CHAPTER 1

INDUSTRY PROFILE
In this chapter we discussed about Automobile industry. Industry profiles are in depth
documents that give insight into an industry, where it came from, and where it appears to
be going. tell you the size of the industry compared to the size of the market and how well
the industry as a whole is doing.

INTRODUCTION

1.1 INDUSTRY PROFILE

The Automobile Industry comprises a wide range of companies and
organizations involved in the design, development, manufacturing, marketing,
and selling of motor vehicles.[1] It is one of the world's largest economic sectors
by revenue. The automotive industry does not include industries dedicated to
the maintenance of automobiles following delivery to the end-user such as
automobile repair shops and motor fuel filling stations.

The word automotive comes from the Greek autos (self), and Latin
motivus (of motion), referring to any form of self-powered vehicle. This term,
as proposed by Elmer Sperry (1860-1930), first came into use with reference to
automobiles in 1898.

The automotive industry began in the 1860s with hundreds of

manufacturers that pioneered the horseless carriage. For many decades, the
United States led the world in total automobile production. In 1929, before the
Great Depression, the world had 32,028,500 automobiles in use, and the U.S.
automobile industry produced over 90% of them. At that time the U.S. had one
car per 4.87 persons.[4] After World War II, the U.S. produced about 75 percent
of world's auto production. In 1980, the U.S. was overtaken by Japan and then
became world's leader again in 1994. In 2006, Japan narrowly passed the U.S.
in production and held this rank until 2009, when China took the top spot with
13.8 million units.

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 With 19.3 million units manufactured in 2012, China almost doubled the U.S.
production, with 10.3 million units, while Japan was in third place with 9.9
million units.[5]

From 1970 (140 models) over 1998 (260 models) to 2021 (841 models), the
number of automobile models in the world has grown exponentially. The
automotive industry in India is one of the largest in the world.

1.2 Automobile Industries in India

The automotive industry in India is the sixth largest in the world as per 2020 statistics In
2021, India was the fifth-largest auto market, with 3.49 million units combined sold in
the passenger and commercial vehicles categories. It was the seventh-largest
manufacturer of commercial vehicles in 2019.
The two wheelers segment dominate the market in terms of volume owing to a
growing middle class The majority of India's car manufacturing industry is evenly
divided into three "clusters". Around Chennai is the southernmost and largest, with a
35% revenue share, accounting for 60% of the country's automotive exports, and home
of the operations of heavy Vehicles Factory, Engine
FactoryAvadi, Ford, Hyundai, Renault, Mitsubishi, Nissan, BMW, Hindustan
Motors, Daimler, Caparo, Mini, Citroën and Datsun.

Fig. no - 1 Market Share of India Automobile Sector (source ET Auto.com)

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 1.2.1 List of Top Automobile Company in India

Here is a list of top companies in the Automobile Industry. The rank list is based
on the revenue of the company in the year 2021

i. Tata Motors Ltd.

Tata Motors is one of the leading Automobile Companies in India and

the world, providing mobility solutions to over 175 countries. The company's
products include buses, trucks, coaches, commercial vehicles and cars. Tata
Motors passenger cars division produces different types of cars including
hatchback, sedan, SUV and MUV.

The top selling models offered by Tata Motors are Sumo, Indica, Tiago, Safari,
Zest, Nexon, Hexa, Storme, and Bolt.

 Revenue: Rs 296,917 Cr
 Employees: 82,797
 Promoter holding: 38.37 %

Market share

 Passenger Vehicles: 6.3%

 Commercial Vehicle: 45.1%

The Company has a strong global network of 134 subsidiaries, associate

companies and joint ventures, including the Jaguar Land Rover in the UK and the
Tata Daewoo in South Korea. TML offers automotive products, ranging from sub-
one-tonne to 49-tonne Gross Vehicle Weight (GVW) trucks, small, medium, and
large buses and coaches and passenger vehicles.

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 ii. Maruti Suzuki India Ltd.

Market leader in the passenger vehicle segment in India. The Company

was established in 1981. A joint venture agreement was signed between the
Government of India and Suzuki Motor Corporation (SMC), Japan in 1982. The
Company became a subsidiary of SMC in 2002.

 Revenue: Rs 83,281 Cr
 Employees: 33,180
 Promoter holding: 56.21 %
 Market share
 Passenger Vehicles: 53 %

In terms of production volume and sales, the Company is now SMC’s largest
subsidiary. SMC currently holds 56.21% of its equity stake. Maruti Suzuki largest car
company in India based on Market share. The Company has two state-of-the-art
manufacturing facilities located in Gurugram and Manesar in Haryana, with a
combined annual production capacity of 1.58 million units per annum.

iii. Mahindra & Mahindra Ltd

Mahindra & Mahindra Ltd., a mobility products and farm solutions provider,
is the flagship company of the Mahindra Group. It is one of the leading car company
in India. Since assembling the first vehicle in 1947, The Company has grown rapidly.
It is the Third Largest Automobile Companies in India by Total Sales. The top
flagship model of Mahindra in India includes Mahindra Bolero, Mahindra Scorpio,
Mahindra XUV500 and Mahindra Thar.Revenue: Rs 77,077 Cr

 Market Cap: Rs 70,725 Cr.

 Employees: 42,875

 Promoter holding:18.90 %

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 Market share

 CV: 25.3%

 Passenger Vehicles: 7.4%

 Tractor: 40.2%.

 LCV : 44.5%
Today, The Company offers a wide range of products and solutions ranging from
SUVs to electric vehicles, pickups, commercial vehicles, tractors, two-
wheelers, and construction equipment. It is one of the leading Indian automobile
company

iv. Honda Cars

Honda Cars Ltd is a joint venture between Siel limited- an Indian company
and a Japanese company - Honda Motor Co Ltd. Honda entered the Indian automobile
market in the year 1995. The top flagship model of Honda Cars Ltd. includes Honda
City, Honda Jazz, Honda Accord, Honda CR-V and Honda Brio, among others. This
automobile company manufactured around 4.4 million automobiles worldwide in 2020.
The company's automobiles are also exported to nearby countries.

1.2.2 History of Indian Automobile Industry

The first car that plied on Indian roads was as early as 1897 and the first
Indian to own a car in 1901 was Jamshedji Tata. It was in 1942, before India’s
independence that Hindustan Motors manufactured the first automobile in India. Soon
after India’s independence, the Government of India tried to boost the sector by
encouraging manufacturing of automobiles. Before that, the cars were imported directly.
The automobile sector formally came into being in the year 1952 when the Government
appointed its first tariff commission with the aim of indigenizing this industry.
The year 1952 also marked the introduction of passenger cars in the country.
Manufacturers like Hindustan Motors, Premier Automobiles and Standard. Even SUV’s
started being manufactured by Mahindra and Mahindra, Bajaj, Standard Motors, etc.
Cumbersome and medium commercial vehicles were made by 7 manufacturers which
included Ashok Motors, Simpsons and Co., Premier Motors and more. Two-wheeler
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 vehicles like scooters, motor bikes or mopeds were manufactured by Bajaj Auto, Escorts
Group, Royal Enfield, Automobiles Product of India, Ideal Jawa, etc.

The Indian automobile industry became the 4th largest in the world with
sales increasing 9.5 per cent year-on-year to 4.02 million units (excluding two
wheelers) in 2017. It was the 7th largest manufacturer of commercial vehicles in
2017. The Two Wheelers segment dominates the market in terms of volume
owing to a growing middle class and a young population. Moreover, the growing
interest of the companies in exploring the rural markets further aided the growth of
the sector.

India is also a prominent auto exporter and has strong export growth
expectations for the near future. Automobile exports grew 16.84 per cent during
August 2019-February 2021. It is expected to grow at a CAGR of 3.05 per cent
during 2016-2026. In addition, several initiatives by the Government of India and
the major automobile players in the Indian market are expected to make India a
leader in the two-wheeler and four wheeler market in the world by 2024.

1.2.3 Market Size

Domestic automobile production increased at 7.08 per cent (Compound annual growth
rate ) CAGR between FY13-18 with 29.07 million vehicles manufactured in the
country in FY18. During April 2018-January 2019, automobile production
increased
9.84 per cent year-on-year to reach 26.26 million vehicle units. Overall domestic
automobiles sales increased at 7.01 per cent CAGR between FY13-18 with 24.97
million vehicles getting sold in FY18.

During April 2018-January 2019, highest year-on-year growth in domestic sales

among all the categories was recorded in commercial vehicles at 22.79 per cent
followed by 14.79 per cent year-on-year growth in the sales of three-wheelers.

Premium motorbike sales in India crossed 1.3 million units in FY21. During January-
September 2021, BMW registered a growth of 11 per cent year-on-year in its sales in

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India at 7,915 units. Mercedes Benz ranked first in sales satisfaction in the luxury
vehicles segment according to J D Power 2021 India sales satisfaction index (luxury).

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 The total registered EV sales for the full calendar year 2021 crossed the three-lakh
mark and stood at 311,339 units. In 2020, it stood at about 119,654 units, while the total
number for 2019 was 161,312 units. Sales of total electric vehicles in India are expected to
be around 10 lakh units this year, equal to what was sold collectively in the last 15 years,
mainly riding on the good traction witnessed by electric two-wheelers, Society of
Manufacturers of Electric Vehicles (SMEV).

Fig no- 2 Market Size of India Automobile Industry

 Domestic automobiles production increased at 2.36% CAGR between FY16-20 with

26.36 million vehicles being manufactured in the country in FY20. Overall, domestic
automobiles sales increased at 1.29% CAGR between FY16-FY20 with 21.55 million
vehicles being sold in FY20. In FY21, the total passenger vehicles production reached
22,652,108.

 In October 2021, the total production volume of passenger vehicles (except for BMW,
Mercedes, Tata Motors & Volvo Auto), three wheelers, two wheelers and
quadricycles reached 2,214,745 units.

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  Two wheelers and passenger vehicles dominate the domestic Indian auto market.
Passenger car sales are dominated by small and mid-sized cars. Two wheelers and
passenger cars accounted for 80.8% and 12.9% market share, respectively, accounting
for a combined sale of over 20.1 million vehicles in FY20.

 In July-September 2021 quarter, the luxury car market registered sales of 8,500 units.

 Overall, automobile export reached 4.77 million vehicles in FY20, growing at a

CAGR of 6.94% during FY16-FY20. Two wheelers made up 73.9% of the vehicles
exported, followed by passenger vehicles at 14.2%, three wheelers at 10.5% and
commercial vehicles at 1.3%.

 Indian automobile exports stood at 1,419,430 units from April 2021 to June 2021 as
compared to 436,500 units in April 2020 to June 2020.

 EV sales, excluding E-rickshaws, in India witnessed a growth of 20% and reached

1.56 lakh units in FY20 driven by two wheelers. According to NITI Aayog and Rocky
Mountain Institute (RMI) India's EV finance industry is likely to reach Rs. 3.7 lakh
crore (US$ 50 billion) in 2030. A report by India Energy Storage Alliance estimated
that EV market in India is likely to increase at a CAGR of 36% until 2026. In
addition, projection for EV battery market is forecast to expand at a CAGR of 30%
during the same period.

 Premium motorbike sales in India recorded seven-fold jump in domestic sales,

reaching 13,982 units during April-September 2019. The luxury car market is
expected to register sales of 28,000-33,000 units in 2021, up from 20,000-21,000
units sold in 2020. The entry of new manufacturers and new launches is likely to
propel this market in 2021.

1.2.4 Investments

To keep up with the growing demand, several auto makers have started investing
heavily in various segments of the industry during the last few months. The industry

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 attracted Foreign Direct Investment (FDI) worth US$ 30.51 billion between April 2000
and June 2021 accounting for ~5.5% of the total FDI during the period according to the
data released by Department for Promotion of Industry and Internal Trade (DPIIT).

Some of the recent/planned investments and developments in the automobile

sector in India are as follows:

 In November 2021, Indian Oil Corporation (IOC) and two other public sector oil
firms announced that they will install 22,000 electric vehicle (EV) charging stations
over the next 3–5 years.

 In November 2021, Tata Motors announced that they will establish vehicle scrappage
centres under a franchise set up at Ahmedabad, Gujarat, by the first quarter of the next
fiscal year.

 In November 2021, Hero Motor (HMC), the parent company of Hero Cycles, entered
a joint venture partnership with Yamaha, a Japanese two-wheeler major, to make
electric motors for E-bicycles for the global market.

 In October 2021, Tata Motors announced that private equity group TPG along with
ADQ of Abu Dhabi has agreed to invest Rs. 7,500 crore (US$ 1 billion) in its EV
division.

 In July 2021, Maruti Suzuki India announced a Rs. 18,000 crore (US$ 2.42 billion)
investment in a new manufacturing facility in Haryana, with an installed capacity of
7.5-10 lakh units per annum. As it prepares to protect its market dominance, the
company aims to increase capital spending by 67% to Rs. 4,500 (US$ 605 million)
crore in FY22.

 In July 2021, Hyundai Motor India opened its new corporate headquarters in
Gurgaon, backed by a Rs. 2,000 crore (US$ 269 million) investment.

 In April 2021, Mahindra & Mahindra announced a three-year investment plan in the
electric vehicles segment of Rs. 3,000 crore (US$ 403 million).

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  In February 2021, the Delhi government started the process to set up 100 vehicle
battery charging points across the state to push adoption of electric vehicles..

 A cumulative investment of ~Rs. 12.5 trillion (US$180 billion) in vehicle production

and charging infrastructure would be required until 2030 to meet India’s electric
vehicle (EV) ambitions.

 In January 2021, Tesla, the electric car maker, set up a R&D centre in Bengaluru and
registered its subsidiary as Tesla India Motors and Energy Private Limited.

1.2.5 Government Initiatives

The Government of India encourages foreign investment in the automobile sector and
has allowed 100% foreign direct investment (FDI) under the automatic route.

Some of the recent initiatives taken by the Government of India are

 In November 2021, the union government added >100 advanced technologies,

including alternate fuel systems such as compressed natural gas (CNG), Bharat Stage VI
compliant flex fuel engines, electronic control units (ECU) for safety, advanced driver
assist systems and e-quadricycles, under the production-linked incentive (PLI) scheme
for the automobiles.
 In September 2021, the Union Minister for Road, Transport and Highways, Mr. Nitin
Gadkari announced that government is planning to make it mandatory for car
manufacturers to produce flex-fuel engines after getting the required permissions from
the Supreme Court of India.
 In September 2021, the Indian government issued notification regarding a PLI scheme
for automobile and auto components worth Rs. 25,938 crore (US$ 3.49 billion). This
scheme is expected to bring investments of over Rs. 42,500 (US$ 5.74 billion) by 2026.
 In Union Budget 2021-22, the government introduced the voluntary vehicle scrappage
policy, which is likely to boost demand for new vehicles after removing old unfit
vehicles currently plying on the Indian roads.

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  The Union Cabinet outlaid Rs. 57,042 crore (US$ 7.81 billion) for automobiles &
auto components sector in production-linked incentive (PLI) scheme under the
Department of Heavy Industries.

1.2.6 Achievements

Following are the achievements of the Indian automotive sector

 In H12019, automobile manufacturers invested US$ 501 million in India’s auto-tech

start-ups according to Venture intelligence.
 Investment flow into EV start-ups in 2019 (till end of November) increased nearly
170% to reach US$ 397 million.
 On 29th July 2019, Inter-ministerial panel sanctioned 5,645 electric buses for 65 cities.
 SAMARTH Udyog - Industry 4.0 centres: ‘Demo cum experience’ centres are being
set up in the country for promoting smart and advanced manufacturing helping SMEs
to implement Industry 4.0 (automation and data exchange in manufacturing
technology).

1.2.7 Road Ahead

The automobile industry is supported by various factors such as availability of skilled

labour at low cost, robust R&D centres, and low-cost steel production. The industry also
provides great opportunities for investment and direct and indirect employment to skilled
and unskilled labour.

Indian automotive industry (including component manufacturing) is expected

to reach Rs. 16.16-18.18 trillion (US$ 251.4-282.8 billion) by 2026. The Indian auto
industry is expected to record strong growth in 2022-23, post recovering from effects of
COVID-19 pandemic. Electric vehicles, especially two-wheelers, are likely to witness
positive sales in 2022-23.

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 CHAPTER 2

COMPANY PROFILE

A company profile is an introduction to your business that aims to tell an audience

about your products or services. It often includes a compelling story about how the
company began, as well as the company's vision and mission.

2.1 COMPANY PROFILE

JBM Group is a focused and progressive conglomerate aiming to add value to our
customers ‘business via its products, services and innovative solutions. The Group
has a diversified portfolio with presence in multiple domains such as Automotive,
Engineering & Design services, Renewable energy, Railways and OEM. JBM
Group currently has an infrastructure of 40 manufacturing plants, 4 Engineering &
Design centres across 18 locations globally. The multibillion dollar JBM Group has
broadened its horizons by focusing on quality delivery, solutions approach, product
development processes, flexible manufacturing systems and contract
manufacturing. JBM Group comprising primarily of auto component division,
caters services to esteemed clients that include Ashok Leyland, Bajaj Auto Ltd,
Fiat, Ford, General Motors Corporation, Honda, Hero, JCB, Mahindra, Maruti
Suzuki, Renault, Nissan, TATA, Toyota, TVS, Volvo- Eicher, Volkswagen and
many more.

2.1.1 JBM At a Glance

The Group has alliances with more than 15 renowned companies globally and
the associations include Arcelor Mittal, Cornaglia, Dassault Systemes, JFE Steel
Corporation, Magnetto Automotive, Ogihara, Sumitomo, Solaris bus and many
more. The organization’s structure enables each business division to chart its own
path in their line of business and simultaneously leverage organisational synergies
across divisions to benefit from the rich experience of the Group.

As part of the diversification strategy of the group into the OEM space, JBM
recently launched the bus division. JBM buses are specialised in terms of luxury
and are premium high-tech low floor buses ideal for city commute. In 2014, the

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company introduced India’s first true low floor city bus ‘CITYLIFE’ that has
redefined the

14
dynamics of the public transformation domain in our country. This year, JBM
unveiled India’s first 100% electric bus ‘ECOLIFE’ that incorporates globally
proven European technology for Electric Vehicles first time in India which is
sustainable and affordable. These buses has first of its kinds innovative features that
ensures enhanced comfort, safety and security for the commuters.

1987 JV WITH Suzuki incorporated

1989 Commissioned product at Plant 1, Gurgaon

1995 Commissioned product at plant 2, Gurgaon

1996 Initiated Manufacturing of Exhaust System

2009 Started Production at Plant -3 Manesar Gurgaon

2012 Started Production at Plant – 4, Bawal Rewari

2018 Production started at Plant -5 Vithalapur,Gujarat joint venture

with Ogihara for Tooling

Tab-1 History of JBM Group

JBM Group believes that success depends on collective competencies, technical

abilities and commitment of human capital. The core strength and value asset of
JBM Group is the dedication of 20,000 plus employees, who synergize to deliver
quality results to the clients.

JBM Group is a true global corporate citizen committed towards the up

liftmen and development of the society, the group executes large gamut of activities
through its corporate social responsibility arm - Neel Foundation. The organization
believes and undertakes various activities that enhance and enrich the quality of
life of the community. JBM Group also prevails to preserve the ecological balance
as well as its cultural heritage of India.

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2.2 ABOUT COMPANY

JBM Group began its journey of excellence in 1983. The organization commenced
operations as a manufacturer of LPG Cylinders for the Delhi-NCR region of India.
Moving strength to strength, assisted with experience and knowledge, JBM Group
entered into the automotive industry in 1985.

In 1986, the Group signed a joint venture with Maruti Suzuki India Ltd. for the
manufacturing of sheet metal components and assemblies. The journey began with a
vision to expand the business in the automotive sector by keeping abreast with market
trends and global technology.

The glimpses of the manufacturing capacity of Jay Bharat Maruti Ltd.

 Plants located in the National Capital Region

 Established: 1987
 Production Capacity : Nearly 1.8 Lac parts / day

Address
Plot No. 5, MSIL Joint Venture Complex Gurgaon -122015, Haryana, India

Operations & Facilities

 Stamping & Welding

 Press Shop - 25T to 1200T Presses
 Weld shop - TIG & Robotic Welding-SSW, PSW, MIG, TIG & Robotic

 Others - World class Paint & Plating shops

 Drilling in Sheet Metal

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Certifications

 ISO 9001, ISO 14001, TS 16949 (2002)

 IS 18001, OHSAS 18001

Customers

 Maruti Suzuki
 Eicher Motors
 Mahindra

Covering the activities in the disciplines of automotive, steel service,

fabrication, construction, and waste management, The JBM, after its
reorganization, has emerged as a leading Group. Its automotive sector has
achieved outstanding perfection in high quality production. By the
involvement of internationally reputed players in the technical advancement
in the growth and development, the Group has received recognition in the
wide ranging customer preference.

Over the years, the Group has diversified its activities covering other
areas of public importance. In the year 2007 the Group ventured in the
sector of waste management and today it provides a novel service to the
people in this section in the cities of Chennai and Ambattur.

List of Joint Venture of JBM Group

 Jay Bharat Maruti Ltd.

 Arcelor Neel Tailored Blank Pvt. Ltd.
 Jaico Steel Fasteners
 Jay Bharat Exhaust Systems
 JBM Auto Ltd.
 JBM Auto Systems Ltd.
 JBM Industries

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  JBM Cadmium Pvt. Ltd.
 Neel Industries Pvt. Ltd.
 Neel Metal Fanalca Environment Management Pvt. Ltd.
 Neel Metal Products Ltd.
 Thai Summit Neel Auto Pvt. Ltd.

Headquartered at Delhi-NCR, JBM Group is a diversified

conglomerate with presence in automotive, engineering & design services,
renewable energy and education sectors.

2.2.1 Component Division

It manufactures key auto systems & high level assemblies. Most of its innovative
products are safety critical items such as chassis & suspension systems like axles, twist
beams, lower control arms, sub-frames, exhaust systems, air tanks, fuel tanks, complete
cowl assemblies, pedal boxes; aesthetical parts like skin panels (doors, roof, rear panel,
front panel, bumpers); BIW parts & assemblies (floor, upper body parts like pillar, roof
header, cross car beam, cross truck beam, oil pan assembly) and many more.

Products of JBM group

Cross Bar Beams Rear Door Tail Gate Exhaust

Bumper Crash Member Fuel Neck Filler Banjo Bea Tubes

Front Floor Assembly Cabin Assembly Frame Assembly Fuel Tank

Air Tank Front Door Real Axle Hydraulic Tank Pulleys

Tab - 2 list of product in JBM Group

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 2.3 Share Holder of JBM Group

Shareholding Category Shareholding Ratio (%)

Maruti Suzuki India Ltd. 29.3

JBM Industries Limited 2.9

Super Auto Industries Pvt. Ltd. 2.3

Individuals 14.6

Public Shareholders 40.6

Others 10.3

Total 100

Tab-3 Listed on the Bombay Stock Exchange and the National Stock Exchange of India

(As of Feb 03, 2022)

2.4 VISION

Expanding leadership in our business by creating an agile environment that delivers

excellence and delight to stakeholders through the power of people, innovation and
technology.

2.5 MISSION

Creating Seamless Customer Experiences. Our passion lies in providing holistic and
sustainable solutions for the future.

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 Fig. 3 Logo of the Company

2.6 VALUES

Integrity & Ethics

The conscience to remain honest, sincere and just in conduct at all times.

Ownership & Commitment

Accountability towards undertaken tasks with complete responsibility of outcomes.

Respect & Teamwork

Foster trust, appreciate diversity of ideas, harness individual potential and

channelize it to accomplish greater group goals.

Customer Trust & Delight

Meet commitments, be sensitive to customer needs, address issues with clarity and
speed.

Safe & Green

A conscientious corporate citizen that prioritizes People Safety, Environment

Conservation and Community welfare.

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2.7 OBJECTIVES OF JBM GROUP

JBM Group aims to add value to customers' business via products, services, and
innovative solutions.

2.8 BOARD OF DIRECTORS AND KEY EXECUTIVES OF JBM Fig

S Deepak Director

Mahesh Kumar Aggarwal Director

Nishant Arya Vice Chairman & Mng.Director

Praveen Kumar Tripathi Director

Pravin Tripathi Director

Sandip Sanyal Executive Director

Surendra Kumar Arya Chairman

Vivek Gupta CFO & Company Secretary

Fig. 4 Production area of Jay Bharat Maruti Ltd.

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 CHAPTER 3

DEPARTMENT PROFILE

A department is a part of a larger organisation and can be organised around a number of

different parameters. In this chapter task performed in respective departments during
training is discussed.

3.1 INTRODUCTION ABOUT THE STUDY

I have selected the topic of this report is “RECRUITMENT & SELECTION

PROCESS AT JAY BHARAT MARUTI Ltd.” I tried to integrate my theoretical
knowledge of HR and combine it with practical examples as observed during my
internship. I have tried to cover all the major functions of Human Resource Management
- recruitment, selection, compensation and benefits, training and development and
convey my understandings of the different functions of Human Resource Management
through this internship. At the end of the report I have also tried to provide some
recommendations based on my knowledge followed by the conclusion which I gathered
during my internship.

Internships are offered only for students who are required to complete
mandatory internships within their curriculum for at least one month. JBM Group
Recruits interns in various departments such as HR, Finance, Marketing, IT, Production
department, Business, Online Marketing. Interns play a crucial part in company success
because they actually share tasks with full-time employees and take ownership of work
quality.

Interns get financial compensation monthly of Rs.9785. It is believed that

unpaid internships are unbeneficial and exploitative‖ because students devote time and
energy into the work without being compensated with anything (NACE 2016).

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3.1.1 Objectives of the Study

The main objectives of the study are as follows :

i. To understand the process of recruitment

ii. To known the source of recruitment at various level ands various jobs
iii. To critically analyse the functioning of recruitment procedures
iv. To identify the probable area of improvement to make recruitment procedure more
effective
v. To search or headhunt people whose, skill fits into the company’s values.

3.1.2 Scope of study

The benefit of the study for the researcher is that it helped to gain knowledge
and experience and also provided the opportunity to study and understand the
prevalent recruitment procedures.

The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment procedure at
consultant.
ii. To suggest any measures/recommendations for the improvement of the
recruitment procedures.
iii. To unknown various HR Strategies used in an Organisation.

3.1.3 Sources of Information

Primary Source
The data that is collected first hand by someone specifically for the purpose of
facilitating the study is known as primary data. So in this research the data is collected
from respondents through

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  Interview with assistant manager of administration & HR-In Charge
 Operations manager and some other employees
 Discussion sessions with senior officers as well
 Questionnaire survey among the officials and employees of Jay bharat Maruti ltd.
 Personal Interviews with the company representatives regarding recruitment
and selection practices in organization.

Secondary Sources

Seondary data refers to information gathered by someone or other than the researcher
conducting the current study.

The secondary data has been collected from

❖ Internet, websites
❖ Organizational Reports
❖ Case Studies
❖ Business magazines
❖ Books
❖ Journals

3.2 HUMAN RESOURCE MANAGEMENT AND HUMAN

RESOURCE DEVELOPMENT IN JAY BHARAT MARUTI Ltd.

DEFINITION

Human Resource Development (HRD) means to develop available manpower

through suitable methods such as training, promotions, transfers and opportunities for
career development. HRD programs create a team of well-trained, efficient and capable
managers and subordinates. Such team constitutes an important asset of an enterprise. One
organisation is different from another mainly because of the people (employees) working
there in. According to Peter F. Drucker, "The prosperity, if not the survival of any
business

24
depends on the performance of its managers of tomorrow." The human resource should be
nurtured and used for the benefit of the organisation.[8]

3.2.1 Uses of Human Resource Management in JBM Group Organization

 Human Resource Management (HRM) is the function within an organization that

focuses on recruitment , management, and providing direction for the people who
work in the organization. It can also be performed by line managers.

 In Jay Bharat Maruti Group Organizational function are deals with issues related to
people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
administration, and training.

 HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to
contribute effectively and productively to the overall company direction and the
accomplishment of the organization's goals and objectives.

 The Human Resource Management (HRM) function includes a variety of

activities, and key among them is responsibility for human resources for 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. However, they should always ensure that
employees have and are aware of personnel policies which conform to current
regulations. These policies are often in the form of employee manuals, which all
employees have.

 In JBM Group HR works as HR planning, hiring (recruitment and selection),

25
training and development, payroll management, rewards and recognitions,
Industrial

26
 relations, grievance handling, legal procedures etc. In other words, we can say that
it’s about developing and managing harmonious relationships at workplace and
striking a balance between organizational goals and individual goals.

3.2.2 Advantages / Importance of HR at Jay Bharat Maruti Ltd.

I. Meeting Manpower Needs

In JBM needs adequate and properly qualified staff for the conduct of regular
business activities. Imaginative HRP is needed in order to meet the growing and
changing human resource needs of an organisation.

II. Replacement of Manpower

The existing manpower in JBM is affected due to various reasons such as retirement
and removal of employees and labour turnover. HRP is needed to estimate the
shortfall in the manpower requirement and also for making suitable arrangements for
the recruitment and appointment of new staff.

III. Meeting Growing Manpower Needs

The expansion or modernisation programme may be undertaken by the JBM.
Manpower planning is needed in order to forecast and meet additional manpower
requirement due to expansion and growth needs through recruitment and suitable
training programs.

IV. Meeting Challenges of Technological Environment

In JBM Human resource process is helpful in effective use of technological
progress. To meet the challenge of new technology existing employees need to be
retrained and new employees may be recruited.

27
 V. Coping with Change
HRP enables JBM to cope with changes in competitive forces, markets, products,
and technology and government regulations. Such changes generate changes in job
content, skill, number and type of personals.

VI. Increasing Investment in HR

An employee who picks up skills and abilities becomes a valuable resource because
an organisation makes investments in its manpower either through direct training or
job assignments.

VII. Adjusting Manpower Requirements

A situation may develop in an organisation when there will be surplus staff in one
department and shortage of staff in some other department. Transfers and promotions
are made for meeting such situations.

VIII. Recruitment and Selection of Employees

HRP suggests the type of manpower required in JBM with necessary details. This
facilitates recruitment and selection of suitable personnel for jobs in the Organisation.
Introduction of appropriate selection tests and procedures is also possible as per the
manpower requirements.

IX. Placement of Manpower

HRP is needed as it facilitates placement of newly selected persons in different
departments as per the qualifications and also as per the need of different departments.
Surplus or shortage of manpower is avoided and this ensures optimum utilization of
available manpower.

X. Training of Manpower
HRP is helpful in selection and training activities. It ensures that adequate numbers
of persons are trained to fill up the future vacancies in the Jay Bharat Maruti

28
3.3.3 HR Functions in Jay Bharat Maruti Ltd.

Recruitment and Selection Process

Complete Recruitment life cycle
 Levels of Companies

 Technologies and Domineer

 Portal Explanation

 Explanation of Job Description and Analyzing of Requirement

 Sourcing of Profiles from Portals

 Screening of profiles as per the requirement

 Calling the Candidates

 Formatting of profiles and Tracker’s Preparation

 Maintenance of Database

Training and Development

 Concept of Training and Development

 Training Needs Identification Process

 Designing Annual Training Plans

 Training Execution

 Designing Employee Development Initiative

 Designing Supervisory Development Programs

 Designing Management Development Programs

 Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation
 How to Design Induction Programs and Execution

 How to Design on the Job Training Programs and Monitoring

 How to evaluate effectiveness of Induction and on the Job Training Programs

 Probation Confirmation and HR Role

29
 Team Management Skills
 Understanding What is a Team

 Understanding Team Development Stages

 What is your Team Membership Orientation

 How to improve your effectiveness as Team Member

 What is Team Leadership

 Understanding my Orientation

3.3.4 HUMAN RESOURCES DEPARTMENT PERFORMS

FOLLOWING FUNCTIONS IN EMPLOYEE MANAGEMENT

 Acquisition - Recruitment, Confirmation, Re-contract

 Compensation & Benefit - Salary and Bonus, Leave encashment
 Development - Training, Orientation
 Utilization - Evaluation and Performance Management
 Employee Relations - Grievance handling and counselling
 Employee services - ID card, Business Card, and E-mail address etc.

3.4 RECRUITMENT PROCESS IN JAY BHARAT MARUTI Ltd.

Recruitment is defined as a process in which companies create job

vacancies for specific positions in order to select appropriate candidates. This
includes establishing job posts on different websites and appealing candidates
who are qualified and suitable to apply for the positions. (Gmez-Meja,Balkin
Cardi 2012).

30
3.5.1. Definition of Recruitment

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

there 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.

According to Edwin Flippo, "Recruitment is the process of searching for

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

 Recruitment is a continuous process whereby the firm attempts to develop a pool

of qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger
initiates an employee requisition for a specific vacancy or an anticipated vacancy.

 It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective measures for attracting that manpower
in adequate
numbers to facilitate effective selection of an efficient working force.

 Recruitment of candidates is the function preceding the selection, which helps

create a pool of prospective employees for the organisation so that the
management
can select the right candidate for the right job from this pool. The main objective
of the recruitment process is to expedite the selection process.

 Recruitment is 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. The recruitment process could be improved in
sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading
system, psychological tests, personal interviews, etc. Recommendations for
specific and differentiated selection systems for different professions and
specializations have been given. A new national selection system for psychiatrists,

31
test and dental surgeons has been proposed within the health sector.

32
3.5.2 Recruitment Methods

Recruitment methods are of great importance to companies because suitable

recruitment methods result in right applicants and vice versa.

The following are methods to help recruitment successful. Companies often use a
combination of different methods, rather than relying on one. This list of methods
includes internal recruiting, employees‘ referrals, college/internship recruitment, and
online recruitment. Under each category, definition, advantages and disadvantages of
the method are explained thoroughly.

Internal Recruiting

Internal recruiting means companies hire current employees from one

department for another. With internal recruiting, companies have a chance to save a
large amount of money in recruitment agencies and job advertisements. A job
vacancy can be mentioned in staff channel or in company newsletter. (Torrington,
Hall, Taylor & Atkinson 2016).

Giving preference to internal recruits, particularly for promotions, has the

great advantage of providing existing employees with an incentive to work hard,
demonstrate their commitment and stay with the organisation when they might
otherwise consider looking for alternative employment. The practice sends a strong
signal from management that existing employees are valued and that attractive career
development opportunities are available to them. Failing to recruit internally may
thus serve to put off good candidates with potential from applying for the more junior
positions in an organization. (Torrington et .al. Atkinson 2011),

Then again, this kind of recruiting automatically opens up a new position which
needs filling in. Moreover, limited number of people applying for the positions may
cause trouble. Even though good enough people are employed, best fit candidates are
not taken into consideration. (Torrington, Hall, Taylor. 2007)

Recruiting internally is an effective and efficient way that JBM has been
applying. In order to keep employees within the company, JBM offers them positions

33
 in different departments so that they have a sense of challenge and personal
development.

Employees’ Referrals

Employees‘ referrals mean that companies recruit new people through

recommendation of current employees. It was studied that people hired via
employees‘ referrals tend to work at the company for longer period of time and
express better loyalty than those hired by different methods. Referrals from current
employees work so well because they already have a sense of how it is like to work
at certain organization. Therefore, people they refer to will most likely share similar
characteristics that organizations are looking for, thus staying longer at the job. (G
Balkin Cardi 2012)

Recruiting through colleges/internships

Companies have a chance of recruiting suitable, potential employees from college

students. Students are the ones constantly seeking for job opportunities. Therefore, it
is time saving and wise to turn to schools for future hires.
Another way to enter a large pool of job seekers is via career fairs at
colleges and universities. Making companies available and open for new talents
suggests students to apply for the company. Besides, recruiters can even scan CVs on
the spot to look for potentials and attract more people by giving all benefits of
working at the organization (Pritchard 2006, 60.)

Furthermore, offering internships to students also counts as a way of filling vacant

positions. Training interns will probably benefits companies in the long run since
after graduation, they have a higher chance of coming back to internship companies
to work full-time.

34
Online Recruitment

Online Recruitment means that companies recruit via online channels. Corporates
can post job vacancies economically on different websites such as Monster,
LinkedIn, Top Jobs, Net Jobs, etc. and on social media in order to find suitable
candidates with little money spent. Online recruitment has been recently utilized for
cost-free effective recruitment method.

Employers can view applicants‘ job application details online and CV can
be attached to the application email. Thus the application process is converted
electronically.

Recruiting via social media, companies have an upper hand on checking candidates‘
backgrounds online, thus giving a pre-idea of their personalities and living styles. In
this sense, organizations shorten their recruitment process.

Recruitment Channels on Social Media

Posting job vacancies on social media means building a social relationship with your
potential candidates by engaging them with topics the companies are discussing
about. Once they get connected with your employer brand, they will turn into your
applicants.

Print and radio advertisements could be used for recruiting. However, as

technology advances and most candidates are available on social media. Also,
speaking from JBM , candidates engage better to job ads on social media. Therefore,
job advertisements on social media, career sites work more effectively. Social media
include Facebook, Instagram, Twitter, LinkedIn and any other kinds of media that
companies are active on. (Walters, (2012) showed that employers and job seekers has
come to consensus on LinkedIn as a professional site to look for jobs and research
about companies and applicants meanwhile Twitter and Facebook serve a more
personal purpose.

35
Fig – 5 Recruitment Process in Jay Bharat Maruti Ltd.

36
 3.6 SELECTION PROCESS IN JAY BHARAT MARUTI Ltd.

After posting job vacancies and attracting applicants, suitable Selection methods cannot
be left out. Based on certain nature of the jobs, companies decide appropriate selection
methods. There are many steps calculated in selection process. When applications land
in talent pool, shortlisting or application screening begins. After evaluation tests and a
couple of interview rounds, and medical test JBM are ready to make final offer to
suitable candidate.

3.6.1 Definition of Selection

` Selection is a procedure in which employers decide to employ or not employ any

applicants. This decision can be made based on candidates‘ test result, interview
performance and based on analysing their characteristics against job requirement. This
decision can be made based on candidates‘ test result, interview performance and based
on analysing their characteristics against job requirement. (Gmez Cardi 2012,)

Application Forms

JBM also use application forms as a tool for candidate assessment. Application forms
scan candidates‘ applications to elect applicants with suitable work experiences,
background, and education. They ensure that applicants pass the minimum job
requirements.

JBM Group collect applications via application forms online which are concise and
focused. Application forms consists of personal information such as name, email
address and phone number. Candidates are able to attach CVs and relevant documents
like reference letters and cover letters in the application forms. Online applications land
on JBM carrier which will be presented extensively in the chapter Reflecting and
Developing work through Diary Process.

37
Shortlisting

Once application forms comes, company start screening or shortlisting applications.

There are three approaches to shortlist a pile of applications.

 The first way requires HR managers to sort out applications themselves and pick
out a few best candidates, then discuss with one another to come to agreement.
They need to decide on which criteria more important than others, then score
applicants‘ CV and application forms based on those criteria.

 The second approach refers to hiring a scoring system

 The third one suggests making use of software system to shortlist candidates.
When people apply online, companies‘ systems will automatically scan key words
in their
application forms. This kind of approach turns to be of great significance in the
event that application forms contain multiple choice questions instead of open
ended ones, where criteria are precisely defined

3.6.2 Shortlisting Methods

In JBM Group Different types of tests are as well applied to evaluate

candidates, such as cognitive ability test, physical tests, personality tests, honesty tests
and so forth. Under each method, definition and purposes of the method will be
discussed.

Cognitive ability tests

JBM conduct Cognitive ability tests in this test it determining one‘s capability on
particular field based on job requirements. These tests‘ purpose is to assess candidates
based on job-specific tasks. For instance, people applying for IT position have to pass a
math test. These tests aim at testing mental capabilities of candidates and evaluating
how well candidates perform specific job requirements.

38
Attainment tests

Attainment tests are the tests to check what candidates already have knowledge on. To
illustrate, in some companies, interviewers ask their applicants to prepare a
PowerPoint presentation and present in the interview.

Interviews
As far as it is concerned, interviews are the most common tool to assess applicants.
There are different types of interviews like individual interviews, panel interviews and
group interviews. The following individual interview is called structured interview.
Structured interviews are concentrated on job requirements and job analysis so that
interviewers assess job abilities of candidates instead of picking up on personal
questions.

Telephone interviewing

Telephone interviewing are often used by companies in the occasion they need to speed
up the selection process and interviewing in person takes too much time and
geographically inconvenient. Phone interviewing should be well structured and fairly
monitored like face-to-face interview. It is supposed to evaluate candidates, not simply
a chat on the phone. Recruiters ask about applicants‘ background, experiences, and job
qualifications to measure whether they are a right fit for the job or not.

Group methods

Group methods cannot be left out when considering selection methods. Studies indicate
that group methods are effective to measure one‘s ability to get along with others,
communicate well, make an impact on others work, analyse things in a logical way,
determine their roles in group work, and apply their past experiences in solving new
issues. While those tests mentioned above assess a candidate individually, group tests
can assess them collectively. Based on situation given out for the group, each group has
different scenarios and solve problems in different ways.

39
 Fig no- 6 Steps of Selection Process

Recommendation letters

Letters of recommendation are considered to be a tool of selection. They are

written by previous employers. Companies often use recommendation letters to look
back on candidates‘ former employment record as a proof to predict future success.
Recommendation letters tends to speak out on behalf of applicants who they are, what
personalities they possess and how their work performance in previous experience.

40
 Fig no - 7 Candidate Selection Process of JBM Group

3.7 Induction of New Employees in JBM Group

After candidate being selected, a brief introduction of On boarding and proper

Orientation, and proper induction will be carried out. On the first day of new
employees. Some induction are done with department team and supervisor. Some
are carried out by HR team such as IT introduction and safety practices.

In JBM new employees‘ induction, they includes a few following things: -

 Introduction to the company, its mission, vision, organizational structure and

guiding principles.

 Greetings from colleagues

 Job description and performance expectation

 Safety practices and security introduction

41
  IT introduction and cyber security

 Meeting other department colleagues

 Lunch with the team

 Necessary contact details

 The company‘s tool Introduction

However, the list above consists of induction activities that covers by JBM for new
employees. These activities are implemented on the first day of new employees.
Some are done with department team and supervisor. Some are carried out by HR
team such as IT introduction and safety practices.

My internship started on 20 August, 2021 at 9:00 AM. On that day I signed some
documents and give some overview about the company and departments and they
told me come from the Monday.

As new Intern always start on a Monday, is to get to know other colleagues

better and introduce new full-time employees or new interns they have a chance to
know their colleagues before jumping into work. The same applies for me. It is nice
to be greeted by fellow interns when joining JBM.

After breakfast in company, I headed to Human Resources (HR) office to get

my computer set up and sign some paper work with HR Team Lead. The HR Team
Lead explained about company security rules, and scanned my bank passbook and
Aaadhar card for monthly wages.

For my first two weeks of internship, the previous HR intern handed tasks over to
me. Details of each department recruitment and recruitment procedures are explained
through diary weeks below. My first two weeks were induction weeks where I got
shadowed and supervised by the former HR intern. From the third week on I was on
my own to perform tasks. In this diary report, I only pick the most important thing of
each week to explain.

After completion of internship for two months they asked me to submit a project
report within one month after submitting my project report they handover me the
certificate it will great experience working in JBM as HR intern.

42
 CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
This chapter describes about the Data Analysis and Interpretation to process and
assigning meaning to the collected information through employees.

4.1 DATA ANLYSIS AND INTERPRETATION ON RECRUITMENT

PROCESS IN JAY BHARAT MARUTI Ltd.
The analysis of the Data is done as per the survey finding. The data is represented
graphically in percentage. Date is collected from 35 Employees. The percentage of the
people opinion were analysed and expressed in the form of charts.

Q1: What form of interview did you prefer?

Personal interview
10%
20% 40%
telephonic interview

30% video confrencing

other

Source: compiled from questionnaire data

Most of the manager prefer personal interview where as only 20% goes for Video
conferencing and rest 10% adopt some other means of interview.

43
Q2: What source you adopt to source candidates?

5%
10% Candidate referral

advertising

85%

job portal

Source: compiled from questionnaire data

This analysis indicates that most of the respondent i.e. 85% respondent for job portal.
10% respondent for candidate referral and 5% respondent for advertising.

Q.3: How many stages are involved in addressing the candidate? / How many
Questions you are asking during the Telephonic interview round?

2%

22% One Two Three

Four
57%
19%

Source: Compiled from questionnaire data

44
 Most of the Executives prefer two stages of interview, 40% prefer to take three
stages interviews where as only 10% goes for four rounds and rest 5% sometimes opt for
one round of interviews.

Q.4: Does the organisation clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

5%

Yes
No
95%

Source: compiled from questionnaire data

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5%
responded for No.

Q.5: How do you track the source of candidates?

3%7%

Software
Online

90%
Data

Source: compiled from questionnaire data

Most of the Executives 80% prefer online, 15% prefer data where as only 5%
goes for software to source a candidate.

45
Q.6: What is the average time spent by executives during recruitment (each
candidate) ?

11%

22% 1-5 minutes

5-10 minutes
67% 10-15 minutes more than 15 mins.

Source: compiled from questionnaire data

This analysis indicates that most of the respondent i.e. 60% responded for 1 to
5 minutes, 20% responded for 5 to 10 mins, whereas 10% responded for 10 to 15 mins,
and rest 10 % responded for more than 15 mins.

Q.7: Do you follow different recruitment process for different grades of employee?

5%

Yes

95% No

Source: compiled from questionnaire data

This analysis indicates that most of the respondent i.e. 95% responded for Yes
and 5% responded for No.

46
Q.8: What are the basic questions you ask to the candidate?

0% 0% 0%
0%

Experience(Total/ Relevant) Current/ Expected

Notice Board
All of the Above

100%

Source: compiled from questionnaire data

This analysis indicates that the entire respondent i.e. 100% responded for asking all the
basic questions.

Q.9: Do you have any system to calculate cost per recruitment?

30%
Yes
70% No

Source: compiled from questionnaire data

This analysis indicates that most of the respondent i.e. 70% responded for No and 30%
responded for Yes.

47
Q.10: Is there any provision for evaluation and control of recruitment process?

45%

55% Yes

No

Source: compiled from questionnaire data

This analysis indicates that most of the respondent i.e. 55% responded for No and
45% responded for Yes.

Q.11: Is there any facility for absorbing the trainees in your organisation?

30%
Yes

70% No

Source: compiled from questionnaire data

This analysis indicates that most of the of the respondent i.e. 70% responded for Yes and
30% responded for No.

48
 CHAPTER 5
LEARNING OUTCOME
This chapter describes about the Learning outcomes which describe the knowledge or
skills should acquire by the end of Training

5.1 LEARNING OUTCOME

My internship started on 20 August, 2021 at 9:00 AM. On that day I signed some
documents and give some overview about the company and departments and they told me
come from the Monday.

As new Intern always start on a Monday, is to get to know other colleagues

better and introduce new full-time employees or new interns they have a chance to
know their colleagues before jumping into work. The same applies for me. It is nice
to be greeted by fellow interns when joining JBM.

After breakfast in company, I headed to Human Resources (HR) office to get

my computer set up and sign some paper work with HR Team Lead. The HR Team
Lead explained about company security rules, and scanned my bank passbook and
Aaadhar card for monthly wages.

My first day at Jay Bharat Maruti ltd. began with a boom. Everyone in the
team has been very welcoming and encouraging. So I was able to sustain my
enthusiasm for work for all time and enjoyed my work as a practice they provided to
me. I was able to learn about great stuffs that I might have never seen or experienced
before.

My internship project revolved around HR Strategy in JBM Group on which

main focus on recruitment and selection process. The working experience at Jay
Bharat Maruti ltd. has given me a memorable experience.

For everyone, internship are short jobs to earn, learn and gain skills and stuffs,
but for me other than this, it was the best experience of discovering oneself and

49
succeed in thinking out of box to express oneself.

50
 For my first two weeks of internship, the previous HR intern handed tasks over to me.
Details of each department recruitment and recruitment procedures are explained
through diary weeks below. My first two weeks were induction weeks where I got
shadowed and supervised by the former HR intern. From the third week on I was on
my own to perform tasks.

During my internship I gained practical knowledge on how the human

resource division of an organisation at all levels by ensuring right number of people
are available at the right time to do the right job, not only that I have also gained
insight into the working culture of the organisation.

The HR department deals with the management of people within the

organisation. The department is responsible for attractive employer record, it retrieve
from the system and is updated every day the attendance, annual leaves, casual leaves,
sick leaves, complimentary leaves etc. are also updated on a daily basis into the
system. There are various activities in HRD like hiring for JBM group, Recruitment
work, HR hiring and staffing, Short listing the candidates, resume short listing, resume
designing, calling candidates, interviewing candidates, lining up candidates for various
jobs etc.

My learning experience includes:

 Explore Career Alternatives prior to Graduation.

 Integrate Theory and Practice.

 Assess Interests and Abilities in their field of study.

 Learn to appreciate work and its function in the economy.

 Develop work habits and attitudes necessary for job success.

 Develop communication, interpersonal and other critical skills in the job

interview process.

 Build a record of work experience.

 Acquire employment contacts leading directly to a full-time job following

graduation from college.

51
 I am privileged to have undergone training at JBM Ltd. As learning never stops, my
learning has come from a lot of exposure, on the job training and close interaction with
the corporate. In brief my learning and achievements can be summarized as under:

 Understanding of person and profile fit.

 Convince people about the job profile and to sell the job to the prospective
candidate.

 Following up with the candidates during the entire selection process.

 Learned to convince candidates about the offer rolled out and making them
accept the offer through effective communication.

 Learning about salary fitments.

 Handling queries received from various quarters.

 Managing HR department in the absence of HR manager.

 Reply to official Mails.

 Prioritize issues according to their importance.

 Field work exposure to tap candidates that further strengthened the learning.

Recruitment and selection is one of the most important for every employee. Cause by
this makes a person as the member of it. There is a general process of recruitment
and selection that a company should follow.

 There are lots of limitations a company face in case of recruitment and

selection process. But the recruitment and selection process must be developed,
modern and fair. In JBM group recruitment and selection is done by a specific
process

 The most significant finding of the study on Recruitment strategy prevailing in

the organization is very effective. The employees are quite satisfied with the
current recruitment methods.
 The study shows that 76% of the employees who have put in long year of
service have recruited via open competition, shows the transparency of the
recruiting policies of the company.
52
  Our study shows that 44% of the employees have joined this organization
aiming for career growth, good pay scales, and more benefits which the
company offers. Thus the statistics shows that the company has a positive
outlook towards the career growth of its employees in addition to the other
existing benefits.
 The Company’s approach to its recruitment policy shows that the right person
is very essential for the right job, as nearly 81% of the employees felt that they
were offered qualification and job offered.
 The study shows that 78% of the employees were of the opinion that the jobs
according to their qualification and experience.
 The Company has been trying to infuse new blood in the organization by
appointing fresh graduates and technologists, to set a competitive so as to face
the competitive world.

I have been closely working with concerned personnel and tried to gain
knowledge about HR and Payroll related activities being managed by professionals.

After completion of my training, I am able to understand and perform HR and

Payroll related activities in a company and understand the selection and recruitment
process . After completion of internship for two months they asked me to submit a
project report within one month after submitting my project report they handover me
the certificate it will great experience working in JBM as HR intern.

Note: This report has been prepared through extensive discussion with company
employees prospectus provided by the asset management company also helped
in preparing the report.

53
 CHAPTER 6

TRAINING FEEDBACK AND EXPERIENCE

6.1 TRAINING FEEDBACK AND EXPERIENCE

For everyone ,in internship is short jobs to earn, learn and gain skills and stuffs, but for
me other than this, it was the best experience of discovering oneself and succeed in
thinking out of box to express oneself.

I have learnt a lot from the company while working in the HR department. I
have learnt their recruitment and selection process and maintenance of employees.
Employees were assigned at different levels to perform their particular job.

I was working with Dy. Manager Sathish Sharma and supervised by Om

Prkash Yadav, HR manager of the company and learning the process of recruitment and
selection. I always tried my best to achieve absolute knowledge and experience from this
job. My days in the company from the first week went well. But in six week of training I
was on medical leave. As I Suffering from Dengue. But they allowed me and told recover
soon and join.

The accuracy of the study is based on the information given by the

respondents Data collected cannot be asserted to be free from errors because of bias on
behalf of the respondents. As the sample size consists size consists of only 35
employees its accuracy has its limitations We only allowed to take feedback only in
lunch time. The main limitation of the study is the collection of information. Because
most of the information are confidential. So they don’t want to disclose them.

54
 The HR Team Lead explained about company security rules, and scanned my bank
passbook and Aaadhar card for monthly wages. Monthly wages always came on time I
have been closely working with concerned personnel and tried to gain knowledge about
HR and Payroll related activities being managed by professionals.

During my internship I gained practical knowledge on how the human resource

division of an organisation at all levels by ensuring right number of people are available at
the right time to do the right job, not only that I have also gained insight into the working
culture of the organisation.

I am privileged to have undergone training at JBM Ltd. As learning never

stops, my learning has come from a lot of exposure, on the job training and close
interaction with the corporate.

55
 CHAPTER 7

RECOMMEDATIONS & CONCLUSION

7.1 RECOMMEDATIONS

 Manpower requirement for each department in the company should be identified

well in advance.

 If the manpower requirement is high and the recruitment team of the HR department
alone cannot satisfy it, then help from the placement agencies is needed.

 Time management is very essential and it should not be ignored at any level of the
process.

 The recruitment and selection through placement agencies as the last resort and is
utilized only when need.

 The stress should be given on knowledge and the experience should be the major
criteria for selection of employees.

 The organization should practice proper company guideline; the purpose of human
resource management is improving the production contribution of people.

 To get affective and efficient employee in the organization and should arrange
proper training programmes.

 The entire human resource department should be well informant regarding the
employment personal.

 The organization should provide well direct compensation as well as direct to its
staff.

 To evaluate employees performance in the management and should follow the

promotion policy properly.

 In order to get competitive advantage and to deliver quality service, top

management should try to modify the services.

56
 Periodically performance appraisal and giving recognition and rewards to the equal
qualified employees to keep motivating them.

 Time management is very essential and it should not be ignored at any level of the
process.

 The stress should be given on knowledge and the experience should be the major
criteria for selection of employees.

 The stress should be given on knowledge and the experience should be the major
criteria for selection of employees.

 H.R Department should be more practical and efficient so that the recruitment and
selection become more effective.

 The recruitment and selection procedure should not to lengthy and time consuming.

 The candidates called for interview should be allotted timings and it should not
overlap with each other.

 Manpower requirement for each department in the company should be identified

well in advance.

 Proper training needed for ensuring effective performance of the employees as they
have six month training but after two month they give full work to do. In such case
some person loss their jobs on their mistake.

 If the manpower requirement is high and the recruitment team of the HR

department alone cannot satisfy it, then help from the placement agencies is
needed.

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7.2 CONCLUSION

The source of recruitment in the organization is totally based in both the factors i.e.
internal and external. The recruitment of the prospective candidate for a particular post
is based in experience, age, qualification and percentage in the academic year. The
selection process is totally based on skills, communication and technical qualities. The
formal interview is conducted by the HRD. After selection the employees are inducted
for 1-15 days or more than 15 days.

This presents the summary of the study and survey done in relation to the
Recruitment and Selection in Jay Bharat Maruti ltd. The conclusion is drawn from the
study and survey of the company regarding the Recruitment and Selection process
carried out there and question asked in interview.

Most of the employees were satisfied but changes are required according to
the changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new idea enters in the company. Selection process is good
but it should also be modified according to the requirements and should job profile so
that main objective of selecting the candidate could be achieved.

From the above discussion it can conclude such a way that since human
resource management is a continuously practicing issue so it plays a significant role on
organizations overall performance. If an organization wants to gain full benefit from
human resource management it should follow all the sections of HRM. As a small AMC
few persons are recruited for its operations and performances. But it will expand soon or
later and then the number of HR employee may not be enough to run the company.

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Committed and trustworthy employees are the most significant factors to becoming an
employer of choice, it is no surprise that companies and organizations face significant
challenges in developing energized and engaged workforces.

However, there is abundance of research to demonstrate that increased employee

commitment and trust in leadership can positively impact the company’s bottom line.
In fact, the true potential of an organization can only be realized when the productivity
level of all individuals and teams are fully aligned, committed and energized to
successfully accomplish the goals of the organization.

59
 REFERENCES
Special efforts have been made in preparing the project thoroughly exhaustive and
nothing of important has been omitted. The data for this report has been collected from
these places.

I. Beardwell, J. & Claydon, T. 2007. Human Resource Management: A contemporary

ap- proach. 5th ed. FT Prentice Hall. Harlow.
II. Bernard O. & Stanley P. 2013. Handbook of Strategic Recruitment and Selection: A
Sys-tems Approach. Emerald Publishing Limited. URL:
https://ebookcentral.proquest.com/lib/haaga/reader.action?docID=1593391&query=.
Ac-cessed on: 15 September 2018.
III. Bratton, J. & Gold, F. 2019. Human Resource Management: Theory and Practice. 4th
ed. Palgrave Macmillan. New York.
IV. Chhabra T. N. (2002), Human Resource Management, Dhanpat Rai & Co. (P) Ltd.
V. Aswathappa(2001), Human Resource and Personnel Management, Tata McGraw
Hill Publishing Co. Ltd.
VI. Rao T.V. (2016), Readings in Human Resource Development, Oxford&IBH
Publishing Co.Pvt.Ltd
VII. Dessler, G. 2017. Human Resource Management. 15th ed. Pearson Education Ltd.
Bos- ton.
VIII. Foot, M. & Hook, C. 2011. Introducing Human Resource Management. 6th edition.
FT Prentice Hall. Harlow.
IX. Torrington, D., Hall, L., Taylor, S. & Atkinson, C. 2008. Fundamentals of human
resource management: managing people at work.1st ed. FT Prentice Hall. Harlow.
X. Waters, R. Using social media in recruitment process. Insight series. URL:
https://www.robertwalters.com/content/dam/robert-walters/corporate/news-and-
pr/files/whitepapers/using-social-media-in-the-recruitment-process.pdf. Accessed on:
14 September 2018.
XI. Workable 2020. How to recruit and hire interns. URL:
https://resources.workable.com/tutorial/hiring-interns. Accessed on: 07 November
2020

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 ANNEXURE
QUESTIONNAIRE ON RECRUITMENT PROCESS

NAME :

COMPANY NAME :

DESIGNATION :

DEPARTMENT :

DATE :

NOTE – PLEASE FILL THE APPROPRIATE OPTION.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews
c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising
c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online
c. Data

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Question 5: Does the organization clearly define the position objectives,
requirements and candidate specifications in the recruitment process? ( )
a. Yes b. No
Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins. c. 10 to 15mins. d. More

Question 7: Do you follow different recruitment process for different grades of

employees? ( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant) b. Current CTC/Expected CTC
c. Job Profile d. Notice period
e. All the Above Question
9: Do you have any system to calculate cost per recruitment? ( )
a. No b. Yes

Question 10: Is there any provision for evaluation and control of recruitment
process? ( )
a. Yes b. No
Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )

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