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The recruitment and selection procedure of the company determines the level of
achieving organizational goals in the long run. As per definition it is stated that which
is all about selecting right person for the right job at the right time at the best possible
position. Although it sounds quite simple but it is also not an easier job to evaluate a
person with his ability and skills that may satisfy the core competency for the job so
that his degree of willingness to pursue a job becomes positive. From job seeker’s
prospective it is the core competencies, which matter much for a job. So it is the
effective recruitment and selection procedure, which determines not only the right
I have chosen Bajaj motors for studying their methods of recruitment and
selection function. In the course of study I came to know that, it has the probability of
achieving more than 50% of the people to be placed for the right job, which reflects
some of the unique ways for recruiting the candidates to fill up various vacancies.
The aim of the company is to achieve overall organizational goal not only by way of
fulfilling the targeted top-line but also employee satisfaction towards various position
of job to the maximum level. This I will see as I proceed subsequently in my Research.
organizational vacancies. It also can be said in another way that bringing together those
It is important to study Recruitment and Selection because through it I can identify our
human resource needs. I can know what kind of people must be select to fill up the
specified vacancies.
The ideal recruitment effort will attract a large number of qualified applicants who will
take the job if it is offered. It should also provide information so that unqualified
applicants can self select themselves out of job candidacy, that is, a good recruiting
program should attract the qualified and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to know the
recruiting sources. There are internal and external sources as well as employee
referrals/recommendation.
find out actual recruitment and selection process of Company is my main objective of
study.
Through this kind of surveys I will be able to achieve real recruitment program of the
company where for all kinds of operational level technical qualification is needed. I
also have the picture of Selection cost of the company. It is very interesting to study
recruitment and selection process as it will give me clearer picture of the process.
TABLE OF CONTENTS
1 Acknowledgment
2 Preface
3 Executive Summary
4 Table of Contents
8 Research Methodology
9 Data Analysis
10 Conclusion
11 Limitations
12 Suggestions
13 Annexure
14 Questionnaire
15 Bibliography
INTRODUCTION
Proper selection can minimize the costs of replacement and training, reduce legal
challenges, and result in more productive workforce. The primary purpose of selection
activities is to predict which job applicant will be successful if hired. During the
selection process, candidates are also informed about the job and the organisation.
The discrete selection process would include the following: initial screening interview,
all applicants go through every step in the selection process and the final decision is
predictor, a selection device should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help them predict
whether an applicant will prove to be a successful job performer. The application blank
is effective for acquiring hard biographical data, while the weighted application can
Traditional tests that assess intelligence, abilities and personality traits can predict job
proficiency but suffer from being non-job related. On the other hand, interviews
consistently achieve low marks for reliability and validity. Background investigations
are valuable when they verify hard data from the application, although they offer little
practical value as selection devices. Physical examinations are valid when certain
RECRUITMENT
because with the help of these functions the management selects the best available
candidate from a batch of them. The organizations, in this growing competitive world,
need to have the best of the manpower so as to have an edge over its competitive.
employees and stimulating and encouraging them to apply for jobs in an organization."
manpower to meet the requirements of the staffing schedule and to employ effective
Planned.
Anticipated.
Unexpected.
Planned need arise from changes in the organization and retirement policy. These
occur due the expected changes in the organization so the management can make a
FEATURES:
It is positive process because in this activity the employers want to have the
It is an on going function in all the organizations, but the volume and nature of
recruitment varies with the size, nature and environment of the organization.
conditions etc.
SOURCES OF RECRUITMENT
The retired and retrenched employees who want to return to the company.
Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
Employment Exchanges.
During my short stint at DIL, it was observed that the recruitment need of DIL is
manual workers. The importance of the process could be understood that the
present work force of DIL is 2,500 employees. Hence, the recruitment and selection
procedure should match the complexities of the need and at the same should
Selection is the process of choosing the best candidate out of the all the applicants.
In this process, relevant information about the applicants is collected through a series of
It is the process of matching the qualifications with those required for the job so that
the candidate can be entrusted with the task that matches with his credibility.
It is a process of weeding out unsuitable candidates and finally identifying the most
suitable candidates.
This process divides the candidates into two categories-the suitable ones and the
unsuitable ones. The suitable people prove to be the asset for the organization.
minimize the number of people at each step so that the final decision can be in the light
of all the factors and at the end of it best candidate is selected. Selected candidate the
Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
Preliminary Interview is the initial screening done to weed out the undesirable
candidates. This is mainly a sorting process in which the prospective candidates are
given the necessary information about the nature of the job and the organization.
Necessary information about the candidate is also taken. If the candidate is found
suitable then he is selected for further screening else he is dropped. This stage saves
the time and effort of both the company and the candidate. It avoids unnecessary
waiting for the candidate and waste of money for further processing of an
unsuitable candidate.
Application Form is a traditional and widely used device for collecting information
from candidates. This form asks the candidates to fill up the necessary information
regarding their basic information like name, address, references, date of birth,
organization and other such information. This form is of great help because the
scrutiny of this form helps to weed out candidate who are lacking in education,
formulation of questions, which will be asked in the interview. These forms can also
Selection Tests are being increasingly used in employee selection. Tests are sample
provides a systematic basis for comparing two or more persons. The tests help to
also helpful in better matching of candidate and the job. These reveal the
information obtained through application form and test can be crosschecked in the
interview.
The applicants who have crossed the above stages have to go through Physical
Examination either by the company's physician or the medical officer approved for
the purpose. The main aim is to ensure that the candidate is physically fit to perform
the job. Those who are found physically unfit are rejected.
The next stage marks of checking the references. The applicant is asked to mention
in his application form the names and addresses of two or three person who know
him well. The organization contacts them by mail or telephone. They are requested
to provide their frank opinion about the candidate without incurring a liability. The
opinion of the references can be useful in judging the future behaviour and
performance of a candidate.
The executives of the concerned departments then finally approve the candidates
of an appointment letter mentioning the post, the rank, the salary grade, the date by
which the candidate should join and other terms and conditions in brief.
without selecting right persons for the required job. Faulty selection leads to
Bajaj motors India Ltd. selects the future employees keeping everything in mind right
from the qualification of the employees to the future prospects-both of the organisation
The first step involves the filling up of Manpower Indent Form. This form is filled up
by the department, which is having the vacancy. The form consists of various questions
which are to be answered like if the current vacancy is a replacement vacancy, its
reason is to be specified -the factors which resulted it like death, retirement etc.
The department is required to give the qualifications that the future candidate should
possess.
In the next step, this form is given to the Human Resource (HR) department; this
department sees if the position can be filled through internal sources. The internal
sources can be transfers, promotion etc. In the case of internal sources, the
department has to give reasons for it. The form then goes to the Corporate HR for its
approval.
When the suitable candidate is not available within the organisation, the organisation
If the number of employees required is large then the company has in its consideration
three ways-
Advertisements.
The company maintains a databank of the candidates, which is used when the number
candidates who had applied in the organisation earlier but due to some reasons could
Advertisements are the second big source to attract the candidates. These are having
much larger scope and reach to a number of people. The qualifications required by the
Large number of consultants also constitutes a big source. Many people register
themselves with these consultants and they act as a bridge between the organisation and
the candidates. The consultants provide the company required details about all criteria.
These consultants are fixed for the organisation, which are chosen on the basis of their
counterparts can perform the job efficiently or not. If need arises then they are also
But if the number of vacancies is very small then the organisation takes the help of the
local consultants.
The candidates are then required to fill up the Application Form. This form requires the
candidate to fill the details regarding the previous employment, if any and his personal
data. The form is having details regarding like the marital status, organisation structure,
the position held by the candidate, his salary structure, the top three deliveries to the
organisation that proved to be beneficial to the organisation, career goals, his strengths
After the application form has been duly filled and submitted, the selection process
starts wherein the candidate has to pass through various stages and interview. The
interview panel consists of the persons from Corporate (HR), and other persons
including the executives from the department for which the vacancy is to be filled.
The selected candidates are then short-listed. The short listed candidates are then given
priority numbers; this is due to the reason that sometimes the candidate who is having
first priority is unable to join the organisation due to some reasons then in that case the
candidate next in the priority list is given preference. The candidate has to under go
explained his/her duties. This phase marks the end of the selection procedure.
Bajaj motors India Ltd.also performs Campus interviews as and when the need arises.
trains the people in the working of the organisation and gives then stipend. If these
trainees are found useful to the organisation then they are absorbed in the organisation
else they are given certificate so that they can show this as an experience and get a job
elsewhere.
RECRUITMENT AND SELECTION IN BAJAJ MOTORS
R.S.M.
Delhi Manager Manager International Manager
FFP Department MRTG. CSC & Automation
Manager
Sales
Deputy Product Brand
Manager Sales Manater Manater
Officer Officer
Officer
Sales
HRM in the vehicle Industry
When we talk of human resource management, we have in our mind a variety of things.
These include:
Training
These aspects of human resource management and development are essential for every
sector but in the case of tourism, they have a special significance. This is because
tourism is a service industry and here the customer is not only buying a service or a
product but he is also experiencing and consuming the quality of service which is
reflected in the performance of the person involved in the production and delivery of
the service. Since what is marketed here is a relationship between the customer and the
producer of services, the importance of human resources becomes vital for the success
of the business. Generally, in such service operations the emphasis has been on
courtesy and efficiency and it is assumed that the service in tourism is all smiles and
effective communication. However, with the changing nature of tourism and growing
special sation only smiles, communications skills and courtesy will not serve the
purpose. For example, a guide may be very good in communication but unless he or she
is equipped with knowledge and information related to the monument or the city, he or
she will not be able to perform quality service. Similarly, a driver may be very good at
driving but unless he knows the roads and addresses of the city, only his driving
here that tourists, whether foreign or domestic, are increasingly becoming more
be taken at both macro as well as micro levels. At the macro level, one takes into
account the educational and training infrastructure available in a country and the efforts
initiated by the ICAO. This also includes the efforts initiated by the private sector. At
the micro level, one takes into account how best individual organizations plan and
Resources) with the Taj Group of Hotels, is of the opinion that two central features
common to all sectors of the tourism industry must be considered in this regard:
Jan Carlzon has defined MOT “as an intention between a customer and an organization,
which leads to a judgement by the customer about the quality of service received by her
or him”. In tourism industry, 95% of the MOTs take place between customers and the
front line staff and most of the time they are not visible to the management. For
conducting the tour is not visible to the management. Yet, the tourist’s experience of
the holiday is dependent on how the staff manning such services has treated him or her.
Mahesh has pointed out that in case of negative experiences, only less than five percent
cases get reported to the management by the customers and hence according to him the
crucial questions is “are human beings capable of doing their job correctly, willingly
and with a smile, when they know that their management is most unlikely to be able to
see or hear them, let alone bear of their failure to do so”? This puts additional on the
companies and even destinations are known for their hospitality and are even termed as
this area show that they have achieved this, status, through effective human resource
Are highly focused and consistent in everything they do and say in relation to
employees,
Stress the importance of team work at each level of the organization and
These companies give less emphasis on hierarchy and formal relationship rather; they
adopt flat organizational structure in terms of span of control. Johnson further states
A dedication to teamwork
inter related area in the area of tourism. Sarah Mansfield has identified four key
her are
1) Customer care ‘starts at the top’ was meaning that commitment to the principle
style but also an attitude, ethos or culture of the organization which overrides
the management techniques used, such that in the absence of other instructions
2) ‘Customer care involves everyone’ within the organization. It is not just about
front-line staff. The contrary view ‘only services to reinforce the electricians’ or
administrators, opinion that the standard of service they give in support of the
front-line staff is not important. How can cleaners do the right job unless they
fully appreciate their customer’ needs and the importance of their role? High
or voluntary staff that represents the face of the business to many customers.
3) ‘Care for your staff and they will care for your customers. Too often
organizations look first to the customer, whereas the emphasis should be placed
on the staff. Improving the experience of the staff encourages a better service
and a better experience for customers. More customers are obtained thereby
improving the climate in which management and staff work. Investment and
reinforced.’
4) ‘It’s a continuous’, meaning that ‘customer care is not a quick fix Research but
quality within tourism points clearly to the central role of personnel, at all levels, in
attaining levels, of excellence in this respect. Development the service culture, within a
company, and within tourism industry, cans he seen as crucial to the success of
tourism.” Hence, the activities of an HRD manager in tourism can be categorised as:
Aspect like forecasting, recruiting and induction in the human resource area are taken
needs for the manpower aimed at developing and exploiting the competencies of the
In this Section, we will deal with certain aspects which are relevant for managers or
resource planing can be termed as a process for preparing a plan for the future
personnel needs of an organization. It takes into account the internal activities of the
organization and the external environmental factors. In a service industry like tourism,
such planning also aims at improving the quality of manpower resources. Human
Planning for future needs taking into account how many people with what skills and
Planning for the development of the employees by adopting in-house training and
employees.
properly the production procedure will be hampered. Hence productivity will fall down.
So the organization will be in trouble and it will affect the employer- employee
correct manner. The new candidates should replace the vacant post so that the
production of the company does not hamper. By this the productivity will increase and
the organization will gain profit. So the employer will be happy and will not hesitate to
distribute bonus and increments to the workers. The workers will also be more
Organisation structure:
The whole organisation behaves as a Parivar, with one legal guardian. All directors and
shareholders are from among workers and the entire have taken an oath through
affidavit. In the court of law that neither their family members shall have claim or share
in the assets or profits of the company. All workers of company are the proud owners of
the organisation. The workers believe in the concept that “manpower is superior to
money power”.
external labour markets, who are capable of and interested in filling available
as a linked between Human Resource Planning on the one hand and selection on the
other. Sources of recruitment are through internal and external channels. Bajaj motors
recruits it’s employees both externally as well as internally. Recruitment for the airline
is done through interviews of selected applicants and people who pass the interviews of
selected applicants and people who pass the interview are required to undergo a
Employees are also recruited through internal mobility. This is done on the basis of
merit and seniority. After passing the examination the candidates are called for an
interview along with the employees who have become eligible for promotion on the
basis of seniority.
HUMAN RESOURCE FUNCTIONS
Performance Appraisal.
Security.
Public Relations.
Industrial Relations.
HUMAN RESOURCE PROCESS IN ORGANISATION
Training &
Socialization
Development
Unit Head
Additional General
Manager-Corporate HR &
IR
Deputy Manager-
HR
Assistant HR Supervisor-
Senior Executive- Officer Administratio
HR n
Executive Security
Assistant-HR
Housekeep
ing
General
Administration
COMPANY PROFILE
Bajaj Auto has a technical tie-up with Kawasaki Heavy Industries of Japan to produce a
range of the latest, state-of-art two-wheelers in India. Since the tie-up in 1986, Bajaj
Auto has launched KB100, KB RTZ, KB125, 4S, 4S Champion, Boxer, Caliber,
Caliber115, Wind125 and India's first real cruiser bike, the Kawasaki Bajaj Eliminator.
A Fortune 500 company with a turnover of USD 10 billion (Rs. 45,840crore),
Kawasaki Heavy Industries has crafted new technologies for over a hundred years.
These technologies have redefined space systems, aircrafts, jet engines, ships,
locomotive, energy plants, construction machinery, automation systems, apart from a
range of high quality, high reliability two-wheelers. Kawasaki has given the world its
legendary series of 600-1200cc Ninja and1600 Vulcan bikes. Straight from Kawasaki
design boards, the Kawasaki Bajaj Eliminator redefines the pleasure of "biking" in
looks as well as performance.
Learning:
Learning is how we ensure proactivity.
It is a value that embraces knowledge as the platform for building well informed,
reasoned, and decisive actions.
Innovation:
Innovation is how we create the future.
It is a value that provokes us to reach beyond the obvious in pursuit of that which
exceeds the ordinary.
Perfection:
Perfection is how we set new standards.
It is a value that exhibits our determination to excel by endeavouring to establish new
benchmarks all the time.
Speed:
Speed is how we convey clear conviction.
It is a value that keeps us sharply responsive, mirroring our commitment towards our
goals and processes.
Transparency:
Transparency is how we characterise ourselves.
It is a value that makes us worthy of credibility through integrity, of trust through
sensitivity and of loyalty through interdependence
HISTORICAL BACKGROUND
1977
The Rear Engine Autorickshaw is introduced.
Bajaj Auto achieves production and sales of 100,000 vehicles in a single
financial year.
1976
The Bajaj Super is introduced.
1975
BAL & Maharashtra Scooters Ltd. joint venture.
1972
The Bajaj Chetak is introduced.
1971
The three-wheeler goods carrier is introduced.
1970
Bajaj Auto rolls out its 100,000th vehicle.
1960
Bajaj Auto becomes a public limited company. Bhoomi Poojan of Akurdi
Plant.
1959
Bajaj Auto obtains licence from the Government of India to manufacture
two- and three-wheelers.
1948
Sales in India commence by importing two- and three-wheelers.
1945
November Bajaj Auto comes into existence as M/s Bachraj Trading Corporation
29 Private Limited.
ORGANIZATIONAL CHART
Board of Directors
Rahul Bajaj Chairman
Madhur Bajaj Vice Chairman & Whole-Time Director
Rajiv Bajaj Managing Director
Sanjiv Bajaj Executive Director
D.S. Mehta Whole-Time Director
Kantikumar R. Podar Director
Shekhar Bajaj Director
D.J. Balaji Rao Director
J.N. Godrej Director
S.H. Khan Director
Mrs. Suman Kirloskar Director
Naresh Chandra Director
Nanoo Pamnani Director
Manish Kejriwal Director
Remuneration committee
D.J. Balaji Rao Chairman
S.H. Khan
Naresh Chandra
PRODUCTS PROFILE
BAJAJ AVENGER
Year: 2006
Category: Scooter
Stroke: 4
Transmission
type Belt
final drive:
Physical measures
Other specifications
Year: 2006
Category: Sport
Rating: 68.9 out of 100. Show full rating and compare with other
bikes
Stroke: 4
Gearbox: 5-speed
Transmission
type Chain
final drive:
Physical measures
Other specifications
Fuel capacity:
BAJAJ CT 100 13.00 litres (3.43 gallons)
Reserve fuel
2.00 litres (0.53 gallons)
capacity:
Engine
Type 4 stroke
Displacement 99.27 cc
Carburettor Keihin-Fie
Electrical System
System 12 V, AC+DC
Horn 12 V, DC
Chassis
Suspension
Rear Suspension Swing arm type with dual co-axial springs (spring-
in-spring) and hydraulic shock absorbers
Tyres
Brakes
Fuel Tank
Dimensions
Engine
Four Stroke, Single Cylinder, IDI, Compression
Type
Ignition
Cooling Type Forced Air Cooled
Displacement 416 cc
Max Power 8.5 bhp( 6.25 kW) @ 3600 rpm
Max Torque 20 Nm @ 2400 rpm
Ignition Type Electric start
Transmission Type 4 forward & 1 reverse gear
Clutch Type Single plate,dry friction type,foot operated
Electrical System
System System 12V DC
Chassis
Chassis Type Semi Monocoque
Suspension
Front Suspension Antidive leading link with helical compression
spring & shock absorber
Rear Suspension Independent suspension with spring & shock
absorber
Tyres
Front Tyre Size 4.5x10,8PR
Rear Tyre Size 4.5x10,8PR
Brakes
Front Brakes Hydraulic brakes with auto adjuster
Rear Brakes Hydraulic brakes with auto adjuster
Fuel Tank
Fuel Tank Capacity 8 litres
Dimensions
Overall length 2960 mm
Overall width 1375 mm
Overall height 1810 mm
Wheel Base 2025 mm
Ground Clearance 170 mm
Minimum Turning Radius 2.75 m
GVW 990 kg
Loading Tray
Length (Pick up) 1500 mm
Width (Pick up) 1325 mm
Height (Pick up) 250 mm
Length (HiDec) 1500 mm
Width (HiDec) 1325 mm
Height (HiDec) 1050 mm
BAJAJ RE DISEL MEGA
Engine
Displacement 416.6 cc
Electrical System
System 12 V, DC
Chassis
Suspension
Rear Suspension Swing arm with helical coil compression spring &
shock absorbers
Tyres
Brakes
Fuel Tank
Dimensions
GVW 876 kg
SCOPE OF STUDY
The scope of study is to observe the degree of satisfaction levels of the employer as
well as the employees towards the process of recruitment and selection techniques
adopted by the company. It will also show the deviations if any, towards this affect that
will be experienced in research. Apart from getting an idea of the techniques and
methods in the recruitment procedures it will also give a close look at the insight of
corporate culture prevailing out there in the organization. This would not only help to
aquanaut with the corporate environment but it would also enable to get a close look at
Also the stipulated time for the research is insufficient to undergo an exhaustive study
about the topic assigned and moreover the scope of the topic (recruitment and
selection) is wide enough, so it is difficult to cover all the topic within the stipulated
time.
OBJECTIVE OF STUDY
The basic objective of this report is to “Recruitment and selection process In Bajaj
of the study:-
organization as a whole.
4. To study the work environment and select the pattern of interview, which can
The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and
analysis procedure.
Out of total universe 15 respondents from Bajaj motors have been taken for
convenience. The sample procedure chosen for this are statistical sampling method.
Here randomly employees are selected and interviewed. Information, which I collected,
Under secondary method I took the help of various reference books which I have
mentioned in bibliography and also by way of surfing through the company website.
Primary Data
Secondary Data
organisational structure.
newspaper articles, company brochures and articles on www sites will also be used
selection procedures within the organisation and to test the validity and
departments in terms of the validity and effectiveness of the policies and procedures
Sampling Element
of the organisation. The respondents for the Questionnaire will also be preferably
being panel members of the Recruitment & Selection Board of the organisation.
- Stores
- Finance
- Operations
- Electronics
- Engineering
Sample Extent: The extent of the sample is confined to the Sahibabad operations
Sampling Technique
Judgement Sampling would be used for the purpose of choosing the sample for the
thorough knowledge about all the respondents within the Personnel Department of
Again Judgement sampling would be effectively used in identifying the typical non
- HR Departments within the organisation and subsequently for the location and
The analysis of the various sources of recruitment and selection devices is presented on
The response entailed from the HR Department (as analysed from Questionnaire)
The analysis of the response entailed from all the other departments (as analysed
respondents from these Departments in terms of the validity and effectiveness of the
of any recruitment source and/or selection device that should be deployed by the
organisation apart from what already constitutes current practice (specific to these
Departments)
The procedure of Recruitment and Selection
120
100
80
No. of
employers 60 Yes
40 No
20
0
Hero motors
Company
120 out of 120 employer’s accepted the fact that Bajaj motors follows recruitment
70
60
50
No. of 40
employers Yes
30
20 No
10
0
Hero motors
Company
It basically depends on the post the candidate is applying for, in most of the cases
the company does compensate the employees for the expenses incurred by them.
70 out of 120 employers said that the company compensates the employees for the
candidates
120
100
80
No. of
employers 60 Yes
40 No
20
0
Hero motors
Company
All 120 employers said that the company hires consultancy firms or recruitment
80
60
No. of
employers40 Yes
No
20
0
Hero motors
Company
80 out of 120 employers said that the references provided by the candidates is verified while 40
70
60
50
40
No. of employers
30
Dabur
20
10
0
below 10% 10%-20% 20%-30% 30% above
Producticity
20 out of 120 employers said that the company spends about 10%-20% of its total
70 out of 120 employers said that the company spends about 20%-30% of its total
While 30 out of 120 employers said that the company spends above 30% of its total
120
100
80
No. of
employers 60 Yes
40 No
20
0
Hero motors
Company
120 OUT OF 120 EMPLOYER SAID COMPANY POST POSITIONS ON THE JOB SITES AND
INTERNET SEARCHES
Company maintains and manage candidate’s file including
candidates
120
100
80
No. of
employers 60 Yes
40 No
20
0
Hero motors
Company
120 out of 120 employers said that company maintains and manage candidate’s
candidate.
The productivity of the employees get hampered due to his/her marital
status.
Productivity of employees
50
40
30
20
10
0
To a large extent Somewhat Does not affect Cant Say
affects
Scale
50 out of 120 employers believe that the employee’s productivity gets hampered due to his
marital status to a large extent, while 30 out of 120 believe that productivity is
somewhat affected, 30 out of 120 believes that marital status does not affect the
productivity of the employee and one employee did not had any ans.
100
80
No. of
employees 60
40
20
0
Direct stress computerized other
Scale
Hero motors
200 out of 200 said the company follows direct interview method, as well as other
method which include unstructured interview with the departmental head. And
REQUIREMENT:-
‘Necessity is the mother of Invention’ this is true everywhere. In the study first of
all I tried to find out the cause of the process of Recruitment and selection.
I got the answer from Bajaj motors that here in Bajaj motors major cause for the
process is its Expansion program as Bajaj motors is growing vastly. Few other
SOURCES:-
constantly. All this can be achieved if suitable employees are selected, through
METHODS:-
For the recruitment and selection various test include for e.g. aptitude test
,personality test and group discussion. As we all know that, in today’s highly
competitive age the biggest problem is of retention of its highly skilled employees
in the organization. Recruitment plays a vital role in this regard. But it should be
seen that no system is without any flaws. Every system has its strong and weak
development. Thus, the company provides scope for employees on future growth,
The scope of the study in terms of coverage is limited to the Delhi operations of the
Bajaj motors
Within the organisation the study is limited to the top-level management of the
respondents are also members of the Recruitment & Selection committee). This is
In line with the purpose of conducting employee interviews, the study would be
Although the limitations that I faced in the organizations is the absence of Trade
Secondly, the limitation that I have is the scope of collection of sample size which
was confined to only one department, which would have other wise made my study
The research in Bajaj motors has helped me in broadening my view. It has helped me to
know that HR is the heart of every organization. It made me aware about how policies
play an important role in the smooth functioning of any organization. But I have found
that there is something that lacks in the company and which is possible to overcome.
customers, as well as maintaining good relations with the corporate world. But it has
not thought about marinating a health relation with its employees. This is the reason
that there was an increase in the labor turnover. Also, it has never given consideration
Employee retention is crucial to the long-term success of your business and therefore
the ability to retain employees is a primary measure of the health of your organization.
Of significant concern is the fact that unplanned employee turnover directly impacts the
The company can undertake the following steps to maintain long and existing
It is well documented that people leave their managers more often than they
leave the company or the job. Turnover issues that cause an employee to feel
clarity regarding earning potential, failure to hold scheduled meetings, and the
failure to provide a framework for the employee to succeed. Ensure that the
right people are in place to lead your teams, departments, business units and the
3. The company should compensate candidates applying for any position in the
brought into use and should be verified in order to avoid undesired candidates.
so that employees are well aware of the tasks to be performed by them and the
Name:
Designation:
Organization:
Age:
Date:
Q.1 Does Bajaj motors follow any Recruitment and Selection Procedure?
Yes No
Q.2 Does the recruitment and selection procedure affects the performance of the
employees?
Yes No
Yes No
appropriate?
T.A.(Totally Agree) S.A.(Some What Agree),
T.A. S.A.
S.D. T.D.
If not, then suggest the appropriate changes required in the recruitment and
……………………………………………………………..
Q.5 Does your company disclose the job specifications at the time of selection of a
candidate?
Yes No
Q.6 Does your company ask for references at the time of selection?
Yes No
Q.7 What percent of the selection procedure does the written test contribute?
Below 10%
10% - 20%
20% - 30%
30% -40%
40% -50%
Q.8 Which type of interview methods does your company usually follow?
Direct Computerized
Group Panel
Stress
Q.9 Does your company follow any of the following personality test for the
MBTI Psychometric
FIRO_B Other
BIBLIOGRAPHY
BOOKS
Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th
Magazines
India Today
Today’s traveller
A&M
Business Today
Business World
Business Digest
News Paper
Times of India
Hindustan Times
Economic Times
The Pioneer
The Hindu
Catalyst
EconomicandPoliticalWeekly
Financial Express
Web sites
www.Bajaj motorsindia.com
www.indiatimes.com