RECRUITMENT PROCESS

TABLE OF CONTENTS

CHAPTERS INDEX PAGE NO

CHAPTER 1 1. Introduction to the topic
2. Types of Recruitment process 2-7
3. Scope of the study
4. Objectives of the study
5. Limitations
CHAPTER 2 Industry profile and company profile
Theoretical background 9-36
CHAPTER 3 Research methodology 38-39
CHAPTER 4 Data analysis and interpretation 41-54
CHAPTER 5 1.Finding
2.suggestions 56-60
3.Conclusion
4.Bibilography
5.Questionnaire

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CHAPTER-1

INTRODUCTION

MEANING

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Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment. Recruitment is understood as the
process of searching for and obtaining applicants for the jobs , from among whom the
right people can be selected.

A formal definition states, “it is the process of finding and attracting capable
applicants for the employment . The process begins when new recruits are sought and
ends when their applicants are submitted. The result is a pool of applicants from
which new publicity and suitable candidates are encouraged to submit applications so
as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different

source such as newspaper advertisement, employment exchanges, internal promotion ,
etc are used.

In the recruitment, a pool of eligible and interested candidates is created for selection
of most suitable candidates. Recruitment represents the first contact that a company
makes with potential employees.

DEFINITION

According to EDWIN FLIPPO, "Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the organization"

What is Recruitment and Selection?

 Recruitment is the process of attracting the right kind of candidates for the available
position.
 Selection is the process of choosing the most suitable candidate from the available
pool of applicants.

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Why is a structured Recruitment and Selection process important?

 To get the right person for the right job quickly and efficiently.
 To reduce unnecessary costs.
 To ensure that the final selection of candidates is unbiased and based on individual
merit.

How to implement a structured Recruitment and Selection process?

The aim of recruitment process is to bring in good quality new employees by the most
objective, cost-effective and quick means possible. The dealerships can undertake the
following steps to achieve effectiveness in the recruitment process.

RECRUITMENT PROCESS

The recruitment process comprises the following 5 types

 Recruitment planning
 Strategy development
 Searching
 Screening
 Evaluation and control

1. Recruitment Planning:
The first step involved in the recruitment process is planning. Here, planning involves
to draft a comprehensive job specification for the vacant position, outlining its major
and minor responsibilities; the skills, experience and qualifications needed; grade and
level of pay; starting date; whether temporary or permanent; and mention of special
conditions, if any, attached to the job to be filled .
2. Strategy Development:
Once it is known how many with what qualifications of candidates are required, the
next step involved in this regard is to devise a suitable strategy for recruiting the
candidates in the organisation.The strategic considerations to be considered may
include issues like whether to prepare the required candidates themselves or hire it
from outside, what type of recruitment method to be used, what geographical area be

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considered for searching the candidates, which source of recruitment to be practiced,

and what sequence of activities to be followed in recruiting candidates in the
organization.
3. Searching:
This step involves attracting job seekers to the organisation. There are broadly two
sources used to attract candidates.
These are:
1. Internal Sources
2. External Sources

4. Screening:
Though some view screening as the starting point of selection, we have considered it
as an integral part of recruitment. The reason being the selection process starts only
after the applications have been screened and shortlisted. Let it be exemplified with an
example.
In the Universities, applications are invited for filling the post of Professors.
Applications received in response to invitation, i.e., advertisement are screened and
shortlisted on the basis of eligibility and suitability. Then, only the screened
applicants are invited for seminar presentation and personal interview. The selection
process starts from here, i.e., seminar presentation or interview.

5. Evaluation and Control:

Given the considerable cost involved in the recruitment process, its evaluation and
control is, therefore, imperative.
(i) Salary of recruiters
(ii) Cost of time spent for preparing job analysis, advertisement
(iii) Administrative expenses
(iv) Cost of outsourcing or overtime while vacancies remain unfilled
(v) Cost incurred in recruiting unsuitable candidates

SCOPE OF THE STUDY

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 A strong focus on HR selection and recruitment process will help companies to

unshackle of ingrained customer expectation themselves from the constraints.
 Employment research helps companies to develop services.
 It helps in promotion decisions and other HR mix decisions.
 It is necessary for HR strategy.
 It is help full tool in analysis employee feedback that's useful in services
modification.

OBJECTIVES OF THE STUDY

Synopsis

Main objective of this project is to find out the recruitment and selection process , how the

candidates are recruited ,on what basis is the selection process depends and what are the skill

set required to do particular job i.e. getting the “Right person for the Right job at the Right

time”. Any organization attempts to select the applicant whose qualification is most closely

related to those required for successful performance of the major duties and responsibilities

of the position.

 Finding out the methodology used in the recruitment & selection process i.e.

Assessment of client’s needs, advertisements, executive search etc.

 And also finding out the internal recruitment process i.e. The existing employees

within the organization are selected rather than employing some one from outside

because existing employees have greater opportunity to advance their careers in the

organization.

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 Finding out the examination pattern for first level of screening the candidates & to

what Standards of paper is set.

LIMITATIONS OF THE STUDY

 The superior may not dedicate much time to fill up the questionnaire which
results is not so authentic data (or) information.
 The employees may not reveal the secrets of the company.
 The employees were busy with their daily schedule and it was very difficult
for them to give time.
 The study is based on both primary and secondary data and has the limitations
pertaining to the usage of both kinds of data

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CHAPTER-2

INDUSTRY PROFILE

HISTORY OF INDUSTRY:

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MOTOR CYCLE INDUSTRIAL PROFILE IN INDIA

Motor cycles in India date back to the year 1955, when the Government of India required
strong, rough, and tough motor cycles for the Indian Army and the police force in the western
part of the country which had a rough and craggy terrain.

The 350cc' Bullet' manufactured by the Royal Enfield Company of United Kingdom was the
first batch of motor cycles in India. These motor cycles were put together in Chennai. This
was the beginning for the Indian two-wheelers industry. The motor cycles in India cater to a
variety of needs of the consumers. It has become one most popular modes of transportation,
and is preferred by the daily commuters. The segment of motor cycles went through a
tremendous change in the 90s and the two wheeler of the market, especially the motor cycle
market was filled with options.

The main cause grow thin the segment was the fuel efficient 4 stroke engine. In the present
scenario, the motor cycles in India constitute for 81.5% of the total Indian two-wheeler
market. The companies manufacturing motor cycles in India are making necessary
innovations to make them safer, more comfortable, user-friendly, and ergonomic.

MAJOR MANUFACTURERS OF MOTOR CYCLES IN INDIA

AND THEIR PRODUCT LINES:-

Royal Enfield

⮚ Bullet350
⮚ Bullet500
⮚ Bullet Electra
⮚ Bullet Machismo
⮚ Thunderbird

Hero

⮚ Hero Glamour
⮚ Hero Karizma
⮚ Hero Passion Plus

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⮚ Hero Splendor
⮚ Hero CBZ Xtreme

Bajaj Auto

⮚ Bajaj Avenger
⮚ Bajaj CT100
⮚ Bajaj Discover
⮚ Bajaj Platina
⮚ Bajaj Pulsar DTS i
⮚ Bajaj Pulsar200CC
⮚ Bajaj Wind125
⮚ Sonic DTS i

Yamaha

⮚ Yamaha Crux
⮚ Yamaha Enticer
⮚ Yamaha Gladiator
⮚ Yamaha Libero G5
⮚ Yamaha Alba106

TVS
● Apache
● XL
● Wego
● Star City
● Victor
● Ntorq

LIBERALISATION POLICY:

In 1991, the government of India announced an economic policy package and initiated
measures, which may be said to have brought about a qualitative change in the pattern of
government business relationship and statically alerted the character of business of

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environment. The policy changes involve far reaching structural reforms aimed at leading
Indian trade and industry away from a regulatory and protective regime to market oriented,
competitive environment.

The entry of MNC’s a growth of foreign companies: domestic product markets are being
increasingly subjected to forces of competition. It was in July 1991 that the liberalization of
economic policy started in real terms. India opens many gates to foreign investors who are
seriously looking for untapped markets to prop up the sagging global passenger’s automobile
segment.

COMPANY PROFILE
The Indian government looked for a suitable motorcycle for its police and army, for
patrolling the country's border. The Royal Enfield Bullet was chosen as the most suitable bike
for the job. The government ordered 800 units of the 350 cc model. In 1955,
the Redditch company partnered with Madras Motors in India to form 'Enfield India' to
assemble, under licence, the 350 cc Royal Enfield Bullet motorcycle in Madras (now called
Chennai). The tooling was sold to Enfield India so that they could manufacture components.
By 1962, all components were made in India. The Indian Enfield uses the 1960 engine (with
metric bearing sizes), Royal Enfield still makes an essentially similar bike in the 350 cc and
500 cc models, along with several different models for different market segments.
In 1990, Royal Enfield collaborated with the Eicher Group, an automotive company in India,
and merged with it in 1994. Apart from bikes, Eicher Group is involved in the production and
sales of commercial vehicles and automotive gears. Although Royal Enfield experienced
difficulties in the 1990s, and ceased motorcycle production at their Jaipur factory in 2002, by
2013 the company opened a new primary factory in the Chennai suburb of Oragadam on the
strength of increased demand for its motorcycles. This was followed in 2017 by the
inauguration of another new factory of a similar size to the facility at Oragadam (capacity
600,000 vehicles per year) at Vallam Vagadal. The original factory at Tiruvottiyur became
secondary, and continues to produce some limited-run motorcycle models.
Royal Enfield announced its first takeover of another company in May, 2015 with the
purchase of a UK motorcycle design and manufacturing firm, Harris Performance Products
that had previously developed the chassis of the Royal Enfield Continental GT Cafe
Racer. Harris work with the UK-based part of Royal Enfield's development team, who are
based at the UK Technology Centre at Bruntingthorpe Proving Ground in Leicestershire. The
team was established in January 2015, and moved into their new, purpose-built facility in
May 2017. By the end of 2019, the team numbered 155 and carries out the full spectrum of
design and development activities, from concept generation and clay design to engineering
design, prototyping and validation.
Royal Enfield currently sells motorcycles in more than 50 countries. Royal Enfield surpassed
Harley-Davidson in global sales in 2015.

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2014 Continental GT 535

In August 2015, Royal Enfield Motors announced it is establishing its North American
headquarters and a dealership in Milwaukee, Wisconsin, with the intention to offer three
bikes, the Bullet 500, Classic 500 and Continental GT 535 Cafe Racer as they feel this engine
size represents an underserved market. The dealership will be Royal Enfield's first company-
owned store in the U.S., according to Rod Copes, president of Royal Enfield North
America. The company wants to establish about 100 dealerships in American cities starting
with Milwaukee.
"I live here, so I am biased. But in my mind, Milwaukee is kind of the center of motorcycling
in the United States," said Copes, a former Harley-Davidson executive. "We view this as kind
of our first flagship dealership," he added.
Later in August 2015, parent-business Eicher announced its entry in Indonesia as a part of its
global strategy in the mid-sized (250-750 cc) motorcycle segment, initially starting retail
operations from a dealership in Jakarta. From April to September, 2015, Royal Enfield's
domestic sales were 50% higher than the previous year, despite a declining motorcycle
market in India.
In 2017, Royal Enfield added new variants of the Classic 350 and 500 motorcycles. While the
Royal Enfield Classic 350 gets Gunmetal Grey as a new color option, the Classic 500 will
now come in Stealth Black colour.

LOCATION:
SANJEEVINI AUTOMOBILES

HEAD OFFICE: Near Taranath Ayurveda College, DR. Rajkumar Road, Anantapur Road,
BALLARI – 583 101

VISION, MISSION, AND QUALITY POLICY

Vision:
The best provider of messaging products and services for enabling
business-to-business companies to engage customers with the
most influential go-to-market content and sales conversations.

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Mission:

Help business-to-business companies achieve the largest increase in both Marketing and
Sales effectiveness by engaging customers with the
most influential go-to market content and sales conversations.

PRODUCTS AND SERVICE PROFILE:

Royal Enfield Classic 350

346 cc, 19.1 bhp, 195 kg

Rs.1,57,097 onwards

Royal Enfield Bullet 350

346 cc, 19.8 bhp, 180 kg

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Rs.1,14,755 onwards

Royal Enfield Thunderbird 350X

346 cc, 19.8 bhp, 195 kg

Rs.1,64,004 onwards

Royal Enfield Himalayan

411 cc, 24.3 bhp, 199 kg

Rs.1,86,811 onwards

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Royal Enfield Interceptor 650

648 cc, 47 bhp, 202 kg

Rs. 2,64,919 onwards

Royal Enfield Continental GT 650

648 cc, 47 bhp, 198 kg

Rs.2,80,677 onwards

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Royal Enfield Thunderbird 350

346 cc, 19.8 bhp, 192 kg

 Rs.1,56,658 onwards

Royal Enfield Bullet Trials 350

346 cc, 19.8 bhp, 187 kg

Rs.1,63,003 onwards

SWOT ANALYSIS:
A scan of the internal and external environment is an important part of the strategic planning
process. Environment factors internal to the firm usually can be classified as strengths and
weakness and those external to the firm can classified as opportunities and threats.

STRENGTHS:
1. Size and scale of parent company
2. Effective Advertising Capability
3. High emphasis on R and D
4. Established brand name in the cruiser market

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5. Established market distribution channel

6. Exports motorcycles to 31 countries like the USA, Japan, UAE, Korea, Bahrain,
UK, France, Germany, Argentina and many other countries

WEAKNESS:
1. Weight of the motor cycle can be an issue for few customers.
2. Mileage of high cc bikes is an issue
2.

OPPORTUNITIES:
1. Two-wheeler segment is one of the most growing industries
2. Export of bikes is limited i.e. untapped international markets

THREATS:
1. Strong competition from Indian as well as international brands
2. Dependence on government policies and rising fuel prices
3. Better public transport will affect two-wheeler sales

COMPETITORS:
1. Bajaj Auto Limited
2. Hero Motor Corp (Hero Honda)
3.ROYAL ENFIELD
4.Suzuki
5. Harley Davidson
6. Yamaha
7. Ducati Superbike

Royal Enfield Achievements & Awards

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 Royal Enfield overtook top world brand Harley Davidson in terms of sales;
approximately 3,00,000 units were sold by Royal Enfield in 2014 as compared to 2,67,000
sold by Harley Davidson.
 Royal Enfield sales jumped up to 43 percent in January 2015.
 Royal Enfield made profits worth Rs. 558 crore in 2014.
 Royal Enfield Thunderbird 500 was given the 2012 Enthusiast Motorcycle 250cc –
500cc award.
 Royal Enfield Thunderbird was conferred with ‘Motorcycle of the Year’ award for
above 250cc category in 2013.
 Royal Enfield won the 2012-13 Motorcycle Manufacturer of the Year award.
 Royal Enfield Continental GT garnered ‘Indian Motorcycle of the Year’ award in
2014.
 Bullet Classic C5 was bestowed upon Best Bike (Metric-Stock) at the Bearly Cruzin
Classic Car and Motorcycle Show in Arizona, USA, in 2009.

THEORETICAL FRAMEWORK ON RECRUITMENT

Introduction

In any form of organization Human Resource Management (IIRM) plays a pivotal role in the
success especially in highly professionalized contemporary era of globalization. FIRM which
comprises of a set of managerial activities like recruitment, selection, training, motivation
and development of employees, satisfies personnel and organizational needs, goals and
objectives. A good quality human resource with high skill. Knowledge and abilities are

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recognized as a valuable asset of the organization that can help in gaining a competitive
advantage over their challengers.

Companies know that they must. Recruit the best talent in order to achieve the best results
and maintain the best chance for commercial success. Recruitment forms a core part of the
central activities underlying HRM and is one of the fastest growing sectors in global business
that are providing multitude of opportunities for ambitious and determined individuals.

The complexity of the human resource planning process varies with the size of the
organization and the perception and status of the human resource function' within the
organization, It has become an important part of overall strategic planning in different types
of organization. Finding the right person to recruit is an intricate task and an erroneous
judgment in relation to recruitment can cause a failure of the whole system. Recruitment as a
planned rational activity comprise of certain sequentially-linked phases within a process of
employee resourcing, which itself may be located within a wider HR management strategy.

In addition, by using four dimensions of human resource practices, including staffing,

training. Performance appraisal, and compensation, Youndt et al. (1996) indicate that an. HR
practices system is directly related to multiple dimensions of operational performance. .Also,
subsequent analysis reveals that manufacturing strategies moderate this main effect. In terms
of financial performance. Delery and Doty (1996), drawing on three dominant modes of
theorizing, identify seven key.

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In addition, the measurement of HR practices is in different ways in these prior studies for
coping with their research purposes. This study purposely focuses on examining., HR
practices in KNEE and NTPC. This study considers those measures in the prior studies using
the concepts of strategic and innovative HR practices as they are more germane to the
arguments of the relationships involving HR practices, knowledge management, and
innovation. Accordingly. This study adopts Six dimensions. Including role of the human
resource department. Recruitment policies, selection, advertising, short listing and job
satisfaction in the construct of strategic human resource practices.

Human Resource Management refers to the management of human resource in the work
organizations. It is an organization concerned with the procurement, motivation and
development of human resources and maintaining harmonious relationship between the
employer and the employees. It ensures a dynamic and controlled workforce for the
successful achievement of missions and objectives in today's competitive business
environment.

The Human Resource Management function includes a variety of activities, and key among
them are deciding what staffing needs you have and whether to use independent contractors
or hire employees to fill these needs, recruiting and training the best employees, ensuring
they are high performers, dealing with performance issues, and ensuring your personnel and
management practices conform to various regulations. Activities also include managing your
approach to employee benefits and compensation. Employee records and personnel policies.

HRM practices include recruitment and selection, training and development, pay and benefit
practices and current HRM issues and trends. The HRM practices of both large and small
firms helps in comprehending a more holistic view of people management in specific cultural
and economic contents. A best practice in HRM has invoked a great deal of interest among I-
IR professionals. Companies that are currently under-performing in the HR area can learn and
adopt some of the best practices from organizations that have acquired some mastery over the
good practices in Human Resource. In the era of liberalization, the competitive scenario in
the business environment has changed a lot. Consequently, Human Resource Practices have
also changed phenomenally. The performance of the employees determines the failure or the
success of an organization.

The management of Human Resources has now assumed strategic importance in the
achievement of organizational growth and excellence. As globalization advances and we

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move into the information age, organizations need to adapt to the changes in technology and
the changing issues in management of people.

Some critical issues have clearly emerged - planting, acquisition and development of human
resources, responding to the demands of the work place and, above all, evolving a strategy of
dealing with industrial conflict. As a management practice, it covers all the conventional
areas of personnel management and industrial relations, as well as the relatively new areas
such as communication, counseling, training and development, and job enrichment. An
attempt has been made in this study to point out the experiences on the emerging issues in
managing human resources. Likewise, a multi-dimensional recruitment strategy based on
community coater buy-in and support was successful and efficient (Keosaian et al., 2012).

Aspects of HRM

 Human Resource Planning

 Recruitment
 Selection
 Placement
 Inductions
 Transfer & Planning
 Job Analysis
 Performance Appraisal
 HR Audit
 Total Quality Management
 Quality of Working Environment
 Quality cycle

HRM IN THE PRESENT SCENARIO

 Motivation or mounting frustration

 Promotions are consolations for transfers
 Cadre conflict
 Reward and punishment system
 Development of strong training system
 Career development.

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Recruitment- An Introduction

Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for
and obtaining applicants for the jobs. From among whom the

It is a process of finding and attracting capable applicants for the employment. The process
begins when new recruits are sought and ends when their applicants are submitted. The result
is a pool of applicants from which new employees are selected. In this the available
vacancies are given wide publicity and suitable candidates are encouraged to submit
applications so as to have a pool of eligible candidates for scientific selection.

The recruitment practices have changed over the years. Internal source of recruitment means
looking for suitable candidates from among the current employee, in an organization. .lob
postings, Succession Planning, Employee Referrals, and Hiring Employees, Advertising,
Employment Exchanges, Private Consultants, Temporary agencies, Alternative staffing,
Executive recruiters or headhunters, Campus recruiting, Internet recruiting are some of the
external sources of recruitment.

Human Resources share this commitment and work with the hiring supervisor to facilitate an
efficient and effective process. With a pool of applicants, the next step is to select the best
candidates for the job. This usually means whittling down the applicant pool by using the
screening tools such as tests, assessment centers and

Background & Reference checks. The purpose of Selection process is to determine

whether a candidate is suitable for employment in the organization or not. It becomes
all the more important to scrutinize applications properly so that those who are found
unsuitable at first instance should not he called for tests or interviews.

Fins will save time and money of the enterprise as well as the candidates. Selection is
this process of choosing candidates for employment.

In recruitment, information is collected from interested candidates both through

primary and secondary source. For this different source such as newspaper
advertisement, employment exchanges. Internal promotion, etc. are used. In the
recruitment, a pool of eligible and interested candidates is created for selection of most

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suitable candidates. Recruitment represents the first contact that a company makes
with potential employee.

Trends in Recruitment

Recruitment is increasingly becoming a two-way process, as a result of both employers and

employees having higher expectations from one another. The first trend is using the resume
database for recruitment; the other trend gaining prominence is the recruitment of key
personnel from competitors, which is called "poaching". Therefore, the global developments
in management reveal the strategic IIRM is becoming the single largest area of management
consultancy, which speaks of its criticality in business success. It should be understood that
IIRM strategy is not just interventions oriented at employee's welfare and empowerment. It
also has aspects of cost control and interface discipline.

The Human Resource department played a key- role in facilitating performance culture. It
was decided that the performance appraisal system for the employees should be kept simple.
The greatest challenge of Human Resource professionals is meeting their customer
expectation and adding value to the business. The best utilization of people processes and
technology ensures high quality of Human Resource source at under cost, on time and thus
ensuing customer satisfaction. The Human Resource manager has the task of being on a
constant look-out for the right choice of employees, fine-tuning the job mix and
compensation package to benefit the individual and the organization, devising a flat
organization structure and organizing training programmers for continuing the education at
different levels in the organization (Pirakatheesswari, 2009).

Recruitment Process

The stages of the recruitment process include: job analysis and developing a person
specification; the sourcing of candidates by networking. Advertising, or other search
methods; matching candidates to job requirements and screening individuals using testing
(skills or personality assessment); assessment of candidates motivations and their fit with
organizational requirements by interviewing and other assessment techniques.

Depending on the size and culture of the organization recruitment may be undertaken in-
house by managers, human resource generalists and or recruitment specialists. Alternative,

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parts of all of the process Wright be undertaken by either public sector employment.
Agencies, or commercial recruitment agencies, or specialist search consultancies the
following figure outlines the important steps involved in the recruitment process. These steps
are briefly described in the following chart.

1. Form Selection Committee

Selection committees generally consist of a minimum of two members but not more than four
persons, including the chairperson. Members of a selection committee should he chosen on
the basis of their objectivity, professionalism and ability to exercise good judgment in
selecting the most suitable person for the job vacancy.

Members of selection committees should not have a bias in favor of one candidate prior to
the start of the selection process. There should be no change in the members of a selection
committee once it has been convened, except it may be reduced in size if there is genuine
emergency or illness. Selection committee members are responsible tor:

 Determining an appropriate method of assessing applicants that will be free from bias,
transparent and stand up to scrutiny.
 Conducting the interview or screening process.
 Ensuring candidates are elected on the basis of merit.
 Ensuring that selection documentation remains confidential.

2. Review Position Description

Before advertising the job vacancy, members of' the selection panel should review the
position description for the job. If there is not a position description available, one must be
prepared before the selection process can continue. The purpose of reviewing the position
description is so that members of selection committee can:

 Familiarize themselves with the objectives and duties of the job.

 Review the selection criteria, if stated in the position description, or formulate
selection criteria if not
 Ensure that applicants for the job are well informed about the nature of the job on
offer

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 Review the condition of employment (pay. hours of work, leave, superannuation,

etc).

3. Advertisement

A job vacancy may be advertised in a variety of ways including:

1. Employment section of newspapers

2. Notifying a recruitment agency
3. Organization's own newsletter
4. Organization's own website
5. Calling a vocational education and training institution
6. Putting notice in local shop windows
7. Putting notice in own shop or office window
There should always be a position description for applicants to review. This principle should
also extend to voluntary positions.

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Chart Showing the Process of Recruitment

Vacancy

From selection committee

Review position description

Advertisement

Receive application, Score Candidate

Notify and arrange interviews

Compile interview questions

Conduct interview and Sco candidates

Selection

Check reference and references

Formally notify

4. Receive Applications

Applications for employment must be treated with considerable diligence and respect.
Failure to appropriately handle applications for a job can severely jeopardize someone's
employment potential, and thereby cause annoyance, distress, financial hardship and career
prospects. Employment applications should be acknowledged as soon as possible, and filed
in appropriate place to ensure none are missed.

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The chairperson of the selection committee should review all incoming applications and
attempt to determine a short list of candidates. If the number of incoming applications is very
large, it may be necessary for the chairperson of the selection committee to obtain assistance
from other staff. In determining a short list, the chairperson of the selection committee
should eliminate all candidates who have not provided all the necessary information,
especially statements in reply tokay selection criteria.

The next elimination should be those candidates whose skills, abilities and experience are
insufficient to score welt against the key selection criteria. These eliminations can be carried
out reasonably quickly. The remaining applications will all warrant a closer examination and
awarding of points for each key selection criteria. Then specified number of candidates with
the highest points are selected for the short list depending on the purpose available time and
resource of the interview.

5. Arrange Interviews

Each candidate should be personally notified by telephone. It is unadvisable to notify by

email, as an email sent is not necessarily an email received. Notification by letter is better
that email but not as good as telephoning. The notification should contain:

 Start time of interview

 Name of the chairperson of the interview panel
 Contact details of the chairperson of the interview panel
 Job title of the vacant position
 Advice on the format and duration of the
interview
 Advice on the number of panelists

Interviews are arranged according to the convenience of candidates and interviewers. The
chairperson of the interview panel should endeavor to find a convenient time and date for the
interviewee but this is not always possible. It is generally not feasible to call the interview
panel together for more than one day.

6. Compile Interview Questions

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Interview questions must relate to the key selection criteria. Questions must be open ended
and well-worded so as to cause the "interviewee" to describe their relevant work history
and/or portray their knowledge. One question may take the form of a "hypothetical". I he
purpose of such a question is to test the candidate "what would they do" in a certain situation.
The "hypothetical" question adds significant pressure. and it evaluates the level of
knowledge, experience and work-readiness of the candidate.

Generally there is only a need to formulate one question per key selection criteria. However,
the interviewers should have a supplementary question ready to go if the candidate struggles
to understand the question, or simply does not provide enough information. The
supplementary question gives the candidate a second bite to divulge more information.

7. Select Successful Candidate

Selection on merit is a process of determining which job seeker has the skills, abilities and
knowledge 'deemed to be most suitable for the job. In a merit based system ; applicants
effectively compete for a job. The written application, the selection interview and any testing
of applicants is all part of the competition process.

If the selection process is said to be "Closed Merit", a vacant position will be advertised only
within the organization. Only applicants from within the organization will be able to compete
for the vacant position. If the selection process is "Open Merit" then the vacant position is
advertised widely by whatever means deemed to be

Suitable to attract a pool of applicants from outside the organization. Generally, in an open
merit selection process. Vacant positions are advertised in the jobs section of a newspaper.

If jobs are awarded to individuals on the basis of friendship or relationship, then the selection
process is not Merit Based. Similarly, if a position is awarded on seniority Or plain proximity
of an individual then the selection process is also not merit based.

It is essential to follow through with checking the applicant's referees. Although referees may
not make negative comments about the applicant, much can be gleaned from what they say
(or do not say). Although referees have agreed to be called and questioned about the
applicant, it would not be proper to keep them on the phone for more than five minutes

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unless the position is very senior. Therefore make sure you prepare your questions in advance
of the telephone call.

8. Formally 'Notify'

Now, there is need to formally notify the successful and unsuccessful candidates as soon as
possible. The successful candidate may already have undertaken other interviews and may
receive other job offers. Furthermore, it is an important courtesy to formally notify
unsuccessful candidates to enable them to carry on with the rest of their life.

Main Recruitment Process Steps

The recruitment process is very complex and the description of' the recruitment process can
he extremely detailed. but the recruitment process can be divided into several main
recruitment process steps which can easily show the customers of the recruitment process the
necessary inputs and outputs. For the proper setting of the recruitment process it is not
necessary to describe each detail of the recruitment process. The measurement of the
recruitment process can he implemented later as you need to bring recruitment process
optimization. It is not necessary to define the recruitment measures from the beginning and
the design of the recruitment process does not have to be detailed. The recruitment process
can be divided into several main recruitment process steps:

 Job Opening
 Recruitment Source Selection
 Job Interview
 Job Offer

The job opening is one of the most critical and most important steps in the recruitment
process. The job opening is about a clear and simple definition of the job vacancy and the
skills and competencies to be found on the internal or external job market. The job
opening is not just about a job title, but it needs a lot of attention of' the manager and IIR
to fill the job vacancy right.

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The recruitment source selection is based on the description of the job vacancy and the
HR Recruiter has to select the best recruitment channel to advertise the job vacancy to
attract the best job candidates suitable for the job vacancy. Or the right job applicants to
be exact.

The job offer is the nice recruitment process step as the HR Recruiter and the manager
select the » inning job candidate and they have to prepare a nice job offer, which should
be accepted by the job candidate.

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Importance of Recruitment process

High performing staff is essential if an organization is to deliver outstanding services to

vulnerable people. Other sectors seem to offer more to staff be it in terms of payment,
succession opportunities. And effective support for frontline workers, job security or just
showing staff that the are valued.

Recruitment is the process of identifying that the organization needs to employ someone up
to the point at which application forms for the post have arrived at the organization.
Recruitment is crucial to organizational performance. It is a critical activity, not just for the
IIR team but also for line managers who are increasingly involved in the selection process.

All those involved in recruitment activities should be aware of relevant legislation.

Recruitment is almost central to any management process and failure in recruitment can
create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages,
or problems in management decision making and the recruitment process could itself be
improved by following management theories

Each organization needs the members to be in the organization. The recruitment process is the
main process to bring new members to the organization. Each Human Resources Department
has some kind of the support for this.

The recruitment process involves many steps and optimizations. It includes quite heavy HR
Marketing as the organization can attract enough job candidates from the external job market.

Even it small company needs its recruitment process, including job offers posted on the entrance
door. The owner has to have the recruitment strategy and the vision how to attract next potential
employees. The bigger the organization the more formalized recruitment process it needs

Effective Recruitment Process

In today’s scenario quality candidate are in great demand and there are a plethora of
opportunities available to them. At this stage the challenge for organizations will be to build a
bond with the right candidate in the Pre- hiring stage so that it will not be long before he gets
picked up by a good firm. As such the HR. manager should naive a timely feedback to the

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candidate during the entire pre-joining process and make efforts to answer all their queries that
need to be cleared. Moreover a common characteristics in the Indian Companies.

Especially in the sector, is that it totally reject a candidate hailing from non-technical
background for technical position. However. it has been observed that man),, people from non-
technical background have performed better .Corporate need to have a strong "training and
development wing in place to recruit non-technical candidates.

The Indian companies are utilizing all opportunities to figure internationally today and thus
there is a read pool of talent waiting to be absorbed. Companies are likely to make a paradigm
shill in their existing hiring strategies as the traditional hiring strategies may not suffice in this
dynamic business environment. Express say the hiring talent in is selection oriented whereas in
India it is rejection oriented.

It has been observed that multinational likes Microsoft do not disqualify potential candidates on
qualification grounds. However many Indian companies do not have this open policy and
accommodative approach (Kumar. 2008).

The following Shows the Effective Recruitment Processes:

 Job analysis
The starting point to a recruitment effort is to perform a job analysis and or in some cases a task
analysis. To document the actual or intended requirements of the job. From these the relevant
information is captured in such documents as job descriptions and job specifications. Often a
company will already have job descriptions that represent a historical collection of tasks
performed. Where already drawn up. These documents need to he reviewed or updated to
reflect present day requirements. Prior to initiating the recruitment stages a person specification
should be finalized to provide the recruiters commissioned with the requirements and objectives
of the project.

 Sourcing

Sourcing is the use of one or more strategies to attract or identify candidates to till job
vacancies. It may involve internal and/or external advertising. Using appropriate media, such as
local or national newspapers, specialist recruitment media. Professional publications. Window
advertisements, job centre, or in a variety of ways via the internet. Alternatively. Employers

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may use recruitment consultancies to find otherwise scarce candidates who may be content in
their current positions and are not actively looking to move companies may be proactively
identified. This initial research for so-called passive candidates, also called name generation.
Results in contact information of potential candidates who can then be contacted discreetly to be
screened and approached.

Suitability for a job is typically assessed by looking for relevant skills, knowledge. Aptitude,
qualification and educational or job related experience. These can be determined via: screening
resumes, job applications: interviews. More proactive identification methods include
psychological, aptitude. Numeracy and literacy testing the testimony of references. Many
recruiters and agencies use

Applicant tracking system to perform the filtering process; along with software tools for
psychometric testing. In many countries. Employers are legally mandated to ensure their
screening and selection processes meet equal opportunity and ethical standards.

In addition to the above selection assessment criteria, employers are likely to recognize the
value of candidates who also have the so-called 'soft skills', such as interpersonal or team
leadership and have the ability to reinforce the company brand through their behavior in front of
customers and suppliers_ Multinational organizations and those that recruit from a range of
nationalities are also concerted candidates will fit into the prevailing company 'culture'

 Lateral Hiring

Lateral hiring" refers to a form of recruiting; the term is used with two different. almost opposite
meanings. In one meaning, the hiring organization targets employees of another, similar
organization, possibly luring them with a better salary and the promise of better career
opportunities_ An example is the recruiting of a partner of a law firm bi another law firm. The
new lateral hire then has specific applicable expertise and can make a running start in the new
job. In some professional branches such lateral hiring was traditionally frowned upon. But the
practice has become increasingly more common. An employee's contract may have a non-
compete clause preventing such lateral hiring.

In another meaning, a lateral hire is a newly hired employee who has no prior specific
applicable expertise for the new job, and for whom this job move is a radical change of career.

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An example is the recruiting of a university professor to become chairman of the board of a

company.

 On Boarding

"On boarding" is a term which describes the process of helping new employees become
productive members of an organization. A well-planned introduction helps new employees
become fully operational quickly and is often integrated with a new company and environment.
On boarding is included in the recruitment process for retention purposes. Many companies
have on boarding campaigns in hopes to retain top talent that is new to the company; campaigns
may last anywhere from one week to six months.

Recruitment Approaches

They are a variety of recruitment approaches and most organizations will utilize a combination
of two or more of these as part of a recruitment exercise or to deliver their overall recruitment
strategy. The five basic models more commonly found are:-

 In-house personnel or human resources function may in some case still Conduct all stages
of the recruitment process. In the smallest organizations recruitment may be left to
individual managers. More frequently whilst managing the overall recruitment exercise
and the decision-making at the final stages of the selection process external service
providers may undertake the more specialized aspects of the recruitment process.

 Outsourcing of recruitment to an external provider may be the solution for some small
businesses and at the other extreme very large organizations.

 Agencies are established as both publicly-funded services and as commercial private sector
operations. Services may support permanent, temporary or casual worker recruitment.
They may be generic agencies that deal with providing unskilled workers through to
highly-skilled managerial or technical staff or so-called niche agencies that specialize in a
particular industrial sector or professional group.

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 Executive searches firms for executive and professional positions. These firms operate
across a range of models such as contingency or retained approaches and also hybrid
models where advertising is also used to ensure a flow of candidates alongside relying on
networking as their main source of candidates.

 Internet recruitment services including recruitment Websites and job search engines used
to gather as mangy candidates as possible by advertising a position a wide geographic area.
In addition social network sourced recruitment has emerged as a major method of sourcing
candidates.

Recruitment Overview

 As the recruitment is not just about job interview, but it can be quite complex and
sophisticated HR Process, it needs a lot of attention of Human Resources. Human
Resources are usually evaluated by managers on the basis of the speed of the recruitment
process and the quality of the job candidates.
 The managers take this process as a basis provided by HR to them. They do not care about
the conditions on the job market: they just want the recruitment process to work and to
deliver the job candidates to their job vacancies. The recruitment process is very complex
and the HR Recruiters have to cover a lot of issues as this is not just about external job
candidates, but the recruitment process has to be used to staff the job positions internally.
 Indian PSU's—Some Facts. There is no universally accepted definition of Public Sector
Undertakings owing to variation in concept and scope from country to country. Public
Sector Undertaking is an activity of a business character, managed and owned, 51 percent
more by the Government Central State or local providing goods or services for a price.
Public Sector means a sector of an economy, which is owned financed. Controlled and
monitored by the government as a part of responsibility to ensure of the role of the state
"most precisely the PSUs can he defined as a productive entity or organization, which the
owned and /or controlled by Public Authorities and whose output is marketed."
 According to Public Enterprises Survey. "Public Sector in India includes all activities
funded out of _government's Budget. Hence, the size of public sector in terms of, its
coverage is noticed to the indeed quite a large. The PSUs a part of Public Sector as it

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whole and have been established as Government Companies or Statutory Corporations.

They are also called Ton-Departmental Enterprises of Central
 The role once of public sector Enterprises largely depends upon country's prevailing
political ideology, social customs, stage of economic development and need of people In a
developing economy. it calls for a deal of deliberate government planning involving
rational allocation of resources over various projects considered desirable during a given
period from the viewpoints of set objectives.

 The role of Public Sector Undertakings may differ from country obviously because of
differing situations. But the cruel bells of poverty, unemployment and inequality appear to
be the most common at least among all the less developed countries.

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CHAPTER-3

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RESEARCH METHODOLOGY

Methodology is the systematic, theoretical analysis of the methods applied to a field of study. It
comprises the theoretical analysis of the body of methods and principles associated with a
branch of knowledge.

DATA REQUIRED

1. Primary data
2. Secondary data

PRIMARY DATA

Data observed or collected directly from first-hand experience is called primary data.

Questionnaire methods are used to elicit information from employees of various hierarchy
departments.

Primary data are those which are gathered specially for the protect at hand is directly through
questionnaire and personal interaction.

SECONDARY DATA

Published data and the data collected in the past or other parties is called secondary data.

The secondary data has been collected from different books and company files and website.

The secondary data has been collected by an individual from different sources.

 Text books, research papers, journals

 Internet

SAMPLE

Simple random sample a sample random sample is a subset of a statistical population in which
each member of the subset has equal probabilities of being chosen.

Sample size: Total number of respondents is 50 only

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Sample Techniques: The technique used for the project is simple random sampling.

PRIMARY DATA COLLECTION TOOLS USED

 Questionnaire
 Face to face interview
 Opinion collection
 Telephonic interview
 Mails etc.

SECONDARY DATA COLLECTION TOOLS USED

 Reports and Feedbacks

 Company Information
 Business Journals
 Financial Statements
 Management Information system

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CHAPTER-4

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DATA ANALYSIS AND INTERPRETATION

1. Which is the best modal of Royal Enfield two wheeler?

TABLE: 01

OPTIONS NO.OF RESPONDENTS IN%

RESPONDENTS

Bullet500 48 48%

Bullet Electra 38 38%

Bullet Maschimo 8 8%

Bullet 350 2 2%

Bullet350 Classic 4 4%

TOTAL 100 100%

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Bullet500
Bullet Electra
Bullet Maschimo
Bullet350
Bullet350 Classic

Interpretation: Here above modals of Royal Enfield two wheeler out of 100 respondents, 48%
of respondents are using the Bullet500, 38% of respondents are using the Bullet Electra, 08%
of respondents are using Bullet Maschimo, and other 02 and 04% of respondents are using
Bullet350 and Bullet350 Classic Model of Royal Enfield Two Wheelers.

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2. Did the sales person spend sufficient time with you and explain everything about the
vehicle?

TABLE NO:-2

OPTIONS NO.OF RESPONDENTS IN%

RESPONDENTS

YES 72 72%

NO 28 28%

TOTAL 100 100%

Column1
YES NO

NO; 28; 28%

YES; 72; 72%

Interpretation:

Here, above out of 100 respondents , 72% of respondents are sufficient about the salesperson
spend time with them and provided information about the vehicle and only28% of
respondents are telling that they are not sufficient about the salesperson time and not provided
required information for them about vehicle.

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3. Is the vehicle delivered on promised time?

TABLE NO:03

OPTIONS NO.OF RESPONDENTS IN%

RESPONDENTS

YES 85 85%

NO 15 15%

Series 3
Series 2

YES NO

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Interpretation:

Here above out of 100 respondents, 85% respondents are satisfied with on promised time
vehicle delivered for them and other 15% of respondents are not satisfied with promised
delivery time.

4.Were you offered a test drive during the visit of showroom?

TABLENO:4

OPTIONS NO.OF RESPONDENTS IN%

RESPONDENTS

YES 80 80%

NO 20 20%

TOTAL 100 100%

Series 3
Series 2

YES NO

Interpretation:

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Here above out of 100 respondents ,60% of respondents are telling that Yes they offered test
drive while visiting a showroom and other 40% of respondents are telling that they are not
offered test derive while visiting a showroom.

5.How do you feel about Royal Enfield vehicles?

TABLE NO:-5

OPTIONS NO.OF RESPONDENT IN%

RESPONDENTS

Excellent 22 22%

GOOD 30 30%

MODERATE 18 18%

SATISFACTORY 24 24%

UNSATISFACTORY 06

06%

TOTAL 100 100%

Series 2

Series 3

NT O D TE
OR
Y
OR
Y
LLE GO ERA T T
CE C C
EX OD FA FA
M TIS TIS
SA SA
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Interpretation:

Here above out of 100 respondents, 22% of respondents are feeling Good about the Royal
Enfield, 30% of respondents are feeling Excellent about the Royal Enfield and 18% of
respondents are feeling Moderate, 24% of respondents are Satisfactory and other 06% of
respondents are Not Satisfactory about the Royal Enfield

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6. State the level of satisfaction for the service provided by ROYAL ENFIELD showroom?

TABLE NO:-6

OPTIONS NO.OF RESPONDENTS IN%

RESPONDENTS

COMPLETLY SATISFIED 08 08%

SATISFIED 34 34%

DISSATISFIED 18 18%

NOT AT ALL 14 14%

SATISFIED

NEITHER 26 26%

SATISFIEDNOR

DISSATISFIED

TOTAL 100 100%

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Series 2
Series 3

IED IED IED IED IE

IT SF IT SF IT SF IT SF TISF
A
A SA A A SS
LYS DI
SS LLS DI
ET
E
T A OR
PL TA IED
CO
M NO IT SF
SA
ER
IE TH
N

Interpretation:

Here above out of 100 respondents Satisfaction for the Service provided by ROYAL
ENFIELD showroom, 08 % of respondents are completely satisfied , 34% of respondents are
satisfied , 18% of respondents are Dissatisfied and 14% of respondents are Not At All satisfied
other 26% of respondents are Neither satisfied Nor dissatisfied for the service of ROYAL
ENFIELD Showroom

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7. Whether brand name plays important role in purchase of Royal Enfield?

TABLE NO:-7

OPTIONS NO.OF RESPONDENTS IN%

RESPONDENTS

YES 40 40%

NO 60 60%

TOTAL 100 100%

Series 2
Series 3

Interpretation:

Here above out of 100 respondents, 40% of respondents are Agree YES brand name
plays important role while purchase of Royal Enfield and other 60% of respondents are not
Agreed for Brand plays important role while purchase of Royal Enfield.

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8. What are the reasons to purchase Royal Enfield?

TABLENO:-8

OPTIONS NO.OF RESPONDENTS IN%

RESPONDENTS

MILEAGE 55 55%

LOW 10 10%

MAINTENANCE

BRANDNAME 20 20%

PRICE 15 15%

TOTAL 100 100%

Series 2
Series 3

MILEAGE LOW MAINTEANCE BRAND NAME PRICE

Interpretation:

Here above out of 100 respondents, the reason to purchase Royal Enfield is 55% of
respondents are purchasing by good Mileage, 10% of respondents are by Low maintenance,
20% of respondents are purchasing by Brand and other 15% are by Price of Royal Enfield

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9. Do you think that Sales Promotional Activities that are adopted by ROYAL ENFIELD are
according to the Consumer Perceptions?

TABLE NO:-9

CRITERIA NO.OF RESPONDENTS IN%

RESPONDENTS

YES 50 50%

NO 30 30%

Not right now 20 20%

TOTAL 100 100%

Series 2
Series 3

YES NO NOT ROGHT NOW

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Interpretation:

Here above out of 100 respondents, 50% of respondents said YES for sales promotional
Activities according to the customer perception and 30% of respondents are said NO other
20% of respondents are said NOT RIGHT NOW for sales promotional Activities according
to the customer perception.

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10. Does Sales Promotion Activities of ROYAL ENFIELD are better than others?

TABLE NO:-10

CRITERIA NO.OF RESPONDENTS IN%

RESPONDENTS

YES 64 64%

NO 36 36%

TOTAL 100 100%

Column1

NO; 36; 36%

YES; 64; 64%

Interpretation:

Here above out of 100 respondents, 64% of respondents are Said YES for Sales
promotion activities are better than others and other 36% of respondents are not Agreed for
Sales promotion activities are better than others.

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CHAPTER-5

FINDINGS

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 Royal Enfield has finite recruiting and training procedures.

 In Royal Enfield there are quality circles which can motivate employee and employer
has finite recruiting and training procedures relationship.

 Royal Enfield conducts R&D, in developing marketing strategies and products,

whichare near to customer preferences and tastes.

 This segment is the initial cause for the sustainability of Royal Enfielda leader in the
marketof passenger bikes.

 As Royal Enfield is a company which consists of Indian government's capital, it

follows lawful and ethical practices impractically in accounting its finance.

 This company at most reaches the standard ratio in every ratio every year.

SUGGESTIONS

 Royal Enfield Company must give medical facilities and leave facilities to employees.
 Personality and leadership training should be given to the workers.
 Show room demonstration should be given at frequent time interval and feedback
should be considered positively.
 The marketing managers should make better relations with dealers and reputation of
the company.
 Customer considers quality as their first preference, so the company should give more
importance on customers.

CONCLUSION

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Finally that by analyzing to conclude that by analyzing the organization study analysis of
Royal Enfield Bellary.

By doing this internship of Organization Study came to know a brief knowledge and
experience of that how to manage everything in organization in all departments According to
this internship I came to know that from the analysis of organization study the organization is
smoothly running by satisfying the customer’s needs and wants during the period of study. So
the organization should focus on customers to gain profits in the coming years by taking care
of internal as well as external factors.

Finally it was a good learning experience during my study period in the bank and I think to
Royal Enfield to help me in my project by spending their precious time

Bibliography

 www.royalenfield.com

 HR manual

 Hiring for attitude-Mark Murphy

 Journals

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Questionnaire

1. Are you satisfied with the Recruitment process by which you are selected?
a) Yes b) No

2. What are the sources for recruitment and selection?

a) Internal b) External c) Both

3. Are you satisfied with the salary package?

a) Satisfied b) Good c) Average d) Unsatisfied

4. Are you satisfied with your current job?

a) Yes b) No

5. Since how many years have you been working with in Royal Enfield?
a)0-5 years b) 5-10 years
c)10-15 years d) More than 15 years

6. Which is the most important quality the organization looks for in a candidate?
a) Knowledge b) Past Experience

c) Discipline d) Team work ability

7. How do you rate the selection policy of the organization?

a) Good b) Average c) Poor

8. Is the resume screening and short listing method used by the Royal Enfield for

Recruitment is satisfactory?

a) Yes b) No

9. Which are the following selection procedures and methods followed by Royal
Enfield?

a) Aptitude test b) Personal Interview

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c) Written test d) Practical test

10. Are you satisfied with the induction and orientation programmed in Royal Enfield?

a) Yes b) No

11. What is your opinion on the selection procedure of the corporation?

a) Very fair b) Fair c) Unfair d) No opinion

12. Does the organization strictly following promotional policies?

a) Always b) Sometimes c) Never

13. What is the mode of promotion in your organization?

a) Seniority b) Merit c) Both seniority & Merit d) No promotion

14. Did you sign any bond or contract while joining the organization?

a) Yes b) No

15. What source you adopt to source candidates?

a) Employee referral b) Campus Recruitment

c) Advertising d) Job portals

16. What is the Average time spent by HR department during recruitment?

a) 10 minutes b) 10-20 minutes

c) 20-30 minutes d)More

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