A

SUMMER TRAINING REPORT

ON

RECRUITMENT AND SELECTION

PROCESS
at

For The Partial Fulfillment of Bachelor of Business Administration 2010-13

SUBMITTED TO :Jiwaji University, Gwalior SUBMITTED BY:NEHA CHAUHAN BBA V Semester

GICTS GROUP OF INSTITUTIONS , GWALIOR

Shivpuri Link Road LASHKAR GWALIORTel: 91-751-2448801, 02, 03 Email: infor@gicts.org Website: www.gicts.org.

DECLARATION
This is to declare that the Summer Training Report has been accomplished by me and being submitted in partial fulfillment of requirement for the award of the Degree of Bachelor of Business Administration from GICTS Group of Institution affiliated to Jiwaji University, Gwalior. The work has not been submitted by me anywhere else for the award of any degree or diploma. All source of information are based on my on training experience and learning.

Date: Place:

NEHA CHAUHAN BBA V Semester

CERTIFICATE

This is to certify that Mr NEHA CHAUHAN student of BBA V Semester of GICTS Groups of Colleges has successfully completed his Summer Training dated from 45 days and this report is submitted by Him for the completion of the training requirement under my guidance and supervision.

Date : Place:

( )

ACKNOWLEDGEMENT

It is great pleasure for me to put on record my appreciation and gratitude towards Placement and Training Coordinator GICTS Group of College, Gwalior my special thanks to my respected faculty for her valuable support and suggestions for the execution of Summer Training. I thank her for the right direction and providing direction for the completion of my summer training project.

Date: Place:

NEHA CHAUHAN BBA V Semester

TABLE OF CONTENTS

1) 2) 3) 4) 5) 6) 7) 8) 9) 10) 11)

Introduction of topic Company profile Industry profile Scope of work Objective of project work Research methodology Data collection and data analysis Observations & findings Limitations Suggestions & recommendations Conclusion

Bibliography Annexure

CHAPTER -1 INTRODUCTION

INTRODUCTION
Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies. Certain influences constrain managers in determining recruiting sources such as image of the organisation, internal policies, attractiveness of the job, union requirements, government requirements and recruiting budgets.

Popular sources of recruiting employees include internal search, advertisements, employee referrals, employment agencies, schools, colleges and universities; professional organizations and casual or unsolicited applicants. In practice, recruitment methods appear to vary according to job level and skill.

Proper selection can minimize the costs of replacement and training, reduce legal challenges, and result in more productive workforce. The primary purpose of selection activities is to predict which job applicant will be successful if hired. During the selection process, candidates are also informed about the job and the organisation.

The discrete selection process would include the following: initial screening interview, completion of the application form, employment tests, comprehensive interview, background investigations, physical examination and final employment decision. In the discrete selection process, an unsuccessful performance at any stage results in the rejection of the applicant. An alternative to the discrete selection process is the comprehensive approach, where all applicants go through every step in the selection process and the final decision is based on a comprehensive evaluation of the results of each stage. To be an effective predictor, a selection device should be reliable, valid and predict a relevant criterion. Selection devices provide managers with information that will help them predict whether an applicant will prove to be a successful job performer. The application blank is effective for acquiring hard biographical data, while the weighted application can provide information for predicting job success. Traditional tests that assess intelligence, abilities and personality traits can predict job proficiency but suffer from being non-job related. On the other hand, interviews consistently

achieve low marks for reliability and validity. Background investigations are valuable when they verify hard data from the application, although they offer little practical value as selection devices. Physical examinations are valid when certain physical characteristics are required to be able to perform a job effectively. RECRUITMENT Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of the manpower so as to have an edge over its competitive. According to Flippo, "Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization." In the words of Yoder,"Recrutiment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force." The recruitment needs can be classified into

Planned. Anticipated. Unexpected.

Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organisation can predict by studying the trends in the internal and external environments.

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

FEATURES:

Recruitment is a process or a series of activities rather than a single event. It is a linking activity as it brings together the employers and employees. It is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job.

It is an important function as it makes it possible to acquire the number and type of persons required for the effective functioning of the organization.

It is an on going function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organization.

It is a complex process because a number of

factors affect it --the nature of the job

offered, image of the organization, organizational policies, working conditions etc.

SOURCES OF RECRUITMENT: The various sources of recruitment are

Internal Sources: IncludePresent Employees who can be transferred or given promotions. The retired and retrenched employees who want to return to the company. Dependents and relatives of the deceased and disabled employees. External Sources: Consist of

Press advertisements. Campus Interviews. Placement Agencies. Recommendations. Recruitment at factory gate. Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need of DIL is diversified. It needs persons who have knowledge of use, processing of natural ingredients of number of varied products, technical know-how of latest industrial technical knowledge, and computer applications to pharmaceutical industry to manual workers. The importance of the process could be understood that the present work force of DIL is 2,500 employees. Hence, the recruitment and selection procedure should match the complexities of the need and at the same should commensurate with the complex need of the organization.

SELECTION Selection is the process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility. It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates. This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is selected. Selected candidate the has to pass through the following stages

Preliminary Interview. Application Form. Selection Test. Selection Interview. Physical Examination. Reference Check. Final Approval. Employment.

Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate.

Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organization and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants. Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behavior and performance. It also provides a systematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview. Selection Interview involves the interaction of the employer and the employee. Selection involves a personal, observational and face-to-face appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected. The next stage marks of checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank opinion about the candidate without incurring a liability. The opinion of the references can be useful in judging the future behaviour and performance of a candidate. The executives of the concerned departments then finally approve the candidates short-listed by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. Appointment is generally made on probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organisation. Scientific selection and placement of personnel can go a long way in building up a stable workforce. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise. Hero motors India Ltd. selects the future employees keeping everything in mind right from the qualification of the employees to the future prospects-both of the organisation and the employees.

The first step involves the filling up of Manpower Indent Form. This form is filled up by the department, which is having the vacancy. The form consists of various questions which are to be answered like if the current vacancy is a replacement vacancy, its reason is to be specified -the factors which resulted it like death, retirement etc.

The department is required to give the qualifications that the future candidate should possess.

In the next step, this form is given to the Human Resource (HR) department; this department sees if the position can be filled through internal sources. The internal sources can be transfers, promotion etc. In the case of internal sources, the recommendations of the employees are not taken into consideration. If the HR department does not find suitable candidate within the organisation then this department has to give reasons for it. The form then goes to the Corporate HR for its approval. When the suitable candidate is not available within the organisation, the organisation then moves to the outside world for filling up the vacancies. If the number of employees required is large then the company has in its consideration three ways

The Data bank of the organisation. Advertisements. Contacting large consultants.

The company maintains a databank of the candidates, which is used when the number of vacancies to be filled up is large. The sources of databank can be the qualified candidates who had applied in the organisation earlier but due to some reasons could not join the organisation.

Advertisements are the second big source to attract the candidates. These are having much larger scope and reach to a number of people. The qualifications required by the organisation and the criteria could be described in detail. Large number of consultants also constitutes a big source. Many people register themselves with these consultants and they act as a bridge between the organisation and the candidates. The consultants provide the company required details about all criteria. These consultants are fixed for the organisation, which are chosen on the basis of their performance. In case of overseas recruitment it is checked whether their Indian counterparts can perform the job efficiently or not. If need arises then they are also taken through consultants.

But if the number of vacancies is very small then the organisation takes the help of the local consultants. The candidates are then required to fill up the Application Form. This form requires the candidate to fill the details regarding the previous employment, if any and his personal data. The form is having details regarding like the marital status, organisation structure, the position held by the candidate, his salary structure, the top three deliveries to the organisation that proved to be beneficial to the organisation, career goals, his strengths and weaknesses etc.

After the application form has been duly filled and submitted, the selection process starts wherein the candidate has to pass through various stages and interview. The interview panel consists of the persons from Corporate (HR), and other persons including the executives from the department for which the vacancy is to be filled.

The selected candidates are then short-listed. The short listed candidates are then given priority numbers; this is due to the reason that sometimes the candidate who is having first priority is unable to join the organisation due to some reasons then in that case the candidate next in the priority list is given preference. The candidate has to under go medical examination and his credentials are verified.

After qualifying these stages, the candidate is then absorbed in the organisation and explained his/her duties. This phase marks the end of the selection procedure.

Hero motors India Ltd.also performs Campus interviews as and when the need arises. The esteemed organisation also provides apprentice training-wherein the organisation trains the people in the working of the organisation and gives then stipend. If these trainees are found useful to the organisation then they are absorbed in the organisation else they are given certificate so that they can show this as an experience and get a job elsewhere.

RECRUITMENT AND SELECTION IN HERO MOTORS HIERARCHY OF HERO MOTORS

Mrs. Vandana Bhargava Deputy dDirector Mr. U.K. Bose CEO Mr. Samir Bhargave Controller

Mr. Kapil Kaul C.G.M. (M&S)

Capt. S.P.S. Sandhu C.G.M. (Operations)

Manager Personal

Mr. Manchanda G.M (North)

Mr. Roshan Nowroj G.M. (South)

Mr. Sanjay Kumar Commercial Mrg.

R.S.M. Delhi Manager Sales

Deputy Manager Sales

Manager FFP Department

Manager International MRTG.

Manager CSC & Automation

Product Manater

Brand Manater

Asst. Manager Sales

A.S.M. Delhi

A.S.M. Delhi

Senior Officer Sales

Senior Officer

Senior Officer

Officer Sales

Officer

Officer

HRM in the vehicle Industry

When we talk of human resource management, we have in our mind a variety of things. These include: Training Skill development and up-gradation of knowledge and skills of the employees. Motivating the employees, Effective utilization of the employees skills and capabilities Attracting the personnel and their retention Wages, salaries and rewards and Monitoring and controlling the employees performance

These aspects of human resource management and development are essential for every sector but in the case of tourism, they have a special significance. This is because tourism is a service industry and here the customer is not only buying a service or a product but he is also experiencing and consuming the quality of service which is reflected in the performance of the person involved in the production and delivery of the service. Since what is marketed here is a relationship between the customer and the producer of services, the importance of human resources becomes vital for the success of the business. Generally, in such service operations the emphasis has been on courtesy and efficiency and it is assumed that the service in tourism is all smiles and effective communication. However, with the changing nature of tourism and growing special sation only smiles, communications skills and courtesy will not serve the purpose. For example, a guide may be very good in communication but unless he or she is equipped with knowledge and information related to the monument or the city, he or she will not be able to perform quality service. Similarly, a driver may be very good at driving but unless he knows the roads and addresses of the city, only his driving capabilities will be of no help in providing quality service. And we must remember here that tourists, whether foreign or domestic, are increasingly becoming more demanding as regards quality of service. Generally, human resource management, planning and development in tourism have to be taken at both macro as well as micro levels. At the macro level, one takes into account the educational

and training infrastructure available in a country and the efforts initiated by the ICAO. This also includes the efforts initiated by the private sector. At the micro level, one takes into account how best individual organizations plan and manage their human resources V S Mahesh, formerly Vice President (Human Resources) with the Taj Group of Hotels, is of the opinion that two central features common to all sectors of the tourism industry must be considered in this regard: 1) The concept of Moments of Truth (MOT), and 2) MOTs relationship to the attainment of service excellence in an organization. Jan Carlzon has defined MOT as an intention between a customer and an organization, which leads to a judgement by the customer about the quality of service received by her or him. In tourism industry, 95% of the MOTs take place between customers and the front line staff and most of the time they are not visible to the management. For example, how a hotel receptionist is handling the customers or how an escort is conducting the tour is not visible to the management. Yet, the tourists experience of the holiday is dependent on how the staff manning such services has treated him or her. Mahesh has pointed out that in case of negative

experiences, only less than five percent cases get reported to the management by the customers and hence according to him the crucial questions is are human beings capable of doing their job correctly, willingly and with a smile, when they know that their management is most unlikely to be able to see or hear them, let alone bear of their failure to do so? This puts addition al on the human resources management factor in the tourism industry. Certain organizations, companies and even destinations are known for their hospitality and are even termed as service leaders in their areas of operations. Researches conducted by various scholars in this area show that they have achieved this, status, through effective human resource management in their organizations. According to Gail Cook Johnson these companies have applied the principal of empowerment to all employees. This empowerment is manifested in the way that companies: Are highly focused and consistent in everything they do and say in relation to employees, Have manager who communicate with employees Facilitate, rather that regulate, their employees response to customers Solicit employee feedback about how they can do things better Stress the importance of team work at each level of the organization and

Plan carefully the organizations recruitment and training needs.

These companies give less emphasis on hierarchy and formal relationship rather; they adopt flat organizational structure in terms of span of control. Johnson further states that these service leaders can be recognised for: Their unfailing commitment to service principles, Their investments in people to ensure staffing competence, A management philosophy which stresses communication a proactive orientation and employee feedback and A dedication to teamwork

In fact, human resource management and customers care/expectations management are inter related area in the area of tourism. Sarah Mansfield has identified four key principles in the development of customer care within companies. These according to her are 1) Customer care starts at the top was meaning that commitment to the principle of customer care must emanate from senior management levels within an organization. Successful management is not only about the right management style but also an attitude, ethos or culture of the organization which overrides the management techniques used, such that in the absence of other instructions these values will dictate how an employee will behave. 2) Customer care involves everyone within the organization. It is not just about front-line staff. The contrary view only services to reinforce the electricians or administrators, opinion that the standard of service they give in support of the front-line staff is not important. How can cleaners do the right job unless they fully appreciate their customer needs and the importance of their role? High standards of customer care cannot be achieved by ignoring seasonal, part time or voluntary staff that represents the face of the business to many customers. 3) Care for your staff and they will care for your customers. Too often organizations look first to the customer, whereas the emphasis should be placed on the staff. Improving the experience of the staff encourages a better service and a better experience for customers.

More customers are obtained thereby improving the climate in which management and staff work. Investment and greater professionalism follow success and the cycle of achievement is reinforced. 4) Its a continuous, meaning that customer care is not a quick fix Research but it long term plan. According to V S Mahesh The nature, determinates and problem areas of service quality within tourism points clearly to the central role of personnel, at all levels, in attaining levels, of excellence in this respect. Development the service culture, within a company, and within tourism industry, cans he seen as crucial to the success of tourism. Hence, the activities of an HRD manager in tourism can be categorised as: Human resource planing and Human resource development

Aspect like forecasting, recruiting and induction in the human resource area are taken care of through human resource planning. The identification of specific developmental needs for the manpower aimed at developing and exploiting the competencies of the human resources are taken care of through human resource development. HUMAN RESOURCE PLANNING In this Section, we will deal with certain aspects which are relevant for managers or entrepreneurs at an organizations level in the area of human resource planning. Human resource planing can be termed as a process for preparing a plan for the future personnel needs of an organization. It takes into account the internal activities of the organization and the external environmental factors. In a service industry like tourism, such planning also aims at improving the quality of manpower resources. Human resource planning involves: Analysis of existing manpower resources, Planning for future needs taking into account how many people with what skills and at what levels the organization will need, and Planning for the development of the employees by adopting in-house training and continuing education methods to upgrade the knowledge and skills of the employees.

RECRUITMENT AND SELECTION PROCEDURES IN HR

Recruitment and selection procedure is a vital factor of an organization. If it is not done properly the production procedure will be hampered. Hence productivity will fall down. So the organization will be in trouble and it will affect the employer- employee relationship. So recruitment and selection procedure should be done in proper and correct manner. The new candidates should replace the vacant post so that the production of the company does not hamper. By this the productivity will increase and the organization will gain profit. So the employer will be happy and will not hesitate to distribute bonus and increments to the workers. The workers will also be more motivated to work. Hence there will be harmonious relationship in the organization. It will also stabilize the organization in the long run. RECRUITMENT AND SELECTION PROCEDURES IN HR Recruitment and selection procedure is a vital factor of an organization. If it is not done properly the production procedure will be hampered. Hence productivity will fall down. So the organization will be in trouble and it will affect the employer- employee relationship. So recruitment and selection procedure should be done in proper and correct manner. The new candidates should replace the vacant post so that the production of the company does not hamper. By this the productivity will increase and the organization will gain profit. So the employer will be happy and will not hesitate to distribute bonus and increments to the workers. The workers will also be more motivated to work. Hence there will be harmonious relationship in the organization. It will also stabilize the organization in the long run.

CHAPTER-2 COMPANY PROFILE

COMPANY PROFILE
The legend of Hero Honda What started out joint venture between Hero group, the worlds largest bicycle manufacturer and the company of Japans, has today become the worlds dingle largest two wheelers company .coming in to existence January 19, 1948, Hero Motors limited gave India nothing less than are evaluation on two wheelers, the made famous by fill it shut it and forget it campaign .Driven by the trust of over 5 million customers. The Honda product range today command market share 48% making it veritable giant in the industry. Add to that technologic excellence, an expansive dealer network, and reliable after sale service, and you have one of the customerfriendly companies. This is provided by the companys over the year: 1985-86 1989-90 1998-99 1999-0 2000-01 2000-02 2000-03 43000 96,200 units units

5, 30,600 units 7,61,210 units 10,29,555 units 14,25,195 units 16,77,537 units

Customer satisfaction, high quality product, the strength of Honda, technology and the Hero group dynamic helped HHML sales new frontiers and exceed limits. In the word of Mr. Brijmohan Lall Munjal, the chairman and managing Director we will continue to make afford required for the development, of motorcycle industry, through new product development, technology innovation, investment in equipment of facilities and through efficient management Hero Honda is worlds third largest two wheeler maker. India has the largest number of two wheelers in the world with 41.6 million vehicles. India has a mix of 30 percent automobiles and 70 percent two wheelers in the country. India was the second largest two wheeler manufacturer in the world starting in the 1950s with the birth of automobile products of India (API) that manufactured scooters. API manufactured the but, another company; Bajaj auto ltd. surpassed

API and remained through the turn of the century from its association with Piaggio of Italy (manufacturer of Vespa scooters). The licence raj that existed between the 1940s to 1980s in India did not allow foreign companies to enter the market and imports were tightly controlled. This regulatory maze, before the economic liberalization, made business easier for local players to have a sellers market. Customers in India were forced to wait 12 years to buy a scooter from Bajaj. The CEO of Bajaj commented that he did not need a marketing department, only a dispatch department. By the year 1990, Bajaj had a waiting list that was twenty-six times its annual output for scooters. The motorcycle segment had the same long wait times with three manufacturers Royal Enfield, and Escorts. Royal Enfield made a 350cc Bullet with the only four-stroke engine at that time and took the higher end of the market but there was little competition for their customers. Ideal Jawa and Escorts took the middle and lower end of the market respectively. In the mid-1980s, the Indian government regulations changed and permitted foreign companies to enter the Indian market through minority joint ventures. The two-wheeler market changed with four Indo-Japanese joint ventures: Hero Honda, T.VS Bajaj Kawasaki and Kinetic Motor Company (Kinetic Honda). The entry of these foreign companies changed the Indian market dynamics from the supply side to the demand side. With a larger selection of two-wheelers on the Indian market, consumers started to gain influence over the products they bought and raised higher customer expectations. The industry produced more models, styling options, prices, and different fuel efficiencies. The foreign companies new technologies helped make the products more reliable and with better quality. Indian companies had to change to keep up with their global counterparts. The 2006 Forbes 200 Most Respected companies list has Hero Honda Motors ranked at 108.

Growth Hero Honda experienced great growth throughout its early days. The Munjal family started a modest business of bicycle components. By 2002 Hero Group had sold 86 million bicycles producing 16000 bicycles a day. Today Hero Honda has an assembly line of nine different models of motorcycles available. It holds the record for most popular bike in the world by sales for Its Splendor model. Hero Honda Motors Limited was established in joint venture with Honda Motors of Japan in 1984, to manufacture motorcycles. It is currently the largest producer of Two Wheelers in the world. It sold 3 million bikes in the year 2005-2006. Recently it has also entered in scooter manufacturing, with its model PLEASURE mainly aimed at girls. HUNK is the latest offering from the HHML stable.

A Hero Honda "Splendor" bike Just-in-Time Manufacturing The Hero Group through the Hero Cycles Division uses just-in-time manufacturing. The Group boasts of superb operational efficiencies. Every assembly line worker operates two machines simultaneously to save time and improve productivity. The fact that most of the machines are either developed or fabricated in-house, has resulted in low inventory levels. In Hero Cycles Limited, the just-in-time inventory principle has been working since the beginning of production in the unit. This is the Japanese style of production. In India, Hero is probably the only company to have mastered the art of the just-in-time inventory principle.

Models

Hero Honda Ambition 133 Hero Honda Ambition 135 Hero Honda CD 100 Hero Honda CD 100 SS Hero Honda CD Dawn Hero Honda Splendor Hero Honda Splendor+ Hero Honda Super Splendor Hero Honda CD Dawn Hero Honda Joy Hero Honda Street Hero Honda CBZ Hero Honda CBZ Extreme Hero Honda Passion Hero Honda Passion+ Hero Honda Passion Pro Hero Honda Karizma Hero Honda Hunk Hero Honda Pleasure Hero Honda Glamour Hero Honda Splendor NXG

MILESTONE OF HERO HONDA:Year Event 2001 Bike maker of the year by overdrive Magazine Winner of review 200-Asias leading companies award (9th Rank Amongst top 10 Indian companies). Passion model introduced Achieved OM-One million productions in one single year. Entrepreneur of the year Award conferred upon the chairman, Mr.Brijmohan Lall by Ernst & Young. The leave Award for Environment to Hero Honda by center for social and Environment Green Rating project. . 2002 Bike maker of the year by overdrive Magazine. Winner of review 200-Asias leading companies award (4th Rank Amongst top 10 Indian companies). Sponsored India, England Womens cricket series. Sponsored Hero Honda master golf championship. Entrepreneur of the year award conferred upon chairman, Mr. Brijmohn Lall by Business standard.

2003 Winner of the review 200-Asian leading company Award (3rd Rank among top 10 Indian company) Most Respected Company in automobile sector by Business World. Bike maker of the year by overdrive magazine

THE CHAIRMAN:Brijimohan Lall Munjal-The king of Road The venerated patriarch and visionary of the Hero group, Mr. Brijimohan Lall Munjal is the first generation entrepreneur who stared very small and through sheer hard work and perseverance today made this two wheelers venture the No1two wheelers company. THE STORY OF THE INDOMITABLE ENTREPRENEUR:One the brightest stories of Indian entrepreneurship began seventy one Years ago when a six year old boy quietly walked in to a newly opened Gurkul (Indian value based school) near his home in Kamalia (now in Pakistan) determined to again admission instantly. Thus began an extraordinary saga of Entrepreneurial achievement. Today, we know that boy as Brijmohan Lall Munjal, the much venerated Patriarch of the Hero Group one of the largest corporation group in country.

Brijmohan Lall inspirations to enter the two wheelers world come from a desire to prove the cheapest from transport for the poorest of the poor. Post Partition, Brijmohan Lall Munjal and his brother relocated to Ludhiana. They had to began from scratch. They set up manufactures of bicycle components .From then on there was no looking back. In typically modest manner B.M.Munjal accords a great deal of credit for high success to his family and team. He traversed the road success fallowing these Principles: Trusting his uncanny instincts. A unique approach to people one from the heart. Ahead of time, every time. The idea corporate citizen showing other the way. His leadership and sagacity has earned his great respect and he has personally been responsible for kindling the spirit of entrepreneurship amongst employees who today constitute a family of about forty successful Entrepreneurs. PRODUCT PROFILE Following are the products of Hero Honda: 1. Splendor+ his

2. Karizma 3. CBZ Extreme 4. Glamour 5. Passion + 6. CD-Dawn 7. Pleasure 8. Super Splendor 9. CD Deluxe 10. Achiever 11. Hunk 12. Splendor NXG 13. passion pro 14. Hunk new 15. Hunk SPL Edition

SERVICE STATEMENT Our constant Endeavour is support the companys mandate of providing highest level of customer satisfaction by taking care of your motorcycle service & maintenance through our vast network of more than 1000 committed dealer & service outlets spread across the country.

Our state-of-the-art authorized workshop have well laid out standard for motorcycle servicing supported by fully equipped infrastructure in terms of quality precision

instruments ,pneumatic tools & team of highly trained service technicians. Having your motorcycle serviced at an authorized workshop ensures highest standards of service quality.

INITIATIVES An Environment Social, Aware Company At Hero Honda, our goal is not to sell you bike, but also to help you every step of the way in making your world better place to live in. besides its

will to provide a high quality service to all of its customers, Hero Honda takes a stand as socially responsible enterprise respectful of its environment and respectful of the important issues. We must do something for the community from whose land we generate our wealth. A famous quote of Mr.Brijmohan Lall Munjal, our CMD.

MAINTENANCE SCHDULES: Proper care & maintenance are paramount for trouble free operation & optimum performance of motorcycle. Hero Honda offers 6 free services on all its motorcycles. It should avail these services within a year or as per the below mentioned km rang, whichever is earlier.

First Free Service

500-750 km

Second Free Service

2500-2800 km

Third Free Service

5000-5500 km

Fourth Free Service

7000-7500 km

Fifth Free Service

9000-9500 km

Sixth Free Service

11000-11500 km

You should ensure that each paid service is availed within 60 days from date of service or as per the recommended schedule.

SCOPE OF WARRANTY Hero Honda Motors Limited warrants all its motorcycle manufactured /assembled in Dharuhera Plant and Gurgaon Plant,

distribution in India and sold through in authorized dealers to be free, under normal use and condition, from any defect both in material and workmanship, subject to fallowing term and conditions

TERMS AND CONDITION: a. All Hero Honda motorcycle warranted for a period of 12 years or 30000kms from the date of purchase, whichever is earlier .this is w.e.f 1st April2001

b. It is mandatory for the customer to avail all free and paid service as pre the recommended schedule to be eligible for the warranty benefits. The customer has to

ensure that each paid service is availed within 60 days from the date of previous service or as per the recommended schedule. c. If the defect is observed in any Hero Honda motorcycle, Hero Hondas only obligation / liability is to repair or replace those part(s) which is/are considered to be the cause of malfunction free of charge. d. of both labour and material, when Hero Honda acknowledges that such malfunction has not come out of misuse or improper handling etc. Such defective motorcycle should

e. be brought to the nearest Hero Honda dealer / authorized service center by the owner of necessary inspection & subsequent repairs. WARRANTY ON PROPRIETARY ITEM

Warranty on proprietary item like tyres, tubes & battery etc will be directly handled by the respective Original Equipment Manufacturers (OEMs) except AMCO for batteries & Dunlop/Falcon of tyers, tubes. In case of any defect in proprietary item, other than the above two mentioned OEMs the dealer must approach to the brand official dealer of the respective manufactures. For AMCO battery & Dunlop /Falcon tyers, tubes claim will be accepted at Authorized Dealership/ service center, w.e.f 1st May 2002 as pre the manually agreed term & conditions between Hero Honda & those two OEMs. While for other OEMs in case the claim is not accepted for any invalid reason, then the claim along with the refused note from the OEM can be send to the warranty section Gorgaon plant after due recommendation of the area service engineer. SPARES FEATURES & BENEFITS: The Performance & Safety of the bike not only depends up on the world class designer & workmanship assured by Hero Honda but also on the parts being used in the assembly line. Even the first components manufactured need replacement from time to time .And to ensure the continued impeccable. Performance of vehicle, the spare part should also be made replaced as good as the components fitted by Hero Honda.

As responsible Hero Honda bike owner, we recommended that for your safety long life, high performance of the bike, use only Hero Honda genuine part. To identify a Hero Honda genuine parts we have a differentiator with us, a hologram, which comes with special security features & very simple for a customer to identify a genuine, & a non genuine spare parts. Our each packing hologram which can he identified by the features like 3D EFFECT EXPANDING & SHRINKIG EFFECT KINETIC EFFECT.

SALES PROCESS:1) When a customer walks into our showroom, the receptionist will greed him/her & lead to a sale executive. 2) On introduction of the sale executive will take the customer, to the selection room & show the various modals displayed treat & explain in detail the salient feature of each modal. Answer all the queries, if any of the customers. The customer should be offered a test drive of the bike of her/him choice & if he/she express the desire to test drive a test arranged taking all necessary care. drive should be

3) After this, the sales executive will take the customer to the work shop & show him/her the various infrastructure service facilities in the workshop beside the quality of the service we render. Also explain that, because of the quality service reporting are the highest in the entire North-Karnataka and we surpassed our competitor in all respects; and we are the number one dealers in Gulbarga.

4) Bring customer back to the sales counter and offer him/her a cup of tea and take down the name and address in the enquiry register. Now, the sales process begins; and during the process price of various models, Insurance T.R, P.R, PMS, passport etc. should be explained to the customer in detail. Also enquire in to as to whether he/she intends to buy by cash or would go in the finance assistance. In the latter case, offer the service of financial institution representative stationed in our showroom. During the process

inter-act with customer and give him/her an impression that you are caring him/her.

from

5) All out efforts should be made to sell the product by persuading the customer without offering free accessories; and should offered fail accessories may be offered free of cost. Normally, every customer take free accessories offer for granted and asks for compliment /cash discount etc. In that eventuality the A.S.M should be consulted and as the last resort not loose the sale the A.S.M duly consulting with

G.M may take suitable decision and strike down the deal. The delivery of compliments and payment of cash discount should be made in the. Chamber of G.M and through him. This will avoid a situation where every buyer putting forth a similar demand. 6) When sale of motorcycle (M.C) is over, the customer should be taken to the cashier for payment of cash/down payment D.D/Cheque etc. as the case is; and all assistance should be rendered to him/her to complete this formality. 7) Once this formality is over, the customer should be taken to the selection room and he/she be given a free hand in selecting the motorcycle of his/her choice. After selection of motorcycle, Chassis and engine number of the motorcycle should be noted down, besides informing the POI in charge to 8) Get the motorcycle ready in all respects study fitting the accessories as agreed to at the time of sale.

9) The customer is brought to the passport executive for brief again on the passport and its advantages by the passport executive. During this process effort should be made to

Convince the customer to go in for passport and formalities be completed, should the customer get convinced.

10) Now, the customer should be taken to the documentation assistant, to complete the formality of T.R, P.R., Insurance cover note, Invoice, Sale letter and gate pass issuance

etc. A copy of Invoice is given to the customer, if he/she demands (in norm all course the customer gets these document on the next working day). With gate pass the customers be brought the passport executive for issuance of service book and warranty card.

The customer should be now taken to the workshop again and he should be introduced to the work manager who will brief him/her on the service matter during under warranty, post warrant and PMS. By this time, the motorcycle with the key will be handed over congratulating him/her on possessing a world class product.

AWARDS & ACCOLADES: Awards and Recognition to Hero Honda Motors Limited:2005 Consumer Awards 2005 - India's most preferred two-wheeler brand by CNBC in the 'Automobiles' category Bike Maker of the Year Award by Overdrive Magazine ICWAI National Award for Excellence (Second) in Cost Management 2004 in the private sector category by ICWAI 10th Motilal Oswal Wealth Creator Award for as the most consistent wealth creator for the period 1991-2005 2004 Winner of the Review 200 Asias Leading Companies Award (3rd Rank amongst the top 10 Indian companies) GVC Level 1 (Highest Rating) by CRISIL for corporate Governance Adjudged as the Best Value Creator Large Size Companies 2003-04 by the Outlook Money Corporate Excellence Award 2004 by Indian Institute of Materials Management Adjudged as the Organization with Innovative HR Practices by HT Power Jobs for HR Excellence ICSI National Award for Excellence in Corporate Governance 2004 by the Institute of Company Secretaries of India

2003 Winner of the Review 200 Asias Leading Companies Award (3rd Rank amongst the top 10 Indian companies) Most Respected Company in Automobile Sector by Business World

Bike Maker of the Year by Overdrive Magazine HERO HONDA PASSPORT PROGRAMMER: The Hero Honda passport is an initiative design especially for customer .A first of its kind customer Relationship program in the India two wheelers industry this unique program is way of the saying that customer are special to company. It is part of an effort to build strengthen the relationship between company that begins when customer start using a Hero Honda motorcycle.

ORGANISATION PROFILE
SHRI VENKATESH AUTOMOTIVES: AUTHOURIESED DEALEARS OF HEROHONDA GULBARGA STARTED : JUNE- 2000

FOUNDER :

KRISHNARAJ.B.KULKARNI

TURNOVER OF 2008-2009:

25 CRORES

SALES OF 2008-2009:

7500 MOTERCYCLES

ADDRESS :

SHRI VENKATESH AUTOMOTIVE STBT ROADGULBARGA-585105 KARNATAKA

PH:

08472-229366 ,260341

CHAPTER -3 INDUSTRY PROFILE

INDUSTRY PROFILE
SERVICE & MAINTENANCE SCHEDULE Our constant endeavour is to support the company's mandate of providing highest level of customer satisfaction by taking good care of your two-wheeler service and maintenance through our vast network of more than 2100 committed Dealers and Service outlets spread across the country.

Our state-of-the-art authorised workshops have well laid out standards for twowheeler servicing with fully equipped infrastructure having quality precision instruments, pneumatic tools and a team of highly trained service technicians. Having your two-wheeler serviced at an authorised workshop ensures highest standards of service quality and reliability.

Service

Schedule

Hero Honda offers free services on all its two-wheelers. You should avail these services within the stipulated conditions of time period or km range, whichever condition gets satisfied earlier from the date of purchase. After the completion of free services or its validity period you must continue availing paid services as per the recommended service schedule.

Service

Schedule:

Type of Free Service

1 st

2 nd

3 rd

4 th

5 th

6 th

Validity Kms the

in from 500 - 2500 - 5000 5500 - 7000 7500 - 9000 9500 - 11000 11500 -

date

of 750

2800

purchase

Validity

in

Days from the date previous service of 60 100 100 100 100 100

Each Paid Service needs to be availed after every 2000 Paid Service kms or 60 days from the previous service, whichever is earlier.

Service

Schedule:

Type of Free Service

1 st

2 nd

3 rd

4 th

5 th

6 th

Validity Kms the

in from 500 - 2500 - 5000 5500 - 7000 7500 - 9000 9500 - 11000 11500 -

date

of 750

2800

purchase

Validity Days the

in from EACH FREE SERVICE IS VALID FOR 365 DAYS

date

of FROM THE DATE OF PURCHASE

purchase

Each Paid Service needs to be availed after every 2000 Paid Service kms or 60 days from the previous service, whichever is earlier.

Service

Schedule:

Type of Free Service

1 st

2 nd

3 rd

4 th

5 th

6 th

Validity Kms the

in from 500 - 2500 - 5000 5500 - 7000 7500 - 9000 9500 - 11000 11500 -

date

of 750

2800

purchase

Validity

in

Days from the date previous service of 60 100 100 100 100 100

Each Paid Service needs to be availed after every 2000 Paid Service kms or 60 days from the previous service, whichever is earlier.

Service

Schedule:

Type of Free Service

1 st

2 nd

3 rd

4 th

5 th

6 th

Validity Kms the

in from 500 - 2500 - 5000 5500 - 7000 7500 - 9000 9500 - 11000 11500 -

date

of 750

2800

purchase

Validity

in

Days from the date previous service of 60 100 100 100 100 100

Each Paid Service needs to be availed after every 2000 Paid Service kms or 60 days from the previous service, whichever is earlier.

Service

Schedule:

Type of Free Service

1 st

2 nd

3 rd

4 th

5 th

6 th

Validity Kms the

in from 500 - 2500 - 5000 5500 - 7000 7500 - 9000 9500 - 11000 11500 -

date

of 750

2800

purchase

Validity

in

Days from the date previous service of 60 100 100 100 100 100

Each Paid Service needs to be availed after every 2000 Paid Service kms or 60 days from the previous service, whichever is earlier.

Production

Hero Honda CBZ X-TREME is warranted for a period of 3 years or 40,000 kms, whichever is earlier, from the date of purchase.

Hero Honda Karizma is warranted for a period of 2 years or 30,000 kms, whichever is earlier, from the date of purchase

Hero Honda Achiever is warranted for a period of 3 years or 40,000 kms, whichever is earlier, from the date of purchase

Hero Honda Glamour FI is warranted for a 40,000 kms, whichever is earlier, from the date of purchase

period

of

years

or

Hero Honda Glamour is warranted for a period of 3 years or 40,000 kms, whichever is earlier, from the date of purchase

Hero Honda Super Splendor is warranted for a period of 3 years or 40,000 kms, whichever is earlier, from the date of purchase.

Hero Honda Passion Plus is warranted for a period of 2 years or 30,000 kms, whichever is earlier, from the date of purchase.

Hero Honda Splendor+ is warranted for a period of 2 years or 30,000 kms, whichever is earlier, from the date of purchase

Hero Honda Pleasure is warranted for a period of 2 years or 24,000 kms, whichever is earlier, from the date of purchase.

Hero Honda CD Deluxe is warranted for a period of 2 years or 30,000 kms, whichever is earlier, from the date of purchase

Hero Honda CD Dawn is warranted for a period of 2 years or 30,000 kms, whichever is earlier, from the date of purchase

CHAPTER-4 SCOPE OF STUDY

SCOPE OF STUDY

The scope of study is to observe the degree of satisfaction levels of the employer as well as the employees towards the process of recruitment and selection techniques adopted by the company. It will also show the deviations if any, towards this affect that will be experienced in research. Apart from getting an idea of the techniques and methods in the recruitment procedures it will also give a close look at the insight of corporate culture prevailing out there in the organization. This would not only help to aquanaut with the corporate environment but it would also enable to get a close look at the various levels authority responsibility relationship prevailing in the organization. Also the stipulated time for the research is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic (recruitment and selection) is wide enough, so it is difficult to cover all the topic within the stipulated time.

C CH HA AP PT TE ER R-5 5

OBJECTIVE OF STUDY

OBJECTIVE OF STUDY
The basic objective of this report is to Recruitment and selection process In Hero motors. Following fundamental objectives have been identified as the sub-objectives of the study:-

1. To study the identity of the recruitment & selection process in the organization as a whole. 2. To find out the employees as per companys vacancies. 3. To find out the various sources of advertisement of vacancies likemedia (electronic or paper or both), schools, posters etc. 4. To study the work environment and select the pattern of interview, which can help out to select the suitable employee for the organization. 5. To study the interpersonal relationship.

CHAPTER-6
RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research procedure. This includes overall research design, the sampling procedure, the data collection method, and analysis procedure. Out of total universe 15 respondents from Hero motors have been taken for convenience. The sample procedure chosen for this are statistical sampling method. Here randomly employees are selected and interviewed. Information, which I collected, was based on the questionnaires filled up by the sample employees. Under secondary method I took the help of various reference books which I have mentioned in bibliography and also by way of surfing through the company website. Primary Data Questionnaire: Corresponding to the nature of the study direct, structured questionnaires with a mixture of close and open-ended questions will be administered to the relevant respondents within the Personnel and other Departments of the organisation. Secondary Data

 Organizational literature: Any relevant literature available from the organisation on the Company profile, recruitment & selection procedures, Job specifications (Hero motors), department-wise break up of manpower strength and the organisational structure. Other Sources: Appropriate journals, magazines such as Human Capital, relevant newspaper articles, company brochures and articles on www sites will also be used to substantiate the identified objectives. Sampling Plan and Design A questionnaire will be used for the purpose of research: Questionnaire: To test the validity and effectiveness of the recruitment and selection procedures within the organisation and to test the validity and effectiveness of the policies and procedures within the organisation . The basic rationale of Questionnaire is to ascertain the perception of the nonHR departments in terms of the validity and effectiveness of the policies and procedures used by the organisation. It is also in line with the assessment of any suggestions/recommendations that the respondents from these Departments might have in terms of the use of an alternative source/device of recruitment and selection, than what already forms the current practice of the HR Department.

 Questionnaire would be administered to 15 respondents, holding a senior designation within the Personnel Department of the organisation. It will also be administered to at least 15 respondents belonging to typical Departments within the organisation and holding senior designations within their respective Departments. Sampling Element For the purpose of administering the Questionnaire, the respondents would comprise of personnel holding senior designations within the Personnel Department of the organisation. The respondents for the Questionnaire will also be preferably being panel members of the Recruitment & Selection Board of the organisation. The respondents would comprise of personnel holding senior designations within certain typical Departments identified within the organisation, namely: - Stores - Finance - Operations - Electronics - Engineering Sample Extent: The extent of the sample is confined to the Sahibabad operations of the Hero motors, specifically to the Administration.

 Sampling Technique Judgement Sampling would be used for the purpose of choosing the sample for the purpose of administering Questionnaire. The identified expert would have a thorough knowledge about all the respondents within the Personnel Department of the organisation. Thus his/her expertise would be incorporated in locating, identifying and contacting the required respondents. Again Judgement sampling would be effectively used in identifying the typical non - HR Departments within the organisation and subsequently for the location and identification of suitable respondents for Questionnaire.

CHAPTER-7
DATA COLLECTION AND DATA ANAKYSIS

DATA COLLECTION AND DATA ANAKYSIS

The procedure of Recruitment and Selection

120 100 80 No. of employers 60

Yes No

40
20 0 Hero motors
Company

120 out of 120 employers accepted the fact that Hero motors follows recruitment and selection procedure.

External recruitment the company compensates the employees for the expenses made by them

70 60 50
No. of 40 employers

30 20 10 0 Hero motors
Company

Yes No

It basically depends on the post the candidate is applying for, in most of the cases the company does compensate the employees for the expenses incurred by them.

70 out of 120 employers said that the company compensates the employees for the expenses made by them, while 50 employers said no.

Company hires consultancy firms or recruitment agency for hiring candidates

120 100 80
No. of employers 60

Yes No

40 20 0 Hero motors
Company

All 120 employers said that the company hires consultancy firms or recruitment agency for hiring candidates.

The verification of the candidates to the given reference

80
60
No. of 40 employers

Yes No

20 0 Hero motors
Company

80 out of 120 employers said that the references provided by the candidates is verified while 40 employers said No.

The total monitory expenditure the company spends on recruitment and selection procedure

70 60 50
No. of employers

40 30 20 10 0 below 10% 10%-20% 20%-30% 30% above

Producticity

Dabur

20 out of 120 employers said that the company spends about 10%-20% of its total expenditure on recruitment and selection.

70 out of 120 employers said that the company spends about 20%-30% of its total expenditure on recruitment and selection.

While 30 out of 120 employers said that the company spends above 30% of its total expenditure on recruitment and selection.

COMPANY POST POSITIONS ON THE JOB SITES AND INTERNET SEARCHES

120 100 80
No. of employers 60

Yes No

40 20

0
Hero motors
Company

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

Company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidates

120 100

80
No. of employers 60

Yes No

40 20 0 Hero motors
Company

120 out of 120 employers said that company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidate.

The productivity of the employees get hampered due to his/her marital status.

Productivity of employees

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

Scale

50 out of 120 employers believe that the employees productivity gets hampered due to his marital status to a large extent, while 30 out of 120 believe that productivity is somewhat affected, 30 out of 120 believes that marital status does not affect the productivity of the employee and one employee did not had any ans.

Interview methods used by the company

120 100 80

No. of employees 60
40 20 0 Direct stress computerized other

Scale

Hero motors

200 out of 200 said the company follows direct interview method, as well as other method which include unstructured interview with the departmental head. And the 120 said the computerized is followed by the company.

CHAPTER-8 FINDINGS

FINDINGS
The analysis of the various sources of recruitment and selection devices is presented on the following pages. The response entailed from the HR Department (as analysed from Questionnaire) represents current practice within the organisation in terms of the sources of recruitment and selection devices used. The analysis of the response entailed from all the other departments (as analysed from Questionnaire) forming the sample, represents the perception of the respondents from these Departments in terms of the validity and effectiveness of the various sources/devices of recruitment/selection (specific to these Departments) The analysis further entails any suggestions/recommendations given by these non-HR Departments (forming the sample for administering Questionnaire), in terms of any recruitment source and/or selection device that should be deployed by the organisation apart from what already constitutes current practice (specific to these Departments)

CHAPTER-9 LIMITATIONS

LIMITATIONS
The scope of the study in terms of coverage is limited to the Delhi operations of the Hero motors Within the organisation the study is limited to the top-level management of the Personnel Department of the organisation (out of which samples of the respondents are also members of the Recruitment & Selection committee). This is for the purpose of administering the questionnaire. In line with the purpose of conducting employee interviews, the study would be confined to personnel holding typical designations within the organisation at different levels of management. Although the limitations that I faced in the organizations is the absence of Trade Unions co-operation, otherwise which could have help me in understanding the industrial relations in a comprehensive manner. Secondly, the limitation that I have is the scope of collection of sample size which was confined to only one department, which would have other wise made my study and observations in an effective manner.

CHAPTER-10 SUGGESTIONS

SUGGESTIONS
The research in Hero motors has helped me in broadening my view. It has helped me to know that HR is the heart of every organization. It made me aware about how policies play an important role in the smooth functioning of any organization. But I have found that there is something that lacks in the company and which is possible to overcome.

Hero motors is engaged in making maximum sales, providing satisfaction to its customers, as well as maintaining good relations with the corporate world. But it has not thought about marinating a health relation with its employees. This is the reason that there was an increase in the labor turnover. Also, it has never given consideration to find the reason lying behind the same.

Employee retention is crucial to the long-term success of your business and therefore the ability to retain employees is a primary measure of the health of your organization. Of significant concern is the fact that unplanned employee turnover directly impacts the bottom line of a business.

The company can undertake the following steps to maintain long and existing relationship with its employees as well as a steady increase in sales:-

CHAPTER-11
CONCLUSION

CONCLUSION
Necessity is the mother of Invention this is true everywhere. In the study first of all I tried to find out the cause of the process of Recruitment and selection. I got the answer from Hero motors that here in Hero motors major cause for the process is its Expansion program as Hero motors is growing vastly. Few other reasons are Replacement vacancy Retirement hardly takes place here.

BIBLIOGRAPHY
BOOKS Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter 16, pages 636-641. Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th Edition, Chapter 11, pages 217-245. Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209. Magazines India Today Todays traveller A&M Business Today Business World Business Digest

News Paper Times of India Hindustan Times Economic Times The Pioneer The Hindu Catalyst EconomicandPoliticalWeekly Financial Express Web sites www.Hero motorsindia.com www.indiatimes.com

ANNEXURE
QUESTIONNAIRE ON RECRUITMENT & SELECTION Name: Designation: Organization: Age: Date:

Q.1 Does Hero motors follow any Recruitment and Selection Procedure?

Yes

No

Q.2 Does the recruitment and selection procedure affects the performance of the employees? Yes No

Q.3 Does the company recruit employees internally? Yes No

Q.4 Is the recruitment and selection procedure followed by the company appropriate? T.A.(Totally Agree) S.D.(Some What Disagree) S.A.(Some What Agree), T.D.(Totally Disagree)

T.A. S.D.

S.A. T.D.

If not, then suggest the appropriate changes required in the recruitment and selection procedure followed by the company? .. Q.5 Does your company disclose the job specifications at the time of selection of a candidate? Yes No

Q.6 Does your company ask for references at the time of selection? Yes No

Q.7 What percent of the selection procedure does the written test contribute? Below 10% 10% - 20% 20% - 30% 30% -40% 40% -50% 50% and above

Q.8 Which type of interview methods does your company usually follow? Direct Group Stress Any other Q.9 Does your company follow any of the following personality test for the purpose of recruitment and selection? MBTI FIRO_B Psychometric Other Computerized Panel