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CHAPTER - INTRODUCTION 3
I
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CHAPTER CONCLUSION 32
-VII
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CHAPTER - I
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CHAPTER - I
A STUDY ON THE MANPOWER RECRUITMENT AND
SELECTION PROCESS IN
SIMPSONS & CO.LTD
INTRODUCTION
Recruitment and selection are two of the most
important functions of personnel management. Recruitment
precedes selection and helps in selecting a right candidate.
Recruitment is the process of discovering the manpower to meet
the recruitment of the staffing schedule and to employ effective
measures for attracting the manpower in adequate numbers to
facilitate effective selection of efficient personnel. That is the
reason, recruitment is being called appositive function and
selection is being called a negative function.
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CHAPTER -II
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COMPANY PROFILE
SIMPSONS & CO.LTD (Amalgamations Group) Simpson & Company Ltd.
The Amalgamations Group, like the banyan tree, has spread its beneficent shade
way beyond its origins. And like a banyan tree, it has provided shelter to
thousands, and has stayed deeply rooted to its values while reaching for the sky.
And just like the banyan tree, it is full of life from its roots to its tiniest branch,
standing strong and steadfast – while yet remaining relevant to changing times.
The Group is unique not only for its diversity, but for its deep-rooted values – such
as product quality and customer satisfaction, a spirit of innovation, ethical
practices, respect for the individual and a concern for society.
The Group has the talents and tools, the vision and resilience, plus the wisdom and
insights to keep the flag of Excellence flying high in any sphere of activity.
Solid values, deep belief and strong commitment – that’s the world of
Amalgamations.
Engineering
Manufacturing
Trading
Distribution
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Amalgamations Group is one of India's largest light engineering groups consisting
of 43 companies. Its operations include automotive components manufacturing,
trading and distribution, services and plantations. The automotive business
comprises nine automotive components companies including diesel engines,
forgings, fuel-injection systems, gears, metal cutting tools, paints,
pistons, transmissions and tyre retreading.
manufactures high precision tools and custom - moulded engineering plastics from
its two facilities in Bangalore (Karnataka) and Maraimalainagar (Tamil Nadu).
TAFE Engineering Plastics Division supplies to domestic clients such as General
Motors, HM Mitsubishi, Toyota.
• IP Rings:
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Hyundai Motors India, Mahindra & Mahindra, Maruti Udyog, Simpsons, Tata
Motors and TVS Motors as its customers.
supplies engine bearings, bushings and thrust washers to OEMs in the passenger
car, HCVs, LCVs, tractors, industrial engines, defence and railway sectors. Its
manufacturing facilities are located at Chennai,
Coimbatore and Hosur (all three in Tamil Nadu).
Incorporated in 1962 for the production of flywheel starter ring gears. The
company has a total annual production capacity of 1.2m flywheel starter ring gears
with two manufacturing facilities near Chennai (Tamil Nadu). It was merged into
Amalgamations Repco in 2005. The company supplies to Ashok Leland, Hyundai
India and Tata Cummins.
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Outlook
S.Anantharamakrishnan
Sivasailam Anantharamakrishnan
1905
Born Tinnevely district, Madras Presidency, British
India
Occupation Business
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Sivasailam Anantharamakrishnan (1905–1964), affectionately called "J" was an
Indian industrialist and business tycoon who founded and led the Amalgamations
group of industries from 1945 to 1964.
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According to popular Chennai historian S. Muthiah, the successful takeover was
the result of an overheard conversation at a Hotel Connemara. This takeover is
regarded as over of the biggest business deals of post-colonial Madras.
During the period 1938–1955, the group also promoted a finance company called
Simpson and General Finance, an advertising company (Madras Advertising
Company), Wheel-Precision Forgings, Speed-a-way and Wallaces Castwright.
India Piston was established in 1949. This company produces pistons, piston rings,
piston pins and cylinder liners. Addison Paints and Chemicals was established in
1947. With Indian independence and Indianization of commercial establishments
in the country, the Europeans in the board left handing the company to Indians.
Consequently, Anantharamakrishnan became the Chairman of the Amalgamations
group in 1953.
Anantharamakrishnan died an untimely death on April 18, 1964 at the age of fifty-
nine.
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Perkins, UK, and it now supplies diesel engine products ranging from 20 to 110
bhp.
The company has two manufacturing facilities in Chennai (Tamil Nadu).
The company manufactures engines
Meeting Bharat Stage II norms for on-highway applications, Bharat Stage III,
US Tier I and US Tier II norms for tractor applications.
PRODUCT PROFILE
• RECRUITMENT PROCESS
• SELECTION PROCESS
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CHAPTER-III
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CHAPTER-III
OBJECTIVE OF THE STUDY
PRIMARY OBJECTIVE
SECONDARY OBJECTIVES
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To contribute to the organization’s bottom line through
efficient and effective production.
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NEED FOR THE STUDY
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CHAPTER-IV
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CHAPTER-IV
LITERATURE REVIEW
(David A. Dacenzo & Stephen P. Robin, 7th` Edition by John Wiley &
sons ( Asia) Pvt. Ltd.)
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CHAPTER-V
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RECRUITMENT PROCESS
CHECK FOR
APPLICATIONS
CURRICULUM VITAE
External agencies
Referred applications
Advertisement
Data bank.
SHORT LIST
CANDIDATES.
CONDUCT INTERVIEW
NO PERFORMAN
INTIATE CE
APPROPRIATE SATISFACTO
RY
YES
OFFER LETTER
ACCEPTNACE FROM
CANDIDATE
PALACE THE
CANDIDATE
ORIENTATION
PROGRAM
The over all manpower position of the company is divided into 3 major
departments. These department employees are further divided into 3 divisions. Let
us see in detail.
WORKS DEPARTMENT:
• Recruitment Executive
Gensys Hr Consulting(20% manpower recruitment)
(Outsourcing/Offshoring industry)
On the requirement of the JD find the right candidate from the Hot Spot.
Validating the Candidate on General Information
Generate Feedback Report from the Client
Entire Spectrum of Recruitment Activities
Campus Recruitment and Special Drives
End to End Recruitment Process
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NEED FOR RECRUITMENT :
The need for recruitment of employees arises when the preset employees of the
organization, leave due to the below mentioned various reasons,
• Retirement
• VRS
• Death or Termination
• Resignation
• Transfers
• PAYMENT DETAILS:
• COMPANY TRAINEES:
• I.T.I individuals:
• 1-12 months = rs.2500
• 13-24 months=rs.2800
• NON I.T.I individuals:
• 1 -12 months = rs.2350
• 13-24 months = rs.2500
• 25-30 months = rs.2800
• CONSOLIDATED WORKERS:
• ( after completion of 12 months training period)
• 1 -12 months = 4200 W.E.F
• 13-18 months = 4600 W.E.F
• 19-24 months = basic + 60% DA + 25% of basic inc
• 25-30 months = basic + 75% DA + 25% of basic inc
• 31-33 months = basic +100%DA + 50% of basic inc + 10% allowance.
• 34-36 months = basic +100%DA + 75% of basic inc + 50% allowance.
• After 37th month = full benefits.
• ( the payment of production incentive bonus will be made based on the
percentage applicable to the department / area of employment )
• The unions assured that workmen will discharge their duties satisfactorily, in
terms of the certified standing orders and also comply with all rules and
regulations, that are in force from time to time including attendance and they
will reach and maintain the highest levels of production as agreed
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SELECTION PROCESS
In the second stage, the references, which are given by the candidates, are checked
via telephone,
mails or sometimes by personal meetings.
In the third stage, there are certain tests, which the candidates need to qualify.
These tests includeaptitude test, specialization tests, knowledge tests, IQ test,
physiological tests etc. These tests are
conducted because Genus Overseas Ltd. generally requires highly qualified
personnel suiting the
requirements of the jobs. Once the tests are conducted, those who qualify the tests
are called for
personal interview.
This is the last stage for selecting the employee. It includes an extensive interview
of the
candidate by a jury panel. It’s a detailed interview considering all the aspects of the
job for which
the candidate is suited. Each and every aspect of the job is considered and
discussed upon.
Sometimes more rounds of interviews also may be carried out to further short list
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the candidates
depending on the nature of the designation of the job.
And finally once the interview is conducted and the appropriate candidate is
selected for the job he is sent for a 3 to 4 days induction program in which he is
familiarized with the nature of job and the functioning of the organization.
The selection process has two basic objectives: (a) To predict which applicant
would be the most successful if selected for the job, and (b) To sell the
organization and the job to the right candidate. The selection process is based on
the organizational objectives, the job specification and the recruitment policy of
the organization. The various selection processes are initial screening, application
forms, selection tests, group discussions, interviews and reference checks.
The filled-in application forms provide pertinent information about the individual
and are used in the job interview and for reference checks to determine the
applicant's suitability for employment. There are two methods of evaluating these
forms – the clinical method and the weighted method. Selection tests, which are
widely used include intelligence tests, aptitude tests, achievement tests, situational
tests, interest tests, and personality tests.
Interviews help managers to fill the gaps in the information obtained through the
application blanks and tests. Interviews also enable the management to make an
impact on the job applicant's view of the organization, apart from assessing his job-
related behavior and attitude. Interviews may be classified as preliminary, selection
and decision-making, based on their timing and purpose.
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The process of interviewing consists of several steps such as preparation for the
interview, ensuring a setting, and conducting, closing and evaluating. The selection
process also uses background investigation or reference checks to check the
authenticity of the information provided by the applicant. Finally, after an
applicant is selected, the offer is made to him and on acceptance, the placement
process starts.
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* Application blank: - Application form is a traditional and
widely used device for collecting information from candidates.
The application form should provide all the information relevant
to selection
.
* Selection test: - Psychological are being increasingly used in
employee selection. A test is sample of some aspects of an
individual’s attitude, behavior and performance. It also provides
systematic basis fro comparing the behavior, performance and
attitudes of two persons.
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department. Employment is offered in the form of appointment
letter mentioning the post, the rank, the grade, the date by which
the candidate should join and other terms and conditions in brief
• Recruitment Executive
Gensys Hr Consulting(20% manpower recruitment)
(Outsourcing/Offshoring industry)
On the requirement of the JD find the right candidate from the Hot Spot.
Validating the Candidate on General Information
Generate Feedback Report from the Client
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Entire Spectrum of Recruitment Activities
Campus Recruitment and Special Drives
End to End Recruitment Process
CHAPTER-VI
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FINDINGS:
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Recommendations:
1. The recruitment policy used in the company is very transparent. But, the
candidates who come for the interview they have to wait a long. It leads to lot of
time wastage and creates panic amongst them. So, the waiting time should be
minimized.
2. When the recruiters go for external hiring they should select only good
candidates on phone before going over there. Because, I have seen that there is not
even a single selection from a place. It wastes time and costs a lot to the company.
3. I think they should increase their hiring percentage from campuses. Because
they would get the actual skill set they require from colleges. It would save their
time and money.
5. I have observed that confirmation cases are extended in 80% cases. So, one
need to find out why is it so. The skills of candidate should be carefully checked at
the time of interview. It may help in decreasing the number of extended cases.
7. While asking about the file audit I found that those who have work experience
have not submitted their previous company document. So, the recruiter should ask
in the very beginning for the documents. After that only joining should take place.
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Suggestions:
• HR manager should inform verbally to the candidate before joining all the
documents needed for joining.
• Audio visual can be used at the time of joining by the HR SPOC to explain the
policies and joining formalities.
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CHAPTER-VII
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Conclusions:
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CHAPTER-VIII
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ANNEXURE
BIBLIOGRAPHY
Reference books:
Biswajeet pattanayak, Human Resource Management, 3rd` edition-
Prentice Hall of India Pvt. Ltd
Wayne F. Cascio, Managing Human Resources- McGraw-hill
Companies
David A. Dacenzo & Stephen P. Robin, 7th` Edition by John Wiley &
sons (Asia) Pvt. Ltd
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PICTURES
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Simpsons HR department
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Marine engine
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Main product of the company( tractor engine)
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Simpons Service Map
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