PROJECT REPORTON

RECRUITMENT & SELECTION OF MAHINDRA TRACTORS

Submitted in partial fulfillment of the requirement for the award of degree of

Master of Business Administrationfrom

Uttar Pradesh Technical University, Lucknow

Submitted byNAVJOT SINGH

Roll no: 141420077MBA (Batch 2014-16),

2ND Semester

Under the guidance ofMs. Sushma Singh

ASSISTANT PROFESSOR ICCMRT

INSTITUTE OF CO-OPERATIVE & CORPORATE MANAGEMENT,RESEARCH AND TRAINING

21/467, RING ROAD, INDIRA NAGAR, LUCKNOW-226016

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Certificate

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DECLARATION

I, Navjot Singh, a student of Master of Business Administration (MBA) Programme at the

Institute of Co- operative & Corporate Management Research and Training, Lucknow hereby

declare that all the information, facts and figures used in this project titled “Recruitment &

Selection at Mahindra Tractors” have been collected by me. I also declare that this project

report has been prepared by me and the same has never been submitted by the undersigned

either in part or in full to any other University or Institute or published earlier.

This information is true to the best of my knowledge and belief.

Date: (Navjot SIngh) Roll No –

1412470077

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ACKNOWLEGEMENTS

I would like to express my gratitude to all those who gave me the possibility to complete this

report. I want to thank my mentor Miss Sushma Singh for giving me the opportunity to do

such an interesting and wide topic, i.e. Recruitment & Selection at Mahindra Tractots.

She always guided me in the right direction whenever I asked her for help.

I would also like to thank God for giving me the patience throughout my project and my

parents who supported me and also Principal Sir Dr. AJAY PRAKASH and Director Mr.

RAMJATAN YADAV of, INSTITUTE OF CO-OPERATIVE & CORPORATE

MANAGEMENT RESEARCH & TRAINING, LUCKNOW, for extending their support.

Without all, I could not have successfully completed my report properly in time with

adequate data and relevant substance in it.

Thanking you,

Date: NAVJOT SINGH Place: LUCKNOW Roll No. : 1412470077

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EXECUTIVE SUMMARY

Organizations are always on the look out for good candidates who have the requisite

skills to perform varied jobs. Shortage of skilled manpower, today threatens the very

competitive positioning of many corporations and the situation is not getting any better.

Thus to sort out the talented is a multi step procedure which is performed through the

following steps.

Screening

Aptitude test

Interviews

Verification of documents

Whole criteria used to take approximately 2 to 3 days maximum and usually

can be thoroughly finished within in one day. After the selection of right

candidates at right place at right time, organization provided offer letter and

appointment letter.

Report based on the findings and facts of duration of the recruitment and

Selection, stability and retaintion of the employee. To evaluate data related to

these facts, questionnaire are prepared and filled with the sample size 30.

Some other key issues being faced by organizations are –

Majority of the people hired turn out to be under performers.

Cost of replacing manpower is anything between 2 to 3 times his or her salary.

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The cost of consistently failing to attract and retain good talent – including

declining productivity, morale, culture and reputation - is inestimable.

Each vacant position in any organization costs a huge amount to it.

Getting the best talent, and keeping the talent you have is becoming increasingly

and intensely competitive Most corporate officers say that the biggest constraint

to pursuing growth opportunities is talent

TRAINING POLICY:

Optimum utilization of existing resources and enhancing productivity.

Bridge the skill gap –function & managerial arising from career growth & technological

advancements.

Develop multi skilled work force for over all business perspective process

orientation & flexibility in there development.

Nature talent to develop leadership across all levels of the organization.

provide multiple learning opportunities to employees & help them realize their

full potential

Prepare the organization to anticipate &lead change.

Promote the work ethos, which emphasize performance orientation, participation,

& innovation. Management is committed to provide opportunities to all

employees, time &resources to develop their full potential.

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CHAPTER 1.

INTRODUCTION

INTRODUCTION

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Human Resource is a basic need of any work to be done. According to ARTHUR

LEWIS:

“There are great differences in development between countries which seem

to have roughly equal resources, so it is necessary to enquire into the

difference in human behaviors”

The project report is all about recruitment and selection process that’s an important part

of any organization. Recruitment highlights each applicant’s skills, talents and

experience. Their selection involves developing a list of qualified candidates, defining a

selection strategy, identifying qualified candidates, thoroughly evaluating qualified

candidates and selecting the most qualified candidate. It is said if right person is

appointed at right place the half work has been done. In this project I have tried to cover

all the important point that should be kept in mind while recruitment and selection

process and have conducted a research study through a questionnaire that I got it filled

with all the sales departments’ employees of the MAHINDRA TRACTORS and tried to

find out which methods and various other information related to recruitment and selection

and tries to come to a conclusion at what time mostly the manpower planning is don’t ,

what the various method used for recruiting the candidates and on what basic the

selections is done.

HDFC has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of

individuals irrespective of age, race, caste or gender. As a best practice in recruitment.

LINKAGE OF RECRUITMENT AND SELECTION TO THE

HUMAN RESOURCE ACQUISITION:

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Recruitment process is concerned to search and identify the human manpower and perfect

human resources. Selection can be conceptualized in terms of either choosing the fit

candidates or rejecting the unfit candidates, or a combination of both.

CONCEPT OF RECRUITMENT SELECTION:

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Manpower planning and Job analysis

Recruitment

Selection

Placement

After the identification of need for the number and types of the personnel as indicated by

manpower planning and job analysis, the step is to acquire these personnel this involve

location of such personnel, motivating them to offer themselves for consideration for

selection, and selecting the personnel who fit with organizational and job requirements.

The whole process is known as recruitment and selection.

RECRUITMENT;

Recruitment is the process concerned with the identification of sources from where the

personnel can be employed and motivating them to offer themselves for employment.

Werther and Davis have defined this as follows:

“Recruitment is the process of finding and attracting capable applicants for employment.

The process begins when new recruits are sought and ends when their applications are

submitted. The result is pool of applicants from which new employees are selected.”

SELECTION:

Selection can be conceptualized in terms of selecting the appropriate candidates, or deny

the inappropriate candidates. Selection involves both because it picks up the fits and

rejects the unfits. In facts, in Indian context, there are ore candidates who are rejected

than those who are selected in most of the selection processes.

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Therefore, sometimes, it is called a negative process in contrast to positive programme of

recruitment. A formal definition of selection has been provided by Stone as follows:

‘selection is the process of differentiating between applicants in order to identify (and

heir) those with a great likelihood of success in job.”

Selection process assumes and rightly so, that there are more number of candidates

available than the number of candidates actually selected. These candidates are available

through recruitment process.

To ensure that our recruitment process is fair and consistent, all candidates who are

successful at the exams are invited for a capability based interview. Interviews are based

against capabilities, required for each position for which the candidate is interviewed for.

A capability or competency is an ability described in terms of skills & behaviors that are

essential to effectively perform within a job.

Apart from the educational and academic capability, the chief attributes MAHINDRA

TRACTORS looks out for in a candidate are as follows:

We look out for a candidate who values Integrity

Has a zeal for Excellence

Is focused on Results

Is Self driven and Enthusiastic

Is a good Learner and Team Player

Is dedicated to Customer Satisfaction

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RECRUITMENT PROCEDURE

Normally, an organization can fill up its vacancies either through promotion of people

available in the organization or through the selection of people from outside. Thus, there

can be two sources of supply of manpower-external and internal. For all recruitment, a

preliminary question of policy considers the extent to which it wills emphasis external

and internal sources. The question is not of ‘either or’ but is one of relative importance of

both sources because every organization has to fill up some through promotion and, in

the some way, every organization has to fill up some vacancies through outsiders.

Selection of particular source of manpower supply depends on several factors numerated

below:

The policy of taking candidates from outside and inside affects the attitude and action of

the people in the organization. Filling up the position through internal promotion has a

favorable reaction among employees. They are likely to associate themselves with the

organization as they see their future secured in the organization through promotion.

However, this may result into mediocre performance as a guarantee of promotion itself

will bring complacency.

The level of socialization required and time taken for that determines the inside or outside

source of recruitment. If the socialization process for an organization operating in a

particular industry takes substantial time, it can prefer internal source of recruitment.

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People selected from outside take time to socialize themselves with an organization. For

certain jobs, this process may take considerably longer time. For example, marketing

executive of a consumer product company will take less time in socialization in another

consumer product company but more time in capital goods industry. Same is the case

with production people but finance people may take same time in spite of the differences

and similarities of organization. The need for originality and new ideas also affect new

policy. The organizations which place high importance on these factors go for outsides

sources. Similarly, the organizations which grow through diversification give more

importance to outside sources as existing people may not be fully equipped to handle new

business.

These

factors are considered while determining the sources of recruitment. While vacancies

through internal sources can be filled up either through promotion or transfer, recruiters

tend to focus their attention on outside sources. Normally following outside sources are

utilized for different position;

Advertisement: Advertisement is most effective means to search potential employees

from outside the organization. Employment advertisement in journals, newspaper,

bulletins, etc, is quite common in our country. By means of advertisement, the

organization able to communicate its requirement of people some of whom may be its

prospective employees. An advertisement contains brief statement of the nature of the

jobs, the type of people required, and procedure for applying for these jobs.

On campus recruitment: many organization conduct preliminary search of prospective

employees by conducting interviews at the campuses of various institutes, universities

and colleges. This source is quite useful for selecting people to the post pf management

trainees, technical super supervisor, scientist and technicians. The organizations hold

preliminary interviews on the campus on the predetermined date and candidates found

suitable are called for further interviews at specified place.

Labour union: in many organizations, lobour unions are used as source of manpower

supply, though at the lower levels. The idea behind employee recommendations as a

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source of potential applicants is that present employees may have specific knowledge of

the individuals who may be their friends, relatives, or acquaintances. If the present

employees are reasonably satisfied with their jobs, they communicate their feelings to

many people in their communities.

Employment agencies: many organizations get the I formation about the prospective

candidates through employment agencies. In our country two types of employment

agencies are operating:

Public employment agencies

Private employment agencies

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Though both of these perform activities regarding

employment suggestions to their clients, often they differ

considerably:

Public employments agencies- there are employment exchange run by the

government all most in all district. The employment seekers get themselves

registered with these exchanges. Normally such exchanges provide candidates for

lower positions like semi skilled and skilled workers, and lower level operatives

like clerks, juniors’ supervisors, etc.

Private employment agencies- there are consultancy and employment agencies

like ABC consultants, personnel and productivity services etc., which provide

employment services particularly for selecting higher level and middle level

executives. These agencies also take total function of recruiting and selecting

personnel on behalf of various organizations. They charge fee for this purpose.

Deputation: Many organizations take people on deputation from other organization. Such

people are given choice either to return to their original organization after a certain time

or to opt for present organization. At the initial development of public sector

organizations, this source is quite common for filling managerial vacancies in these

organizations. People from civil and defense services were put on deputation in these

organizations. Organizations promoted by various industrial groups also us this source to

fill higher managerial positions. People working in one organization are deputed in

another belonging to same industrial house.

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Employee recommendations: employee recommendations can be considered to employee

personnel particularly at the lower levels. The idea behind employee recommendation as

a source of potential applicants is that the present employees may have specific

knowledge of the individuals who may be their friends, relatives and acquaintances. If the

present employees are reasonably satisfied with their jobs, they communicate their

feeling to many person in their communities.

Gate hiring: the concept of gate hiring is to select people who approach on their own for

reemployment in the organization. This happens mostly in the case of unskilled and semi

skilled workers. Gate hiring is quite useful and convenient at the initial stage of the

organization when large number of people may be required in the organization. It can be

made effective by the prompt disposal of applications, by providing information about

organization policy and procedure regarding such hiring and providing facilities to such

gate callers.

It is not that particular organization will utilize all sources of employ people of all types.

Some of sources are more useful for particular category of employees. For example,

advertisement and deputation are more useful for employing managerial personnel.

Similarly labour union and gate hiring are more suitable to employ labour and unskilled

person. Utilization of various sources of recruitment should be evaluated in terms of the

degree of success in obtaining competent people. Post record in this context may be

useful indicators. Since there are different category of employee to be selected, different

sources of recruitment are used. For example, according to the study by Rudravasavaraj,

a public sector undertaking in heavy engineering recruited its non-supervisory staff

through:

employment exchange

external advertisement

internal advertisement

central training institute

introduction by liaison officer of the undertaking

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deputation of personnel

transfer from other public sector undertaking

According to this study, the major sources of recruitment in public sector undertaking are

in the following order:

casual caller or employment seeker

newspaper advertisement

schedule cast and schedule tribes

employment exchanges

other public undertaking

internal advertisement

displaced persons

relatives and friends of present employees

employee recommendation

colleges and universities

The major sources of recruitment for private sector of organizations are:

advertisement

employment exchanges

relatives and friends

casual caller

employee recommendation

SELECTION PROCEDURE:

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A selection process involves a number of steps. The basic idea is to solicit maximum

possible information about the candidates to ascertain their suitability for employment.

Since the type of information required for various positions may vary, it is possible that

the selection process may have different steps for various positions. For example, more

information is required for the selection of the managerial personnel as compared to

workers. Similarly, various steps of selection process may be different for various

organizations because their selection practices may differ. For example, some

organization conduct selection tests of various types while others may not use these.

However standard selection processes have following steps:

1. Screening of application: Prospective employees have to fill up some sort of

application form. These forms have variety of information about applicants like their

personal bio-data, achievement and experience etc. such information is used to screen the

applicants who are found to be qualified for the consideration of the employments. The

information may also be used to keep permanent records of those persons who are

selected. Based on the screening of application, only those candidates are called for

further process of selection who are found to be meeting to the job standards of the

organization. When the numbers of applicant meeting the job standards far exceed the

actual requirement, the organizations decide a suitable number of candidates who will be

called for further selection process.

2. Selection test: many organization s hold different kinds of selection tests to know more

about the candidates or to reject the candidates who can not be called for interview, etc.

selection tests normally supplement the information provided in the application forms.

Such form may contain factual information about candidates. Selection test may give

information about their aptitude, interest, personality, etc., which can not be known by

the application forms.

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3. Interview: Selection test are normally followed by personal interview of candidates.

The basic idea is to find out overall suitability of candidates for the jobs. Its also provide

opportunity to give relevant information about organization to the candidates. In many

cases, interview of preliminary nature can be conducted before the selection process.

For example, in the case of campus selection, preliminary interview is held for short

listing the candidates for further process of selection.

4. Checking of references: Many organizations ask the candidates to provide that names

of referees from whom more information about the candidates can be solicited. Such

information related to character, working, etc. the usual referees may be previous

employers, person associated with the educational institutions from where the candidates

received the education, or other person of prominence who may be aware of the

candidates’’ behavior and ability. In our country, references are not given adequate

importance because of their biasness but these can give very useful information which

may not be available otherwise.

5. Physical examination: Physical examination carried out to ascertain physical standards

and fitness of prospective employees. The practice of physical examination varies a great

deal both in terms of coverage and timing. While many organizations do not carry

physical examination at all, other carries on a very comprehensive basis. Some

organizations only have general check up the applicant to find the major physical

problem which may come in the way of effective discharge of the duties. In the on test of

timing also, some organization locate the physical examination near the end of the

selection process, others place it relatively early in the process.

6. Approval by appropriate authority: on the basis of the steps, suitable candidate are

recommended for selection by the selection committee or personnel department. Though

such a committee or personnel department may have authority to select the candidates

finally, often it is staff authority to recommend the candidates for selection to the

appropriate authority. Organization may designate the various authorities for approval of

final selection of candidates for different categories of candidates. Thus for top level of

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managers board of director may be approving authority; for lower level, even functional

heads concerned may be approving authority. In university, it may be syndicate executive

communities. When the approval is received, the candidates are informed about their

selection and asked to report for duty to specified persons.

7. Placement: after all the formalities are completed, the candidates are placed on their

jobs are based in the probation basis. The probation period may range from three months

to two years. During this period, they are observed keenly, and when they complete this

period successfully, they become the permanent employees of the organization.

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OBJECTIVE

To study the various sources of recruitment which is followed in MAHINDRA

TRACTORS

To analyze the average time taken in recruitment and selection by different department in

MAHINDRA TRACTORS.

To study the procedure involve in MAHINDRA TRACTORS to recruit and select

people.

To analyze the turnover percentage of MAHINDRA TRACTORS.

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SCOPE AND LIMITATION

The project work that needs to be accomplished to deliver a product, service,

or result with the specified features and functions. This report includes quantitative and

qualitative data relating on recruitment and selection. Project report used to focus on the

recruitment and selection of the “Right people at right place at right time”.

The main scope of project report is HR Planning, which is applied properly in

the field of HR Management, it would assist to address the following

questions

It helps to decide the number of staff which is required in the

organization.

It helps to decide the skills and abilities of the candidates i.e. required

in the Company.

It recommended the best utilization of the available human resources.

It also provides the idea to organization to retain the employee.

LIMITATIONS

(Problems Faced During the Project)

“Life is full of complexities, diversities and adventures”.

The more you live, the more your find yourself grasped in these complexities of life. To

be a successful person, one has to cross the hurdles of these complexities and believe that

they are adventures which are to be explored. Similarly, following were the set of hurdle

or limitations which were faced by me before I could arrive at the successful completion

of this.

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1. Time consuming activity:-

HRP collects information from all departments, regarding demand and supply of

personnel. This information is collected in detail and each and every job is considered.

Therefore the activity takes up a lot of time.

2. Expensive process:-

The solution provided by process of Recruitment and Selection incurs expense. E.g.

convinces, overtime, paper work etc. trainee has to spend money in carrying out the

activity. Hence we can say the process is expensive.

3. Attitude of top management:-

Much top management adopts a conservative attitude and is not ready to make support.

Due to shortage of time and busy schedule they usually unable to give proper support.

4. As most of the employee were busy in their work, it was difficult to meet them

individually for an interview.

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METHODOLOGY

The way in which research is conducted to adopt different research strategy

employed and the research instruments utilised (and perhaps developed) in

the pursuit of a goal – the research objective(s) - and the quest for the solution

of a problem - the research question. The purpose of this is to:

expand the research strategy, including the research methodologies which are adopted;

introduce the research instruments that we have developed and utilised in the pursuit of

our goals.

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SOURCES OF DATA

Data constitute the foundation for statistical analysis. When statistical data are collected and

analyzed it is usually in a context of population and their characteristics. It should be noted that a

population is the totality of the units understudy and a population characteristics is an attribute of

a population unit.

Data are of mainly two types based on collection method:

1. Primary data; primary data are obtained by study specifically designed to full fill the problem

at hand. Such data are original in character and are generated in large number of survey

conducted mostly by researcher himself or institutional researcher bodies.

Direct personal interviews: under this method of collecting data there is a face to face contact

with the person from whom the information is to be obtained (known as respondents or

informants). The interviewer asked them questions pertaining to the survey and collects the

desired information.

Indirect oral interview: under this method of collecting data investigator contacts third parties

called witness. Those are capable of supplying the necessary information. The method is

generally adopted in those cases where the information to be obtained is of the complex nature

and the informants/ respondents are not inclined respond is approach directly.

Information from correspondents: under this method the investigator appoints local agent or

correspondents in different places to collect information. The corresponded collects and transmits

the information to the central officer where the data are processed.

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Mail questionnaire method: under this method a list of questions pertaining to the survey (known

as questionnaire) is prepared and sent to the various informants by post. The questionnaires

contain questions and provide space for answer. Request is made to informants through a public

through a public letter to fill up the questionnaire and sent it back within specified time.

Schedules sent through enumerates: another method pf collecting information is that of sending

schedule through the enumerate rod interviewer. The enumerator contact the informants get

replies to the questions contained in the schedule and fill then in their own handwriting in the

questionnaire form.

2. Secondary data: data which are not originally collected but rather obtained from some sources

are known as secondary data. In the most of the studies the investigator finds it imperceptible to

collect first hand information to the related issues and as such he makes the use of data collected

by other. There is vast amount published information from which statistical studies and fresh

statistics are constantly in state of production.

SAMPLE SIZE

This is the number of elements that is contained in the sample of the analyzed data set.

Percentages and projections in the analysis are calculated based on this case weight. Sample sizes

are used to identify the data tolerance range that has to be considered when evaluating the results.

Both outweighed and weighted cases should be displayed next to each other. The sample size of

a statistical sample is the number of observations that constitute it. The number of participants in

the trial. The intended sample size is the number of participants planned to be included in the

trial, usually determined by using a statistical power calculation. The percentage of the

individuals (or groups) originally randomized for whom outcome data could not be obtained.

For the proper evaluation of methodology of recruitment and selection the sample size

considered is 30 with the format of questionnaire of 20 questions. Thus number of participant

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accumulated through the sales department of MAHINDRA TRACTORS and also from the

Religare.

METHOD OF DATA COLLECTION

In data collection, collection of the data self using methods such as interviews

and questionnaires. And other might be used, such as

 Survey method

Personal interview with candidates

In depth conversation with the placement agency

Secondary data:

Study of recruitment policy

Websites

Published articles

Research methodology used

Study of recruitment and selection at ICICI Prudential Life Insurance by the manual

provided by the HR department

Web sites

Journals

Magazines

Books

Here mainly questionnaire has prepared with 20 question framed. A questionnaire is

a research instrument consisting of a series of questions and other prompts for the purpose of

gathering information from respondents. Questionnaires have advantages over some other

types of surveys in that they are cheap, do not require as much effort from the questioner as

verbal or telephone surveys, and often have standardized answers that make it simple to

compile data.

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INSTRUMENT USED

Instrument is defined as a tool to identify the data based result for successful process of

recruitment and selection. These instruments are helpful to accumulate data and information

about the selection of the candidates and the view of the participants. Thus during the

training period that instruments are manual as well as electronic. These instruments are ;

Telephone

Paper record

Computer aided, software etc.

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CHAPTER 2.

MAHINDRA & MAHINDRA

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1. Introduction to the Company:

Mahindra & Mahindra Ltd is a flagship company of the Mahindra Group, a multinational

conglomerate based in Mumbai, India. The Company was set up in 1945 in Ludhiana as

Mahindra by brothers K.C. Mahindra and J.C. Mahindra. Mahindra & Mahindra is a major

automobile manufacturer of tractors, utility vehicles, passenger cars, pickups, commercial

vehicles; its tractors are sold on six continents. It has acquired plants in China and the United

Kingdom, and has three assembly plants in the U.S.A. M&M has a global presence and its

products are exported to several countries. Its global subsidiaries include Mahindra Europe Srl.

based in Italy, Mahindra USA Inc., Mahindra South Africa and Mahindra (China) Tractor Co.

Ltd. M&M is one of the leading tractor brands in the world by volume. It is also the largest

manufacturers of tractors in India with sustained market leadership of over 25 years. It designs,

develops, manufactures and markets tractors as well as farm implements.

Mahindra is best known for utility vehicles and tractors in India, its automotive division, the

Company’s oldest unit (founded in 1945), makes jeeps and three wheelers (not passenger “auto

rickshaws” but utilitarian delivery and flatbed incarnations). M&M’s farm equipment sector,

formed in 1963 during the India’s green revolution, manufactures tractors and industrial engines.

M&M also produces military vehicles. The company has facilities located throughout India.

The survey involved gathering wide information about the company, its products, customer

satisfaction and impact of various competitive firms on the company.

From the information collected, various aspects were identified where the company needs to

focus more to improve the efficiency of marketing team of Mahindra Automotives.

The research was conducted through collection of primary and secondary data. Secondary data

was collected through various web sites, automobile magazines and other reliable sources.

Primary data was collected through a well framed questionnaire, of which later a detailed

analysis was done using various statistical IT tools like MS Word and MS Excel.

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On the basis, the secondary data analysis and the extensive analysis of the primary data,

interpretations were drawn for the questions and conclusion is drawn. Certain suggestions are

also drawn from the analysis to help.

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2. Company’s Profile:

1945:

-The Company was incorporated and converted into public limited in 1955 at Mumbai. The

Company manufactured jeep type vehicles, petrol industrial engines, industrial control

instruments and flow meters. Trading in steel and manufacture of professional grade electronic

components. Jeeps are manufactured under a license and an agreement with Willys Motors Inc.,

Toledo, Ohio, USA, for whom the company also acts as exclusive distributors for the whole of

India for their entire range of vehicles including utility vans, cargo/personnel carriers and pick-

up trucks.

1958:

-The Company entered into an agreement with Birfield Ltd., to from Mahindra Sintered Products

Private Limited for the manufacture of wide range of self lubricating bearings.

1968:

-The Instrumentation and Electronics Division came into existence as a result of merger of the

wholly-owned subsidiary of Mahindra Engineering Co. Ltd., with the Company with effect from

1st April, 1968. The activities of merged company were being carried on in this division.

-The Company acquired the whole paid-up capital of Mahindra Electro-Chemicals Products Ltd.

Company.

-With effect from 1st April, the wholly owned subsidiary Mahindra Engineering co. Ltd., was

merged with the Company International Tractor Company of India Ltd., was merged with the

Company effective from 1st November 1977.

1970:

-The name was changed from Mahindra Van Wijk & Visser Ltd. to Mahindra & Mahindra Ltd.

This was merged with the Indian Company National Diesel Engine Co. Ltd., during 1977-78,

1977-74.

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-700-9.3% Pref. and 12,98,202 No. of Equity shares allotted without payment in cash to

shareholders of International Tractor Co. Ltd., on its merger in prop. 1:1 Pref. and 2:3 Equity.

12,500-7.8% Pref. shares redeemed on 1.2.1979.

1978:

-The Company started negotiation with Balania K. Zacharopoulos Ltd., Athens for jointly

promoting a new company in Greece for the manufacture of Jeep Vehicles and trucks. Initially, it

was proposed to assemble these vehicles mainly from CKD packs to be shipped from India.

1979:

-57,22,764 Bonus Equity shares issued in prop. 2:3 in October 1984.

1984:

-Mahindra Spicer Ltd. (MSL), was amalgamated with Mahindra & Mahindra Ltd. (MML) with

effect from 3rd April. Pursuant to the scheme of amalgamation of MSL with MML, the

shareholders of MSL were allotted 1,88,166 equity shares of MML in the ratio of 1 equity share

of MML for every 6 shares held in MSL.

-The Company entered into a collaboration agreement with Foramer S.A., an associate of Forasol

S.A. for purchase of lle d’ Amsterdam an offshore drilling rig at a price US $10.75 million. The

Company arranged for a foreign currency loan through Bank of Baroda. In view of this purchase,

the Company obtained a firm order from ONGC for drilling services for 2 years.

1985:

A letter of intent was obtained for the manufacture of 50,000 lines of EPABX/PAXs in

collaboration with OKL Electric Co. of Japan.

-The Company also signed a Memorandum of Understanding with the British Telecom p.i.c. of

London under which the two companies were to jointly explore and develop opportunities in

telecommunication and technical fields in India.

-MBT was made a subsidiary of the Company with 60% holding and the remaining 40% was

subscribed by the foreign partners, the British Telecommunications p.i.c U.K. (BT) for provision

of software engineers of MBT to work on various projects of BT in the U.K. MBT also decided

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to issue equity capital to the extent of Rs. 4 Crores out of which shares worth Rs. 2.40 crores

were to be offered to Mahindra & Mahindra Ltd., for subscription and the balance shares worth

Rs. 1.60 crores were to be offered to BT.

1987:

-(17 months), approval from Government was received for the manufacture of Peugeot 504

pick-up vehicles in collaboration with Automobiles Peugeot of France

-A new model M-595 tractor in the 50 H.P. range was introduced.

1988:

-The Company acquired an offshore drilling rig “lle d’ Amsterdam” from Foramer S.A., France

on 1st March. A firm letter of intent was received for one land rig for drilling operations at

Jwalamukhi, Himachal Pradesh against a tender from ONGC. The Company already entered into

an agreement with Forasel S.A., for purchase of a land rig and related equipment.

1989:-

During the year improved versions of CJ500 range of jeeps and FJ range of LCVs were

introduced. Also a sporty model of jeep was introduced which was well received by the target

audience.

-During September, the Company acquired the automotive pressing unit at Kanhe from Guest

Keen Williams Ltd. for a gross consideration of Rs. 28.75 Crores. The unit has an installed

capacity of 10,000 tonnes per annum.

1992:

It was proposed to launch a new LCV with a much larger platform, imported driving comfort and

better styling.

-The Company issued 72,42,719-14.5% secured non-convertible redeemable debentures of Rs.

100 each with a detachable warrant attached to each debenture entitling the holder thereof to

apply for 1 equity share of Rs. 10 each at a premium of Rs. 20 per share in the ratio 1 debenture:

5 equity shares held, on the expiry of six months and 36 months from the date of allotment of

debentures.

34

1996:

-The Company proposed to introduce the ‘Armada Grand’ with XD3 diesel engine. 5 speed BA

10 transmission with air-conditioning and power steering as standard features. New models like,

soft top and FRP versions of CL/MM 550 models, comfortable 8 seater Arnada with disc brakes

and an optional factory fitted air conditioner, Commander 650 DI on a longer wheel base and

MM 540/550 XDB models with the powerful 2.5 lines XD3 engines and all the-synchromesh 5

speed BA 10 transmission were launched during the year.

-During july the company offered US $ 100,00,000-5% convertible note during july 9, 2001

came into GDRs each representing one share at a cover sum price of US $ 11.955 per GDR. Till

date 15,73,830 shares issued.

2003:

-Unleashes Maxx Pik up utility vehicle.

-Signed an agreement with Canara Bank. Where in, Canara Bank will provide loan to those

farmers who are willing to buy Mahindra’s tractors and other farm implements.

-Mahindra and Mahindra Ltd on December 24th showcased its new products, Bolero XL and

Bolero XLS, for prospective customers in Karnataka.

2008:

-Mahindra & Mahindra acquires renowned Italian design house, GRD Italy.

2009:

-Mahindra & Mahindra unveiled its fourth generation Scorpio at an unbeatable price.

-Mahindra & Mahindra (M&M) signed the memorandum of understanding with State Bank of

Bikaner & Jaipur (SBBJ) for vehicle finance.

-Mahindra launches luxury sedan XYLO

-M&M enters retail space with Mom & Me.

-Mahindra sold 1,788 XYLOs in two weeks.

-M&M signs pact with State Bank of Bikaner.

-Mahindra gets order for 15,000 XYLO in three months.

35

2012:

-Mahindra & Mahindra had acquired Ssangyong Motor Company, a south Korean SUV maker,

almost a year ago and are now planning to set up an assembly plant and invest Rs. 800 crore over

next 3-4 years.

-Mahindra and Mahindra wins arbitration award and class action suit against global vehicles.

-Mahindra & Mahindra has entered the Kenyan passenger vehicles market with the launch of

their utility vehicles, XUV500 and Scorpio. Other vehicles include pick up range, Genio and

Maxximo mini-truck.

-Mahindra & Mahindra Ltd said that the company has signed an agreement with Telephonics

Corporation to form a joint venture, named as Mahindra-telephonics integrated systems limited.

-Mahindra Ugine linked joint venture with Sanyo special Steel & Mitsui & Co. Ltd. names new

venture as Mahindra Sanyo special Steel Pvt Ltd.

2013:

-Auto major Mahindra and Mahindra has inked partnership with online shopping portal,

Snapdeal.com to sell its two-wheelers on the site.

-Mahindra launches new visual identity reflecting modernity and dynamism.

-Mahindra & Mahindra Ltd- Mahindra launches the Verito Executive edition.

3. Product Profile:

36

--Products and services offered by the Company:

Automotive

- Scorpio

- Xylo

- Bolero

- Maxx Range

- Naya Commander

- Savari

- Major

- Bolero Camper DLX

- Maxx Pic-ups

- Champion range of Three Wheelers

- Farm Equipments

- Agri inputs and services

- Engines

- Farm implements

- Tractors

Financial Services

- Loans and Mutual Funds

- Distribution

- Insurance and Risk Management Services

Information Technology

- Dealership Management

- Facility Management

- Software Solutions

37

Infrastructure Development

- Development of infrastructure projects

- Engineering consultancy

- Integrated Business Cities

- Lifetime holidays

- Living spaces and working spaces

Systech

- Composites

- Engineering services

- Forgings

- Gears

- Sourcing of Auto Components

- Stampings and steel

Specialty Business

- Ash handling equipments for power plants

- Defence vehicles

- Information security consultancy

38

4. Competitor’s Profile:

The foremost competitors to Mahindra & Mahindra include Maruti Suzuki, Hind Motors, etc.

The following is the static of all three companies:

---------------------- in Rs. Cr.----------------------

Maruti Suzuki Hind Motors M&M

Mar’15 Mar’15 Mar’15

Sales Turnover 43,587.93 525.15 40,441.16

Other Income 812.37 9.29 549.17

Total Income 44,400.30 534.44 40,990.33

Total Expenses 39,358.25 602.73 35,731.86

Operating Profit 4,229.68 -77.58 4709.30

Total Extraordinary Income/

Expenses --------- 48.34 90.62

Gross Profit 5,042.05 -68.29 5,258.47

Interest 189.82 19.29 191.19

PBDT 4,852.23 -39.24 5,157.90

Depreciation 1,861.17 13.46 710.81

PBT 2,991.06 -52.70 4,447.09

Tax 598.93 -6.31 1,094.27

Net Profit 2,392.13 -46.39 3,352.82

Earnings Per Share 79.19 ----- 56.80

Equity 151.04 92.39 295.16

Reserves 15,042.86 ----- 14,352.92

Face Value 5.00 5.00 5.00

39

5. Functional Department:

-Today M&M has two main operating divisions:-

The automotive division manufactures utility and light commercial vehicles. The farm equipment

of division makes agricultural tractors and other farm equipments.

M&M employees more than 25,000 people and has 6 states of an art manufacturing facilities

spread over 5,00,000 sq.mts., it has over 30 sales offices supported by a network of over 500

dealers, 500 authorized service points and 600 stock points across the country, this network is

connected to company’s plants by an extensive IT infrastructure.

M&M outstanding manufacturing and engineering skills allow it to constantly innovate and new

products for the Indian market. Proof of this expertise is the launch of Bolero, a new generation

utility vehicle and tile Arjun, a sophisticated agricultural tractor.

The company’s commitment to technology-driven innovation is reflected in the setting up of

Mahindra research valley, a 100 acre facility that will house, less than one roof, the company’s

engineering research and product development wings.

The M&M philosophy of growth is centered on a belief in people. As a result the company has

put in place initiatives that seek to reward and retain the best talent in the industry. M&M are

also known for its progressive labour management practices.

In the community development sphere, the company has implemented several programs that

have benefitted the people and institutions will its areas of measurements.

40

6. Business Development Operations:

-Marketing Strategy, Sales Promotion & Selling Process carried out by the company:-

Before going to promotion strategy the company must take decision on the total promotion

budget and choice of the promotional tools to be used one of the most difficult marketing

decisions facing companies is to work out on how much to spend on promotion.

ADVERTISEMENT TOOLS:

- Banners and posters

- Printing and calendars

- Catalogue advertising

- Window display

- Pamphlets advertising

- Construction of circles

- Gift bags/ carry bags

- Anniversary functions

- News papers

- Wall paintings.

SALES PROMOTION:

- Good communication system and consumer relation services

- Gifts to loyal customers

- Offering gift with the product (LIVE)

- Participation in marketing fair in Sindhanur

- Free service coupon warranty

- Fuel check up camp.

SELLING PROCESS:

41

The selling process is an important aspect of ever organization. Sales operations carried by

Mahindra tractors.

- Telephonic enquiry

- Walk in customer

- Sales experience

- Showroom demonstration

- Test drive

- Vehicle delivery

42

MAHINDRA OPERATIONS:

Mahindra tractors operate in ten countries and has a fairly large customer base in the United

States, Australia, Chile, Serbia, Indian Subcontinent, Iran, Syria and a major part of the African

continent among many more. Mahindra operates in China, North America and Australia through

its subsidiaries. These subsidiaries are also responsible for sales. It also operates in some Indian

states through its subsidiaries namely Mahindra Gujarat and Swaraj.

-Mahindra India:

Mahindra tractors in number one in sales in India – the largest tractor market in the world and it

has been the market leader since 1983. Its sales are predominantly in the states of Gujarat,

Haryana, Punjab, Maharashtra and the Southern States. Its sales in Gujarat are under the label

Mahindra Gujarat and its sales in Punjab are under the label Swaraj. In 1999, Mahindra

purchased 100% of Gujarat tractors from the Government of Gujarat and Mahindra purchased a

64.6% stake in Swaraj in 2004.

-Mahindra USA:

In 1994, the company entered the American market as Mahindra USA, and in the few years

since, its tractors are being sold and serviced by hundreds of tractor dealers throughout the

country. Mahindra USA, a subsidiary of Mahindra Tractors, is responsible for sales in the North

American continent. Mahindra has three assembly plants in the US. One assembly plant is at its

North American headquarters in Houstan, Texas, another in Red Bluff, California and the latest

assembly and distribution centre moved from Calhoun, Georgia to Chattanooga, Tennessee at the

end of 2009. In August of 2012 Mahindra USA opened its fourth assembly and distribution

centre in Bloomsburg, Pennsylvania.

In addition to building their own tractors, Mahindra also sources tractors from other

manufacturers. For the USA market, Mahindra has bought tractors from Mitsubishi and Tong

Yang Moolsan to cover selected product ranges.

-Mahindra Australia:

43

Based in Brisbane, Mahindra Australia is a branch of Mahindra & Mahindra Ltd. In 2005, the

company entered the Australian market with the launch of its assembly & customer support

centre in Acacia Ridge, QLD. Currently, the company’s products are sold and serviced by 40

dealers throughout Australia. Mahindra Australia is also responsible for sales in New Zealand

and the rest of Australasia. The Company's products are distributed in Fiji by Carpenters Motors.

In Western Australia and South Australia, Mahindra tractors are distributed by McIntosh

Distribution.

-Jiangling:

In 2004, seeing an opportunity to enter the growing tractor market in China, Mahindra purchased

an 80% stake in Jiangling Tractors from Jiangling Motor Company. Mahindra also has a factory in

China.

Mahindra has also formed a joint venture with Yueda group in Yancheng, China.

44

45

7. Financial Status:

-Following is the Balance sheet of Mahindra & Mahindra Ltd:

Parameter MAR'15

(Rs. in Cr.)

MAR'14

(Rs. in Cr.)

YoY

%Change

EQUITY AND LIABILITIES

Share Capital 295.16 294.52 0.22%

Share Warrants & Outstanding

Total Reserves 14,232.30 11,699.47 21.65%

Shareholder's Funds 14,658.92 12,104.69 21.10%

Long-Term Borrowings 0.00 0.00 0.00%

Secured Loans 266.67 400.01 -33.33%

Unsecured Loans 2,905.77 2,773.82 4.76%

Deferred Tax Assets / Liabilities 614.85 527.13 16.64%

Other Long Term Liabilities 379.83 236.32 60.73%

Long Term Trade Payables 35.57 38.45 -7.49%

Long Term Provisions 441.59 363.49 21.49%

Total Non-Current Liabilities 4,644.28 4,339.22 7.03%

46

Current Liabilities

Trade Payables 5,579.71 4,736.35 17.81%

Other Current Liabilities 1,052.17 1,226.70 -14.23%

Short Term Borrowings 54.63 0.39 13907.69%

Short Term Provisions 1,463.88 1,362.61 7.43%

Total Current Liabilities 8,150.39 7,326.05 11.25%

Total Liabilities 27,453.59 23,769.96 15.50%

ASSETS

Non-Current Assets 0.00 0.00 0.00%

Gross Block 9,005.78 7,865.47 14.50%

Less: Accumulated Depreciation 4,047.92 3,572.12 13.32%

Less: Impairment of Assets 0.00 0.00 0.00%

Net Block 4,957.86 4,293.35 15.48%

Lease Adjustment A/c 0.00 0.00 0.00%

Capital Work in Progress 495.54 569.93 -13.05%

Intangible assets under development 367.94 224.80 63.67%

Pre-operative Expenses pending 0.00 0.00 0.00%

Assets in transit 0.00 0.00 0.00%

Non Current Investments 10,571.50 9,260.45 14.16%

47

Long Term Loans & Advances 2,087.47 1,476.68 41.36%

Other Non Current Assets 29.85 36.45 -18.11%

Total Non-Current Assets 18,510.16 15,861.66 16.70%

Current Assets Loans & Advances

Currents Investments 1,261.96 1,036.90 21.71%

Inventories 2,419.77 2,358.39 2.60%

Sundry Debtors 2,208.35 1,928.53 14.51%

Cash and Bank 1,781.41 1,188.43 49.90%

Other Current Assets 508.54 465.06 9.35%

Short Term Loans and Advances 763.40 930.99 -18.00%

Total Current Assets 8,943.43 7,908.30 13.09%

Net Current Assets (Including Current Investments) 793.04 582.25 36.20%

Total Current Assets Excluding Current Investments 7,681.47 6,871.40 11.79%

Miscellaneous Expenses not written off 0.00 0.00 0.00%

Total Assets 27,453.59 23,769.96 15.50%

Contingent Liabilities 2,092.76 2,215.53 -5.54%

Total Debt 3,488.59 3,580.76 -2.57%

Book Value (in Rs.) 0.00 204.56 -100.00%

48

Adjusted Book Value (in Rs.) 245.91 203.43

49

-The following is the Profit & Loss A/c of Mahindra & Mahindra Ltd.:

Parameter MAR'15

(Rs. In Cr.)

MAR'14

(Rs. in Cr.)

Change %

Gross Sales 43,412.65 34,348.18 26.39%

Less :Inter divisional transfers 0.00 0.00 0.00%

Less: Sales Returns 0.00 0.00 0.00%

Less: Excise 2,971.49 2,500.99 18.81%

Net Sales 40,441.16 31,847.19 26.99%

EXPENDITURE:

Increase/Decrease in Stock -78.03 -579.89 86.54%

Raw Materials Consumed 30,502.55 24,097.10 26.58%

Power & Fuel Cost 206.39 175.78 17.41%

Employee Cost 1,866.45 1,701.78 9.68%

Other Manufacturing Expenses 436.91 388.77 12.38%

General and Administration Expenses 114.53 100.19 14.31%

Selling and Distribution Expenses 1,381.15 1,187.29 16.33%

Miscellaneous Expenses 1,317.07 1,029.44 27.94%

Expenses Capitalized 0.00 0.00 0.00%

Total Expenditure 35,747.02 28,100.46 27.21%

50

PBIDT (Excl OI) 4,694.14 3,746.73 25.29%

Other Income 564.33 489.78 15.22%

Operating Profit 5,258.47 4,236.51 24.12%

Interest 191.19 162.75 17.47%

PBDT 5,067.28 4,073.76 24.39%

Depreciation 710.81 576.14 23.37%

Profit Before Taxation & Exceptional Items 4,356.47 3,497.62 24.56%

Exceptional Income / Expenses 90.62 108.27 -16.30%

Profit Before Tax 4,447.09 3,605.89 23.33%

Provision for Tax 1,094.27 727.00 50.52%

PAT 3,352.82 2,878.89 16.46%

Extraordinary Items 0.00 0.00 0.00%

Adj to Profit After Tax 0.00 0.00 0.00%

Profit Balance B/F 7,904.54 6,208.54 27.32%

Appropriations 11,257.36 9,087.43 23.88%

Equity Dividend (%) 260.00 250.00 4.00%

Earnings Per Share (in Rs.) 56.80 48.87 16.21%

Book Value (in Rs.) 245.91 203.43 20.88%

51

CHAPTER 3.

RECRUITMENT AND

SELECTION

CONCEPT

52

There is difference between recruitment and selection so far as technique involved is concerned.

Recruitment techniques are not very intensive, requiring high skills. As against this, in selection

process, highly specialized techniques are required. Therefore, in the selection process, only

personnel specific skills like expertise in using selection test, conducting interviews, etc, are

involved.

Since recruitment and selection are two interrelated steps in the process of manpower acquisition,

they differ in terms of their outcome. In outcome of recruitment is application pool which

becomes input for selection process. The outcome of selection process is in the form of finalizing

candidates who will be offered jobs.

53

54

SURVEY FOR JOB PROFILE (SALES DEPARTMENT)

The use of tests in selection is so wide spread that these may be classified in various steps

they may have different objectives and different attributes.

Searching criteria:

Searching criteria means to collect a mass of appropriate candidates through the following

reference:

-Consultancy:

consultancy is an organization which used to provide the number of candidates. Those

candidates, who are eligible for respective post, previously collect their CVs to the consultancy to

job reference. Consultancies used to bind contact to the organization for sending candidates for

respective vacant post required in the organization. Consultancies job is to give line-up (condition

of number of candidates applicable for job). Line-up should be updated everyday through proper

calling and contacts during the process of recruitment.

-Advertisement:

Advertisement is as usually is to provide route to organization for candidates. Advertisement is a

perfect mode to disseminate the knowledge of job profile.

-Employee reference:

Employees of organization refer candidates for available required posts.

-Campus selection:

55

Organizations select candidates from educational and professional institute to full the requirement

of recruitment. Those candidates are selected through the process of screening and interview.

-CV screening:

CV screening is the process to short out the candidates on their academic profile etc. The goal of

the resume screening process is to select the top candidates that the recruiter will contact for the

first round of interviews. Screening resumes will help you determine which candidates to move

forward in the interview and selection process by comparing their qualifications to the minimum

position requirements.

Narrowing the list of candidates that apply for your position can be challenging, especially if

there are many qualified applicants. The first step with selecting appropriate candidates is to

screen the cover letter (if applicable) and resume of each applicant.  The resume will tell you what

the candidate has done, but not how well he/she did it.

-Application Evaluation:

The Human Resources department evaluates all incoming applications, against prerequisite

abilities and skills set for all current openings. All applications are kept based on strengths and

specialization, for future reference.

-Selection test:

As such type of test held in ‘MAHINDRA TRACTORS’ is said as HAT (HDFC aptitude test).

HAT’s content is numerical and assumption based questions, which is divided in three part of test

paper. HAT must be solved with in the half an hour. In such procedure qualified candidates are

preceded for further steps i.e., interview.

-Capability based Interview:

56

An interview is a conversation between two or more people (the interviewer and the interviewee)

where questions are asked by the interviewer to obtain information from the interviewee.

-Checking of references and documents:

As such in selection and checking procedure for the post SDM in the ‘MAHINDRA

TRACTORS’ all required documents are collected in the brochure which said to be Joining Kit.

Joining kit contain all authentic information and some application form about the candidates for

joining the post after passing the interview, such information and forms are as follows:

Documents related to qualification

Age proof

Experience letter

Salary slip

Address proof

Application forms

-Placement;

After all formalities are completed, the candidates are placed on their job initially on probation

basis. The probation period may range from three months to two years. During this period they

are observer keenly, and when they complete this period successfully, they become the permanent

employee of the organization.

-Reply Letters:

At all stages of the process candidates are kept informed of the status of their application with an

email reply letter.

-Job Offer:

57

If a candidate successfully reaches the final stage, a position offering is made in conjunction with

a competitive reward package.

Issuing of appointment letter and offer letter:

The procedure to issue offer letter and appointment letter is done by HR manager of that

institute. HR manager‘s job is to maintain MIS and providing these letters. Now a day all the

functions are properly maintained by the use of software packages such as SAP.

58

Questionnaire: Analysis based on the data of questionnaire to the recruitment and selection in Mahindra Tractors

1. What source your organizations adopt to select candidates?

59

Em-ploy-

eereferal

20%

campus re-

cruitment 1%

ad-ver-tise

ment 1%

re-cruitment agencies

100%

job portal

5%

0

10

20

30

40

50

60

70

80

90

100

Series1

Above graph shows that recruitment agency is most active organization for the better

compensation of recruitment and selection. Further it is followed by the employee referral

recruitment which is comparatively low in recruitment agency.

2. How many stages are involved in selecting the candidate?

1 stage 20%

2 stage 73.4%

3 stage 6.6%

4 stage 0%

60

Pie chart related to the query of days which used to spend on recruitment and selection for a

particular number of employees. Chart specifies that mainly financial corporation in the field pf

sales take mostly 2 days. Increment in the days of selection depends on the condition.

3. Do your organization use any of the following tests during the process of recruitment?

61

written 86.67%

ap-ti-

tude

6.66%

group discussion

13.33%

personal in-teview 100%

psychoimetric test 3.33

%

0102030405060708090

100

Series1

Test is an appropriate criterion to draw out eligibility among mass of the candidates. It depends

on the post which criteria is appropriate to select and recruit. Thus for the post of the sales

mostly personal interview is preferred after written or aptitudes test.

4. How does your organization track the source of candidate?

62

manual

93.33%

soft-ware .

5%

online 33.3%

xls 0.00%

0

10

20

30

40

50

60

70

80

90

100

Series1

Finding source of candidates is usually manual. Manual source refer an easy and convincing way

to find and sort out the candidates.

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

interviewing process?

63

sales 100%

ad-minis-tration 0.00%

HR ex-

ecitive 66.66

%

other0

102030405060708090

100

perecent

For the post of sales like SDM, BDM etc usually the experience person belong to the department

of sales and sales development involve in the process of recruitment and selection of sales

employee. Further it is followed by the HR department or HR manager of the corporation to

examine and utilize the resources for sales development.

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

64

10min 23.33%

10 to 20min 13.33%

20 to 30min 53.33%

more 3.33%

The value of time in business must be evaluated for the profit maximizations and proper

utilization of human resources. Thus a department should have to take appropriate time for

recruitment and selection. Above chart shows 20 to 30 min usually spends on the selection of

each candidate.

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

65

10min 30%

10 to 20min 23.33%

20 to 30min 46.675

HR department plays a most important role during the recruitment and selection. This is because

it is useful to evaluate the capacity and human range of mental and physical work in regard the

position like sales. But company used to spend maximum 45 to 50 percent time of HR department

during the whole process of selection.

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

66

10min63.33%

10 to 20min 20%

20 to 30min 16.67%

Chart shows it is the maximum time which is spent on sales recruitments by the admin

department.

9. Do your organization follow different recruitments process for different

grades of employee?

67

yes 90.33%

no 6.675%

Chart specifies that organization apply same criterion and common techniques for recruitment

and development.

68

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

1to 5 30.6%

5to 10 40%

10to 15 3.35

15to 20 6.75

Back out percentage reflect any fault in the procedure of recruitment and selection. That’s why

candidates could not be stayed. Chart shows maximum is 1-5 and minimum is 10-15.

69

11. What percentage of candidates leave within the period of less than1- 3 month?

1to5-53.33%

5to 10-43.33%

10to 15-3.33%

15to 20-0.0%

This is depend on the environment in the organization, it used to evaluate the time duration of

employees settle in the organization. Thus chart shows that the working environment of the

organization is moderately sufficient to satisfy the employee i.e.upto 5% at maximum within 1 to

3 months.

70

12. What percentage of candidates leave within the period of less than3- 6 month?

1to 5-50%

5to 10-46.67%

10to 15-3.33%

15to 20-0.0%

Maximum capacity of the existing organization to sustain the employees within 1 to 5 months is upto 5%.

71

13. What percentage of candidates leave within the period of less than 6-12 month?

1to 5-50%

5to 10-26.67%

10to 15-23.33%

15to 20-0.0%

Maximum capacity of the existing organization to hold the employees within 6 to 12 month is up

to 5%.

72

14. Does the company reimburse the traveling cost incurred by the candidate for appearing in the

interview?

yes-60%

no-33.33%

depends-6.67%

Chart shows maximum to time organization reimburse the traveling cost incurred by the

candidates for appearing in the interview i.e. maximum to 60%.

73

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

tele-phone-93.33%

video-13.33%

online-13.33%

other-1%0

102030405060708090

100

Series1

due to the support of high tech equipment the process of recruitment and selection become faster.

These are the telephone, video conferencing; online support etc. although any equipment other

than the telephone used to take high cost thus maximum support is taken through the telephone

i.e. 93.33%.

74

16. Are you aware of the concept of “Video Resume”?

no-96.67%

yes-3.33%

On the account of the financial capacity still organizations and employees do not aware about the

video resume i.e. 96.67%. That may be costly for both organization and candidates.

75

17. If the recruitment type is “Employee Referral” then how much special privilege has to be paid

to the one who has referred is sufficient?

max-53.33%

min-13.33%

moderate-33.31%

It leads surety for the candidates’ capability for the organization, if any selection exists through

the employee referral. Thus priority to such type of candidates’ maximum i.e. 53.33%

76

18. In how much time does the whole process generates results?

1-2days-76.67%

2-4day-16.675s

depends-6.66%

Screening, aptitude test, calling, recruiting etc take maximum 1 to 2 days for selection of the

candidates in the sales department.

77

19. Do you do the “Employment Eligibility Verification”? Yes/No

If yes, then, what method you take up to perform it?

internally-100% agency-6.670

102030405060708090

100

Series1

This shows the employees tendency and awareness towards the knowledge of job description and

job profile. Maximum numbers of employee do employments eligibility verification through

internally.

78

20. What kind of verifications you do?

educa-tional-100%

legal back-

ground-6.67%

prof. back-

ground-20%

family back-

ground-0.01

0

20

40

60

80

100

Series1

Educational verification mostly preferred by the maximum employees for employment

verification of the post.

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FACTS AND FINDINGS

OUTCOMES OF RECRUITMENT AND SELECTION

PROCESS

The ultimate objectives of both recruitment and selection are to acquire suitable candidates but

their immediate objectives differ. The basic objective of recruitment is to attract maximum

number of candidates so that more options are available the basic objective of selection is choose

the best of the available candidates.

Recruitment differs from selection in terms of process. Recruitment adopts the process of creating

application pool as large as possible and, therefore, it is known as positive process. Selection

adopts the process through which more and more candidates are rejected and fewer candidates are

selected or sometimes not a single candidate is selected. Therefore, it is known as negative

process or rejection process.

MAHINDRA TRACTORS‘s recruitment policy is well structured and provides the company with

a competitive edge due to the following reasons:

The recruitment policy focuses on recruiting the best potential people.

It ensures that every applicant and employee is treated equally with dignity and respect.

It is an unbiased policy.

It aids and encourages employees in realizing their full potential.

It allows transparent, task oriented and merit based selection.

It abides by relevant public policy and legislation on hiring and employment relationship.

It Integrates employee needs with the organizational needs.

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CHAPTER 4.

SUGGESTION

AND

RECOMENDATION

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SUGGESTION

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. THE

RECRUITMENT POLICY of an organization should be well planned and thus should be such so

that it:

Reduces administration costs

Provides employees with job security

Encourage responsible trade unions

Provide suitable employment to handicapped, women and minority group

Be flexible enough to meet the changing needs of the organization

Works towards the growth and prosperity of the organizatsion.

After the study of “RECUITMENT AND SELECTION” I find that the effective procedure of

recruitment is most importance is every organizational Management has to do more effective

effort for continuous success in the field of Service and financial sector.

There is need to introduce online recruitment, maintain software for sources of candidates to

avoid postal and courier’s delays through which time of processing becomes increase. There is

need to increase in our human resources.

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Generally evaluation of employees on the job and off the job is necessary on daily, weekly, &

quarterly basis but still people are not much aware about software involve in recruitment and

selection procedure in our Management in India. So there is need to improve the awareness and

use to save the time and save the budget, so that it matches the requirement and settlements in the

all type’s organizations.

Other than futures and options, other instruments like video conferencing, online recruitment, and

psychometric test options have to be introduced so that area of human resource is broadened.

There is need to provide facility and training to the employee and candidates in favors of

technology.

In today's market, companies no longer compete just on price, product and

packaging. The real competition is for talent. And the companies with best

talent win. we work to enable our clients to gain a recruiting advantage in the

market through the application of sales and marketing techniques, tools and

methodologies.

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CHAPTER 5.

CONCLUSION

The project report involves the detailed profile of MAHINDRA TRACTORand what is the process of

agency recruitment in MAHINDRA TRACTORSC. This project report deals with recruitment and

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selection process, which are basics should be known to everybody in the insurance industry best

considered approach especially though not ethical but practical enough is pirating best employees of their

competitors. Project under the MAHINDRA TRACTORS deal with the recruitment and selection as well

as focus on the capacity of the retention of the employee in the organization.

MAHINDRA TRACTORS follows the proper and appropriate steps and rules to select e candidates for

the post of SDM. It involves more than one department during the procedure of recruitment and selection

in sales department. It’s another focus on the budget of the procedure which should be maintained and

under the limit.

BIBILIOGRAPHY

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RECRUITMENT AND SELECTION-

ADDITION BY L. M PRASAD

ADDITION BYASWATHAPPA K

WEBSITE VISITED-

www.mahendra.com

www.wikipedia.com

www.google.com

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APPENDIX

Questionnaire

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\

Questionnaire on Recruitment Process Outsourcing

QUESTIONNAIRE

Name –

Company’s name –

Designation –

Date-

Note – Please tick the appropriate option.

1. What source your organisation adopt to source candidates?

a. Employee referral

b. Campus recruitment

c. Advertising

d. Recruitment agencies

e. Job portals

f. Other, pls specify –

2. How many stages are involved in selecting the candidate?

a. 1

b. 2

c. 3

d. 4

e. More

3. Do your organisatuon use any of the following tests during the process of recruitment?

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a. Written

b. Aptitude

c. Group Discussion

d. Personal Interview

e. Psychometric test

f. Other, pls specify –

4. How does your organization track the source of candidate?

a. Manual

b. Software

c.Online

d.Windows. Xls

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

interviewing process?

a. Sales

b. Administration

c. HR Executives

d. Other, pls specify –

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

a. 10mins.

b. 10 to 20mins.

c. 20 to 30mins.

d. More

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

a. 10mins.

b. 10 to 20mins.

c. 20 to 30mins.

d. More

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

a. 10mins.

b. 10 to 20mins.

c. 20 to 30mins.

d. More

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9. Do your organisation follow different recruitment process for different grades of employees?

a. No

b. Yes

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

a.1-5

b.5-10

c.10-15

d. 15-20

11. What percentage of candidates leave within the period of less than1- 3 month?

a.1-5

b.5-10

c.10-15

d. 15-20

12. What percentage of candidates leave within the period of less than3- 6 month?

a.1-5

b.5-10

c.10-15

d. 15-20

13. What percentage of candidates leave within the period of less than 6-12 month?

a.1-5

b.5-10

c.10-15

d. 15-20

14. Does the company reimburse the traveling cost incurred by the candidate for appearing in the

interview?

a. Yes

b. No

c. Depends, how –

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

a. Telephone

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b. Video conferencing

c. Online support

d. Other, pls specify –

16. Are you aware of the concept of “Video Resume”?

a. No

b. Yes, then do you use it – Yes/No

17. If the recruitment type is “Employee Referral” then how much special privilege has to be paid to the

one who has referred are sufficient?

a. maximum

b. minimum

c. moderate

18. In how much time does the whole process generates results?

a. 1-2 days

b. 2-4 days

c. Depends on condition

19. Do you do the “Employment Eligibility Verification”? Yes/No

If yes, then, what method you take up to perform it?

a. Internally

b. Through agencies

20. What kind of verifications you do?

a. Educational qualifications

b. Legal background check

c. Professional background check d. Reference check

e. Family background check

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