Internship Report On

“A Study on Recruitment and

Selection Process”
of
ROCKMAN INDUSTRIES LTD
Prepared By,
Akanksha Mittal

Seth Jai Prakash Mukand lal Institute of Engineering

and Technology, Radaur (HR)

Submitted To: Submitted by:

Ms Indira Bhatti Ms. Akanksha Mittal
 Acknowledgement

The successful accomplishment of this project work is the outcome of the contribution of number of
people, especially those who have given the time and effort to share their thoughts and suggestions to
improve the report. At the very beginning I would express my deepest gratitude to Almighty Allah for
giving me the strength and the composure to finish the task within the scheduled time.
I would like to express my appreciation to my internal supervisor, Ms Indira Bhatti, Assistant Professor,
JMIT, Radaur for providing me all the guidance and support that I needed mostly. This was really a good
way of learning and I really appreciate her efforts towards giving me proper line directions.

I would like to thank Mr. A.K Saini, Head of HR and admin, The Rockman Industries Ltd, Mr. Sunil
Uniyal, AGM-HR, Recruitment and Talent Management, for rendering their valuable time and providing
me with information that was very much needed in order to successful completion of this report.

Finally, my sincere gratitude goes to my family and friends for supporting me, sharing their though

0giving me the moral support during the preparation of this report.

About the Hero Group:

 Hero has been a household name since 1950's in India, synonymous with the words reliability and

quality.

 After the 1947 partition, the Munjal brothers started a small business of manufacturing bicycle

components in Ludhiana in North India, in the face of bottlenecks of industrial infrastructure and

investments. The Munjal Brothers led a small time manufacturing organization, producing barely 60

cycles a day to become a manufacturing giant, which now churns out 22,000 cycles a day. It

eventually diversified into various engineering domains.

 As a leader amongst Indian Brands with its customer centric products ranging from simple two

wheeler transportation to complex product definitions, Hero has a keen sense of valuing relationships

with both partners and customers.

 Rockman Industries Limited (Formerly Rockman Cycles Limited) is part of the Hero Group. It

supplies auto components to both the Hero Automotive businesses as well as leading auto makers in

India and overseas.

 Amongst the most respected Indian business houses with over 58 years of industry leadership.

 World's largest motorcycles manufacturer with over 50 million units sold.

 The group has over 25,000 employees in its team.

 Amongst the 8 Indian companies listed in Forbes Most Reputed 200 list.

 Management style acclaimed by World Bank; INSEAD, France & London Business School.

 Harvard Business School Award for Excellent Corporate Performance.

 Over US$ 5 Billion revenue with historic year on year growth of over 20% in past 10 years. Spread

across 12 segments including Automotive, IT,Education, Financial Services, Real Estate, Automotive

Components, Infrastructure etc.

THE HERO GROUP:

 Hero MotoCorp , the flagship company for the family has a market capitalization of US$ 10 billion.

 Hero MotoCorp is the World No. 1 in Motorcycles since 2000.

 World's largest selling single model "Splendor".

 It is a listed entity in the National Stock Exchange in India.

 Market leader in India with over 52% market share.

 Munjal family has management control of Hero MotoCorp with Majority Ownership.

 Over 6 million motorcycles sold in FY13.

 INTROUCTION
About the organization

Mr. Suman Kant Munjal,

(Managing Director of Rockman Ind Ltd)
A part of the Hero Group, Rockman Industries (formerly Rockman Cycles limited. was set up in 1960 and

started to manufacture bicycle chains & hubs for Hero Cycles.[7] In 2005 it closed the bicycle chains &

hubs business and from November 2005, It is only manufacturing die casting components & auto parts. In

1999, it diversified in to high pressure aluminium die cast components & automotive chains for Hero

MotoCorp (Erstwhile Hero Honda). In 2008 Rockman Industries setup new auto components plant in

Uttaranchal. In February 2014, Rockman Industries acquired Sargam Die Casting company and started its

new state of the art facility at Bawal (Haryana). In January 2017, Rockman Industries acquired majority

stakes in Moldex Composites to enter the aerospace, motorsport and high-end auto component

manufacturing space.

Rockman Industries has manufacturing plants at Ludhiana, Haridwar, Chennai , Bawal & Surat. In

Ludhiana they have two plants, one for chains and other for aluminium die casting products.

Rockman has capacity of more than 50,000 tons of aluminum processing annually. Primary Die Cast

components are Cylinder Head, Crank Case, Crank Case Covers, Hub, Brake Panels, Bottom Case of

Suspension, Alloy wheels etc. Rockman is Industry leader in Alloy Wheels with installed capacity of 5.4

Mn wheels per annum. Rockman is also manufacturing Drive Chains and Cam Chains for Motor Cycles;

supplying to OEMs and also in aftermarket. With recent acquisition of Sargam Die Castings in Chennai,

Rockman has now spread its presence in south and has much larger presence in 4 Wheelers space.

All other locations manufacture die casting components.Surat's unit is into manufacturing Advanced

Composites parts.
 Aluminium alloy

Aluminium alloys are alloys in which aluminium (Al) is the predominant metal. The typical alloying

elements are copper, magnesium, manganese, silicon, tin and zinc. There are two principal classifications,

namely casting alloys and wrought alloys, both of which are further subdivided into the categories heat-

treatable and non-heat-treatable. About 85% of aluminium is used for wrought products, for example

rolled plate, foils and extrusions. Cast aluminium alloys yield cost-effective products due to the low

melting point, although they generally have lower tensile strengths than wrought alloys. The most

important cast aluminium alloy system is Al–Si, where the high levels of silicon (4.0–13%) contribute to

give good casting characteristics. Aluminium alloys are widely used in engineering structures and

components where light weight or corrosion resistance is required. Alloys composed mostly of aluminium

have been very important in aerospace manufacturing since the introduction of metal-skinned aircraft.

Aluminium-magnesium alloys are both lighter than other aluminium alloys and much less flammable than

alloys that contain a very high percentage of magnesium Aluminium alloy surfaces will develop a white,

protective layer of aluminium oxide if left unprotected by anodizing and/or correct painting procedures.

In a wet environment, galvanic corrosion can occur when an aluminium alloy is placed in electrical

contact with other metals with more positive corrosion potentials than aluminium, and an electrolyte is

present that 13 allows ion exchange. Referred to as dissimilar-metal corrosion, this process can occur as

exfoliation or as intergranular corrosion. Aluminium alloys can be improperly heat treated. This causes

internal element separation, and the metal then corrodes from the inside out Aluminium alloy

compositions are registered with The Aluminium Association. Many organizations publish more specific

standards for the manufacture of aluminium alloy, including the Society of Automotive Engineers

standards organization, specifically its aerospace standards subgroups and ASTM International
 CASTINGS IN ROCKMAN
GRAVITY DIE CASTING
GDC products that produce at Rockman

Bottom case Alloy Wheel

In this process is poured in permanent mold under gravity. There is no external pressure except gravity

force. Large runner & feeders are required to take care, metallic core or sand can be used .The machine is

a simple hydraulic operated fixture with one half port of die fixed and the other half moving by a

hydraulic cylinder .There can be provision for tilting the fixture 90. And 30. during metal pouring to

improve the yield and casting quality .Holding furnace is separated from which metal is taken out

manually or by auto pour and poured in the die.it is considered Cheapest as far as initial investment is

concerned.
 HIGH PRESSURE DIE CASTING
HPDC Products that produce at rockman

CRINK CASE COVER LEFT BREAK PANEL CRANK CASE

This is the most popular die casting process, in which the die is closed at very high pressure and molten

aluminum is injected under high pressure by a powerful piston only metallic core can be used due to high

pressure under which metal enters the die complicated shape which require sand cores cannot be made.

Holding furnace is separated and metal is poured manually or by auto power. This process is costliest out

of three processes.
 LOW PRESSURE DIE CASTING

LPDC Products that produce at Rockman

Origin of the report:

The Internship report is prepared for making a study on “Recruitment and Selection Process at

“ROCKMAN IND Ltd.” It is required to perform internship project for completing of MBA

program at Seth Jai Prakash Mukand Lal Institute Of Engineering And Technology The

guideline and preparation of the report was supervised and directed by Mr Sunil Dutt Uniyal

(AGM) and I am thankful to him for assigning this project.

Aim and objective of the report:

The major aim of the report is to recognize and identify how theories and concepts discussed in

the MBA program can be applied in the aspect of Recruitment and Selection process at an

organization

The objectives of the report is

1. Describe the organization and explain the scope of work in recruitment and selection Process.

2. To experience different recruitment and selection activities which are followed by

ROCKMAN IND Ltd.

3. Recognize and identify how theories and concepts that covered in MBA program are applied

in recruitment and selection process.

4. Propose suggestions and recommendations for the practitioners the can help management

further to apply best practices in human resource management in the organization.

Methodology:

The report is prepared based on using primary and secondary data resources. Primary data was

collected by observing organization’s recruitment and selection process, interviewing

employees while working as intern in Human Resource Division at ROCKMAN IND Ltd. The

duration of internship was 27th May 2019 to 13 July 2019.

Secondary data was collected by Organization employee hand book, website, and relevant books.

Introduction About Industry:

Rockman Industries, formerly Rockman Cycles limited, is an Indian auto components manufacturer,

based in New Delhi, India. The company is one of India’s largest auto component

manufacturers. Rockman Industries is primarily engaged in the manufacturing of aluminum die casting

components, machined and painted assemblies, auto chains and parts.In January 2017, Rockman

Industries entered the carbon composites sector with the acquisition of Moldex Composites, a UK-India

carbon composite design and manufacturing company Rockman was founded in 1960 and is led by

Suman Kant Munjal, Chairmanand Ujjwal Munjal, Managing Director.

History:

A part of the Hero Group, Rockman Industries (formerly Rockman Cycles limited.) was set up in

1960 and started to manufacture bicycle chains & hubs for Hero Cycles. In 2005 it closed the bicycle

chains & hubs business and from November 2005, It is only manufacturing die casting components &

auto parts. In 1999, it diversified in to high pressure aluminium die cast components & automotive chains

for Hero MotoCorp (Erstwhile Hero Honda). In 2008 Rockman Industries setup new auto components

plant in Uttaranchal. In February 2014, Rockman Industries acquired Sargam Die Casting company and
started its new state of the art facility at Bawal (Haryana). In January 2017, Rockman Industries acquired

majority stakes in Moldex Composites to enter the aerospace, motorsport and high-end auto component

manufacturing space.

Manufacturing Units:

Rockman Industries has manufacturing plants at Ludhiana, Haridwar,[11] Chennai , Bawal & Surat. In

Ludhiana they have two plants, one for chains and other for aluminium die casting products. All other

locations manufacture die casting components.[7] Surat's unit is into manufacturing Advanced Composites

parts.

Product and Customer:

Rockman Industries supplies its products to Hero MotoCorp and various global automotive

companies like Ford, Honda, Mahindra, Tata, ZF, Magna & Magneti Marelli.

Mission & Values:

Set highest standards in business practices and be partners in growth of customers by delivering

engineering products, services and solutions in innovative and cost effective ways.

My Internship At ROCKMAN IND LTD:

I was given the opportunity to work in ROCKMAN IND Ltd for 45 days from 27thmay to 13 th july. It

was part of my educational program. As my major in Human Resource Management, I Worked in Human

Resource Management as an intern where I had learnt several practices of human resource division of

ROCKMAN IND LTD. Before joining ROCKMAN IND LTD, I thought that it would be a very difficult

job for me. Later, my idea has changed.

Description of the Job:

As I had opportunity to have three months long at Ltd, I have done different tasks that are conduct by the

recruitment and talent management under Human resource division. First day, I was introduced to my

mentor, Mr sunil uniyal Then he introduced me with other HR personnel whom I would do my work. He
also gave me some brief about job descriptions. I was assigned to the following jobs regularly. Those

were:

 Collecting resumes

 Screening resumes

 Preparing call list for written , viva and practical test

 Preparing attendance for written , viva and practical test

 Preparing candidate profile summary for written , viva and practical test

 Preparing top sheet and exam paper

Preparing attendance sheet for candidates

Allocating questions and exam papers

 Checking answer scripts

 Input final result in CPS

 Making final result

 Maintaining rejected resumes

 Photocopy important papers

 Taking all signatures

 Providing all necessary papers to internee and in-plant trainee.

Collecting resumes:
For the recruitment of various positions like Assistant Sales Manager, Assistant manager. R&D etc.
applicants submit their resumes two ways. Some applicants prefer to forward their resumes by post and

some prefer through internet. I collected and maintained all resumes those came through post. I also

printed those resumes via E-mail. Then, I kept both types of resume.

Screening resumes:
After collecting all resumes, I sometimes did screening resumes. ROCKMAN IND LTD received in large

quantity resumes. There were few areas to concentrate when I looked for screening resumes. So I

screened resumes based on requirement like age limit, experience, educational background etc.

Sometimes I differentiated resumes based on public and private university according to their suggestion.

If there was any resume that came through reference, I highlighted that resumes on first page. Then I sent

it to recruitment head. He and other HR managers do final screening.

Preparing call list for written, viva and practical test:

After selected final applicants, I wrote down all candidates’ name, father’s name, and mobile number in

Microsoft Excel 2007. Then I printed that excel sheet.

Preparing attendance for written, viva and practical test:

Attendance sheet was same as call list sheet. I had just added signature box in attendance sheet. After

preparing this sheet, I handed over to reception at exam date.

Preparing candidate profile summary for written, viva and practical

test:
Before written, viva or practical test, I made candidate profile summary. Here I wrote candidates’ name,

father’s name, mobile number, last education, university, birthday, experience. Then I printed it and

passed it to viva board.

Receiving manpower requisition form:

At first, concerned division/department must fill the manpower requisition form. In requisition form, there

are some aspects. These are:

1) Position details: Here, manger from concerned division/department will write down the position name,

department, division, type of vacancy, number of employee needed, date by which personnel is required

to join. There are two types of vacancy. These are:

i) Replacement

ii) New position

If vacancy is against replacement, managers must mention previous employee’s name and resigning date.

If the vacancy is against new position, then managers must show the judgment. This judgment is about

why new position is raised. This judgment must be approved by Human resource Division and board of

director.

2) Job description: In job description, managers mention about task of vacant job. If job description is

same as their job description book, manager will write “as role play”

3) Job specification: In job specification, manager will point out skills that need to perform. Here, he will

portray about educational qualification, experience, and age limit. If experience is not needed, manager

will write that experience is not mandatory but preferable.” Manager can add other points like employee

must active, stress free mind etc.

4) Approval: This box is just about taking signature. Here, manager, raised requisition, will sign.

Divisional Head, Head of HR and Deputy Managing director will sign also. After singing divisional head,

manager will send it to HR division. Then HR division will examine it and HR Head will sign. Then it

will go for deputy managing director’s sign.

Attract applicants and collecting resumes:
After approval from deputy managing director, Human resource division will start their recruitment tasks.

HR division will send the photocopy of manpower requisition form and it will

Preparing candidate profile summary for written, viva and practical

test:

Before written, viva or practical test, I made candidate profile summary. Here I wrote candidates’ name,

father’s name, mobile number, last education, university, birthday, experience. Then I printed it and

passed it to viva board.

Preparing top sheet and exam paper:

Before the recruitment exam, my work is to prepare the top sheet and exam paper. I took 5 or 6 pages and

one top sheet and stapled it. Names, father’s name, mobile number, email, CV serial, date, signature are

included in top sheet.

Allocating questions and exam papers:

Sometimes, I went to the exam hall and arranged candidates’ seat. Then, I allocated questions and exam

papers. I also guarded at the exam hall. After finishing exam, I took all exam papers and separated top

sheet from exam papers. So script checker would not make any biasness to check exam script.

Checking answer scripts:

Most of the time I checked the MCQ part of the answer script. I was not allowed description part. After

script checking, I counted total marks and stapled the top sheet with answer script.

Input final result in CPS:

Next, I inputted exam numbers in CPS. I sorted out those candidates who failed in written test. I separated

these scripts.

Making final result:

After finishing viva process, I prepared the final result and forwarded to supervisor.

Maintaining rejected resumes:

I also maintain rejected resumes in file. Sometimes they called applicants from rejected resumes.

Photocopy important papers:

I also photocopied many important papers like requisition form, call list, top sheet, exam questions, final

results etc.

Taking all signatures:

Sometimes I took signature from managers for authorization papers.

Providing all necessary papers to internee and in-plant trainee:

I made contact with internee and in-plant trainee. I also provided them joining letter, allowance paper,

certificate. Allowance letter is only applicable for internee. I really enjoyed my intern work experience. I

gained new working skills and I practiced those again and again. Employees were really helpful and

friendly to me.

Lesson learned from internship program:

 Time management:I had always work to arrange, organize, schedule and budget my time to finish

the tasks. It will help to develop my time management skill with effectively and efficiently.

 Communication:I had to communicate different types of people like applicants, managers,

internees, new joiners for complete my tasks. So, it helps me to develop communication skills.
 Stress management: When there is any recruitment and selection activity, I had to do this with

stress because there is shortage of workforce compare with job. So I have learnt how to deal with

stress.

 Teamwork: I always worked with a helpful team in ROCKMAN IND LTD. Here, I understood

that teamwork is an essential part to complete task for organization aspect.

RECRUITMENT AND SELECTION PROCESS OF ROCKMANIND LTD:

Human Resource Division of ROCKMAN IND LTD:

The ROCKMAN IND LTD considers that success depends on the collective effort of entire work force.

Human resource division of ROCKMAN IND LTD has comprehensive policy and procedure that

practices best approaches with legal and ethical consideration. The major purpose of human resource

division is to introduce organizational policy and related to employees of ROCKMAN IND LTD. It gives

specific guidelines of operation of human resource division with a vision to maintain the expected

standards that are maintained. It also provides specific direction regarding the assessment, evaluation,

reward system and long term benefits of employees of ROCKMAN IND LTD. It sends a clear picture

about expected standards. The employees get idea of their present status, growth and value addition

process in the organization. The human resource division is a central reference of employee relations and

policies. Each policy is a guideline to be used with discretion, understanding and management in the spirit

in which the policy is written.

HR functions:

 Recruitment and Selection

 Training and Development

 HR Transaction
 Transport Management

 Compensations and Benefits

 Performance Management

 General policies and procedures

 Legal

Recruitment and selection process of ROCKMAN INDUSTRIES LTD:

Recruitment and Selection process is one of the important tasks of Rockman Industries Ltd. Through

these tasks,Rockman Industries Ltd attracts people and brings employees.

Purpose:

The purpose of recruitment and selection of Rockman Ind Ltd is to ensure right candidate on right

time to meet the human resources demand across the organization.

Standard of procedures of recruitment and selection process:

There is a guideline for recruitment and selection process of Rockman IndLtd. That is called “Standard of

Procedures”. There is Standard of Procedures for every HR tasks of Rockman Ind Ltd. There are the steps

of Standard of Procedures about recruitment and selection process of Rockman Ind Ltd:
1. All divisional/departmental head will raise personnel requisition with proper justification if any

vacancy arises and send it to HRD. All divisional/departmental head will assist the HR division in the

recruitment and selection process.

2. Concerned division/department will fill out requisition form if any job vacancy arises in any

division/department stating job description and job specification to head of HR for taking necessary

action.

3. HR division will examine and inspect the manpower requisition form and obtain management approval

for onward processing.

4. Recruitment and Talent management will collect profiles of potential candidates through a number of

sources like internal job announcements, CV bank of unsolicited applicants, employee and management

referrals, university/institution, direct contact, advertisement in local newspaper and online job posting as

applicable.

5. HR division will sort out the applicants in consultation with concerned division/ department.

6. Next, HR Division will invite the prospective candidates after preliminary short-listing of the

candidates for written test and/or interview and/or practical test.

7. It will conduct written tests and/or interview and/or practical test as required on the appointed date in

combination with HRD and concerned divisional/departmental head representatives nominated by

concerned division/department.

8. The performance of candidates will be checked under a set standard and HR division will complete

recruitment and selection process in a define system with the approval of management.

9. HR division will inform the finally selected candidates about their selection and needed ask to report to

HR Division for salary negotiation.

10. HR Division will provide all papers/forms to the candidates on acceptance of offer pertaining to

recruitment formalities to be filled out and returned to HRD by a precise date.

11. After that, HR Division will offer issue letter of appointment the candidates on competition of

selection formalities and send received copy to HR division as means of acceptance.

12. HR division will give an opportunity to tender/sign a joining letter which will have to be returned to

HR division.

13. HR division will check references, original certificates of the candidates and all relevant papers while

working out on submission and verify photocopiers of all academic certificates which will be kept in the

personal file of the candidates.

14. HR division will put the selected candidates on probation for a period, length of which will be decided

by management.

Recruitment and selection process of Rockman Ind Ltd:

*Receiving manpower requisition form:

At first, concerned division/department must fill the manpower requisition form. In requisition

form, there are some aspects. These are:

1) Position details: Here, manger from concerned division/department will write down the

position name, department, division, type of vacancy, number of employee needed, date by

which personnel is required to join. There are two types of vacancy. These are:

i) Replacement

ii) New position

 If vacancy is against replacement, managers must mention previous employee’s name and

resigning date. If the vacancy is against new position, then managers must show the judgment.

This judgment is about why new position is raised. This judgment must be approved by Human

resource Division and board of director.

2) Job description: In job description, managers mention about task of vacant job. If job description

is same as their job description book, manager will write “as role play”

3) Job specification: In job specification, manager will point out skills that need to perform. Here, he

will portray about educational qualification, experience, and age limit. If experience is not needed,

manager will write that experience is not mandatory but preferable.” Manager can add other points

like employee must active, stress free mind etc.

4) Approval: This box is just about taking signature. Here, manager, raised requisition, will sign.

Divisional Head, Head of HR and Deputy Managing director will sign also. After singing divisional

head, manager will send it to HR division. Then HR division will examine it and HR Head will sign.

Then it will go for deputy managing director’s sign.

Attract applicants and collecting resumes: After approval from deputy managing

director, Human resource division will start their recruitment tasks. HR division will send the

photocopy of manpower requisition form and it will keep the original copy. After that it will set how

to draw applicants’ attention. There are two sources for collecting resumes. These are:

1) Internal Sources: Through internal sources they collect resumes. Internal sources help HR

division reduce the cost. There are some sources that are used to utilize internal resources. These are:

Employee referrals: The Ind Ltd has huge number of employees. Employee referrals are great

and strong source for The Rockman Ind Ltd for gathering resumes. Here employee from The
Rockman Ind Ltd will sign on applicant’s resume. If giving signature is not possible, employee will

contact with officer from recruitment and talent management. They will write it down. Employees

also refer about internee.

Notice board: A copy of the advertisement is placed on all the company notice process and can

recommend suitable candidates, if any. For lower level post like security guard, driver, technician

The Rockman Ind Ltd does not publish advertisement at external resources. It sends a copy of

advertisement in every branch’s notice board.

Transfer and promotion: HR Division follows this source if vacant position is immediately

important.

2) External sources :Through these sources, The Rockman Ind Ltd gather huge and good

number of applicants. The Sources are:

Newspaper advertisement: HR Division advertises about its job recruitment. At first, they

create an advertisement and send it for management approval. After Management approval, they

contact with newspaper for booking advertisement. Most of the time, they basically publish their

advertisements on Friday to capture maximum applicants. Their advertisements are printed on The

Prothom-Alo, The Amar Desh and The Bangladesh Protidin.

Online advertisement: HR Division of The Rockman Ind Ltd has contract with bdjobs.com.

HR manager has full access to post a circular here. Here, they advertise about mid level and high

level job. For posting job on Bdjobs.com, they have to pay 7838 take,

Interns: Interns are one of the external sources. HR division wants interns’ resume from

different educational institutions and universities. Sometimes students send their resumes to HR

division.
CV Bank: HR Division of The Rockman Ind Ltd always maintains CV bank. In CV bank, there

are two parts. First one is unsolicited CVs. Applicants send their CVs. Some send in their carrier

service mail. Then HR Division keeps these CVs if they are suitable for the Rockman Ind Ltd.

Another one is rejected CVs from different selection process. Excellent rejected CVs are kept in file.

So when HR division needs job holder, they pick some CVs from these files.

Sort out applicants:

After Collecting Resumes, HR division of The Rockman Ind starts it selection process. Resumes are

chosen in two approaches. At first, HR division selects applicants’ resumes. Next, they decorate resumes

and send these resumes to concerned division/department. After that, concerned department does the final

selection and gives back to HR division.

Make call list and informing candidates: Next work is to inform applicants for

attending exam. For this, HR division makes call list. This call list includes applicants’ name, father’s

name, and mobile number and remarks. HR division calls applicants through two ways. If applicants’

number is little, HR Division calls them by themselves. If applicants’ number is large, they send call

list to PBX section. PBX section contacts with candidates. PBX section maintains relationship with

inside and outside organization. PBX section will write down note weather applicants are available or

not.

Preparing candidates profile summary:

Now HR Division will ready for preparing itself. They will make candidates profile summary. Most of

the candidates profile summary is prepared after written exam. This candidate’s profile summary contains

applicants’ name, father’s names, last education, education institution, date of birth, experience,

reference. This will help interviewee to understand applicants in a moment.

Preparing Attendance Sheet:

Before written/viva/practical exam, HR division will prepare attendance sheet. This attendance sheet

includes applicants’ name, father name, mobile number and signature box. After preparing it, it will be

sent to reception. So when candidates will come, they will sign there.

Written/Viva/Practical exam

For selecting final employee, HR division arranges some examinations where candidates will give test. In

written test, applicants must have to get 30 percent number. Written exam is divided on some categories.

There are question about English, Math, General knowledge and job related. Candidates must answer the

job related question otherwise. Otherwise they will not be passed. Then HR division checks the exam

paper and attaches with resumes. Followed by, they publishes written exam with the authorization of

board of director. After passing written exam, HR Division organizes viva. This viva board consists of

three types of people. Some are from HR Division, some are from concerned department. Another

interviewer is from other department. Before starting interview, Recruitment and Talent Manager will

give some overview about the vacant job and question. Then he provides candidates profile summary,

particular job advertisement and resumes who pass in written exam. In viva, interviewer asks about

applicants’ study and job related question. They want to know about job responsibilities from candidates.

Interviewers give some situation to know that how candidates will response in given situation. They also

ask candidates about expected salary. If applicants have job experience, they also ask about job condition

and reason of leaving that organization. Interviewers basically evaluate some aspects from candidates.

These aspects are

Job understanding

Communication skill
Leadership

Decision making abilities

Judgment abilities

Technical skill

All interviewers will mark candidates. They will average all interviewers’ mark and select final person.

They also select additional two or three applicants. If first choice applicant is not37 available, they can

go for second and third best candidate. If practical test is not needed, HR Division will done final

result. Only for “Medical Representative” and “Sales and Promotional Representative” position, HR

division will publish final result.

If practical test is required, candidates must attend and pass the exam. If any candidate passes written test

and viva but he/she fails in practical exam, he/she will not be allowed to be finally selected.

Call the finally selected candidates:

After final result, HR division ensures that finally first choice candidate will attended their

organization. If first choice does not expect their condition, HR division will go for second best or

third best choice. Then HR division calls finally selected on fixed date to bring necessaries papers.

Employment Check List for new joiner:

New joiner has to handover some important documents. These documents are:

Updated resume: New joiner will give away two resumes in English and Bengali.

Employee Information form: Employment form is another version of new joiners resume.

Here, new joiner will give information about his/ her name, permanent and present address, phone

number, email address, academic description, prior work experiences, emergency contact etc
Certificate and Transcript: New joiner will give all original and photocopy of all certificates.

The photocopies must be attested. After one year, employee can get back all certificates. That’s time

he/she has to apply for certificates to HR division.

Release order: If new joiner has previous job experience, he/she must get back release order

from previous organization. Otherwise, he will not be able to join here.

7 copy passport size photograph: New joiner will give seven copy passport size colored

photographs with his/her name and signature at the back. All photographs must be attested by first

class government officer.

National ID card photocopy: New joiner will give two photocopies of his/her Identity Card. He will also

give one photocopy of nominees’ Identity Card. All photocopies of Identity Card are attested by first class

government officer.

Nationality certificate: New joiner will provide national certificate which is issued by union

chairman/ward commission.

Joining letter: HR Division will provide joining letter. In joining letter, there will be terms and

conditions about job and organization. Here, new joiner will sign below the joining letter.

Nominee form: In nominee form, new joiner will mention not more than three persons who will get

benefits if employee dies.

Three hundred taka non-judicial stamp paper: In Three hundred taka Non-Judicial Stamp

paper, new joiner will promise about given information that are true, future job duties. The stamp

paper must be authorized by first class executive majested officer.

Medical certificate: New joiner will submit medical certificate from any government medical

officer or civil surgeon.

Blood group: New joiner will also submit blood group report.

Bank account: If new joiner has an account with Dutch Bangla Bank Ltd, he/she will provide

the bank account number.

HR Division justification: When new joiner Submit his/her necessary papers, HR division

will also justify new joiner’s papers and information.

Educational certificate: After submit educational certificate, at first, HR Division will justify these

certificates. Then, they will send to Legal department and they will do the final justification.

Driving license: If new joiner driving license, HR Division will apply to get information from BRTA

about himself/herself. Most of the time, HR Division does it for the position of driver.

Past employer: HR Division will contact with past employer. They will try to get information from

past organization.

If HR division does not find any problem with submitted papers, new joiner will get the appointment

letter.
Conclusion:
The ROCKMAN IND LTD, the auto mobile company of HERO group, is a manufacture of alloy wheels.

From the very beginning, the company had faced many challenges and defeat successfully to convert the

company. From a very small unit, it is a giant organization today.

Human resource division at The Rockman Ind Ltd is vast and elaborative which compromises the overall

management process. Strong recruitment and selection process and teamwork is the secrets rockman

success.

Since its setting up in 1960, Rockman Ind Ltd has been working relentlessly with a vision to ensure

Health, Vigor and Happiness for all and they are truly focused on it with optimism about perpetual growth

and success with time.