DECLARATION

I SHILPA NAGAR hereby declare that the project titled RECRUITMENT AND
SELECTION PROCESS IN DENSO INDIA LIMITED is my own work and efforts
which is completed under the supervision of Ms. MAMTA CHAUDHAY.

The Research report has been submitted to Subharti Un for the purpose of the
compliance of any requirement of any examination or any degree earlier.

SHILPA NAGAR
M.B.A. 3rd Sem
Roll No. - 1419270044

ACKNOWLEDGEMENT
When a person is help, guide and co-operated his or her heart is bound to
pay gratitude.
It is not a single mans effort which is sufficient for the accomplishment of a Research.
Various factors, situations and persons integrate to provide the background for
accomplishment of a task requires the effort of so many people and the work is no
different.
I acknowledge here the names of those people who have been instrumental in
preparation of this Research.
I am sincerely indebted to Mr. (faculty , ) for his valuable suggestion and inspiration to
undergo this study and his help which he gave for the completion of this Research.
My grateful thanks are also due to various others technocrats, who inspire of there
multifarious pre-occupation, were kind enough to spare time to grant me personal help
and others cooperative activities. I would also like to thanks co-operation for providing
the recruitment & selection and supplemental information used in this study.

PREFACE
2

The purpose of my research report was to learn the practical application of

Recruitment and Selection Process and its importance in DENSO INDIA LIMITED
along with the HR policies of DENSO INDIA LIMITED which prides itself to be the
market leader.
While carrying out the study I have gained a good amount of knowledge and insights
of how HR department works but I have touched the tip of iceberg. There was more
to learn but due to constraint of time it was not possible. The HRD manager has to
work with the missionary spirit. Unlike many roles in an organization where tangible
short- term benefits can be obtained, it is difficult for HRD functionary to
demonstrate any tangible short- term accomplishment. Yet HRD managers are
tempted to show to the top management, line manager and themselves that they are
making things happen through training program, recruitment& selection.
In DENSO INDIA LIMITED a meticulously natural team stands at the very heart of
the group. 4,000 Personnel evince perfect camaraderie. A steadfast dedication to
qualify an attainment of maximum team potential is the touchstones of the company.
The company is engaged in constant learning process through intensive selection and
training program. Indeed, the aspiration is to shape a winning team of self motivated,
empowered, professionals with knowledge and confidence to take independent
decision. DENSO INDIA LIMITED recognizes each employees individuality, ability
and efforts and also applauds for their contribution to the success of the group.

TABLE OF CONTENTS

Preface
3
Executive summary
6
Objective of Study
8
Introduction
9
Company profile
13
Recruitment & selection process
34
Research methodology
60
o Research design
o Data collection
Data Analysis
65
Findings
87
Conclusion
91
4

 Recommendations
93
Limitations
96
Bibliography
97
Questionnaire
98

EXECUTIVE SUMMARY

The recruitment and selection procedure of the company determines the level of achieving
organizational goals in the long run. As per definition it is stated that which is all about
selecting right person for the right job at the right time at the best possible position.
Although it sounds quite simple but it is also not an easier job to evaluate a person with his
ability and skills that may satisfy the core competency for the job so that his degree of
willingness to pursue a job becomes positive. From job seekers prospective it is the core
competencies, which matter much for a job. So it is the effective recruitment and selection
procedure, which determines not only the right candidature for a job but also a long-term
accomplishment of organizational goals.
I have chosen DENSO INDIA LIMITD for studying their methods of recruitment
and selection function. In the course of study I came to know that, it has the probability of
achieving more than 50% of the people to be placed for the right job, which reflects some
of the unique ways for recruiting the candidates to fill up various vacancies.
The aim of the company is to achieve overall organizational goal not only by way of
fulfilling the targeted top-line but also employee satisfaction towards various position of
job to the maximum level. This I will see as I proceed subsequently in my Research.
Basically recruiting is the discovering of potential candidates for actual or anticipated
organizational vacancies. It also can be said in another way that bringing together those
with jobs to fill and those seeking jobs.
It is important to study Recruitment and Selection because through it I can identify our
human resource needs. I can know what kind of people must be select to fill up the specified
vacancies.

The ideal recruitment effort will attract a large number of qualified applicants who will
take the job if it is offered. It should also provide information so that unqualified
applicants can self select themselves out of job candidacy, that is, a good recruiting
program should attract the qualified and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to know the recruiting
sources. There are internal and external sources as well as employee referrals/recommendation.
In this Research I am studying recruitment and selection process of DENSO INDIA
LIMITED. To find out actual recruitment and selection process of of the company where for all
kinds of operational level technical qualification is needed. I also have the picture of Selection
cost of the company. It is very interesting to study recruitment and selection process as it will give
me clearer picture of the process.

Objective of Study

The basic objective of this report is to Recruitment and selection process In Denso
india limited. Following fundamental objectives have been identified as the subobjectives of the study:-

1.

To study the identity of the

recruitment & selection process in the denso india limited.

2.

To find out the employees as per

companys vacancies.

3.

To find out the various sources of

advertisement of vacancies like-media (electronic or paper or both), schools,

posters etc.

4.

To study the work environment and

select the pattern of interview, which can help out to select the suitable employee
for the organization.

5.

To study the interpersonal

relationship.
6.

To find out the sources of

recruitment.

7.

To examine the fairness of selection

process of denso india limited.

8.

TO see the career in HR department

of denso india limited.

9.

To understand and learn practical

implementation of recruitment and selection practices.

10.

To check that employees are

satisfied with the recruitment and selection process of denso india limited.
11.

To understand the role of HR

(responsible for selection).

12.

To know about real selection

process of denso india limited.

INTRODUCTION

Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. Certain influences constrain managers in determining recruiting
sources such as image of the organisation, internal policies, attractiveness of the job, union
requirements, government requirements and recruiting budgets.

Popular sources of recruiting employees include internal search, advertisements,

employee referrals, employment agencies, schools, colleges and universities; professional
organizations and casual or unsolicited applicants. In practice, recruitment methods appear
to vary according to job level and skill.
9

Proper selection can minimize the costs of replacement and training, reduce legal
challenges, and result in more productive workforce. The primary purpose of selection
activities is to predict which job applicant will be successful if hired. During the selection
process, candidates are also informed about the job and the organisation.

The discrete selection process would include the following: initial screening interview,
completion of the application form, employment tests, comprehensive interview,
background investigations, physical examination and final employment decision. In the
discrete selection process, an unsuccessful performance at any stage results in the rejection
of the applicant.

An alternative to the discrete selection process is the comprehensive approach, where all
applicants go through every step in the selection process and the final decision is based on
a comprehensive evaluation of the results of each stage. To be an effective predictor, a
selection device should be reliable, valid and predict a relevant criterion.

Selection devices provide managers with information that will help them predict whether
an applicant will prove to be a successful job performer. The application blank is effective
for acquiring hard biographical data, while the weighted application can provide
information for predicting job success.

Traditional tests that assess intelligence, abilities and personality traits can predict job
proficiency but suffer from being non-job related. On the other hand, interviews
consistently achieve low marks for reliability and validity. Background investigations are
valuable when they verify hard data from the application, although they offer little
10

practical value as selection devices. Physical examinations are valid when certain
physical characteristics are required to be able to perform a job effectively.

SCOPE OF STUDY

The scope of study is to observe the degree of satisfaction levels of the employer as well as
the employees towards the process of recruitment and selection techniques adopted by the
company. It will also show the deviations if any, towards this affect that will be
experienced in research. Apart from getting an idea of the techniques and methods in the
recruitment procedures it will also give a close look at the insight of corporate culture
prevailing out there in the organization. This would not only help to aquanaut with the
corporate environment but it would also enable to get a close look at the various levels
authority responsibility relationship prevailing in the organization. Also the stipulated time
for the research is insufficient to undergo an exhaustive study about the topic assigned and
moreover the scope of the topic (recruitment and selection) is wide enough, so it is
difficult to cover all the topic within the stipulated time.

11

AUTOMOTIVE INDUSTRY

Automotive Industry is a wide range of companies involved in the design

,development , manufacturing, marketing and selling of motor vehicle.
it is one of the world most important 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 term automotive was created from Greek word autos (self), and Latin motivus
(motion) to represent any form of self-powered vehicle.
THE automotive industry began in the 1890s 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 32028500
automobiles in use, and the U.S. automobile industry produced over 90% of them. at that
time U.s. had one car per 487 persons. 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
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. 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.[4] From 1970 (140 models) over 1998 (260 models) to 2012 (684
models), the number of automobile models in the U.S. has grown exponentially.

12

COMPANY profile

date of Establishment

22-11 1984

Revenue

180.545 ( USD in Millions )

Market Cap

3978.4251988 ( Rs. in Millions )

Corporate Address

B-1/ D-4, Ground Floor,Mohan Co-operative

Industrial Estate,Mathura RoadNew Delhi110044, Delhi
NA

Management Details

Chairperson MD - Kenichi Shibayama

Directors - Michio Adachi, Yutaka Fukaya,
Minoru

Ono,

Taro

Nanko,

Kyoichiro

Takashima, Sadahiro Usui, Kenichi Ayukawa

Business Operation

Auto Ancillary

Financials

Total Income - Rs. 12114 Million ( year ending

Mar 2014)
Net Profit - Rs. -563 Million ( year ending Mar
2014)

Company Secretary

Alok Mathur

Bankers

No Bankers Details in A.R

Auditors

Deloitte Haskins & Sells

The company was incorporated on 22nd november and was promoted

by Shri ram fibers ltd and nippondenso co. ltd.
DENSO is a leading global supplier of advanced automotive technology, systems and
components, for all the world major automakers. with over 130000 employees in

13

more than 35 countries, our global turnover places us amongst some of the largest
companies in the world. this lead could be achieved due to our continuous keenness
for participating the needs of automakers and closely partnering with customers
right from the start. our team work promptly and diligently to manufacturing
products that show a commitment to quality, safety and environment. our successful
practices through the years are due to continuous kaizen and highlighted by our
employees.
denso started its operations in india from 1984 onwards and since then has been
continuously supplying superior quality products to its customers. with current
workforce of over 3000 associates in india denso caters to almost all the major
automakers in india.

According to company meaning of customers:

customers are at the heart of everything we do. our endeavor to excel and passion to
innovate is behind making us one of the largest automotive parts making
manufactures in the world. the success of denso lies deeply in our pillars of customer
satisfaction practices; quality, cost and delivery. we aim to continuously improve our
capabilities .

key executives

14

Name
SND

7KM

9AC

1 1KD

2SD

3KD
3
8MD
8
4TA
4

5MA

6YA
5

15

REVOLUTION OF DENSO INDIA LIMITED

IN- 1984
Established 1st factory as a joint venture with SRF India under the name SRF
Nippondenso india limited.

IN-1986

16

SRF nippondenso india limited started the production of electrical parts of four
wheelers . founded Subros limited as a joint venture with Suzuki corporation and
suri family for the production of automotive air conditioners.

IN -1991
Entered into a technical agreement with pricol limited.In -1993
SRF nippondenso India ltd. Came under the management control of nippondenso
and changed its name to nippondenso india limited.

In-1994
Technical assistance with lucas-tvs.

IN-1996
Name changed from nippondenso India limited to Denso India limited.

IN-1997
Acquired 12.5% stake in Pricol limited .

IN-1998
Established 2nd manufacturing unit, DENSO KIRLOSKAR

INDUSREIES

PRIVATE LIMITED at bangalore.IN- 1999

Established sales office DENSO SALES INDIA PRIVATE LIMITED in Delhi .
Established manufacturing unit, DENSO HARYANA PRIVATE LIMITED at
Haryana.

IN-2008
Established its unit in Haridwar.

17

IN-2010
DENSO

SALES

INDIA

PRIVATE

LIMITED

renamed

as

DENSO

INTERNATIONAL INDIA PRIVATE LIMITED.

IN-2011
Established subros thermal engineering center.

IN- 2013
established joint venture with Pricol as DENSO PRICOL INDIA LTD.

DENSO MANAGEMENT PHILOSOPHY

PHILOSOPHY
The "DENSO Philosophy" guides our corporate actions, ensuring that we
will continue to be a corporation that is trusted by people around the world.

Mission
Contributing to a better world by creating value together with a vision for the
future.

Management Principles

1.

Customer satisfaction through quality products and

services.
2.
Global growth through anticipation of change.
18

3.
4.

Environmental preservation and harmony with society.

Corporate vitality respect for individuality.

Long-term Policy
DENSO is committed to prepare a brighter future for generations to come
through our commitment to protecting lives and preserving the planet. We
will focus on the environment, security and safety in every aspects of our
business.

Mid-term Policy
DENSO Group Mid-term Policy 2018 describes the key business fields and
functions to reinforce, and the corporate fundamentals we need to
strengthen through 2018 in order to achieve the goals of Long-term Policy
2020.

19

DENSO Spirit
A spirit of foresight, credibility and collaboration

The DENSO Spirit expresses values and beliefs shared by our employees
around the world that have driven us to contribute to the automotive
industry and society as a whole since our establishment in 1949.

20

Foresight

Visio

Anticipate change

n
In order to surprise and impress our customers, we
must always consider what is necessary for society as
a whole and what contribution we can make. This
requires each of us to have a vision of our own future
and the desire to be a pioneer.

Creat

Create new values

ivity
When working towards goals, there is a tendency to
cling to past precedents. We must encourage new
ideas and exercise creativity, considering issues from
a range of perspectives.

Chall

Overcome difficulties

enge
In order to demonstrate this spirit of advancement in
our business activities, we need to have an iron will
and high aspirations. We must encourage each other
to take on new challenges and not be daunted by the
barriers that stand in our way, but always be up to the
21

task and persist in our work. By approaching problems

with an unfaltering will and strong desire to realize our
goals, we will gain the strength to break through the
barriers.

Credibility

Quality

Ensure the best quality for our customers

First
To gain the confidence of clients and end-users, we
must

focus

on

quality

first.

Each

individual

employee must be quality-conscious and everyone

must take a united approach.

On-site

Grasp the facts firmly

Verifica
tion

To solve a problem, you must first understand the

situation by going to the site of the problem and
determining its root cause. Then you can develop an
appropriate solution.

22

Kaizen,

Strive to reach higher levels

Continu
ous
Improv
ement

In each and every situation, aim for greater heights.

Strive to do better today than yesterday, and better
tomorrow than today, making continuous step-bystep improvements (kaizen).

Collaboration

Commun

Understand one another completely

ication
23

We aim to communicate so as to remove gaps

between hierarchical levels. For communication to
be meaningful throughout the company, we must
first

properly

identify

the

other

party's

circumstances and standpoint, and bring about

mutual understanding.

Teamwor

Do your best as a team

k
To achieve our goals, we must cooperate with each
other. For this to happen, it is essential that each of
us be an enthusiastic participant, doing our best
within the team in an environment of mutual
understanding.

Teamwork

yields

benefits

far

greater than the sum of its parts.

Human

Develop yourself and the next generation

Develop
ment

For each employee to achieve his/her potential, we

must promote self-expression and create an
environment that supports and leverages the
development of each employee.

24

Life at DENSO
Our corporate culture promotes the professional growth of employees under
the banners, "people first" and "monozukuri is hitozukuri (we create better
things when we nurture our people). Our fast-paced, hands-on working
environment provides plenty of challenges and opportunities to work with
people from diverse backgrounds.DENSO provides a working environment
where ambitious individuals grow and teamwork flourishes. We invest in our
people because our success depends on their development.People come
first at DENSO. Because our growth depends on their success, we provide a
supportive working environment where people develop their careers and
achieve satisfying goals.

products of denso

CDI

Magneto

03

0.00

2518.00

18.88

03

0.00

2477.00

18.57

03

0.00

2426.00

18.19

03

0.00

1806.00

13.54

2014

2014

Alternato 2014
rs

Power

2014

Window
25

Wiper

03

0.00

1253.00

9.39

03

0.00

1015.00

7.61

03

0.00

583.00

4.37

03

0.00

482.00

3.61

03

0.00

225.00

1.69

03

0.00

194.00

1.45

03

0.00

128.00

0.96

2014

Motors

Starter

2014

Motors

Starter

2014

Motors Traded

Spares

2014

Fan

2014

Motors

Power

2014

Windows
- Traded

Blower

2014

Motors

26

EPS
Motor

03

0.00

108.00

0.81

03

0.00

34.00

0.25

2014
-

Traded

Alternato 2014
rs

Traded

27

customers of denso india limited

1- MARUTI SUZUKI
2- TOYOTA
3-HONDA
4-HERO
5-YAMAHA

tMaruti

Suzuki

India

Limited

(/maruti suzuki/) formerly known as

t
Maruti Udyog Limited, is an automobile manufacturer inIndia. It is a
subsidiary of Japanese automobile and motorcycle manufacturer Suzuki. As
of November 2012, it had a market share of 37% of the Indian passenger car
markets. Maruti Suzuki manufactures and sells a complete range of cars
from the entry level Maruti 800 (discontinued), Alto, to the hatchback Ritz,
Celerio, A-Star, Swift, Wagon R, Zen and sedans DZire, Ciaz, Kizashi and
SX4, in the 'C' segment Eeco, Omni, Multi Purpose vehicle Suzuki Ertiga, SCross and Sports Utility vehicle Grand Vitara.
The company's headquarters are at No 1, Nelson Mandela Road, New Delhi.
In February 2012, the company sold its ten millionth vehicle in India.

toyota

28

After over 50 years in Australia, Toyota has grown to be one of Australia's leading automotive
companies.
Toyota Australia is a leading manufacturer, distributor and exporter of vehicles, with a market share of
18 percent as at the end of the 2011 calendar year.
The company has sales and distribution branches in mainland Australian states, except Western
Australia, where an independent company distributes Toyota and Lexus branded vehicles on Toyota
Australia's behalf.
More than half of the Camry and Aurion vehicles manufactured at the company's plant in Altona are
exported overseas - to 13 markets in the Middle East, New Zealand and the Pacific Islands.

honda
honda first manufacturing unit was set up at Greater Noida, U.P in 1997. The green
field project is spread across150 acress and has an annual production capacity of
120,000 units. HCIL's second plant in Tapukara is the first car manufacturing plant in the
state of Rajasthan. The state-of the art Power train and Press shop in Tapukara plant
have been operational since September 2008. This facility is spread over 450 acres and
has an annual production capacity of 120,000 units. HCIL started the production of cars
from its Tapukara Plant from February 2014. This plant is the culmination of the best
manufacturing know-how and practices gathered from Honda's global operations.

yamaha
Yamaha was established in 1887 as a piano and reed organ manufacturer
byTorakusu Yamaha as Nippon Gakki Company, Limited (Nippon Gakki
Seiz Kabushiki Kaisha?) (literally Japan Musical Instrument Manufacturing
Corporation) in Hamamatsu, Shizuoka prefecture and was incorporated on

29

October

12,

1897.

The

company's

origins

as

musical

instrumentmanufacturer is still reflected today in the group's logoa trio of

interlocking tuning forks.
After World War II, company president Genichi Kawakami repurposed the
remains of the company's war-time production machinery and the
company's expertise in metallurgical technologies to the manufacture of
motorcycles. The YA-1 (AKA Akatombo, the "Red Dragonfly"), of which 125
were built in the first year of production (1954), was named in honour of the
founder. It was a 125cc, single cylinder, two-stroke, street bike patterned
after the German DKW RT125 (which the British munitions firm, BSA, had
also copied in the post-war era and manufactured as the Bantam and HarleyDavidson as the Hummer. In 1955, the success of the YA-1 resulted in the
founding of Yamaha Motor Co., Ltd.
Yamaha has grown to become the world's largest manufacturer of musical
instruments (including pianos, "silent" pianos,drums, guitars, brass
instruments, woodwinds, violins, violas, cell, and vibraphones), as well as a
leading manufacturer of semi conductors, audio/visual, computer related
products, sporting goods, home appliances, specialty metals and industrial
robots.
In 1989, Yamaha shipped the world's first CD recorder. Yamaha purchased
Sequential Circuits in 1988.] It bought a majority stake (51%) of competitor
Korg in 1987, which was bought out by Korg in 1993.]
In 2002, Yamaha closed down its archery product business that was started
in 1959. Six archers in five different Olympic Games won gold medals using
their products.
It acquired German audio software manufacturers Stein berg in January
2005, from Pinnacle Systems.
In July, 2007, Yamaha bought out the minority shareholding of the Kemble
family in Yamaha-Kemble Music (UK) Ltd, Yamaha's UK import and musical
instrument and professional audio equipment sales arm, the company being

30

renamed Yamaha Music U.K. Ltd in autumn 2007. Kemble & Co. Ltd, the UK
piano sales & manufacturing arm was unaffected.

COMPETITORS OF DENSO INDIA LIMITED

AMTEK AUTO
MUNJAL SHOWA
TVS SRICHAKRA
PTL ENTERPRISE
JMT AUTO
INDIA NIPP. ELEC.
STEEL STR WHEEL
MUNJAL AUTO INDS
ALICON CAST
REMSONS INDS.
BANCO PRODUCTS
BHARAT GEARS
LUMAX AUTO TECH.
TVS MOTOR CO.
31

FIEM INDS
MINDA CORP
EICHER MOTOR

TOPIC : RECRUITMENT AND SELECTION

RECRUITMENT

Recruitment and selection are the most important functions in an

organization because with the help of these functions the management selects
the best available candidate from a batch of them. The organizations, in this
growing competitive world, need to have the best of the manpower so as to
have an edge over its competitive.

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

prospective employees and stimulating and encouraging them to apply for
jobs in an organization."

In the words of Yoder,"Recrutiment is a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ

32

effective measured for attracting that manpower in adequate numbers to

facilitate effective selection of an efficient working force."

The recruitment needs can be classified into

Planned.

Anticipated.

Unexpected.

Planned need arise from changes in the organization and retirement policy.
These occur due the expected changes in the organization so the management
can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organisation

can predict by studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

Recruitment is a process or a series of activities rather than a single event.

It is a linking activity as it brings together the employers and employees.
It is positive process because in this activity the employers want to have the
maximum number of job seekers so as to have a wider scope for choice ultimately
leading in spotting right persons for job.

33

 It is an important function as it makes it possible to acquire the number and

type of persons required for the effective functioning of the organization.

It is an on going function in all the organizations, but the volume and

nature of recruitment varies with the size, nature and environment of the
organization.
It is a complex process because a number of factors affect it --the nature of
the job offered, image of the organization, organizational policies, working
conditions etc.

SOURCES OF RECRUITMENT:
The various sources of recruitment are -

Internal Sources: these sources are present within the

company,company have to bear less cost for hiring employees by these
sources.but company have very limited scope to choose candidates.

Include Present Employees who can be transferred or given promotions.

The retired and retrenched employees who want to return to the
company.
Dependents and relatives of the deceased and disabled employees.

External Sources:

these sources are present within the

organisation. company have wider scope to choose candidates, but company

have to invest more time and resources to select the candidates.

34

Consist of

Press advertisements.

Campus Interviews.

Placement Agencies.

Recommendations.

Recruitment at factory gate.

Employment Exchanges.

During my sumer internship at DENSO INDIA LIMITED, it was observed that the
recruitment need of DENSO INDIA LIMITED is diversified. It needs persons who
have knowledge of use, processing of natural ingredients of number of varied products,
technical know-how of latest industrial technical knowledge, and computer
applications to

work on computers. The importance of the process could be

understood that the present work force of DENSO INDIA LIMITED is 2,500
employees. Hence, the recruitment and selection procedure should match the
complexities of the need and at the same should commensurate with the complex need
of the organization.
It is a process of weeding out unsuitable candidates and finally identifying the most
suitable candidates.
This process divides the candidates into two categories-the suitable ones .

SELECTION

35

Selection is the process of choosing the best candidate out of the all the applicants. In
this process, relevant information about the applicants is collected through a series of steps
so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that
the candidate can be entrusted with the task that matches with his credibility.

and the unsuitable ones. The suitable people prove to be the asset for the organization.
Selection is a negative process because in this process the management tries to minimize
the number of people at each step so that the final decision can be in the light of all the
factors and at the end of it best candidate is selected. Selected candidate the has to pass
through the following stages Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.

Preliminary Interview is the initial screening done to weed out the

undesirable candidates. This is mainly a sorting process in which the prospective
candidates are given the necessary information about the nature of the job and the
organization. Necessary information about the candidate is also taken. If the candidate
is found suitable then he is selected for further screening else he is dropped. This stage

36

saves the time and effort of both the company and the candidate. It avoids unnecessary
waiting for the candidate and waste of money for further processing of an unsuitable
candidate.

Application Form is a traditional and widely used device for collecting information
from candidates. This form asks the candidates to fill up the necessary information
regarding their basic information like name, address, references, date of birth, marital
status, educational qualifications, experience, salary structure in previous organization
and other such information. This form is of great help because the scrutiny of this form
helps to weed out candidate who are lacking in education, experience or any other
criterion provided by the organization. It also helps in formulation of questions, which
will be asked in the interview. These forms can also be stored for future references thus
maintaining a databank of the applicants.
Selection Tests are being increasingly used in employee selection. Tests are sample of
some aspect of an individual's attitudes, behavior and performance. It also provides a
systematic basis for comparing two or more persons. The tests help to reduce bias in
selection by serving as a supplementary screening device. These are also helpful in
better matching of candidate and the job. These reveal the qualifications, which remain
covered in application form and interview.

Selection Interview involves the interaction of the employer and the employee.
Selection involves a personal, observational and face-to-face appraisal of candidates
for employment. It is an essential element of the selection procedure. The information
obtained through application form and test can be crosschecked in the interview.
37

The applicants who have crossed the above stages have to go through Physical
Examination either by the company's physician or the medical officer approved for the
purpose. The main aim is to ensure that the candidate is physically fit to perform the
job. Those who are found physically unfit are rejected.

The next stage marks of checking the references. The applicant is asked to mention in
his application form the names and addresses of two or three person who know him
well. The organization contacts them by mail or telephone. They are requested to
provide their frank opinion about the candidate without incurring a liability. The
opinion of the references can be useful in judging the future behaviour and
performance of a candidate.

The executives of the concerned departments then finally approve the candidates shortlisted by the human resource department. Employment is offered in the form of an
appointment letter mentioning the post, the rank, the salary grade, the date by which
the candidate should join and other terms and conditions in brief. Appointment is
generally made on probation of one or two years. After satisfactory performance
during this period the candidate is finally confirmed in the job on permanent basis or
regularized.

Selection is an important function as no organization can achieve its goals without

selecting right persons for the required job. Faulty selection leads to wastage of time
and money and spoils the environment of an organisation. Scientific selection and

38

placement of personnel can go a long way in building up a stable workforce. It helps to

reduce absenteeism and labour turnover.

"RECRUITMENT

AND SELECTION PROCEDURE in DENSO

INDIA LIMITED

DENSO INDIA Ltd. selects the future employees keeping everything in mind right from
the qualification of the employees to the future prospects-both of the organisation and the
employees.

The first step involves the filling up of Manpower Indent Form. This form is filled up by
the department, which is having the vacancy. The form consists of various questions which
are to be answered like if the current vacancy is a replacement vacancy, its reason is to be
specified -the factors which resulted it like death, retirement etc.

The department is required to give the qualifications that the future candidate should
possess.

In the next step, this form is given to the Human Resource (HR) department; this
department sees if the position can be filled through internal sources. The internal sources
can be transfers, promotion etc. In the case of internal sources, the recommendations of the
employees are not taken into consideration. If the HR department does not find suitable
candidate within the organisation then this department has to give reasons for it. The form
then goes to the Corporate HR for its approval.

39

When the suitable candidate is not available within the organisation, the organisation then
moves to the outside world for filling up the vacancies.

If the number of employees required is large then the company has in its consideration
three ways The Data bank of the organisation.
using website naukri.com
Contacting large consultants.
walkings

The company maintains a databank of the candidates, which is used when the number of
vacancies to be filled up is large. The sources of databank can be the qualified candidates
who had applied in the organisation earlier but due to some reasons could not join the
organisation.

Advertisements are the least used source to attract the candidates. These are having much
larger scope and reach to a number of people. The qualifications required by the
organisation and the criteria could be described in detail.

Large number of consultants also constitutes a big source. Many people register
themselves with these consultants and they act as a bridge between the organisation and
the candidates. The consultants provide the company required details about all criteria.
These consultants are fixed for the organisation, which are chosen on the basis of their
performance. In case of overseas recruitment it is checked whether their Indian
counterparts can perform the job efficiently or not. If need arises then they are also taken
through consultants.
40

But if the number of vacancies is very small then the organisation takes the help of the
local consultants.
The candidates are then required to fill up the Application Form. This form requires the
candidate to fill the details regarding the previous employment, if any and his personal
data. The form is having details regarding like the marital status, organisation structure, the
position held by the candidate, his salary structure, the top three deliveries to the
organisation that proved to be beneficial to the organisation, career goals, his strengths and
weaknesses etc.

After the application form has been duly filled and submitted, the selection process starts
wherein the candidate has to pass through various stages and interview. The interview
panel consists of the persons from Corporate (HR), and other persons including the
executives from the department for which the vacancy is to be filled.

The selected candidates are then short-listed. The short listed candidates are then given
priority numbers; this is due to the reason that sometimes the candidate who is having first
priority is unable to join the organisation due to some reasons then in that case the
candidate next in the priority list is given preference. The candidate has to under go
medical examination and his credentials are verified.

After qualifying these stages, the candidate is then absorbed in the organisation and
explained his/her duties. This phase marks the end of the selection procedure.

DENSO INDIA Ltd. do not use tools which help them to do due to publicity . The
esteemed organisation also provides apprentice training-wherein the organisation trains the
people in the working of the organisation and gives then stipend. If these trainees are
41

found useful to the organisation then they are absorbed in the organisation else they are
given certificate so that they can show this as an experience and get a job elsewhere.

steps used by denso india limited to hire employees:

DENSO manufacturing tennessee is always searching for talented individuals with high
expectations.our thorough process is designed to help select the best fit for our team and
each individual career. the selection process includes many different steps. each of these
steps is critical in the selection of a new denso associate.

1-submit resume :
at first interested candidates have to submit their resumes to the organisation. then
organisation screen these resumes and select candidates according to their criteria. and
then inform the choosen candidates.

2-interview :
selected candidates are interviewed. skills , capabilities , of candidates are examined in this
step.

3-testing :
under this step it is examined that selected candidate is appropriate for organisation. it is a
practical test to examine the capabilities of the candidates.

4-job offer:
on the basis of the results job is offered to the candidates.

42

43

RECRUITMENT AND SELECTION IN DENSO INDIA LIMITED

HIERARCHY OF DENSO INDIA LIMITED

44

HRM
When we talk of human resource management, we have in our mind a variety of things.
These include:
Training
Skill development and up-gradation of knowledge and skills of the employees.
Motivating the employees,
Effective utilization of the employees skills and capabilities
Attracting the personnel and their retention
Wages, salaries and rewards and
Monitoring and controlling the employees performance
These aspects of human resource management and development are essential for every
sector but in the case of automobile indusrty, they have a special significance. This is
because it is a service industry and here the customer is not only buying a service or a
product but he is also experiencing and consuming the quality of service which is reflected
in the performance of the person involved in the production and delivery of the service.
Since what is marketed here is a relationship between the customer and the producer of
services, the importance of human resources becomes vital for the success of the business.
Generally, in such service operations the emphasis has been on courtesy and efficiency and
it is assumed that the service in tourism is all smiles and effective communication.
However, with the changing nature of automobile and growing special sation only smiles,
communications skills and courtesy will not serve the purpose. For example, a guide may

45

be very good in communication but unless he or she is equipped with knowledge and
information related to the monument or the city, he or she will not be able to perform
quality service. Similarly, a driver may be very good at driving but unless he knows the
roads and addresses of the city, only his driving capabilities will be of no help in providing
quality service. And we must remember here that tourists, whether foreign or domestic, are
increasingly becoming more demanding as regards quality of service.
Generally, human resource management, planning and development in tourism have to be
taken at both macro as well as micro levels. At the macro level, one takes into account the
educational and training infrastructure available in a country and the efforts initiated by the
ICAO. This also includes the efforts initiated by the private sector. At the micro level, one
takes into account how best individual organizations plan and manage their human
resources V S Mahesh, formerly Vice President (Human Resources) with the Taj Group of
Hotels, is of the opinion that two central features common to all sectors of the Automobile
industry must be considered in this regard:

1) The concept of Moments of Truth (MOT), and

2) MOTs relationship to the attainment of service excellence in an organization.
Jan Carlzon has defined MOT as an intention between a customer and an organization,
which leads to a judgement by the customer about the quality of service received by her or
him. In tourism industry, 95% of the MOTs take place between customers and the front
line staff and most of the time they are not visible to the management. For example, how a
hotel receptionist is handling the customers or how an escort is conducting the tour is not
visible to the management. Yet, the tourists experience of the holiday is dependent on

46

how the staff manning such services has treated him or her. Mahesh has pointed out that in
case of negative experiences, only less than five percent cases get reported to the
management by the customers and hence according to him the crucial questions is are
human beings capable of doing their job correctly, willingly and with a smile, when they
know that their management is most unlikely to be able to see or hear them, let alone bear
of their failure to do so? This puts additional on the human resources management factor
in the tourism industry. Certain organizations, companies and even destinations are known
for their hospitality and are even termed as service leaders in their areas of operations.
Researches conducted by various scholars in this area show that they have achieved this,
status, through effective human resource management in their organizations. According to
Gail Cook Johnson these companies have applied the principal of empowerment to all
employees. This empowerment is manifested in the way that companies:
Are highly focused and consistent in everything they do and say in relation to
employees,
Have manager who communicate with employees
Facilitate, rather that regulate, their employees response to customers
Solicit employee feedback about how they can do things better
Stress the importance of team work at each level of the organization and
Plan carefully the organizations recruitment and training needs.
These companies give less emphasis on hierarchy and formal relationship rather; they
adopt flat organizational structure in terms of span of control. Johnson further states that
these service leaders can be recognised for:
Their unfailing commitment to service principles,

47

 Their investments in people to ensure staffing competence,

A management philosophy which stresses communication a proactive orientation and
employee feedback and
A dedication to teamwork
In fact, human resource management and customers care/expectations management are
inter related area in the area of tourism. Sarah Mansfield has identified four key principles
in the development of customer care within companies. These according to her are

1)

Customer care starts at the top was meaning that commitment to the principle of
customer care must emanate from senior management levels within an
organization. Successful management is not only about the right management
style but also an attitude, ethos or culture of the organization which overrides the
management techniques used, such that in the absence of other instructions these
values will dictate how an employee will behave.

2)

Customer care involves everyone within the organization. It is not just about
front-line staff. The contrary view only services to reinforce the electricians or
administrators, opinion that the standard of service they give in support of the
front-line staff is not important. How can cleaners do the right job unless they fully
appreciate their customer needs and the importance of their role? High standards
of customer care cannot be achieved by ignoring seasonal, part time or voluntary
staff that represents the face of the business to many customers.

3)

Care for your staff and they will care for your customers. Too often organizations
look first to the customer, whereas the emphasis should be placed on the staff.
Improving the experience of the staff encourages a better service and a better

48

experience for customers. More customers are obtained thereby improving the
climate in which management and staff work.

Investment and greater

professionalism follow success and the cycle of achievement is reinforced.

4)

Its a continuous, meaning that customer care is not a quick fix Research but it
long term plan.

According to V S Mahesh The nature, determinates and problem areas of service quality
within tourism points clearly to the central role of personnel, at all levels, in attaining
levels, of excellence in this respect. Development the service culture, within a company,
and within tourism industry, cans he seen as crucial to the success of tourism. Hence, the
activities of an HRD manager in tourism can be categorised as:
Human resource planing and
Human resource development
Aspect like forecasting, recruiting and induction in the human resource area are taken care
of through human resource planning. The identification of specific developmental needs
for the manpower aimed at developing and exploiting the competencies of the human
resources are taken care of through human resource development.

HUMAN RESOURCE PLANNING

In this Section, we will deal with certain aspects which are relevant for managers or
entrepreneurs at an organizations level in the area of human resource planning. Human
resource planing can be termed as a process for preparing a plan for the future personnel
needs of an organization. It takes into account the internal activities of the organization
and the external environmental factors. In a service industry like tourism, such planning

49

also aims at improving the quality of manpower resources. Human resource planning
involves:

Analysis of existing manpower resources,

Planning for future needs taking into account how many people with what skills and at
what levels the organization will need, and
Planning for the development of the employees by adopting in-house training and
continuing education methods to upgrade the knowledge and skills of the employees.

50

RECRUITMENT AND SELECTION PROCEDURES IN HR

Recruitment and selection procedure is a vital factor of an organization. If it is not done
properly the production procedure will be hampered. Hence productivity will fall down.
So the organization will be in trouble and it will affect the employer- employee
relationship. So recruitment and selection procedure should be done in proper and correct
manner. The new candidates should replace the vacant post so that the production of the
company does not hamper. By this the productivity will increase and the organization will
gain profit. So the employer will be happy and will not hesitate to distribute bonus and
increments to the workers. The workers will also be more motivated to work. Hence there
will be harmonious relationship in the organization. It will also stabilize the organization
in the long run.

51

HUMAN RESOURCE MANAGEMENT IN DENSO INDIA LIMITED

Organisation structure:
The whole organisation behaves as a Parivar, with one legal guardian. All directors and
shareholders are from among workers and the entire have taken an oath through affidavit.
In the court of law that neither their family members shall have claim or share in the assets
or profits of the company. All workers of company are the proud owners of the
organisation. The workers believe in the concept that manpower is superior to money
power.

52

Recruitment and selection

Recruitment is the process of seeking out and attempting to attract individuals in external
labour markets, who are capable of and interested in filling available vacancies.
Recruitment is an intermediate activity whose primary function is to server as a linked
between Human Resource Planning on the one hand and selection on the other. Sources of
recruitment are through internal and external channels.denso india limited recruits its
employees both externally as well as internally. Recruitment for the airline is done through
interviews of selected applicants and people who pass the interviews of selected applicants
and people who pass the interview are required to undergo a medical test before he/she is
finally placed in the DENSO INDIA LIMITED.
Employees are also recruited through internal mobility. This is done on the basis of merit
and seniority. After passing the examination the candidates are called for an interview
along with the employees who have become eligible for promotion on the basis of
seniority.

53

HUMAN RESOURCE FUNCTIONS

Recruitment and selection.

Performance Appraisal.

Training and Development.

Promotion, Transfer, Separation.

General administration & Welfare.

Security.

Public Relations.

Industrial Relations.

54

HUMAN RESOURCE PROCESS IN ORGANISATION

HUMAN RESOURCE DEPARTMENT

55

MY LEARNING IN DENSO INDIA LIMITED

My role in denso india limited was very limited may be just beacuse i waonly an interern.
and my work was just to screen the resumes whatever company got for vacancies,
company provide me a criteria on the basis of which i have select and reject the resumes
on the basis of that criteria. and have to do e-mail to choosen candidate for the
interview.have to tell them time of interview and some information about the vacancies
like what is the requirements of company or what company is looking for in the
candidates. and main emphasies of company to choose the candidates. i learned lot many
things that :

HR have to do best efforts to choose the right candidates.

For the performance of the company at some where HR department is also responsible,
because its a HR department who select the candidates.

56

RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and analysis
procedure.
Out of total universe 70 respondents from DENSO INDIA LIMITED have been taken for
convenience. The sample procedure chosen for this are statistical sampling method. Here
randomly employees are selected . Information, which I collected, was based on the
questionnaires filled up by the employees.
Under secondary method I took the help of various reference books which I have
mentioned in bibliography and also by way of surfing through the company website.

two type of data is used to do research, these are as follows;

first one is primary source:
Primary Data
meaning:

data which is collected for the first time, data which is collected by researcher
himself. primary data is collected mainly for the research purpose.

I used questionnaire as a primary source of data collection.

Questionnaire: Corresponding to the nature of the study direct, structured

questionnaires with a mixture of close and open-ended questions will be administered
to the relevant respondents within the Personnel and other Departments of the
organisation.
57

I give questionnaires to employees to collect relevant data for my research purpose.

here i used structured questionnaire that means questions were predetermined.

second one is secondary source of data

Secondary Data
Organizational literature: Any relevant literature available from the organisation
on the Company profile, recruitment & selection procedures, Job specifications
(DENSO INDIA LIMITED), department-wise break up of manpower strength and
the organisational structure.

Other Sources: Appropriate journals, magazines such as Human Capital, relevant

newspaper articles, company brochures and articles on www sites will also be used to
substantiate the identified objectives.

Sampling Plan and Design

A questionnaire will be used for the purpose of research:
Purpose behind the choice of Questionnaire: To test the validity and
effectiveness of the recruitment and selection procedures within the organisation and to
test the validity and effectiveness of the policies and procedures within the
organisation.

The basic rationale of Questionnaire is to ascertain the perception of the non-HR

departments in terms of the validity and effectiveness of the policies and procedures
used by the organisation. It is also in line with the assessment of any
suggestions/recommendations that the respondents from these Departments might have
in terms of the use of an alternative source/device of recruitment and selection, than
what already forms the current practice of the HR Department.

58

 Questionnaire would be administered to 70respondents, holding a senior

designation within the Personnel Department of the organisation. It will also be
administered to at least 15 respondents belonging to typical Departments within the
organisation and holding senior designations within their respective Departments.

Sampling Element

For the purpose of administering the Questionnaire, the respondents would comprise
of personnel holding senior designations within the Personnel Department of the
organisation. The respondents for the Questionnaire will also be preferably being
panel members of the Recruitment & Selection Board of the organisation.

The respondents would comprise of personnel holding senior designations within

certain typical Departments identified within the organisation, namely:
-

Stores

Finance

Operations

Electronics

Engineering

Sample Extent: The extent of the sample is confined to the dadri operations of the
DENSO INDIA LIMITED, specifically to the Administration.

Sampling Technique
Random Sampling would be used for the purpose of choosing the sample for the
purpose of administering Questionnaire. The identified expert would have a thorough
knowledge about all the respondents within the Personnel Department of the
organisation. Thus his/her expertise would be incorporated in locating, identifying and
contacting the required respondents.

59

Again Random sampling would be effectively used in identifying the typical non - HR
Departments within the organisation and subsequently for the location and
identification of suitable respondents for Questionnaire.
here i did descriptive research so that i used random sampling technique.

reasons behind the selection of descriptive research

to have detailed knowledge of recruitment and selection process. to analyse each

and every aspect related to my topic so that i can clear all my doubt and also get
an idea regarding the practical implication of recruitment and selection process.
to know the exact difference between theoretical and practical implication of
recruitment and selection process.

AND AS A SECONDARY SOURCE :

i used mostly company website and google .

DATA ANALYSIS

The analysis of the various sources of recruitment and selection devices is presented on the
following pages.

60

 The response entailed from the HR Department (as analysed from Questionnaire)
represents current practice within the organisation in terms of the sources of
recruitment and selection devices used.
The analysis of the response entailed from all the other departments (as analysed from
Questionnaire) forming the sample, represents the perception of the respondents from
these Departments in terms of the validity and effectiveness of the various
sources/devices of recruitment/selection (specific to these Departments)

The analysis further entails any suggestions/recommendations given by these non-HR

Departments (forming the sample for administering Questionnaire), in terms of any
recruitment source and/or selection device that should be deployed by the organisation
apart from what already constitutes current practice (specific to these Departments).
All result are based on the responses of the respondents. which i get from the questionnaire
.and also i also cross check some results by talking to some employees.

61

1- DOES THE RECRUITMENT AND SELECTION PROCEDURE AFFECTS THE

PERFORMANCE OF THE EMPLOYEES?

62

INTERPRETATION:
Yes, it does because if inappropriate candidates are selected it would lead to loss of
productivity, labor turnover. and also disturbance in working schedules of the company
that will hamper the performance of company .

90% out of 100% employees said that recruitment and selection procedure affects the
performance of the employees while 10% out of 100% employees said that it does not.
these 10% people are those who were selected earlier without checking their capabilities.

63

2- DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?

INTERPRETATION:
30% out of 100 employees said DENSO INDIA LIMITED recruit employees internally.
BUT 70% employees said that company recruit externally. by going to the option of
recruiting externally company is opening a large pool of talented candidates.

64

3- IS THE RECRUITMENT AND SELECTION PROCEDURE FOLLOWED BY

THE COMPANY IS APPROPRIATE?

INTERPRETATION:
70% out of 100 %employees believe that the recruitment and selection procedure followed
by the company is appropriate while 30% out 100% employees believe its inappropriate.

4-DOES YOUR COMPANY DISCLOSE THE JOB Specification AT THE TIME OF

SELECTION OF A CANDIDATE ?

65

INTERPRETATION:
Disclosing of job specification basically depends on the job profile of the candidate.
80% out of 100 %employees say that the economy discloses the job specifications at the
time of selection of a candidate while 20% out of 100% employees said the company
doesnt disclose job specifications at the time of selection.

66

qustion-DOES YOUR COMPANY ASK FOR REFERENCES AT THE TIME OF

SELECTION?

INTERPRETATION:
90% out of 100% employees said that the company ask for references at the time of
selection. but 10% employees said that company ask for reference.

67

question-WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE

WRITTEN TEST CONTRIBUTE?

INTERPRETATION:
5% out of 100 % employees say that the written test contribute the main factor of
recruitment but 95% employees say that written test not take a main part of recruitment.

question-WHICH TYPE OF INTERVIEW METHODS DOES YOUR COMPANY

USUALLY FOLLOW?

68

INTERPRETATION:
90% out of 100% employees say that company follows direct interview method, and 10%
out of 100 % says company follow the GD interview.

69

question-DENSO INDIA LIMITED GO FOR A CAMPUS RECRUITMENT ?

INTERPRETATION:
In the survey I find that DENSO INDIA LIMITED do not prefer campus recruitment ,
company do off campus recruitment.

70

question-DOES YOUR COMPANY RECRUITMENT FOR THE OTHER STATE ?

INTERPRETATION:
In the survey I find that DENSO INDIA LIMITED recruit the people FROM other state
also.

question-YOU ARE SATISFIED WITH THE QUESTION AND WHICH ARE

ASKED FROM THE CANDIDATES AT THE TIME OF INTERVIEW ?

71

INTERPRETATION:
In the survey I find that maximum 50% persons are agree with DENSO INDIA LIMITED
and some 25% persons are disagree and 25% persons are partially agree with the questions
asked at the time of interview.

question- MANPOWER IS BASED ON PREVIOUS PRODUCTION DATA ?

72

INTERPRETATION:
In the survey I find that 80% employees said that manpower is based on previous
production data but 20% said that manpower is not based on previous data production.

question - MANPOWER IS LINKED TO VISION OF THE COMPANY ?

73

INTERPRETATION:
In the survey I find that 95% employees is linked of vision of the company only 5%
employees say that there is no link between employees and vision of company.

question- MEDICAL TEST IS DONE AT THE TIME OF RECRUITMENT IN

DENSO INDIA LIMITED?

74

INTERPRETATION:

In the survey I find that in maximum cases that is 95% medical test is done at the time of
recruitment in DENSO INDIA LIMITED but in some cases medical test is not required.
that is only 5%.
question-INTERVIEW CONDUCTED BY DENSO INDIA LIMITED IS FREE
FROM BIAS ?

75

INTERPRETATION:

In the survey I find that maximum DENSO INDIA LIMITED conducted the interviews is
free from bais.THAT is 95% say interviews are free from biasness.

question-DENSO INDIA LIMITED CHECK ALL INFORMATION WHICH IS

GIVEN BY THE APPLICANT BEFORE SELECTION ?

76

INTERPRETATION:

In the survey I find that DENSO INDIA LIMITED check all the information before
interview.

77

question-DENSO INDIA LIMITED CONDUCT THE PHYSICAL EXAMINATION

BEFORE SELECTION ?

INTERPRETATION:

In the survey I find that maximum cases DENSO INDIA LIMITED do not conduct the
physical examination before selection but in some cases DENSO INDIA LIMITED
conduct the physical examination Only when required.

78

question-YOU ARE SATISFIED WITH RECRUITMENT PROCESS OF DENSO

INDIA LIMITED?

INTERPRETATION:

In the survey I find that maximum 85% persons are satisfied with recruitment process in
DENSO INDIA LIMITED but 15% persons are not satisfied with recruitment process
followed in DENSO INDIA LIMITED.

79

question - DENSO INDIA LIMITED ALSO DO RECRUITMENT OF THE

PEOPLE FOR FUTURE NEEDS IN ADVANCE?

INTERPRETATION:

In the survey I find that maximum DENSO INDIA LIMITED do not do recruitment
process for the people for future needs.

80

question - FAVORITISM IS DONE IN DENSO INDIA LIMITED AT

THE TIME OF RECRUITMENT PROCESS ?

INTERPRETATION:
In the survey I find that maximum 60% SAY favoritism is not done at the recruitment
process but 40% say yes favoritism is done in recruitment process.

question - DENSO INDIA LIMITED DO ADVERTISEMENT FOR

RECRUITMENT PURPOSE ?

81

INTERPRETATION:
company do not use advertisement as a tool to attract more talented candidates. most of
the employees say yes but some say that company use advertisement just beacause
employees use mouth publicity of vacancies.

question- ARE EMPLOYEES SATISFIED WITH THEIR SALARIES

AND INCENTIVES?

82

INTERPRETATION:
there are more employees who are satisfied with their salaries then who are not satisfied
with their salaries.

question - DOES EMPLOYEES ARE SATISFIED WITH THE

FACILITIES PROVIDED BY THE DENSO INDIA LIMITED?

83

INTERPRETATION:
A major portion of employees is satisfied with the facilities provided by the company ,so
we can say that company satisfied their employees with its facilities.

FINDINGS
90% employees said that recruitment and selection procedure affects the
performance of the employees while 10% employees said that it does not. these
10% are those who do not have any concern with the performance.
70% employees said DENSO INDIA LIMITED recruit employees
internally. company have more focus on internal sources but now a days company
is also moving for another option that is external sources.
70% employees believe that the recruitment and selection procedure
followed by the company is appropriate while 30% employees believe its
84

inappropriate so we can say that company is having reliable procedure of selection

and recruitment.
80% employees say that the company discloses the job specifications at the
time of selection of a candidate while 20% employees said the company doesnt
disclose job specifications at the time of selection. these 20% were those who were
selected before approx 15 years.
10% employees said that the company ask for references at the time of
selection so that we can say that company choose candidates just because of their
skills and talent.
5% employees say that the written test contribute the main factor of
recruitment but 95% employees say that written test do not take a main part of
recruitment. company conduct written test only when required.
90% employees say that company follows direct interview method, and
10% employees says company follow the GD interview. as per the requirements
company follow the process some time number of candidates also determine that
what will be conducted direct interview and GD interview.
DENSO INDIA LIMITED prefer only off campus recruitment due to this
company have limited scope to choose the candidates.
DENSO INDIA LIMITED recruit the people in other state.
Maximum 50 % persons are agree with the questions asked at the time of
interviewin DENSO INDIA LIMITED and 25% persons are disagree and also
25% are partially disagree.

85

 80% employees said manpower is based on previous production data so we

can say that recruitment and selection process is affected by the production.
Maximum 95% respondents say that employees are linked with thevision of
the company. so we can say that here organisation and employees have common
objective.thats why both are connected with the vision of company.
IN Maximum cases 95% medical test is done at the time of recruitment in
DENSO INDIA LIMITED but in some cases medical test is not required. company
want to hire healthy employees . beacuse health is wealth

Maximum DENSO INDIA LIMITED conducted the interviews is free from

bais. so we can say that company have a transparent system of selecting the
candidates.
DENSO INDIA LIMITED check all the information before interview.
company want to hire a trustworthy candidate so they cross check the information
whatever collected from the employees.

Maximum cases DENSO INDIA LIMITED do not conduct the physical

examination before selection but in some cases DENSO INDIA LIMITED conduct
the physical examination. beacuse company have very less designations where
there is a need of physical examination.
Maximum 85% persons are satisfied with recruitment process in DENSO
INDIA LIMITED but 15% persons are not satisfied with recruitment process in
DENSO INDIA LIMITED. In the survey so we can conclude that company is
using a good recruitment process.

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DENSO INDIA LIMITED do not conduct recruitment process in advance

for future needs.beacuse company do not want to waste their resources but if
company is 100% sure that they will have requirement of more human resource
then they conduct recruitment process in advance.

Maximum 60% employees say favoritism is not done at the recruitment

process but in some cases 45% favoritism is done it is that condition when the
candidate have link with any higher post employee.
mostly employees respond that company do not do any kind of
advertisement. mouth publicity is only done by the employees of the organisation
regarding the vacancies.

larger portion of respondents say that they are satisfied with the amount of
salary they get.so we can say that company is providing salaries according to the
capabilities of employees. so we can say that company is providing satisfied
amount to their employees.
company provide various facilities to its employees and according to the
responses employees are satisfied with the facilities provided by the company.

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CONCLUSION
REQUIREMENT:Necessity is the mother of Invention this is true everywhere. In the study first of
all I tried to find out the cause of the process of Recruitment and selection.
I got the answer from DENSO INDIA LIMITED that here in DENSO INDIA
LIMITED major cause for the process is its Expansion program as DENSO
INDIA LIMITED is growing vastly. Few other reasons are Replacement vacancy
Retirement hardly takes place here.

SOURCES:An organizations excellence depends upon its employees performance, which has
not only to be maintained on a consistent level, but also must be improved
constantly. All this can be achieved if suitable employees are selected, through
proper Recruitment and Selection procedure.

METHODS:For the recruitment and selection various test include for e.g. aptitude test ,personality
test and group discussion. As we all know that, in todays highly competitive age the
biggest problem is of retention of its highly skilled employees in the organization.
Recruitment plays a vital role in this regard. But it should be seen that no system is
without any flaws. Every system has its strong and weak points and is open for
change at any time.

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IMPROVEMENT:DENSO INDIA LIMITED a well-developed Selection System for its employees

development. Thus, the company provides scope for employees on future growth,
career planning, training and development.
company have focus on newer employees more then existing employees.
company just rely on off campus placement , company have very lesser scope for
the selection pf the candidates.
sometime company give pervillage to the candidates those have link to the the
existing employees.
IN organisation there is a trade union is exist and the selection of the controllers
of the trade union is done through the election process. where everybody have
right to vote and to select the candidate as per their choice but due to presence of
various groups in company , rivalries are exist between these group for the sake of
wining the election and wining party can put pressure on the management to hire
and to terminate any candidate some due to their personal reasons that also
hamper the recruitment and selection process.

RECOMMENDATIONS

The research in DENSO INDIA LIMITED has helped me in broadening my view. It

has helped me to know that HR is the heart of every organization. It made me aware

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about how policies play an important role in the smooth functioning of any
organization. But I have found that there is something that lacks in the company and
which is possible to overcome.

DENSO INDIA LIMITED is engaged in making maximum sales, providing

satisfaction to its customers, as well as maintaining good relations with the corporate
world. But it has not thought about maimtaining a health relation with its employees.
This is the reason that there was an increase in the Dissatisfaction among employees.
Also, it has never given consideration to find the reason lying behind the same.

Employee retention is crucial to the long-term success of your business and therefore
the ability to retain employees is a primary measure of the health of your
organization. Of significant concern is the fact that unplanned employee turnover
directly impacts the bottom line of a business.

The company can undertake the following steps to maintain long and existing
relationship with its employees as well as a steady increase in sales:-

1. Employees should know clearly what is expected of themContinually changing expectations minimize employees sense of internal
security and create unnecessary stress. It is beneficial therefore to provide a
specific framework, in which people can work.

2. Employees should be provided with quality management and

leadership-

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It is well documented that people leave their managers more often than they
leave the company or the job. Turnover issues that cause an employee to feel
unvalued by their manager include lack of feedback about performance, lack
of clarity regarding earning potential, failure to hold scheduled meetings, and
the failure to provide a framework for the employee to succeed. Ensure that
the right people are in place to lead your teams, departments, business units
and the organization as a whole towards success.

3. The company should compensate candidates applying for any position

in the organization in case of external recruitment; this will give candidates a
positive impression about the company.

4. The references given by the candidates at the time of selection should

be brought into use and should be verified in order to avoid undesired
candidates.
5. Job specifications should be disclosed at the time of recruitment and
selection so that employees are well aware of the tasks to be performed by
them and the expectations their seniors have from them.
6. Company should undergo personality test in order to judge the
personality of the person applying for the job.
7. Company should have a round of panel interview so that decision of
selecting a candidate is not based on personal biasness of the interviewer,
interviews should therefore be followed by group discussion.
8. company have to go for external source of recruitments.
9. company have to give proper training to its existing employees so that
they can compete with the new comers.

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10. company have to create security regarding their jobs among the
employees.
11. company have to look after the employees mainly employees who do
over time specially at night. employees are the important source of any
organisation so they have to make optimum utilisation of their resources. and
also company giving salaries to their employees.
12. company have to send their employees on training so that they can beat
the competiton.

LIMITATIONS
The scope of the study in terms of coverage is limited to the dadri operations of the
DENSO INDIA LIMITED.
Within the organisation the study is limited to the top-level management of the
Personnel Department of the organisation (out of which samples of the respondents
are also members of the Recruitment & Selection committee). This is for the purpose
of administering the questionnaire.
In line with the purpose of conducting employee interviews, the study would be
confined to personnel holding typical designations within the organisation at different
levels of management.
Although the limitations that I faced in the organizations is the absence of Trade
Unions co-operation, otherwise which could have help me in understanding the
industrial relations in a comprehensive manner.
92

 Secondly, the limitation that I have is the scope of collection of sample size which was
confined to only one department, which would have other wise made my study and
observations in an effective manner.

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BIBLIOGRAPHY

1.

BOOKS

Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter 16,
pages 636-641.
Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th
Edition, Chapter 11, pages 217-245.

Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall,

3rd Edition, Chapters 6,7 & 8, pages 117-209.
2.

Magazines

India Today
Todays traveller
Business Today
3.

News Paper

Times of India
Hindustan Times
Economic Times
4.

Web sites

www.densoindialimited.com
www.indiatimes.com

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QUESTIONNAIRE

QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE

EMPLOYEES
1. DENSO INDIA LIMITED go for a campus recruitment for freshers?
Yes

No

2. Does your company recruitment for the other state?

Yes

No

3. You are satisfied with the question and which are asked from the candidates
at the time of interview?
Agree [

Partially agree

disagree

4. Manpower is based on previous production data?

Yes

No

5. Manpower is linked of vision of the company?

Yes

No

6. Medical test is done at the timeof selection in DENSO INDIA LIMITED?

Yes

No

7. Interview conducted by DENSO INDIA LIMITED is free from bias?

Yes

No

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8. DENSO INDIA LIMITED check all information which is given by the

applicant before selection?
Yes
9.

No

DENSO INDIA LIMITED conduct the physical examination before selection?

Yes

No

9. You are satisfied with recruitment process in DENSO INDIA LIMITED?

Yes

No

10. DENSO INDIA LIMITED also recruitment the people for future needs?
Yes

No

11. Favoritism is done DENSO INDIA LIMITED at the time of recruitment

process?
Yes

No

12. Does the recruitment and Selection procedure affects the performance of
the employees?
Yes

No

13. Does the company recruit employees internally?

Yes

No

14. Is the recruitment and selection procedure followed by the company

appropriate?
Yes

No

15. Does your company disclose the job specifications at the time of selection
of a candidate?

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Yes

No

16. Does your company ask for references at the time of selection?
Yes

No

17. What percent of the selection procedure does the written test contribute?
Yes

No

18. Which type of interview methods does your company usually follow?
Direct [

GD

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Other