDDC undertakes research in Software Engineering, Process

Engineering and Systems Research.

Researchers at TRDDC also developed MasterCraft (now called TCS Code Generator Framework an

artificial intelligence software that can automatically create code from a simple computer language, and

rewrite the code based on the user's needs.[

Research at TRDDC has also resulted in the development of Sujal, a low-cost water purifier that can be

manufactured using locally available resources. TCS deployed thousands of these filters in theIndian

Ocean Tsunami disaster of 2004 as part of its relief activities.

Employees

TCS is considered one of the largest private sector employers in India with a core strength in excess of

160,000 individuals. [37]. TCS has one of the lowest attrition rates in the Indian IT industry.

US Visa Program

TCS was the fourth largest visa recipient in 2008, preceded by Infosys, Wipro and Satyam.



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2.3 RELIANCE WORLD

Reliance Anil Dhirubhai Ambani Group is a group of companies headed by Anil Ambani and is among

India¶s top 3 private sector business houses, with a market capitalisation of US$ 81 billion, net assets

US$ 29 billion.

Reliance Communications, formerly known as Reliance Infocomm, along with Reliance Telecom

and Flag Telecom, is part of Reliance Communications Ventures (RCoVL). It is the second largest mobile

operator in India, based on number of subscribers. According to National Stock Exchange data, Anil

Dhirubhai Ambani controls 66.77 per cent of the company, which accounts for more than 1.36 billion

shares.[3] It is the flagship company of the Reliance-Anil Dhirubhai Ambani Group, comprising of power

(Reliance Energy), financial services (Reliance Capital) and telecom initiatives of the Reliance ADAG. It

usesCDMA2000 1x technology for its existing CDMA mobile services, and GSM-900/GSM-

1800 technology for its existing/newly launched GSM services.

RelCom is also into Wireline Business throughout India and has the largest optical fiber communication

(OFC) backbone architecture [roughly 110,000 km] in the country.

Reliance Communications has launched its Direct To Home (DTH) TV also, known as "Big TV". RelCom

have presence across all B2C communications channel in one of the fastest growing markets in the

world.

Reliance world is the group which controls the whole group of reliance communications.



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CHAPTER 3

COMPARATIVE ANALYSIS OF THE COMPANIES

3.1 MUL(MARUTI UDHYOG LIMITED)

HR VISION

Lead and Facilitate continuous change towards organizational excellence ; create a learning

and vibrant organization with high sense of pride amongst its members.

HR INITIATIVES

Prepared MUL Strategic Business Plan-2000-2003; To achieve the Vision & Goal

Improved the performance Appraisal system - it¶s process, skill & usage

Introduced a Potential Appraisal System

Improvements in internal & external Training & it¶s effective utilization. Training need

identification

Systematic career planning ; Job Rotation ; Empowerment; Job enrichment

Periodic communication meeting at various level; Roll out of Vision

Raise cost consciousness for cost control and reduction

Exposure on Brand Strategy to all non- marketing staff

Retention of Talent



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RECRUITMENT PROCESS OF MARUTI UDYOG LTD

The recruiting procedure at a Maruti dealership is as follows:

For a particular Dealership

The dealership should release an advertisement.

RO will consolidate requirement of dealerships

of the region.

On this basis, a joint advertisement would be

released in that city

Applicants would be asked to appear for the test. Thetest would be available both on CD and as a paper andpen test. (The CD is available with the RO regional

officer)

RO person should be present during test

The Candidates who pass the test will be shortlisted for interview



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Depending on availability of infrastructure

Test would beconducted for

applicants on a fixed

date.

Test could be conductedwhen a RO person visits

the dealership.

The test could alsobe held for any

walk-in candidate.

Dates etc to be fixed incoordination with the

respective RO.

The Candidates who passthe test will be short listed

for interview.

The software wouldautomaticallygenerate the lists of qualified candidates

1

If conducted physically,the answers could be fed

into the computer andthe results would comeout immediately.

2



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Interview of shortlisted/ qualified personnel

Steps in Selection Process of Maruti udyog ltd

Selection process consists of a series of steps, at each stage, facts may come light which may

lead to the rejection of the applicant.

It is a series of successive hurdles or barriers which an applicant must cross.

These hurdles or screens are designed to eliminate an unqualified candidate at any

point in the selection process

There is no standards selection procedure to be used in all

organizations or for all jobs. The complexity of selection procedures increases with

the level and responsibility of the position to be filled.

.

1

Interview

to beconducted

jointly by

ROpersonnel

and thedealershipexecutive.

2

RO will thenconsolidate

the list of candidatesrecruited inthe regionand send it

to the SalesTrainingDepartmentforregistration.

3

AnInductionprogram

will then befixed for theregion.

4

After

Induction,candidate iseligible to

join the

dealership.



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3.2 RELIANCE WORLD

Reliance World¶s E-Recruitment & Training suite of services is designed to make recruitments

fast, effective & extremely cost-efficient and perform training & retention functions across the

FOLLOW

UP

INDUCTION

EMPLOYMENT

TEST

FINAL APPROVAL

REFERENCE TEST

MEDICAL TEST

EMPLOYMENT INTERVIEW

SELECTION TEST

Application Form

Preliminary Interview (screening applications)



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country without having to travel. The entire process²from recruitment to retention²is carried

out using innovative technology solutions.

E-Recruitment:How It Works

Reliance World¶s eRecruitment & Training suite, you will find that the recruitment cycle is

considerably shortened, simplified and efficient especially when it comes to skill

assessment, shortlisting resumes and conducting interviews.

Assessment

Reliance World has a robust and proven Online Testing engine that works as an

effective filtration mechanism, particularly for high-volume recruitments. A network of

5000+ broadband enabled terminals in 105 Indian cities provides a unique platform for

candidates to take online tests in a controlled environment. Companies can use thisplatform to administer a wide variety of online tests.

Benefits:

y Ensures rapid response and evaluation

y Helps prevent a µbad choice¶ by mapping skill sets to job requirements

y Gives companies the flexibility to create their own online tests in a variety of formats

Reliance World is also the authorised examination centre for several certifications, includingTOEFL.

Shortlisting

VDO Resume from Reliance World is a unique online system that integrates a video file

into a candidate¶s resume. Think of it as your first meeting with a candidate without

scheduling an interview. It is a complete web-based system that offers the flexibility for

employers to:

y Specify question(s) that the candidate should answer in the video

y Include profile-based question(s) that the candidate should answer by selecting from

dropdown lists, thus incorporating an inbuilt filtration mechanism

y Include additional questions customised to each job position posted



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Benefits:

y Combines the advantages of face-to-face interaction and distance learning

y

Enables new employees to become productive right awayy Ensures consistency in design and delivery of training

y Minimizes disruption to workflow

y Facilitates timely delivery of training programs

Skill Enhancement and Retention Programmes

Skill enhancement programmes, when offered to employees, are a proven strategy for retention.

Research also indicates that employees designated for professional training programmes by

their employers are more likely to stay longer and perform better.

3.,3 TCS

TCS uses a well-balanced technique for recruitment. The learning community at TCS is one of

the leading in the industry. Starting from the beginning with the ILP program and the continuous

programs which keep on happening keeps the associates profile updated. Trainings are an

ongoing process at TCS, whose intensity could be measured by the fact that TCS has few

training rooms specifically for the purpose. The branch learning group at TCS works round the

clock organizing training sessions both technical as well as generic managerial.

Key objectives of performance appraisals include:

Validating selection and other management or cultural practices

Helping employees understand and take responsibility for their performance

Making decisions about pay or promotions.

Important steps to obtaining useful traditional appraisals include:

Determining the type of data to be collected as well as who will conduct the appraisal.

Establishing a rating philosophy.

Overcoming typical rating deficiencies.

Creating a rating instrument.

Engaging the employee in making decisions on future performance changes.



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sourcing the candidates to arranging and conducting the interviews and requires many

resources and time.Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even though specific

vacancies do not exist. Usually, the recruitment process starts when a manger initiates an

employee requisition for a specific vacancy or an anticipated vacancy. Performance appraisal is

necessary to measure the performance of the employees and the organization to check the

progress towards the desired goals and aims. The latest mantra being followed by organizations

across the world being ± ³get paid according to what you contribute´ ± the focus of the

organizations is turning to performance management and specifically to individual performance.

Performance appraisal helps to rate the performance of the employees and evaluate their

contribution towards the organizational goals. If the process of performance appraisals is formal

and properly structured, it helps the employees to clearly understand their roles and

responsibilities and give direction to the individual¶s performance. It helps to align the individual

performances with the organizational goals and also

review their performance. Performance appraisal takes into account the past performance of the

employees and focuses on the improvement of the future performance of the employees. So it

is necessary to study the process of recruitment and performance appraisal system , it helps us

to understand and recruit the right people for the company, and by proper performance

appraisal system the talent should be retained in the company and also helps to reduce the

attrition rate. There recruitment process is aligned to business requirements. One of the key

factors we look for in a prospective employee is what we refer to as learn ability ² the ability to

derive generic knowledge from specific experiences and apply the learning to new situations.

Some of the other qualities we look for include analytical ability, teamwork and leadership

potential, communication and innovation skills with a practical and structured approach to

problem solving. We also place importance on professional competence and academic

excellence.

Objective:Ensure precisely channeled selection of resources, to enable achievement of the company's

business goals.



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Company

Criteria

MUL RELIANCE

WORLD

TCS

Recruitment process Online application Online application Online application.and should pass inentrance exams.

Recruitment criteria On the basis of postthey offer andqualificationaccordingly

On The Basis Of thepost offered.(VDOResume).

At least 60% in X, XII,Graduation and lessthan 2 yrs of gap.

Tools for recruitment -Online application- Written test.

-First interview(technical)-Induction Program.

Eligible to joindealership.

.

-Online application-preliminary

Interview.-selection Test-employment Test

Medical Test

Refrence List.

Final Selection.

-Online application- Written Test.

-First interview(technical)- Interview(HR ANDMGT.)

Language Test.- In all 5 interviews- Applicant¶spersonality..Final selection.

Trainings After being shortlistedthe candidates aregiven training so as toincorporate withdealership andcompany.

When selected thecandidates are giventraining(VirtualClassrooom) andthen the final postingis done after theprobation period.

When selected thecandidates are giventraining and then thefinal posting is doneafter the probationperiod.Skillenhancements andretention programs arealso conducted.

Induction program Company has itsinduction program (3weeks)to make newemployees at ease.

Company has itsinduction program(6weeks) to make newemployees at ease.

Company has itsinduction program(2weeks) to make newemployees at ease.

Objective of Recruitment

Hire those employeeswho have knowledgeand experience in thisfield.

Hire Employees whoare ready to take upchallenges.

Hiring Of employeesFrom IT sector.

Recruitment,advertisement news

Newspapers andInternet.

Internet. Internet, EducationalInstitutes,Newspapers.



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o validating selection and other management or cultural practices

o helping employees understand and take responsibility for their performance

o Making decisions about pay or promotions.

y Important steps to obtaining useful traditional appraisals include:

o Determining the type of data to be collected as well as who will conduct the

appraisal.

o Establishing a rating philosophy.

o Overcoming typical rating deficiencies.

o Creating a rating instrument.

o Engaging the employee in making decisions on future performance changes.

An effective negotiated performance appraisal helps the employee take additional ownership for

both continuing effective performance and improving weak areas. Employee goals set through

performance appraisals should be difficult but achievable, as goals that are overly ambitious are

doomed for failure.

Some employees tend to boycott their own progress by setting impossible goals to achieve.

Finally, employees want to know what you think of their work.

Letting workers know that you have noticed their efforts goes a long way towards having a more

motivated workforce.

Gagan Recruitment project

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