Imperial for Nehru College

7/30/2019 Imperial for Nehru College

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CHAPTER – 1

COMPANY

PROFILE



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Founded in 1969, IAI today is a pioneer manufacturer and exporter in automotive tubing

sector. Employing about 900 qualified people, it has manufacturing operations in 5 different

plants in India& warehouses in Detroit and London. In 1990 IAI became

supplier to the most OES like New Holland, Suzuki, DCM Toyota, JCB, Mahindra Nissan

and other main players of the industry.

With an ambition to become a globally recognized and financially strong company, IAI

sustains an undisputed leadership in the Indian market. IAI is well established strong

company and has heavily invested in several auto-parts plants in important automotive fields,

each plant's facilities meet international standards to assure the quality of the product

at international level.

The company policy is to ensure value for money to the customer, by providingproducts,

which meet customer's requirement.

IAI strives to achieve consistent improvement in quality through process control, adherence

to quality system and safeand clean working environment.

QS-9000 Certified in the year 2000 , ISO-14001 awarded in 2003 and TS-16949 certified in

2004 IAI has become the ultimate choice of the global market in the automotive sector.

In 2005 Imperial Auto signed up a joint venture with TRI (Tokai Rubber Industries of Japan).



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History

1970s IAI started supplying to M&M, Telco, Kirloskar, FIAT, Ambassador etc. the only

automotive players in that decade.

1980s

Japanese collaborations like Maruti-Suzuki & LCVs from Mazda, Nissan, Toyota and

Mitsubishi started manufacturing in India. IAI started supplies to Maruti Suzuki,

DCM,Toyota, Swaraj Mazda, JCB & Mahindra Nissan. For the first time, India experienced

high volume manufacturing of Cars. For the first time, India experienced high volume

manufacturing of Cars.

1990s

Multinationals like New-Holland, Ford, FIAT, John-Deere, JCB, Hitachi, Mitsubishi, GM IAI

took active participation in the emerging scenario & became a supplier most of the above

OEs.

2000s

Global sourcing from multinationals overseas is a great potential area, like JCB, John-Deere,

New Holland, Cummins, Komatsu etc. IAI got status of approved global supplier from

John Deere, Cummins is already exporting to some OE manufacturers overseas.



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COMPANIES PHILOSOPHY:

Ensure value for money to the customer

Make products which meet/ exceed customer expectations.

Treat work force as member of a big family.

Run all business groups operations profitably

COMPANY GOALS:

HR POLICY

DOMESTIC SALES GROWTH

COLLABORATIONS & PATERNSHIP

PRODUCT PROFIT CENTERS

EXPORTS

SIX SIGMA, SUPPLIER DEVELOPMENT

CUSTOMER DELIGHT

TEAMBUILDING

ZERO PP



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Vision

“TO become a globally recognized,financially

Strong company, sustaining undisputed leadership

in the Indian market”

Quality, Health & Safety & environmental Policy

iAi a manufacturer of automotive hoses and tubes commits itself to giving value for

money to our customer.iAi is on a growth path through continuous technology iAi

shall diligently shoulder its responsibilities toward improvements and innovations.

iAi trains and motivates employees & suppliers for achieving excellence .

clean environment and safety of workmen.

iAi is commited to meet all legal and other requirements.



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MILESTONES

1985 Numerically controlled bending machines installed for bending larger diameter pipes

1989

Collaboration with Meiji Rubber for brake hoses

Supply of fuel injection tubes for Railway Traction Locomotives

1990

Caterpillar fuel injection tube development started.

1992Commenced manufacture of high pressure hose assemblies at new unit at plot 94, sector-25,

faridabad. ISI certification obtained for brake hoses.

1995

Started activities for ISO 90002 accreditation

Adopted Cummins supplier improvement programme.

1996

Supplies to Tata Cummins commenced

Improved facilities for radiator/bend hoses installed.

New plant for fuel injection pipes at sector 27-c, completed.

New plant at plot no. 83, sector-25, started.

1997

ISO 9002 accreditation.

Self certification for auto Malt Telco, PuneTechnical collaboration with Gates, USA.



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1998

An imperial auto industry becomes public limited

Production started at pune plant

Joint venture with Eagle Picher Fluid Systems Ltd. U.K

Started activities for QS-9000.

1998

Imperial auto industries becomes public limited

Production started at pune plant

Joint venture with Eagle Picher Fluid Systems Ltd. U.K

Started activities for QS-9000.

1999

Target exports to developed countries

2000

QS-9000 accreditation for all plants (Plant-I,II,III,IV).

Global supplier to JCB, John-Deree & Cummins

2003

Certificate awarded ISO-14001

2004

Certification TS-16949



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PRODUCT PORTFOLIO HIGH PRESSURE FUEL INJECTION LINES

Fuel injection cluster pipe sets for multi cylinder engines.

Railway diesel engine ,heavy tank etc.

HYDRAULIC HIGH PRESSURE COMPONENTS

Hydraulic high pressure hose assembly.

Seamless tube assembly for high pressure manifolds and hydraulic applications.

NYLON TUBES

Fuels system.

Brake booster pipes/Lubricants Pipes

Clutch /Vaccum/Lubrication pipes.

BREAK LINE & CLUTCH COMPONENTS

Hydraulic brake hoses.

Air brake hoses

Connecting Lines

Brake tubes

Power Stearing Hoses

Clutch Tubes

Airlines



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FUEL LINE COMPONENTS

Fuel Lines

Fuel Return Lines

Over flow Lines, Manifolds(Spill pipes)

Long length rolls of flexible hoses with PVC cane

TUBULAR COMPONENTS

Exhaust pipes/ Components.

Oil, Water & Air delivery pipes

Structural automotive fabricated tubes.

Fuel tank necks

Pipes & hoses for tanks, Armoured vehicles ,etc

Components for Air starting system.

RUBBER PRODUCT

Hoses without end fitting.

Radiator/Bend Hoses

Fuel hoses as per given geometry

Multilayered hoses- FKM, NBR, CSM



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CHAPTER -2

INTRODUCTION

TO

TOPIC



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RECRUITMENT PROCESS

EMPLOYEES

REQUISITION

RECRUITMENTPLANNING

-Numbers

-Types

APPLICANT

POPULATION

SEARCHING

ACTIVATION

- Message

JOB

VACANCIES

PERSONNEL

PLANNINGJOB

ANALYSIS

SCREENING

POTENTIALHIRE

STRATEGY

DEVELOPMENT

-Where

-How-



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RECRUITMENT PLANNING

The first stage in the recruitment process is planning. Planing involve the translation of likely jobs

vacancies and information about the nature of these jobs into a set of objectives or targetsthat

specify the

(1) Number of contacts : Organisations,nearly always plan to attracts more

applicant than they will hire.Some of those contacts will be uninterested,

unqualified, or both. Each time a recruitment programme is contemplated one

task is to estimate the number of applicant necessary to fill all vacancies with

qualified people.Companies calculate yield ratio which express the relationship

of applicant inputs to outputs at various decision points.

(2) Types of contacts : This refers to the types of people to be informed about job

openings. These details are available through job description and job

specification.

STRATEGY DEVELOPMENT :

Once it is know how many and what type of recruits are required serious consideration need to be

given to

(1) Firms must decide whether to hire less skilled emploees and invest in training

and education programmes , or they can hire skilled labors and professional .

(2) Technological sophistication the second decision in streategy developmentrelates to the metheod used in recruitment and selection this decision is mainly

is mainly influenced by the available technology . the

(3) advent of computers has made it possible for employers to scan national and

international applicant qualification.



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(4) Where to look in order to reduce costs, firms look into labour markets most

likely to offer the required job seekers. Generally. Generally companies look

into the national market for managerial and professional employes, regional or

local markets for technical employees, and local markets for clerical and blue

coller employers.

(5) How to look how to look refers to the method or sources of recruitment.

There are several sources and they may be broadly categorized into (1)internal,

and (2) external

SOURCES OF RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

PRESENT EMPLOYEESEMPLOYEES

REFFERALSFORMER EMPLOYEES

PREVIOUS APPLICANT

PROFFESIONAL AND TRADE

ADVERTISEMENTEMPLOYMENT EXCHANGE

CAMPUS RECRUITMENT

WALKS IN

CONSULTANTSDISPLACED PERSONS

RADIO AND TELEVISION

ACQUISION AND MERGER

COMPETITIORS

E-RECRUITING



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INTERNAL RECRUITMENT

Interal recruitment seeks applicants for position from those who are currently employed.

Internal sources include present employees, employee referrals, former applicant.it is a

recruitment which takes place within the concern or organization. Internal sources of

recruitment are readily available to an organization. Internal sources are primarily three –

Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-

employees is one of the internal sources of recruitment in which employees can be invited

and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. Internal recruitment may lead to increase in

employee’s productivity as their motivation level increases. It also saves time, money and

efforts. But a drawback of internal recruitment is that it refrains the organization from new

blood. Also, not all the manpower requirements can be met through internal recruitment.

Hiring from outside has to be done.

Present EMPLOYEES promotion and transfers from among the present employes can

be a good sources of recruitment. Promotion to higher position has several advantages.

They are _ (1) it is good public relation ; (2) it builds morale ;(3) it encoueages competent

individual who are ambitious.(It is cheaper than going outside the recruitment.

EMPLOYEES REFFERAL This can be a good source of recruitment. Employees can

develop good prospect for their families and friends by acquainting them with the

advantages of a job with the company, furnishing cards of introduction ,and even

encouraging them to apply.refferal can be a effective way of recruiting.Many prospects

can be reached at a very low costs.



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Re-employment of ex-employees - Re-employment of ex-employees is one of the

internal sources of recruitment in which employees can be invited and appointed to fill

vacancies in the concern. There are situations when ex-employees provide unsolicited

applications also.

ADVANTAGES OF INTERNAL RECRUITMENT:

(1) It is less costly than external recruiting

(2) Firm typically have a better knowledge of the internal candidates skills and abilitiesthan

the ones acquired through external recruiting.

(3) An organization policy of promoting from within can enhance employee morale and job

satisfaction.

DISADVANTAGES:

(1) Lack of new talents. Some companies complained of unit raiding in which division

compete for the same people.

(2) Politics play a great impact on internal recruitment and selection than does external

recruiting.



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EXTERNAL RECRUITMENT

a. External Recruitment – External sources of recruitment have to be solicited from

outside the organization. External sources are external to a concern. But it involves lot of time

and money .The external sources of recruitment include – Employment at factory gate,

advertisements, employment exchanges, employment agencies, educational institutes, labour

contractors, recommendations etc. Employment at Factory Level – This a source of external

recruitment in which the applications for vacancies are presented on bulletin boards outside

the Factory or at the Gate. This kind of recruitment is applicable generally where factoryworkers are to be appointed. There are people who keep on soliciting jobs from one place to

another. These applicants are called as unsolicited applicants. These types of workers apply on

their own for their job. For this kind of recruitment workers have a tendency to shift from one

factory to another and therefore they are called as “badli” workers.

b.Advertisement – It is an external source which has got an important place in recruitment

procedure. The biggest advantage of advertisement is that it covers a wide area of market

and scattered applicants can get information from advertisements. Medium used is

Newspapers and Television.

c. Employment Exchanges – There are certain Employment exchanges which are run by

government. Most of the government undertakings and concerns employ people through

such exchanges. Now-a-days recruitment in government agencies has become compulsory

through employment exchange.

d. Employment Agencies – There are certain professional organizations which look towards

recruitment and employment of people, i.e. these private agencies run by private

individuals supply required manpower to needy concerns.

e. Educational Institutions – There are certain professional Institutions which serves as an

external source for recruiting fresh graduates from these institutes. This kind of

recruitment done through such educational institutions, is called as Campus Recruitment.

They have special recruitment cells which helps in providing jobs to fresh candidates.



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f. Recommendations – There are certain people who have experience in a particular area.

They enjoy goodwill and a stand in the company. There are certain vacancies which are

filled by recommendations of such people. The biggest drawback of this source is that the

company has to rely totally on such people which can later on prove to be inefficient.

g. Labour Contractors – These are the specialist people who supply manpower to the

Factory or Manufacturing plants. Through these contractors, workers are appointed on

contract basis, i.e. for a particular time period. Under conditions when these contractors

leave the organization, such people who are appointed have to also leave the concern

ADVANTAGES OF EXTERNAL RECRUITMENT:

(1) The firm will have the benefit of new skills, new talents and new experience, if people

are hired from external sources.

(2) The management will be able to fulfill reservation requirement in favour of the

disadvantages section of the society.

(3) Scope of resentment heartburn and jealousy can be avoided by recruiting from outside.



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DISADVANTAGES:

(1) Better motivation and increased morale associated with promoting own employees are

lost to the company.

(2) External recruitment is costly.

(3) If recruitment and selection are not properly carried out, chances of right candidates

being rejected and wrong applicants being selected.

SEARCHING

Search involves two steps:

SOURCES ACTIVATION:

Typically, sources and search methods are activated by the issuance of an employee

requisition. The means that no actual recruiting takes places until line managers have

verified that a vacancy does exist or will exist.

SELLING

In selling the company, both the message and the media desever attention. Message refers tothe emplyement advertisement. With regard to media, it may be stated that effeiveness of

any recruiting message depend on the media.



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SCREENING

Application received in response to advertisement are screened and only eligiable applicants

are called for an interview. The purpose of screening is to remove from the recruitment

process, at an early stage, those applicant who are visibly unqualified for the job. Effective

screening can save a great deal of time and money.

EVALUATION AND CONTROL

Evaluation and control is necessary as considerable costs incurred in the recruitment process.

The costs generally incurred are;

1. Salaries for recruiters.

2. Management and professional time spent on preparing job description, job

specifications, advertisements, agency liaison, and so forth.

3. Cost of advertisements or other receuitment methods, that is, agency fees.

4. Cost of producing supporting literature.

5. Recuiting overheads and administrative expenses.

6. Costs of overtime and outsourcing while the vancies remain unfilled.

7. Cost of recruiting suitable candidates for the selection process.



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SELECTION

It is the people’s skills, knowledge and motivation that guarantee the success of each

individual organization. Searching and selecting human resources is a demanding and time-

consuming task.

The main reasons to entrust us with these tasks are efficiency and ability to adapt to the

requirements of the client. We will find and select people in a professional manner and within

the set deadlines as well as in line with the business ethics.

Our advantages:

expertise

efficiency

long-term co-operation with the existing clients

a large base of human resources

price competitiveness

free advertising of job vacancies on our websites



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SELECTION AS A SOURCE OF COMPETITIVE ADVANTAGE:

SUCCESS

FAILURE

FAILURE PREDICTED SUCCESS PREDICTED

FALSE NEGATIVE ERRORS:

Means rejection of an applicant who would have successed

FALSE POSITIVE ERRORS:

An applicant is selected expecting success, but failure occurred.

TRUE POSITIVE:

Results when a candidates hired expecting success and success results.

TRUE NEGATIVE:

FAILURE IS PREDICTING AND IT HAPPENS.

In recruitment and selection cost involves which are:

Damage company reputation, accident due to negligence, absenteeism etc.

Secondly cost associated with training, transfer

Third cost of replacing with a fresher cost of hiring etc.

So competitive advantages basis on effective selection.

FALSE -ve

ERROR

TRUE POSITIVE

TRUE

NEGATIVE

FALSE POSITIVE



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ORGANISATION FOR SELECTION

Selection is now centralized and is handling by the human resource department. This

arrangement is preferable because of the following advantage;

1. It is easier for the applicant because they can send their applications to a single

centralized department/agency.

2. It facilitates contact with applicants because issues pertaining to employment

can be cleared through one central location.

3. It helps operating managers to concentrate on their operating responsibilities.

This is especially helpful during peak hiring periods.

4. It can provide for better selection because hiring is done by specialists trained

in staffing techniques.

5. The applicant is better assured of consideration for a greater variety of jobs.

6. Hiring costs may be cut because duplication of effort is minised.

7. With increased government regulation on the selection process, it is important

that people who know about these rules a major part of the selection process.



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SELETION PROCESS

Preliminary interview

Selection tests

Employment interview

INTERNAL ENVIROMENT

EXTERNAL ENVIRONMENT

Selection decision

Physical examination

Job offer

Employment contract

Evaluation

Rejected applicants

Reference and background

analysis



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PRELIMINARY INTERVIEW

It was stated that the applications received from job seeks would be subject to scrutiny so as to

eliminate unqualified applicants. This is usually followed by a preliminary interview the

purpose of which is more or less as scrutiny of applications, that is, elimination of unqualified

applications. Scrutiny enables the HR specialists to eliminate unqualified job seekers baseds on

the information supplied in their application forms.

SELECTION TESTS

Job seekers who pass the screening and the preliminary interview are called for tests. Different

types of test may be administered, depending on the job and company. Generally, tests are used

to determine the applicant’s ability, aptitude and personality. Ability tests (also called

achievement tests) assist in determining how well an individual can perform tasks related to the

job. An excellent illustration of this is the typing tests given to a prospective employee for a

secretarial job. An aptitude test help determine a persons potential to learn in a given area.

Personality tests are given to measure a prospective employee motivation to function in a

particular working environment. interest tests are used to mearure an individual activity

preferences.

EMPLOYMENT INTERVIEW

The next in the selection process is employment interview. An interview is conducted at the

beginning and at the end of the selection process. The emphasis here is on the latter. Interview

is a formal, in depeth conversation conducted to evaluate the applicant’s

acceptability. It is considered to be an excellent selection device. Its popularity stems from its

flexibility. Interview can be adapted to unskilled, skilled, managerial and professional

employees. It allows a two way exchange of information, the interviews learn about the



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applicant, and the applicant learns about the employer. The employment interview can be (1)

one to one (sequential.) or (3) panel.

OBJECTIVE OF INTERVIEW

Interview has at least three objectives (1) helps obtain additional information from the

applicant; (2) facilitates giving general information to the applicant such as company policies,

job, products manufactured and the like; and (3) helps build the company’s image among the

applicants.

REFERENCE AND BACKGROUND CHECKS

Many employers request names, addresses, and telephone numbers or references for the purpose

of verifying information and, perhaps, gaining additional background information on an

applicant. Although listed on the application form, references are not usually checked until an

applicant has successfully reached the fourth stage of a sequential selection process. When the

labour market is very tight, firms sometime hire applicants before checking references.

SELECTION DECISION

After obtaining information through the preceding steps, selection decision the most critical of

all the steps must be made. The final decision has to be made from the pool of individuals who

pass the tests, interview and reference checks. The view of the manager will be generally

considered in the final selection because it is he/ she who is responsible for the performance of

the new employee. The HR manager plays a crucial role in the final selection.



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PHYSICAL EXAMINATION

After the selection decision and before the job after is made, the candidate is required to

undergo a physical fitness test.

JOB OFFER

The next in the selection process is job offer to those applicants who have crossed all the

previous hurdles. Job offer is made through a letter of appointment. Such letter generally

contains a date by which the appointee must report on the duty. The appointee must be given

reasonable time for reporting.

CONTRACTS OF EMPLOYMENT

After the offer has been made and the candidates accept the offer, certain documents need to be

executed by the employer and the candidate. One such document is the attestation form. This

form contains certain vital details about the candidate which are authenticated and attested by

him/her. Attestation form will be a valid record for future reference. There is also a need for

preparing a contract of employment. The basic information that should be included in a written

contract of employment will very according to the level of the job.

BARRIERS TO EFFECTIVE SELECTION

The main objective of selection is to hire people having competence and commitment. This

objective is often defeated because of certain barriers.



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PERCEPTION

Selection demands an individual or a group of people to assess and compare the respective

competencis of others, with the aim of choosing the right persons for the jobs. But our views are

highly personalized. We all perceive the world differently.

FAIRNESS

Fairness in selection requires that no individual should be discriminated against on the basis of

religion, region, race or gender. But the low numbers of women and other less privileged

sections of the society in middle and senior management positions and open discrimination on

the basis of age in job advertisements and in the selection process would suggest that all the

efforts to minimize inequity have not been very effective.

VALIDITY

A test that has been validated can differentiate between the employees who can perform well

and those who will not. However, a validated test does not predict job success accurately. It can

only increase possibility of success.

RELIABILITY

A reliable method is one which will produce consistent results when repeated in similar

situations. Like a validated test, a reliable test may fail to predict job performance with

precision.

PRESSURE

Pressure is on the selectors by politicians, bureaucrats, relatives, friends and peers to select

particular candidates.



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CHAPTER – 3

RESEARCH

METHODOLOGY



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Definition of Research

The word research is derived from the Latin word meaning to know. It is a

systematic and a replicable process, which identifies and defines problems,

within specified boundaries. It employs well-designed method to collect the

data and analyses the results. It disseminates the findings to contribute to

generalize able knowledge. The characteristics of research presented below

will be examined in greater details later are:

Systematic problem solving which identifies variables and testsrelationships between them,

Collecting, organizing and evaluating data.

Logical, so procedures can be duplicated or understood by others

Empirical, so decisions are based on data collected

Reductive, so it investigates a small sample which can be

generalized to a larger population

Replicable, so others may test the findings by repeating it.

Discovering new facts or verify and test old facts.

Developing new scientific tools, concepts and theories, this would

facilitate to take decision.

For the proper analysis of data simple statistical techniques such as

percentage were use. It helps in making more generalization from the data

available. The data which was collected from a sample of population was

assumed to be representing entire population was interest. Demographic



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factors like age, income and educational background was used for the

classification purpose.



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Objectives of the study

To analyze the training methods followed in iAi.

To put forward suggestions and recommendations in the Training methods followed in

the organization.

To analyze whether the training has reached the employees.

The purpose of the study is to understand the training and development programme followedin iAi. The methodology evolves from the objectives of the project and involves collecting

primary and secondary data.



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Scope of Study

This project gave me great exposure to the customer’s perception to theanalysis the Recruitment and selection process adopted by the Imperial

Auto Industries Pvt. Ltd. because it includes the service offered by them.

The study also identifies the attitudes and preference of the consumers. The

study also focused on Media through which the product reaches the

consumers. This project helped me in knowing the Human Resource

Management practically.



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Research Design:

It was important to collect detailed information on various aspects for

effective analysis.

Research design can be of three forms:

Descriptive Research:

o It is conducted to ascertain certain magnitudes and to provide

an accurate snapshot of some aspect of the market

environment. For example: Determining the size of the market,

market share, availability of distributors, sales analysis, studies

of consumer attitude etc.

Exploratory Research:o This is used when one is seeking insight into the general nature

of a problem, the possible decision alternatives, and relevant

variables that need to be considered. Little prior knowledge is

required. Research methods are highly flexible, unstructured

and qualitative. For example:What new product should be

developed, what should be the positioning of our product, etc.



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Causal Research:

o Causal studies are designed to determine whether one or more

variables cause or determine the value of other variables. It is

an evidence of relationships of variables. For example:

Whether decrease in price will lead to an increase in the sales

of a product, or whether the presence of a sales person will

help in increasing the sales in a retail outlet, etc.

These three types can be viewed as cumulative. The research design

adopted for project research is Causal Research.



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LIMITATION OF THE STUDY

Although it would have been nice to conduct a perfect research study, but

this study is conducted under certain limitations, which were faced while

doing this research. So it is highly recommended to consider these

limitations while going through the project study.

These limitations are as follows

1. LIMITATION OF DATA

The statistical data regarding the city was not available to us on

secondary source of data and to generate such data on the primary

source was a task, which cannot be achieved in such a short time.

2. LIMITATION OF TIME

The limitation of time was another constraint in the study as the study

had to be conducted in few months therefore many aspects have been

left unexplored. Research period is not just much enough to know

fully about the strategies & consumers perception

3. INHIBITIONS OF THE RESPONDENTS

The respondents did not reply the question with precision as they

were busy with their own work or they were not interested in taking

part in such a research. Employees sometimes feel hesitated while

telling about their view about their marketing strategies.



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4. RESEARCH HAS BEEN CONDUCTED IN A LIMITED AREA

The research has been conducted for the iAi (SECTOR-25,FARIDABAD) but not all their retail outlet have been covered

therefore it has been mentioned that the research has been conducted

in a limited area.

5. THE SAMPLE SIZE IS SMALL

The sample size taken for this thesis is small; it may not actually

represent the whole population. The data collected were totally

depending on the respondent’s views, perception, behavior,

psychology related to particular scheme which could base in nature

These limitations were very common and yet we came across these

with a positive note and the subsequent chapters in this report shall

explain the rationality behind the structural compilation.



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CHAPTER – 4

DATA COLLECTION

&

ANALYSIS



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Data collection methods

After the research problem, we have to identify and select which type of data is to research. Atthis stage; we have to organize a field survey to collect the data. One of the important tools for

conducting research is the availability of necessary and useful data.

Primary data: For primary data collection, we have to plan the following four important

aspects.

Sampling

Research Instrument

Questionnaires

This is the most popular tool for the data collection. A questionnaire contains question that the

researcher wishes to ask his respondents which is always guided by the objective of the

survey.

Sampling MethodologyIt refers to the definite plan adopted by the research for obtaining the data from the

respondents; the technique adopted here is to gather data from sampling unit, questionnaire

method .

Sample unit

The respondents were Linemen, Assistant Executives /Junior Executives, Senior Assistants

/Assistant etc.

Secondary Data:Data were collected from documents, records, Internet, text books and

company past records etc.



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Data analysis and interpretation

To analyze the project report the pie chart and bar chart is used.

Pie chart

This is very useful diagram to represent data, which are divided into a number of categories.

This diagram consists of a circle of divided into a number of sectors, which are proportional to

the values they represent. The total value is represented by the full create. The diagram bar

chart can make comparison among the various components or between a part and a whole of

data.

Bar chart

This is another way of representing data graphically. As the name implies, it consist of a

number of whispered bar, which originate from a common base line and are equal widths. The

lengths of the bards are proportional to the value they represent



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Data interpretation

Exhibit: 1

Have you undergone any type of training?

Interpretation:

A mix view comes out of it 65% of the employees receives training in one or the other

But this 65% includes employees who receives training only once in their work life.

While 35% didn’t receive any type of training and this data includes new joiners also.

65%

35%

Yes

No



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Exhibit: 2

Kind of training program?

Interpretation

Most of the employees says that they receive on- the job training . 68% of the total

respondents says that they receives on-the job training . While 32% says that they receives

off- the job training .

68%

32%

On the job

Off-the job



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Exhibit: 3

Type of training provided to employees

Interpretation:

At imperial out of the total training session conducted 45% are training on the same topics on

which training is already imparted, And they are trained for new innovations or

Of new ideas in the same field. While 22% training is given on new technology introduced in

the company. And 20% given on Sensitivity topics .

45%

20%

13%

22%

Refresher training

Sensitivity training

Convergent training

Latest technology



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Exhibit: 4

Was the environment during training period comfortable?

Interpretation

Out of the sample size of 40, 90% employees that are 36 employees find training environment

comfortable they are very comfortable to adjust according to the situation. While other 10%

find it uncomfortable in some or the other way.

90%

10%

Yes

No



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Exhibit: 5

Are you satisfied with the training you had?

Interpretation

Most of the employees are not satisfied with the training provided to them very rarerly

training is provided to them while employees want refresher training on timely basis

Only 45% of the employees are satisfied with the training they had in imperial. While 55%

says that training provided to them is not enough to increase their efficiency.

45%

55%

Yes

No



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Exhibit: 6

Where were you trained?

Interpretation

Most of the training programs in imperial are conducted at the workshop itself

almost 50% are conducted at workshop itself then conference hall is used for

training program. While classroom lecture are used for 15%. But training conducted

outside the establishment is very rare its just because of saving cost .

50%

15%

30%

5%

Workshop

Classroom

Conference hall

outside the establishment



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Exhibit: 7 Training faculty

. How were the trainers?

Interpretation

35% of the trainers are qualified and experienced, skillful and knowledgeable and they

encouraged class participation as well to make employees understand better. While

employees find that 25% of them are focusing on encouraging class participation .

25% are Qualified and experienced and 15% of them are skillfull and knowledgeable.

25%

15%

25%

35%

Qualified and Experienced

Skillful and knowledgeable

Encouraged class

participation

All of the above



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Chapter 5

FINDINGS OF THE STUDY



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FINDINGS

On the basis of the data collected following are the findings:-

1. The company has the internal recruitment system for fulfilling manpower needs.

2. Company provides opportuanity to growth to all the employees.

3. .The attrition rate of the company is very low so internal recruitment is cost effective

and meet the company goal.

4. Most of the employees were satisfied about the promotion policy which are being

followed by the company.

5. Promotion is according to the performance of the employee.

6. performenceis generally calculated on the yearly basis such that on the accumulated,

yearly performance of the employee.

7. . Company follows internal as well as external recruitment system

8. Recruitment and Selection according to the company Acts.



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CHAPTER 6

CONCLUSION

AND

SUGGESTION



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CONCLUSION

After the study of Compensation and Benefits IMPERIAL AUTO LIMITED, the

following conclusions can be made:-

1. Recruitment and Selection are two different things.

2. Selection is directly linked to the individual performance of the employee.

3. No partiality should be in promotion and selection.

4. Equal opportuanity for the employees.

5. . Recruitment and Selection should be reviewed periodically to ensure they meet

changing needs

6. Recruitmentand Selection should be closely linked with the policies and practices of

the company.



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SUGGESTIONS AND RECOMMENDATIONS

Human resource planning of the organization should be integrated with other

organization plans.

Company should not only recruit internally it also use external sources for recruitment

because in this way company get more talented personal that have current knowledge.

To make effective manpower planning top management must provided their support.

For effective human resource planning the management information system of the

organization should be effective and reliable.

Manpower planning should be done by the company at appropriate time.



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APPENDIX

Questionnaire



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Questionnaire

Q1. Which of the following methods does your company choose for sourcing? Check allthe apply

1. Campus

2. Employee Referrals

3. Consultants

4. Walk in

5. Existing Data Base

6. Advertisement

7. Job Fairs

8. Portals9. Websites

10 Call back

2. Suggest some of the screening methods that can be used for effective recruitment.

-

-

3. What do you think is the most challenging step in the entire recruitment and selection

procedure .

4.What is the average time of response to each candidate.

5. Does your organization source recruitment to external HR providers?

6. Why you choose the external providers?

7.How many rounds of interviews are conducted before a candidate is offered theemployment?

One Two Three More

Junior Level

Middle Level

Senior Level



Bibliography

Journals & Magazines

Business Line

HRD Review

Book

Kothari C.R Research : WIlshaw Prakashan : 2nd

edition

Greer R. Carles : “Strategic Human Resource Development” 2nd

edition

News Paper

Times of India

Business Line News Paper

Web site:-

www.impauto.com

www.google.com

http://www.impauto.com/

http://www.google.com/

http://www.google.com/

http://www.impauto.com/

Imperial for Nehru College

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