A

PROJECT REPORT
ON
“A STUDY OF RECRUITMENT & SELECTION
PRACTICES IN TATA MOTORS LIMITED,
GHAZIABAD”

BACHELOR IN BUSINESS ADMINISTRATION

(Galgotias University ,Sector -17A Greater noida , U.P)
Session: 2017-2020

SUBMITTED TO: SUBMITTED BY:

Dr. Veena Mehta Grover Ankit Chaudhary
BBA- 4th sem
17GSOB101060

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 DECLARATION

I hereby declare that the Research Project Report titled “A Study Of

Recruitment & Selection Practices In Tata Motors Limited, Ghaziabad” is

an original work done by me under the guidance of Mr.Veena Mehata Grover

and no part is taken from any other project or material published or otherwise

submitted to any other college or institute.

Ankit Chaudhary

Place:

Date:

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 ACKNOWLEDGEMENT

I express my sincere gratitude to my industry guide Mrs. Subhika Sharma-(HR Manager,

Tata Motors Limited, Ghaziabad) for his dedicated guidance, continuous support and
cooperation throughout my project, without which the present work would not have been
possible. valuable suggestion and inspiration to undergo this study and his unstilted help
which he gave for the completion of this Research. My grateful thanks are also due to
various others technocrats, who inspire of their multifarious pre-occupation, were kind
enough to spare time to grant me personal help and others cooperative activities. I would
also like to thanks co-operation for providing the recruitment & selection and supplemental
information used in this study.

I would also like to thank the entire team of HR Manager, Tata Motors Limited,
Ghaziabad, their constant support and help in the successful completion of my project.

Last but not the least, I would like to thanks My faculty Dr.Veena Mehata, who gave me
the useful tips and suggestions regarding project

Ankit Chaudhary

BBA 4th sem

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 Roll no– 1666370017

Table of Content

CHAPTER – 1 INTRODUCTION 5-7

CHAPTER – 2 COMPANY PROFILE 8-18

CHAPTER – 3 PRODUCT PROFILE 19-29

CHAPTER – 4 LITERATURE REVIEW 30-39

CHAPTER – 5 INTRODUCTION OF THE TOPIC 40-54

CHAPTER – 6 RECRUITMENT & SELECTION PROCESS AT TATA 55-76

CHAPTER – 7 OBJECTIVES OF THE STUDY 77-86

CHAPTER – 8 RESEARCH METHODOLOGY 87-91

CHAPTER – 9 DATA ANALYSIS AND INTERPRETATION 92-102

CHAPTER – 10 FINDINGS 103-106

CHAPTER – 11 SWOT ANALYSIS 107-109

CHAPTER – 12 LIMITATIONS 110-111

CHAPTER – 13 CONCLUSION 112-115

CHAPTER – 14 BIBLIOGRAPHY 116-117

CHAPTER – 15 QUESTIONNAIRES 118-121

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 CHAPTER -1

INTRODUCTION

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 INTRODUCTION

Tata Motors is a part of the Tata Group manages its share-holding through Tata Sons. The

company was established in 1950 as a locomotive manufacturing unit and later expanded its

operations to commercial vehicle sector in 1954 after forming a joint venture with 

Daimler-Benz AG of Germany. Despite the success of its commercial vehicles, Tata realized

his company had to diversify and he began to look at other products. Based

on consumer demand, he decided that building a small car would be the most practical new

venture. So in 1998 it launched Tata Indica, India's first fully indigenous passenger car.

Designed to be inexpensive and simple to build and maintain, the Indica became a hit in the

Indian market. It was also exported to Europe, especially the UK and Italy. Tata Motors

Limited is a multinational automotive corporation headquartered in Mumbai, India. Part of

the Tata Group, it was formerly known as TELCO (TATA Engineering and Locomotive

Company). Tata Motors is India’s largest automobile company, with consolidated revenues

of USD 20 billion in 2009-10. It is the leader in commercial vehicles and among the top three

in passenger vehicles. Tata Motors has products in the compact, midsize car and utility

vehicle segments. The company is the world's fourth largest truck manufacturer, the world's

second largest bus manufacturer, and employs 24,000 workers. Since first rolled out in 1954,

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Tata Motors has produced and sold over 4 million vehicles in India. Established in 1945,

when the company began manufacturing locomotives, the company manufactured its first

commercial vehicle in 1954 in collaboration with Daimler-Benz AG, which ended in

1969. Tata Motors is a dual-listed company traded on both the Bombay Stock Exchange, as

well as on the New York Stock Exchange. Tata Motors in 2005 was ranked among the top 10

corporations in India with an annual revenue exceeding INR 320 billion. In 2010, Tata

Motors surpassed Reliance to win the coveted title of 'India's most valuable brand' in an

annual survey conducted by Brand Finance and The Economic Times.

Tata Motors has auto manufacturing and assembly plants in  Jamshedpur,  Pantnagar, 

Lucknow,  Ahmedabad, Sanand, Dharwad and Pune in India, as well as in Argentina, South

Africa and Thailand.

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CHAPTER-2

COMPANY

PROFILE

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Page 9
Type Public

Traded as NSE: TATAMOTORS

BSE: 500570

NYSE: TTM

NASDAQ: TTM

Industry Automotive

Founded 1945

Founder(s) JRD Tata

Headquarters Mumbai, Maharashtra, India 

Area served Worldwide

Key people Ratan Tata, Chairman

Ravi Kant, Vice Chairman

Carl Peter Forster, CEO

Prakash Telang, MD (India Operations)

Ravi Pisharody, President (CVBU)

Products Automobiles

Engines
Services Outsourced Engineering andDesign
Revenue  $20.572 billion (2010)
Net income  $844 million (2010)
Total assets  $20.192 billion (2010)
Total equity  $2.224 billion (2010)
Employees 50,000 (2010)
Parent Tata Group
Subsidiaries Jaguar

Land Rover

TDCV

Tata Hispano

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 TataMotors.com

Website

MANAGEMENT BOARD OF DIRECTORS

Mr. Ratan N Tata (Chairman)

Mr. N A Soonawala Dr. J J Irani

Mr. J K Setna Mr. V R Mehta (Institutional Representative)

Mr. R Gopalakrishnan

Mr. Nusli N Wadia

Mr. Helmut Petri

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 Mr. S A Naik

Mr. Ravi Kant

Dr. V Sumantran

Mr. P P Kadle

Mr. P K M Fietzek

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 SENIOR MANAGEMENT

Mr. Ravi Kant Executive Director (Commercial Vehicle Business)

Dr. V Sumantran Executive Director (Passenger Car Business and

Engineering Research Centre)

Mr. P P Kadle Executive Director (Finance and Corporate Affairs)

Mr. A P Arya President (Operations - Jamshedpur & Lucknow)

Mr. P M Telang President (Operations - Pune & Dharwad)

Mr. C Ramakrishnan Vice-President (Chairman's Office)

Mr. Rajiv Dube Sr. Vice President (Commercial - Passenger Car

Business)

Mr. H K Sethna Company Secretary

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Tata Motors Limited is India's largest automobile company, with consolidated revenues of

INR 1,65,654 crores (USD 32.5 billion) in 2011-12. It is the leader in commercial vehicles in

each segment, and among the top three in passenger vehicles with winning products in the

compact, midsize car and utility vehicle segments. It is the world's fourth largest truck and

bus manufacturer.

The Tata Motors Group’s over 55,000 employees are guided by the vision to be ''best in the

manner in which we operate, best in the products we deliver, and best in our value system

and ethics.''

Established in 1945, Tata Motors' presence indeed cuts across the length and breadth of India.

Over 7.5 million Tata vehicles ply on Indian roads, since the first rolled out in 1954. The

company's manufacturing base in India is spread across Jamshedpur (Jharkhand), Pune

(Maharashtra), Lucknow (Uttar Pradesh), Pantnagar (Uttarakhand), Sanand (Gujarat) and

Dharwad (Karnataka). Following a strategic alliance with Fiat in 2005, it has set up an

industrial joint venture with Fiat Group Automobiles at Ranjangaon (Maharashtra) to produce

both Fiat and Tata cars and Fiat powertrains. The company's dealership, sales, services and

spare parts network comprises over 3,500 touch points.

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CHAPTER -3

PRODUCT

PROFILE

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Tata Motors is India’s largest and the world’s sixth largest medium and heavy

commercial vehicle manufacturer due to its strong position in the truck

market. It is a fully integrated manufacturer of trucks.

The first Tata truck made its way overseas in 1951 and since then its market

has grown to as many as 60 countries across Western and Eastern Europe,

South East Asia, West Asia, Africa and South America. Tata Motors exports

trucks of various sizes and capacities catering to different business segments.

Some of the truck models are: -

 LPT 1615TC

 LPT 1613 TC

 LPT 2515 TC EX

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 LPT 2521 TC

 LPT 1613 TC

 SE 1613 CMVR

 SE 1613 TC

 SA 1212 TC

 SD 1015 TC

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Page
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The Tata Sumo is a MUV used extensively for both private and public transport.

The Tata Safari is a premium MUV targeted at the upper strata of society. It

stands out with its superior design, safety and ergonomic features. Both these

vehicles are available in 2 WD and 4 WD with multiple feature options.

Some of the Multi Utility Vehicles models are: -

 Safari

 Sierra

 Sumo

 Indica V2 Diesel

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 Indica V2 Petrol

 Indica CNG

 Indigo Petrol

 Indigo Diesel

 Indigo Marina

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Tata Motors addresses the needs of segments such as construction, shipping

and heavy industry through its range of tippers and dump trucks. These

vehicles are available with hydraulic telescopic cylinders for trouble-free

operation and are supplied as fully built units to meet international design,

manufacturing and safety standards.

Some of the Multi Utility Vehicles models are: -

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Tata Motors holds a unique position in the bus segment with its wide range of

product offerings. From 12 seater mini buses to 60 seater buses, it has a

vehicle for every need. Browse through our bus catalogue to know more about

our range.

Some of the Buses models are: -

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Company objectives: The objectives of the enterprise should be disclosed. They can be

segregated into three parts: business or economical, social and ethical and environmental.

CHAPTER-5

INTRODUCTION

OF THE TOPIC

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DESCRIPTIVE WORK ON SUBTOPIC OF STUDY

Introduction of recruitments

Recruitment is the discovering of potential applicants for actual or anticipated organizational

vacancies. Certain influences constrain managers in determining recruiting sources such as

image of the organisation, internal policies, and attractiveness of the job, union requirements,

government requirements and recruiting budgets.

Popular sources of recruiting employees include internal search, advertisements, employee

referrals, employment agencies, schools, colleges and universities; professional organizations

and casual or unsolicited applicants. In practice, recruitment methods appear to vary

according to job level and skill.

Proper selection can minimize the costs of replacement and training, reduce legal challenges,

and result in more productive workforce. The primary purpose of selection activities is to

predict which job applicant will be successful if hired. During the selection process,

candidates are also informed about the job and the organisation.

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The discrete selection process would include the following: initial screening interview,

completion of the application form, employment tests, comprehensive interview, background

investigations, physical examination and final employment decision. In the discrete selection

process, an unsuccessful performance at any stage results in the rejection of the applicant.

An alternative to the discrete selection process is the comprehensive approach, where all

applicants go through every step in the selection process and the final decision is based on a

comprehensive evaluation of the results of each stage. To be an effective predictor, a

selection device should be reliable, valid and predict a relevant criterion.

Selection devices provide managers with information that will help them predict whether an

applicant will prove to be a successful job performer.

The application blank is effective for acquiring hard biographical data, while the weighted

application can provide information for predicting job success.

Traditional tests that assess intelligence, abilities and personality traits can predict job

proficiency but suffer from being non-job related. On the other hand, interviews consistently

achieve low marks for reliability and validity. Background investigations are valuable when
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they verify hard data from the application, although they offer little practical value as

selection devices. Physical examinations are valid when certain physical characteristics are

required to be able to perform a job effectively.

NEED OF RECRUITMENT

The recruitment needs can be classified into-

 Planned.

 Anticipated.

 Unexpected.

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Page
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Features of recruitment:

 Recruitment is a process or a series of activities rather than a single event.

 It is a linking activity as it brings together the employers and employees.

 It is positive process because in this activity the employers want to have the maximum

number of job seekers so as to have a wider scope for choice ultimately leading in

spotting right persons for job.

 It is an important function as it makes it possible to acquire the number and type of

persons required for the effective functioning of the organization.

 It is an ongoing function in all the organizations, but the volume and nature of

recruitment varies with the size, nature and environment of the organization.

 It is a complex process because a number of factors affect it --the nature of the job

offered, image of the organization, organizational policies, working conditions etc

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Sources of recruitment:

The various sources of recruitment are –

Internal sources

 Promotion

 Transfer

 Employee Referral

External sources

 Advertisements

 Scouting

Modern method

 Walk-in

 Consult-in

 Head Hunting

 Body Shopping

 Business Alliance

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  Tele Recruitment

Introduction to selection

Selection is the process of choosing the best candidate out of the all the applicants. In this

process, relevant information about the applicants is collected through a series of steps so as

to evaluate their suitability for the job to be filled.

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It is the process of matching the qualifications with those required for the job so that the

candidate can be entrusted with the task that matches with his credibility.

It is a process of weeding out unsuitable candidates and finally identifying the most suitable

candidates.

This process divides the candidates into two categories-the suitable ones and the unsuitable

ones. The suitable people prove to be the asset for the organization. Selection is a negative

process because in this process the management tries to minimize the number of people at

each step so that the final decision can be in the light of all the factors and at the end of it best

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candidate is selected.

PROCESS OF SELECTION

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1) Reception: It is the initial screening done to weed out the undesirable candidates.

2) This is mainly a sorting process in which the prospective candidates are given the

3) necessary information about the nature of the job and the organization.

Necessary information about the candidate is also taken. If the candidate is found

suitable then he is selected for further screening else he is dropped. This stage saves

the time and effort of both the company and the candidate. It avoids unnecessary

waiting for the candidate and waste of money for further processing of an unsuitable

candidate.

4) Application blank: Application Form is a traditional and widely used device for

collecting information from candidates. This form asks the candidates to fill up the

necessary information regarding their basic information like educational name,

address, references, date of birth, marital status, qualifications, experience,

salary structure in previous organization and other such information.

This form helps in scrutiny and formulation of questions, which will be asked in the

interview. These forms can also be stored for future references thus maintaining a

databank of the applicants.

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5) Selection tests: Selection Tests are being increasingly used in employee selection.

Tests are sample of some aspect of an individual's attitudes, behaviour and

performance. It also provides a systematic basis for comparing two or more persons.

The tests help to reduce bias in selection by serving as a supplementary screening

device. These are also helpful in better matching of candidate and the job. These

reveal the qualifications, which remain covered in application form and interview.

6) Selection interview: Selection Interview involves the interaction of the employer

and

the employee. Selection involves a personal, observational and face-to-face

appraisal of candidates for employment. It is an essential element of the selection

procedure. The information obtained through application form and test can be

crosschecked in the interview.

7) Medical examination: The applicants who have crossed the above stages have to go

through Physical Examination either by the company's physician or the medical

officer approved for the purpose. The main aim is to ensure that the candidate is

physically fit to perform the job. Those who are found physically unfit are rejected.

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8) Reference check: The next stage marks of checking the references. The applicant is

asked to mention in his application form the names and addresses of two or three

person who know him well. The organization contacts them by mail or telephone.

They are requested to provide their frank opinion about the candidate without

incurring a liability. The opinion of the references can be useful in judging the future

behaviour and performance of a candidate.

9) Hiring decision: The executives of the concerned departments then finally approve

the candidates short-listed by the human resource department. Employment is

offered in the form of an appointment letter mentioning the post, the rank, the salary

grade, the date by which the candidate should join and other terms and conditions in

brief.

Appointment is generally made on probation of one or two years. After satisfactory

performance during this period the candidate is finally confirmed in the job on

permanent basis or regularized.

10) Employment: Selection is an important function as no organization can achieve its

goals without selecting right persons for the required job. Faulty selection leads to

wastage of time and money and spoils the environment of an organisation.

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stable workforce. It helps to reduce absenteeism and labour turnover. Proper

selection is helpful in increasing the efficiency and productivity of the enterprise.

CHAPTER-6

RECRUITMENT

&

SELECTION

PROCESS
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 RECRUITMENT & SELECTION PROCEDURE IN

TATA MOTORS

Recruitment and selection procedure is a vital factor of an organization. If it is not done

properly the production procedure will be hampered. Hence productivity will fall down. So

the organization will be in trouble and it will affect the employer- employee relationship.

So recruitment and selection procedure should be done in proper and correct manner. The

new candidates should replace the vacant post so that the production of the company does not

hamper.

By this the productivity will increase and the organization will gain profit. So the employer

will be happy and will not hesitate to distribute bonus and increments to the workers.

The workers will also be more motivated to work. Hence there will be harmonious

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relationship in the organization. It will also stabilize the organization in the long run.

Human resource management in TATA MOTORS Ltd. (Pantnagar) Organization

structure:

The whole organization behaves as a family, with one legal guardian. All directors and

shareholders are from among workers and the entire have taken an oath through affidavit.

In the court of law that neither their family members shall have claim or share in the assets or

profits of the company

All workers of company are the proud owners of the organization. The workers believe in the

concept that “manpower is superior to money power”.

Recruitment and selection:

Recruitment is the process of seeking out and attempting to attract individuals in external

labor markets, who are capable of and interested in filling available vacancies.

Recruitment is an intermediate activity whose primary function is to serve as a linked

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between Human Resource Planning on the one hand and selection on the other. Sources of

recruitment are through internal and external channels.

Tata Motors recruits its employees both externally as well as internally. Recruitment for the

airline is done through interviews of selected applicants and people who pass the interviews

of selected applicants and people who pass the interview is required to undergo a medical test

before he/she is finally placed in the Tata Motors.

Employees are also recruited through internal mobility. This is done on the basis of merit and

seniority.

Jamshedpur

Established in 1945, the Jamshedpur unit was the Company's first unit and is spread over an

area of 822 acres. It consists of four major divisions - Truck Factory, Engine Factory, Cab &

Cowl Factories. The divestments in March 2000 hived off the Axle and Engine plants into

independent subsidiaries viz. TML Drivelines Limited, respectively.

The Truck Division boasts of two assembly lines. The main assembly line, measuring 180 m

in length has 20 work stations with a vehicle rolling out every 8 minutes. The other line is

dedicated to special purpose vehicles and for meeting the requirements of the Indian Army.

The uniqueness of the Factory lies in its possession of

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Advanced facilities for manufacturing long members comprising of a set-up of 5000 Tones

Hydraulic press line, cut-to-length line for strip preparation purchased from M/s Kohler of

Germany and a Camber Correction line.

Facility for hot forming of axle halves with a 3000 tone press and heating furnace.

Flexibility in manufacturing frames with an off line Proto-typing facility.

The Cab & Cowl Factory is equipped with state-of-art facilities like Centralized Paint Shop

and Automated painting set up, Robot painting, BIW Fabrication of day & sleeper cabs for

trucks, Articulates (Tractor/ Trailer), BIW Fabrication of Cowls for buses, and other

miscellaneous applications.

The fully equipped Foundry, that the unit is supported by, supplies high-grade SG Iron

castings for automobile components and excavators, and is rated as one of the cleaner, better

and highly automated foundries in the world. It has an annual capacity of 42,000 MT of Good

castings and makes, both, Gey and SG cast Iron casting. It manufactures all critical

automobile castings e.g. Cylinder Block, Cylinder Head etc. It has a sophisticated Kunkel

Wagner High Pressure Moulding line of a rated production capacity of 90 moulds/ hour. This

is supported by a sand cooler and sand mixer from Kunkel Wagner. Its melting shop has

Medium Frequency Induction Furnaces for melting and Channel Furnaces for holding. The

pouring is done by a Channel Press Pour coupled with a Steam Inoculation Dispenser.
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 on the net and took appointments.

1. The questionnaire was distributed to a sample size of 8 companies including TATA

MOTORS from in this way that the overall objective of the research is achieved in a

proper manner.

2. Some of the data was collected by conducting Structured Interviews and E-Mails.

3. Personal Interactions with the HR Managers, Senior Level Managers and other

members of the HR team to take the feedback of recruitment and selection procedures

of the company.

Secondary Data Collection:

The secondary data was collected by two sources. These are:

1. Data collected regarding with the recruitment and selection procedure of TATA

MOTORS from the Company manuals.

2. Access corporate intranet website.

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 CHAPTER-8

OBJECTIVES

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 OBJECTIVE OF THE STUDY

The basic objective of this report is to study “Analysis of Recruitment and selection

process In Tata Motors”. Following fundamental objectives have been identified as the sub-

objectives of the study:-

OBJECTIVES

It is divided in two categories:

Primary Objective: To analyze the effectiveness of recruitment and selection procedure in

Tata Motors.

Secondary Objective: To highlight the recruitment and selection policies of the companies.

RATIONALE STUDY

Tata Motors is a globally known consumer electronic company. It is a world famous big

company. In order to run any company we search “right candidate for the right job”. It is the

initial step to run any company because employees are the most important asset of any

organization. The success or failure of an organization is largely dependent on the caliber of

the people working therein. That’s the reason I have chosen this topic and secondly it is

major part of HR which is my subject of interest.

With the help of this topic I want to know about the recruitment and selection policies of the

companies and try to make more effective in Tata Motors. And it would be helpful for me for

the future peers.

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 Objectives of the Study

1. To understand the recruitment & selection process.

2. To analysis the recruitment & selection procedure.

3. To identify the area of improvement in recuitment & selection procedure.

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 NEED OF STUDY

The concept of recruitment and selection procedure has been one of the most important and

positive developments in the sphere of human resource management in recent years. This

section examines current practices and decision-making in recruitment and selection. They

are critical elements of effective human resource management. We cannot discuss how

recruitment and selection take place without asking why certain techniques are used in

preference to others. Within the HRM paradigm, they are not simply mechanisms for filling

vacancies. Recruitment and redundancy can be viewed as key 'push' and 'pull' levers for

organizational change.

Recruitment and selection became one of the most widely used management tools despite

widespread criticism of its effectiveness. In theory, Recruitment is the process of searching

prospective employees and stimulating and encouraging them to apply for jobs in an

organization. Recruitment needs are of three types- planned, anticipated and unexpected.

Planned needs arise from changes in organization and retirement policy.

1. Recruitment is a process or a series of activities rather than a single act or event.

2. Recruitment is a linking activity as it brings together those with jobs and those

seeking jobs.

3. Recruitment is a process or a series of activities rather than a single act or event.

4. Recruitment is a positive function as it seeks to develop a pool of eligible persons

from which most suitable ones can be selected.

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 SCOPE OF STUDY

The scope of study is to observe the degree of satisfaction levels of the employer as well as

the employees towards the process of recruitment and selection techniques adopted by the

company.

It will also show the deviations if any, towards this affect that will be experienced in research.

Apart from getting an idea of the techniques and methods in the recruitment procedures it

will also give a close look at the insight of corporate culture prevailing out there in the

organization.

This would not only help to aquanaut with the corporate environment but it would also enable

to get a close look at the various levels authority responsibility relationship prevailing in the

organization.

Also the stipulated time for the research is insufficient to undergo an exhaustive study about

the topic assigned and moreover the scope of the topic (recruitment and selection) is wide

enough, so it is difficult to cover the entire topic within the stipulated time.

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 CHAPTER-9

DATA ANALYSIS

AND

INTERPRETATION

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 DATA ANALYSIS

================================================================================

Data Analysis

In order to determine the effectiveness of recruitment and selection practices of TATA

MOTORS. I have divided my questionnaire in eight parameters. These are listed below:

1. Experience

2. Job description and Job analysis

3. Sources of recruitment

4. Types of tests adopt for selecting candidates

5. Types of interviews

6. Final criterion for selection

7. Effectiveness of HR team

8. Effectiveness of job analysis

On the basis of these parameters I have measured the effectiveness of recruitment and

selection process of TATA MOTORS with different companies and I have found in which

areas it needs improvemen

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 Data analysis and interpretation

Q.1 Which of the sources of recruitment are used in TATA MOTORS?

1) Internal
2) External
3) Both

Option Internal External Both Total

Responses 2 7 11 20

Percentage 10 35 55 100%

10%

Internal
External
55% 35%
Both

Interpretation:

It was found that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources.

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Q2. Does the external recruitment bring in the desirable employees in the organization?

1) Yes
2) No

Options Yes No Total

Responses 18 2 20

Percentage 80 20 100%

10%

Yes
No

90%

Interpretation:

It was found that 80% of the employees think that external sources of recruitment brings
desirable employees into the organization while, other 20% are of the opinion that sometimes
internal sources provide best employees for a particular position.

Q3. Which of the following external sources are used for recruitment in TATA MOTORS?
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 1) Advertisement
2) Internet
3) Campus recruitment
4) Consultancies
5) All of the above

Options Advertisement Internet Campus Consultancy All of the

drives above

Responses 5 3 2 8 2

Percentage 25 15 10 40 10

10%
25%
Advertisement
Internet
Campus drives
40% Consultancy
15% All of the above

10%

Interpretation:

It was found that 40% of the employees are recruited through the consultancies and 20% of
the employees are selected by the advertisement followed by internet with 15% and campus
selections with 10%.

Q4. Does your company follow different recruitment process for different grades of
employment?

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 1) Yes
2) No

Options Yes No Total

Responses 20 0 20

Percentage 100 0 100%

0%

Yes
No

100%

Interpretation:

It was found that from that different recruitment process is adopted for different grades of
employment.

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 It was found that 40% selection is done by group discussion & personal interview

.However, personal interview is mostly used method of selection followed by group

discussion.

 It was found the selection process is decentralised. However, in some cases it is

centralized because for top management selection is done at Head office.

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 CHAPTER-11

SWOT ANALYSIS

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 SWOT ANALYSIS

STRENGTH:

 Good interaction within the employees

 There is a feeling of family

 Organization is updated with every employee

 All departments are well organized (HR, FINANCE, AUTOMATION etc.)

 Good position in market

WEAKNESS:

 Lack of information and communication among the employees

 Employees are not updated with the policies of the firm

 Unavailability of stress boosters, due to which employees feel frustrated

OPPORTUNITY:

 TATA MOTORS as the opportunity to grow in the corporate world

 It has the capability to give competition to the large scale companies

 This organization results in the growth of the employees

THREATS:

 There are many companies who are ready to take place of this organization.

 Employees do not feel here for long term association

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 There is no any extra case in which employee feel happy to be a part of this

organization

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 CHAPTER-12

LIMITATIONS

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 LIMITATIONS

1. Face to face communication with the candidates applying for the jobs was not possible

as all the interviews were conducted on the telephone itself.

2. Sample size was small so the findings cannot be generalized.

3. Recruiters were reluctant to give sufficient information for the study.

4. Analysis of data obtained from the questionnaires was done on the assumption that the

respondents gave correct information.

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 CHAPTER-13

CONCLUSION

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 CONCLUSION

This summer Project has given me immense exposure to learn about different HR functions

of a large company. I have learnt a lot and experienced what is the recent HR scenario of

HRD in a large company. For this project I took help of the books and internet that gives me

a good knowledge about different HR functions and policies.

In the study first of all I tried to find out the cause of the process of Recruitment

and selection. And most of the employees were satisfied but changes are required according

to the changing scenario as recruitment process has great impact on the working of the

company as a fresh blood, new idea enters in the company.

I got the answer from TATA MOTORS that here in TATA MOTORS major cause for the

process is its Expansion program as TATA MOTORS is growing vastly. To some extent a

clear picture of the required candidate should be made in order to search for appropriate

candidates.

Effective Recruitment and Selection is the initial step and the most important key point to run

any 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,

organization cannot progress and prosper. In order to achieve the goals or perform the

activities of an organization, therefore, we need to recruit people with requisite skills,

qualifications and experience. Someone says that,

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“Better recruitment and selection strategies result in improved

Organizational outcomes. The more effectively organizations recruit

and select candidates, the more likely they are to hire and retain

satisfied employees”.

The study mainly focuses on what should do TATA MOTORS to make effective recruitment

and selection policy in own organization in comparison with other companies. So, here we

conclude that TATA MOTORS needs slight improvement in the procedure of Recruitment

and Selection. Firstly, company needs to concentrate on growth opportunities for the

employees because today’s tight labor market is making it more difficult for organizations to

find, recruit, and select talented people. The competition for talent is intensifying, as there are

fewer qualified applicants available. This shortage of applicants makes it all the more

important for organizations to be able to effectively attract, select, and retain quality

candidates.

Organization needs to improve the selection criteria for selection whether it the post of

manager, associate& staff, supervisor etc. They should fix some parameters to select the

candidates for specific position.

They should use assessment method and aptitude test to select the candidates.

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They should conduct Behavioral Interviews to some extent when selecting candidates. This

type of interviews can be used to validly predict future behavior in dimensions (or

competencies) critical to job success.

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 CHAPTER-14

BIBLIOGRAPHY

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 BIBLIOGRAPHY
BOOKS

Book with single Author:

Identification of Training Needs (2006) : Identification of Training Need.

In-text reference: (Identification of Training Need -2006)

Book with two Author:

CB Gupta  (2006) : Human Resource Management

In-text reference: ( CB Gupta -2006)

Book with two Author:

VSP Rao (2007) : Human Resource Management

In-text reference: ( VSP Rao-2006)

 Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter

16, pages 636-641.

 Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th

Edition, Chapter 11, pages 217-245.

 Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice

Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209.

WEBSITES

 www.Tata Motorsindia.com

 www.indiatimes.com

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 CHAPTER-15

QUESTIONNAIRE

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 ANNEXURE

Recruitment and Selection Questionnaire

The questionnaire survey is purely for academic purpose. any information collected through

this survey is confidential and would not be shared with anyone other than te people involved

I this.

Name.........................................................................................................................

Designation…………………………………Qualification………………..............

Department……………………………………………..Age…………………………

Q1.Which of these sources of recruitment are used in TATA MOTORS?

1. Internal

2. External

3. Both

Q2.Does external recruitment brings out the desirable employees in to the organization?

1. Yes

2. No

Q3.Which of the following external sources of recruitment are used in TATA MOTORS?

1. Advertisement
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 2. Internet

3. Campus drives

4. Consultancies

5. All of above.

Q4.Does your company follow different recruitment process for different grade of

employees?

1. Yes

2. No

Q5.Are you satisfied with the recruitment process?

1 .Yes

2. No

Q6.Which from of selection is used in TATA MOTORS?

1. Centralized

2. Decentralized

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Q7.Which of the following method does your company used during selection process?

1. Written or aptitude test

2. GD

3. PI

4. GD&PI

5. All of the above

Q8.Do you think innovative techniques like stress test, psychometric test and personality test

should be used for selection?

1. Yes

2. No

Q9.What is the basis for selection?

1. Merit

2. Experience

3. Both

Company’s Name __________

Name __________

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 Designation __________

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