chairman of the minda corporation ltd

8/6/2019 Chairman of the Minda Corporation Ltd

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ASHOK MINDA

(CHAIRMAN)


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Brief profile

Minda Corporation Limited started operation in the year

1985 under the name of Minda Switch Auto Private Limited.

Turnover of $ 240 Million (Rs 1200 Crores in 2008 09)

Turnover target at $ 340 Million (Rs. 1625 Crores) for 2009-10

16 Plants in India, 3 in Germany, 1 in Czech Republic, 1 in

Poland, 1 in Indonesia, 1 in Vietnam, 1 in Uzbekistan, Office in

Europe, Japan.

No. of employees over 7800

Domestic & International Customers


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Major Product Lines

Electronic & Mechanical Security systems, E Bike

Controllers

Connective Systems

Interiors

Instrument Panels and Clusters, Sensors

Window Regulators & Door Checkers

Keys & Key Duplicating M/c

Die Casting

Surface Finishing


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VISION OF THE COMPANY

To be a dynamic, innovative and profitable globalautomotive organization for emerging as the

preferred supplier and employer to create value

for all stakeholder.


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Business Philosophy

Customer First

Focus on Technology to create World

Class Products

V

alue for Money

Continuous Improvement


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Minda Corporation Ltd.

(Surface FinishingDivision)

Services :-Electroplating (Ni, Ni-Cr),

Powder Coating, Painting

Plant Location :-Noida

No. Of Employees :-223


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Carrier for 2 wheelers Guard for 2 wheeler Lamp for ikea black

Lamp for ikea copper Nickel chrome for casting parts Handle bar for 2 wheeler

Keys with nickel chrome

Major product


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IdentifyVacancy

Prepare Job Description and person Specification

Advertise

Managing the Response

Short-listing

References

Arrange Interviews

Conduct the Interview

Recruitment and Selection Process ofMinda Corporation LimitedThe main stages are identified in the below flow chart:-

Decision Making

Convey the Decision

Appointment Action


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Recruitment Cycle Time of Minda

Corporation Limited

To bring in more effectiveness in the

recruitment process, HR would follow aspecific project deadline of38 days to hire a

new employee.

The process specific schedule break-up is

mentioned below:-


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Phase Activities Time

frame

I Role Identification, Job

Description, CV Sourcing &

Initial HR short-list.

15 Days

II Organizing the Written Test. 5 Days

Organizing the First Technical

Interviews.

5 Days

Organizing the Final Interviews. 4 Days

Sessions to take the Final

Decisions.

3 Days

III Preparing the Salary Proposal,

Negotiate with the selected

candidates & offer closure.

6 Days


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Recruitment Source of

Minda Corporation Ltd.1] ABC Consultant (Delhi)

2] Venus Consultant (Noida)

3] SKM Consultant (Ghaziabad)

4] ACE international (Noida)

5] The Launchers (Delhi)


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6] Gilbert Tweed consultant (Faridabad)

7] Through internet.

8] Advertisement in newspapers (Times ofIndia)

9] Naukari.com (MCL gives approximately Rs.35,000

yearly to Naukari .com for recruiting employees)

Contd.


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Objective of the study:-

To understand the Recruitment process at Minda

Corporation Ltd.

To identify areas where there can be scope for

improvement.


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RESEARCH METHODOLOGY

Date Source

Primary : - Through Questionnaires

Secondary : - Through Internet,

Newspapers, companies websites.

Sample Size: - 50

Sample Area: - work has done in Noida.

Sample procedure: - Random sampling.


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Recommendation andsuggestion

1] Compress the "white space" in your hiring

process:- White Spaces are delays in hiring process

that

are unproductive, waste time, and virtually assure

you'll lose talented candidates. Often the longest delays

occur between critical selection events.


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Here at Minda Corporation Ltd., the delays occur when the outstation

candidates are called for interviews at their branches, Sometimes, because of

busy schedule of senior managers and sometimes because of tight schedule

of candidate, the interview has to be postponed. This delay could be

minimized by scheduling interviews in the regional locations. It is

recommended to reduce the turnaround time for the recruitment and

selection process. It must be made mandatory for the candidates to take the

test, filling up forms etc. within the stipulated time, this will make sure that

the candidates do not hold casual attitude and take the recruitment process

more seriously. Additionally it can send across a positive image about the

company. White space in recruitment can be compressed by the use ofIT

also.


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2]One size doesnt fits all

An effort must be made to study local condition, education levels. Since

applying common test for all candidates across entire country can overshadow a

candidates capabilities. This factor must be given importance since Indian

society is divided on various parameters such as education, language,

infrastructure etc. A test with high level of English and complicated sentence

structure can be a hurdle in areas where language itself is barrier. An option is

to have different tests for different regions


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3]Create winning impression even on those who

are not selected

Its very important to create a favorable impression of your organization

on all those who come for interview. Those who are not selected in the

first round of personal interview should also carry this impression that

they have missed the opportunity to work in a great company. For this,

there must a proper coordination of the interview of the candidate and

greater degree of professionalism. A candidate when invited for an

interview must be attended as soon as possible and should be made to

wait for hours together. Interviews conducted on a scheduled time leave

a good impression on the candidate. Even if he is not selected, a good

impression about the will make him recommend the name to his people.


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Conclusion

At last I would like to say that the Recruitment Policy of company is quite good

because company is hiring employees through agencies, newspaper and the best

thing of company is taking initiative step for recruitment. Minda Corporation

Ltd. Gives approximately 35,000 Rs. yearly to naukari .com for recruiting

employees. In order to grow and sustain in the competitive environment it is

important for an organization to continuously develop and grow. So, to ensure

competitive people come in the organization and for this recruitment process is

very important for every company.


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Thank u

chairman of the minda corporation ltd

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