recruitment minda

7/24/2019 Recruitment Minda

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INTRODUCTION


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Company profile

1. NATURE

The Rs 3000 Cr Minda Group today is one of India's leading auto component manufacturers, supplying a wide range of products to

OM!s in India as well as glo"ally# The Group has colla"orations $ %oint &entures with world leaders, and a product range

comprising oer ()00 *+!s spread across arious product categories, suita"le for a wide range of ehicular as well as non-

ehicular and off the road applications# .roducts are manufactured in world class facilities spread across India, Indonesia, /ustralia

and Germany, and supported "y representatie offices in urope, China, %apan and &ietnam# ay "ac1 in 245, M/C6 7the then

*witch Masters 6imited8 was formed with core o"9ectie of creating a distri"ution networ1 in the country, spanning range of

products and serices in the auto parts! after mar1et# The 1ey o"9ectie was to drie this organi:ation as mar1eting $ distri"ution

arm of Minda GroupOur ision was to "uild a distri"ution networ1 to "e recogni:ed as "enchmar1 in the replacement mar1et for automotie products

and serices#

Gien the inherent threats in the domestic after mar1et "y way of continuous improement of ;uality, enhanced warranties "y /uto

Companies, and focused thrust "y O, *.


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add value to our group companies by enhancing their protability and

share of business.

3.2 MISSIONTo understand customer!s need in an eoling and emerging enironment#

To strie to improe upon mission 20 D 20 and ma1e it 20 D 4 7500 Crores8 there"y multiplying turnoer ten times in eight years

from ?00(-05 instead of ten years#

To create a strong .an India distri"ution networ1 which can "e a "enchmar1 in our industry#

To design and esta"lish uni;ue and ro"ust logistic infrastructure so as to optimi:e speed ;uality, and speed, ;uality and cost of

deliery#

To deelop a serice networ1 capa"le of ta1ing care of customer!s serice needs with speed and ;uality for delight of our Eusiness

.artners and Institutional customers#

To nurture human alues so as to "uild a respecta"le organi:ation consisting of dedicated and motiated employees#

4. PRODUCTS

SWITCHES: -

Switches for !"!# wheeler and $% the road vehicles are designed

&developed and manufactured at 'inda Industries (td. 'inda en)oys *+,

market share in !" wheeler segment in India and is amongst the top few

globally .The product for !" wheeler are manufactured at -une&

urangabad& 'anesar and -antnagar and are being supplied to ma)or

$/'s of India. The company has received IS$ 0++1& IS$ 1#++1 2 $3SS

14++1 certication. The company has received 5II 6 /7im 8ank 8usiness

/7cellence ward.

8ody 5ontrol 9nit is the patented product which has been developed for

8a)a) uto (td. The product range in wh includes 3andle 8ar Switch&

3andle 8ar& (ever 2 3older ssembly& 8rake Switch& 'odular Switch 2

-anel Switch :;eutral Switch


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-ower >indow Switch& $il -ressure Switch& 8ackup (amp Switch& and

3azard >arning Switch. The company has a )oint venture with Tokairika&

?apan and has received IS$ 0++1& IS$ 0++ 2 @S 0+++ certication. The

company has received 'arutis 8est -erformance ward& 'arutis'anufacturing /7cellence ward& 8est 5ost -erformance from TA'(.

Switches are also e7ported to ?apan 2 9S for various # >heeler

manufacturers and to ma)or $/' suppliers in India.

The product categorizations of Switches are as followsB

2 WHEELERS

C3andle 8ar System ssembly

C3andle 8ar Switches

C/lectronic Systems :Self 5ancellationok (amps : -lough (amps& shok (eyland&

-iaggio & Torica & Suzuki ?apan& @ certied by ord& Italy .

The product range in 3orns are B

C5!J5 3orns

CJisc 3orns

CHibrasonic 3orns

CTrumpet 3orns ! >ind tone 3orns

C-ipe 3orns

WIRING HARNESSES: -

(eading 'anufacturer of broad range of >iring 3arness& 8attery cables&

wiring sets & 5onnectors 2 Terminal for 5ommercial Hehicles & 9tility

vehicles& !" wheeler& Tractors and $% the Doad vehicles. The

manufacturing locations are Ereater ;oida& 'urbad:'umbai


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The product categorizations of >iring 3arness are as followsB

C>iring 3arnesses for wh& "wh& #wh and Tractors

CTerminals

C3ousings 6 5ouplersCuse 8o7es for #wh and Tractors

INSTRUMENT PANELS: -

The product is manufactured at 'indaStoneridge Instruments (td. which

is a )oint venture with Stoneridge Incorporation& 9S with manufacturing

unit at -une 2-antnagar in India and have a license for manufacturing in

1* sian countries. There is a range of products for !" wheeler&

5ommercial vehicles& 9tility vehicles& 5ars 2 Sensors. 'a)or customers are

8a)a) uto& 'ahindra 2'ahindra & Lamaha & -iaggio &Tata 'otors & Jaewoo

2 E'& shok (eyland & /scorts& T/ . 5ompany has been awarded /'S

1#++& $3SS 14++1 certication &TS 1F0#0 and IS$0++1.

The product categorizations of Instruments are as followsB

C5lusters for !"!# wheeler and $% the Doad vehicles.

CDound Eauges for Tractors.

CTank 9nits for !"!# wheeler and Tractors.

C5hild -arts for 5lusters : Speedometers & D-' & 3our & uel 'eters


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wheeler and $% the Doad vehicles& /lectronic 2 'echanical Security

System to Indian $/'Ms. It e7ports about +, of its products to 9S& 9A&

/urope 2 South /ast sia and S/; countries.

'inda 5orporation (imited manufactures >indow Degulator in India forrenowned Indian $/'Ms with Technical ssistance from 5ST/(($; S&

Spain.

5omplete range of #> /lectronic Security Systems& > /SS& Eear (ocks 2

-ower >indows are manufactured under one roof at state of art

production facility at -ant ;agar. '5( -ant ;agar is a dedicated plant to

manufacture all accessory related items for '5( 2 has all facilities from

development to testing of nal products for IS$ standards

The product categorizations of ccessories range are as followsB

2 WHEELER

CDemote 5entral (ocking 6 utoS/.

C>heel (ock 2 3elmet (ock.

4 WHEELER

CEear Shift (ock.

C-ower >indow Degulator.

CDemote 5entral (ocking System.

BATTERIES: -

'inda Hroom 8atteries are manufactured on a state of the art fully

automatic assembly line with advanced technology& ensuring optimum

performance& long life 2 reliable operation. The product is manufactured

at 'inda Industries (td. :8attery Jivision< with manufacturing unit at

-antnagar. The plant is TS 1F0#0B++ certied.

>ithin a short span of two years the product is $/ to 8a)a) uto (td&

Lamaha 'otors& 3onda 'otorcycle 2 Scooters India 2'aruti& which shows

the condence of $/ and depicts the =uality of product.


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The product categorizations of 8attery are as followsB

2 WHEELERC(ong (ife

C'aintenance ree

CTime -roof :HD(eightQQQQQQQ Ags 8lood EroupQQQQQQQ bdomenQQQQQQQQQQQQQQQQQ

/yesight (!/QQQQQQQQQQQQQQQQQQQQ D!/QQQQQQQQQQQQQQQQQQQQQQQ

8lood -ressure 6 Systolic QQQQQQQQQQQQQQQQ JiastolicQQQQQQQQQQQQQQQQQQQQ

/5EQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ

'ark of identication QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ

ny bnormality QQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQQ

Decommendation of it ! 9nt for the )ob

'edical ocer

JateB SIE;T9D/ $ '/JI5( $I5/D

Def. ;o. B JateB QQQQQQQQQQ

Sir ! 'adam&

OER O APPOINTMENT


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>ith reference to your application and subse=uent interview& we have

pleasure in o%ering you an appointment on the following terms and

conditionsB

1. This appointment will take e%ect from the date you )oin and you will

be on probation for a period of si7 months.

. Lou will be ranked as QQQQQQQQQQQclassied as QQQQQQQQQQQQQand

designated as QQQQQQQQQQQQQQQQQQQ in QQQQQQQQQQQQQdepartment.

". Lou will be paid a basic salary of Ds.QQQQQQQQQQQQQQQQQQ :Dupees

QQQQQQQQQQ only< per month. Jetailed remuneration is as per

anne7ureO.

#. ;o notice period from either side is re=uired during the probation

period. 3owever& subse=uent to conrmation& this appointment is

terminable either by the company or yourself after giving

QQQQQQQQQQQ months notice for every completed year of service

sub)ect to a minimum of one QQQQQQQQQQQQQ and a ma7imum of

QQQQQQQQQQQQ months notice or payment in lieu thereof.

G. Lou will automatically retire from the services of the company on

attaining the age of superannuation i.e. G4 years as per rules of the

company.

F. This appointment is sub)ect to your being related to any Jirector of

the company within the meaning of section "1# of the companies

act& 10GF. list of directors of the company is attached.

*. This appointment is sub)ect to your being found and remaining

medically :physically and mentally< t by our medical $cer.


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4. The general terms and conditions of employment are as per

nne7ureO8& which may please be read.

-lease return the duplicate copy of this letter of appointment& duly signedby you.

Thanking you&

Lours faithfully&

SIGNATURE O AUTHORISED OICIAL

DETAILS O REMUNERATION


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'r. !'s.QQQQQQQQQQQQQQQQQQQQQQQQQQQQ >ill are entitled to the following& as

per rules of the 5ompanyP

1. 8asic Salary of Ds.QQQQQQQQQQQQQQQQ:DupeesQQQQQQQQ$nly< per month.

. Special llowance of DsQQQQQQQQQQQQQQQQQQQ :Dupees QQQQQQQQQQQQQQQQ

only< per month.

". 3ouse Dent Subsidy of QQQQQQQQQQQ , of your monthly 8asic Salary.

#. 5onveyance subsidy of Ds.QQQQQQQQQQQQQQQQQQQQQQQQQQ :Dupees

QQQQQQQQQQQQ only< per month for running and maintenance of selfO

owned two wheeler car&

G 3ouse urnishing Subsidy of Ds.QQQQQQQQQQQQQQQQQQQQQQ :Dupees

QQQQQQQQQQQQ $nly


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S. NO. C$&&"$"'+ O*!$"+/

L*>*

M',* '

T!$>*1 Supervisor!section

Incharge :/7ecutive

to ?oint 'anager .ROC**


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Desearch process consists of series of actions or steps necessary to

e%ectively carry out research and the desired se=uencing of these

steps.

ORMULATING THE RESEARCH PROBLEM:There are two types

of research problems viz.& those relate to states of nature and those&

which relate to relationships between variables. t the very outset

the researcher must single out the problem he wants to study&

essentially two steps are involved in formulating the research

problem viz.& understanding the problem thoroughly& and rephrasing

the same into meaningful terms from an analytical point of view.3ere& the problem is the e%ectiveness of the recruitment and

selection process in the SJE.

E@TENSIE LITERATURE SURE1: $nce the problem is

formulated& a brief summary of it should be written down. or this

purpose& the abstracting and inde7ing )ournals and published or

unpublished bibliographies are the rst place to go on. cademic

)ournals& conference proceedings& government reports& books etc.must be tapped depending on the problem.

DEELOPMENT O WORKING H1POTHESES: fter e7tensive

literature survey& researcher should state in clear the working

hypotheses or hypotheses. >orking hypotheses is the tentative

assumption made in order to draw out and test its logical or

empirical conse=uences. s such the manner in which research

hypotheses are developed is particularly important since they

provide the focal point for research.

NULL H1POTHESIS

-ositive statement is called as null hypothesis i.e. 3o

ALTERNATIE H1POTHESIS

;egative statement is called as alternative hypothesis i.e. 3i


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3ere&

NULL H1POTHESIS

-rocedure of recruitment and selection prevailing in SJE is e%ective.

ALTERNATIE H1POTHESIS

-rocedure of recruitment and selection prevailing in SJE is not e%ective.

PREPARING THE RESEARCH DESIGN:there are several research

designs& such as& e7perimental and nonOe7perimental hypotheses

testing. /7perimental designs can be either informal designs orformal designs out of which the researcher must select one for his

own pro)ect.

DETERMINING SAMPLE DESIGN:the researcher must decide the

way of selecting a sample or what is popularly known as the sample

design. In other words& a sample design is a denite plan

determined before any data are actually collected for obtaining a

sample from a given population. The important sample designs areB

i. DELIBERATE SAMPLING: it is also known as purposive or

nonO probability sampling. This sampling method involves

purposive or deliberate selection of particular units of the

universe for constituting the sample& which represents the

universe. >hen population elements are selected for inclusion

in the sample based on the ease of access& it can be calledconvenience sampling.

II. SIMPLE RANDOM SAMPLING:this type of sampling is also

known as chance sampling or probability sampling where each

and every item in the population has an e=ual chance of

inclusion in the sample and each one of the possible samples&

in case of the nite universe& has the same probability of

being selected.


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III. S1STEMATIC SAMPLING: in some instances the most

practical way of sampling is to select every 1Gthname on a

list& every 1+

th

house on one side of a street and so on.Sampling of this type is known as systematic sampling. n

element of randomness is usually introduced into this kind of

sampling. 8y using random numbers to pick up the unit with

which to start.

iv. STRATIIED SAMPLING: if the population from which a

sample is to be drawn does not constitute a homogeneous

group& then stratied techni=ue is applied so as to obtain a

representative sample.

v. UOTA SAMPLING:in stratied sampling the cost of taking

random samples from individual strata is often so e7pensive

that interviewers are simply given =uota to be lled from

di%erent strata& the actual selection of items for sample being

left to the interviewers )udgement. This is called =uota

sampling.

vi. CLUSTER SAMPLING AND AREA SAMPLING: cluster

sampling involves grouping the population and then selecting

the groups or the clusters rather than individual elements for

inclusion in the sample. rea sampling is =uite close to cluster

sampling and is often talked about when the total

geographical area of interest happens to be big one. 9nder

area sampling we rst divide the total area into a number of

smaller nonOoverlapping areas& generally called geographical

clusters& then a number of these smaller areas are randomly

selected& and all units in these small areas are included in the

sample.


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vii. MULTI-STAGE SAMPLING: this is a further development of

the idea of cluster sampling. This techni=ue is meant for big

in=uiries e7tending to a considerably large geographical area

like an entire country. 9nder multiOstage sampling the rst

stage may be to select large primary sampling units such as

states& then districts& then towns and nally certain families

within towns. If the techni=ue of random sampling is applied

at all stages& the sampling procedure is described as multiO

stage random sampling.

viii. SEUENTIAL SAMPLING: this is somewhat onte7t ofstatistical =uality control.

>ere in my study of process of recruitment and selection conenience sampling is used as a

sample design as to hae the ease of access, "ecause the managers or the e@ecuties hae not

much time so, who so eer is founded "y me I ta1e them into my sample for the study#

COLLECTING THE DATA:in dealing with any real life problem it is

often found that data at hand are inade=uate and hence& it becomes

necessary to collect data that are appropriate. There are several

ways of collecting the appropriate data& which di%er considerably in

conte7t of money costs& time and other resources at the disposal of

the researcher.

PRIMAR1 DATA:This data can be collected either through e7periment

or through survey. If the e7periment is conducted then there would be

=uantitative measurements& in the case of a survey& any one or more of

the following can collect dataP

1. 8y observation

. Through personal interview

". Through telephone interview

#. 8y mailing of =uestionnaires


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G. Through schedules

SECONDAR1 DATAB This is the data collected through the literatures and

the )ournals that are already available and easily available to the

researcher in the library or on the websites these are the data& which has

been used by other also for any kind of their use.

>ere in my study of recruitment and selection process the primary data was collected "y the

o"seration and through the interiews or discussions with the >R e@ecuties and the

managers and also through the ;uestionnaire containing open ended ;uestions# *econdary

data is collected "y the literatures and the we"sites of the companies#

E@ECUTION O THE PROECTB e7ecution of the pro)ect is a very

important step in the research process. If the e7ecution of the

pro)ect proceeds on correct lines& the data to be collected would be

ade=uate and dependable the pro)ect should be e7ecuted in the

systematic manner and in time.

ANAL1SIS O DATA: after the data have been collected the

researcher turns to the task of analyzing them. The analysis of data

re=uires a number of closely related operations such as

establishment of categories& the application of these categories to

raw data through coding& tabulation and then drawing statistical

inferences.

H1POTHESES TESTING:after analyzing the data as stated above&

the researcher is in a position to test the hypotheses& if any& he had

formulated earlier. Jo the facts support the hypotheses or they

happen to be contraryR This is the usual =uestion& which should be

answered while testing hypotheses. Harious tests& such as chi

s=uare test& tOtest& fOtest& and have been developed by statisticians

for the purpose. In this there are two statements& which are tested&


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one is positive and other is negative that is favorable and

unfavorable.

GENERALISATIONS AND INTERPRETATION:if the hypotheses is

tested and upheld several times& it may be possible for the

researcher to arrive at generalization& i.e.& to build a theory. s a

matter of fact& the real value lies in its ability to arrive at certain

generalizations.

SAMPLE UNIT

Sample unit here are the persons in the human resource department. i.e.

in the recruitment and selection process.

LEEL O SIGNIICANCE

G,

J/ED// $ D//J$'

,

H*+*

Jata collected gives results thatP

3o is accepted and 3i is re)ected i.e. procedure of recruitment and

selection prevailing in W*&(+ I+,"$ L"#"*, . RAMPUR.


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OBECTIVE O! T"E STUDY

The ob)ective of my pro)ect is basically seeing that 3D dept how to select

the suitable candidates for the )ob. lso see that what are the polices and

procedure that are being adopted by a company formally. ind out that

what are the basic problems are there in the organization due to

employee leave the )obs. lso using the knowledge that I have collect

from the training and use the e7perience that I have got in training. So

that I will able to choose the ecient candidates at the right time& at right

place for a right )ob in the future.

/lso gie the suggestion to the organi:ation regarding the findings that I found in training#


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DATA ANAL1SIS


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. I& !*!("#*+ '&"">* '!+*/$">* !'*&&

Yes; 73%

No; 27%

Yes No

INTERPRETATION

I found in a surey that many of the indiiduals in the faored that the recruitment is the

positie process# In faor of this statement )3# /nd rest of it in the statement are in oppose#


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.2 I& &**"'+ "& * '&"">* $+, +*/$">* !'*&&

Yes; 67%

No; 33%

Yes No

INTERPRETATION

I found in a survey that F*, individuals given the favor that selection

process and rest "", people are not in the favor of this. 8ecause they

think that only sources people are being select in the selection.


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.3 T* &**"'+ ' *#'%** ,(!"+/ * !$"+"+/.

Senior Middle Junior

0

5

10

15

20

25

30

35

40

45

THE RATIO OF EMPLOYEE SLECTION

level

no. of individual selected

INTERPRETATION

In training I found that the ratio of selection of employee was not more# In senior leel there

was only 5 selections from the 25 and 2? in middle leel out of ?5 and ?) at 9unior leel out

of (? employees,


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@.# /7ternal source of recruitment that has been found by me in the

training.

ConsultantCampus interviewThrough netThrough e!eren"e

0

5

10

15

20

25

30

35

40

Emlo!ee selection "! va#ious t!e

$iffe#ent Places %&e#e C' collect

No of emlo!ee selected

INTERPRETATION

In the training I found that how they collect the C& from the arious sources so that they can

get the "est and ;ualifying employee for their organi:ation# The ratio, which was there to

select the employee, was more in campus interiew "ecause it is the time saing system to

select the employee#


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#.$ "o% many employee& are in'ere&'e( in 'o (o )o* '+ere,

Yes; 73 %

No; 27%

Inte#est of emlo!ee

Yes No

INTERPRETATION

I found that only )3 employees are interested to do 9o" there and ?) are not interested to

do 9o" there "ecause the e@perience of that place neer count li1e


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#.- T+e ra'io of employee& '+o&e %ere /alle( for final in'er0ie%.

Senior; 27%

Middle; 33%

Junior; #$%

No of eml!ee called fo# final selection


INTERPRETATION

Out of hundred the employee was called for the interiew that are ?) senior, 33middle

and rest (0 are "eing called# >ere found after the written test that only hundred employees

are a"le to go in final interiew#


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#. 2+a' %a& '+e performan/e of '+e employee& in final in'er0ie%,


$

&$

&

2$

2

3$

3

#$

#

FINAL SELETION OF EMPLOYEE

$IFFERENT LE'EL

NO EOMPLOYEE SELECTE$

INTERPRETATION

/fter the interiews there are only few employee are "eing selected for the final interiew

and the ratio of employee selection was much less "ecause the candidates was not found

according the 9o"#


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#. The employee, which was selected for the 9o"

()

(*

(+

Finall! selected emlo!ee

INTERPRETATION

It was found that only few employees were selected in the final interiew# It may "e the

reason of lac1 1nowledge of the 9o" or may "e that are a"le to do that particular 9o"#

The pie chart show that how many candidates are "eing selected during the final interiew in

the organi:ation#


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UESTIONAIRE OPEN ENDED)

>hat are the e7ternal sources used in your companyR

2 >hat are the internal sources used in your companyR

3 >hat type of interview pattern you followR

4 >hat type of di%erent tests you prefer to give the candidatesR

5 >ho are your competitorsR

6 re you satised with the procedures and the policies of the

recruitment followed hereR

7 >hat is the general recruitment and selection process followed in

your companyR

8 >hat is the =ualication re=uired for the worker classR

9 In case of rehiring do you o%er the same salary& as to the

permanent oneR

>hat about the cost per hiring hereR

#11 hat they "asically prefer internal or e@ternal recruitmentH

.2 >hat is the ratio of employee )oining and leaving the organizationR

#.13 hat are the reasons that the employees are leaing the organi:ationH

#.14 Is recruitment positie and negatie processH

#.1$ Is selection positie and negatie processH

recruitment minda

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