Professional Documents
Culture Documents
A Study of Recruitment & Selection Practices in Tata Motors Limited, Ghaziabad HR 2019 Ankit
A Study of Recruitment & Selection Practices in Tata Motors Limited, Ghaziabad HR 2019 Ankit
PROJECT REPORT
ON
“A STUDY OF RECRUITMENT & SELECTION
PRACTICES IN TATA MOTORS LIMITED,
GHAZIABAD”
Page 1
DECLARATION
and no part is taken from any other project or material published or otherwise
Ankit Chaudhary
Place:
Date:
Page 2
ACKNOWLEDGEMENT
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
Page 3
Roll no– 1666370017
Table of Content
Page 4
CHAPTER -1
INTRODUCTION
Page 5
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
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,
Page 6
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
well as on the New York Stock Exchange. Tata Motors in 2005 was ranked among the top 10
Motors surpassed Reliance to win the coveted title of 'India's most valuable brand' in an
Tata Motors has auto manufacturing and assembly plants in Jamshedpur, Pantnagar,
Page 7
CHAPTER-2
COMPANY
PROFILE
Page 8
Page 9
Type Public
Traded as NSE: TATAMOTORS
BSE: 500570
NYSE: TTM
NASDAQ: TTM
Industry Automotive
Founded 1945
Headquarters Mumbai, Maharashtra, India
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
Page
10
TataMotors.com
Website
Mr. R Gopalakrishnan
Dr. V Sumantran
Mr. P P Kadle
Mr. P K M Fietzek
Page
12
SENIOR MANAGEMENT
Business)
Page
13
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
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
Page
14
CHAPTER -3
PRODUCT
PROFILE
Page
15
Tata Motors is India’s largest and the world’s sixth largest medium and heavy
The first Tata truck made its way overseas in 1951 and since then its market
South East Asia, West Asia, Africa and South America. Tata Motors exports
LPT 1615TC
LPT 1613 TC
LPT 2515 TC EX
Page
16
LPT 2521 TC
LPT 1613 TC
SE 1613 CMVR
SE 1613 TC
SA 1212 TC
SD 1015 TC
Page
17
Page
18
Page
19
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
Safari
Sierra
Sumo
Indica V2 Diesel
Page
20
Indica V2 Petrol
Indica CNG
Indigo Petrol
Indigo Diesel
Indigo Marina
Page
21
Page
22
Tata Motors addresses the needs of segments such as construction, shipping
and heavy industry through its range of tippers and dump trucks. These
operation and are supplied as fully built units to meet international design,
Page
23
Page
24
Tata Motors holds a unique position in the bus segment with its wide range of
vehicle for every need. Browse through our bus catalogue to know more about
our range.
Page
25
Page
26
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
Page
27
DESCRIPTIVE WORK ON SUBTOPIC OF STUDY
Introduction of recruitments
image of the organisation, internal policies, and attractiveness of the job, union requirements,
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.
Page
28
The discrete selection process would include the following: initial screening interview,
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
Selection devices provide managers with information that will help them predict whether an
The application blank is effective for acquiring hard biographical data, while the weighted
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
Page
29
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
NEED OF RECRUITMENT
Planned.
Anticipated.
Unexpected.
Page
30
Page
31
Features of recruitment:
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
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
Page
32
Sources of recruitment:
Internal sources
Promotion
Transfer
Employee Referral
External sources
Advertisements
Scouting
Modern method
Walk-in
Consult-in
Head Hunting
Body Shopping
Business Alliance
Page
33
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
Page
34
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
Page
35
candidate is selected.
PROCESS OF SELECTION
Page
36
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
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
Page
37
5) Selection tests: Selection Tests are being increasingly used in employee selection.
performance. It also provides a systematic basis for comparing two or more persons.
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.
and
procedure. The information obtained through application form and test can be
7) Medical examination: The applicants who have crossed the above stages have to go
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.
Page
38
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
9) Hiring decision: The executives of the concerned departments then finally approve
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.
performance during this period the candidate is finally confirmed in the job on
goals without selecting right persons for the required job. Faulty selection leads to
CHAPTER-6
RECRUITMENT
&
SELECTION
PROCESS
Page
40
RECRUITMENT & SELECTION PROCEDURE IN
TATA MOTORS
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
Page
41
relationship in the organization. It will also stabilize the organization in the long run.
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
All workers of company are the proud owners of the organization. The workers believe in the
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.
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
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
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.
Page
43
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
Facility for hot forming of axle halves with a 3000 tone press and heating furnace.
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.
Page
44
on the net and took appointments.
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.
1. Data collected regarding with the recruitment and selection procedure of TATA
Page
45
CHAPTER-8
OBJECTIVES
Page
46
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
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
the people working therein. That’s the reason I have chosen this topic and secondly it is
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
Page
47
Objectives of the Study
Page
48
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
prospective employees and stimulating and encouraging them to apply for jobs in an
organization. Recruitment needs are of three types- planned, anticipated and unexpected.
2. Recruitment is a linking activity as it brings together those with jobs and those
seeking jobs.
Page
49
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.
Page
50
CHAPTER-9
DATA ANALYSIS
AND
INTERPRETATION
Page
51
DATA ANALYSIS
================================================================================
Data Analysis
MOTORS. I have divided my questionnaire in eight parameters. These are listed below:
1. Experience
3. Sources of recruitment
5. Types of interviews
7. Effectiveness of HR team
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
Page
52
Data analysis and interpretation
1) Internal
2) External
3) Both
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.
Page
53
Q2. Does the external recruitment bring in the desirable employees in the organization?
1) Yes
2) No
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?
Page
54
1) Advertisement
2) Internet
3) Campus recruitment
4) Consultancies
5) All of the 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?
Page
55
1) Yes
2) No
Responses 20 0 20
0%
Yes
No
100%
Interpretation:
It was found that from that different recruitment process is adopted for different grades of
employment.
Page
56
It was found that 40% selection is done by group discussion & personal interview
discussion.
Page
57
CHAPTER-11
SWOT ANALYSIS
Page
58
SWOT ANALYSIS
STRENGTH:
WEAKNESS:
OPPORTUNITY:
THREATS:
There are many companies who are ready to take place of this organization.
organization
Page
60
CHAPTER-12
LIMITATIONS
Page
61
LIMITATIONS
1. Face to face communication with the candidates applying for the jobs was not possible
4. Analysis of data obtained from the questionnaires was done on the assumption that the
Page
62
CHAPTER-13
CONCLUSION
Page
63
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
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
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
Page
64
“Better recruitment and selection strategies result in improved
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
They should use assessment method and aptitude test to select the candidates.
Page
65
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
Page
66
CHAPTER-14
BIBLIOGRAPHY
Page
67
BIBLIOGRAPHY
BOOKS
Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th
WEBSITES
www.Tata Motorsindia.com
www.indiatimes.com
Page
68
CHAPTER-15
QUESTIONNAIRE
Page
69
ANNEXURE
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…………………………
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
Page
70
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
1 .Yes
2. No
1. Centralized
2. Decentralized
Page
71
Q7.Which of the following method does your company used during selection process?
2. GD
3. PI
4. GD&PI
Q8.Do you think innovative techniques like stress test, psychometric test and personality test
1. Yes
2. No
1. Merit
2. Experience
3. Both
Name __________
Page
72
Designation __________
Page
73