RESEARCH REPORT ON RECRUITMENT AND SELECTION PROCESS

SUBMITTED TO:Mrs. Himani Goswami Faculty

SUBMITTED BY:Shrangesh Nigam & Shiva Shankar Gupta

I.T.S ENGINEERING COLLEGE GREATER NOIDA

CONTENTS

DECLARATION PREFACE EXECUTIVE SUMMARY HISTORY INTRODUCTION SCOPE OF STUDY COMPANY PROFILE RECRUITMENT SELECTION HUMAN RESOURCE MANAGEMENT IN HERO MOTORS OBJECTIVE OF STUDY RESEARCH METHODOLOGY ANALYSIS & FINDINGS CONCLUSION RECOMMENDATIONS LIMITATIONS BIBLIOGRAPHY ANNEXURE

DECLARATION
I SHRANGESH NIGAM AND SHIVA SHANKAR GUPTA hereby declare that the project titled RECRUITMENT AND SELECTION PROCESS IN HERO MOTORS is my own work and efforts which is completed under the supervision of Mrs .HIMANI GOSWAMI Faculty Management,.I.T.S .Engg. college ,GR. Noida The Research report has been submitted to , I.T.S .Engg. college ,GR. Noida for the purpose of the compliance of any requirement of any examination or any degree earlier. ,

SHRANGESH NIGAM & SHIVA SHANKAR M.B.A 2nd Sem

PREFACE

The purpose of my research report was to learn the practical application of Recruitment and Selection Process and its importance in Hero motors along with the HR policies of Hero motors which prides itself to be the market leader. 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 iceberg. There was more to learn but due to constraint of time it was not possible. The HRD manager has to work with the missionary spirit. Unlike many roles in an organization where tangible short- term benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible short- term accomplishment. Yet HRD managers are tempted to show to the top management, line manager and themselves that they are making things happen through training program, recruitment& selection. In Hero motors a meticulously natural team stands at the very heart of the group. 4,000 Personnel evince perfect camaraderie. A steadfast dedication to qualify an attainment of maximum team potential is the touchstones of the company. The company is engaged in constant learning process through intensive selection and training program. Indeed, the aspiration is to shape a winning
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team of self motivated, empowered, professionals with knowledge and confidence to take independent decision. Hero motors recognizes each employees 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 seekers 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.
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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 topquality 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 1961 Hero Cycles Limited is established. 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. 1981 Munjal Castings established.

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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.

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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 1991 Hero Honda receives National Productivity Council's Award. Hero Honda receives the Economic Times - Harvard Business

School Association Award against 200 contenders. 1992 1993 Munjal Showa Limited receives National Safety Award. Hero Exports established as the International Trading Division

for Group and non-Group products. 1993 1995 Hero Motors becomes Indias largest exporter of two wheelers 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

Safety Award.
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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 related to New Product Development, Design,

CAD/CAM/CAE

Engineering and Manufacturing. 2002 Hero Cycles ties up with National Bicycle Industries, part of

Matsushita Group to manufacture high-end bicycles. 2002 2002 services. 2003 2004 Tie up with Live bridge Inc., USA. Tie up with Bombardier - Rotax GmbH for scooter engines.
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Fastener World Established. Easy Bill Established to offer utility bill collection & retail

2004 2004

Tie up with Aprilia Scooters, Italy. 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 Hero Group celebrates Golden Jubilee year since inception. It was

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commemorated by sales of over 15 million motorcycles & over 100 million bicycles.

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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,
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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.

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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.

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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 SmartHero 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 Automobile and Automobile Component

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Corporate Office 601, International Trade Towers Nehru Place, New Delhi, India - 110 019 Tel.: +(91)-(11)-26216666 (10 lines) Fax: +(91)-(11)-26471230, 26475194

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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.

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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 longlasting 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

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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

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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
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responsibilities, constantly innovate products and processes, and develop teams that keeps the momentum going to take the group to excellence in everything we do."

AWARDS AND ACHIEVEMENTS

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 brothers started a small business of manufacturing bicycle components in Ludhiana in North India in the face of the bottlenecks of industrial 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 over 17,000 cycles per day but is also diversified into various domains. Undoubtedly, Dr.Lall is a first generation business entrepreneur of the 1950s'. Dr. Lall has enriched the Hero Group with his vision of sound business governance and value driven management practices. His foresight has 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 valuedriven management practices. His principle-based leadership has led the Group companies to receive the best industrial governance and safety awards and acquire stringent value certifications.
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Dr. Lall was amongst the first Indian industrialists to effectively 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 actively involved in many national associations such as CII, SIAM, 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 Industrial Engineering. Dr. Lall has received various accolades and awards for his immense contribution to the Indian industry. He was adjudged Businessman of the Year in 1994 by a leading business magazine - Business India. In 1995, Dr. Lall received the National Award for outstanding contribution to the Development of Indian Small Scale Industry. (NSIC award - presented by the President of India) In 1999, the Business Baron recognized him as the "Most Admired CEO." The PHD Chamber of Commerce and Industry presented him with the Distinguished Entrepreneurship Award in 1997, in recognition of his outstanding exemplary entrepreneurship.

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Xavier Labour Relations Institute (XLRI), a premier institution has conferred on him the honor of Sir Jehangir Ghandy Medal for Industrial Peace in 2000. Ernst and Young has recognized him as the " Entrepreneur of the year 2001." All India Management Association conferred him with the Lifetime Achievement award for "Managment"(2003) Banaras Hindu University, Varanasi one of the most prestigious Universities of India conferred him with a Doctrate; degree of " Doctors of letters" Honoris Causa in October 2004 The Government Of India honoured him with the prestigious " Padma Bhushan"in March 2005 for his contribution to Trade and Industry Hero Group ranks amongst the Top 10 Indian Business Houses comprising 20 companies, with an estimated turnover of US$ 3.2 billion during the fiscal year 2005-2006. The Group and its management have acquired a number of accolades and achievements over the years: Hero Group Management style has been acclaimed internationally by World Bank and BBC, UK.Hero Group is discussed as a case study at London Business School, UK and INSEAD, France . World Bank has
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acclaimed Hero Cycles as a role model in vendor development based on a world-wide study. The London Business School, UK, has done a case study on the Group as model of entrepreneurship. Boston Consulting Group has ranked Hero Group as one of the top ten Business Houses on Economic value, in India. The Hero Group is recognized as a long term partner and an ideal employer: -- Hero Group's partnership with Honda Motors, Japan is over 21 years old -- Hero Group's Partnership with Showa Manufacturing Corporation, Japan is over 19 years old. Group Chairman, Mr Brijmohan Lall Munjal received the coveted "Ernst & Young Entrepreneur of the Year" award for 2001. Hero Honda Motors was ranked 3rd amongst top Indian companies Review 2000 - Asia's leading companies award (2004) by Far Eastern Economic Review. Hero Honda Motors is the World's largest manufacturer of twowheelers with annual sales volume of over 3.0 million motorcycles.

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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.

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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 zerodefect 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 multiunit, 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. Always blazing through the trails of success ...!

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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
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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.

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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 management can make a proper policy for it.
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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.

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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: IncludePresent 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: Consist of

Press advertisements. Campus Interviews. Placement Agencies. Recommendations.

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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.

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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 following stages

Preliminary Interview.
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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,

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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-toface 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.
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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
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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.

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Hero motors India Ltd. selects the future employees keeping everything in mind right from the qualification of the employees to the future prospectsboth 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.

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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 the organisation and the candidates. The consultants provide the company
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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.
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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 trainingwherein 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.

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RECRUITMENT 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

Manager FFP Department

Manager International MRTG.

Manager CSC & Automation

Product Manater

Brand Manater

Asst. Manager Sales

A.S.M. Delhi

A.S.M. Delhi

Senior Officer Sales

Senior Officer

Senior Officer

Officer Sales

Officer

Officer

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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
47

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

48

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) MOTs 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 tourists 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
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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 organizations recruitment and training needs.

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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 customers 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.

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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) Its 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
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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 organizations 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:
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 Analysis of existing manpower resources, Planning for future needs taking into account how many people with what skills and at what levels the organization will need, and 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.

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55

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.

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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 its employees both externally as well as internally. Recruitment for the airline is done
57

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.

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HUMAN RESOURCE FUNCTIONS

Recruitment and selection. Performance Appraisal. Training and Development. Promotion, Transfer, Separation. General administration & Welfare. Security. Public Relations. Industrial Relations.

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HUMAN RESOURCE PROCESS IN ORGANISATION

Human Resource

Training & Development

Socialization

Performance Appraisal

Promotions, Transfers, Demotions & Separations.

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HUMAN RESOURCE DEPARTMENT

Unit Head
Additional General Manager-Corporate HR & IR

Deputy ManagerHR

Senior ExecutiveH

Assistant HR Officer

SupervisorAdministratio n

Executive Assistant-HR

Housekeep ing
General Administration

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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 companys 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. 5. To study the interpersonal relationship.

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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 organisation on the Company profile, recruitment & selection

63

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.

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It will also be administered to at least 15 respondents belonging to 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.

Sampling Technique
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 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.

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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)

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The procedure of Recruitment and Selection

120 100 80 No. of 60 employers 40 20 0 Hero motors Company

Yes No

120 out of 120 employers accepted the fact that Hero motors follows recruitment and selection procedure.

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External recruitment the company compensates the employees for the expenses made by them

70 60 50 40 No. of employers 30 20 10 0 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.

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Company hires consultancy firms or recruitment agency for hiring candidates

120 100 80
No. of employers

60 40 20 0 Hero motors
Company

Yes No

All 120 employers said that the company hires consultancy firms or recruitment agency for hiring candidates.

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The verification of the candidates to the given reference

80 70 60 50 No. of 40 employers 30 20 10 0

Yes No

Hero motors
Company

80 out of 120 employers said that the references provided by the candidates is verified while 40 employers said No.

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The total monitory expenditure the company spends on recruitment and selection procedure

70 60 50
No. of employers

40 30 20 10 0 below 10% 10%-20% 20%-30% 30% above Dabur

Producticity

20 out of 120 employers said that the company spends about 10%-20% of its total expenditure on recruitment and selection.

70 out of 120 employers said that the company spends about 20%-30% of its total expenditure on recruitment and selection.

While 30 out of 120 employers said that the company spends above 30% of its total expenditure on recruitment and selection.

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COMPANY POST POSITIONS ON THE JOB SITES AND INTERNET

SEARCHES

120 100 80
No. of employers

60 40 20 0 Hero motors
Company

Yes No

120 OUT OF 120 EMPLOYER SAID COMPANY POST POSITIONS ON THE JOB
SITES AND INTERNET SEARCHES

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Company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidates

120 100 80
No. of employers

60 40 20 0 Hero motors
Company

Yes No

120 out of 120 employers said that company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidate.

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The productivity of the employees get hampered due to his/her marital status.

Productivity of employees

50 40 30 20 10 0
To a large extent Som ew hat affects Does not affect Cant Say

Scale

50 out of 120 employers believe that the employees productivity gets hampered due to his marital status to a large extent, while 30 out of 120 believe that productivity is somewhat affected, 30 out of 120 believes that marital status does not affect the productivity of the employee and one employee did not had any ans.

Interview methods used by the company

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120 100 80

No. of 60 employees
40 20 0 Direct stress com puterized other

Scale

Hero motors

200 out of 200 said the company follows direct interview method, as well as other method which include unstructured interview with the departmental head. And the 120 said the computerized is followed by the company.

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CONCLUSION

REQUIREMENT:Necessity is the mother of Invention this is true everywhere. In the study first of all I tried to find out the cause of the process of Recruitment and selection. I got the answer from Hero motors that here in Hero motors major cause for the process is its Expansion program as Hero motors is growing vastly. Few other reasons are Replacement vacancy Retirement hardly takes place here.

SOURCES:An organizations excellence depends upon its employees

performance, which has not only to be maintained on a consistent level, but also must be improved constantly. All this can be achieved if suitable employees are selected, through proper Recruitment and Selection procedure.

METHODS:For the recruitment and selection various test include for e.g. aptitude test ,personality test and group discussion. As we all know that, in
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todays highly competitive age the biggest problem is of retention of its highly skilled employees in the organization. Recruitment plays a vital role in this regard. But it should be seen that no system is without any flaws. Every system has its strong and weak points and is open for change at any time.

IMPROVEMENT:HERO MOTORS a well-developed Selection System for its employees development. Thus, the company provides scope for employees on future growth, career planning, training and development.

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RECOMMENDATIONS

The research in Hero motors has helped me in broadening my view. It has helped me to know that HR is the heart of every organization. It made me aware about how policies play an important role in the smooth functioning of any organization. But I have found that there is something that lacks in the company and which is possible to overcome.

Hero motors is engaged in making maximum sales, providing satisfaction to its customers, as well as maintaining good relations with the corporate world. But it has not thought about marinating a health relation with its employees. This is the reason that there was an increase in the labor turnover. Also, it has never given consideration to find the reason lying behind the same.

Employee retention is crucial to the long-term success of your business and therefore the ability to retain employees is a primary measure of the health of your organization. Of significant concern is the fact that unplanned employee turnover directly impacts the bottom line of a business.

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The company can undertake the following steps to maintain long and existing relationship with its employees as well as a steady increase in sales:-

1. Employees should know clearly what is expected of themContinually changing expectations minimize employees sense of internal security and create unnecessary stress. It is beneficial therefore to provide a specific framework, in which people can work.

2. Employees should be provided with quality management and leadership-

It is well documented that people leave their managers more often than they leave the company or the job. Turnover issues that cause an employee to feel unvalued by their manager include lack of feedback about performance, lack of clarity regarding earning potential, failure to hold scheduled meetings, and the failure to provide a framework for the employee to succeed. Ensure that the right people are in place to lead your teams, departments, business units and the organization as a whole towards success.

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3. The company should compensate candidates applying for any position in the organization in case of external recruitment; this will give candidates a positive impression about the company. 4. The references given by the candidates at the time of selection should be brought into use and should be verified in order to avoid undesired candidates. 5. Job specifications should be disclosed at the time of recruitment and selection so that employees are well aware of the tasks to be performed by them and the expectations their seniors have from them. 6. Company should undergo personality test in order to judge the personality of the person applying for the job. 7. Company should have a round of panel interview so that decision of selecting a candidate is not based on personal biasness of the interviewer, interviews should therefore be followed by group discussion.

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LIMITATIONS
The scope of the study in terms of coverage is limited to the Delhi operations of the Hero motors Within the organisation the study is limited to the top-level management of the Personnel Department of the organisation (out of which samples of the respondents are also members of the Recruitment & Selection committee). This is for the purpose of administering the questionnaire. In line with the purpose of conducting employee interviews, the study would be confined to personnel holding typical designations within the organisation at different levels of management. Although the limitations that I faced in the organizations is the absence of Trade Unions co-operation, otherwise which could have help me in understanding the industrial relations in a comprehensive manner. Secondly, the limitation that I have is the scope of collection of sample size which was confined to only one department, which would have other wise made my study and observations in an effective manner.

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BIBLIOGRAPHY

BOOKS Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter 16, pages 636-641. Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th Edition, Chapter 11, pages 217-245. Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117209.

Magazines India Today Todays traveller A&M Business Today Business World Business Digest

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News Paper Times of India Hindustan Times Economic Times The Pioneer The Hindu Catalyst EconomicandPoliticalWeekly Financial Express Web sites www.Hero motorsindia.com www.indiatimes.com

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ANNEXURE
QUESTIONNAIRE ON RECRUITMENT & SELECTION Name: Designation: Organization: Age: Date:

Q.1 Does Hero motors follow any Recruitment and Selection Procedure?

Yes

No

Q.2 Does the recruitment and selection procedure affects the performance of the employees?

Yes

No

Q.3 Does the company recruit employees internally? Yes No

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Q.4 Is the recruitment and selection procedure followed by the company appropriate? T.A.(Totally Agree) S.D.(Some What Disagree) S.A.(Some What Agree), T.D.(Totally Disagree)

T.A. S.D.

S.A. T.D.

If not, then suggest the appropriate changes required in the recruitment and selection procedure followed by the company? ..

Q.5 Does your company disclose the job specifications at the time of selection of a candidate?

Yes

No

Q.6 Does your company ask for references at the time of selection?

Yes

No

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Q.7 What percent of the selection procedure does the written test contribute? Below 10% 10% - 20% 20% - 30% 30% -40% 40% -50% 50% and above Q.8 Which type of interview methods does your company usually follow? Direct Group Stress Computerized Panel

Any other

Q.9 Does your company follow any of the following personality test for the purpose of recruitment and selection? MBTI FIRO_B Psychometric Other

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