RESEARCH REPORT
RESEARCH REPORT
ON
ON
“RECRUITMENT AND SELECTION
“RECRUITMENT AND SELECTION
PROCESS”
PROCESS”
SUBMITTED
SUBMITTED TO:-
TO:-
SUBMITTED
SUBMITTED BY:-
BY:-Mrs.
Mrs. Himani
Himani Goswami
Goswami
Shrangesh
Shrangesh Nigam
Nigam
Faculty
&
Faculty
&
Shiva Shankar Gupta
Shiva Shankar Gupta
I.T.S ENGINEERING COLLEGE
I.T.S ENGINEERING COLLEGE
GREATER NOIDA
GREATER NOIDA
CONTENTS
CONTENTS
• • DECLARATIONDECLARATION • • PREFACEPREFACE •• EXECUTIVE SUMMARYEXECUTIVE SUMMARY
• • HISTORYHISTORY • • INTRODUCTIONINTRODUCTION SCOPE OF STUDY SCOPE OF STUDY •
• COMPANY PROFILECOMPANY PROFILE
RECRUITMENT RECRUITMENT SELECTION SELECTION
•
• HUMAN RESOURCE MANAGEMENT IN HERO MOTORSHUMAN RESOURCE MANAGEMENT IN HERO MOTORS
•
• OBJECTIVE OF STUDYOBJECTIVE OF STUDY
•
• RESEARCH MRESEARCH METHODOLOGETHODOLOGYY
•
• ANALANALYSIS YSIS & FINDIN& FINDINGSGS
CONCLUSION CONCLUSION • • RECOMMENDATIONSRECOMMENDATIONS LIMITATIONS LIMITATIONS • • BIBLIOGRAPHYBIBLIOGRAPHY • • ANNEXUREANNEXURE
CONTENTS
CONTENTS
• • DECLARATIONDECLARATION • • PREFACEPREFACE •• EXECUTIVE SUMMARYEXECUTIVE SUMMARY
• • HISTORYHISTORY • • INTRODUCTIONINTRODUCTION SCOPE OF STUDY SCOPE OF STUDY •
• COMPANY PROFILECOMPANY PROFILE
RECRUITMENT RECRUITMENT SELECTION SELECTION
•
• HUMAN RESOURCE MANAGEMENT IN HERO MOTORSHUMAN RESOURCE MANAGEMENT IN HERO MOTORS
•
• OBJECTIVE OF STUDYOBJECTIVE OF STUDY
•
• RESEARCH MRESEARCH METHODOLOGETHODOLOGYY
•
• ANALANALYSIS YSIS & FINDIN& FINDINGSGS
CONCLUSION CONCLUSION • • RECOMMENDATIONSRECOMMENDATIONS LIMITATIONS LIMITATIONS • • BIBLIOGRAPHYBIBLIOGRAPHY • • ANNEXUREANNEXURE
DECLARATION
DECLARATION
II SHRANGESH NIGAM AND SHIVA SHANKAR GUPTASHRANGESH NIGAM AND SHIVA SHANKAR GUPTA herebyhereby declare that the project titled
declare that the project titled “RECRUITMENT AND SELECTION“RECRUITMENT AND SELECTION PROCESS IN HERO MOTORS”
PROCESS IN HERO MOTORS” is my own work and efforts which isis my own work and efforts which is comp
completeleted d undeunder r the the supesupervisrvision ion of of MrMrs .s .HIHIMAMANI NI GOGOSWASWAMI MI ,, Faculty Management,
Faculty Management,.I.T.S .Engg. college ,GR. Noida.I.T.S .Engg. college ,GR. Noida The Research report has been submitted to
The Research report has been submitted to ,, I.T.S .Engg. college ,GR.I.T.S .Engg. college ,GR. Noida
Noida for the purpose of the compliance of any requirement of anyfor the purpose of the compliance of any requirement of any examination or any degree earlier.
examination or any degree earlier.
SHRANGESH NIGAM SHRANGESH NIGAM & & SHIVA SHANKAR SHIVA SHANKAR M.B.A 2nd Sem M.B.A 2nd Sem
PREFACE
PREFACE
The purpose of my
The purpose of my researresearch report was ch report was to learn the to learn the practicapractical application of l application of Recr
Recruitmuitment ent and and SelSelectiection on ProProcescess s and and its its impoimportanrtance ce in in Hero motorsHero motors along with the HR policies of Hero motors which prides itself to be the along with the HR policies of Hero motors which prides itself to be the market leader.
market leader.
While carrying out the study I have gained a good amount of knowledge While carrying out the study I have gained a good amount of knowledge and insights of how HR department works but I have touched the tip of and insights of how HR department works but I have touched the tip of iceberg. There was more to learn but due to constraint of time it was not iceberg. There was more to learn but due to constraint of time it was not possible
possible. The . The HRD manager has to HRD manager has to work with the missionary spirit. Unlikework with the missionary spirit. Unlike many roles in an organization where tangible short- term benefits can be many roles in an organization where tangible short- term benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible obtained, it is difficult for HRD functionary to demonstrate any tangible short- term accomplishment. Yet HRD managers are tempted to show to short- term accomplishment. Yet HRD managers are tempted to show to the top management, line manager and themselves that they are making the top management, line manager and themselves that they are making things happen through training program, recruitment& selection.
things happen through training program, recruitment& selection.
In Hero motors a meticulously natural team stands at the very heart of the In Hero motors a meticulously natural team stands at the very heart of the group. 4,000
group. 4,000 PersonPersonnel evince nel evince perfect camaraderperfect camaraderie. ie. A A steadfasteadfast st dedicatidedicationon to qualify an attainment of maximum team potential is the touchstones of to qualify an attainment of maximum team potential is the touchstones of the company.
the company.
The company is engaged in constant learning process through intensive The company is engaged in constant learning process through intensive selection and training program. Indeed, the aspiration is to shape a winning selection and training program. Indeed, the aspiration is to shape a winning
team of self motivated, empowered, professionals with knowledge and confidence to take independent decision. Hero motors recognizes each employee’s individuality, ability and efforts and also applauds for their contribution to the success of the group.
EXECUTIVE SUMMARY
The recruitment and selection procedure of the company determines the level of achieving organizational goals in the long run. As per definition it is stated that which is all about selecting right person for the right job at the right time at the best possible position. Although it sounds quite simple but it is also not an easier job to evaluate a person with his ability and
skills that may satisfy the core competency for the job so that his degree of willingness to pursue a job becomes positive. From job seeker’s prospective it is the core competencies, which matter much for a job. So it
is the effective recruitment and selection procedure, which determines not only the right candidature for a job but also a long-term accomplishment of organizational goals.
I have chosen Hero motors for studying their methods of recruitment and selection function. In the course of study I came to know that, it has the probability of achieving more than 50% of the people to be placed for the right job, which reflects some of the unique ways for
recruiting the candidates to fill up various vacancies.
The aim of the company is to achieve overall organizational goal not only by way of fulfilling the targeted top-line but also employee satisfaction towards various position of job to the maximum level. This I will see as I proceed subsequently in my Research.
Basically recruiting is the discovering of potential candidates for actual or anticipated organizational vacancies. It also can be said in another way that bringing together those with jobs to fill and those seeking jobs.
It is important to study Recruitment and Selection because through it I can identify our human resource needs. I can know what kind of people must be select to fill up the specified vacancies.
The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. It should also provide information so that unqualified applicants can self select themselves out of job candidacy, that is, a good recruiting program should attract the
qualified and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to know the recruiting sources. There are internal and external sources as well as employee referrals/recommendation.
In this Research I am studying recruitment and selection process of Hero motors. To find out actual recruitment and selection process of Company is my main objective of study.
Through this kind of surveys I will be able to achieve real recruitment program of the company where for all kinds of operational level technical qualification is needed. I also have the picture of Selection cost of the
company. It is very interesting to study recruitment and selection process as it will give me clearer picture of the process.
HISTORY
The success of the Hero Group lies in the determination and foresight of the Munjal brothers, who shared their vision with their workers and led the Group to a position where its name has become synonymous with top-quality two wheelers.
The flame kindled by the Munjal brothers in 1956 with the flagship company Hero Cycles; Mr. Satyanand Munjal, Mr. Brijmohan Lall Munjal and Mr. O. P. Munjal continue to carry the torch and are actively involved in the day-to-day operations of the Hero Group.
The saga is being continued with the same zeal by the second and third generations of the family and by the large working force of the Hero Group. The spirit of enterprise which dominates the progress of the Group is characteristic of the land where it all began - the City of Ludhiana, in Punjab - home to some of lndia's finest workers and entrepreneurs.
The Hero Group is a thriving example of three generations of a family working and striving together to ensure quality, satisfaction and extensive growth.
MILESTONES
Hero's success saga contains an element of spirit and enterprise; of achievement through grit and determination, coupled with vision and meticulous planning.
1956 Hero Cycles Limited is established.
1961 Rockman Cycles Industries Limited established, which is today
the largest manufacturer of bicycle chains and hubs.
1963 It pioneered bicycle exports from India - a foray into the international market.
1971 Highway Cycles was set up to meet the demands of Hero
Cycles. It is today the largest manufacturer of single speed and multi-speed freewheels.
1975 Hero Cycles Limited became the largest manufacturer of
bicycles in India.
1978 Majestic Auto Limited was formed and the Hero Majestic
Moped was introduced.
1984 Hero Honda Motors Limited established in joint venture with Honda Motors of Japan, to manufacture motorcycles.
1985 Munjal Showa Limited established to manufacture shock
absorbers and struts and is today among the top two shock absorber manufacturing companies in India.
1985 The 100 cc Hero Honda Motorcycle arrived and by 1988 was
the No. 1 among all motorcycles in India.
1986 Hero Cycles Limited entered the Guinness Book of Records as
the largest bicycle manufacturer in the World.
1987 Hero Motors, a division of Majestic Auto Limited set up in collaboration with Steyr Daimler Puch of Austria.
1987 Gujarat Cycles Limited, now known as Munjal Auto Industries
Limited was established to manufacture and export state-of-the-art bicycles and allied products in its fully automated plant at Waghodia.
1987 Sunbeam Auto Limited, earlier a unit of Highway Cycles
Limited, established as an ancillary to Hero Honda. It is the largest die casting plant in India.
1988 Introduced "Hero Puch" from Hero Motors Limited. This revolutionary machine immediately set new records of petrol efficiency and usable power in 50 - 65 cc machines.
1990 Hero Cold Rolling Division established and is one of the most
modern steel cold rolling plants.
1991 Hero Honda receives National Productivity Council's Award.
1991 Hero Honda receives the Economic Times - Harvard Business
School Association Award against 200 contenders.
1992 Munjal Showa Limited receives National Safety Award.
1993 Hero Exports established as the International Trading Division
for Group and non-Group products.
1993 Hero Motors becomes Indias largest exporter of two wheelers
1995 Hero Corporate Services Limited as the service segment for the
Hero Group Companies, ancillaries, suppliers, dealers and other associates.
1996 - Hero Winner, a large-wheeled scooter was introduced by
Hero Motors Limited with a choice of 50 cc and 75 cc engines.
1996 Munjal Showa Limited receives British Council's National
1998 - Hero Briggs and Stratton Auto Private Limited was set up to produce 4-stroke two-wheeler engines in various cubic capacities.
1998 Munjal Auto Components established to manufacture gear
shafts and gear blanks for motorcycles.
2000 The Hero Group diversifies into IT and IT enabled services through its service segment - Hero Corporate Services Limited.
2000-2001 Hero Honda emerges as the market leader in motorcycles with sales of over a million motorcycles and a strong market share of 47%.
2001 Hero Global Design established to offer engineering services in
CAD/CAM/CAE related to New Product Development, Design, Engineering and Manufacturing.
2002 Hero Cycles ties up with National Bicycle Industries, part of
Matsushita Group to manufacture high-end bicycles.
2002 Fastener World Established.
2002 Easy Bill Established to offer utility bill collection & retail services.
2004 Tie up with Aprilia Scooters, Italy.
2004 Hero Honda continues as the World's largest manufacturer of
two-wheelers with annual sales volume of 2.07 million motorcycles and a market share of 48%.
2004
Retail Insurance business established.
2004
Hero ITES, a division of Hero Corporate Service Limited hived off as a division of new company Hero Management Service Limited.
2005
Hero ITES strengthens its relationship with ACS,USA,USD 5.0 billion market cap and Fortune 500 company.
2006
Hero Honda enters the scooter segment, launches 100cc "Pleasure"
2006
Hero Honda crosses a unit sales threshold of 3.0 million motorcycles
2006
commemorated by sales of over 15 million motorcycles & over 100 million bicycles.
INTRODUCTION
Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies. Certain influences constrain managers in determining recruiting sources such as image of the organisation, internal policies, attractiveness of the job, union requirements, government requirements and recruiting budgets.
Popular sources of recruiting employees include internal search, advertisements, employee referrals, employment agencies, schools, colleges and universities; professional organizations and casual or unsolicited applicants. In practice, recruitment methods appear to vary according to job level and skill.
Proper selection can minimize the costs of replacement and training, reduce legal challenges, and result in more productive workforce. The primary purpose of selection activities is to predict which job applicant will be successful if hired. During the selection process, candidates are also informed about the job and the organisation.
The discrete selection process would include the following: initial screening interview, completion of the application form, employment tests,
comprehensive interview, background investigations, physical examination and final employment decision. In the discrete selection process, an unsuccessful performance at any stage results in the rejection of the applicant.
An alternative to the discrete selection process is the comprehensive approach, where all applicants go through every step in the selection process and the final decision is based on a comprehensive evaluation of
the results of each stage. To be an effective predictor, a selection device should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help them predict whether an applicant will prove to be a successful job performer. The application blank is effective for acquiring hard biographical data, while the weighted application can provide information for predicting job success.
Traditional tests that assess intelligence, abilities and personality traits can predict job proficiency but suffer from being non-job related. On the other hand, interviews consistently achieve low marks for reliability and validity. Background investigations are valuable when they verify hard data from the application, although they offer little practical value as selection devices. Physical examinations are valid when certain physical characteristics are required to be able to perform a job effectively.
SCOPE OF STUDY
The scope of study is to observe the degree of satisfaction levels of the employer as well as the employees towards the process of recruitment and selection techniques adopted by the company. It will also show the deviations if any, towards this affect that will be experienced in research. Apart from getting an idea of the techniques and methods in the recruitment procedures it will also give a close look at the insight of corporate culture prevailing out there in the organization. This would not only help to aquanaut with the corporate environment but it would also enable to get a close look at the various levels authority responsibility relationship prevailing in the organization. Also the stipulated time for the research is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic (recruitment and selection) is wide enough, so it is difficult to cover all the topic within the stipulated time.
COMPANY PROFILE
Hero Motors
"Integrated Engineering Services Provider"
Hero Motors of Hero group provides relevant engineering solutions to the world at a competitive price. It originally focussed on manufacturing two stroke mini motorcycles, two stroke scooters and four-stroke step thru motorcycles under the brands Hero Puch, Hero Winner and Hero Smart-Hero Sting respectively.
Founder
Munjal Brothers: Mr. Satyanand Munjal, Mr. Brijmohan Lall Munjal and Mr. O. P. Munjal (the Hero Group).
Country India
Year of Establishment 1988
Industry
Corporate Office
601, International Trade Towers
Nehru Place, New Delhi, India - 110 019 Tel.: +(91)-(11)-26216666 (10 lines) Fax: +(91)-(11)-26471230, 26475194
DIVISION OF HERO MOTORS
• Sheet Metal Vertical: It produces parts for Hero Honda.
• Engine Vertical: Produces range of two and four stroke two
wheeler engines for thir own consumption.
• Assembly Vertical: Produces two wheelers for Hero Motors.
• Ferrous Casting: On the process of setting up a ferrous
Casting Foundry.
COMPANY FLASHBACK
Hero Motors is a part of a multi billion dollar group, the Hero Group. It has a diverse interests, manufacturing,, engineering design, corporate services, and value added engineering. The company is an integrated engineering services provider that has high quality processes and a world class technical team in place to deliver the best solutions in engineering. The main mover for Hero Motors has been engineering satisfaction, which is a way of life and part of the work-culture of the Group. The company leverages a strength of the Group such as engineering design expertise, though many decades old but a culture that promotes delivering the best value to the customers.
Hero Motors aims to provide relevant engineering solutions globally at competitive prices through its team and skills that have been developed after years of creative work in the international arena.
"Hero", the brand name symbolizing the steely ambition of the Munjal brothers, came into being in the year 1956. From a modest manufacturer of bicycle components in the early 1940's to the world's largest bicycle manufacturer today, the odyssey was fueled by one vision - to build long-lasting relationships with everyone, including workers, dealers and vendors. This philosophy has paid rich dividends through the years.
Hero, a name synonymous with two wheelers in India is today a multi-unit, multi-product, geographically diversified Group of companies. Through fully integrated operations, the Munjals roll their own steel, make critical components such as free wheels for their bicycles, and have the foresight to simultaneously diversify into myriad ventures, like product designing, IT enabled services, finance and insurance, just to name a few.
Like every success story, Hero's saga contains an element of spirit and enterprise; of achievement through grit and determination, coupled with vision and meticulous planning. Throughout its success trail, the Hero Group and its members have displayed unwavering passion of setting
higher standards for themselves and delivering simply the best to their customers.
The Hero Group philosophy is: "To provide excellent transportation to the common man at easily affordable prices and to provide total satisfaction in all its spheres of activity." Thus apart from being customer-centric, the Hero Group also provides its employees with a fine quality of life and its business associates with a total sense of Hero Motorsonging.
"Engineering Satisfaction" is the prime motive of the Hero Group and it has become a way of life and a part of the work culture of the Group. This is what drives the Group to seek newer vistas, adopt faster technology and create quality driven products to the utmost satisfaction of customers, partners, dealers and vendors.
Today the Hero Group has a number of accolades and achievements to its credit … yet consumer requirements and newer technologies provide fresh challenges every day, and at Hero the wheels of progress continue to turn.
CAREER
Hero has continuously strived for synergy between technology, systems and human resources, to provide products and services that meet the
quality, performance and price aspirations of its customers. While doing so, it has maintained the highest standards of ethics and social responsibility, has constantly innovated products and processes and developed teams that keep the momentum in order to take the Group to new heights.
In the forefront of the two-wheeler and auto-components industry in India, the Hero Group is driven by the vision of providing technologically advanced and affordable transport solutions. In doing so its employs and scouts for state-of-the-art technology and systems.
At Hero, new management strategies, techniques and manufacturing processes are constantly adapted. The work culture at the Hero Group revolves around building relationships - be it with workers, vendors or dealers. All those who come to work within the fold of the Hero Group are offered job security and growth opportunities, both personally and professionally.
VISION
"We, at the Hero Group are continuously striving for synergy between technology, systems and human resources to provide products and services that meet the quality, performance, and price aspirations of the customers. While doing so, we maintain the highest standards of ethics and societal
responsibilities, constantly innovate products and processes, and develop responsibilities, constantly innovate products and processes, and develop teams that keeps the momentum going to take the group to excellence in teams that keeps the momentum going to take the group to excellence in everything we do."
everything we do."
AWARDS AND ACHIEVEMENTS
AWARDS AND ACHIEVEMENTS
Dr. Brijmohan Lall Munjal, patriarch of the US$ 3.19 billion Hero Group Dr. Brijmohan Lall Munjal, patriarch of the US$ 3.19 billion Hero Group was born in 1923, in what is now Pakistan. After partition, the Munjal was born in 1923, in what is now Pakistan. After partition, the Munjal brothers started a small business of manufacturing bicycle components in brothers started a small business of manufacturing bicycle components in
Lu
Ludhdhiaiana na in in NoNortrth h InIndidia a in in ththe e faface ce of of ththe e bobottttleleneneckcks s of of ininduduststririalal infrastructure and investments. Dr Lall led a small time manufacturer of 60 infrastructure and investments. Dr Lall led a small time manufacturer of 60 cycles a day to become a manufacturing giant, which churns out not only cycles a day to become a manufacturing giant, which churns out not only over 17,000 cycles per day but is also diversified into various domains. over 17,000 cycles per day but is also diversified into various domains. Undoubtedly, Dr.Lall is a first generation business entrepreneur of the Undoubtedly, Dr.Lall is a first generation business entrepreneur of the 1950s'.
1950s'.
Dr. Lall has enriched the Hero Group with his vision of sound business Dr. Lall has enriched the Hero Group with his vision of sound business gov
governaernance nce and and valvalue ue drivdriven en manamanagemegement nt prapracticctices. es. His His foreforesighsight t hashas made the Hero Group a leader in its business. Dr Brijmohan Lall is a role made the Hero Group a leader in its business. Dr Brijmohan Lall is a role model for Indian Industry in corporate governance and ethical and model for Indian Industry in corporate governance and ethical and value-driven management practices. His principle-based leadership has led the driven management practices. His principle-based leadership has led the Grou
Group p compcompanieanies s to to recreceive the eive the besbest t indindustrustrial ial govegovernarnance nce and and safsafetyety awards and acquire stringent value certifications.
Dr
Dr. . LaLall ll wawas s amamonongsgst t ththe e fifirsrst t InIndidian an ininduduststririalalisists ts to to efeffefectctivivelelyy implement backward integration and he is acknowledged as the trend setter implement backward integration and he is acknowledged as the trend setter in the area. Apart from the promotion of the Indian industry, he is the in the area. Apart from the promotion of the Indian industry, he is the ac
activtivelely y ininvolvolveved d in in manmany y natnationional al asassosociaciatiotions ns susuch ch as as CICII, I, SISIAM,AM, ASSOCHAM and PHD and is a member of the Regional Board of the ASSOCHAM and PHD and is a member of the Regional Board of the Reserve Bank of India. He is Honorary Fellow of the Indian Institute of Reserve Bank of India. He is Honorary Fellow of the Indian Institute of Industrial Engineering.
Industrial Engineering.
Dr.
Dr. LalLall l hahas s rerececeivived ed vavariorious us acaccolcoladades es anand d awaawardrds s fofor r hihis s immimmenensese contribution to the Indian industry. He was adjudged
contribution to the Indian industry. He was adjudged Businessman of theBusinessman of the Year in 1994
Year in 1994 by a leading business magazine - Business India.by a leading business magazine - Business India.
In
In 11999955, , DrDr. . LLaall ll rerecceeiviveed d ththee NaNatitiononal al AwAwarard d for for ououtststantandidingng co
contrntribibututioion n to to ththe e DeDevelvelopopmement nt of of IndIndiaian n SmSmalall l ScaScale le InIndudustrstry.y. (NSIC award - presented by the President of India)
(NSIC award - presented by the President of India)
In
In 19199999, , ththe e BuBusisineness ss BaBaroron n rerecocogngnizized ed hihim m as as ththe e ""Most Most AdAdmirmireded CEO.
CEO.""
The PHD Chamber of Commerce and Industry presented him with the The PHD Chamber of Commerce and Industry presented him with the Distinguished Entrepreneurship Award in 1997
Distinguished Entrepreneurship Award in 1997, in recognition of his, in recognition of his outstanding exemplary entrepreneurship.
Xav
Xavier ier LabLabouour r RelRelatiationons s InsInstittitute ute (XL(XLRIRI), ), a a prepremiemier r insinstittitutiution on hahass co
confnfererrered d on on hhim im ththe e hohononor r of of SiSir r JeJehahangngir ir GhGhanandy dy MeMedadal l foforr Industrial Peace in 2000.
Industrial Peace in 2000.
Ernst and Young has recognized him as the "
Ernst and Young has recognized him as the "Entrepreneur of the yearEntrepreneur of the year 2001.
2001.""
All
All InIndia dia MaMananagegemenment t AsAssosociaciatiotion n coconfenferrrred ed hihim m witwith h ththee LifetimeLifetime Achievement award for
Achievement award for ""ManagmentManagment"("(20032003))
Ba
Bananararas s HiHindndu u UnUniviverersisityty, , VaVararananasi si onone e of of ththe e momost st prpresestitigigiououss Universities of India conferred him with a Doctrate; degree of "
Universities of India conferred him with a Doctrate; degree of " Doctors of Doctors of letters
letters"" Honoris CausaHonoris Causa in October 2004in October 2004
The Government Of India
The Government Of India honoured him with the prestigious "honoured him with the prestigious " PadmaPadma Bhushan
Bhushan"in March 2005 for his contribution to Trade and Industry"in March 2005 for his contribution to Trade and Industry
He
Hero ro GrGrououp p raranknks s amamonongsgstt tthe he ToTop p 10 10 InIndidian an BBususininesess s HoHoususeses comprising 20 companies, with an estimated turnover of US$ 3.2 billion comprising 20 companies, with an estimated turnover of US$ 3.2 billion during the fiscal year 2005-2006. The Group and its management have during the fiscal year 2005-2006. The Group and its management have acquired a number of accolades and achievements over the years:
acquired a number of accolades and achievements over the years:
Hero Group Management style
Hero Group Management style has been acclaimed internationally byhas been acclaimed internationally by World Bank and BBC, UK
World Bank and BBC, UK .Hero Group is discussed as a case study at.Hero Group is discussed as a case study at London Business School, UK and INSEAD, France
acclaime
acclaimed Hero Cycles as d Hero Cycles as aa role model in vendor development based onrole model in vendor development based on a world-wide study.
a world-wide study. The London Business School, UK, has done a caseThe London Business School, UK, has done a case study on the
study on the Group as model of entrepreneurship.Group as model of entrepreneurship.
Boston Consulting Group has ranked Hero Group as
Boston Consulting Group has ranked Hero Group as one of the top tenone of the top ten Business Houses on Economic value, in India.
Business Houses on Economic value, in India.
The Hero Group is recognized as a
The Hero Group is recognized as a long term partner and an ideallong term partner and an ideal employer:
employer:
-- Hero Group's partnership with Honda Motors, Japan is over 21 years old -- Hero Group's partnership with Honda Motors, Japan is over 21 years old
-- Hero Group's Partnership with Showa Manufacturing Corporation, Japan -- Hero Group's Partnership with Showa Manufacturing Corporation, Japan is over 19 years old.
is over 19 years old.
Grou
Group p ChaiChairmanrman,, Mr Mr BrBrijijmomohahan n LaLall ll MunMunjaljal recereceiveived d the the covcovetedeted "Ernst & Young Entrepreneur of the Year" award for 2001
"Ernst & Young Entrepreneur of the Year" award for 2001..
Hero Honda Motors was ranked 3rd
Hero Honda Motors was ranked 3rd amongst top Indian companiesamongst top Indian companies Review 2000 - Asia's leading companies award (2004) by Far Eastern Review 2000 - Asia's leading companies award (2004) by Far Eastern Economic Review.
Economic Review.
He
Hero ro HoHondnda a MoMototors rs is is ththee WorWorldld's 's lalargrgesest t mamanunufacfactuturerer r of of twtwo- o-wheelers
Hero Honda Motors has been awarded the highest rating for Corporate Governance (2003) by CRISIL - India's Leading Ratings, Risk & Advisory Company and as the Best Governed Company in private sector(Dec 2004).
Hero Honda ranked Number One in the two-wheeler category on Environmental Performance by the Centre for Science and Environment.
Hero Cycles Limited is a Guinness Book Record holder since 1986 as
the world's largest manufacturer of bicycles, with annual sales volume of 5 million bicycles in FY 2006.
Engineering Exports Promotion Council has awarded Hero Cycles with the Best Exporter Award for the last 28 years in succession.
FACILITIES
Within the Hero Group, quality is a passion - thus skill-improvement of the workforce, technical upgradation of the machines and evaluation of the manufacturing processes is a routine procedure - all aimed at the quality enhancement of the product.
Specialisation is the hallmark of the manufacturing process at Hero Group. Experts are involved right from choosing the highest quality raw material to applying various techniques, like robotic-welding, brazing, electroplating, shot-blasting and electrostatic painting. The R&D departments at the various manufacturing units are committed to the zero-defect approach, which drives the Group as a whole to constantly upgrade its manufacturing systems. The marketing and management teams are always on the look out for modern management techniques.
Hero, the brand name synonymous with two-wheelers in India, is a multi-unit, multi-product, geographically diversified, Group of Companies - the reflection of the steely ambition and indomitable grit of the Munjal Family
Trace the saga of the "Hero" - through more than 50 years of Enterprise and Achievements, of Vision and Planning.
HERO MOTORS
Hero, a name synonymous with two wheelers in India, began its journey around four decades ago. Starting as a manufacturer of bicycle components, Hero has today grown into a multi-unit, multi-product, geographically diversified group of companies. Like every success story, Hero's saga contains an element of spirit and enterprise; of achievement through grit and determination, coupled with vision and meticulous planning.
The Hero Group began with a simple philosophy: to provide excellent transportation to the common man, at a price he could easily afford. It is this spirit which drives Hero even today; the dream of providing total satisfaction in all its spheres of activity. To consumers, in excellent products at an affordable price; to employees, in a fine quality of life and
to business associates, in a total sense of Hero Motorsonging. A thorough understanding of fast-changing consumer behavior, new market segments and product opportunities, and a marketing mix sensitive to changing customer needs, form the core of Hero's marketing strategy and philosophy.
The prime mover for Hero has been engineering satisfaction that is a way of life and part of the work-culture of the Group. This has driven Hero to seek newer avenues and technologies, to transform them into products that
have fulfilled the Hero dream, and catapulted the Group into the Guiness Book of World Records as the largest makers of bicycles in the world. Hero is also the largest manufacturer of 100cc motorcycles in India, and has a substantial presence in mopeds and auto-ancillaries.
The search for excellence led to the creation of several companies by the Hero Group. Companies that maintained the ethos of perfect quality, which helped the Group attain its global stature and self-reliance in the entire manufacturing process. Keeping the wheels of progress turning are the individual companies of the Hero Group. Each an independent profit center. Each a success story in its own right. Besides this, the Hero Group has also helped promote more than 300 ancillaries which meet the needs of smaller components, and more than 3,500 dealer outlets, each with its complement of trained mechanics and workers.
RECRUITMENT
Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of the manpower so as to have an edge over its competitive.
According to Flippo, "Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization."
In the words of Yoder, "Recrutiment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force."
The recruitment needs can be classified
into- Planned. Anticipated.
Unexpected.
Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the
Anticipated need refer to the movements in personnel which an organisation can predict by studying the trends in the internal and external environments.
Resignations, deaths, accidents and illness result in to the unexpected needs.
FEATURES:
Recruitment is a process or a series of activities rather than a single
event.
It is a linking activity as it brings together the employers and
employees.
It is positive process because in this activity the employers want to
have the maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job.
It is an important function as it makes it possible to acquire the
number and type of persons required for the effective functioning of the organization.
It is an on going function in all the organizations, but the volume
and nature of recruitment varies with the size, nature and environment of the organization.
It is a complex process because a number of factors affect it --the
nature of the job offered, image of the organization, organizational policies, working conditions etc.
SOURCES OF RECRUITMENT:
The various sources of recruitment are
-•
Internal Sources
:Include- Present Employees who can be transferred or given
promotions.
The retired and retrenched employees who want to return to
the company.
Dependents and relatives of the deceased and disabled
employees.
•
External Sources
: Consistof- Press advertisements.
Placement Agencies.
Recommendations.
Recruitment at factory gate.
Employment Exchanges.
During my short stint at DIL, it was observed that the recruitment need of DIL is diversified. It needs persons who have knowledge of use, processing of natural ingredients of number of varied products,
technical know-how of latest industrial technical knowledge, and computer applications to pharmaceutical industry to manual workers. The importance of the process could be understood that the present work force of DIL is 2,500 employees. Hence, the recruitment and selection procedure should match the complexities of the need and at the same should commensurate with the complex need of the organization.
SELECTION
Selection is the process of choosing the best candidate
out of the all the applicants. In this process,
relevant information about the applicants is
collected through a series of steps so as to
evaluate their suitability for the job to be filled.
It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility.
It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates.
This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is selected. Selected candidate the has to pass through the
stages- Application Form. Selection Test. Selection Interview. Physical Examination. Reference Check. Final Approval. Employment.
Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the
nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate.
Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name,
address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organization and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants.
Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behavior and performance. It also provides a systematic basis for comparing two or
more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview.
Selection Interview involves the interaction of the employer and the employee. Selection involves a personal, observational and face-to-face appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview.
The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical
officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected.
The next stage marks of checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank opinion about the candidate without incurring a liability. The opinion of the references can be useful in judging the future behaviour and performance of a candidate.
The executives of the concerned departments then finally approve the candidates short-listed by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. Appointment is generally made on probation of one or two years. After satisfactory performance during
this period the candidate is finally confirmed in the job on permanent basis or regularized.
Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organisation. Scientific selection and placement of personnel can go a long way in building up a stable workforce. It helps
to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise.
Hero motors India Ltd. selects the future employees keeping everything in mind right from the qualification of the employees to the future prospects- both of the organisation and the employees.
The first step involves the filling up of Manpower Indent Form. This form is filled up by the department, which is having the vacancy. The form consists of various questions which are to be answered like if the current vacancy is a replacement vacancy, its reason is to be specified -the factors which resulted it like death, retirement etc.
The department is required to give the qualifications that the future candidate should possess.
In the next step, this form is given to the Human Resource (HR) department; this department sees if the position can be filled through internal sources. The internal sources can be transfers, promotion etc. In the case of internal sources, the recommendations of the employees are not taken into consideration. If the HR department does not find suitable candidate within the organisation then this department has to give reasons for it. The form then goes to the Corporate HR for its approval.
When the suitable candidate is not available within the organisation, the organisation then moves to the outside world for filling up the vacancies.
If the number of employees required is large then the company has in its consideration three
ways- The Data bank of the organisation.
Advertisements.
Contacting large consultants.
The company maintains a databank of the candidates, which is used when the number of vacancies to be filled up is large. The sources of databank can be the qualified candidates who had applied in the organisation earlier but due to some reasons could not join the organisation.
Advertisements are the second big source to attract the candidates. These are having much larger scope and reach to a number of people. The qualifications required by the organisation and the criteria could be described in detail.
Large number of consultants also constitutes a big source. Many people register themselves with these consultants and they act as a bridge between
required details about all criteria. These consultants are fixed for the organisation, which are chosen on the basis of their performance. In case of overseas recruitment it is checked whether their Indian counterparts can perform the job efficiently or not. If need arises then they are also taken
through consultants.
But if the number of vacancies is very small then the organisation takes the help of the local consultants.
The candidates are then required to fill up the Application Form. This form requires the candidate to fill the details regarding the previous employment, if any and his personal data. The form is having details regarding like the marital status, organisation structure, the position held by the candidate, his salary structure, the top three deliveries to the
organisation that proved to be beneficial to the organisation, career goals, his strengths and weaknesses etc.
After the application form has been duly filled and submitted, the selection process starts wherein the candidate has to pass through various stages and interview. The interview panel consists of the persons from Corporate (HR), and other persons including the executives from the department for which the vacancy is to be filled.
The selected candidates are then short-listed. The short listed candidates are then given priority numbers; this is due to the reason that sometimes the candidate who is having first priority is unable to join the organisation due to some reasons then in that case the candidate next in the priority list is given preference. The candidate has to under go medical examination and his credentials are verified.
After qualifying these stages, the candidate is then absorbed in the organisation and explained his/her duties. This phase marks the end of the selection procedure.
Hero motors India Ltd.also performs Campus interviews as and when the need arises. The esteemed organisation also provides apprentice training-wherein the organisation trains the people in the working of the organisation and gives then stipend. If these trainees are found useful to the organisation then they are absorbed in the organisation else they are given certificate so that they can show this as an experience and get a job elsewhere.
R
ECRUITMENT AND SELECTION IN HERO MOTORS
HIERARCHY OF HERO MOTORS
Mrs. Vandana Bhargava Deputy dDirector
Mr. U.K. Bose CEO
Mr. Samir Bhargave Controller
Mr. Kapil Kaul C.G.M.
(M&S) Capt. S.P.S. Sandhu C.G.M. (Operations) Manager Personal Mr. Manchanda G.M (North) Mr. Roshan Nowroj G.M. (South) Mr. Sanjay Kumar Commercial Mrg. R.S.M. Delhi Manager Sales Deputy Manager Sales Asst. Manager Sales Senior Officer Sales Officer Sales Manager FFP Department Manager International MRTG. Manager CSC & Automation Product Manater A.S.M. Delhi Senior Officer Officer Brand Manater A.S.M. Delhi Senior Officer Officer
HRM in the vehicle Industry
When we talk of human resource management, we have in our mind a variety of things. These include:
• Training
• Skill development and up-gradation of knowledge and skills of the
employees.
• Motivating the employees,
• Effective utilization of the employees skills and capabilities
• Attracting the personnel and their retention
• Wages, salaries and rewards and
• Monitoring and controlling the employees performance
These aspects of human resource management and development are essential for every sector but in the case of tourism, they have a special significance. This is because tourism is a service industry and here the customer is not only buying a service or a product but he is also
experiencing and consuming the quality of service which is reflected in the performance of the person involved in the production and delivery of the
service. Since what is marketed here is a relationship between the customer and the producer of services, the importance of human resources becomes
vital for the success of the business. Generally, in such service operations the emphasis has been on courtesy and efficiency and it is assumed that the service in tourism is all smiles and effective communication. However, with the changing nature of tourism and growing special sation only
smiles, communications skills and courtesy will not serve the purpose. For example, a guide may be very good in communication but unless he or she is equipped with knowledge and information related to the monument or the city, he or she will not be able to perform quality service. Similarly, a driver may be very good at driving but unless he knows the roads and addresses of the city, only his driving capabilities will be of no help in providing quality service. And we must remember here that tourists,
whether foreign or domestic, are increasingly becoming more demanding as regards quality of service.
Generally, human resource management, planning and development in tourism have to be taken at both macro as well as micro levels. At the macro level, one takes into account the educational and training
infrastructure available in a country and the efforts initiated by the ICAO. This also includes the efforts initiated by the private sector. At the micro level, one takes into account how best individual organizations plan and manage their human resources V S Mahesh, formerly Vice President (Human Resources) with the Taj Group of Hotels, is of the opinion that
two central features common to all sectors of the tourism industry must be considered in this regard:
1) The concept of Moments of Truth (MOT), and
2) MOT’s relationship to the attainment of service excellence in an organization.
Jan Carlzon has defined MOT “as an intention between a customer and an organization, which leads to a judgement by the customer about the quality of service received by her or him”. In tourism industry, 95% of the MOTs take place between customers and the front line staff and most of the time they are not visible to the management. For example, how a hotel receptionist is handling the customers or how an escort is conducting the tour is not visible to the management. Yet, the tourist’s experience of the holiday is dependent on how the staff manning such services has treated him
or her. Mahesh has pointed out that in case of negative
experiences, only less than five percent cases get reported to the management by the customers and hence according to him the crucial questions is “are human beings capable of doing their job correctly, willingly and with a smile, when they know that their management is most unlikely to be able to see or hear them, let alone bear of their failure to do so”? This puts additional on the
human resources management factor in the tourism industry. Certain organizations, companies and even destinations are known for their hospitality and are even termed as service leaders in their areas of operations. Researches conducted by various scholars in this area show that they have achieved this, status, through effective human resource management in their organizations. According to Gail Cook Johnson these companies have applied the principal of empowerment to all employees. This empowerment is manifested in the way that companies:
• Are highly focused and consistent in everything they do and say in
relation to employees,
• Have manager who communicate with employees
• Facilitate, rather that regulate, their employees response to customers
• Solicit employee feedback about how they can do things better
• Stress the importance of team work at each level of the organization
and
• Plan carefully the organization’s recruitment and training needs.
These companies give less emphasis on hierarchy and formal relationship rather; they adopt flat organizational structure in terms of span of control. Johnson further states that these service leaders can be recognised for:
• Their unfailing commitment to service principles,
• Their investments in people to ensure staffing competence,
• A management philosophy which stresses communication a proactive
orientation and employee feedback and
• A dedication to teamwork
In fact, human resource management and customer’s care/expectations management are inter related area in the area of tourism. Sarah Mansfield has identified four key principles in the development of customer care within companies. These according to her are
1) Customer care ‘starts at the top’ was meaning that commitment to
the principle of customer care must emanate from senior
management levels within an organization. Successful
management’ is not only about the right management style but also an attitude, ethos or culture of the organization which overrides the management techniques used, such that in the absence of other instructions these values will dictate how an employee will behave. 2) ‘Customer care involves everyone’ within the organization. It is not
just about front-line staff. The contrary view ‘only services to reinforce the electricians’ or administrators, opinion that the standard of service they give in support of the front-line staff is not
important. How can cleaners do the right job unless they fully appreciate their customer’ needs and the importance of their role? High standards of customer care cannot be achieved by ignoring seasonal, part time or voluntary staff that represents the face of the business to many customers.
3) ‘Care for your staff and they will care for your customers. Too often organizations look first to the customer, whereas the emphasis should be placed on the staff. Improving the experience of the staff encourages a better service and a better experience for customers. More customers are obtained thereby improving the climate in
which management and staff work. Investment and greater
professionalism follow success and the cycle of achievement is reinforced.’
4) ‘It’s a continuous’, meaning that ‘customer care is not a quick fix Research but it long term plan’.
According to V S Mahesh “The nature, determinates and problem areas of service quality within tourism points clearly to the central role of
personnel, at all levels, in attaining levels, of excellence in this respect. Development the service culture, within a company, and within tourism industry, cans he seen as crucial to the success of tourism.” Hence, the activities of an HRD manager in tourism can be categorised as:
• Human resource planing and
• Human resource development
Aspect like forecasting, recruiting and induction in the human resource area are taken care of through human resource planning. The identification of specific developmental needs for the manpower aimed at developing and exploiting the competencies of the human resources are taken care of through human resource development.
HUMAN RESOURCE PLANNING
In this Section, we will deal with certain aspects which are relevant for managers or entrepreneurs at an organization’s level in the area of human resource planning. Human resource planing can be termed as a process for preparing a plan for the future personnel needs of an organization. It takes
into account the internal activities of the organization and the external environmental factors. In a service industry like tourism, such planning also aims at improving the quality of manpower resources. Human resource planning involves:
• Analysis of existing manpower resources,
• Planning for future needs taking into account how many people with
• Planning for the development of the employees by adopting in-house
training and continuing education methods to upgrade the knowledge and skills of the employees.
RECRUITMENT AND SELECTION
PROCEDURES IN HR
Recruitment and selection procedure is a vital factor of an organization. If it is not done properly the production procedure will be hampered. Hence productivity will fall down. So the organization will be in trouble and it will affect the employer- employee relationship. So recruitment and selection procedure should be done in proper and correct manner. The new candidates should replace the vacant post so that the production of the company does not hamper. By this the productivity will increase and the organization will gain profit. So the employer will be happy and will not hesitate to distribute bonus and increments to the workers. The workers will also be more motivated to work. Hence there will be harmonious relationship in the organization. It will also stabilize the organization in the long run.
HUMAN RESOURCE MANAGEMENT IN
HERO MOTORS
Organisation structure:
The whole organisation behaves as a Parivar, with one legal guardian. All directors and shareholders are from among workers and the entire have taken an oath through affidavit. In the court of law that neither their family members shall have claim or share in the assets or profits of the company. All workers of company are the proud owners of the organisation. The workers believe in the
concept that “manpower is superior to money power”.
Recruitment and selection
Recruitment is the process of seeking out and attempting to attract individuals in external labour markets, who are capable of and interested in filling available vacancies. Recruitment is an intermediate activity whose primary function is to server as a linked between Human Resource Planning on the one hand and selection on the other. Sources of recruitment are through internal and external channels. Hero motors recruits it’s employees both externally as well as internally. Recruitment for the airline is done
through interviews of selected applicants and people who pass the interviews of selected applicants and people who pass the interview are required to undergo a medical test before he/she is finally placed in the Hero motors.
Employees are also recruited through internal mobility. This is done on the basis of merit and seniority. After passing the examination the
candidates are called for an interview along with the employees who have become eligible for promotion on the basis of seniority.
HUMAN RESOURCE FUNCTIONS
Recruitment and selection. Performance Appraisal. Training and Development.
Promotion, Transfer, Separation. General administration & Welfare. Security.
Public Relations. Industrial Relations.
HUMAN RESOURCE PROCESS IN ORGANISATION Human Resource Socialization Training & Development Performance
HUMAN RESOURCE DEPARTMENT
Unit Head
Deputy Manager-Additional General Manager-Corporate HR & IRSenior Executive- Assistant HR Officer Supervisor-Administratio
Housekeep
General
Administration Executive
OBJECTIVE OF STUDY
The basic objective of this report is to “Recruitment and selection process In Hero motors”. Following fundamental objectives have been identified as the sub-objectives of the
study:-1. To study the identity of the recruitment & selection process in the organization as a whole.
2. To find out the employees as per company’s vacancies.
3. To find out the various sources of advertisement of vacancies like-media (electronic or paper or both), schools, posters etc.
4. To study the work environment and select the pattern of interview, which can help out to select the suitable employee for the organization.
RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research procedure. This includes overall research design, the sampling procedure, the data collection method, and analysis procedure.
Out of total universe 15 respondents from Hero motors have been taken for convenience. The sample procedure chosen for this are statistical sampling method. Here randomly employees are selected and interviewed. Information, which I collected, was based on the questionnaires filled up by the sample employees.
Under secondary method I took the help of various reference books which I have mentioned in bibliography and also by way of surfing through the company website.
Primary Data
• Questionnaire: Corresponding to the nature of the study direct,
structured questionnaires with a mixture of close and open-ended questions will be administered to the relevant respondents within the Personnel and other Departments of the organisation.
Secondary Data
• Organizational literature: Any relevant literature available from the
procedures, Job specifications (Hero motors ), department-wise break up of manpower strength and the organisational structure.
• Other Sources: Appropriate journals, magazines such as Human
Capital , relevant newspaper articles, company brochures and articles on www sites will also be used to substantiate the identified objectives.
Sampling Plan and Design
A questionnaire will be used for the purpose of research:
Questionnaire: To test the validity and effectiveness of the recruitment and selection procedures within the organisation and to test the validity and effectiveness of the policies and procedures within the organisation .
♦ The basic rationale of Questionnaire is to ascertain the perception of the
non-HR departments in terms of the validity and effectiveness of the policies and procedures used by the organisation. It is also in line with the assessment of any suggestions/recommendations that the respondents from these Departments might have in terms of the use of an alternative source/device of recruitment and selection, than what already forms the current practice of the HR Department .
Questionnaire would be administered to 15 respondents, holding a senior designation within the Personnel Department of the organisation.
typical Departments within the organisation and holding senior designations within their respective Departments.
Sampling Element
For the purpose of administering the Questionnaire, the respondents
would comprise of personnel holding senior designations within the Personnel Department of the organisation. The respondents for the Questionnaire will also be preferably being panel members of the Recruitment & Selection Board of the organisation.
The respondents would comprise of personnel holding senior
designations within certain typical Departments identified within the organisation, namely: - Stores - Finance - Operations - Electronics - Engineering
Sample Extent: The extent of the sample is confined to the Sahibabad operations of the Hero motors , specifically to the Administration.
Judgement Sampling would be used for the purpose of choosing the sample for the purpose of administering Questionnaire. The identified expert would have a thorough knowledge about all the respondents within the Personnel Department of the organisation. Thus his/her expertise would be incorporated in locating, identifying and contacting the required respondents.
Again Judgement sampling would be effectively used in identifying the typical non - HR Departments within the organisation and
subsequently for the location and identification of suitable respondents for Questionnaire.
ANALYSIS & FINDINGS
The analysis of the various sources of recruitment and selection devices is presented on the following pages.
• The response entailed from the HR Department (as analysed from
Questionnaire) represents current practice within the organisation in terms of the sources of recruitment and selection devices used.
• The analysis of the response entailed from all the other departments (as
analysed from Questionnaire) forming the sample, represents the perception of the respondents from these Departments in terms of the
validity and effectiveness of the various sources/devices of recruitment/selection (specific to these Departments)
• The analysis further entails any suggestions/recommendations given by
these non-HR Departments (forming the sample for administering Questionnaire), in terms of any recruitment source and/or selection device that should be deployed by the organisation apart from what already constitutes current practice (specific to these Departments)
The procedure of Recruitment and Selection
0 20 40 60 80 100 120 No. of employers Hero motors Company Yes No120 out of 120 employer’s accepted the fact that Hero motors follows
External recruitment the company compensates the
employees for the expenses made by them
0 10 20 30 40 50 60 70 No. of employers Hero motors Company Yes No
It basically depends on the post the candidate is applying for, in most of the cases the company does compensate the employees for the
expenses incurred by them.
70 out of 120 employers said that the company compensates the employees for the expenses made by them, while 50 employers said no.