ON THE JOB TRANING

REPORT

“THE STUDY OF RECRUITMENT AND SELECTION PROCEDURE TOWARDS MARUTI

SUZUKI AT JALANDHAR”

SUBMITTED TO HIMACHAL PRADESH TECHNICAL UNIVERSITY, SHIMLA IN THE

PARTIAL FULFILMENT FOR THE AWARD OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

SESSION 2015-2018

PROJECT GUIDE: SUBMITTED BY:

XXXX
MBA 3RD SEM

L.R. INSTITUTE OF MANAGEMENT

JABLI-KYAR, P.O. OACHGHAT, DISTT. SOLAN (H.P.) 173223

 CERTIFICATE OF GUIDE

This is to certified that this report titled “THE STUDY OF RECRUITMENT AND SELECTION
PROCEDURE TOWARDS MARUTI SUZUKI ” submitted in partial fulfilment of the requirement for
the degree of Master of Business Administration of Himachal Pradesh Technical University, Hamirpur
by XXXX. Roll No. MBAhas been carried out under my supervision and guidance.

To the best of my knowledge data reported is original. The assistance and help received during the course of
this project has been duly acknowledged.

COUNTER SIGNED BY

DIRECTOR
LR INSTITUTE OF MANAGEMENT

DATE :
PLACE :
 STUDENT DECLARATION

I am XXXXX bearing university roll number MBA hereby declare that I have done the ojt report on the
topic ‘THE STUDY OF RECRUITMENT AND SELECTION PROCEDURE TOWARDS MARUTI
SUZUKI which is submitted in partial fulfilment of requirement of the award of degree of MASTERS OF
BUSINESS ADMINISTRATION of Himachal Pradesh Technical University Hamirpur, and the data that is
included in it is original. The assistance and help that received during the course of this study has been duly
acknowledged. It is further, declare that is an original piece of work and it is worthy of the consideration for
the degree of MBA.

Signature.........
XXXXXX
 ACKNOWLEDGEMENT

This report is the culmination of several weeks of efforts. It is the combination of ideas, suggestions. It is
with a deepest sense of gratitude that I reiterate my indebtedness to my guide Mr XXXXX. for the valuable
guidance, constant encouragement and constructive criticism during the course of my study.

I also think other faculty members and staff of LR INSTITUTE OF MANAGEMENT, without whose
support the task and hand would have been quite difficult. I am also thankful to the entire respondent who
spared their valuable time to provide me the pertinent information.

XXXXXX
COMPANY PROFILE
Maruti Suzuki was started b Sanjay Gandhi Founder and MD of Maruti Suzuki.with the vision to develop a
car that each Indian could easily purchase and maintain.

In an elaborate ceremony held in New Delhi on 14 December 1983

Maruti Suzuki Group began its journey of excellence in 1983. The organization commenced operations as a
manufacturer of LPG Cylinders for the Delhi-NCR region of India. Moving strength to strength, assisted
with experience and knowledge, MARUTI Group entered into the automotive industry in 1985.

In 1986, the Group signed a joint venture with Maruti Suzuki India Ltd for the manufacturing of sheet metal
components and assemblies. The journey began with a vision to expand the business in the automotive
sector by keeping abreast with market trends and global technology.

Headquartered at Delhi-NCR, MARUTI Group is a diversified conglomerate with presence in automotive,

engineering & design services, renewable energy and education sectors. The organization’s commitment
towards all stakeholders and community has made it a leading manufacturing and engineering player.
The milestones and achievements of MARUTI Group gave the energy for diversification and establishment
of multiple business units in order to meet the needs of customers.  The organization’s management follow a
unique business model to create empowered companies that enjoy the best of entrepreneurial independence,
assisted with leverage of group-wide synergies.

Over the last 3 decades, MARUTI Group has created new benchmarks in the automotive industry, with the
manufacturing of Body-in-White, Chassis & Suspension Systems, Die Casting, Exhaust Systems, Jigs and
Fixtures, Skin Panels, Tool Rooms, Tubes &Tubular Parts, Weld Assemblies and engineering services
among many others.

MILESTONES

The other MARUTI Group companies are:

 Arcelor Neel Tailored Blank Pvt. Ltd.

 Indo Toolings
 Jaico Steel Fasteners Ltd.
 Jay Bharat Exhaust System Ltd.
 Jay Bharat Maruti Ltd.
 MARUTI Auto Ltd.
 MARUTI Industries Ltd.
 MARUTIMA Automotive Pvt. Ltd.
 MARUTI Ogihara Automotive India Ltd.
  Neel Industries Pvt. Ltd.
 Neel Metal Fanalca Environment Management Pvt.Ltd.
 Neel Metal Products Ltd.
 Thai Summit Neel Auto Pvt. Ltd.
 ThyssenKrupp MARUTI Pvt. Ltd.

Product range of the company includes:

The Company principal activity is to manufacture and market automotive components. It operates in three
segments namely Sheet Metal Division, Special Purpose Vehicle Division and Tool Room Division. The
Sheet Metal Division manufactures sheet metal components, assemblies and sub assemblies.

The Special Purpose Vehicle Division develops and assembly special purpose vehicle and tool room
division manufactures tool, dies and moulds.

Achievements/ recognition:

 Outstanding Performance in development MARUTIA by Honda Siel Cars India Ltd. 2007 
 ECO supplier certification MARUTIA by Samsung India 2005 
 Appreciation certificate MARUTIA by Delphi 2005 
 Award for outstanding contribution to supply chain management MARUTIA by Eicher Motors 2004 
 New City launch – Special award MARUTIA by HSCIL 2003 
 Award for outstanding contribution to parts development for sheet metal component group
MARUTIA by Eicher Motors 2002 
 Certificate of appreciation for performance in category of cost MARUTIA by HSCIL 2002 
 Certificate of appreciation for performance in category of quality MARUTIA by HSCIL 2001 
 Best improvement award for quality MARUTIA by HSCIL 2000 

Appreciation of the contribution towards TVS – Spectra MARUTIA by TVS – Suzuki 1998 
 RECRUITMENT AND SELECTION
PROCEDURE TOWARDS MARUTI
SUZUKI
Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions
in an organization. It sources the candidates with the abilities and attitude, which are required for achieving
the objectives of an organization.

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing
applications, screening, shortlisting and selecting the right candidate.

To increase the efficiency of hiring, it is recommended that the HR team of an organization follows the five
best practices (as shown in the following image). These five practices ensure successful recruitment
without any interruptions. In addition, these practices also ensure consistency and compliance in the
recruitment process.

Recruitment process is the first step in creating a powerful resource base. The process undergoes a
systematic procedure starting from sourcing the resources to arranging and conducting interviews and
finally selecting the right candidates.

Recruitment Planning

Recruitment planning is the first step of the recruitment process, where the vacant positions are analyzed
and described. It includes job specifications and its nature, experience, qualifications and skills required for
the job, etc.

A structured recruitment plan is mandatory to attract potential candidates from a pool of candidates. The
potential candidates should be qualified, experienced with a capability to take the responsibilities required
to achieve the objectives of the organization.
Identifying Vacancy

The first and foremost process of recruitment plan is identifying the vacancy. This process begins with
receiving the requisition for recruitments from different department of the organization to the HR
Department, which contains −

 Number of posts to be filled

 Number of positions

 Duties and responsibilities to be performed

 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether the position
is required or not, permanent or temporary, full-time or part-time, etc. These parameters should be
evaluated before commencing recruitment. Proper identifying, planning and evaluating leads to hiring of
the right resource for the team and the organization.

Job Analysis

Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities, skills,
abilities, and work environment of a specific job. These factors help in identifying what a job demands and
what an employee must possess in performing a job productively.

Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to
establish and document the job relatedness of employment procedures such as selection, training,
compensation, and performance appraisal.

The following steps are important in analyzing a job −

 Recording and collecting job information

 Accuracy in checking the job information

  Generating job description based on the information

 Determining the skills, knowledge and skills, which are required for the job

The immediate products of job analysis are job descriptions and job specifications.

Job Description

Job description is an important document, which is descriptive in nature and contains the final statement of
the job analysis. This description is very important for a successful recruitment process.

Job description provides information about the scope of job roles, responsibilities and the positioning of the
job in the organization. And this data gives the employer and the organization a clear idea of what an
employee must do to meet the requirement of his job responsibilities.

Job description is generated for fulfilling the following processes −

 Classification and ranking of jobs

 Placing and orientation of new resources

 Promotions and transfers

 Describing the career path

 Future development of work standards

A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position

 Job Location

 Summary of Job

 Job Duties

 Machines, Materials and Equipment

  Process of Supervision

 Working Conditions

 Health Hazards

Job Specification

Job specification focuses on the specifications of the candidate, whom the HR team is going to hire. The
first step in job specification is preparing the list of all jobs in the organization and its locations. The second
step is to generate the information of each job.

This information about each job in an organization is as follows −

 Physical specifications

 Mental specifications

 Physical features

 Emotional specifications

 Behavioral specifications

A job specification document provides information on the following elements −

 Qualification

 Experiences

 Training and development

 Skills requirements

 Work responsibilities

 Emotional characteristics

 Planning of career

Job Evaluation

Job evaluation is a comparative process of analyzing, assessing, and determining the relative value/worth of
a job in relation to the other jobs in an organization.

The main objective of job evaluation is to analyze and determine which job commands how much pay.
There are several methods such as job grading, job classifications, job ranking, etc., which are involved
in job evaluation. Job evaluation forms the basis for salary and wage negotiations.
Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for hiring
the resources. After completing the preparation of job descriptions and job specifications, the next step is to
decide which strategy to adopt for recruiting the potential candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following points −

 Make or buy employees

 Types of recruitment

 Geographical area

 Recruitment sources

The development of a recruitment strategy is a long process, but having a right strategy is mandatory to
attract the right candidates. The steps involved in developing a recruitment strategy include −

 Setting up a board team

 Analyzing HR strategy

 Collection of available data

 Analyzing the collected data

 Setting the recruitment strategy

Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon the requirement of
the job. After the recruitment strategy is done, the searching of candidates will be initialized. This process
consists of two steps −

 Source activation − Once the line manager verifies and permits the existence of the vacancy, the
search for candidates starts.

 Selling − Here, the organization selects the media through which the communication of vacancies
reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two
categories: Internal Sources and External Sources.

Internal Sources

Internal sources of recruitment refer to hiring employees within the organization through −

 Promotions
  Transfers

 Former Employees

 Internal Advertisements (Job Posting)

 Employee Referrals

 Previous Applicants

External Sources

External sources of recruitment refer to hiring employees outside the organization through −

 Direct Recruitment

 Employment Exchanges

 Employment Agencies

 Advertisements

 Professional Associations

 Campus Recruitment

 Word of Mouth

Screening / Shortlisting

Screening starts after completion of the process of sourcing the candidates. Screening is the process of
filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant
candidates, which were received through sourcing. The screening process of recruitment consists of three
steps −

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the candidates are
reviewed and checked for the candidates’ education, work experience, and overall background matching
the requirement of the job

While reviewing the resumes, an HR executive must keep the following points in mind, to ensure better
screening of the potential candidates −

 Reason for change of job

 Longevity with each organization

 Long gaps in employment

  Job-hopping

 Lack of career progression

Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates. In this process, after
the resumes are screened, the candidates are contacted through phone or video by the hiring manager. This
screening process has two outcomes −

 It helps in verifying the candidates, whether they are active and available.

 It also helps in giving a quick insight about the candidate’s attitude, ability to answer interview
questions, and communication skills.

Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In this process, the
cream/top layer of resumes are shortlisted, which makes it easy for the hiring manager to take a decision.
This process has the following three outcomes −

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager

 Helps the hiring managers to take a decision in hiring the right candidate

Evaluation and Control

Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and
the validity of the process and methods are assessed. Recruitment is a costly process, hence it is important
that the performance of the recruitment process is thoroughly evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled effectively. These include
the following −

 Salaries to the Recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.

 Administrative expenses and Recruitment overheads

 Overtime and Outstanding costs, while the vacancies remain unfilled

 Cost incurred in recruiting suitable candidates for the final selection process

 Time spent by the Management and the Professionals in preparing job description, job
specifications, and conducting interviews.

.
WORK DONE
 RECUITMENT PROCESS OF MARUTI SUZUKI

Ambitious plan to reach an independent R & D capability and our goal to achieve 1 million car sales mark
by 2011 requires huge talent pool. To induct the best talent from the country and to develop them into
successful engineers and managers for leadership positions, who drive Maruti to excellence and push
innovation is our objective. Campus Recruitment is done for engineers and MBA's. We hire people from all
across the country for our all verticals. The process starts with a campus visit where interviews are
conducted after a brief shortlisting method. Various tools of selection are used to search the best talent. The
interviews are conducted by the panel of senior management and they are assessed through a rigorous
selection process. Offers are made to suitable candidates.

Maruti Suzuki Direct Recruitments Offer

Here is a scam where the criminal is assuming I’ve added my resume to Monster.com and anxiously
awaiting word from a company. They explain that you need to pay them before the interview, but that you’ll
get it all back when you respond to this Maruti Suzuki direct recruitments offer and do the face to face
interview. There will never be a face to face and you’ll lose all your money and identity should you try to
respond to this scam shown below:
–
MARUTI SUZUKI INDIA LTD (MSIL)
Head Office Maruti Suzuki,
India Limited Nelson Mandela Road,
Vasant Kunj, New Delhi-110070.
Board no.46781000.
Fax: 46150275 and 46150276
Email: [email protected]
Email: [email protected]
REF: MARUTI SUZUKI DIRECT RECRUITMENTS OFFER.
Your Resume has been selected from MONSTER.COM for our new plant. The Company selected 62
candidates list for Senior Engineer, IT, Administration, Production, marketing and general service
Departments, It is our pleasure to inform you that your Resume was selected as one of the 62 candidates
shortlisted for the interview.
The Company SUZUKI is the best Manufacturing Car Company in India, The Company is recruiting the
candidates for our new Plants in Delhi, Bangalore, and Pune and mumbai. Your interview will be held at
The Company Corporate office in New Delhi on 13th Of February 2011 at 11.30 AM, You will be pleased
to know That The 62 candidates selected 55 candidates will be giving appointment, Meaning that your
Application can progress to final stage of the MARUTI SUZUKI DIRECT RECRUITMENTS OFFER.
You will have come to The Company corporate office in New Delhi. Your offer letter with Air Ticket will
be sent to you by courier before date of interview. The Company can offer you a salary with benefits for this
post 62, 000/- to 200, 000/- P.M. (HRA D.A Conveyance and other Company benefits. The designation and
Job Location will be fixing by Company HRD. At time of final process. You have to come with photo-
copies of all required documents.
REQUIRED DOCUMENTS BY MARUTI SUZUKI DIRECT RECRUITMENTS OFFER:

1) Photo-copies of Qualification Documents.

2) Photo-copies of Experience Certificates (If any)
3) Photo-copies of Address Proof
4) Two Passport Size Photograph.
5) Two copies of Social Security Card
6) photo-copies of credit card (front and back)
You have to deposit the (Cash) as an initial amount in favor of our company accountant name in charges to
collect your payment. Department. for Rs. 9,500/- (Nine thousand Five hundred rupees) through any
[STATE BANK OF INDIA] OR [ICICI BANK] Branch from your Home City to our Company accountant
name in charges. Account NO, which will be sending to you upon your response.
This is a refundable interview security. Your offer letter with Air tickets will be sent to your Home Address
by courier after receiving the confirmation of interview security deposited in any of the STATE BANK OF
INDIA OR ICICI BANK. This Company will pay all the expenditure to you at the time of face-to-face
meeting with you in Company. The Job profile, salary offer, and date -time of interview will be mention in
your offer letter. Your offer letter will dispatch very shortly after receiving your confirmation of cash
deposited in STATE BANK OF INDIA OR ICICI BANK.
We wish you the best of luck for the subsequent and remaining stage. The last date of security deposited in
bank 11th Of February 2011 you have to give the information after deposited the security amount in bank to
The Company HRD -direct recruitment via email.
Your MARUTI SUZUKI DIRECT RECRUITMENTS OFFER Letter with supporting document will be
dispatch same time by courier to your postal address after receipt of security deposited confirmation in bank.
The interview process and arrangement expenditure will be paid by SUZUKI COMPANY. Lodging,
traveling and local conveyance actual will be paid by SUZUKI COMPANY as per bills. The candidate has
to deposit the initial refundable security as mentioned by HRD.NB: You are advice to reconfirm your
mailing address and phone number in your reply.
And 9,500/- (Nine thousand Five hundred rupees) will be the refundable amount, as 200 rupees will be
deducted as bank charges for funds deposit. and if you are been selected or not, still the amount will be
refunded to you, as the amount is just to prove that you will be coming for the interview in order for us not
to run at lost after sending you the air ticket and you don’t show up on the day of interview. Wishing you the
best of lucks

Human Resource

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.
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. Flippo defined 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.

PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes are to:

 Determine the present and future requirements of the organization in conjunction with its personnel-
planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of visibly, under
qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
 Begin identifying and preparing potential job applicants who will be appropriate candidates.
 Induct outsiders with a new perspective to lead the company.
 Infuse fresh blood at all levels of the organization.
 Develop an organizational culture that attracts competent people to the company.
 Search or head hunt/head pouch people whose skills fit the company’s values.
 Devise methodologies for assessing psychological traits.
 Search for talent globally and not just within the company.
 Design entry pay that competes on quality but not on quantum.
 Anticipate and find people for positions that do not exist yet.
 Increase organizational and individual effectiveness in the short term and long term.
 Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.
 Recruitment represents the first contact that a company makes with potential employees. It is through
recruitment that many individuals will come to know a company, and eventually decide whether they wish
to work for it. A well-planned and well-managed recruiting effort will result in high-quality applicants,
whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be
selected when better candidates do not know of job openings, are not interested in working for the company
and do not apply. The recruitment process should inform qualified individuals about employment
opportunities, create a positive image of the company, provide enough information about the jobs so that
applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the
best candidates so that they will apply for the vacant positions.

The negative consequences of a poor recruitment process speak volumes about its role in an
organization. The failure to generate an adequate number of reasonably qualified applicants can prove costly
in several ways. It can greatly complicate the selection process and may result in lowering of selection
standards. The poor quality of selection means extra cost on training and supervision. Furthermore, when
recruitment fails to meet the organizational needs for talent, a typical response is to raise entry-level pay
scales. This can distort traditional wage and salary relationships in the organization, resulting in avoidable
consequences. Thus, the effectiveness of a recruitment process can play a major role in determining the
resources that must be expended on other HR activities and their ultimate success.

The recruitment process consists of the following four sub-functions:-

 Finding out and developing the sources where the required number and kind of employees will be
available.
 Developing suitable techniques to attract the desirable candidates.
 Employing the techniques to attract candidates.
 Stimulating as many candidates as possible and asking them to apply for jobs irrespective of the
number of candidates required.

Management has to attract more candidates in order to increase the selection ratio so that the most
suitable candidate can be selected out of the total candidates available. Recruitment is positive as it aims at
increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates
in which process; the unsuitable candidates are automatically eliminated. Though, the function of
recruitment seems to be easy, a number of factors make performance of recruitment a complex one.

FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS
 Recruiting policy
 Temporary and part-time employees
 Recruitment of local citizens
 Engagement of the company in HRP
 Company’s size
 Cost of recruitment
 Company’s growth and expansion
 2) EXTERNAL FACTORS

 Supply and Demand factors

 Unemployment Rate
 Labour-market conditions
 Political and legal considerations
 Social factors
 Economic factors
 Technological factors

INDUCEMENTS
Organisational inducements are all the positive features and benefits offered by an organization that
serves to attract job applicants to the organisation. Three inducements need specific mention here, they are:-

 Compensation: Starting salaries, frequency of pay increases, incentives and fringe benefits can all
serve as inducements to potential employees.

 Career Opportunities: These help the present employees to grow personally and professionally and
also attract good people to the organization. The feeling that the company takes care of employee
career aspirations serves as a powerful inducements to potential employees.

 Image or Reputation: Factors that affect an organisation’s reputation include its general treatment
of employees, the nature and quality of its products and services and its participation in worthwhile
social endeavors.

CASE EXAMPLE (inducements):

INFOSYS: The Software Powerhouse

Infosys Technologies Limited (ITL), one of the country’s best known software exporting house,
treats its employees as partners and co-owners. It provides them challenging assignments, allows flexible
working hours, rewards them solely on the basis of performance and conducts regular training programmes
to upgrade their skills. It has an “Employee Stock Option Plan” (ESOP) to share its wealth with employees
on the basis of their performance. Even lower level employees are proud owners of the prized stock worth
25 to 40 lakh rupees, according to Narayan Murthy, the CEO of ITL. Apart from increasing shareholder
value, ESOP has greatly enhanced the image of the company in the information technology industry where
employee attrition rates are very high. It is small wonder companies like Procter & Gamble, Johnson &
Johnson, Citibank have reposed their faith in ESOP as a way of attracting and retaining talent in a highly
competitive environment.
If a firm has a poor image in the market, many of the prospective candidates may not even apply for
vacancies advertised by the firm. If the job is not attractive, qualified people may not even apply. Any job
that is viewed as boring, hazardous, anxiety producing, low-paying, or lacking in promotion potential
seldom will attract a qualified pool of applicants. Recruiting efforts require money. Sometimes because of
limited resources, organizations may not like to carry on the recruiting efforts for long periods of time, this
can, ultimately, constrain a recruiter’s effort to attract the best person for the job. Government policies often
come in the way of recruiting people as per the rules of the company or on the basis of merit/seniority, etc.
For example, reservations to specific groups (such as scheduled castes, scheduled tribes, backward castes,
physically handicapped and disabled persons, ex-servicemen, etc.) have to be observed as per constitutional
provisions while filling up vacancies in government corporations, departmental undertakings, local bodies,
quasi-government organizations, etc.

The training was being conducted with team members of The Maruti Suzuki and the team coordinator gave
the complete overview about the company as well as the complete process of the sales and promotions of the
property selling in details.

The training was primarily divided in these sections

 Study of the Maruti Suzuki

There was a detailed study and exposure of the company and the collaboration of the Maruti and
Suzuki and how the team was formed and the first unit started in gurgoan Haryana named Maruti
Udyog.
 The company policy and profile in details
We were made well aware of the company policy and whats the vision of the company and how it
intends to serve the nation by providing the low cost cars and low maintenance as well
 Types of units operated within the brand Maruti
 Locations and branches of the Maruti
 Sales department
 Recruitment team
 Sources of recruitment
 Types of recruitment
 Selection
 Policy and agreements
 IJP’s
 Hikes and perks
Week 1: company overview and history of maruti udyog

 Company base
The detailed information about the base of company makes us strong to convince the clients

 Maruti collaboration deed with Suzuki (Japan)

The MD Sanjay Gandhi had a deal with the Suzuki Japan and they wished to open their own
production unit at Gurgoan.
 Maruti udyog foundation at Gurgoan Delhi NCR
It was developed in 5 acres and there were three main segments
 Company policy
Low cost and low maintenance
 Company production
High yield and low cost with services available all over india
Week 2: organisation of recruitment methods and sources

INTERNAL METHODS:

 Promotions and Transfers

 Job Posting
 Employee Referrals
 External (direct) Methods
 Hunting staff from monster.com
 Campus Recruitment

INDIRECT METHODS:-

 Advertisements
 Third Party Methods
 Private Employment Search Firms
 Employment Exchanges
 Gate Hiring and Contractors
 Unsolicited Applicants / Walk-ins
 Alternatives to Recruitment
 Evaluation of Alternative Sources
 Time lapse data
 Yield ratios
 Surveys and studies
Week 3: HR department in detail

6 AREAS OF HR 

 Compensation and Benefits

 Recruitment and Staffing

 Training and Development

 Organizational Orientation

 Department Orientation

 Job Training

 Continuing Education

 Employee Relations

 Employee Satisfaction

 Labor Laws and Legal Compliance

Week 4 employee management and training

 Training of employees

 Seminars and motivational sessions

 Perks

 Incentives

 Salary

 Appraisals

 Team working spirit

Week 5 selection procedure

The Selection is a process of picking the right candidate with prerequisite qualifications and capabilities to
fill the jobs in the organization.

The selection process is quite lengthy and complex as it involves a series of steps before making the final
selection. The procedure of selection may vary from industry to industry, company to company and even
from department to department. Every organization designs its selection process, keeping in mind the
urgency of hiring people and the prerequisites for the job vacancy.

SELECTION PROCESS

The selection procedure comprises of following systematic steps:

1. Preliminary Interview: The preliminary interview is also called as a screening interview wherein
those candidates are eliminated from the further selection process who do not meet the minimum eligibility
criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets, family backgrounds and their
interest in working with the firm. The preliminary interview is less formal and is basically done to weed out
the unsuitable candidates very much before proceeding with a full-fledged selection process.

2. Receiving Applications: Once the individual qualifies the preliminary interview he is required to fill
in the application form in the prescribed format. This application contains the candidate data such as age,
qualification, experience, etc. This information helps the interviewer to get the fair idea about the candidate
and formulate questions to get more information about him.
3. Screening Applications: Once the applications are received, these are screened by the screening
committee, who then prepare a list of those applicants whom they find suitable for the interviews. The
shortlisting criteria could be the age, sex, qualification, experience of an individual. Once the list is
prepared, the qualified candidates are called for the interview either through a registered mail or e-mails.
4. Employment Tests: In order to check the mental ability and skill set of an individual, several tests
are conducted. Such as intelligence tests, aptitude tests, interest tests, psychological tests, personality tests,
etc. These tests are conducted to judge the suitability of the candidate for the job.
5. Employment Interview: The one on one session with the candidate is conducted to gain more
insights about him. Here, the interviewer asks questions from the applicant to discover more about him and
to give him the accurate picture of the kind of a job he is required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in the performance of the job.
Through an interview, it is easier for the employer to understand the candidate’s expectations from the job
and also his communication skills along with the confidence level can be checked at this stage.

6. Checking References: The firms usually ask for the references from the candidate to cross check the
authenticity of the information provided by him. These references could be from the education institute from
where the candidate has completed his studies or from his previous employment where he was formerly
engaged. These references are checked to know the conduct and behavior of an individual and also his
potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate are checked to ensure
that he is capable of performing the job. In some organizations, the medical examination is done at the very
beginning of the selection process while in some cases it is done after the final selection.

Thus, this stage is not rigid and can take place anywhere in the process. The medical examination is an
important step in the selection process as it helps in ascertaining the applicant’s physical ability to fulfill the
job requirements.

8. Final Selection: Finally, the candidate who qualifies all the rounds of a selection process is given the
appointment letter to join the firm.

Thus, the selection is complex and a lengthy process as it involves several stages than an individual has to
qualify before getting finally selected for the job.
Week 6 placements procedure

 Placements system is being designed in a flexible manner

 The do or die theory

 Placements are based on the type of work and quality the employee shows during the training period

 Skills seeking team finds the best department for each individual
Week 7 performance appraisal

 Self-Evaluation. A self-evaluation requires an employee to judge his or her own performance against
predetermined criteria

 Behavioral Checklist

 360-Degree Feedback

 Management by Objectives

 Ratings Scale.
 CHAPTER-4

FINDINGS, CONCLUSION

AND

SUGGESTIONS
FINDINGS:

 Maruti Suzuki is a big organization with proper management team

 HR team matters a lot in running an organization
 Recruitment team plays the major role in all aspects
 Recruitment procedure goes through mane parts to find a suitable employee
 Productivity, stability, decorum and other such aspects matters on the recruitment team only
 The reason for maruti to sustain and expand is due to strong team of HR

CONCLUSION:

We have tried to give our best to the project. We have incorporated all the relevant Recruitment

Procedure principles which could be associated with our topic and the team of Maruti Suzuki has given a

great opportunity to know and learn the practical study of our MBA degree. During the training we came to

know the positives of recruitment steps in detail and this training would be beneficial in every way in our

career and future endeavours.

SUGGESTIONS

 Maruti Company has to frame new strategies to gain all the potential customers.

 Maruti dealers have to come up some potential activities, schemes and offers to attract people.

 Dealers should come up with ease in documentation for financing the customer.

 Service advisers need training and motivate them.

 Maruti has to improve the different promotional activities through effective media.
WEBSITES

 Www.learn marketing.com
 Www.maruti Suzuki.com
 Www.gurusoftware.com