INTRODUCTION

Company profile
1. NATURE
The Rs 3000 Cr Minda Group today is one of India's leading auto component manufacturers, supplying a wide range of products to
OEMs in India as well as globally. The Group has collaborations & Joint Ventures with world leaders, and a product range
comprising over 4700 SKUs spread across various product categories, suitable for a wide range of vehicular as well as nonvehicular and off the road applications. Products are manufactured in world class facilities spread across India, Indonesia, Australia
and Germany, and supported by representative offices in Europe, China, Japan and Vietnam. Way back in 1985, MACL (the then
Switch Masters Limited) was formed with core objective of creating a distribution network in the country, spanning range of
products and services in the auto parts after market. The key objective was to drive this organization as marketing & distribution
arm

of

Minda

Group

Our vision was to build a distribution network to be recognized as benchmark in the replacement market for automotive products
and services.

Given the inherent threats in the domestic after market by way of continuous improvement of quality, enhanced warranties by Auto
Companies, and focused thrust by OE, SPDs in this segment, MACL focused on development of Distribution Network,
development of Human Resource and suitable organization structure, introduction of efficient & market friendly as well as highly
disciplined sales policies encompassing all the facts of the business model thereby, making MACL preferred choice for Minda range
of products and services.
MACL Policies developed and improved over last few decades, focused on bringing in paradigm shift in demand generation through
creation of relationship with 11000 strong Tier-2 and Tier -3 partners across length and breadth of the country. The present focus is
on creating a service network of 500 Mac-Points across the country within next 2 years and achieve the distinction of preferred
service provided both by OEMs as well as after market.As automobile market started showing signs of robust growth since
beginning of current decade, MACLs focussed activities started yielding magnificent results and started growth Year on Year @
24% from 2003-04 till 2007-08 and @ 34% Year on Year since then till then the current year.

MACL strives to project an image of high quality product manufacturer and believes in fair transparent & ethical business practices
and hence enjoy a strong presence in auto components after market.

MACL strives to project an image of high quality product manufacturer and believes in fair transparent and ethical business
practices and hence enjoy a strong presence in auto components after market.

3. COMPANYS VISION AND MISSION

3.1 VISION

To be most dynamic marketing and distribution organization in the

aftermarket of automotive component industry in India and to create an
efficient service organization for our customers delight and continuously

add value to our group companies by enhancing their profitability and

share of business.
3.2 MISSION
To

understand

customers

need

in

an

evolving

and

emerging

environment.

To strive to improve upon mission 10 X 10 and make it 10 X 8 (500 Crores) thereby multiplying turnover ten times in eight years
from
To

2004-05
create

strong

Pan

instead
India

distribution

of
network

ten

which

can

be

years.
a

benchmark

in

our

industry.

To design and establish unique and robust logistic infrastructure so as to optimize speed quality, and speed, quality and cost of
delivery.
To develop a service network capable of taking care of customers service needs with speed and quality for delight of our Business
Partners

and

Institutional

customers.

To nurture human values so as to build a respectable organization consisting of dedicated and motivated employees.

4. PRODUCTS
SWITCHES: Switches for 2/3/4 wheeler and Off the road vehicles are designed
,developed and manufactured at Minda Industries Ltd. Minda enjoys 70%
market share in 2/3 wheeler segment in India and is amongst the top few
globally .The product for 2/3 wheeler are manufactured at Pune,
Aurangabad, Manesar and Pantnagar and are being supplied to major
OEMs of India. The company has received ISO 9001, ISO 14001 & OHSAS
18001 certification. The company has received CII Exim Bank Business
Excellence Award.
Body Control Unit is the patented product which has been developed for
Bajaj Auto Ltd. The product range in 2wh includes Handle Bar Switch,
Handle Bar, Lever & Holder Assembly, Brake Switch, Modular Switch &
Panel Switch (Neutral Switch).
The 4 wheeler switches are designed and developed at Mindarika Pvt.
Ltd. The strength of Mindarikaare skilled manpower, adherence to the
highest quality standards and providing cost effective solutions.
The products manufactured are Lever Combination Switch, Panel Switch,

Power Window Switch, Oil Pressure Switch, Backup Lamp Switch, and
Hazard Warning Switch. The company has a joint venture with Tokairika,
Japan and has received ISO 9001, ISO 9002 & QS 9000 certification. The
company has received Marutis Best Performance Award, Marutis
Manufacturing Excellence Award, Best Cost Performance from TKML.
Switches are also exported to Japan & USA for various 4 Wheeler
manufacturers and to major OEM suppliers in India.
The product categorizations of Switches are as follows:
2 WHEELERS
>Handle Bar System Assembly
>Handle Bar Switches
>Electronic Systems (Self Cancellation)
4 WHEELERS
>Lever Combination Switch
>Panel Switch
>Power window Switch
>Oil Pressure Switch
LOCKS:

One of the largest manufactures of 2/3/4 wheeler and Off the Road
vehicles, Electronic & Mechanical Security System to Indian OEMs. 20% of
the products are exported to UK, Europe & South East &Asean countries.
The only company in India to have its patented magnetic shutter for 2W
application .The plants are situated at various locations in India at
Uttranchal , Greater Noida, Aurangabad & Pune. The plants are ISO / TS
16949 , IS 14000 certified. Major customers are OEMs of India.
Minda has a 50 : 50 joint venture with Valeo Security System, France for
the 4W business with head quartered at Pune. The range of product
covers Remote keyless Antenna, Immobilizer , Outside Door Handles ,Pull
Type Door handle , Side Door Latches with quality certification like ISO/TS
16949/2000. 4wh lock has received Q1 status from Ford.
The customer base are namely Renault, Nissan, VolksWagon ,Hyundai&

Jaguar LandRover.
The product categorizations of Locks are as follows:
>Steering Lock Cum Ignition Switch
>Door Locks
>Hatch Back Locks
>Door Handles
>Seat Locks
>Dickey Locks
>Fuel Tank Caps
>Roof / Cycle Racks Locks
>Immobilizer Alarms
>Electronic Security System
LAMPS: Mindalndustries Lighting division develop, manufacture world class
lighting products for 2/3/4 wheeler, Off the road and Commercial vehicles.
The production facilities are based at Manesar, Pune, Sonepat and
Haridwar. The product ranges available are Headlamps, Tail Lamps, Fog
Lamps, Side Lamps etc. Specilization of Minda is for "Concurrent
Engineering" where the customer develops new design of vehicles,Minda
assists in simultaneously engineering and designing the lighting products
which are also modeled and prototyped.
The product categorizations of Lamp are as follows:
>Head Lamps
>Tail Lamps
>Side Indicator Lamps
>Front Fog Lamps
>Rear Fog Lamps
>Warning Triangles
>High Mounted Stop Lamps
>Wok Lamps ( Plough Lamps)
>Interior Lamps

>License Plate Lamps

>Trunk roof Lamps
>Rear Combination Lamps
>Front Turn Lamps
>Blinkers / Indicators

HORNS: Minda Acoustics Limited is a group Company producing 12 million horns

annually for 2/3 & 4 wheelers
The products are manufactured at Manesar and Pantnagar.
Today, Minda Acoustic Limited is the leading player in the Indian
automotive horn industry manufacturing globally competitive products in
the automotive horn industry. The products are manufactured at Manesar
and Pantnagar.
It is TS 16949:2002 and ISO 14001 certified & have Highly motivated and
committed team to ensure fast ramp up and response to the customer.
Leading Customers are Ford, Maruti , Skoda, BMW, Ashok Leyland,
Piaggio , Torica , Suzuki Japan, Q certified by Ford, Italy .
The product range in Horns are :
>AC/DC Horns
>Disc Horns
>Vibrasonic Horns
>Trumpet Horns / Wind tone Horns
>Pipe Horns
WIRING HARNESSES: Leading Manufacturer of broad range of Wiring Harness, Battery cables,
wiring sets , Connectors & Terminal for Commercial Vehicles , Utility
vehicles, 2/3 wheeler, Tractors and Off the Road vehicles. The
manufacturing locations are Greater Noida, Murbad(Mumbai), Kakkalur
(Chennai) &Pithampur(Indore). Wiring division is a TS 16949 & ISO 14001
certified company.

The product categorizations of Wiring Harness are as follows:

>Wiring Harnesses for 2wh, 3wh, 4wh and Tractors
>Terminals
>Housings Couplers
>Fuse Boxes for 4wh and Tractors

INSTRUMENT PANELS: The product is manufactured at MindaStoneridge Instruments Ltd. which

is a joint venture with Stoneridge Incorporation, USA with manufacturing
unit at Pune &Pantnagar in India and have a license for manufacturing in
17 Asian countries. There is a range of products for 2/3 wheeler,
Commercial vehicles, Utility vehicles, Cars & Sensors. Major customers are
Bajaj Auto, Mahindra &Mahindra , Yamaha , Piaggio ,Tata Motors , Daewoo
& GM, Ashok Leyland , Escorts, TAFE . Company has been awarded EMS
1400, OHSAS 18001 certification ,TS 16949 and ISO9001.
The product categorizations of Instruments are as follows:
>Clusters for 2/3/4 wheeler and Off the Road vehicles.
>Round Gauges for Tractors.
>Tank Units for 2/3/4 wheeler and Tractors.
>Child Parts for Clusters ( Speedometers , RPM , Hour , Fuel Meters).
>Speed Sensors.
ACCESSORIES: Complete Accessory Product range is manufactured at Minda Corporation
Limited. Minda Corporation Limited is a diversified company with a
product port folio encompassing from Mechanical & Electronic Security
System, Door System, Electronic Controllers for Electric Vehicles, Plastic
Interiors and for Auto OEMs across the Globe. It also manufactures Die
Casting Parts and high class Surface Finishing parts for auto and consumer
durable industry.
Minda Corporation Limited is one of the largest manufacturers of 2/3/4

wheeler and Off the Road vehicles, Electronic & Mechanical Security
System to Indian OEM's. It exports about 20% of its products to USA, UK,
Europe & South East Asia and ASEAN countries.
Minda Corporation Limited manufactures Window Regulator in India for
renowned Indian OEM's with Technical Assistance from CASTELLON SA,
Spain.
Complete range of 4W Electronic Security Systems, 2W ESS, Gear Locks &
Power Windows are manufactured under one roof at state of art
production facility at Pant Nagar. MCL Pant Nagar is a dedicated plant to
manufacture all accessory related items for MACL & has all facilities from
development to testing of final products for ISO standards
The product categorizations of Accessories range are as follows:
2 WHEELER
>Remote Central Locking AutoSAFE.
>Wheel Lock & Helmet Lock.
4 WHEELER
>Gear Shift Lock.
>Power Window Regulator.
>Remote Central Locking System.

BATTERIES: Minda Vroom Batteries are manufactured on a state of the art fully
automatic assembly line with advanced technology, ensuring optimum
performance, long life & reliable operation. The product is manufactured
at Minda Industries Ltd. (Battery Division) with manufacturing unit at
Pantnagar. The plant is TS 16949:2002 certified.
Within a short span of two years the product is OE to Bajaj Auto Ltd,
Yamaha Motors, Honda Motorcycle & Scooters India &Maruti, which shows
the confidence of OE and depicts the quality of product.

The product categorizations of Battery are as follows:

2 WHEELER
>Long Life
>Maintenance Free
>Time Proof (VRLA)
4 WHEELER
>Vroom 24
>Vroom 36
>Vroom 48

5. GROUP COMPANIES
Minda Acoustic Limited
Minda Auto Gas Limited
Minda Automotive Solutions
Minda Corporation Limited
Minda Furukawa Electric Pvt. Limited
Minda Industries Limited
Minda KTSN Plastic Solutions
Minda Management Services Limited
Minda Rika Pvt. Limited
MindaSai Limited
MindaStoneridge Instruments Limited
MindaValeo Security Systems Pvt. Limited
Minda Vietnam Company Limited
Minda International Limited
Minda Schenk Plastic Solutions
P T MindaAsean Automotive

6) ORGANISATION STRUCTURE
The structure can be explained as under :
The mindaautocare company ltd. Is a company that has acquired its
position in automobile industry at a very fast pace.
It is now recognized as multi product and multi location group.
It has an annual turnover of $600 million in 2010-2011
It has 36 plants in india ,3 in Germany, 1 in Czech republic, 1 in Poland , 1
in Indonesia, 1 in veitnam, 1 in Uzbekistan, office in Europe and japan.
The more sales growth can be explained with following figure :

8) PRESENT LEADERSHIP
The present leadership in the hands of Mr. A.K. Minda
He is the owner and chairman of the company .

Mr. Ashok minda

(Managing Director)

Mr. Sameer Gupta

Mr. narendersaxena

(Board of Directors)

(Board of Directors)

Mr. Amit Jain

(Chief Executive Officer)

Mr. Harish Kumar

(Chief Operating Oficer)

Mr. RakeshJhori
(Head of Depatment)

Mr. Ajay Kumar Jain

Mr. Girish

Mr. Umang

(Chartered Accountant)

(Accountant) (Taxation Department)

9. SOURCES OF DATA COLLECTION

Primary as well as secondary data for will be used for research study.

Primary sources:
Primary data will be collected through interviewing, administering
questionnaires and observing people and phenomena.

Secondary Sources:
Secondary data will be collected through internet and various magazines.

Sampling
Convenient sampling study will be used, market of Delhi as well as NCR
will be divided in four zones, interviews in each zone will be conducted
collection of data.

Sample size
I adopted a detailed procedure for preparing the project report on critically
analyzing MindaAutocare Limited. This includes tackling situations while
gathering the relevant information.
A list of the names of the executives to be contacted was prepared
Various places from where the data could be available were noted down.
To support the findings & give meaning to the project report a list of
various sources were planned out.
Data was collected through Secondary sources such as Magazines;
Performas and Reports of the Company.
Questionnaires prepared to collect feedback from Dealers, Franchisees,
and Customers.
Analysis of the Questionnaires to be done to get the final findings and
recommendations.

INTRODUCTION OF THE TOPIC

RECRUITMENT
FORM WHICH IS FILLED BY THE CANDIDATES
1. Post/position
2. Nature of appointment
3. Category/rank
4. No. of Position
5. Preferred age
6. Education/
7. Preferred
8. Qualification
9. Add. /Preferred
10.

Qualification

11.

Work Experience

12.

Major Experience

13.

Major Responsibility

14.

Gross emoluments range

SPECIMEN CALL LETTER

Ref No.

Dated

Mr./Ms.
Sub

Interview for the post of ______________________________

Sir/Madam,
This has reference to your application for the subject position in our
organization. You are requested to come for a written test/interview with
us as per schedule given below:
Date

Time

Venue

You will be paid Ist/IInd class to and fro rail/bus fare/economy airfare, by
the shortest route, subject to production of relevant tickets.
Or
You may please note that no TA/DA shall be payable for attending the
interview.

Thanking You,
Yours faithfully,

HRD DEPARTMENT

To

File

From

HRD Department

Date

Subject

Interview Report-XXXXXXX

Date

Time

Venue

Interview Board
Mr. / Ms.__________________
Mr. / Ms.__________________
Mr. / Ms.__________________
No. of candidates called for interview
No. of candidates who attended the interview
Recommendation :
The following were shortlisted / selected
Mr. / Ms._______________
Mr. / Ms._______________
Signatures:
Interview Board
_____________

_______________

________________

_____________
Ref. No.

_______________

________________
Dated: ______________

Mr. / Ms.

Subject

Letter of intent

Dear Sir / Madam,

This has reference to your subject application and subsequent with us.
We are pleased to make our offer to you for employment with us as
_______________ on mutually agreed terms and conditions.
You may please note that the present position will be located at
_____________.
This offer is subject to your being found medically fit by our authorized
medical officer.
As discussed, the formal appointment letter will be issued to you when
you report for duty at _____________ on or before____________.
Kindly sign the duplicate of this as a token of acceptance of the above.
Thanking you,
Yours faithfully,

AUTHORISED SIGNATURE

SIEL LIMITED
QUESTIONNAIRE

1. Name
2. Date of joining
3. Date of leaving
4. Reasons for his/her leaving
(Please give details)
5. Discipline, attendance, conduct and
Performance
6. Was he/she ever guilty of any misconduct?
If so/ please give brief details?
7. Gross Salary (inclusive of yearly benefits)
8. Any other information

Dated:

________________

Signature: _______________
Designation: _______________

MEDICAL EXAMINATION REPORT

Name
Age

___________________
__________________

Height

S/W/D of __________________

Years Designation________________

_____________Meters

Chest_____________________

Weight_______ Kgs Blood Group_______ Abdomen_________________

Eyesight L/E____________________

R/E_______________________

Blood Pressure Systolic ________________ Diastolic____________________

ECG_____________________________
Mark of identification _______________________________________________
Any Abnormality ___________________________________________________

Recommendation of

Fit / Unfit for the job

Medical officer
Date:

Ref. No. :

SIGNATURE OF MEDICAL OFFICER

Date: __________

Sir / Madam,
OFFER OF APPOINTMENT

With reference to your application and subsequent interview, we have

pleasure in offering you an appointment on the following terms and
conditions:
1. This appointment will take effect from the date you join and you will
be on probation for a period of six months.
2. You will be ranked as ___________classified as _____________and
designated as ___________________ in _____________department.
3. You will be paid a basic salary of Rs.__________________ (Rupees
__________ only) per month. Detailed remuneration is as per
annexure-A.
4. No notice period from either side is required during the probation
period. However, subsequent to confirmation, this appointment is
terminable

either

by

the

company

or

yourself

after

giving

___________ months notice for every completed year of service

subject to a minimum of one _____________ and a maximum of
____________ months notice or payment in lieu thereof.
5. You will automatically retire from the services of the company on
attaining the age of superannuation i.e. 58 years as per rules of the
company.
6. This appointment is subject to your being related to any Director of
the company within the meaning of section 314 of the companies
act, 1956. A list of directors of the company is attached.
7. This appointment is subject to your being found and remaining
medically (physically and mentally) fit by our medical Officer.

8. The general terms and conditions of employment are as per

Annexure-B, which may please be read.
Please return the duplicate copy of this letter of appointment, duly signed
by you.
Thanking you,
Yours faithfully,
SIGNATURE OF AUTHORISED OFFICIAL

DETAILS OF REMUNERATION

Mr. /Ms.____________________________ Will are entitled to the following, as

per rules of the Company;
1. Basic Salary of Rs.________________(Rupees________ Only) per month.
2. Special Allowance of Rs___________________ (Rupees ________________
only) per month.
3. House Rent Subsidy of ___________ % of your monthly Basic Salary.
4. Conveyance subsidy of Rs.__________________________ (Rupees
____________

only) per month for running and maintenance of self-

owned two wheeler car,

5 House Furnishing Subsidy of Rs.______________________ (Rupees
____________

Only).

6 Medical subsidy of 11/2 months basic salary per annum.

7 Leave travel assistance of one months basic salary per annum.
8 Incentive / Reward will be as per rules of the company.
9 Bonus, provident fund, gratuity, leave facility, retirement as applicable to
other officers of your rank.

(SIGNATURE OF AUTHORISED OFFICIAL)

REIMBURSEMENT TO CANDIDATES CALLED FOR INTERVIEW
The following guidelines are hereby issued for reimbursement of fare to
outstation candidates called for interview:

S. NO.
1

Classification

Operating

Mode to

Supervisor/section

Level
II

Travel
1 /class /IIAC/
st

Incharge (Executive

Share Taxi/

to Joint Manager)
Functional Head/HOD

III

Deluxe Bus
II AC to Air/ Taxi

IV

Economy Class

Air / AC Pvt.
Economy Class

(Addl. Manager to
3
4

DGM)
Unit Chief (GM to VP)
Business Chief (VP to
Sr. VP)

Air / AC Pvt.

ENTITLEMENT FOR OUTSTATION CANDIDATES

In case a candidate travels by his/her own conveyance the

reimbursement will be at actuals subject to maximum of fare
equivalent to IInd AC Rail Fare.

No local travel will be reimbursed in any case.

BOARDING/ LODGING

In case candidates are required to stay in connection with the

interview process, Functional Head-HRD will make arrangement for
Boarding/Lodging of candidates appropriate to their entitlement
under TA rules.

APPROVAL OF CLAIMS

For operating levels I & II reimbursement of fare to candidates called

for interview will be at the discretion of Functional Head-HRD.

Reimbursement

will

be

made

strictly

against

production

of

documents and the same shall be specifically mentioned in the

interview call letter. However in cases where the candidates are

unable to produce the documents, the Functional Head HRD, if
convinced about the genuineness of the case, can ignore the
submission of document.
TEARMS AND CONDITIONS OF APPOINTMENT
1. You will have the responsibility for efficient, satisfactory and
economical operations in the areas of responsibility that may be
assigned to you from time to time.
2. The management may place you anywhere in India or Abroad, as it
may consider necessary, at its sole discretion, from time to time
subject to the provision that your remuneration and facilities will not
be adversely affected.
3. Company personnel are whole-time employees and accordingly you
will not undertake any Business, work or public office on payment of
otherwise,

except

with

the

prior

written

permission

of

the

management.
4. You will not divulge to any unauthorized person, nor use for any
purpose, other than the Companys (or its Associate) operations,
plans, know-how etc. that you may come to know as an employee of
the company.
5. Unauthorized absence without prior sanction of leave or overstaying
sanctioned leave period, for a period of eight days or more will
result in automatic striking off your name from the rolls of the
company, without any reference to you, amounting to loss of lien of
employment, and termination of the contract of appointment.
6. You will act within the framework of organizational structure,
policies, rules and code of conduct as laid down by the management
from time to time.
INDUCTION
JOINING FORMALITIES

The new joinee will be required to fulfill the following joining formalities:

Provident

Fund,

including

Family

Pension

Form(

Declaration,

Nomination and Transfer Form)

Gratuity Nomination Form

Block Personal Accident Insurance Form

Med claim Insurance Form (wherever applicable)

Income Tax Declaration Form

Declaration Form (Section 314, Indian Companies Act)

The

new

joinee

will

be

required

to

submit

the

following

documents/certificates:

Medical Fitness Certificate

Proof of Age

Certificates of Academic/Professional Qualification (Originals with

one set of photocopy. Originals to be returned after verification)

Proof of Past Employment (Relieving Certificate /Pay slip)

The Functional Head-HRD can condone submission of testimonials related

to Salary, Relieving Letter and No Objection Certificate from the previous
employer.
EMPLOYEE IDENTIFICATION
HRD department will allot/arrange for allotment of the following to the
new joinee:

Employee Code No. /Department Code No.

Attendance Card

Identity Card

The new joinee will be required to open a Bank Account and give the
Account Number to the Accounts Department and URD Department.
JOINING REPORT

HRD Department will circulate the joining Report, in the prescribed

format, of new joinee to Unit Chief, HOD, Accounts Department,
Administration Department Attendance Office. Format of the joining
Report will be Business specific.

Administration

Department

will

arrange

for

suitable

sitting

arrangement, provision of telephone line, stationery, etc. wherever

required.
EMPLOYEE HAND BOOK

HRD Department, in consultation with HOD/Unit Chief/Business

Chief, will make out a formal Orientation Programme / Induction
Training suited to the requirement of job of the new joinee. It will be
the responsibility of HRD Department to ensure that Induction
Programme is properly conducted in terms of contents, time and
schedule and proper attention is paid by the officer concerned
detailed to brief the new joinee.

It will be responsibility of the Functional Head-HRD to ensure that

the new joinee is explained about his job responsibilities, reporting
relationships and operational delegation (wherever required) before
he/she reports at his/her place of working.

ADVANCE LEAVE AT THE TIME OF JOINING

A new joinee, on request, will be allowed advance leave required for

shifting his family/settling down at new locationl provide such
leave(s) could be adjusted from his/her leave entitlement for the
year. Unit Chief/Business Chief will be authorized to sanction
advance leave(s) on the recommendation of Functional Head-HRD.

RECRUITMENT POLICY
OBJECTIVES
The objectives of this policy are to:

Fill up the gaps on the basis of manpower need assessment, so as to

maintain requisite skill inventory at all levels of officers.

Aim for an energetic and enthusiastic workforce within innovative

approach to work. Recruiting fresh talent from reputed institutes and
encouraging growth from within would achieve this.

POLICY

All recruitment to be undertaken within the approved manpower

budget.

Recruitment to be made at entry levels only except for positions

where requisite skills are not available internally.

For filling up the vacancies occurring in the organization, the

sourcing would be undertaken from:
I. INTERNAL
a) Within the Unit
b) Within the Group/Sister Companies (through HRD
Department of Unit concerned)
II

EXTERNAL
a) Campus in case of entry level only)
b) Net surfing
c) Consultants/placement agencies
d) Advertisements
e) Employment Exchange (statutory requirement)
f) Head Hunting for Senior positions only
g) Employee referrals

Standard Selection/Rejection criterion shall be employed s per

annexure.

For officer level, blood relations to be taken only with specific

approval if CMD

There shall be a common interview Board comprising members from

different

Businesses

for

selection

at

senior

level

positrons

( Managers & above)

Working knowledge on computers shall be essential fro selection

Employee

recruited

upto

the

level

of

Manager

shall

have

approbations period for minimum of six months.

Those who are not covered under the clause of probation,

performance shall be reviewed at the completion of first six months
by the selection board to be constituted for this purpose.

Selected candidates shall be issued an Appointment Letter

containing terms and conditions of employment will be released at
the time of joining.

SELECTION PROCESS
FOR TRAINEES (SEE RELEVANT SCHEMES)
FOR OFFICERS
REQUISITION FORM
The department where the vacancy has occurred shall send a requisition form as per the
laid down format to HRD Department.
SOURCING
Internal /External: As laid down in the policy.

CRITERION FOR REJECTION/SELECTION

a) When the HRD Department receives application, they
shall forward the same to user department to separate
out the eligible applicants, as per the job specification.
b) HRD Department will issue preliminary interview call
letters to short listed candidates.
1. WRITTEN TEST
In case of junior level or where the applications are received in
large numbers, Aptitude Test/ Job Test/ Computer Skills Test /
Psychometric Test to be taken.
2. INTERVIEW BOARD
The constitution of interview board shall depend upon the level of
the post for which the selection is being done. The interview board
shall include.

PRELIMINARY INTERVIEW
FOR MANAGERS & ABOVE

FOR OTHER CATEGORIES

Unit Chief

Functional Head /HOD

Functional Head /HOD

Functional Head /HRD

Functional Head /HRD

FINAL INTERVIEW
FOR MANAGERS & ABOVE
Business Chief
Unit Chief
Functional Head Concerned
Functional Head-HRD
Functional Head-Sister Units

FOR OTHER CATEGORIES

Business Chief
Unit Chief
Functional Head-HRD

3. INTERVIEW PROCESS SHALL CONSIST OF THE FOLLOWING SIX

PHASES
PREPARATION
Strategy to employ what information to seek, and what questions to
ask. The interviewer can write out the questions in advance, o that
he does not omit any.
ESTABLISHING RAPPORT
Establishing a friendly relationship with the applicant is important to
make a candidate feel comfortable and at home. Topics of mutual
interest may make him relaxed.

SEEKING AND GIVING INFORMATION

Information like future prospects of the job, facts about the
organization, facilities, etc. must be given, as the candidate is also
reaching a decision.

CONTROLLING THE INTERVIEW

To ensure adequate coverage of each phase of the applicants
background and to provide balance in discussing each phase to use
the time fruitfully.
CLOSING THE INTERVIEW
The interview should be closed when it has accomplished its
purpose.
EVALUATING THE INTERVIEWEE

As the applicant is being evaluated during the interview, a careful

rating should take place. Reactions should be written down at once,
in order to make the most of fresh information and impression.

4. INTERVIEW REPORT
HRD Department will prepare a formal interview report of the
selected candidates. The selected candidates then will be called fro
finalizing the terms and conditions of appointment.
5. VERIFICATION OF CREDENTIALS
INFORMAL
HRD Department shall ensure informal reference checks of the selected
candidates before issuing of the `Letter of Intent`
FORMAL
After the selected person joins, a formal questionnaire shall be sent to
his former employer for credentials verification. In cases where the
response is not received from the previous employers or there is a case
fro further investigation the job shall be assigned to an outside agency.

6. OFFER OF INTENT
Once the terms and conditions are agreed upon, the selected
candidate shall be issued a Letter of Intent
7. MEDICAL EXAMINATION
The

selected candidates

shall

be asked

undergo

medical

examination by the company doctor to obtain detailed information

about the medical fitness of the candidates. If any abnormalities
found, its nature shall be conveyed to the Unit Chief of unit for
suitable decision in the matter.

FINAL SELECTION
On final selection the candidate shall be asked to submit
testimonials, last drawn salary certificate/pay slip, birth certificate,
experience certificate, reference letter, no objection certificate,
relieving letter etc. the appointment letter shall e issued only after
submitting all the above documents. The Functional Head-HED can
condone submission of testimonials related to salary, relieving letter
and no objection certificate from the previous employer.
SUCCESSION PLANNING POLICY
OBJECTIVES
The objectives of this policy are to:

Reduce the vulnerability of the organization.

Identify & develop suitable back ups for all HODs and above
positions.

Identify a plan of growth & development for potential successors for

key positions through:
a. Training inputs
b. On the job training
c. Feed back
d. Efforts for self-development by concerned employees.

Prepare persons identified for taking on higher responsibility as and

when need arises.

POLICY

Job Description shall be in place for all HOD`s as per the standard
format.

Skill inventory to be undertaken for all functions annually to identify

skill gaps in various departments.

Identification of successor is not available within the same function

by comparing the skills available and required for the position as per
laid down procedure.

Incase successor is not available within the same function; identify

potential candidates from other functional areas who can be moved
to concerned function.

It shall be the responsibility of the concerned Unit Chief/Business

Chief/HRD Department to implement the developmental plan
identified for the potential successor. The initiatives taken for the
development of the identifies successor by the concerned HOD shall
be one of the key criteria for evaluation of his/her HOD`s
performance.

The Assessment Committee comprising of Business Chief, Unit Chief

and HRD Chief shall hold the review of developmental action plan of
the successor on a half-yearly basis. The review shall also be
present in such meetings.

There shall be a well laid down Development Action Plan to equip

those identified as successor.

To maintain a reservoir of skills in the trainees category both for

Commercial

and

Technical

streams

and

provide

them

cross

functional exposure to make them multi-skilled. These trainees

should be groomed for taking on higher responsibilities and to act as
safety cover of sudden loss of critical skills.

To develop back ups from cross-functional areas fro HOD`s position.

These back ups shall officiate during the absence of HOD`s.

In case no suitable person is available from internal sources and the

present incumbent is due for retirement, the external recruitment
should be done not earlier than 2 years of the present incumbents
date of retirement. During this period the successor shall act as an
understudy for 1 year with specific responsibilities to be assigned to
him/her. All decisions during the last six months shall be taken
jointly by both of them.

RESEARCH METHADOLOGY
MEANING OF RESEARCH
Research in common parlance refers to a search for knowledge. It is a
careful investigation or inquiry specially, through search for new facts in
any branch of knowledge. In other words, research comprises defining and
redefining problems, formulating hypothesis or suggested solutions;
collecting, organizing and evaluating data; making deductions and
reaching conclusions; and at last carefully testing the conclusions to
determine whether they fit the formulating hypothesis.
TYPES OF RESEARCH
The basic types of research are as follows:
i.

DESCRIPTIVE VS. ANALYTICAL: descriptive research includes

surveys and fact-finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs,
as it exists at present. Analytical research, on the other hand, the
researcher has to use facts or information already available, and
analyze these to make a critical evaluation of the material.

ii.

APPLIED VS. FUNDAMENTAL: research can either be applied (or

action) research or fundamental (to basic or pure) research. Applied
research aims at finding a solution for an immediate problem facing

society

or

an

industrial/business

organization,

whereas

fundamental research is mainly concerned with generalizations and

with the formulation of a theory.
iii.

QUANTITATIVE VS. QUALITATIVE: quantitative research is based

on the measurement of quantity or amount. It is applicable to
phenomena that can be expressed in terms of quantity. Qualitative
research,

on

the

other

hand,

is

concerned

with

qualitative

phenomenon, i.e., phenomena relating to or involving quality or

kind.
iv.

CONCEPTUAL VS. EMPIRICAL: conceptual research is that related

to some abstract ideas or theory. Philosophers and thinkers to
develop new concepts or reinterpret existing ones generally use it.
On the other hand, empirical research relies on experience or
observation alone, often without due regard for system and theory.
It is data based research, coming up with conclusions, which are
capable of being verified, by observation or experiments.

v.

OTHER TYPE OF RESEARCH: all other type of research are

variation of one or more of the above stated approaches, based on
either the purpose of research, or the time required to accomplish
research, on the environment in which research is done, or on the
basis of some other similar factor.

On the basis of time: one time research or longitudinal research; in the

former case the research is confined to single time period, whereas in the
latter case the research is carried on over several time periods.
On the basis of environment: research can be field setting research or laboratory research or
simulation research.

RESEARCH PROCESS

Research process consists of series of actions or steps necessary to

effectively carry out research and the desired sequencing of these
steps.

FORMULATING THE RESEARCH PROBLEM: There are two types

of research problems viz., those relate to states of nature and those,
which relate to relationships between variables. At the very outset
the researcher must single out the problem he wants to study,
essentially two steps are involved in formulating the research
problem viz., understanding the problem thoroughly, and rephrasing
the same into meaningful terms from an analytical point of view.
Here, the problem is the effectiveness of the recruitment and
selection process in the SDG.

EXTENSIVE

LITERATURE

SURVEY:

Once

the

problem

is

formulated, a brief summary of it should be written down. For this

purpose, the abstracting and indexing journals and published or
unpublished bibliographies are the first place to go on. Academic
journals, conference proceedings, government reports, books etc.
must be tapped depending on the problem.

DEVELOPMENT OF WORKING HYPOTHESES: After extensive

literature survey, researcher should state in clear the working
hypotheses or hypotheses. Working hypotheses is the tentative
assumption made in order to draw out and test its logical or
empirical consequences. As such the manner in which research
hypotheses are developed is particularly important since they
provide the focal point for research.

NULL HYPOTHESIS
Positive statement is called as null hypothesis i.e. Ho
ALTERNATIVE HYPOTHESIS
Negative statement is called as alternative hypothesis i.e. Hi

Here,
NULL HYPOTHESIS
Procedure of recruitment and selection prevailing in SDG is effective.
ALTERNATIVE HYPOTHESIS
Procedure of recruitment and selection prevailing in SDG is not effective.

PREPARING THE RESEARCH DESIGN: there are several research

designs, such as, experimental and non-experimental hypotheses
testing. Experimental designs can be either informal designs or
formal designs out of which the researcher must select one for his
own project.

DETERMINING SAMPLE DESIGN: the researcher must decide the

way of selecting a sample or what is popularly known as the sample
design. In other words, a sample design is a definite plan
determined before any data are actually collected for obtaining a
sample from a given population. The important sample designs are:
i.

DELIBERATE SAMPLING: it is also known as purposive or

non- probability sampling. This sampling method involves
purposive or deliberate selection of particular units of the
universe for constituting the sample, which represents the
universe. When population elements are selected for inclusion
in the sample based on the ease of access, it can be called
convenience sampling.

II.

SIMPLE RANDOM SAMPLING: this type of sampling is also

known as chance sampling or probability sampling where each
and every item in the population has an equal chance of
inclusion in the sample and each one of the possible samples,
in case of the finite universe, has the same probability of
being selected.

III.

SYSTEMATIC SAMPLING: in some instances the most

practical way of sampling is to select every 15 th name on a
list, every 10th house on one side of a street and so on.
Sampling of this type is known as systematic sampling. An
element of randomness is usually introduced into this kind of
sampling. By using random numbers to pick up the unit with
which to start.

iv.

STRATIFIED SAMPLING: if the population from which a

sample is to be drawn does not constitute a homogeneous
group, then stratified technique is applied so as to obtain a
representative sample.

v.

QUOTA SAMPLING: in stratified sampling the cost of taking

random samples from individual strata is often so expensive
that interviewers are simply given quota to be filled from
different strata, the actual selection of items for sample being
left to the interviewers judgement. This is called quota
sampling.

vi.

CLUSTER

SAMPLING

AND

AREA

SAMPLING:

cluster

sampling involves grouping the population and then selecting

the groups or the clusters rather than individual elements for
inclusion in the sample. Area sampling is quite close to cluster
sampling

and

is

often

talked

about

when

the

total

geographical area of interest happens to be big one. Under

area sampling we first divide the total area into a number of
smaller non-overlapping areas, generally called geographical
clusters, then a number of these smaller areas are randomly
selected, and all units in these small areas are included in the
sample.

vii.

MULTI-STAGE SAMPLING: this is a further development of

the idea of cluster sampling. This technique is meant for big
inquiries extending to a considerably large geographical area
like an entire country. Under multi-stage sampling the first
stage may be to select large primary sampling units such as
states, then districts, then towns and finally certain families
within towns. If the technique of random sampling is applied
at all stages, the sampling procedure is described as multistage random sampling.

viii.

SEQUENTIAL

SAMPLING:

this

is

somewhat

ontext

of

statistical quality control.

Here in my study of process of recruitment and selection convenience sampling is used as a

sample design as to have the ease of access, because the managers or the executives have not
much time so, who so ever is founded by me I take them into my sample for the study.

COLLECTING THE DATA: in dealing with any real life problem it is

often found that data at hand are inadequate and hence, it becomes
necessary to collect data that are appropriate. There are several
ways of collecting the appropriate data, which differ considerably in
context of money costs, time and other resources at the disposal of
the researcher.

PRIMARY DATA: This data can be collected either through experiment

or through survey. If the experiment is conducted then there would be
quantitative measurements, in the case of a survey, any one or more of
the following can collect data;
1. By observation
2. Through personal interview
3. Through telephone interview
4. By mailing of questionnaires

5. Through schedules

SECONDARY DATA: This is the data collected through the literatures and
the journals that are already available and easily available to the
researcher in the library or on the websites these are the data, which has
been used by other also for any kind of their use.

Here in my study of recruitment and selection process the primary data was collected by the
observation and through the interviews or discussions with the HR executives and the
managers and also through the questionnaire containing open ended questions. Secondary
data is collected by the literatures and the websites of the companies.

EXECUTION OF THE PROJECT: execution of the project is a very

important step in the research process. If the execution of the
project proceeds on correct lines, the data to be collected would be
adequate and dependable the project should be executed in the
systematic manner and in time.

ANALYSIS OF DATA: after the data have been collected the

researcher turns to the task of analyzing them. The analysis of data
requires

number

of

closely

related

operations

such

as

establishment of categories, the application of these categories to

raw data through coding, tabulation and then drawing statistical
inferences.

HYPOTHESES TESTING: after analyzing the data as stated above,

the researcher is in a position to test the hypotheses, if any, he had
formulated earlier. Do the facts support the hypotheses or they
happen to be contrary? This is the usual question, which should be
answered while testing hypotheses. Various tests, such as chi
square test, t-test, f-test, and have been developed by statisticians
for the purpose. In this there are two statements, which are tested,

one is positive and other is negative that is favorable and

unfavorable.

GENERALISATIONS AND INTERPRETATION: if the hypotheses is

tested and upheld several times, it may be possible for the
researcher to arrive at generalization, i.e., to build a theory. As a
matter of fact, the real value lies in its ability to arrive at certain
generalizations.

SAMPLE UNIT
Sample unit here are the persons in the human resource department. i.e.
in the recruitment and selection process.
LEVEL OF SIGNIFICANCE
5%
DEGREE OF FREEDOM
2%
Hence,
Data collected gives results that;
Ho is accepted and Hi is rejected i.e. procedure of recruitment and
selection prevailing in Welspun India Limited . RAMPUR.

OBJECTIVE OF THE STUDY

The objective of my project is basically seeing that HR dept how to select
the suitable candidates for the job. Also see that what are the polices and
procedure that are being adopted by a company formally. Find out that
what are the basic problems are there in the organization due to
employee leave the jobs. Also using the knowledge that I have collect
from the training and use the experience that I have got in training. So
that I will able to choose the efficient candidates at the right time, at right
place for a right job in the future.
Also give the suggestion to the organization regarding the findings that I found in training.

DATA ANALYSIS

Q.1 Is recruitment positive or

negative process?

No; 27%

Yes

No

Yes; 73%

INTERPRETATION
I found in a survey that many of the individuals in the favored that the recruitment is the
positive process. In favor of this statement 73%. And rest of it in the statement are in oppose.

Q.2 Is selection is the positive and negative process?

No; 33%

Yes

No

Yes; 67%

INTERPRETATION
I found in a survey that 67% individuals given the favor that selection
process and rest 33% people are not in the favor of this. Because they
think that only sources people are being select in the selection.

Q.3 The selection of employee during the training.

THE RATIO OF EMPLOYEE SLECTION

45
40
35
30
25
no. of individual selected
20
15
10
5
0
Senior

Middle

Junior

level

INTERPRETATION
In training I found that the ratio of selection of employee was not more. In senior level there
was only 5 selections from the 15 and 12 in middle level out of 25 and 27 at junior level out
of 42 employees,

Q.4 External source of recruitment that has been found by me in the

training.

Emlpoyee selection by various type

40
35
30
25
No of employee selected

20
15
10
5
0
Consultant
Campus interview
Through
Through
net
Reference
Different Places where CV collect

INTERPRETATION
In the training I found that how they collect the CV from the various sources so that they can
get the best and qualifying employee for their organization. The ratio, which was there to
select the employee, was more in campus interview because it is the time saving system to
select the employee.

Q.5 How many employees are interested in to do job there?

Interest of employee

No; 27%

Y es

No

Yes; 73%

INTERPRETATION
I found that only 73% employees are interested to do job there and 27% are not interested to
do job there because the experience of that place never count like Delhi and other big cities.

Q.6 The ratio of employees, those were called for final interview.

No of emplyee called for final selection

Senior; 27%

Junior; 40%
Senior

Middle

Junior

Middle; 33%

INTERPRETATION
Out of hundred the employee was called for the interview that are 27% senior, 33%middle
and rest 40% are being called. Here found after the written test that only hundred employees
are able to go in final interview.

Q.7 What was the performance of the employees in final interview?

FINAL SELETION OF EMPLOYEE

45
40
35
30
25
NO EOMPLOYEE SELECTED

20
15
10
5
0
Senior

Middle

Junior

DIFFERENT LEVEL

INTERPRETATION
After the interviews there are only few employee are being selected for the final interview
and the ratio of employee selection was much less because the candidates was not found
according the job.

Q.8 The employee, which was selected for the job

Finally selected employee

10

18

12

INTERPRETATION
It was found that only few employees were selected in the final interview. It may be the
reason of lack knowledge of the job or may be that are able to do that particular job.
The pie chart show that how many candidates are being selected during the final interview in
the organization.

QUESTIONAIRE (OPEN ENDED)

Q1

What are the external sources used in your company?

Q2

What are the internal sources used in your company?

Q3

What type of interview pattern you follow?

Q4

What type of different tests you prefer to give the candidates?

Q5

Who are your competitors?

Q6

Are you satisfied with the procedures and the policies of the

recruitment followed here?

Q7

What is the general recruitment and selection process followed in

your company?
Q8

What is the qualification required for the worker class?

Q9

In case of rehiring do you offer the same salary, as to the

permanent
Q10

one?

What about the cost per hiring here?

Q11 What they basically prefer internal or external recruitment?

Q.12

What is the ratio of employee joining and leaving the organization?

Q.13 What are the reasons that the employees are leaving the organization?
Q.14 Is recruitment positive and negative process?
Q.15

Is selection positive and negative process?