Recruitment and Selection Samrat Honda

INTRODUCTIONToday, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization, it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organization and are different from each other. RECRUITMENT AND SELECTION Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function. Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. ‗Right person for the right job‘ is the basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit. RECRUITMENT Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. Definition According to EDWIN FLIPPO, ‖Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.‖ Need for recruitment The need for recruitment may be due to the following reasons / situation a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose and importance of Recruitment 1. Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. 4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organization‘s legal and social obligations regarding the composition of its work force. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organizational and individual effectiveness in the short term and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. firms directly solicit information from the concerned professors about student with an outstanding record. This is mainly done with the cooperation of the placement office of the college. Sometimes. setting up exhibits at fairs. Indirect method Indirect method involves mainly advertising in newspapers. and lower level administrative employees. and technical employees. as well as scientific. in trade and professional journals. Local newspaper can be good sources of blue collar workers. namely 1 Direct method 2 Indirect method 3 Third party method Direct method The direct method includes sending of the recruiters to different educational and professional institutions. The search for the top executive might include advertisement in a national periodical. on the radios. Senior post is largely filled with such methods. technical magazines and brochures. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. professional. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. whereas the advertisement of the blue color jobs usually confine to the daily newspaper. employees contact with public and mannered exhibits. and using mobile offices to go the desired centers. Other direct methods include sending recruiters to conventions and seminars. One of the widely used methods is sending the recruiters to different colleges and technical schools. clerical employees. . Advertising is a very useful for recruiting blue color and hourly worker.METHODS OF RECRUITMENT Dunn and Stephens summaries the possible recruiting methods into three categories. accountant. Employers inform them of their personnel requirement. not only in which area. These firms maintain complete information records about employed executives. computer staff. First. to visualize the type of applicants one is trying to recruit. They operate placement services where complete biodata and other particular of the student are available. management consulting firms. Private employment agencies are the most widely used sources. three main points need to be borne in the mind before an advertisement in inserted. Professional organization or recruiting firms maintain complete information records about employed executive. to decide where to run the advertisement .According to the Advertisement tactic and strategy in personnel Recruitment. technical workers. State or public employment agencies are also known as the employment or labor exchanges. or why should the reader join the company. Schools and colleges offer opportunities for recruiting their student. Third party These include the use of commercial or private employment agencies. They charge a small fee from the applicant. ‘raiders‘. state or a nation.wide circulation. and ‗pirates‘ by organization which lose their personnel through their efforts. general office help. and friends and relatives. engineers and executives. but also in which newspaper having a local. They specialize in specific occupation. while job seekers get information for them about the type of job are referred by the employer. state agencies. indoctrination seminars for college professors. Second. Third. . and placement offices of schools colleges and professional associations recruiting firms. are the main agencies for the public employment. to write out a list of advantages the company offers. salesmen. These firms are looked upon as the ‗head hunters‘. 2. 3. Recruitment refers to the process of attracting.EVALUATION OF THE RECRUITMENT METHOD The following are the evaluation of the recruitment method 1. Here the choices are made on highly personal and emotional basis. For some components of the recruitment process. Choice can be made only when applicant can readily perceive the factors such as the behavior of the recruiters. The objectives theory views that the process of organizational choice as being one of weighing and evaluating set of measurable characteristic of employment offers. location. mid. 4. and education opportunities. The individual take the decision usually on three different basic 1. opportunity for advancement. and such as the efficiency in processing paper work association with the application. screening. . such pay.and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. the nature of job to performed. especially those short listed. Number of candidates at various stages of the recruitment and selection process. Critical contact theory suggests that the typical candidates is unable to make a meaningful differentiation of organization‘s offers in terms of objective or subjective factors. because of his limited or very short contact with the organization. Number of candidates recruited. Number of initial enquires received which resulted in completed application forms 2. the nature of the physical facilities. and selecting qualified people for a job at an organization or firm. Subjective theory emphasizes the congruence. Number of candidates retained in the organization after six months. 3. benefits . THEORIES REGARDING RECRUITMENT Recruitment is two way street it takes a recruiter has a choice whom to recruit. same way the prospective employee also has taken the decision whether or not to apply for the given job vacancy. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. provides a pool of applicants for selection. Any mismatched in this regard can cost an organisation a great deal of money. . the image of the company. To meet this goal.SELECTION The size of the labour market. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employee‘s work. thus. the needs of the job are matched with the profile of candidates. to find out which job applicant will be successful. the nature of job. experience. qualifications. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. time and trouble. skills. if hired. the employee may find the job distasteful and leave in frustration. PURPOSE OF SELECTION The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best. the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. the company obtains and assesses information about the applicants in terms of age. in terms of training and operating costs. especially. etc. Recruiting. In course of time. the place of posting. Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. The sequence of steps may also vary from job to job and organisation to organisation. therefore. Each one must be successfully cleared before the applicant proceeds to the next one. THE PROCESS OF SELECTION Selection is usually a series of hurdles or steps. demands constant monitoring of the ‗fit‘ between people the job. The time and emphasis place on each step will definitely vary from one organisation to another and indeed. while applicants for managerial jobs might be interviewed by a number of people. And Selection is selecting the right candidate from the pool of applicants. The difference between recruitment and selection Recruitment is identifying n encouraging prospective employees to apply for a job.He may even circulate ‗hot news‘ and juicy bits of negative information about the company. Steps in selection process . causing incalculable harm to the company in the long run. Similarly a single brief selection interview might be enough for applicants for lower level positions. For example some organisations may give more importance to testing while others give more emphasis to interviews and reference checks. Effective election. from job to job within the same organisation. Middle Management and Senior Management cadres. It helps in need of human resource in the organization. it is needed to know the recruitment policies which are implemented and methods followed by the organization. So. To know the challenges faced by the recruiters while recruiting. Karimnagar only. OBJECTIVE OF THE STUDY 1. 4. 1. Clerical Staff. It is needed to     Assess the Performance of employees in the Rating format for the review period Issue self appraisal format to employees to rate himself Assess the potential of employee for taking up higher responsibilities in case of promotion Decide in consultation with the HR committee annual increments which are based on overall progress of the organization. This helps to our career in the corporate world. To know the purpose of recruitment.NEED FOR THE STUDY Recruitment is the primary activity to be conducted in the organization. Jr. 2. It covers workers. Officers. SCOPE OF THE STUDY The study is related to Samrat Honda. It is important to know the employee intension about the recruitment process in the organization. To analyze the recruitment policy of the organization. It extends to the whole Organization including all departments. RESEARCH METHODOLOGY SOURCES OF DATA Required data for analysis has been collected through   Primary data Secondary data . 3. Management. To know the sources of recruitment. 2. The investigator framed questionnaire including 16 questionnaires other than respondent‘s details.Primary data Here the information is collected from employees and from their way of working and doing job. An open-ended question is accurate with space provided for the responses. Secondary data The secondary data is gathered from the status reports. Karimnagar. The questionnaire consists of three types of questions:    Multiple Choice Dichotomy Questions Open-ended Questions The multiple-choice questions offer the respondents with a choice of specific answers. records and personnel manual of Samrat Honda. There were the reasons for choosing questionnaires one of the tools for data collection. While a dichotomous questions offer two choices ―YES‖ or ―NO‖. . Different areas that were proposed with space provided for the responses. The respondents feel great confidence in the anonymity of questionnaire than in that of any interview. TOOLS FOR DATA COLLECTION Tools used for data collection were as follows:   Unstructured discussion Structured discussion STRUCTURED QUESTIONNAIRE: It is usually associated with the self-administered tools with items of the closed or fixed alternative type. it plays less pressure on the subject of immediate response. of employees in the company. middle level and low level employees of Samrat Honda. promotion policy. job satisfaction and other related areas. The sampling frame for the current study is high level.Different areas that were proposed with questionnaire were namely personal information. SAMPLE DESIGN SAMPLE SIZE 100 Employees (including executives and non-executives) from various departments were chosen randomly for this study. It may include executives. POPULATION Population is the total no. . interpersonal relationship. Karimnagar. SAMPLE UNIT HR department of Samrat Honda. SAMPLING FRAME The set of samples listed is known as sampling frame. SAMPLE TECHNIQUE Simple random sampling was the sampling technique used for the study. non executives and the officers of the company. Karimnagar is considered as sample unit of the present study. The study restricts up to 100 samples.   . It will not consider all the employees in the organization. Karimnagar.LIMITATIONS The following limitations are considered:    As the study will be conducted in Samrat Honda. it will not cover the financial conditions of the employees. in HR division it indicates the perception of the employees in that division only. Cost constraint. Time constraint. The study focuses on the attitudes and perceptions of employees only. Image of a company is based on what organization does and affected by industry.RECRUITMENT Recruitment is the generating of applications or applicants for specific positions. even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company. Supply and demand: The availability of manpower both within and outside the organization is an important determinant in the recruitment process. Labour market: Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an Organization with negative image. If there is surplus of manpower at the time of recruitment. The internal and external forces affecting recruitment function of an organization are: External factors The factors which affecting recruitment are the forces which cannot be controlled by the organization. 2. And the external factors are those factors which cannot be controlled by the organization. FACTORS AFFECTING RECRUITMENT The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. Image / Goodwill: Image of the employer can. For . The internal forces or factors are the factors that can be controlled by the organization. It is a linking activity bringing together those with jobs and those seeking jobs. Recruitment is therefore the process of searching prospective workers and stimulating them to apply for jobs in the organization.work as a potential constraint for recruitment. The major external forces are: 1. then the company will have to depend upon internal sources by providing them special training and development programs. 3. Recruitment Policy: The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment program. . there is often oversupply of qualified labor which in turn leads to unemployment. To face the competition. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. Internal factors The internal factors or forces which affecting recruitment and can be controlled by the organization 1. Also. Competitors: The recruitment policies of the competitors also effect the recruitment function of the organizations. This restricts management freedom to select those individuals who it believes would be the best performers. 5. Political-social-Legal Environment: Various government regular ms prohibiting discrimination in hiring and employment have direct impact on recruitment practices. 6. trade unions play important role in recruitment.example finance was taken up by fresher MBA's when many finance companies were coming up. Unemployment Rate: One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate) When the company is not creating new jobs. physically handicapped etc. many a times the organizations have to change their recruitment policies according to the policies being followed by the competitor. For example. 4. scheduled. If the candidate can't meet criteria stipulated by the union but union regulations can restrict recruitment sources. tribes. Government of India has introduced legislation for reservation in employment for scheduled castes. 2. 5.Factors Affecting Recruitment Policy       Organizational objectives. Recruitment costs and financial implications. Size of the Firm: The size of the firm is an important factor in recruitment process. 4. The process comprises 5 stages:      Planning Strategy Development Searching Screening Evaluation & Control . Growth and Expansion: Organization will employ or think of employing more personnel if it is expanding its operations. it will think of hiring more personnel. organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. Personnel policies of the organization and its competitors. Government policies on reservations. therefore. It also helps in determining the number of employees to be recruited and what qualification they must possess. Preferred sources of recruitment. Need of the organization. which will handle its operations. If the organization is planning to increase its operations and expand its business. Human Resource Planning: Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. RECRUITMENT PROCESS Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. 3. Cost: Recruitment incur cost to the employer. . The type of people to be contacted depends on the tasks and qualification? Experience and expected.  Local/Region market for clerical employees whether the source or recruitment would be internal or external. 3. (2) Strategy Development: Strategy to be decided with respect to     Whether to recruit less skilled workers and spend on training? Whether to recruit high skilled labor and pay more wages? What type of methods to be used in recruitment and selection? (Using computer. video tapes) Which market to be looked into National market for managerial and professional employees?  Local markets for managerial and professional employees. Ultimately leads to deciding   Number of people required Type of applicants to be contacted Based on the above the companies (HR Deportments) calculate the ratios which express the relationship & applicants inputs to outputs at various decisions points. These details are provided the job analysis. Searching: Searching involves 2 steps (a) Source activation (b) selling  Source Activation: Sources and search methods are activated by the issuance of an employee requisition.(1) Recruitment Planning: This is the first step in recruitment. Recruitment overheads. However it is advisable to complete the screening process before selection process before selection process starts. Costs of advertisement. At the same time temptation to be avoided in over selling virtues. Some of the bright candidates may begin to view the vacancy as not in . advertisement etc. The costs which are generally incurved are:      Lot of time spent on preparing job description. Cost of producing supporting literature. Screening: The purpose of screening is to remove from the recruitment process at an early stage those applicants who are visibly unqualified for the jobs. advertising in a trade journal read by the prospective candidate) may not be appropriate. Cost of recruitment process. CHALLENGES OF RECRUITMENT In actual practice. it is always not easy to find and select a suitable candidate for a job opening.g. Care must be taken to see that potential candidates are next dropped during the screening stage. The evaluation of recruitment methods should include    Return rate of applications issued. 5. Selling: On selling. Evaluation and Control: Evaluation and control is necessary as considerable costs are involved in the recruitment process. companies have to overplay attract the candidates. The screening can be done as a last stage in recruitment process or during the beginning of selection process. On one hand. 4. The recruiter‘s choice of a communication medium (e. Number of candidates retained after 6 months. job specifications. both the media and message deserve attention. Effective Screening can save a great deal or money and time. Cost of recruitment suitable candidates for the selection process Recruitment methods adopted must be periodically reviewed. challenging work. most prospective candidates may turn indifferent and may not even apply. region. in firms where powerful unions exist. etc. managers may be compelled to pick up candidates with questionable merit. public sector banks and Insurance companies failing to attract talent from premier management institutes. This is especially true in case of jobs that are dull. earning a bad name because of environmental pollution. may often come in the way of searching for qualified hands in the broader job market in an unbiased way. insider trading allegations against promoters etc. race. 5) Restrictive policies of government: Governmental policies often come the way of recruiting people as per the rules for company or on the basis merit/seniority.g. scheduled tribes..) 3) Conservative internal policies: A policy of filling vacancies through internal promotions based on seniority.line with their current expectations (e. experience. Likewise. anxiety producing. constrain a recruiter‘s efforts to attract the best person for the job. based on issues such as caste. poor quality products. The most suitable ones may not have been motivated to apply due to several other constraints. 4) Limited budgetary support: Recruiting efforts require money. 1) Poor image: If the image of a firm is perceived to be low (due to factors such as operating in a declining industry. backward classes.). 2) Unattractive job: If the job . boring. friendship etc. excellent rewards. physically handicapped disabled persons & ex-servicemen) have to . nepotism. organizations may not like to carry on the recruitment efforts for long periods of time. Post and Telegraphs. devoid of career growth opportunities and generally do not reward performance in a proper way (e. religion. ultimately. the likelihood of attracting a large number of qualified applicants is reduced. For example. Sometimes because of limited resources. reservations for special groups (such a scheduled castes.to be filled is not very attractive. and flexible schedules and so on). nepotism. jobs in departmental undertakings such as Railways. job knowledge etc. This can.g. local bodies. promotions) to fill a position are known as the internal sources of recruitment. these employees do not need extensive training because they already know about all the works of the enterprise. Moreover. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment. departmental undertakings. corporations. organizations. etc.be observed as per constitutional provisions while filling up vacancies in govt. The two categories of internal sources include a review of the present employees and nomination of the candidates by employees. Internal sources of recruitment Internal sources are Internal Transfer/Promotion with necessary screening. Internal sources are highly economical because no expenditure is involved in locating the source of recruitment and no time is wasted in the long process of selection.. training and selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the candidates. quasi-govt. SOURCES OF RECRUITMENT Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. . The sources within the organization itself (like transfer of employees from one department to other. Everybody in the organization knows that they can be promoted to a higher post. Others are Upgrading and Demotion of present employees according to their performance. They provide facilities for campus interviews and placements. The main advantage of this method is that it has a wide reach. engineers. are a good source of recruiting well qualified executives. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience 3. 4. their morale will be boosted and their work efficiency will increase. medical Colleges etc. External sources of recruitment 1 Press Advertisements: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. engineering-colleges. These agencies are . 2. 5. Placement Agencies: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. 2. Educational Institutes: Various management institutes. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience.It increases the morale of the employees. This source is known as Campus Recruitment 3. 1. Some Internal Sources of Recruitments are given below. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. medical staff etc. recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. 4. Labour Contractors: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers.particularly suitable for recruitment of executives and specialists. 8. 6. Also. 7. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. . Such callers are considered nuisance to the daily work routine of the enterprise. Also. 5. This source is used to recruit labor for construction jobs. Unsolicited Applicants: Many job seekers visit the office of well-known companies on their own. But it can help in creating the talent pool or the database of the probable candidates for the organization. Recruitment Management can inquire these leaders for suitable jobs. It is also known as RPO (Recruitment Process Outsourcing). the office bearers of trade unions are often aware of the suitability of candidates. Employee Referrals / Recommendations: Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. the office bearers of trade unions are often aware of the suitability of candidates. 9 Recruitment at Factory Gate: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. More efficient among these may be recruited to fill permanent vacancies. Recruitment Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. Employee Referrals / Recommendations: Many organizations have structured System where the current employees of the organization can refer their friends and relatives for some position in their-organization. Employment Exchanges: Government establishes public employment exchanges throughout the country. unemployed. it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. For formulating an effective and successful recruitment strategy. . Experience level required: the strategy should be clear as to what is the experience level required by the organization. It is impossible to fill all the positions immediately. different industry. Identifying and Prioritizing Jobs: Recruitment keep arising at various levels in every organization. it is almost a never-ending process. 2 Candidates to Target: The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. The level of performance of an organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. To maintain the quality of the recruitment activities. This covers the following parameters as well:   Performance level required: Different strategies are required for focusing on hiring high performers and average performers. the strategy should cover the following elements: 1.  Category of the candidate: the strategy should clearly define the target candidate. Therefore.RECRUITMENT STRATEGIES Recruitment is of the most crucial roles of the human resource professionals. The candidate's experience can range from being a fresher to experienced senior professionals. He/she can be from the same industry. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. there is a need to identify the positions requiring immediate attention and action. top performers of the industry etc. Like the rounds of technical interviews. technical etc. written tests. HR interviews. Sources of Recruitment: The strategy should define. 5. psychometric tests et . Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment. Trained Recruiters: The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities.) to focus while interviewing and selecting a candidate. How to Evaluate the Candidates: The various parameters and the ways to judge them i.: behavioral. various sources {external and internal) of recruitment.3.e.g. the entire recruitment process should be planned in advance. 4. They should also be aware of the major parameters and skills (e. Significance of selection process Selection of personnel to man to organization is a crucial. the employee contribution and commitment will be at optimum level and employee relations will be consumption. i. There must be some standard of personnel with which a prospective employee may be compared. If right personnel are selected. If the right person is selected. The employee will become a liability to the organization. searching for prospective employees and stimulating them to apply for jobs in an organisation.e.SELECTION Meaning and Definition After identifying the source of human resources. he is a valuable asset to the organization and is faulty selection is made. Essentials of Selection Procedure The selection process can be successful if the following requirements are satisfied 1. The ability of an organization to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection programme. as developed by an analysis of the work load and work force. 3. 2. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. the management has to perform the function of selecting the right employees at the right time . Someone should have the authority to select. There must be a sufficient number of applicants from whom the required number of employees may be selected. a comprehensive job description and job specification should be available beforehand. This authority comes from the employment requisition.The oblivious guiding policy in section is the intention to choose the best qualified and suitable job candidate job for each unfilled job. complex and continue function. the remaining functions of personnel management become easier. . for . The composite test score index is taken into accounting the selection tests. (i) Profile matching Tentative decision regarding the selection of candidates (who are known) is taken in advance. (ii) Organizational and social environment. applicants must successfully pass each and every screening device in case of successive hurdles as shown in figure 5. (iii) Successive hurdles. may fail as successful employees due to varying organisation and social environment. where as the goal of recruitment is to create a large cool of persons available and willing to work.Factors affecting selection decisions The goal of selection is to short out or eliminate those judged unqualified to meet the job and organization requirements. Thus. (iv)Multiple correlations. Normally the decisions about the known candidates is taken at interview stage. The important among them are (i) Profile matching.1 (iv) Multiple correlations Multiple correlations is based on the assumptions that a deficiency in one factor can be counter balanced by an excess amount of another. it is said that recruitment tends to be positive while selection tends to be some what negative. (ii) Organisational and social environment some candidates. A number of factors affect the selection decisions of candidates. A candidate is routed through all the selection steps before a decision is made. The scores secured by these known candidates in various tests are taken as a standard to decide the success or failure of other candidates at each stage. (iii) Successive hurdles In this method hurdles are created at every stage of selection process therefore. Hence. who are eminently suitable for the job. Possible care is also taken to match the candidates‘ bio data with the jobs specifications. Hence candidates specifications must match with not only job specifications but also with organisational social environmental requirements. i. etc. Since the type of information required for various positions may vary.e. only those candidates are called for further process of selection who are found to be meeting the job standards of the organization. To engage in hiring activities that will result in eliminating the under utilization of women and minorities in particular departments. To emphasize active recruitment of traditionally under represented groups. To select a candidate that will be successful in performing the tasks and meeting the responsibilities of the position. .broader line cases multiple correlation method is useful and for other successive hurdles method is useful. Based on the screening of applications. Selection Tests . achievements. and veterans. it is possible that selection process may have different steps for various positions. Such information is used to screen the applicants who are found to be qualified for the consideration of employment. The basic idea is to solicit maximum possible information about the candidates to ascertain their suitability for employment. Screening of Applications . GOALS OF SELECTION     To systematically collect information about to meet the requirements of the advertised position. For example. Selection tests may give information about their aptitude. etc. more information is required for the selection of managerial personnel as compared to workers.Many organizations hold different kinds of selection tests to know more about the candidates or to reject the candidates who cannot be called for interview. interest. Selection process A selection process involves a number of steps. A standard selection process has the following steps 1. women. These forms have variety of information about the applicants like their personal bio-data. individuals with disabilities. Such forms may contain factual information about candidates. minority group members. 2. Selection tests normally supplement the information provided in the application forms. experience.Prospective employees have to fill up some sort of application forms. . Types of selection tests areas follows Achievement test. Organizations may designate the various authorities for approval of final selection of candidates for different categories of candidates. for lower levels. even functional heads concerned may be approving authority.Many organizations ask the candidate to provide the names from whom more information about the candidates can be solicited. Such information may be related to character. others place it relatively early in the process. preliminary interview is held for short listing the candidate‘s process of selection. or other persons of prominence who may be aware of the candidate‘s behavior and ability. In the context of timings also.personality. 6. interview of preliminary nature can be conducted before the selection the selection tests. the candidates are informed about their selection and asked to report for duty to specified persons. in the case of campus selection. For example. suitable candidates are recommended for selection by the selection committee or personnel department. The practice of physical examination varies a great deal both in terms of coverage and timings. Personality test. The usual referees may be previous employers. The basic idea here is to find out overall suitability of candidates for the jobs. Interview . 3. This latter course is generally followed when there is high demand for physical fitness. Intelligence test. Aptitude test. persons associated with the educational institutions from where the candidates have received education. Checking of References . It also provides opportunity to give relevant information about the organization to the candidates. working. In many cases. 5.Physical examination is carried out to ascertain the physical standards and fitness of prospective employees. Approval by appropriate Authority . Thus. Interest test.Selection tests are normally followed by personnel interview of the candidates. etc. 4. etc. some organizations locate the physical examination near the end of the selection process. Board of directors may be approving authority. Some organizations only have general check up of applicants to find out the major physical problems which may come in the way of effective discharge of duties.On the basis of the above steps. . which cannot be known by application forms. for top level managers. Physical Examination . When the approval is received. the candidates are placed on their jobs initially on probation period may range from three months to two years. they are observed keenly. FAIRNESS Fairness in selection requires that no individual should be discriminated against on the basis of religion. However. validity. is a test that helps predict job performance of an incumbent. PERCEPTION Our inability to understand others accurately is probably the most fundamental barrier to selecting right candidate. The impediments which check effectiveness of selection are perception. as explained earlier. Our limited perceptual ability is obviously a stumbling block to the objective and rational selection of people. It can only increase possibility of success. Placement . a validated test does not predict job success accurately. This objective is often defeated because of certain barriers. and when they complete this period successfully. But the low number of women and other less privileged sections of society in the middle and senior management positions and open discrimination on the basis of age in job advertisements and in the selection process would suggest that all the efforts to minimize inequity have not been very effective. they become the permanent employees of the organization. VALIDITY Validity. with the aim of choosing the right persons for the jobs. region. race or gender. A test that has been validated can differentiate between the employees who can perform well and those who will not. and pressure. fairness. Selection demands an individual or a group to assess and compare the respective competencies of others. . We all perceive the world differently. But our views are highly personalized.After all the formalities are completed. During this period. Barriers to effective selection The main objective of selection is to hire people having competence and commitment.7. reliability. . 5. Recruitment is concerned with tapping the sources of human resources whereas selection is concerned with selecting the most suitable candidate through various interview and tests.RELIABILITY A reliable method is one which will produce consistent results when repeated in similar situations. Candidates selected because of compulsions are obviously not the right ones. Appointments to public sector undertakings generally take place under such pressure. Recruitment is the process of searching the candidates for employment and stimulating 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. and peers to select particular candidate. The differences between the two are 1. There is no contract of recruitment established in recruitment whereas selection results in contract of service between the employer and the selected employee. 3. Recruitment is a positive process i. Recruitment Vs Selection Both recruitment and selection are the two phases of the employment process.e. by attracting more and more employees to apply in the organization whereas the basic of selection process is to choose the right candidate to fill various positions in the organization. 4. 2. a reliable test may fall to predict job performance with precision. encouraging more employees to apply whereas selection is a negative process as it involves rejection of the unsuitable candidates. Like a validated test. PRESSURE Pressure is brought on the selectors by politicians. bureaucrats. friends. relatives. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization. Increase the pool of job candidates at minimum cost. Begin identifying and preparing potential job applicants who be appropriate candidates. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment in the process which links the employees with the employees.          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 organization. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. . Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. Meet the organizations legal and social obligations the composition of its workforce. personal watercraft and power generators. but lost the contract due to the poor quality of their products. Honda also manufactures garden equipment. History From a young age. without graduating. Honda was able. Honda surpassed Chrysler as the fourth largest automobile manufacturer in the United States. General Motors. Honda surpassed Nissan in 2001 to become the second-largest Japanese automobile manufacturer. Acura. Ford. Since 1986. As of August 2008. Tōkai Seiki won a contract to supply piston rings to Toyota.Volkswagen AG. Honda invests about 5% of its revenues in research and development. and Nissan in 2010. Honda founded Tōkai Seiki (Eastern Sea Precision Machine Company) to make piston rings working out of the Art Shokai garage. After initial failures. by 1941. Honda has been involved with artificial intelligence/robotics research and released their ASIMO robot in 2000. where he tuned cars and entered them in races. Kato Shichirō. Ltd. Honda's founder. Honda was the seventh largest automobile manufacturer in the world behind Toyota. He worked as a mechanic at the Art Shokai garage. After attending engineering school. Aside from their core automobile and motorcycle businesses. marine engines. is a Japanese public multinational corporation primarily known as a manufacturer of automobiles and motorcycles. scheduled to be released in 2012. as well as the world's largest manufacturer of internal combustion engines measured by volume. producing more than 14 million internal combustion engines each year. They have also ventured into aerospace with the establishment of GE Honda Aero Engines in 2004 and the Honda HA-420 HondaJet. amongst others. Soichiro Honda (17 November 1906 – 5 August 1991) had an interest in automobiles.COMPANY PROFILE Honda Motor Company. in 1986. In 1937. to mass produce piston . and visiting factories around Japan to better understand Toyota's quality control processes. Honda has been the world's largest motorcycle manufacturer since 1959. Honda was the first Japanese automobile manufacturer to release a dedicated luxury brand. with financing from an acquaintance. Hyundai Motor Group. [10] The relationships Honda cultivated with personnel at Toyota. Honda in 1991 introduced the Honda NSX supercar. and Soichiro Honda sold the salvageable remains of the company to Toyota after the war for ¥450. Powered by a small 356 cc straight-4 gasoline engine. Honda introduced the successfulAcura brand to the American market in an attempt to gain ground in the luxury vehicle market. Honda began building their own copy of the Tohatsu engine. both frame and engine. Nakajima Aircraft Company and the Imperial Japanese Navy would be instrumental in the postwar period. it was classified under the cheaper Kei car tax bracket. and Soichiro Honda was demoted from president to senior managing director after Toyota took a 40% stake in the company.000.[10][11][13] When the engines ran out. and made by Honda was the 1949 Model D. Honda also aided the war effort by assisting other companies in automating the production of military aircraft propellers. the first all-aluminum monocoque vehicle that incorporated a mid-engine . using an automated process that could employ even unskilled wartime laborers. A US B-29 bomber attack destroyed Tōkai Seiki's Yamashita plant in 1944. The first production car from Honda was the S500 sports car. The first production automobile from Honda was the T360 mini pick-up truck. Tōkai Seiki was placed under control of the Ministry of Commerce and Industry (called the Ministry of Munitions after 1943) at the start of World War II. The first complete motorcycle. Over the next few decades. With a staff of 12 men working in a 172-square-foot (16. which followed the T360 into production in October 1963. This was the Honda Model A. and the Itawa plant collapsed in the 1945 Mikawa earthquake. Honda worked to expand its product line and expanded operations and exports to numerous countries around the world.rings acceptable to Toyota. the first Honda to go by the name Dream. they built and sold improvised motorized bicycles. Its chain driven rear wheels points to Honda's motorcycle origins. and supplying these to customers to attach their bicycles. Honda Motor Company grew in a short time to become the world's largest manufacturer of motorcycles by 1964.0 m2) shack. and used the proceeds to found the Honda Technical Research Institute in October 1946. nicknamed the Bata Bata for the sound the engine made. which went on sale in August 1963. In 1986. using a supply of 500 two-stroke 50 cc Tohatsu war surplus radio generator engines. 190 5. Nagoya.283. England. Later.2 percent a year earlier. Honda's Net Sales and Other Operating Revenue by Geographical Regions in 2007 Geographic Region Japan North America Europe Asia Total revenue (in millions of ¥) 1. Corporate profile and divisions Honda headquarters building inMinato. up from 82. These plants are located in China. Paris and Switzerland. Fukuoka. Sapporo. 89 percent of Honda and Acura vehicles sold in the United States were built in North American plants. Thailand. Belgium.236.681. 1995 gave rise to the Honda Aircraft Company with the goal of producing jet aircraft under Honda's name. Taiwan and Perú. India.876 1. Turkey. Indonesia. New Zealand.757 1. The company has assembly plants around the globe. London. As of July 2010. the United States.980. Malaysia. Brazil. Kyoto. Japan. Japan. This shields profits from the yen‘s advance to a 15-year high against the dollar. Pakistan. Their shares trade on the Tokyo Stock Exchange and the New York Stock Exchange. Canada.154 . Tokyo. Tokyo Honda is headquartered in Minato. as well as exchanges in Osaka. México.V6 with variable-valve timing. Leadership Name Soichiro Honda Kiyoshi Kawashima Tadashi Kume Nobuhiko Kawamoto Hiroyuki Yoshino Takeo Fukui Takanobu Ito Years 1948–1973 1973–1983 1983–1990 1990–1998 1998–2004 2004–2009 2009— .Geographic Region Others Total revenue (in millions of ¥) 905. Honda has also created joint ventures around the world. The decision was made to put staff at the Swindon plant on a 2 day week until the end of May as the manufacturer struggled to source supplies from Japan. their manufacturing division. Honda Canada Inc. Ontario. Boon Siew Honda in Malaysia and Honda Atlas in Pakistan. such as Honda Siel Cars and Hero Honda Motorcycles in India.163 American Honda Motor Company is based in Torrance. California. Guangzhou Honda and Dongfeng Honda in China. Honda of Canada Manufacturing.500 cars were produced during this period. is based in Alliston. is headquartered in Markham. Ontario. Following the Japanese earthquake and tsunami in March 2011 Honda announced plans to halve production at its UK plants. It's thought around 22. Maintaining a global viewpoint. This power. in turn. connects us to others who share the same dreams. HMSI conducts all its daily activities in pursuit of the following joys:   The joy of manufacturing high quality products. some goal or activity that gives their life deeper meaning and sparks passion. BRAND PHILISOPHY Everyone has a dream. yet at a reasonable price for worldwide customer satisfaction. The Three Joys In line with Honda's Philosophy. Honda's philosophy is based on the company's guiding principle and advocates 2 fundamental beliefs: Respect for the Individual Honda recognizes and respects individual differences. which will take us into the future. The joy of selling high quality products. It gives us the strength to overcome great challenges. When we pursue our dreams. the power borne of a dream is a creative force. Ultimately. which is followed worldwide by all Honda companies. we feel empowered. The joy of buying high quality products.PHILOSOPHY Corporate philosophy HMSI operates on a principle. 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. It inspires us to spread the joy of our dreams to other people. capable of producing . we are dedicated to supplying products of the highest quality. vary its pace. That‘s why we say we are a company built on dreams. automobiles and general power products. .revolutionary ideas. Honda encourages all its associates to pursue their dreams. ASIMO can also move in more complex ways. This technology. while minimising the space required for mechanical components. ASIMO is an achievement in the evolution of 'Human Walk' technology. called I-Walk*. With this aim in mind. A country where a billion people carry dreams in their hearts. and a member of Honda's fourth line of mobility creations. step right and left and walk along an '8' shape path. after motorcycles. Honda's R&D activities include product-specific development and fundamental research. enables ASIMO to move back and forth. And Honda will spread the philosophy of The Power of Dreams across India.This humanoid robot has put Honda at the front of cutting edge technology that promises to improve the quality of our lives. such as waving its hands while walking. Introduction to the Future Asimo ASIMO is a symbol of Honda's advanced technology. this philosophy is brought alive by Sach Kardenge Sapne TECHNOLOGY Cutting-edge technology and the spirit of Honda Our fundamental design philosophy seeks to maximise space and comfort for people. The power of Honda‘s dream will continue to lead to new insights and technologies in motorcycles and other fields of mobility. Accord. one for North America. Honda's first light-duty uni-body pickup truck. CR-Z. CR-V. a kei car truck built for the Japanese market. 2008 Honda Accord (USA spec) 2011 Honda Jazz (Indian rampart) Eighth Generation Honda Civic (Asian Version) Honda's global lineup consists of the Fit. Honda's automotive manufacturing ambitions can be traced back to 1963. see List of Honda vehicles. with the Honda T360. Civic. In 1965. Both were designed and engineered primarily in North America and are produced there. Insight.PRODUCTS Automobiles For a list of vehicles. and a smaller vehicle sold internationally. Legend and two versions of the Odyssey. Other example of exclusive models includes the Honda Civic five-door hatchback sold in Europe. Honda built . the Honda S500 also introduced in 1963. A few examples are the latest Honda Odyssey minivan and the Ridgeline. An early proponent of developing vehicles to cater to different needs and markets worldwide. Honda's lineup varies by country and may feature vehicles exclusive to that region.[22] This was followed by the two-door roadster. the story of their market entry. and by the end of 1963 alone. four-cylinder. has been the subject of some academic controversy. MOTORCYCLES For a list of motorcycle products. The Civic. the ads ran for three years. During the 1960s. Honda had sold 90. The report concluded that the Japanese firms. Honda broke out of the Japanese motorcycle market and began exporting to the U." In contrast to the prevailing negative stereotypes of motorcyclists in America as tough. gasoline-powered Honda 1300 in 1969.S. called the Honda Life that was water-cooled. That was the Honda N360. The Civic was a hatchback that gained wide popularity internationally.[10] At its peak in 1982.000 but was still higher than its three domestic competitors. Honda's first four-door sedan was not the Accord. Working with the advertising agency Grey Advertising. but it wasn't the first two-door hatchback built. and their subsequent huge success in the U. when it was a small manufacturer. using the slogan "You meet the nicest people on a Honda. Boston Consulting Group (BCG) was commissioned by the UK government to write a report explaining why and how the British motorcycle industry had been out-competed by its Japanese competitors. had . see List of Honda motorcycles.000 motorcycles. but the air-cooled.a two-door commercial delivery van. Honda manufactured almost 3 million motorcycles annually. and around the world. The first of these explanations was put forward when. this campaign suggested that Honda motorcycles were made for the everyman. in 1975. Honda is the largest motorcycle manufacturer in Japan and has been since it started production in 1955. By 2006 this figure had reduced to around 550. The campaign was hugely successful. antisocial rebels. called theHonda L700. Honda created an innovative marketing campaign. another Kei car that was adapted for international sale as the N600. which appeared in 1972 and replaced the N600 also had a smaller sibling that replaced the air-cooled N360.S. including Honda. Taking Honda‘s story as an archetype of the smaller manufacturer entering a new market already occupied by highly dominant competitors. Competing explanations have been advanced to explain Honda‘s strategy and the reasons for their success. S. The most recent school of thought on Honda‘s strategy was put forward by Gary Hamel and C. and organizational learning‖ – in other words. serendipity. Pascale found that their entry into the U. It was only when the team found that the scooters they were using to get themselves around their U. market was a story of ―miscalculation. rather than any long term strategy.S.[31] For example. motorcycle market during the 1960s is used as a case study for teaching introductory strategy at business schools worldwide. they argued that Honda‘s success was due to its focus on leadership in the technology of internal combustion engines. base of San Francisco attracted positive interest from consumers that they came up with the idea of selling the Super Cub.S.S.[30] For example. 2004 Honda Super Cub The second explanation was offered in 1984 by Richard Pascale. market.sought a very high scale of production (they had made a large number of motorbikes) in order to benefit from economies of scale and learning curve effects. around 300 cc. K. As opposed to the tightly focused strategy of low cost and high scale that BCG accredited to Honda. Honda‘s initial plan on entering the U. Creating the concept of core competencies with Honda as an example. the high power-to-weight ratio engines Honda produced for its racing bikes provided technology and expertise which was transferable into mopeds. was to compete in large motorcycles.[32] . Honda's entry into the U. who had interviewed the Honda executives responsible for the firm‘s entry into the U. Honda‘s success was due to the adaptability and hard work of its staff. It blamed the decline of the British motorcycle industry on the failure of British managers to invest enough in their businesses to profit from economies of scale and scope.S. Prahalad in 1989. Passport Mini Trail (CT70) Motosport (SL70) Name Scrambler (CL70) Aero 80 (NH80) XR80 CR85RB (CR85R Expert) Motosport (SL90) Sport 90 (S90) Trail (CT90) Bravo Scrambler (CL100) H100S Super Bali also known as SJ 100 Super Cub C100EX Activa Aviator CB Twister Dio Dream yuga Trail (CT110) XRM Super Cub 110 Aero & Lead (NH125) CBR125 CB125 CG125 Atlas Honda CG125 CLR125 "CityFly" CM125 CR125M Dylan 125 Innova (ANF125) Juno M80 . C65.Following are the some of the bikes of Honda Name Super Cub C100. C102. Super Cub 50 Beat (FC50) CB50 Dio Elite E (SB50) Elsinore (MR50) Express (NC50) Hunter Cub (CT50) MB5. CL65. C114. C111. MT50 NCZ50 also known as Motocompo Spree (NQ50) Mini Trail (Z50A) Mini Trail (Z50M) Mini Trail (Z50R) Mini Trail (Z50J) Moped (P50) Moped (PA50) Moped (PC50) Ruckus (NPS50) Honda SS50 ZB50 Zoomer Trail (C105T) 70. C110. MB50 Metropolitan Jazz (CHF 50) Metropolitan II (CHF50P) Motra (CT50) MT5. C70. C110D. CD70 Super Cub S65. C50. Name MT125 Pantheon FES125 PCX RC143 Rebel Scrambler (CL125) Shine 125 Sonic Super Sport (CB125) Super Sport (SS125) Super Sport (CG125) Honda NSR125 Varadero (XL125V) PROFILE OF SAMRAT HONDA, KARIMNAGAR HONDA showroom (Samrat Motors) in Karimnagar has been established in the year 2001. Physically, it is located at Kothirampur. The managing partner of showroom is MD. AKBAR. Mainly the Showroom has been established for the sale of two wheelers and spare parts of HONDA Company. HONDA Showroom has been providing good services to the consumers from 4 years. The HONDA Showroom has got a good reputation in Karimnagar town. The Showroom located in Karimnagar is convenient to all consumers. OBJECTIVES OF HONDA SHOWROOM The primary objective of HONDA Showroom is selling the HONDA products. The following are the objectives of HONDA Showroom: 1. To increase the sales of HONDA two wheelers in Karimnagar. 2. Motivate the consumer to purchase HONDA two wheelers by providing promotional schemes. 3. Satisfying the consumers by providing the technical services. 4. Attracting the new customers by advertisements in magazines, pamphlets, news papers, television etc. HONDA SERVICE POLICY MOTOR CYCLES SCOOTERS SERVICING DAYS KMS SERVICING DAYS KMS (KILOMETERS) (KILOMETERS) 500-750 1st FREE SERVICE 2nd FREE SERVICE 3rd FREE SERVICE 4th FREE SERVICE 15-30 500-750 1st FREE SERVICE 2nd FREE SERVICE 3rd FREE SERVICE 4th FREE SERVICE 15-30 75-90 2500-3000 105120 195210 285300 2500-3000 135150 195210 5500-6000 5500-6000 8500-9000 8500-9000 LEGEND GRID (HONDA SPARE PARTS RETAILER) FOR GENUINE HONDA SPARE PARTS CURREENT COLOR CODE FUTURE COLOR CODE SERVICE PROVIDER Honda exclusive authorized dealership NOS (NUMBERS) NOS (NUMBERS) RED 1 ORANGE - Authorized service center BROWN 2 ASH 2 Private workshop owner BLACK 30 GREEN 15 Parts stockiest GREEN LIGHT GREEN - - Parts retailer - - - PINK HONDA MOTORCYCLE AND SCOOTER INDIA PVT. LTD. (HMSI) TECHNICAL SPECIFICATIONS & WEIGHT MEASUREMENTS 108 KERB WEIGHT (kg) LENGTH (mm) WIDTH (mm) HEIGHT (mm) WHEELBASE (mm) GROUND CLEARANCE (mm) FUEL TANK CAPACITY (Litre) 1972 742 1072 1262 180 8 . ENGINE AND TRANSMISSION ENGINE TYPE DISPLACEMENT NET POWER TORQUE AIR FILTER STARTING SYSTEM TRANSMISSION GEAR SHIFT PATTERN 4 stroke. Air cooled SI Engine 109 CC 9 bhp @ 8000 rpm 9 nm @ 6000 rpm Paper filter – viscous Self/kick 4 – speed constant mesh 1 down – 3up . SRINIVAS SPARES MANAGER FLOOR INCHARGE -1 Asst.R MANAGER-1 S/RM. Rakesh C. SURENDER RATIO SALES MANAGER VENKATESHWAR LU SERVICE MANAGER TECHNICIANS 10 ASST. RAJESHWARI OFFICE BOY . SALES EXE -1 G. ANIL B.1 VEERESHAM STO. RAMESH AND CHAITANYA COMPUTER EXECUTIVE MAZAHED RECEPTION . YELLAIAH GOUD LAVANYA SUPERVISORS-2 RAMESH&GANESH SERVICE RECEPTION-1 NARMADA F/D. SAMUDDIN. 1 SECURITY . NAVEEN ACCOUNTANT 1 MD. .1 MADHAVI DMS/PSF -1 S.ORGANIZATIONAL CHART SUDHAKAR & MD AKBAR A. SRINIVAS SPARES ASST.1 MOHAN .2 B.TECHNICIA NS-8 A. JAVEED WATER WASH 4 CASHIER . sales manager Mr.2 B. SALES EXE 2 SK. 78% are expressed that the company conducts formal human resource forecasting before recruitment.1: Do your company conducts any formal human resource forecasting before recruitment? Response Yes No Can‘t say TOTAL No. . of Respondents 78 10 12 100 Percentage Of Respondents 78% 10% 12% 100% PERCENTAGE OF RESPONDENTS 90% 80% 70% 60% Percentage Of Respondents 78% 50% 40% 30% 20% 10% 0% Yes No RESPONSE Can’t say 10% 12% INTERPRETATION Most of the employees i.e.. If yes. what is the frequency of forecasting? Response Regular Adhoc Can‘t say TOTAL No. of Respondents 8 70 22 100 Percentage Of Respondents 8% 70% 22% 100% PERCENTAGE OF RESPONDENTS 80% 70% 70% 60% 50% Percentage 40% Of Respondents 30% 20% 10% 0% Regular Adhoc RESPONSE 8% 22% Can’t say INTERPRETATION From the above graph..e. it is clear that the company conducts human resource forecasting whenever required i. . Adhoc. Response Strongly agree Agree Neutral Disagree Strongly Disagree TOTAL No. Of Respondents 32 56 10 2 0 100 Percentage Of Respondents 32% 56% 10% 2% 0% 100% PERCENTAGE OF RESPONDENTS 60% 50% 40% Percentage 30% Of Respondents 20% 10% 0% Strongly agree Agree Neutral Disagree Strongly Disagree RESPONSE 32% 56% 10% 2% 0% INTERPRETATION From the above graph. it is clear that 56% of the employees agreed and 32% of the employees strongly agreed that the recruitment process in the organization is excellent.2: Recruitment procedure of your organization is excellent. . Of Respondents 74 14 8 4 100 Percentage Of Respondents 74% 14% 8% 4% 100% PERCENTAGE OF RESPONDENTS 80% 70% 60% Percentage 40% Of Respondents 74% 50% 30% 20% 10% 0% Direct Indirect Method Method Third Party Others 14% 8% 4% RESPONSE INTERPRETATION From the graph. it is observed that the company prefers mostly direct method for recruitment and secondly.3: Which method your company will prefer mostly for recruitment? Response Direct Method Indirect Method Third Party Others TOTAL No. it prefers indirect method. . .4: What are the sources for internal sourcing among the following? Response Present permanent employees Present temporary employees Retrenched/ Retired employees Deceased/ disabled employees All above TOTAL No. deceased/disabled employees as internal source for recruitment. it is clear that the company prefers the present permanent employees. and retrenched/retired employees. present temporary employees. Of Respondents 8 Percentage Of Respondents 8% 12 12% 16 16% 14 50 100 14% 50% 100% PERCENTAGE OF RESPONDENTS 60% 50% Percentage 40% 30% Of Respondents 20% 10% 0% 50% 8% 12% 16% 14% RESPONSE From the above graph. e. Of Percentage Of Respondents Respondents 22 14 64 100 22% 14% 64% 100% PERCENTAGE OF RESPONDENTS 70% 60% 50% Percentage 40% Of Respondents 30% 64% 22% 14% 20% 10% 0% 1-3 ROUNDS 3-5 ROUNDS OPINION More than 5 INTERPRETATION Above graph shows that the employees of Samrat Honda i.5: How many rounds of interviews are conducted in your organization? Response 1-3 3-5 More than 5 TOTAL No. . 64% are agreed that the company conduct more than 5 rounds for interview process. Response Strongly agree Agree Can‘t say Disagree Strongly disagree TOTAL No. Of Respondents 70 20 0 6 4 100 Percentage Of Respondents 70% 20% 0% 6% 4% 100% PERCENTAGE OF RESPONDENTS 80% 70% 60% Percentage 50% 40% Of Respondents 30% 20% 10% 0% 70% 20% 0% 6% 4% RESPONSE INTERPRETATION Above graph shows that 70% of employees are satisfied with recruitment process conducted in the organization. .6: You satisfied with the recruitment process conducted in your organization. . 84% of the employees are expressed that the company mostly prefers the personal interview for the interview process.7: What form of interview does your organization prefer? Response Personal Interview Telephonic Interview Video Conferencing Others TOTAL No. Of Respondents 84 4 6 6 100 Percentage Of Respondents 84% 4% 6% 6% 100% PERCENTAGE OF RESPONDENTS 90% 80% 70% Percentage 60% 50% Of 40% Respondents 30% 20% 10% 0% 84% 4% 6% 6% RESPONSE INTERPRETATION From the above graph. . Of Respondents 86 4 10 100 Percentage Of Respondents 86% 4% 10% 100% PERCENTAGE OF RESPONDENTS 100% 90% 80% 70% Percentage 60% 50% Of Respondents 40% 30% 20% 10% 0% 86% 4% Yes No RESPONSE 10% Can’t say INTERPRETATION From the above graph.8: Are you satisfied with the interview process conducted in your organization? Response Yes No Can‘t say TOTAL No. 86% of employees are satisfied with the interview process conducted in the organization. Of Respondents 78 14 8 100 Percentage Of Respondents 78% 14% 8% 100% PERCENTAGE OF RESPONDENTS 90% 80% 70% 60% Percentage 50% of respondents 40% 78% 30% 20% 10% 0% Yes No Response Can’t say 14% 8% INTERPRETATION From the above graph it is clear that 78% of employees expressed that the aptitude test is conducted in the organization.9: Is the aptitude test conducted in your organization? Response Yes No Can‘t say TOTAL No. . Of Respondents 12 52 12 24 100 Percentage Of Respondents 12% 52% 12% 24% 100% PERCENTAGE OF RESPONDENTS 60% 50% 40% Percentage Of Respondents 52% 30% 20% 10% 0% 12% 12% 24% Response INTERPRETATION Above graph shows that the organization conducts mostly the medical test at the time of recruitment process.10: Do your organization conduct any of these tests? Response Psychometric test Medical test Reference test check All above TOTAL No. . .11: How do you rate the HR practices in your company? Response Very Good Good Average Bad TOTAL No. Of Respondents 24 52 20 4 100 Percentage Of Respondents 24% 52% 20% 4% 100% PERCENTAGE OF RESPONDENTS 60% 52% 50% 40% percentage 30% of respondents 20% 10% 0% Very Good Good Average Bad Response 24% 20% 4% INTERPRETATION From the above graph it is known that 52% of employees at Samrat Honda agreed that the HR practices in the organization are good and 24% are expressed that it is very good. 12. Of Respondents 54 14 6 100 Percentage Of Respondents 54% 14% 6% 100% PERCENTAGE OF RESPONDENTS 60% 50% 40% Percentage 30% of respondents 20% 10% 0% Yes No Response Can’t say 54% 14% 6% INTERPRETATION From the above graph it is concluded that 54% of employees are expressed that company follow different recruitment process for different grades of employees. Does your company follow different recruitment process for different grades of employees? Response Yes No Can‘t say TOTAL No. . Which technological support your company uses for the process of recruiting? Response Telephone Video conferencing Online support Others TOTAL No. .13. Of Percentage Of Respondents Respondents 36 18 16 30 100 36% 18% 16% 30% 100% PERECENTAGE OF REESPONDENTS 40% 35% 30% 25% Percentage 20% Of Respondents 15% 10% 5% 0% 36% 30% 18% 16% RESPONSE INTERPRETATION From the above graph it is clear that the company takes the support of telephone for recruitment process and secondly video conferencing. mostly the company verifies the educational qualifications and next prefers the reference check at the time of recruitment. . What kind of verifications your company does for recruitment process? Response Educational qualifications Legal background check Professional background check Reference check Family background check TOTAL No.14. Of Respondents 42 4 14 30 10 100 Percentage Of Respondents 42% 4% 14% 30% 10% 100% PERCENTAGE OF RESPONDENTS 45% 40% 35% Percentage 30% 25% Of 20% Respondents 15% 10% 5% 0% 42% 30% 14% 4% 10% RESPONSE INTERPRETATION From the above graph it is clear that at the time of recruitment process. . . Are you aware of the concept of RPO – Recruitment Process Outsourcing? Response Yes No TOTAL No.15. 62% in the company are aware about the Recruitment Process Outsourcing but 38% of the employees are unaware about the Recruitment process outsourcing. Of Respondents 62 38 100 Percentage Of Respondents 62% 38% 100% PERCENTAGE OF RESPONDENTS 70% 60% 50% Percentage 40% Of Respondents 30% 62% 38% 20% 10% 0% Yes RESPONSE No INTERPRETATION Most of the employees i.e. .e. 66% expressed that the company follows referral scheme34% didn‘t agreed that.. Of Respondents 66 34 100 Percentage Of Respondents 66% 34% 100% PERCENTAGE OF RESPONDENTS 70% 60% 50% Percentage 40% Of Respondents 30% 66% 34% 20% 10% 0% Yes RESPONSE No INTERPRETATION Most of the employees i.16: Do your organization follow employee referral schemes? Response Yes No TOTAL No. 31% expressed that the company conduct practice test as a part of selection procedure.. 23% of the respondents opined that the company conducts written test as a part of selection procedure. Of Respondents 17 29 23 31 100 Percentage Of Respondents 17% 29% 23% 31% 100% 31% Response INTERPRETATION Most of the employees i.17: Which of following selection procedures and methods followed by your organization? Response Aptitude test Personal interview Written test Practice test TOTAL 35% 30% 25% Percentage of 20% respondents 15% 10% 5% 0% Aptitude test Personal interview Written test Practice test 17% 29% 23% No. 29% of the respondents expressed that it is personal interview.e. . 17% of the respondents agreed that the company conducts aptitude test as a part of selection procedure. Of Respondents 21 43 36 100 Percentage Of Respondents 21% 43% 36% 100% INTERPRETATION Most of the employees i.. . 36% of the respondents felt that it is excellent.18: Rate the effectiveness of the interviewing process and other selection instruments.e. 21% expressed that the interviewing process and other selection instruments are poor. such as testing? Response Poor Adequate Excellent TOTAL 50% 45% 40% 35% 30% Percentage of 25% respondents 20% 15% 10% 5% 0% Poor Adequate Response Excellent 21% 43% 36% No. 43% expressed that the interviewing process and other selection instruments are adequate. 19: In selection procedure.e. .. how many rounds of technical interviews & HR rounds do you conduct for lower level candidates? Response 2 3 More than 3 TOTAL 50% 45% 40% 35% 30% Percentage of 25% respondents 20% 15% 10% 5% 0% 2 3 Response More than 3 21% 34% No. Of Respondents 21 34 45 100 Percentage Of Respondents 21% 34% 45% 100% 45% INTERPRETATION Most of the employees i. 21% expressed that the organization conducts 2 technical interviews & HR rounds. 34% of the respondents said that the company conducts 3 rounds. 45% expressed that the organization conducts more than 3 technical interviews & HR rounds. 67% expressed that HR team act as a consultant to enhance the quality of the applicant pre-screening process. 33% of the respondents disagreed with this.20: Does the HR team act as a consultant to enhance the quality of the applicant prescreening process? Response Yes No TOTAL 80% 70% 60% 50% percentage of 40% respondents 30% 20% 10% 0% Poor Response Adequate 67% No.e. Of Respondents 67 33 100 Percentage Of Respondents 67% 33% 100% 33% INTERPRETATION Most of the employees i. .. e. Of Respondents 17 43 40 100 Percentage Of Respondents 17% 43% 40% 100% 17% INTERPRETATION Most of the employees i. 43% expressed that HR department‘s performance in recruitment and selection is adequate.. 17% expressed that HR department‘s performance in recruitment and selection is poor. . 40% of the respondents felt that it is excellent.21: How would you rate the HR department‘s performance in recruitment and selection? Response Poor Adequate Excellent TOTAL 50% 45% 40% 35% 30% Percentage of 25% respondents 20% 15% 10% 5% 0% Poor Adequate Response Excellent 43% 40% No. . . 26% expressed that the organization is not doing recruitment and selection process in time. 74% expressed that the organization is doing recruitment and selection process in time. Of Respondents 74 26 100 74% Percentage Of Respondents 74% 26% 100% 26% INTERPRETATION Most of the employees i.22: Is the organization doing recruitment and Selection process in time? Response Yes No TOTAL 80% 70% 60% 50% Percentage of 40% respondents 30% 20% 10% 0% Yes Response No No.e. 52% of the respondents agreed that HR practices in the company are excellent. 11. 7. 4. 43% of the respondents agreed that HR department‘s performance in recruitment and selection is adequate.FINDINGS 1. 6. 86% of the respondents are satisfied with the interview process conducted in the organization. 78% are expressed that the company conducts formal human resource forecasting before recruitment. 56% of the employees agreed that recruitment procedure of the organization is excellent. 5. 67% of the respondents agreed that HR team act as a consultant to enhance the quality of the applicant pre-screening process. 10. 74% of the respondents agreed that company will prefer direct method mostly for recruitment. 84% of the respondents agreed that company prefer personal interviews. 13. 62% of the respondents agreed that they are aware of the concept of RPO – Recruitment Process Outsourcing. such as testing are excellent. 3. 31% of the respondents agreed that company follows practical test as a part selection procedures and methods. 36% of the respondents agreed that effectiveness of the interviewing process and other selection instruments. 64% of the respondents agreed that company conducts more than 5 rounds of interviews. 12. 70% of the respondents agreed that they are satisfied with the recruitment process conducted in your organization. 8. . 9. 2. 15. The recruitment process in the organization is excellent. 8. Most of the employees agreed that the company follows referral schemes. 13. The HR practices in the organization are good. The company takes the support of telephone for recruitment process. Performance of HR department in recruitment and selection is excellent. . 17. 12. 3. 9. HR team act as a consultant to enhance the quality of the applicant prescreening process. 14. The aptitude test is conducted in the organization for recruitment. 5. Interviewing process and other selection instruments are excellent.CONCLUSIONS 1. Most of the employees in the company are aware about the Recruitment Process Outsourcing. The company prefers the present permanent employees. 10. The employees are satisfied with recruitment process conducted in the organization. The company conducts more than 5 rounds for interview process. 7. 6. Organization is conducting recruitment and selection in time. 18. The company follows different recruitment process for different grades of employees. The company prefers mostly direct method for recruitment and secondly. present temporary employees. deceased/disabled employees as internal source or recruitment. and retrenched/retired employees. The organization conducts mostly the medical test at the time of recruitment process. The company mostly prefers the personal interview for the interview process. 16. it prefers indirect method. The company follows practice test and personal interview as a part of selection process. 4. 11. The company mostly verifies the educational qualifications at the time of recruitment. The employees are satisfied with the interview process conducted in the organization. The company conducts human resource forecasting whenever required. 2. 5. The company conducts formal human resource forecasting before recruitment whenever is needed only. 2. But it can also forecast regularly for better results in recruitment. The company prefers mostly direct method for recruitment. 4. The organization can also conduct the tests like Psychometric test. Reference test check for attracting the candidates for recruitment. But it can also adopt the new technology like telephonic interview. It is good to the organization and it has to continue with it. Samrat Honda follows the traditional methods like personal interview.SUGGESTIONS 1. 3. . It can also use indirect and third party method. The employees are satisfied with the recruitment process conducted in the organization. Video Conferencing etc. what is the frequency of forecasting? Regular Adhoc Can‘t say 2: Recruitment procedure of your organization is excellent. Strongly agree Agree Can‘t say Disagree Strongly disagree 3: Which method your company will prefer mostly for recruitment? Direct Method Indirect Method Third Party Others 4: What are the sources for internal sourcing among the following? Present permanent employees Present temporary employees Retrenched / Retired / employees Deceased / disabled / employees All above 5: How many rounds of interviews are conducted in your organization? 1-3 3-5 More than 5 .QUESTIONNAIRE 1: Does your company conduct any formal human resource forecasting before recruitment?    Yes No Can‘t say                     If yes. 6: You are satisfied with the recruitment process conducted in your organization.                        Strongly agree Agree Can‘t say Disagree Strongly disagree 7: What form of interview does your organization prefer? Personal Interview Telephonic Interview Video Conferencing Others 8: Are you satisfied with the interview process conducted in your organization? Yes No Can‘t say 9: Is the aptitude test conducted in your organization? Yes No Can‘t say 10: Does your organization conduct any of these tests? Psychometric test Medical test Reference test check All above 11: How do you rate the HR practices in your company? Very Good Good Average Bad . 12. What kind of verifications your company does for recruitment process?      Educational qualifications Legal background check Professional background check Reference check Family background check 15. Which of following selection procedures and methods followed by your organization?     Aptitude test Personal interview Written test Practice test . Does your company follow different recruitment process for different grades of employees?    Yes No Can‘t say 13. Which technological support your company uses for the process of recruiting?     Telephone Video conferencing Online support Others 14. Are you aware of the concept of RPO – Recruitment Process Outsourcing?   Yes No 16: Do you follow employee referral schemes?  Yes No 17. how many rounds of technical interviews & HR rounds do you conduct for lower level candidates?    2 3 More than 3 20. Is the organization doing recruitment and Selection process in time?   Yes No .18. Rate the effectiveness of the interviewing process and other selection instruments. In selection procedure. such as testing?    Poor Adequate Excellent 19. How would you rate the HR department‘s performance in recruitment and selection?    Poor Adequate Excellent 22. Does the HR team act as a consultant to enhance the quality of the applicant prescreening process?   Yes No 21. L mathur/human resource management/mohit publications/1st edition. B. P.hrguru. Managing Human Resource and Industrial Relations.org http://www. New Delhi/1997. Tapomay Deb.human-resources.com . Brochures and manuals issued by Samrat Honda. Mumbai /1997.citehr. Biswajeet pattnayak/ human resource management/prentice hall of India/3rd edition. 2009.net http://www.BIBLIOGRAPHY BOOKS       Ashwathappa & Sadnadash International Human Resource Management/Tata McGraw Hill Ltd.hrmguide.com http://www. WEBSITES     http://www. 1st edition. Subbarao /Essential of Human Resource Management. Excel Publications new Delhi./ Himalaya Publishing House. 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