PROJECT REPORT

ON
RECRUITMENT & SELECTION OF MAHINDRA
TRACTORS
Submitted in partial fulfillment of the requirement for the award of
degree of
Master of Business Administration
from
Uttar Pradesh Technical University, Lucknow
Submitted by
NAVJOT SINGH
Roll no: 141420077
MBA (Batch 2014-16),
2ND Semester
Under the guidance of
Ms. Sushma Singh
ASSISTANT PROFESSOR ICCMRT

INSTITUTE OF CO-OPERATIVE & CORPORATE MANAGEMENT,

RESEARCH AND TRAINING
21/467, RING ROAD, INDIRA NAGAR, LUCKNOW-226016

Certificate

DECLARATION
I, Navjot Singh, a student of Master of Business Administration (MBA) Programme at the
Institute of Co- operative & Corporate Management Research and Training, Lucknow hereby
declare that all the information, facts and figures used in this project titled Recruitment &
Selection at Mahindra Tractors have been collected by me. I also declare that this project
report has been prepared by me and the same has never been submitted by the undersigned
either in part or in full to any other University or Institute or published earlier.
This information is true to the best of my knowledge and belief.

Date:

(Navjot SIngh)
Roll No
1412470077

ACKNOWLEGEMENTS
I would like to express my gratitude to all those who gave me the possibility to complete this
report. I want to thank my mentor Miss Sushma Singh for giving me the opportunity to do
such an interesting and wide topic, i.e. Recruitment & Selection at Mahindra Tractots.
She always guided me in the right direction whenever I asked her for help.

I would also like to thank God for giving me the patience throughout my project and my
parents who supported me and also Principal Sir Dr. AJAY PRAKASH and Director Mr.
RAMJATAN YADAV of, INSTITUTE OF CO-OPERATIVE & CORPORATE
MANAGEMENT RESEARCH & TRAINING, LUCKNOW, for extending their support.
Without all, I could not have successfully completed my report properly in time with
adequate data and relevant substance in it.

Thanking you,

Date:
SINGH
Place: LUCKNOW
1412470077

NAVJOT
Roll No. :

EXECUTIVE SUMMARY

Organizations are always on the look out for good candidates who have the requisite
skills to perform varied jobs. Shortage of skilled manpower, today threatens the very
competitive positioning of many corporations and the situation is not getting any better.
Thus to sort out the talented is a multi step procedure which is performed through the
following steps.

Screening

Aptitude test

Interviews

Verification of documents

Whole criteria used to take approximately 2 to 3 days maximum and usually

can be thoroughly finished within in one day. After the selection of right
candidates at right place at right time, organization provided offer letter and
appointment letter.

Report based on the findings and facts of duration of the recruitment and
Selection, stability and retaintion of the employee. To evaluate data related to
these facts, questionnaire are prepared and filled with the sample size 30.

Some other key issues being faced by organizations are

Majority of the people hired turn out to be under performers.

Cost of replacing manpower is anything between 2 to 3 times his or her salary.

The cost of consistently failing to attract and retain good talent including
declining productivity, morale, culture and reputation - is inestimable.

Each vacant position in any organization costs a huge amount to it.

Getting the best talent, and keeping the talent you have is becoming increasingly
and intensely competitive Most corporate officers say that the biggest constraint
to pursuing growth opportunities is talent

TRAINING POLICY:
Optimum utilization of existing resources and enhancing productivity.
Bridge the skill gap function & managerial arising from career growth & technological
advancements.

Develop multi skilled work force for over all business perspective process
orientation & flexibility in there development.

Nature talent to develop leadership across all levels of the organization.

provide multiple learning opportunities to employees & help them realize their
full potential

Prepare the organization to anticipate &lead change.

Promote the work ethos, which emphasize performance orientation, participation,

& innovation. Management is committed to provide opportunities to all
employees, time &resources to develop their full potential.

CHAPTER 1.

INTRODUCTION

INTRODUCTION
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Human Resource is a basic need of any work to be done. According to ARTHUR

LEWIS:

There are great differences in development between countries which seem

to have roughly equal resources, so it is necessary to enquire into the
difference in human behaviors
The project report is all about recruitment and selection process thats an important part
of any organization. Recruitment highlights each applicants skills, talents and
experience. Their selection involves developing a list of qualified candidates, defining a
selection strategy, identifying qualified candidates, thoroughly evaluating qualified
candidates and selecting the most qualified candidate. It is said if right person is
appointed at right place the half work has been done. In this project I have tried to cover
all the important point that should be kept in mind while recruitment and selection
process and have conducted a research study through a questionnaire that I got it filled
with all the sales departments employees of the MAHINDRA TRACTORS and tried to
find out which methods and various other information related to recruitment and selection
and tries to come to a conclusion at what time mostly the manpower planning is dont ,
what the various method used for recruiting the candidates and on what basic the
selections is done.
HDFC has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of
individuals irrespective of age, race, caste or gender. As a best practice in recruitment.

LINKAGE OF RECRUITMENT AND SELECTION TO THE

HUMAN RESOURCE ACQUISITION:

Recruitment process is concerned to search and identify the human manpower and perfect
human resources. Selection can be conceptualized in terms of either choosing the fit
candidates or rejecting the unfit candidates, or a combination of both.

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CONCEPT OF RECRUITMENT SELECTION:

After the identification of need for the number and types of the personnel as indicated by
manpower planning and job analysis, the step is to acquire these personnel this involve
location of such personnel, motivating them to offer themselves for consideration for
selection, and selecting the personnel who fit with organizational and job requirements.
The whole process is known as recruitment and selection.

RECRUITMENT;

Recruitment is the process concerned with the identification of sources from where the
personnel can be employed and motivating them to offer themselves for employment.
Werther and Davis have defined this as follows:
Recruitment is the process of finding and attracting capable applicants for employment.
The process begins when new recruits are sought and ends when their applications are
submitted. The result is pool of applicants from which new employees are selected.

SELECTION:

Selection can be conceptualized in terms of selecting the appropriate candidates, or deny

the inappropriate candidates. Selection involves both because it picks up the fits and
rejects the unfits. In facts, in Indian context, there are ore candidates who are rejected
than those who are selected in most of the selection processes.

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Therefore, sometimes, it is called a negative process in contrast to positive programme of

recruitment. A formal definition of selection has been provided by Stone as follows:
selection is the process of differentiating between applicants in order to identify (and
heir) those with a great likelihood of success in job.

Selection process assumes and rightly so, that there are more number of candidates
available than the number of candidates actually selected. These candidates are available
through recruitment process.

To ensure that our recruitment process is fair and consistent, all candidates who are
successful at the exams are invited for a capability based interview. Interviews are based
against capabilities, required for each position for which the candidate is interviewed for.
A capability or competency is an ability described in terms of skills & behaviors that are
essential to effectively perform within a job.

Apart from the educational and academic capability, the chief attributes MAHINDRA
TRACTORS looks out for in a candidate are as follows:

We look out for a candidate who values Integrity

Has a zeal for Excellence

Is focused on Results

Is Self driven and Enthusiastic

Is a good Learner and Team Player

Is dedicated to Customer Satisfaction

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RECRUITMENT PROCEDURE

Normally, an organization can fill up its vacancies either through promotion of people
available in the organization or through the selection of people from outside. Thus, there
can be two sources of supply of manpower-external and internal. For all recruitment, a
preliminary question of policy considers the extent to which it wills emphasis external
and internal sources. The question is not of either or but is one of relative importance of
both sources because every organization has to fill up some through promotion and, in
the some way, every organization has to fill up some vacancies through outsiders.
Selection of particular source of manpower supply depends on several factors numerated
below:

The policy of taking candidates from outside and inside affects the attitude and action of
the people in the organization. Filling up the position through internal promotion has a
favorable reaction among employees. They are likely to associate themselves with the
organization as they see their future secured in the organization through promotion.
However, this may result into mediocre performance as a guarantee of promotion itself
will bring complacency.

The level of socialization required and time taken for that determines the inside or outside
source of recruitment. If the socialization process for an organization operating in a
particular industry takes substantial time, it can prefer internal source of recruitment.

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People selected from outside take time to socialize themselves with an organization. For
certain jobs, this process may take considerably longer time. For example, marketing
executive of a consumer product company will take less time in socialization in another
consumer product company but more time in capital goods industry. Same is the case
with production people but finance people may take same time in spite of the differences
and similarities of organization. The need for originality and new ideas also affect new
policy. The organizations which place high importance on these factors go for outsides
sources. Similarly, the organizations which grow through diversification give more
importance to outside sources as existing people may not be fully equipped to handle new
business.
These
factors are considered while determining the sources of recruitment. While vacancies
through internal sources can be filled up either through promotion or transfer, recruiters
tend to focus their attention on outside sources. Normally following outside sources are
utilized for different position;

Advertisement: Advertisement is most effective means to search potential employees

from outside the organization. Employment advertisement in journals, newspaper,
bulletins, etc, is quite common in our country. By means of advertisement, the
organization able to communicate its requirement of people some of whom may be its
prospective employees. An advertisement contains brief statement of the nature of the
jobs, the type of people required, and procedure for applying for these jobs.
On campus recruitment: many organization conduct preliminary search of prospective
employees by conducting interviews at the campuses of various institutes, universities
and colleges. This source is quite useful for selecting people to the post pf management
trainees, technical super supervisor, scientist and technicians. The organizations hold
preliminary interviews on the campus on the predetermined date and candidates found
suitable are called for further interviews at specified place.

Labour union: in many organizations, lobour unions are used as source of manpower
supply, though at the lower levels. The idea behind employee recommendations as a

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source of potential applicants is that present employees may have specific knowledge of
the individuals who may be their friends, relatives, or acquaintances. If the present
employees are reasonably satisfied with their jobs, they communicate their feelings to
many people in their communities.

Employment agencies: many organizations get the I formation about the prospective
candidates through employment agencies. In our country two types of employment
agencies are operating:

Public employment agencies

Private employment agencies

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Though both of these perform activities regarding

employment suggestions to their clients, often they differ
considerably:

Public employments agencies- there are employment exchange run by the

government all most in all district. The employment seekers get themselves
registered with these exchanges. Normally such exchanges provide candidates for
lower positions like semi skilled and skilled workers, and lower level operatives
like clerks, juniors supervisors, etc.

Private employment agencies- there are consultancy and employment agencies

like ABC consultants, personnel and productivity services etc., which provide
employment services particularly for selecting higher level and middle level
executives. These agencies also take total function of recruiting and selecting
personnel on behalf of various organizations. They charge fee for this purpose.

Deputation: Many organizations take people on deputation from other organization. Such
people are given choice either to return to their original organization after a certain time
or to opt for present organization. At the initial development of public sector
organizations, this source is quite common for filling managerial vacancies in these
organizations. People from civil and defense services were put on deputation in these
organizations. Organizations promoted by various industrial groups also us this source to
fill higher managerial positions. People working in one organization are deputed in
another belonging to same industrial house.

15

Employee recommendations: employee recommendations can be considered to employee

personnel particularly at the lower levels. The idea behind employee recommendation as
a source of potential applicants is that the present employees may have specific
knowledge of the individuals who may be their friends, relatives and acquaintances. If the
present employees are reasonably satisfied with their jobs, they communicate their
feeling to many person in their communities.

Gate hiring: the concept of gate hiring is to select people who approach on their own for
reemployment in the organization. This happens mostly in the case of unskilled and semi
skilled workers. Gate hiring is quite useful and convenient at the initial stage of the
organization when large number of people may be required in the organization. It can be
made effective by the prompt disposal of applications, by providing information about
organization policy and procedure regarding such hiring and providing facilities to such
gate callers.
It is not that particular organization will utilize all sources of employ people of all types.
Some of sources are more useful for particular category of employees. For example,
advertisement and deputation are more useful for employing managerial personnel.
Similarly labour union and gate hiring are more suitable to employ labour and unskilled
person. Utilization of various sources of recruitment should be evaluated in terms of the
degree of success in obtaining competent people. Post record in this context may be
useful indicators. Since there are different category of employee to be selected, different
sources of recruitment are used. For example, according to the study by Rudravasavaraj,
a public sector undertaking in heavy engineering recruited its non-supervisory staff
through:

employment exchange

external advertisement

internal advertisement

central training institute

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introduction by liaison officer of the undertaking

deputation of personnel

transfer from other public sector undertaking

According to this study, the major sources of recruitment in public sector undertaking are
in the following order:

casual caller or employment seeker

newspaper advertisement

schedule cast and schedule tribes

employment exchanges

other public undertaking

internal advertisement

displaced persons

relatives and friends of present employees

employee recommendation

colleges and universities

The major sources of recruitment for private sector of organizations are:

advertisement

employment exchanges

relatives and friends

casual caller

employee recommendation

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SELECTION PROCEDURE:

A selection process involves a number of steps. The basic idea is to solicit maximum
possible information about the candidates to ascertain their suitability for employment.
Since the type of information required for various positions may vary, it is possible that
the selection process may have different steps for various positions. For example, more
information is required for the selection of the managerial personnel as compared to
workers. Similarly, various steps of selection process may be different for various
organizations because their selection practices may differ. For example, some
organization conduct selection tests of various types while others may not use these.
However standard selection processes have following steps:

1. Screening of application: Prospective employees have to fill up some sort of

application form. These forms have variety of information about applicants like their
personal bio-data, achievement and experience etc. such information is used to screen the
applicants who are found to be qualified for the consideration of the employments. The
information may also be used to keep permanent records of those persons who are
selected. Based on the screening of application, only those candidates are called for
further process of selection who are found to be meeting to the job standards of the
organization. When the numbers of applicant meeting the job standards far exceed the
actual requirement, the organizations decide a suitable number of candidates who will be
called for further selection process.

2. Selection test: many organization s hold different kinds of selection tests to know more
about the candidates or to reject the candidates who can not be called for interview, etc.
selection tests normally supplement the information provided in the application forms.
Such form may contain factual information about candidates. Selection test may give

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information about their aptitude, interest, personality, etc., which can not be known by the
application forms.

3. Interview: Selection test are normally followed by personal interview of candidates.

The basic idea is to find out overall suitability of candidates for the jobs. Its also provide
opportunity to give relevant information about organization to the candidates. In many
cases, interview of preliminary nature can be conducted before the selection process.
For example, in the case of campus selection, preliminary interview is held for short
listing the candidates for further process of selection.

4. Checking of references: Many organizations ask the candidates to provide that names
of referees from whom more information about the candidates can be solicited. Such
information related to character, working, etc. the usual referees

may be previous

employers, person associated with the educational institutions from where the candidates
received the education, or other person of prominence who may be aware of the
candidates behavior and ability. In our country, references are not given adequate
importance because of their biasness but these can give very useful information which
may not be available otherwise.

5. Physical examination: Physical examination carried out to ascertain physical standards

and fitness of prospective employees. The practice of physical examination varies a great
deal both in terms of coverage and timing. While many organizations do not carry
physical examination at all, other carries on a very comprehensive basis. Some
organizations only have general check up the applicant to find the major physical
problem which may come in the way of effective discharge of the duties. In the on test of
timing also, some organization locate the physical examination near the end of the
selection process, others place it relatively early in the process.

6. Approval by appropriate authority: on the basis of the steps, suitable candidate are
recommended for selection by the selection committee or personnel department. Though

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such a committee or personnel department may have authority to select the candidates
finally, often it is staff authority to recommend the candidates for selection to the
appropriate authority. Organization may designate the various authorities for approval of
final selection of candidates for different categories of candidates. Thus for top level of
managers board of director may be approving authority; for lower level, even functional
heads concerned may be approving authority. In university, it may be syndicate executive
communities. When the approval is received, the candidates are informed about their
selection and asked to report for duty to specified persons.

7. Placement: after all the formalities are completed, the candidates are placed on their
jobs are based in the probation basis. The probation period may range from three months
to two years. During this period, they are observed keenly, and when they complete this
period successfully, they become the permanent employees of the organization.

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OBJECTIVE

To study the various sources of recruitment which is followed in MAHINDRA

TRACTORS

To analyze the average time taken in recruitment and selection by different department in
MAHINDRA TRACTORS.

To study the procedure involve in MAHINDRA TRACTORS to recruit and select people.

To analyze the turnover percentage of MAHINDRA TRACTORS.

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SCOPE AND LIMITATION

The project work that needs to be accomplished to deliver a product, service,

or result with the specified features and functions. This report includes quantitative and
qualitative data relating on recruitment and selection. Project report used to focus on the
recruitment and selection of the Right people at right place at right time.

The main scope of project report is HR Planning, which is applied properly in

the field of HR Management, it would assist to address the following
questions

It helps to decide the number of staff which is required in the

organization.

It helps to decide the skills and abilities of the candidates i.e. required
in the Company.

It recommended the best utilization of the available human resources.

It also provides the idea to organization to retain the employee.

LIMITATIONS
(Problems Faced During the Project)

Life is full of complexities, diversities and adventures.

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The more you live, the more your find yourself grasped in these complexities of life. To
be a successful person, one has to cross the hurdles of these complexities and believe that
they are adventures which are to be explored. Similarly, following were the set of hurdle
or limitations which were faced by me before I could arrive at the successful completion
of this.
1. Time consuming activity:-

HRP collects information from all departments, regarding demand and supply of
personnel. This information is collected in detail and each and every job is considered.
Therefore the activity takes up a lot of time.

2. Expensive process:-

The solution provided by process of Recruitment and Selection incurs expense. E.g.
convinces, overtime, paper work etc. trainee has to spend money in carrying out the
activity. Hence we can say the process is expensive.

3. Attitude of top management:-

Much top management adopts a conservative attitude and is not ready to make support.
Due to shortage of time and busy schedule they usually unable to give proper support.

4. As most of the employee were busy in their work, it was difficult to meet them
individually for an interview.

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METHODOLOGY
The way in which research is conducted to adopt different research strategy
employed and the research instruments utilised (and perhaps developed) in
the pursuit of a goal the research objective(s) - and the quest for the solution
of a problem - the research question. The purpose of this is to:

expand the research strategy, including the research methodologies which are adopted;

introduce the research instruments that we have developed and utilised in the pursuit of
our goals.

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SOURCES OF DATA
Data constitute the foundation for statistical analysis. When statistical data are collected and
analyzed it is usually in a context of population and their characteristics. It should be noted that a
population is the totality of the units understudy and a population characteristics is an attribute of
a population unit.

Data are of mainly two types based on collection method:

1. Primary data; primary data are obtained by study specifically designed to full fill the problem
at hand. Such data are original in character and are generated in large number of survey
conducted mostly by researcher himself or institutional researcher bodies.

Direct personal interviews: under this method of collecting data there is a face to face contact
with the person from whom the information is to be obtained (known as respondents or
informants). The interviewer asked them questions pertaining to the survey and collects the
desired information.

Indirect oral interview: under this method of collecting data investigator contacts third parties
called witness. Those are capable of supplying the necessary information. The method is
generally adopted in those cases where the information to be obtained is of the complex nature
and the informants/ respondents are not inclined respond is approach directly.

Information from correspondents: under this method the investigator appoints local agent or
correspondents in different places to collect information. The corresponded collects and transmits
the information to the central officer where the data are processed.

Mail questionnaire method: under this method a list of questions pertaining to the survey (known
as questionnaire) is prepared and sent to the various informants by post. The questionnaires
contain questions and provide space for answer. Request is made to informants through a public
through a public letter to fill up the questionnaire and sent it back within specified time.

Schedules sent through enumerates: another method pf collecting information is that of sending
schedule through the enumerate rod interviewer. The enumerator contact the informants get
replies to the questions contained in the schedule and fill then in their own handwriting in the
questionnaire form.

2. Secondary data: data which are not originally collected but rather obtained from some sources
are known as secondary data. In the most of the studies the investigator finds it imperceptible to
collect first hand information to the related issues and as such he makes the use of data collected
by other. There is vast amount published information from which statistical studies and fresh
statistics are constantly in state of production.

SAMPLE SIZE

This is the number of elements that is contained in the sample of the analyzed data set.
Percentages and projections in the analysis are calculated based on this case weight. Sample sizes
are used to identify the data tolerance range that has to be considered when evaluating the results.
Both outweighed and weighted cases should be displayed next to each other. The sample size of
a statistical sample is the number of observations that constitute it. The number of participants in
the trial. The intended sample size is the number of participants planned to be included in the
trial, usually determined by using a statistical power calculation. The percentage of the
individuals (or groups) originally randomized for whom outcome data could not be obtained.
For the proper evaluation of methodology of recruitment and selection the sample size
considered is 30 with the format of questionnaire of 20 questions. Thus number of participant

accumulated through the sales department of MAHINDRA TRACTORS and also from the
Religare.

METHOD OF DATA COLLECTION

In data collection, collection of the data self using methods such as interviews
and questionnaires. And other might be used, such as

Survey method

Personal interview with candidates

In depth conversation with the placement agency

Secondary data:

Study of recruitment policy

Websites

Published articles

Research methodology used

Study of recruitment and selection at ICICI Prudential Life Insurance by the manual
provided by the HR department

Web sites

Journals

Magazines

Books

Here mainly questionnaire has prepared with 20 question framed. A questionnaire is

a research instrument consisting of a series of questions and other prompts for the purpose of
gathering information from respondents. Questionnaires have advantages over some other
types of surveys in that they are cheap, do not require as much effort from the questioner as

verbal or telephone surveys, and often have standardized answers that make it simple to
compile data.

INSTRUMENT USED

Instrument is defined as a tool to identify the data based result for successful process of
recruitment and selection. These instruments are helpful to accumulate data and information
about the selection of the candidates and the view of the participants. Thus during the
training period that instruments are manual as well as electronic. These instruments are ;
Telephone
Paper record
Computer aided, software etc.

CHAPTER 2.

MAHINDRA & MAHINDRA

1. Introduction to the Company:

Mahindra & Mahindra Ltd is a flagship company of the Mahindra Group, a multinational
conglomerate based in Mumbai, India. The Company was set up in 1945 in Ludhiana as
Mahindra by brothers K.C. Mahindra and J.C. Mahindra. Mahindra & Mahindra is a major
automobile manufacturer of tractors, utility vehicles, passenger cars, pickups, commercial
vehicles; its tractors are sold on six continents. It has acquired plants in China and the United
Kingdom, and has three assembly plants in the U.S.A. M&M has a global presence and its
products are exported to several countries. Its global subsidiaries include Mahindra Europe Srl.
based in Italy, Mahindra USA Inc., Mahindra South Africa and Mahindra (China) Tractor Co.
Ltd. M&M is one of the leading tractor brands in the world by volume. It is also the largest
manufacturers of tractors in India with sustained market leadership of over 25 years. It designs,
develops, manufactures and markets tractors as well as farm implements.
Mahindra is best known for utility vehicles and tractors in India, its automotive division, the
Companys oldest unit (founded in 1945), makes jeeps and three wheelers (not passenger auto
rickshaws but utilitarian delivery and flatbed incarnations). M&Ms farm equipment sector,
formed in 1963 during the Indias green revolution, manufactures tractors and industrial engines.
M&M also produces military vehicles. The company has facilities located throughout India.
The survey involved gathering wide information about the company, its products, customer
satisfaction and impact of various competitive firms on the company.
From the information collected, various aspects were identified where the company needs to
focus more to improve the efficiency of marketing team of Mahindra Automotives.
The research was conducted through collection of primary and secondary data. Secondary data
was collected through various web sites, automobile magazines and other reliable sources.
Primary data was collected through a well framed questionnaire, of which later a detailed
analysis was done using various statistical IT tools like MS Word and MS Excel.

On the basis, the secondary data analysis and the extensive analysis of the primary data,
interpretations were drawn for the questions and conclusion is drawn. Certain suggestions are
also drawn from the analysis to help.

2. Companys Profile:
1945:
-The Company was incorporated and converted into public limited in 1955 at Mumbai. The
Company manufactured jeep type vehicles, petrol industrial engines, industrial control
instruments and flow meters. Trading in steel and manufacture of professional grade electronic
components. Jeeps are manufactured under a license and an agreement with Willys Motors Inc.,
Toledo, Ohio, USA, for whom the company also acts as exclusive distributors for the whole of
India for their entire range of vehicles including utility vans, cargo/personnel carriers and pickup trucks.
1958:
-The Company entered into an agreement with Birfield Ltd., to from Mahindra Sintered Products
Private Limited for the manufacture of wide range of self lubricating bearings.
1968:
-The Instrumentation and Electronics Division came into existence as a result of merger of the
wholly-owned subsidiary of Mahindra Engineering Co. Ltd., with the Company with effect from
1st April, 1968. The activities of merged company were being carried on in this division.
-The Company acquired the whole paid-up capital of Mahindra Electro-Chemicals Products Ltd.
Company.
-With effect from 1st April, the wholly owned subsidiary Mahindra Engineering co. Ltd., was
merged with the Company International Tractor Company of India Ltd., was merged with the
Company effective from 1st November 1977.
1970:
-The name was changed from Mahindra Van Wijk & Visser Ltd. to Mahindra & Mahindra Ltd.
This was merged with the Indian Company National Diesel Engine Co. Ltd., during 1977-78,
1977-74.

-700-9.3% Pref. and 12,98,202 No. of Equity shares allotted without payment in cash to
shareholders of International Tractor Co. Ltd., on its merger in prop. 1:1 Pref. and 2:3 Equity.
12,500-7.8% Pref. shares redeemed on 1.2.1979.
1978:
-The Company started negotiation with Balania K. Zacharopoulos Ltd., Athens for jointly
promoting a new company in Greece for the manufacture of Jeep Vehicles and trucks. Initially, it
was proposed to assemble these vehicles mainly from CKD packs to be shipped from India.
1979:
-57,22,764 Bonus Equity shares issued in prop. 2:3 in October 1984.
1984:
-Mahindra Spicer Ltd. (MSL), was amalgamated with Mahindra & Mahindra Ltd. (MML) with
effect from 3rd April. Pursuant to the scheme of amalgamation of MSL with MML, the
shareholders of MSL were allotted 1,88,166 equity shares of MML in the ratio of 1 equity share
of MML for every 6 shares held in MSL.
-The Company entered into a collaboration agreement with Foramer S.A., an associate of Forasol
S.A. for purchase of lle d Amsterdam an offshore drilling rig at a price US $10.75 million. The
Company arranged for a foreign currency loan through Bank of Baroda. In view of this purchase,
the Company obtained a firm order from ONGC for drilling services for 2 years.
1985:
A letter of intent was obtained for the manufacture of 50,000 lines of EPABX/PAXs in
collaboration with OKL Electric Co. of Japan.
-The Company also signed a Memorandum of Understanding with the British Telecom p.i.c. of
London under which the two companies were to jointly explore and develop opportunities in
telecommunication and technical fields in India.
-MBT was made a subsidiary of the Company with 60% holding and the remaining 40% was
subscribed by the foreign partners, the British Telecommunications p.i.c U.K. (BT) for provision
of software engineers of MBT to work on various projects of BT in the U.K. MBT also decided

to issue equity capital to the extent of Rs. 4 Crores out of which shares worth Rs. 2.40 crores
were to be offered to Mahindra & Mahindra Ltd., for subscription and the balance shares worth
Rs. 1.60 crores were to be offered to BT.
1987:
-(17 months), approval from Government was received for the manufacture of Peugeot 504
pick-up vehicles in collaboration with Automobiles Peugeot of France
-A new model M-595 tractor in the 50 H.P. range was introduced.
1988:
-The Company acquired an offshore drilling rig lle d Amsterdam from Foramer S.A., France
on 1st March. A firm letter of intent was received for one land rig for drilling operations at
Jwalamukhi, Himachal Pradesh against a tender from ONGC. The Company already entered into
an agreement with Forasel S.A., for purchase of a land rig and related equipment.
1989:During the year improved versions of CJ500 range of jeeps and FJ range of LCVs were
introduced. Also a sporty model of jeep was introduced which was well received by the target
audience.
-During September, the Company acquired the automotive pressing unit at Kanhe from Guest
Keen Williams Ltd. for a gross consideration of Rs. 28.75 Crores. The unit has an installed
capacity of 10,000 tonnes per annum.
1992:
It was proposed to launch a new LCV with a much larger platform, imported driving comfort and
better styling.
-The Company issued 72,42,719-14.5% secured non-convertible redeemable debentures of Rs.
100 each with a detachable warrant attached to each debenture entitling the holder thereof to
apply for 1 equity share of Rs. 10 each at a premium of Rs. 20 per share in the ratio 1 debenture:
5 equity shares held, on the expiry of six months and 36 months from the date of allotment of
debentures.

1996:
-The Company proposed to introduce the Armada Grand with XD3 diesel engine. 5 speed BA
10 transmission with air-conditioning and power steering as standard features. New models like,
soft top and FRP versions of CL/MM 550 models, comfortable 8 seater Arnada with disc brakes
and an optional factory fitted air conditioner, Commander 650 DI on a longer wheel base and
MM 540/550 XDB models with the powerful 2.5 lines XD3 engines and all the-synchromesh 5
speed BA 10 transmission were launched during the year.
-During july the company offered US $ 100,00,000-5% convertible note during july 9, 2001
came into GDRs each representing one share at a cover sum price of US $ 11.955 per GDR. Till
date 15,73,830 shares issued.
2003:
-Unleashes Maxx Pik up utility vehicle.
-Signed an agreement with Canara Bank. Where in, Canara Bank will provide loan to those
farmers who are willing to buy Mahindras tractors and other farm implements.
-Mahindra and Mahindra Ltd on December 24 th showcased its new products, Bolero XL and
Bolero XLS, for prospective customers in Karnataka.
2008:
-Mahindra & Mahindra acquires renowned Italian design house, GRD Italy.
2009:
-Mahindra & Mahindra unveiled its fourth generation Scorpio at an unbeatable price.
-Mahindra & Mahindra (M&M) signed the memorandum of understanding with State Bank of
Bikaner & Jaipur (SBBJ) for vehicle finance.
-Mahindra launches luxury sedan XYLO
-M&M enters retail space with Mom & Me.
-Mahindra sold 1,788 XYLOs in two weeks.
-M&M signs pact with State Bank of Bikaner.
-Mahindra gets order for 15,000 XYLO in three months.

2012:
-Mahindra & Mahindra had acquired Ssangyong Motor Company, a south Korean SUV maker,
almost a year ago and are now planning to set up an assembly plant and invest Rs. 800 crore over
next 3-4 years.
-Mahindra and Mahindra wins arbitration award and class action suit against global vehicles.
-Mahindra & Mahindra has entered the Kenyan passenger vehicles market with the launch of
their utility vehicles, XUV500 and Scorpio. Other vehicles include pick up range, Genio and
Maxximo mini-truck.
-Mahindra & Mahindra Ltd said that the company has signed an agreement with Telephonics
Corporation to form a joint venture, named as Mahindra-telephonics integrated systems limited.
-Mahindra Ugine linked joint venture with Sanyo special Steel & Mitsui & Co. Ltd. names new
venture as Mahindra Sanyo special Steel Pvt Ltd.
2013:
-Auto major Mahindra and Mahindra has inked partnership with online shopping portal,
Snapdeal.com to sell its two-wheelers on the site.
-Mahindra launches new visual identity reflecting modernity and dynamism.
-Mahindra & Mahindra Ltd- Mahindra launches the Verito Executive edition.

3. Product Profile:

--Products and services offered by the Company:

Automotive
-

Scorpio

Xylo

Bolero

Maxx Range

Naya Commander

Savari

Major

Bolero Camper DLX

Maxx Pic-ups

Champion range of Three Wheelers

Farm Equipments

Agri inputs and services

Engines

Farm implements

Tractors

Financial Services
-

Loans and Mutual Funds

Distribution

Insurance and Risk Management Services

Information Technology
-

Dealership Management

Facility Management

Software Solutions

 Infrastructure Development
-

Development of infrastructure projects

Engineering consultancy

Integrated Business Cities

Lifetime holidays

Living spaces and working spaces

Systech
-

Composites

Engineering services

Forgings

Gears

Sourcing of Auto Components

Stampings and steel

Specialty Business
-

Ash handling equipments for power plants

Defence vehicles

Information security consultancy

4. Competitors Profile:
The foremost competitors to Mahindra & Mahindra include Maruti Suzuki, Hind Motors, etc.
The following is the static of all three companies:

---------------------- in Rs. Cr.---------------------Maruti Suzuki

Hind Motors

M&M

Mar15

Mar15

Mar15

Sales Turnover

43,587.93

525.15

40,441.16

Other Income

812.37

9.29

549.17

Total Income

44,400.30

534.44

40,990.33

Total Expenses

39,358.25

602.73

35,731.86

Operating Profit

4,229.68

-77.58

4709.30

Expenses

---------

48.34

90.62

Gross Profit

5,042.05

-68.29

5,258.47

Interest

189.82

19.29

191.19

PBDT

4,852.23

-39.24

5,157.90

Depreciation

1,861.17

13.46

710.81

PBT

2,991.06

-52.70

4,447.09

Tax

598.93

-6.31

1,094.27

Net Profit

2,392.13

-46.39

3,352.82

Earnings Per Share

79.19

-----

56.80

Equity

151.04

92.39

295.16

Reserves

15,042.86

-----

14,352.92

Face Value

5.00

Total Extraordinary Income/

5.00

5.00

5. Functional Department:
-Today M&M has two main operating divisions:The automotive division manufactures utility and light commercial vehicles. The farm equipment
of division makes agricultural tractors and other farm equipments.
M&M employees more than 25,000 people and has 6 states of an art manufacturing facilities
spread over 5,00,000 sq.mts., it has over 30 sales offices supported by a network of over 500
dealers, 500 authorized service points and 600 stock points across the country, this network is
connected to companys plants by an extensive IT infrastructure.
M&M outstanding manufacturing and engineering skills allow it to constantly innovate and new
products for the Indian market. Proof of this expertise is the launch of Bolero, a new generation
utility vehicle and tile Arjun, a sophisticated agricultural tractor.
The companys commitment to technology-driven innovation is reflected in the setting up of
Mahindra research valley, a 100 acre facility that will house, less than one roof, the companys
engineering research and product development wings.
The M&M philosophy of growth is centered on a belief in people. As a result the company has
put in place initiatives that seek to reward and retain the best talent in the industry. M&M are
also known for its progressive labour management practices.
In the community development sphere, the company has implemented several programs that
have benefitted the people and institutions will its areas of measurements.

6. Business Development Operations:

-Marketing Strategy, Sales Promotion & Selling Process carried out by the company:Before going to promotion strategy the company must take decision on the total promotion
budget and choice of the promotional tools to be used one of the most difficult marketing
decisions facing companies is to work out on how much to spend on promotion.
ADVERTISEMENT TOOLS:
-

Banners and posters

Printing and calendars

Catalogue advertising

Window display

Pamphlets advertising

Construction of circles

Gift bags/ carry bags

Anniversary functions

News papers

Wall paintings.

SALES PROMOTION:
-

Good communication system and consumer relation services

Gifts to loyal customers

Offering gift with the product (LIVE)

Participation in marketing fair in Sindhanur

Free service coupon warranty

Fuel check up camp.

SELLING PROCESS:

The selling process is an important aspect of ever organization. Sales operations carried by
Mahindra tractors.
-

Telephonic enquiry

Walk in customer

Sales experience

Showroom demonstration

Test drive

Vehicle delivery

MAHINDRA OPERATIONS:
Mahindra tractors operate in ten countries and has a fairly large customer base in the United
States, Australia, Chile, Serbia, Indian Subcontinent, Iran, Syria and a major part of the African
continent among many more. Mahindra operates in China, North America and Australia through
its subsidiaries. These subsidiaries are also responsible for sales. It also operates in some Indian
states through its subsidiaries namely Mahindra Gujarat and Swaraj.
-Mahindra India:
Mahindra tractors in number one in sales in India the largest tractor market in the world and it
has been the market leader since 1983. Its sales are predominantly in the states of Gujarat,
Haryana, Punjab, Maharashtra and the Southern States. Its sales in Gujarat are under the label
Mahindra Gujarat and its sales in Punjab are under the label Swaraj. In 1999, Mahindra
purchased 100% of Gujarat tractors from the Government of Gujarat and Mahindra purchased a
64.6% stake in Swaraj in 2004.
-Mahindra USA:
In 1994, the company entered the American market as Mahindra USA, and in the few years
since, its tractors are being sold and serviced by hundreds of tractor dealers throughout the
country. Mahindra USA, a subsidiary of Mahindra Tractors, is responsible for sales in the North
American continent. Mahindra has three assembly plants in the US. One assembly plant is at its
North American headquarters in Houstan, Texas, another in Red Bluff, California and the latest
assembly and distribution centre moved from Calhoun, Georgia to Chattanooga, Tennessee at the
end of 2009. In August of 2012 Mahindra USA opened its fourth assembly and distribution
centre in Bloomsburg, Pennsylvania.
In addition to building their own tractors, Mahindra also sources tractors from other
manufacturers. For the USA market, Mahindra has bought tractors from Mitsubishi and Tong
Yang Moolsan to cover selected product ranges.
-Mahindra Australia:

Based in Brisbane, Mahindra Australia is a branch of Mahindra & Mahindra Ltd. In 2005, the
company entered the Australian market with the launch of its assembly & customer support
centre in Acacia Ridge, QLD. Currently, the companys products are sold and serviced by 40
dealers throughout Australia. Mahindra Australia is also responsible for sales in New Zealand
and the rest of Australasia. The Company's products are distributed in Fiji by Carpenters Motors.
In Western Australia and South Australia, Mahindra tractors are distributed by McIntosh
Distribution.
-Jiangling:
In 2004, seeing an opportunity to enter the growing tractor market in China, Mahindra purchased
an 80% stake in Jiangling Tractors from Jiangling Motor Company. Mahindra also has a factory
in China.
Mahindra has also formed a joint venture with Yueda group in Yancheng, China.

7. Financial Status:
-Following is the Balance sheet of Mahindra & Mahindra Ltd:

Parameter

MAR'15
(Rs. in Cr.)

EQUITY AND LIABILITIES

Share Capital
Share Warrants & Outstanding
Total Reserves
Shareholder's Funds
Long-Term Borrowings

MAR'14

YoY

(Rs. in Cr.)

%Change

Secured Loans
Unsecured Loans
Deferred Tax Assets / Liabilities
Other Long Term Liabilities
Long Term Trade Payables
Long Term Provisions
Total Non-Current Liabilities
Current Liabilities
Trade Payables
Other Current Liabilities
Short Term Borrowings
Short Term Provisions
Total Current Liabilities
Total Liabilities
ASSETS
Non-Current Assets
Gross Block
Less: Accumulated Depreciation
Less: Impairment of Assets
Net Block
Lease Adjustment A/c
Capital Work in Progress
Intangible assets under development

Pre-operative Expenses pending

Assets in transit
Non Current Investments
Long Term Loans & Advances
Other Non Current Assets
Total Non-Current Assets
Current Assets Loans & Advances
Currents Investments
Inventories
Sundry Debtors
Cash and Bank
Other Current Assets
Short Term Loans and Advances
Total Current Assets
Net Current Assets (Including Current Investments)
Total Current Assets Excluding Current Investments
Miscellaneous Expenses not written off
Total Assets
Contingent Liabilities
Total Debt
Book Value (in Rs.)
Adjusted Book Value (in Rs.)

-The following is the Profit & Loss A/c of Mahindra & Mahindra Ltd.:

Parameter

MAR'15

MAR'14

Change %

(Rs. In Cr.)

(Rs. in Cr.)

Gross Sales

43,412.65

34,348.18

26.39%

Less :Inter divisional transfers

0.00

0.00

0.00%

Less: Sales Returns

0.00

0.00

0.00%

Less: Excise

2,971.49

2,500.99

18.81%

Net Sales

40,441.16

31,847.19

26.99%

Increase/Decrease in Stock

-78.03

-579.89

86.54%

Raw Materials Consumed

30,502.55

24,097.10

26.58%

Power & Fuel Cost

206.39

175.78

17.41%

Employee Cost

1,866.45

1,701.78

9.68%

Other Manufacturing Expenses

436.91

388.77

12.38%

General and Administration Expenses

114.53

100.19

14.31%

Selling and Distribution Expenses

1,381.15

1,187.29

16.33%

Miscellaneous Expenses

1,317.07

1,029.44

27.94%

Expenses Capitalized

0.00

0.00

0.00%

Total Expenditure

35,747.02

28,100.46

27.21%

PBIDT (Excl OI)

4,694.14

3,746.73

25.29%

Other Income

564.33

489.78

15.22%

Operating Profit

5,258.47

4,236.51

24.12%

EXPENDITURE:

Interest

191.19

162.75

17.47%

PBDT

5,067.28

4,073.76

24.39%

Depreciation

710.81

576.14

23.37%

Profit Before Taxation & Exceptional Items

4,356.47

3,497.62

24.56%

Exceptional Income / Expenses

90.62

108.27

-16.30%

Profit Before Tax

4,447.09

3,605.89

23.33%

Provision for Tax

1,094.27

727.00

50.52%

PAT

3,352.82

2,878.89

16.46%

Extraordinary Items

0.00

0.00

0.00%

Adj to Profit After Tax

0.00

0.00

0.00%

Profit Balance B/F

7,904.54

6,208.54

27.32%

Appropriations

11,257.36

9,087.43

23.88%

Equity Dividend (%)

260.00

250.00

4.00%

Earnings Per Share (in Rs.)

56.80

48.87

16.21%

Book Value (in Rs.)

245.91

203.43

20.88%

CHAPTER 3.

RECRUITMENT AND
SELECTION

CONCEPT

There is difference between recruitment and selection so far as technique involved is concerned.
Recruitment techniques are not very intensive, requiring high skills. As against this, in selection
process, highly specialized techniques are required. Therefore, in the selection process, only
personnel specific skills like expertise in using selection test, conducting interviews, etc, are
involved.

Since recruitment and selection are two interrelated steps in the process of manpower acquisition,
they differ in terms of their outcome. In outcome of recruitment is application pool which
becomes input for selection process. The outcome of selection process is in the form of finalizing
candidates who will be offered jobs.

SURVEY FOR JOB PROFILE (SALES DEPARTMENT)

The use of tests in selection is so wide spread that these may be classified in various steps
they may have different objectives and different attributes.

Searching criteria:
Searching criteria means to collect a mass of appropriate candidates through the following
reference:

-Consultancy:
consultancy is an organization which used to provide the number of candidates. Those
candidates, who are eligible for respective post, previously collect their CVs to the consultancy to
job reference. Consultancies used to bind contact to the organization for sending candidates for
respective vacant post required in the organization. Consultancies job is to give line-up (condition
of number of candidates applicable for job). Line-up should be updated everyday through proper
calling and contacts during the process of recruitment.

-Advertisement:
Advertisement is as usually is to provide route to organization for candidates. Advertisement is a
perfect mode to disseminate the knowledge of job profile.

-Employee reference:
Employees of organization refer candidates for available required posts.

-Campus selection:

Organizations select candidates from educational and professional institute to full the requirement
of recruitment. Those candidates are selected through the process of screening and interview.
-CV screening:
CV screening is the process to short out the candidates on their academic profile etc. The goal of
the resume screening process is to select the top candidates that the recruiter will contact for the
first round of interviews. Screening resumes will help you determine which candidates to move
forward in the interview and selection process by comparing their qualifications to the minimum
position requirements.
Narrowing the list of candidates that apply for your position can be challenging, especially if
there are many qualified applicants. The first step with selecting appropriate candidates is to
screen the cover letter (if applicable) and resume of each applicant. The resume will tell you what
the candidate has done, but not how well he/she did it.

-Application Evaluation:
The Human Resources department evaluates all incoming applications, against prerequisite
abilities and skills set for all current openings. All applications are kept based on strengths and
specialization, for future reference.

-Selection test:
As such type of test held in MAHINDRA TRACTORS is said as HAT (HDFC aptitude test).
HATs content is numerical and assumption based questions, which is divided in three part of test
paper. HAT must be solved with in the half an hour. In such procedure qualified candidates are
preceded for further steps i.e., interview.

-Capability based Interview:

An interview is a conversation between two or more people (the interviewer and the interviewee)
where questions are asked by the interviewer to obtain information from the interviewee.

-Checking of references and documents:

As such in selection and checking procedure for the post SDM in the MAHINDRA
TRACTORS all required documents are collected in the brochure which said to be Joining Kit.
Joining kit contain all authentic information and some application form about the candidates for
joining the post after passing the interview, such information and forms are as follows:

Documents related to qualification

Age proof

Experience letter

Salary slip

Address proof

Application forms

-Placement;
After all formalities are completed, the candidates are placed on their job initially on probation
basis. The probation period may range from three months to two years. During this period they
are observer keenly, and when they complete this period successfully, they become the permanent
employee of the organization.

-Reply Letters:
At all stages of the process candidates are kept informed of the status of their application with an
email reply letter.

-Job Offer:

If a candidate successfully reaches the final stage, a position offering is made in conjunction with
a competitive reward package.

Issuing of appointment letter and offer letter:

The procedure to issue offer letter and appointment letter is done by HR manager of that
institute. HR managers job is to maintain MIS and providing these letters. Now a day all the
functions are properly maintained by the use of software packages such as SAP.

Questionnaire: Analysis based on the data of questionnaire to the recruitment and selection in
Mahindra Tractors

1. What source your organizations adopt to select candidates?

100
90
80
70
60
50
40
30
20
10
0

Above graph shows that recruitment agency is most active organization for the better
compensation of recruitment and selection. Further it is followed by the employee referral
recruitment which is comparatively low in recruitment agency.

2.

How

many

1 stage 20%

stages

are

involved

2 stage 73.4%

in

selecting

3 stage 6.6%

the

candidate?

4 stage 0%

Pie chart related to the query of days which used to spend on recruitment and selection for a
particular number of employees. Chart specifies that mainly financial corporation in the field pf
sales take mostly 2 days. Increment in the days of selection depends on the condition.

3. Do your organization use any of the following tests during the process of recruitment?

100
90
80
70
60
50
40
30
20
10
0

Test is an appropriate criterion to draw out eligibility among mass of the candidates. It depends
on the post which criteria is appropriate to select and recruit. Thus for the post of the sales mostly
personal interview is preferred after written or aptitudes test.

4. How does your organization track the source of candidate?

100
90
80
70
60
50
40
30
20
10
0

Finding source of candidates is usually manual. Manual source refer an easy and convincing way
to find and sort out the candidates.

5. Apart from the HR Manager, who all from the other departments are required to get involved in
interviewing process?

100
90
80
70
60
50
40
30
20
10
0

perecent

For the post of sales like SDM, BDM etc usually the experience person belong to the department
of sales and sales development involve in the process of recruitment and selection of sales
employee. Further it is followed by the HR department or HR manager of the corporation to
examine and utilize the resources for sales development.

6. What is the average time spent by sales dept. during recruitment (each candidate)?

10min 23.33%

10 to 20min 13.33%

20 to 30min 53.33%

more 3.33%

The value of time in business must be evaluated for the profit maximizations and proper
utilization of human resources. Thus a department should have to take appropriate time for
recruitment and selection. Above chart shows 20 to 30 min usually spends on the selection of
each candidate.

7. What is the average time spent by HR dept. during recruitment (each candidate)?

10min 30%

10 to 20min 23.33%

20 to 30min 46.675

HR department plays a most important role during the recruitment and selection. This is because
it is useful to evaluate the capacity and human range of mental and physical work in regard the
position like sales. But company used to spend maximum 45 to 50 percent time of HR department
during the whole process of selection.

8. What is the average time spent by Admin dept. during recruitment (each candidate)?

10min63.33%

10 to 20min 20%

20 to 30min 16.67%

Chart shows it is the maximum time which is spent on sales recruitments by the admin
department.

9. Do your organization follow different recruitments process for different

grades of employee?

yes 90.33%

no 6.675%

Chart specifies that organization apply same criterion and common techniques for recruitment
and development.

10.

What

is

the

back

out

percentage

of

candidates

after

being

offered?

1to 5 30.6%

5to 10 40%

10to 15 3.35

15to 20 6.75

Back out percentage reflect any fault in the procedure of recruitment and selection. Thats why
candidates could not be stayed. Chart shows maximum is 1-5 and minimum is 10-15.

11. What percentage of candidates leave within the period of less than1- 3 month?

1to5-53.33%

5to 10-43.33%

10to 15-3.33%

15to 20-0.0%

This is depend on the environment in the organization, it used to evaluate the time duration of
employees settle in the organization. Thus chart shows that the working environment of the
organization is moderately sufficient to satisfy the employee i.e.upto 5% at maximum within 1 to
3 months.

12. What percentage of candidates leave within the period of less than3- 6 month?

1to 5-50%

5to 10-46.67%

10to 15-3.33%

15to 20-0.0%

Maximum capacity of the existing organization to sustain the employees within 1 to 5 months is upto 5%.

13. What percentage of candidates leave within the period of less than 6-12 month?

1to 5-50%

5to 10-26.67%

10to 15-23.33%

15to 20-0.0%

Maximum capacity of the existing organization to hold the employees within 6 to 12 month is up
to 5%.

14. Does the company reimburse the traveling cost incurred by the candidate for appearing in the
interview?

yes-60%

no-33.33%

depends-6.67%

Chart shows maximum to time organization reimburse the traveling cost incurred by the
candidates for appearing in the interview i.e. maximum to 60%.

15.

Do

you

take

any

technological

support

for

the

process

of

recruiting?

100
90
80
70
60
50
40
30
20
10
0

due to the support of high tech equipment the process of recruitment and selection become faster.
These are the telephone, video conferencing; online support etc. although any equipment other

than the telephone used to take high cost thus maximum support is taken through the telephone
i.e. 93.33%.

16.

Are

no-96.67%

you

aware

of

the

concept

yes-3.33%

of

Video

Resume?

On the account of the financial capacity still organizations and employees do not aware about the
video resume i.e. 96.67%. That may be costly for both organization and candidates.

17. If the recruitment type is Employee Referral then how much special privilege has to be paid
to the one who has referred is sufficient?

max-53.33%

min-13.33%

moderate-33.31%

It leads surety for the candidates capability for the organization, if any selection exists through
the employee referral. Thus priority to such type of candidates maximum i.e. 53.33%

18. In how much time does the whole process generates results?

1-2days-76.67%

2-4day-16.675s

depends-6.66%

Screening, aptitude test, calling, recruiting etc take maximum 1 to 2 days for selection of the
candidates in the sales department.

19. Do you do the Employment Eligibility Verification? Yes/No

If yes, then, what method you take up to perform it?

100
90
80
70
60
50
40
30
20
10
0
internally-100%

agency-6.67

This shows the employees tendency and awareness towards the knowledge of job description and
job profile. Maximum numbers of employee do employments eligibility verification through
internally.

20. What kind of verifications you do?

100
90
80
70
60
50
40
30
20
10
0

Educational verification mostly preferred by the maximum employees for employment

verification of the post.

FACTS AND FINDINGS

OUTCOMES OF RECRUITMENT AND SELECTION

PROCESS

The ultimate objectives of both recruitment and selection are to acquire suitable candidates but
their immediate objectives differ. The basic objective of recruitment is to attract maximum
number of candidates so that more options are available the basic objective of selection is choose
the best of the available candidates.

Recruitment differs from selection in terms of process. Recruitment adopts the process of creating
application pool as large as possible and, therefore, it is known as positive process. Selection
adopts the process through which more and more candidates are rejected and fewer candidates are
selected or sometimes not a single candidate is selected. Therefore, it is known as negative
process or rejection process.

MAHINDRA TRACTORSs recruitment policy is well structured and provides the company with
a competitive edge due to the following reasons:

The recruitment policy focuses on recruiting the best potential people.

It ensures that every applicant and employee is treated equally with dignity and respect.

It is an unbiased policy.

It aids and encourages employees in realizing their full potential.

It allows transparent, task oriented and merit based selection.

It abides by relevant public policy and legislation on hiring and employment relationship.

It Integrates employee needs with the organizational needs.

CHAPTER 4.

SUGGESTION
AND
RECOMENDATION

SUGGESTION

The human resources 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 therein. THE
RECRUITMENT POLICY of an organization should be well planned and thus should be such so
that it:

Reduces administration costs

Provides employees with job security

Encourage responsible trade unions

Provide suitable employment to handicapped, women and minority group

Be flexible enough to meet the changing needs of the organization

Works towards the growth and prosperity of the organizatsion.

After the study of RECUITMENT AND SELECTION I find that the effective procedure of
recruitment is most importance is every organizational Management has to do more effective
effort for continuous success in the field of Service and financial sector.

There is need to introduce online recruitment, maintain software for sources of candidates to
avoid postal and couriers delays through which time of processing becomes increase. There is
need to increase in our human resources.

Generally evaluation of employees on the job and off the job is necessary on daily, weekly, &
quarterly basis but still people are not much aware about software involve in recruitment and
selection procedure in our Management in India. So there is need to improve the awareness and
use to save the time and save the budget, so that it matches the requirement and settlements in the
all types organizations.

Other than futures and options, other instruments like video conferencing, online recruitment, and
psychometric test options have to be introduced so that area of human resource is broadened.

There is need to provide facility and training to the employee and candidates in favors of
technology.

In today's market, companies no longer compete just on price, product and

packaging. The real competition is for talent. And the companies with best
talent win. we work to enable our clients to gain a recruiting advantage in the
market through the application of sales and marketing techniques, tools and
methodologies.

CHAPTER 5.

CONCLUSION

The project report involves the detailed profile of MAHINDRA TRACTORand what is the process of
agency recruitment in MAHINDRA TRACTORSC. This project report deals with recruitment and
selection process, which are basics should be known to everybody in the insurance industry best
considered approach especially though not ethical but practical enough is pirating best employees of their
competitors. Project under the MAHINDRA TRACTORS deal with the recruitment and selection as well
as focus on the capacity of the retention of the employee in the organization.

MAHINDRA TRACTORS follows the proper and appropriate steps and rules to select e candidates for
the post of SDM. It involves more than one department during the procedure of recruitment and selection
in sales department. Its another focus on the budget of the procedure which should be maintained and
under the limit.

BIBILIOGRAPHY
RECRUITMENT AND SELECTION-

ADDITION BY L. M PRASAD

ADDITION BYASWATHAPPA K

WEBSITE VISITED

www.mahendra.com
www.wikipedia.com
www.google.com

APPENDIX
Questionnaire

Questionnaire on Recruitment Process Outsourcing

QUESTIONNAIRE
Name
Companys name
Designation
DateNote Please tick the appropriate option.
1. What source your organisation adopt to source candidates?
a. Employee referral
b. Campus recruitment
c. Advertising
d. Recruitment agencies
e. Job portals
f. Other, pls specify
2. How many stages are involved in selecting the candidate?
a. 1
b. 2
c. 3
d. 4
e. More
3. Do your organisatuon use any of the following tests during the process of recruitment?
a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, pls specify
4. How does your organization track the source of candidate?

a. Manual
b. Software
c.Online
d.Windows. Xls
5. Apart from the HR Manager, who all from the other departments are required to get involved in
interviewing process?
a. Sales
b. Administration
c. HR Executives
d. Other, pls specify
6. What is the average time spent by sales dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More
7. What is the average time spent by HR dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More
8. What is the average time spent by Admin dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More

9. Do your organisation follow different recruitment process for different grades of employees?
a. No
b. Yes
10. What is the back out percentage of candidates after being offered?

a.1-5
b.5-10
c.10-15
d. 15-20
11. What percentage of candidates leave within the period of less than1- 3 month?
a.1-5
b.5-10
c.10-15
d. 15-20
12. What percentage of candidates leave within the period of less than3- 6 month?
a.1-5
b.5-10
c.10-15
d. 15-20
13. What percentage of candidates leave within the period of less than 6-12 month?
a.1-5
b.5-10
c.10-15
d. 15-20
14. Does the company reimburse the traveling cost incurred by the candidate for appearing in the
interview?
a. Yes
b. No
c. Depends, how
15. Do you take any technological support for the process of recruiting?
a. Telephone
b. Video conferencing
c. Online support
d. Other, pls specify
16. Are you aware of the concept of Video Resume?
a. No
b. Yes, then do you use it Yes/No

17. If the recruitment type is Employee Referral then how much special privilege has to be paid to the
one who has referred are sufficient?
a. maximum
b. minimum
c. moderate
18. In how much time does the whole process generates results?
a. 1-2 days
b. 2-4 days
c. Depends on condition
19. Do you do the Employment Eligibility Verification? Yes/No
If yes, then, what method you take up to perform it?
a. Internally
b. Through agencies
20. What kind of verifications you do?
a. Educational qualifications
b. Legal background check
c. Professional background check d. Reference check
e. Family background check