HR-Recritment & Selection Toyota

A Study On Recruitment And Selection Process
A PROJECT ON
RECRUITMENT AND SELECTION PROCESS IN
VIVA TOYOTA PRIVATE LIMITED BANGLORE
INDEX
SN PARTICULARS PAGE NUMBER

O
1. INTRODUCTION Page 2 - Page 8
2. INDUSTRY PROFILE Page 9 - Page 17
3. COMPANY PROFILE Page 18 - Page 35
4. REVIEW OF LITERATURE Page 36 - Page 55
5. RESEARCH METHODOLOGY Page 56 - Page 61
6. DATA ANALYSIS AND Page 62 - Page 80
INTERPRETATION
7. FINDING AND CONCLUSION Page 81 - Page 85
8. ANNEXURE Page 86 - Page 90
9. BIBLGRAPHY AND Page 91
WEBLIOGRAPHY
Page 1
INTRODUCTION
HUMAN RESOURCE:
Human resource is important for the success of any company. Human resources
are the wealth of any organization which helps in achieving the goals of the
organization. It reflects a new outlook which reviews organizations manpower as its
resources and assets.
The human resources are the most important assets of an organization. The
success or failure of an organization is largely dependent on the caliber of the
employees working there in. Without positive and creative contributions from people,
organizations cannot progress and prosper. In order to achieve the goals or the
activities of an organization, therefore, they need to recruit people with requisite
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skills, qualifications and experience. While doing so, they have to keep the present as
well as the future requirements of the organization in mind.
Recruitment:
Recruitment is distinct from Employment and Selection. Once the required

number and kind of human resources are determined, the management has to find the
places where the required human resources are/will be available and also find the
means of attracting them towards the organization before selecting suitable candidates
for jobs. All this process is generally known as recruitment. Some people use the term
“Recruitment” for employment. These two are not one and the same. Recruitment is
only one of the steps in the entire employment process.
Some others use the term recruitment for selection. These are not the same
either. Technically speaking, the function of recruitment precedes the selection
function and it includes only finding, developing the sources of prospective employees
and attracting them to apply for jobs in an organization, whereas the selection is the
process of finding out the most suitable candidate to the job out of the candidates
recruited.
Hiring a professional by first understanding the exact skill set and then
matching it with the various applicant’s resumes and then short listing and screening
the best fit out of the lot is what is required. Understanding determining factors like
education background certifications skills and domain type of industry work
experience etc for hiring or recruiting a right professional.
DEFINITION
Recruitment is defined as, “a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient workforce.”
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Edwin B. Floppy defined recruitment as “the process of searching for

prospective employees and stimulating them to apply for jobs in the organization”.
In order to attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond. To be cost effective, the recruitment
process should attract qualified applicants and provide enough information for
unqualified persons to self-select themselves out. Thus, the recruitment process
begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected.
SELECTION
Introduction
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
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.
PURPOSES AND IMPORTANCE
The general purpose of recruitment is to provide a pool of potentially qualified

job candidates. Specifically, the purposes are to:
 Determine the present and future requirements of the organization in

conjunction with its personnel-planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
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 Help increase the success rate of the selection process by reducing the 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.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates.
 Induct outsiders with a new perspective to lead the company.
 Develop an organizational culture that attracts competent people to the
company.
 Search or head hunt/head pouch people whose skills fit the company’s values.
 Devise methodologies for assessing psychological traits.
 Search for talent globally and not just within the company.
 Design entry pay that competes on quality but not on quantum.
 Anticipate and find people for positions that do not exist yet.
 Increase organizational and individual effectiveness in the short term and long
term.
 Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a
company, and eventually decide whether they wish to work for it. A well-planned and
well-managed recruiting effort will result in high-quality applicants, whereas, a
haphazard and piecemeal effort will result in mediocre ones. High-quality employees
cannot be selected when better candidates do not know of job openings, are not
interested in working for the company and do not apply.
The recruitment process should inform qualified individuals about employment

opportunities, create a positive image of the company, provide enough information
about the jobs so that applicants can make comparisons with their qualifications and
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interests, and generate enthusiasm among the best candidates so that they will apply
for the vacant positions.
The negative consequences of a poor recruitment process speak volumes about

its role in an organization. The failure to generate an adequate number of reasonably
qualified applicants can prove costly in several ways. It can greatly complicate the
selection process and may result in lowering of selection standards. The poor quality
of selection means extra cost on training and supervision. Furthermore, when
recruitment fails to meet the organizational needs for talent, a typical response is to
raise entry-level pay scales. This can distort traditional wage and salary relationships
in the organization, resulting in avoidable consequences. Thus, the effectiveness of a
recruitment process can play a major role in determining the resources that must be
expended on other HR activities and their ultimate success.
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
employee’s 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.
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The overall aim of the recruitment and selection process is to obtain the
number and quality of employees that are required in order for the business to achieve
its objectives.
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INDUSTRY PROFILE
INTRODUCTION
With the start of industrial revolution in India around 17th and 18th century gave
rise to growth of establishment of industries in India. Right from that stage industries
have been developing.
With the increasing growth in demand on back of rising income, expanding

middle class and young population base, in addition to a large pool of skilled
manpower and growing technology, will propel India to be among the world's top five
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auto-producers by 2015.India is also one of the key markets for hybrid and electric
medium-heavy-duty trucks and buses.
India is an extremely important market for Hyundai. The Indian automobile

sector is poised for steady and strong growth in the future. The Indian automobile
industry holds good growth potential for the mid-term and long term horizon, as per
Mr. Bo Shin Seo, MD and CEO, Hyundai Motor India Ltd (HMIL).
Moreover, Ford Motor Co plans to convert India into global production centre
for compact cars, once its Sanand plant in Gujarat comes on stream in 2014, under a
project codenamed B562 that may induce three different compact cars from the same
platform.
KEY STATISTICS
The Indian automobile industry produced a total 1.69 million vehicles

including passenger vehicles, commercial vehicles, three wheelers and two wheelers
in August 2013 as against 1.56 million in August 2012, registering a growth of 8.18
percent over the same month last year.
The cumulative Foreign Direct Investment (FDI) inflow into the Indian
automobile industry during April 2000 to July 2013 was recorded at US$ 8,932
million, amounting to 4.5 per cent of the total FDI inflows (in terms of US$), as per
data published by Department of Industrial Policy and Promotion (DIPP), Ministry of
Commerce.
The overall automobile exports grew by 2.03 per cent during April-August
2013. Furthermore, the production of passenger vehicles in India was recorded at 3.23
million in 2012-13 and is expected to grow at a Compound Annual Growth Rate
(CAGR) of 13 per cent during 2012-2021, as per data published by Automotive
Component Manufacturers' Association of India (ACMA).
MAJOR DEVELOPMENTS & INVESTMENTS
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 Hero MotoCorp plans to establish 20 manufacturing and assembly facilities to

expand its presence across 50 countries by 2020.
 Nissan Motor India, the Indian unit of Japanese auto maker Nissan Motor Co
Ltd, has entered into an agreement with Ennore Port Ltd (EPL), to export at
least 60,000 cars a year through the port for the next 10 years.
 TVS Motor Co plans to launch two new motorcycle models in the Kenyan
market. These motorcycles will be specific to the Kenyan markets in terms of
usability, reliability and durability. Moreover, the firm also plans to set up a
two-wheeler assembly line in Uganda and will also launch two motorcycle
models in the African nation.
 HMIL has invested US$ 2 billion in two state-of-the-art passenger car
manufacturing facilities in India. Moreso, India contributes 25 per cent of the
firm’s global sales.
 Mahindra & Mahindra (M&M) plans capital expenditure and investments
worth Rs 10,000 crore (US$ 1.63 billion) over the next two years.
 Maruti Suzuki India Ltd (MSIL) is setting up an operational integrated research
& development (R&D) centre in Rohtak, Haryana. The test tracks at the new
facility would be longer and considerably enhanced in technical capabilities
than the ones at the Suzuki Motor Corp (SMC) facility in Japan.
 Tech Mahindra has signed an agreement with Volvo Car Corporation. The IT
company will provide Volvo with a service to maintain and develop a range of
applications that can increase efficiency and reduce costs.
 Isuzu Motors India plans to start contract manufacturing of its Sports Utility
Vehicles (SUV) and pick-up trucks at Hindustan Motors' (HM) Chennai plant
from December 2013.
Daimler India Commercial Vehicles (DICV) has expanded its network across the
country. The company plans to establish Government Initiatives
INITIATIVE FROM GOVERNMENT
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The Government of India plans to introduce fuel-efficiency ratings for

automobiles to encourage sale of cars that consume less petrol or diesel, as per
Mr.VeerappaMoily, Union Minister for Petroleum and Natural Gas, Government of
India.
The Union Budget 2013-14 added some incentives to the industry. The analysis
by Deloitte on the Union Budget highlighted the following points:
 The period of concession available for specified part of electric and hybrid
vehicles till April 2013 has been extended up to March 31, 2015
 The basic customs duty (BCD) on imported luxury goods such as high-end
motor vehicles, motor cycles, yachts and similar vessels was increased. The
duty was raised from 75 per cent to 100 per cent on cars/ motor vehicles
(irrespective of engine capacity) with CIF value more than US$ 40,000; from
60 per cent to 75 per cent on motorcycles with engine capacity of 800 cc or
more and on yachts and similar vessels from 10 per cent to 25 per cent
 In addition, an increase in excise duty from 27 to 30 per cent has been allowed
for SUVs with engine capacity exceeding 1,500 cc, while excise duty was
decreased from 80 to 72 per cent, in case of SUVs registered solely to be used
for taxi purposes
 An exemption from BCD on lithium ion automotive battery for manufacture of
lithium ion battery packs for supply to manufacturers of hybrid and electric
vehicles
 The excise duty on chassis of diesel motor vehicles for transport of goods
reduced from 14 per cent to 13 per cent
The Government of India allows 100 per cent FDI in the automotive industry
through automatic route. The Government also plans to accelerate the supply of
electric vehicles over the next eight years. It is expected that there will be a demand
for 5-7 million electricity-operated vehicles by 2020.
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With special focus on exports of small cars, MUVs, two & three wheelers and
auto components; the automotive sector’s contribution to the gross domestic product
(GDP) is expected to double reaching a turnover worth US$ 145 billion in 2016,
according to the Automotive Mission Plan (AMP) 2006-2016.
ROAD AHEAD
India is probably the most competitive country in the world for the automotive
industry. It does not cover 100 per cent of technology or components required to make
a car but it is giving a good 97 per cent,” highlighted Mr.VicentCobee, Corporate
Vice-President, Nissan Motor’s Datsun.
The vision of AMP 2006-2016 sees India, “to emerge as the destination of
choice in the world for design and manufacture of automobiles and auto components
with output reaching a level of US$ 145 billion; accounting for more than 10 per cent
of the GDP and providing additional employment to 25 million people by 2016.”
INDIA: THE GLOBAL AUTO HUB
The automotive supplier firm Cooper Standard inaugurated a manufacturing

facility at Bawal in Haryana, which will initially manufacture rubber sealing and trims
for Volkswagen models in India, at an investment of around US$ 7 million. The total
estimated market for sealing and trim in India is estimated to reach US$ 180 million
and fuel and brake delivery market is estimated to be worth US$ 125 million. “The
Indian automotive industry is robust and we foresee higher demand for our products”
said Mr. Jeff Edwards, Chairman & CEO, Cooper Standard.
NMB-Minebea India Pvt Ltd, a wholly-owned subsidiary of Minebea Co Ltd

(Minebea), a global manufacturer of miniature and small-sized bearings and precision
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components, announced commencement of its operations in Gurgaon, India. The

component maker foresees large market potential for its products range.
Tenneco, a US$ 7.4 billion firm headquartered in Lake Forest-Illinois in the

US, opened its DynaChrome high speed hard chromium plating facility for piston rods
at its Hosur plant in Tamil Nadu (TN).
Malaysia's Petronas is setting up a lubricants' plant near Mumbai with the aim
of capturing a greater share of the growing Indian lubes market that is expected to
touch nearly US$ 8 billion by 2017. India is the fifth largest lubricants market in the
world.
Tide Water Oil has decided to re-launch the brand Veedol in European
markets, including Germany, Austria and Switzerland.
The cumulative FDI inflow into the Indian automobile industry during April
2000 to July 2013 was recorded at US$ 8,932 million, amounting to 4.5 per cent of the
total FDI inflows (in terms of US$), as per data published by Department of Industrial
Policy and Promotion (DIPP), Ministry of Commerce, Government of India.
KEY DEVELOPMENTS & INVESTMENTS
 Auto component major Anand Automotive plans to invest Rs 1,200 crore (US$
194.45 million) over the next five years on new product development and
capacity expansion.
 Base Batteries plans to spend Rs 1,000 crore (US$ 162.07 million) over four
years to set up new plants and expand existing ones at Hosur, TN and Solan,
Himachal Pradesh. The organized automobile batteries market is estimated at
Rs 4,000 crore (US$ 648.28 million).
 KLT Automotive & Tubular Products, manufacturers of chassis and related
components, will invest over Rs 320 crore (US$ 51.86 million) in setting up
two chassis manufacturing units in Chennai and Sri City and will also expand
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their existing unit. The Sri City unit will meet the needs of the Japanese OEMs
setting up manufacturing units there.
 A Raymond inaugurated its first plant in India, at Chakan, Pune with an
investment of US$ 7 million. The new plant will manufactures various plastic
fasteners like rib locks, trim clips, cable straps etc. All these components will
primarily cater to the Indian and global passenger car and utility car segment.
 Greaves Cotton Ltd will supply single cylinder diesel engines to power TVS
Motor’s three-wheeler auto-rickshaws.
AUTOMOBILE REGULATION IN INDIA
The Indian automobile industry is the tenth largest in the world. It has an
annual production of approximately 2 million units. India is set to be a key role in
automotive sector. There has been a sustained growth in the automotive sector of India
following the economic reforms of 1991 which opened up 100 percent Foreign Direct
Investment in this sector. The industry has been growing annually at 20 per cent.
The automotive regulations in India are governed by the Ministry of Shipping,
Road Transport & Highways (MSRT&H) and other ministries such as Ministry of
Environment & Forests and Ministry of Petroleum & Natural Gas also have a vital
role in the formulation of automotive regulations and standards in India.
The major acts governing the automotive sector in India are:

 Motor Vehicles Act, 1988 (MVA)
 Central Motor Vehicles Rules 1989 (CMVR)
MSRT&H has constituted some committees are formed to advise the ministry on
Safety and Emission Regulations. These are:
 Central Motor Vehicles Rules-Technical Standing Committee (CMVR-TSC)
 Standing Committee on Implementation of Emission Legislation (SCOE)
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Central Motor Vehicles Rules-Technical Standing Committee (CMVR-TSC)

was formulated to receive draft recommendations from other committees, such as
Automotive Industry Standards Committee and Bureau of Indian Standards, and to
finalize and approve safety recommendations made by such committees.
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COMPANY PROFILE
COMPANY PROFILE
VIVA TOYOTA
Viva Toyota is a part of shodha group of Toyota which started its first
operation in Hubli during April 2001. Shodha Toyota Started its 2 nd operation at
Belgaum, during Oct 2010.
Viva Toyota started its first Operation in Bangalore during Jan 2011.
The shodha groups of companies are as follows:
 Dhruvesh Meta steel industrial plant and machinery in 2001.

 Dhruvesh Honda two wheeler dealership in 2002.
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 Viva Toyota Toyota car dealership in 2011.

 Dhruvesh ventures multi branded pre owned cars showroom in 2013.
Viva Toyota aims to play a major role in establishing Toyota brand and its standard in
and around Bangalore. Viva Toyota’s growth since inception can be attributed to one
simple yet important aspect of its business philosophy “Putting the Customer first”. Viva
Toyota has the sales record in new Toyota cars, True Value cars, Toyota Genuine
Accessories, Customer Satisfaction Index and Sales Satisfaction Index that has also
contributed to Viva Success.
VISION
We share a passion to build an emphasis brand focused on individual and business
needs to achieve organization excellence as a sustainable competitive advantage.
MISSION
 To recruit retain and develop a highly competitive diverse workforce that supports
the mission, vision and values of Viva Toyota.
 Total Customer Satisfaction is our Mission. To achieve this, we will always strive
to improve Processes continuously and deliver Quality Service as per Customer
needs and thus build.
Shri.V.R.Deshpande memorial trust is a sister concern organization and also a

proud partner of Toyota as T-TEP (Toyota-Technical Education Program) Institute, to
develop career for rural students.
The journey of Viva Toyota in reaching this position took a long time. It travelled
a long journey to reach this position. In the initial it established its 3s facility showroom
in Hubli on 28th April 2001. Secondly in 3s facility showroom Belgaum on 30 th October
2010. It established first sales 1s facility showroom in Hebbal on 24 th January 2011 which
deals with only with the sales of Toyota cars. On the same day it opened 1s and 2s facility
stations in Hebbal and Kogilurespectively. It started its 3s station at Hunsemaranahalli on
18th Feb 2012. 2s station at Kogilu deals with service and spare parts of the cars and
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where as 3s station at Hunsemaranahalli operates all the three functions i.e., sales, service
and spare parts.
YEAR NAME OF BRANCH LOCATION
2001 Shodha Toyota Hubli
2010 Shodha Toyota Belgaum
2011 Viva Toyota(1s) Hebbal
2011 Viva Toyota(2s) Kogilu
2012 Viva Toyota(3s) Hunsamaranahalli
Shodha Toyota's concerned company v-trust deals with sales of old cars i.e.,
buying old cars from customers and selling them. The cars are also renovated only if
needed. This experiment yielded a good result to them.
TOYOTA WAY OF RESPECT -“SAN”

SAN is a Japanese word which will be used to respect the individuals. In Toyota
group each employee is recognized and is given respect irrespective of the gender by
using a common word ‘SAN’. In English “Mr.”, “Miss”, “Mrs.” is used as title to call any
person with respect.
EX: English = Mr. Santhosh, Mrs.Nandini
Japan = Santhosh San, Nandini San
Each employee being a group of Toyota family follows the way of respecting the
individual and practices the same.
FACILITIES IN VIVA TOYOTA:

Viva Toyota Private Limited provides the entire range of products and services
avail-able in the Indian Toyota market. Viva is the pioneers of new and services available
in the Toyota. The main aim of Viva is to increase sales and provide quality service for
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customer satisfaction. There are three major facilities providing by the Viva Toyota for
the customers and they are categorized as follows.
SALES OUTLETS
Viva has its own authorized service network divided in to certain sections for ease
cures of Toyota owners. There are service divisions, Toyota genuine parts division,
vehicle sale division, Toyota insurance renewal division, Toyota accessories division and
Toyota true value exchange division.
SERVICE OUTLETS
Viva Private Limited has about 6 service network available through Karnataka for
immediate service work. All workshops are ideally located in all the cities. Expertise
service personnel will be helping the vehicle problems. Breakdown, accident recovery
vehicles are available to you round the clock. Viva had the facilities for insurance
renewal.
SPARE PARTS
Communications plays very important role for running spare parts operations
effectively and efficiently. Viva Toyota spare parts department got with online
transactions. It connects TKM and Viva branch spare parts. Network spare parts
availability and other spare parts related enquiry can check with through network system.
DIFFERENT FUNCTIONS AND THEIR ROLES

The different functions of Shodha/Viva Toyota are:
 Finance
 Human resource
 Training
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 IT
 Insurance
 Customer Relations
 Retail Finance
 Marketing
FINANCE
All the financial activities are under the direct control of executive director. Chief
Accountant Officer is in-charge of all money transition in each department. The team of
finance and accounts record each and every transaction with the help of system. Special
accounting packages like tally and excel are used by the organization for recording
monitory transactions. This department also deals with financial and budgetary control,
accounting of expenditure on works, costing of services and operation of facilitate cost
control, property, lease infrastructure, cost of stock, payment of salary, managing funds,
incentives and remuneration preparation of budget, appropriation of accounts, treasury
management, custody of funds, internal and external records, debt administration,
statutory and tax reports etc. the company also manages Inventory Funding as per the
requirements of Toyota Kirloskar machines (T.K.M).
OBJECTIVES:
 Profit Maximization
 Wealth Maximization
THE MAIN ACCOUNTING PROCESS THAT ARE PERFORMED IN VIVA
TOYOTA:
 Payment to suppliers.
 Purchasing invoice records.
 Making the notes of payments received from clients.
 Closing of receivable invoices.
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TRAINING
Training is the process of increasing the abilities of the employees for the current
and also for the future jobs in the organization. Training helps the employee to increase
his capabilities and also helps the organization to extract the maximum from the
employees. Viva Toyota follows the training techniques of Toyota Kirloskar machines
(T.K.M). Training is given to fresh employees for a time period of 2-3 months.
The other training functions undertaken by Shodha/Viva Toyota are:
 Product Training for Sales & Marketing Team and conduct online test for
knowledge development as per TKM.
 Conducting Soft skill training to all Sales officers & Marketing Officers.
 Record monthly update in T2S - Toyota Software on Sales Team Training of
Knowledge Index and Coverage Index levels.
 Maintain training Management Information System of each individual.
INFORMATION TECHNOLOGY
Viva Toyota also gives a major importance to information technology by

providing systems and software to all the employees as per the requirements.Lease Line
connectivity to Toyota Server to access Toyota Software like I-Crop (Intelligent
Customer Relation Optimization Program), CTDMS (Centralized Toyota Dealer
Management System), T2S (Toyota Sales Society) related to Sales, Service, CRM & HR
to update our dealer data.
INSURANCE
The next important department is insurance department. This department takes

care of the insurance of new cars and old cars.
MOTOR VEHICLE INSURANCE

At Toyota Insurance we understand that vehicle is a critical part of our life, so they
can offer us reliable and cost effective protection in case the unexpected happens. We can
choose from two levels of motor vehicle insurance cover:
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 Comprehensive
 Third Party Liability
COMPREHENSIVE
Comprehensive Motor Vehicle Insurance policy provides for the replacement of
Toyota with a brand new one if it becomes a total loss, so long as it is less than 3 years
old and it has travelled less than 100,000kms.
In addition, Viva provide a Genuine Toyota parts replacement promise for Toyota
vehicles less than 5 years old and a Genuine Toyota Quality Repair Guarantee on all
authorized repairs, for as long as you remain the owner of the vehicle.
The following are some of the coverage points covered in comprehensive insurance:
 Natural Calamity
 Man Made Calamity
 Personal Accidents
THIRD PARTY LIABILITY
The main difference between third party insurance and a comprehensive
Toyota insurance is that the comprehensive insurance includes all the coverage that
the third party insurance will provide. As a result, these policies protect you from the
negative effects of any kind of legal action taken against you by another person
involved in the accident. The coverage also includes damage to another person’s
property.
Viva Toyota has coordination with all the bankers related to auto finance related
process. With this facility customers have a choice to choose according to their liking.
Viva Toyota also generatesrevenue by promoting various Auto Insurance products. Viva
Toyota maintains Coordination with Account Dept. for all the claim settlements and
payout receipts in time.
CUSTOMER RELATION
Customers are the base for any organization. Without customers no company can
exist in the business world. Knowing this Viva Toyota gives a vital importance to
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customer satisfaction. It takes care that the customers are satisfied and a comfortable
environment is created right from the entry point. Viva Toyota interacts with the
customers and collects the feedback on post sales and post service. Management interacts
timely with the concerned department in satisfying the customer and increasing the sales
of the company. It also organizes customer meets to know about which level customers
are satisfied with the services rendered by Viva Toyota. Management believes in the
following:
Performance – Expectations = Customer Satisfaction
RETAIL FINANCE
All the financial activities are under the direct control of executive director.
Chief Accountant Officer is in-charge of all money transition in each department. The
team of finance and accounts record each and every transaction with the help of
Management Information System. This department also deals with financial and
budgetary control, accounting of expenditure on works, costing of services and
operation of facilitate cost control, property, lease infrastructure, cost of stock,
payment of salary, managing funds, incentives and remuneration preparation of
budget, appropriation of accounts, treasury management, custody of funds, internal
and external records, debt administration, statutory and tax reports, revenue generation
by auto finance related process.
OBJECTIVES:
 Profit Maximization
 Wealth Maximization
The main accounting process that are performed in Viva Toyota:

 Payment to suppliers
 Purchasing invoice records.
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MARKETING
According to American marketing association, marketing is the performance of
the business activities the direct the flow of goods and services from the producer to
customer or the user. Marketing involves all the activities involved in the creation of
place, time and pos-session utilities. Marketing is a process of making goods means
cars useful to the society.
It can be used as:
 A concept (understanding needs and responding)
 A process
 A function (analyzing market opportunities, planning, implementation, control
etc)
 A series of techniques (a blend of behavior and management science)
In Toyota, marketing is come under sales department, marketing is an important
tool for sales otherwise it leads to failure. Advertisements, Displays are some of the
tools of marketing. And some special schemes and discounts offered by Toyota are
some of the normal techniques used to attract the customers.
Marketing also include test driving this helps the customers to know about the car
and its mileage etc and also the facilities and features of the car. Through marketing,
the sales executive develops a good contract between the customers this helps to buy
cars from Toyota again; goods contact between the companies. This helps to the
success of the company.
Marketing in Toyota focuses on car sales and services. It deals with display of cars
also. The main aim of Indus is to satisfy and delight the customers. It surrounded by
needs of a customer, focuses on delivering value to the customer. Modern marketing
concept helps to study the needs, desires and preferences of customers. In
Toyotacustomers are king. The two main objectives of modern marketing concepts are
customer satisfaction and profit maximization.
HUMAN RESOURCE MANAGEMENT
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For any organization human resource plays a major role in making the
company successful and helps to develop the organization. Viva Toyota treats the
human resource as its major sector and tries to develop it. Viva Toyota is highly
successful in management its productive human asset. Mutual understanding between
the management and workers is appreciable in of the matter of the attainment of
company’s ultimate goal.
Viva Toyota looking is a forward looking organization, committed to identify, train,
develop and sustain its human resource in such a manner so as to integrate the
individual career aspiration of its executives with the fulfillment of the objectives.
Towards this, Viva Toyota accepts basically that of fair, equitable and performance
oriented policy with respect to its human resource.
The principal component of an organization is its human resource. So
managing human resources efficiently and effectively is the important function of an
HR Department.
RECRUITMENT AND SELECTION

Recruitment is process of searching the candidates for employment and
stimulating them to apply for jobs in the organization. After having determined the
number and kinds of personnel required the personnel manager of the organization
proceeds with the identification of the source of recruitment and finding suitable
candidates for employment. Viva Toyota use both internal and external source of
recruitment according to the nature of the post vacant.
Selection involves a series of step by which candidates are screened for
choosing the most suitable person for vacant post. The process of selection leads to
employment of person who process the ability and qualification to perform the job
which leave fallen vacant in the organization. It divide the candidate for employment
in to two categories namely those who will be offered employment and those who will
not be, this process should be called rejection.
Training and Development:
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After newly appointed employees have joined the organization the next phase
of program is to impart necessary training to them. The need for the training arising in
the company due to changing technology, quality conscious customers, greater
productivity stable work force, increased safety and better management. Viva Toyota
follows the training techniques of Toyota Kirloskar machines (T.K.M). Training is
given to fresh employees for a time period of 2-3 months.
PERFORMANCE APPRAISAL:
People differ in their abilities and aptitudes. These difference are natural to
great ex-tend cannot be eliminated even by giving the same basic education and
training to them. The basic purpose of performance appraisal is an employee is
observed by his supervisor at the time of work.
AWARDS AND ACHEIVEMENT:

 “BEST NEW DEALER” in the year 2001
 First Toyota dealer to be awarded ISO 9001:2000 certified by RWTUV
Germany in the year2002
 Best dealer in TDMS in 2002
 Best dealer in customer service at all India level in 2003-04 and 2006
 Best dealer in C- category in 2008
 Triple star dealer rating at all India level in 2008 and 2009
PROGRAMMES CONDUCTEDBY THE ORGANISATION:

 Blood donation camps
 International women’s day celebration
 Medical check-up
 Dealer foundation day
 Annual day
 Traditional day
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EMPLOYEE DELIGHT PROGRAMME:

 “SANTHE”
 Essential asset user scheme
 Employee common fund
 Canteen facilities
 Team building activities
 Family get-together
RECRUITMENT AND SELECTION PROCESS IN VIVA TOYOTA

Recruitment refers to the process of attracting, screening, and selecting
qualified people for a job. For some components of the recruitment process, mid and
large-size organizations often retain professional recruiters or outsource some of the
process to recruitment agencies.
The importance of having a structured recruitment is to hire the right person to

the right job efficiently, and this in turn will reduce the cost of wrong hiring. Below
are the structured recruitment steps.
Manpower Planning
 Man power planning in Human Resource Management is a core factor.

 To meet the business requirements, the sufficient manpower should be
recruited to meet the business targets.
 The requirement of manpower will be discussed and arrived with the each
Department Heads based on the job description.
 Total Business Target will be divided by multi department based on the
business support and to comply / meet the common goal with multi job
description, the requirement of team for each department will be finalized with
Technical &Non Technical members.
Sourcing Candidate
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Sourcing of candidates through various sources like:
 Paper Advertisement,
 TV Scroller Advertisement
 Manpower Consultants
 Direct Walk-Ins / CV through e-mail to recruitment team
 Employee Referrals
 Campus Recruitment
 Job Portals
Screen the Candidates
The candidates will not have any criminal background. The candidates will not
have any physical disability which prevents or hinders him/ her from performing the
task. But if the disability is not related to the responsibility which is being selected for,
such candidates may be given preference.
 Age: The candidate will be of a minimum age of 18 years, completed as on the

date of recruitment
 Experience: An experience person will add value to the system. However a
fresher with relevant qualification can also be hired
 Appearance: Presentable in front of a customer who is well groomed (Though
primarily there is no criteria for a candidate‘s appearance, thought should be
given to the type of person, however they should not appear overweight and
look uncomfortable while working or in working apparel, should appear
healthy, bright and hygienic.)
 Health: To ensure safety for the dealership and their staff, keeping in mind the
type of efforts required for housekeeping cleaning physical and maintenance
responsibilities, candidates will have to declare themselves free of any diseases
at the time of joining orin relevant cases, even with a history.
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Candidates with history or inclination of anti–establishment activities, trade union

association, political affiliation, holding public or government association membership
are strictly not recruited at any level of the company and a distinguishable marking is
made on his /her resume for future reference
Post screening, candidates has to be asked to fill the employment application form.
Short-List of Candidates
Sales Related staff has to be given Test on Psychometric & Analytical. If they
could score 85% on Psychometric & 9 points on Analytical will be qualified for next
level of interview.
For support staff an IQ test will be conducted to understand his IQ level before
preceding the next level of interview.
Final Selection of Candidates
To Finalize Team leader & Supervisory level candidate a Panel comprising of

HR, Function Head /CEO / DP should take interview and arrive decision post
interviewing a set of candidates who can be fit for our organization who can add value
to system etc.,
Releasing Offer Letter
Based on the position budget and current cost of the candidate, organization
will decide the affordable value which will be communicated to the candidate after
collecting necessary supporting like his current salary / position proof details.
The offer letter will consists of Offered Position, Date on which he is expected
to Join and what is the offer Salary and what are all the documents are required to
bring at the time of reporting for duty.
Joining Formalities
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On the day of joining, a Joining kit will be issued to him which contents of all
Statutory and benefits forms which need to be filled by the employee.Provision will be
made and available to the new joiners like Uniform, Basic Stationery and Job
description.
PROCESS OF RECUITMENT AT VIVA TOYOTA:
The HOD and the manager first find the vacant position in the company and try
to find the right person for the right job at right time. Later the management finds
number of vacant positions in the company. After finding number of vacant positions
the management raises a requisition for man power duly approved by the HOD or
authorized manager.
Process of Recruitment at VIVA TOYOTA
Determine the Vacant position (By the HOD, Manager and TL)
Determine the No of positions Vacant
Raise a requisition for Manpower (Duly approved by HOD or Authorised managers)
Analysis of the manpower being initiated by the HR Department (according to the

policy of TKM)
Response from the respective HR personnel (as per the analysis)
Start with sourcing/Decline the requisition (as per the approval from higher authority)
FLOW OF INTERVIEW SCHEDULES
Screening thru HR personnel
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Discussion with TL (if necessary)
Discussion with HOD’s or Manager (Mandatory)
Discussion with MD (if necessary)
Shortlisted
Discussion with HR (Salary negotiation)
Selected Rejected
On-Boarding
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REVIEW OF LITERATURE
RECRUITMENT:
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. Selection then consists of the processes involved in choosing from
applicants a suitable candidate to fill a post. Training consists of a range of processes
involved in making sure that job holders have the right skills, knowledge and attitudes
required to help the organization to achieve its objectives. Recruiting individuals to
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fill particular posts within a business can be done either internally by recruitment
within the firm or from external sources in order to recruit the employees. There are
two types of recruitment one is internal recruitment and the external recruitment.
The Recruitment and selection process consist of six stages:
 Stage- 1: Agree to vacancy to be filled

 Stage -2: Job analysis
 Stage -3: Attracting a field of candidates
 Stage -4: Sorting candidates
 Stage -5: Selection interviews
 Stage -6: Finally to organization
It is important to appreciate that recruitment is a continuous process because of:
 Changes in business requirements (e.g. new products, markets, expanded

operations)
 Changes in business location (a relocation often triggers the need for
substantial recruitment)
 Promotions
FACTORS AFFECTING RECRUITMENT
The following are the 2 important factors affecting Recruitment:-
1) INTERNAL FACTORS
 Recruiting policy
 Temporary and part-time employees
 Recruitment of local citizens
 Cost of recruitment
 Company’s growth and expansion
2) EXTERNAL FACTORS
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 Supply and Demand factors

 Unemployment Rate
 Political and legal considerations
 Social factors
 Economic factors
 Technological factors
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 organization’s reputation include its
general treatment of employees, the nature and quality of its products and
services and its participation in worthwhile social endeavours.
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. Let’s
examine these.
Internal Sources
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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.
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 badly 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
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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 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.
EXTERNAL (DIRECT) METHODS
1.Campus Recruitment
It is a method of recruiting by visiting and participating in college campuses

and their placement centers. Here the recruiters visit reputed educational institutions
such as IITs, IIMs, colleges and universities with a view to pick up job aspirants
having requisite technical or professional skills. Job seekers are provided information
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about the jobs and the recruiters, in turn, get a snapshot of job seekers through
constant interchange of information with respective institutions.
A preliminary screening is done within the campus and the short listed students
are then subjected to the remainder of the selection process. In view of the growing
demand for young managers, most reputed organizations (such as Hindustan Lever
Ltd., Proctor & Cable, Citibank, State Bank of India, Tata and Birla group companies)
visit IIMs and IITs regularly and even sponsor certain popular campus activities with
a view to earn goodwill in the job market. Advantages of this method include: the
placement centre helps locate applicants and provides resumes to organizations;
applicants can be pre-screened; applicants will not have to be lured away from a
current job and lower salary expectations. On the negative front, campus recruiting
means hiring people with little or no work experience.
The organizations will have to offer some kind of training to the applicants,
almost immediately after hiring. It demands careful advance planning, looking into
the placement weeks of various institutions in different parts of the country. Further,
campus recruiting can be costly for organizations situated in another city (airfare,
boarding and lodging expenses of recruiters, site visit of applicants if allowed, etc.).
INDIRECT METHODS
1. Advertisement
These include advertisements in newspapers; trade, professional and technical
journals; radio and television; etc. in recent times, this medium has become just as
colourful, lively and imaginative as consumer advertising. The ads generally give a
brief outline of the job responsibilities, compensation package, prospects in
organizations, etc. this method is appropriate when (a) the organization intends to
reach a large target group and (b) the organizations wants a fairly good number of
talented people – who are geographically spread out. To apply for advertised
vacancies let’s briefly examine the wide variety of alternatives available to a company
- as far as ads are concerned:
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Newspaper Ads:
Here it is easy to place job ads without much of a lead time. It has flexibility in
terms of information and can conveniently target a specific geographic location. On
the negative side, newspaper ads tend to attract only those who are actively seeking
employment at that point of time, while some of the best candidates who are well paid
and challenged by their current jobs may not be aware of such openings. As a result,
the company may be bombarded with applications from a large number of candidates
who are marginally qualified for the job – adding to its administrative burden. To
maintain secrecy for various reasons (avoiding the rush, sending signals to
competitors, cutting down expenses involved in responding to any individual who
applies, etc.), large companies with a national reputation may also go in for blind-box
ads in newspapers, especially for filling lower level positions. In a blind-box ad there
is no identification of the advertising organization. Job aspirants are asked to respond
to a post office box number or to an employment firm that is acting as an agent
between the job seekers and the organization.
Television and radio ads:
These ads are more likely to each individual who are not actively seeking
employment; they are more likely to stand out distinctly, they help the organization to
target the audience more selectively and they offer considerable scope for designing
ads creatively. However, these ads are expensive. Also, because the television or
radio is simply seen or heard, potential candidates may have a tough time
remembering the details, making application difficult.
THIRD PARTY METHODS
1. Private Employment Search Firms
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As search firm is a private employment agency that maintains computerized

lists of qualified applicants and supplies these to employers willing to hire people
from the list for a fee. Firms like Arthur Anderson, Bobble and Hewitt, ABC
consultants, SB Billimoria, KPMG; Ferguson Associates offers specialized
employment-related services to corporate houses for a fee, especially for top and
middle level executive vacancies. AT the lower end, a number of search firms operate
– providing multifarious services to both recruiters and the recruiters.
2. Employment Exchanges
As a statutory requirement, companies are also expected to notify (wherever the

Employment Exchanges Act, 1959, applies) their vacancies through the respective
Employment Exchanges, created all over India for helping unemployed youth,
displaced persons, ex-military personnel, physically handicapped, etc. AS per the Act
all employers are supposed to notify the vacancies arising in their establishments form
time to time – with certain exemptions – to the prescribed employment exchanges
before they are filled. The Act covers all establishments in public sector and non-
agricultural establishments employing 25 or more workers in the private sector.
However, in view of the practical difficulties involved in implementing the provisions
of the Act (such as filing a quarterly return in respect of their staff strength, vacancies
and shortages, returns showing occupational distribution of their employees, etc.)
many organizations have successfully fought court battles when they were asked to
pick up candidates from among those sponsored by the employment exchanges.
3. Gate Hiring and Contractors
Gate hiring (where job seekers, generally blue collar employees, present
themselves at the factory gate and offer their services on a daily basis), hiring through
contractors, recruiting through word-of-mouth publicity are still in use – despite the
many possibilities for their misuse – in the small scale sector in India.
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4. Unsolicited Applicants / Walk-ins
Companies generally receive unsolicited applications from job seekers at

various points of time; the number of such applications depends on economic
conditions, the image of the company and the job seeker’s perception of the types of
jobs that might be available etc. Such applications are generally kept in a data bank
and whenever a suitable vacancy arises, the company would intimate the candidates to
apply through a formal channel. One important problem with this method is that job
seekers generally apply to number of organizations and when they are actually
required by the organizations, either they are already employed in other organizations
or are not simply interested in the position.
5. Alternatives to Recruitment
Since recruitment and selection costs are high (search process, interviewing
agency fee, etc.) firms these days are trying to look at alternatives to recruitment
especially when market demand for firm’s products and services is sluggish.
Moreover, once employees are placed on the payroll, it may be extremely difficult to
remove them if their performance is marginal. Some of the options in this regard may
be listed.
6. Evaluation of Alternative Sources
Companies have to evaluate the sources of recruiting carefully – looking at

cost, time, flexibility, quality and other criteria – before earmarking funds for the
recruitment process. They cannot afford to fill all their vacancies through a particular
source. To facilitate the decision making process in this regard, companies rely on the
following
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7. Time lapse data
They show the time lag between the dates of requisition for manpower supply
from a department to the actual date of filling the vacancies in that department. For
example, a company’s past experience may indicate that the average number of days
from application to interview is 10, from interview to offer is 7, from offer to
acceptance is 10 and from acceptance to report for work is 15. Therefore, if the
company starts the recruitment and selection process now it would require 42 days
before the new employee joins its ranks. Armed with this information, the length of
the time needed for alternative sources of recruitment can be ascertained – before
pinning hopes on a particular source that meets the recruitment objectives of the
company.
8. Yield ratios
These ratios indicate the number of leads / contacts needed to generate a given
number of hires at a point at time. For example, if a company needs 10 management
trainees in the next six months, it has to monitor past yield ratios in order to find out
the number of candidates to be contacted for this purpose. On the basis of past
experience, to continue the same example, the company finds that to hire 10 trainees,
it has to extend 20 offers. If the interview-to-offer is 3:2, then 30 Interviews must be
conducted.
If the invitees to interview ratios are 4:3 then, as many as 40 candidates must
be invited. Lastly, if contacts or leads needed to identify suitable trainees to invite are
in 5:1 ratio, then 200 contacts are made.
9. Surveys and studies
Surveys may also be conducted to find out the suitability of a particular source
for certain positions. For example, as pointed out previously, employee referral has
emerged as popular way of hiring people in the Information Technology industry in
recent times in India. Correlation studies could also be carried out to find out the
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relationship between different organizational positions. Before finally identifying the

sources of recruitment, the human resource managers must also look into the cost or
hiring a candidate. The cost per hire can be found out by dividing the recruitment cost
by the number of candidates hired.
Modern day recruitment practices include implementation of

Six Sigma
HR score card
Career planning
Recreational activities
Training
HRIS
Internal recruitment
This refers to the filling of job vacancies from within the business –where existing
employees are selected rather than employing some one from outside. A business
might decide that it already has the right people with the right skills to do the job,
particularly if its training and development programmers have been effective.
How is it done?
Internal vacancies are usually advertised within business via a variety of media:
 staff notice boards

 intranets
 In-house magazines/newsletters (for example, Map major publishing business)
have a weekly staff magazine devoted solely to advertising jobs within the
organization.
 Staff meetings.
Advantages of internal recruitment:
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 Gives existing employees greater opportunity to advance their careers in the

business.
 May help to retain staff that might otherwise leave.
 Requires a short induction training period.
 Employer should know more about the internal candidate’s abilities.
 Usually quicker and less expensive than recruiting from outside.
Disadvantages of internal recruitment:
 Limits the number of potential applicants for a job.

 External candidates might be better suited /qualified for the job.
 Another vacancy will be created that has to be filled.
 Existing staff may feel they have the automatic right to be promoted, whether
or not they are competent.
External Recruitment
This refers to the filling of job vacancies from outside the business (contract
with internal recruitment).Most businesses engage in external recruitment fairly
frequently, particularly those that are growing strongly, or that operate in industries
with high staff turnover.
Employment/recruitment agencies
These businesses specialize in recruitment and selection .They often specialize

in recruitment for specific sectors(e.g. finance travel, secretarial).They usually provide
a shortlist of candidates based on the people registered with the agency. They also
supply temporary or interim employees.
The main advantages with using an agency are the specialist skills they bring
and the speed with which they normally provide candidates. They also reduce the
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administrative burden of recruitment. The cost is the high agency fees charged often
up to 30% of the first year wages of anyone employed.
Head-hunters/Recruitment consultancies
“Up market” recruitment agents who provide a more specialized approach to

the recruitment of key employees and /or senior management. They tend to
“approach” individuals with a good reputation rather than rely on long lists of
registered applicants –often using privileged industry contacts to draw up a short list.
The cost of using a head-hunter or recruitment consultant is high.
Job centres
Government runs agency-good for identifying local candidates for relatively

straightforward jobs .The job centre service is free to employers and is most useful for
advertising semi skilled, clerical and manual jobs.
Government funded training schemes
There is a variety of government funded schemes that provide potential

recruits, including the new deal and modern apprenticeships. The advantage of these
schemes is that government funding lowers the cost of employment and the business
can get to know the employee before committing for the long-term. However,
relatively few employment requirements are covered by these schemes.
Advertising
Probably the most common method used in the recruitment. Advertising allows
the employer to reach a wider audience. The choice of advertising media (e.g. national
newspaper, internet, specialist magazine etc) depends on the recruitment for the advert
to reach a particular audience and crucially, the advertising budget.
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THE PROCESS OF SELECTION
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 on
each step will definitely vary from one organization to another and indeed, from job to
job within the same organization. The sequence of steps may also vary from job to job
and organization to organization. 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.
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Fig: process of selection
Reception
A company is known by the people it employs. In order to attract people with talents,
skills and experience a company has to create a favourable impression on the
applicants’ right from the stage of reception. Whoever meets the applicant initially
should be tactful and able to extend help in a friendly and courteous way.
Employment possibilities must be presented honestly and clearly. If no jobs are
available at that point of time, the applicant may be asked to call back the personnel
department after some time
Screening Interview
A preliminary interview is generally planned by large organizations to cut the

cost of selection by allowing only eligible candidates to go through the further stages
in selection. A junior executive from the Personnel Department may elicit responses
from the applicants on important items determining the suitability of an applicant for a
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job such as age, education, experience, pay expectations, aptitude, location, choice etc.
this ‘courtesy interview’ as it is often called helps the department screen out obvious
misfits. If the department finds the candidate suitable, a prescribed application form is
given to the applicants to fill and submit.
Application Blank
Application blank or form is one of the most common methods used to collect
information on the various aspects of the applicants’ academic, social, demographic,
work related background and references. It is a brief history sheet of employee’s
background, usually containing the following things:
 Personal data (address, sex, telephone number)

 Marital data
 Educational data
 Employment Experience
 Extra-curricular activities
 References and Recommendations
Usefulness of Application Blank or Form
Application blank is highly useful selection tool, in that way it serves three important
purposes
1. It introduces the candidate to the company in a formal way.

2. It helps the company to have a cross-comparison of the applicants;
3. It can serve as a basis to initiate a dialogue in the interview.
Selection Testing
In this section i.e. selection test or the employment test that attempts to asses
intelligence, abilities, personality trait, performance simulation tests including work
sampling and the tests administered at assessment centers- followed by a discussion
about the polygraph test, graphology and integrity test.
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A test is a standardized, objective measure of a person’s behavior, performance or

attitude. It is standardized because the way the tests is carried out, the environment in
which the test is administered and the way the individual scores are calculated- are
uniformly applied. It is objective in that it tries to measure individual differences in a
scientific way giving very little room for individual bias and interpretation. Over the
years employment tests have not only gained importance but also a certain amount of
inevitability in employment decisions. Since they try to objectively determine how
well an applicant meets the job requirement, most companies do not hesitate to invest
their time and money in selection testing in a big way. Some of the commonly used
employment tests are
 Intelligence tests
 Aptitude tests
 Personality tests
 Achievement tests
 Miscellaneous tests such as graphology, polygraph and honesty tests.
Selection interview:
The candidates selected in the selection interview are interviewed here and the
candidates are examined with the abilities whether they are suitable for the job or not.
Here the candidates are scrutinized on the basis of their market knowledge, previous
job experience, communication skills and other major aspects required for the job. The
candidates selected here are further sent to next level.
Medical test:
The candidates who have passed the selection interview are now sent to
medical test because the organization makes sure whether the health status of the
candidate is fit at the time of joining the job or not. Medical test is done to the
candidate because particular jobs in the organization need the medical fitness of the
employee at the time of joining.
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Reference check:
Here the candidates are checked with the references i.e the company enquires
about the candidate with the reference number provided by the candidate. Even it is
done even by consulting the college of the candidate and also by contacting the known
ones.
Hiring decision:
After enquiring about the candidate thoroughly the decision of hiring the
candidate or not is taken by the management. After taking the decision only it is made
clear to the candidate that he has been selected as an employee. Because the decision
taken by the management stands as final and any wrong decision in this context will
cost the management. Once the hired employee cannot be removed easily.
And hence in this way an organization employs any candidate.
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REASERCH
METHODOLOGY
RESEARCH METHODOLOGY
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Research is a scientific and systematic search for pertinent information on

a specific topic. Research is an art of scientific investigation. “Research comprises
defining and redefining problems, formulation hypothesizer suggested solutions,
collecting, organizing and evaluating the data, making deductions and reaching
conclusions and at last carefully testing the conclusions to determine and at last
carefully testing the conclusions to determine whether they fit the formulating
hypothesis”.
-ByCLIFFORD WOOD
Methodology means “a procedure designed to the extent to which it is

planned and evaluated before conducting the inquiry and the extent to which the method
for making decisions is evaluated”.
-By DHONDYAL
NEED FOR STUDY
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The main objective of the study is:
 To know about the recruitment and selection process.

 To study the H.R policies and the functioning of H.R departments.
 To study how the vacancies are cleared and on what basis the candidates are
selected fora particular job.
 To identify and suggest measures for the improvement of the recruitment
programs.
 To study about the recruitment strategies.
 To evaluate the recruitment management programs.
OBEJCTIVES
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 To study the recruitment and selection procedure in VIVA TOYOTA

 To know how the new candidates are recruited and placed in VIVA TOYOTA
BANGLORE
 To streamline the recruitment process to ensure that we always hire the right
people for the right job at right time
 To know how better VIVA TOYOTA maintains its employees.
 To know the latest recruitment strategies framed by the company based on the
employee requirements.
SCOPE OF STUDY
Page 53
The scope of the study is confined to the following process like procedure
followed for recruitment and to identify the various factors that companies undertake
prior to the recruitment process.
 To study how the companies establish a fit between their business strategy and
recruitment strategy.
 To analyze the recruitment policy of the organization.
 To provide a systematic recruitment process.
DATA COLLECTION METHODS
Data collection is a process of obtaining valuable and reliable information for

the purpose of research.
The data was collected mainly by the following methods:
1. PRIMARY DATA
a. Questionnaire
Questionnaire method is one of the common methods where a

questionnaire is submitted across people and they are asked to fill it with his /her
opinions .The questionnaire consists of both open ended and closed type of questions.
Questionnaire has been prepared which has got filled up by the Axis employees of
companies this has followed by short interview by HR manager is taken to gather
additional information.
b. Interviews
Interviews were conducted to collect the opinions of the senior

managers regarding the recruitment process. A short interview is taken with HR
manager to gather information.
2. SECONDARY DATA
Page 54
Availability of secondary data in the form of journals, manuals and books on

recruitment were used as secondary data.
DATA ANALYSIS AND INTERPRETATION
Page 55
RECRIUTMENT AND SELECTION PROCESS QUESTIONAIRE: VIVA

TOYOTA
Page 56
1. Since how many years have you been working with this organization? (
)
(a) 1-2 years (b) 2-3 years (c) 3-4 years
OPTIONS NUMBER OF PERCENTAGE

RESPONDENTS
1-2 years 20 100
2-3 years 0 0
3-4 years 0 0
TOTAL 20 100
NUMBER OF RESPODENTS
100
90
80
70
60
50 Series1
40
30
20
10
0
A(100) B(0) C(0)
INTERPRETATION:
100% employees are being working with Viva Toyota in the span of 1-2 years. Viva
Toyota maintains fresh employees.
2. Are you happy with your company’s recruitment process? ( )
(a) Yes (b) no
Page 57
NUMBER OF RESPODENTS
OPTION NO OF RESPONSENTS PERCENTAGE

YES 20 100
NO 0 0
TOTAL 20 100
100
90
80
70
60 Series1
50
40
30
20
10
0
A(100) B(0)
INTERPRETATION:
100% of the employees are happy with the recruitment process of VivaToyota. Viva
Toyota maintains a better recruitment process.
3. How did you come to know about openings in your organizations? (

)
(a) Friends (c) internet
Page 58
(b) News papers (d) others
OPTION NO OF RESPONDENTS PERCENTAGE

FRIENDS 18 90
INTERNET 1 5
NEWS PAPERS 0 0
OTHERS 1 5
TOTAL 20 100
90
80
70
60
50
Series1
40
30
20
10
0
A(90) B(5) C(0) D(5)
INTERPRETATION:
90% came to know about the company openings through their friends only.
Some of the employees (5%) came to know from the advertisements in news papers
and through other mediums. We can say that most of the employees are referred by
the employees.
4. What is the motive behind choosing the job in this company? ( )
(a) Salary (b) Knowledge Gaining
(c) Work Environment (d) Career Growth
Page 59

SALARY 0 0
KNOWLEDGE 2 10
GAINING
WORK 5 25
ENVIRONMENT
CAREER GROWTH 13 65
TOTAL 20 100
70
60
50
40
Series1
30
20
10
0
A(0) B(10) C(25) D(65)
INTERPRETATION:
65%of employees chose Viva Toyota as chance to develop their career. 25%
of the employees chose Viva Toyota for its working environment and the rest of the
employees (10%) for developing their knowledge. Viva Toyota gives more
importance to the career growth of the employees.
5. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
(a) Yes (b) No
Page 60

YES 18 90
NO 2 10
TOTAL 20 100
90
80
70
60
50 Series1
40
30
20
10
0
A(90) B(10)
INTERPRETATION:
90% of the employees said that the organization clearly defines the objectives,
requirements and the job specification in the recruitment specifications.
6. According to you, which quality of a person should be given more importance

while
recruiting? ( )
(a) Marketing knowledge (c) Communication skills
(b) Experience (d) All the above
Page 61
OPTION NO OF PERCENTAGE
RESPONDENTS
MARKETING 0 0
KNOWLEDGE
COMMUNICATION 1 5
SKILLS
EXPERIENCE 0 0
ALL THE ABOVE 19 95
TOTAL 20 100
100
90
80
70
60
50 Series1
40
30
20
10
0
A(0) B(5) C(0) D(95)
Interpretation:
95% of the employees feel an employee needs an all round knowledge in order
to recruit a person into a company.
7. When does your company usually recruit candidates? ( )
(a) Annually (b) Quarterly
(c) Half- Yearly (d) Whenever Required

ANNUALLY 0 0
Page 62
QUARTERLY 0 0
HALF-YEARLY 0 0
WHENEVER REQUIRED 20 100
TOTAL 20 100
100
90
80
70
60
50 Series1
40
30
20
10
0
A(0) B(0) C(0) D(100)
INTERPRETATION:
Viva Toyota performs recruitment and selection process whenever the
company needs the want of employees rather than performing at regular intervals.
8. Did you fully know about the company policies before joined in this company?
( )
(a) Yes (b) no
YES 16 80
Page 63
NO 4 20
TOTAL 20 100
80
70
60
50 Series1
40
30
20
10
0
A(80) B(20)
INTERPRETATION:
80% of the employees know about the company’s policies and rules before
joining into the company this shows the transparency of the company in defining the
rules and regulations of the company.
9. What should be the best recruitment sources according to your preference? (

)
(a) Internal Recruitment (b) External Recruitment (c) Both
Page 64

INTERNAL 3 15
RECRUITMENT
EXTERNAL 0 0
RECRUITMENT
BOTH 17 85
TOTAL 20 100
90
80
70
60
50 Series1
40
30
20
10
0
A(15) B(0) C(85)
INTERPRETATION:
Viva Toyota depends on both internal and external recruitment in recruiting the
employees. This helps the company in selecting the qualitative candidates and also
makes a pathway in developing the company.
10. What type of recruitment process does your company follow usually? ( )
(a) Campus Recruiting (b) Walk-In Interviews
(c) Employee Referral (d) All the above
(e) Both B and C
Page 65

CAMPUS -- 0
RECRUITMENT
WALK IN INTERVIEWS 03 15
EMPLOYEE REFERRAL 07 35
ALL THE ABOVE 03 15
BOTH B AND C 07 35
TOTAL 20 100
35
30
25
20
Series1
15
10
0
A(0) B(15) C(35) D(15) E(35)
INTERPRETATION:
35% of the employees felt the company followed both walk in interview and
employee referral. 15% employees felt the company followed all types of recruitment
process in the organization.
11. How did you feel when you were facing the interview? ( )
(a) Confident (b) Tensed
(c) Stress (d) Relaxed
Page 66
CONFIDENT 18 90
TENSED 0 0
STRESS 0 0
RELAXED 2 10
TOTAL 20 100
90
80
70
60
50
Series1
40
30
20
10
0
A(90) B(0) C(0) D(10)
INTERPRETATION:
90% of the employees felt confident while facing the interview and 10% of the
employees felt relaxed while giving the interview. So we can conclude that the
interview process in Viva Toyota is easy to face.
12. How many rounds involved in interview process? ( )
(a) Two (b) Three (c) More than

Three
Page 67
TWO 10 50
THREE 6 30
MORE THAN THREE 4 20
TOTAL 20 100
50
45
40
35
30
Series1
25
20
15
10
5
0
A(50) B(30) C(20)
INTERPRETATION:
In Viva Toyota there are only two rounds involved in an interview process.
The company reduces the cost of recruiting by reducing the rounds in interview. The
reduced cost can be invested in areas of development.
13. What interview technique does your company follow? ( )
(a) Panel Interview (b) Single Man Interview

Page 68
PANEL INTERVIEW 6 30
SINGLE MAN 14 70
INTERVIEW
TOTAL 20 100
70
60
50
40 Series1
30
20
10
0
A(30) B(70)
INTERPRETATION:
70% of the employees say that Viva Toyota follows single man interview and hence
reducing the cost of recruitment process.
14. How many people are been selected out of those interviewed? (
)
(a) Depends On Companies Requirement (b) Depends On Candidates

Abilities
Page 69

DEPENDS ON 3 15
COMPANIES
REQUIRNMENT.
DEPENDS ON CAND. 17 85
ABIL.
TOTAL 20 100
90
80
70
60
50 Series1
40
30
20
10
0
A(15) B(85)
INTERPRETATION:
85% of the employees say that the recruitment is based on the

capabilities of the employees. 15% feel that the company depends on its requirements.
15. Would you refer Viva Toyota to your known ones? ( )
(a) yes (b) may be
Page 70

YES 17 85
MAY BE 3 15
TOTAL 20 100
90
80
70
60
Series1
50
40
30
20
10
0
A(85) B(15)
INTERPRETATION:
85% of the employees are ready to refer Viva Toyota to their known ones. This
shows that the employees are happy with the company.
16. Do you get recognized for referring your friend in Viva Toyota? ( )
(a) Yes (b) No
Page 71
YES 19 90
NO 1 10
TOTAL 20 100
90
80
70
60
50 Series1
40
30
20
10
0
A(90) B(10)
INTERPRETATION:
90% of the employees say that they are recognized for referring their known
ones to Viva Toyota.
17. Any suggestions for improving recruitment process in your organization?
All the employees are happy with the recruitment process of the company. The
company has to take measures in speeding up the recruitment process.
18. How do you feel the questionnaire was? ( )
(a) As per the policy
Page 72
(b) Were you able to give your personal opinion?
(c) Was the questionnaire up to the mark?

OPTION A 17 85
OPTION B 3 15
OPTION C 0 0
TOTAL 20 100
90
80
70
60
50 Series1
40
30
20
10
0
A(85) B(15) C(0)
INTERPRETATION:
85% of the employees feel the questionnaire was according to the policy of the
company while 15% of the employees were able to give their personal opinion and the
rest felt that questionnaire was up to the mark.
Page 73
FINDINGS AND
CONCLUSION
FINDINGS:
 Almost all the employees in the organization are employed between 1-2 years.
 All the employees of viva Toyota are 100% happy with its recruitment and
selection process.
Page 74
 In my research I found that 90% of the candidates came to know about the
openings through employee referral and 5% of the candidates came to know
through newspapers, 5% of the candidates came to know through other sources.
 According to my study I found that 65% of the employees chose Viva Toyota
as a medium of their career development and 25% chose for the work
environment of Viva Toyota.
 In my study I found that the company defines the job description and job
specifications to the employees, helping them to work better.
 Viva Toyota gives importance to all qualities like knowledge of market,
communication skills and experience of the candidate while recruiting him/her
in the company.
 Viva Toyota recruits employees whenever the company requires the human
resources.
 According to my study I found that 85% of the employees preferred for both
internal and external recruitment.
 In my study I found that Viva Toyota gives preference to all types of
recruitment process(campus recruiting, Walk-In Interview, employee referral,
advertising).
 According to my study I found that the candidates felt very relaxed and
confident at the time of interview.
 I found that in Viva Toyota there are two rounds while interviewing a
candidate.
 In study I found that company recruits the candidates based on the abilities of
the candidates(marketing knowledge, communication skills, experience).
 According to my study 85% of the employees are ready to refer their known
ones to the company.
 I found all the employees were able to give their personal opinion.
SUGGESTIONS:
Page 75
The recruitment and selection process in Viva Toyota is good. The following
suggestions are made to develop the recruitment and selection process in Viva Toyota:
 Candidates applying for the jobs in Viva Toyota came to know mostly from
their friends. If the company advertises about the opening in the company
through other mediums then the man power can be increased in Viva Toyota.
 While giving the interview the candidates felt relaxed and confident. The
company can make the interview process little complex to test the real ability
of the employee.
CONCLUSION:
In my study I found that the recruitment process is done with specific
parameters and mainly the ability of the candidate is given the first preference. The
candidates applying for the job in the company comes to know about the openings
Page 76
through the employee referral. The company recruits the employees through both
internal and external recruitment sources. Viva Toyota scrutinizes the candidates in
different rounds. The company recognizes the services given by the employees for the
company by awarding them cash reward and gift rewards and motivates the employee
work even better. Viva Toyota gives importance to the ability of the candidate
(marketing knowledge, communication skills, experience)while selecting the
candidates. The candidates felt very confident and relaxed while giving interview.
While selecting the candidateViva Toyota gives importance to market knowledge,
communication skills and experience of the candidate in the respected field. The
employees are ready to refer their known ones to the companyand they are rewarded
by the management.
The employees chose Viva Toyota for their career development and the work
environment of Viva Toyota. Viva Toyota maintains good employee relation by
conducting various recreational activities and giving them preferences by awarding
them for their activities.
Page 77
ANNEXURE
RECRIUTMENT AND SELECTION PROCESS QUESTIONAIRE: VIVA

TOYOTA
NAME OF THE EMPLOYEE : _____________________________
DESIGNATION OF THE EMPLOYEE: _____________________________
1. Since how many years have you been working with this organization? ( )
(a) 1-2 years (b) 2-3 years (c) 3-4 years
2. Are you happy with your company’s recruitment process? ( )
(b) Yes (b) no
3. How do you come to know about openings in your organizations? ( )
Page 78
(a) Friends (c) internet
(b) News papers (d) others
4. What is the motive behind choosing the job in this company? ( )
(a) Salary (b) Knowledge Gaining
(c) Work Environment (d) Career Growth
5. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
(a) Yes (b) No
6. According to you, which quality of a person should be given more importance

while
recruiting? ( )
(a) Marketing knowledge (c) Communication skills
(b) Experience (d) All the above
7. When does your company usually recruit candidates? ( )
(a) Annually (b) Quarterly
(c) Half- Yearly (d) Whenever Required
8. Did you fully know about the company policies before joined in this company? (
)
(a) Yes (b) no
Page 79
9. What should be the best recruitment sources according to your preference? (

)
(a) Internal Recruitment (b) External Recruitment (c) Both
10. What type of recruitment process does your company follow usually? ( )
(a) Campus Recruiting (b) Walk-In Interviews
(c) Employee Referral (d) All The Above
(e) Both b and c
11. How did you feel when you were facing the interview? ( )
(a) Confident (b) Tensed
(c) Stress (d) Relaxed
12. How many rounds involved in interview process? ( )
(a) Two (b) Three (c) More than Three
13. What interview technique does your company follow? ( )
(a) Panel Interview (b) Single Man Interview
14. How many people being selected out of those interviewed? ( )
(a) Depends On Companies Requirement (b) Depends On Candidates

Abilities
15. Would you refer Viva Toyota to your known ones? ( )
(a) yes (b) may be
16. Do you get recognized for referring your friend in Viva Toyota? ( )
Page 80
(a) Yes (b) No
17. Any suggestions for improving recruitment process in your organization?
Suggestions:
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_________
18. How do you feel the questionnaire was? ( )
(a) As per the policy
(b) Were you able to give your personal opinion?
(c) Was the questionnaire up to the mark?
Page 81
BIBLIOGRAPHY
PRIMARY SOURCE:
1. Principles of Management
- By R.N.Gupta
2. Business Management
- By Reddy and Appanaiah
3. Human Resource Management
- By Dipak Kumar Bhattacharya
SECOND SOURCE:
1. www.google.com
2. www.wikipedia.com
3. www.scholar.google.co.in
4. www.slideshare.com
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A Study On Recruitment And Selection Process

SN PARTICULARS PAGE NUMBER

Recruitment is distinct from Employment and Selection. Once the required

Recruitment is defined as, “a process to discover the sources of manpower to

Edwin B. Floppy defined recruitment as “the process of searching for

Selection is the process of picking individuals who have relevant qualifications

PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified

 Determine the present and future requirements of the organization in

The recruitment process should inform qualified individuals about employment

The negative consequences of a poor recruitment process speak volumes about

With the increasing growth in demand on back of rising income, expanding

India is an extremely important market for Hyundai. The Indian automobile

The Indian automobile industry produced a total 1.69 million vehicles

MAJOR DEVELOPMENTS & INVESTMENTS

 Hero MotoCorp plans to establish 20 manufacturing and assembly facilities to

INITIATIVE FROM GOVERNMENT

The Government of India plans to introduce fuel-efficiency ratings for

INDIA: THE GLOBAL AUTO HUB

The automotive supplier firm Cooper Standard inaugurated a manufacturing

NMB-Minebea India Pvt Ltd, a wholly-owned subsidiary of Minebea Co Ltd

components, announced commencement of its operations in Gurgaon, India. The

Tenneco, a US$ 7.4 billion firm headquartered in Lake Forest-Illinois in the

KEY DEVELOPMENTS & INVESTMENTS

AUTOMOBILE REGULATION IN INDIA

The major acts governing the automotive sector in India are:

Central Motor Vehicles Rules-Technical Standing Committee (CMVR-TSC)

The shodha groups of companies are as follows:

 Dhruvesh Meta steel industrial plant and machinery in 2001.

 Viva Toyota Toyota car dealership in 2011.

Shri.V.R.Deshpande memorial trust is a sister concern organization and also a

YEAR NAME OF BRANCH LOCATION

2001 Shodha Toyota Hubli

2010 Shodha Toyota Belgaum

2011 Viva Toyota(1s) Hebbal

2011 Viva Toyota(2s) Kogilu

2012 Viva Toyota(3s) Hunsamaranahalli

TOYOTA WAY OF RESPECT -“SAN”

EX: English = Mr. Santhosh, Mrs.Nandini

Japan = Santhosh San, Nandini San

FACILITIES IN VIVA TOYOTA:

DIFFERENT FUNCTIONS AND THEIR ROLES

Viva Toyota also gives a major importance to information technology by

The next important department is insurance department. This department takes

MOTOR VEHICLE INSURANCE

Performance – Expectations = Customer Satisfaction

The main accounting process that are performed in Viva Toyota:

HUMAN RESOURCE MANAGEMENT

RECRUITMENT AND SELECTION

Training and Development:

AWARDS AND ACHEIVEMENT:

PROGRAMMES CONDUCTEDBY THE ORGANISATION:

EMPLOYEE DELIGHT PROGRAMME:

RECRUITMENT AND SELECTION PROCESS IN VIVA TOYOTA

The importance of having a structured recruitment is to hire the right person to

 Man power planning in Human Resource Management is a core factor.

Sourcing of candidates through various sources like:

 Age: The candidate will be of a minimum age of 18 years, completed as on the

Candidates with history or inclination of anti–establishment activities, trade union

Final Selection of Candidates

To Finalize Team leader & Supervisory level candidate a Panel comprising of

Releasing Offer Letter