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INTRODUCTION COMPANY PROFILE AIM & OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY METHODS USED FOR DATA ANALYSIS & INTERPRETATION OBSERVATION & FINDINGS CONCLUSION RECOMMENDATIONS
1) INTRODUCTION...
Process of recruitment
Identify HR requirements
Retrench/layoffs
Organizational Recruitment policy Choose the resources & Methods of Recruitment Job analysis
Start implementing the Recruitment program Select and hire Evaluate the Program
SOURCES OF RECRUITMENT
HRIS Notice boards
Job portals
Circulars
Internal Search
SOURCES OF RECRUITMENT
Advertisements Educational institutions Employment agencies Interested applications Employee referrals
External Search
SELECTION
Selecting the right candidate Rejecting the wrong candidate
POSITIVE OUTCOME
Selecting Rejecting NEGATIVE OUTCOME the wrong candidate the correct candidate
Preliminary Interview
Reference checks
Offer to the next suitable candidate REJECTION Job Offer ACCEPT
Medical Examination
Placement
SELECTION TESTS
Intelligence tests
Aptitude tests Achievement tests
Interest tests
Personality tests
Polygraph tests
Situational tests
Graphology
INTERVIEWS
Interviews
Preliminary Interview
Selection Interview
Decision-making Interview
Stress Interview
Panel Interview
In-depth Interview
Setting
Conduct of Interview
Closing an Interview
Evaluation Reference Checks Medical Examination
2) COMPANY PROFILE
Mahindra & Mahindra Limited (BSE: 500520) is part of the Indian Industrial Conglomerate Mahindra Group based in Mumbai. The company was set up in 1945 in Ludhiana as Mahindra & Mohammed by brothers K.C. Mahindra and J.C. Mahindra along with Malik Ghulam Mohammed.
Entered automotive manufacturing in 1947 to bring the iconic Willis Jeep in India.
After India gained independence and Pakistan was formed; Malik Ghulam Mohammed moved to Pakistan where he became the nation's first finance minister.
US $15.4 billion multinational group with more than 144,000 employees in over 100 countries across the globe.
CORE BUSINESS
RELATED DIVERSIFICATION
UNRELATED DIVERSIFICATION
DIVERSIFICATION
Awards In2003 Scorpio, national Award for outstanding in house research and development In2006 Bombay Chamber Good Corporate Citizen Award In2006 Mahindra & Mahindra won the 'Most Innovative' award In 2010 Mahindra Finance receiver top honors at the ID Enterprise Innovation Awards 2010 In 2012 Blue bytes News, Rated M&M as India's second Most Reputed Car Company (reported in their study titled Reputation Benchmark Study ) conducted for the Auto (Cars) Sector launched in April 2012.
RESEARCH OBJECTIVES To study the various sources of recruitment. To study the factors influencing the recruitment and selection procedure. To identify the probable area of improvement to make recruitment & selection procedures more effective. To know the managerial satisfaction level about recruitment & selection procedure.
NEED OF THE STUDY In todays fast changing world, recruiting right candidate for the right job is very much needed for the organization to achieve their goal sets and it vary from one to another. It is thus important for me to understand, analyse the concept of recruitment and selection process and its effectiveness in the current organization.
4) RESEARCH METHODOLOGY
HYPOTHESIS
To test whether there is a link between their educational qualification and satisfaction towards selection test conducted in the recruitment process. NULL HYPOTHESIS H0: Educational qualification has no influence on satisfaction towards selection test conducted in the recruitment process. ALTERNATE HYPOTHESIS H1: Educational qualification has influence on satisfaction towards selection test conducted in the recruitment process. INFERENCE: After data analysis H0 is rejected. So, there is a link between educational qualification and satisfaction towards selection test conducted in the recruitment process.
SAMPLING PLAN
SAMPLING SIZE :The sampling size for the study was 100 employees from various departments. It includes HR, Finance, Sales, and operations.
SAMPLING METHOD :The sampling technique adopted for the study is Stratified Random sampling. A method of sampling that involves the division of a population into smaller groups in company. So, in my study I have taken four departments each 25% of them and done the sample method.
The duration of the study was limited and hence elaborate and comprehensive project survey was not undertaken.
The personal biases of the respondents might have entered into their response. Because of a small period of time only small sample had to be considered which doesnt actually reflect and accurate picture. The study will specifically focus on the management and staff of this facility.
PRIMARY DATA
Primary data refers to information that is generated to meet the specific requirement of the investigation at hand The primary data will be collected through the questionnaire from the employees of Mahindra and Mahindra limited.
SECONDARY DATA Secondary data is information that is collected for the purpose other than to solve the specific problem under investigation Data collection were information obtained from books, magazines, websites and articles on the topic etc. In the study, the researcher would use the secondary data to supplement the primary data.
Majority of the respondents come under the category 75% of respondents were male, 25% were female. 70% of respondents are satisfied the recruitment system in Mahindra and Mahindra company. 86% of the respondents feels that the position of objectives is defined clearly during the recruitment process. 58% of the respondents felt that recruitment policy is being evaluated and revised only when need occurs. 60% of the respondent are satisfied with the consultants involving in the recruitment process. 40% of the respondents are satisfied with the selection test conducted on the basis of recruitment. Majority of the recruiters agree with recruiters being knowledgeable and experienced personnel. 54% of respondents are highly satisfied with the job description provided for the vacancy. 42% of the respondents feels that the company is using naukri mostly for collecting the reference of candidates. Majority of the respondents agree that the recruitment system is transparent at all level.
HR Department plays a very crucial role to recruit these highly technical and potential people who proves to be a real cost effective and productive for the company Recruitment is essential to effective HRM HR practitioners should be on the guard against all the malpractices and advocate for professional approach through out the system
Better recruitment and selection strategies result in improved organizational outcomes. The effectiveness of the organizations selection system can influence bottomline business outcomes, such as productivity and financial performance.
8) RECOMMENDATIONS
The company needs to recruit high quality staff with the right skills on the appropriate contracts to deliver the key objective of the position and organization. Employee feedback after placement, will increase his/ her morale. Employee should be given enough time to reflect and plant improvements. The company must choose a recruiting approach that produce the best pool of candidates quickly and cost effectively. The company can focus on minimizing the percentage of non- joining candidates after the recruitment process. It is important for the organization to know exactly what they have to offer potential employee, than highlight their best features when recruiting candidates. As and when the resumes were received a primary screening of it is to be done and a tracker should be updated which had all the fields that was required for evaluation and easy identification of the candidates suitable for various fields. The new joiners were given quick books and instruction manuals to guide them with on boarding process.