A PROJECT REPORT ON

RECRUITMENT AND SELECTION PROCESS

BY

gowda

INSTITUTE OF MANAGEMENT AND COMPUTER

STUDIES.

PREFACE

In business organizations importance of management being increased day by day therefore to

fulfill the requirement of various business organization, several institutions are performing the

job of imparting management educations to the students.

The management orientation during summer vacations has been made an inbuilt part of M.B.A

program because besides the theoretical knowledge is also essential for an effective

management course.

This practical knowledge provides the students an opportunity to see management in action. An

industrial training is an, on the job practical training which is an essential part of the

management program.

The main purpose is to make the management students familiar as to how theoretical aspects can

be implemented in the real business situations.

ACKNOWLEDGEMENT

It has been a rewarding experience to associate with the Kausa-Shil unit of Bharat Gears,

Mumbra , where I had opportunity to study the Recruitment and Selection process. I am deeply

indebted to Mr. Sagar Jage for his invaluable guidance.

It would also like to express my deep gratitude to Mr. Mandar Bhatkar without his assistance

this project would not have taken its present shape.

I am also indebted to Mr.P.L.Patankar, Process Leader(HR/P&A) His sustained support &

encouragement was crusial in successful completion of this study.

It was indeed a fritful experience at “Bharat Gears Ltd.” I shall always be inspired by all that I

have learnt and will strive to put it in practical use.

Aarti kale

CONTENT TABLE

1. Executive summary 3-4

2. Industrial Background of study 6-20

3. Chairman Message 21

4. Define the Key Terms 22

5. Objectives of the Project 23

6. Brief Discussion about the Topic 24-41

7. Recruitment Policy of the company 42-47

8. Research Design 48-51

9. Research Methodology 52-56

10. Data Description 57

11. Findings & Suggestion 58-59

12. Appendix 60-

EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is necessary. It is an important

part of an organization. Human resource planning is a vital ingredient for the success of the

organization in the long run. There are certain ways that are to be followed by every

organization , which ensures that it has right number and kind of people, at the right place and

right time, so that Organizationcan achieve its planned objectives.

The objectives of Human Resource Department are Human resource planning Recruitment and

Selection, training and Development, career planning, Transferand Promotion, Risk

Management , Performance appraisal and so on. Each objective needs special attention and

proper planning and implementation.

For every organization it is important to have right person on a right job.Recruitment and

selection plays a vital role in this situation. Shortage of skillsand use of new technology are

putting considerable pressure on how employers go about Recruiting and Selecting staff. It is

recommended to carry out a strategic analysis of Recruitment & Selection procedure.

With reference to this context, this project is been prepared to put a light on Recruitment and

Selection process. This project includes Meaning and Definition of Recruitment and Selection,

Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips.

Sources of Recruitment through which an Organization gets suitable application. Scientific

Recruitment and Selection, which an Organization follow for, right manpower. Job Analysis,

which gives an idea about the recruitment of the job. Next is selection process, which includes

steps of Selection, Types of Tests, Types of Interview, Common interview Problems and their

Solutions. Approaches to Selection, Scientific Selection Policy, Selection in India and problems.

Recruitment and Selection are simultaneous process and are incomplete without each other.

They are important components of the organization and are different from each other.

INDUSTRIAL BACKGROUND

OF THE STUDY

Corporate » History

Bharat Gears Limited was founded by the tireless Dr. Raunaq Singh, a man who aspired to take on the challenges of the liberalization of the Indian economy and the opportunities of the 21 st Century. With his dynamic leadership, Dr. Raunaq Singh was instrumental in strengthening Bharat Gears to leadership position it is in today.

Incorporated on 23rd December 1971, BGL is India's largest gear manufacturer. Since commencing business in 1974, BGL entered into the technical know how with Holcroft, Michigan, U.S.A. for manufacturing Furnaces in May 1983 and with ZF Friedrichshafen, AG, Germany, in 1985 to Mid May,2007 technical & Financial collaboration for manufacturing Gear Boxes. BGL manufactures a wide range of gears for HCV, MCV, LCV , utility and off-highway vehicles. The products includes bevel, straight bevel and transmission gears.

BGL combines a modern line of machinery from all over the world.

BGL manufactures a wide range of hypoid/spiral gears, differential gears and shafts, complete automotive transmissions, gearbox sub-assemblies and differential assemblies.

World class parallel axis gear grinding and welding machines are deployed to enhance the capabilities to produce internals for heavy-duty power shift transmissions.

BGL's furnace division builds a variety of furnaces - sealed quench, continuous gas carburisers, rotary hearths etc. with technical know-how from AFC-Holcroft, USA.

With niche markets in the OEM segment being serviced from the Mumbra plant, BGL felt the need to penetrate the untapped replacement market that comprises about 50% of the auto component industry. The fresh capacity needed to address the opportunity was achieved by the amalgamation of Universal Steel & Alloys Limited with BGL under a scheme of rehabilitation sanctioned by BIFR effective April 1, 1998. The facilities so acquired at Faridabad was upgraded and expanded in May 2000 at substantial investment.

Apart from being the largest manufacturer of gears for OEM's in India, BGL is a major exporter to countries around the world.

Both plants are ISO/TS-16949:2002 & Faridabad Plant is ISO 14001:1996 also.

BGL's customer list includes almost all the players in the automobile industry in the tractors, trucks and buses and utility vehicle segments like TML, JDEPL, Escorts, Carraro India, Mahindra & Mahindra, JCB and Hero Motors, Axle India, VST Tillers, TAFE, Ashok Leyland, Spicer India and Toyota Kirloskar. For several of the players, BGL is the single source supplier for gears. In the export market, BGL's clients include Carraro Spa Italy, JDCW-USA, TMA-USA, DANA Corp.-USA and Tech Development Inc. USA.

1972 Foundation Stone laid at Mumbra Factory.

1974Inauguration of the Hypoid Plant and Commencement of Production with 'Gleason Machines'.

1980First 'Oerlikon Spiromatic Generator' installed. BGL becomes the First Company in INDIA to have both Cutting Systems under one Roof.

1981 Memorandum of Association signed with AFC-Holcroft, U.S.A. for construction of furnaces in India to AFC-Holcroft design.

1985-2007 Collaboration Agreement with ZF AG Germany

1987Delivery for ZF S6-36 Gears & Shafts to Ashok Leyland Ltd. and ZFAG, Germany.

1987 Start of Assembly of ZF S5-24 Gear Boxes for Ashok Leyland.

1988 Start of business with DANA CORPORATION, USA

1994 BGL receives ISO 9002

1996 BGL crosses turnover of Rs. 1 Billion.

1998 Foundation Stone for Faridabad Plant Laid

2000 Start of Commercial Production in Faridabad

2000 BGL receives SQ 9000 for Mumbra Plant

2001 BGL receives SQ 9000 for Faridabad Plant

2004 BGL Faridabad starts supply to Toyota Kirloskar Auto Parts

2004 BGL Faridabad receives ISO 14001 certification

2005 BGL Faridabad & Mumbra receives TS 16949 certification

2008 Introduction of Dry Cut Hobbing process

2009 Introduction of Klinglenberg Close Loop CNC Gear Measuring system

2010Introduction of Bevel Gear dry cutting process with close loop technology

Management » Board of

Directors

 

Director, who are Promoter Directors. The Board also comprises of six Non-Executive Independent Directors.

Details of Directors

Mr. Surinder P Kanwar is the Chairman and Managing Director of Bharat Gears Limited. A commerce graduate from Delhi University, Mr. S P Kanwar is immensely experienced & has in-depth knowledge of the core business of the company i.e. Automotive Gears. He has wholesome exposure on all aspects of business of the company and is engaged in supervision and conduct of business of the Company, along with a team of senior management personnel, who assist him in carrying out his activities, subject to the overall supervision & control of the Board. He has been associated with Late Dr. Raunaq Singh Group since 1975. he has also worked at various managerial positions in various Raunaq Group Companies viz. BST Manufacturing Limited (Bharat Steel Tubes Limited), Raunaq International Limited, Raunaq and Company Pvt. Ltd., to name a few. Mr. S P Kanwar is on the board of Bharat Gears Limited Company since 29 th September 1982. He is the Chairman and Managing Director of the Company since 29th October 2002.

Mr. Sameer Kanwar, a young and energetic person, is a third generation Entrepreneur. As Executive Director-Strategic Planning of Bharat Gears Ltd, he has spearheaded the Business Operations of the Faridabad plant of the Company. He holds a Bachelor's Degree in Business Economics from York University , Canada . Subsequently, he received two years training in the areas of Planning, Finance and Control at ZF Friedrichshafen AG, Germany , the world's largest maker of drivelines and chassis for automobiles. He has overall experience and exposure in Marketing, Purchase and Management. He believes that creation of a successful organization needs nurturing of people and developing a climate that recognizes performance and leadership.

The Board of Directors in its meeting held on May 28, 2008 have appointed Mr. Sameer Kanwar as Joint Managing Director of the Company.

Dr. Ram S Tarneja is a non-executive director of the company since 31.12.1981. Dr. Tarneja has done Ph.D from Cornell University. He is an M.A. Both from University of Delhi and University of Virginia and also done B.A.(Hons) from Delhi. He was the former Managing Director of Bennet, Coleman & Co. Ltd. He is on the Board The Board of Directors of Bharat Gears Ltd. comprises of Chairman and Managing Director and one Joint Managing

of several prominent companies, to name a few are Bennet Coleman & Co. Ltd, GATI Ltd., ITC Ltd., Housing Development Finance Corporation, NESCO Ltd., SOWIL Ltd., GIVO Ltd. Etc.

Mr. N.J. Kamath aged 86 years is a non-executive independent director of the company since 22 nd August 1985 . Mr. Kamath is retired IAS officer and is vastly experienced. During his tenure with the Government of India, he served in various capacities in the Ministry of Finance, Ministry of Industry, Ministry of Supplies and Ministry of Urban Development. He has rich experience in General administration, Management Strategy, HRD, Government - Industry relationship, Corporate Governance etc. he is also a visiting and guest faculty to many management institutes.

Mr. Virender K Pargal (75 Years) is a non-executive director of the Company since 24/01/2002 . Mr. Pargal is a qualified Chartered Engineer from England . He is presently also managing a consultancy company specializing in business Strategies & Structures and he holds the directorship in Pargal Consultants Pvt. Ltd. Apart from being the member of Remuneration Committee of Bharat Gears Ltd, he is also the Member of Audit Committee of Bharat Gears Ltd.

Mr. Wolfgang Rudolf Schilha is a Director on the board of the company since 26.02.1986. Mr. Schilha, in Tettnang, Germany is graduate of Business Administration. He is Senior Vice President, Member of the executive board at ZF's Commercial Vehicle Driveline Division. He is Head of Marketing, Service and Aftermarket as well as Head of Strategy, Business Unit "Bus Driveline Technology". He is also the Chairman of ZF Drivetech (Suzhou) Ltd. In Suzhou, PR China.

He is immensely experienced and has international exposure on various facets of Auto Industry as a whole including Gear Technology. He is having expertise in the area of sales, marketing and service.

Mr. S.G. Awasthi, born on March 06, 1943 graduated in Science from Allahabad University , and did Mechanical Engineering from Roorkee University . He became Chairman of Daewoo Motors India Limited. Presently, he is an advisor in Jaypee Infratech Limited.

He has vast experience of representing the top hierarchy of Indian Industry, Media, Bureaucracy, the Government and business houses like TATA, TOYOTA etc. He has also served as member and Chairman of various state, national, and international level committees.

Mr.Rakesh Chopra, born on October 17, 1950, is qualified Chartered Accountant (England & Wales) and an MBA from Cranfield University, U.K. he has spearheaded various industry groups at top management levels including Escorts till September 2006. He has rich experience of around 30 years. He is director in G.P.R. Enterprises Pvt Ltd, Kempty Cottages Pvt Limited and Gaurav Farms Pvt Limited. He is also director of Fairfield Atlas Limited. He is member of the Investors` grievance committee of the Bharat Gears Ltd.

Gears » Differential Gears

 We offer to our customers a choice of two systems - Gleason Coniflex and Gleason Revacycle systems of straight bevel generation.

   We manufacture nearly a million components per annum and these gears find application in cars, utility vehicles, buses, trucks and tractors.

   In addition we manufacture Differential Crosses (Trunnions) of various sizes as well as complete sub-assemblies of differentials.

BGL Furnaces engineers and constructs batch and continuous heat-treating furnace systems in technical association with AFC-Holcroft, Michigan, USA.

AFC-Holcroft is recognized internationally as an industry leader for innovative technology, quality and reliability.

More than 110 BGL-AFC-HOLCROFT heat treating furnace systems are in service at several customers' plants in India, including Ashok Leyland, Automotive Axles, Bajaj Auto, Ceekay Daikin, Endurance, Fairfield, Greaves, Hindustan Motors, Mahindra & Mahindra, Mukand, National Engineering Industries, Precision Fasteners, Premier Automobiles, Raunaq Auto, Sona Koyo Steering, Sundaram Fasteners, TATA-Timken, TELCO, Tractor Engineers and Varroc.

 

Furnaces » Pusher Continuous Gas Carburising lines

 

Load Magazine Prewash / Preheat Heat Carburise Harden Sealed Oil Quench Press Quench / Slowcool Salt Quench Wash / Rinse Temper Blast Cool Unload / Load

Silicon Carbide Skid Rails Twin Plate Intermediate Doors Roof / Sidewall Fans PLC Automation Ball Screw Main Pushers Captive Pusher Chains Side Entry and Exit Vestibules Computer Supervision

Four Chambers - 1/2/1/1 Rows Electrically Heated Carburising - Intercool - Hardening Press Quench / Sealed Quench 2 Tays / hr - 30 minutes Interval Production - 288 Kg / hr HCV & LCV Crown Wheels

Pinions

Two Chambers - 2/1 Rows Gas Fired with Recuperators Carbonitriding and Hardening Sealed Hot Oil Quench 3.33 Tays / hr - 18 minutes Interval Production - 266 Kg / hr Motor Cycle Gears

Three Chambers - 2 Rows Gas Fired with Recuperators Carbonitriding and Hardening Press Quench / Sealed Quench /

Slow Cool 3 Trays / Hr - 20 minutes Interval Production - 360 Kg / hr Tractor Crown Wheels, Pinions,

Gears & Shafts

Single Chambers - 3 Rows Press Quench Holding Chamber Gas Fired with Recuperators Carbonitriding and Hardening Press Quench / Sealed Oi Quench 3.75 Trays / Hr - 16 minutes Interval Production - 495 kg / hr HCV Crown Wheels, Pinions

Gears » Gear Boxes

 

We manufacture Synchromesh Gear Boxes for light commercial vehicle application.

   

Gear Boxes were manufactured under licence from ZF Friedrichshafen AG of Germany.

   

These Gear Boxes are light in weight with Aluminium Housing.

   

Manufacturing Capabilities » Gear Manufacturing

   

   

  Currently studying Phoenix grinding program for Hypoid Gears with Gleason.

   

Capable of manufacturing Hypoid Gears of Gleason and Oerlikon Systems with installed base of CNC machines.

Straight Bevel Gear generation capability on Coniflex and Revacycle systems of Gleason.

   

Transmission Gears processed by hobbing, shaping, shaving and parallel axis Gear grinding.

 

 

Capability of submerged Arc welding with PLC Control.

   

 

Design capability of Hypoid Gears using Gleason CAGE Software and Oerlikon CDS    Software.

Design capability of new ratios of Hypoid, Differential and Transmission Gears and also capability to rationalize / upgrade existing customer products. We are in a position to    offer design and development service of Automotive Gears/Gear Boxes/Axle.

Overview

Bharat Gears Ltd. (BGL) is one of the world leaders in gears technology and India's largest gear manufacturer. We at BGL bring to you the finest in gear and transmission technology. Our delivery expands to nations across Europe, USA, Mexico and Asia.

BGL is a major global supplier of automotive gears and heat treatment furnaces. The company manufactures a wide range of Ring Gears and Pinions, Transmission Gears and Shafts, Differential Gears, Gear Boxes majorly for the automotive industry.

  

Mumbra Plant

  Our modern manufacturing facilities are located at Mumbra near Mumbai (Bombay) and Faridabad near Delhi, capital of India.

In it's relentless efforts to meet and exceed the needs and demands of it's customers BGL has made rapid progress in the international market. Leading OEM's like TATA Motors Ltd. (TML), New Holland Tractors, John Deere Equipment Pvt.Ltd. (JDEPL), VST Tractors (Mitsubishi), Carraro, John Deere Coffeyville Works (JDCW), TMA, TDI and Tier I companies like Dana Corporation in USA, and several others source their complex gears and furnaces requirements from Bharat Gears. BGL has strong technology and human resource base to meet the exacting standards of the most demanding customers in the world.

With both plants ISO/TS-16949:2002 Certified and Faridabad Plant ISO-14001:1996 certified also, BGL is internationally reputed for its cutting edge technology, established quality processes, and capabilities developed over the years. With customer satisfaction at the foundation of its entire operation, BGL is dedicated to maintaining the Company's commitment to providing the highest quality products, the best customer service, and the safest operating conditions in the industry.

Today, Bharat Gears Ltd. is India's largest commercial gears manufacturing company.Faridabad Plant

 Our Group company Raunaq International Limited, an Engineering Contracting Organisation managed by dedicated team of professionals at various levels in different disciplines, is engaged in the service of core sector of industries in India. Raunaq International Limited has sufficient in-house resources in terms of Engineering Manpower, Tools & Plants, and Technical know-how besides separate departments for Design & Engineering, Quality Assurance & Inspection etc. to cater the needs for undertaking the Turnkey Contracts of Mechanical, Civil and associated Electrical & Instrumentation works and offer specialized.

 

» Industrial Civil Engineering Works.» Structural Fabrication and Erection Works.

Chairman's Message

Bharat Gears continues to retain its leadership in the Indian Gear Industry. After going through a difficult period when the monsoons threatened the Agricultural Economy, we are seeing the sunshine again. We are proud of our performance as we have gained our customers appericiation for the efficiency with which we have met their growing demands both in Quantity and Quality.

We are a company that services our customers both in the OEM and Aftermarket globally, and in order to compete in the Global Market our quality standards are continously being improved upon to meet challenges of the competition.

We are a leading supplier of Gears to Indian market in the segments of Tractors, both agricultural and off highway, Commercial Vehicles, Utility vehicles.

We well understand the challenges that all our customers face in order to compete with world wide players, thus we are continuously adapting the latest technologies from the Equipment manufacturers to ensure timely service to them all.

The Growth achieved by our customers has been very impressive and their forecasts for the ensuing period are very encouraging. We have fully braced ourselves to meet these challenges. We are, in fact, in a position to meet the requirement of all type of Automotive gears to all segments of Automobile and Tractor Industry world wide. Our Development time have been well compressed to shorten the time from concept to delivery.

Our newly added capacity will enable us to entertain new customers at very competitive terms. All this has been possible by inducting new state of the art equipment. We are confident that we are fully equipped to meet all challenges to service our entire range of customers both in the domestic arena and any where else in the world.

DEFINING THE KEY TERMS

To analyse the recruitment & selection process of Bharat gears ltd.

How to shortlist resume for different types of departments and posts.

What is interview process in Bharat gears ltd.

What is policy of Bharat gears ltd.

OBJECTIVES OF PROJECT

Recruitment and Selection is the process of generating a pool of relevant application and to

ensure the appointment of the most suitable person for a given post, based on a candidate’s

skills. A fundamental part of the process is to ensure that standards of fairness and equality are

maintained.

Objective of this project is to get an Insight of the Recruitment and Selection policy and

procedures of a large corporate “Bharat Gears ltd”. This project is done with the aim to get

hands on experience in recruitment and selection process of Bharat gears ltd and to understand

and to analyses Recruitment and Selection process of Bharat gears in the light of various theories

of HR and with the help of inputs received during practical exposure received at Bharat gears

ltd.

What is Human Resource Planning &

Recruitment & Selection?

HUMAN RESOURCE PLANNING

Introduction:

Human resource planning (HRP) is essentially the process of getting the right number of

qualified people into the right job at the right time so that an organization can meet its objectives.

Organisations use HRP as a mean of achieving Greater effectiveness.

“HRP is a strategy for the acquisition, utilization, improvement and preservation to the human

resource of an Enterprise.”

“HRP is forward looking function. It tries to assess human resource requirement in advance

keeping production schedules, Market Fluctuation, Demand Forecasts etc in the background.

According to Edwin B. Geisier, “Manpower planning is, the process by which a firm ensures that

it has the right number of people and the right kind of people, at the right places, at the right

time, doing things for which they are economically most useful.”

OBJECTIVES OF HRP

Forecast personal requirements:

HRP planning is essential to determine the future manpower needs in an organization.

Cope with changes:

HRP planning is required to cope with changes in market conditions, technology, production and

government regulations in an effective way.

Use existing manpower productively:

It is more useful in relation to the job requirement.

This also helps in decreasing wage and salary cost in long run.

Promote employees in systematic manner:

In the absence of an HR plan, it may be difficult to ensure regular promotions to competent

people on a justifiable basis.

If HRP techniques are ignored decision will still be taken but without the benefit of

understanding their implications.

PROCESS OF HUMAN RESOURCE PLANNING.

JOB ANALYSIS:

Introduction to Job Analysis

Job Analysis is the formal and detailed examination of a job. It is a systematic investigation of

task, duties and responsibilities necessary to the job. A task is an identifiable work activity

carried out for a specific purpose, for example, typing a letter. A duty is a large work segment

consisting of several task that are performed by an individual, for example ,pick up, sort out and

deliver incoming mail, job responsibilities are obligations to perform certain task and duties.

Definition:

According to Edwin B. Flippo,: “Job analysis is the process of studying and collecting

information relating to the operations and responsibilities of specific job.”

According to Donald, “Job analysis is a method of scientifically dissecting a job in order to

determine the component elements and their influence upon the length of learning period of a

worker, production and labor turnover.”

JOB DESCRIPTION:

Definition:

According to Flippo, “the first and immediate product of job analysis process is the job

description. It is descriptive in nature and constitutes a record of existing and pertinent job facts.”

According to M.W.Couming, “A job description is a broad statement of purpose, scope , duties

and responsibilities of a particular job.”

JOB SPECIFICATION:

Definition:

According to Dale Yoder, “Job specification as a summary is a specialized job description,

emphasizing personnel requirement and designed specially to facilitate selection and

placement.”

According to Edwin.B.Flippo, “ A job specification is a statement of the minimum acceptable

human qualities necessary to perform a job properly.”

RECRUITMENT

RECRUITMENT:

Introduction:

According to Edwin B. Flippo, “recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the organisation”. Recruitment is the

activity that links the employers and the job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The process

begins when new recruits are sought and ends when their applications are

submitted. The result is a pool of applications from which new employees are

selected.

It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in

adequate numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of

prospective employees for the organisation so that the management can select the right candidate

for the right job from this pool. The main objective of the recruitment process is to expedite the

selection process.

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.

Recruitment and Selection are the two phases of the employment process. The differences

between the two are:

1. The recruitment is the process of searching the candidates for employment and stimulating

them to apply for jobs in the organisation whereas selection involves the series of steps by which

the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the

selection of best candidates for the organisation, by attracting more and more employees to apply

in the organisation whereas the basic purpose of selection process is to choose the right candidate

to fill the various positions in the organisation.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply whereas

selection is a negative process as it involves rejection of the unsuitable.

1.1.1 The Purpose and Importance of Recruitment are given below :

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

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

organisation.

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

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.

Figure No: 1.1.1

SOURCE OF RECRUITMENT

Source: www.wikepedia.com

Figure No: 1.1.2

INTERNAL SOURCES OF RECRUITMENT

TRANSFERS: The employees are transferred from one department to another according to their

efficiency & experience.

PROMOTIONS: The employees are promoted from one department to another with more

benefits & greater responsibility based on efficiency & experience.

UPGRADING & DEMOTION: In this context, the present employees according to their

performance.

RETIRED & RETRENCHED EMPLOYEES: It may also be recruited once again in case of

shortage of qualified personnel increase in load of work. In recruitment such people save time &

cost of the organization .

EXTERNAL SOURCES OF RECRUITMENT

PRESS ADVERTISEMENT: Advertisements of the vacancy in newspapers & journals are

widely used as source of recruitment. The main advantage of this method is that it has a wide

reach.

EDUCATION INSTITUTION: Various management institutes Engineering colleges, medical

colleges etc. are the good source of recruiting well qualified executives etc. They provide

facilities for campus interviews & placements.

PLACEMENT AGENCIES: These agencies are particularly suitable for recruitment of

executives & specialist & several private consultancy firms perform recruitment function on

behalf of client companies by charge a free.

LABOR CONTRACTORS: Manual workers can be recruited through contractors who maintain

close contacts with the sources of such workers. This source is used to recruit labor for

construction jobs.

RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the factory

gate these may be employed whenever permanent workers are absent. More efficient among

these may be recruited to fill permanent vacancies.

FACTORS AFFECTING RECRUITMENT

RECRUITMENT PROCEDURE

The recruitment and selection is the major function of the human resource department and

recruitment process is the first step towards creating the competitive strength and the strategic

advantage for the organisations. Recruitment process involves a systematic procedure from

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

and time. A general recruitment process is as follows:

Identify vacancy:The recruitment process begins with the human resource department receiving requisitions for

recruitment from any department of the company. These contain:

•Posts to be filled•Number of persons•Duties to be performed• Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

SELECTION

1.1.2 SELECTION

Selection is defined as the process of differentiating between applicants in order

to identify (and hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has

the appropriate qualification and competency to do the job .

Selection done by two steps namely,

STEP 1 : PRELIMINARY INTERVIEW

STEP 2 : SELECTION TEST:

The following are the type of tests taken:

1). Ability tests

2). Aptitude test

3). Intelligence test

4). Interest Test

5). Personality Test

6). Projective Test

7). General knowledge Test

8). Perception Test

9). Graphology Test

10). Polygraph Test

1.1.3Types of interview

1) Informal Interview

2) Formal Interview

3) Non-directive Interview

4) Depth Interview

5) Stress Interview

6) Group Interview

7) Panel Interview

8) Sequential Interview

9) Structured Interview

The following chart gives an idea about selection process:

Figure No: 1.1.3

EXTERNAL ENVIRONMENT

INTERNAL ENVIRONMENT

PRELIMINARY INTERVIEW

SELECTION TESTS

EMPLOYMENT INTERVIEW

Reference and Background

Analysis

SELECTION DECISION

PHYSICAL EXAMINATION

JOB OFFER

EMPLOYMENT CONTRACT

Evaluation

Rej

ecte

d A

pp

lica

tion

RECRUITMENT POLICY IN

BHARAT GEARS LTD.

RECRUITMENT POLICY OF BHARAT GEARS LTD.

OBJECTIVE:

To provide guideline for the recruitment of personnel by establishing systematic effective &

unbiased recruitment practices in the interest of both the company & the employees as well

as to control manpower.

PROCEDURE:

High caliber/quality individuals are recruited on the basis of their ability & potential

which are complemented by a good working attitude. The determinations of potential

include qualification good character & integrity as well as loyalty.

The company encourages the employment of employee’s immediate family members or

relatives.

Only managerial staff conducts interview.

The HRD/Personnel department is responsible for managing the recruitment process.

This includes placing the recruitment advertisement/contacting institutes/campus

interviews or working with a placement consultant/agency & arranging interviewing

candidates.

All applicant called up for interview must complete the personal data form &

provide documentary evidence to support qualification past experience & gross

salary.

The panel members conduct the interview in such a manner that the candidates go

back impressed about the company & its system.

To ascertain the suitability of the new employee & also to enable the new

employee to assess his/her compatibility to the company.

The Training period varies as per the post. For managers, officers, engineers it is

6 months & for workers & trainees it is 12 months.

The probationary/Training period may be extend to a maximum of another three

to six months.

Confirmation of employment is subjected to the employees demonstration of good

performance during the probationary period.

CONFIRMATION REVIEWS: This letter is issued to the employee by the personnel

department & copy of the letter is filed in the employees personal file.

SANCTION FOR RECRUITMENT: No person is appointed in the company unless manpower

requisition form is duly sanctioned by MD.

APPOINTMENT OFFER ADVICE: As soon as the final collection of the candidate is made an

appointment officer advice is issued by HR dpt.

SELECTION PROCEDURES/STANDARDS: Selection procedure consist of –

Written Test (Fresher)

Personal Interview

DURATION OF TRAINING: The training period given by few organizations is based on the

post of the candidate.

STIPEND: Monthly stipend is payable to the candidates during the training period.

INDUCTION: Induction program are organized for the new incumbents.

RECRUITMENT PROCEDURE IN BHARAT GEARS

WHEN CREATE VACANCY

TO FILL VACANCY FORM(REQUIREMENT OF HOD)

SEND CV’S TO HOD

RECEVIED SHORTLISTED CV’S FROM HOD

CALL FOR INTERVIEW

ORGANISED FIRST INTERVIEW(HR DEPT)

SECOND INTERVIEW(RESPECTIVE HOD)Fill candidate Assessment sheet(Rating sheet)

FINAL INTERVIEW(FACTORY HEAD)

GIVE OFFER LETTER TO THE CANDIDATE

MEDICAL CHECK UP.(IF CANDIDATE IS FIT)

GIVE APPOINTMENT LETTER TO THE CANDIDATE

JOINING FORMALITIES

FILL P.F.,ESCI FORM BY SELECTED CANDIDATE

JOINING REPORT SEND TO TIME OFFICE

MASTER DATA SEND TO EDP AND ACCOUNTS.

Bharat Gears Limited , Kausa - Shil, Mumbra Dt: Thane 400 612 (M.S.)AUTHORISATION TO FILL A VACANCY – for executive / management cadre

FLOW: Group Head Unit Head Head - H.R. Corporate Business Head P&A / H.R.

Position :

Department :

Grade : 1a / 1b / 1c / 2a / 2b / 3a / 3b

New / existing position :

Reason for vacancy :

Target date :

Educational qualification :

Experience : years Age : years

Area of Experience

Job Profile

NAME SIGNATURE

DATE

GROUP HEAD

UNIT HEAD

Process Leader-

HR

Mr. P. L. Patankar

Operation Head Mr. B. P. Shah

CMD Mr. S.P. Kanwar

For P&A/H.R: Date received _________ Date action completed ________ Joining Date

_________

Note: The approval of the CMD is essential for all additional positions.

This form should be accompanied by an organization chart.

4:821: 1

CANDIDATE ASSESSMENT SHEET – FOR EXECUTIVE / MANAGEMENT CADRE (EXISTING POSITIONS)

Name ______________________________ Position ____________________ Dept.___________

RATING SCALE Excellent 4 Good 3 Average 2 Poor 1

Score

BACKGROUNDAcademic record

Relevance of prior experience

KEY SUCCESS FACTORS

Conceptual clarityAnalytical / Problem solving skills

Growth potential

Critical Behavioral Indicators

Initiative / Proactiveness

Confidence level/ Assertiveness

SOFT SKILLSCommunication skills

Personal grooming & Appearance

Interpersonal and Influence skills

Total Score /40

RECOMMENDATION Hire Further Interview On Hold Reject

Name ___________________ Signature _______________ Dept. ____________ Date ________

For P&A

Monthly (gross)

Current salary BGL offer as per grade/parity

Annual (gross)

For Corporate Business Head / Head – H.R.

RECOMMENDATION Hire Further Interview On Hold Reject

Comment: __________________________ Signature __________________ Date ___________

4:825:1

RESEARCH

DESIGN

RESEARCH DESIGN

INTRODUCTION TO RESEARCH DESIGN

A research project conducted scientifically has a specific frame work of research from the

problem identification to the presentation of the research report. This framework of conducting

research is known as Research Design. A research design is simply the framework or plan for a

study that is used as guide in collecting and analyzing the data. It is blueprint that is followed in

completing a study. “ According to Kerlinger, research design is the plan, structure and strategy

of investigation conceived so as to obtain answers to research a questions and to control

variance.”

STUDY OF SELECTED RESEARCH DESIGN

RESEARCH PROCESS

SITUATIONAL ANALYSIS

Define and analyze the problem to be solved. Determine clearly the purpose of the inquiry. State

immediate as well as the ultimate objectives. Try to secure information about the department ,

whole organization, and the general environment.

PRELIMINARY INVESTIGATION

This refers to the procedure by which minimum acquaintance with or feel for the problem is

achived. The researcher may meet to employees to get the background information which may

throw some light on the most critical issues for study and investigation.

RESEARCH DESIGN

A research design is a master plan or model for the conduct of a formal investigation. Once the

need for a formal investigation has been decided upon the researcher must formulate a formal

plan of investigation. A research design is a specification of the method and procedures to be

adopted for acquiring the information required for solving the problem.

SOURCES OF DATA

Once the research design or plan has been finalized, the researcher emphasis upon the task of

collecting the data. A research study may require both primary and secondary data. Primary data

have to be assembled by the researcher for the first time by sampling methods.

DATA ANALYSIS

The collected data must be edited, tabulated and analyzed. The research team interprets the data.

Conclusions and interpretations lead to recommendations for actions. Electronic data processing

equipment may be employed to analyze large data quickly and at a lower cost.

REPORT PREPARATION

Conclusions and recommendations supported by the necessary analysis are submitted in the form

of a written report. The report must clearly and effectively point out the relationship among the

data, the interpretation and recommendations.

FOLLOW-UP RECOMMENDATIONS

The report presented to the management must be followed up to ensure the implementation of

the recommendations. An excellent report may be wasted when the recommendations are put in

the cold storage and the management takes no step to implement the research report.

REQUIREMENTS FOR A GOOD RESEARCH DESIGN

Nature & Scope of the problem to be studied must be stated clearly, or say must be well defined

& formulated.

If any hypothesis is to be tested it must be clearly formulated.

The research design must adequately answer the questions. And test the hypoyhesis.

The research design must be structured in a manner that it fulfills the need of internal & external

validity.

RESEARCH

METHODOLOGY

INTRODUCTION

RESEARCH

Research is common parlance refers to search for a knowledge. One can also define research as a

scientific & systematic research for pertinent information on a scientific topic. In fact, research is

an art of scientific investigation. According to Redman & Mory, “Research is a systematized

effort to gain new knowledge.”

METHODOLOGY

Set of procedures or rule to guide research against which its claim can be evaluated &

understood. Methodology is a systematic way to work out the research problem step-by-step

where in the researcher logically adopts a way to solve the problems arising out during the

course of the research work. In other words methodology is the application of method used in

preparation of project report.

RESEARCH METHODOLOGY

“Research methodology defines, what the activity of research is, how to proceed, how to

Measure progress, what constitute a success”

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically.

In it we study the various steps that are generally adopted by a researcher in studying his

research problem along with the logic behind them. It is necessary for the research.

To know not only the research methods/techniques but also the methodology

Technique + Procedures + Method = Research methodology

It can be described as-

Discovery of new idea or technique

Modification of old concept & existing concept

Formulation of new theories

Study of systematic investigation

TYPES OF RESEARCH

PURE RESEARCH

Pure research provides the basis for applied research. The principles and laws set up by pure

Research are applied to the problems arising in the fields of Sociology, Psychology and

Economics. Thus pure research enables us to make tools and applied research uses such tools to

study a particular case.

APPLIED RESEARCH

Applied research is undertaken with the aim of uncovering data to solve an existing problem.

The driving force of the research is finding solution to a problem. Applied research aims at

application of science to a singular situation.

DESCRIPTIVE RESEARCH

Descriptive study may employ any of or all the methods of data collection such as interview,

questionnaire, observation, tests & cumulative record cards.

In the descriptive study the researcher must be careful to make a note of the bias and

extravagance that may creep in at every stage of the study-formulating the objectives of the

study; designing the methods of data collection; selecting the sample; collecting; processing and

analyzing the data; and reporting the findings.

EXPLORATORY RESEARCH

It helps us to investigate any problem with suitable hypothesis or clarification of any concept

throwing new light for future research.

QUALITATIVE RESEARCH

It is also called unstructured approach – is to explore its nature. It allows flexibility in all these

aspects of the process.

QUANTITATIVE RESEARCH

It is also called structured approach. Every things that forms the research process objective,

design, sample and the questions that you plan to ask of respondents.

TYPES OF DATA

In this project both primary and secondary data are used. In this we analyze the data by preparing

a job description from & analyzing that from analysis competencies of the particular employee.

There is exploratory type of research. The primary and secondary data are:

1. PRIMARY DATA : According to that job description from we find out the job duties in terms of key

duties & periodical duties.

Analyzing & observing the routine duties & work of the individual employee

analyze the competencies of employees.

This competency helps in the recruitment & training of the fresher & experience

employees & development of organization department vise.

2. SECONDARY DATA:

In this some part is collected from the previous collected data such as theory part

is collected from the some books of HR & inherent.

Secondary data are those data which have been already collected & analyzed by

some earlier agency for its own use & later the same data are used by a different

agency.

SOME INTERVIEW

QUESTIONS

INTERVIEW QUESTIONS

Tell me something about yourself?

Tell me something about your previous job?

Why are you interested in joining our company?

Why you have left your previous job?

What do you think you can do for us?

What attracts you to us?

What did you expect from the company?

What do you know about our company?

What was your salary package in the previous job?

What is your expected salary?

FINDINGS & SUGGESTION FINDINGS:

1.Calculation of Recruitment and Selection Average Days

MONTH APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEBT.

CANDIDATE 1 6 4 13 5 7 12 5 8 6 7                         15 13 8 32 6 16 5 8 14 23 13  15/1 17 13 8 44 45 7 5 7 12 18  15% 22 22 11 7 27 19 9 20 4 8    36 8 8 24 5 7 15 18 12 21    9   8 9 18 19 16 28 16 28    36 51/4 8 90/5 9 18 53/5 14 10 21    133/6 12.80% 8 18.00% 4 14 10.60% 12 77/6 21    22.20%   8   124/7 9   14 12.83% 130/7        16   17.70% 10   127/8   18.57%        7     15   15.90%            7     3                3     42                27     168/12                151/13     14.00%                11.60%              

2. Calculation of Emp. Turnover

Total Officers = 243

MONTH APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEBLEFT EMP 5 6 3 2 5 6 3 2 4 2 3TECHNICAL 5 6 3 2 5 6 3 2 4 2 2NON TECHNICAL 0 0 0 0 0 0 0 0 0 0 1NEW JOINING 1 6 4 13 5 7 12 5 8 6 7CALCULATION 5/210 6/210 3/211 2/222 5/222 6/223 3/232 2/235 4/239 2/243 3/247AVERAGE 2.38% 2.85% 1.42% 0.90% 2.25% 2.69% 1.29% 0.85% 1.67% 0.82% 1.21

SUGGESTIONS:

During my training period in Bharat Gears Ltd, I found the atmosphere of the company is very

co-operative especially the existing employees go out the way to socialize with the new

employees.

However, I would like to suggest the following regarding HR policy which might help the

company to better achieve its objectives.

1. A rewards & punishment scheme based on regular performance evaluation of

employees to strive them for better performance.

2. Periodic reassessment of HR policy using inputs from employment satisfaction surveys which will help in ascertaining the following:

Are employees satisfied with their working condition?

Are their Grievance Listened & solved?

3. Rapid innovation is the key to success in this age of information technology.

It is desirable to put in a place an institutionalized mechanism to extract ideas &

suggestions from employees & use to same to improve company performance.

BIBLIOGRAPHY

Rao, V.S.P, Human Resource Management, Excel Books.

Ashwathapa. Human Resource & Personnel Management.

WEBLOGRAPHY

www.bharatgears.com

www.answer.com

www.google.com

www.workforce.com

THANK YOU