RESEARCH PROJECT REPORT

ON
RECRUITMENT AND SELECTION AT IMPERIAL
AUTO INDUSTRIES LTD,SIDCUL,PANTNAGAR

SUBMITTED TO
KANPUR INSTITUTE OF MANAGEMENT STUDIES
(AFFILIATED TO DR. A.P.J.ABDUL KALAM
TECHNICALUNIVERSITY, LUCKNOW)
&
IN PARTIAL FULLFILMENT OF THE
REQUIREMENTS FOR THE AWARD OF THE DEGREE
OF

MASTER OF BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF

MR. KARVENDRA SINGH

SUBMITTED BY:
UMANG SONKER

ROLL. NO-1671470168

MBA BATCH
2016-2018

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 CERTIFICATE

This is to certify that Mr. Umang Sonker Roll number1671470168, a student of MBA in

Kanpur Institute of Management Studies, has carried out the research work presented in this

winter Training Project presented in this report titled “RECRUITMENT AND

SELECTION AT IMPERIAL AUTO INDUSTRIES LTD, SIDCUL, PANTNAGAR”

for the award of Master of Business Administration from Dr. a.p.j. abdul kalam

technical University for the academic batch 2016-2018, under my guidance.

Name of the Project Guide

Mr. Karvendra Singh

Dean (Academic)

Prof. Altaf Qaiyum

(Kanpur Institute of Management Studies)

Unnao

Date:

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 DECLARATION

I,Umang Sonker, hereby declare that the project work entitled “RECRUITMENT AND

SELECTION AT IMPERIAL AUTO INDUSTRIES LTD,SIDCUL,PANTNAGAR”

submitted towards MBA Certificate is my original work and the dissertation has not formed

the basis for award of any degree, associate ship, fellowship or any similar title to the best of

my knowledge.

PLACE : KANPUR (Umang Sonker)

Date: RollNo.1671470168

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 PREFACE:-
Training program in industry is like the first step in new world, where everything
seems to be strange and unheard. One understands the concept system and working of
the organization develop professional Skills by using fundamentals concepts by
during our regular studies as compare to practical working.

Work experience is an indispensable part or every professional course because

practical training in any organization is must for each and every individual who is
undergoing any management course as I know that without the practical exposure one
cannot consider himself or herself as a qualified and capable manager to handle work
efficiently hence to fulfill the requirement. I completed my winter training at
IMPERIAL AUTO INDUSTRIES LTD, SIDCUL, PANTNAGAR.

I sincerely believe that industry is the one of the good place to learn the practical
things of management. To understand the original structure & processes in the
practical settings, and gain an opportunity to analyze real life programs & apply the
concept and theories.

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 ACKNOWLEDGEMENT:-

I would like to express my deep sense of gratitude towards few people who have
supported & helped me to be whatever I have & achieved.

First of all I want to acknowledge the key person behind this effort Mr.---.He has
been guiding, encouraging & motivates me throughout my project.

I am highly obligate to KANPUR INSTITUTE OF MANAGEMENT STUDIES

and A.K.T.U. for giving me opportunity to be a part of such kind of activity, and
sending me to do my project report.

I would like to express my deep sense of gratitude to Mr. DEEPAK BHARDWAJ

asst. manager (HR) of IMPERIAL AUTO INDUSTRIES LTD. SIDCUL,
PANTNAGAR For his creative and valuable inputs at each and every stage of the
project which helped me to learn & improve a lot of my skills.

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SR.NO. PARTICULAR PAGE NO.

i. Declaration 1-3

ii. Preface 4

iii. Acknowledgement 5
Introduction.
1.
7-33
 About the topic.

 Objective of the study.

 Significance of the study.

2. Industry profile. 33-35

3. Company profile 36-48

4. Trade profile. 49-61

5. Research methodology 62-66

6. Data analysis & interpretation of data. 67-75

7. Findings. 76-77
8. Conclusions 78-79

9. Suggestions. 80-81

10. Limitations of the study. 82-83

11. Bibliography. 85-86

Annexure
12. 87-88

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 INTRODUCTION

This report focuses on recruiting and selecting individuals for employment in an

organization. Recruitment is the process of identifying and attracting potential
candidates from within and outside an organization to begin evaluating them for
future employment. Once candidates are identified, an organization can begin the
selection process. This includes collecting, measuring, and evaluating information
about candidates’ qualifications for specified positions. Organizations use these
processes to increase the likelihood of recruitment and selection individuals who
possess the right skills and abilities to be successful at their jobs.

People are integral part of any organization today. No organization can run without its
human resources. In today’s highly complex and competitive situation, choice of right
person at the right place has far reaching implications for an organization’s
functioning. Employee well selected and well placed would not only contribute to the
efficient running of the organization but offer significant potential for future
replacement. This recruitment and selection is an important function. The process of
recruitment and selection begins with human resource planning (HRP) which helps to
determine the number and type of people on organization needs. Job analysis and job
design enables to specify the task and duties of hobs and qualification expected from
prospective job HRP, job analysis, hob design helps to identify the kind of people
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required in an organization and hence recruitment and selection. It should be noted
that recruitment and selection is an ongoing process and not confined to formative
stages of an organization. Employees leave the organization in search of greener
pastures, some retire and some die in the saddle. More importantly an enterprises
grows, diversifies, take over the other units all necessitating recruitment and selection
of new men and women. In fact the recruitment and selection function stops only
when the organization ceases to exist.

ABOUT THE TOPIC.

RECRUITMENT
The word ‘recruitment’ has many meaning and plays an important role. Employees
leave the organization in search of greener pastures- some retire some die in saddle.
The most important thing is that enterprise grows, diversifies, and takes over other
units-all necessitating recruitment and selection of new men and women. In fact
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recruitment functions stop only when the organization ceases to exist. To understand
recruitment in simple terms it is understood as process of searching for obtaining
applications of job from among from which the right people can be selected. To
define recruitment we can define it formally as it is a process of finding and attracting
capable applicants for employment. The process begins when new recruit are sought
and ends when their application are submitted. The result is a pool of applicants from
which new employees are selected. Theoretically, recruitment process is said to end
with receipt of application in practice the activity extends to the screening applicants
as to eliminate those who are not qualified for job.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job

candidates. Specifically, the purposes are to:

1. Determine the present and future requirement of the organization in conjunction

with its personnel planning and job analysis activities;

2. Increase the job pool of job candidates at minimum cost;

3. Help increase the success rate of the selection process by reducing the number
visibly under qualified or job application;

4. Help reduce the probability that job applicants, once recruited selected, will leave
the organization only after a short period of time;

5. Meet the organizations legal and social obligation regarding the composition of its
workforce;

6. Being identifying and preparing potential job applicants who will be appropriate
candidates;
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7. Increase organization individual effectiveness in the short term and long term;

8. Evaluate the effectiveness of various recruiting technique and sources for all types
of job applicants.

FACTORS AFFECTING RECRUITMENT

There are a number of factors that affect recruitment. These are broadly classified into
two categories:

1. Internal factors
2. External factors.
INTERNAL FACTORS

The internal factors also called as “endogenous factors” are the factors within the
organization that affect recruiting personnel in the organization.

Some of these are:-

 Size of the organization.

 Recruiting policy.
 Image of the organization.
 Image of the job

Size of the organization

The size of the organization affects the recruitment process. Larger organization
finds recruitment less problematic than organization with smaller in size.

Recruiting policy

The recruitment policy of the organization i.e. recruiting from internal sources and
external sources also affect the recruitment process. Generally, recruitment through

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internal sources is preferred, because own employees know the organization and they
can well fit in to the organization culture.

Image of the organization

Image of the organization is another factor having its influence on the recruitment
process of the organization. Good image of the organization earned by the number of
overt and covert action by management helps attract potential and complete
candidates. Managerial actions like good public relations, rendering public service
like building roads, public parks, hospitals and schools help earn image or goodwill
for organization. That is why chip companies attract the larger numbers of
application.

Image of the job

Better remuneration and working conditions are considered the characteristics of

good image of a job. Besides, promotion and carrier development policies of
organization also attract potential candidates.

EXTERNAL FACTORS
Like internal factors, there are some factors external to organization, which have
their influence on recruitment process. Some of these are given below:-

 Demographic factors.
 Labor market.
 Unemployment situation.
 Labor laws

Demographic factors

As demographics factors are intimately related to human beings, i.e. employees,

these have profound influence on recruitment process. Demographic factors include
age, sex, Literacy, economics status etc.

Labor market

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Labor market condition I.e. supply and demand of labor is of particular importance in
affecting recruitment process. E.g. if the demand for specific skill is high relative to
its supply is more than for particular skill, recruitment will be relatively easier.

Unemployment situation

The rate of unemployment is yet another external factor its influence on the
recruitment process. When the employment rate in an area is high, the recruitment
process tends to simpler. The reason is not difficult to seek. The number of
application is expectedly very high which makes easier to attract the best-qualified
applications. The reserve is also true. With low rate of unemployment, recruiting
process tend to become difficult.

Labor laws

There are several labor laws and regulations passed by the central and state
governments that govern different type of employment. These cover working
condition, compensation, retirement benefits, safety and health of employee in
industrial undertakings.

The child Labour Act,1986; for example prohibits employment of children in certain
employments. Similarly several other acts such as the Employment Exchange
Act,1958; The Apprentice Act, 1961; the Factory Act,1948; and The Mines Act, 1952
deal with recruitment.

INTERNAL SOURCES

1. Present employees:

Promotions and transfer from among the present employees can be good sources of
recruitment. Promotion implies upgrading of an employee to a higher position
carrying higher status, pay and responsibilities. Promotion from among the present
employees is advantageous because the employees promoted are well acquainted with
the organization culture, they get motivated and it is cheaper also. Promotion from

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among the person employees also reduces the requirement of job training. However,
the disadvantage lies in limiting the choice of the few people and denying hiring of
outsiders who may be better qualified and skilled. Furthermore, promotion from
among present employees also results in inbreeding, which creates frustration among
those not promoted. Transfer refers to shifting an employee from one job to another
without any change in the position/post, status and responsibilities. The need for
transfer is felt to provide employees a broader and carried base, which is considered
necessary for promotion. Job rotation involves transfer of employees from one job to
another job on the lateral basis.

2. Former employees:

Former employees are another source of applicant for vacancies to be filled up in the
organization. Retired or retrenched employees may be interested to e come back the
company to work on the part time basis. Similarly, some former employees who had
left the organization for any reason, any come back to work. This source has the
advantages of hiring people whose performance is already known to the organization.

3 . Employee referrals:

This is yet another internal source of recruitment. The existing employees refer to the
family members, friends and relatives to the company potential candidates for the
vacancies to be filled up in the organization. This source serves as the most effective
methods of recruiting people in the organizations because refer to those potential
candidates who meet the company requirement known to them from their own
experience. The referred individuals are expected to be similar in type in the of race
and sex, for example, to those who are already working in the organization

4. Previous applicant:

This is considered as internal source in the sense that applications from the potential
candidates are already lying with organization. Sometimes the organization contacts
though mail or messengers these applicants to fill up the vacancies particularly for
unskilled or semiskilled jobs.
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EVALUATION OF INTERNAL SOURCES:

Let us, evaluate the internal source of recruitment. Obviously, it can be done in terms
of its advantage and disadvantage the same are spelled out as follows:

ADVANTAGES:
The advantages of the internal source of recruitment include the following:

• Familiarity with own employees:

The organization has more knowledge and familiarity with the strengths and
weaknesses of its own employees than of strange on unknown outsiders.

• Better use of the talent:

The policy of internal recruitment also provides an opportunity to the organization to

make a better use of talents internally available and to develop them further and
further.

• Economical recruitment:

In case of internal recruitment, the organization does not need to spend much money,
time and effort to locate and attract the potential candidates. Thus, internal
recruitment proves to be economical, or say, inexpensive.

• Improves morale:

This method makes employees sure that they would be preferred over the outsiders as
and when they filled up in the organization vacancies.

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• A motivator:

The promotion through internal recruitment serves as a source of motivation for the
employees to improve their carrier and income. The employees feel that organization
feel that organization is a place where they can build up their life-long career.
Besides, internal recruitment also serves as a means of attracting and retaining
employees in the organization

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DISADVANTAGES:
The main drawback associated with the internal recruitment is as follows:

• Limited choice:

Internal recruitment limits its choice to the talents available within the organization. Thus, it
denies the tapping of talents available in the vast labor market outside the organization.
Moreover, internal recruitment serves as a means for “inbreeding”, which is never healthy for
the future organizations.

• Discourage competition:

In this system, the internal candidates are protected from competition by not giving
opportunity to otherwise competent candidates from outside the organization. This in turn,
develops a tendency among the employees to take the promotion without showing extra
performance.

• Stagnation of skills:

With the feeling that internal candidates will surely get promoted, their skill in the
long run may become stagnant or obsolete. If so, productivity and sufficiency of the
organization, in turn, decreases.

• Creates conflicts:

Conflicts and controversies surface among the internal candidates, whether or not they
deserve promotion.

EXTERNAL SOURCES

External sources of recruitment lie outside the organization. These outnumber internal
sources. The main ones are listed as follows:

• Employment exchanges:

The national commission labor (1969) observed in its report that in the pre-independence era,
the main source of labor war rural areas surrounding the industries. Immediately after
independence, national employment services were established to bring employer and job
seeker together. In response to it, the compulsory notification of vacancies act of 1959
(Commonly called employment exchange act) was instituted which become operative in

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1960.the main functions of these employment exchanges with the branches in most cities are
registration of job seeker and tier placement in the notified vacancies. It is obligatory for
employer to inform about the outcome of selection within 15 days to the employment
exchange. Employment exchange is particularly useful in recruiting blue-collar, white- collar
and technical workers.

• Employment agencies:

In addition to the government agencies, there are number of private agencies that
register candidates for employment and furnish a list of suitable candidates from the data
bank as and when sought by the prospective employer. Generally, these agencies select
personnel for supervisory and the higher levels. The main function of these agencies is to
invite application and short-list the suitable candidates for the organization. Of course, the
representative of the organization takes the final decision on selection. The employer
organizations derive several advantages through this source. The time saved in this method
can be better utilized elsewhere by the organization. As the organizational identity remains
unknown to the job speakers, it, thus, avoid receiving letters and attempts to influence.

• Advertisement:

This method of recruitment can be used for jobs like clerical, technical, and managerial. The
higher the position in the organization, the more specialized the skills or the shorter the
supply of that resources in the labour market, the more widely dispersed the advertisement
are likely to be. For instance, the search for a top executive might include advertisements in a
national daily like the Hindu. Some employers/companies advertise their post by giving them
post box number of the name of some recruiting agency. This is done to particular keep own
identity secret to avoid unnecessary correspondence with the applicants. However the
disadvantage of these blind advertisement, i.e., post box number is that the potential job
seekers are the hesitant without unknowing the image of the organization, on the one hand,
and the bad image/ reputation that the blind advertisement have received because of the
organizations that placed such advertisements without position lying vacant just to know
supply of labor/ workers in the labor market, on the other. While preparing advertisement, a
lot of care has to be taken to make it clear and to the point. It must ensure that some self-
selection among applicant take place and only qualified applicant responds the advertisement
copy should be prepared by using a four-point guide called AIDA . The letters in the acronym

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denote that advertisement should attract Attention, gain Interest, arouse a Desire and result in
action.

However, not many organizations mention complete detail about job positions in there
advertisement. What happened is that ambiguously worded and broad-based
advertisements may generate a lot irrelevant application, which would, by necessity,
increasing the cost of processing them.

• Professional Associations

Very often, recruitment for certain professional and technical positions is made
through professionals association also called ‘Headhunters’. Institute of Engineers, All
India Management Association, etc., provide placement service to the members. The
professional associations prepare either list of jobseekers or publish or sponsor journal
or magazines containing advertisements for their member. It is particularly useful for
attracting highly skilled and professional personnel. However, in India, this is not a
very common practice and those few provide such kind service have not been able to
generating a large number of application.

• Campus Recruitment

This is another source of recruitment. Though campus recruitment is a common

phenomenon particularly in the American organizations, it has made rather recently.
Of late, some organizations such as HLL, HCL, L&T, Citibank, Cadbury ANZ Grind
lays, etc., in India have started visiting educational and training institute/ campuses
for recruitment purposes. Many Institutes have regular placement cells / offices to serve
liaison between the employer and the students. Tezpur Central University has one
Deputy Director (Training and Placement) for purpose of campus recruitment and
placement.

The method of campus recruitment offers certain advantages to the employer organizations.
First, the most of the candidates are available at one place; second, the interviews are
arranged at short notice; third, the teaching is also met; fourth, it gives them
opportunity to sell the organization to a large students body who would be graduating
subsequently. The disadvantages of this of recruitment are that organizations have to
limit their selection to only “entry’’ positions and they interview the candidates who
have similar education and experience, if at all.

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• Deputation

Another source of recruitment is deputation I.e., sending an employees to another

organization for the short duration of two to three years. This method of recruitment is
practice in a pretty manner, in the Government department and public sector
organization does not have to incurred the initial cast of induction and training.
However, the disadvantages of this of deputation is that deputation period of
two/three year is not enough for the deputed employee to provide employee to prove
his/her mettle, on the one hand, and develop commitment with organization to become
part of it, on the other.

• Word-of-mouth:

Some organizations in India also practice the “word-of-mouth’’ method of recruitment. In

this method , the word is passed around the vacancies or opening in the organization.
Another form of word-of-mouth method of “employee-pinching’’ i.e., the employee working

In another organization is offered by the rival organization. This method is economic, in

terms of both time and money. Some of the organization maintain a file applications and
sent a bio-data by a job seeker. These serve as a very handy as when there is vacancy in
the organization. The advantage of this method is no cost involved in recruitment. However,
the disadvantages of this method of recruitment are non- availability of the candidates
when needed choice of candidates is restricted to a too small number.

• Raiding or Poaching:

This is another sources of recruitment whereby the rival firm by offering terms and
conditions, try to attract qualified employees to join the. This raiding is a common feature
in the Indian organizations. For instance, service executive of HMT left to join Titan Watch
Company, so also exodus of pilot from Indian Airlines to join the private air taxi operator. In
fact, raiding has become challenge for the human resource manager.

Besides these, walk - ins, contractors, radio and television, acquisitions and merger, etc.,
art some other sources of recruitment used by organization.

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EVALUATION OF EXTERNAL SOURCES:

Like the internal source of recruitment, external sources are mixed of advantages and
disadvantages

ADVANTAGES:-

• Open process

Being a more open process, it is likely to attract a large number of applicants/application.

The, in turn, widens it option of selection.

• Availability of Talented Candidates:-

With the large pool of applicants, it becomes possible for organization to have talented
candidates from the outside. Thus, it introduces new blood in the organization.

• Opportunity to Select the Best Candidate

With the large pool of applicants, selection process becomes competitive. This increases
prospects for selection the best candidates.

• Provides healthy competition:

As the external members are supposed to be more trained and efficient. With such a
background, they work with the positive attitude and greater vigor. This helps create healthy
competition and conductive work environment in the organization.

DISADVANTAGES:

However, the external sources of recruitment suffer from certain disadvantages too, these are:

• Expensive and time consuming:

This method of recruitment is both expensive and time consuming. There is no guarantee that
organization will get good and suitable candidates.

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• Unfamiliarity with the Organization:

As candidates some outside the organization, they are not familiar with tasks, job nature
and the international scenario of the organization.

• Discourage the Existing Employee:

Existing employees are not sure to get promotion. This discourages them to do the hard
work. This, in turn, boils down to decreasing productivity of the organization.

RECRUIMENT PROCESS

As stated earlier, recruitment is the process of location, identifying, and attracting capable
applications for jobs available in an organization. Accordingly, the recruitment process
comprises the following five steps:

• Recruitment planning;
• Strategy Development;
• Searching;
• Screening
• Evaluation and Control.

Recruitment Planning: -

The first involved in the recruitment process is planning. Hire, planning involves to draft a
comprehensive job specification for the vacant position, outline its major and minor
responsibilities; the skills, experience and qualifications needed; grade and level of pay;
starting date; whether temporary or permanent; and mention of special condition, if
any, attached to the job to be filled.

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Strategy Development:-

Once it is known how many with what qualification of candidates are required, the
next step involved in this regard is to device a suitable strategy for recruitment the
candidates in the organization. The strategic considerations to be considered may
include issues like whether to prepare the required candidates themselves or hire it
from outside, what type of recruitment method to be used, what geographical area be
considered, for searching the candidates, which source of recruitment to be practiced,
and what sequence of activities to be followed in recruiting candidates in the
organization.

Searching:-

This step involves attracting job seeders to the organization. There are broadly two sources
used to attract candidates. These are:

 Internal Sources
 External Sources.

Screening:-

Through some view screening as the starting point of selection, we have considered it
as an integral part of recruitment. The reason being the selection process starts only
after the application have been screened and short listed. Let it be exemplified with an
example. In the Universities, application is invited for filling the post of Professors.
Application received in respond to invitation, i.e. advertisement are screened and short
listed on the basis of eligibility and suitability. Then, only the screened applicant are
invited for seminar presentation and personal interview. The selection process starts from
here, i.e., seminar presentation or interview. Job specification is invaluable n screening.
Applications are screened against the qualification, knowledge, skills, abilities, interest and
experience mentioned in the job specification. Those who do not qualify are straightway
eliminated from the selection process. The techniques used for screening candidates are vary
depending on the source of supply and method used for recruiting. Preliminary applications,
de-selections tests and screening interviews are common techniques used for screening the
candidates.

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Evaluation and control:-

Given the considerable involved in the recruitment process, its evaluation and control is,
therefore, imperative. The costs generally incurred in a recruitment process include:

• Salary of recruiters;

• Cost of time spent for preparing job analysis, advertisement, etc;

• Administrative expenses;

• Cost of outsourcing or overtime while vacancies remain unfilled;

• Cost incurred in recruiting unsuitable candidates.

In view of above, it is necessary for a prudent employed to try answering certain questions
like:

• Whether the recruitment methods are appropriate and valid?

• Whether the recruitment process followed in the organization is effective at all or not?

METHODS OF RECRUITMENT

Recruitment methods refer to the means by which an organization reaches to the

potential job seeker. It is important to mention that the recruitment methods are different
from the resources of recruitment. The major line of distinction between the two is that
while the former is the means of establishing links with the prospective candidates, the
latter is location where the prospective employees are available. Dunn and Stephen
have broadly classified methods of recruitment into three categories. These are;

 Direct Method;
 Indirect Method;
 Third Party Method

Brief descriptions of these are follows:

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Direct Method:

In this method, the representatives of the organizations are sent to the potential
candidates in the educational and training institutes. They establish contacts with the
candidates seeking jobs. Person pursuing management, engineering, medical, etc.
programmers are mostly picked up the manner.

Sometimes, some employer firm establishes with professors and solicits information
about student with excellent academic records. Sending the recruiter to the conventions,
seminars, setting up exhibits at fairs and using mobile office to go to the desired
centers are some other methods used establish direct contact with the job seekers.

Indirect Method:

Indirect methods include advertisements in the newspaper, on the radio and television, in
professional journals, technical magazines, etc. this method is useful

when organization does not find suitable candidates to be promoted to fill up the higher posts,

When the organization want to reach out a vast territory, and when organization wants to fill
up scientific, professional and technical posts.

The experience suggests that the higher the position to be filled up in the organization,
or the skill sought by the sophisticated one, the more widely dispersed advertisement is
likely to be used to reach too many suitable candidates. Sometimes, many organizations
go for what referred to as blind advertisement in which only Box No. is given and
the identity of the organization is not disclosed. However, organizations with regional
or national repute do not usually use blind advertisements for obvious reasons.

While placing an advertisement to reach to the potential candidates, the following

three points need to borne in mind:

 To visualize the type of the applicant one is trying recruit;

 To write out a list of the advantages the job will offer;
 To decide where to run the advertisement , i.e., newspaper with local,
state, nation-wide and international reach or circulation.

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Third Party Method:

These include the use of private employment agencies, management consultants,

professional bodies pr associations, employee referral or recommendation, voluntary
organization, trade banks, labor contractors, etc., to establish contact with the job seekers.

Now, a question arises; which particular method is to be used to recruit employee in

the organization? The answer to it is that it will depend on the policy of the particular
firm, the position of the labor supply, the government regulations in this regard and
agreements with labor organizations. Notwithstanding, the best recruitment method is
to look first within the organization.

EFFECTIVENESS OF RECRUIITMENT PROGRAMME

Though there has so far not been evolved any formula such that makes recruitment
programme necessitates having certain attributes such as:

 A well – defined recruitment policy.

 A proper organizational structure.
 A well - laid down procedure for locating potential jobseekers.
 A suitable method and technique for tapping and utilizing these
candidates
 A continuous assessment of effectiveness of recruitment programme and
incorporation of suitable modifications from time to improve the
effectiveness of the programme.
 An ethically sound fool-proof telling an applicant all about the job and
its position, the firm to enable the candidate to judiciously decide
whether or not to apply and join the firm, if selected.

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 SELECTION

MEANING AND DEFINITION.

Selection is the process of picking individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization. A formal definition
of Selection is:-

“ It is the process of differentiating between applicants in order to identify (and

here) those with a greater likelihood of success in a job.’’

Recruitment and selection are the two crucial in the HR process and are often used
interchangeably. There I, however, a fine distinction between the two steps. While
recruitment refers to the process of identifying and encouraging prospective employees to
apply for jobs, selection is concerned with picking the right candidates from the pool of
applicants. Recruitment is said to be positive in its approach as it seeks to attract as many
candidates as possible. Selection, on the other hand, is negative in its application in as it
seeks to eliminate as many unqualified applicants as possible in order to identify the right
candidates.

ROLE OF SELECTION

The role of selection in an organization’s effectiveness is crucial for at least, two reasons;
first, work performance depends on individuals. The best way to improve performance is to
hire people who have the competence and the willingness to work. Arguing from the
employee’s viewpoint, poor or inappropriate choice can be demoralizing to the individual
concerned (who finds himself or herself in the wrong job) and de-motivating to the rest of the
workforce. Effective selection, therefore, assumes greater relevance.

Second, cost incurred in recruiting and hiring personnel speaks about volumes of the
selection. Costs of wrong selection are greater.

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 STEPS IN SELECTION PROCESS

ORGANISATION FOR SELECTION

Until recently, the basic hiring process was performed in a rather unplanned manner in many
organizations. In some companies, each department screened and hired its own employees.
Many managers insisted upon selecting their own people because they were sure no one else
could choose employee for them as efficiently as they themselves could. Not anymore.
Selection is now centralized and is handled by the human resources department.

Ideally, a selection process involves mutual decision-making. The organization decides

whether or not to make a job offer and how attractive the offer should be. The candidate
decides whether or not organization and the fob offer fit his or her needs and goal. In reality,
the selection process is highly one-side. When the job market is extremely right, several
candidates will be applying for a position, and the organization will use a series of
screening devices to hire the candidates it feels is most suitable. When there is a
shortage of qualified workers, or when the candidate is a highly qualified executive or
professional who is being sought after by several organizations, the organizations will
have to sweeten its offer and come to a quicker decision.

27
NEW METHOD OF SELECTION

In recent years, HR specialists have found out new methods of selection. These approaches
are deemed to the alternatives to the traditional methods of selection.

Two intersecting alternatives are participative selection and employee leasing. Participative
selection that subordinates participates in the selection of their co-workers and supervisors.
The idea is that such participation will improve quality, increase support for the selected
supervisors and co-workers, and improve employee morale. In employee leasing, the client
company leases employees from a third part, not on a temporary basis, but rather ate leased as
full-time, long-term help. An interesting feature of this method is that the client
company need not perform such personnel activities as hiring, compensation or record
keeping. The advantages of employee leasing are significant. The client is relived from
many administrative burdens, as well as the need to employ specialized personnel employees.
Further, employees not recruited by one client are sent to another client company for
employment.

SELECTION IN INDIA

Conditions of labor market largely determine the selection process. As is well known, we
have a strange paradox in our country. There is large-scale unemployment juxtaposed with
shortage of skilled labor. ‘No Vacancy’ boards are seen along with ‘wanted…’ hung on
factory gates everywhere’.

Unemployment prevails among people who are unemployable-individuals who have acquires
university degrees but do not possess any specific skills. Matriculates, B.A.’s, B.Com’s, and
B.Sc’s fall into this category. All the evils associated with selection –corruption, favoritism
and influence- are found in hiring these people. Selection is obviously, not systematic and
times bizarre too.

Selection practices in hiring skilled and managerial personnel are fairly well defined and
systematically practiced. Particularly in hiring managerial personnel and executives, a lot
of professionalism has come in, thanks to the realization that these individual are difficult
to come by and no effort is too excess to attract them. Specialist agencies to available

28
whose services are retained for hiring technical and managerial personnel. Merit and not
favorite, objectivity and subjectivity will be the criteria for such selections.

29
OBJECTIVES

30
 OBJECTIVES OF THE PROJECT.

Every task is undertaken with an objective. Without any objective a task is rendered

meaningless. The main objectives for undertaking this project are:

• To study the recruitment and selection procedure followed in IMPERIAL AUTO

INDUSTRIES LTD.SIDCUL, PANTNAGAR.

• To determine which recruitment and selection practices are most effective.

• To identify areas where there can be scope for improvement.

• To determine how the recruitment and selection practices affect organizational

outcomes.

• To give suitable recommendation to streamline the hiring process.

• To study the various sources of recruitment followed in IMPERIAL AUTO

INDUSTRIES LTD.SIDCUL, PANTNAGAR.

• To learn what is the process of recruitment and selection that should be followed.

31
Importance and scope

32
 Importance and scope

 This project will provide a value insight on the topic.

 This project will help to get the practical knowledge in employee hiring in the
organization.

 The project will equip me for my future in H. R. M.

 It helps to understand the organizational structure & processes in the practical

settings.

 Gain an opportunity to analyze real life programs and apply the concept and theory

learnt in the class room lectures.

 Got exposures on real life organizational problem and receive an opportunity to work

on them intensively.

 Learn corporate environment.

 Better understanding of the automobile industry and what it takes to get where they

want to go.

 Gain knowledge about various HR policies & now these policies act as HR strategies

& then converted into HR deliverables through HR policies.

 Upgrade skills & knowledge in computer especially Ms. Office/Word , ERP & M.S

Excel.

 Etiquette one need to talk with different professional of different temperament.

33
INDUSTRY PROFILE.

34
The automotive industry designs, develops, manufactures, markets, and sells motor vehicles,
and is one of the Earth's most important economic sectors by revenue.

The term automotive industry usually does not include industries dedicated to automobiles
after delivery to the customer, such as repair shops and motor fuel filling stations.

History

The first practical automobile with a petrol engine was built by Karl Benz in 1885 in
Mannheim, Germany. Benz was granted a patent for his automobile on 29 January 1886, and
began the first production of automobiles in 1888, after Bertha Benz, his wife, had proved
with the first long-distance trip in August 1888 (104 km (65 mi) from Mannheim to
Pforzheim and back) that the horseless coach was absolutely suitable for daily use. Since
2008 a Bertha Benz Memorial Route commemorates this event.

Soon after, in 1889, Gottlieb Daimler and Wilhelm Maybach in Stuttgart designed a vehicle
from scratch to be an automobile, rather than a horse-drawn carriage fitted with an engine.
They also are usually credited as inventors of the first motorcycle, the Daimler Reitwagen, in
1885, but Italy's Enrico Bernardi, of the University of Padua, in 1882, patented a 0.024
horsepower (17.9 W) 122 cc (7.4 cu in) one-cylinder petrol motor, fitting it into his son's
tricycle, making it at least a candidate for the first automobile, and first motorcycle Bernardi
enlarged the tricycle in 1892 to carry two adults.

Until 2005, the U.S.A. led the world in total automobile production. In 1929 before the Great
Depression, the world had 32,028,500 automobiles in use, and the US automobile industry
produced over 90% of them. At that time the U.S. had one car per 4.87 persons. In 2006,
Japan narrowly passed the U.S. in production and held this rank until 2009, when China took
the top spot with 13.8 million units. By producing 18.3 million units in 2010, China produced
nearly twice the number of second place Japan (9.6 million units), with the U.S. in third place
with 7.8 million units.

35
Safety

Today’s vehicles are graded on stricter and more precise parameters than ever before from
weight to safety to durability and anywhere and everywhere in between. New materials have
brought out new techniques for construction and vehicle design. The introduction of plastics
has advanced the technology used for making newer vehicles. New plastics technologies
allow manufactures to answer to the call for advancements. Plastics can be used in various
technologies on vehicles for structural safety to visual appearance. These new plastic
innovations allow new technologies to be used in vehicles for safety to comfort purposes.
Plastics also allow for cost effective changes to be made to newer vehicle while still
maintaining high safety and comfort requirements of the industry. These advancements in
plastic material usage in modern vehicles are the footholds for the future of the automotive
industry.

Economy

Around the world, there were about 806 million cars and light trucks on the road in 2007,
consuming over 260 billion US gallons (980,000,000 m3) of gasoline and diesel fuel yearly.
The automobile is a primary mode of transportation for many developed economies. The
Detroit branch of Boston Consulting Group predicts that, by 2014, one-third of world demand
will be in the four BRIC markets (Brazil, Russia, India and China). Other potentially
powerful automotive markets are Iran and Indonesia. Emerging auto markets already buy
more cars than established markets. According to a J.D. Power study, emerging markets
accounted for 51 percent of the global light-vehicle sales in 2010. The study expects this
trend to accelerate.

36
COMPANY PROFILE

37
COMPANY PROFILE

38
 FOUNDERS OF IMPERIAL

Mr. S.B. SARDANA.

(MANAGING DIRECTOR)

MR. JAGJIT SINGH.

(CHAIRMAN)
39
 COMPANY INTRODUCTION

 Established in the year 10 May 1969

 Largest Integrated manufacturer of ‘Fluid Transmission Products’ (FTP’s)
 Eight dedicated manufacturing / assembly plants

 Multi location manufacturing facilities having diversified product portfolio
 Expected to cross Group Turnover of US $ 155 Million (Rs. 700 Crores) by FY 2010-
11
 3000 employees
 ISO / TS 16949:2009 certified company
 Strategic and Technical Alliances with Major International Global Presence and Scale
 High level of quality and commitment to continuous improvement.

40
 IAI Introduction
 ‘Rudrapur Plant at present is known as mini IMPERIAL AUTO INDUSTRIES LTD.
manufacturing plant, where all product varieties are covered under one shade.

 Achieved a turnover of 105 crore (more than business plan) in the Financial Year
2011~2012 .

IAI Vision, Mission, & Goal

Our Vision

“To become a globally recognized, financially

strong Company, sustaining undisputed leadership
in the Indian market”.

41
 Mission

“To enable people & processes of all our business group to realize full
potential”.

Goal

“Zero defect products are sent to the customer”.

42
 Our Existing Customer Partners

TATA MOTORS LTD. MAHINDRA

&
MAHINDRA LTD.

Ashok Leyland Swaraj Tractors Ltd.

43
PRODUCT RANGE.

44
45
Fuel Injection Fuel &

Tubes Vacuum Hoses

46
CRDi Tubes EGR & Bellows

Branch Hoses Co-Extruded Hoses

47
 Silicone Hoses

Hydraulic Tubes Radiator &

48
Heater Hoses

49
TRADE PROFILE.

50
 History of iAi- Rudrapur and Key Milestones

Quality System.

• Imperial Auto Ind. Rudrapur Plant is ISO/TS 16949 :2009 certified. Latest Issue:

24/03/2011, expiry Date: 23/03/2014.

• “We are committed to provide world-class products and services with due concern for

the Environment and Safety of our workmen and products”.

51
 Our Existing Customer Partners

1. ENGINE.

• Tata Motors

• Ashok Leyland

• Mahindra & Mahindra.

2. AUTOMOTIVE.

• TATA Motors

• Ashok Leyland

• Mahindra and Mahindra

• Punjab Tractor

52
 Diversified Vehicle Mix

Segment Customers

Engines Tata motors, Mahindra & Mahindra and Ashok Leyland

Tractors Mahindra & Mahindra and Ashok Leyland

Commercial vehicles Tata motors, Mahindra &Mahindra and Ashok Leyland

53
Supplier of Widest Variety of Parts

 IAI-Rudrapur supplies ~ 1000 active part numbers for various automotive and

industrial applications

 ~550 to TATA Motors

 ~350 to Ashok Leyland

 ~100 to Mahindra & Mahindra

 ~300 new parts, under development

54
MANUFACTURING LINE

1. BRAKE PIPE ASSY.

2. NYLON ASSY

3. FUEL INJECTION PIPES

4. FABRICATED PIPES
5. FLEXIBLE ASSY.

55
 1. BRAKE PIPE ASSY.

2. NYLON TUBE ASSEMBLIES

56
3. FUEL INJECTION PIPES

4. FABRICATED PIPE

57
5. FLEXIBLE ASSY.
 L.P Hose Assy.
 CNG Pipe Assy.
 HP Hose Assy.

LP Hose Assy.

58
CNG Pipe Assy.

59
HP Hose Assy.

60
Recruitment Procedure of IMPERIAL AUTO INDUSTRIES
LTD, SIDCUL, PANTNAGAR., SIDCUL, PANTNAGAR.,
SIDCUL, PANTNAGAR..

61
 GENERATE VACANCY.

VERIFICATION BY HR

APPROVAL BY PLANT HEAD.

PREPERATION OF JOB-DESCRIPTION

CONTACT TO CONSULTANTS

RESUMES ARE FORWARDED BY CONSULTANTS

SHORTLISTING THE RESUMES

PRELIMINARY INTERVIEW

FINAL INTERVIEW

HRM ROUND

FINAL JOINING

62
 REASERCH
METHODOLOGY

63
 REASERCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical, financial

problems. These problems in life call for acceptable and effective solutions and for this

purpose, research is required and a methodology applied for the solutions can be found out.

Research was carried out at IMPERIAL AUTO INDUSTRIES LTD.SIDCUL,

PANTNAGAR to find out the “Recruitment and selection process”.

Research is a common parlance refers to a search for knowledge. Research is also defined as

a scientific and systematic research for pertinent information on a specific topic. In fact

research is a scientific investigation.

Research methodology is a procedure designed to an extent to which it is planned

evaluated before conducting the enquiry and extent to which the method for making decisions

is evaluated before conducting the enquiry and the extent to which the method for making

decisions is evaluated. The research methodology if scientifically developed enables the

research with high degree of confidence, cause and effect between the research activities and

outcomes.

64
 STEPS IN RESEARCH.
 Understanding the existing procedure of recruitment and selection in the organization.

 Meeting with different employees of the organization to incorporate their views.

 Obtaining the opinion and suggestions of the employees.

 Collect the information from various websites, existing data of the company.

 Prepare questionnaire on the basis of above information.

 Gather information from different source like books Internet magazines etc.

 On the basis of the answers from the employees and the information gathered from other

sources prepare the report.

RESEARCH DESIGN

“The research design is the conceptual structure with in which research is conducted it

consist the blue print of the collection measurement and analysis of data.”

In that project the research design was adopted for the “Descriptive research study” The

major emphasis was on to understand the recruitment and selection process of the employees in the

organization.

65
 SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population. If refers

to the technique or the procedure the researcher would adopt in selecting items for the sample.

The sample design is determined before data are collected.

The sampling used for the study is “Convenience Sampling”. Under this sampling design

every item or the universe has equal chance or inclusion in the sample because this is

Consumers’ Perception survey, so we give each person at any place an equal probability of

getting into the sample.

The implications of random sampling are:

1. It gives each element in the population an equal probability of getting into the sample; and

all choices are independent of one another.

2. It gives each possible sample combination an equal probability of being chosen.

TYPES OF DATA

In the survey two types of data are collected:

1. Primary data: These data’s are those which are collected for the first time and therefore

original in nature.

2. Secondary data: Data, which have already been collected by someone else and hence

passed through the statistical process.

66
 DATA COLLECTION

 PRIMARY DATA COLLECTION

For the collection of the primary data following methods were used :

1. Interview method: Personal interviews of the customers are taken at different levels to get

their opinions and suggestions. And the interview was structured in nature.

2. Questionnaire method: Structured questionnaire on the basis of information collected

from different sources. The questionnaire contains both open and ended questions.

 SECONDARY DATA COLLECTION

Secondary data were collected from the following sources :

1. Books related to topic

2. Organization documents

3. Websites

 STATISTICAL TOOLS USED

Statistical` a tool used in the project study is- Tables and Pie chart.

Data Source : Primary and Secondary

Data Approach :Questionnaire

Sample Size : 20

Area of Survey : IMPERIAL AUTO INDUSTRIES LTD. SIDCUL PANTANAGAR

67
DATA ANALYSIS.

68
Q.1 how do you rate the HR practices of the company?

0% 10%

45% VERY GOOD

GOOD
45%
AVERAGE
BAD

ANALYSIS: 45% said that HR practices are good, 45% said average & 10% said very
good.

Q.2 Are you satisfied with the present method being followed by the company for
recruitment and selection?

15%

YES

85% NO

ANALYSIS: 85% employees are satisfied with the recruitment process & rest 15% is
not satisfied.

69
Q.3 When do you prefer to go for manpower planning?

35%
YEARLY
55%
QUARTERLY
10%
NO FIXED TIME

ANALYSIS: 55% said yearly, 35 % said no fixed time & 10% said quarterly.

Q.4 what recruitment sources are used in your company?

ADVERTISEMENT

0%
EMPLOYEE
15%
REFERRAL
15%
CONSULTANTS
70%
0%
PORTALS

ALL

ANALYSIS: 70% employees goes with all sources, 15% goes for consultants & 15% for
employee referral.

70
Q.5 what form of interview did you prefer?

0% PERSONAL
INTERVIEW
15%
10% TELEPHONE
INTERVIEW
75% VIDEO
CONFERENCING
OTHER

ANALYSIS: 75% employees prefer personal interview, 15% prefer video conferencing
& 10% prefer telephone interview.

Q.6 which source of recruitment is better for the company?

10%
15%
INTERNAL
EXTERNAL
75%
BOTH

ANALYSIS: 75% employees said both sources of recruitment are better, & 10% goes
with internal, & 15% goes with external.

71
Q.7 what are the sources for external recruitment are preferred?

0% CAMPUS INTERVIEW

30% 15%
PLACEMENT
AGENCIES
65% DATA BANK

CASUAL APPLICANTS

ANALYSIS: 65% employees said placement agencies, 30% said data bank, & 15% said
campus interview.

Q.8 What are the sources for internal sourcing among the following ?

10% 0% 0% PRESENT
PERMANENT
EMPLOYEES
PRESENT
TEMPORARY
90% EMPLOYEES
RETRENCHED/RETIR
ED EMPLOYEES

ANALYSIS: 90% employees said present permanent employees & 10% said present
temporary employees.

72
Q.9 Do you use any of the following test during the process of recruitment?

WRITTEN

15% APTITUDE
25%
20%
GROUP DISCUSSION
40%
PSYCHOMETRIC
0%
TEST
OTHER

ANALYSIS: 40% employees goes with aptitude test, 25% with written test, 20% with
psychometric test, & 15% said other.

Q.10 Does the company follow different recruitment process for different grades of
employees?

30%

YES
70% NO

ANALYSIS: 70% employees go with yes & rest 30% goes with no.

73
Q.11 how do you rate the recruitment procedure?

0%

10% 15%
SHORT
AVERAGE

75% LONG
VERY LONG

ANALYSIS: 75% employees said that the recruitment process is average, 10% said
long & 15% said it is short.

Q.12 How many rounds of interview are conducted?

0%
10% 1 -3 ROUNDS

3-5 ROUNDS
90%
MORE THAN 5
ROUNDS

ANALYSIS: 90% employees go with 1-3 rounds & rest 10% goes with 3-5 rounds.

74
Q.13 Are you satisfied with round of interviews conducted?

5%
10%
0
YES
NO
85% TO SOME EXTENT
CAN'T SAY

ANALYSIS: 85% employees said yes, 10% employees said to some extent and 5% can’t
say.

Q.14 Is the organization doing timeliness recruitment & selection process?

35%

YES
65%
NO

ANALYSIS: 65% of the employees said no and rest 35% said yes about the timeliness
recruitment & selection process.

75
Q.15 Do you want to give any suggestion regarding the company’s recruitment policy?

30%

YES
70%
NO

ANALYSIS: 70% employees said yes & 30% said no.

76
FINDINGS

77
 FINDINGS:-

In this research I tried to find out the process of recruitment and selection in an organization.

I found in my study that most of the recruitment is done through the consultants or third party

but the employees of the organization also suggest recruiting and selecting people through the

internal sources also. 85% people said that the recruitment and selection process time period

is average and they are satisfied with the recruitment process in the organization.

70% employees prefer both (ie: internal and external) sources for recruitment.

78
CONCLUSION

79
 CONCLUSION

Recruitment and selection are getting very much importance these days in the organization. It
is very critical thing to evaluate the human resources.

It is a systematic procedure that involves many activities. The process includes the step like
HR planning attracting applicant and screening them. It is very important activity as it
provides right people in right place at right time. It is not an easy task as organization’s future
is depends on this activity. If suitable employees are selected which are beneficial to the
organization it is at safe side but if decision goes wrong it can be dangerous to the
organization. So it is an activity for which HR department gets very much importance.

Recruitment and selection procedure and its policies changed as per the organization.

Its importance also gets changed as the organization changed.

80
SUGGESTIONS.

81
 SUGGESTIONS.

 Manpower requirement for each department in the company is identified well in

advance.

 Time management is very essential and it should not be ignored at any level of the
process.

 The recruitment and selection procedure should not to lengthy and time consuming.

 The candidates called for interview should be allotted timings and it should not
overlap with each other.

 Company should adopt internal recruitment policy.

82
LIMITATIONS

83
 LIMITATIONS:-

The limitations of the study are as follows:

TIME AVAILABILITY: - The time available is limited for the analysis of the topic

recruitment & selection. So it is not possible for making all the details study of entire topic &

give effective suggestion to overcome the problem.

IMPACT OF INFATION: - The limitation associated with changes the policies,

technologies & working scenario/ conditions regarding the whole functionality (production,
manufacturing, research, etc) time to time. It creates the lot of effect on the sales & company
revenue. Some employees are more dissatisfied due to this.

CONCEPTUAL DIVERSITY: - There is a difference of opinion regarding various

concept uses to complete the project. Because there are more difference into class lectures &
practical working or working place of an organization.

RESPONDENT: - The data was collected through questionnaire. The responds from the
respondents may not be accurate or may be biased.

84
BIBLIOGRAPHY.

85
 BIBLIOGRAPHY.

www.hrmguide.com

www.google.com

www.impauto.com

www.hr.com

www.hrtopics.com

BOOKS:

 Aswathappa K - Human Resource and Personnel Management (Tata McGraw Hill, 5thEd.).
 Biswajeet Pattanayak, Human Resource Management, 3rd edition, Prentice Hall India
 Bernardi – Human Resource Management (Tata McGraw Hill, 4th Ed.)
 Rao VSP – Human Resource Management, Text and Cases (Excel Books, 2ndEd.),
 Ivansevich – Human Resource Management (Tata McGraw Hill, 10thEd.)
 Dessler – Human Resource Management (Prentice Hall, 10th Ed.)

86
ANNEXURE

87
 QUESTIONNAIRE FOR THE RESEARCH

Q.1) When are the resources need and forecasted?

 Quarterly
 Monthly
 Annually
 Not fixed

Q.2)How do you rate the recruitment procedure?

 Short 
 Average
 Long
 Very long

Q.3) Which method do you mostly prefer form the following for recruitment and selection?

 Direct method
 Indirect method
 Third party

Q.4) What sources you prefer for recruitment and selection?

 Internal sources
 External sources
 Both

88
Q.5)Which is the best sources for R&S process?

 Internal
 Consultants
 Print media
 Electric media

Q.6) Which method should be used for recruitment?

 Structured
 Unstructure
 Problem questions
 Case study question

Q.7) Recruitment & selection process is effective for the organization objective?

 Strongly
 Agree
 Strongly disagree
 Disagree

Q.8) Recuitment & selection increase efficiency in the organization in the organization
activities?

 Strongly
 Agree
 Strongly disagree
 Disagree

!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

89