Indian Institute of Management Indore

Human Resource Management

Case Analysis- Moonka Auto

Submitted to: Prof. Nishit Kumar Sinha

Submitted By: Group Number - 12

Muskaan Kalra 2022PGP244

Neha Kumari 2022PGP518

Vignesh Kumar S 2022PGP446

John Paul 2022PGP179

Kadam Piyush Dilip 2022PGP577

OBJECTIVES OF MOONKA AUTO OWNERS:

Mr. Ashok Agarwal, owner of Moonka Auto had opened Telco, his second dealership for Honda two-
wheelers. As a stopgap arrangement, Agarwal had deputed two best salespersons from the first
dealership to the second. However, this was negatively affecting the sales of the old dealership and
the salespersons had threatened to quit if forced to continue at Telco.

Mr Agarwal had been interviewing candidates but couldn’t find a suitable fit. He hoped to:
 Quickly recruit suitable salespersons as the process was taking a lot of his time
 Carry out the recruitment process within the stipulated budget

WHAT KIND OF SALESPERSON DID MOONKA REQUIRE?

Some important characteristics that were important for salespersons were:

 Great communication skills (face-to-face)
 Well-groomed and dressed
 Friendly demeanour
 Ability to understand customers needs ( listening adequately)
 Knowledge of technical specifications of own and competitor’s products
 Acting in the best interest of the dealership business
 Excellence at building relationships with customers
 Research oriented and investigative approach
 Honesty with customers
 Punctuality, Sincerity

SUGGESTED RECRUITMENT STRATEGIES:

Referral programme seems to be the most effective plan to be implemented in the short run as it is
the most cost effective and shortest of all processes with the least amount of effort required by Mr.
Agarwal. Past experiences with referral have been fruitful and further formalization of this scheme
may help the organization. One of its main advantages is that the company would not have to
conduct a lengthy recruitment process.

But in the long run, the organization should develop a proper selection mechanism where they are
able to clearly define the job description and the proper selection process sequence so that the
company is not fully depended on referrals for the recruitment process.
For this, it could explore the following options:
 Online Job Portals
 Campus Hiring- maintaining relationships with educational institutions
 Vocational training programmes from which they are able to select ideal applicants
 Advertisements

In order to make the process more effective, the company could go for:
 Telephonic interviews and objective test to screen candidates
 Using star salespersons for a round of interview

It is expected that Moonka Auto's recruitment tactics will be able to provide a candidate pool from
which the company may make their selection. In addition, there is a time limit of two weeks
attached to the process. The plan should incorporate the approaches that have been successful in
the past, a description of the work to be done, and measures to protect the
organization's reputation.