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PROJECT IN HUMAN RESOURCE MANAGEMENT
INTERNAL GUIDE Ms.Sathy arthyMBA.,
PRESENTED BY V. Manonmani Vmm 553 IIYEAR MBA(HRM &OM)
This study particularly focuses on Wheels India Ltd,. This study mainly deals with Effectiveness of Recruitment Strategy, which is one of the main functions of HRD. The research work focuses on the problem of controlling the recruitment cost, choosing the right man for the right place & by using various recruitment strategies. By using, convenient sampling techniques, 150 respondents were selected. Opinions of the respondent were analyzed with the help of statistical tools. For this survey, questionnaire, schedule, telephonic interview & management information system were used for gathering information from the employees. The findings are presented in this report.
INTRODUCTION Recruitment is the process of finding and attracting capable applicants for employment. The various sources of recruitment may be classified into two broad categories. selection of right candidates for various positions in the organization. Recruitment process precedes the selection process. The recruitment process provides the organization with a pool of potentially qualified job candidates from which judicious selection can be made to fill vacancies. . that is. ± Internal source and ± external source.
.INDUSTRY PROFILE The Indian auto component industry is one of the front runners for grabbing the global auto component outsourcing market. It recorded a compounded annual growth rate of 20% between 2000 and 2005 and is expected to grow to US$18.7 billion by 2009. CURRENT SCENERIO the domestic automobile market boosted by the tremendous increase in domestic demand. estimated to be worth US$700 billion by 2015. According to the Automotive Component Manufacturers Association of India (ACMA). Meanwhile. is also contributing to the growth of the auto components industry.8 billion from the previous year with Europe and North America respectively accounting for 36% and 26% of the total auto components exports from India. The Indian automobile components industry has come a long way since the country s economic liberalization which opened up the sector in the early 1990s. the global auto component industry would reach US$ 1. The demand led to increase in production capacity. domestic components production increased by 15% from 2004-05 to US$10 billion in 2005-06. exports increased by 28% in 2005-06 to US$1. It is believed that by 2015.9 trillion.
The first boost came in 1982 when the Government of India established Maruti Udyog Limited (MUL) and collaborated with Suzuki Motors of Japan. Ford. Toyota. Six Sigma. etc. TQM. set up their manufacturing centres in India. the protectionist policies of the Indian government prior to the nineties and low volumes of production due to limited demand from the vehicle manufacturers in India hampered innovation and growth in this sector. General Motors. In 1991 Hyundai. and DaimlerChrysler etc. The component manufacturers embraced global best practices/standards such as Lean Manufacturing. .EARLY DAYS: Though the Indian auto components industry has been in existence since the early 1940s.
Charting The Growth Path The government has envisaged the Automotive Mission Plan 2016 to promote growth in the sector. Taking the output to US$ 145 billion. accounting for more than 10 per cent of the GDP. . Offering additional employment to 25 million people by 2016. It targets: Emerging as the global favourite in the area of design and manufacture of automobiles and auto components.
Annual Capacity: 10 million wheels Manpower: 1. UK in the year 1960. trucks.760 It is a public limited company and its share value was quoted at Rs 45 (as of May 4th). . agricultural tractors and construction equipment in India.30 % of its shares are held by General Public and the rest are held by few individuals and corporate. 14. buses. utility vehicles. Wheels India has grown as leading manufacturers of steel wheels for passenger cars.COMPANY PROFILE WHEELS INDIA LIMITED -YOU NAME IT WE MAKE IT Wheels India was set up as a joint venture between TVS and Dunlop group.
Mission. Bring about involvement of all employees in achieving the above objectives Other Important Objectives: Development of new techniques In house tool manufacturing facility Participate in NPI Projects Continuous upgradation of technical expertise of engineers and managers Meeting ISO -14001:2004 requirements Investment in new processing techniques Development of new technologies Environment Objectives: Use of Wind energy Greening of factory premises Rainwater harvesting for water conservation . Objectives and strategies of the Organization: Mission: Maintain leadership in the domestic market and presence in export markets. at competitive prices. process technology and work environment to offer better products. Continuously improve & innovative product design. Ensure customer satisfaction through timely delivery of quality products and services.
To study whether the internal sources of recruitment strategy is effectively followed in WHEELS INDIA LTD. To identify the key factors / tools that help in recruitment in WHEELS INDIA LTD. SECONDARY OBJECTIVES To study & analyze the recruitment process in WHEELS INDIA LTD. . To determine the employee opinion about the recruitment strategy in WHEELS INDIA LTD.OBJECTIVES OF THE STUDY PRIMARY OBJECTIVES To study the effectiveness of recruitment strategy in WHEELS INDIA LTD....... To offer suggestions for the improvement of the recruitment process in WHEELS INDIA LTD.
. This study facilitates clear idea about various advanced strategies in recruitment that prevails in WHEELS INDIA LTD. .SCOPE OF THE STUDY This study covers about the recruitment strategies in WHEELS INDIA LTD... This study provides guidance in adopting in selecting the strategy for the improvement in recruitment activities in WHEELS INDIA LTD.. The study provides better working conditions in WHEELS INDIA LTD.
NEED OF THE STUDY Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Increase the pool of job candidates at minimum cost. . Recruitment is the process which links the employers with the employees. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.
.LIMITATIONS OF THE STUDY The study is confined only to WHEELS INDIA LTD. Hence the study was limited.. Time is still an important limitation in this regards as there were only 120 days. The data was collected through convenience sampling technique.
. The process begins when new recruits are sought and ends when the applications are submitted. WERTHER and DAVIS Recruitment is the process of finding and attracting capable applicants for employment. Recruitment is the process of searching for the prospective employees and stimulating them to apply for the jobs in the organization.REVIEW OF LITERATURE According to Edvin Flippo. The result is a pool of applicants from which new employees are selected.
RECRUITMENT PROCESS 1. Prepare job description and person specification 3. Short-listing 6. Conducting interview and decision making . Arrange interviews 7. Managing the response 5. Advertising the vacancy 4. Identify vacancy 2.
Initiate recruitment request Review & approval by level 5 and above managers Approval received No Intimation to the Original requester A References Yes Advertise/ Agencies Screening Profiles RECRUITMENT FLOW CHART No Eligible Profiles found Yes A Is written test required No Yes Conduct Written test Yes Arrange & conduct Interviews Qualified/ Short listed Yes Qualified/ Short listed No NO Intimate to the candidate about not short listed/selected A Yes Final selection A Selected No Yes Send offer letter .