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Introduction ? JBM Group ? Guiding principles at JBM Ltd ? Main Activities & Products ? Department of JBM 2. RESEARCH METHODOLOGY ? Research Design ? Sample Design ? Data Collection Method ? Data Analysis Method 3. RECRUITMENT POLICY ? Objectives ? Scope ? Interview Quality norms ? Interview Approval Matrix ? Recruitment Sources ? Hiring Consultants ? Recruitment at regional level / group companies ? Compensation proposal ? Recruitment cycle time 4. RECRUITMENT & SELECTION PROCESS ? Recruitment Procedure ? Selection Procedure 5. ANALYSIS & FINDING 6. LIMITATIONS 7. SUGGESTIONS 8. CONCLUSION 9. BIBLIOGRAPHY 10. APPENDIX


INTRODUCTION JAY BHARAT MARUTI LIMITED set up in 1987, is one of the largest joint ventures of MARUTI UDYOG LIMITED. This is a unique combination of modern press shop and weld capable of supplying components in JUST IN SEQUENCE (JIS) meeting customers quality and quantity requirements. Manufacturing facilities at JBML also include die maintenance, dedicated facilities for manufacturing exhaust systems and in-house modern tool room. JBML is rising to meet new challenges with modern equipment and higher goals of manufacturing and quality control. Driven by a commitment to customer satisfaction and international standards of quality, JBML has not only won customer confidence but also industry recognition through several awards and accolades viz. ³National Productivity Awards´, ³Best Performing Vendor Award´, ³Quality Trophy´ etc.

JBM GROUP JBM is a multi unit, multi project group with extensive and diversity interests in manufacturing sheet metal components. The JBM engineering group deals in a broad range of sheet metal assemblies, the costing components and forging for the domestic and export market ³JAY BHARAT MARUTI LIMITED´ setup in 1987 is the largest, joint venture of MARUTI UDYOG LIMITED in collaboration with SUJUKI MOTOR CORPORATION of JAPAN. This is unique combination of modern weld shop of supplying components. The working environment of JBML is based on Japanese system of manufacturing since its establishment the group has expanded itself in a big corporate sector. Some of its companies are JBML- I, II, III NMPL Gurgaon JBM-A, Faridabad.



The policy of ³JAY BHARAT MARUTI LIMITED´ is to achieve total customer satisfaction by delivering products and providing services that meet or exceed their exacting requirements and expectations and to do so on time and export market for our entire product range.


To make ³JAY BHARAT MARUTI LIMITED´ A synonym for world class Organization Excelling in sheet metal technologies.


³Simplicity, Teamwork,

Trust amongst people, Customer focus and Meeting commitment´


³Expanding leadership in over business through people keeping pace with market trends and technology´.



JAY BHARAT MARUTI LIMITED, as a responsible manufacturer of sheet metal components, welded sub assemblies and exhaust systems for automotive applications, re-affirms its commitment to minimize the adverse impacts of its operations on the environment, health and safety. To this end, we shall endeavor to: ‡ Develop and maintain an Environment, Health and Safety Management System and continually monitor, set and review objectives & targets. ‡ Meet all applications legislations, regulations and customer requirements. ‡ Conserve natural resources and energy by constantly seeking to reduce wastage and maximizing recycle/reuse. ‡ Minimize and prevent air, water. Noise and land pollution generation. Maintain a system for hazard waste management. ‡ Establish health and safety programs to continually reduce health and safety risks. This policy shall be communicated to all the employees of JBML and be made available to public and interested parties on demand.

HUMAN RESOURCES POLICY JAY BHARAT MARUTI LIMITED will always keep on striving for the deployment of competent and efficient employees at all levels to create, inculcate and foster excellent working and learning environment; because it believes in nurturing strength of individuals for developing mutual trust, support and positive attitude for achieving organization goals to create a world-class manufacturing organization and to remain the market leader in sheet metal component not only to day but for all the tomorrows to comes.


PRESS LINE The sheet metal components manufacturing capability at JBML, consisting of world-class press lines like a fully automatic tandem line, hydraulic and mechanical single action and double action from renowned international manufacturers like, Rovetta, Hitachi, ISGEC and HMT give JBML a distinct advantage. What enhances this edge is the ability to deliver on µJust in sequence¶ basis. The critical die maintenance facilities that support the press line include die-spotting presser from Kojima and Muller, a state of the art tool room and skilled and trained manpower. WELD SHOP Weld shop comprising of contemporary equipment and highly versatile machines from the heart of JBML`s fabrications operations. Geared for complex welding operations, these gigantic weld shops utilize an array of modern gadgets like stationary spot welding with nut feeders, portable spot weld, seam welding, MIG/TIG welding submerged are welding and SPMs. JBML`s highly developed skills in welding operations contributes significantly to superior quality and reliability of the end product, which is the hallmark of JBML. FLEXIBLE MANUFACTURING SYSTEMS To provide complete customer solutions, JBML uses a flexible manufacturing system (FMS), to plan and develop a large quantity of components with varying volumes in an amazing short time. The five axes laser-cutting machines from the premier global manufacturer, Prima of Italy, given JBML a cutting edge. With this, no trimming, blanking or piercing tools are required. In other words, this leads to tremendous cost savings, and cuts down a great deal of lead-time in manufacturing.

EXHAUST SYSTEM A complex automobile exhaust system is another area where JBML has demonstrated exceptional competence. Today, JBML is an excellent source for two and four wheeler exhaust systems in the country and a major OE supplier. The manufacturing of exhaust systems incorporating new designs and development needs elaborate facilities. At, JBML, these facilities includes welding robots, curling, seaming, flanging and seam welding machines, CNC pipe bending machines, double coiling with multi spot welding SPMs, baffle assembly stations, shot blasting and electrostatic painting equipments. In a short period, JBML has created a name for itself in flawless and effective exhaust systems.


More than anything else the driving force at JBML is ³quality¶. Stringent quality control maintained at every stage of the designing and manufacturing process translates into zero defects, international standard products. Rotted in the policy to achieve total customer satisfaction by delivering product and service that meet and exceed their expectations, on time and at competitive cost. JBML has developed a tradition of quality. Every personnel is positively attuned and committed to excellence. It is a corporate motto at JBM to accomplish tasks right the first time, every time. And ongoing improvement on manufacturing processes and advanced quality planning play a critical role in ensuring high standard. No wonder, globally JBML became the first company to achieve ISO/TS16949-2002 certification. Also, concern for environment protection has brought JBML ISO- 14000 certification.


JBML manufacturers a wide range of specialized components for front ranking OEMs. These include body in white components, under body members and weld aggregates, Exhaust Systems, Axle, Fuel Neck Filler, Skin Panels for LCVs, and even some skin parts.


JBML has an image, which is transparent, fair and customer caring. The vision of the company and its goals are well appreciated by all of stakeholder viz. employee¶s suppliers, customers, shareholders and society at large. Our basic values ³Simplicity, Team Work, Trust in People, Customer Focus and Meeting Commitment´ are well embodied in each and every employee of the organization. JAY BHARAT MARUTI LIMITED honors the dignity of worker and that is all the reason that one can see all JBML employees in the same uniforms-right from the lowest worker to the top level of managing director. People from different states with different religious leanings, different lifestyles and speaking

different languages make JBML a well knit close family. All the policies/practices are, therefore, fair and do fallow principle of equal opportunities. There is absolutely no discrimination on account of age, sex, caste, creed, religion or region. Environment, Health and Safety are considered imperative for physical health of JBML. Besides fulfilling the legal requirements it generates a feeling of care and healthy well being towards the employees. The company understands its responsibility towards protecting, environment and is already an ISO-14001 organization and has received OHSAS-18001 certification. It is ensured that all processes and work are designed to take account of health and safety and are properly supervised all times.

5-S ‡ 1-S à (SEIRI) µSeiri¶ means that ³Sorting´. ‡ 2-S à (SEITION) µSeition¶ means that ³Arrangement´. ‡ 3-S à (SEISO) µSeiso¶ means that ³Cleaning´. ‡ 4-S à (SEIKETSU) µSeiketsu¶ means that ³Proper lines arrangement´. ‡ 5-S à (SHITSUKE) µShitsuke¶ means that ³Self-Discipline´.

This is a Japanese term to improve the efficiency of the system as well as the quality.


‡ Zero defect ‡ No quality control, only quality assurance. ‡ Reduction in the cost of product. ‡ First time right, every time right. ‡ Reduced process variance. ‡ 100 % customer satisfaction. To stick to these goals, the company has successfully implemented the Enterprises Resource Planning application to support the manufacturing, finance and sales & distribution functions.

DEPARTMENT OF JAY BHARAT MARUTI To run the company smoothly and trouble free, different department maintained inside the company, which regulates both inside and the outside activates of company. These are following department in company. QUALITY: This department assures that the material which company is receiving to free from defects and matching the desired quality. It also assures that the product, which is manufactured by the company, is free from defects and matching the required quality. They keep an eye on the amount of rejection and try to minimize. FINANCE: The finance department is to solve all financial problems of the company it keep an eye on the income as well as the expenditure of the company. MAINTANENCE: Maintenance department is just another important department of the factory. Plant maintenance covers maintenance of building material, machine and tools. The main objective of the maintenance department is to make sure that the plant runs at minimum possible cost and less time is wasted during machine breakdown. The people who work here are electrician and mechanical engineers.

MATERIAL EXCHANGE: The function of this department is to dispatch the product manufactured by the company. This department decides that how much is to dispatch and the mean by which it is to be dispatched. So it keeps the balance the over storage and over dispatching.

HUMAN RESOURCE: This department assures that the manpower¶s not fallen short and the production is smooth. It appoints new employees to the company as per the requirement of the work it also make sure that the working environment of the company is good. This department includes many activities as fulfill the recruitment, career and succession planning, wage and salary, and check the performance of employee. KEY RESPONSIBILITY OF HR TEAM ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ Implementing best of the HR practices Development of Human Capital Harmonious Industrial Relations Total Statutory Compliances Personnel and Administration Legal Training and Development Employee Welfare Corporate Social Responsibility


PHILOSOPHY OF RECRUITING The philosophy of recruiting has been to get as many people to apply for a job as possible. A large number of job seekers waiting in queues would make final selection difficult, often resulting in wrong selection. Job dissatisfaction and employee turnover are the consequences of this. A persuasive agreement can be made that matching the needs of the organization to the needs of the

applicants will enhance the effectiveness of the recruitment process. The result will be a workforce which is likely to stay with the organization longer and performs at a higher level of effectiveness. Two approaches are available to bring about this match. They are1.) Realistic job preview (R.J.P) 2.) Job compa Objectives of the Study: The objectives of the project are1. To search for prospective candidates and stimulate them to apply for jobs. 2. To identify the factors those are inhibiting the process of recruitment & selection. Need / significance of the Study: 1. The most important significance of the project is to help in increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job description. 2.It helps in reducing the probability that job applicants once recruited & selected, will leave the organization only after a short period of time. 3.It evaluate the effectiveness of various recruiting techniques & sources of all type of job applicants. 4. Recruitment represents the first contact that a company makes with potential employees. Scope of the Study: Recruiting the wrong kind of people can become a serious issue for any company. A defined recruitment process needs to be followed to ensure that the right person reaches the right place. A general recruitment process involves Identifying vacancies, prepare job description and person specification, advertising, managing the response, short-listing, arranging interviews, conducting interviews, decision making, convey the decision and appointment action. This means that a lot of time and resources have to be invested.


Research Process: Before embarking on the details of research methodology and techniques, it seems appropriate to present a brief overview of the research process. Research process consists of series of actions or steps necessary to effectively carry out research and the desired sequencing of these steps. The sequence is as follows-

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Research Design:The research design is the arrangement of conditions for the collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. More explicitly, the design decisions happen to be in respect of:1. About the study² How a team in an organization work, how team work to accomplish the objective of the organization? 2. Why do study²³Team´ being recognized as an important aspect of an organization, which contributes to the overall success of the organization? 3. Sampled Area²the study was conducted at Jay Bharat Maruti Limited at its IMT Manesar plant. Its target level was all the JMs of the 12 departments. 4. Period of Data Collection²The time taken for the entire process took around four weeks, which includes framing of the questionnaire, distribution of the questionnaires. Collection of it?, then collection of the data and finally the interpretation of the data collected.

5. Sample size²the sample size was selected by random sampling. There were around 250 employees at JM level out of which a sample size of 100 were selected, which were true representative of the population. 6. Data collection technique²Questionnaire technique was used to collect the data. 7. Statistical Tools used²The statistical method used to analyses the data is Pie-Chart Sample Design:The subjects were the employees of the department both H.R department and the other department. 60 respondents were selected in the final sample using the technique of judgment and convenience sampling. Data Collection Method: The data collection method was based on self administered questionnaire. A quantitative survey was chosen for the research because it is a simple and cost effective means of gathering a large amount of information within a short timeframe. The sample may not be representative in terms of nationality of respondents. Data Analysis Methods: As regards the data analysis tools, it may be mentioned that open ended or close ended questions as per the requirement were used throughout the questionnaire. The quantitative data was fed into computer and the software package SPSS was used to determine the mean, percentage etc. which was used to analyze the data.


‡ To streamline the Recruitment process ‡ To ensure that we always hire the RIGHT people for RIGHT role at RIGHT time and ‡ To thrive for being a strong EMPLOYER BRAND in order to attract the best talents available in the industry

SCOPE All the vacant positions across the functions, levels & hierarchy in JBM group of companies. To enable HR to initiate the hiring process at any point of time during the year, the respective Functional head / Divisional heads / Unit heads need to follow the below-mentioned steps‡ Fill-up a µMANPOWER REQUISITION FORM(MRF)¶ ‡ Get the MRF approved by the COO(Chief Operation Officer) ‡ Forward the approved MRF to HR


In today¶s knowledge driven business scenario, People are perceived as the most value able assets of an organization and the optimum of the skill, knowledge, attitude they posses, are directly instrumental to the growth of any of any organization. Therefore, while recruiting a candidate for any role, position, level, function, it should always be ensured that there is no compromise in the quality of people, we hire. Besides checking the presence of role-specific key competencies & behavioral attributes required to perform a job, few basic eligibility criteria should be considered even before a candidate is called for the initial rounds of interviews-

‡ Academic qualification: Minimum a Post Graduate (recognized university) for all positions with relevant expertise/proficiency in respective functional domain and there should not be any unjustified gaps in education. ‡ Psychometric / General intelligence test: All the short ±listed candidates should be run through a or a relevant Psychometric / General intelligence test and candidates qualifying this test, would be eligible for the next rounds of tests / interviews(Deviations if any can be given by divisional head / unit head HR). ‡ Reference check: Reference check is MUST for all recruitments across the country and HR should always ensure that reference check is done before extending the offer to a selected candidate .offer/LOI will not be issued without reference check. a. Candidates selected after rounds of test/interviews would be asked to provide the names & contact details of at least 3 persons as his/her professional references , and b. HR would contact these references and the comments & remarks of the referees would be documented and preserved for future records. c. HR in some of the critical cases may also carry out an independent reference check through the third party or detective Agency respective, which would check with at least 2 referees (one each from 2 different organizations) whom the concerned candidate had worked with in the past.


Any recruitment across the organization, at any level / function has to be approved by the concerned authorities as specified in the matrix below-

Grade Roles / Designation Interviewing Authority TR 1 To TR 7 Trainee , GET , DET Department Head Divisional headHR JM-1 To JM-5 Jr.Executive , Executive , Sec. Executive , Sr. Executive , asst.Manager Department Head/ Divisional Head Divisional Head HR SM-1 To SM-4 Dy . Manager , Manager , A.G.M.D.G.M Divisional Head /Unit Head /Head-HR Divisional Head /

Unit Head-HR

SM-5 To SM-8 G.M , A.V.P. , S.V.P Unit Head / COO / Director/Head-HR COO

INTERVIEW APPROVAL MATRIX (*)TR=Trainee, JM= Junior Management & SM = Senior Management, Interview Evaluation Sheet

RECRUITMENT SOURCES To ensure a steady in-flow of quality candidates for all the existing vacant position, with an aim to select the best with in a stringent recruitment deadline, HR would always focus to develop a robust database of CVs searched from the following two sources1. Internal Recruitment ‡ Promotion or movement across Units/ Departments. ‡ Databank of applications maintained by corporate HRD. 2. External Recruitment ‡ Advertisement in newspapers having wide circulation. ‡ Placement agencies/ Head hunters. ‡ Through references of existing employees.

HIRING CONSULTANT Considering the large volume of recruitments to be done within a small span of time, it is necessary to identify and engage professional hiring consultations to help HR to source quality candidates for middle &senior level positions only for critical positions. A. Process guidelines (To engage a new hiring consultant) ‡ HR would identify the consultants in all the regions, based on their current clients¶ distribution, database size, past performance records & industry feedback. ‡ Regional heads at branch/regional level can also identify a consultant and the details need to be sent to HR for further discussion & approval. ‡ HR will negotiate the terms & conditions with all the identified consultants and will get a one-time approval (from the HR Head/Unit Head HR) before rolling out the formal agreement with them. Only one month basic and HRA shall be paid as professional fees and shall be removed if the candidate leaves the organization during the probation period. B. Quality Expectations from the hiring consultant: ‡ Minimum Turn-around time (TAT): once a requirement is placed, the consultant should forward only best suited FOUR CVs within the next 72 hrs. ‡ Strong Conversion Rate(4:2:1) Out of the 4 CVs forwarded by a consultant, 2 have to be shortlisted(after initial screening by HR) and at least 1 of them have to be selected or else the consultant should be listed .

An Annual Evaluation of the services provided by the existing consultants across the country would be done to create a list of preferred consultants, who would be treated as priority CV sourcing for critical positions in future, Head Hunting shall be preferred. RECRUITMENTS AT REGIONAL LEVEL/ GROUP COMPANIES: ‡ At the Branch/Regional level / Group Companies, Concerned Regional head, HR would be responsible to plan, initiate & organize the preliminary rounds of interviews for most of the existing vacancies. ‡ Once the preliminary rounds are completed, CVs along with the dully filled up interview evaluation forms of the short-listed candidates are to be sent to HR for further processing. ‡ HR would organize the final interviews in coordination with the concerned interviewing authority.

COMPENSATION PROPOSALS, ISSUING THE OFFER LETERS: ‡ HR prepare the compensation proposals based on the below-mentioned critical attributes and gets those approved in writing by the concerned authorities before extending to the candidates:1. Academic & professional qualification of the respective candidates 2. Experience profile 3. Existing compensation & benefits 4. Market synergy and complete reference check

‡ HR extends the proposals to the candidates who get selected after final round of interviews and negotiates to close those. Notice pay shall be reimbursed on criticality and need basis by Divisional Head/Unit Head HR. ‡ Once the candidates agrees to the proposal and undergoes successful Medical Check up then only HR sends out the formal offer letter, duly approved & signed by the concerned authority.

OFFER LETTER CHECK LISTHR should ensure that all the below-listed documents are received & checked thoroughly before issuing the formal offer letters1. Approved Manpower Requisition form(MRF) 2. Resume(hardcopy) of the candidate 3. Interview Evaluation sheet(filled up with specific recommendations by the concerned interviewers) 4. Reference checks details/Medical Check up Reports (documented in the specified format) 5. Compensation proposal (Existing package & the proposed plan, duly approved by the concerned Authority)


PHASE ACTIVITY TIME FRAME 1 Role identification, JD, competency mapping & CV sourcing & short listing at HR

5 days 2 Departmental screening / short-listing 10 days

Organizing the preliminary interviews 2 days

Organization the final interviews 4 days De-briefing sessions to take the final decisions 2 days 3 Preparing the salary proposal, negotiate with the selected candidates & offer closure 6 days





RECRUITMENT & SELECTION POLICY To standardization the recruitment and selection process methodology and as associated criteria¶s also maintain appropriate lead times for closing actual or anticipated positions at JBM Ltd. ELIGIBILITY All employees of JBM Ltd. IMT Manesar.

POLICY SPECIFICATION Candidate selection process Grade no of interview rounds Up to JM-5 1 round SM-1&above 2 round Interview assessment panel Grade interview panel members Up to SM-2 Department head (1) +Quality system HR (1) SM-2&above Divisional head (1) +Quality system (1) +head HR

EMPLOYMENT POLICIES Final authority on selection Grade Final authority JM-1 toJM-5 Department head & GMHR SM-1 to SM-4 1 round: divisional head 2 round: GMHR SM-5 & above 1 round: unit head 2 rounds; GMHR


CANDIDATE SHORTLIST: 1. The HR department screens the resume obtained through various methodologies and does the first round of short listing by matching resumes with the specifications. Mentioned in the requisition from forwarded by the department /divisional heads.

2. The short listed resumes are forwarded by the HR department to the respective departmental/divisional heads for further screening. 3. The HR department forwards regret letters to rejected candidates sieved out during the screening process. 4. An interview panel is set up to conduct the interview the HR facilitates the panel confirmation for the interviews. 5. HR department organizes interview dates timings and slots in mutual agreement with the candidate and the department/division head for final short listings.

CANDIDATE SELECTION PROCESS: 1. JBM Ltd. utilizes primarily utilizes interview methodology for selection. 2. The interview date and time is communicated to the candidate based on mutual agreement and availability of the interview panel. 3. The candidate is required to complete the JBM Ltd. application from at the time of his visit to the JBM Ltd. premises for the interview. 4. The information in the application from provides relevant information about the candidate background qualification experience and special assignments handled this form is vital.

INTERVIEW GUIDELINES 1. Interviews are required to be open ended and directive in nature. 2. Interview process should ensure two way communication and interaction. 3. Ideally the desired ratio of question and answer time should be 10-20% interview questioning and 80-90% time for candidate response. 4. The candidate is assessed on job related and various soft skill requirements include: ? General skill: communications appearance attitudes & intelligence. ? Knowledge: job knowledge related knowledge ? Achievements: achievements


1. SALARY NEGOTIATIONS ‡ Post the interview rounds the HR department negotiates with the final short listed candidate on salary issues. All efforts are made to ensure the internal equity and external parity of salary is maintained. ‡ Salary discussions are avoided during the interview process. ‡ At the time of resume screening and first round of interviews consideration has been given to match

the candidate salary to internal compensation levels. In case of any mismatch the candidate is not considered for further screening. ‡ Salary offers made in the offer letter/letter of intent (LOI) are not negotiable. ‡ In case of any discrepancies or deviation the GMHR & personnel is the final decision making authority. 3. REFRENCE CHECK The HR department conducts one reference check on the final short listed candidate information on the candidate¶s behavior ethics reason for leaving and potential is obtained from the reference check. This is an important input in deciding his candidature. The reference check source is the post employer¶s HR department of the potential employee.

JOB OFFER ‡ The HR department telephonically informs the selected candidates. ‡ An offer letter states the joining date, location, grade and condition of employment and the GMHR & personal is the signing authority and the offer letter.

‡ Applicants residing in Manesar are requested to visit company premises to collect the offer letter. ‡ Applicants not residing in Manesar are requested to visit company premises to collect the offer letter. ‡ Applicants not residing in Manesar are couriered the offer to their present address.

DOCUMENTS REQUIRED ‡ Interview assessment for ‡ Application form ‡ Regret letter format ‡ Offer letter


Is the Vacancy in No


1. Recruitment sources used by the company:

Factors Frequency In Percentage Internet system 5 8.3333 Placement system 25 41.667 Advertisement 30 50 Total 60 100


In the company as per represent of pie chart 50% are in the favour of advertising agency, 42% are in favour of placement agency, 18% are in favour of internet system. So if there are 60 employees it means 30 are in favour of advertising agency, 25 re in favour of placement and 5 are in favour of internet system.

Q.2 Interview process that is used in JBM Ltd.

Factor Frequency In percentage a. Preliminary Interview by divisional head 44 73.333 b. Unit Head 16 26.667 Total 60 100

INTERPRETATION: In the company as per pie chart 73% are in favour of interview process under divisional head and 27% are in favour of interview process under unit head. So if there are 60 employees then 44 are in favour of interview process under divisional and 16 are in favour of interview process under unit head.

Q3.Standard time Factor Frequency In Percentage a.5minute 3 5 b.10minute 20 33.333 c.15minute 31 51.667 d.20minute 6 10 Total 60 100

INTERPRETATION: In th company as per pie chart 52% are in favour of using 15 minute as standard time, 33% are in favour of using 10 minute as standard time, 10% are in favour of using 20 minute as standard time, 5% are in favour of using 5 minute as standard time. If there are 60 employees then 31 are in favour of 15 minute , 20 are in favour of 10 minute, 6 are in favour of 20 minute, 3 are in favour of 5 minute.

Q4. Current size

Factor Frequency In Percentage a.500 34 56.667 b.700 18 30 c.1000 4 6.6667 d.1500 4 6.6667 Total 100

INTERPRETATION: In the company per pie chart 56% are in favour of 500 current size, 30% are in favour of 700 current size, 7% are in favour of 1000 & 1500 current size. So if there are 60 employees then 4 are in favour 500, 18 are in favour of 700 current size, 4 are in favour of 1000 current size, 4 are in favour of 1500 current size.

Q5.How do you rate the current recruitment process at JBM Ltd.?

Factor Frequency In Percentage a. Very Good 12 20 b. Good 36 60 c. Poor 11 18.333 d. Very Poor 1 1.6667

Total 60 100

INTERPRETATION: In the company as per pie chart 60% favour that current recruitment process is good, 20% are in favour that current recruitment process is very good, 2% are in favour that current recruitment process is very poor, 18% are in favour of current recruitment process is poor. Out of 60 employees 12 say that current recruitment process is very good, 36 say that current recruitment process is good, 11 say that current recruitment process is poor, only one say that current recruitment process is very poor. Q6.In your company the manpower requirement of each department are identified well in advance.

Factor Frequency In percentage a. Annually 30 50 b. Half Yearly 3 5 c. Quarterly 2 333% d. Need Based 25 41.667 Total 60 100

INTERPRETATION: In the company as per pie chart 50% employees that men require of each department identify annually, 5% half yearly, 3% quarterly, and 42% on basis of need. Out of 60 employees 30 prefers men require of each department are identify annually, 3 half yearly, 2 quarterly, 25 need based.


‡ Sample size is not too large. ‡ Data is not truly representative. ‡ Lack of co-operation.

SUGGESTION ‡ ‡ ‡ ‡ From job view point duration related to induction should be increased. Recruitment and selection procedures should be simple as possible. For example-the lower level of workers they can easily understand the procedures of selection. Change should be made after some time or specific time period.


After studying the problems related to recruitment and selection procedures. It may conclude that: ‡ Recruitment made through directly or indirectly third party method is also introduced. ‡ Selection should be based on aptitude test achievement and personality test therefore right person get right job. ‡ For recruitment and selection interviewer get all personal details related to interview. ‡ Recruitment and Selection is the primary purpose of the company but it should be different for each department. ‡ It shows the personal interest of the person towards their working level.


Internet: Book C.B Gupta L.M Prasad Manual Induction Manual JBM HR Policy

Interaction: Mr. Daneesh Bhatnagar Mr. Pramod Sharma


JAY BHARAT MARUTI LTD. QUESTIONNAIRE (RECRUITMENT &SELECTION) 1. What sources of recruitment should be used in JBM? a.) Internet system b.) Placement agencies c.) Advertising agencies 2. What should be the interview process that is used in JBM? a.) Preliminary interview by divisional

b.) Unit head 3. What is the standard time of the interview at JBM? a.) 5 minute b.) 10 minute c.) 15 minute d.) 20 minute 4. How did the work force get the current size? a.) 500 b.) 700 c.) 1000 d.) 1500 5. How do you rate the current recruitment process at JBM? a) Very Good b) Good c) Poor d) Very Poor 6. In your company the manpower requirement of each department are identified well in advance. a) Annually b) Half Yearly c) Quarterly d.) Need Based