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EXECUTIVE SUMMARY
The Indian automobile sector is one of the sunrise sectors, which holds great future for India. It nurtured carefully it has the potential to put India on the world map as a hub of global activities. India’s GDP is expected to grow at the rate of 9 to 10% per annum by coming future. Automobile is one sector, which holds great future in India. The market is very vast and there is a lot of cushion for new entrants to operate along side giants like MARUTI UDYOG, TATA MOTORS etc India's domestic passenger car sales have increased by 22.01%, up from 882,208 in 2006 to 1,076,408 units in 2007. Overall, the automobile industry posted a 13.50% growth. Global Automotive Financial Review forecasts the Indian passenger car market sales will rise up to19 lakh cars by the end of 2010 leading to a growth of above 50% and there will be more than 2 million cars in the Indian car market. However, TATA MOTORS overall vehicle sales at 40,486 units grew 11 per cent. TATA MOTORS in one of the major players in the market CONCORDE MOTORS is the subsidized dealership of Tata Motors. Working for the growth of Tata Motors and achieve good position in the market.

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Introduction

SUBJECT BACKGROUND:

The primary purpose of recruitment and selection process is to achieve desired result that is picking the right person for the right job. The process is lengthy, complex and presents many challenges. Research has shown that the best selection method has an predictive validity co-efficient of 0.6% that is the method has an excellent change predicting capability of an individual candidates subsequent performance. This means that, there is also a probability that the appointee will not achieve the desired standard. The most commonly used method is face to face interview that can claim only 0.2% of predictive co-efficient. This means that there is an excellent chance of not appointing the best candidate.

RECRUITMENT

Introduction : Manpower resources and planning is concerned with all factors, which influence the way that employees within the organization are managed. It includes ‘soft’ planning related to behaviors; culture, empowerment and commitment, and the traditional ‘hard’ numbers- based approach to planning. The critical factor in the operation of many businesses is HR management. Dependent upon market sector, the payroll is usually the second highest cost factor after materials and consumables.

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What is recruitment?
Recruitment refers to the process of finding possible candidates for a function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment selection of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment is the discovering of potential applicants for employment. In other words, it is a ‘linking activity’ bringing together those seeking jobs with available jobs. Suitability for a job is typically assessed by looking for skills, e.g.: communication skills, typing skills, computer skills. Evidence for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual’s off hand knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeric and literacy skills. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a resume or to complete an application form to provide this evidence. The follow-up process may be referred to as part of the recruitment process. Inveigling the selected candidate or candidates to take up the target job or function.

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Recruitment process

Personnel human resource planning

Recruiting needed personnel

Selecting qualified personnel

Planning new employees on job

Developing sources of potential employees

Search for potential employees

Evaluating recruiting effectiveness

Internal sources

Personnel research Job posting

Upgrading in same position Transferring to new job

Promoting to higher responsibilities

External sources Employees planning and forecasting

Employees’ referrals Advertising Recruiting: build a Scouting of candidates pool Evaluating for selection

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Applicants complete application forms

Use selection tools like tests to screen out most applicants

Supervisors and other interview final candidates to make final choice

Candidates become employees

Sources of recruitment

Recruitment can be made from internal sources and external sources. They are described as follows-

Internal sources of candidates
Current employees are often the best source of candidates. When a candidate is recruited from the internal sources. The strengths and weaknesses of its employees are already known. It is often safer to promote employees from within since the employee’s skills are already known. Inside employees may require less orientation and training than the outsiders. There are different ways in which candidates can be traced for recruitment from this source. They are as follows;

1. Finding internal candidates

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To be effective, promotion from within requires using job posting, personal records and skill banks. ‘Job posting’ is publicizing and open job to employees ( often by literally posting it on bulletin board) and listing its attributes, like qualifications, supervisor, working schedule and pay rate. An examination of ‘personal records’ may reveal employees who are working in just below their educational or skill levels. It may also reveal persons who have potential for further training or who already have the right background for the open job. ‘Skill banks’ lists current employees with specific skills.
2. Hiring Employees

Today due to high turnover in some high-tech occupational-rehiring former employees is back in style. Former employees are known quantities and are already familiar with the company’s culture, style, and ways of doing things. 3. Succession planning Succession planning typically includes activities like these: • Determining the projected needs for managers and professionals by company level, function and skill. • Auditing current executive talent to project the likely future supply from internal sources. • Planning individual career paths based on objective estimates of future needs and assessments of potential. • Career counseling in the context of the future needs of the firm, as well as those of the individual. • Accelerated promotions, with development targeted against the future needs of the business. • Performance- rated training and development to prepare individuals for future roles as well as current responsibilities.

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• Planned strategic recruitment to fill short- term needs and to provide people to meet future needs. • Actually filling the positions-via recruiters, promotion from within and so on.

External sources of candidates

The various external sources from where the company recruits its employees are below: 1. Advertising Media plays a major role in selecting new candidates. To use help of wanted ads successfully, employers have to address two issues: the advertising media and the ad’s construction. ‘The media’- it includes newspapers, TV, internet-all these sources depends upon the positions for which one is recruiting. For e.g.-for specialized employees, one can advertise in trade and professional journals. ‘Constructing ad’- Experienced advertisers use a four-point guide called ‘AIDAS’ (attention, interest, desire, action and satisfaction) to construct ads. One must attract attention to the ad, or readers may just miss or ignore it. It has to also develop interest in the job. One can create desire by spotlighting the job’s interest factors with words such as travel or challenge, for instance. Finally the ad should prompt action with a statement like “call today” or “write today for the information”.

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2. Employment Agencies Employment agencies can be of several types. They are as follows: • ‘Public and Nonprofit Agencies’- these agencies are in important source of blue-collar workers. Beyond just filling jobs, for instance, counselors will visit an employer’s work site, review the employer’s job requirement, and even assist the employer in writing job descriptions. Other employment agencies are tied to nonprofit organizations. Most professional and technical societies have units that help members to find requirement. • ‘Private agencies’- These are important sources of clerical, white-collar suitable candidates and managerial personnel.

3. Temporary Agencies and alternative staffing Employees often supplicant their permanent workforce by hiring contingent or temporary workers, often through temporary helps employment agencies. It is also known as part-time or just-in-time workers. ‘Alternative Staffing’- it is the use of nontraditional recruitment sources. Other alternative staff arrangements include “in-house temporary employees” (people employed directly by the company, but on an explicit short-term basis), and “contract technical employees “(highly skilled workers like engineers, who are supplied for long-term projects under contract from an outside technical services firm). 4. Executives recruiters Executives’ recruiters, also called headhunters, are special employment agencies retained by employers to seek out top-management talent for their clients. They have many contacts and are specially adopt at contracting qualified, currently employed candidates who aren’t actively looking to change jobs. 5. Recruiting on the internet

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A large and fast growing proportion of employees use the internet as a recruiting tool. Using a corporate website to attract surfers requires making it easy to use the site. This method is highly cost effectively. It can be timelier. Responses here can be very fast. Employees can use internet support tools such as recruiter toolbox to develop online ads that includes prescreening tests, which further automate the recruiting process. 6. College Recruiting Sending an employer’s representatives to college campus to prescreen applicants and create an applicant pool from the graduating class is an important source of management trainees, promotable candidates, and professional and technical employees. Times consuming and expensive are the two major drawbacks of this type of recruitment. ‘College Recruiting Goals’ – the campus recruiter has two main goalsdetermining whether a candidate is worthy of further consideration and the most important one is to attract good students. ‘On-Site Visits’- employers generally invite good candidates to the employer’s office or plant for an on-site visit, and there are several ways to make this visit fruitful. The invitation letter should be warm and friendly but businesslike, and should give the person a choice of dates to visit the company. The interviews should be carefully planned and one should stick on to the schedule. Interruptions should be avoided. ‘Internships’- many college students get their jobs through college internships, a recruiting approach that has grown dramatically in recent years. Internships can be win-win situation for both students and employers. 7. Referrals and Walk –In interviews ‘Employee referrals’- the firm’s posts announcements of openings and requests for reference in its bulletin and on its wallboards and intranet; prizes or cash rewards are offered for referrals that culminate in hiring. Current employees will provide accurate information about the job applicants they referring, especially since they are putting their own reputation on the line.

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Effective recruiting is increasingly important today for several reasons. Unfair recruitment practices can cost the organization time, wasted resources and sizable amounts of money. Fair recruitment pays dividends in better staff morale and a wider pool of potential candidates for positions.

RECERUITMENT METHODOLOGY

• Natural market This is being considered as the most prominent, fast and reliable source of recruiting sales executives. Natural market consists of all relatives, friends, well-wishers and contact persons of the employees who are residents of the city in which the organization is opening in. contracts were made with them in order to convince them to take up the business opportunity offered by Concorde Motors and become sales executives. • Tele- calling Data was made available to the trainees by the company. Calling over the phone was done to the persons whose number and name was in the list in order to present business opportunity. Initial screening was also done at this stage. The main purpose of this tele calling was to give a little information about the sector in which the company is dealing in and fixing up of an appointment. • Cold-calling Under this method, trainees were provided with telephone directories and were instructed to make telephone calls to select persons. These persons were selected on the basis of their zip code or if there names are mentioned in yellow pages. Calls were made to these persons and appointments were fixed. • Cold-canvassing

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This is one of the fastest methods to recruit advisors for the company. Under this method, trainees were sent out I the field and they had to contact the general public. Along with the presentation of the opportunity in the first contact, initial screening were also done by the trainees. They also have to gather the background information about the person they are contacting. The main aim was to create interest in the contracted person about the opportunity and convince him to visit the office. • Drop-box activity Drop-boxes were provided to the trainees to create database of the people. These drop-boxes had pre-inserted small size cards to gather information about the person filling up like names, address, occupation and qualification etc. these drop-boxes had to be placed in different socities,fitness centers, trade shows, exhibitions restaurants and retail outlets where large number of people visit. The data collected then were summarized, screened and put into a presentable format and then calls were made to persons whose name was mentioned in the list. • Trade shows and exhibitions Trainees were also sent to the shows, auto fairs and exhibition where they had to do cold-canvassing and create database for the company. The business opportunity has to be presented to them and further appointment was to be scheduled. • Web based recruitment Trainees will be provided internet facility in the office in those companies made tied up with some consultancies and job agents like Job Street, naukri.com, times jobs.com. Trainees have to search suitable resumes and make calls to the screened candidates for the interview.

STRATEGIES OF RECRUITMENT IN CONCORDE MOTORS:
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The recruitment procedure for employees:
The recruitment procedure of the company is very much in confirmation with rules and regulations of the management. As for as I am concerned the process I followed was as per instructed by my guide. It consisted of the following steps and activities:

• Searching and analyzing resumes
This is the first step in the entire recruitment process. Firstly, we have to search the resumes from jobstreet.com or naukri.com or timesjobs.com etc then we have to search the required resumes and again it should be short listed based on needs and requirements of the company and the job profile.

• Telecalling:
This is the next step in recruitment process. After analyzing the short listed resumes we have to call to those candidates who are short listed, and explain them about the job profile and will fix the time and date for the interview of the candidates who are interested. Another important aspect in telecalling is getting referrals from the candidates to whom we called, if they are interested they will come for the interview otherwise they will refer to their friends, relatives etc so that company will get more choice to select candidates.

TILTLE OF THE STUDY

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“RECRUITMENT PROCESS IN CONCORDE MOTORS”

STATEMENT OF THE PROBLEM

For any organization recruitment holds a very significant part of man power planning process.” Recruitment is gate way of success for every organization”. It holds a very critical position for the simple reason that one wrong recruitment could have a manifold effect in the organization. It is there fore becomes essential to understand the recruitment process and placing of candidates in any company. Recruitment of employees is one major challenge faced by CONCORDE MOTORS. Experienced employees are leaving the company due to heavy competition from other automobile companies in the industry. Huge mount spent on individual during recruitment and training is becoming waste. When the employees quit the job due to frustration and other reasons, company is facing problem regarding method of recruiting sales executives and they are to keen new ideas for recruitment.

OBJECTIVES OF THE STUDY

• To get a clear picture of employees recruitment process. • To find out what employees feel about there recruitment process. • To understand employees opinion who have gone for through the recruitment process and working at CONCORDE MOTORS. • To suggest most effective ways of recruiting sales executives. • To give suitable information to top management so that they take timely corrective measures.

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• To suggest a few remedial measures so that the management lays down out an effective recruitment procedure.

SCOPE OF THE STUDY

• Effective methodology for recruiting sales executives. • Comprises of the factual information of the work, gathered by studying the meaning, procedures, methods and factors of the functional area undertaken in the organization. • Can be basis for further study to understand and do in-depth study pertaining to any one aspect of the functional area of the organization. • Provide information helpful to the company in planning and implementing the possible measures for a better approach.

LIMITATIONS OF THE STUDY

Any study cannot be felt proof study some limitations creep in after taking all precautions. This study is no exception. • It is a sample study, due to the huge number in population only few segment could be covered. • The prepared project work does not involve all the details of the organization. It only includes the general aspects of the business

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undertaking and specific problem identification with analysis and findings pertaining to the marketing aspect. • Some of the facts are extended only to the Bangalore corporate branch only. • The study is restricted to the some parts of the Bangalore city only.

METHODOLOGY

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RESEARCH METHODOLOGY

Research is a common parlance refers to a search for knowledge. In fact, research is an art of scientific investigation. The advance learner’s dictionary of current English lays down the meaning of research as “a careful investigation or inquiry especially through search for new facts in any branch of knowledge”. Research design is the conceptual structure within which research is conducted; it constitutes the blueprint for the collection, measurement and analysis of data. It is a plan for selecting the some types of information used to answer the research question. It is a framework for specifying the relationships among the variables. There have been three types of research, one such as descriptive research design. It is one that simply describes something such as demographic characteristics of consumer who use the service of product. The descriptive study is typically concerned with determining frequency with which something occurs or how variables vary. In order to gauge employees expectation and perception, opinion of the customer have to be found out. This can be done in two ways either by collecting information from the department or by collecting data from employees. The later is being mainly used to collect information through survey method.

Types of research
The type of research is selected on the basis of problem identified. Here the research type used is descriptive research. Descriptive research includes surveys and fact-finding enquiries of
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different kinds. The major purpose of descriptive research is description of the state of affairs, as it exists at present. Here an attempt has been made to discover various cause of the problem and to give suggestions for it.

Sampling technique
Sampling is simply the process of learning about the population on the basis of sample drawn from it. Here as sampling technique is used, instead of every part of the universe only a part of the universe is studied and the conclusions are drawn on that basis for entire universe. There are varies types sampling techniques. Here we used non-random convenience technique to collect data from various sources. It is a non-probability sampling method because it was not known previously whether a particular person would be asked to fill the questionnaires. Sampling is a convenience sampling because only those people were asked to fill the questionnaire easily available to the research.

Sampling people and areas:
The research was conducted involving the opinion of the people from Bangalore branch. The research included the opinion of Concord Motors employees, managers and top level executives.

Sample size
Sample size refers to number of elements to be included in the study. The total number of 50 respondents is selected using nonrandom convenience sampling. The respondents were managers, employees of Concorde Motors Bangalore corporate branch.

Sample description
The success of the study depends upon the information available from various sources. The data that we are collecting through

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survey is the backbone of the study. Hence it is essential to have a look at profile of respondents from which primary data is collected. In most cases, response was encouraging but there were some instance of non-cooperation.

Instrumentation technique
The instrument used to collect data from primary source is a structured questionnaire that consists of number of questions printed in a particular form. The information is collected from employees by meeting them personally. This interview has also helped in obtaining certain sensitive information. The questionnaire was administered individually. This ensures good answering of the questionnaire and provides scope for getting more credible data due to personal explanations. The most significant use of the questionnaire method is that it helps in benchmarking.

Actual collection of data
Study of the employee welfare facilities of organization will be conducted by gathering the primary and secondary data.

 Primary source:
Data is collected from primary source through personal meeting, cold conversation, and questionnaire. These data will help to read employer mind. This data will be more accurate and precise.

 Secondary data:
To have a deep knowledge not only primary data but which is already available should also be used. Then only it is possible to have a clear-cut study. This is possible through secondary source.
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The secondary source of data is collected from both internal and external sources include companies journal, magazines etc. The external sources includes annual reports, web sites and from various book and brochures related to the operation of the life insurance company. Information from the market

PROFILES

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INDUSTRIAL PROFILE :
The Indian automobile component industry has finally begun to emerge on its own. It has begun to take major steps towards making world class Quality Systems by imbibing the ISO 9000/QS 9000 Quality Systems. Exports have been to the tune of 10% of output in the last decade. Exports grew from US$296 in 1995-96 to US$311 in 1996-97. The principal export items included tractor parts, motorcycle parts, piston rings, fuel injection parts, radiators, headlamps, auto bulbs etc. However, this section has been long neglected and does not get the due it deserves. We end these lacunae by putting up a whole segment on this important industry.

Cars in India While human being thought of running faster than the wind and flying higher with his dreams, then the concept of cars came in to his mysterious but solving mind. Since then, unlike many other advanced countries all the Indians have comforted themselves with the convenience of many categories of cars. India gave birth to its first car on the city street anticipated from the beginning of twentieth century. With the varied variety of cars ranging from mid size to big size and from luxury, premium to utility cars, Indian Wide Street along with the narrow, dark lane is overcrowded with multi tasking, stylish four-wheelers.

Birth of cars
The birth of the car as we know it today occurred over a period of years. It was only in 1885 that the first real car rolled down on to the streets. The earlier attempts, though successful, were steam
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powered road-vehicles. The first self-propelled car was built by Nicolas Cugnot in 1769 which could attain speeds of up to 6 kms/ hour. In 1771 he again designed another steamdriven engine which ran so fast that it rammed into a wall, recording the world’s first accident. In 1807 Francois Isaac de Rivaz designed the first internal combustion engine. This was subsequently used by him to develop the world’s first vehicle to run on such an engine, one that used a mixture of hydrogen and oxygen to generate energy. This spawned the birth of a number of designs based on the internal combustion engine in the early nineteenth century with little or no degree of commercial success. In 1860 thereafter, Jean Joseph Etienne Lenoir built the first successful two-stroke gas driven engine. In 1862 he again built an experimental vehicle driven by his gas-engine, which ran at a speed of 3 kms/hour. These cars became popular and by 1865 could be frequently espied on the roads. The next major leap forward occurred in 1885 when the four stroke engine was devised. Gottileb Damlier and Nicolas Otto worked together on the mission till they fell apart. Daimler created his own engines which he used both for cars and for the first four wheel horseless carriage. In the meanwhile, unknown to them, Karl Benz, was in the process of creating his own advanced tri-cycle which proved to be the first true car. This car first saw the light of the day in 1886. The season of experiments continued across the seas in the United States where Henry Ford began work on a horseless carriage in 1890. He went several steps forward and in 1896, completed his first car, the Quadricycle in 1896. This was an automobile powered by a two cylinder gasoline engine. The Ford Motor Company was launched in 1903 and in 1908 he catapulted with his innovations, he produced this model on a moving assembly line, thus introducing the modern mass production techniques of the automobile industry.His vehicle, Model T Ford to the pinnacle of fame. Continuing the modern car therefore comes from a long list of venerated ancestors, and its lineage will, hopefully grow longer as we progress!

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MAJOR PLAYERS IN INDUSTRY These are the companies that bring dream machines. This is where it all starts from; the bourgeoisie Maruti 800, the up market Astra, the stately Mercedes, the 'Indian' Indica, the racy Hero Honda, the TATA truck and the rest. The Hindustan Motors was the first vehicle manufacturing company to be set up in India and it is the same Hindustan Motors which manufactures both the sturdy Ambassador and the elegant Lancer, in association with Mitsubishi of course.

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Ashok Leyland BEML Daewoo Motors Fiat India Pvt Ltd General Motors Hindustan Motors Kinetic Engineering

Audi AG BMW DC Designs Force Motor Hero Honda Honda Motor Co. Lamborghini

Bajaj Auto Chevrolet Eicher Motors Ford Motors Hero Motors Hyundai Motors LML India

Mahindra Mitsubishi Motors Reva Electric Co.

Maruti Udyog Ltd. Nissan Motors Rolls-Royce Motor

Mercedes Benz Porsche Royal Enfield

San Motors

Scooters India Ltd

Skoda Auto India

Suzuki Motors

Swaraj Mazda Ltd.

Tata Motors

Terex Vectra Volvo

Toyota Kirloskar Motors Yamaha Motor

TVS Suzuki

AUTO FINANCE

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The twentieth century is the era of insta buys. Research indicates that 60% of the cars bought in the last decade were through finance. The consumer is besieged with so many offers that it becomes well nigh impossible for him to decide which is the best. Financial jargons like EMI, Hire Purchase and Lease further compound the problem. Will explain such terms, and look into the pros and cons of taking a loan. Included are financial schemes of leading banks and financial institutions.

AUTO INSURANCE There is danger at every corner when it comes to Indian roads, brand new vehicle, and it gets hit by someone who mistakes a highway for space, and his car for a space shuttle. Insurance can pay for your financial loss, at least. There are various insurance schemes; details about what are insured, the Comprehensive Cover, Third Party Insurance and much more.

ORGANISATION PROFILE
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Concorde motors (INDIA) limited
INTRODUCTION Concorde Motors is a 100% subsidiary of TATA Motors Ltd having fully integrated car dealership network of international standard at Bangalore, Chennai & Hyderabad, and Bangalore as corporate office, retailing the passenger car range manufactured by Tata Motors Limited – India’s Largest Automobile Manufacturer. Concorde motors geared with the objective to establish and operate auto retail dealership of international standards, its looking at creating an organization powered by performance and customer satisfaction. This organization has been tuned to focus on creating and implementing a set consistent business processes with the customer in mind, it was in August 1997 that Concorde Motors India Limited was chosen by the TATA fold. On the driver’s seat of Concorde Motors (India) ltd – India’s largest manufacturer of commercial producer of passenger vehicles. Concorde Motors (India) ltd is a 100% subsidiary of TATA Motors Ltd. From the very start of this race, our vision has been to establish ourselves as one of India’s leading integrated motor retail networks of TATA cars. To match speeds with of a conglomerate that has reached its pinnacle in the world of automobiles, was definitely a moment consider with pride. Today Concorde Motors have raced ahead and tuned ourselves with a fully integrated car dealership network that can match international standards Concorde are the exclusive driving force in south India for the retailing of the passenger car range manufactured by TATA Motors Limited have show rooms and service centers across Bangalore , Chennai and Hyderabad. Covering an area of 2, 52,674 square feet across all locations, apart from the leased properties have two integrated sites, two service centers and two body shops. The strife for Concorde Motors is to be a winner for our customers, all the way. This whole ambition to move ahead is to make passenger car customers have a reliable retail experience, where the focus is “customer satisfaction”
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and “relationship building” that’s what Concorde Motors engines are powered by.

Structure of ‘Concorde Motors’

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CORE VALUES
• • • •

Integrity Customer Focus Corporate Citizenship Passion for Car Industry.

Mission Statement

To achieve and maintain a position of market leadership in the Indian retail motor industry, built upon an organization that understands the customer’s needs and exceeds expectations at every moment of truth, creating trust and customer loyalty and in turn sustainable growth and value for our shareholders
The Concorde Way
• • • • •

Customer service of world class standard Consistent quality, continuously improved Commitment to deliver the promise, to customers, principals and shareholders Care for our colleagues, a culture of teamwork Code of ethics without compromise

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Awards

Click image to view

Overall Vehicle Sales Bangalore (2005 - 06)

Click image to view

Overall Accessories Sales Bangalore (2005 - 06)

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TATA MOTORS
Introduction TATA Motors Limited is India’s largest automobile company, with revenue of rs 24,000 corers (USD 5.5 billion) in 2005-06. It is the leader by far in commercial vehicles in each segment, and the second largest in the passenger vehicles market with winning products in the compact, midsize car and utility vehicle segments. The company is the world’s fifth largest medium and heavy commercial vehicle manufacturer. Over 3.5 million Tata vehicles are moving on Indian roads, since 954. Its manufacturing plant is located at Jamshedpur, Pune and Lucknow. The company’s 22000 employees are guided by the vision to be best in the manner in which it operates, best in the products delivers, the best in company’s value system and ethics. Tata Motors established in 1945, Tata Motors presence indeed cuts across the length and breadth of India. Close to 4 million Tata vehicles fly on Indian roads, since the first rolled out in 1954. The company’s manufacturing base is spread across Jamshedpur, pune and Lucknow, supported by a nation-wide dealership sales, services and spare parts network comprising over 2000 touch points. Tata Motors, the first company from India’s engineering sector to be listed in the New York stock exchange (September 2004), has also emerged as a global automotive company. In 2004, it acquired the Daewoo commercial vehicles company, Korea’s second largest truck maker. The rechristened Tata Daewoo commercial vehicles company has already begun to launch new products. In 2005, Tata Motors acquired a 21% stake in Hispano Carrocera, a reputed Spanish bus and coach manufacturer, with an option to acquire the remaining stake as well. Hispano’s presence is being expanded in other markets. In 2006, it has formed a joint venture with the Brazil-based Marcopolo, a global leader in body building for buses and coaches, to manufacture and assemble fully-built buses and coaches. Tata Motors and the fiat group have recently signed a memorandum of understanding to establish an industrial
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joint venture in India to manufacture passenger Vehicles, engines and transmissions for the Indian and overseas markets; Tata Motors already distributes and markets fiat branded cars in India. These acquisitions will further extend Tata Motors global footprint, established through exports since 1961. The company’s commercial and passenger vehicles are already being marketed in several countries in Europe, Africa, the Middle East, Australia, and south East Asia. It has assembly operations in Malaysia, Kenya, Bangladesh, Ukraine Russia and Senegal. With 1400 engineers and scientists, the company engineering research centre, established in 196 has enabled pioneering technologies and product. The company today has R&D centers in pune, Jamshedpur, luchnow, in India, and in South Korea, Spain, and the UK. The pace of new product development quickened. In 2005, Tata Motors created a new segment by launching the Tata Ace, India’s first indigenous developed mini-truck. The years come will see the introduction of several other innovative vehicles, all rooted in emerging customer needs. Besides product development R&D is also focusing on environment-friendly technologies in emissions and alternative fuels. Through its subsidiaries, the company is engaged engineering and automotive solutions, construction of equipment manufacturing, auto finance, automotive vehicle components manufacturing and supportive chain activities, high-precision tooling and plastic and electronic components for automotive and computer applications, and automotive retailing and service operations. Due to the traditions of the Tata Group, Tata Motors is committed in letter and spirit to corporate social responsibility. It is a signatory to the united nations global compact, and is engaged community and social initiatives on human rights, labor and environment standards in complain with the principles of the global compact simultaneously, it also plays an active role community development, serving rural communities adjacent to its manufacturing locations.

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PRODUCT PROFILE

Indica V2

Uniquely styled and innovatively packaged, the Indica is designed and engineered to meet the highest standards of international quality and also to stand up to the tough demands of Indian roads and weather conditions. Every feature of the car reflects a deep understanding of the Indian market and promises much more than any other car in its category. This indica is brought up by TATA MOTORS.
Indica Turbo

The new Indica V2 Turbo is the only car in the B segment to offer a Turbo charger. The car features a Turbo diesel engine that delivers an improved top speed and an enhanced output of 68PS @ 4500 rpm. While the increased torque of 130Nm @ 2500 rpm is the highest in its class. Apart from the changes in the engine, the car also features 14" wheels among other class leading features. It is available in 3-colour options including:
• • •

The exclusive Cherry Red color, which is available in the European market. The Indica V2 Turbo is available in DLG and DLX models, at an incremental cost to the consumers

Indica V2 Xeta

The new Indica Xeta. Its extra Efficiency Torque Advantage petrol engine delivers 12.4 kgm torques, for a smoother and more responsive drive. With instant pick up and fewer gear changes in stop-start city traffic. The technologically superior MPFI engine comes with a 32-bit microprocessor, and sports 12 sensors, including a knock control sensor to reduce damage from adulterated fuel.

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Its spacious cabin - the biggest in its class, seats three people comfortably in the rear, with ample elbow room and generous leg room. The luxurious beige interiors come as a standard feature

Indigo The Indigo is a comfortable, spacious, premium-feature sedan with classleading ride and handling characteristics in the midsize (C) segment and comes in four models of petrol and three models of diesel in six attractive colors. The Indigo petrol comes with an 85bhp engine, while the diesel version is the only vehicle in this class with a turbo-charged engine. An extended wheelbase helps maintain a compact overall length while delivering large interior space. After the success of the Indigo, and the realization by Tata Motors that there was a market for a car that has the luxury of a sedan and the utility and convenience of a multi-utility vehicle. The Marina has the power, safety and luxury of the Indigo — and a whole lot more boot space.

Indigo Marina

The Indigo Marina story started two years back with the launch of the luxury sedan from Tata Motors, the Tata Indigo. Owners of the Indigo were very impressed with its performance and build quality. In fact in a matter of two years, 50,000 Tata Indigos were on the road. There were however, a select group of people who wanted everything that came with the Indigo plus a little more space. So, company developed the Indigo Marina.

A car that has the luxury of a sedan and the utility and convenience of a

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multi-utility vehicle A car that does not compromise on power, safety and luxury. A car that has enough space to carry everyone and everything you've ever loved.

Safari Dicor

A 115 PS and 300 Nm Powerhouses… Designed to put maximum distance between you and civilization, this Direct Injection Common Rail (DICOR) Engine is an indigenously developed powerhouse. A 32-bit microprocessor electronically monitors and controls the fuel pressure, quantity and injection timing, making the engine extremely responsive and fuel efficient while keeping the emissions and NVH levels significantly low. With a power output of 115 PS and best in class torque of 300 Nm, Dicor hardly breaks a sweat offloading, climbing up steep inclines or zipping past landscapes.
Sumo Victa

Tata Sumo is an extremely rugged vehicle built to perform in the toughest of conditions. The Sumo is a combination of toughness and utility, ideal for long drives especially in tough terrain. A robust vehicle built for every conceivable road and climatic condition, the Sumo is perfectly suited for big families. It comes with various options (AC, power steering, central locking, etc) to suit different needs. Features include anti-roll bars at both the front and rear end (for added stability), and a fivespeed, 'synchromesh' gearbox with overdrive. The 90-bhp turbo-charged option makes it the most powerful multi-utility vehicle in its class. Its design is suited for driving comfort and convenience even on long distance with spacious legroom and headroom, specific attention has been given to the ergonomic positioning of controls.
Spacio Gold

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Tata Sumo is an extremely rugged vehicle built to perform in the toughest of conditions. The Sumo is a combination of toughness and utility, ideal for long drives especially in tough terrain.
Fiat

Tata Motors and Fiat have signed an agreement to cooperate on dealer network sharing which encompasses the sale of Fiat branded cars through Tata Motors outlets throughout India. Tata Motors will manage the marketing and distribution of the Fiat cars in India. Following this agreement, the Palio 1.2 Petrol EL PS & ELX , Palio 1.6 Sport & Adventure 1.6 Sport will now be available at all Concorde showrooms. Concorde motors undertake service & spare Parts of all Fiat Products i.e. Palio, Petra, Adventure & Uno.

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SWOT ANALYSIS
Strengths :

 CONCORDE MOTORS is 100% subsidiary of international standard of TATA MOTORS.  CONCORDE MOTORS is having broad based structure.  It is having highly efficient and dedicated employees in its nest.  It is having well diversified and quality products.  The company is having brand image in the market.  It is having large number of customers throughout the country.

Weakness :

• CONCORDE MOTORS is having high attrition rate. • Company is not much expanded in other parts of the country. • Company is suffering from problem of space at the working environment.

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Opportunities:

• Company can catch potential customers by introducing new and innovative products. • Company can take major portion in the market by near future.

Threats ;

• High competition in the market, so the company is facing heavy competition. • Company will face threat from the innovative products of the company.

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Data classification and tables
Table 1.

Classification of data of employees Duration of work in Concorde Motors

Particulars

No of respondents

Percentage

Below 6 months

5

20

6 months to 1 year

7

28

1 year to 3 years

4

16

More than 3 years

9

36

Total

25

100

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Graphical representation of table 1:

1 2 3 4

Table 2:
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Mode by which employees recruited

particulars

frequency

percentage

cold calling

0

0

Employee referral

36

72

Natural market

6

12

others

8

16

total

50

100

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Graphical representation of table 2:

1 2 3 4

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Table 3:

Best way of recruitment

Particulars cold calling Employee referral Natural market Others

frequency 0 28 16

percentage 0 56 32 4

2
50

Total

100

Graphical representation of table 3:
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1 2 3 4

Table 4:

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Problems at the time of recruitment

Particular

Frequency

Percentage

Salary

24

48

Job profile

12

24

Educational qualification

4

8

Others

10

20

Total

50

100

Graphical representation of table 4:
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1 2 3 4

Table 5:

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Company’s recruitment process is adequate or not

Particulars

Frequency

Percentage

Yes

44

88

No

6

12

Total

50

100

Graphical representation of table 5:

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1 2

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Table 6:

Problem of location / language

Particulars Yes

Frequency 46

Percentage 92

No

4

8

Total

50

100

Graphical representation of table 6:

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1 2

Table 7:

Reasons of employees to leave job

Particulars

Frequency

Percentage

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Job pressure Better pay Insufficient training Others Total

12 28 2 8 50

24 56 4 16 100

Graphical representation of table 7:

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1 2 3 4

Classification of data of top level executives
Table 1:

Objection faced at the time of recruitment

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Particulars Already working in some company Lacking experience Objection with package Others Total

Frequency 14

Percentage 28

0 24 12 50

0 48 24 100

Graphical representation of table 1:

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1 2 3 4

Table 2:

Most effective way of recruitment

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Particulars Employee referral Job adds Web sites Tele calling Others Total

Frequency 38 12 0 0 0 50

Percentage 76 24 0 0 0 100

Graphical representation of table 2:

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1 2 3 4 5

Table 3:

Reasons for leave the job
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Particulars Job pressure Better pay Insufficient training Others

Frequency 10 28 0 12

Percentage 20 56 0 24

Total

50

100

Graphical representation of table 3:

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1 2 3 4

Table 4:

Attrition in the company

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Particulars

Frequency

Percentage

Average

32

64

Below average

10

20

Bad

8

16

Total

50

100

Graphical representation of table 4”

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1 2 3

Table 5:

Most effective way to retain employees
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Particulars

Frequency

Percentage

More package

12

24

Better perks & incentives

38

76

Effective training

0

0

Others

0

0

Total

50

100

Graphical representation of table 5:

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1 2 3 4

Table 6:

Strategy of recruiting employees who quit the job

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Particulars

Frequency

Percentage

Job adds

32

64

Employee referral

10

20

Natural market

8

16

Others

0

0

Total

50

100

Graphical representation of table 6:

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1 2 3 4

Table 7:

Location wise recruitment
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Particular Anywhere in the country

Frequency 16

Percentage 32

Region wise Others Total

34 0 50

68 0 100

Graphical representation of table 7:

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1 2 3

Table 8:

Adequacy of recruitment process

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Particulars

Frequency

Percentage

Yes

34

68

No

16

32

Total

50

100

Graphical representation of table 8:

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1 2

Table 9:

Problem of data base finding
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Particulars

Frequency

Percentage

Yes

14

28

No

36

72

Total

50

100

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Graphical representation of table 9:

1 2

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Table 10:

Scrutiny of documents

Particulars Manual Electronic mode Others Total

Frequency 44 6 0 50

Percentage 88 12 0 100

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Graphical representation of table 10:

1 2 3

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Findings

The findings and suggestions of my project are entirely based on the response of the employees through the methods of questionnaire.

Overall findings of the project-

 Competition among different branches-

There is an intense competition in today’s world for any company or industry so there lays the competition among different branches of the same company to reach highest sales and revenue.

 Limited areaCONCORDE MOTORS is having its offices in selected areas of Bangalore; there are only 3 branches in Bangalore it’s a problem for customers to operate at the time of purchase.

 Competition from other players in the fieldCONCORDE MOTORS, though it is a 100% subsidiary dealer of TATA MOTORS it is facing intense competition from other dealers of TATA cars like ‘prerana’,’ manipal’ etc. and it is facing severe competition from other dealers like RNS Motors, Dahkshin Honda, Mondovi Motors etc

 High attrition rate-

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CONCORDE MOTORS is facing high attrition rate because of heavy competition, heavy work, employees not satisfied with salary etc but this is one of the major findings of this company if there is too much turn over in the company it cant achieve higher productivity and amount spent on those employees will be waste.

 No branches in other citiesCONCORDE MOTORS does not have branches in other cities except in Bangalore, Hyderabad and Chennai. This is one of the major drawbacks of this company. If it expands its branches in other cities it can beat its own records.

 Problem of spaceThere is a problem of space in the office it’s not spacious enough to move around at time of work.

 Preference only for local candidates In CONCORDE MOTORS there is much scope for local candidates it’s not giving much scope for out side Bangalore people. So company is missing so many talented people from different regions.

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Suggestions
 It should introduce some creative ideas for recruitment like,

• Data base buying from community organization such as Rajastani association. • Mahila samaj program, to attract female candidates. • Company should give job ads in job fair, management fest to tap students. • Business opportunities in office to up to date the knowledge of employees. • Fish bowl’s or suggestion box in prominent places like trade fairs, exhibitions etc. • More employment exchange tie ups. • FM radio jingles for recruitment • SMS campaign to all mobile holders. • Pop up in local websites on business opportunity. • Telecalling by appointing tele-callers

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 Company should introduce recreation facilities, management games in order to retain new employees.  Company should expand by opening its branches in other cities other than Bangalore, Hyderabad Chennai.  More advertisement campaign for its products.  Company’s strategies should be different from its competitors towards employees and for its products too.

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CONCLUSION

Al over India, the automobile industry is growing very fast. Cutting edge of services which can enrich customer satisfaction. In today’s world, new trends will attract the customers very soon, so the players in this industry have to be very cautious about the latest developments in the market. As far as CONCORDE MOTORS is concerned it can start through its excellent support and aggressive marketing style. CONOCRDE MOTORS has bagged a noticeable increase in the market share. Recruitment is a vital work for the company, because those who recruited bring business to the company. However there are some areas where the company is not at the top-most position but is gearing up and is committed to acquire that spot.

QUESTIONNAIRE For Employees

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Topic: “ Recruitment process”
Dear sir/ Mam, I am RANJINI C.G student of RICM Bangalore, conducting a research on “Recruitment process”. I assure you that all information would be kept confidential and used purely for research purpose. The findings of the research will not be presented to any external agency.

Name Age Designation

: : :

Tenure in the company : Mode of recruitment :

1. How long been you are working in “Concorde Motors”? a. Below 6 months b. 6 months to one yr c. 1 yr to 3 yrs d. More than 3 yrs ( ) ( ) ( ) ( )

2. By which mode you have been recruited by “Concorde Motors”? a. Cold calling ( ) b. Employee referral ( ) c. Natural market ( ) d. Others -----------------------------------------------

3. What according to you is the best way to be recruited? a. Cold calling b. Employee referral c. Natural market RICM ( ) ( ) ( ) 79

d. Others ------------------------------------4. What is the problem that you face at the times of recruitment? a. Salary ( ) b. Job profile ( ) c. Educational qualification ( ) d. Others --------------------------------------------------5. Whether the recruitment process adopted by the company is adequate? a. Yes b. No ( ) ( )

6. Is there any problem of location / language? a. Yes b. No ( ) ( )

7. What are the reasons of employees to leave the job? a. Job pressure ( ) b. Better pay ( ) c. Insufficient training ( ) d. Others------------------------------------------------------

8. Your suggestions regarding “Recruitment Process “in the company? ---------------------------------------------------------------------------------------------------------------------------------------------

QUESTIONNAIRE For top Executives Topic : “ Recruitment Process”
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Dear Sir/ Mam, I am RANJINI C.G student of RICM Bangalore, conducting a research on “Recruitment process”. I assure you that all information would be kept confidential and used purely for research purpose. The findings of the research will not be presented to any external agency.

NAME Age Designation Tenure in the company Mode of recruitment

: : : : :

1. What is the objection that you faced most often in recruiting employees? a. Already working in some automobile company b. Lacking experience c. Objection with package d. Others ------------( ) ( ) ( )

2. What according to you is the most effective way to recruit employees? a. Employee referral b. Job adds c. Web sites ( ) ( ) ( )

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d. Tele calling e. Others--------------

( ) ( )

3. How many employees left in the past two months? a. 0-4 ( b. 5-9 ( c. 10-14 ( d. 15 and above ( ) ) ) )

4. What were the reasons to leave the job? a. Job pressure ( ) b. Better pay ( ) c. Insufficient training ( ) d. Others------------

5. How is the attrition rate in your company? a. Average ( ) b. Below average ( ) c. Bad ( )

6. What according to you would be most effective to retain employees? a. More package ( ) b. Better perks and incentives ( ) c. Effective training ( ) RICM 82

d. Others---------

7. What is the strategy of recruiting employees who quit the job within 2 a. Job adds ( ) b. Employee referral ( ) c. Natural market ( ) d. Others ( )

months?

8. While recruiting, you will prefer location wise recruitment? how? a. Anywhere in the country b. Region wise c. Others ( ) ( ) ( )

9. Whether recruitment process adopted by the company is adequate? a. Yes b. No ( ) ( )

10. Are you finding any problems of database finding? a. Yes b. No ( ) ( )

11. How you scrutinize the documents at the time of recruitment? a. Manual ( ) b.Electronic mode ( ) c. Others------------------------------

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Bibliography

• Organization behavior- Ashwathappa
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Website:- www.concordemotors.com www.tatamotors.com

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