Anda di halaman 1dari 57

Documentation of final project Report HUMAN RESOURCE MANAGEMENT

On Recruitment and selection In the partial Fulfillment for the Degree of Bachelor of Business Administration

INDRAPRASTHA UNIVERSITY Lingayas Lalita Devi Institute of Management And Sciences

DEPARTMENT OF BACHELOR OF BUSINESS ADMINISTRATION


SU BMITTED BY:INDRAJITH.H
1

1371921707

AKNOWLEDGEMENTS The project title HUMAN RESOURCE MANAGEMENT at Sunbeam Auto Limited will be incomplete without paying sincere gratitude and thanks to those who helped me to accomplish this task.

First of all I am very thankful to Mr. Pramod Tondon, who has given me an opportunity to work in the high quality environment. Mrs. Rekha Gauba my project guide who have helped me at every stage of the project to make it meaningful and practical and for giving valuable direction.

I extend my sincere gratitude to Mr. Manoj and Mr. Suresh, under whose able guidance this project got materialized.

I am also very thankful to Mr. Rakesh and Mr mohan pathak for providing me with all help I needed at all times. They have always been kind and helpful And for his invaluable guidance .

Further, I am very thankful to Dr. Rakesh Gupta(HOD-BBA), of Lalita Devi Institute of Management and Sciences, INDRAPRASTHA UNIVERSITY.

S. No.

TOPIC

Page No.

1. 2. 3. 4. 5. 6. 7. 8.

Introduction Company profile SWOT analysis Research methodology Objective of study Introduction of Human Resource Management HR policy of Recruitment & selection. Quesrionnaire , Bibliography & Conclusion TABLE OF CONTENTS

4 4-10 16-17 18 18 19-20 22-67

COMPANY PROFILE
OF

SUNBEAM AUTO LTD.


(A Hero Group Company)

INTRODUCTION Hero is a big group. It was founded in 1956 as a small Bicycle Manufacturing company. Now a US $ 2.2 billion group.

HAVING PRESENCE IN 1. Bicycle 2. Motor Cycle 3. Mopeds 4. Mini Motor Cycles 5. Shock Absorbers 6. Health Equipments 7. IT Enabled services 8. Automotive Components

GROUP OF COMPANIES

Hero Cycles Ltd.

Hero Honda Motors Ltd.

Munjal Showa Ltd.

Rockman Cycles Ltd.

Highway Cycles Industries

Munjal Auto Industries Ltd.

Magestic Auto Ltd.

Satyam Auto Ltd.

Hero Corp. Services

Hero Motors

Munjal Casting

Sunbeam Auto Ltd.

About SUNBEAM AUTO LTD.


Sunbeam auto limited is a deemed public limited company under the banner of 9900 crores Hero Honda Group of Companies. The company is in business of manufacturing Aluminum Die Casted Automative Components and Pistons. The Company started its operation in the year 1986 as Sunbeam Casting, a unit of Highway Cycle Industries Ltd., Ludhiana. In the year 1996 the company moved on application to high court of Punjab and Haryana for spinning off its unit sunbeam casting to a separate company Sunbeam Auto Limited which has since been approved by the High Court.

PERFORMANCE REVIEW During the period of 23 years the company achieved a tremendous growth rate. In the last financial year, i.e. 2008-2009 company has achieved a turnover of Rs. 48675.69 Lakhs, with a profit of Rs. 1305.36 Lakhs., a rise of 25.89% in turnover and 11.73% in Profit after Tax (PAT) over the preceding year.

TYPE OF MANUFACTURING The company is presently engaged in the business of manufacturing Aluminum Alloy Die Coasted component by three types of Die Casting: I. II. III. Gravity Die Casting High Pressure Die Casting Low Pressure Die Casting

MARKETS The company is O.E. supplier of various automotive components. Most of its sales are in domestic area but Company has started sales to foreign countries also in the recent years. Today, Sunbeam Auto caters to the ever growing demand of leading auto majors including Hero Honda Motors, Maruti Suzuki, Munjal Showa, Visteon Power Train Systems, Danaher (India), Sun Petri and Daimler Chrysler AG of Germany, to name just a few.

HUMAN APPROACH The biggest strength of Sunbeam is its people, who are creative and believe in JUST DO IT. Today, Sunbeam is functioning with a total manpower of 1091 employees who are working on a three-shift basis. The manpower distribution is as under:

Permanent Staff

630

Permanent Worker

658

Training Staff

45

Training Workers

302

Casual Workers:-

Khasa

723

Super Indus Security Services

472

Sukhma

80

Pivot

650

Vashisht TOTAL

: :

34 3594

GROWTH IN TURNOVER

10

YEAR 2004-2005 2005-2006 2006-2007 2007-2008 2008-2009

RUPEES IN LACS 65039.00 78574.00 99873.00 93741.00 79028.00

IN US $[M] 135.50 163.69 208.06 200.07 164.064

MAJOR CUSTOMERS

Sunbeam commenced its journey to provide import substitution to Hero Honda Motors and Hero Motors also has expanded his wings to other major customers like:

MARUTI UDYOG LIMITED:

Largest manufacturer of cars in technical collaboration with Suzuki Motors-Japan

HERO CYCLES LIMILED:

Worlds largest manufacturers and exporters of Bicycles and Bicycle .

MUNJAL SHOWA LIMITED:

Manufacturers of shock absorbers Balance in technical collaboration With manf. company limited showa Japan.

11

SONA KOYO STEERING SYSTEM LIMITED:

Manufacturers of Steering Systems in Japan Collaboration with KOYO Japan Maruti udyog limited.

PRODUCTION FACILITIES

Alloying

Testing R & D

Designing

Tool Making

Shell Core

Gravity Die Casting

Pressure Die Casting

Low Pressure Die Casting

Heat Treatment

12

Metal Finish

Surface Internet, Paint Shop & Shot Blasting

ACHIEVEMENTS A QS-9000 Accredited Organization, In house build R & D Department which is recognized by Department of Scientific and Industrial Research, INDIA. 25% CAGR for last seven years. Extending business to new horizon to the world.

MAJOR PRODUCTS

Crank Case

Crank Case Cover

Cylinder Head Cover

Klemm Korper

Case T/M

Case Comp

Piston

Front/Reer End Bell

Cylinder Comp

13

Eng. HSG

Str. Mtr. Drive End

Cylinder Head

Alt HSG Front/Rear

Holder Step

Case Bottom

Bracket

Die Cast Cross

Cam Shaft HSG

DEPARTMENTS

1. Human Resource development Personnel and administration

Design

2. Research and Development

3. Laboratory

4. Tool room and CNC(Computerized Numerically Controlled)

14

5. GDC (Gravity Die Casting)

6. Shell Core

7. PDC (Pressure Die Casting)

8. Machine Shop

9. Piston

10.

Quality Assurance (Q.A.)

11.

Utility

12.

Materials and Purchases

13.

Finance, Accounts and Secretarial.

NEW DEVELOPMENT PISTON PLANT

15

The company has upgraded its piston manufacturing plant in the year 1998 in technical collaboration with M/s Honda Foundry Co. Ltd. JAPAN. In the initial stage 1st line of piston had been installed with an annual capacity to manufacture 4.5 lakh pistons per annum. The pistons are made exclusively for M/s Hero Honda Motors Ltd. With increase in demand the company installed 2nd line of piston in 2000 and recently 3rd line of piston has also been installed. Now the capacity of plant is to manufacture 13.50 lakhs pistons per annum. With Hero Hondas growth Company is estimating to utilize 96% of production capacity in the current fiscal.

Most of the machines have been imported from foreign countries. The company is getting enquires from overseas customers for supply of pistons. And the company is planning to add 4th line of piston soon to make the product for exports also. The plant is really a state of art. The degree of quality of piston manufactured is too high.

DIRECTORS Mr. Brij Mohan Lall Munjal Chairman

16

Mr. Ashok Kumar Munjal Mr. Yogesh Munjal Mr. Pankaj Munjal Mr. S.K. Mehta Dr. Devi Singh

Managing Director Director Director Director Director

Operational team and top management executives:Mr. P.N. Sandhu Mr. M.P. Singh Mr. R.L. Aggarwal Mr. Kuldeep Chander Mr. R.C. Nayak Mr. Pramod Tandon Mr. L.B. Srivastava Technical Advisor Vice President(Finance) G.M. (Pistons) V.p (Pistons) D.G.M. (Design) V.P (H.R.D. & P.A.)

D.G.M. (R&D, Lab)

Auditors:M/S B.D. Bansal & Co. Chartered Accounts AMRITSAR

SWOT ANALYSIS STRENGTHS

17

Excellent R&D centre. Highly modern production facilities. Established customer and vendor base. Track record of growth in turnover & profits. Superior quality. Innovation. Hero group company.

WEAKNESS

A major part of sales goes to group companies. So it depends upon them. It has very lass foreign market. There is no PPC (production, planning and control). For example, dispatch process is running for all 24 hours.

OPPORTUNITIES It can lead india as biggest manufacturer of automotive die casting components in 21st century.

18

Potential of becoming a sourcing center. Large global market. To develop marketing strategies to further add new customer in its existing list with the invention of marketing department. Rapidly changing technology leading to upgrades.

COMPETITION

More agressive marketing by competitors, Increasing price of raw material. Changes in Technology , Reliance on suppliers .

RESEARCH METHODOLOGY
RESEARCH PROBLEM
19

The following are the general problems of research: Company profile Human resource management Hr management in company Recruitment & selection of workforce of various companies

OBJECTIVE OF STUDY The study on human resource management is an essential part for a firm. The main objectives of the study are: Selecting the employee on the basis of need of the organization. Source of recruitment. Procedure of selecting an employee.

INTRODUCTION ABOUT:

20

HUMAN RESOURCE MANAGEMENT Human resource Human resources are an increasingly broadening term that refers to managing "human capital," the people of an organization. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources have at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels. This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'. This article addresses both definitions. HR Management The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc. There is a long-standing argument about where HR-related functions should be organized into large organizations, e.g., "should HR be in the Organization Development department or the other way around?"

21

The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

22

How does recruitment and selection process contributes to the efficiency of the company?
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individualsto fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else.

23

INTRODUCTION HRD is concerned with execution of HRD policies. HRD policies are the course of action HR uses to help the company achieve its objectives. HRD policies are observed as a guide to the management towards the workforce so as to maintain amicable & harmonious industrial relations within an organization. Management has prerogative/to amend/Change/Add to all the rules/ Part of rules/ Policy at any time.

RECRUITMENT AND SELECTION

Recruitment: The word Recruitment means discovering the source from where the potential employees can be selected.
The objective of the companys recruitment policy is to:-

Plan the manpower requirement in conjunction with the company goals and objectives. Hire matching people (right person for right job) for organizational growth.

Ensure optimum utilization of present manpower, if needed, then only additional hands to be hired. Procedure Identification of the manpower requirement from respective department (before the month of March of every year) or emergency requirement as & when required by the HOD. Compilation of manpower requirement. The compiled manpower requisitions are sending for approval to MD/Technical Advisor
Recruitment of personnel is done by the following ways :

Internal Recruitment a) Data bank

24

b) c)

References Transfers

External staffing a) b) c) Placement agencies Advertisements in leading newspapers/Media. Campus recruitment

The short listed candidates are called for interview either by call letters or through

consultants or telephonically.
Interview of short listed candidates is conducted by the panel of HRD, Q.A. Dept and the

concerned department and final approval is taken from MD/Technical Advisor for suitable candidate.
Letter of intent is sent to selected candidates. Appointment letter is given within one week of the joining Personal files are maintained for the particular employees.

It contains information regarding: Bio Data of an employee Application form Copy of appointment letter duly signed by the employee as a mark of acceptance. Testimonials Photographs (Five copies) Declarations (that the employee shall abide by the rules & regulations) Medical fitness certificate from company prescribed doctor.

Two reference addresses with phone number from other than relation of the Employee.

25

On joining of an employee his name & address, fathers name, date of appointment,

nature of work is enrolled in the adult register.


Every employee is allotted a card no. to avoid the confusion of two persons with same

name, by the personnel department.


Employee master form: is filled up containing information about the employee.

Employee card no Employee name, fathers name, address & department Designation Date of joining Qualification Salary package as applicable

Orientation / Induction Programme: To make new joinee familiar with the companys rules & regulations, processes and company culture. Orientation of the new joinee in different departments as per the orientation program and afterwards placement in the allotted department

Name of the Organization: -------------------------------------------------------------Name Of the HR Manager: ---------------------------------------------------------------------Workforce (No. of Employees): ----------------------------------------------------------------Nature Of work: .

Questionnaire

26

I. Recruitment & Selection


1. Potential Candidates in your Organization are generated through the following external recruitment sources: (tick and rank them based on the number and quality of candidates generated. Also roughly specify the percentage mix of each of the following sources adopted)

i) Direct applicants ii) Placement Consultants iii) Job portals iv) Employee referral v) Through temporary staffing vi) Head hunting vii) Body shopping viii) Any other sources, please specify

2. a. Do you have employee referral schemes? i) Yes ii) No

b. If yes, the reward given on bringing the candidate on board is i) Monetary reward ii) Non-monetary reward

c. If monetary, then define the upper and lower limit .

27

i) ______________

ii) _____________

d. If non-monetary, then what does the rewards include? i) ______________ ii) _____________

3. a. In selection procedure, how many rounds of technical interviews & HR rounds do you conduct for lower level candidates? i)1 ii)2

b. Does the same hold good for managerial level cadre also? i) Yes ii) No

4. a. Do you conduct psychometric tests? i) Yes ii) No

b. If yes, is it level specific? i) Yes ii) No

5. a. Do you conduct background checks? i) Yes ii) No

b. If yes, is it for all levels of employees or only for senior positions? i) All levels ii) Senior positions

c. Is the background check done by the internal staff or is it outsourced? i) Internal staff ii) outsourced

6. Do you bear any expenses of the out-station candidate for the final interview? i) Yes ii) No

28

7. Do you candidate(within India)? i) Yes

also bear the relocation ii) No

expenses of

the outstation

8 . If yes, which of the following expenses are covered of the outstation candidate, once he/she is selected? (tick mark wherever applicable) a. Travel b. Transportation of house-hold goods c. Accommodation d. All of the above 9. For which hierarchical level ,do you provide such expenses? a. Top level b. Middle level c. Lower level 10. What are the monetary limits for the following expenses? a. Travel . b. Transportation of house-hold goods c. Accommodation .. .

11. Ideally, how much time does the hiring process take i.e. right from the test/ interview stage to the offer stage? i) 2 days ii) 5 days

12. Do you get an employment agreement signed by the freshers? i) Yes ii) No

13. The duration of the probationary period for a new joinee in your organization is: i) 6 months ii) 1 year iii) 2 years

Data Anlysed after questionnaire


29

Where the data is taken from 20 middle level managers in an organizations. They are represented below with pie chart.
1. Potential Candidates in your Organization are generated through the following external recruitment sources: (tick and rank them based on the number and quality of candidates generated. Also roughly specify the percentage mix of each of the following sources adopted)

i) Direct applicants ii) Placement Consultants iii) Job portals iv) Employee referral v) Through temporary staffing vi) Head hunting vii) Body shopping viii) Any other sources please specify

. .. . .. .. ..............

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr 5th 6th 7th 8th

30

2. a. Do you have employee referral schemes? i) Yes ii) No

b. If yes, the reward given on bringing the candidate on board is i) Monetary reward ii) Non-monetary reward

c. If monetary, then define the upper and lower limit . i) ______________ ii) _____________

d. If non-monetary, then what does the rewards include? i) ______________ ii) _____________

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

31

3. a. In selection procedure, how many rounds of technical interviews & HR rounds do you conduct for lower level candidates? i)1 ii)2

b. Does the same hold good for managerial level cadre also? i) Yes ii) No

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

4. a. Do you conduct psychometric tests? i) Yes ii) No

b. If yes, is it level specific? i) Yes ii) No

32

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

5. a. Do you conduct background checks? i) Yes ii) No

b. If yes, is it for all levels of employees or only for senior positions? i) All levels ii) Senior positions

c. Is the background check done by the internal staff or is it outsourced? i) Internal staff ii) outsourced

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

33

6. Do

you bear interview? i) Yes

any expenses of ii) No

the out-station candidate for

the

final

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

7. Do you also bear the relocation expenses of the outstation candidate(within India)? i) Yes ii) No

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

34

8 . If yes, which of the following expenses are covered of the out-station candidate, once he/she is selected? (tick mark wherever applicable) a. Travel b. Transportation of house-hold goods c. Accommodation d. All of the above

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

35

9. For which hierarchical level ,do you provide such expenses? a. Top level b. Middle level c. Lower level

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

10. What are the monetary limits for the following expenses? a. Travel . b. Transportation of house-hold goods c. Accommodation .. .

36

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

11. Ideally, how much time does the hiring process take i.e. right from the test/ interview stage to the offer stage? i) 2 days ii) 5 days

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

12. Do you get an employment agreement signed by the freshers? i) Yes ii) No

37

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

13. The duration of the probationary period for a new joinee in your organization is: i) 6 months ii) 1 year iii) 2 years

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

38

CONCLUSIONS In this corporate world of change, keeping employees happy is the best defense action against the competition. Numerous researches, studies and surveys conducted revealed that one can serve its employees only to the degree that you serve organizational values. The employers of the organization are always in a direct contact with the employees. The employees are the mirror of the organization. It becomes very important for the organization to maintain its human asset. Every rival wants the best of talent from the industry. The organizations are ready to pay higher and higher to attract the talent workforce. Like in the market, the SATISFACTION in sunbeam auto is also growing. The company is experiencing a period boom from auto industry . In this condition the company must adopt certain measures and motivate employees and provide them remuneration.. In the analysis of the questions, it is very clear that the employees are satisfied with the working conditions of the organization relating to office, safety. Even most of the employees were willing to rejoin according to the analysis. The percentage of job satisfaction was on the higher side. The company takes the employees matter seriously. More efforts are made from the companys side to satisfy their employees. Depending upon the findings and analysis, suggestions part of the report reveals that the company has increased the level of job satisfaction. Sunbeam takes the employees concern as their own concern every employee has the right to speak to management about their need. Promotion are being done to employees on regular basis to motivate them to work toward the organization more interestingly, making organizational goal as their goal. Also the company has to constantly focus on the incentives so that working in the present organization becomes the best career opportunity for the employees

39

Bibliography

1. Sunbeam auto audit report (2004-2009).


2. www.sunbeamauto.com 3. www.cii.org

4. H.R Policies of Sunbeam auto. 5. Guidance from Mr Mohan pathak ( Sr.Hr manager)

40

41

42

43

44

45

46

47

48

49

50

51

52

53

54

55

56

57