Assignment

On
Recruitment System

Submitted To : Submiteed By: Group(31-36)

Prof.Y D Jadhav
Piyush saxena 33
Abhishek pratap singh 32
Gagan singh 33
Prateek thakur 34
Rohan shrivastava 35
Mamta bhojwani 36

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 CHAPTER 1
RECRUITMENT AND ITS IMPORTANCE

Recruitment refers to the process of attracting, screening, and selecting qualified people for
a job at an organization or firm. It is the process of attracting qualified applicants for a specific
job. The process begins when applications are brought in and ends when the same is finished.
the result is a pool of applicants, from where the appropriate candidate can be selected. In this
process we attract the prospective employees and stimulate them for applying job in an
organization.
The purpose of Recruitment is to match people to work. It is the most important element in any
organization’s management of people because it is not possible to optimize the effectiveness of
human resources, by whatever method, if there is a less than adequate match.

1.2 RECRUITMENT NEEDS ARE OF THREE TYPES

 PLANNED
i.e. the needs arising from changes in organization and retirement policy.
 ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can predict
by studying trends in internal and external environment.
 UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

1.3 PROCESS OF RECRUITMENT: There are four steps in the process of recruitment effort:
 JOB ANALYSIS: The proper start to a recruitment effort is to perform a job analysis, to
document the actual or intended requirement of the job to be performed. This
information is captured in a job description and provides the recruitment effort with the
boundaries and objectives of the search. . Starting a recruitment with an accurate job

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 analysis and job description insures the recruitment effort starts off on a proper track for
success.
 SOURCING: Sourcing involves 1) advertising a common part of the recruiting process,
often encompassing multiple media, such as the Internet, general newspapers, job ad
newspapers, professional publications, window advertisements, job centers, and
campus graduate recruitment programs; and 2) recruiting research, which is the
proactive identification of relevant talent who may not respond to job postings and other
recruitment advertising methods done in first step.
 SCREENING AND SELECTION: Suitability for a job is typically assessed by looking for
skills, e.g. communication, typing, and computer skills. Qualifications may be shown
through résumés, job applications, interviews, educational or professional experience,
the testimony of references, or in-house testing, such as for software knowledge, typing
skills, numeracy, and literacy, through psychological tests or employment testing. Other
resume screening criteria may include length of service, job titles and length of time at a
job.
 ONBOARDING: Onboarding is included in the recruitment process for retention
purposes. It is a term which describes the process of helping new employees become
productive members of an organization. A well-planned introduction helps new
employees become fully operational quickly and is often integrated with a new company
and environment. Many companies have onboarding campaigns in hopes to retain top
talent that is new to the company, campaigns may last anywhere from 1 week to 6
months.

1.4 The Purpose and Importance of Recruitment are:

 Attract and encourage more and more candidates to apply in the organisation.
 Can help the organization meet aafirmative action goals.
 It can increase organizational effectiveness.
 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.

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  Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of its
workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting techniques and
sources for all types of job applicants.

It is the purpose of recruitment to provide equitable and effective means for bringing competent
employees into County service.

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 CHAPTER 2
BACKGROUND OF THE COMPANIES.

2.1 MARUTI UDYOG LIMITED(MUL) :

MISSION: To achieve the goals of modernization of Indian Automobile Industry, production of
vehicles in large volumes and production of fuel efficient vehicles.
ABOUT THE COMPANY:
MUL was the result of the joint venture created in February 1981 between Japan's Suzuki Motor
Company and the Indian Government when the latter decided to produce small, economical
cars for the masses.
The intention of the venture was to produce a 'people's car'. To get the project off the ground
MUL took over the assets of the erstwhile Maruti Ltd., which was set up in 1971 and closed in
1978.
It was on December 14, 1983 that MUL launched the first Maruti vehicle - the Maruti 800. The
first model was the SS80, a 796cc hatchback car priced at Rs. 47,500.
Subsequently, in spite of price hikes, the car has remained within the reach of the Indian middle
class and has been a runaway success. Available in vibrant colures when India's passenger car
population comprised mainly Ambassadors and Fiats in black and white, M800 gave Indians the
first taste of global quality and reliability.
CURRENT SCENARIO:In recent years, Maruti has made major strides towards its goal of
becoming Suzuki Motor Corporation's R & D hub for Asia. It has introduced upgraded versions
of WagonR Zen and Esteem, fully designed and styled in-house. Maruti's contribution in the
development of the Indian auto industry is a paramount one. Maruti tops customer satisfaction
again for sixth year in a row according to the J.D. Power Asia Pacific 2005 India Customer
Satisfaction Index (CSI) study. The company's quality systems and practice have also been
rated as a 'benchmark for the automotive industry world-wide' by A V Belgium, global auditors
for International Organisation for Standardisation. 

Maruti has also spread its wing in auto related service businesses. These were aimed at
enhancing customer experience while building long term relationship. The company's service
businesses including sale and purchase of pre owned cars (True Value), lease and fleet

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 management service for corporates (N2N), Maruti Finance and Maruti Insurance are enabling
the company to offer one-stop shop for the customers. 

ORGANISATION CHART
CEO Manager
Loan

GM (Sales)

mgnr Mudra Mehra Manager Accessories-Aamir

Manager MI & Call Centre M. Manager DSA Sales-SunilManager
Arora Sales-Bharat Salwan Manager Corporate Sales-

Khan
Manager
Auto

CCM-
Delivery Mana Supreet
ger- Chadha Team Leader

IT Support Staff Sales Consultant Sales Consultant

Lobby Manager-Vineeta
CCE Sales Consultant
Sales Consultant (Corporate Sales) (Corporate Sale

MI staff: Field Execs,

Accessories
Telecallers etc.
sales Support
staff: Counter, staff: Billing,
Channel etc. Service Advisor etc.

Support staff: Drivers, Peons etc.

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2.2 TATA CONSULTANCY SERVICES:
Tata Consultancy Services Limited (TCS) is a leading IT services provider. It started its
operations in 1968 and is a part of Asia's largest business conglomerates – the Tata Group. The
company offers a comprehensive range of services, including consulting, IT, business process
outsourcing, banking and financial services, IT infrastructure, engineering and industrial
services, and product-based solutions.
Currently, TCS has a presence in 35 countries across six continents. Its sales offices are
grouped under seven geographical headquarters – North America, Ibero America, the UK,
Continental Europe, Middle East and Africa, India, and Asia Pacific. At the end of the financial
year 2005-06, it was a EUR 2.48-billion-revenue company.

Innovation and R&D

Tata Research Development and Design Center
TCS established the first software research center in India, the Tata Research Development and Design
Center, in Pune, India in 1981.TRDDC undertakes research in Software Engineering, Process
Engineering and Systems Research.

Researchers at TRDDC also developed MasterCraft (now called TCS Code Generator Framework an
artificial intelligence software that can automatically create code from a simple computer language, and
rewrite the code based on the user's needs.[

Research at TRDDC has also resulted in the development of Sujal, a low-cost water purifier that can be
manufactured using locally available resources. TCS deployed thousands of these filters in theIndian
Ocean Tsunami disaster of 2004 as part of its relief activities.

Employees
TCS is considered one of the largest private sector employers in India with a core strength in excess of
160,000 individuals. [37]. TCS has one of the lowest attrition rates in the Indian IT industry.

US Visa Program
TCS was the fourth largest visa recipient in 2008, preceded by Infosys, Wipro and Satyam.

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2.3 RELIANCE WORLD

Reliance Anil Dhirubhai Ambani Group is a group of companies headed by Anil Ambani and is among
India’s top 3 private sector business houses, with a market capitalisation of US$ 81 billion, net assets
US$ 29 billion. 

Reliance Communications, formerly known as Reliance Infocomm, along with Reliance Telecom
and Flag Telecom, is part of Reliance Communications Ventures (RCoVL). It is the second largest mobile
operator in India, based on number of subscribers. According to National Stock Exchange data, Anil
Dhirubhai Ambani controls 66.77 per cent of the company, which accounts for more than 1.36 billion
shares.[3] It is the flagship company of the Reliance-Anil Dhirubhai Ambani Group, comprising of power
(Reliance Energy), financial services (Reliance Capital) and telecom initiatives of the Reliance ADAG. It
usesCDMA2000 1x technology for its existing CDMA mobile services, and GSM-900/GSM-
1800 technology for its existing/newly launched GSM services.

RelCom is also into Wireline Business throughout India and has the largest optical fiber communication
(OFC) backbone architecture [roughly 110,000 km] in the country.

Reliance Communications has launched its Direct To Home (DTH) TV also, known as "Big TV". RelCom
have presence across all B2C communications channel in one of the fastest growing markets in the
world.

Reliance world is the group which controls the whole group of reliance communications.

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 CHAPTER 3
COMPARATIVE ANALYSIS OF THE COMPANIES

3.1 MUL(MARUTI UDHYOG LIMITED)

HR VISION

Lead and Facilitate continuous change towards organizational excellence ; create a learning
and vibrant organization with high sense of pride amongst its members.

HR INITIATIVES

• Prepared MUL Strategic Business Plan-2000-2003; To achieve the Vision & Goal
• Improved the performance Appraisal system - it’s process, skill & usage
• Introduced a Potential Appraisal System
• Improvements in internal & external Training & it’s effective utilization. Training need
identification
• Systematic career planning ; Job Rotation ; Empowerment; Job enrichment
• Periodic communication meeting at various level; Roll out of Vision
• Raise cost consciousness for cost control and reduction
• Exposure on Brand Strategy to all non- marketing staff
• Retention of Talent

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RECRUITMENT PROCESS OF MARUTI UDYOG LTD
The recruiting procedure at a Maruti dealership is as follows:

RO will consolidate requirement of dealerships of the

region.

On this basis, a joint advertisement would be released in

that city

Applicants would be asked to appear for the test. The test would
be available both on CD and as a paper and pen test. (The CD is
available with the RO regional officer)

RO person should be present during test

The Candidates who pass the test will be short listed for
interview

For a particular Dealership

The dealership should release an advertisement.

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 Test would be
conducted for
applicants on a fixed
date.
Test could be conducted
when a RO person visits
the dealership.
The test could also
be held for any
walk-in candidate.
Depending on availability of infrastructure
The software would
automatically generate
the lists of qualified
candidates
The Candidates who pass
the test will be short listed
for interview.
Dates etc to be fixed in
coordination with the
respective RO.
2
If conducted physically,
the answers could be fed
into the computer and
the results would come
out immediately.
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Interview of shortlisted/ qualified personnel

1 2 3 4

RO will then An Induction

Interview consolidate program will After
the list of then be fixed Induction,
to be for the
conducted candidates candidate is
recruited in region. eligible to
jointly by
the region join the
RO and send it dealership.
personnel to the Sales
and the Training
dealership Department
executive. for
registration.

Steps in Selection Process of Maruti udyog ltd

Selection process consists of a series of steps, at each stage, facts may come light which may
lead to the rejection of the applicant.
It is a series of successive hurdles or barriers which an applicant must cross.
These hurdles or screens are designed to eliminate an unqualified candidate at any
point in the selection process
There is no standards selection procedure to be used in all
organizations or for all jobs. The complexity of selection procedures increases with
the level and responsibility of the position to be filled.
.

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3.2 RELIANCE WORLD

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 F
OL
LO
W
U
P
INDUCTION

EMPLOYMENT TEST

FINAL APPROVAL

REFERENCE TEST

MEDICAL TEST

EMPLOYMENT INTERVIEW

SELECTION TEST

Application Form

Preliminary Interview (screening applications)

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Reliance World’s E-Recruitment & Training suite of services is designed to make recruitments
fast, effective & extremely cost-efficient and perform training & retention functions across the
country without having to travel. The entire process—from recruitment to retention—is carried
out using innovative technology solutions.

 E-Recruitment:How It Works
Reliance World’s eRecruitment & Training suite, you will find that the recruitment cycle is
considerably shortened, simplified and efficient especially when it comes to skill
assessment, shortlisting resumes and conducting interviews.
 Assessment
Reliance World has a robust and proven Online Testing engine that works as an
effective filtration mechanism, particularly for high-volume recruitments. A network of
5000+ broadband enabled terminals in 105 Indian cities provides a unique platform for
candidates to take online tests in a controlled environment. Companies can use this
platform to administer a wide variety of online tests.

Benefits:

 Ensures rapid response and evaluation

 Helps prevent a ‘bad choice’ by mapping skill sets to job requirements
 Gives companies the flexibility to create their own online tests in a variety of formats

Reliance World is also the authorised examination centre for several certifications, including
TOEFL.

 Shortlisting
VDO Resume from Reliance World is a unique online system that integrates a video file
into a candidate’s resume. Think of it as your first meeting with a candidate without
scheduling an interview. It is a complete web-based system that offers the flexibility for
employers to:

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  Specify question(s) that the candidate should answer in the video
 Include profile-based question(s) that the candidate should answer by selecting from
dropdown lists, thus incorporating an inbuilt filtration mechanism
 Include additional questions customised to each job position posted

VDO Resume is particularly useful for positions that require you to be sure of the candidate’s
soft skills, viz., communication abilities, diction, accent, etc

Interviews
Reliance World’s Video Conferencing service is used to interview outstation candidates face-to-
face without having to travel. Multiple participants—HR Head based at the headquarters,
Functional Head located in a different city and the candidate based in a third city come together
face-to-face without anybody having to travel out of their cities.

Benefits:

 Gives nationwide access without the overheads of travel and boarding

 Reduces cost, time and effort of talent acquisition
 Simulates an environment very close to a physical meeting
 Requires no investments from your end in equipment and infrastructure
 Pay-per-use model

Training: How It Works

Training is said to have a profound impact on job performance. Besides familiarising employees
with the company, its products, culture and policies, training increases productivity and boosts
morale.

However, trainers are often limited in number and hence unable to personally train employees
based in different locations. It is also impractical to displace employees from their place of work
every time they need to be trained.

Virtual Classroom
Using Virtual Classroom, a Subject Matter Expert imparts training from a conference room in

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Reliance World and all the trainees ‘attend’ the training session at Reliance World in their cities.
This facility is available in 232 locations across 105 cities in India.

Benefits:

 Combines the advantages of face-to-face interaction and distance learning

 Enables new employees to become productive right away
 Ensures consistency in design and delivery of training
 Minimizes disruption to workflow
 Facilitates timely delivery of training programs

Skill Enhancement and Retention Programmes

Skill enhancement programmes, when offered to employees, are a proven strategy for retention.
Research also indicates that employees designated for professional training programmes by
their employers are more likely to stay longer and perform better.

3.,3 TCS

TCS uses a well-balanced technique for recruitment. The learning community at TCS is one of
the leading in the industry. Starting from the beginning with the ILP program and the continuous
programs which keep on happening keeps the associates profile updated. Trainings are an
ongoing process at TCS, whose intensity could be measured by the fact that TCS has few
training rooms specifically for the purpose. The branch learning group at TCS works round the
clock organizing training sessions both technical as well as generic managerial.
Key objectives of performance appraisals include:
 Validating selection and other management or cultural practices
 Helping employees understand and take responsibility for their performance
 Making decisions about pay or promotions.
 Important steps to obtaining useful traditional appraisals include:
 Determining the type of data to be collected as well as who will conduct the appraisal.

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  Establishing a rating philosophy.
 Overcoming typical rating deficiencies.
 Creating a rating instrument.
 Engaging the employee in making decisions on future performance changes.
An effective negotiated performance appraisal helps the employee take additional ownership for
both continuing effective performance and improving weak areas. Employee goals set through
performance appraisals should be difficult but achievable, as goals that are overly ambitious are
doomed for failure.
Some employees tend to boycott their own progress by setting impossible goals to achieve.
Finally, employees want to know what you think of their work.
Letting workers know that you have noticed their efforts goes a long way towards having a more
motivated workforce.

RECRUITMENT POLICY OF TCS

An aggregate of 60 % in Std X, XII, & Graduation/ Post Graduation (all semesters including
optional subjects).
Less than 2 years of gap in their academic career
Pre-placement talk: A pre-placement talk with students to help them understand TCS better and
enable them to make an informed choice.
Written test: Interested and eligible students then appear for a written test.
Technical Interview: All short listed candidates will be required to appear for a technical
interview.
Management and HR Interview: Students who have cleared the technical interview would then
have a Management and HR interview.
Eligible profiles are short listed after reviewing our talent pool from time to time and on the basis
of our current requirements. If your application is among the short listed profiles, you would be
informed via an email inviting you for the selection process.

Recruitment refers to the process of sourcing, screening, and selecting people for a job or
vacancy within an organization. Though individuals can undertake individual components of the

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recruitment process, mid- and largesize organizations generally retain professional recruiters.
The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many
resources and time.Recruitment is a continuous process whereby the firm attempts to develop a
pool of qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates an
employee requisition for a specific vacancy or an anticipated vacancy. Performance appraisal is
necessary to measure the performance of the employees and the organization to check the
progress towards the desired goals and aims. The latest mantra being followed by organizations
across the world being – “get paid according to what you contribute” – the focus of the
organizations is turning to performance management and specifically to individual performance.
Performance appraisal helps to rate the performance of the employees and evaluate their
contribution towards the organizational goals. If the process of performance appraisals is formal
and properly structured, it helps the employees to clearly understand their roles and
responsibilities and give direction to the individual’s performance. It helps to align the individual
performances with the organizational goals and also
review their performance. Performance appraisal takes into account the past performance of the
employees and focuses on the improvement of the future performance of the employees. So it
is necessary to study the process of recruitment and performance appraisal system , it helps us
to understand and recruit the right people for the company, and by proper performance
appraisal system the talent should be retained in the company and also helps to reduce the
attrition rate. There recruitment process is aligned to business requirements. One of the key
factors we look for in a prospective employee is what we refer to as learn ability — the ability to
derive generic knowledge from specific experiences and apply the learning to new situations.
Some of the other qualities we look for include analytical ability, teamwork and leadership
potential, communication and innovation skills with a practical and structured approach to
problem solving. We also place importance on professional competence and academic
excellence.

Objective:

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Ensure precisely channeled selection of resources, to enable achievement of the company's
business goals.

Objective:

1. To attract potential employees into the rolls of the company

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 2. To make a positive impact with our clients, thereby increase the goodwill and equity for
the Company, leading to better market standing.

Company MUL RELIANCE TCS

Criteria WORLD
Recruitment Online application Online application Online application.
process and should pass in
entrance exams.
Recruitment criteria On the basis of post On The Basis Of At least 60% in X,
they offer and the post offered. XII, Graduation and
qualification (VDO Resume). less than 2 yrs of
accordingly gap.

Tools for -Online application -Online application -Online application

recruitment - Written test. -preliminary - Written Test.
-First interview Interview. -First interview
(technical) -selection Test (technical)
-Induction Program. -employment Test - Interview(HR AND
MGT.)
Eligible to join Medical Test
dealership. Language Test.
Refrence List. - In all 5 interviews
. - Applicant’s
Final Selection. personality..
Final selection.

Trainings After being When selected the When selected the

shortlisted the candidates are candidates are given
candidates are given given training and then the
training so as to training(Virtual final posting is done
incorporate with Classrooom) and after the probation
dealership and then the final period.Skill
company. posting is done enhancements and
after the probation retention programs
period. are also conducted.
Induction program Company has its Company has its Company has its
induction program (3 induction induction program(2
weeks)to make new program(6 weeks) weeks) to make new

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 employees at ease. to make new employees at ease.
employees at
ease.
Objective of Hire those Hire Employees Hiring Of employees
Recruitment employees who who are ready to From IT sector.
have knowledge and take up challenges.
experience in this
field.
Recruitment, Newspapers and Internet. Internet, Educational
advertisement news Internet. Institutes,Newspape
rs.

CHAPTER 4

LEARNINGS

CONCLUSION

All these three above companies are the leader in there respective field. It is there HR
department which has led these companies to great heights. Giving a bird eye to the various HR
process and policies all I can conclude that each and every process is to be more well defined
with a back up plan and should be meticulously updated from time to time referring to the needs
of the organization, the changing trends and most importantly the needs of the associates
because they are the foundation of such a big empire. Thus the HR department has a wide
scope to develop binding among the employee. It is still good to find that, HR team is on their
toes to get the best talent. The method of recruitment for categories like fresher and lateral
recruits is chosen on the following basis:

· Effectiveness of the method

· Cost involved in the method
· Employment condition of the organization
· Requirements of the organization
We Can Learn That:

1. Recruitments’ are based on companies’ requirements’.

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 2. Every company follows its system of recruitment.
3. Each company has its parameters of choosing candidates.

Key objectives of performance appraisals include:

o validating selection and other management or cultural practices

o helping employees understand and take responsibility for their performance
o Making decisions about pay or promotions.

 Important steps to obtaining useful traditional appraisals include:

o Determining the type of data to be collected as well as who will conduct the
appraisal.
o Establishing a rating philosophy.
o Overcoming typical rating deficiencies.
o Creating a rating instrument.
o Engaging the employee in making decisions on future performance changes.

An effective negotiated performance appraisal helps the employee take additional ownership for
both continuing effective performance and improving weak areas. Employee goals set through
performance appraisals should be difficult but achievable, as goals that are overly ambitious are
doomed for failure.

Some employees tend to boycott their own progress by setting impossible goals to achieve.
Finally, employees want to know what you think of their work.
Letting workers know that you have noticed their efforts goes a long way towards having a more
motivated workforce.

23