Professional Documents
Culture Documents
Lucas Tvs Report 1
Lucas Tvs Report 1
Lucas Tvs Report 1
INTRODUCTION
Recruitment
Recruitment refers to the process of finding possible candidates for a job or
function, undertaken by recruiters. It may be undertaken by an employment agency
or a member of staff at the business or organization looking for recruits. Either way
it may involve advertising, commonly in the recruitment section of a newspaper or
in a newspaper dedicated to job adverts. Employment agencies will often advertise
jobs in their windows. Posts can also be advertised at a job centre if they are
targeting the unemployed.
Suitability for a job is typically assessed by looking for skills, e.g.
communication skills, typing skills, computer skills. Evidence for skills required
for a job may be provided in the form of qualifications (educational or
professional), experience in a job requiring the relevant skills or the testimony of
references. Employment agencies may also give computerized tests to assess an
individual's off hand knowledge of software packages or typing skills. At a more
basic level written tests may be given to assess numeric and literacy. A candidate
may also be assessed on the basis of an interview. Sometimes candidates will be
requested to provide a rsum (also known as a CV) or to complete an application
form to provide this evidence.
Selection
The aim of selection is to find a person who accepts the position and who
gives satisfactory service and performance in the long term. The system approach
starts from the position of well defined job and clearly analyzes persons
specifications.
Selection is not just a question of interviewing, although it is most popular
device in use. Selection is very much a process of deselecting, which is gradually
eliminating candidates until finally one is left on the list for a vacancy. Some
methods are more reliable than other but, to large extent. Selection is about trying
to minimize risk and maximizing certainty of making of the right decision.
Starting from the position where the recruitment process as produced a no of
applicants, the important steps as follows:
Short listing the candidates for the next stage.
Setting up tests for the short listed candidate some times in the form of an
assessment.
Interviewing the candidates and allowing the candidates to interview the
selectors.
Choosing the successful candidates.
Obtaining references.
Offering the position, confirming in writing and gaining acceptance.
Organizing the induction process.
Evaluating the results.
The methods of a personnel selection include
Interviews
Personality tests
Biographical data
Cognitive ability tests
Work sample tests
Physical abilities tests
Self assessments
Assessment centers
4
To get an idea about the Recruitment and Selection Procedure held by Lucas
TVS ltd., Padi.
1.2 OBJECTIVES
To learn what is the process of recruitment and selection that should be
followed.
To study the various sources of Recruitment followed by Lucas TVS.
To know the recruitment policy followed by Lucas TVS.
To search or headhunt people whose skill fits into the companys values?
1.3 LIMITATIONS
The main limitation of the study is the collection of information. Because
most of the information are confidential. So they dont want to disclose
them. And I am not able to show any forms which they use in the time of
joining or we use to upgrade the files.
5
Labor Contracts
Employee Referrals
Field Trips
CHAPTER-2
INDUSTRY PROFILE
INTRODUCTION
TVS Group
The TVS Group, with a turnover of over one billion dollars, is the largest
manufacturer of automotive components in India. The group produces auto electrical, diesel
fuel injection systems, braking systems, automotive wheels and axle fasteners, powder metal
components, radiator caps, two wheelers and computer peripherals. Backed by five service
and distribution companies with an extensive network across the country, the group has the
largest distribution network for automotive products in India.
Lucas TVS is committed to achieving ever increasing levels of customer satisfaction through
continuous improvements to the quality of the products and services. It will be the company's
Endeavour to increase customer trust and confidence in the label 'Made in Lucas TVS'." TVS
Group originated as a transport company in 1911. TV Sundaram Iyengar and Sons Limited
are the parent and holding company of the TVS Group.
TV Sundram Iyengar and Sons Limited have the following three divisions:
TVS and Sons: TVS and Sons is the largest automobile distribution company
in India. It distributes Heavy Duty Commercial Vehicles, Jeeps and Cars. TVS
8
5. Sundaram
Polymers
Division:
Sundaram
Polymers
Division
manufactures
6. Harita Finance Limited: Harita Finance Ltd is a finance company under the TVS
Group. It deals in retail finance, hire purchase, leasing and bill discounting.
7. Harita Finance Limited: Harita Finance Ltd is a finance company under the TVS
Group. It deals in retail finance, hire purchase, leasing and bill discounting.
9. India Nippon Electricals Limited: It is a joint venture between Lucas Indian Service
and Kokusan Denki Co Ltd., Japan. The company manufactures Electronic Ignition
Systems for two wheelers and portable gensets.
10. IRIZAR TVS (P) Ltd: IRIZAR TVS (P) Ltd. is a joint venture between Sundaram
Industries Ltd, Ashok Leyland Ltd and IRIZAR S. Coop of Spain. The company
builds bus bodies for export and domestic market.
12. Lucas Indian Service: Lucas Indian Service is a wholly owned subsidiary of LucasTVS Ltd., engaged in the sales and service of auto-electrical and fuel injection
equipment.
13. Lucas - TVS Limited: Lucas-TVS, a joint venture between Lucas Varity group, UK
and TVS Group, are a leading manufacturer of auto electrical products and diesel fuel
injection equipment in India.
10
14. Sundaram Brake Linings Limited: Sundaram Brake Linings is the leading
manufacturer of brake linings in India.
Energy Limited:
Manufactures
turbo
chargers
for diesel
engines in
12
13
CHAPTER-3
COMPANY PROFILE
14
Company Profile
Basic Information
Company Name
Lucas TVS
Business Type
Manufacturer
Address
Padi
Number of Employees
http://lucas-tvs.com
Year Established
1962
Registered Capital
Ownership Type
Export Percentage
11% - 20%
Product/Service
(We Sell)
Product/Service
(We Buy)
North America
15
South America
Eastern Europe
South East Asia
West Europe
Factory Information
Factory Size
Factory Location
Padi
QA/QC
In House
Above 10
Above 50 People
No. of QC Staff
Above 50 People
Management Certification
ISO 9001:2000
QS-9000
ISO 14001:2004
ISO/TS 16949
OHSAS 18001
Products Exporting
Services
One of the top ten automotive component suppliers in the world, Lucas Varity was formed by
the merger of the Lucas Industries of the UK and the Varity Corporation of the US in
September 1996. The company designs, manufactures and supplies advanced technology
systems, products and services to the worlds automotive, after market, diesel engine and
aerospace industries.
The combination of these two well-known groups has resulted in the establishment of
a vibrant company, which has had a successful track record of sustained growth over the last
three decades.TVS is one of India's twenty large industrial houses with twenty-five
manufacturing companies and a turnover in excess of US$ 1.3 billion. The turnover of LucasTVS and its divisions is US$ 233 million during 2003-2004.
Incorporating the strengths of Lucas UK and the TVS Group, Lucas TVS has emerged
as one of the foremost leaders in the automotive industry today. Lucas TVS reaches out to all
segments of the automotive industry such as passenger cars, commercial vehicles, tractors,
jeeps, two-wheelers and off-highway vehicles as well as for stationary and marine
applications. With the automobile industry in India currently undergoing phenomenal
changes, Lucas-TVS, with its excellent facilities, is fully equipped to meet the challenges of
tomorrow.
BRANCHES:
Lucas TVS has various auto electrical plants as following as:
MISSION:
17
VISION
Dominant supplier to all leading vehicle manufacturers in India. Strong presence in
select NICHE market. Recognized supplier to Vehicle / Engine manufacturers in Europe for
Starters, Alternators and Small Motors. By 2015, reach Sales turnover of Rs.3500 Crores
(USD 770 Million) with a third being export sales. Customer delight and stake-holders pride
will form the basis of all our activities. Recognized supplier to Vehicle / Engine
manufacturers in Europe for Starters, Alternators and Small Motors. By 2015, reach Sales
turnover of Rs.3500 Crs (USD 770 Million) with a third being export sales. Customer delight
and stake-holders pride will form the basis of all our activities.
PRODUCTS
Lucas-TVS manufacture the most comprehensive range of auto electrical components
in the country. A range which continues to set standards in the industry. The products are
designed to meet the demands of vehicle manufacturers both in India and worldwide. With
the emission standards in India becoming increasingly stringent, Lucas-TVS has ensured that
each of its products is manufactured to meet global standards
QUALITY ASSURANCE
Quality is no longer an option but a basic requirement in today's world. At Lucas
TVS, quality in inbuilt in every phase of manufacture. The company's quality assurance
measures stand on the foundation of a solid belief - which quality begins and ends with the
customer. This commitment forms the backbone of its approach to Quality Assurance.
Lucas TVS has adopted a prevention-oriented quality policy though ingrained with the
traditional ideas of quality control. Everyone from the highest levels of the organization to
the lowest practice quality control both as an individual and as a team.
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An effective Quality Control System has resulted in the recognition of the company's
outstanding achievements in the various fields. Lucas-TVS was awarded the ISO 9001
certified by BVQI in December 1993. The company reached a further milestone when it
recently received a certificate of recognition from BVQI for QS 9000 for Auto Electricals.
Market
US/European Market
Starter Motor
Alternator
Headlamp
Starter Motor
Alternator
Small Motor
14W Wiper Motor
Windshield Wiper Motor (GM Range)
Small Motor
LRW Products
Dynamo Regulator
Wiper Motor
Blower Motor
Fan Motor
Dynamo Regulator
Dynamo
Ignition Coil
Distributor
Dynamo
Auto Electricals
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CLIENTS
CUSTOMER
Maruti Udyog
Hindustan Motors
TATA Engineering and
Locomotive Company
General Motors, India
Ford India
Daewoo Motors Co., India
Ind Auto
Hyundai Motors, India
Mahindra & Mahindra
INTERNATIONAL
COLLABORATOR
Cars
Suzuki, Japan
Isuzu, Japan. Mitsubishi, Japan
Massey Ferguson, UK
Ursus, Poland. Ford, UK
Zetor, Czechoslovakia
Good Earth, Germany
Zetor, Czechoslovakia
Johndeer, USA
Same, Italy
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DIVISIONS
Lucas TVS has grown hand in hand with the automobile industry in the country. The
company's policies have recognized the need to respond effectively to changing customer
needs, helping to propel it to a position of leadership. The company has raised its standards
on quality, productivity, reliability and flexibility by changeling its interests. At present, there
are five divisions:
1. Auto Electricals L-TVS
2. Fuel Injection Equipment (FIE) - DTVS
3. Electronic Ignition Systems (INEL)
4. Automotive Lighting (IJL)
5. After Market Operations (LIS)
ACHIEVEMENTS
Lucas-TVS, a TVS group company, has bagged the prestigious Deming Application
Award for the year 2004. This was announced by the Deming Prize Committee of Japanese
Union of Scientists and Engineers (JUSE).
Lucas-TVS, believes that quality begins and ends with the customer. This means identifying
customer needs and comprehensively meeting them. For the company, quality is not just
conformance to drawings or specifications but ensuring customer satisfaction.
AWARDS:
1. II PLACE IN NATIONAL ENERGY CONSERVATION, AWARDS 2008
Auto-motive sector, Ministry of Power, Govt. of India.
2. TATA CUMMINS
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4. MMA
Managerial Excellence in Manufacturing (2004-05)
6. QCC Awards
Energy Conservation Award (2000 and 2001)
7. HONDA
Best Supplier Award (2007)
8. BIS
Rajiv Gandhi National Award (2006)
22
Award 2 - For the largest display area at Auto Expo 2010 (in the vehicle component
category).
23
Mahindra & Mahindra Limited - Auto & Farm Equipment Sectors presented the
ANNUAL COMMODITY AWARD to Lucas-TVS during the Vendor Conference at
Seoul - Korea in May 2011. Mr Arvind Balaji - Joint Managing Director, received the
Award.
24
CHAPTER-IV
LITERATURE REVIEW ON
RECRUITMENT & SELECTION PROCESS
INTRODUCTION
According to Edwin B. Flippo, Recruitment in the process of searching the
candidates for employment and stimulating them to apply for jobs in the
25
organization. Recruitment is the activity that links the employers and the job seekers.
A few definitions of recruitment are:
A process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications
are submitted. The result is a pool of applications from which new employees
are selected.
It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient
working force.
Recruitment of candidates in the function preceding the selection, which helps
create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.
Recruitment is a continuous for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manager initiates an employee requisition for a specific Vacancy or an
anticipated vacancy.
Recruitment Vs Selection
Both recruitment and selection are the two phases of the employment process.
The differences between the two are:
1. Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization whereas selection involves the
series of steps by which the candidates are screened for choosing the most suitable
persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to enable
the selection of best candidates for the organization, by attracting more and more
employees to apply in the organization whereas the basic of selection process is to
choose the right candidate to fill various positions in the organization.
3. Recruitment is a positive process i.e. encouraging more employees to apply
whereas selection is a negative process as it involves rejection of the unsuitable
candidates.
4. Recruitment is concerned with tapping the sources of human resources whereas
selection is concerned with selecting the most suitable candidate through various
interview and tests.
5. There is no contract of recruitment established in recruitment whereas selection
results in contract of service between the employer and the selected employee.
Attract and encourage more and more candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for
the organization.
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
Recruitment in the process which links the employees with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
Meet the organizations legal and social obligations the composition of its
workforce.
27
28
29
Finding out and developing the sources where the required number and kind of
employees will be available.
Developing suitable techniques to attract the desirable candidates.
Employing the techniques to attract candidates.
Stimulating as many candidates as possible and asking them to apply for jobs
irrespective of the number of candidates required.
Management has to attract more candidates in order to increase the selection ratio so
that the most suitable candidate can be selected out of the total candidates available.
Recruitment is positive as it aims at increasing the number of applicants and selection
is somewhat negative as it selects the suitable candidates in which process; the
unsuitable candidates are automatically eliminated. Though, the function of
recruitment seems to be easy, a number of factors make performance of recruitment a
complex one.
SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories:
internal sources and external sources. Both have their own merits and demerits. Lets
examine these.
Internal Sources:Persons who are already working in an organization constitute the internal sources.
Retrenched employees, retired employees, dependents of deceased employees may
also constitute the internal sources. Whenever any vacancy arises, someone from
within the organization is upgraded, transferred, promoted or even demoted.
External Sources:External sources lie outside an organization. Here the organization can have the
services of : (a) Employees working in other organizations; (b) Jobs aspirants
registered with employment exchanges; (c) Students from reputed educational
institutions; (d) Candidates referred by unions, friends, relatives and existing
employees; (e) Candidates forwarded by search firms and contractors; (f) Candidates
responding to the advertisements, issued by the organization; and (g) Unsolicited
applications/ walk-ins.
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METHODS OF RECRUITMENT
The following are the most commonly used methods of recruiting people.
INTERNAL METHODS:
1. Promotions and Transfers
This is a method of filling vacancies from within through transfers and
Promotions.
A transfer is a lateral movement within the same grade, from one job to
another. It may lead to changes in duties and responsibilities, working conditions, etc.,
but not necessarily salary. Promotion, on the other hand, involves movement of
employee from a lower level position to a higher level position accompanied by
(usually) changes in duties, responsibilities, status and value. Organizations generally
prepare badli lists or a central pool of persons from which vacancies can be filled for
manual jobs. Such persons are usually passed on to various departments, depending on
internal requirements. If a person remains on such rolls for 240 days or more, he gets
the status of a permanent employee as per the Industrial Disputes Act and is therefore
entitled to all relevant benefits, including provident fund, gratuity, retrenchment
compensation.
2. Job Posting
Job posting is another way of hiring people from within. In this method, the
organization publicizes job opening on bulletin boards, electronic method and similar
outlets. One of the important advantages of this method is that it offers a chance to
highly qualified applicants working within the company to look for growth
opportunities within the company to look for growth opportunities within the
company without looking for greener pastures outside.
3. Employee Referrals
Employee referral means using personal contacts to locate job opportunities. It
is a recommendation from a current employee regarding a job applicant. The logic
behind employee referral is that it takes one to know one. Employees working in the
organization, in this case, are encouraged to recommend the names of their friends,
working in other organizations for a possible vacancy in the near future. In fact, this
has become a popular way of recruiting people in the highly competitive Information
Technology industry nowadays. Companies offer rich rewards also to employees
whose recommendations are accepted after the routine screening and examining
process is over and job offers extended to the suggested candidates. As a goodwill
gestures, companies also consider the names recommended by unions from time to
time.
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32
EXTERNAL
FACTORS
Supply and
demand
Recruitment policy
Human resource
planning
Labour
market
Image/Goodwill
EXTERNAL FACTORS
Cost of recruitment
PoliticalSocial-Legal
Environment
Unemployment rate
Competitors
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Job analysis
Personal Planning
CONTRAINS
POOLOF
1. POOR
IMAGE
APPLICANTS
2. GOVERNMEN
T
POLICY
3. UNATTRACTI
VE
JOBS
SELECTION
RECRUITMENT
INDUCEMENT
1.
2.
3.
4.
COMPENSATIO
N
IMAGE
REPUTATION
CARREER
OPPURTUNITIE
S
QUALIFIED
34
INDUCEMENTS:
Organizational inducements are all the positive features and benefits offered by
an organization that serves to attract job applicants to the organization. Three
inducements need specific mention here, they are: Compensation: Starting salaries, frequency of pay increases, incentives and fringe
benefits can all serve as inducements to potential employees.
Career Opportunities: These help the present employees to grow personally and
professionally and also attract good people to the organization. The feeling that the
company takes care of employee career aspirations serves as a powerful inducements
to potential employees.
Image or Reputation: Factors that affect an organizations reputation include its
general treatment of employees, the nature and quality of its products and services and
its participation in worthwhile social endeavors.
CONSTRAINTS
If a firm has a poor image in the market, many of the prospective candidates
may not even apply for vacancies advertised by the firm. If the job is not attractive,
qualified people may not even apply. Any job that is viewed as boring, hazardous,
anxiety producing, low-paying, or lacking in promotion potential seldom will attract a
qualified pool of applicants. Recruiting efforts require money. Sometimes because of
limited resources, organizations may not like to carry on the recruiting efforts for long
periods of time, this can, ultimately, constrain a recruiters effort to attract the best
person for the job. Government policies often come in the way of recruiting people as
per the rules of the company or on the basis of merit/seniority, etc.
For example, reservations to specific groups (such as scheduled castes,
scheduled tribes, backward castes, physically handicapped and disabled persons, exservicemen, etc.) have to be observed as per constitutional provisions while filling up
vacancies in government corporations, departmental undertakings, local bodies, quasigovernment organizations, etc.
35
respect
Unbiased policy.
To aid encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
38
Weight age during selection given to factors that suit organization needs.
Optimization of manpower oat the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy legislation on hiring and employment
relationship.
Integrates employee needs with the organizational needs.
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications
39
Recruitment of the most crucial roles of the human resource professionals. The
level of performance of an organization depends on the effectiveness of its recruitment
function. Organizations have developed to follow recruitment strategies to hire the
best talent for their organization and to utilize their resources optimally. A successful
recruitment strategy should be well planned and practical to attract more and good
talent to apply in the organization.
For formulating an effective and successful recruitment strategy, the strategy should
cover the following element:
(1)
every origination: it is amount a never ending process. It is impossible to fill all the
positions immediately. Therefore, there is a need to identify the positions requiring
immediate attention and action. To maintain the quality of the recruitment activities, it
is useful to prioritize the vacancies whether to focus on all vacancies equally or
focusing on key jobs first.
(2)
A.
experience level required by the organization. The candidates experience can range
from being a fresher to experienced senior professionals.
C.
Category of the candidate: the strategy should clearly define the target
candidate. He/ She can be from the same industry, different industry, unemployed, top
performers of the industry etc.
(3)Sources of recruitment the strategy should define various sources (external and
internal) or recruitment. Which are the sources to be used and focused for the
recruitment purposes for various positions? Employee referrer is one of the most
effective sources of recruitment.
(4) Trained recruiters the recruitment professionals conducting the interviews and the
other recruitment activities should be well trained and experienced conducting the
activities. They should also be aware of the major parameters and skills (e.g.:
behavioral, technical, etc) to focus while interview and selecting a candidate.
(5) How to evaluate the candidates the various parameters and the ways to judge them
i.e. the entire recruitment process should be planned in advance. Like the rounds of
technical interviews, HR interviews, return tests, psychometric tests, etc.
HR Challenges in Recruitment
41
SELECTION
Introduction
42
The size of the labour market, the image of the company, the place of
posting, the nature of job, the compensation package and a host of other factors
influence the manner of aspirants are likely to respond to the recruiting efforts of
the company. Through the process of recruitment the company tries to locate
prospective employees and encourages them to apply for vacancies at various
levels. Recruiting, thus, provides a pool of applicants for selection.
Definition
To select mean to choose. Selection is the process of picking individuals
who have relevant qualifications to fill jobs in an organization. The basic purpose
is to choose the individual who can most successfully perform the job from the
pool of qualified candidates.
Purpose
The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organization best, to find out which job applicant
will be successful, if hired. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualifications, skills, experience,
etc. the needs of the job are matched with the profile of candidates. The most
suitable person is then picked up after eliminating the unsuitable applicants
through successive stages of selection process. How well an employee is matched
to a job is very important because it is directly affects the amount and quality of
employees work. Any mismatched in this regard can cost an organization a great
deal of money, time and trouble, especially, in terms of training and operating
costs.
In course of time, the employee may find the job distasteful and leave in
frustration. He may even circulate hot news and juicy bits of negative
information about the company, causing incalculable harm to the company in the
long run. Effective election, therefore, demands constant monitoring of the fit
between people the job.
The Process
Selection is usually a series of hurdles or steps. Each one must be successfully
cleared before the applicant proceeds to the next one. The time and emphasis place
43
on each step will definitely vary from one organization to another and indeed, from
job to job within the same organisation. The sequence of steps may also vary from
job to job and organisation to organisation. For example some organizations may
give more importance to testing while others give more emphasis to interviews and
reference checks. Similarly a single brief selection interview might be enough for
applicants for lower level positions, while applicants for managerial jobs might be
interviewed by a number of people.
Step-8
Step-7
Step-6
Step-5
Step-4
Step-3
Step-2
Step-1
cool of persons available and willing to work. Thus, it is said that recruitment tends to
be positive while selection tends to be somewhat negative.
A number of factors affect the selection decisions of candidates. The important
among them are:
(I) Profile matching.
(ii) Organizational and social environment.
(iii) Successive hurdles.
(iv)Multiple correlations.
(i) Profile matching: Tentative decision regarding the selection of candidates (who
are known) is taken in advance. The scores secured by these known candidates in
various tests are taken as a standard to decide the success or failure of other candidates
at each stage. Normally the decisions about the known candidates is taken at interview
stage. Possible care is also taken to match the candidates bio data with the jobs
specifications.
(ii) Organizational and social environment: some candidates, who are eminently
suitable for the job, may fail as successful employees due to varying organisation and
social environment. Hence candidates specifications must match with not only job
specifications but also with organizational social environmental requirements.
(iii) Successive hurdles: In this method hurdles are created at every stage of selection
process therefore, applicants must successfully pass each and every screening device
in case of successive hurdles as shown in figure 5.1
(iv) Multiple correlations: Multiple correlations is based on the assumptions that a
deficiency in one factor can be counter balanced by an excess amount of another. A
candidate is routed through all the selection steps before a decision is made. The
composite test score index is taken into accounting the selection tests. Hence, for
broader line cases multiple correlation method is useful and for other successive
hurdles method is useful.
Selection Procedure
There is no standard selection process that can be followed by all the companies in all
the areas. Companies may follow different selection techniques or methods depending
45
upon the size of company, nature of the business, kind and number of persons to be
employed, government regulation to be followed etc. Thus, each company may follow
anyone or the possible combinations of methods of selection in the order convenient
or suitable to it. Following are the selection methods generally followed by the
companies.
Selection procedure employs several methods of collecting information about
the candidate's qualifications, experience, physical and mental ability, nature and
behavior, knowledge, aptitude and the like for judging whether a given applicant is or
is not suitable for the job. Therefore, the selection procedure is not a single act but is
essentially a series of methods or stages by which different types of information can
be secured through various selection techniques. At each step, facts may come to light
which are useful for comparison with the job requirement and employee
specifications.
(1) Job Analysis.
(2) Recruitment.
(3) Application Form.
(4) Written Examination.
(5) Preliminary Interview.
(6) Business Games.
(7) Tests.
(8) Final Interview.
(9) Medical Examination
(10) Reference Checks.
(11) Line Managers Decision.
(12) Employment.
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CHAPTER-5
HUMAN RESOURCE MANAGEMENT AT LUCAS TVS
48
PEOPLE
Human resource is an asset never disclosed in a company's balance sheet. We at
Lucas-TVS strongly believe that an organization's most valued assets are its people who
individually and collectively contribute to the achievement of the objectives of the business.
Keeping this in mind, Lucas-TVS's management style lays great emphasis on employee
involvement and actively encourages participation and commitment through Small Group
Activities (SGA), Suggestion Schemes, Voluntary Work Teams and the like.
MANAGEMENT
Management of almost all the companies is by family members. Most of the
group companies maintain a low profile and follow a conservative management style.
CULTURE
49
HR POLICY
To build a strong corporate constitution (HR) in the organization by constitution
improving skill and morale of the employees and ensuring climate for total employee
involvement in the organization in all facets of business.
HR Philosophy
We believe:
In people and their unlimited potential
In content and focus in problem solving
In teams for effective performance
In the intellect and its power
50
HR Vision
To be the foundation that integrates Culture, Vision and Values and creates an environment
that facilitates the maximization of human potential.
Our Endeavour
a
To select, train and coach people to obtain higher and early responsibilities
c Reward and activate all intellectual business contributions for the growth of
the company.
Job Responsibilities
HR
Manager,
recruitment
employment
Manager , compensation & Job analysis and evaluation, surveys, Performance appraisal,
benefits
Manager,
Training
Development
development
51
a candidate passed the written exam then he or she gets call for interview. It is the fifth step of
the process. Generally, the candidates have to face one Interview but sometimes they have to
face two interviews. After interview a candidate is selected by the interviewers. Then the
selected candidate has to go for medical checkup. It is sixth step. Then comes reference
check step. Lastly selected candidates fill up joining forms and then he/she gets the
appointment letter.
This is the procedure that Lucas TVS HR follow to recruit people. Actually in Lucas
TVS the Recruitment and selection is totally control by HR divisions. HR division makes the
policy for recruitment and selection and also taken decision sometimes that a department
required manpower. When the requisition come HR starts the process. HR also supervise that
Recruitment and Selection are not simply mechanisms for filling vacancies rather they are
viewed as the key factor for suitable placements. For a better recruitment and selection
process HR arrange done some tasks like
MANPOWER
REQUISITION
ACCEPTANCE
OF OFFER
LETTER AND
JOINING
PROCEDURE
OFFER LETTER
COLLECTING CV FROM
SOURCES:
1. INTERNAL
SOURCES
2. EXTERNAL
SOURCES
i.
CAMPUS
RECRUITMENT
ii.
RECRUITMENT
AGENCIES
iii.
JOB PORTAL
SORTING CV THAT
ARE SUITABLE FOR
JOB
REFERENCE
CHECK
WRITTEN EXAM
GROUP
DISCUSSION
FINAL SELECTION
MEDICAL CHECK
PERSONAL
INTERVIEW
(THERE MAY BE
TWO INTERVIEW)
MANPOWER REQUISITION:
Based on the HR Planning respective Division/Department Head will inform HR on
personnel requirement through Manpower Requisition form, after obtaining necessary
approvals from the Managing Director. Employment Requisition Form must contain a JTOR
(Job Terms of Reference), comprising Job Description and Job Specifications / Requirements
of the position.
Requisition form contain some information like
Name of the position
Status of the employment
Job description
Job specification
Approval of the MD
When the approval comes to HR, the process begins by collecting suitable candidates from
sources.
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RECRUITMENT SOURCES
First and foremost step of recruitment is collecting CVs from sources. There are two
sources of recruitment:
Internal source (within the organization)
The external job market.
INTERNAL SOURCES
For encouraging the internal candidate, job vacancies in Lucas TVS may be
advertised through internal notices to all Lucas TVS Ltd employees. Recruitment from the
internal source may be through Promotion or delegating individuals with new assignments.
In the case of internal sourcing, HR along with the concerned Division/Department will
identify prospective candidates on the basis of Individual Capability matching with
Competency/Role Profile and will conduct appropriate tests to select the most suited person.
In internal source Lucas TVS consider mainly two types of employees:
Contractual
Internship
Contractual employees are those who are working in a contact of six months or one year.
Internship, after completing their internship and completing their graduation can apply for
job.
EXTERNAL SOURCES
In short, external sources mean collecting CVs from outside. Lucas TVS collect a lot
of CVs from outside. Recruitment from external sources will be through
Executive search for Senior Managers and Above Positions.
Advertisements - for managers and below positions.
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ADVERTISEMENT:
Advertisement is a well known and worldwide accepted source of recruitment. Like
other company Lucas TVS also have a career website from where applicants can fill up an
application forms. When the job requirement is matched with the applicants CV then HR
selects these applications for recruitment.
JOB PORTAL
Job Portals are the most popular and widely used tool by companies and recruitment
teams to facilitate the smooth flow of recruitment process in the competitive world. Job
Portals provide a platform for the employers to meet the prospective employees. The job
aspirants can register in job Portals by creating a user ID. Job Portals allow users to submit
and edit their resumes and apply for specific jobs at companies of their choice. Once
registered, job aspirants get e-mail job alerts and can respond to job related questions from
the employer companies. The companies have the choice to search for their ideal candidate
from the resume database using various options and parameters available in the job Portals.
Now a day every company has a website and they collect CVs by job portal. Ever
there is lots of job website and company can send advertisement over there. Lucas TVS has a
career portal and gives advertisement in www.naukri.com. The interested candidates whose
profiles match with the requirements can apply for job over the net. By this way Lucas TVS
gets many CVs.
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EMPLOYEE REFERENCE
Employee Referrals may be collected through circulation of advertisement to all
employees. Lucas TVS consider employees reference because it got some advantage, the
internal employees know how to do the work so he can easily understand who can do the
Work. If an employee refer someone that means he knows about him better and that helpful
for the company because Lucas TVS believes employees cannot be harmful for company.
CAMPUS INTERVIEW:
Campus placement or campus interview is the program conducted within educational
institutes or in a common place to provide jobs to students pursuing or in the stage of
completing the programme. In this programme, Lucas TVS visit the colleges to select
qualified students. Recently, Lucas TVS done Campus Interview from following colleges
thats SRM University, Dhivya Polytechnic college, Jayaram polytechnic college,etc.,
RECRUITMENT AGENCY:
A recruitment agency can help you by submitting you for vacancies notified to the
agency by employers. Many agencies specialise in certain types of work, within certain
sectors or in particular geographical areas.
The employers pay the agency to assist them in filling a particular job. You should
not be asked to pay the agency for finding you work - although there will normally be a
charge for additional services such as personality testing or preparing a CV. On filling the
post, the employer will pay the agency a fee (normally a percentage of the first year's salary).
Frequently, the advert will not name the employer.
Lucas TVS pay the agency to assist them in filling a particular job. Lucas TVS pays a
fee 12 to 15% of the first years salary to agency. Mostly, Lucas TVS done their recruitment
with recruitment agencies out off 80%.
OTHER SOURCES:
Depending on the circumstances professional employment agencies, notice boards of
technical universities and polytechnics. Lucas TVS should have recruited from TV Sundram
polytechnics.
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SCREENING OF CANDIDATES
Following publication of Job Vacancy, concerned Divisional/ Department Head and
HR Division will scrutinize the applications and short list candidates for inviting to oral
interviews or written tests where applicable.
When screening the following criteria will be followed:
For the Executive position, candidate must be at Post graduate (from Lucas
TVS preferred universities)
For Executive and above, candidate must have at First and at least second
class in all academic level. However, in case of competent candidates with
strong experience in the relevant field such educational qualification may be
relaxed.
For Non-Executive permanent employees, minimum educational requirement
is graduate or SSC.
For Non-Executive contractual employees, candidate must be of class eight
pass.
WRITTEN EXAM
For every job Lucas TVS HR arrange a written exam for candidates. The written
exam is must for each and every candidate.
The written exam is called General Ability. It contain
General Ability
In this section, the general ability of the candidate has been checked. This is the way of
written exam that taken by Lucas TVS for job. It is a very important and useful way to find
our good candidate from the all kind of candidate.
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ORAL INTERVIEW
For the oral interview, competency based structured interview will be
conducted. The standard Interview Assessment Form along with probing questions will be
supplied by HR Division. Position specific structured interview with necessary Proving
Questions and Assessment form can also be developed/ used.
The oral interview may take place in different phases according to the decision of HR
Division and concerned Division/ Department and on the basis of Position:
GROUP DISCUSSION
PRELIMINARY INTERVIEW
Conducted by the respective immediate Manager and another member from cross
functional area.
SECOND INTERVIEW OR FINAL INTERVIEW
Conducted by the particular departments next level managers along with the
respective Divisional/ Departmental Heads.
INTERVIEW OF KEY POSITION:
If the recruitment is for any key position/ AGM or above level a final interview must
be conducted with the Managing Director. Sometimes one interview makes the final result
and sometimes there are two interviews. Interviews are arranged by HR.
HR arrange
interview for every post even for a tea boy and for a driver. Generally these interviews are
held in Personnel department floor of Lucas TVS. There is a separate room for interview.
These interviews are generally taken by managers of the required division and there
must be an HR person in that interview. In interview the interviewer find out the fact
candidate behaviour as well as the ability of the candidate. Interviews also test the
intelligence and smartness of the candidate.
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FINAL SELECTION
From the interview some suitable candidates comes out. Once the final incumbent is
selected, HR Division (Compensation & Benefit) will initiate the compensation Plan and will
make offer/ process the appointment formalities. This time HR discuss about few things like:
Terms and condition of company
Salary and benefit
Joining
FINAL APPROVAL
Like the requisition for appointing candidate the approval of MD is needed. This time
HR sends the approval to MD that these candidates are selected in interview for this position
and they are going to appoint these candidates for the post.
MEDICAL TEST
When the MD approved the appointment of the candidate HR call the candidate for a
medical check up. The candidates have to collect a letter for medical from HR and go for the
medical test. The selected candidate must undergo a medical check up and subject to
satisfactory medical report formal appointment letter will be issued.
REFERENCE CHECKS
When a candidate is selected for the job, his or her given reference has been checked
by HR. Reference check may be conducted by HR Division upon acceptance of offer. Subject
to satisfactory response joining will be accepted
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RECRUITMENT CYCLE
Lucas TVS Human Resources Division will take maximum 15 days to complete a
recruitment process. The breakdown of the 15 days as follows:
Requisition
Advertisement
= 1 days
= 7 days
Short listing/Screening
= 2days
Written test
= 1 days
= 1 days
Reference Check
= 1 days
Medical Check
= 1 days
Appointment letter
= 1 day
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CONTRACT APPOINTMENT
Jobs which are temporary in nature and is likely to be for a limited period or need is
for a long term but cannot be hired on a permanent basis due to headcount restrictions. The
period of appointment will be of 6 (Six) months to maximum 1 (One) years.
Person appointed on contract may be terminated during the tenure at the discretion of
the employing department with reasons (performance/ redundancy) or without assigning any
cause. A termination clause (with notice period/pay in lieu of) must be incorporated in the
contract.
The division/ department concerned will initiate the recruitment in concert with HR.
Upon finalizing the selection; HR will issue the formal appointment letter. Employees hired
on contract must go for pre-employment medical test and subject to satisfactory results (fit
for work) the incumbent will be allowed to join.
Standard terms and conditions similar to permanent employee especially adherence of
code of business ethics, confidentiality and full time engagement clauses must be included.
If a contract employee is made permanent (based on performance/capability/ headcount) the
service length of that individual will be counted from the first day of the joining provided the
contract period was continuous/uninterrupted.
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Salary and benefits will be fixed based on the incumbents educational and
professional background. A contract employee will be entitled to same level of salary and
benefits if he/she is hired in a position that already exist in the permanent payroll.
A contract employee will not be eligible for end service benefits or loan facilities from
the company. A contract appointment should be for a fixed period and will become void
automatically on the end date unless the contract is shortened or extended in writing prior to
the expiration date.
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Lucas TVS have apprentice only for mechanical auto electronics. The apprentice
candidates should pass out 10th class examination under 10+2 system of education or diploma
or ITI. Lucas TVS contacted Interview on every week of Tuesday. After, a selected candidate
should register the CRC form its contract registration under the control of board apprentices
training centre. The period of contract is 1(one) to 2(two) years. Then, Lucas TVS provided
the Dress Code and C.C.No, Breakfast Coupon and Snacks Coupon. Lucas TVS contact a
training program for apprentice at every 4 month that is Apprentice Development Programme
and Computer Numerical Control Programme. Lucas TVS have a Boat Communication
which interacts with apprentice. Ratio of apprentices to workers other than: 1:2
easy
system
Grade
Designation
T13
T05
T02
A4
T04
Technician
Apprentices
Short Term Trainee
Act Apprentice
Senior Engineer
Progression Trainee
to
responsibilities of the
taken their graduation
grading an employee.
grading system and they
salaries based upon this
grade I have mentioned
W01-W107
S04-S07
T12
T20
T21
S06
W03
T22
Regular Workers
Regular Stuff
DET
Govt Apprentices
GET
Technician Assistant
Cell Support
Operator
Permanent employee
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FINDINGS
Findings at Lucas TVS on Recruitment and Selection Process:
1. Lucas TVS sourcing a candidates through the Recruitment Agencies, campus Interview,
Job portal, and employee referral. Here, the Lucas TVS mostly recommended
www.naukri.com.
2. In recruitment process, Lucas TVS followed three stages in interview thus, personal
interview, written test, group discussion, etc.,
3. Lucas TVS followed different recruitment process for different grades of employee. They
are grading a employee and segment their position, salary, and bonus on the basis of grade.
4. 5% of candidates back out after being offered, 20% of candidates leaves form a company
within the less than 3-6 months,10% of candidates leave within the less than one year.
5. Recently, Lucas TVS using the Video conference technological system in recruitment
process and they are aware from video resume and implementing that.
6. In last fiscal years, Lucas TVS recruited more than 100 employees.
7. 12-15% Lucas TVS paid to recruitment agency. 80% of candidates Lucas TVS recruited
through Recruitment agency.
8. Line function support is a biggest challenge of Lucas TVS HR department at this process.
9. 60% of employee would leave from job after the training. They would not continue with
them.
10. Employee does not satisfied with salary packages.
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SUGGESTION
1. Manpower requirement for each department in the company is identified well in advance.
2. Perfect manpower consultants should avoid dealing with low profile requirements (like
recruiting office assistants, front office executives or were the salary package is less than Rs
8000). Because time and energy (work force) used to fulfil the low profile requirement can be
used in a better else were to generate more revenues.
3. Though consultancy has already owned a good reputation, but it always need some type of
publicity as a reminder to the young stars approaching to the jobs. This might help in
accumulating good data base.
4. Every department employee should aware about the current recruitment process.
5. Lucas TVS should give to advertisement for current job vacancy. Then the outsourcing or
fresher can know about the job vacancies at Lucas TVS.
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CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and
Selection in Lucas TVS. The conclusion is drawn from the study and survey of the company
regarding the Recruitment and Selection process carried out there.
The recruitment process at Lucas TVS to some extent is not done objectively and therefore lot of
bias hampers the future of the employees. That is why the search or headhunt of people should be
of those whose skill fits into the companys values.
Selection process is good but it should also be modified according to the requirements and
should job profile so that main objective of selecting the candidate could be achieved.
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BIBLOGRAPHY
WEBSITES:
1. www.lucas-tvs.org
2. www.google.com
3. www.citehr.com
4. www.managementstudyguide.com
5. www.scribd.com
6. www.wikipedia.com
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