ORGANISATION PROFILE

In 1946 a young entrepreneur, K. M. Mammen Mappillai, opened a small manufacturing unit where balloons, latex cast squeaking toys and industrial gloves were manufactured in South India which quickly grew to become one of India's biggest and respected companies. MRF established its first office at Chennai, Tamil Nadu, India. Later they moved to manufacture tyres in 1961. Backed by a superior R&D, MRF tyres are rolled out of six interdependent facilities, which are built over 450 acres and with over 15,000 dedicated people. MRF has over 3000 strong dealer network with 180 offices. MRF manufactures the largest range of tyres in India and is the market leader with the largest market share in almost every segment of the tyre industry enjoys the highest brand preference for superior quality, appearance and wears ability. They were the first tyre company in India to produce tyre formula for cars. They exports to more than 75 countries which comprises 30% of the total turnover of the company. Since 1984, MRF Tyres has consistently been chosen as OEM fitment by almost every major car manufacturer in India. Apart from tyres MRF also manufactures conveyor belts, pretreads and advanced polyurethane paints. MRF is the only tyre company that manufactures Pre-cured R Trading rubber. The company's love for sports, especially Cricket, is well known. The MRF Pace Foundation is synonymous with training and teaching the world's best fast bowlers. MRF's involvement in motor sports in India is no less fervent. Its rallying team has won the prestigious FIA Asia Pacific Rally Championships twice. Even in international championships MRF karting tyres, homologated by FIA, is the preferred choice.

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Today MRF is into a league of its own with: A distribution network of over 2,500 outlets in India. Overseas offices in United Arab Emirates, Bangladesh and Vietnam Exports to over 75 countries worldwide 6 manufacturing plants in India located in Tiruvottiyur in Tamil Nadu Arakonam in Tamil Nadu Kottayam in Kerala Ponda in Goa Medak in Andhra Pradesh Union Territory of Pondicherry Subsidiaries Funskool. MRF Pace Foundatation. MRF Racing. VISION The vision of MRF is to enrich and gratify the human race by providing them with products and services that gives them satisfaction delight and amazement. The vision of the MRF is to emerge as pre-eminent global players in the field of polymers and make India a global super power in terms of technology and quality of life. MISSION MRF Ltd has well defined HR policies and a clear environmental safety and training. The mission of MRF is that zero defect, zero break downs, zero accidents, zero pollution, and thereby to have zero losses. In these emerging times when the performance standards are becoming more stringent the MRF tyres are to be tested on the most torturous train for this purpose. MRF is setting up trite track of its own.

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MRF TYRES LTD (KOTTAYAM UNIT) MRF tyres Ltd, Kottayam is one of the most modern plants with 6 lakh sq. feet built-up area, that setup on 1969 at Vadavathoor, about 7km away from Kottayam town in the state of Kerala. Availability of intelligent and motivated labours, natural rubber pin large quantity (Kottayam is a land of 3 Ls Latex , Letters & Lake), cheap power tariffs, tax concession and transportation facilities were the main reason behind the choice of Kottayam as the second manufacturing facility of MRF. Kottayam unit has four plants: Tube plant Tyre plant Maxing plant PCTR(Pre Cured Thread Rubber) plant

PRODUCTS

Tyres

Passenger Cars

Radial Tyre Patterns Bias Ply Tyre Patterns

Two Wheelers

Motor Bikes Front Motor Bikes Rear Scooters Front Scooters Rear

OTR Trucks / Buses Farm Services

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LCV

LCV Bias LCV Radial

Tubes & Flaps

Tubes Flaps

Conveyor Belts Pretreads Paints & Coats

SERVICES

T&S Tyredrome Tyre Maintenance MIDD

GLOBAL MARKET MAJORS Bridgestone Michelin Good year Continental Cooper Toyo Oksta Hanmkock MRF Shonahi

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COMPETITORS Ceat Apollo JK Tyres Modi Bridge stone Good Year CUSTOMERS Suzuki Honda Mitsubishi Toyota Daewoo Hyundai General Motors Ford Fiat Mercedes

CERTIFICATION ISO 9001 : 2000 ISO TS : 16949 ISO 14001 : 1996 CQC

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AWARDS AND ACHIEVEMENTS

Voted among the Top 10 leading corporate groups by the Far Eastern Economic Review Voted as one of India's most admired Marketing Companies by A & M, a leading Advertising and Marketing journal No. 1 award for Customer Satisfaction by J.D. Power Asia Pacific for 2001 & 2002 Most ethical company in India by Business World, a leading business magazine Voted the Most Trusted tyre company in India by TNS 2006 global CSR study CAPEXIL for exports. Visvesvaraya Award for the Best Business House in SI.

DIFFERENT DEPARTMENTS IN MRF KOTTAYAM Production Quality assurance Engineering Plant Purchase Shipping Despatch HR Development Safety

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STUCTURE OF HUMAN RESOURCE DEPARTMENT

Plant HR Manager

Deputy HR Manager

Officer HR

Canteen Manger

Welfare Officer and Family welfare Officer

Time Officer

Trainning Officer

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FUNCTIONS OF HR DEPT IN MRF Recruitment and selection Training Wages and salary administration Performance evaluation Welfare activities Medical facilities Counselling Cell Canteen facilities Home Visit Voluntary Retirement Scheme Family Welfare Scheme Balavedi Free tyres & Tube Scheme Allowances Promotion and transfer Voluntary retirement scheme Time office File maintenance Disciplinary actions Other welfare activities Vehicle loan Educational loan Safety measures Reading facilities

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TRADE UNIONS MRF Employees union (CITU) MRF Employees Association (INTUC) MRF Employees Sang (BMS)

EMPLOYEES IN MRF

Management Staffs Watchmen and firemen Workers Temporary workers Contract Workers Total

262 51 1131 368 241 2053

WORKING TIME Three shifts are exist in the company. 1stShift 7am to 3pm 2nd Shift 3pm to 11 pm 3rd Shift 11pm to 7am

The general shift is from 8.30 am to 4.30 pm.

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THEORATICAL FRAMEWORKS RECRUITMENT AND SELECTION Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rsum (also known as a CV) or to complete an application form to provide this evidence. The follow-up process may be referred to as part of the recruitment process: inveigling the selected candidate or candidates to take up the target job or function. RECRUITING INTERNALLY OR EXTERNALLY Internal Recruiting Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position. When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that

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increasing job opportunities are available to them if they are industrious and successful at their jobs. However any method has its own merits and demerits. The most common internal sources of internal recruitment are: Personal recommendations Notice boards Newsletters Memoranda

Merits It improves the morale of the employees The employee is in better position to evaluate those presently employed than outside conditions It promotes loyalty among the employees, for it gives them a sense of job security and opportunities of advancement. These people are tried and can be relied upon

Demerits It often leads to inbreeding and discourages new blood from entering into an organization. There are possibilities that internal sources may dry up and it may be difficult to find the requisite personnel from within an organization. No innovation are made no new thinking so on new inputs which is very much essential for the growth of the organization Usually promotions are based on seniority so the danger is that really capable hands may not be chosen. External Recruiting When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External
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recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are laying outside the organization

like for example campus recruits is an effective and efficient way of recruiting when a company wants new minds that are more creative and go-getters for any task. If a company wants to concentrate only on its core activities and wants to relieve the burden of the task of recruitment then the more feasible option would be third party recruiting or recruitment process outsourcing RPO. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations. The sources for external recruiting are: Word of mouth Notices Job centers Private agencies and consultants Education institutions The press Radio Television

Merits New entrant to the labor force i.e., young mostly inexperienced potential employees fresh graduates or postgraduates can be taken and mould in accordance with companys culture. External recruiting results in best selection from the large sources In the long run this source proves economical because potential employees do not extra training. Many different ways of recruiting is available.

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The excess applications generated for current requirement may be utilized for future vacancies.

Demerits Extra time is required by the people to adjust them selves to the present working situations. If the recruiting is done from large source then it will be more time taking as the applications generated are more and short listing becomes critical. Cost of recruiting will be comparatively more than internal recruiting. Sometimes it creates employee dissatisfaction as there may be mismatch between the employee expectation with the company and the companys expectation with the employee.

SELECTION The selection procedure is concerned with securing relevant information about the applicant. The objective of selection process is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform well in that job. The hiring procedure is not a single act but it is essentially a series of methods by which additional information is secured about the applicant. At each stage facts, which came to light, make the acceptance or rejections of the candidate clear. Essentials of Selection Procedure The selection process can be successful if the following requirements are satisfied: Someone should have the authority to select. This authority comes from the employment requisition as developed by an analysis of the work-load and work force.

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There must be some standard of personnel with which a prospective employee may be compared i.e., a comprehensive job description and job specification should be available beforehand. There must be sufficient number of applicants from whom the required number of employees may be selected.

PROCESS OF SELECTION

Preliminary screening interview

Completion of application or form if not done previously

Employment tests

Comprehensive interview

Back ground investigation

Final employment decision

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PRELIMINARY INTERVIEW OR SCREENING The initial screening is usually conducted by a special interviewer a high caliber receptionist in the employment office. These interviews are short and are known as stand-up interviews. The main objective of such interviews is to screen out undesirable/unqualified candidates at very outset. The screening process therefore seeks to identify those applications that meet the basic entry-level requirements applications that are therefore incomplete or do not meet the basic appointment criteria are considered unsuccessful applications. In order to be fair and objective in the screening of candidates, it is essential that a fixed set of valid criteria be applied in terms of each and every candidate that applies for a position. Certain conditions should be met in relation to the format and content of Application forms, Curricula Vitae (CVs) and all other relevant documentation.

SHORT-LISTING After having completed the screening process and eliminated those applicants that do not meet the basic requirements, the next objective should be to identify a manageable size (pool) of applicants (a short-list) who are best suited to fill the position successfully and from whose ranks the most suitable candidate(s) is/are to be selected. It is about identifying a manageable pool of best suited candidates for a specific position, in the interest of the State, taking into account Affirmative Action and Employment Equity objectives.

APPLICATION FORM Application form is also known as application blank. The technique of application blank is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidate at the preliminary level. Many companies formulate their own style of application forms depending upon the requirement of information based on the size of the company, nature of business activities, type and level of job etc. they

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also formulate different application forms for different jobs, at different levels, so as to solicit the required information for each job.

PSYCHOLOGICAL TESTING Test is defined as a systematic procedure for sampling human behavior. Tests are used in business for three primary purposes. For the selection and placement of new employees For appraising employees for promotion potentials For counseling employees if properly used psychological tests can be of paramount importance for each of these purposes.

Classification of Tests on the Basis Of Human Behavior

Aptitude or potential ability test Such tests are widely used to measure the latent ability of a candidate to learn new jobs or skills. They will enable us to know whether a candidate if selected, would be suitable for a job, which may be clerical or mechanical. These tests may take one of the following forms. Mental or Intelligence Test - measures and enables to know whether he or she has mental capacity to deal with new problems. Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of mechanical wok. This could help in knowing a persons capability for spatial visualization, perceptual speed manual dexterity, visual motor coordination or integration, visual insights etc. Psychometric tests these tests measures a persons ability to do a specific job.
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Achievement test Also known as proficiency tests they measure the skill, knowledge which is acquired as a result of a training program and on the job experience they determine the admission feasibility of a candidate and measure what he/she is capable of doing. Tests for measuring job knowledge this type of test may be oral or written. These tests are administered to determine proficiency in shorthand and in operating calculators adding machines dictating and transcribing machines and simple mechanical equipment. Work sample tests demand the administration of the actual job as a test. A typing test provides the material to be typed and notes the time taken and mistakes committed.

Personality tests These tests aim at measuring those basic make up or characteristics of an individual which are non-intellectual in their nature. In other words they probe deeply to discover clues to an individuals value system, his emotional reactions and maturity and motivation interest his ability to adjust himself to the illness of the everyday life and his capacity for interpersonal relations and self image. Objective tests it measures neurotic tendencies self-sufficiency dominance submission and self-confidence. These are scored objectively. They are paper and pencil tests or personality inventors. Projective tests it is a test in which a candidate is asked to project his own interpretation into certain standard stimulus situation. The way in which he/she responds to these stimuli depends on his own values, motives and personality. Situation tests these tests measures an applicants reaction when he is placed in a peculiar situation his ability to undergo stress and his demonstration of ingenuinity under

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pressure. Such tests usually relate to leaderless group situations, in which some problem is posed to a group and its members are asked to reach some conclusion without the help of a leader. Interest tests these tests aim at finding out the types of work in which a candidate is interested. They are inventories of the likes and dislikes of the people of some occupation hobbies and recreational activities. They are useful in vocational guidance and are assessed in the form of answers to a well prepared questionnaire.

INTERVIEWS Interviews are a crucial part of the recruitment process for most organizations. Their purpose is to give the selector a chance to assess the candidate and to demonstrate their abilities and personality. Its also an opportunity for an employer to assess them and to make sure the organization and position are right for the candidate. An interview is an attempt to secure maximum amount of information from candidate concerning his suitability for the job under consideration. One to one interview, Informal interview, Panel of interviews, Direct planned interview, Indirect and direct interview, Patterned interview, Stress interview, Depth interview, etc are different types of interview.

BACKGROUND CHECKS AND ENQUIRIES Offers of appointment are subject to references and security checks. The references given in the candidates application will be taken up and a security check will be conducted. Security checks can take a while if the candidate has lived abroad for any period of time.

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FINAL SELECTION DECISION Those individuals who perform successfully on the employment tests and the interviews, and are not eliminated by development of negative information on either the background investigation or physical examination are now considered to be eligible to receive an offer of employment. For administrative purposes the personnel department should make the offer. But their role should be only administrative. The actual hiring decision should be made by the manager in the department that had the position open.

RECRUITMENT PROCESS OUTSOURCING (RPOs) Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) when an employer outsources or transfers all or part of the staffing process to an external service provider. The goal of starting an RPO solution is to achieve improvement in four areas: quality, cost, service, and speed. A true or total RPO solution involves the outsourcing of the entire recruiting function or process to an external service provider. This provider serves to provide the necessary skills, tools, technologies, and activities to serve as their client's virtual "recruiting department". This definition differs from occasional recruiting support often provided by many temporary, contingency, and executive search firms. While these organizations do provide an invaluable service, they do not qualify as RPO as it does not involve the outsourcing of the recruiting process. RPO providers utilize their inherent economies of scale along with heightened levels of recruiting expertise that is expected within a company that does nothing but recruiting. The RPO provider will typically have a large staff of recruiters, an extensive database of candidate resumes, and the established tools and networks needed to source for all types of positions.Costs can be reduced because an RPO provider typically provides greater recruiting efficiencies with best practice processes and improved sourcing techniques.

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RECRUITMENT AND SELECTION IN MRF, KOTTAYAM. Recruitment has been regarded as the most important function of Human Resource Department, because unless the right types of people are hired the organization cannot achieve its objectives. This is the second step in the process of procurement of the employee the first being the manpower planning. MRF recruits the employees by internal and external sources of recruitment. The company recruits within the organization through transfer, promotion, job rotation, etc. MRF follows a tradition of selecting the relative of existing workers whenever a vacancy arises. This helps to boost the morale of the employees and it increases their loyalty towards the organization. It works as a motivational factor since the employees feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. The external sources used by the company are job centers, private agencies, consultants, education institutions, and the advertisements in the press, radio, television, websites, etc. The selection process conducted at Kottayam unit for workers and management staff includes written test, interview etc. the management is looking for the applicants who are extrovert by nature with excellent command over English , Hindi and local languages with zeal to work in an environment which requires extensive travelling.

WORKMEN The selection process of workmen in MRF is as follows:

Written Test

Medical examination

Interview/ Antecedent Verification

Approval From CMD

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Application Blank The first step is to give an application form to the company by the candidates. It should contain the relevant data to analyse the candidate. Antecedent verification In this step, the company shortlist the application received from various sources based on the suitability for the requirement. The candidates should have some eligibility to apply for the vacancy of workmen in MRF. The candidates should have a minimum educational qualification of SSLC. Persons between the age group of 18 and 28 can only apply. Candidates should a minimum height of 5.5 and weight of 54 kgs. The

application form fulfils these criteria are selected and the rest are rejected. Written Examination The candidates posses the basic qualities can appear for a written test WAAP, a psychometric test conducted by the company to know the behavior of the candidate. Medical and physical examination After passing the test, the candidates have to appear for a medical and physical examination to prove his fitness. The blood group testing is one among this examination. Handicapped persons should not be selected. Reference letter The references given in the candidates application will be taken up and a security check will be conducted. The management contact the reference persons and take the feedback. Recommendation letter The recommendation letter is also taken into consideration. If the candidate is the relative of an existing employee, they can also produce recommendation letter.

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Selection Interview Selection interview is the final interview by the manager of concerned area . It is an opportunity for an employer to assess them and to make sure the organization and position are right for the candidate. An interview is an attempt to secure maximum amount of information from candidate concerning his suitability for that particular job. Selection List Those individuals who perform successfully on the employment tests and the interviews are now considered to be eligible to receive an offer of employment. Offer letter will be mailed to the candidates at this stage. Appointment. The candidates who are interested to join will come and signed the agreements to became the employee of MRF.

MANAGEMENT STAFF

Technical Test

IQ Test

Personality Profiling

Day Plan

Group Discussion

Interview

Applications invited After the man power planning, the company invited the candidates to fill the vacancy through the advertisement in media, informing existing employees, etc. The educational qualification requires to apply as a staff is under-graduation.

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Written examinations Technical Test The candidates have to attend a technical test which is based on academics. The candidates who scores more than 60% are selected and the else are rejected. IQ Test The candidates who pass the technical test have to attend an IQ test to prove their knowledge in English, maths, etc.

Personality Profiling It is a means of measuring an individuals personality in a particular situation. Profiling provides a snapshot view of the preferred behaviour that comes subconsciously to most people. This is the behaviour with which they are comfortable and can sustain for long periods of time. This behaviour is social and intellectual not physical. The means by which this behaviour is measured is a questionnaire which asks the candidate to choose behaviour most and least they like. The results from this questionnaire provide a personality profile of the respondent. Day Plan Personal / Official In this test, a list of activities is given to the candidates and they have to plan their day in most appropriate and effective way. It is a unique selection process of MRF. Group Discussion In group discussion they are searching for: Relationship Involving others into discussion Emotional maturity Emotion reaction Response to others comment

Outgoing Open your mouth More points on number of instances

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Assertiveness Express honest thoughts Opposed by others - without hurting them

Planning Clarify of thoughts Able to see information

Conflict management Articulation of thoughts when opposed by others Consensus

Personal interview Personal interview is the final interview by the manager. It is an opportunity for an employer to assess them and to make sure the organization and position are right for the candidate. An interview is an attempt to secure maximum amount of information from candidate concerning his suitability for that particular job. Selection Those individuals who perform successfully on the employment tests and the interviews are now considered to be eligible to receive an offer of employment. Probation period The selected candidates will then undergo training for a period of 6months. After this period they will be appointed as prentices for a time period of 1 to 1 years. Then they will be put on problem for 6 months after which they will be confirmed and made permanent.

The company wants to concentrate on its core activities so they relieve the task of recruitment to Celebras, a Recruitment Process Outsourcing Company for the recruitment of the employees. The RPO recruits employees according to the companys policies and procedures.

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CONCLUSION

MRF is one of the respective companies in India. They follow an effective process of recruitment and selection. Celebras, the Recruitment Outsourcing Firm helps to achieve improvement in quality, cost, service and speed in the recruitment process. They maintain a unique recruitment process including psychometric test. The management use both the internal and external source of recruitment. MRF is success in selecting right person for the right job.

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BIBLIOGRAPHY

Human Resource And Personnel Management www.mrftyres.com www.recruitment.naukrihub.com www.mbaguys.net

By K. Aswathappa

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