Summer Training Report

On
Recruitment and Selection
AT

Submitted in partial fulfillment of the requirement of degree in BACHELOR OF BUSINESS

ADMINISTRATION
OF
MAHARISHI DAYANAND UNIVERSITY
2022-23

SUBMITTED TO Under the Guidance of : SUBMITTED BY

Controller of Examination Dr. Payal Sharma Roman

MDU, Rohtak [Lecturer] BBA 5th Sem.

Univ roll no………

Roll No. 120019010097

Regn. No. 2011392391

Pt. J.L.N. Govt. College

Sec. 16A, Faridabad
 ACKNOWLEDGEMENT

I would like to have this opportunity to place it on a record that this project would never been
successful without the kind cooperation and support of certain individuals. Though it is not possible to
name all of them it would be unpardonable on my part if I do not mention some of the most
important persons.

I would like to thank my project guide Mr. Siddhart Napalchyal for all his support and cooperation
during my training.

I would like to thank the HR department members for giving me this opportunity to understand the
various aspects of HR management in their organization and understand the subject in a better sense.

I am very grateful to Dr.Payal Sharma [faculty Guide ], Mrs. Urmila Pushkar, Dr. M.K. Gupta [ Principal
Sir ] ,Co-ordinator Dr. Sudesh Yadav and other Members of PT. J.L.N. GOVERNMENT COLLEGE,
SECTOR-16A FARIDABAD for there valuable support and guidance in caring out this project

( ROMAN )
 PREFACE

In our two years degree program of B.B.A of theirs provision for doing summer training after IV
Semester. The essential purpose of this project is to given an exposure & detailed outlook to the
student of the practical concept, which they are already studied research. For this purpose, I was
assigned the project for the “RECRUITMENT AND SELECTION” in Tecumseh Product India
Private Limited. It is a matter of great privilege to get training from Tecumseh product India private
limited, one of the largest organizations of its kind.

The project lasted for a period of eight weeks; it was informative, interesting and inspiring.

I hope this report will provide an experiment outlook to the dynamic functioning in the HR
Department in Tecumseh products.
 TABLE OF CONTENT

1. Company Profile
2. Review of literature
3. Research Methodology
 Introduction
 Objectives
 Research desgin
 Sample unit
 Methods of data collection
 Primary data
 Limitation of strategy

4. Data analysis & Interpretation

5. Recommendation & Conclusion
6. Suggestion
7. Appendix
 Bibliography
 Questionnaire
 Chapter-1

 Company Profile
 A. COMPANY PROFILE

Demonstrated performance.  Tecumseh Products Company is renowned for bringing an extra

dimension of product innovation, customer reliance, and product quality to the air conditioning and
refrigeration industry.  As a result of our innovative spirit and product performance, people rely on our
products every day.   We literally touch the lives of millions.

Early beginnings. We developed the first “hermetic” compressor for consumer refrigerators in 1937. As
the name Tecumseh became synonymous with commercial refrigeration and central home air
conditioning, we expanded our product line to include automotive air conditioning compressors in
1953.  Our reputation for innovation was further enhanced in 1959 when we developed the first high-
speed hermetically-sealed compressor for commercial applications.

A focused company.  Although our product manufacturing focus remains constant, Tecumseh has
substantially invested in research and development engineering laboratories in North America, Europe,
South America and India. We've also partnered with  R&D facilities at universities throughout the
globe. These facilities are not just responsible for engineering product solutions, but our university
partners also provide Life Science Research on how our products interface with mankind and the
environment.

Tecumseh innovation.  Today, we engineer a full-line of hermetically-sealed compressors for

residential and specialty air conditioning, home refrigerators and freezers, and commercial refrigeration. 
But our expertise doesn’t stop there; we also offer a complete line of indoor and outdoor condensing
units, evaporator coils, heat pumps, complete refrigeration systems and authorized spare parts.
Global products.  Our  products can be quickly accessed from manufacturing facilities on four
continents when needed on a worldwide basis.  We can provide coordination among our global
facilities and your plant locations anywhere, so product selection, specifications and delivery of product
are assured.

Unwavering commitment.  Tecumseh has responded to the challenges of the refrigeration and air
conditioning marketplace for over seven decades, leading the way with improved products and service
in support of the industry we serve.  A company-wide dedication to quality control has already earned
Tecumseh the highest quality rating from major refrigeration and air conditioning manufacturers.   And
the people we employ are honored to touch so many lives, in so many countries, every day.

Early 1930’s: Raymond Herrick – a tool and die maker - had no formal education and modest savings,
but he had an idea . . . to apply mass production techniques learned working with Henry Ford to the
assembly of refrigeration compressors.

1934: Herrick founded Tecumseh Products Company in Tecumseh, Michigan., which would become the
world’s largest independent producer of refrigeration compressors.

1938: Tecumseh revolutionized the industry with the first hermetically sealed compressor, significantly
increasing appliance longevity and reliability. By 1939, the company was producing 160,000
compressors annually. 

During WWII:  Thousands of patriotic men and women served their countries. Citizens and businesses
were called up too. Tecumseh applied its mass production know-how to manufacture record numbers of
40 mm shells.

After the war: With much of the world in ruins, food preservation equipment was badly needed.
Tecumseh shared its knowledge and began working directly with foreign licensees. Post-war desire for
refrigerators, freezers, and air conditioning was soaring. In 1947, a Tecumseh compressor powered the
first window air conditioning unit.

1950: Tecumseh produced 2 million compressors. Soon afterwards, we introduced a compressor for

automotive air conditioning. Consumer demand for these products grew exponentially and by 1954,
Tecumseh compressors powered 48 percent of all cooling appliances. By the mid-50’s, sales were $124
million. 

Early 1960s: We’d become America’s largest compressor producer, with our units in 70 percent of all
freezers, window air conditioners, non-GM automobile air conditioners, and 30 percent of all
refrigerators.

Today: We manufacture from four continents for customers in countries around the globe. We continue
to seek alliances and opportunities to carry out our founder’s basic philosophy – to make the highest
quality compressors and keep costs low. As a result, citizens everywhere enjoy a better quality of life.

Tecumseh product India private limited is an ISO 14001 and 9001 certified American based
multinational company, with as core expertise in manufacturing hermetically sealed compressors.
Tecumseh India is a 100% subsidiary to Tecumseh product company(TPC) USA, which the world’s
only full line independent manufacture of compressors. TPC has 29 manufacturing locations in four
countries. In India the company has 20 sales offices & in extensive networks of over 200 dealers and
more than 600 registered small-scale manufacturers.

Tecumseh India is the preferred supplier to the who’s who of the AC & R industry in India in the
Middle Ease, SAARC countries. The company was originally established and USHA Refrigeration
Industries Limited(URIL) Started in 1963. URIL manufactured compressors for water coolers, air coolers
& air conditioners, Lala Charath Ramji who was from a renowned industrial family of DC and
ceremonial group of companies started URIL.

In 1970 the URIL was changed to C. Shriram Refrigerations Limited and the business was also
diversified towards manufacturing of diesel engines & water coolers. Shriram Industries played a great
role in the field & captured more than 50% markets shares in India. Shriram Industries also kept its
hands in international trade & were successful in exporting their products to the neighboring countries,
Nepal & Bangladesh.

In the process for survival, shriram went to Tecumseh collaboration with westing house US and was
named as siel compressors. Siel compressors were the first Indian company to manufacture
compressors. Later westing house stopped manufacturing & siel went into technological collaboration
with Tecumseh means ‘crouching partner’ derived from chief of the Shawnee Tribe(1768-1813). It
started its operations to offer new state of A W series to Indian customer. Subsequently tecumseh
product company took over siel group in 1997 & siel group became 100% subsidiary to tecumseh
products company. As soon as Tecumseh took over the company its stopped manufacturing water
coolers restricted its products to CFA/hermetically sealed compressors.

Tecumseh Product Company invested 80million in Indian operation known as Tecumseh Product Private
Limited(TRIPL). TRIPL has two states of art manufacturing facilities at Hyderabad, Andhra Pradesh &
Ballabgarh, Haryana with a CADEM center at the Hyderabad plant to meet global engineering needs.
TRIPL has gained core expertise in Research & Development , A W assembly as a A W machine shop
such that it acquired a lion’s shares of the Indian compressor market by gaining a 50%.

TRIPL (Tecumseh Product India Private Limited) is a successful managed company as evidenced in its
Management performance. Evolution of Management performance of company is a continues process for
understanding the direction in which the company is moving so as to decide & implement the feature
course of action with a view achieves interest of the objectives in the best interest of the organization.

Management performance can be done from the point of view of various interest groups such as
owners, management, leaders, etc; however, here it is an analysis to understand Management
performance of TRIPL by using the technique of ratio analysis.

HYDERABAD PLANT
The Hyderabad plant is on a sprawling 54-acre land at the Balangar Industrial belt 15km. Away form
Hyderabad city on the highway line going towards HMT Ltd Nassau road. At Hyderabad plant TRIPL
manufacturers air-conditioners, from 1200 BTU to 60000 BTU & Compressors for deep freezers, bottle
cooler & water coolers which are considered to be world’s No.1 in the 150million compressors market
a year.

BALLABGARH PLANT
 At Ballabgarh, Haryana TRIPL has invested Rs.200 crores for manufacturing if NON-CFC compressors.
The Ballabgarh plant is one of the best compressors manufacturing unit in Asia. The plant is extended
on 21-acre land on the Delhi-Mathura National Highway. The plant has a capacity to manufacture
25000 units per month.

The management has started development activities in the following areas:-

 Efficient treatment plant

 Tree plantation
 Rain water harvesting is to increase the ground water level & TRIPL has the distinction of being the
first organization in thus record.
 Vermi culture is the process of utilizing the canteen food wastage for converting into natural manner.

B. Department of TRIPL

o Human Resource Management

o Accounts Department
o Attendance & Pay Offices(A & PO)
o Export oriented unit(AK Kit)
o Technology Development Center(TDC)
o Maintenance & Engineering Department
o Quality Development of A W assembly
o A W Press shop
o A W Machine shop
o Service center
o Dispensary
o Chemical & Technological laboratories.

TRIPL has a total of 766 permanent employees as on which include.

 172 officers
 232 staff
 362 workers

C. 5-S Philosophies

Tecumseh encourages its employees to follow these philosophies, which is the Japanese way of
working.

1. SERI (Sorting out) :

 Look around your work area & ask yourself “Is it really necessary for all items to be there?”
 Separate items “O.K” re-workable a rejected items.
 Re-work there workable items and dispose of the rejected items.

2. SEITION(Systematic Arrangement):

 Items must be place in prefixed locations so that they are accessible & can be easily use.
 Items should be clearly identified by labeling them property.

3. SEISO(Spic & Span):

 Clean the work place yourself.

 Clean all the equipment including table etc. yourself.

4. SEIKETSU(Serme Atmosphere):

 A clean work place properly selected with a proper arrangement will soon become dirty if SERI,
SEITION & SEISO are not practiced regularly.
 To achieve serene atmosphere the three steps of SERI, SEITION & SEISO should be continuously
repeated.
 We would keep our area of work neat & clean including your own attire.

5. SHITSHUKE(Stick to self discipline):

 Follow rules & regulation strictly.

 Adhere to timings & respect time.
 Confirm to standards while working.
 Follow the prescribed operational standards.
 D. STRATEGIES & PROCESS OF TRIPL

Work place improvements (5-s philosophies)

Creativity club.
KRA’s (Improvement/Suggestions)
Variable earning- sharing of value addition.
Agreement process- organization needs.
Nom-conformance reporting/audits
Open/House communication meetings.
Team Assessments & feedback.
Changing lifestyle.

TRIPL’s VISION & MISSION

VISION-
It is our goal to be the global leader in all the markets in which we choose participate. We will
pursue disruptive technologies to redefine our products.
 MISSION-
 We will leverage our global expertise in mechanical, electrical, fluid handling, related components &
services as to provide comprehensive solution for our customers needs- compressors, engines, electric
motors, pumps, electronics & controls.
 We will be best in class & the most effective producer by utilizing the principles of TQM, 6 Sigma &
lean.
 Our organization will modify itself in response to change in environment at a pace & amount of
change that can be made without eliminating or impending our on going effectiveness.
 Incisive, continuous strategic thinking will be well communicated & started by the organization.

E. IMPORTANT EVENTS:

2000-01
TECUMSEH FULLY ACQUIRED

 SHRIRAM HYDERABAD
 WHIRLPOOL’S COMPRESSOR
 Facility at Faridabad, ballabgarh

2001-02

 Development of plant in ballabgarh.

2002-03
 Amalgamation with TRIPL.

2003-04
 Voluntary retirement scheme.
 Industrial unrest & lockout in the first half of the year.
 Export obligations not met during the year & high foreign outgo.
 Obligations met towards customer by impoting finished goods & selling loss.
 2004-05

 Setting up of the CADAM center.

2005-06
 Setting up of a 100% EOU for export of compressors & its parts.
 Expansion in installed capacity at the Hyderabad plant.
 Total foreign outgo reduced drastically.
 Improvements in the market for compressors as a result of an improvements in market for air-
conditioners & refrigerators.

2006-07
 This year exports showed a growth of three times over previoius years in volumes.
 A W Capacity has launched two new commercial model of MLA sense country wide competition
among the engineering industries.
 Won the “GREENTECH environment excellence silver award” in the countrywide competition among
the engineering industries.

2007-08
 Tecumseh compressors for china.
 Tecumseh posts 84% rise in exports earning.
 Tecumseh India to set up rotary compressors unit.

2008-09
 Won the “GREENTECH environment award in the countrywide among the engineering industries.”
 F. PRODUCTS & SERVICE:

With a widely used range of reciprocating, rotary & social compressors for varied applications,
Tecumseh caters to the entire spectrum of cooling needs for air-conditioning, refrigeration & commercial
application. The superior technology that is built into these compressors ensures that they operate with
highway efficiency & at low noise levels. Compressors manufactured in India are trivialized to suit the
exacting Indian conditions which means that they with stand wide voltage fluctuation & perform well
even under extreme weather conditions.

The range includes the energy efficient A W Series, super silent A W series & the study, reliable & eco-
friendly MLA Series of compressors.

G. PRODUCT RANGE:

 Refrigerator compressors
 Commercial refrigeration compressors.
 Air-conditioning compressors.
 Commercial air-conditioning compressors.
 Condensing units.
 Chapter-2
-

 Review of
literature

RECRUITMENT

“The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to
attain their full worth.”
Definition :

Recruitment is the process of recruiting potential personnel to fill up the existing requirement of the
organization. It is the process of discovering potential applicants for actual or aniticipated job
vacancies. Recruitment involves encouraging individuals with needed skills to make applications for
employment

Recruitment, logically, aims at (i) attracting a large number of qualified applicants who are ready to
take up the job if it’s offered and (ii) offering enough information for unqualified persons to self-
select themselves out.

Objectives:

The main objective of recruitment is to increase the no. of applications for the job available in the
organization, to select the best applicant who is the best fitted to the job.

FACTORS AFFECTING RECRUITMENT

In recruiting new employees management must consider the nature of labor market, what sort of
potential labor are available and how do look for works.

The factors affecting can be summed up under the following heads:

 Labor Market Boundaries:- The knowledge of the boundaries help management in estimating the
available supply of qualified personnel form, which it might recruit. A labor market consists of a
geographical area in which the forces of demand and supply interact and thus affect the price of
labor.

 Available skills:- companies must locate the areas where they can find employees who fit the jobs
according to their skills.

 Economic condition:- economic condition also affect recruitment. Unemployment worker may
swamp a new plan located in a depressed labor market whereas a firm trying to establish it or to
expand in an area where a few qualified workers are out of work has quite a different recruitment
problem.

 Attractiveness of the company:- The attractiveness of the company in terms of higher wages,
clean work, better fringe benefits and rapid promotions serve as influencing factor in recruitment.

NEED FOR RECRUITMENT

It makes possible to choose the right person in the right time at the right place. It also makes it
possible to acquire the number & type of people necessary to ensure the continued operation of the
organization.

 Planned needs:- Such needs arise from changes in the organization policies.

 Anticipated needs:- It refers to those movements in personnel which an organization can predict
by studying trends in internal or external need.

 Unexpected needs:- Such need arises due to illness, death & registration.
 Recruitment follows HR Planning & goes hand in hand with selection process by which organization
evaluate the suitably of candidates with successful recruiting to create a sizeable pool of candidates,
even the most accurate selection system is of little use.

Recruiting begins when a vacancy occurs & the recruiter receives authorization to fill it the next step
is careful examination of the job & enumeration of skills, abilities & experience and needed to perform
the job successfully other steps follow:-

 Creating an applicant pool using internal & external methods.

 Evaluate candidates via selection.
 And finally make an offer.

SCOPE:-
To define the process & flow of activities while recruiting, selecting & appointing personnel on the
permanent rolls of an organization.

Recruitment matching the needs of applicants & organizations

Information flow

INTERNAL
APPLICATI-ONS
 Environment:

Economic and Social,

Technological and Political

PROCESS OF RECRUITMENT

Recruitment process:-
A vacancy present an opportunity to consider restructuring, or to reassess the requirements of the job.
This assessment is valid whether it is to fill an existing job or a new one. Ask question such as:

 Has the function changed?

 Have work patterns, new technology or new products altered the job?
 Are there any changes anticipated which will require different, more flexible skills from the jobholder?

Answer to this question should help to clarify the actual requirements of the job & how it fits into
the rest of the organization or department. Exit interviews, or consultation with the current job-holder
and colleagues may well produce good ideas about useful changes.

Recruitment begins by specifying the human resource recruitment, initiating activities and action to
identifying the possible source from where they can be met, communicating the information about the
jobs, terms & conditions and prospects they offer, and enthuse the people who meet the reqruitment to
respond the invitation by applying for jobs. Thereafter the selection process begins. The process is
follows:

Decide on how many people you really need:-

 If everything is being done to improve performance and still there is a gap between what the current
performance is and the goals set, then the best way is to recruit more people.

Analyzing the job:-

Analyzing the job is the process of assembling and studying information relating to all aspects of a
particular post. Analysis is done to find possible details about

 Purpose: Identify the aims and objectives of job and what the employee is expected to achieve within
department and company.

 Position: The job title, its position in the hierarchy and for whom it is responsible ought to be
recorded. A sample organization chart may be useful for this purpose.

 Main duties: A list of key tasks may be written out; standards that need to be reached and
maintained must also be maintained. Methods of recording, assessing and recording the key tasks must
be determined.

 The work environment: Study the physical and social environment in which the work is out
because the work environment influences the quantity and quality of work.

Drafting a job description:

After job analysis is done, job description is made. Job description describes the job. The job
description decides upon the exact knowledge, skill and experience needed to do the job.

Job description must be drafted around these headings:

 Job title
 Responsible to
 Responsible for
 Purpose of job
 Duties
 Responsibility
 Signature and date
 Evaluation future needs:
For evaluation future needs manpower is drafting. A manpower plan evolves studying the make-up of
present work-force, assessing forthcoming changes and calculating future workforce, which is required.
Manpower planning helps in devising long-term recruitment plans.

FINDING SOURCES OF RECRUITMENT

The human resource recruitment can be met form internal or external source:

Internal Sources:
Persons who are already working in an oragnization constitute the ‘Internal Sources’. Retrenched
employees, retired employees, dependents of deceased employees may also constitute the internal
sources. Whenever any vacancy arises, someone from within the organization is upgraded, transferred,
promoted or even demoted.

Advantages of Internal Sources:

1) Economical: The cost of recruiting internal candidates is minimal. No expenses are incurred on
advertising.

2) Suitable: The organization can pick the right candidates having the requisites skills. The candidates
can choose a right vacancy where their talents can be fully utilized.

3) Reliable: The organization has knowledge about the suitability of a candidates for a position ‘known
devils are better than unknown angels!’

Disadvantages of Internal Source:

1) Limited choice: The organization is forced to select candidates from a limited pool. It may have to
sacrifice quality and settle for less qualified candidates.
2) Inbreeding: It discourages entry of talented people, available outside an organization. Existing employees
may fail to behave in innovative ways and inject necessary dynamism to enterprise activities.

3) Inefficiency: Promotions based on length of service rather than advantage, may prove to be a
blessing for inefficient candidates. They do not work hard and prove their worth.

External Sources:
External sources lie outside an organization. Here the organization can have the service of: (a)
Employees working in other organization; (b) Job aspirants registered with employment exchanges; (c)
Students from reputed educational institutions; (d) Candidates referred by unions, friends, relatives and
existing employees; (e) Candidates forwarded by search firms and contractors; (f) Candidates responding
to the advertisements, issued by the organization; and (g) Unsolicited applications/walk-ins.

Advatages of External Sources:

1) Wide Choice: The organization has the freedom to select candidates from a large pool. Persons
with requisite qualifications could be picked up.
2) Motivational Force: It helps in motivating internal employees to work hard and complete with
external candidates while seeking career growth. Such a competitive atmosphere would help an
employee to work to the best of his abilities.
3) Long-Term benefits: Talented people could join the ranks, new ideas could find meaningful
expression, a competitive atmosphere would compel people to give of their best and earn rewards, etc.
 Disadvantages of External Sources:

1) Expensive: Hiring costs could go up subsidiary tapping multifarious sources of recruitment is not an
easy task, either.

2) Time Consumig: It takes time to advertise, screen, to test and to select suitable employees. Where
suitable ones are not available, the process has to be repeated.

3) Demotivating: Existing employees who have put in considerable service may resist the process of
filling up vacation from outside. The feeling that their services have not been recognized by the
organization, forces them to work with less enthusiasm and motivation.

METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method
b) Indirect method
c) Third party method

(a) Direct Method:

These include the campus interview and keeping a live register of job seekers. Usually under this
method, informations about jobs and profile of persons available for jobs is exchanged and preliminary
screening is done. The short listed candidates are then subjected to the remainder of the selection
process. Some organization maintains live registers or record of applicants and refers to them as and
when the need arises.

(b) Indirect Method:

 They cover advertising in newspaper, on the radio, in trade and professional journals, technical journals
and brouchers.

When qualified and experienced persons are not available through other sources, advertising in
newspapers and professional and technical journals in made. Whereas all types of advertisements can
be made in newspapers and magazines, only particular types of posts should be advertised in the
professional and technical journals.

A well thought-out and planned advertisement for appointments reduces the possibility of unqualified
people applying. If the advertisement is clear and to the point, candidates can assess their abilities and
suitability for the position and only those who possess the requisite the qualification will apply.

(c) Third-Party Method:

Various agencies are used for recruitment under these methods. These include commercial and private
employment agencies, state agencies, and placement offices of schools, colleges and professional
associations, recruiting firms, management consulting firms, indoctrination seminars for college
professors, friends and relatives.

AUTHORIZATION:

S.NO. Authorized Signatory

1 Head-Human Resource

2 Managing Director

Amendments And Deviations:

Any amendments to & deviations from this policy can only be authorized by the head-human
resources & the managing director.
Exclusions:
The policy does not cover the detailed formalities involved after the candidate joins the organization.

SELECTION

INTRODUCTION-
The size of the labor market, the image of a company, the place of posting, the nature of job, the
compensation package and a host of others factors influence the manner in which job aspirants are
likely to respond to the recruiting efforts of a company. Through the process of recruitment, a
company tries to locate prospective employees and encourages them to apply for vacancies at various
levels. Recruiting, thus, provides a pool of applicants for selection.

DEFINITON-
To select mean to choose, Selection is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can
most successfully perform the job, from the pool of qualified candidates.

The Process:
Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the
applicant proceeds to the next. Figure 1.2 outlines the important steps in selection process of a typical
organization. The time and emphasis placed on each step will of course vary from one organization to
another and indeed, from job to job within the same organization. The sequencing of steps may also
vary from job to job and organization to organization. For example, some organization may give
importance to testing, while others may emphasize interviews and reference checks.
 Hiring Decision Step 8

Reference Checks Step 7

Medical Examination Step 6

Selection Interview Step 5

Selection Tests Step 4

Application Blank Step 3

Screening Interview Step 2

Reception Step 1

SELECTION INTERVIEW

It is a situation in which personnel selector, through personal contact provide himself with behavior to
observe in order to assess the candidate’s suitability for a post.
 A major problem is that the behavior we observe during the short period of the interview may be
uncharacteristic. A rather ponderous individual, for instance, may well be able to give the impressions
of being quite dynamic if he/she has only to keep it up for half an hour. Thus it is necessary to
supplement the behavior which can be observed directly in face-to-face contact.

By eliciting as much as possible of the candidates life history the main aim of the selection interview
should therefore be to look at say, twenty or thirty years of behavior, much of which is bound to be
highly characteristics of the individual concerned.

Types of Interviews

There are two primary types of interviews used by companies: screening interviews, and selection
interviews. Every company’s hiring process is different. Some companies may require only two
interviews while others may require three or more. It is also not uncommon to see a company
conduct testing (personality, skills based, aptitude, etc.) as an intermediate step in the hiring process.

Here is an overview of the major type of interviews and tips on how to handle them:

 Screening Interviews:
Your first interview with a company will often be a screening interview. The purpose of a screening
interview is to ensure that prospective candidates meet the basic qualifications for a given position. It
may take place in person or on the telephone. If you meet the basic qualification, express interest in
the position, and make a positive impression on the interviewer, you will likely be selected for a
selection interview.

Selection interviews can come in several forms:

Round-Robin Interview:
A round-robin interview is the interview the technique most commonly used by our client companies.
You will interview with multiple interviewers in succession. The key to a round-robin interview is
giving good consistent answers. Interviewers will typically meet after to discuss your answers, and will
uncover any inconsistencies.

Panel Interview:
A panel interview is an interview that consists of two or more
will both ask questions. The purpose of a panel interview is
prospective candidate. The key to a panel interview is to keep
contact with all interviewers even when answering a question for
interviews. Typically, the interviewers
to gain multiple perspectives on a
all interviewers involved. Make eye
specific individual.

One-on-One Interview:
A one-on-one interview is an interview with a single interviewer. The key to a one-on-one interview
is to build rapport with the interviewer. Smile. Be friendly. Try to match your interviewer’s energy
level. Typically, you will have a short period of time to make an impact. Know the position and the
key attributes the company is seeking, and emphasize those things.

Stress Interview:
A stress interview is designed to test your responses in a stressful environment. The interviewer may
try to intermediate you, and the purpose is to weed out candidates who don’t deal well with adversity.
The interviewer will make deliberate attempts to see how you handle yourself using methods such as
sarcasm, argumentative style questions, or long awkward silences. The key to a stress interview is to
recognize that you are in a stress interview,. Don’t take it personally. Stay calm, focused, and don’t
allow yourself to be rushed. Ask for clarification if you need it. Know how to push back. Ask an
interviewer for a couple of problems they are currently facing, propose solution.
 SELECTION TESTING

Another important decision in the selection process involves applicants testing & the kinds of tests to
use. A test is standardized, objectives measure of a person’s behavior, performance or attitude. It is
standardized because the way the test is carried out, the environment in which the test is administrated
and the way individual course are calculated-are uniformly applied.

Over the years, employment tests have not only gained important but also a certain amount of
inevitability in employment decisions. Some of the commonly used employment tests may be started
thus.

1) Intelligence tests: These are mental ability tests. They measure the incumbet’s learning ability and
also the ability to understand instructions and make judgment. The basic objective of intelligence tests
to pick up employees who are alert and quick at learning things so that they can be offered adequate
 training to improve their skills for the benefit of the organization. Intelligence tests do not measure
any single trait, but rather several abilities such as memory, vocabulary, verbal fluency, numerical
ability, perception, spatial visualization, etc.

2) Aptitude tests: Aptitude tests measure an individual’s potential to learn skill- clerical, mechanical,
mathematical, etc. These tests indicates whether or not an individual has the ability to learn a given
job quickly and efficiently. In order to recruit efficient office staff, aptitude tests are necessary. Clerical
tests, for example, may measure the incumbent’s ability to take notes, perceive things correctly and
quickly locate things, ensure proper movement of files, etc. Aptitude tests, unfortunately, do not
measure on-the-job motivation. That is why aptitude test is administered in combination with other
tests, like intelligence and personality tests.

3) Personality tests: Of all the tests required for selection, personality tests have generated lot of heat
and controversy. The definition of personality, methods of measuring personality factors and the
relationship between personality factors and actual job criteria have been the subject of much
discussion.

4) Achievement tests: These are designed to measure what the applicant can do on the job
currently, i.e, whether the testee actually knows what he or she claims to know. A typing test show
typing proficiency, a shorthand test measure the testee’s ability to take dictation and transcribe, etc.

7) Simulation tests: Simulation exercise is a test which duplication many of the activities and
problems an employee faces while at work. Such exercise are commonly used for hiring managers at
various levels in an organization. To assess the potential of a candidate for managerial positions,
assessment centers are commonly used.

8) Assessment centre: An assessment centre is an extended work sample. It uses procedures that
incorporate group and individual exercises. These exercises are designed to stimulate the type of work
which the candidate will be expected to do. Initially a small batch of applications come to the
assessment centre.
 RECRUITMENT AND SELECTION

Recruitment & selection are the two phases of the employment process.

The difference between the two are:

The recruitment is the process of candidates for employment & stimulates them to apply for jobs in
the organization. WHEREAS selection involves the series of steps by which the candidates are
screened for choosing the most suitable persons for vacant posts.

The basic purpose of recruitment is to create a talent pool of candidates to enable the selection of
best candidates for the organization, by attracting more & more employees to apply in the organization
WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various
position in the organization.

Recruitment & Selection Process:

Recruitment process involves a systematic procedure from sourcing the candidates to arranging &
conducting the interviews & requires many resources & time. A general recruitment process is as
follows:

 Identify Vacancy
 Prepare job description & person specification.
 Advertising the vacancy.
 Managing the response.
 Short-listing.
 Arrange interviews
 Conducting interviews & decision-making.

Job Advertisement
JOBS

Analysis of positions & recruitment

Candidate generation

Pre-Screen(phone of web)

Testing & evaluation

On-going coaching/
Interview
develop. Of employee

Final Selection
sourcing-developing

candidates pool
Successful placement

Pertaining

Processing sourcing of candidates

 Process Cycle

Scope

Purpose of the procedure:

Recruiting & selecting the right people is paramount to the success of the IPCC & its ability to retain
a workforce of the highest quality. This recruitment & selection procedure sets out how to ensure as
far as possible, that the best people are recruited on merit & that the recruitment process is free from
bias & discrimination.

Job Analysis

Form

Request to fill

Job Description

Person Specification.

Recruitment And Selection Framework

 Overview of process:
Assess the need for the job & ensure there is adequate funding for it.

Review the job description to ensure that it meet the present & future requirement.

Review the person specification to ensure it meet the requirement of the job description.

Design the selection process.

Draft the advertisement & select the advertising media.

Short list using the person specification only.

Interviews & test short-listed candidates.

Validate references, qualifications & security clearances.

Make Opportunity.

Managers hold the responsibility for ensuring this framework is followed. HR is available for advice
& will assist in general administration of the recruitment process.

Theoretical Framework

cruitment

Sources
 Recruitment

nterviews And

Selection Process.

ecruiters

Independent Variable
Dependent Variable

Chapter-3
  Research Methodology

RESEARCH METHODOLOGY

 Introduction

Research is a way of assimilating a great amount of knowledge, events, information, all happening around us
all the time .This helps in gaining new knowledge. It moves a man from known to the unknown .while on the
journey of research man keeps discovering new knowledge. Through this new knowledge we create principles
and laws which govern our behavior and decisions later on .principles of research are generic in nature and can
be applied in any branch of knowledge gets strengthened and modernized because of the quantity and quality of
research which the people concerned with it keep doing .people assimilate this as a vast flowing river of
knowledge and draw important elixir (cure) out of it and store it in the form of their conclusions and principles.
Research can be one of the most interesting features of any degree course as it offers you a measure of control
and autonomy over what you learn. It gives you an opportunity to confirm, clarify, pursue – or even discover –
new aspects of a subject or topic you are interested in. It is a process of enquiry and investigation; it is
systematic, methodical and.ethical; research can help solve practical problems and increase knowledge.
Research is one of many different ways of knowing or understanding. It is different from other ways of
knowing, such as insight, divine inspiration, and acceptance of authoritative dictates, in that it is a process of
systematic inquiry that is designed to collect, analyze, interpret, and use data. Research is conducted for a
variety of reasons, including to understand, describe, predict, or control an educational or psychological
phenomenon or to empower individuals in such contexts.The exact nature of the definition of research is
influenced by the researcher’s theoretical framework and by the importance that the researcher places on dis-
tinguishing research from other activities or different types of research from each other. For example, many
students go to the Internet or the library and look up facts from a variety of sources and say that they are doing a
research paper.

Some journalists follow a similar search strategy and often include interviews with people close to the action
that is the focus of a news report. The focus of this text is NOT on that type of “research.” Rather, this text
focuses on empirical research that is characterized as building on existing knowledge about a phenomenon.

A research methodology defines the purpose of the research how it proceeds, how to measure
progress and what constitute success with respect to the objective determine for carrying out the
research study Research can be understood by breaking it up into various component:

 Defining and redefining problems

 Formulating hypothesis

 Suggesting solutions

 Collecting organizing and evaluating data

 Making deductions and reaching conclusions

The study will be conducted to achieve the aforesaid objectives including both exploratory or
descriptive in nature and involve personal interviews that will be based on the questionnaire format
 Objectives:

The present study has been conducted to achieve the following objectives.

1. To analysis & portary the existing position of TRIPL.

2. To study the short term solvency position of TRIPL.
3. To study the leverage position of the TRIPL.
4. Evaluate the efficiency utilization of assets of TRIPL.
To identify the problem, if any, in the overall performance of the TRIPL and offer suggestions

Research Design:
 Exploratory Research:
My research is based on this research, exploratory research has the primary objective of development of
insights into the problem. It studies the main area where the problem lies and also tries to evaluate
some appropriate course of action. Exploratory research helps determine the best research design, data
collection method and selection of subjects.

 Undertaken with the aim of clarifying ambiguous problems.

 General problems usually known but not sufficiently understood
 The purpose is to get more information, not to uncover specific courses of action.

SAMPLE UNIT:

 Total is approx 50% but I choose 30 employees for the observation ..

 size of representative sample is 50
  Sample unit here are the person in the human resource development i.e. in the recruitment &
selection process.

METHODS OF DATA
COLLECTION

The data for the survey will be conducted from both Primaries as well as Secondary Sources.

a) Primary Sources: The data required for the study has been collected from:-
 Questionnaire:- Survey among the official’s employees.
 Personal Interviews:- With the company representative regarding recruitment & selection.

b) Secondary Sources: Secondary data has been collected from:-

 Internet, websites
 Business Magzines
 Books

LIMITATIONS OF STUDY

The study on recruitment and selection practices at TECUMESH PRODUCT INDIA PRIVATE
LIMITED. Involve the study of all the divisions of TECUMESH PRODUCT INDIA PRIVATE
LIMITED. Due to time constrain the study was not extended to the recruitment..

Due to time constrains a discussion could not be held with other employees as to their personnel level
of satisfaction from the recruitment and selection practices procedures.

Also there is a lot of heavy bias attached with the responses because of personnel experience. The
people interview there is from GM’s to Executive directors to head personnel. Hence the inputs would
vary greatly amongst them due to the difference in level of authority and experience.
 The study has been conducted in a systematic and comprehensive way so as to make the project work
an unable one. However, the topic under my study may not be free from limitations due to the
following factors.

1. The major limitation of the project under study was time. Since it was to be completed within a
short period of time, which is not sufficient to undertake a comprehensive study.
2. Since the financial matters are sensitive in nature the same could not acquired easily.

The study is concerned to only the five years of TRIPL

Chapter-4

 Data Analysis
&
 Interpretation

Q.1) Is Recruitment positive and negative process?

fig. 1.1
No
27%

Yes

No

Yes
73%

INTERPRETATION:

Figure shows that 73% employees are in the favor of recruitment process.
Q.2) Is Selection is the positive and negative process?

fig. 1.2

No 33%

Yes

No

Yes 67%

INTERPRETATION:
 Figure shows that 67% employees are in the favor of selection process.

Q.3) The selection of employee during the training.

THE RATIO OF EMPLOYEE SELECTION

45
40
35
30
of 25
ividual
20
ected
15
10
5
0
Senior Middle Junior

S. No. Senior Middle Junior

Series 1 15 25 42
Series 2 5 12 27

INTERPRETATION:
Figure shows In training that the ratio of selection of employee was not more. In senior level there
was only 5 selections from the 15 and 12 in middle level out of 25 and 27 at junior level out of 42
employees.

Q.4) External source of recruitment that has been found me in the training
 Employee selection by various type

40
35
30
25
yee 20
d 15
10
5
0
Consultant Campus Through Through
not Referen

S.No. Consultant Campus Through not Through Referen

Series 1 _ _ _ _
Series 2 40 35 15 20
Series 3 10 15 5 7

INTERPRETATION:
Figure shows In the training that how they the CV from the various sources so that they can get the
best and qualifying employee for their organization. The ratio, which was there to select the employee,
was more in campus interview because it is the time saving system to select the employees

Q.5) How many employees are interested in to do job TECUMSEH PRODUCTS?

 Interest of employee
No 27%

Yes
No

Yes 73%

INTERPRETATION:

Figure shows that 73% employees are interested to do job in recruitment process.

Q.6) The ratio of employees, those were called for final interview.
 No. of empoyee called for final selection

40%  
27%
Senior
Middle
Junior

33%

INTERPRETATION:
Out of hundred the employee was called for the interview that are 27% senior, 33% middle and rest
40% are being called. Here found after the written test that only hundred employee are able to go in
final interview.

Q.7) The performance of the employees in final interview.

FINAL SELECTION OF EMPLOYEE

NO. EMPLOYEE SELECT

40
Series 1
30
20 Series 2

10
0 _

i or e Series 1
n dl or
Se id u ni
M J

Different level

INTERPRETATION:
After the interview there are only few employee are being selected for the final interview and the
ratio of employee selection was it much less because the candidates was not found according the job.

Q.8) The employee, which was selected for the job.

 Finally Selected Employees

18%
10%

Senior Middle

Junior

12%

INTERPRETATION:

Figure shows that only few employees were selected in the final interview. It may be the reason of
lack knowledge of the job or may be that are able to do that particular job. The pie chart show that
how many candidates are being selected during the final interview in the organization.
 Chapter-5

 Conclusion

CONCLUSION

TECUMSEH PRODUCTS INDIA PRIVATE LIMITED, is the company, which has the good choice of
process of the recruitment & selection. It always tries to select the efficiency as per the job
requirement As my research was in the company it shows that it has the flexible environment where
all the employees are free to do work as they like, the motto is to complete the work holding good
quality.

Cycle time in the recruiting & selection is very less.

They have to work on the tracking of employees, as it waste the time of the person involve in
selection, when they came to know by seeing their face that it is the one how was interviewed
previously.

Overall they are the good leaders of recruiting & selecting the candidates, and making their full
utilization.

Now they are also forwarding to make use of the smart hiring by which the best candidates of
required skill can be located.

Various aspects of recruitment and selection were studied. For conducting the study an interview
schedule was prepared & was got filled by individual members i.e. the workers of the industry.
Separate interview schedule were prepared in order to note down individual information & then
analyze it.

The whole report represents that how what are the various techniques that helps to find out that how
we select the best candidates at right time for right job at right place so that we will able to make
the work in efficient way.

Chapter-6
  Suggestions

SUGGESTIONS

SUGGESTION FOR THE IMPROVEMENT OF THE SYSTEM AND THE PRACTICES OF

RECRUITMENT AND SELECTION PROCESS

The following are the suggestion received from the respondents of the questionnaire these suggestions
are based on the awareness regarding the Recruitment and Selection Process:

I. During the selection process not only the experienced candidates but also the fresh candidate
should be selected so as to avail the innovation and enthusiasm of new candidates.

II. In the organization where summer training facility prevailing then such kind of practices must
be adopted so that the student can learn and again from their practical views.
 III. Candidates should be kept on the job for some time period; if suitable they should be
recruited. During the selection process, the candidate should be made relaxed and at ease.

IV. Company should follow all the steps of recruitment and selection of the candidates.

V. Selection process should be less time consuming.

VI. The interview should not be boring, monotonous. It should be made interesting. There must be
proper communication between the Interviewer and Interviewee any the time of interview.

VII. Evaluation and control of recruitment and selection should be done fair judgment.

VIII. Methods used for selection of candidates should be done carefully and systematically.

IX. This is indeed an important suggestions and authorities concerned should immediately look into
it and try to implement it.
 Chapter-7

 ANNEXURE
 BIBLIOGRAPHY

Books

Prasad L. M, Human Resource Management

Rao V. S. P, Human Resource Management

Sharma F.C, Human Resource Management

Websites

www.scribd.com

www.tecumeshindia.com
 QUESTIONNAIRE

Name of the employees……………………………………………….

Designation……………………………………………………………

Department…………………………………………………………….

Contact no……………………………………………………………..

Q.1) What is the percentage of people who agree that the recruitment is a positive process?

a) 0 – 20%

b) 20 – 40%
 c) 40 – 60%

d) 60 – 70%

e) 70 – 80%

Q.2) What is the percentage of people who think that selection is a negative process?

a) 0 – 10%

b) 10 – 20%

c) 20 – 30%

d) 30 – 40%

Q.3) What is the percentage of people who agree that the recruitment is a negative process?

a) 0 – 10%

b) 10 – 20%

c) 20 – 30%

d) None of these

Q.4) What is the percentage of people who think that selection is a negative process?

a) 0 – 20%

b) 20 – 40%

c) 40 – 60%

d) 60 – 70%

Q.5) How many employees are selected in middle level?

a) 0 - 10
 b) 10 - 20

c) 20 - 30

d) None of these

Q.6) In which level maximum employees are selected?

a) Junior

b) Senior

c) Middle

Q.7) Which external source is better for recruitment selection?

a) Consultant

b) Campus

c) Through Reference

Q.8) From which external source minimum employees are selected?

a) Consultant

b) Campus

c) Through Reference

Q.9) How many employees are interested in to do job in Tecumseh Products?

a) 0 - 10

b) 10 - 20

c) 20 - 30

d) 30 – 40

e) 40 - 50
Q.10) In which level maximum employees are called for the final interview?

a) Senior

b) Middle

c) Junior

Q.11) How many total employees called for final interview?

a) 0 - 10

b) 10 - 20

c) 20 - 30

d) 30 - 40

Q.12) How many employees are selected for the final interview at junior level?

a) 0 -10 %

b) 10 – 20 %

c) 20 – 30 %

d) 30 – 40 %

Q.13) At which level maximum employees are finally selected?

a) Junior

b) Middle
 c) Senior

Q.14) How many total employees are finally selected ?

a) 0 - 10

b) 10 - 20

c) 20 - 30

d) 30 - 40