SUMMER TRAINING REPORTON

RECRUITMENT AND SELECTION FROM JAY BHARAT MARUTI LTD

Submitted in the partial fulfillment of the requirement for the award of theDegree of Bachelor of
Business Administration,
2010
Submitted by:
RITIKA VARSHNEY
UNDER GUIDANCE OF:
MR.ANIL SHARMA
Dr. SUNIL KR. NIRANJAN
Asst professor in I.T (EVE) HOD BBA(GEN)(EVE)
IDEAL INSTITUTE OF MANAGEMENT ANDTECHNOLOGY & SCHOOL OF LAW(
GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY, DELHI
)


PREFACE
If one has to succeed in life he has to keep pace with changing times. This saying
holds good i n ever y f i el d of l i f e be gener al or pr of es s i onal . Bei ng a s t u-
dent of pr of es s i onal course we have to keep a constant vigil on rapidly changing environ-
ment.
Indian industry is no more a protected one? Expect some strategically important industries ,every
field is thrown to global competition liberalization and globalization combined
with privatization of existing public sector companies is the new mantra of Indian
economic policies.
To bridge the gap between theory & practice and to cultivate proper and temper a-
ment gener at e much needs mor al e i . e. t o hel p t he s t udent s t o i dent i f y t hei r
s t r ong and wee k points in the following and appreciating various organization activities.
So, in this new era of tough competition only fittest will survive. Human resource is
the main survival Planck of any industry. It is the heart of any organization. Industry spends a
lot of time and money to recruit best possible talent in the country. With the pur-
pose of getting myself well dressed with atmosphere prevailing industry .Went for
eight weeks plant training at
JAY BHARAT MARUTI LIMITED
ON THE
Basis of what I have learnt in the company, I am submitting a report .This report presents the
working, findings and recommendation from the study of HR data at Jay Bharat Maruti Limited.
It gives the better understanding of the financial position of JAY BHARAT MARUTI LIMITED.







Contents
1.Introduction
2.Executive Summary
3.Company Profile
4.Research Methodology
5.Data Analysis
6.Conclusion
7.Bibliography
8.Appendix And Annexure





































ASUMMER TRAINING REPORTON RECRUITMENT & SELECTION"

A Study In Professionals In Jay Bharat Maruti Ltd

Contents-

1.COMPANY PROFILE
? Introduction
? JBM Group?
Guiding principles at JBM Ltd
? Main Activities & Products
? Department of JBM
2.RESEARCH METHODOLOGY
? Research Design
? Sample Design
? Data Collection Method
? Data Analysis Method
3. RECRUITMENT POLICY
? Objectives
? Scope
? Interview Quality norms
? Interview Approval Matrix
? Recruitment Sources
? Hiring Consultants
? Recruitment at regional level / group companies
? Compensation proposal
? Recruitment cycle time
4. RECRUITMENT & SELECTION PROCESS
? Recruitment Procedure
? Selection Procedure
5. ANALYSIS & FINDING
6. LIMITATIONS
7. SUGGESTIONS
8. CONCLUSION
9. BIBLIOGRAPHY
10. APPENDIX










COMPANY PROFILE


INTRODUCTION

JAY BHARAT MARUTI LIMITED set up in 1987, is one of the largest joint ventures of
MARUTI UDYOGLIMITED. This is a unique combination of modern press shop and weld ca-
pable of supplyingcomponents in JUST IN SEQUENCE (JIS) meeting customers quality and quantity re-
quirements.Manufacturing facilities at JBML also include die maintenance, dedicated facilities for
manufacturingexhaust systems and in-house modern tool room. JBML is rising to meet new
challenges with modernequipment and higher goals of manufacturing and quality control.Driven by a
commitment to customer satisfaction and international standards of quality, JBML has notonly
won customer confidence but also industry recognition through several awards and accolades
viz. National Productivity Awards, Best Performing Vendor Award, Quality Trophy etc.

JBM GROUP
JBM is a multi unit, multi project group with extensive and diversity interests in manufacturing
sheetmetal components. The JBM engineering group deals in a broad range of sheet metal as-
semblies, thecosting components and forging for the domestic and export market JAY BHARAT MARUTI
LIMITED setup in 1987 is the largest, joint venture of MARUTI UDYOG LIMITED in collabo-
ration with SUJUKIMOTOR CORPORATION of JAPAN. This is unique combination of modern weld shop
of supplyingcomponents.The working environment of JBML is based on Japanese system of man-
ufacturing since itsestablishment the group has expanded itself in a big corporate sector. Some of
its companies areJBML- I, II, III NMPL Gurgaon JBM-A, Faridabad.GUIDING PRINCIPLES
AT JBMLQUALITY POLICYThe policy of JAY BHARAT MARUTI LIMITED is to achieve
total customer satisfaction by deliveringproducts and providing services that meet or exceed their
exacting requirements and expectations andto do so on time and export market for our entire
product range.

MISSION
To make
JAY BHARAT MARUTI LIMITED
A synonym for world class Organization Excelling in sheet metal technologies.

VALUES
Simplicity,
Teamwork,
Trust amongst people
,Customer focus and
Meeting commitment



VISSION
Expanding leadership in overbusiness through people keeping pace with market trends and tech-
nology.
ENVIRONMENT, HEALTH & SAFETY POLICY

JAY BHARAT MARUTI LIMITED, as a responsible manufacturer of sheet metal components,
welded subassemblies and exhaust systems for automotive applications, re-affirms its commit-
ment to minimizethe adverse impacts of its operations on the environment, health and safety. To
this end, we shallendeavor to: -
Develop and maintain an Environment, Health and Safety Management System and continu-
allymonitor, set and review objectives & targets.
Meet all applications legislations, regulations and customer requirements.
Conserve natural resources and energy by constantly seeking to reduce wastage and maximizingrecy-
cle/reuse.
Minimize and prevent air, water. Noise and land pollution generation. Maintain a system for
hazardwaste management.
Establish health and safety programs to continually reduce health and safety risks.This policy
shall be communicated to all the employees of JBML and be made available to public andinter-
ested parties on demand.

HUMAN RESOURCES POLICY

JAY BHARAT MARUTI LIMITED will always keep on striving for the deployment of compe-
tent andefficient employees at all levels to create, inculcate and foster excellent working and
learningenvironment; because it believes in nurturing strength of individuals for developing mutual trust,support
and positive attitude for achieving organization goals to create a world-class manufacturin-
gorganization and to remain the market leader in sheet metal component not only to day but for
all thetomorrows to comes.

MAIN ACTIVITIES AND PRODUCTSPRESS LINE

The sheet metal components manufacturing capability at JBML, consisting of world-class press
lineslike a fully automatic tandem line, hydraulic and mechanical single action and double action
fromrenowned international manufacturers like, Rovetta, Hitachi, ISGEC and HMT give JBML a
distinctadvantage. What enhances this edge is the ability to deliver on Just in sequence basis.
The critical diemaintenance facilities that support the press line include die-spotting presser from
Kojima and Muller,a state of the art tool room and skilled and trained manpower.

WELD SHOP
Weld shop comprising of contemporary equipment and highly versatile machines from the heart
of JBML`s fabrications operations. Geared for complex welding operations, these gigantic weld
shopsutilize an array of modern gadgets like stationary spot welding with nut feeders, portable
spot weld,seam welding, MIG/TIG welding submerged are welding and SPMs. JBML`s highly
developed skills inwelding operations contributes significantly to superior quality and reliability
of the end product, whichis the hallmark of JBML.

FLEXIBLE MANUFACTURING SYSTEMS
To provide complete customer solutions, JBML uses a flexible manufacturing system (FMS), to
planand develop a large quantity of components with varying volumes in an amazing short time.
The fiveaxes laser-cutting machines from the premier global manufacturer, Prima of Italy, given
JBML acutting edge. With this, no trimming, blanking or piercing tools are required. In other
words, this leadsto tremendous cost savings, and cuts down a great deal of lead-time in manufac-
turing.

EXHAUST SYSTEM
A complex automobile exhaust system is another area where JBML has demonstrated excep-
tionalcompetence. Today, JBML is an excellent source for two and four wheeler exhaust systems
in thecountry and a major OE supplier. The manufacturing of exhaust systems incorporating new
designsand development needs elaborate facilities. At, JBML, these facilities includes welding
robots, curling,seaming, flanging and seam welding machines, CNC pipe bending machines,
double coiling with multispot welding SPMs, baffle assembly stations, shot blasting and electro-
static painting equipments. In ashort period, JBML has created a name for itself in flawless and
effective exhaust systems

QUALITY IS COMPONENT NO. 1
More than anything else the driving force at JBML is quality. Stringent quality control main-
tained atevery stage of the designing and manufacturing process translates into zero defects, in-
ternationalstandard products. Rotted in the policy to achieve total customer satisfaction by deliv-
ering productand service that meet and exceed their expectations, on time and at competitive
cost. JBML hasdeveloped a tradition of quality. Every personnel is positively attuned and com-
mitted to excellence. Itis a corporate motto at JBM to accomplish tasks right the first time, every
time. And ongoingimprovement on manufacturing processes and advanced quality planning play
a critical role inensuring high standard. No wonder, globally JBML became the first company to
achieve ISO/TS-16949-2002 certification. Also, concern for environment protection has brought JBML ISO-
14000certification.

PRODUCT RANGE
JBML manufacturers a wide range of specialized components for front ranking OEMs. These includebody in
white components, under body members and weld aggregates, Exhaust Systems, Axle, FuelNeck
Filler, Skin Panels for LCVs, and even some skin parts.

MARCHING AHEAD WITH PEOPLE, THROUGH PEOPLE
JBML has an image, which is transparent, fair and customer caring. The vision of the company
and itsgoals are well appreciated by all of stakeholder viz. employees suppliers, customers,
shareholders andsociety at large. Our basic values Simplicity, Team Work, Trust in People, Cus-
tomer Focus andMeeting Commitment are well embodied in each and every employee of the
organization.
JAY BHARAT MARUTI LIMITED honors the dignity of worker and that is all the reason that
one can seeall JBML employees in the same uniforms-right from the lowest worker to the top
level of managingdirector. People from different states with different religious leanings, different
lifestyles and speaking different languages make JBML a well knit close family. All the poli-
cies/practices are, therefore, fairand do fallow principle of equal opportunities. There is absolute-
ly no discrimination on account of age,sex, caste, creed, religion or region.
Environment, Health and Safety are considered imperative for physical health of JBML. Besides-
fulfilling the legal requirements it generates a feeling of care and healthy well being towards
theemployees. The company understands its responsibility towards protecting, environment and
isalready an ISO-14001 organization and has received OHSAS-18001 certification. It is ensured
that allprocesses and work are designed to take account of health and safety and are properly su-
pervised alltimes.
5-S
1-S (SEIRI) Seiri means that Sorting.
2-S (SEITION) Seition means that Arrangement.
3-S (SEISO) Seiso means that Cleaning.
4-S (SEIKETSU) Seiketsu means that Proper lines arrangement.
5-S (SHITSUKE) Shitsuke means that Self-Discipline.This is a Japanese term to improve
the efficiency of the system as well as the quality.

QUALITY GOALS
Zero defect
No quality control, only quality assurance.
Reduction in the cost of product
. First time right, every time right.
Reduced process variance.
100 % customer satisfaction.
To stick to these goals, the company has successfully implemented the Enterprises Resource
Planning application to support the manufacturing, finance and sales & distribution functions.

DEPARTMENT OF JAY BHARAT MARUTI
To run the company smoothly and trouble free, different department maintained inside the com-
pany,which regulates both inside and the outside activates of company. These are following de-
partment incompany.

QUALITY:
This department assures that the material which company is receiving to free from defects
andmatching the desired quality. It also assures that the product, which is manufactured by the
company,is free from defects and matching the required quality. They keep an eye on the amount
of rejectionand try to minimize.
FINANCE:
The finance department is to solve all financial problems of the company it keep an eye on the
incomeas well as the expenditure of the company.
MAINTANENCE:
Maintenance department is just another important department of the factory. Plant maintenancecovers mainte-
nance of building material, machine and tools. The main objective of the maintenancedepartment
is to make sure that the plant runs at minimum possible cost and less time is wastedduring ma-
chine breakdown. The people who work here are electrician and mechanical engineers.
MATERIAL EXCHANGE:
The function of this department is to dispatch the product manufactured by the company.
Thisdepartment decides that how much is to dispatch and the mean by which it is to be dis-
patched. So itkeeps the balance the over storage and over dispatching.
HUMAN RESOURCE:
This department assures that the manpowers not fallen short and the production is smooth. Itappoints new em-
ployees to the company as per the requirement of the work it also make sure thatthe working en-
vironment of the company is good. This department includes many activities as fulfillthe re-
cruitment, career and succession planning, wage and salary, and check the performance
of employee.

KEY RESPONSIBILITY OF HR TEAM
Implementing best of the HR practices
Development of Human Capital
Harmonious Industrial Relations
Total Statutory Compliances
Personnel and Administration Legal
Training and Development
Employee Welfare
Corporate Social Responsibility

RECRUITMENT AND SELECTION

PHILOSOPHY OF RECRUITING
The philosophy of recruiting has been to get as many people to apply for a job as possible. A
largenumber of job seekers waiting in queues would make final selection difficult, often resulting
in wrongselection. Job dissatisfaction and employee turnover are the consequences of this.A per-
suasive agreement can be made that matching the needs of the organization to the needs of the
applicants will enhance the effectiveness of the recruitment process. The result will be a work-
forcewhich is likely to stay with the organization longer and performs at a higher level of effec-
tiveness. Twoapproaches are available to bring about this match.
They are-
1.) Realistic job preview (R.J.P)
2.) Job compaObjectives of the Study:
The objectives of the project are-
1. To search for prospective candidates and stimulate them to apply for jobs.
2. To identify the factors those are inhibiting the process of recruitment & selection.

Need / significance of the Study:
1. The most important significance of the project is to help in increase the success rate of the
selectionprocess by reducing the number of visibly, under qualified or overqualified job de-
scription.
2.It helps in reducing the probability that job applicants once recruited & selected, will leave
theorganization only after a short period of time.
3.It evaluate the effectiveness of various recruiting techniques & sources of all type of job
applicants
.4. Recruitment represents the first contact that a company makes with potential employees.



Scope of the Study:
Recruiting the wrong kind of people can become a serious issue for any company. A de-
finedrecruitment process needs to be followed to ensure that the right person reaches the right
place.A general recruitment process involves Identifying vacancies, prepare job description
and personspecification, advertising, managing the response, short-listing, arranging inter-
views, conductinginterviews, decision making, convey the decision and appointment action.
This means that a lot of time and resources have to be invested.
RESEARCH METHODOLOGYResearch Process:Before embarking on the details of research
methodology and techniques, it seems appropriate topresent a brief overview of the research pro-
cess. Research process consists of series of actions orsteps necessary to effectively carry out re-
search and the desired sequencing of these steps. Thesequence is as follows-

Feed ForwardFeedbackFeedbackSuggestions and RecommendationsResearch Design:-The research
design is the arrangement of conditions for the collection and analysis of data in amanner that
aims to combine relevance to the research purpose with economy in procedure. Moreexplicitly,
the design decisions happen to be in respect of:-1. About the study How a team in an organization work,
how team work to accomplish the objectiveof the organization?2. Why do studyTeam being recognized
as an important aspect of an organization, whichcontributes to the overall success of the organi-
zation?3. Sampled Areathe study was conducted at Jay Bharat Maruti Limited at its IMT Ma-
nesar plant. Itstarget level was all the JMs of the 12 departments.4. Period of Data Collec-
tionThe time taken for the entire process took around four weeks, whichincludes framing of the
questionnaire, distribution of the questionnaires. Collection of it?, thencollection of the data and
finally the interpretation of the data collected.

5. Sample sizethe sample size was selected by random sampling. There were around 250 em-
ployeesat JM level out of which a sample size of 100 were selected, which were true representa-
tive of thepopulation.6. Data collection techniqueQuestionnaire technique was used to collect
the data.7. Statistical Tools usedThe statistical method used to analyses the data is Pie-
ChartSample Design:-The subjects were the employees of the department both H.R department
and the other department.60 respondents were selected in the final sample using the technique of judgment
and conveniencesampling.
Data Collection Method:
The data collection method was based on self administered questionnaire. A quantitative survey
waschosen for the research because it is a simple and cost effective means of gathering a large
amount of information within a short timeframe. The sample may not be representative in terms
of nationality of respondents
.Data Analysis Methods:
As regards the data analysis tools, it may be mentioned that open ended or close ended questions
asper the requirement were used throughout the questionnaire. The quantitative data was fed intocomputer and
the software package SPSS was used to determine the mean, percentage etc. whichwas used to
analyze the data.

OBJECTIVE To streamline the Recruitment process To ensure that we always hire the RIGHT
people for RIGHT role at RIGHT time and To thrive for being a strong EMPLOYER BRAND
in order to attract the best talents available in theindustrySCOPEAll the vacant positions across
the functions, levels & hierarchy in JBM group of companies.To enable HR to initiate the hiring
process at any point of time during the year, the respectiveFunctional head / Divisional heads /
Unit heads need to follow the below-mentioned steps- Fill-up a MANPOWER REQUISITION
FORM(MRF) Get the MRF approved by the COO(Chief Operation Officer) Forward the
approved MRF to HR

INTERVIEW QUALITY NORMS:In todays knowledge driven business scenario, People are
perceived as the most value able assets of an organization and the optimum of the skill,
knowledge, attitude they posses, are directlyinstrumental to the growth of any of any organiza-
tion.Therefore, while recruiting a candidate for any role, position, level, function, it should always
beensured that there is no compromise in the quality of people, we hire.Besides checking the
presence of role-specific key competencies & behavioral attributes required toperform a job, few
basic eligibility criteria should be considered even before a candidate is called forthe initial
rounds of interviews- Academic qualification: Minimum a Post Graduate (recognized univer-
sity) for all positions withrelevant expertise/proficiency in respective functional domain and there should not
be any unjustifiedgaps in education. Psychometric / General intelligence test: All the short listed
candidates should be run through a ora relevant Psychometric / General intelligence test and can-
didates qualifying this test, would beeligible for the next rounds of tests / interviews(Deviations
if any can be given by divisional head /unit head HR). Reference check: Reference check is MUST
for all recruitments across the country and HR shouldalways ensure that reference check is done before
extending the offer to a selected candidate.offer/LOI will not be issued without reference
check.a. Candidates selected after rounds of test/interviews would be asked to provide the names
& contactdetails of at least 3 persons as his/her professional references , andb. HR would contact
these references and the comments & remarks of the referees would bedocumented and preserved for
future records.c. HR in some of the critical cases may also carry out an independent reference
check through thethird party or detective Agency respective, which would check with at least 2 referees (one
each from2 different organizations) whom the concerned candidate had worked with in the past.

INTERVIEW APPROVAL MATRIXAny recruitment across the organization, at any level /
function has to be approved by the concernedauthorities as specified in the matrix below-Grade
Roles / Designation Interviewing AuthorityTR 1ToTR 7 Trainee , GET , DET Department
HeadDivisional head-HRJM-1ToJM-5 Jr.Executive , Executive , Sec. Executive , Sr. Executive ,
asst.Manager Department Head/Divisional Head Divisional HeadHRSM-1ToSM-4 Dy . Manag-
er , Manager , A.G.M.D.G.M Divisional Head /UnitHead /Head-HRDivisional Head /

Unit Head-HRSM-5ToSM-8 G.M , A.V.P. , S.V.P Unit Head / COO /Director/Head-HR COO-
INTERVIEW APPROVAL MATRIX(*)TR=Trainee, JM= Junior Management & SM = Senior Manage-
ment, Interview Evaluation SheetRECRUITMENT SOURCESTo ensure a steady in-flow of quality can-
didates for all the existing vacant position, with an aim toselect the best with in a stringent re-
cruitment deadline, HR would always focus to develop a robustdatabase of CVs searched from
the following two sources-1. Internal Recruitment Promotion or movement across Units/ De-
partments. Databank of applications maintained by corporate HRD.2. External Recruitment
Advertisement in newspapers having wide circulation. Placement agencies/ Head hunters.
Through references of existing employees.

HIRING CONSULTANTConsidering the large volume of recruitments to be done within a
small span of time, it is necessary toidentify and engage professional hiring consultations to help
HR to source quality candidates formiddle &senior level positions only for critical positions.A.
Process guidelines (To engage a new hiring consultant) HR would identify the consultants in
all the regions, based on their current clients distribution,database size, past performance rec-
ords & industry feedback. Regional heads at branch/regional level can also identify a consult-
ant and the details need to be sentto HR for further discussion & approval. HR will negotiate
the terms & conditions with all the identified consultants and will get a one-timeapproval (from
the HR Head/Unit Head HR) before rolling out the formal agreement with them. Onlyone month
basic and HRA shall be paid as professional fees and shall be removed if the candidateleaves the
organization during the probation period.B. Quality Expectations from the hiring consultant:
Minimum Turn-around time (TAT): once a requirement is placed, the consultant should forward
onlybest suited FOUR CVs within the next 72 hrs. Strong Conversion Rate(4:2:1) Out of the 4
CVs forwarded by a consultant, 2 have to be short-listed(after initial screening by HR) and at
least 1 of them have to be selected or else the consultantshould be listed .

An Annual Evaluation of the services provided by the existing consultants across the country
would bedone to create a list of preferred consultants, who would be treated as priority CV
sourcing for criticalpositions in future, Head Hunting shall be preferred.RECRUITMENTS AT
REGIONAL LEVEL/ GROUP COMPANIES: At the Branch/Regional level / Group Compa-
nies, Concerned Regional head, HR would be responsibleto plan, initiate & organize the prelimi-
nary rounds of interviews for most of the existing vacancies. Once the preliminary rounds are
completed, CVs along with the dully filled up interview evaluationforms of the short-listed can-
didates are to be sent to HR for further processing. HR would organize the final interviews in
coordination with the concerned interviewing authority.COMPENSATION PROPOSALS, IS-
SUING THE OFFER LETERS: HR prepare the compensation proposals based on the below-
mentioned critical attributes and getsthose approved in writing by the concerned authorities be-
fore extending to the candidates:-1. Academic & professional qualification of the respective can-
didates2. Experience profile3. Existing compensation & benefits4. Market synergy and complete
reference check

HR extends the proposals to the candidates who get selected after final round of interviews
andnegotiates to close those. Notice pay shall be reimbursed on criticality and need basis by Di-
visionalHead/Unit Head HR. Once the candidates agrees to the proposal and undergoes suc-
cessful Medical Check up then onlyHR sends out the formal offer letter, duly approved & signed
by the concerned authority.OFFER LETTER CHECK LIST-HR should ensure that all the be-
low-listed documents are received & checked thoroughly beforeissuing the formal offer letters-1.
Approved Manpower Requisition form(MRF)2. Resume(hardcopy) of the candidate3. Interview
Evaluation sheet(filled up with specific recommendations by the concerned interviewers)4. Ref-
erence checks details/Medical Check up Reports (documented in the specified format)5. Com-
pensation proposal (Existing package & the proposed plan, duly approved by the concernedAu-
thority)
THE PROCESS SPECIFIC SCHEDULE BREAK-UP IS MENTIONED BELOW:-PHASE ACTIVITY
TIME FRAME1Role identification, JD, competency mapping & CV sourcing & short listing at
HR5 days2Departmental screening / short-listing10 daysOrganizing the preliminary interviews2 day-
sOrganization the final interviews4 daysDe-briefing sessions to take the final decisions2
days3Preparing the salary proposal, negotiate with the selected candidates & offer closure6 days

PHASEII: SELECTIONPHASE III: POST-SELECTIONPHASE-IV: POST-JOINING

THERECRUITMENT AND SELECTIONPROCESSRECRUITMENT & SELECTIONPOLI-
CYTo standardization the recruitment and selection process methodology and as associated crite-
rias alsomaintain appropriate lead times for closing actual or anticipated positions at JBM
Ltd.ELIGIBILITYAll employees of JBM Ltd. IMT Manesar.POLICY SPECIFICATIONCandi-
date selection processGrade no of interview roundsUp to JM-5 1 roundSM-1&above 2 roundInterview as-
sessment panelGrade interview panel membersUp to SM-2 Department head (1) +Quality systemHR
(1)SM-2&above Divisional head (1) +Quality system (1)+head HR
EMPLOYMENT POLICIESFinal authority on selectionGrade Final authorityJM-1 toJM-5 De-
partment head & GMHRSM-1 to SM-4 1 round: divisional head2 round: GMHRSM-5 & above
1 round: unit head2 rounds; GMHRCANDITIONS APPLICATIONCANDIDATE
SHORTLIST:1. The HR department screens the resume obtained through various methodologies
and does the firstround of short listing by matching resumes with the specifications. Mentioned
in the requisition fromforwarded by the department /divisional heads.

2. The short listed resumes are forwarded by the HR department to the respectivedepart-
mental/divisional heads for further screening.3. The HR department forwards regret letters to re-
jected candidates sieved out during the screeningprocess.4. An interview panel is set up to con-
duct the interview the HR facilitates the panel confirmation forthe interviews.5. HR department
organizes interview dates timings and slots in mutual agreement with the candidateand the de-
partment/division head for final short listings.CANDIDATE SELECTION PROCESS:1. JBM
Ltd. utilizes primarily utilizes interview methodology for selection.2. The interview date and
time is communicated to the candidate based on mutual agreement andavailability of the inter-
view panel.3. The candidate is required to complete the JBM Ltd. application from at the time of
his visit to theJBM Ltd. premises for the interview.4. The information in the application from
provides relevant information about the candidatebackground qualification experience and spe-
cial assignments handled this form is vital.

INTERVIEW GUIDELINES1. Interviews are required to be open ended and directive in na-
ture.2. Interview process should ensure two way communication and interaction.3. Ideally the
desired ratio of question and answer time should be 10-20% interview questioning and80-90%
time for candidate response.4. The candidate is assessed on job related and various soft skill re-
quirements include:? General skill: communications appearance attitudes & intelligence.?
Knowledge: job knowledge related knowledge? Achievements: achievementsRECRUITMENT
PRELUDE1. SALARY NEGOTIATIONS Post the interview rounds the HR department ne-
gotiates with the final short listed candidate onsalary issues. All efforts are made to ensure the
internal equity and external parity of salary ismaintained. Salary discussions are avoided dur-
ing the interview process. At the time of resume screening and first round of interviews con-
sideration has been given to matchthe candidate salary to internal compensation levels. In case of
any mismatch the candidate is notconsidered for further screening. Salary offers made in the
offer letter/letter of intent (LOI) are not negotiable. In case of any discrepancies or deviation
the GMHR & personnel is the final decision makingauthority.3. REFRENCE CHECKThe HR
department conducts one reference check on the final short listed candidate information onthe
candidates behavior ethics reason for leaving and potential is obtained from the reference
check.This is an important input in deciding his candidature. The reference check source is the
postemployers HR department of the potential employee.JOB OFFER The HR department
telephonically informs the selected candidates. An offer letter states the joining date, location,
grade and condition of employment and the GMHR & personal is the signing authority and the
offer letter. Applicants residing in Manesar are requested to visit company premises to collect
the offer letter. Applicants not residing in Manesar are requested to visit company premises to
collect the offerletter. Applicants not residing in Manesar are couriered the offer to their pre-
sent address.

DOCUMENTS REQUIRED Interview assessment for Application form Regret letter
format Offer letterSELECTION PROCESS

Is theVacancy inNoANALYSIS & FINDING1. Recruitment sources used by the compa-
ny:Factors Frequency In PercentageInternet system 5 8.3333Placement system 25
41.667Advertisement 30 50Total 60 100INTERPRETATION:
In the company as per represent of pie chart 50% are in the favour of advertising agency, 42%
are infavour of placement agency, 18% are in favour of internet system. So if there are 60 em-
ployees itmeans 30 are in favour of advertising agency, 25 re in favour of placement and 5 are in
favour of internet system.Q.2 Interview process that is used in JBM Ltd.Factor Frequency In
percentagea. Preliminary Interview by divisional head 44 73.333b. Unit Head 16 26.667Total 60
100INTERPRETATION:In the company as per pie chart 73% are in favour of interview process
under divisional head and27% are in favour of interview process under unit head. So if there are
60 employees then 44 are infavour of interview process under divisional and 16 are in favour of
interview process under unit head.Q3.Standard timeFactor Frequency In Percentagea.5minute 3
5b.10minute 20 33.333c.15minute 31 51.667d.20minute 6 10Total 60 100

INTERPRETATION:In th company as per pie chart 52% are in favour of using 15 minute as
standard time, 33% are infavour of using 10 minute as standard time, 10% are in favour of using
20 minute as standard time,5% are in favour of using 5 minute as standard time. If there are 60
employees then 31 are in favourof 15 minute , 20 are in favour of 10 minute, 6 are in favour of
20 minute, 3 are in favour of 5 minute.Q4. Current sizeFactor Frequency In Percentagea.500 34
56.667b.700 18 30c.1000 4 6.6667d.1500 4 6.6667Total 100INTERPRETATION:In the compa-
ny per pie chart 56% are in favour of 500 current size, 30% are in favour of 700 currentsize, 7%
are in favour of 1000 & 1500 current size. So if there are 60 employees then 4 are in favour500,
18 are in favour of 700 current size, 4 are in favour of 1000 current size, 4 are in favour of
1500current size.Q5.How do you rate the current recruitment process at JBM Ltd.?Factor Fre-
quency In Percentagea. Very Good 12 20b. Good 36 60c. Poor 11 18.333d. Very Poor 1 1.6667

Total 60 100INTERPRETATION:In the company as per pie chart 60% favour that current re-
cruitment process is good, 20% are infavour that current recruitment process is very good, 2%
are in favour that current recruitmentprocess is very poor, 18% are in favour of current recruit-
ment process is poor. Out of 60 employees12 say that current recruitment process is very good,
36 say that current recruitment process is good,11 say that current recruitment process is poor,
only one say that current recruitment process is verypoor.Q6.In your company the manpower
requirement of each department are identified well in advance.Factor Frequency In percentagea.
Annually 30 50b. Half Yearly 3 5c. Quarterly 2 333%d. Need Based 25 41.667Total 60
100INTERPRETATION:In the company as per pie chart 50% employees that men require of
each department identifyannually, 5% half yearly, 3% quarterly, and 42% on basis of need. Out
of 60 employees 30 prefersmen require of each department are identify annually, 3 half yearly, 2
quarterly, 25 need based.

LIMITATIONS Sample size is not too large. Data is not truly representative. Lack of co-
operation.SUGGESTION From job view point duration related to induction should be in-
creased. Recruitment and selection procedures should be simple as possible. For example-
the lower level of workers they can easily understand the procedures of selection. Change
should be made after some time or specific time period.

CONCLUSIONAfter studying the problems related to recruitment and selection procedures. It
may conclude that: Recruitment made through directly or indirectly third party method is also
introduced. Selection should be based on aptitude test achievement and personality test there-
fore right personget right job. For recruitment and selection interviewer get all personal details
related to interview. Recruitment and Selection is the primary purpose of the company but it
should be different for eachdepartment. It shows the personal interest of the person towards
their working level.BIBLIOGRAPHYInternet: www.jbm-group.comBook C.B GuptaL.M Pra-
sadManual Induction ManualJBM HR PolicyInteraction: Mr. Daneesh BhatnagarMr. Pramod
Sharma

APPENDI XJAY BHARAT MARUTI LTD.QUESTIONNAIRE(RECRUITMENT
&SELECTION)1. What sources of recruitment should be used in JBM?a.) Internet systemb.)
Placement agenciesc.) Advertising agencies2. What should be the interview process that is used
in JBM?a.) Preliminary interview by divisional

b.) Unit head3. What is the standard time of the interview at JBM?a.) 5 minuteb.) 10 minutec.)
15 minuted.) 20 minute4. How did the work force get the current size?a.) 500b.) 700c.) 1000d.)
15005. How do you rate the current recruitment process at JBM?a) Very Goodb) Goodc) Poord)
Very Poor6. In your company the manpower requirement of each department are identified well
in advance.a) Annuallyb) Half Yearlyc) Quarterlyd.) Need Based-
NAME:DESIGNATION:DEPT:EMPL CODE: