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A PROJECT REPORT ON

RECRUITMENT AND SELECTION PROCESS

BY

gowda

INSTITUTE OF MANAGEMENT AND COMPUTER STUDIES.

PREFACE

In business organizations importance of management being increased day by day therefore to fulfill the requirement of various business organization, several institutions are performing the job of imparting management educations to the students.

The management orientation during summer vacations has been made an inbuilt part of M.B.A program because besides the theoretical knowledge is also essential for an effective management course.

This practical knowledge provides the students an opportunity to see management in action. An industrial training is an, on the job practical training which is an essential part of the management program.

The main purpose is to make the management students familiar as to how theoretical aspects can be implemented in the real business situations.

ACKNOWLEDGEMENT

It has been a rewarding experience to associate with the Kausa-Shil unit of Bharat Gears, Mumbra , where I had opportunity to study the Recruitment and Selection process. I am deeply indebted to Mr. Sagar Jage for his invaluable guidance.

It would also like to express my deep gratitude to Mr. Mandar Bhatkar without his assistance this project would not have taken its present shape.

I am also indebted to Mr.P.L.Patankar, Process Leader(HR/P&A) His sustained support & encouragement was crusial in successful completion of this study.

It was indeed a fritful experience at “Bharat Gears Ltd.” I shall always be inspired by all that I have learnt and will strive to put it in practical use.

Aarti kale

Data Description 11. Brief Discussion about the Topic 7. Recruitment Policy of the company 8. Findings & Suggestion 12.CONTENT TABLE 1. Appendix 3-4 6-20 21 22 23 24-41 42-47 48-51 52-56 57 58-59 60- . Research Methodology 10. Chairman Message 4. Industrial Background of study 3. Objectives of the Project 6. Research Design 9. Executive summary 2. Define the Key Terms 5.

EXECUTIVE SUMMARY Today. The objectives of Human Resource Department are Human resource planning Recruitment and Selection. With reference to this context. which an Organization follow for. Next is selection process. training and Development. this project is been prepared to put a light on Recruitment and Selection process. Transferand Promotion. Recruitment Tips. Performance appraisal and so on. Each objective needs special attention and proper planning and implementation. which includes . For every organization it is important to have right person on a right job. It is recommended to carry out a strategic analysis of Recruitment & Selection procedure. which ensures that it has right number and kind of people. Risk Management . which gives an idea about the recruitment of the job. Need and Purpose of Recruitment. right manpower. Scientific Recruitment and Selection. Evaluation of Recruitment Process. career planning. There are certain ways that are to be followed by every organization . in every organization personnel planning as an activity is necessary. at the right place and right time. so that Organizationcan achieve its planned objectives. It is an important part of an organization. Shortage of skillsand use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. This project includes Meaning and Definition of Recruitment and Selection. Sources of Recruitment through which an Organization gets suitable application.Recruitment and selection plays a vital role in this situation. Job Analysis. Human resource planning is a vital ingredient for the success of the organization in the long run.

Scientific Selection Policy. Recruitment and Selection are simultaneous process and are incomplete without each other. Selection in India and problems.steps of Selection. . Common interview Problems and their Solutions. Types of Tests. Approaches to Selection. Types of Interview. They are important components of the organization and are different from each other.

INDUSTRIAL BACKGROUND OF THE STUDY .

rotary hearths etc. complete automotive transmissions. U. a man who aspired to take on the challenges of the liberalization of the Indian economy and the opportunities of the 21 st Century. MCV. BGL is India's largest gear manufacturer. BGL entered into the technical know how with Holcroft. BGL's furnace division builds a variety of furnaces . BGL combines a modern line of machinery from all over the world. with technical know-how from AFC-Holcroft. Raunaq Singh. USA. Raunaq Singh was instrumental in strengthening Bharat Gears to leadership position it is in today. Dr. Incorporated on 23rd December 1971. The products includes bevel.Corporate » History Bharat Gears Limited was founded by the tireless Dr. Germany. LCV . for manufacturing Furnaces in May 1983 and with ZF Friedrichshafen. Since commencing business in 1974. World class parallel axis gear grinding and welding machines are deployed to enhance the capabilities to produce internals for heavy-duty power shift transmissions.S.A. AG. With his dynamic leadership. Michigan. straight bevel and transmission gears. utility and off-highway vehicles. differential gears and shafts.sealed quench. With niche markets in the OEM segment being serviced from the Mumbra plant. gearbox sub-assemblies and differential assemblies.2007 technical & Financial collaboration for manufacturing Gear Boxes. BGL felt the need to penetrate the untapped replacement market that comprises about 50% of the auto component industry. BGL manufactures a wide range of gears for HCV. in 1985 to Mid May. The fresh capacity needed to address the opportunity was achieved by . BGL manufactures a wide range of hypoid/spiral gears. continuous gas carburisers.

Carraro India. Apart from being the largest manufacturer of gears for OEM's in India. trucks and buses and utility vehicle segments like TML. DANA Corp. BGL is a major exporter to countries around the world. U. For several of the players. First 'Oerlikon Spiromatic Generator' installed. 1972 1974 1980 1981 1985-2007 1987 1987 1988 1994 1996 1998 2000 2000 2001 2004 Foundation Stone laid at Mumbra Factory. TMA-USA. Escorts. BGL is the single source supplier for gears. Memorandum of Association signed with AFC-Holcroft. Germany. Collaboration Agreement with ZF AG Germany Delivery for ZF S6-36 Gears & Shafts to Ashok Leyland Ltd.the amalgamation of Universal Steel & Alloys Limited with BGL under a scheme of rehabilitation sanctioned by BIFR effective April 1. Inauguration of the Hypoid Plant and Commencement of Production with 'Gleason Machines'. BGL's customer list includes almost all the players in the automobile industry in the tractors. for construction of furnaces in India to AFC-Holcroft design.S. In the export market. Ashok Leyland. Start of business with DANA CORPORATION. Both plants are ISO/TS-16949:2002 & Faridabad Plant is ISO 14001:1996 also. 1998. Start of Assembly of ZF S5-24 Gear Boxes for Ashok Leyland. BGL's clients include Carraro Spa Italy. TAFE. Axle India. Mahindra & Mahindra. BGL becomes the First Company in INDIA to have both Cutting Systems under one Roof. JDCW-USA. The facilities so acquired at Faridabad was upgraded and expanded in May 2000 at substantial investment. USA. Foundation Stone for Faridabad Plant Laid Start of Commercial Production in Faridabad BGL receives SQ 9000 for Mumbra Plant BGL receives SQ 9000 for Faridabad Plant BGL Faridabad starts supply to Toyota Kirloskar Auto Parts . USA BGL receives ISO 9002 BGL crosses turnover of Rs. Spicer India and Toyota Kirloskar.-USA and Tech Development Inc. JDEPL. JCB and Hero Motors.A. 1 Billion. VST Tillers. and ZFAG.

2004 2005 2008 2009 2010 BGL Faridabad receives ISO 14001 certification BGL Faridabad & Mumbra receives TS 16949 certification Introduction of Dry Cut Hobbing process Introduction of Klinglenberg Close Loop CNC Gear Measuring system Introduction of Bevel Gear dry cutting process with close loop technology .

e. ITC Ltd. Mr.Management » Board of Directors Director.(Hons) from Delhi.A. He holds a Bachelor's Degree in Business Economics from York University . Surinder P Kanwar is the Chairman and Managing Director of Bharat Gears Limited. Raunaq and Company Pvt. He is the Chairman and Managing Director of the Company since 29th October 2002. Sameer Kanwar. Raunaq Singh Group since 1975. Coleman & Co.. The Board also comprises of six Non-Executive Independent Directors. a young and energetic person.D from Cornell University. Dr. 2008 have appointed Mr. Raunaq International Limited. . Dr. he received two years training in the areas of Planning. Tarneja has done Ph. As Executive Director-Strategic Planning of Bharat Gears Ltd. He was the former Managing Director of Bennet. He is an M. He has overall experience and exposure in Marketing. Both from University of Delhi and University of Virginia and also done B. S P Kanwar is immensely experienced & has in-depth knowledge of the core business of the company i. GATI Ltd. Subsequently. Housing Development Finance Corporation. He has wholesome exposure on all aspects of business of the company and is engaged in supervision and conduct of business of the Company. Canada . is a third generation Entrepreneur. he has spearheaded the Business Operations of the Faridabad plant of the Company. Mr. NESCO Ltd. He believes that creation of a successful organization needs nurturing of people and developing a climate that recognizes performance and leadership. Ltd. comprises of Chairman and Managing Director and one Joint Managing of several prominent companies. Mr. Sameer Kanwar as Joint Managing Director of the Company. to name a few are Bennet Coleman & Co. Details of Directors Mr. The Board of Directors in its meeting held on May 28. along with a team of senior management personnel.. Ltd. Purchase and Management.1981. Finance and Control at ZF Friedrichshafen AG. He has been associated with Late Dr. who assist him in carrying out his activities. to name a few.. S P Kanwar is on the board of Bharat Gears Limited Company since 29 th September 1982. he has also worked at various managerial positions in various Raunaq Group Companies viz. who are Promoter Directors. Ltd. Automotive Gears. the world's largest maker of drivelines and chassis for automobiles.A. subject to the overall supervision & control of the Board. Ram S Tarneja is a non-executive director of the company since 31.. BST Manufacturing Limited (Bharat Steel Tubes Limited). A commerce graduate from Delhi University. Germany . He is on the Board The Board of Directors of Bharat Gears Ltd.12.

He has vast experience of representing the top hierarchy of Indian Industry. he has spearheaded various industry groups at top management levels including Escorts till September 2006. Pargal is a qualified Chartered Engineer from England . and international level committees. He is immensely experienced and has international exposure on various facets of Auto Industry as a whole including Gear Technology. He is member of the Investors` grievance committee of the Bharat Gears Ltd. Mr. He is having expertise in the area of sales.02. Schilha. N. He is also the Chairman of ZF Drivetech (Suzhou) Ltd. PR China. He has rich experience in General administration.P. Member of the executive board at ZF's Commercial Vehicle Driveline Division. Presently. Mr. born on March 06. During his tenure with the Government of India. he is also the Member of Audit Committee of Bharat Gears Ltd. TOYOTA etc. In Suzhou. marketing and service. the Government and business houses like TATA. Ltd. Ministry of Supplies and Ministry of Urban Development. Media. . Mr. Ministry of Industry. S. Bureaucracy. He became Chairman of Daewoo Motors India Limited. Management Strategy. Mr. Government . 1950. He is Head of Marketing. and did Mechanical Engineering from Roorkee University . Kamath aged 86 years is a non-executive independent director of the company since 22 nd August 1985 . He is director in G. Kamath is retired IAS officer and is vastly experienced.R. Mr. is qualified Chartered Accountant (England & Wales) and an MBA from Cranfield University. He is also director of Fairfield Atlas Limited. he is an advisor in Jaypee Infratech Limited. Business Unit "Bus Driveline Technology".G. Wolfgang Rudolf Schilha is a Director on the board of the company since 26.1986. he served in various capacities in the Ministry of Finance.Rakesh Chopra. He is Senior Vice President. He has also served as member and Chairman of various state. Germany is graduate of Business Administration.J. GIVO Ltd. Enterprises Pvt Ltd.SOWIL Ltd. born on October 17. He is presently also managing a consultancy company specializing in business Strategies & Structures and he holds the directorship in Pargal Consultants Pvt.. Corporate Governance etc. Kempty Cottages Pvt Limited and Gaurav Farms Pvt Limited. in Tettnang. Etc.K. Virender K Pargal (75 Years) is a non-executive director of the Company since 24/01/2002 . Mr. national. Apart from being the member of Remuneration Committee of Bharat Gears Ltd. he is also a visiting and guest faculty to many management institutes. Service and Aftermarket as well as Head of Strategy. 1943 graduated in Science from Allahabad University . HRD. U. Awasthi. He has rich experience of around 30 years. Mr.Industry relationship. Mr.

In addition we manufacture Differential Crosses (Trunnions) of various sizes as well as complete sub-assemblies of differentials. We manufacture nearly a million components per annum and these gears find application in cars.Gears » Differential Gears We offer to our customers a choice of two systems .Gleason Coniflex and Gleason Revacycle systems of straight bevel generation. trucks and tractors. . utility vehicles. buses.

including Ashok Leyland. AFC-Holcroft is recognized internationally as an industry leader for innovative technology. More than 110 BGL-AFC-HOLCROFT heat treating furnace systems are in service at several customers' plants in India. TATA-Timken. . Hindustan Motors.BGL Furnaces engineers and constructs batch and continuous heat-treating furnace systems in technical association with AFC-Holcroft. Sona Koyo Steering. Mahindra & Mahindra. Greaves. Sundaram Fasteners. Premier Automobiles. Fairfield. quality and reliability. Michigan. National Engineering Industries. Endurance. Tractor Engineers and Varroc. Ceekay Daikin. Mukand. Automotive Axles. USA. Precision Fasteners. TELCO. Raunaq Auto. Bajaj Auto.

30 minutes Interval Production .288 Kg / hr HCV & LCV Crown Wheels Pinions .1/2/1/1 Rows Electrically Heated Carburising .Intercool Hardening Press Quench / Sealed Quench 2 Tays / hr .Furnaces » Pusher Continuous Gas Carburising lines             Load Magazine Prewash / Preheat Heat Carburise Harden Sealed Oil Quench Press Quench / Slowcool Salt Quench Wash / Rinse Temper Blast Cool Unload / Load         Silicon Carbide Skid Rails Twin Plate Intermediate Doors Roof / Sidewall Fans PLC Automation Ball Screw Main Pushers Captive Pusher Chains Side Entry and Exit Vestibules Computer Supervision        Four Chambers .

       Two Chambers . Pinions.2/1 Rows Gas Fired with Recuperators Carbonitriding and Hardening Sealed Hot Oil Quench 3.16 minutes Interval Production .75 Trays / Hr .20 minutes Interval Production .495 kg / hr HCV Crown Wheels. Pinions . Gears & Shafts         Single Chambers .18 minutes Interval Production .33 Tays / hr .266 Kg / hr Motor Cycle Gears        Three Chambers .2 Rows Gas Fired with Recuperators Carbonitriding and Hardening Press Quench / Sealed Quench / Slow Cool 3 Trays / Hr .3 Rows Press Quench Holding Chamber Gas Fired with Recuperators Carbonitriding and Hardening Press Quench / Sealed Oi Quench 3.360 Kg / hr Tractor Crown Wheels.

These Gear Boxes are light in weight with Aluminium Housing.Gears » Gear Boxes We manufacture Synchromesh Gear Boxes for light commercial vehicle application. Gear Boxes were manufactured under licence from ZF Friedrichshafen AG of Germany. .

Manufacturing Capabilities » Gear Manufacturing Currently studying Phoenix grinding program for Hypoid Gears with Gleason. shaving and parallel axis Gear grinding. shaping. Transmission Gears processed by hobbing. . base of CNC machines. Capable of manufacturing Hypoid Gears of Straight Bevel Gear generation capability on Gleason and Oerlikon Systems with installed Coniflex and Revacycle systems of Gleason.

Differential and Transmission Gears and also capability to rationalize / upgrade existing customer products.Capability of submerged Arc welding with PLC Control. We are in a position to offer design and development service of Automotive Gears/Gear Boxes/Axle. Design capability of new ratios of Hypoid.  Design capability of Hypoid Gears using Gleason CAGE Software and Oerlikon CDS Software.  .

Today. In it's relentless efforts to meet and exceed the needs and demands of it's customers BGL has made rapid progress in the international market. John Deere Equipment Pvt. BGL is dedicated to maintaining the Company's commitment to providing the highest quality products. Leading OEM's like TATA Motors Ltd. TDI and Tier I companies like Dana Corporation in USA. established quality processes. Mexico and Asia. and the safest operating conditions in the industry. VST Tractors (Mitsubishi). Our delivery expands to nations across Europe. the best customer service. capital of India. and capabilities developed over the years. (BGL) is one of the world leaders in gears technology and India's largest gear manufacturer. With customer satisfaction at the foundation of its entire operation. BGL has strong technology and human resource base to meet the exacting standards of the most demanding customers in the world. Bharat Gears Ltd. is India's largest commercial gears manufacturing company. New Holland Tractors.Overview Bharat Gears Ltd. Differential Gears. Gear Boxes majorly for the automotive industry. We at BGL bring to you the finest in gear and transmission technology. Our modern manufacturing facilities are located at Mumbra near Mumbai (Bombay) and Faridabad near Delhi. (TML). BGL is internationally reputed for its cutting edge technology. BGL is a major global supplier of automotive gears and heat treatment furnaces. The company manufactures a wide range of Ring Gears and Pinions. Mumbra Plant With both plants ISO/TS-16949:2002 Certified and Faridabad Plant ISO-14001:1996 certified also. TMA.Ltd. USA. and several others source their complex gears and furnaces requirements from Bharat Gears. Transmission Gears and Shafts. John Deere Coffeyville Works (JDCW). (JDEPL). Carraro. an Engineering Contracting Organisation managed by dedicated team of professionals at various levels in different . Faridabad Plant Our Group company Raunaq International Limited.

. Raunaq International Limited has sufficient in-house resources in terms of Engineering Manpower. » Structural Fabrication and Erection Works.disciplines. » Industrial Civil Engineering Works. is engaged in the service of core sector of industries in India. Quality Assurance & Inspection etc. and Technical know-how besides separate departments for Design & Engineering. Tools & Plants. to cater the needs for undertaking the Turnkey Contracts of Mechanical. Civil and associated Electrical & Instrumentation works and offer specialized.

Our newly added capacity will enable us to entertain new customers at very competitive terms. We have fully braced ourselves to meet these challenges. we are seeing the sunshine again. and in order to compete in the Global Market our quality standards are continously being improved upon to meet challenges of the competition.Chairman's Message Bharat Gears continues to retain its leadership in the Indian Gear Industry. After going through a difficult period when the monsoons threatened the Agricultural Economy. We are proud of our performance as we have gained our customers appericiation for the efficiency with which we have met their growing demands both in Quantity and Quality. Commercial Vehicles. Utility vehicles. . Our Development time have been well compressed to shorten the time from concept to delivery. in fact. We well understand the challenges that all our customers face in order to compete with world wide players. both agricultural and off highway. We are confident that we are fully equipped to meet all challenges to service our entire range of customers both in the domestic arena and any where else in the world. The Growth achieved by our customers has been very impressive and their forecasts for the ensuing period are very encouraging. We are. We are a company that services our customers both in the OEM and Aftermarket globally. We are a leading supplier of Gears to Indian market in the segments of Tractors. All this has been possible by inducting new state of the art equipment. in a position to meet the requirement of all type of Automotive gears to all segments of Automobile and Tractor Industry world wide. thus we are continuously adapting the latest technologies from the Equipment manufacturers to ensure timely service to them all.

 How to shortlist resume for different types of departments and posts.  What is interview process in Bharat gears ltd. .  What is policy of Bharat gears ltd.DEFINING THE KEY TERMS  To analyse the recruitment & selection process of Bharat gears ltd.

Objective of this project is to get an Insight of the Recruitment and Selection policy and procedures of a large corporate “Bharat Gears ltd”. . This project is done with the aim to get hands on experience in recruitment and selection process of Bharat gears ltd and to understand and to analyses Recruitment and Selection process of Bharat gears in the light of various theories of HR and with the help of inputs received during practical exposure received at Bharat gears ltd. based on a candidate’s skills. A fundamental part of the process is to ensure that standards of fairness and equality are maintained.OBJECTIVES OF PROJECT Recruitment and Selection is the process of generating a pool of relevant application and to ensure the appointment of the most suitable person for a given post.

What is Human Resource Planning & Recruitment & Selection? .

According to Edwin B.” “HRP is forward looking function. “HRP is a strategy for the acquisition. Demand Forecasts etc in the background. the process by which a firm ensures that it has the right number of people and the right kind of people. Geisier. at the right places. at the right time. doing things for which they are economically most useful.” . improvement and preservation to the human resource of an Enterprise. It tries to assess human resource requirement in advance keeping production schedules. Market Fluctuation.HUMAN RESOURCE PLANNING Introduction: Human resource planning (HRP) is essentially the process of getting the right number of qualified people into the right job at the right time so that an organization can meet its objectives. Organisations use HRP as a mean of achieving Greater effectiveness. utilization. “Manpower planning is.

production and government regulations in an effective way.OBJECTIVES OF HRP Forecast personal requirements: HRP planning is essential to determine the future manpower needs in an organization. technology. it may be difficult to ensure regular promotions to competent people on a justifiable basis. . Cope with changes: HRP planning is required to cope with changes in market conditions. This also helps in decreasing wage and salary cost in long run. Use existing manpower productively: It is more useful in relation to the job requirement. Promote employees in systematic manner: In the absence of an HR plan. If HRP techniques are ignored decision will still be taken but without the benefit of understanding their implications.

“the first and immediate product of job analysis process is the job description. for example .PROCESS OF HUMAN RESOURCE PLANNING. for example. It is a systematic investigation of task. Flippo.” . A duty is a large work segment consisting of several task that are performed by an individual. JOB ANALYSIS: Introduction to Job Analysis Job Analysis is the formal and detailed examination of a job. It is descriptive in nature and constitutes a record of existing and pertinent job facts. Definition: According to Edwin B. typing a letter.” JOB DESCRIPTION: Definition: According to Flippo.” According to Donald.pick up. duties and responsibilities necessary to the job. “Job analysis is a method of scientifically dissecting a job in order to determine the component elements and their influence upon the length of learning period of a worker. sort out and deliver incoming mail. job responsibilities are obligations to perform certain task and duties. production and labor turnover.: “Job analysis is the process of studying and collecting information relating to the operations and responsibilities of specific job. A task is an identifiable work activity carried out for a specific purpose.

scope . “ A job specification is a statement of the minimum acceptable human qualities necessary to perform a job properly.According to M. “A job description is a broad statement of purpose.Couming.” JOB SPECIFICATION: Definition: According to Dale Yoder. duties and responsibilities of a particular job. emphasizing personnel requirement and designed specially to facilitate selection and placement. “Job specification as a summary is a specialized job description.B.W.Flippo.” .” According to Edwin.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist.  It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. “recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation ”. The result is a pool of applications from which new employees are selected. A few definitions of recruitment are:  A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. Flippo. Recruitment of candidates is the function preceding the selection. The main objective of the recruitment process is to expedite the selection process. Recruitment is the activity that links the employers and the job seekers. which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool.RECRUITMENT RECRUITMENT: Introduction: According to Edwin B. .

by attracting more and more employees to apply in the organisation whereas the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.1. 1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation whereas selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation. Recruitment is a positive process i. Recruitment and Selection are the two phases of the employment process. The differences between the two are: 1.  Create a talent pool of candidates to enable the selection of best candidates for the organisation. 2.  Recruitment is the process which links the employers with the employees.  Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.  Increase the pool of job candidates at minimum cost .Usually. encouraging more and more employees to apply whereas selection is a negative process as it involves rejection of the unsuitable.e.1 The Purpose and Importance of Recruitment are given below:  Attract and encourage more and more candidates to apply in the organisation. 3.

.  Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

1.wikepedia.1 SOURCE OF RECRUITMENT Source: www.Figure No: 1.1.2 .com Figure No: 1.

RETIRED & RETRENCHED EMPLOYEES: It may also be recruited once again in case of shortage of qualified personnel increase in load of work.INTERNAL SOURCES OF RECRUITMENT TRANSFERS: The employees are transferred from one department to another according to their efficiency & experience. PROMOTIONS: The employees are promoted from one department to another with more benefits & greater responsibility based on efficiency & experience. In recruitment such people save time & cost of the organization . the present employees according to their performance. . UPGRADING & DEMOTION: In this context.

This source is used to recruit labor for construction jobs. medical colleges etc.EXTERNAL SOURCES OF RECRUITMENT PRESS ADVERTISEMENT: Advertisements of the vacancy in newspapers & journals are widely used as source of recruitment. are the good source of recruiting well qualified executives etc. The main advantage of this method is that it has a wide reach. More efficient among these may be recruited to fill permanent vacancies. PLACEMENT AGENCIES: These agencies are particularly suitable for recruitment of executives & specialist & several private consultancy firms perform recruitment function on behalf of client companies by charge a free. LABOR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. They provide facilities for campus interviews & placements. EDUCATION INSTITUTION: Various management institutes Engineering colleges. . RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the factory gate these may be employed whenever permanent workers are absent.

FACTORS AFFECTING RECRUITMENT .

Locating and developing the sources of required number and type of employees (Advertising etc).RECRUITMENT PROCEDURE The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. These contain: •Posts to be filled •Number of persons •Duties to be performed • Qualifications required   Preparing the job description and person specification. A general recruitment process is as follows: Identify vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. Conducting the interview and decision making    .

Advertising the vacancy 4. Managing the response 5. Short-listing 6.1. conveying the decision and the appointment formalities. the final interviews and the decision making. Prepare job description and person specification 3. Identify vacancy 2.e. Arrange interviews 7. . Conducting interview and decision making The recruitment process is immediately followed by the selection process i.

SELECTION .

Personalit y Test 6).1. Abilit y tests 2). Aptitude test 3).2 SELECTION Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Pol ygraph Test . Perception Test 9). STEP 1: PRELIMINARY INTERVIEW STEP 2: SELECTION TEST: The following are the t ype of tests taken: 1). Selection done by two steps namel y. Projective Test 7). General knowledge Test 8).1. Interest Test 5). Intelligence test 4). Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job . Graphology Test 10).

3 Types of interview 1) Informal Interview 2) Formal Interview 3) Non-directive Interview 4) Depth Interview 5) Stress Interview 6) Group Interview 7) Panel Interview 8) Sequential Interview 9) Structured Interview The following chart gives an idea about selection process: .1.1.

1.Figure No: 1.3 EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT PRELIMINARY INTERVIEW SELECTION TESTS Rejected Application EMPLOYMENT INTERVIEW Reference and Background Analysis SELECTION DECISION PHYSICAL EXAMINATION JOB OFFER EMPLOYMENT CONTRACT Evaluation .

RECRUITMENT POLICY IN BHARAT GEARS LTD. .

. OBJECTIVE: To provide guideline for the recruitment of personnel by establishing systematic effective & unbiased recruitment practices in the interest of both the company & the employees as well as to control manpower.  Only managerial staff conducts interview. The determinations of potential include qualification good character & integrity as well as loyalty.  The HRD/Personnel department is responsible for managing the recruitment process. PROCEDURE:  High caliber/quality individuals are recruited on the basis of their ability & potential which are complemented by a good working attitude.RECRUITMENT POLICY OF BHARAT GEARS LTD. This includes placing the recruitment advertisement/contacting institutes/campus interviews or working with a placement consultant/agency & arranging interviewing candidates.  The company encourages the employment of employee’s immediate family members or relatives.

engineers it is 6 months & for workers & trainees it is 12 months. officers.  To ascertain the suitability of the new employee & also to enable the new employee to assess his/her compatibility to the company.  The panel members conduct the interview in such a manner that the candidates go back impressed about the company & its system.  Confirmation of employment is subjected to the employees demonstration of good performance during the probationary period.  The Training period varies as per the post. For managers.  The probationary/Training period may be extend to a maximum of another three to six months. . All applicant called up for interview must complete the personal data form & provide documentary evidence to support qualification past experience & gross salary.

. APPOINTMENT OFFER ADVICE: As soon as the final collection of the candidate is made an appointment officer advice is issued by HR dpt. STIPEND: Monthly stipend is payable to the candidates during the training period. SELECTION PROCEDURES/STANDARDS: Selection procedure consist of –   Written Test (Fresher) Personal Interview DURATION OF TRAINING: The training period given by few organizations is based on the post of the candidate.CONFIRMATION REVIEWS: This letter is issued to the employee by the personnel department & copy of the letter is filed in the employees personal file. SANCTION FOR RECRUITMENT: No person is appointed in the company unless manpower requisition form is duly sanctioned by MD. INDUCTION: Induction program are organized for the new incumbents.

RECRUITMENT PROCEDURE IN BHARAT GEARS .

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Bharat Gears Limited . Kausa .Shil. Position Department Grade Group Head  Unit Head  Head .S.R. Mumbra Dt: Thane 400 612 (M.H.) AUTHORISATION TO FILL A VACANCY – for executive / management cadre FLOW: H. Corporate Business Head  P&A / : : : 1a / 1b / 1c / 2a / 2b / 3a / 3b New / existing position : Reason for vacancy Target date : : Educational qualification : Experience Area of Experience    Job Profile    NAME GROUP HEAD UNIT HEAD SIGNATURE DATE : years Age : years .R.

S. Patankar Mr.HR Operation Head CMD Mr. P. Shah Mr.Process Leader. L. This form should be accompanied by an organization chart. 4:821: 1 . B.R: Date received _________ Date action completed ________ Joining Date _________ Note: The approval of the CMD is essential for all additional positions. Kanwar For P&A/H. P.P.

CANDIDATE ASSESSMENT SHEET – FOR EXECUTIVE / MANAGEMENT CADRE (EXISTING POSITIONS) Name ______________________________ Position ____________________ Dept.___________ RATING SCALE  Excellent 4 Good  3 Average  2 Poor 1 Score BACKGROUND Academic record Relevance of prior experience KEY SUCCESS FACTORS Conceptual clarity Analytical / Problem solving skills Growth potential Critical Behavioral Indicators Initiative / Proactiveness Confidence level/ Assertiveness SOFT SKILLS Communication skills Personal grooming & Appearance Interpersonal and Influence skills /40 Total Score .

Hire Further Interview On Hold Reject RECOMMENDATION  Comment: __________________________ Signature __________________ Date ___________ 4:825:1 .R.RECOMMENDATION  Hire Further Interview On Hold Reject Name ___________________ Signature _______________ Dept. ____________ Date ________ For P&A Current salary Monthly (gross) Annual (gross) BGL offer as per grade/parity For Corporate Business Head / Head – H.

RESEARCH DESIGN .

” STUDY OF SELECTED RESEARCH DESIGN RESEARCH PROCESS SITUATIONAL ANALYSIS Define and analyze the problem to be solved. . A research design is simply the framework or plan for a study that is used as guide in collecting and analyzing the data. “ According to Kerlinger. Try to secure information about the department . whole organization. This framework of conducting research is known as Research Design. research design is the plan. structure and strategy of investigation conceived so as to obtain answers to research a questions and to control variance. and the general environment. It is blueprint that is followed in completing a study. Determine clearly the purpose of the inquiry. State immediate as well as the ultimate objectives.RESEARCH DESIGN INTRODUCTION TO RESEARCH DESIGN A research project conducted scientifically has a specific frame work of research from the problem identification to the presentation of the research report.

Electronic data processing . the researcher emphasis upon the task of collecting the data. The researcher may meet to employees to get the background information which may throw some light on the most critical issues for study and investigation. Once the need for a formal investigation has been decided upon the researcher must formulate a formal plan of investigation. tabulated and analyzed. RESEARCH DESIGN A research design is a master plan or model for the conduct of a formal investigation. SOURCES OF DATA Once the research design or plan has been finalized. DATA ANALYSIS The collected data must be edited. Conclusions and interpretations lead to recommendations for actions.PRELIMINARY INVESTIGATION This refers to the procedure by which minimum acquaintance with or feel for the problem is achived. Primary data have to be assembled by the researcher for the first time by sampling methods. The research team interprets the data. A research study may require both primary and secondary data. A research design is a specification of the method and procedures to be adopted for acquiring the information required for solving the problem.

or say must be well defined & formulated. And test the hypoyhesis. REQUIREMENTS FOR A GOOD RESEARCH DESIGN Nature & Scope of the problem to be studied must be stated clearly. . FOLLOW-UP RECOMMENDATIONS The report presented to the management must be followed up to ensure the implementation of the recommendations. The report must clearly and effectively point out the relationship among the data. the interpretation and recommendations. The research design must adequately answer the questions. REPORT PREPARATION Conclusions and recommendations supported by the necessary analysis are submitted in the form of a written report. An excellent report may be wasted when the recommendations are put in the cold storage and the management takes no step to implement the research report.equipment may be employed to analyze large data quickly and at a lower cost. If any hypothesis is to be tested it must be clearly formulated. The research design must be structured in a manner that it fulfills the need of internal & external validity.

RESEARCH METHODOLOGY .

INTRODUCTION

RESEARCH

Research is common parlance refers to search for a knowledge. One can also define research as a scientific & systematic research for pertinent information on a scientific topic. In fact, research is an art of scientific investigation. According to Redman & Mory, “Research is a systematized effort to gain new knowledge.”

METHODOLOGY

Set of procedures or rule to guide research against which its claim can be evaluated & understood. Methodology is a systematic way to work out the research problem step-by-step where in the researcher logically adopts a way to solve the problems arising out during the course of the research work. In other words methodology is the application of method used in preparation of project report.

RESEARCH METHODOLOGY

“Research methodology defines, what the activity of research is, how to proceed, how to Measure progress, what constitute a success”

Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically.

In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. It is necessary for the research.

To know not only the research methods/techniques but also the methodology

Technique + Procedures + Method = Research methodology

It can be described as-

Discovery of new idea or technique

Modification of old concept & existing concept

Formulation of new theories

Study of systematic investigation

TYPES OF RESEARCH

PURE RESEARCH Pure research provides the basis for applied research. The principles and laws set up by pure Research are applied to the problems arising in the fields of Sociology, Psychology and Economics. Thus pure research enables us to make tools and applied research uses such tools to study a particular case.

APPLIED RESEARCH

Applied research is undertaken with the aim of uncovering data to solve an existing problem. The driving force of the research is finding solution to a problem. Applied research aims at application of science to a singular situation.

DESCRIPTIVE RESEARCH

Descriptive study may employ any of or all the methods of data collection such as interview, questionnaire, observation, tests & cumulative record cards.

In the descriptive study the researcher must be careful to make a note of the bias and extravagance that may creep in at every stage of the study-formulating the objectives of the study; designing the methods of data collection; selecting the sample; collecting; processing and

design. It allows flexibility in all these aspects of the process. EXPLORATORY RESEARCH It helps us to investigate any problem with suitable hypothesis or clarification of any concept throwing new light for future research. sample and the questions that you plan to ask of respondents. and reporting the findings.analyzing the data. QUANTITATIVE RESEARCH It is also called structured approach. QUALITATIVE RESEARCH It is also called unstructured approach – is to explore its nature. Every things that forms the research process objective. .

PRIMARY DATA:  According to that job description from we find out the job duties in terms of key duties & periodical duties. .  Analyzing & observing the routine duties & work of the individual employee analyze the competencies of employees.  This competency helps in the recruitment & training of the fresher & experience employees & development of organization department vise. The primary and secondary data are: 1. 2. There is exploratory type of research.  Secondary data are those data which have been already collected & analyzed by some earlier agency for its own use & later the same data are used by a different agency. SECONDARY DATA:  In this some part is collected from the previous collected data such as theory part is collected from the some books of HR & inherent. In this we analyze the data by preparing a job description from & analyzing that from analysis competencies of the particular employee.TYPES OF DATA In this project both primary and secondary data are used.

SOME INTERVIEW QUESTIONS .

INTERVIEW QUESTIONS Tell me something about yourself? Tell me something about your previous job? Why are you interested in joining our company? Why you have left your previous job? What do you think you can do for us? What attracts you to us? What did you expect from the company? What do you know about our company? What was your salary package in the previous job? What is your expected salary? .

90% JAN 6 23 12 4 12 16 10 77/6 12.60% AUG 5 6 44 7 24 9 90/5 18.FINDINGS & SUGGESTION FINDINGS: 1.00% SEP 7 16 45 27 5 18 9 4 124/7 17.20% JUN 4 8 13 22 8 51/4 12.60% DEC 8 14 7 20 18 28 14 12 14 127/8 15.70% OCT 12 5 7 19 7 19 18 14 9 10 15 3 42 168/12 14.Calculation of Recruitment and Selection Average Days MONTH T.57% .00% NOV 5 8 5 9 15 16 53/5 10. CANDIDATE APR 1 15 15/1 15% MAY 6 13 17 22 36 9 36 133/6 22.83% FEB 7 13 18 8 21 28 21 21 130/7 18.80% JUL 13 32 8 11 8 8 8 8 8 16 7 7 3 27 151/13 11.

21 SUGGESTIONS: During my training period in Bharat Gears Ltd.2.29% NOV 2 2 0 5 2/235 0.25% SEP 6 6 0 7 6/223 2. Turnover Total Officers = 243 MONTH LEFT EMP TECHNICAL NON TECHNICAL NEW JOINING CALCULATION AVERAGE APR 5 5 0 1 5/210 2. I found the atmosphere of the company is very co-operative especially the existing employees go out the way to socialize with the new employees. 2.69% OCT 3 3 0 12 3/232 1.85% JUN 3 3 0 4 3/211 1. A rewards & punishment scheme based on regular performance evaluation of employees to strive them for better performance. However. Periodic reassessment of HR policy using inputs from employment satisfaction surveys which will help in ascertaining the following:   Are employees satisfied with their working condition? Are their Grievance Listened & solved? .67% JAN 2 2 0 6 2/243 0.90% AUG 5 5 0 5 5/222 2. 1.85% DEC 4 4 0 8 4/239 1.38% MAY 6 6 0 6 6/210 2.42% JUL 2 2 0 13 2/222 0. Calculation of Emp. I would like to suggest the following regarding HR policy which might help the company to better achieve its objectives.82% FEB 3 2 1 7 3/247 1.

It is desirable to put in a place an institutionalized mechanism to extract ideas & suggestions from employees & use to same to improve company performance.3. . Rapid innovation is the key to success in this age of information technology.

BIBLIOGRAPHY   Rao.com www.com www.com .answer. V. Ashwathapa. WEBLOGRAPHY     www.google. Excel Books.workforce.S.bharatgears.com www.P. Human Resource & Personnel Management. Human Resource Management.

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