INTRODUCTION

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Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. Certain influences constrain managers in determining

recruiting sources such as image of the organisation, internal policies,

attractiveness of the job, union requirements, government requirements and

recruiting budgets.

Popular sources of recruiting employees include internal search,

advertisements, employee referrals, employment agencies, schools, colleges and

universities; professional organizations and casual or unsolicited applicants. In

practice, recruitment methods appear to vary according to job level and skill.

Proper selection can minimize the costs of replacement and training, reduce

legal challenges, and result in more productive workforce. The primary purpose

of selection activities is to predict which job applicant will be successful if

hired. During the selection process, candidates are also informed about the job

and the organisation.

The discrete selection process would include the following: initial screening

interview, completion of the application form, employment tests,

comprehensive interview, background investigations, physical examination and

final employment decision. In the discrete selection process, an unsuccessful

performance at any stage results in the rejection of the applicant.

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An alternative to the discrete selection process is the comprehensive approach,

where all applicants go through every step in the selection process and the final

decision is based on a comprehensive evaluation of the results of each stage. To

be an effective predictor, a selection device should be reliable, valid and predict

a relevant criterion.

Selection devices provide managers with information that will help them predict

whether an applicant will prove to be a successful job performer. The

application blank is effective for acquiring hard biographical data, while the

weighted application can provide information for predicting job success.

Traditional tests that assess intelligence, abilities and personality traits can

predict job proficiency but suffer from being non-job related. On the other

hand, interviews consistently achieve low marks for reliability and validity.

Background investigations are valuable when they verify hard data from the

application, although they offer little practical value as selection devices.

Physical examinations are valid when certain physical characteristics are

required to be able to perform a job effectively.

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 RECRUITMENT

Recruitment and selection are the most important functions in an

organization because with the help of these functions the management selects

the best available candidate from a batch of them. The organizations, in this

growing competitive world, need to have the best of the manpower so as to have

an edge over its competitive.

According to Flippo, "Recruitment is the process of searching for

prospective employees and stimulating and encouraging them to apply for jobs

in an organization."

In the words of Yoder,"Recrutiment is a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ

effective measured for attracting that manpower in adequate numbers to

facilitate effective selection of an efficient working force."

The recruitment needs can be classified into-

 Planned.

 Anticipated.

 Unexpected.

Planned need arise from changes in the organization and retirement policy.

These occur due the expected changes in the organization so the management

can make a proper policy for it.

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 Anticipated need refer to the movements in personnel which an organisation

can predict by studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

 Recruitment is a process or a series of activities rather than a single event.

 It is a linking activity as it brings together the employers and employees.

 It is positive process because in this activity the employers want to have

the maximum number of job seekers so as to have a wider scope for

choice ultimately leading in spotting right persons for job.

 It is an important function as it makes it possible to acquire the number

and type of persons required for the effective functioning of the

organization.

 It is an on going function in all the organizations, but the volume and

nature of recruitment varies with the size, nature and environment of the

organization.

 It is a complex process because a number of factors affect it --the nature

of the job offered, image of the organization, organizational policies,

working conditions etc.

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 SOURCES OF RECRUITMENT:

The various sources of recruitment are -

 Internal Sources: Include-

 Present Employees who can be transferred or given promotions.

 The retired and retrenched employees who want to return to the company.

 Dependents and relatives of the deceased and disabled employees.

 External Sources: Consist of-

 Press advertisements.

 Campus Interviews.

 Placement Agencies.

 Recommendations.

 Recruitment at factory gate.

 Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of

DIL is diversified. It needs persons who have knowledge of use, processing

of natural ingredients of number of varied products, technical know-how of

latest industrial technical knowledge, and computer applications to

pharmaceutical industry to manual workers. The importance of the process

could be understood that the present work force of DIL is 2,500 employees.

Hence, the recruitment and selection procedure should match the

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complexities of the need and at the same should commensurate with the

complex need of the organization.

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 SELECTION

Selection is the process of choosing the best candidate out of the

all the applicants. In this process, relevant information about the

applicants is collected through a series of steps so as to evaluate their

suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job

so that the candidate can be entrusted with the task that matches with his

credibility.

It is a process of weeding out unsuitable candidates and finally identifying the

most suitable candidates.

This process divides the candidates into two categories-the suitable ones and

the unsuitable ones. The suitable people prove to be the asset for the

organization. Selection is a negative process because in this process the

management tries to minimize the number of people at each step so that the

final decision can be in the light of all the factors and at the end of it best

candidate is selected. Selected candidate the has to pass through the following

stages-

 Preliminary Interview.

 Application Form.

 Selection Test.

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 Selection Interview.

 Physical Examination.

 Reference Check.

 Final Approval.

 Employment.

Preliminary Interview is the initial screening done to weed out the

undesirable candidates. This is mainly a sorting process in which the

prospective candidates are given the necessary information about the nature

of the job and the organization. Necessary information about the candidate is

also taken. If the candidate is found suitable then he is selected for further

screening else he is dropped. This stage saves the time and effort of both the

company and the candidate. It avoids unnecessary waiting for the candidate

and waste of money for further processing of an unsuitable candidate.

Application Form is a traditional and widely used device for collecting

information from candidates. This form asks the candidates to fill up the

necessary information regarding their basic information like name, address,

references, date of birth, marital status, educational qualifications,

experience, salary structure in previous organization and other such

information. This form is of great help because the scrutiny of this form helps

to weed out candidate who are lacking in education, experience or any other

criterion provided by the organization. It also helps in formulation of

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questions, which will be asked in the interview. These forms can also be

stored for future references thus maintaining a databank of the applicants.

Selection Tests are being increasingly used in employee selection. Tests are

sample of some aspect of an individual's attitudes, behavior and performance.

It also provides a systematic basis for comparing two or more persons. The

tests help to reduce bias in selection by serving as a supplementary screening

device. These are also helpful in better matching of candidate and the job.

These reveal the qualifications, which remain covered in application form

and interview.

Selection Interview involves the interaction of the employer and the

employee. Selection involves a personal, observational and face-to-face

appraisal of candidates for employment. It is an essential element of the

selection procedure. The information obtained through application form and

test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through

Physical Examination either by the company's physician or the medical

officer approved for the purpose. The main aim is to ensure that the candidate

is physically fit to perform the job. Those who are found physically unfit are

rejected.

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The next stage marks of checking the references. The applicant is asked to

mention in his application form the names and addresses of two or three

person who know him well. The organization contacts them by mail or

telephone. They are requested to provide their frank opinion about the

candidate without incurring a liability. The opinion of the references can be

useful in judging the future behaviour and performance of a candidate.

The executives of the concerned departments then finally approve the

candidates short-listed by the human resource department. Employment is

offered in the form of an appointment letter mentioning the post, the rank, the

salary grade, the date by which the candidate should join and other terms and

conditions in brief. Appointment is generally made on probation of one or

two years. After satisfactory performance during this period the candidate is

finally confirmed in the job on permanent basis or regularized.

Selection is an important function as no organization can achieve its goals

without selecting right persons for the required job. Faulty selection leads to

wastage of time and money and spoils the environment of an organisation.

Scientific selection and placement of personnel can go a long way in building

up a stable workforce. It helps to reduce absenteeism and labour turnover.

Proper selection is helpful in increasing the efficiency and productivity of the

enterprise.

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Honda India Ltd. selects the future employees keeping everything in mind right

from the qualification of the employees to the future prospects-both of the

organisation and the employees.

The first step involves the filling up of Manpower Indent Form. This form is

filled up by the department, which is having the vacancy. The form consists of

various questions which are to be answered like if the current vacancy is a

replacement vacancy, its reason is to be specified -the factors which resulted it

like death, retirement etc.

The department is required to give the qualifications that the future candidate

should possess.

In the next step, this form is given to the Human Resource (HR) department;

this department sees if the position can be filled through internal sources. The

internal sources can be transfers, promotion etc. In the case of internal sources,

the recommendations of the employees are not taken into consideration. If the

HR department does not find suitable candidate within the organisation then this

department has to give reasons for it. The form then goes to the Corporate HR

for its approval.

When the suitable candidate is not available within the organisation, the

organisation then moves to the outside world for filling up the vacancies.

If the number of employees required is large then the company has in its

consideration three ways-

 The Data bank of the organisation.

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  Advertisements.

 Contacting large consultants.

The company maintains a databank of the candidates, which is used when the

number of vacancies to be filled up is large. The sources of databank can be the

qualified candidates who had applied in the organisation earlier but due to some

reasons could not join the organisation.

Advertisements are the second big source to attract the candidates. These are

having much larger scope and reach to a number of people. The qualifications

required by the organisation and the criteria could be described in detail.

Large number of consultants also constitutes a big source. Many people register

themselves with these consultants and they act as a bridge between the

organisation and the candidates. The consultants provide the company required

details about all criteria. These consultants are fixed for the organisation, which

are chosen on the basis of their performance. In case of overseas recruitment it

is checked whether their Indian counterparts can perform the job efficiently or

not. If need arises then they are also taken through consultants.

But if the number of vacancies is very small then the organisation takes the help

of the local consultants.

The candidates are then required to fill up the Application Form. This form

requires the candidate to fill the details regarding the previous employment, if

any and his personal data. The form is having details regarding like the marital

13
status, organisation structure, the position held by the candidate, his salary

structure, the top three deliveries to the organisation that proved to be beneficial

to the organisation, career goals, his strengths and weaknesses etc.

After the application form has been duly filled and submitted, the selection

process starts wherein the candidate has to pass through various stages and

interview. The interview panel consists of the persons from Corporate (HR),

and other persons including the executives from the department for which the

vacancy is to be filled.

The selected candidates are then short-listed. The short listed candidates are

then given priority numbers; this is due to the reason that sometimes the

candidate who is having first priority is unable to join the organisation due to

some reasons then in that case the candidate next in the priority list is given

preference. The candidate has to under go medical examination and his

credentials are verified.

After qualifying these stages, the candidate is then absorbed in the organisation

and explained his/her duties. This phase marks the end of the selection

procedure.

Honda Motors Ltd. also performs Campus interviews as and when the need

arises. The esteemed organisation also provides apprentice training-wherein the

organisation trains the people in the working of the organisation and gives then

stipend. If these trainees are found useful to the organisation then they are

14
absorbed in the organisation else they are given certificate so that they can show

this as an experience and get a job elsewhere.

15
 RECRUITMENT AND SELECTION IN HONDA

HIERARCHY OF HONDA

Mrs. Vandana Bhargava Deputy

dDirector
Mr. U.K. Bose CEO

Mr. Samir Bhargave Controller

Mr. Kapil Kaul C.G.M. Capt. S.P.S. Sandhu Manager Personal

(M&S) C.G.M. (Operations)

Mr. Manchanda Mr. Roshan Nowroj Mr. Sanjay Kumar

G.M (North) G.M. (South) Commercial Mrg.

R.S.M.
Delhi Manager Manager International Manager
FFP Department MRTG. CSC & Automation

Manager
Sales
Deputy Product Brand
Manager Sales Manater Manater

Asst. A.S.M. A.S.M.

Manager Sales Delhi Delhi

Senior Officer Senior Senior

Sales Officer Officer

Officer Officer
Officer Sales

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HRM in the vehicle Industry

When we talk of human resource management, we have in our mind a variety of

things. These include:

 Training

 Skill development and up-gradation of knowledge and skills of the

employees.

 Motivating the employees,

 Effective utilization of the employees skills and capabilities

 Attracting the personnel and their retention

 Wages, salaries and rewards and

 Monitoring and controlling the employees performance

These aspects of human resource management and development are essential

for every sector but in the case of tourism, they have a special significance.

This is because tourism is a service industry and here the customer is not only

buying a service or a product but he is also experiencing and consuming the

quality of service which is reflected in the performance of the person involved

in the production and delivery of the service. Since what is marketed here is a

relationship between the customer and the producer of services, the importance

of human resources becomes vital for the success of the business. Generally, in

such service operations the emphasis has been on courtesy and efficiency and it
17
is assumed that the service in tourism is all smiles and effective communication.

However, with the changing nature of tourism and growing special sation only

smiles, communications skills and courtesy will not serve the purpose. For

example, a guide may be very good in communication but unless he or she is

equipped with knowledge and information related to the monument or the city,

he or she will not be able to perform quality service. Similarly, a driver may be

very good at driving but unless he knows the roads and addresses of the city,

only his driving capabilities will be of no help in providing quality service. And

we must remember here that tourists, whether foreign or domestic, are

increasingly becoming more demanding as regards quality of service.

Generally, human resource management, planning and development in tourism

have to be taken at both macro as well as micro levels. At the macro level, one

takes into account the educational and training infrastructure available in a

country and the efforts initiated by the ICAO. This also includes the efforts

initiated by the private sector. At the micro level, one takes into account how

best individual organizations plan and manage their human resources V S

Mahesh, formerly Vice President (Human Resources) with the Taj Group of

Hotels, is of the opinion that two central features common to all sectors of the

tourism industry must be considered in this regard:

1) The concept of Moments of Truth (MOT), and

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2) MOT’s relationship to the attainment of service excellence in an

organization.

Jan Carlzon has defined MOT “as an intention between a customer and

an organization, which leads to a judgement by the customer about the

quality of service received by her or him”. In tourism industry, 95% of

the MOTs take place between customers and the front line staff and

most of the time they are not visible to the management. For example,

how a hotel receptionist is handling the customers or how an escort is

conducting the tour is not visible to the management. Yet, the tourist’s

experience of the holiday is dependent on how the staff manning such

services has treated him or her. Mahesh has pointed out that in case of

negative experiences, only less than five percent cases get reported to

the management by the customers and hence according to him the

crucial questions is “are human beings capable of doing their job

correctly, willingly and with a smile, when they know that their

management is most unlikely to be able to see or hear them, let alone

bear of their failure to do so”? This puts additional on the human

resources management factor in the tourism industry. Certain

organizations, companies and even destinations are known for their

hospitality and are even termed as service leaders in their areas of

operations. Researches conducted by various scholars in this area show

19
that they have achieved this, status, through effective human resource

management in their organizations. According to Gail Cook Johnson

these companies have applied the principal of empowerment to all

employees. This empowerment is manifested in the way that

companies:

 Are highly focused and consistent in everything they do and say in relation

to employees,

 Have manager who communicate with employees

 Facilitate, rather that regulate, their employees response to customers

 Solicit employee feedback about how they can do things better

 Stress the importance of team work at each level of the organization and

 Plan carefully the organization’s recruitment and training needs.

These companies give less emphasis on hierarchy and formal relationship

rather; they adopt flat organizational structure in terms of span of control.

Johnson further states that these service leaders can be recognised for:

 Their unfailing commitment to service principles,

 Their investments in people to ensure staffing competence,

 A management philosophy which stresses communication a proactive

orientation and employee feedback and

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 A dedication to teamwork

In fact, human resource management and customer’s care/expectations

management are inter related area in the area of tourism. Sarah Mansfield has

identified four key principles in the development of customer care within

companies. These according to her are

1) Customer care ‘starts at the top’ was meaning that commitment to the

principle of customer care must emanate from senior management levels

within an organization. Successful management’ is not only about the

right management style but also an attitude, ethos or culture of the

organization which overrides the management techniques used, such that

in the absence of other instructions these values will dictate how an

employee will behave.

2) ‘Customer care involves everyone’ within the organization. It is not just

about front-line staff. The contrary view ‘only services to reinforce the

electricians’ or administrators, opinion that the standard of service they

give in support of the front-line staff is not important. How can cleaners

do the right job unless they fully appreciate their customer’ needs and the

importance of their role? High standards of customer care cannot be

achieved by ignoring seasonal, part time or voluntary staff that represents

the face of the business to many customers.

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3) ‘Care for your staff and they will care for your customers. Too often

organizations look first to the customer, whereas the emphasis should be

placed on the staff. Improving the experience of the staff encourages a

better service and a better experience for customers. More customers are

obtained thereby improving the climate in which management and staff

work. Investment and greater professionalism follow success and the

cycle of achievement is reinforced.’

4) ‘It’s a continuous’, meaning that ‘customer care is not a quick fix

Research but it long term plan’.

According to V S Mahesh “The nature, determinates and problem areas of

service quality within tourism points clearly to the central role of personnel, at

all levels, in attaining levels, of excellence in this respect. Development the

service culture, within a company, and within tourism industry, cans he seen as

crucial to the success of tourism.” Hence, the activities of an HRD manager in

tourism can be categorised as:

 Human resource planing and

 Human resource development

Aspect like forecasting, recruiting and induction in the human resource area are

taken care of through human resource planning. The identification of specific

developmental needs for the manpower aimed at developing and exploiting the

22
competencies of the human resources are taken care of through human resource

development.

HUMAN RESOURCE PLANNING

In this Section, we will deal with certain aspects which are relevant for

managers or entrepreneurs at an organization’s level in the area of human

resource planning. Human resource planing can be termed as a process for

preparing a plan for the future personnel needs of an organization. It takes into

account the internal activities of the organization and the external environmental

factors. In a service industry like tourism, such planning also aims at improving

the quality of manpower resources. Human resource planning involves:

 Analysis of existing manpower resources,

 Planning for future needs taking into account how many people with what

skills and at what levels the organization will need, and

 Planning for the development of the employees by adopting in-house

training and continuing education methods to upgrade the knowledge and

skills of the employees.

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 RECRUITMENT AND SELECTION PROCEDURES IN HR

Recruitment and selection procedure is a vital factor of an organization. If it is

not done properly the production procedure will be hampered. Hence

productivity will fall down. So the organization will be in trouble and it will

affect the employer- employee relationship. So recruitment and selection

procedure should be done in proper and correct manner. The new candidates

should replace the vacant post so that the production of the company does not

hamper. By this the productivity will increase and the organization will gain

profit. So the employer will be happy and will not hesitate to distribute bonus

and increments to the workers. The workers will also be more motivated to

work. Hence there will be harmonious relationship in the organization. It will

also stabilize the organization in the long run.

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 HUMAN RESOURCE MANAGEMENT IN

HONDA MOTORS

Organisation structure:

The whole organisation behaves as a Parivar, with one legal guardian. All

directors and shareholders are from among workers and the entire have taken

an oath through affidavit. In the court of law that neither their family members

shall have claim or share in the assets or profits of the company. All workers of

company are the proud owners of the organisation. The workers believe in the

concept that “manpower is superior to money power”.

Recruitment and selection

Recruitment is the process of seeking out and attempting to attract individuals

in external labour markets, who are capable of and interested in filling

available vacancies. Recruitment is an intermediate activity whose primary

function is to server as a linked between Human Resource Planning on the one

hand and selection on the other. Sources of recruitment are through internal

and external channels. Honda recruits it’s employees both externally as well as

internally. Recruitment for the airline is done through interviews of selected

applicants and people who pass the interviews of selected applicants and

people who pass the interview are required to undergo a medical test before

he/she is finally placed in the Honda.

25
Employees are also recruited through internal mobility. This is done on the

basis of merit and seniority. After passing the examination the candidates are

called for an interview along with the employees who have become eligible for

promotion on the basis of seniority.

26
HUMAN RESOURCE FUNCTIONS

 Recruitment and selection.

 Performance Appraisal.

 Training and Development.

 Promotion, Transfer, Separation.

 General administration & Welfare.

 Security.

 Public Relations.

 Industrial Relations.

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HUMAN RESOURCE PROCESS IN ORGANISATION

Human Resource Selection

Recruitment

Training &
Socialization
Development

Performance Promotions, Transfers,

Appraisal Demotions & Separations.

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 HUMAN RESOURCE DEPARTMENT

Unit Head
Additional General
Manager-Corporate HR &
IR
Deputy Manager-HR

Assistant HR Supervisor-
Senior Officer Administration
Executive-HR

Security
Executive
Assistant-HR
Housekeepi
ng

General
Administration

29
OBJECTIVE OF
STUDY

30
 OBJECTIVE OF STUDY

The basic objective of this report is to “Recruitment and selection

process In Honda Motors”. Following fundamental objectives have

been identified as the sub-objectives of the study:-

1. To study the identity of the recruitment & selection process in the

organization as a whole.

2. To find out the employees as per company’s vacancies.

3. To find out the various sources of advertisement of vacancies

like-media (electronic or paper or both), schools, posters etc.

4. To study the work environment and select the pattern of

interview, which can help out to select the suitable employee for

the organization.

5. To study the interpersonal relationship.

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 SCOPE OF STUDY

SCOPE OF STUDY

The scope of study is to observe the degree of satisfaction levels of the

employer as well as the employees towards the process of recruitment and

32
selection techniques adopted by the company. It will also show the deviations if

any, towards this affect that will be experienced in research. Apart from getting

an idea of the techniques and methods in the recruitment procedures it will also

give a close look at the insight of corporate culture prevailing out there in the

organization. This would not only help to aquanaut with the corporate

environment but it would also enable to get a close look at the various levels

authority responsibility relationship prevailing in the organization. Also the

stipulated time for the research is insufficient to undergo an exhaustive study

about the topic assigned and moreover the scope of the topic (recruitment and

selection) is wide enough, so it is difficult to cover all the topic within the

stipulated time.

INDIAN 2 WHEELER INDUSTRY

India is the second largest producer and manufacturer of two-wheelers in the

world. Indian two-wheeler industry has got spectacular growth in the last few
years. Indian two-wheeler industry had a small beginning in the early 50's. The

33
 Automobile Products of India (API) started manufacturing scooters in the
country.
Bikes are a major segment of Indian two wheeler industry, the
other two being scooters and mopeds. Indian companies are among the largest
two-wheeler manufacturers in the world. HONDA and Bajaj Auto are two of
the Indian companies that top the list of world companies manufacturing two-
wheelers.
The two-wheeler market was opened to foreign companies in the mid
1980s. The openness of Indian market to foreign companies lead to the arrival
of new models of two-wheelers into India. Easy availability of loans from the
banks, relatively low rate of interest and the discount of prices offered by the
dealers and manufacturers lead to the increasing demand for two-wheeler
vehicles in India. This lead to the strong growth of Indian automobile industry.

COMPANIES OVERVIEW
Honda is the world’s largest manufacturer of two Wheelers , Recognized the world over as  
the symbol of Honda two wheelers , the ‘Wings’ arrived in India as Honda Motorcycle
and Scooter India Pvt. Ltd. (HMSI ), a 100% subsidiary of Honda Motor Company Ltd.,
Japan ,in 1999. Since its establishment in 1999 at Manesar, District Gurgaon, Haryana,
34
Honda has lived up to its reputation of offering the highest quality at the most reasonable
price. Despite being one of the youngest players in the Indian two-wheelers market,
Honda has become the largest two wheeler manufacturer as well as the second largest
two-wheelers company in India.
     
 
Honda is also the fastest growing company in country today. With a host of facilities
under its wings, the first factory of HMSI is spread over 52 acres including a covered area
of about 100,000 sq. meters in Manesar, District Gurgaon, Haryana with an annual
capacity of 1.65 million units. To meet the ever increasing demands of the products,
Honda has started operations of its second plant in Tapukara, District Alwar, Rajasthan.
Expanding to full operations , Honda production capacity has jumped 30% year on year to
2.8 million per annum in FY 12- 13.
     

To further expand and serve its customers faster, Honda has come up with its third plant at
Narsapura Industrial Area near Bengaluru, Karnataka .The plant is equipped to
manufacture 1.2 million units in FY 13-14. Utilizing production technologies refined at
Manesar & Tapukara plants as starting point, the 3rd plant is employed with state-of-the-
art manufacturing, automation and environment friendly technologies to deliver quality
products
 

     

Weld Shop has spot welding, seam welding and MIG welding
machines to weld various sheet metal parts to form the basic frame
and other scooter panels.
 
     
» Paint Shop Robot 

35
Paint Shop has a conveyor system, which is unique amongst all Honda
Factories in the world. The conveyor car carrying the parts is rotated and
dipped so as to enable good paint adhesion, high gloss and superior paint
finish. Robots are used in painting for improved paint finish.
    
» Engine Assembly
Engine Assembly is done in an enclosed air pressurized area to protect
 
the engine from dirt and dust. Each of the engines is then inspected for
various parameters.
    
» Frame
Frame Assembly is done at the slat conveyor. After the Frame Assembly

line is the roller tester to check the final scooter quality before handing over

to dispatch.

The history of the Honda brand is nothing more than the history of our challenges and achievements
in creating values, invariably ahead of our time. It is also the history of the dreams of each of our  
associates that have come true and have been shared by people around the world.
   
   

36
37
 » Honda Worldwide

Honda Motor Company, Japan with its headquarters in Tokyo, has manufacturing
operations in 28 countries with 73 plants.
The company principal of Honda Worldwide is dedication to supplying products of
the highest quality yet at a reasonable price for worldwide customer satisfaction.  
It has 3 business divisions namely 2-wheelers, 4-wheelers and Power Products. Apart
from HMSI that manufactures 2-wheelers, the other business divisions in India include
Honda Cars India Limited (HCIL) and Honda Siel Power Products Limited (HSPP).

     
» Honda Cars India Ltd  
Honda Cars India Ltd., (HCIL) is a leading manufacturer of premium cars in India. The company
was established in 1995 with a commitment to provide Honda's latest passenger car models and
technologies, to the Indian customers. The company is a subsidiary of Honda Motor Co. Ltd.,
Japan.

The company's product range include Honda Brio, Honda Jazz, Honda City, Honda Civic, Honda
All-New CR-V and Honda Accord which are produced at the Greater Noida facility. Honda's
models are strongly associated with advanced design and technology, apart from the established
qualities of durability, reliability and fuel-efficiency.

HCIL's first manufacturing unit was set up at Greater Noida, U.P in 1997. The green field project is
spread across 150 acres and has an annual production capacity of 100,000 units. The company's
second manufacturing facility is in Tapukara, Rajasthan. This facility is spread over 450 acres and
currently has a state-of the art Power train and Press shop. The first phase of this facility was
inaugurated in September 2008.

38
    
   
 
» Honda Siel Power Products Limited (HSPP)

Honda Siel Power Products Ltd (HSPP) is a Joint venture between Honda Motor
Co., Japan and Siel Ltd.India. Currently Honda Motor Company, Japan has a 67%
Equity Stake in this company. It was incorporated in September 1985 and produces a  
range of Power Products in India, like Portable Gensets, Portable Engines, Portable
Water Pumping set and Lawnmowers.

    
» Honda R&D (India) Pvt. Ltd.

Honda R & D ( India ) Pvt. Ltd., is a 100 % subsidiary of Honda R & D Co. Ltd.,
Japan, which is a group company of Honda Motors Co. Ltd., Japan. HRID is formed
to carry out Local Research and Development activities related to Motorcycle &
Power Products on the directions provided by Honda R & D Co. Ltd. of Japan.  
HRID was initially set up in India in the year 1998 as liaison office of Honda R&D
Co Ltd., Japan. Later a domestic company was incorporated in the year 2003 to carry
out R & D operations in India. Since then HRID has been a part of many successful
development projects related to Indian market products. HRID pledges to contribute
to society by developing quality products & technologies.

39
     
» Honda Motor India Pvt Ltd. (HMI)

Honda Motor India the wholly owned subsidiary of Honda Motor Co.,Ltd Commences Operations, Beginning with
HSCI Parts Operations (HMI) formally began its operations from its corporate office in Greater Noida, Uttar Pradesh,
India from December 1, 2006

The plan to set up HMI was first announced by Mr Takeo Fukui, President and CEO, Honda Motor Co., Ltd, during
his visit to New Delhi. Formation of HMI is part of the overall strategy to strengthen and integrate operations of
Honda companies in India with respect to service parts.

What's in a name?  
Pretty much everything if you're Honda. It epitomizes a legacy of
   
innovation, quality and trust. It stands
for decades of redefining safety. It embodies a reputation that's unlike
   
any other. It's more than just a
name. Honda has delivered state-of-the-art technology, reliable safety
   
measures and superiority
that can't be emulated, all in an effort to make dreams come true for its
   
customers. And
in turn, Honda, for its billions of customers, has become synonymous
   
with the
  very virtues it stands by. When a customer swears by the name there  
  is a concrete reason behind it. What is it you ask? Because..

HMSI operates on a principle, which is followed worldwide by all Honda companies.  

Maintaining a global viewpoint, we are dedicated to supplying products of the highest
quality, yet at a reasonable price for worldwide customer satisfaction. Honda's
philosophy is based on the company's guiding principle and advocates 2 fundamental

40
beliefs:
   
 

The power of dream

Everyone has a dream, some goal or activity that

gives their life deeper meaning and sparks passion.
When we pursue our dreams, we feel
empowered. This power, in turn, connects us to
others who share the same dreams. It gives us
the strength to overcome great challenges. It inspires
us to spread the joy of our dreams to other people.
Ultimately, the power borne of a dream is a creative force,
capable of producing revolutionary ideas.
Honda encourages all its associates to pursue their
dreams. That’s why we say we are a company built on
dreams. The power of Honda’s dream will continue to lead
to new insights and technologies in motorcycles
and other fields of mobility. And Honda will spread
the philosophy of The Power of Dreams across India.
A country where a billion people carry dreams in their hearts,
this philosophy is brought alive by

Respect for the Individual

Honda recognizes and respects individual differences. The respect for individual
stems from the following three points:

» Initiative
» Equality
» Trust

It is the contribution from each individual in the company that has made our company
what it is today and that, which will take us into the future.
     
The Three Joys

In line with Honda's Philosophy, HMSI conducts all its daily activities in pursuit of
the following joys:

» The joy of manufacturing high quality products.

» The joy of selling high quality products.

41
» The joy of buying high quality products.

The Honda Tech Views 

Site

Views and Reviews of

Honda's advanced
technologies from the user's
perspective
For details click here :
http://world.honda.com/tech
-views/

» Honda Eco Technology

In keeping with its strategic

approach of ?Mileage Up?
for maximizing customer
satisfaction, Honda launched
the all new Honda Eco
technology in 2013, making
the Most Fuel Efficient 2W
in India!

The new Honda Eco

Technology boosts fuel
efficiency of Honda?s
products resulting in a
Dream Mileage (Mileage
based on internal Honda test
ride mode that is close to
actual city riding
conditions). This
revolutionary mileage

42
benchmark is yet another
milestone from Honda.

Forming the crux of the

revolutionary Honda Eco
Technology is the trio of
improved combustion,
significantly reduced friction
and optimized transmission
in Honda engine:

· Reduced friction by offset

crank, significant weight
reduction of reciprocating
parts, low tension piston ring
and improved bearing oil
seal.

· Improved
combustion  with highly
ignitable nickel spark plug
and optimized inlet port.

· By optimizing Pulley
converter ratio & driving
force, the power has been
maintained & mileage has
been increased.
    
  
    
» Combi Break System 

Generally, it is not easy to control a 2-wheeler while braking during emergencies and

43
bad road conditions. This system not only allows easy & simultaneous operation of
the front & rear brake but also provides optimal braking performance. Once the left
side brake lever is pressed, the system distributes the appropriate braking power
between the front and rear wheels, which assures complete safety for the rider.
    
» HondaMatic Transmission

The compact, efficient & oil pressure controlled Hondamatic Transmission is the
world's first fully automatic transmission system, which delivers a dynamic  
combination of torque & excellent accelerator response for a constant and superior
driving experience. The transmission is being used in Honda's all terrain vehicles.
Honda is working hard to introduce this Hondamatic in two-wheelers.
    
» Fuel Injection System

Honda's fuel injection technology is designed to realise ideal combustion, which  

results in delivering maximum power output, greatly improved fuel efficiency and
yet be environment-friendly.
    
» Idle Stop System

Honda has created an advanced Idle Stop System (see image below) that reduces fuel consumption
 
while totally blocking out toxic exhaust gas and unwanted noise. It enables the engine to stop
automatically for 3 seconds after the vehicle stops moving. And when the throttle is opened, the vehicle
engine restarts and takes off smoothly.

» Honda Fuel Cell Vehicle,  

Honda FCX

44
The Honda FCX has become the first fuel cell vehicle in the world to receive
government certification, paving the way for the commercial use of fuel cell
vehicles. Honda FCX has earned approval from the US EPA (Environmental
Protection Agency) and CARB (California Air Resource Board). Honda FCX
manages to produce 81 bhp and 26 massive kgm of torque. The vehicle is said to
achieve powerful off- the- line acceleration and a top speed of 150 kph. With 156.6
litre capacity in the 350 - atmosphere high pressure fuel tank, FCX has a range of
355 kms.To know more about FCX – http://world.honda.com/FuelCell/FCX/
    
» System Outline Diagram:  

    
» Introduction to the Future

Asimo

ASIMO is a symbol of Honda's advanced technology, and a member of  Honda's fourth line of
mobility creations, after motorcycles, automobiles and general power products. ASIMO is an
achievement in the evolution of 'Human Walk' technology. This technology, called I-Walk*,
enables ASIMO to move back and forth, vary its pace, step right and left and walk along an '8'
shape path. ASIMO can also move in more complex ways, such as waving its hands while
walking.This humanoid robot has put Honda at the front of cutting edge technology that promises
to improve the quality of our lives. To know more about ASIMO

45
 History

HONDA Motor traces its origins back to the entrepreneurial spirit of Trichur
Vengaram Sundaram Iyengar who gave up lucrative careers in the Indian
Railways and in banking to set up his own business. He began
with Madurai's first bus service in 1911 and founded T. V. Sundaram Iyengar
and Sons Limited, a company that consolidated its presence in the transportation
business with a large fleet of trucks and buses under the name of Southern
Roadways Limited.[3] When he died in 1955 his sons took the company ahead
with several forays in the automobile sector, including finance, insurance,
manufacture of two-wheelers, tyres and components. The group has managed to
run 33 companies that account for a combined turnover of nearly $3 billion.

Early years

Sundaram Clayton, then the flagship company, was founded in 1962 in

collaboration with Clayton Dewandre Holdings, United Kingdom. It
manufactured brakes, exhausts, compressors and various other automotive parts.
The company set up a plant at Hosur in 1978 to manufacture mopeds as part of
a new division.  A technical collaboration with the Japanese auto giant resulted
in the joint-venture Ind Honda Limited in 1982 between Sundaram Clayton Ltd
and Honda Motor Corporation. Commercial production of motorcycles began in
1984.

HONDA relationship

HONDA and Honda shared a 19 year long relationship that was aimed at
technology transfer to enable design and manufacture of two-wheelers
specifically for the Indian market. Rechristened Hero- HONDA, the company
brought out several models such as the Honda Samurai, Honda Shogun and
Honda Fiero. Differences in opinion on how to run the join venture eventually
46
led to the partners going their separate ways in 2001 with the company being
renamed HONDA Motor, relinquishing rights to use the Honda name. There
was also a 30 month moratorium period during which Honda promised not to
enter the Indian market with competing two-wheelers.  The company also got
over a period of labour unrest that required Chairman Venu Srinivasan to take
tough measures to resurrect a company that was in a state of turmoil. He would
go on to invest in new technology, nurture in-house design, and
implement Toyota-style quality programs.

Awards

HONDA Motor won the Deming Application Prize in 2002, becoming the first
and only Indian two-wheeler company to win the award given to companies that
do outstanding work in the field of Quality Management. It is considered to be
one of the world's most prestigious quality awards. The same year, the work
done for the HONDA Victor motorcycle won HONDA Motor the National
Award for successful commercialization of indigenous technology from the
Technology Development Board, Ministry of Science &
Technology, Government of India. In 2004, HONDA Scooty Pep + won the
'Outstanding Design Excellence Award' from Business World magazine and
the National Institute of Design, Ahmedabad. The effective implementation
of Total Productivity Maintenance practices won HONDA Motor the TPM
Excellence Award given by the Japan Institute of Plant Maintenance in 2008.

HONDA Motor has won several management awards, notable among them
being the Emerging Corporate Giant in the Private Sector awarded by The
Economic Times and the Harvard Business School Association of India.
Business Today magazine awarded HONDA Motor the Best Managed
Company and the Most Investor Friendly Company awards. Its advertising
practices won it the Good Advertising award by Auto India Best Brand Awards
2009. Company Chairman Venu Srinivasan is a recipient of several awards for

47
corporate excellence such as the Star of Asia Award by Bloomberg Business
Week and the JRD Tata Corporate Leadership Award. The University of
Warwick, United Kingdom gave him an honorary Doctorate of
Science degree while the Government of India honoured him with the Padma
Shri, one of India's highest civilian distinctions.

The HONDA group of companies is mainly situated in Padi,

Tamil Nadu, in the outskirts of Chennai (formerly Madras). HONDA Motor
Company's first launch was 50 cc Moped HONDA 50 in August 1980. It is the
first Indian company to introduce 100 cc Indo-Japanese Motorcycles in India in
1984.
It was also the first Indian company to launch indigenous
scooterette in India in 1994. It has grown rapidly since it's beginning to become
one of the prominent two-wheeler manufacturers in India. Today HONDA is a
well-known brand in the field of bike manufacturing. The manufacturing unit of
HONDA Motor is located at Hosur and Mysore.

48
Company: HONDA Motors Product
* VFR 1200F
* CBR1000RR
* CRB250R
* CRF STUNNER
* CB UNICORNDA.
* CB 1000R
* CB SHINE
* DREAM YUGA
* DREAM NEO
* CB TWISTER
* ACTIVAI
* AVIATOR
ACTIVA 125
CD 110 DREAM

49
HONDA WARRANTY POLICY

HONDA Motor Company, (here in after called as HONDA) offers

warranty for "Products" manufactured in its plant and sold through its
authorized dealers. HONDA reserves the right either to replace or repair, at their
authorized dealer, free of cost, those parts which may be found on examination
to have manufacturing defect within 2 years from the date of sale (or) first
30,000 kms whichever occurs earlier of its operation.

CONDITION OF WARRANTY
The warranty coverage for Products will be valid only if the following are
availed & followed:
1. All 6 Free Services as per the given schedule
2. All 9 Paid Services as per the given schedule
3. Maintaining the service record given in the Owners Manual duly signed by
HONDA authorized dealer for each of the 6 Free & 9 Paid Services availed
The claim for ex-change (or) repair of parts shall be considered only when:
1-Customer ensures that immediately upon the discovery of the defect he
approaches the nearest HONDA authorized dealer with the affected motorcycle.
2- The expenses if any for bringing the affected motorcycle to HONDA
authorized dealer has to be borne by customer only.
3- Customer produces the Owner’s Manual in original, to enable HONDA
authorized dealer to verify ownership & service record.
4- Warranty claims in respect of proprietary items like Tyres, Tubes, Battery
and Sparkplug are warranted by their respective manufacturers and shall be
claimed on them directly by the customer as per their warranty terms and
SMIPL shall not be liable in any manner to replace them.

50
5-However HONDA authorized dealer will give full assistance in taking up the
claims with respective manufacturers.
6- Warranty Claims in respect of shock absorbers (front & rear), Speedometers
etc though claimed through HONDA are subject to the acceptance of the
respective manufacturers.
7-HONDA reserves the right to carry out the replacement of the defective part
with the same part manufactured by another vendor, which is also used by
HONDA.
8- Warranty Claims will only be handled through HONDA authorized dealers &
will not be entertained directly by HONDA at all.
9-HONDA undertake no liability in the matter of consequential loss or damage
caused due to the failure of parts. Delay, if any, for carrying out the repairs at
HONDA authorized dealer, shall not be a ground for extending the warranty
period, nor shall it give any right to the customer for claiming any compensation
for damages.

51
LIMITATION OF WARRANTY
Warranty is not applicable to :
Normal maintenance operations such as Engine Tune-up, De-Carbonizing,
Carburetor cleaning, Wheels, Brakes and Clutch adjustments as well as any
other normal adjustments.
Normal service wear and tear items (i.e.) Brake Shoes, Brake Pads,
Shims / Fasteners, Drive Chain, Sprockets, Clutch Plates, Race Bearing kit,
Gaskets, Rubber Parts (or) Plastic components, Wheel Rims (in case of
misaligned or bent), Element Air Cleaner, Oil Filter and Electrical items like
Bulb If recommended Engine Oil/Lubricants are not used or if they are not
replaced at the recommended interval.
.
Parts of the vehicle have been subjected to misuse, accident, and
negligent treatment, use of bad quality parts which are not manufactured (or)
not recommended for use by HONDA on their Products.

Parts of the motorcycle getting rusted or their plating or painting coming

off due to atmospheric condition like Sea Breeze and Industrial Pollution.
Motorcycle used for any Competition (i.e.) Rallies (or) Races, if it is used for
any commercial purposes like Hiring etc. HONDA undertakes no liability in the
matter of any consequential loss (or) damage caused due to failure of the parts.
Parts repaired (or) replaced under this warranty are warranted only for the
original warranty period of HONDAmotorcycles. Consumables like Engine Oil,
TFF Oil, Grease, used for the warranty repair are not covered under the
application of the warranty.
.

52
HONDA reserves the right to make any changes in the design or to add any
improvement(s) on the motorcycle at any time without incurring any obligation
to make the same on the motorcycle previously supplied (or) sold
/manufactured.
Also the conditions of this warranty are subject to alterations without any
notice. This warranty is the entire written warranty given by HONDA for your
motorcycle, and no employee, HONDA authorized dealer (or) other person is
authorized to extend or enlarge the terms of warranty. Decision regarding
warranty settlement shall be taken by HONDA and shall be final and binding on
all concerned.

53
OBJECTIVES OF

THE STUDY

54
 OBJECTIVES

1) To know:- about the company & its background.

2) To Study:- about the attendance & salary mgt. procedure adopted by the

company.

3) To Analyse:- the procedure adopted by the company with other

companies of the same segment.

4) To Suggest :- the improvement that can be adopted by the outlet for

betterment.

55
 RESEARCH

METHODOLOGY

56
The purpose of the methodology is to describe the research procedure. This

includes overall research design, the sampling procedure, the data collection

method, and analysis procedure.

Out of total universe 15 respondents from Honda have been taken for

convenience. The sample procedure chosen for this are statistical sampling

method. Here randomly employees are selected and interviewed. Information,

which I collected, was based on the questionnaires filled up by the sample

employees.

Under secondary method I took the help of various reference books which I

have mentioned in bibliography and also by way of surfing through the

company website.

 Primary Data

 Questionnaire: Corresponding to the nature of the study direct, structured

questionnaires with a mixture of close and open-ended questions will be

administered to the relevant respondents within the Personnel and other

Departments of the organisation.

 Secondary Data

 Organizational literature: Any relevant literature available from the

organisation on the Company profile, recruitment & selection procedures,

Job specifications (Honda), department-wise break up of manpower strength

and the organisational structure.

57
 Other Sources: Appropriate journals, magazines such as Human Capital,

relevant newspaper articles, company brochures and articles on www sites

will also be used to substantiate the identified objectives.

 Sampling Plan and Design

A questionnaire will be used for the purpose of research:

 Questionnaire: To test the validity and effectiveness of the recruitment and

selection procedures within the organisation and to test the validity and

effectiveness of the policies and procedures within the organisation.

 The basic rationale of Questionnaire is to ascertain the perception of the non-

HR departments in terms of the validity and effectiveness of the policies and

procedures used by the organisation. It is also in line with the assessment of

any suggestions/recommendations that the respondents from these

Departments might have in terms of the use of an alternative source/device

of recruitment and selection, than what already forms the current practice of

the HR Department.

 Questionnaire would be administered to 15 respondents, holding a senior

designation within the Personnel Department of the organisation. It will also

be administered to at least 15 respondents belonging to typical Departments

within the organisation and holding senior designations within their

respective Departments.

58
 Sampling Element

 For the purpose of administering the Questionnaire, the respondents would

comprise of personnel holding senior designations within the Personnel

Department of the organisation. The respondents for the Questionnaire will

also be preferably being panel members of the Recruitment & Selection

Board of the organisation.

 The respondents would comprise of personnel holding senior designations

within certain typical Departments identified within the organisation,

namely:

- Stores

- Finance

- Operations

- Electronics

- Engineering

 Sample Extent: The extent of the sample is confined to the Sahibabad

operations of the Honda, specifically to the Administration.

 Sampling Technique

 Judgement Sampling would be used for the purpose of choosing the sample

for the purpose of administering Questionnaire. The identified expert would

have a thorough knowledge about all the respondents within the Personnel

Department of the organisation. Thus his/her expertise would be

incorporated in locating, identifying and contacting the required respondents.

59
Again Judgement sampling would be effectively used in identifying the

typical non - HR Departments within the organisation and subsequently for

the location and identification of suitable respondents for Questionnaire.

60
DATA ANALYSIS &

FINDINGS

61
 ANALYSIS & FINDINGS

The analysis of the various sources of recruitment and selection devices is

presented on the following pages.

 The response entailed from the HR Department (as analysed from

Questionnaire) represents current practice within the organisation in terms

of the sources of recruitment and selection devices used.

 The analysis of the response entailed from all the other departments (as

analysed from Questionnaire) forming the sample, represents the perception

of the respondents from these Departments in terms of the validity and

effectiveness of the various sources/devices of recruitment/selection

(specific to these Departments)

 The analysis further entails any suggestions/recommendations given by these

non-HR Departments (forming the sample for administering

Questionnaire), in terms of any recruitment source and/or selection device

that should be deployed by the organisation apart from what already

constitutes current practice (specific to these Departments)

62
 The procedure of Recruitment and Selection

120
100
No. of em-
80
ployers Yes
60
40 No

20
0
Honda motors
Company

120 out of 120 employer’s accepted the fact that Honda follows recruitment and

selection procedure.

63
External recruitment the company compensates the employees

for the expenses made by them

70
60
50
No. of em-
ployers40 Yes
30 No
20
10
0
Honda motors
Company

It basically depends on the post the candidate is applying for, in most of the

cases the company does compensate the employees for the expenses incurred by

them.

70 out of 120 employers said that the company compensates the employees for the

expenses made by them, while 50 employers said no.

64
Company hires consultancy firms or recruitment agency for

hiring candidates

120
100
No. of em-80
ployers Yes
60
No
40
20
0
Honda motors
Company

All 120 employers said that the company hires consultancy firms or recruitment

agency for hiring candidates.

65
 The verification of the candidates to the given reference

80
70
60
No. of em-
ployers50
40 Yes
30 No
20
10
0
Honda motors
Company

80 out of 120 employers said that the references provided by the candidates is verified while

40 employers said No.

66
The total monitory expenditure the company spends on

recruitment and selection procedure

70
60
50
No. of employers 40
30 Honda
20
10
0
below 10% 10%-20% 20%-30% 30% above
Producticity

20 out of 120 employers said that the company spends about 10%-20% of its

total expenditure on recruitment and selection.

70 out of 120 employers said that the company spends about 20%-30% of its

total expenditure on recruitment and selection.

While 30 out of 120 employers said that the company spends above 30% of its

total expenditure on recruitment and selection.

67
COMPANY POST POSITIONS ON THE JOB SITES AND INTERNET SEARCHES

120
100
No. of em-80
ployers Yes
60
40 No

20
0
Honda motors
Company

120 OUT OF 120 EMPLOYER SAID COMPANY POST POSITIONS ON THE JOB SITES AND

INTERNET SEARCHES

68
Company maintains and manage candidate’s file including

maintenance of database to ensure comprehensive data collection

of candidates

120
100
No. of em-80
ployers Yes
60
No
40
20
0
Honda motors
Company

120 out of 120 employers said that company maintains and manage candidate’s

file including maintenance of database to ensure comprehensive data collection

of candidate.

69
The productivity of the employees get hampered due to his/her

marital status.

Productivity of employees

50
50
40
30
20
10
0
To a large extent Somewhat affects Does not affect Cant Say

Scale

out of 120 employers believe that the employee’s productivity gets hampered due to

his marital status to a large extent, while 30 out of 120 believe that productivity

is somewhat affected, 30 out of 120 believes that marital status does not affect

the productivity of the employee and one employee did not had any ans.

Interview methods used by the company

70
 120

100

80
No. of em-
ployees60
40

20

0
Direct group stress unstuc- computer- panel other
tured ized
Scale

Honda motors

200 out of 200 said the company follows direct interview method, as well as

other method which include unstructured interview with the departmental head.

And the 120 said the computerized is followed by the company.

71
 CONCLUSION

REQUIREMENT:-

‘Necessity is the mother of Invention’ this is true everywhere. In the study

first of all I tried to find out the cause of the process of Recruitment and

selection.

I got the answer from Honda that here in Honda major cause for the process

is its Expansion program as Honda is growing vastly. Few other reasons are

Replacement vacancy Retirement hardly takes place here.

SOURCES:-

An organization’s excellence depends upon its employee’s performance,

which has not only to be maintained on a consistent level, but also must be

improved constantly. All this can be achieved if suitable employees are

selected, through proper Recruitment and Selection procedure.

METHODS:-

For the recruitment and selection various test include for e.g. aptitude

test ,personality test and group discussion. As we all know that, in today’s

highly competitive age the biggest problem is of retention of its highly

skilled employees in the organization. Recruitment plays a vital role in this

72
 regard. But it should be seen that no system is without any flaws. Every

system has its strong and weak points and is open for change at any time.

IMPROVEMENT:-

HONDA a well-developed Selection System for its employee’s

development. Thus, the company provides scope for employees on future

growth, career planning, training and development.

73
 RECOMMENDATIONS

The research in Honda has helped me in broadening my view. It has helped me

to know that HR is the heart of every organization. It made me aware about how

policies play an important role in the smooth functioning of any organization.

But I have found that there is something that lacks in the company and which is

possible to overcome.

Honda is engaged in making maximum sales, providing satisfaction to its

customers, as well as maintaining good relations with the corporate world. But

it has not thought about marinating a health relation with its employees. This is

the reason that there was an increase in the labor turnover. Also, it has never

given consideration to find the reason lying behind the same.

Employee retention is crucial to the long-term success of your business and

therefore the ability to retain employees is a primary measure of the health of

your organization. Of significant concern is the fact that unplanned employee

turnover directly impacts the bottom line of a business.

The company can undertake the following steps to maintain long and existing

relationship with its employees as well as a steady increase in sales:-

74
1. Employees should know clearly what is expected of them-

Continually changing expectations minimize employee’s sense of internal

security and create unnecessary stress. It is beneficial therefore to provide

a specific framework, in which people can work.

2. Employees should be provided with quality management and leadership-

It is well documented that people leave their managers more often than

they leave the company or the job. Turnover issues that cause an

employee to feel unvalued by their manager include lack of feedback

about performance, lack of clarity regarding earning potential, failure to

hold scheduled meetings, and the failure to provide a framework for the

employee to succeed. Ensure that the right people are in place to lead

your teams, departments, business units and the organization as a whole

towards success.

3. The company should compensate candidates applying for any position in

the organization in case of external recruitment; this will give candidates

a positive impression about the company.

75
4. The references given by the candidates at the time of selection should be

brought into use and should be verified in order to avoid undesired

candidates.

5. Job specifications should be disclosed at the time of recruitment and

selection so that employees are well aware of the tasks to be performed

by them and the expectations their seniors have from them.

6. Company should undergo personality test in order to judge the

personality of the person applying for the job.

7. Company should have a round of panel interview so that decision of

selecting a candidate is not based on personal biasness of the interviewer,

interviews should therefore be followed by group discussion.

76
LIMITATIONS

77
 LIMITATIONS

 The scope of the study in terms of coverage is limited to the Delhi

operations of the Honda

 Within the organisation the study is limited to the top-level management of

the Personnel Department of the organisation (out of which samples of the

respondents are also members of the Recruitment & Selection committee).

This is for the purpose of administering the questionnaire.

 In line with the purpose of conducting employee interviews, the study would

be confined to personnel holding typical designations within the organisation

at different levels of management.

 Although the limitations that I faced in the organizations is the absence of

Trade Unions co-operation, otherwise which could have help me in

understanding the industrial relations in a comprehensive manner.

 Secondly, the limitation that I have is the scope of collection of sample size

which was confined to only one department, which would have other wise

made my study and observations in an effective manner.

78
BIBLIOGRAPHY

BIBLIOGRAPHY
79
BOOKS

 Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition,

Chapter 16, pages 636-641.

 Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw

Hill, 5th Edition, Chapter 11, pages 217-245.

 Decenzo A. David & Robbins P. Stephen, Personnel/HR Management,

Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209.

Magazines

 India Today

 Today’s traveller

 A&M

 Business Today

 Business World

 Business Digest

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News Paper

 Times of India

 Hindustan Times

 Economic Times

 The Pioneer

 The Hindu

 Catalyst

 EconomicandPoliticalWeekly

 Financial Express

Web sites

 www.Hondaindia.com

www.indiatimes.com

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QUESTIONNAIRE

82
 ANNEXURE

QUESTIONNAIRE ON RECRUITMENT & SELECTION

Name:

Designation:

Organization:

Age:

Q.1 Does Honda follow any Recruitment and Selection Procedure?

Yes No

Q.2 Does the recruitment and selection procedure affects the performance

of the employees?

Yes No

Q.3 Does the company recruit employees internally?

Yes No

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Q.4 Is the recruitment and selection procedure followed by the company

appropriate?

T.A.(Totally Agree) S.A.(Some What Agree),

S.D.(Some What Disagree) T.D.(Totally Disagree)

T.A. S.A.

S.D. T.D.

If not, then suggest the appropriate changes required in the recruitment

and selection procedure followed by the company?

……………………………………………………………..

Q.5 Does your company disclose the job specifications at the time of

selection of a candidate?

Yes No

Q.6 Does your company ask for references at the time of selection?

Yes No

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Q.7 What percent of the selection procedure does the written test

contribute?

Below 10%

10% - 20%

20% - 30%

30% -40%

40% -50%

50% and above

Q.8 Which type of interview methods does your company usually follow?

Direct Computerized

Group Panel

Stress

Any other …………………………………………………

Q.9 Does your company follow any of the following personality test for the

purpose of recruitment and selection?

MBTI Psychometric

FIRO_B Other

85