“OVERVIEW OF RECRUITMENT AND SELECTION PROCEDURE IN HERO HONDA” SUBMITTED IN PARTIAL FULFILLMENT OF THE THE AWARD OF DEGREE OF MASTER OF BUSINESS ADMINSTRATION (MBA) To REQUIREMENT FOR
MAHARISHI DAYANAND UNIVERSITY ROHTAK
SUBMITTED BY:- JITENDER SINGH YADAV INSTITUTE ROLLNO.:- 2420 SEMESTER:- MBA(4 SEM)
AMITY BUSINESS SCHOOL, MANESAR
SESSION – 2004 – 06
SIGNIFICANCE OF THE STUDY
Recruitment and Selection are significant aspects of the work life of every organization. Every organization requires the personnel of different type for different jobs. So that every organization can adopt different and best procedure for recruiting and selecting the employees. Unless the right people are hired, even the best plans, organizations, charts and controls system would not do much good and through the selection, company determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform well in that job.
Hero Honda Motors is a joint venture between the Hero Group, India and the Honda Motor Company of Japan. Hero is the largest bicycle manufacturing company and Honda is a major player in the motorcycle manufacturing. On January 19th 1984 Hero Honda Motor Limited (HHML) was incorporated. Today it is the leader in the Indian market with maximum sales. HHML has grown at a very fast pace. In the short period of 11 years it has moved from being at rank 87 (in 1991) to rank 4 (in 2002) in the list of top 100 Indian Companies. The mantra behind the success of HHMI is that it keeps on reinventing itself as per the need and specifications of the consumers. This is the reason that it is the leader amongst the two-wheeler manufacturers in India. The manufacturing units are located at Dharuhera and Gurgaon. Both are in Haryana Hero Honda has a reputation of being the most fuel-efficient and the largest selling Indian motorcycle. Its commitment of providing the customer with excellence is self-evident. A rich background of producing high value products at a reasonable price led the world's largest manufacturer of motorcycles to collaborate with the world's largest bicycle manufacturer. Tactical promotions and excellent marketing helped Hero Honda establish itself as an intelligent purchase. Its unique features like fuel conservation, safety riding courses and mobile workshops helped the group reach in the interiors of the country.
Finance services helped facilitate purchase, as did an efficient dealer network across the country. Well-entrenched in the domestic market, Hero Honda Motors Ltd. turned its attention overseas, and exports have been steadily on the rise.
Over the years, the Company has received its share of accolades, including the National Productivity Council's Award ( 1990-91), and the Economic Times Harvard Business School Association of India Award, against 200 contenders.
MISSION STATEMENT Maintaining an international perspective, the company is dedicated to provide highest quality products at reasonable price for worldwide customer base.
CORPORATE OBJECTIVES To provide all concerned persons with happiness in association with company. To offer to joy to vendors of supplying components. To offer joy to employees of manufacturing. To offer joy to dealers. To supply products of highest quality at reasonable price for customer satisfaction. To offer joy to customers.
014 & 74. during 1992-93 turnover increased to 307 crores & production 128649 motorcycles respectively. During 1990-91 production rose to 120091 nos & 120055 motorcycles were sold for a total. In the incarnation front plans were to enter African market. During 1993-94 turnovers increased to rs. During 1991-92 turnover & production increased to Rs. In 1989-90 the company produced & sold 96.98% share in the market Its nearest competitor Bajaj Auto has 27. 195.5% over the previous year when compared on an annualized basis. it was the only 4 stroke motorbike & offered customer an incredible 85 km/ltr for every time. In the year 1988-89 the production & sales mounted to 744.325 & 960208 bikes respectively.65% during 1990-91. In the domestic market the company was reported to have a market share of 44.027 nos respectively & turnover was Rs. 275 crores & 135260 nos. Possibility were being exposed to export motorcycles in completely knocked down conditions to Iran & Mauritius. consideration of Rs. It is true that lot of Hero Honda’s success is due to the fact that for along time it operated near monopoly situation. The company introduced a new model Sleek during 1989. The total turnover was Rs.
History & Growth
Under motorcycle segment HHML is the market leader with 35.62 crores reflected an increase of 9.54 crore. But even with the competition in the past few years HERO HONDA has effortlessly maintained its lead.80% market share. 152. In 1995-96
. 104.75 crores. In the domestic market company was planning to launch a new model CD-100 SS suitable to semi rural conditions. To offer joy to investors of receiving returns. 369 crores & production was 148000 motorcycles. The market response for the new model reported to be satisfactory.
1160 crores during the year.Asia's Leading Companies Award (3rd Rank amongst the top 10 Indian Companies) Most Respected Company in Automobile Sector by Business World 2002 Bike Maker of the Year by Overdrive Magazine Bike Maker of the Year by Overdrive Magazine Winner of the Review 200 . During 2005 company sold 229680 motorcycles in India as well as abroad. Brijmohan Lall by Business Standard Company of the Year for Corporate Excellence by the Economic Times Ambition model introduced
.Asia's Leading Companies Award (4th Rank amongst top 10 Indian Companies) Sponsored 'India-England Women's Cricket Series' Sponsored 'Hero Honda Masters Golf Championship' Dawn model introduced Entrepreneur of the Year Award conferred upon the Chairman. During 1997-98 companies produced 407546 motorcycles and turnover grew by 43% to Rs.turnover increased to 640 crores. Mr. Achieving the excellence company produced 207472 motorcycles in 2003. Recently company launched 2 new products Achiever and Pleasure that are gaining popularity in the market Day by day.
YEAR 2003 EVENT Winner of the Review 200 .
00. Managing Director of Hero Honda Motors Ltd.Giants International Award to the Chairman. Pawan Munjal.One million production in one single year Joy Model launched Entrepreneur of the Year Award conferred upon the Chairman. Yuvraj Singh. Mr.Asia's Leading Companies Award (9th Rank amongst top 10 Inidan Companies) Passion model introduced Achieved OM . Mr. Mr Brijmohan Lall by Ernst & Young 50. Brijmohan Lall by Madras Management Association Mr. Appointed as the Chairman of Asian PGA Tour Board of Directors 2001 Sponsored 'Second Indian Television Academy Award' Bike Maker of the Year by Overdrive Magazine Winner of the Review 200 . Mohammad Kaif. Sponsored '21st Cinema Express Award' Sponsored 'India-England Test Series' Sponsored 'First Indian Television Academy Award'
. Brijmohan Lall in the field of Business & Industry Appointed Virender Sehwag. Harbhajan Singh and Zaheer Khan as Brand Ambassadors Business Leadership Award conferred upon the Chairman.000th Bike produced 'Three Leaves Award for Environment' to Hero Honda by Centre for Social & Environment Green Rating Project.
00. Brijmohan Lall by XLRI. Jamshedpur 25.000th motorcycle produced Sponsored '20th Cinema Express Award' Splendor declared World No.000. 1 .000th motorcycle produced CBZ model launched Sponsored '7th World Cup Cricket tournament' at England Environment Management System of Dharuhera plant certified with ISO 14001 by DNV Holland
Sponsored 'Hero Honda NKP Salve Challenger Trophy' Sponsored 'Stardust Hero Honda Millennium Honours Award' Sponsored 'Hero Honda Masters Golf Championship' Appointed Sourav Ganguly & Hrithik Roshan as Brand Ambassadors Environment Performance Award to Hero Honda Dharuhera Plant by Haryana State Pollution Control Board Environment Management System of Gurgaon Plant certified ISO-14001 by DNV Holland 4. Mr.Customer Relation Programme launched Sir Jehangir Ghandy Medal for Industrial Peace conferred upon the Chairman.largest selling single two-wheeler model Passport Programme .
00. Navy & Air Force with its 100cc motorcycles 1000 motorcycles per day production started 800 motorcycles per day production started National Award for Outstanding contribution to the
.000th Motorcycle produced in December Best Productivity Award for the best performance in Automobile & Tractor Sector by National Productivity Council presented by Vice President of India 20.00. Brijmohal Lall by Business Baron 15. Mr.Customer Relation Programme launched 30.Raman Munjal Memorial Hospital inaugurated Sponsored 'Hero Honda Masters Golf Championship' Suhana Safar .00.000th motorcycle produced Hero Honda Masters Golf Championship started Business Leader of the Year conferred upon the Chairman.000th motorcycle produced Street model introduced Foundation stone of Raman Munjal Vikas Kendra foundation stone laid by Chief Minister of Haryana Gurgaon plant inaugurated by Honda President Sponsored 6th Women World Cup Tournament Distinguished Entrepreneurship Award conferred upon the Chairman Mr Brijmohan Lall By PHD Chamber of Commerce & industry 1996 1200 motorcycles per day production started Hero Honda becomes first company to serve Army.
000th Motorcycle produced Hero Honda Family Club formed at Gurgaon
.Presented by President of India) The Analyst Award 1995 presented to Hero Honda Motors Limited on being ranked 9th amongst the most investor rewarding Companies in India Splendor model introduced 10.000th Motorcycle produced Pegasus Award from Readers Digest for campaigning 'One Litre Road' Sleek model introduced 300. Hero Honda moved into India's Top 100 Companies Ranked 87 400.00.by Business India Group of Publications 750.000th Motorcycle produced Sponsored Hero Group .Five Nations Cricket Tournament A school named Raman Kant Vidya Mandir inaugurated in memory of the first Managing Director of Hero Honda Motors Limited 500.000th motorcycle produced The Businessman of the Year award is conferred upon the Chairman Mr Brijmohan Lall .Development of Indian Small Scale Industry (NSIC Award .000th motorcycle produced CD 100SS model introduced Mobile Service Workshop launched Economic Times-Harvard Business School Award for Excellent Governance to Hero Honda Motors Ltd.
Ltd. signed Shareholders Agreements signed
• • • • • • • • • • CD-100 CD-100SS CD-DAWN CD-DELUXE SPELNDOR SUPER SPLENDOR AMBITION CBZ ACHIEVER PLEASURE
.000th Motorcycle produced Quality circles launched First motorcycle (Model CD 100) produced 200 motorcycles per day production Company incorporated Technical collaboration signed
Foundation stone laid Joint Collaboration Agreement with Honda Motor Co. Japan.00.1987 1986 1985 1984
200.000th motorcycle produced Engine plant started 1.
Recruitment is the adequate manpower resources it involves the certain of pool of available labour upon whom. It is linking activity that brings together those offering job and those seeking job.e.CONCEPTUALISETION
Introduction: Recruitment is the process of searching the candidates for employment and simulating them to apply for job in an organization.
. Recruitment refers to the attempt of getting interested applicant and providing a pool of prospective employee so that the management can select the right person for right job from this pool. Recruitment precedes the selection process i. selection of right candidate for various positions in the organization.
In large organization. the human resource department is usually responsible for developing source of applicant.
. Regardless of who does the recruiting. Within the human resource department there is likely to be an employment office to do the recruiting and even initial selection of candidate for a job. and ensure that human resource needs for the whole organization are met. PURPOSE AND IMPORTANCE: The general purpose of recruitment is to provide a pool of potentially qualified job candidates.Responsibility for Recruitment In small organization. specialist and operating personal When recruiting for engineering personal from technical institution. may have a separate department engaged entirely in recruiting. Similarly. individual manager and employee through out the organization may be referring promising applicant to the personal department. as may be the case when recruitment will take place at the aim of a matter of one of the line manager. At the same time. it is important for one department to coordinate the recruitment function in order to develop adequate. avoid duplication. the human resource department may be requesting recruitment assistance from individual managers. the owner or manager usually does recruitment rather informally. the purposes are to. Big organizations employing large number of professional and managerial employees. Specifically. Still other firms prefer to put together recruiting teams consisting of human resource.
In fact. Begin identifying and preparing potential job applicants who will be appropriate candidates. But the two type of sources are mainly used: 1 2 Internal sources (Recruitment with in enterprises) External Sources (Recruitment from outside)
Two important internal sources of recruitment are Transfer and promotion. transfer does not involve any drastic change in responsibility and status of the employee. Permotion lead to
. Meet the organization’s legal and social obligations regarding the composition of its workforce. Increase the pool of job seeking candidate at minimum cost.
2 3 4 5 6
SOURCE OF RECRUITMENT: The various sources of recruitment are used in the organization. Increase organization and individual effectiveness in short term and long term. Helps in increase success rate of selection process by reducing the number of visibly under qualified and over qualified job applicants. Transfer involves the shifting of an employee from one job to another. On the other hand. At the time of transfer it is ensured that the employee to be transferred to the new job is capable of performing it.1
Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis activity.
shifting an employee from a higher position carrying higher responsibilities. The following external sources of recruitment are commonly used by enterprises: 1 2 3 4 5 6 Direct Recruitment Unsolicited Application Media Advertisement Employment Agencies Recommendations Labour Contractor
Direct Requirement: An important source of recruitment is direct recruitment by placing a notice on notice board of the enterprises specifying the detail of jobs available. status and pay. Many companies follow the practice of filling higher job by promoting employees who are considered fit for such positions. Industrial peace prevails in the enterprise. facilities. 1 2 3 4 Employees are motivated to improve their performance Moral of the employee is increased. It is known as
Every enterprise has to tap external sources for various positions. Filling of job internally is cheaper as compared to getting candidates from external sources. Filling vacancies in higher job by promoting employees who are considered fit for such positions. Filling vacancies in higher jobs from with in the organization has the following merits.
However. In some cases. Most of the senior positions in the industry are filled by this method. This service is valuable source of manpower. compulsory notification of vacancies to the employment exchange brings the job givers in contact with the job seekers. Employment Agencies: Employment run by the government are regarded as good source of recruitment for unskilled. Unsolicited Application: Some organizations which are regarded as good employers draw a steady stream of unsolicited applications in their office. Such worker are known as casual or badly worker and they are paid remuneration on daily wage bases. job description and job specifications can be given in advertisement to allow self screening by the prospective candidates. Advertisement gives the management a wider range of candidates.recruitment at factory gate. and many times from quite unsuitable candidates. semi skilled and skilled operative jobs. Media Advertisement: Advertisement in newspapers or trade and professional journals is generally used when qualified and experienced personnel are not available from other sources. the Personal Department may find the unsolicited application useful in filling the vacancies whenever they arise. The advantage of advertising is that more information about organization. from which management can choose best candidate. If adequate attention is paid to maintain pending application folder for various jobs. private
. Its advantage is that it bring in a flood of response. The practice of direct recruitment is generally followed for filling casual vacancies requiring unskilled worker. The merit of the sources of recruitment is that it avoids the course of recruiting workforce from other sources. in technical and professional areas.
Labour Contractor: Labour contractors are an important sources of recruitment in many industries in India. many employers prefer to take such persons because something about their back ground is known. a type of preliminary screening take place some organizations have agreement with the union of employees to give preference to relatives of existing or retired employees if their qualification and experience suite the recruitment of vacant jobs. However. Employment Exchanges and selected private agencies provide a nation wide service in attempting to match the demand and supply.agencies and professional bodies appear to be doing most of the work. this system of recruitment is gaining popularity these days. Scientific selection and placement of personnel will be a long way towards building up a suitable work force..
. Recommendations: Application introduced by friends and relatives may prove to be good source of recruitment and indeed. The disadvantage of this system is that if the contractor himself decides to leave the organization. Workers are recruited through labour contractors who are themselves employees of the organization. the entire worker employed through him will follow suit. When a present employee or a business friend recommends a person. The organization will be able to achieve its objective effectively. It will lower the rate of absenteeism and labour turnover and will increase the moral of employees.
That is why. It divides the candidates for employment into two categories. In order to achieve this purpose.
SELECTION V/S RECRUITMENT
Selection is the process of choosing or picking up the most suitable candidates out of many available or interested. It is the process of selecting few and rejection the
. those who offered employment and those will not be. The basic purpose of selection is choosing right type of candidates to various positions in the organization.SELECTION
The process of selection leads to employment of person having the ability and qualification to perform the job. a well organized selection procedure involves many steps and at each step more information is obtained about the candidates. This process could be called rejection since more candidates may be turned away that are hired. namely. Selection is frequently described as a negative process in contrast with the positive process of recruitment. Which have fallen vacant in the organization.
which are being faced by the organization in which the selection procedure is not well defined. more and more information about the applicants to facilitate decision making in the area of
. money and efforts. Selection is the second phase which involves giving various type of test to candidates and interviewing them in order to select the suitable candidates. Such employees will shirk work and absent themselves from the work more often. each step in the selection procedure should help in getting selection. If this happens all the expenses incurred on the selection and training will go waste. Recruitment is a positive function which aim at increasing the selection ratio that is the number of applicants available per job. Absenteeism and employee turnover are the problems.unwanted applicants. Recruitment being the first phases envisages taking decision on the choice of tapping the source of labour supply. Therefore it is essential to devise a suitable selection procedure. This occurs whenever unsuitable employee are appointed. leaving only the best to be taken in the organization. The selection process is a negative function as it attempts to eliminate unsuitable applicant. Induction and training cost are also high. Such employees are appointed. If the right type of persons is not chosen. the efficiency of the organization will go down.
SIGNIFICANCE OF SELECTION
Selection is critical process because it requires a heavy investment of money to get right type of people. the efficiency of the organization will go down. Both recruitment and selection are the two phases of the same process. They may also be compelled to leave their jobs. it will lead to hug loss of the employers in term of time.
The purpose of research is to discover answers to questions through the application of scientific procedures.
It is the way to systematically solve the problem. The advanced learner’s Dictionary of current English lays down the meaning of Research as” a careful investigation or inquiry specially through search for new facts in any branch of knowledge” Redman and Mory define research as a “systematized effort to gain new knowledge” some people consider research as a movement. research is an art of scientific investigation. Infect.
. One can also define research as a scientific and systematic search for the pertinent fact on a specific topic. The main aim of research is to find out the truth which is hidden and which has not been discovered yet.RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge. It may be understood as a scientific study. a movement from the known to unknown.
This study is of descriptive type.
Research design:This study is conclusive in nature. The advantage is that the questionnaires are simple. Simple percentage method will be used to analyze the various factors affecting employee’s attitude.The present study on the topic of recruitment and selection has been conducted to examine the recruitment and selection procedure of workers in Hero Honda Motors Ltd. The study is based on the primary data and secondary data.
Data collection:The data have been collected from primary as well as secondary sources.
Data through the primary source:The researcher inquired the respondent through questionnaire. Data also collected through Interviews and observation. primary data are collected with the help of the questionnaire.
. A structured questionnaire has been presented to every respondent. easy to understand and administer and can be easily tabulated and analyzed. Conclusive research is a type of research that helps the executive in making the rational decisions.
. How recruitment and selection is being done at Hero Honda in particular. Kinetic & Other automobile industries tried to touch sky. Survey: Survey is fact finding study of analysis in scientific and orderly form for defined purpose of a given simulation on problem steps in sampling design.
OBJECTIVE OF STUDY
Different private sector companies like Bajaj. if any. Thus the objectives of this study are:
To study the nature objective and importance of recruitment and selection for acquiring suitable personnel in the organization.Data through secondary sources:The information and data relating to the project were being be taken form certain selected magazines. This success could be achieved by Recruiting & selecting the best talent amongst the slot and their proper training so the objective of the study arose. To gain maximum knowledge about practical work. To find out the repercussion of faulty recruitment and selection. reference book and other details provided by the company. relevant websites. Universe: Total numbers of employees working at Hero Honda Motors Ltd. TVS.
. Dharuhera (Rewari).
Data collection process is very exhaustive. Area of coverage is also limited. HHML.
. Employees unwillingness to respond . Primary data was collected through questionnaire for which the organizational personnel did not have enough time to fill the questionnaire.LIMITATIONS OF THE STUDY
Time available for search work is limited. for collection of data the coverage area is Dharuhera only and this project is done only on manufacturing unit i.e.
ANALYSIS AND FINDINGS
Recruitment and selection process in Hero Honda Motors Ltd.
. Process: The process of recruitment and selection will vary from organization to organization and even from department to department. every organization will design a recruitment and selection procedure that suits its recruitment. Thus.
Objective: To induct quality manpower into the organization for continued success in business. The number of steps in the procedure and sequence of the step also varies. with in the same organization according to the kind of the jobs to be filled.
The form duly signed by the head of department would be sent to the HR department for further action. The concerned department would initiate a requisition from.However the main step which is incorporated by Hero Honda Motors Ltd.
The selection of mode of search would be necessarily influenced by the importantance of position in the terms of level of hierarchy target industries from which to recruit. Head hunting. responsibilities. Selection Mode of Recruitment: HR Department would select the mode for candidate search: 1 2 3 4 Vacancy advertisement in national/ local prints media Choosing the internet to advertise the position Reliable placement agencies/ Consultancies. estimated cost analysis for process. In the recruitment and selection procedure are discussed below: Process Requisition: On the basis of manpower requirement indicated by the individual department in the annual plan prepared for company and the time frame when they would be required. Position Description: Each requisition form is to be accompanied by position description defining rule. etc. etc.
. The position description form would not justify the need of vacancy to be filled out also provide in/ out fill selection of right persons.
the HR department would collect all the interview assessment sheets from each panelist dually signed for its records. manager and above. In the end of complete round of interview. the final shortlisted candidate may be called for multiple rounds of interview to be met by concerned senior official of the company. Final Interview: The candidates for interview would be intimated by HR department of the Date.Process of Application: On the receipt of application of candidates for intended position. In the case of senior in nature i. 2 Rated on above. Medical Checkup: In Hero Honda Motors Ltd. unless he/she has been medically examined and found fit by physician holding at least MBBS qualification.
. On the interview day. HR department: 1 Does a preliminary screening of the resumes with the respect to minimum requirement for the position. HR manager would make record of all relevant particulars of candidate attending the interview in the personal date form. Place and other important information well in advance to ensure maximum number of confirmation. no person is appointed.e. Time.Age. qualification. year of experience etc. There are number of test conducted by Hero Honda Motors Ltd. the shortlist for interview is made and process of calling short.listed candidates for interviews either though calling letter.
1 2 3 4
Physical Measurement: In this test they check height.
. Throat and Teeth checkup. HR department would also respond to enquiries form and get application screened for their functional relevance and suitability by the concerned function head. Nose. X-RAY Examination of chest and other body parts. musculature. General Examination: In this test they check skin. Voice. joints etc. chest etc. Clinical Examination: This test includes eyes. weight.
Final Selection: When all the interview and physical examination are passed by the candidate he/she becomes eligible for appointment. If the candidate accepts the offer he/she is formally appointed by issuing an appointment letter contain the term and condition of employment.
Process of application
Selection or Mode of Recruitment
Process of Requisition
STEPS OF RECRUITMENT & SELECTION PROCESS IN HERO HONDA MOTORS LTD.
GUIDELINE ON INDUCTION Objective:
. etc. An appointment letter indicating the detailed terms and condition of appointment would be prepared by HR department and given to new joinee within a time frame of three days from his date of joining. After joining the candidates would fill in joining report and other necessary documents pertaining to statutory benefit like provident fund. A check list for the joining formalities is enclosed for easy reference.
Post Selection Formalities: HR department on the bases of information about the joining date of selected candidate would make all necessary administrative arrangement to ensure all possible support to the new joinee on the induction to the company.
B) Induction Activities:
. The company /Hero Honda brochure and any other relevant reading material on the company’s activities.Induction Activities: 1 As the date of joining of candidate is known. consisting of the employee manual of the company.The objective of induction is to integrate the new employee with in the organization and its culture. HR department & The HOD will ensure seating and other arrangements accordingly. etc. Procedure: The HR department would formally welcome the new joinee and spend few hours assisting him in completing the joining formalities and briefing him on standard office rule and regulation. the security and receptionist informed by HRD accordingly so that the candidate is received well at the reception. 3 The candidate will then be taken to the concerned department after completing joining formalities. Some of the stages to make new induction process effective are as under: A) Pre. Placement of right job is not only important . but also essential. An induction kit would also be handed over to anew employee on the day he joins. 2 If the firm date / time of the candidate’s joining is known.
family details. 2 Orientation program shall be prepared for which the new employee will be helped to spend a few days in fully acquainting himself with
. After these forms have been properly filled in and get them distributed to all concerned immediately but in any case within two working days C) Post.1 A responsible officer from HRD will induct the new joinee. He will also check/ensure that documents as mentioned in checklist are available in the file of the candidate. intrest and anything unique abut him/ her. hobbies. educational qualification. The circular will mention the details about the employee’s experience. 2 The new joinee will be assigned his employee number by HRD as per the scheme regarding allotment of employee number and given a set of forms to be filled in by him including his joining report.Induction Activities For Officers and above: 1 A circular regarding an employee’s joining will be issued by the unit head/ functional head on the same day or latest by the next working day. and acquaint him with the organizational structure. philosophy etc and will also explain to the new joinee the joining formalities. The list/ number of forms required to be filled in/ completed by the new joinee is as per checklist.
HR persons will take the new joinee to meet with concerned section incharge and HOD along with all his/ her document.
For supervisor and below: After completion of all joining formalities.the context and discover by himself. responsibility as per existing system of company. After that HOD and Section incharge will explain him about the duties. role. the organization based on issues relating to various department/ units.
Recruitment has been defined as a process to discover the source of manpower and to employ effective measure for attracting that manpower. The determinate of recruitment policy have been classified as internal and external.
educational and technical institution. applicant file. In the Hero Honda Motors Ltd. Several ethical considerations in recruitment have been outlined. trade union. indirect and third party. Recruitment sources indicate from where human resources may be procured. There are three types of recruitment method or technique including. The selection process involves number steps. etc. The method of recruitment and sources of manpower supply must be constantly reviewed and improved. casual labour and mail applicant. Internal sources include review of the present employees and information of candidates by the employees. The selection procedure is well defined and fulfill the requirement of the company effectively. The external sources include public and private employment agencies. There are two types of these source – Internal and External. direct. Selection policy involves to “what” and “why” aspects of the objective. Selection is a negative process and relates to the rejection of candidates for a position while the placement forms a positive process and relate to filling position with the most suitable candidate. Effectiveness of selection program should be constantly reviewed through intensive research. In Hero Honda Motors Ltd. The purpose of the selection process is to make effective use of individual.asserts the objective and provides procedure for implementation of the recruitment program. The recruitment procedure is well defined and fulfills the requirements of the company effectively.
The process of recruitment and selection is very big and time consuming and limited to certain area but we have to choose the recruitment and selection procedure that would save the organization financially.
The company must recruit the employee at the appraisal programme.
The company must recruit the employee at the time of promotion or Recruitment for acquiring new blood into the organization. recruiting permanent workers and through engaging over time from workers.
Name____________________________________________ Designation_______________________________________ Age______________________________________________
. The company must define the criteria for the selection of employees that should be based upon the company policy which categories different method of recruitment. recruiting casual workers.
The shortage of manpower in the organization must be managed through division of work.
3 4 5
The company must recruit the employee at the appraisal programme.1
The company must conduct the psychological test at the time of interviews.
worker) Technical position (Engg. What are the sources of recruitment? Through employment exchange Through campus interview Through manpower consultancy walk in interviews Any other (specify) What is the percentage of recruiting the person from campus (fresher ) and industry (experienced )? _____________________________________________________________ _____________________________________________________________
4 A B C D
What is the percentage of recruiting the person from the following? Management trainee Staff (clerical.Deptt..____________________________________________
1 A B C D 2 A B C D E 3
How often do you recruit your employees? At the time of promotion At the time of resign At the time of retirement Any other (specify). MBA) Others
Divisor of work Any other (specify)
. Recruiting permanent workers. Engaging overtime.5 A
While the selection procedure is going on Do you conduct written or oral test or both at the time of interview? _____________________________________________________________
Do you invite external professional at thetime of interview? _____________________________________________________________
6 A B C D E F G 7 A B C D E 8 A B C D E
Which different types of psychological test are used by the orgnization? Intelligence test aptitude test Proficiency test Interest test Personality test All of the above Any other (specify) Which type of interview is used by the organization? Structured Un structured In depth interview Telephone interview Any other (specify) How do you manage the shortage of manpower in your organization? Recruiting casual workers.
2001. “Human Resource Management”. Crest
.9 A B
Do you review recruitments during appraisals? Yes No
Barry Cushway. New Delhi.
Fourth revised Edition..R.com www. 2004. 2001.
Dessler Gary. 2000. Fifth
Revised Edition. Dhanpat Rai & Sons. “Human Resource Management”.com
. Chabbra T.. “Research Methodology Methods & Techniques”.N.
WEBSITES www. 2004.herohonda. Second Edition. New Jersey. “Human Resource management”..
Kothari C. B. “Human Resource Management”. Sulatan Chand & Sons.. Prentice Hall
International. New Age
Rationale of study Significance of study Objective of study Conceptualization Limitation of the study Industry profile Company profile Research methodology Finding and Analysis Conclusion Recommendation Bibliography
INDUSTR Y PROFILE
FINDING AND ANALYSIS
guidance. without him it would have been a difficult job
Special thanks to Mr R. I am very much thankful to my project guide Mr R. Amity Business School) for his motivation. (Dr) R. Sharma. Sharma (HR Officer. Amity Business School) for his kind co-operation. HHML) for his extremely valuable support without which the project would have never been completed. Yadav ( Lecturer. S. and valuable suggestions. (Director.
At the end I express my gratitude to my parents who have always been a source of inspiration and encouragement.ACKNOWLEDGEMENT
I am sincerely thankful to Prof. cooperation.
Jitender Singh Yadav
I am also thankful to the whole HHML family for helping me to complete the project and directly or indirectly helping me to make a great career. K. C.
foreign companies were not allowed to operate in India. the scooter segment was dominated by API. Under the regulated regime. This distinction was achieved due to variety of reasons like restrictive policy followed by the Government of India towards the passenger car industry. it was later overtaken by Bajaj Auto. Bajaj Auto began trading in imported Vespa scooters and three-wheelers. the only new player that has lasted till today is LML. The Indian two-wheeler industry made a small beginning in the early 50s when Automobile Products of India (API) started manufacturing scooters in the country. Finally. Until 1958. Although various government and private enterprises entered the fray for scooters. It was a complete seller market with the waiting period for getting a scooter from Bajaj Auto being as high as 12 years. The agreement expired in 1971. In the initial stages. inefficiency in the public transportation system etc. API and Enfield were the sole producers.INDUSTRY PROFILE
India is the second largest manufacturer and producer of two-wheelers in the world. In 1948. It stands next only to Japan and China in terms of the number of twowheelers produced and domestic sales respectively. in 1960. it set up a shop to manufacture them in technical collaboration with Piaggio of Italy. rising demand for personal transport.
with only three manufacturers viz Enfield. The first Japanese motorcycles were introduced in the early eighties. The two-wheeler market was opened to foreign competition in the mid-80s.9mn vehicles in 1990.were caught unaware by the onslaught of the 100cc bikes of the four Indo-Japanese joint ventures. TVS Suzuki and Hero Honda brought in the first two-stroke and four-stroke engine motorcycles respectively. With the availability of fuel efficient low power bikes. The industry saw a sudden growth in the 80s. 60s and 70s when the Government prohibited new entries and strictly controlled capacity expansion. which grew at a rate of nearly 25% CAGR in the last five years. The industry witnessed a steady growth of 14% leading to a peak volume of 1. This helped in inducing youngsters
. Ideal Jawa and Escorts. gaining a top slot. demand swelled. Jawa and the Rajdoot were two-stroke bikes. These two players initially started with assembly of CKD kits.then the only producer of four stroke bikes (100cc category). The industry had a smooth ride in the 50s. While Enfield bullet was a four-stroke bike. The motorcycle segment was initially dominated by Enfield 350cc bikes and Escorts 175cc bike. resulting in Hero Honda . And the then market leaders . and later on progressed to indigenous manufacturing.Escorts and Enfield . In the 90s the major growth for motorcycle segment was brought in by Japanese motorcycles.The motorcycles segment was no different. The entry of Kinetic Honda in mid-eighties with a variometric scooter helped in providing ease of use to the scooter owners.
The two wheeler population has almost doubled in 1996 from a base of 12.6mn in 1990. Hero Honda showed a marginal decline in 1992. due to new entrants coupled with the recession in the industry resulted in companies either reporting losses or a fall in profits.
. all the major producers suffered from recession in FY93 and FY94. resulting in a production loss of 0. this trend was reversed with the introduction of scooterettes. the scooter segment has consistently lost its part of the market share in the two-wheeler market. The total number of registered two-wheelers and three-wheelers on road in India. Bajaj Auto commands a monopoly in the domestic market with a market share of above 80%.7mn respectively. Barring Hero Honda. The reasons for recession in the sector were the incessant rise in fuel prices. 1998 was 27.9mn and 1. high input costs and reduced purchasing power due to significant rise in general price level and credit crunch in consumer financing.and working women. India is one of the very few countries manufacturing three-wheelers in the world.4mn vehicles. Factors like increased production in 1992. the entire automobile industry saw a drastic fall in demand. It is the world's largest manufacturer and seller of three-wheelers. In the 90s. In 1990. towards buying scooters. as on March 31. Greaves Ltd and Scooters India. the rest is shared by Bajaj Tempo. This resulted in a decline of 15% in 1991 and 8% in 1992. In line with this. who were earlier inclined towards moped purchases.
The interim report was presented to the supervisor on ___________and the pre submission presentation was made on___________. Jitender Singh Yadav.Mr.K. MBA (4th Sem) of the Amity Business School.”. hereby declare that the project entitled. Manesar. “OVERVIEW OF RECRUITMENT AND SELECTION PROCEDURE IN HERO HONDA MOTORS LTD. Roll No.The feasible suggestions have been duly incorporated in consultation with the supervisor. R.2420. is an original work and the same has not been submitted to any other Institute for the award of any other degree.Yadav
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