1

INDUSTRIAL INTERNSHIP REPORT

ON

RECRUITMENT AND SELECTION
Of
JK TYRES, BANMORE

By
DIVYANK SHEKHAR SINGH
(2010IPG-034)


In partial fulfilment for the award of the degree of


INTEGRATED POST GRADUATE
In

INFORMATION TECHNOLOGY





ABV INDIAN INSTITUTE OF INFORMATION
TECHNOLOGY AND MANAGEMENT
GWALIOR-474015

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ACKNOWLEDGEMENT


I take this opportunity to express my deep sense of gratitude towards all the
persons who helped me through their guidance and cooperation to complete
the project successfully. It is great privilege and honor to have an
opportunity of doing project at J.K. TYRE & INDUSTRIES LTD.
BANMORE TYRE PLANT.

First of all I would like to my sincere thanks to Manager H.R.D. Mr.
Binod Kumar and would also like to thanks Mr. Kaushalendra Singh
(Assistant Manager HR) for guiding me in this project and giving me
necessary inputs to deal with the situation. Without their constant and
sincere support the project would not have been completed.



DIVYANK SHEKHAR SINGH
IPG-MBA



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DECLARATION

This is to declare that the Project titled Recruitment and Selection has
been accomplished and being submitted for the partial fulfillment of the
award of M.B.A from ABV-IIITM, Gwalior.


This work has not been submitted by me anywhere else for the award of
any degree or diploma. All the sources of information and help have been
duly mentioned and acknowledge.





Submitted by:
Divyank Shekhar Singh

















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CONTENTS


Particulars Page No.

Abstract 5
Company Profile 6
Objective of study 9
Literature review 10
Research methodology 16
Summary of research design 18
Recommendations & Suggestions 29
Conclusion 30
Bibliography 31










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ABSTRACT

Recruitment and Selection process is a segment of human resource process.As
such I have selected this topic to make it clear. I have divided this report in some
sub segments.
As a young intern in a reputed company like JK TYRES I Have tried my best to
go through their Recruitment and Selection process within little tenure of 2
months.
The report starts with a general introduction JK TYRES As well as its purpose,
scope and limitation. Then this report proceeds onto the preliminary talk about
the companys vision and mission. Than the report proceeds with the job part,
where the jobs which is done by me is discussed.
After that I continue on to the main focus of the report-Research and data
interpretation describing the outcomes of the questionnaire. A detail elaboration
of selection of best candidate has been added in the project part and the
contribution of HR department for selecting the most eligible employees for the
firm has been highlighted. After completion of this report it can easily say that
efficient, competent and active part in Recruitment and Selection process take a
company to the peak of the success.










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1. COMPANY PROFILE
J.K Organization is a mega corporate entity that is emblematic of excellence,
diversification and pioneering new technologies. A part of JK Organization which
ranks among the leading private sector groups in India. JK Tyre and Industries is
committed to self-reliance and follows an ethic that views customer satisfaction
as an index of achievement Leaders in the Indian Tyre Industry.
The name J.K. Organization, was founded over 100 years ago. For J.K.
Organization it's been a century of multi-business, multi-product and multi-
location business operation. The companies in the Group have a diverse
portfolio, including Automotive Tyres & Tubes, Paper & Pulp, Cement, V-Belts,
Oil Seals, Power Transmission Systems, Hybrid Seeds, Woolen Textiles,
Readymade Apparels, Sugar, Food & Dairy Products, Cosmetics, etc.

ORGANIZATION PORTFOLIO


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VISION

To be amongst the most admired companies in India, committed to excellence.

MISSION

Be a Customer Obsessed Company - Customer First 24x7
No.1 Tyre Brand in India
Most profitable Tyre Company in India
Motivated and Committed team for excellence in performance
Be a Green Company
Deliver Enhanced Value to all stakeholders
Enhance global presence through Acquisition / JV / Strategic Partnerships

CORE VALUES

Excellence comes not from mere words or procedures. It comes from an urge to
strive and deliver the best. A mindset that says, when it is good enough, improve
it. It is a way of thinking that comes only from a power within.
Caring for people
Integrity including intellectual honesty, openness, fairness and trust
Commitment to excellence




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BRIEF DESCRIPTION

J.K.Tyre is the flagship company. It is the countrys leading four wheeler tyre
manufacturer, and the 18th largest tyre manufacturer in the world. It was setup in
1977, forecasting the advent of an automotive revolution of the country. J.K.Tyre
was setup in technical collaboration with General Tyre International Company,
U.S.A.
Ever since its inception it has been J.K.Tyre for Truck, Buses,
Passenger Cars, Jeeps, Light Commercial Vehicles, Multi Utility Vehicles and
Tractors. The company pioneered steel radial technology in the year 1977 and
continues to be the industry leader in the Radial segment in India. J.K.Tyre is the
only Manufacturer in the country to produce high performance T & H-rated
steel radial tyres.
The customer base covers virtually the entire Original Equipment
Manufacturers (OEMs) in India together with replacement market for four
wheeler vehicles, Defense and State transport Units. Besides India, we have a
worldwide customer base in over 45 countries across all 6 continents. To keep
pace with the market demand as well as technological leadership in Indian
market, J.K.Tyre industries & Vikrant Tyres Limited are the only tyre companies
in India to have received all three ISO 9001, QS 9000 and ISO 14001
certificates. The company has a technical commitment to our system oriented
approach. To keep pace with latest technological advancements a state of Art,
Research & Development Centre, HASETRI, was setup, which remains the
nerve Centre for providing cutting edge technology. The Company is
headquartered in New Delhi. Registered office is in Kolkata. Manufacturing plants
are located at six centers in India-
Mysore, Karnataka (3)
Banmore, Madhya Pradesh
Kankroli, Rajasthan
Chennai, Tamil Nadu
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2. OBJECTIVES OF STUDY

The main objective of our study is to ensure the quality of companys selection
and recruitment process. Along with we consider the following point as an object
during our studies:

1: To identify companys sources of recruitment.

2: To take feedback from employees on existing system

















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3. LITERATURE REVIEW





INTRODUCTION
Recruitment and selection are two of the most important functions of
personnel management. Recruitment precedes selection and helps in selecting a
right candidate.
Recruitment is a process to discover the sources of manpower to meet
the requirement of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
efficient personnel.
Right person for the right job is the basic principle in recruitment and selection.
Ever organization should give attention to the selection of its manpower,
especially its managers. The operative manpower is equally important and
essential for the orderly working of an enterprise. Every business
organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable
candidates are essential. Human resource management in an organization will
not be possible if unsuitable persons are selected and employment in a business
unit.


1. RECRUITMENT

Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and appointment. Recruitment is understood as
the process of searching for and obtaining applicants for the jobs, from among
whom the right people can be selected.
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A formal definition states, It is the process of finding and attracting
capable applicants for the employment. The process begins when new recruits
are sought and ends when their applicants are submitted. The result is a pool of
applicants from which new employees are selected. In this, the available
vacancies are given wide publicity and suitable candidates are encouraged to
submit applications so as to have a pool of eligible candidates for scientific
selection.


2. Need for recruitment:

The need for recruitment may be due to the following reasons/situation:
a) Vacancies due to promotions, transfer, retirement, termination, permanent
disability, death and labor turnover.
b) Creation of new vacancies due to the growth, expansion and diversification of
business activities of an enterprise. In addition, new vacancies are possible due
to job specification.


1. Sourcing

Sourcing involves the following steps:

Internal sources:

The most common internal sources of internal recruitment are

1. personal recommendations

2. notice boards

3. newsletters

4. memoranda




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External sources:

There are many sources to choose from if you are seeking to recruit from outside
the company.

1. word of mouth

2. notices

3. job centers

4. private agencies and consultants

5. education institutions

6. the press

7. radio

8. television
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2. RECRUITMENT PROCESS:


STAGE 1: RECRUITMENT PLANNING
The first stage in the recruitment process is planning. Planning involves
the translation of likely job vacancies and information about the nature of these
jobs into set of objectives or targets that specify the
(1) Numbers and
(2) Types of applicant have to be contacted.

STAGE 2: STRATEGY DEVELOPMENT
When it is estimated that what types of recruitment and how many are
required then one has concentrate in
(1). Make or Buy employees.
(2). Technological sophistication of recruitment and selection devices.
(3). Geographical distribution of labor markets comprising job seekers.
(4). Sources of recruitment.
(5). Sequencing the activities in the recruitment process.


STAGE 3: SEARCHNG
Once a recruitment plan and strategy are worked out, the search process can
begin. Search involves two steps:
A). Source activation and
B). Selling.

STEP 4: SCREENING
Screening of applicants can be regarded as an integral part of the recruiting
process, though many view it as the first step in the selection process. The
selection process will begin after the applications have been scrutinized and
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short-listed. Application received in response to advertisements is screened and
only eligible applicants are called for an interview.. The selection process
commences only later.

STAGE 5: EVALUATION AND CONTROL
Evaluation and control is necessary as considerable costs are incurred in the
recruitment process. The costs generally incurred are: -
1. Salaries for recruiters.
2. Management and professional time spent on preparing job description, job
specifications, advertisements, agency liaison and so forth.
3. The cost of advertisements or other recruitment methods, that is, agency fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain unfilled.
6. Cost of recruiting unsuitable candidates for the selection process.




Selection

Employee Selection is the process of putting right men on right job. It is a
procedure of matching organizational requirements with the skills and
qualifications of people. Effective selection can be done only when there is
effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees. Moreover, organization
will face less of absenteeism and employee turnover problems. By selecting right
candidate for the required job, organization will also save time and money.
Proper screening of candidates takes place during selection procedure. All the
potential candidates who apply for the given job are tested.

But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates
more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing
of data. While selection is a negative process as the inappropriate candidates are
rejected here. Recruitment precedes selection in staffing process. Selection involves
choosing the best candidate with best abilities, skills and knowledge for the required job.



PROCESS OF SELECTION

Selection



Initial Screening



Completion of application or form if not done previously



Employment Tests



Comprehensive Interview
Background Investigation



Medical or Physical Examination



Final Employment Decision







4. RESEARCH METHODOLOGY

To conduct any research a scientific method must be followed the universe of study is
very large in which is difficult to collect information from the entire employee. so the
sampling method has been followed study, the analysis is based on primary as well as
secondary data.
1. PRIMARY SOURCES:-
Primary data was collected using an appropriate questionnaire and observing it.

2. SECONDARY SOURSES:-
The secondary data was collected from companys documents, official records.

Scope of the research

The report deals with the recruitment and selection process in terms of theoretical point
of view and the practical use. The study will allow learning about the recruitment and
selection issues, importance, modern techniques and models used to make it more
efficient. The study will help to learn the practical procedures followed by the leading
organizations. Moreover the study will help to differentiate between the practice and the
theories that direct to realize how the organization can improve their recruitment and
selection process.


Limitations of the research

The main limitation of the study is the collection of information. Because most of the
information are confidential. So they dont want to disclose them. And I am not able to
show any forms which they use in the time of joining or we use to upgrade the files.



METHOD OF ANALYSIS:-
The tool of analysis adopted by me is the QUESTIONNAIRE which I have prepared on
the basis of my analysis.

QUESTIONNAIRE:-
It is the set of question which is to be filled up by the respondents for their answers. We
have also prepared during our study for the purpose of collection of primary data.
Questionnaire designed were of multiple choice and of ended of nature.

SAMPLING AND SAMPLE DESIGN:
It is not possible to examine every item in the population hence interferences is drawn
about a large numbers of items possessing a particular attribute based on based
analysis of fraction of such items. It is called a sample.
.


In this study, the specifications will be as follows:
Element : People
Sampling units : J K Tyres Office







5. SUMMARY OF RESEARCH DESIGN

Data source: Primary and secondary
Research approach: Survey method
Research instrument: Questionnaire
Sampling plan: Sample unit (office)
Sample size: 20 employee
Sample area: Gwalior city
Contact method: Personal contact




















QUESTIONNAIRE

Name
Companys name
Designation
Date-

Note Please tick the appropriate option.


1. What source you adopt to source candidates?
a. Employee referral
b. Campus recruitment
c. advertising
d. Recruitment agencies
e. Job portals
f. Other, plz specify

INTERPRETATION:



2. How many stages are involved in selecting the candidate?
a. 1
b. 2
c. 3
20%
35%
25%
10%
10%
Source
Employee
referral
Campus
recruitment
Advertising
Recruitment
agencies

d. 4
e. More

INTERPRETATION:










3. Do you use any of the following tests during the process of recruitment?
a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, pls specify

INTERPRETATION:
10%
15%
20%
25%
30%
Stages
1
2
3
4
More









4. How do you track the source of candidate?
a. Manual
b. Software
c. Online
d. Windows. Xls.


INTERPRETATION:






10%
20%
25%
40%
5%
Tests
Written
Aptitude
Group
Discussion
30%
10%
40%
20%
Sources
Manual
Software
Online
Windows.Xls.





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

a. Sales
b. Administration
c. HR Executives
d. Other, pls specify



INTERPRETATION:











30%
10%
40%
20%
Department
Sales
Administrati
on
HR Executive
Others

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

a.10mins.
b.10 to 20mins.
c. 20 to 30mins.
d. More

INTERPRETATION:







7. Do you follow different recruitment process for different grades of
employees?

a. No
b. Yes


INTERPRETATION:


10%
30%
50%
10%
Time
10 mins
10 to 20
mins
20 to 30
mins
More








8. What is the back out percentage of candidates after being offered?

A.1-5
B.5-10
C.10-15
D. 15-20

Interpretation:
It hardly happens with such a big firm.



9. What percentage of candidates leaves within the period of less than 1- 3
month?

A. 1-5
B.5-10
C.10-15
D. 15-20

Interpretation:
It usually doesnt happen because contracts are made for at least for 6 months.
20%
80%
Recruitment
Process
No
Yes



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

A. Yes
B. No
C. Depends, how


Interpretation:
No, Company does not provide the traveling cost incurred by the candidate for appearing in
the interview.





11. Do you take any technological support for the process of recruiting?

A. Telephone
B. Video conferencing
C. Online support
D. Other, pls specify


Interpretation:
Not generally only with Engineers.



12. If the recruitment type is Employee Referral then what special privilege
has to be paid to the one who has referred?


Interpretation: If the recruitment type is Employee Referral then there is no special
privilege paid to the one who has referred.




13. In how much time does the whole process generates results?
(Time taken in the whole process i.e. from tests, personal interviews to final list of
selected candidates)





Interpretation: It takes about one week for all process, as the tests and interviews are
conducted in one day but results are out within a week.




14. How much do you spend in reference check of 1 candidate?


Interpretation: It depends on the post to be filled.


15. How much do you spend on T&D and Induction per employee?


Interpretation: Its value goes in lakhs when a group of 10 candidates are selected and
undergone training and development.



16. How many recruitments you did in the last fiscal year?


Interpretation: Last year 12 engineers and 45 workers were recruited.


17. What source has provided you with highest performers?
(Both quantity wise and quality wise)


Interpretation: Both sources give highest performers but external sourcing is slightly better.





18. Do you have a legal advisor for HR department? Yes/No
if yes, then is it...

A. Internal

B. External



INTERPRETATION:



















70%
30%
Legal Advisor
Internal
External




19. Are you aware of the concept of RPO Recruitment Process Outsourcing?

A. No

B. Yes, through what source









INTERPRETATION:





20%
80%
RPO
No
Yes

6. RECOMENDATION AND
SUGGESSTION


1. The company should increase their candidate pool through external
sources.

2. More financing option should be available.

3. The company should provide more customer value.

4. Follow up should be increased.

5. Effort should be done for developing the concept of good
relationship with consumers.

6. The company does not go for campus recruitment, they should
follow it.

7. The selection process is too lengthy with consumes much time,
which has to be decreased.




7. CONCLUSION


The manufacturing companies aims to ensure that the best candidate is
selected for the job regardless of age, color, origin, religion, gender etc.

To achieve this objective company ensures that all those who are
concerned with the recruitment and selection process have a clear
understanding of the job to be filled.

The purpose of this policy is to ensure that the company will attract and
retain the most highly qualified workforce available to them.

All the workers of the studied organization felt that this program is
beneficial in improving performance, skills, attitude and knowledge
effectively and efficiently of doing work.






8. BIBLOGRAPHY


Name of the Book:

V S P RAO Human Resource Management
C.B. GUPTA Human Resource Management
K ASWATHAPPA Human Resource Management
PHILIP KOTLER Marketing Management
A B RAO Research Methodology
C.B. Mamoria & S.V. Gankar Human Resource Management

OTHER RESOURCES:

Magazine
Through Questioners
Various JK Tyres and Industries Journals & Newspapers.

Websites:
o www.citehr.com
o www.hrlinks.com
o www.google.com
o www.JKtyres.com