Recruitment and Selection

in
Maruti Suzuki India Limited

About the Company

Maruti Udyog Limited (MUL) was established in February
1981, though the actual production commenced in 1983
with Maruti 800, based on the Suzuki Alto kei car which at
the time was the only modern car available in India, its
only competitors the Hindustan Ambassador and premier
Padmini were both around 25 years out of date at that
point. Through 2004, Maruti has produced over 5 million
vehicles. Maruti cars are sold in India and various several
other countries, depending upon export orders. Models
similar to Maruti (but not manufactured by Maruti Udyog)
are sold by Suzuki and manufactured in Pakistan and other
South Asian countries.

HR Vision
To
create
a
vibrant
dynamic
organization by getting the best
available
talent,
continuously
upgrading them & making them self
reliant; To have HR systems and
processes that are contemporary,
relevant to Business need and create
strong engagement leading to high
productivity and Quality of our
products and services.

HR Mission
Lead and Facilitate change towards
creating a positive environment for
employees where people understand
and believe that they have to
contribute to the fullest in making
MSIL an excellent company which
can then facilitate for the employees
opportunities for career development
& growth and a feeling of pride to be
a part of MSIL.

Recruitment and Selection

Purpose and Importance of

Recruitment
Attract and encourage more and more candidates to apply in the
organization.
Create a talent pool of candidates to enable the selection of best
candidates for the organization.
Determine present and future requirements of the organization in
conjunction with its personnel planning and jobs analysis activities.
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number
of visibly under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.
Begin identifying and preparing potential job applicants who will be
appropriate candidates.
Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

Sources of Recruitment in MSIL:

Campus Recruitment
Selected empanelled campuses

Lateral Recruitment
Consultants
Job sites
Employee referrals

HR Recruitment Process
at MSIL
The HR recruitment process can be
divided into three stages:

1. Manpower Budget
2. Recruitment
3. Selection

Flowchart for Manpower Budget

Start

Stop

Flowchart for Recruitment

Start

Stop

Flowchart for Selection

Start

Stop

iRecruitment
With the advent of internet, internet has become
one of the major sources of recruitment through
lateral route. Internet or e-recruitment is the use
of technology to attract candidates and aid the
recruitment process. It lets firms target many
qualified candidates for a job, screen them in
seconds, and contact the best ones. It is only one
twentieth the cost of ad hiring and slices fifteen
days off the usual forty three day hiring cycle.

The logic process followed in iRecruitment is as follows: