ORGANISATION PROFILE

In 1946 a young entrepreneur, K. M. Mammen

Mappillai, opened a small manufacturing unit where balloons, latex cast squeaking toys and
industrial gloves were manufactured in South India which quickly grew to become one of India's
biggest and respected companies. MRF established its first office at Chennai, Tamil Nadu, India.
Later they moved to manufacture tyres in 1961.

Backed by a superior R&D, MRF tyres are rolled out of six interdependent facilities,
which are built over 450 acres and with over 15,000 dedicated people. MRF has over 3000
strong dealer network with 180 offices. MRF manufactures the largest range of tyres in India and
is the market leader with the largest market share in almost every segment of the tyre industry
enjoys the highest brand preference for superior quality, appearance and wears ability. They
were the first tyre company in India to produce tyre formula for cars. They exports to more than
75 countries which comprises 30% of the total turnover of the company.

Since 1984, MRF Tyres has consistently been chosen as OEM fitment by almost every
major car manufacturer in India. Apart from tyres MRF also manufactures conveyor belts,
pretreads and advanced polyurethane paints. MRF is the only tyre company that manufactures
Pre-cured R Trading rubber.

The company's love for sports, especially Cricket, is well known. The MRF Pace
Foundation is synonymous with training and teaching the world's best fast bowlers. MRF's
involvement in motor sports in India is no less fervent. Its rallying team has won the prestigious
FIA Asia Pacific Rally Championships twice. Even in international championships MRF karting
tyres, homologated by FIA, is the preferred choice.
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Today MRF is into a league of its own with:

 A distribution network of over 2,500 outlets in India.

 Overseas offices in United Arab Emirates, Bangladesh and Vietnam
 Exports to over 75 countries worldwide
 6 manufacturing plants in India located in
 Tiruvottiyur in Tamil Nadu
 Arakonam in Tamil Nadu
 Kottayam in Kerala
 Ponda in Goa
 Medak in Andhra Pradesh
 Union Territory of Pondicherry
 Subsidiaries
 Funskool.
 MRF Pace Foundatation.
 MRF Racing.

VISION

The vision of MRF is to enrich and gratify the human race by providing them with
products and services that gives them satisfaction delight and amazement. The vision of the MRF
is to emerge as pre-eminent global players in the field of polymers and make India a global super
power in terms of technology and quality of life.

MISSION

MRF Ltd has well defined HR policies and a clear environmental safety and training. The
mission of MRF is that zero defect, zero break downs, zero accidents, zero pollution, and thereby
to have zero losses. In these emerging times when the performance standards are becoming more
stringent the MRF tyres are to be tested on the most torturous train for this purpose. MRF is
setting up trite track of its own.

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MRF TYRES LTD (KOTTAYAM UNIT)

MRF tyres Ltd, Kottayam is one of the most modern plants with 6 lakh sq. feet built-up
area, that setup on 1969 at Vadavathoor, about 7km away from Kottayam town in the state of
Kerala. Availability of intelligent and motivated labours, natural rubber pin large quantity
(Kottayam is a land of 3 L’s – Latex , Letters & Lake), cheap power tariffs, tax concession and
transportation facilities were the main reason behind the choice of Kottayam as the second
manufacturing facility of MRF.

Kottayam unit has four plants:

 Tube plant
 Tyre plant
 Maxing plant
 PCTR(Pre Cured Thread Rubber) plant

PRODUCTS

 Tyres
 Passenger Cars
 Radial Tyre Patterns
 Bias Ply Tyre Patterns
 Two Wheelers
 Motor Bikes Front
 Motor Bikes Rear
 Scooters Front
 Scooters Rear
 OTR
 Trucks / Buses
 Farm Services

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 LCV
 LCV Bias
 LCV Radial
 Tubes & Flaps
 Tubes
 Flaps
 Conveyor Belts
 Pretreads
 Paints & Coats

SERVICES

 T&S
 Tyredrome
 Tyre Maintenance
 MIDD

GLOBAL MARKET MAJORS

 Bridgestone
 Michelin
 Good year
 Continental
 Cooper
 Toyo
 Oksta
 Hanmkock
 MRF
 Shonahi

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COMPETITORS

 Ceat
 Apollo
 JK Tyres
 Modi
 Bridge stone
 Good Year

CUSTOMERS

 Suzuki
 Honda
 Mitsubishi
 Toyota
 Daewoo
 Hyundai
 General Motors
 Ford
 Fiat
 Mercedes

CERTIFICATION

 ISO 9001 : 2000

 ISO TS : 16949
 ISO 14001 : 1996
 CQC

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AWARDS AND ACHIEVEMENTS

 Voted among the Top 10 leading corporate groups by the Far Eastern Economic Review
 Voted as one of India's most admired Marketing Companies by A & M, a leading
Advertising and Marketing journal
 No. 1 award for Customer Satisfaction by J.D. Power Asia Pacific for 2001 & 2002
 Most ethical company in India by Business World, a leading business magazine
 Voted the “Most Trusted” tyre company in India by TNS 2006 global CSR study
 CAPEXIL for exports.
 Visvesvaraya Award for the Best Business House in SI.

DIFFERENT DEPARTMENTS IN MRF KOTTAYAM

 Production
 Quality assurance
 Engineering
 Plant Purchase
 Shipping Despatch
 HR Development
 Safety

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STUCTURE OF HUMAN RESOURCE DEPARTMENT

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FUNCTIONS OF HR DEPT IN MRF

 Recruitment and selection

 Training
 Wages and salary administration
 Performance evaluation
 Welfare activities
 Medical facilities
 Counselling Cell
 Canteen facilities
 Home Visit
 Voluntary Retirement Scheme
 Family Welfare Scheme
 Balavedi
 Free tyres & Tube Scheme
 Allowances
 Promotion and transfer
 Voluntary retirement scheme
 Time office
 File maintenance
 Disciplinary actions
 Other welfare activities
 Vehicle loan
 Educational loan
 Safety measures
 Reading facilities

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TRADE UNIONS

 MRF Employees union (CITU)

 MRF Employees Association (INTUC)
 MRF Employees Sang (BMS)

EMPLOYEES IN MRF

Management Staffs 262

Watchmen and firemen 51

Workers 1131

Temporary workers 368

Contract Workers 241

Total 2053

WORKING TIME

Three shifts are exist in the company.

1stShift – 7am to 3pm
2nd Shift – 3pm to 11 pm
3rd Shift – 11pm to 7am

The general shift is from 8.30 am to 4.30 pm.

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THEORATICAL FRAMEWORKS

RECRUITMENT AND SELECTION

Recruitment refers to the process of finding possible candidates for a job or function,
usually undertaken by recruiters. It also may be undertaken by an employment agency or a
member of staff at the business or organization looking for recruits. Advertising is commonly
part of the recruiting process, and can occur through several means: through online, newspapers,
using newspaper dedicated to job advertisement, through professional publication, using
advertisements placed in windows, through a job center, through campus interviews, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing
skills, computer skills. Evidence for skills required 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 numeracy and literacy. A candidate may also be assessed on
the basis of an interview. Sometimes candidates will be requested to provide a résumé (also
known as a CV) 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.

RECRUITING INTERNALLY OR EXTERNALLY

Internal Recruiting

Recruiting from among the existing workforce offers many advantages. Seeing your
employees at work on a day-to-day basis will enable you to evaluate their particular strengths
and weakness accurately and choose the most suitable person for the position. When the
company recruits from within the organization the employees will feel important and highly
valued since it appears that the organization immediately turns to them whenever a vacancy
occurs. Their work rate and performance should improve as well as they will realize that

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increasing job opportunities are available to them if they are industrious and successful at their
jobs. However any method has its own merits and demerits.

The most common internal sources of internal recruitment are:

 Personal recommendations
 Notice boards
 Newsletters
 Memoranda

Merits
 It improves the morale of the employees
 The employee is in better position to evaluate those presently employed than outside
conditions
 It promotes loyalty among the employees, for it gives them a sense of job security and
opportunities of advancement.
 These people are tried and can be relied upon

Demerits
 It often leads to inbreeding and discourages new blood from entering into an
organization.
 There are possibilities that internal sources may “dry up” and it may be difficult to find
the requisite personnel from within an organization.
 No innovation are made no new thinking so on new inputs which is very much essential
for the growth of the organization
 Usually promotions are based on seniority so the danger is that really capable hands may
not be chosen.

External Recruiting

When a company is involved in large expansions and is more oriented towards achieving
high growth and high market share, with more focus on quality of the product and high customer
satisfaction then it is inevitable for any organization to go for external recruiting. External

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recruiting is nothing but recruiting the people in your organization from outside the company. It
will help the company to make best use of other sources that are laying outside the organization

like for example campus recruits is an effective and efficient way of recruiting when a company
wants new minds that are more creative and go-getters for any task. If a company wants to
concentrate only on its core activities and wants to relieve the burden of the task of recruitment
then the more feasible option would be third party recruiting or recruitment process outsourcing
RPO. The experienced persons but unemployed can be recruited into the company which may
reduce the training cost if they are from same industry. Retired and experienced people can yield
more by enhancing their prior experience in new business situations. The sources for external
recruiting are:

 Word of mouth
 Notices
 Job centers
 Private agencies and consultants
 Education institutions
 The press
 Radio
 Television

Merits

 New entrant to the labor force i.e., young mostly inexperienced potential employee’s
fresh graduates or postgraduates can be taken and mould in accordance with company’s
culture.
 External recruiting results in best selection from the large sources
 In the long run this source proves economical because potential employees do not extra
training.
 Many different ways of recruiting is available.

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 The excess applications generated for current requirement may be utilized for future
vacancies.

Demerits

 Extra time is required by the people to adjust them selves to the present working
situations.
 If the recruiting is done from large source then it will be more time taking as the
applications generated are more and short listing becomes critical.
 Cost of recruiting will be comparatively more than internal recruiting.
 Sometimes it creates employee dissatisfaction as there may be mismatch between the
employee expectation with the company and the company’s expectation with the
employee.

SELECTION

The selection procedure is concerned with securing relevant information about the
applicant. The objective of selection process is to determine whether an applicant meets the
qualifications for a specific job and to choose the applicant who is most likely to perform well in
that job. The hiring procedure is not a single act but it is essentially a series of methods by which
additional information is secured about the applicant. At each stage facts, which came to light,
make the acceptance or rejections of the candidate clear.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:
 Someone should have the authority to select. This authority comes from the employment
requisition as developed by an analysis of the work-load and work force.

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 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 sufficient number of applicants from whom the required number of
employees may be selected.

PROCESS OF SELECTION

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PRELIMINARY INTERVIEW OR SCREENING

The initial screening is usually conducted by a special interviewer a high caliber receptionist
in the employment office. These interviews are short and are known as stand-up interviews. The
main objective of such interviews is to screen out undesirable/unqualified candidates at very
outset. The screening process therefore seeks to identify those applications that meet the basic
entry-level requirements applications that are therefore incomplete or do not meet the basic
appointment criteria are considered unsuccessful applications. In order to be fair and objective in
the screening of candidates, it is essential that a fixed set of valid criteria be applied in terms of
each and every candidate that applies for a position. Certain conditions should be met in relation
to the format and content of Application forms, Curricula Vitae (CV’s) and all other relevant
documentation.

SHORT-LISTING

After having completed the screening process and eliminated those applicants that do not meet
the basic requirements, the next objective should be to identify a manageable size (pool) of
applicants (a short-list) who are best suited to fill the position successfully and from whose ranks
the most suitable candidate(s) is/are to be selected. It is about identifying a manageable pool of
best suited candidates for a specific position, in the interest of the State, taking into account
Affirmative Action and Employment Equity objectives.

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 candidate at the preliminary level. Many companies
formulate their own style of application forms depending upon the requirement of information
based on the size of the company, nature of business activities, type and level of job etc. they

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also formulate different application forms for different jobs, at different levels, so as to solicit the
required information for each job.

PSYCHOLOGICAL TESTING

Test is defined as a systematic procedure for sampling human behavior. Tests are used in
business for three primary purposes.
 For the selection and placement of new employees
 For appraising employees for promotion potentials
 For counseling employees if properly used psychological tests can be of paramount
importance for each of these purposes.

Classification of Tests on the Basis Of Human Behavior

 Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn new
jobs or skills. They will enable us to know whether a candidate if selected, would be
suitable for a job, which may be clerical or mechanical. These tests may take one of the
following forms.

 Mental or Intelligence Test - measures and enables to know whether he or she has mental
capacity to deal with new problems.

 Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of
mechanical wok. This could help in knowing a person’s capability for spatial
visualization, perceptual speed manual dexterity, visual motor coordination or
integration, visual insights etc.

 Psychometric tests – these tests measures a person’s ability to do a specific job.

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 Achievement test

Also known as proficiency tests they measure the skill, knowledge which is
acquired as a result of a training program and on the job experience they determine the
admission feasibility of a candidate and measure what he/she is capable of doing.

 Tests for measuring job knowledge – this type of test may be oral or written. These tests
are administered to determine proficiency in shorthand and in operating calculators
adding machines dictating and transcribing machines and simple mechanical equipment.

 Work sample tests – demand the administration of the actual job as

a test. A typing test provides the material to be typed and notes the time taken and
mistakes committed.

 Personality tests

These tests aim at measuring those basic make up or characteristics of an

individual which are non-intellectual in their nature. In other words they probe deeply to
discover clues to an individual’s value system, his emotional reactions and maturity and
motivation interest his ability to adjust himself to the illness of the everyday life and his
capacity for interpersonal relations and self image.

 Objective tests – it measures neurotic tendencies self-sufficiency dominance submission

and self-confidence. These are scored objectively. They are paper and pencil tests or
personality inventors.

 Projective tests – it is a test in which a candidate is asked to project his own interpretation
into certain standard stimulus situation. The way in which he/she responds to these
stimuli depends on his own values, motives and personality.

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 Situation tests – these tests measures an applicant’s reaction when he is placed in a

peculiar situation his ability to undergo stress and his demonstration of ingenuinity under

pressure. Such tests usually relate to leaderless group situations, in which some problem
is posed to a group and its members are asked to reach some conclusion without the help
of a leader.

 Interest tests – these tests aim at finding out the types of work in which a candidate is
interested. They are inventories of the likes and dislikes of the people of some occupation
hobbies and recreational activities. They are useful in vocational guidance and are
assessed in the form of answers to a well prepared questionnaire.

INTERVIEWS

Interviews are a crucial part of the recruitment process for most organizations. Their
purpose is to give the selector a chance to assess the candidate and to demonstrate their abilities
and personality. It’s also an opportunity for an employer to assess them and to make sure the
organization and position are right for the candidate. An interview is an attempt to secure
maximum amount of information from candidate concerning his suitability for the job under
consideration. One to one interview, Informal interview, Panel of interviews, Direct planned
interview, Indirect and direct interview, Patterned interview, Stress interview, Depth interview,
etc are different types of interview.

BACKGROUND CHECKS AND ENQUIRIES

Offers of appointment are subject to references and security checks. The references given
in the candidate’s application will be taken up and a security check will be conducted.  Security
checks can take a while if the candidate has lived abroad for any period of time.

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FINAL SELECTION DECISION

Those individuals who perform successfully on the employment tests and the interviews,
and are not eliminated by development of negative information on either the background
investigation or physical examination are now considered to be eligible to receive an offer of
employment. For administrative purposes the personnel department should make the offer. But
their role should be only administrative. The actual hiring decision should be made by the
manager in the department that had the position open.

RECRUITMENT PROCESS OUTSOURCING (RPO’s)

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO)

when an employer outsources or transfers all or part of the staffing process to an external service
provider. The goal of starting an RPO solution is to achieve improvement in four areas: quality,
cost, service, and speed. A true or total RPO solution involves the outsourcing of the entire
recruiting function or process to an external service provider. This provider serves to provide the
necessary skills, tools, technologies, and activities to serve as their client's virtual "recruiting
department". This definition differs from occasional recruiting support often provided by many
temporary, contingency, and executive search firms. While these organizations do provide an
invaluable service, they do not qualify as RPO as it does not involve the outsourcing of the
recruiting process.

RPO providers utilize their inherent economies of scale along with heightened levels of
recruiting expertise that is expected within a company that does nothing but recruiting. The RPO
provider will typically have a large staff of recruiters, an extensive database of candidate

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resumes, and the established tools and networks needed to source for all types of positions.Costs
can be reduced because an RPO provider typically provides greater recruiting efficiencies with
best practice processes and improved sourcing techniques.

RECRUITMENT AND SELECTION IN MRF, KOTTAYAM.

Recruitment has been regarded as the most important function of Human Resource
Department, because unless the right types of people are hired the organization cannot achieve
its objectives. This is the second step in the process of procurement of the employee the first
being the manpower planning. MRF recruits the employees by internal and external sources of
recruitment. The company recruits within the organization through transfer, promotion, job
rotation, etc. MRF follows a tradition of selecting the relative of existing workers whenever a
vacancy arises. This helps to boost the morale of the employees and it increases their loyalty
towards the organization. It works as a motivational factor since the employees feel important
and highly valued since it appears that the organization immediately turns to them whenever a
vacancy occurs. The external sources used by the company are job centers, private agencies,
consultants, education institutions, and the advertisements in the press, radio, television,
websites, etc.

The selection process conducted at Kottayam unit for workers and management staff
includes written test, interview etc. the management is looking for the applicants who are
extrovert by nature with excellent command over English , Hindi and local languages with zeal
to work in an environment which requires extensive travelling.

WORKMEN

The selection process of workmen in MRF is as follows:

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 Application Blank
The first step is to give an application form to the company by the candidates. It
should contain the relevant data to analyse the candidate.

 Antecedent verification
In this step, the company shortlist the application received from various sources
based on the suitability for the requirement. The candidates should have some eligibility
to apply for the vacancy of workmen in MRF. The candidates should have a minimum
educational qualification of SSLC. Persons between the age group of 18 and 28 can only
apply. Candidate’s should a minimum height of 5.5” and weight of 54 kgs. The
application form fulfils these criteria are selected and the rest are rejected.

 Written Examination
The candidate’s posses the basic qualities can appear for a written test “WAAP”,
a psychometric test conducted by the company to know the behavior of the candidate.

 Medical and physical examination

After passing the test, the candidates have to appear for a medical and physical
examination to prove his fitness. The blood group testing is one among this examination.
Handicapped persons should not be selected.

 Reference letter

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The references given in the candidate’s application will be taken up and a security
check will be conducted. The management contact the reference persons and take the
feedback.

 Recommendation letter
The recommendation letter is also taken into consideration. If the candidate is the
relative of an existing employee, they can also produce recommendation letter.

 Selection Interview
Selection interview is the final interview by the manager of concerned area . It is
an opportunity for an employer to assess them and to make sure the organization and
position are right for the candidate. An interview is an attempt to secure maximum
amount of information from candidate concerning his suitability for that particular job.

 Selection List
Those individuals who perform successfully on the employment tests and the
interviews are now considered to be eligible to receive an offer of employment. Offer
letter will be mailed to the candidates at this stage.

 Appointment.
The candidates who are interested to join will come and signed the agreements to
became the employee of MRF.

MANAGEMENT STAFF

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 Applications invited
After the man power planning, the company invited the candidates to fill the
vacancy through the advertisement in media, informing existing employees, etc. The
educational qualification requires to apply as a staff is under-graduation.

 Written examinations
 Technical Test
The candidates have to attend a technical test which is based on
academics. The candidates who scores more than 60% are selected and the
else are rejected.
 IQ Test
The candidates who pass the technical test have to attend an IQ test to
prove their knowledge in English, maths, etc.

 Personality Profiling
It  is a means of measuring an individual’s personality in a particular situation.
Profiling provides a snapshot view of the preferred behaviour that comes subconsciously
to most people. This is the behaviour with which they are ‘comfortable’ and can sustain
for long periods of time. This behaviour is social and intellectual – not physical. The
means by which this behaviour is measured is a questionnaire which asks the candidate to
choose behaviour most and least they like. The results from this questionnaire provide a
personality profile of the respondent.

 Day Plan Personal / Official

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In this test, a list of activities is given to the candidates and they have to plan their
day in most appropriate and effective way. It is a unique selection process of MRF.

 Group Discussion
In group discussion they are searching for:
 Relationship
 Involving others into discussion
 Emotional maturity
 Emotion reaction
 Response to others comment
 Outgoing
 Open your mouth
 More points on number of instances

 Assertiveness
 Express honest thoughts
 Opposed by others - without hurting them
 Planning
 Clarify of thoughts
 Able to see information
 Conflict management
 Articulation of thoughts when opposed by others
 Consensus

 Personal interview
Personal interview is the final interview by the manager. It is an opportunity for
an employer to assess them and to make sure the organization and position are right for
the candidate. An interview is an attempt to secure maximum amount of information
from candidate concerning his suitability for that particular job.

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 Selection
Those individuals who perform successfully on the employment tests and the
interviews are now considered to be eligible to receive an offer of employment.

 Probation period
The selected candidates will then undergo training for a period of 6months. After
this period they will be appointed as prentices for a time period of 1 to 1 ½ years. Then
they will be put on problem for 6 months after which they will be confirmed and made
permanent.

The company wants to concentrate on its core activities so they relieve the task of
recruitment to Celebras, a Recruitment Process Outsourcing Company for the recruitment of the
employees. The RPO recruits employees according to the company’s policies and procedures.

CONCLUSION

MRF is one of the respective companies in India. They follow an effective

process of recruitment and selection. Celebras, the Recruitment Outsourcing Firm helps
to achieve improvement in quality, cost, service and speed in the recruitment process.
They maintain a unique recruitment process including psychometric test. The
management use both the internal and external source of recruitment. MRF is success in
selecting right person for the right job.

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BIBLIOGRAPHY

 Human Resource And Personnel Management By K. Aswathappa

 www.mrftyres.com
 www.recruitment.naukrihub.com
 www.mbaguys.net

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