ORGANIZATION INDUSTRIAL PROFILE

HIND LAMPS LIMITED

Chairman:- Shekhar bajaj

Executive director :- A.P. Sharma

Address :- Hind lamps limited

Skd. Dist.Firozabad (u.p.)

Phone :- 05676-2234501-02-03

Fax :- 05676-2234300

E-mail :- hind_lamp@indel.globalnet.net.in

Business :- manufacturing of GLS,electric-bulb,

Fluorescent,CFL,miniature lamps

And major aluminum components

Such as glass shells, miniature and

Caps,lead glass etc.

‘hind lamp ltd’(HLL) is a part of the us $ 3billion “bajaj group” which is in the business

of steel ,suger, two wheelers & three wheelers besides an impressive range of home

appliances, lighting & consumer electrical product . it is a 68 years old company with a

turnover of over Rs. 1111 crores aiming to be 2001 crore company in the next couple of

years.
Bajaj group compreien 26 company and near founded in the year 1926.the companies in

the group are:-

1- bajaj auto ltd

2- hind lamps ltd

3- bajaj Hindustan ltd

4- mukand industrial ltd

5- mukand engineers ltd

6- mukand global finance ltd

7- bachhras factories pvt ltd

8- maharashtra scoters ltd

9- bajaj consumer ltd

10- bajaj auto finance ltd

11- bajaj auto holdings ltd

12- Hercules hoisets ltd

13- Jamnalal son’s pvt ltd

14- Bajaj sevashrama pvt ltd

15- Bachhraj & company pvt ltd

16- Mukand ltd

17- Jeevan ltd

18- Bajaj ventures ltd

19- Hindustan housing ltd

20- Bajaj international pvt ltd

21- Baroda industries pvt ltd

22- Bombay forgings ltd

23- Stainless India industries

24- Bajaj allianz general insurance

25- Hind musafir agency pvt. Ltd.

 HISTORY OF BAJAJ ELECTRICALS

Bajaj group of India owes gratitutude of there founding fathers whose vision and

dedication over the year has greatly helped to build a business house that can set

standards in Indian industry.

JAMNALAL BAJAJ :-

was the founding father of the bajaj group adopted fifth son of mahatma Gandhi and the

merchant prince who held the wealth he created in trust for the people of there country

trust simple word that contains a whole philosophy handed down by j.l. bajaj to his

successors. He valued honesty over profit action over world

and common good ever individual gain.

KAMALNAYAN BAJAJ :-

Elder son of jamnalal bajaj followed foot steps of this illustrious father and consolidated

the bajaj foundation with characteristic foresight and pragmatic vision .he launched a

steady diversification programme which gave the current name ‘bajaj’ both its shape and
size his unique management style created a work culture that matched well with the

national spirit he had inherited.

RAMKRISHNA BAJAJ:-

Took over the reins of the ‘bajaj group’ in 1972 after K.L. bajaj and steered the group

from strength to strength for over 22 years .

He had also actively participated in the freedom struggle of the country. In past

independent India. He had led the gout movement all along. He actively strengthened the

foundation of business though ethics and practices both with in the group and amongst

the business community.

Shekhar bajaj :-

Of HLL, started his career with bajaj sevashram after which he worked at bajaj

international. The group of export company Mr.shekhar bajaj joined bajaj electricals in

1980. became the MD in 1987 and took over as the chairman and MD in1994.

Mr. bajaj is the chairman and bajaj group companies and bajaj internation and

hercules hoist pvt ltd .and on the board of director of bajaj auto and IDBI bank .he wass

the president of assocham former president of Indian merchant chambers (IMC) and

council for fair business praclices (CFBP).

 BAJAJ LIGHTING

bajaj lighting spreads the grow of trust in every nook and corner of the country with a

comprehensive range of lamps. Most of lamps and tube lights are manufactured by bajaj

group company, hind lamps LTD. for many decades had a technical collaboration with

Philips ,N.V. of Holland. Each one of the products under goes hundreds of quality test

before reaching millions of homes in India.

Hind lamps LTD. has 19 branch offices. A chain of 600 distributors , 3000 authorized

dealers over 20,000 retail outlets and 200 services franchises spread across of country . it

is also in the business of manufacturing. Cretin and commissioning of transmission line

towers. Telecom towers, mobile telecom towers and wind energy towers .export of all

HLL,s products except of its engineering and projects business unit is taken care of by

group company bajaj international pvt ltd.

 RICRUITMENT

The HR are the most important assets of an organization . The success or failure of an

organization .Is largely dependent on the caliber of the people working their in .Without

position and creative contributions from people , organization can not progress and

prosper in under to achieve the goals or the activities of an organization . Therefore they

need to recruit people with requisite skills. Qualifications and experience. While doing so

they have to keep the present as well as the future requirement of the organization.

Defination :-

Recruitment is defined as a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to the facilitate effective selection of an efficient

workforce.Edwin B. flipp .defined recruitment as “the process of searching for

prospective employees and stimulating them to apply for job in the organization.

Recruitment is a linking function:-

Joining together those with job to fill and those seeking job’s it is a joining process is

that it tries to bring together job seeker and employer with a view to encourage the former

to apply for a job with the latter .

In order to attract people for the jobs the organization. must communicate the position is

such a way that job seekers respond to, be cost effective , the recruitment process should

attract qualified applicants and provide enough information unqualified person to self –

select themselves out.

 RECRUITMENT PROCESS

As was mentioned carrier recruitment refers to the process of identifying and attracting

job seekers so as to build a pool of qualified job applicants .

Process comparieses five inter related stages :-

1- Planning

2- Strategy development

3- Searching

4- Screening

5- Evaluation and control

According to famulrao, recruitment process consists of five eliments namely a

recruitment policy, a recruitment organization, developing sources of recruitment,

techniques used to tap these sources, and a method of assessing the recruitment

programme.
 SOURCES OF RECRUITMENT

Various sources of recruitment may be classified into board categories, namely :-

1- Internal sources

2- External sources

Recruitment

Internal sources External sources

(a) Transfers (a)Casual callers

(b) Promotions (b) Employment exchange

(c) Educational and training institution

(d) Executive search agencies

(e) Press advertisements

(f) Similar organisation

 INTERNAL SOURECES

Transfer :- Transfer is mainly one department to another department and one place

to another place but no change in job responsibilities .

Promotion :- In the promotion a person get higher responsibilities and higher

authorities and sit on the higher position

EXTERNAL SOURECES

Education and training institutions :-

Various institutions like IIMs, IITs, engineering colleges, medicals colleges, it is and

universities are a good source recruiting well qualified executive, engineers medical

staff, pharmacists, chemists, etc. They provides facilities for campus interviews and

placement. Good institutions have placement cells/officers to serve as liaison between

the employers and the students. This source is known as campus recruitment .

Executive search agencies :-

Several private consultancy firms, e.g., Ferguson Associates, price waterhouse, ABC

consultants, etc. perform recruiting function of behalf of clients companies by

charging fee. These agencies are particularly suitable for recruitment of executives

and specialists. They perform all the function of recruitment and selection so that the

clients is relieved of this burden. But the cost of recruitment through these agencies is

quite high.
Employment exchange:-

Government of India has established public employment exchanges throughout the

country. These exchange provide information about job vacancies to the jobseekers

and help employers in identifying suitable candidate .

Casual callers :-

Due to widespread unemployment in the country. Many jobseekers visit the officers

of well known companies on their own. Such callers are generally considered a

nuisance to the daily work routine of the enterprise.

Press advertisements:-

Advertisement in newspapers and journals is a widely used source of recruitment.

The advantage of this method is that it has a very wide reach. One advertisement in a

leading daily can cover millions of

persons throughout the country. Cost per person is very low. This method can be used

for clerical, technical and managerial jobs.

 STEPS IN SELECTION PROCESS

The selection process consists of the series of steps. At each stage, facts may come

to light which an applicant. It is a series

of successive hurdles or barriers which an applicant must cross.

preliminary interview:-

First of all, initial screening is done to weed out totally undesirably/unqualified

candidates at the outset. Preliminary interview is essentially a sorting process in

which prospective candidates are given the necessary information about the nature of

the job and the organization. Necessary is also elicited from the candidates about their

education, skills, experience, salary, expected, etc.

application bank:-

application form is a traditional and widely used device for collection information

from candidates. Small firms design no application form and ask the candidates to

writes details about their age, marital status, education, work experience, etc. on a

plain sheet paper. But big companies use different types of application forms of

different jobs.
 (a) Identifying information:- Name, Address, Telephone number, etc.

(b) Personal information:- Age, Sex, Place of birth, Marital status,

Dependents, etc.

(c) Physical characteristic:- Height, Weight, Eyesight, etc.

(d) Family background.

(e) Education:- Academic, Technical & Professional.

(f) Experience:- Job held, Employers, Duties performed, Salary drawn, etc.

(g) Reference .

(h) Miscellaneous:- Extra curricular activities, Hobbies, Games & sports,

Membership of professional bodies, etc.

Selection test:-

Psychological tests are being increasingly used in employees selection. A test is a sample

of some aspect of an individual’s attitudes, behavior and performance. It also provides a

systematic basis for comparing the behavior, performance and attitudes of two more

persons. Tests are based on the assumption that individual differ in their job related traits

which can be measured. Test help to reduce bias in selection by serving as a

supplementary screening device. Test is helpful in better matching of candidate and the

job. Tests may also reveal qualifications which remain covered in application form and

interview
 TYPES OF TESTS

ATTITUDE OR POTENTIAL ABILITY TESTS:-

These tests measure the latent ability or potential of a candidate to learn a new job or

skill. Peculiarities or defects in a person’s sensory or intellectual can be detected through

these tests.

Intelligence tests:-

These tests measure the overall intellectual capacity [intelligence quotient (I.Q.)]of a

person. These reveal whether an individual has the capacity to deal with new problems.

These help to determine a person’s word fluency, memory, inductive reasoning,

comprehension, speed of perception and spatial visualization.

Aptitude tests:-

These tests measure a person’s capacity to learn a particular type of mechanical work.

Capacity for spatial visualization, perceptual speed, manual dexterity, visual insights,

specialized knowledge for techniques, problem-solving ability, technical vocabulary, etc

are judged in these tests.

Personality test:-

These are pen paper used to judge the psychological make up of person. These probe

deeply to discover clues to an individual’s value system, emotional reactions and

maturity, and his characteristic mood.

Interest tests:-

These tests are inventories of candidate’s likes and dislikes in relation to works. These

are used to discover a person’s areas of interest and to identify the kind of work. That will

satisfy him.

EMPLOYMENT INTERVIEW

An interview is a conversation between two persons. In selection, it involves a personal,

observation and face-to-face appraisal of candidates employment. Interview is an

essential element of selection and no selection procedure is complete without one or more

person interviews. The information collected through application and test can be cross

checked in the interview.

MEDICAL EXAMINATION

Applicant who has crossed the above stages are sent for a physical examination either

to the company’s physician or to a medical officer approved for the purpose.

REFERENCE CHECKS

The applicant is asked to mention in his application form, the names and addresses of

two or more persons who know him well. These may be his previous employers,

heads of educational institutions or public figures. The organization contacts them by

mail or telephone. They are requested to provides their frank opinion about the

candidate without incurring any liability.

 SELECTION

INTRODUCTION:-

The size of the labour market the image of the company. The place of posting the

nature of job. The compensation package and a host of other factory influence the

matter of aspirants are likely to respond to the recruiting efforts of the company

.through the process of recruitment the company tries to locate prospective employees

and encourage them to apply for vacancies at various levels. Recruiting thus provides

a pool of applicants for selection .

Definition :-

To select mean to choose . selection is the process of picking individuals who have

relevant qualification to fill the jobs in an organization . the basis purpose is to choose

the individual who can most successfully perform the job from the pool of qualified

candidates.
 SELECTION PROCESS

There is no shortcut to an accurate evaluation of an candidates the hiring procedures .

are therefore . Generally long and complicates many employees make use of such

techniques and pseudo sciences as phrenology physiognomy, astrology, graphology

etc. While coming to hiring decision . However in modern times. There are

considered to be unrealiable measures.

The selection is usually a series of hurdles or steps . Each one must be successfully

cleared before the applicants process to the next one . The time and emphasis place on

each step will definitely vary from one organization . To another and indeed , from

job to job within the same organization .

The sequence of steps may also vary from job to job and organization to

organization .

Ex :-

Some organization may give more importance to testing while other give more

emphasis to interviews and reference checks . Similarly a single brief selection

interview night be enough for applicants for lower level position ,while applicants for

managerial job might be interviewed by a number of people .

steps :-

1- Reception

2- Preliminary screening

3- Application blank
4- Selection test

5- Selection interview /GD

6- Medical test

7- Reference cheeks

8- Hiring decision

Every candidates for . the job has to clear a number of hurdles before getting selected

for the job . If he is not found further stages .Thus he will be reselected .For instance

if a candidates particulars in the application are not found suitable .He while not be

called for the test , is a candidates fails in the test .He will net be called for the

interview.
EXTERNAL ENVIROMENT

INTERNAL ENVIROMENT

PRELIMINARY INTERVIEW

SELECTION TEST

R E J E C T IO N
EMPLOYMENT INTER

REFERCE AND BAEK GROUND

ANALYSIS

SELECTION DECISION

PHYSICAL EXAM

JOB OFFER

EMPLOYMENT CONTRACT

EVALUATION