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SUMMER TRAINING PROJECT REPORT ON

RECRUITMENT AND SELECTION

AT HERO MOTORS LTD GHAZIABAD, UTTAR PRADESH .

For The partial of The Requirement for the award of the degree of MASTER OF BUSINESS ADMINISTRATION BY (ADMISSION NO. 1250B102157) Under the Guidance of MR. Saibal Basu

DEPARTMENT OF MANAGEMENT STUDIES

GALGOTIAS UNIVERSITY
GREATER NOIDA

CERTIFICATE

This is to certify that student of GALGOTIAS UNIVERSITY, GREATER NODIA has completed her field work report at HERO MOTORS LTD on the topic of Recruitment and SELECTION work report in partial fulfillment of MASTERS OF BUSINESS ADMINSTRATION of the GALGOTIAS UNIVERSITY for the academic year 2012-13. She has worked under our guidance and direction. The said report is based on bonafide information. Mr. DEVENDER PAL SINGH Project Guide Director Date:Place:GALGOTIAS UNIVERSITY, GREATER NOIDA

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DECLARATION

I hereby declare that the project titled Recruitment and selection is an original piece of project work carried out by me under the guidance and supervision of Mr. Devender pal singh. The information has been collected from genuine & authentic sources. The work has been submitted in partial fulfillment of MASTERS OF BUSINESS ADMINSTARATION of GALGOTIAS UNIVERSITY . Place: Date:

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CONTENT
s.no. 1 2 3 4 5 Topic Acknowledgement Executive summary Research Methodology Introduction HML(hero motors ltd): Evolution of hero motors About hero motors Group companies Global partners Products and services Customers Suppliers Press release Events Work environment Mission and vision Literature survey Data analysis and interpretation Finding of report Conclusion Suggestion Questionnaire Bibliography Page no. 4 5 6 7 10 11 13 15 17 19 27 29 31 36 42 43 44 65 71 72 73 74 79

6 7 8 9 10 11 12

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ACKNOWLEDGEMENT

The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to brass tacks of things. I would like to add a heartfelt word for the people who have helped me in bringing out the creativeness of this project. To commence with things I would like to take this opportunity to gratefully and humbly thank to Mr. Devender pal singh, Project guide, HERO MOTORS LTD,GZB, for being appreciative enough by giving me an opportunity to undertake this project in HERO MOTORS LTD.

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EXECUTIVE SUMMARY

The project titled RECRUITMENT AND SELECTION Undertaken in HERO MOTORS LTD. Hero Motors Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest manufacturer of two - wheelers, based in India. In 2001, the company achieved the coveted position of being the largest two-wheeler manufacturing company in India and also, the 'World No.1' two-wheeler company in terms of unit volume sales in a calendar year. Hero Motors Ltd. continues to maintain this position till date. The project report is about recruitment and selection process thats an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. Its a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. There are two types of factors that affect the Recruitment of candidates for the company

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard pattern, beginning with an initial screening interview and concluding with final employment decision.

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RESEARCH 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 HERO MOTORS Ltd to find out the Recruitment and selection process. DATA COLLECTION: Primary Data:

Primary data was collected through survey method by distributing questionnaires to branch manager and other sales manager. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data:

Data was collected from books, magazines, web sites, going through the records of the organization, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.

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INTRODUCTION

The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term Recruitment for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would give clear cut idea about the function of recruitment.

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DEFINITIONS

Recruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Edwin B. Flippodefined recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Recruitment is a linking function-joining together those with jobs to fill and those seeking

jobs. It is a joining process in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

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OBJECTIVE

1. To study the recruitment and selection procedure followed in HERO MOTOR CORP LTD. 2: To study the various sources of recruitment followed in HERO MOTORS. 3: To learn what is the process of recruitment and selection that should be followed. 4: To search or headhunt people whose skill fits into the company values.

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COMPANY PROFILE

HERO MOTORS LTD GHAZIABAD

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EVOLUTION OF HERO MOTORS:

With a modest start in 1956 as a small manufacturer of cycle parts, Hero Group steadily evolved into an integrated manufacturing engineering solutions provider, with a family of more than 30,000 employees, as many as 7,500 outlets and a total number of 23 companies around the globe. Progressing by leaps and bounds, the company went on adding more and more feathers to its cap. Soon after starting as a manufacturer of cycle parts, the company started producing complete cycles. Currently, Hero Cycles is the world leading cycle producer, with more than 100 million bicycles running on Indian roads alone. In 1978, the company forayed into the moped market. Hero Motors was set up in 1988, when the company joined hands with Styr Daimler Pooch of Austria. In the subsequent years, Hero started a joint venture with acclaimed automaker Honda to produce Hero Honda motorcycles.

The saga of success, whose foundation was laid by Late Mr. Dayan and Munhall, Mr. SatyanandMunjal, Mr. BrijmohanLallMunjal and Mr. O. P. Munjal, is being continued with the same zeal & passion by the second and third generations of the family that is internationally acclaimed for its business acumen and entrepreneurial spirit.

International financial body - World Bank has applauded Hero Cycles, describing the company as a role model in vendor development. The huge Hero Group now boasts of a number of companies that rule the roost in their respective fields. It proudly stands among the top 10 Business Houses in India. The strength and massiveness of the Group can be determined from the fact that it has annual revenue of around US$5.2 billion.

The Hero Group has been evolving with the passage of time. The best quality and competitive prices of the products have empowered the group to have an edge over its competitors and win the trust of the customs. With local stocking and logistical hubs in all the main markets, the Group is in a position to cater to the needs of the customers from around the world. Customized
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service part as well as customized documentation has enabled it to efficiently meet the diverse needs of the customers.

Effective use of skilled labor and cutting-edge technologies has resulted in the unprecedented growth of the Group. Keeping abreast of the trends in the automotive industry and the changing needs of the customers, Hero Group is continuously launching innovative products in the market. The Group is advancing, building long-term relationship with the clients and expanding its business empire.

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ABOUT HERO MOTORS:

. Empowered by strategic corporate policy and business acumen of the founders, the Hero Motors group has grown at an accelerated pace and marked its remarkable presence with a diverse product portfolio. Today, Hero Group has displayed impeccable credentials with a turnover of 2300 Cr. Through a distinctive B2B and B2C model, the company is progressing in the path of progress. Hero Cycles is the flagship company of the Group that has entered its name in the Guinness Book of World Records for manufacturing the maximum number of bicycles. Currently, the company is producing as many as 19,000 bicycles per day and exporting them to more than 75 countries worldwide. The company is equipped with state-of-the-art infrastructure and the most modern machinery. Strictly adhering to the best industrial practices, it is supplying the products to the customers on time with commitments. Hero Cycles recently introduced premium range of Urban Trail bicycles which are available at Future Group stores across India. Hero Motors is manufacturing top-notch gears and transmission systems in its world-class plants with the most modern machinery. The company has been successfully catering to the needs of its esteemed customers like Rotax, BMW etc.

Hero Motors Limited and Kiriu Corporation, a Company from Sumitomo Group of Japan formed a Joint Venture Company, Munjal Kiriu Industries (P) Ltd. to manufacture Brakes Discs, Brakes Drums, Cylinder block, Pressure plate, Brake plate and Steering Knuckles for automotive original equipment manufacturers in the Indian and overseas market.

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ZF Hero Chassis Systems is a joint venture company of Hero Motors Limited with ZF Lemfrder of Germany. The company secures European technology and expertise in chassis technology for small car segment in India. It is a full service supplier for car chassis technology to car makers in the high growth Indian market.

Hero Group offers a multi project environment enriched with the expertise and experience of its skilled professionals. An excellent HR practices are followed in order to promote a productive work-culture. SAP driven IT environment automates all processes and procedures. With global exposure, the Group has been meeting the needs of its customers from all over the world.

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GROUP COMPANIES

Hero Cycles

Hero Cycles entered Guinness Book of world records in 1986 for manufacturing the maximum number of bicycles. The top rank has since then been maintained by the company. In 1999-2000, it hit another milestone by producing more than 5.1 million bicycles. Currently, the company is producing as many as 19,000 bicycles per day and exporting them to more than 75 countries worldwide apart from cater the needs of domestic market. The manufacturing facility located at Ludhiana in the State of Punjab.

Hero Motors Ltd.

Hero Motors Ltd - a company with global focus, specializes in gears & transmission assemblies for recreational products, passenger cars and 2 wheelers. A com pany with Global focus. With in-house design facility the company provides complete end to end solution. The company has technical tie up with Magna Styre which compliments company's core competencies in gears and transmission business. The state of art facility is located in Ghaziabad, around 40 KM from Delhi. Over 90% of production is OE exports, primarily to Bombardier Rotax& BMW.
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ZF Hero Chassis Systems Pvt. Ltd.

ZF Hero Chassis Systems is a joint venture company of Hero Motors Limited with ZF Lemfrder of Germany. The company secures European technology and expertise in chassis technology for small car segment in India. The company is a full service supplier for car chassis technology to car makers in the high growth Indian market. The company has two facilities located at Talegaon and Halol.

Munjal Kiriu Industries Pvt. Ltd.

Hero Motors Limited and Kiriu Corporation, a Company from Sumitomo Group of Japan formed a Joint Venture Company, Munjal Kiriu Industries (P) Ltd. to manufacture Brakes Discs, Brakes Drums, Cylinder block, Pressure plate, Brake plate and Steering Knuckles for automotive original equipment manufacturers in the Indian and overseas market. The company's manufacturing facility is located at Manesar in Haryana.

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GLOBAL PARTNERS OF HERO MOTORS LTD:

Hero Motors Limited believes in moving further on the path of success with global partnerships. In last two decades Hero Motors formed strong bond with world leaders in their respective fields. The concept of global partnership has made it one of the leading integrated engineering and manufacturing solution provider to the Automotive and OEMs in India and across the globe.

Sumitomo Kiriu, Japan:

Sumitomo Kiriu is a part of Sumitomo Corporation, Japan. The company is engaged in multifaceted business activities benefitting from its Integrated Corporate Strength. The company is in the business of a wide range of products and services, conducting import/ export and trilateral business transactions, providing domestic and international business investment. The company is also participating in numerous other business activities facilitated by its global network and the relationships of trust built with corporate business partners and consumers in various industrial sectors across the globe.

ZF Lemfrder:

ZF is a global leader in the automotive industry. With 13 production companies in 27 countries, the company develops, produces and services driveline and chassis technologies all over the world. It's one of the prominent automotive suppliers of the world. Empowered by consistent focus on customer needs, the company aims to build and expand its presence in established markets.

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MAGNA STEYR:

With a rich heritage spanning over 100 years, MAGNA STEYR is the most diversified automotive supplier in the world. It's a leading, brand-independent engineering and manufacturing partner for OEMs and provider of innovative solutions for mobility. It is a premium supplier of vehicle roof systems. With engineering and assembly of complete vehicles, development and manufacturing of components and systems, the company has established itself as a name to reckon with.

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PRODUCT AND SERVICES:

GEAR AND TRANSMISSION

Hero Motors Gear & Transmissions Unit located at Ghaziabad, manufactures and supplies transmissions for high-end motorcycles and ATVs to BRP Rotax. Total focus on quality has helped the company in bagging exclusive contracts for gear manufacturing from renowned manufacturers like BMW and BRP. A new high-tech gear plant equipped with heat treatment facility has been established to provide a further boost to the Unit, which already has a capacity of producing 60,000 big and 100,000 small engines/transmissions per year. The unit boasts of it robotized liquid gasket dispenser, Poka-yoke in each & every safety-related assembly stations. The leading manufacturing unit is also equipped with DekkelMaho, Fanuc Robodril, BFW, Tongtai, Nagel Honing Machine, Mico Boring Machine, Ace CNC Lathe etc. For quality tests, the Gear & Transmissions Unit is equipped with, 2D Height Gauge, Surface Scanner, Surface Tester, Rolling Tester, well-resourced Metallurgical Lab and so on. PRODUCT APPLICATION ATV-sub transmission for 1000cc engine Gearbox ATV-sub transmission for engine 500cc/600cc/800cc/1000cc 800cc &1000cc Motorcycle Transmission for 800cc & 1000cc motorcycle Marine & Snowmobile Engines 1600cc Motorcycle

ATV-sub transmission for 400cc engine Primary Drive Assembly Gear Assembly Balance Shaft Assemblies Starter Gear / Oil pump gear assembly

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SHEET METAL

Equipped with new generation units, the Sheet Metal Unit manufactures and supplies sheet metal parts to Hero Honda Motors Ltd. The Unit meets demand for swing arm, chain covers and stands. Sheet Metals Press Shop has a capacity to produce 1.5 million chain covers per year, while Welding Facility, which has 100 MIG welding machines, has a capacity to manufacture more than 6,000 Swing arms per day. The Units Paintshop is equipped with Metal Paintshop, powder Coating Facility and Plastic Paint shop. PRODUCT Chain Cover Swing Arm Stand APPLICATION Motorcycles Motorcycles Motorcycles

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FERROUS CASTING

Hero Motors has joined hands with Japanese tech giant Sumitomo Kiriu Corporation to set up a state-of-the-art Ferrous Casting Unit at Manesar which is located at a distance of 60 km from New Delhi. It follows IKIKI SEISAN system from casting to final product. Equipped with all mod cons like a foundry with Disamaticmoulding line, the facility specializes in manufacturing automotive components like steering knuckles, brake discs and brake drums. The Unit also features compatible sand plant with the capacity of 80T/Hr. It is equipped with sand multi controller, online shot blasting machine and dual truck induction melting furnace. The best casting material, original surface burnishing technology and machining technology with high accuracy are used for the best results. Machining facility features modern CNC machining centers and SPMs. The facility is also equipped with own CAE system for design development. Environment-friendly technology and pollution control systems have enabled the unit to ensure, clean, dust-free foundry environment. Captive power plant of 8MW capacity supplies power to the plant round-the-clock. Quality of the products is assured with the help of world-class core testing equipment, Image analyzer, Ultrasonic Nodularity Meter, all standard room equipment, CMM, Brinell hardness tester, UTS Machine, sand testing lab and Wet analysis lab. The best casting material, original surface burnishing technology and machining technology with high accuracy are used for the best results. PRODUCT Brake Discs APPLICATION Passenger Cars

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Brake Drums Steering Knuckle

Passenger Cars Passenger Cars

CHASISS SYSTEM

ZF Hero Chassis Systems is a joint venture company of Hero Motors Ltd with ZF. Joint venture ZF Hero Chassis Systems Pvt. Ltd. was conceived in February 2010 when ZF signed an agreement with Hero Group to acquire 50 percent stake in Hero Chassis Systems. The joint venture saw the light of the day with the official signoff on 2nd of March 2010. Through this joint venture, the company secures European technology and expertise in chassis technology for small car segment in India. The company is a full supplier for car chassis technology to makers in the high growth Indian market. Having complete service supplier capabilities with an integrated development team of Chassis System, ZF Hero offers Chassis Systems with very high vertical product integration in India through parent companies. Headquartered at International Trade Tower Nehru Place, New Delhi, ZF Hero Chassis Systems is equipped with two high-tech plants, with first locating at Halol in Vadodhra and the second one at Talegaon in Pune. Renowned carmaker GM is ZF Heros main customer in India. The company is the exclusive supplier of chassis modules like front corner module, rear axle and centre module assemblies to General Motors for their various car platforms

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like Spark, Beat, Cruz, Aveo& UVA. All the GM cars come equipped with ZF H chassis modules like FCM and FHM. part from India, the company operates at several other locations worldwide. It has development centers at Dielingen in DE, Northville in USA and Shanghai in China. The company offers best locations for JIS supply to OEM. In addition, the company develops & supplies front & rear sub-frames to several global car giants including Ford USA, BMW and Mercedes. Giving top priority to long term relationships with customers, ZF Hero Chassis Systems Pvt. Ltd. spares no effort to ensure competence of the highest degree, time-honored local supplier relationship, high vertical product integration and end-to-end service. PRODUCT Front Corner Module Assembly Rear Axle Assembly APPLICATION Passenger Car Chassis Passenger Car Chassis

ENGINEERING SERVICES

With an aim to offer integrated engineering solutions to national as well as international clients, Hero Motors expanded the span of its engineering services to functional product design. Hero Motors auto design subsidiary, Hero Global Design, offers engineering services in CAD/CAM/CAE related to new product design, engineering, development and manufacturing. The subsidiary offers both front end and rear end designing solutions for all

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categories of automobiles. The subsidiary has collaboration with some of the highly acclaimed product design companies like Target Design, PTC and Porsche Design. Hero Global employs qualified, trained and experienced quality-conscious project managers, hardworking industrial designers, design engineers, surface engineers, and prototype experts alongside innovative artisans. Facilities at the Unit include Styling studio, Clay Modeling Room, Engine test Beds and Prototype assembly Room.

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BICYCLES

Hero Cycles, the flagship company of the Hero Group, has been enjoying a position of high repute not only in India but also in some of the most advanced countries of the world, which is a manifestation of unparalleled quality of Hero Cycles. Started in 1956 as a small bicycle parts manufacturer & supplier, Hero Cycles gradually emerged as the worlds largest manufacturer of bicycles. Currently, Hero Cycles is a renowned brand in more than seventy-five countries in the world. Hero Cycles has always been striving for perfection, which is ensured by constant innovation. The hunt for innovative techniques to produce the best bicycles is endless at Hero Cycles. It is the constant innovation that has helped the company to follow the new trends to its advantage by identifying emerging requirements and expanding its product portfolio. It was in 1986 when Hero Cycles was first named as the largest producer of bicycles by Guinness Book of world records. Since then, the company has been maintaining its top position. The Hero plant is currently rolling out one bicycle every nine seconds.

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CUSTOMERS

INFRASTRUCTURE:

Hero Motors Group is equipped with state-of-the-art manufacturing facilities. All the units are located at strategic locations for the unique advantages that each place offers. A workforce of dedicated professionals are efficiently operating and managing the facilities and leading the organization towards the pinnacle of achievements. The expertise of Hero Motors is powered by innovations. Making use of the latest technology, the experienced professionals develop unique products that create great demands in the market. Its the endeavor of the Hero Motors to innovate the best that will facilitate its clients to get the most sophisticated products at the most reasonable cost. Quality & Testing The highest level of quality standards is maintained in all the processes and procedures. Utmost importance is given on maintaining the optimum level of quality at all levels from raw material testing, patrol and stage inspection to final inspection. The latest machineries are used in all the processes. In-house facilities have enabled it to maintain uniform quality standards. Total quality is achieved through implementation of Quality Management Systems. State-of-the-art testing and measuring equipments ensure perfect quality of all the products. All the components are first stimulated on computers to ensure accuracy and then brought together as parts. The company is equipped with CMM, fatigue testing equipments, metallurgical microscopes and image analyzer, hardness testers, surface roughness tester for ensuring the perfection and precision.

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Design & Validation Hero Motors is equipped with the most modern equipment for producing tooling and dies. It has led to the development of a wide range of innovative products catering to the diverse needs of the clients. The company designs the products after critically analyzing the requirements of the clients. The specifications are developed as per the demands. The company offers design freedom and dimensional accuracy as well as simplified finishing operations and reduced machining requirements. CAD / CAM is done using the latest software. It possesses High Pressure Diecasting Machines. The various ranges of castings are made from certified metals. Apart from applying advanced technologies to negate production errors, Hero Motors qualified experts supervise the automated processes round-the-clock

HEROS VALUED CUSTOMERS:

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SUPPLIERS

OUTSOURCING MODEL: CONTACTING SOURCING The products we buy are categorized into different Category Groups : Raw Material , Steel parts - forged and machined , Bearings, Fasteners, Aluminium parts , Tyres and Tubes, Plastic parts , Indirect and Machinery and Equipment . High Category Moderate Products CRC, HRC Sheet Raw Material CRC Scrap/Pig Iron ERW/CEW tubes Machined parts Mechanical Components Forged and Machined Springs Sheet metal Stampings Screws/Nuts/Bolts Bearings Ball Bearing Needle Bearings Seats, Covers Caps , Pedals, Low Hero Cycles Hero Motors Munjal Kiriu Hero ZF

Plastic

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Tyres Tubes Paints Chemicals

and

Cycle Tyres and Tubes PU paints, TSA paints , phosphating ,thinners , clears Welding Material chemicals

and

Indirect Material

Consumable Toolings Packaging Material Fuels Oils and Lubricants

Capital

Machinery and Equipment

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PRESS RELEASES

Cyclothon Organized in Chandigarh Wednesday, 28 September 2011 14:05 Chandigarh, September 26, 2011: The second edition of Chandigarh Cyclothon organized by the Chandigarh administration with Sport 18 with Hero Cycles India as a main sponsor had a massive participation from over 5000 cycling enthusiasts ranging from small children to adults in different cycling rides organized as a part of the world tourism week celebrations of the Chandigarh Administration, the event was a great success.

Mr.O.P.Munjal, Chairman Hero Cycles Ltd. Ludhiana has been awarded LMA Life Time Achievement Award for his contributions in the growth of industry. Saturday, 10 September 2011 07:57
Mr.O.P.Munjal, Chairman Hero Cycles Ltd. Ludhiana has been awarded LMA Life Time Achievement Award for his contributions in the growth of industry. He has been instrumental for bringing Ludhiana into International Map. Today Hero Cycles produces more than 19000 Cycles a day. Last year they set the record by producing more than 55-lacs cycles. Having a rich poetic disposition and flair for lietrary activities, he is a versatile genius and is associated with various litearysocities. He is a multi-faceted personality. Apart from his business, he is deeply involved in social responsilities also.

Hero Motors announces sponsoring NarainKarthikeyan and his Formula One team for the maiden Indian Grand Prix Friday, 02 September 2011 00:00
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New Delhi, September 02, 2011; Hero Motors Limited, Indias one of the largest & fastest growing business conglomerates with diversified business verticals announces association with ace F1 driver NarainKarthikeyan and his Formula One team. Hero Motors will be sponsoring NarainKarthikeyan and his team for the inaugural Formula One Grand Prix to be held in India in October this year. Hero Motors agrees to display its logo on Narains racing car in the Grand Prix as a token of its strong association with the event.

Those who were buying 2-wheelers are now purchasing bicycles Sunday, 31 July 2011 00:00 Hindu Business Line

MrPankaj C. Munjal, Managing Director of one of the oldest bicycle manufacturers in India, is upbeat about the growth in demand for the common man's vehicle'. The 49-year-old head of Hero Motors Ltd and Hero Cycles Ltd graduated in science and went on for specialised training in automotive manufacturing at General Motors Institute, Flint, US.

Hero Cycles may tie up with microfinance firms Friday, 17 June 2011 05:10 In a first-of-its-kind initiative, the countrys largest bicycle manufacturer, Hero Cycles, is exploring tie-ups with micro finance companies to offer financing solutions to customers.

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Hero Cycles looks to sell bicycles in villages via financing Friday, 17 June 2011 05:00 Inspired by purchases of buffaloes in villages through financing, the world's largest bicycle maker by volume Hero Cycles Ltd is looking to replicate the same for its products through micro finance firms to boost its rural sales.

BMW superbikes to sport 'made in India' gearboxes Friday, 17 June 2011 04:32 Signalling the coming of age of Indian auto component makers, Hero Motors has bagged a contract to become the sole international supplier of gearboxes for BMWs motorcycles for both domestic and global markets. Gearboxes are one of the most critical parts in an automobile and involve high-end engineering.

Hero Cycles, Pantaloon Retail ink pact to sell bicycles NEW DELHI: Leading bicycle maker Hero Cycles on Monday said it has tied up with Pantaloon Retail India (PRIL) under which its premium products will be sold at Future Group's different stores.

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Hero Motors sells 17.6% stake in Munjal Kiriu to partner Monday, 14 March 2011 16:15 NEW DELHI: Auto components-maker Hero Motors on Monday said it has sold a 17.6 percent stake in Munjal Kiriu Industries, a joint venture with Japan's Kiriu Corp, to the coprom oter, thus becoming a minority shareholder.

ZF Hero in talks with Suzuki, Honda to supply parts in India Sunday, 26 September 2010 11:47 NEW DELHI: ZF Hero Chassis Systems, a joint venture between Hero Motors and Germany's auto component major ZF, on Sunday said it is in talks with Suzuki and Honda to supply components in India.

Hero Motors ties up with Magna Steyr for new products Thursday, 23 September 2010 20:31 NEW DELHI: Hero Motors on Thursday said it has joined hands with auto componentmaker Magna Steyr India to develop new products for the global and domestic market.

Hero Motors joins hands with Germany's ZF-Lemforder Tuesday, 02 March 2010 14:34

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NEW DELHI:Munjals-promoted component maker Hero Motors said on Tuesday that it has joined hands with German firm ZF-Lemforder to expand its presence in chassis and axle systems for small cars.

Hero Motors in auto part push Wednesday, 29 April 2009 01:50 NEW DELHI: Munjals family-promoted Hero Motors, part of the $4.5-billion Hero Group, will invest Rs 100 crore in five years in its auto-part plant in Ghaziabad. It has signed up with Canadian firm BRP Powertrain for automotive transmissions and components.

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EVENTS

FOUNDATION DAY CELEBRATION 10 SEPT 2010 On 9-09-10 Hero Motors celebrated its 22nd Annual Day at Hotel Intercontinental, Nehru place . The event was graced by esteemed members of Munjal Family and Board of Advisors besides Company employees from HM, ZFH & MKI.

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REWARD AND RECOGNITION FOR TOP THREE SUGGESTORS On 12-06-10 top 3 suggestors plant wide were rewarded by Mr. PankajMunjal (MD). The Top 3 Suggestors were: 1. Mr. VeerKaran Singh (Rotax Assembly) 2. Mr. SherPal (Rotax Assembly) 3. Mr. Ajay Kumar (Administration)
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Mr. Santosh Singh (Rotax Assembly) was also awarded for his contribution in the SGA activity. Top 3 suggestors presented their suggestions. Families of the Top suggestors were also invited in the Event. MrPankajMunjal MD did the opening remark. Mr.Ankur Gupta COO, gave company presentation and MrNandanRaghuvanshi - Manufacturing Head, shared Journey of people involvement activity in HML. Chief guest of the program was Mr. YogeshMunjal MD Munjal Showa. In his speech he appreciated the suggestions presented by the Top Suggestors and status of Suggestion scheme in Hero Motors. He shared the Japanese focus on Innovation. He also shared how SGA / Suggestion activities are carried out at Munjal Showa.

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Hero Motors Quality circle JOSH won GOLD award at International Quality circle convention held at Hyderabad from 12 15th October 2010

Hawan celebration at Hero Motors on 5-1-11 Quotation by AkhileshYadav "COURAGE IS NOT ABSENCE OF FEAR, IT MEANS FEELING THE FEAR AND HARNESSING IT WITH CONFIDENCE"
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ACMA MRM HOSTED AT HERO MOTORS On 21-05-10 Monthly review meeting for ACMA cluster was organized at Hero Motors Ltd, Ghaziabad plant. 7 Automotive companies participated in the event including Hero Motors were: 1. Escorts Ltd 2. Munjal Auto 3. Bharat Gears 4. Setco Automotive 5. Magnum Strips & Tubes Pvt. Ltd 6. AG Industries Pvt. Ltd

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Mr. Ankur Gupta (COO) welcomed the guests and did the opening remark. Mr D. Ganguli (Head Business Development) gave company presentation. Chief guest of the program were Mr. PravinMalhotra MD Nipman Fasteners, Mr. Gursharan Singh MD Raunaq Auto and Mr. Jamal Ashraf Sr Counselor - UNIDO. Company MRM presentation was given by Mr. NandanRaghuvanshi - Manufacturing Head. Mr. ManojMathurSr Counselor - ACMA center for technology, evaluated all company MRM presentations. Mrs. NidhiKakkar HR Manager LG Electronics India Pvt Ltd. shared their HR best practices. After that Quality Circle Presentation by JOSH team from Weld Shop was given and appreciated by the Judges / Delegates. The delegates did plant tour and then good points and area of improvement were shared. All the delegates and Chief guests were given a token of affection. The programme ended up with the Vote of Thanks & hand over of MRM banner to next Host Company Munjal Auto Components, Bawal.

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WORK ENVIRONMENT

Hero Group is well aware of the fact that performance of the highest degree can be achieved only if employees feel empowered and appreciated. The Group believes that the quality of its products can not be separated from the quality of lives of the employees working at the Group. That is why Hero Group gives top priority to the working environment & welfare of the workforce. Manufacturing facilities are designed keeping employees needs in mind. The state-of-the-art manufacturing plants are equipped with environment-friendly technology that poses no threat to the health of employees as well as surroundings. Special measures like noise damping and planting trees in the premises of the plants make the environment more pleasurable. In addition, the Hero Group employees benefit from an all-embracing range of education and welfare programs. Growth Prospective Hero Group has established itself as a driving force in the industrial sector of India. The Group through its subsidiaries and joint ventures employs more than 30,000 employees and has established a worldwide presence with more than 20 companies and around 7,500 outlets. For employees, the Group has always remained a trusted mentor to offer long term, gratifying and a satisfying work environment. The Group expects its human resources to be seen by customers as affable in their approach and professional in their practice. Talent always gets a warm welcome at the Group.

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MISSION AND VISION OF HERO MOTORS LTD:

Hero Group aspires to deliver the best and the most cost-effective products & solutions empowered by superior technologies. The Group is committed to ensure value for money by developing high-quality, environment-friendly and efficient solutions that fulfill the diverse needs of customers.

At Hero Motors, we are committed to give our best and achieve the highest standards in Performance, Quality, Systems, Care and Relationships. And then we want to beat these high standards and go furtherbecause anything that can be done, can be done better.

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LITREATURE SURVEY

Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sence, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

Functions of HUMAN RESOURCE MANAGEMENT

1. Administration: Strategic planning, organizational evaluation, recommendations, supervision of department staff 2. Benefits: Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others. 3. Compensation: Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions
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County

Board

relations,

policy

4. Employee relations: Disciplinary processes, incident investigations, complaint/grievance procedures, labormanagement relations. 5. Employee services: Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards 6. Fiscal: Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing. 7. Health and safety: Employee assistance, workers compensation claims, drug testing, safety compliance and training. 8. Leaves of absence: State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods. 9. Payroll administration: Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards 10. Performance appraisal: Employee files, litigation files, payroll records, safety records and other administrative files 11. Record-keeping: Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing. 12. Recruitment: Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for
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attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce. 13. Selection: After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time. Separations and terminations: Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews. 14. Training and development: County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter. 15. Salary and benefits: Salary/wage plans, employee benefits.

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IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

1: Attract highly qualified and competent people 2: Ensure thats the selected candidate stays longer with the company. 3: Make sue that there is match between cost and benefit. 4: Helps the organization to create more culturally diverse workforce Whereas, the poor quality of selection means extra cost on training and supervision. Further inmore , when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales . This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.

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HUMAN RESOURCE DEVELOPMENT

This department looks after the needs and Requirement the present employees. This Department includes number of function which are as Follows: 1. Training and Development it includes technical, soft skills and process related to training 2. Process and policies it contains all the rule and regulations that need to be followed by the employees. 3: Appraisal and increment- it is in the formal feedback to the employees about their performance and the conduct of work. 4: Induction-involves the information to the new employees about the company, job, departments etc 5: Motivational activities and entertainment- involves motivating the employees to improve their productivity. 6: Roles and responsibilities-that every individual employee needs to fulfil 7: Key Result Area (KRA) it is the measurement quantifiable of output for the roles of responsibilities. 8: Employee separation-includes resignation and dismissal. 9: Joining formalities- take place when a new employee joins the company. 10: Computerization 12: Helpdesk 13: Employee verification-take place at the time of joining of the new employee. 14: Surveys 47 | P a g e

15: Project trainees 16: Counselling and grievance handling-both are different as counselling is basically helping out in personal problems whereas, grievances Handling involves the handling of complains that the employees has towards the management. All the above head are included in the human resource development and involves the over all development of individual employees which in turn increases the over all profit of the company.

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RECRUITMENTPROCEDURE OVERVIEW

Manpower Requisition Form

Recruitment Plan

Budget

Sourcing

Selection Process

Joining

Post Recruitment Data Updating

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RECRUITMENT

Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce. Edwin B Flippo defines recruitment as the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected.

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METHODS OF RECRUITMENT IN HERO MOTORS LTD.

Dunn and Stephens summaries the possible recruiting methods into three categories, namely 1: Direct method 2: Indirect method 3: Third party method DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers. INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper.

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According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation. THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters , raiders, and pirates by organization which loose their personnel through their efforts.

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EVALUATION OF THE RECRUITMENT METHOD

The following are the evaluation of the recruitment method 1: Number of initial enquires received which resulted in completed application forms 2: Number of candidates recruited. 3: Number of candidates retained in the organization after six months. 4: Number of candidates at various stages of the recruitment and selection process, especially those short listed.

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OBJECTIVE OF RECRUITMENT 1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. 5: To search or headhunt people whose skill fit the companysvalues. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological traits. 8: To search for talent globally not just with in the company. 9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesnt exists yet. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest.

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FACTORS AFFECTING RECRUITMENT

There are two types of factors that affect the Recruitment of candidates for the company. 1: Internal factors: These includes

- Companys pay package - Quality of work life - Organizational culture - Companys size - Companys product - Growth rate of the company - Role of trade unions - Cost of recruitment

2: External factors: These include

- Supply and demand factors - Employment rate - Labor market condition - Political, legal and government factors - Information system

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FACTORS TO BE UNDERTAKEN WHILE FORMULATING RECRUITMENT POLICIES

The following factors should be undertaken while formulating the policies - Government polices - Recruitment sources - Recruitment needs - Recruitment cost - Organizational and personal policies

THEORIES REGARDING RECRUITMENT

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the prospective employee also has taken the decision whether or not to apply for the given job vacancy. The individual take the decision usually on three different basic: 1: The objective factors 2: The critical contact 3: The subjective factor The objectives theory views that the process of organizational choice as being one of weighing and evaluating set of measurable characteristic of employment offers, such pay, benefits , location, opportunity for advancement, the nature of job to performed, and education opportunities. Whereas, the critical contact theory suggests that the typical candidates is unable to make a meaningful differentiation of organizations offers in terms of objective or subjective factors, because of his limited or very short contact with the organization. Choice can be made only when applicant can readily perceive the factors such as the behavior of the recruiters, the nature of the physical facilities, and such as the efficiency in processing paper work association with the application. On the other hand, the subjective theory emphasizes the congruence. Here the choices are made on highly personal and emotional basis.

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RECRUITMENT PROCESS:

The actual steps involved in recruitment follow a well defined path:

Application shortlist: In this step, we shortlist the resume received from various sources based on the suitability for the requirement.

Preliminary Assessment: The short listed candidates go through a preliminary round of interviews. This interview lays more emphasis on functional competencies. To have more data on the functional skills, the candidates may be given a business case for analysis and presentation (This is done for certain positions only).

Final interview: Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads.

Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a medical test.

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PROCESS FLOW CHART OF RECRUITMENT AND SELECTION IN HERO MOTORS:

ACTIVITY FLOW

Received Request form from desired deptt.

Review the request , time limit and make Job descreption form

Recruitment from Inhouse New Recruitment

Through reference

Flash Job position Recruitment from Inhouse through Mail in side the plant

Search in data bank else Flash Job position through mail to Consultants

Concerned Send resume to HRD

Get the reply from existing employees Get the Biodata from Consultants Make List of Applicant and arrange Interview

Not qualified
Conduct Interview

Send the Biodata to concern HOD for review

Not suitable
Get the reply from HOD

Qualified
Release Transfer letter

No reply

If suitable
Arrange Interview on recommended date

No reply

If no reply from HOD, send reminder note

Reply

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ACTIVITY FLOW

Not selected
Close the Issue after 3 days of 2nd reminder
Short list candidate

Selected
Issue L.O. I. to candidate
If any extension requested , extend joining date

Joining reported by Candidate Issue all necessary docs. to candidate

Training Process

Make Orientation plan and on job training if reqd.

Issue confirmation letter when due , if found suitable other wise issue extension letter

Update Master Record

Evaluation of recruitment process

The following are the evaluation of the recruitment process: 1: Return rate of application sent out. 2: Number of suitable candidates for selection. 3: Retention and performance of the candidate selection. 4: Cost of recruitment 5: Time lapsed data. 6: Comments on image projected.

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SELECTION

Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with greater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire.

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ORGANIZATION 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 mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: - It is easier for the application because they can send their applications to a single centralized department. - It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. - It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. - It can provide for better selection because hiring is done by specialist trained in staffing techniques. - The applicant is better assured of consideration for a greater variety of jobs. - Hiring cost is cut because duplication of efforts is reduced. - With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.

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BARRIERS TO EFFECTIVE SELECTION :

The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are:

1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates.

2: Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected.

3: Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. that is being offered.

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ESSENTIAL OF SELECTION PROCEDURE

- Someone should have the authority to select. - There must be sufficient number of applicants from whom the required number of employees to be selected. - There must be some standards of personnel with which a prospective employee may be compared.

FACTORS EFFECTING SELECTION DECISION

Includes: - Profile matching - Organization and social environment - Multi correlations - Successive hurdles

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DATA ANALYSIS

QUESTION: What are the sources for recruitment and selection?

SOURCES
INTERNAL 9%

EXTERNAL 18%

BOTH 73%

About 73% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.

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Question: Which method do you mostly prefer for recruitment and selection preferred way of recruitment?

METHODS

DIRECT INDIRECT THIRD PARTY

About 65% of the mangers go for direct recruitment and selection and 32% go for indirect and only 3 % go for third party recruitment way.

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Question: When do you prefer to go for manpower planning?

TIME DURATION

YEARLY QUATERLY NO FIXED TIME

Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they dont have any fixed time where as 20% go for yearly.

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Question: What are the sources for external recruitment are preferred?

SOURCES FOR EXTERNAL RECRUITMENT

CAMPUS INTERVIEWS PLACEMENT AGENCIES DATA BANK CASUAL APPLICANTS

In HERO MOTORS 34% of manager go for campus interviews, 33% go for data bank, 25% from the casual application that are received and only 8% go for any placement agencies.

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Question: What form of interview did you prefer?

PERSONAL INTERVIEW TELEPHONIC INTERVIEW VIDEO CONFRENCING OTHERS

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews whereas only 20% go for video conferencing and rest 10% adopt some other means of interviews

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Question: How do you rate the HR practices of the company?

40 35 30 25 20 15 10 5 0 GOOD BAD Column3 Column2 RATING AVERAGE VERY GOOD

40% of the managers feel that HR department is good where and 30%say that sits very good where as 20% says its average and only 10% manager feel its bad.

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FINDINGS

In HERO MOTORS most of the employees feel thats the HR department is good. About 75% of the managers says that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they dont have any fixed time. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies. Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews

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CONCLUSION

This presents the summary of the study and survey done in relation to the Recruitment and Selection in HERO MOTORS. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. The recruitment process at HERO MOTORS to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

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SUGGESION

advance.

cannot satisfy it, then help from the placement agencies is needed. ess..

when need.

timings and it should not overlap with each other.

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ANNEXURE

QUESTIONNAIRE FOR THE RESEARCH

1: When are the resources need and forecasted?

2: How is the resource need forecasted? .

3: How do you rate the recruitment procedure?

4: What is the process you follow for recruitment and selection? People explain the same in brief?

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5: Which method do you mostly prefer from the following for recruitment and selection? Direct Method

6: What sources you prefer for recruitment and selection?

7: What are the sources for internal sourcing among the following -:

Present temporary employees

8: What are the sources for external recruitment among the following

t agencies

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9: Which is the most successful method for recruitment?

10: How many rounds of interviews are conducted? -3 -5

11: Are you satisfied with round of interviews conducted?

12: What form of interview did you prefer?

Conferencing

13: Are you satisfied with the interview process? 75 | P a g e

14: If no then what is the reason? And suggest the measures to be taken for improvement?

15: Are you satisfied with the present method being followed by the company for recruitment and selection?

16: If no, what steps would you prefer, to make improvement? .

17: Are the aptitude test conducted?

18: If yes then it is for 76 | P a g e

(specify)

19: Do you conduct any of these test?

20: How do you rate the HR practices of the company?

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BIBLOGRAPHY

Publication. Management

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