Project report on

Tata Iron
and Steel Company (TISCO)

Subject:-
Organizational theory and Management

Department:-
Amity institute of competitive intelligence

Submitted to: - Submitted By:-

Mrs. Renita Dubey AVINASH SINGH
Avinasavi21@yahoo.com

1
CERTIFICATE

This to certify that AVINASH SINGH, 1st year student of MBA-

STRATEGIC MANAGEMENT AND COMPETETIVE INTELIGENCE
has completed this project report under my supervision.

The work done by them is original and satisfactory.

FACULTY INCHARGE:-
Mrs. Renita Dubey

1
ACKNOWLEDGEMENT

The goal was fixed, moves were calculated and we moved with full
enthusiasm, vigor and keen interest.
There was a time when it proved to be on uphill task, the goal seeming
beyond our reach. But as worked progressed our determination and will
power grew stronger and completion of this work further confined our belief
that, “where there is a will there is a way.
It’s a sheer pleasure for us to state with candidly that this entire project is a
heartily attempt to reach maximum accuracy. I highly express our sincere
thanks to Mrs.Renita Dubey who helped us throughout the project.
Last but not least I would like to pleasure a word of appreciation to our
family and friends who supported and helped us to make this project a
success.

1
 PREFACE

Faced with an information technology employee shortage of monumental

proportions, a Personnel planning is the first step in the recruiting and
selection process. We can conveniently view this process as a series of
hurdles.

A personnel planning is the process of deciding what position in the firm

will have to fill, and how to fill. Personnel planning cover all the firm’s
future positions, from maintenance clerk to CEO.

Employment planning is an integral part of a firm’s strategic and HR

planning process. One big question is whether to fill projected openings
from within or from outside the firm. In other words, will you plan to fill
them with current employees or by recruiting from outside.

One of the major problems in Recruitment & Selection is Workforce

diversity. This problem is mainly related with the problem of people of
different caste, sex, languages, region and religion. Also this problem can be
solved by Celebrating Diversity i.e. all the people of the organization
grouped together to celebrate all these diversities.

(Avinash singh)

1
 CONTENTS
S.NO CONTENT P.NO
1 RATIONALE OF THE STUDY 1
2 EXECUTIVE SUMMARY 2-3
3

 OBJECTIVE OF THE STUDY

 SCOPE OF THE STUDY

 LIMITATIONS 4-5
4 INDUSTRIAL PROFILE 6-7

COMPANY PROFILE 8-19

5 THEORETICAL PERSPECTIVE 20-29
6 RESEARCH METHODOLOGY 30-40

 RESEARCH DESIGN

 DATA COLLECTION METHOD

 (SAMPLING SIZE, SAMPLING METHOD,

SAMPLING UNIT AND QUESTIONNAIRE

METHOD AND OBSERVATION )

7 DATA ANALYSIS AND INTERPRETATIONS

(USING CHARTS) 41-46

8 FINDING AND CONCLUSION 47-50

9 SUGGESTIONS 51

10 APPENDICES
 QUESTIONARE FOR THE INTERVIEW
 COPIES OF THE FORMS TO BE RELEASED
WHILE EXITING
 REFRENCES 52-57

RATIONALE OF THE STUDY

1
I have taken the topic “Recruitment and Selection” for the project. The main
reason and rationale behind choosing this topic is importance of these
activities in the welfare and progress of the company. Being a HR manager,
one has the responsibility of recruiting and selecting right candidates for the
right job and as all know the main asset and strength of any company is its
personnel. If the people working for the company are capable, company will
grow but if selection for the candidates is not appropriate, company can
never progress. Importance of recruitment and selection can further be more
clear by the following points:
Recruitment represents the first contact that a company makes
with potential employees. It is through recruitment that many individuals
will come to know a company, and eventually decide whether they wish to
work for it. A well-planned and well-managed recruiting effort will result in
mediocre ones. High-quality employees cannot be selected when better
candidates do not know of job openings, are not interested in working for the
company, and do not apply . The recruitment process should inform
qualified individuals about employment opportunities, create a positive
image of the company, provide enough information about the jobs so that
applicants can make comparisons with their qualifications and interests, and
generate enthusiasm among the best candidates so that they will apply for
the vacant positions.
Selection refers to the process of picking the right candidates from
the pool of applications. Selection is significant as its impact on work per
romance and employee cost. Selection is generally done by the HR
department often in consultation with the line managers. In the CML
selection is a many step process, commencing from preliminary interview
and ending with evaluation and control.

1
 One of the major problems in Recruitment & Selection is Workforce
diversity. This problem is mainly related with the problem of people of
different caste, sex, languages, region and religion. Also this problem can be
solved by Celebrating Diversity i.e. all the people of the organization
grouped together to celebrate all these diversities.

EXECUTIVE SUMMARY

Recruitment &selection study is about the people who work in an

organization and their relationship with that organization. Different terms
are used to describe these people: employees, associates, personnel, and
human resources. But human resources has gained widespread acceptance
over the last decade because it expresses it expresses the belief that workers
are valuable and sometimes irreplaceable resource. Effective human
resource management is a major component of a manager’s job.
A human resource Strategy is used for the planning of the manpower,
which refers to the firm’s deliberate use of human resources to help it gain
or maintain an edge against its competitors in the marketplace
A human resource tactic is a particular policy or program that helps to
advance a firm’s strategic goal.

Recruitment is a linking activity bringing together who offer job and who
seeking for job. The purpose of recruitment is to locate source of manpower
to meet job requirement and job specification.

1
 Recruitment is regarded as the most important function of personal
administration, because unless the right type of people or hired even the best
plans, organization charts and control system would fail.
Recruitment is the process of searching the candidate and stimulates them
for employment.
After identifying the sources of human resources, searching for prospective
employees and stimulating them to apply for jobs in an organization, the
management has to perform the function of selecting the right employees at
the right time. The objective of the selection decision is to choose the
individual who can most successfully perform the job from the pool of
qualified candidates. The selection procedure is the system of functions and
devices adopted in a given company to ascertain whether the candidate’s
specifications are matched with the job specifications and requirements or
not.

STAGE-I: Readings for having a basic understanding of the project

The first stage involved extensive reading of various magazines, books,

internet websites etc. to have an idea about the chosen topic of interest that is
“Recruitment &selection used by the organizations.” Various magazines like
HRM Review, books on Recruitment &selection etc. were read for the aside
purpose.

STAGE-II: Collecting data relating to psychometric testing

1
This stage involved a collecting data with respect to the chosen topic of
interest. Secondary data for this purpose was collected from various sources
such as Human resource books, books on Recruitment &selection
magazines, journals, internet etc.

STAGE-III: Questionnaire designing and primary data collection

In this stage a questionnaire was designed under the guidance of our faculty,
to collect data relating to the topic from human resource personnel working
in different organizations. This questionnaire was then circulated through
internet and was uploaded at citehr.com so that relevant data could be
collected.

STAGE-IV: Data analysis and conclusions.

In the final stage of the project the data so gathered was interpreted and
analyzed. Upon analysis of data conclusions were drawn and the findings
were finally added to the project report

OBJECTIVE OF THE STUDY

1
There should be specific recruitment & selection objectives. An aimless
training program will not be of much use. This project has following
objectives:

1. To study the Recruitment & Selection process

2. To check validity of recruitment procedure according to current
competitive scenario.
3. To find out the effectiveness of the methods used for the Recruitment &
Selection.
4. To find out how the employees met with the difficulties in the process of
selection.
5. To find out the demographic profile of respondents.

SCOPE OF THE STUDY

The scope of my study is confined to CML only to know how recruitment &
selection helps in providing the potential employees/candidates to the
organization.

Recruitment & Selection includes information related to the way of

obtaining the potential candidates i.e. the way of elimination or rejection
procedure.

1. To analyze the present system and recommendations necessary.

2. Identification of the development needs.
3. To explore the possible area of defects to determine decisions regarding

1
 Change in procedure.
4. To study aims to provide guidelines for corrective measures to be taken.
5. Overall the study evaluates various factors which affect recruitment
Procedure.

LIMITATIONS

The study was carried out only at the Caparo Maruti Products Limited,
Gurgaon.PLANT-2 And it has not covered the way of Recruitment &
Selection at other Plants of the Caparo Maruti Limited which are based at
distant Location like Noida and Chennai these could not be covered because
they are located at a very distant place and to carry out the study over their
will take many months.

Some other limitations: -

1. There are be some error in selection of employees due to non-

availability of the employees at the working site of some personnel
reasons and also because of company’s privacy; we were not allowed
to get in touch with them
2. Due to personnel biases and other reasons, the employees has
expressed other views, which can affect the analysis and other facts
3. Less availability of time and money for the research work.
4. Less expertise or skills in the researcher.
5. Lack of Scientific training in the methodology of researcher.

1
 6. Difficulty of timely and adequate secretarial assistance.
7. Difficulty of timely published data.

INDUSTRY

1
PROFILE

India is today the second most populous country in the world. It is also an
important country for the metal industry employing almost three million
workers.

Metal industries are the indispensable part of an economy. They form the
backbone of industrial development of any country.

In India the industrial development began with the setting up of Tata Iron
and Steel Company (TISCO) at Jamshedpur in 1907. It started its production
in 1912. Then came up Burnpur and Bhadrawati Steel Plants in 1919 and
1923 respectively. It was, however, only after the Independence that the
steel industry gas been able to find its feet. Barring the Jamshedpur plant of
the Tatas, all are in public sector and looked after by the Steel Authority of
India Ltd. (SAIL).

Bhilai and Bokaro plants were set up with the Soviet collaboration.
Durgapur and Rourkela came up with British and German technology know-
how respectively.

Iron and steel industry is by nature a heavy industry. Proximity to raw

materials and access to efficient transportation network are crucial to this
industry. The Chhotanagpur plateau bordering West Bengal, Bihar, Orissa
and Madhya Pradesh, therefore has been the natural core of this industry.

Besides, iron and steel industry, heavy engineering and machine tools
industries are the main dealers of metals. These industries have witnessed a
phenomenal growth and produce a whole range of capital goods and

1
consumer durables. The capital goods required for textile industry, fertilizer
plants, power projects, cements, steel and petrol-chemical plants, mining,
construction and agricultural machineries such as equipment for irrigation
projects, diesel engines, pumps and tractors, transport vehicles, etc. are being
produced indigenously.

The Heavy Engineering Corporation Ltd., set up at Ranchi in 1958 fabricates

huge machines required for the iron and steel industry. Three units, viz.
Locomotive Works, Chittaranjan (West Bengal), Diesel Locomotive Works,
Varanasi (Uttar Pradesh), and Tata Engineering and Locomotive Co. Ltd.
(TELCO), Jamshedpur manufactures locomotives. The Hindustan Machine
Tools Ltd. (HMT) is a major manufacturer of a wide range of machines and
tools. It has its units in Banglore, Pinjore (Haryana), Kalamassery (Kerala),
and Hyderabad. The HMT also produces a wide range of watches. The
Bharat Heavy Electricals Ltd. (BHEL) is a public sector undertaking, which
produces power generation equipments. Its manufacturing plants are located
at Bhopal, Tiruchirapalli, Hyderabad, Haridwar, Ranipet, Banglore and
Jagdishpur (Uttar Pradesh). The Hindustan Aeronautics Ltd., Banglore has
acquired capability of manufacturing aircrafts of different types. It has its
manufacturing units at Banglore, Kanpur, Nasik, Koraput, Hyderabad, and
Lucknow.

COMPANYPROFILE

1
EXECUTIVE SUMMARY

“Always aspire for excellence; nothing else is good enough & never
abandon hope”
-Lord Paul

In 1968, Lord Swraj Paul, the Indian born British Industrialist, laid the
foundation of the Caparo Group which turned into a vast business empire in
less than 4 decades. The group predominantly deals in the manufacture of
steel, automotive and general engineering products and has globally spread
its operations with its major operations being in UK, India, Europe and
North America.

The objective of my summer internship at Caparo Maruti Ltd, Gurgaon was

to gain an understanding of the HR policies of the company.

During my summer internship at CML, the primary motive of gaining a

practical insight of the HR policies of the company was well accomplished.
Additionally, I had a detailed study of the company’s profile, recruitment &
selection of the annual report of the company. This training gave me an
opportunity to practically learn about the various HR department activities.

“CAPARO GROUP”

1
“Caparo is more than a successful business enterprise - it is a story of
people, of values and of human effort. Above all it is a story of faith and
family"
- Lord Paul,
Chairman and Founder.

Caparo, founded in 1968 by Indian born British Industrialist, Lord Paul of

Marylebone, is a fast growing UK based group with a 1bn Euro turnover.
With business interests predominantly in the manufacture of steel,
automotive and general engineering products, the group has a grown as a
global entity.
Caparo Group, a UK based diversified conglomerate, is a world-leader in the
manufacture and supply of sophisticated steel and engineering products.
Headquartered in London, Caparo’s global operations are spread across over
60 sites in the UK, India, Spain, North America, Canada and Dubai and
employ more than 6000 associates worldwide.
Its exhaustive product portfolio comprises of steel tubes, aluminum die-
castings, sheet metal pressings, steel pressings, steel bars and wires, auto
fasteners, forgings, hand tools and engineering products custom-made for
the world’s leading automakers and engineering companies. Additionally,
the Group is also involved in a wide range of activities encompassing
materials testing services, hotels, film distribution and private equity
investment.

The Visionary – “LORD SWRAJ PAUL”

1
 He completed MSc in Mechanical
Engineering from Massachusetts Institute
of Technology. He was awarded the
Padma Bhushan (Indian equivalent to
British Peerage) by the Government
of India in 1983 and was elevated to the
British Peerage in 1996.

Lord Paul of Marylebone Lord Paul's roots go back to the little Punjab
town (Chairman & Founder) of Jalandhar in India where, in 1910,
his father started by making steel buckets, tubs, trunks and agricultural
implements, and had a small foundry at the back of the family home. From
this modest undertaking Apeejay Surrendra Group has grown into one of
India's largest family owned industrial groups in a wide range of industries:
steel, engineering, pharmaceuticals, hotels, shipping and tea.

Though the business prospered, the family continued to live frugally,

following the Hindu prescription "simple living and high thinking".
Anecdotes recall that when Lord Paul's mother was asked why she wore no
jewels, she would proudly declare: "my sons are my jewels." This ethic of
close family ties continued and Lord Paul attributes much of his business
success to the moral and emotional support he received from his three
brothers - Satya, Jit and Surrendra, and the happy home life created by his
wife, Aruna.

1
Lord Paul came to Britain in 1966 for medical treatment for his daughter,
Ambika. He remained in England after her tragic death in 1968 and sees all
he has created in Caparo Group as a dedication to her memory. In 1994 Lord
Paul took the opportunity to commemorate the rebuilding of London's
Children's Zoo in her name. Whilst receiving treatment in London, the Zoo
became Ambika’s favourite destination.

CAPARO INDIA

Caparo group is now a collection of over 40 companies operating from over

60 sites worldwide. Caparo India, the Indian business arm of Caparo Group,
began its operations in 1994, as a joint venture with India’s largest car
manufacturer— Maruti Udyog. Today, through its two strategic business
entities, Caparo Engineering India Pvt. Ltd. and Caparo Maruti Ltd, the
group offers end-to-end solutions in designing, developing and
manufacturing automotive systems, assemblies, advanced composites,
modules & components to Indian Automotive OEMs and Engineering
Industry.
Caparo India leverages its exhaustive capabilities in metal Stamping,
Fastening, Tubing, Forging and Aluminum Foundry businesses, coupled
with its state-of-the-art Tool Room and R&D Centre, to service top-notch
clients such as GM, Ford, Maruti, Honda, Tata Motors and JCB.
The company’s ability to offer complete lifecycle solutions backed by a
global support system, technological superiority and customer orientation,
make it a force to reckon with in its areas of expertise.

1
Caparo India currently employs 4000 direct and indirect employees across
19 world-class functional and upcoming facilities. It is rapidly growing its
operations by setting up Greenfield projects and planning strategic
acquisitions. Furthermore, Caparo India is now extending its presence
beyond Indian boundaries, to locations spanning Thailand, Mexico and
Europe

CAPARO MARUTI LIMITED (CML)

CML is a Caparo Group’s joint venture with India's largest car

manufacturer, Maruti Udyog Ltd., with Caparo as the majority stakeholder, a
world-class Tier1 sheet metal stamping, weld assemblies and closures
supplier to Maruti Suzuki (India)
It has its existing facilities in Gurgaon, Halol and Bawal
Caparo Maruti Limited, engaged in stamping & welding of sheet metal
components, is committed to prevent/reduce pollution to provide safe work
environment and to continually improve EHS (Environment Health and
safety) performance in all their business process and practices.
CML commits itself to:
 Institutionalize efficient resource utilization/minimize waste and
reduce/prevent pollution.
 Prevention of accidents.
 Enhance EHS awareness and commitment of all personnel associated
with them & people working on their behalf.
 Comply with all relevant legislation/regulation and other
requirements.

1
  ‘Employees and Associates’ participation and training for improving
Environment Health and Safety performance.
 This policy would be regularly reviewed, communicated to all
concerned and made available to any interested group or individual
on request.

History of Caparo Group

2008 July 11 Caparo T1 smashes track record at Dubai
Autodrome
2007 November 01 Caparo Vehicle Components, Inc. is formed which
takes Caparo into the North American vehicle market
2007 January 18 Caparo Engineering India Pvt. Ltd. acquire the sheet
metal business of IAL
2006 November 23 Sir Nick Scheele, former global COO of the Ford
Motor Company, joins Caparo as Non-Executive
Director
2006 September 01 Purchase of Bridge Aluminum and the formation
of Caparo Aluminum Bridge Aluminum is the largest UK
aluminum gravity die caster and is a leading supplier of
turbocharger and fuel injection components. Caparo is
building Caparo Aluminum to be a leading global
supplier of high quality, specialist aluminum cast
components.
2006 May 01 Caparo Engineering Ltd acquire Zeus Aluminum
Products, now renamed Caparo Aluminum Technologies

1
2006 March 13 Caparo Vehicle Technologies is launched Caparo
Vehicle Technologies provides advanced technology
development, materials engineering and design services
to mainstream automotive, motor sport and aerospace
markets.
2006 February 01 Inauguration of Bawal Stampings facility in India
by Prof. Mervyn King, Governor of the Bank of England
2004 December 31 Caparo Maruti, India - Halol and Bawal plants
established
2002 December 31 Caparo Engineering India Pvt Ltd Pithampur, new
pressing plant commences production.
2001 December 31 Caparo Hotels acquire Bignell Park Hotel, Oxford
shire.
1994 December 31 Caparo opens new steel pressing plant in Delhi,
India
The Ambika Paul Children's Zoo opens.
Caparo celebrates 25 years!
1991 December 31 Caparo Industries goes private. Buy back public
20%.
1990 June 01 Acquire Bock Industries, USA.
1984 December 31 Acquire Wrexham Wire now Caparo Wire
1980 December 31 Acquire control of quoted
public company LK Industrial Investments - becomes
Caparo Industries.
1979 December 31 Caparo Group formed as holding company for all
our activities.

1
1977 June 03 Tredegar factory opened by HRH the Prince of
Wales.
1975 December 31 Begin building the new NGT Tredegar site.

CAPARO ETHICS

Caparo has never been a company that is highly centralized and there is
never any intention of changing the individual character of each operating
division by dictating a specific company mission statement or vision.
However Caparo is built upon some core values and beliefs and it is these
that guide our decisions and our attitudes.

These ethics were developed from Lord Paul’s Anniversary speech in 1994
which celebrated 25 years of Caparo.

 Caparo is something more than a successful enterprise…it is a story

of people, of values and of human effort.
 Working together we can build Caparo with resolution, fortitude and
ability.
 The goodwill and confidence of Caparo employees, our suppliers,
our customers and our managers is the bedrock of our business
 Always aspire for excellence; nothing else is good enough
 Never abandon hope
 There is no such thing as bad business; only bad management
 “What I like is people who are proud of what they do” Lord Paul
 Our aim is to always be in the top 10% of performers (measured
against our industry competitors)

1
  Success will happen so long as you work hard, with integrity
 Find excitement in industry and your own job in it
CAPARO – Differentiating Factors

 Scale of operations :

Caparo has set up 19 plants across various geographies in India. This is

amongst the highest number of plants across all Tiers I vendors in India. The
Group has grown to this level from 3 plants in 2003.
The Group currently has a land base of over 500 acres, strategically located
across Chennai, NCR (Gurgaon, Noida and adjoining areas), Indore and
Pune. A large part of this land base is still unutilized, making it easier for
Caparo to put its expansion plans into effect.
Caparo can profitably scale up to fill these capacities and yield more than
INR 30bn of revenues by 2010. This would make Caparo India one of the
largest Tier I vendors.

 Investment in people and processes :

The Caparo Group was founded by Lord Swraj Paul, a first generation
entrepreneur, who combined strong ethics, astute business acumen and hard
work to create a vast business empire in less than 4 decades. The same
business philosophy and ethics have been extended by his son Angad Paul in
developing the India business.
Caparo India is run by an independent and professional set of managers
drawn from premier auto component companies in India. Unlike normal

1
trade practices, this senior team has been put in place much in advance of the
actual commencement of production at some of the plants
Caparo has also invested in setting up a very robust and effective
management information system (MIS), reflective of the professional nature
of management and the strong corporate governance in place.

 Quality of manufacturing facilities :

Caparo, being a relatively late entrant to the automotive industry in India,

has developed its key infrastructure over the last 2- 3 years. However, this
has given Caparo the ability to set up new facilities and employ ‘Best
Practices’ in terms of manufacturing equipment & processes. This is a key
differentiator over competitors, who still rely on facilities & processes set up
in a very different industry scenario.
The strong focus on manufacturing facilities and processes has also
resulted in Caparo having the lowest rejection rates in the country. For the
last 6 months, Caparo has been the #1 of 101 suppliers to Honda Siel, a
distinction it has earned competing with Japanese vendors of Honda cars in
India.

 Diversified products and customers :

Caparo has the unique distinction of being the only Indian automotive
vendors with product capabilities ranging from metal pressing to forging,
aluminum castings, tubing and fasteners.

1
Caparo is an approved vendor to practically all major OEMs across the
passenger car, commercial vehicle and two-wheeler segments in the country
– another distinction available with very few automotive vendors in India.
Caparo’s large management team has extensive relationships across all
IPO’s in India and is leveraging these relationships to drive export business.

Caparo has been able to leverage these product capabilities in reaching out
to its diversified customer base and being able to cross-sell various products
to the same customer. This position insulates Caparo from the risk of
product obsolescence as well as makes it neutral to the market share position
within OEMs in the country. Moreover, the ability to sell a cross-section of
products to the same set of customers will enable Caparo to out-grow their
competitors at a much faster pace.

PRODUCTS

Caparo is a diverse, fast growing group with a customer orientated

philosophy. Our strategy centers on supplying products of the highest
quality at competitive prices coupled with a lean and flat corporate structure
resulting in fast decision making.
Contained within this section is an overview of the products we manufacture
and supply; from steel tubes, where it all began, to file handles, forgings and
braking systems.

Caparo is amongst the fastest growing auto component companies in India.

It is well-equipped to become one of the top 3 Tier I vendors in the country.

1
A relatively late entrant to the domestic market, Caparo has made rapid
progress in setting up world-class facilities and attaining the preferred
vendor status, making it a strong contender for the leadership position in
Indian auto component industry.

STAMPINGS FASTENERS
TUBES

ALUMINIUM FOUNDRY FORGINGS TOOL

ROOM

SERVICES

Offering design, rapid prototyping and sample development, as well as

series production and line side delivery, the Caparo Vehicle Product group

1
combines its portfolio of products and services to provide full vertical
integration to its customers.

The majority of the companies in this division are manufacturing orientated,

with the exception of the consultancy services offered by Caparo Vehicle
Technologies (CVT). CVT is an advanced automotive technology and
engineering design company, focused on providing technology development,
materials engineering and design services to the mainstream automotive,
motor sport and aerospace markets.

In addition to their skills in vehicle design and engineering the company has
particular expertise in materials technology. The company has gained the
services of Ben Scott-Geddes and Graham Halstead who were responsible
for the Mercedes SLR McLaren sports car; the first advanced composite all
carbon body structure to undergo Euro NCAP testing.

This unique capability and understanding of materials performance,

including how materials as dissimilar as aluminum, advanced composites,
engineering plastics and high strength steel can be joined - and which is the
best material for a particular part of the car - is important to manufacturers
needing to reduce the weight of vehicles to make them more fuel efficient
without compromising active and passive safety.

Caparo's hotels, a selection of hand picked properties, renowned for their

hospitality and exceptional service, possess first class facilities and offer a
relaxing atmosphere, perfect for leisure travelers, as well as for business or
formal events. From the gem of a location of the Osborne in Torquay, the

1
enchanting riverside setting of the Upper Reaches and the breathtaking
views of Bignell Park, to the boutique feel of the White Hart in historic
Lincoln, each of the Caparo Hotels have been individually designed to
merge into one with their surroundings and deliver a feeling of enjoying
something unique. Synonymous with flair and sophisticated elegance, the
Caparo Hotels also pride themselves in their exceptional cuisine, served in
individually styled restaurants, bistros and brasseries, and the relaxing
atmosphere in their bars and cafés.

MARKETS

Caparo is a key player in an extensive range of market sectors. Since Lord

Swraj Paul founded the group in 1968 Caparo has expanded its product
portfolio from steel tube via strategic acquisitions and new start up projects.
 North America :
Entry into the global marketplace was achieved via the acquisition of Bull
Moose Tube Company in 1988 which allowed Caparo to expand into the
North American steel market. Steel tube is currently sold into the North
American agricultural, automotive and construction markets.
 India :
In India Caparo is specializing in the manufacture of vehicle components
and is building a reputation in this market place as an engineering solutions
provider to the automotive market.
 UK and Europe:
In the UK, the Steel Products group is now one of the UK’s leading steel
conversion businesses supplying the agricultural, construction, furniture,

1
 power generation, tooling and automotive markets with steel tube, wire,
scaffolding and precision strip.
The development of the Engineering and Vehicle Products groups have
allowed Caparo access to the automotive, defense, marine and petrochemical
markets, to name only a few. Following numerous acquisitions in 2006
Caparo Aluminum, part of the Caparo Engineering group, is now the leading
sand and gravity die caster accounting for 50% of UK output. Caparo’s UK
manufacturing expertise is now being used to develop new markets around
the world. In India Caparo are building a forge and aluminum foundry in
order to provide customers with an international solution – bringing them
the benefits of the east and the west.

INTRODUCTION

Introducing the new employee who is designated as a probationer to the

job, job location, surroundings, organization, organizations surroundings, and
various employees are the final step of employment process. Some of the
companies do not company do not lay emphasis on this function as they view that
the colleagues of the new employees will automatically perform this function.
This processes gains more significance as the rate of turnover is high among new
employees compared to the senior employees. This is mainly because of the
problem of adjustment and adaptability to the new surroundings and environment.
Further induction is essential as the newcomer may feel insecure, shy,
nervousness and disturbing. This situation leads to instability. Hence, induction
plays pivotal role in acquainting the new employee environment, company rules
and regulations.

1
Induction is the process of receiving and welcoming an employee when he first
joins a company and giving him the basic information he needs to settle down
quickly and happily and start work.

Lecture, handbook, film, group seminar are used to impart the information to new
employees about the environment of the job and the organization in order to make
the new employee acquaint himself with the following heads: -

 About the Company

 About the Department

 About The Superiors, Subordinates etc.

RECRUITMENT & SELECTION: -

This study is about the people who work in an organization and their relationship
with that organization. Different terms are used to describe these people:
employees, associates, personnel, and human resources. But human resources has
gained widespread acceptance over the last decade because it expresses it
expresses the belief that workers are valuable and sometimes irreplaceable
resource. Effective human resource management is a major component of a
manager’s job.

1
 A human resource Strategy is used for the planning of the manpower, which
refers to the firm’s deliberate use of human resources to help it gain or maintain
an edge against its competitors in the marketplace
A human resource tactic is a particular policy or program that helps to
advance a firm’s strategic goal.

RECRUITMENT: -

Recruitment is a linking activity bringing together who offer job and who seeking
for job. The purpose of recruitment is to locate source of manpower to meet job
requirement and job specification.
Recruitment is regarded as the most important function of personal
administration, because unless the right type of people or hired even the best
plans, organization charts and control system would fail.
Recruitment is the process of searching the candidate and stimulates them for
employment.
OBJECTIVES OF RECTRUITMENT: -

 To attract people with multi skills and experience that suits the present
and future organizational strategies.
 To infuse fresh blood at all level of organization.
 To develop an organizational culture that attracts competent people to
the company.
 To search out for talent globally and not just with in the company.
FACTORS AFFECTING RECRUITMENT:

1
 Every organization whether small or big indulges in secreting activity. It
depends upon: -
 The size of the organization.
 The employment condition is community where organization is
located.
 The effect of past recruiting efforts.
 Rate or growth of organization.
 Culture, economic and legal factors.

SELECTION: -

After identifying the sources of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organization, the
management has to perform the function of selecting the right employees at the
right time. The objective of the selection decision is to choose the individual who
can most successfully perform the job from the pool of qualified candidates. The
selection procedure is the system of functions and devices adopted in a given
company to ascertain whether the candidate’s specifications are matched with the
job specifications and requirements or not.

ESSENTIALS OF SELECTION PROCESS: -

The selection process can be successful if the following requirements are
satisfied:

1
  Some one should have the authority to select. This authority comes
from the employment requisition.
 There must be some standard of personnel with which a prospective
employee may be compared i.e. a comprehensive job description and job
specification should be available beforehand.

 There must be a sufficient number of applicants from whom the

required number of employees may be selected.

There is a no standard selection process that can be followed by all the

companies in all the areas. Companies may follow different selection techniques
or methods depending upon the size of the company, nature of the business, kind
and number of persons to be employed, government regulations to 0be followed
etc. Thus, each company may follow any one or the possible combinations of
methods of selection in the order convenient or suitable to it. Following are the
selection methods generally followed by the company.
Selection procedure employs several methods of collecting information
about the candidate’s qualifications, experience, physical and mental ability,
nature and behavior, knowledge, aptitude and the like for judging whether a given
applicant is or is not suitable for the job. Therefore, the selection procedure is not
a single act but is essentially a series of methods or stages by which different
types of information can be secured through various selection techniques. At
each step, facts may come to light, which are useful for comparison with the job
requirements an employee specification.

STEPS IN SELECTION PROCESS: -

1
  Work experiences
 Salary Job Analysis: - Job analysis is the basis for selecting the right
candidate. Every organization should finalize the job analysis, job description, job
specification and employee specifications before proceeding to the next step of
selection.

 Recruitment: - Recruitment refers to the process of searching for

prospective employees and stimulating them to apply for jobs in an organization.
It is the basis for the remaining techniques of the selection and the latter varies
depending upon the former.

 Application Form: - Application form is also known as application

blank. The technique of application blank is traditional and widely accepted for
securing information from the prospective candidates. It can also be used as a
device to screen the candidates at eh preliminary level. Many companies
formulate their own style of application forms depending upon the requirements
of information based on the size of the company, nature of business activities,
type and level of the job etc. Information is generally required on the following
items in the application forms:
 Personal background information
 Educational attainments
 Personal details
 References

 Written Examination: - The organization have to conduct written

examination for the qualified candidates after they are screened on the basis of the
application blanks as to measure the candidate’s ability in arithmetical

1
calculations, to know the candidates attitude towards the job, to measure the
candidates aptitude, reasoning, knowledge in various discipline.

 Preliminary Interview: - The preliminary interview is to solicit

necessary information form the prospective applicants and to assess the
applicant’s suitability to the job. Preliminary interview is useful as a process of
eliminating the undesirable and unsuitable candidates.

 Group Discussion: - The technique of group discussion is used in

order to secure further information regarding the suitability of the candidate for
the job.

 Interview: - Interview is aimed to evaluate the qualities of the

candidates by direct face-to-face discussion. Interview is an effective technique
to measure the knowledge, understanding, competence, interest in the work and
personality.

 References: - Tests can reveal partial understanding of the candidates,

but he candidate, as a whole can be understood after verifying his character and
social and personal traits. This is why, candidates are asked to furnish the names
of two responsible persons, who know tem well. These persons are contacted and
enquire regarding the character and morality of the candidate is made.

1
  Final Selection: - After going through aforesaid tests and formalities,
the HRD Manager makes the final selection of the candidate in consultation with
the department head.

 Physical Test: - The employee must be physically sound for the

efficient and effective accomplishment of the work; therefore, the prospective
candidate must be examined physically before his appointment. An employee of
unsound health will prove to be a liability for the organization and dangerous to
his colleagues.

 Orientation or Induction of employees: - The new employee is

oriented to the enterprise. It may be termed a socializing process by which the
employee is made familiar and friendly to environment of the business. Rules,
regulations and special feature of the business are communicated to him.

RECRUITMENT & SELECTION IN CAPARO MARUTI

RECRUITMENT PROCEDURE

When we talked about the recruitment and selection process in CML, the
recruitment and selection process is very standardized.

1
There is one form i.e. “Man Specification Form” which specifies that which
candidate is needed for which post with his / her essential and desirable
qualification, skills and also carries the necessary information about the skills set
of the required candidate.

With the help of this form every person can easily understand that what is the
hierarchy system of each position and what are the various competencies are
required for which level. It includes the various parameters like, which are
mentioned below:-

 Designation
 Department /Division
 Reports to
 Direct Subordinates
 Education
 Essential
 Desirable
 Experience
 Skills
 Specific Training / Specialization
In CAPARO MARUTI there are three major sources of recruitment of the
employee’s i.e.

 Recruitment through Campus Placements

 Recruitment through Consultants
 Recruitment through References.

1
 When we talking about the recruitment the first process is the Man
Specification Sheet after that the second process are Manpower Requisition Form.
This form specifies that what are the various expected benefits (in terms of
increase revenue, productivity etc.) from the particular position to the
organization and it initiated by the Head of the Department with consultation of
the HRD department and the CEO of the company finally approves this form.
The format of Manpower requisition form is given below which clearly
specifies that how useful information it contains;

Recruitment through Campus Placements

The recruited candidate as designates as per their qualification as described

below:

 Degree holder in engineering candidate is appoint as a” GET”,

 Diploma holder in engineering is appoint a”DET”and

 Management degree holder candidate is appointed as a”MT”.

Recruitment through Consultants

The recruitment at all the levels except entry level is done through
consultants, as and when required company can refer to only those consultants
which are registered by the corporate office and for this company pays for the
services to the consultant.

1
The process of campus selection and through consultants is described as in the
form of a flow chart below.
Identification of vacancies
When any vacancies occur in any department the departmental Head reported to
the HRD department with a requisition form. In the requisition form there is
information about the post and about the manpower. HRD department verifies
this form from CEO for recruitment.

Recruitment policy
The policy of recruitment has to be framed and dealt with carefully as
it affects human aspiration and values to a great extent. Recruitment policy of
CML is guided by various administrative orders and directives received from the
Govt. from time to time.

Selection
After policy Formation Company recruit and select the right candidate
for each post for this purpose company use different sources of recruitment. In
selection Procedure Company hold interview and medical checkup of the new
joining.

Preliminary Interview
It seeks to ascertain whether the candidates are apparently able from
physically and mentally for the position applied for. This interview does not take
much time.
Interview

1
 Interview the interviewer an interview is a face-to-face observational and
personal Method to evaluate a candidate for a job. In any is generally is in
dominant position.

Medical Examination
The employee must be physically sound for the efficient and effective
accomplishment of work. There fore the candidate is examined physically before
his appointment.

Final Selection
After going through tests and formalities the HRD department makes the
final selection of the candidate in consolation with departmental Head and CEO.

TRAINING INDUCTION SCHEDULE IN CAPARO MARUIT

When the candidate joins the company, training induction schedule is

prepared for the candidate. Through this, the candidate can able to know about the
organization, can be able to know about their superior and subordinate so that it
help the candidate to work comfortably.
Induction is the process of receiving and welcoming an employee when he/she
first joins a company and giving him the basic information he needs to settle
down quickly and happily and start work.

1
Lecture, handbook, film, group seminar are used to information to new
employees about the environment of the job and the organization in order to make
the new employee acquaint himself with the following heads.
About the company,
About the Department,
About the Superiors, Subordinates etc.

RESEARCH
METHODOLOGY

Research in a layman language means a search for acknowledges. One can

also define research as a scientific and systematic search for potential
information on a specific topic. Infect research is an art of scientific
investigation. The dictionary meaning of research is “a careful investigation
or inquiry especially through search for new facts in any branch defines
research as a “systematized effort to gain new knowledge”. Some people
consider research as a movement from known to unknown.
Research is an academic activity and as such the term must be used in a

technical sense. Research is an original contribution to the existing stock of

the knowledge making for its advancement. It is pursuit of truth with the

help of study, observation, and experiment. The purpose of research is to

discover answers to questions through the application of systematic

procedure. The main aim of research is to find out the truth, which has not

been discovered yet.

1
It’s a well-known fact that no business can exit without customers. In the

business of Website design, it’s important to work closely with your

customers to make sure the site or system you create for them is as close to

their requirements as you can manage. What follows are a selection of tips

that will make your clients feel valued, wanted and loved.

RESEARCH DESIGN:

The research problem have been formulated in clear cut terms, the

researcher will be required to prepare a research design, i.e., he will have to

state the conceptual structure with in which research would conducted. The

preparations of such a design facilitate research to be as efficient as possible

yielding maximal information. Research design may be grouped in four

categories, viz.

a). Exploration

b). Description

c). Diagnosis

d). Experimentation

COLLECTION OF DATA:-

1
 The task of data collection begins after a research problem has been

defined and research design/plan chalked out. The collection of data is

done to support tour findings and interest the result whether the result you

have found in according to your hypothesis or not. The data can be

collected by various methods. These are broadly classified into two ways,

as follows:

 PRIMARY DATA

 SECONDARY DATA

PRIMARY DATA:-

The primary data are those which are collected a fresh and for the first time

and thus happen to be original in character. We collect primary data during

the course of doing experiments in an experimental research. It is the first

hand data and nobody else has collected this before. There are various ways

of collecting primary data, these are as follows:

1). Observation method

2). Interview method

3). Questionnaires

4). Schedules

1
 5). Other methods

SECONDARY DATA:

1. from Internet

2. Magazines and News Papers

3. Government Publications

Scoring & Analysis

 We have used Likert scale method for scoring the survey. It’s a

Psychometric method.

RESEARCH METHODOLOGY USED IN PROJECT

RESEARCH USED

1
The type of research used in this project work is Descriptive. The Descriptive
research is used to collect Data and find out the cause and effect relationship.

SAMPLING PROCEDURE

I decided to study the candidates who applied for the post of Team Member in
different departments of “Caparo Maruti Ltd.”

TYPE OF DATA COLLECTION METHOD

Data Collection Method used in this project is:

Primary data
a. Interview
b. Observation
c. Questioners
Secondary Data
a. Published Sources
b. Unpublished Sources.
c. Websites
SAMPLE: -
CAPARO MARUTI LIMITED
SAMPLE SIZE: -
CML EMPLOYEES.

The Research Instrument used in this project is Observation Method.

1
DESCRIPTIVE RESEARCH

Descriptive Research studies are those studies, which are concerned with
describing the characteristics of a particular individual or a group. A descriptive
research require a clear specification of what, who, when, where why and how
aspects of the research.

OBSERVATION METHOD

The observation method is most commonly used method especially in the

studies relating to behavioral sciences. The main advantage of this method is that
subjective bias is eliminated, if observation is done accurately.
Secondly, the information obtained under this method relates to what is
currently happening; It is not complicated by either the past behavior or future
intentions or attitudes. Observation methods are of various types like structured,
unstructured, controlled and uncontrolled.

1
1. HOW EMPLOYEE FELT WHILE WAITING AT THE
RECEPTION

EMPLOYEE FELT AT RECEPTION

1 Very
comfortable
2 comfortable

3 Less
comfortable

2. CANDIDATES REFERRED ABOUT THE JOB BY,

REFERRED ABOUT THE JOB BY

Personal
recommendation
Recruitment
advertisement
Recruitment
agencies
Direct approach
by employer
Unspecified

1
3. RESPONDENTS CAME TO KNOW ABOUT THE VACANCY
FROM,

ABOUT THE VACANY

50
45
Private
40
consultancy
35
VACANC Y

Newspaper
30
25 Website
20
15 Walkin
10
Others
5
0
IN NO.S IN %

4. CANDIDATES WHO WERE PUT INTO INITIAL SCREENING,

HR INITIAL SCREENING INTERVIEW

YES
NO

1
5. QUESTIONS ASKED BY INTERVIEWER IN INTIAL
SCREENING

TYPE OF QUESTIONS ASKED BY

INTERVIEWER
Age

Family
Background
Education

Reference

Experience

Qualification

6. ALLOTTED TIME SUFFICIENT FOR WRITTEN TEST

ALLOTTED TIME SUFFICIENT FOR

WRITTEN TEST

YES
NO

1
7. NUMBER OF PANEL INTERVIEWERS IN THE INTERVIEW

NO.OF PANEL INTERVIEWERS

60

50

40
IN NO.S
30
IN%
20

10

0
2 INTERVIEWERS 3 INTERVIEWERS 4 INTERVIEWERS
INTERVIEWERS

8. QUESTIONS ASKED BY INTERVIEWERS IN PANEL

INTERVIEW

QUESTIONS ASKED BY PANEL

INTERVIEWERS

BEHAVIOUR

GENERAL
QUESTIONS
PROJECT DETAILS

SALARY

OTHERS

1
9. EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

INTERVIEWEE FELT WHILE BEING INTERVIEWED

RELAXED
COMFORTABLE
COOL
TENSED
NERVOUS

10. HOW EMPLOYEES LIKE THEIR INTERVIEWER

HOW EMPLOYEES LIKE THEIR INTERVIEWER

LIKE VERY MUCH

LIKE
DISLIKE

1
11. EMPLOYEES SELECTION IN CML

SELECTION IN CML

IMMEDIATELY

FAIR PERIOD OF
TIME

12. PROBLEM IN JOINING TIME

1
 ISSUE IN THE JOINING TIME

YES
NO

ANALYSIS
1. EMPLOYEES FEELINGS WHILE WAITING AT THE
RECEPTION,

EMPLOYEE FELT
S.NO AT IN NO.S IN %
RECEPTION
1 Very Comfortable 10 20
2 Comfortable 36 72
3 Less Comfortable 4 8
TOTAL 21 42

INTERPRETATION:
It is visible from the above table that 72% of the
Respondents were comfortable while being in reception and only 8% of the
Respondents were less comfortable in the reception.

2. CANDIDATES REFERRED ABOUT THE JOB BY,

S.NO REFERRED BY IN NO.S IN %

1
 Personal
1 1 2
Recommendation
Recruitment
2 20 40
advertising
Recruitment
3 7 14
agencies
Direct approach
4 6 12
by employer
5 Unspecified 16 32
TOTAL 50 100

INTERPRETATI:- From the above table we can interpret that 40% of the
employees were referred about the job by Recruitment advertising and 32%
of the employees came through Employment exchange and the rest were
referred by such as Personal Recommendation, Recruitment agencies and
direct approach by employer.

3. RESPONDENTS CAME TO KNOW ABOUT THE VACANY

FROM,

S.NO VACANCY IN NO.S

Private
1 1 2
Consultancy
2 Newspaper 23 46
3 Website - -
4 Walk-In 5 10
5 Others 21 42
TOTAL 50 100

INTERPRETATION:
It is visible from the above table that 46% of the
employees came to know about the vacancy from Newspaper.

1
4. CANDIDATES WHO WERE PUT INTO INITIAL SCREENING,

INITIAL
S.NO IN NO.S IN %
SCREENING
1 Yes 41 82
2 No 9 18
TOTAL 50 100

INTERPRETATION:
It is visible from the above table that 82% of the employees were put into
the Initial screening process and 18% of the employees were not put into the
Initial screening.

5. QUESTIONS ASKED BY INTERVIEWER IN INITIAL

SCREENING,

TYPE OF
S.NO IN NO.S IN %
QUESTIONS
1 Age 5 12
Family
2 8 20
Background
3 Education 17 42
4 Reference 1 2
5 Experience 3 7
6 Qualification 7 17
TOTAL 41 100

INTERPRETATION:

1
 From the above table we can interpret that 42%
education questions asked by the interviewers to the employees who were
put into the initial screening process.

6. ALLOTTED TIME SUFFICIENT FOR WRITTNEN TEST

ALLOTTED
S.NO TIME IN NO.S IN %
SUFFICIENT
1 Yes 37 74
2 No 13 26
TOTAL 50 100

INTERPRETATION:
It is visible from the above table 74% of the total
respondents were having the sufficient time in their written test

7. NUMBER OF PANEL INTERVIEWERS IN THE INTERVIEW

PANEL
S.NO IN NO.S IN %
INTERVIEW
1 2 17 52
2 3 13 39
3 4 3 9
TOTAL 33 100

INTERPRETATION:

1
 It is clearly visible from the above that who manage panel interviews
in which 52% managed by two panel interviewers, 39% managed by three
panel interviewers and 9% managed by four panel interviewers.
8. QUESTIONS ASKED BY INTERVIEWERS IN PANEL
INTERVIEW

S.NO QUESTIONS IN NO.S IN %

1 Behaviors - -
General
2 31 94
questions
3 Project details 2 6
4 Salary - -
5 Others - -
TOTAL 33 100

INTERPRETATION:
From the above table we can interpret that 94% of the
questions were General questions asked by panel interviewer to the panel
interviewee.

9. HOW EMPLOYEES LIKE THEIR INTERVIEWERS

EMPLOYEES
LIKE THEIR
S.NO IN NO.S IN %
INTERVIEWE
RS
1 Like very much 7 21
2 Like 26 79

1
3 Dislike - -
TOTAL 33 100

INTERPRETATION:
From the above table we come to know that most of the
employees like their interviewers.

10. EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

EMPLOYEE
PERCENTAG
S.NO FELT IN TOTAL
E
RECEPTION
1 Relaxed 8 24
2 Comfortable 20 61
3 Cool 2 6
4 Tensed 1 3
5 Nervous 2 6
TOTAL 33 100

INTERPRETATION:
It is clearly visible from the above table that from the
total respondents 61% of them were comfortable when being interviewed,
24% of them were relaxed, and 6% of them were nervous and cool when
being interviewed and only 3% of the respondent was tensed.
11. HOW EMPLOYEES LIKE THEIR INTERVIEWERS

S.NO EMPLOYEES IN NO.S IN %

LIKE THEIR
INTERVIEWE

1
 RS
1 Like very much 7 21
2 Like 26 79
3 Dislike - -
TOTAL 33 100

INTERPRETATION:
From the above table we come to know that most of the
employees like their interviewers.

12. PROBLEM IN JOINING TIME

JOINING
S.NO IN NO.S IN %
TIME
1 Yes 5 10
2 No 45 90
TOTAL 50 100

INTERPRETATION:
Majority of the respondents said that they did not have
any problem in the joining time provided by CML to them. But 10% of the
respondents said that they had problem with regarding to the joining time
given to them.

1
Findings

 The company also conducts psychological tastes which provides

psychological base to the company.
 The company provides training and development programs to the
employees properly.
 The company organizes Isolation camps for the recreational activities.
 Majority of the respondents fall in the age group of 41 & above year’s
males & females.
 Majority of the respondents has experience of both 3-5 years and 5 &
above
Year’s in CML.
 Only few employees continue in CML below one year in CML.
 Majority of the employees came to know about the vacancy from
newspaper
 Most of the employees attended written test and so attended direct
interview.
 Most of the employees were screened initially by HR Dept.
 Except the employees who were recruited through employment
exchanges,
all others attended panel interview.
 Not all the interviewee was put into client interview.
 The employees were informed about their selection in CML
immediately after the process.
 Most of the employees didn’t face any problem in the joining time
provided
by CML.

1
RESPONDENTS CAME TO KNOW ABOUT THE VACANCY
FROM,

ABOUT THE VACANY

50

40 Private
VACANCY

consultancy
30 Newspaper
20 Website
10 Walkin

0 Others
IN NO.S IN %

QUESTIONS ASKED BY INTERVIEWER IN INITIAL SCREENING

1
 TYPE OF QUESTIONS ASKED BY
INTERVIEWER
Age

Family
Background
Education

Reference

Experience

Qualification

EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

INTERVIEWEE FELT WHILE BEING INTERVIEWED

RELAXED
COMFORTABLE
COOL
TENSED
NERVOUS

VACANCY VS GENDER

1
 VACANCY

35
30
PRIVATE
25
GENDER

CONSULTANCY
20 NEWS PAPER
15
10 WALK-IN
5
0 OTHERS
MALE FEMALE
SOURCE

CONCLUSIONS

The respondents include the employees who concur that the current
recruitment is satisfactory except few exemptions. Many employees work
CML – Gurgaon to get pride of being in a social service concern.
Even though the recruitment procedure is satisfactory, it can be organized in
such a way that it obtains optimal point.
Recruitment procedure of a company should be in
such a manner that it puts the right person in the right job at the right time.
To face this challenge, recruitment team of an organization should be well
equipped while recruiting as this is where every thing starts.

1
Bibliography

Web Sites:

1. www.caparomaruti.com
2. www.caparo.com/_assets/5568.
3. www.managementparadise.com
4. www.citehr.com
5. www.wikipedia.com