A Live Project Report on

Recruitment and selection

Submitted in partial fulfillment of the requirements for the degree of

MASTER OF BUSINESS ADMINISTRATION (2018-2020)

by

Anusha Tandon 180020500004

Under the Guidance of

Mr. Kundan Singh Rawat

&

Mr. Deep Chandra Oli

Faculty of Commerce and Business Management,

Amrapali Institutes Of Management And Computer

Applications

Shiksha Nagar, Lamachaur

Haldwani, Uttarakhand

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 ACKNOWLDGEMENT

With immense pleasure I present here with the live project on Recruitment and selection as part of
the curriculum of “Masters of Business Administration”. I wish to thank all the persons who
provided me unending support.

I express my profound thanks to Director Prof. (Dr.) Ritvik Dubey , Prof. Deep Chandra Oli and
Prof. Kundan Singh Rawat and all those who have guided and helped me in preparation of this
project.

I would also like to extend my gratitude to all the faculty members and my colleagues at faculty of
commerce and business Management, who provided moral support , a conducive work
environment and the much needed inspiration to conclude the project in time.

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 Declaration
I, Anusha Tandon, a student of MBA II Semester, Amrapali Group Of Institutes, Haldwani do
hereby declare that this report on “RECRUITMENT AND SELECTION” of Maruti Suzuki has been
prepared by me as a part of the requirement of the MBA program of Uttarakhand Technical
University (batch 2018-2020) under the guidance of (Prof.) Deep Chandra Oli and (Prof.) Kundan
Singh Rawat.

I further declare that this report has not been submitted earlier to any other university or institute
for the award of any degree .

Date:05.03.2019

Name : Anusha Tandon

Mr. D.C. Oli Mr. K.S. Rawat

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 CONTENT

 Executive Summary
 Scope Of The Study
 Recruitment
 Selection
 Introduction Of The Company
 Recruitment And Selection Process In Maruti Suzuki
 Objective Of The Study
 Research Methodology
 Data Analysis
 Findings
 Conclusion
 Suggestions
 Annexures

EXECUTIVE SUMMARY
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The project is titled as “RECRUITMENT AND SELECTION” in Maruti Suzuki Arena at Haldwani.
The Project report is about recruitment and selection process which is an important part of any
organization. I n f a c t , recruitment and selection gives a home ground to the organization needs
for proper functioning of the organization. It provides an organizational
s t r u c t u r e o f t h e company. It is a method in which the particular organization works
and how a new candidate could be recruited in such a way that he/she would be fitted
for the right kind of career. Recruitment is defined as the process of attracting individuals on a
timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to
apply for jobs with an organization. There are two main stages of recruitment. Firstly, strategic
planning is needed to define the objectives and goals of the organization. Next, human resource
planning is needed to identify the whether there are surplus or shortage of workers or just enough
workers to achieve the organizational goals.
There are two types of factors that affect the Recruitment of candidates for the company:

 Internal factors

 External factors

Selection is the process of choosing from a group of applicants the individual best suited for a
particular position and organization. The vital goal of selection is to hire the candidate who is most
suitable for the job duties and the culture of the organization. Using the right selection methods
and delivering them effectively is important. Human resource managers can determine effective
selection tools with the job when job analysis is carefully done. The objective of selection decision
is to choose the individual who can most successfully perform the job from the pool of
qualified candidates. Selection process or activities t y p i c a l l y f o l l o w a s t a n d a r d
p a t t e r, b e g i n n i n g w i t h a n i n i t i a l s c r e e n i n g i n t e r v i e w a n d concluding with final
employment [Link] organization requires a team that can count on to get the job done while
focusing on other things. Reflections of Management of any large corporation are that finding
good, loyal talent is hard. It takes time in developing a recruitment process that is constantly
looking for people with the needed skills and the motivation to work . A good process not only finds
great employees but saves you time and money on replacing and training new people.

Finding Quality Candidates for organization

Having good quality employees is the number one goal for any organization. Establishing a job
description and advertising in places where will attracting people with the right set of skills is the
first step. It's important to identify which job needs to be recruited to complete and whether
organization or not are capable of training them. For example, a plumber hiring a bookkeeper isn't
going to want to train a bookkeeper on how to do the job.

Saving Training Time and Money with proper selection

Going through a systematic set of questions and even skills tests to determine if candidates are
able to fulfill the job needs. This helps establish confidence in knowing that organisation have
logically gone through a recruiting process and choose people based on defined metrics rather
than gut feelings. This increases chances of having someone succeed in the job.

Reducing Potential Legal Ramifications

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Employers can get sued for bias if a candidate feels there was some level of discrimination that
resulted in not getting the job. Keeping interview questions professional and not asking personal
questions is important to prevent any misconceptions.
The report is based on the recruitment and selection process in Maruti Suzuki Arena, Haldwani.
Maruti Suzuki one of the top 4 companies in India and the study of its recruitment and selection
procedure can be a benchmark for the companies to follow.
The report is made with the objective of understanding the process of recruitment and selection in
Maruti Suzuki.
The research design in the report is descriptive and contains primary as well secondary data and
also contains literature survey.

RECRUITMENT AND SELECTION

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IMPORTANCE AND SIGNIFICANCE OF RECRUITMENT
AND SELECTION
The experience of Management of any large corporation is finding good, loyal talent is hard that is
constantly looking for people with the skills needed and the motivation to work. A good process not
only finds great employees but saves you time and money on replacing and training new people.

COST
Cost is a major reason why effective recruitment and selection is important. There are many ways
in which poor recruitment practices can result in financial losses. For example, if a candidate's
competency is not accurately assessed, he may make mistakes that can hinder productivity. If he
needs to be retrained or replaced, this takes up more company time that could otherwise be
invested toward remaining competitive.
RETENTION
Improper recruitment and selection practices can often result in high turnover or involuntary
separations. If a recruiter is not careful when analyzing resumes and conducting interviews, she
may hire an employee with a weak work ethic or a tendency to move quickly from one job to the
next -- "job hopping." Recruiters should pay close attention to the lengths of time at each previous
job and carefully check references. Another so-called "red flag" is a gradual decrease in
responsibility. For example, if the candidate starts out working as a senior manager and slowly
shows progression to a less complex role, this could indicate that he is not as competent as he
claims.
LOYALTY AND PRODUCTIVITY
Loyalty and productivity are linked. Employees who feel dedicated to the organization will work
hard to help it succeed. With this in mind, recruiters must ask questions that provide information
about a candidate's strengths and weaknesses. Additionally, interviewers should inquire about a
candidate's greatest achievements throughout her career. Generally, loyal employees will have a
track record of striving for excellence, resulting in a more competitive, innovative and profitable
business.
LEGAL ISSUES
Discrimination is a serious concern among recruiters. If discriminatory hiring practices can be
proven, this could result in serious harm, both financially and in terms of reputation. The United
States Department of Labor forbids discrimination based on race, color, national origin, sex,
disability, religion, political affiliation, religion or age. Steps can be taken to avoid such
complications. First, advertise only the essential requirements for the position. Provide an accurate
job description, listing only the position name and the specific duties involved. Things such as
language proficiency or physical capabilities should not be listed unless they are absolutely
essential for the role.

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 Source:[Link]

RECRUITMENT

Recruitment is a process of finding and attracting the potential resources for filling up the vacant
positions in an organization. It sources the candidates with the abilities and attitude, which are
required for achieving the objectives of an organization.

To increase the efficiency of hiring, it is recommended that the HR team of an organization follows
the five best practices. These five practices ensure successful recruitment without any
interruptions.

Source: [Link]

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Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions are
analyzed and described. It includes job specifications and its nature, experience, qualifications
and skills required for the job, etc.

Source:[Link]
Identifying Vacancy
This process begins with receiving the requisition for recruitments from different department of the
organization to the HR Department, which contains −

 Number of posts to be filled

 Number of positions

 Duties and responsibilities to be performed

 Qualification and experience required

Job Analysis
The following steps are important in analyzing a job −

 Recording and collecting job information

 Accuracy in checking the job information

 Generating job description based on the information

 Determining the skills, knowledge and skills.

Job Description
Job description is generated for fulfilling the following processes −

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  Classification and ranking of jobs

 Placing and orientation of new resources

 Promotions and transfers

 Describing the career path

 Future development of work standards

A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position

 Job Location

 Summary of Job

 Job Duties

 Machines, Materials and Equipment

 Process of Supervision

 Working Conditions

 Health Hazards

Job Specification
This information about each job in an organization is as follows −

 Physical specifications

 Mental specifications

 Physical features

 Emotional specifications

 Behavioral specifications
A job specification document provides information on the following elements −

 Qualification

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  Experiences

 Training and development

 Skills requirements

 Work responsibilities

 Emotional characteristics

 Planning of career

Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and determining the relative
value/worth of a job in relation to the other jobs in an organization.

Recruitment Strategy
While preparing a recruitment strategy, the HR team considers the following points −

 Make or buy employees

 Types of recruitment

 Geographical area

 Recruitment sources
The steps involved in developing a recruitment strategy include −

 Setting up a board team

 Analyzing HR strategy

 Collection of available data

 Analyzing the collected data

Evaluation and Control

The costs incurred in the recruitment process are to be evaluated and controlled effectively.
These include the following −

 Salaries to the Recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.

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  Administrative expenses and Recruitment overheads

 Overtime and Outstanding costs, while the vacancies remain unfilled

 Cost incurred in recruiting suitable candidates for the final selection process.

SELECTION

Selection is a negative process and involves the elimination of candidates who do not have the
required skills and qualification for the job proposed. Also it is a process of differentiating between
applicants in order to identify and hire those with greater likelihood of success in job. The objective
of selection decision is to choose the individual who can most successfully perform the job from
the pool of qualified candidates. It is the system of function and device adopted in a given
company to ascertain whether the candidate’s specifications are
matched with the job specifications and recruitment or not. Selection process or activities typically
follow a standard patter, beginning with an initial screening interview and concluding with
final employment decision. The traditional selection process includes: preliminary screening
interview, completion of application form, employment test, comprehensive interview background
investigation, physical examination and final employment decision to hire.

PROFILE OF THE COMPANY

Maruti Suzuki India is one of the top 4 companies in India and the study of its recruitment and
selection procedure can be a benchmark for the companies to follow.
Maruti Suzuki India Limited, formerly known as Maruti Udyog Limited, is an automobile
manufacturer in India. It is a 56.21% owned subsidiary of the Japanese car and motorcycle
manufacturer Suzuki Motor Corporation. As of July 2018, it had a market share of 53% of the
Indian passenger car market. Maruti Suzuki manufactures and sells popular cars such as
the Ciaz, Ertiga, Wagon R, Alto K10, Swift, Celerio , Swift Dzire, Baleno and Baleno
RS, Omni, Alto 800, Eeco, Ignis, S-Cross The company is headquartered at New [Link] May
2015, the company produced its fifteen millionth vehicle in India, a Swift [Link] was
established in February 1981 its plant commenced production in 1983 with the Maruti 800, based
on the Suzuki Alto kei car. As of May 2007, the Government of India, through Ministry of
Disinvestment sold its complete share to Indian financial institutions and government no longer
has any stake in Maruti Udyog.

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 AFFILIATION WITH SUZUKI
In 1982, a license and joint venture agreement (JVA) was signed between Maruti Udyog Ltd,
and Suzuki of Japan. At first, Maruti Suzuki was mainly an importer of cars. In India's closed
market, Maruti received the right to import 40,000 fully built-up Suzuki in the first two years, and
even after that the early goal was to use only 33% indigenous parts. This upset the local
manufacturers considerably. There were also some concerns that the Indian market was too small
to absorb the comparatively large production planned by Maruti Suzuki, with the government even
considering adjusting the petrol tax and lowering the excise duty in order to boost sales. Finally, in
1983, the Maruti 800 was released. This 796 cc hatchback was based on the SS80 Suzuki
Alto and was India's first affordable car. Initial product plan was 40% saloons, and 60% Maruti
[Link] production commenced in December 1983. In 1984, the Maruti Van with the same
three-cylinder engine as the 800 was released and the installed capacity of the plant
in Gurgaon reached 40,000 units.
In 1985, the Suzuki SJ410-based Gypsy, a 970 cc 4WD off-road vehicle, was launched. In 1986,
the original 800 was replaced by an all-new model of the 796 cc hatchback Suzuki Alto and the
100,000th vehicle was produced by the company. In 1987, the company started exporting to the
West, when a lot of 500 cars were sent to Hungary. By 1988, the capacity of the Gurgaon plant
was increased to 100,000 units per annum.

MANUFACTURING FACILITIES

Maruti Suzuki has three manufacturing facilities in India. All manufacturing facilities have a
combined production capacity of 1,700,000 vehicles annually. The Gurgaon manufacturing facility
has three fully integrated manufacturing plants and is spread over 300 acres (1.2 km2). The
Gurgaon facilities also manufacture
240,000 K-Series engines annually. The Gurgaon Facilities manufactures the Alto
800, WagonR, Ertiga, S-Cross, Vitara Brezza, Ignis and Eeco.
The Manesar manufacturing plant was inaugurated in February 2007 and is spread over 600 acres
(2.4 km2).Initially it had a production capacity of 100,000 vehicles annually but this was increased
to 300,000 vehicles annually in October 2008. The production capacity was further increased by
250,000 vehicles taking total production capacity to 800,000 vehicles annually. The Manesar Plant
produces the Alto 800, Alto K10, Swift, Ciaz, Baleno, Baleno RS and Celerio. On 25 June 2012,
Haryana State Industries and Infrastructure Development Corporation demanded Maruti Suzuki to
pay an additional Rs 235 crores for enhanced land acquisition for its Haryana plant expansion.
The agency reminded Maruti that failure to pay the amount would lead to further proceedings and
vacating the enhanced land acquisition. The launch of the Dzire happened in the month of May
2017 and the variant is said to have good [Link] Gujarat manufacturing plant became
operational in February 2017. The plant current capacity is about 250,000 units per year. But with
new investments Maruti Suzuki has plan to take it to 450,000 units per year.

 Sales and service network

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  Maruti Insurance

 Maruti Finance

 Maruti True Value

 Maruti Accessories

 Maruti Driving School

AWARDS AND RECOGNITION

The Brand Trust Report published by Trust Research Advisory, a brand analytics company, has
ranked Maruti Suzuki in the thirty seventh position in 2013 and eleventh position in 2014 among
the most trusted brands of [Link]' Choice Car of the Year published by CNBC-TV18
OVERDRIVE, Overdrive is India’s No.1 Auto Publication for Cars and Bikes in India, has awarded
Maruti Suzuki Baleno the Viewers' Choice Car of the Year 2016.

RECRUITMENT AND SELECTION PROCESS IN MARUTI

SUZUKI

External (direct) Methods

Campus Recruitment: Guidelines for campus recruiting: companies using college
campuses as recruitment source should consider the following guidelines:

 Identify the potential candidates early

 Employ various means to attract candidates
 Use effective recruitment material
 Offer training to campus interviews
 Come out with a competitive offer

Indirect Methods
Advertisements: Newspaper Ads, Television and radio ads

Third Party Methods

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  Private Employment Search Firms
 Employment Exchange
 Gate Hiring and Contractors
 Unsolicited Applicants / Walk-ins

Recruitment Process For Sales

 Fill standard application form
 Written test aptitude and analytical cutoff at 60% as cumulative score of both test
 3 rounds of interview with cut off at 60%
 15 day induction by internal trainer as per Praarambh

 Praarambh assessment score with cutoff 60%

 Written test on 15th day of 50 marks cut off 60%
In case of NO
 Further decision to be taken by the SM/GM and HRM
In case of YES
 10 days handholding with senior TL
 25th day – HRM, GM/SM to decide to nominate DSEs for MSPIN trainings
and send request for MSPIN generation

OBJECTIVE OF THE STUDY

Following are the main objective of the study:

i. To understand the process of recruitment in Maruti Suzuki at various levels of various jobs
and critically analyzing the functioning of recruitment procedures.
ii. To identify the probable area of improvement to make recruitment and selection
procedure more effective.

iii. To study the selection procedure in Maruti Suzuki and to search or headhunt people whose skill fits into
the company’s values.

SCOPE OF THE STUDY

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 Present study helps to gain knowledge and experience and also provides the opportunity to study
and understand the prevalent recruitment and selection procedure in Maruti Suzuki.

The key points of the research study are:

 To understand and analyze recruitment and selection procedure at Maruti Suzuki.

 To suggest any measure or recommendations for the improvement of the recruitment and
selection procedures.

RESEARCH METHODOLOGY
In everyday life human being has to face many problems viz. social, economi
c a l , f i n a n c i a l problems. These problems in life call for acceptable and effective solutions and
for this purpose, research is required and a methodology applied for the solutions can be found
out.
Research was carried out at Maruti Suzuki Arena Ltd to find out the “Recruitment and selection
[Link] was collected from books, magazines, web sites, going through the
records of the organization, etc. It is the data which has been collected by individual or someone
else for the purpose of other than those of our particular research study. Or in other words we can
say that secondary data is the data used previously for the analysis and the results
are undertaken for the next process.
Research design in the above report is descriptive and survey research.

Literature review:

[Link] says that the importance of certain selection and recruitment activities in the
organizations (G.R. French, 2012)

2. Sangeetha (2010). Decisions made in the recruitment and selection process or stage will
impact on the company in the future. Bad decisions made in the selection process can create
serious costs for an organization vice versa.
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 3. Neeraj (2012) defined selection as the process of picking individuals who have relevant
qualifications to fill jobs in an organization. Selecting the right employees is important for three
main reasons: performance, costs and legal obligations.

4. Florae (2014) argued that merit and demerit of the use of recruitment agencies to a firm is the
same thing with that of external recruitment sources which he listed be: qualified personnel, a
wider choice of candidates, fresh talent, competitive spirit among candidate etc.

INTERPRETATION: Hence we can say that an organization not only needs to be keen for using
effective methods of recruitment and selection but also require to coin strategies for retaining good
talent. Recruiting and retaining good talent results in overall growth in performance of an
organization.

DATA ANALYSIS
The following data is based upon the survey of nearly 35-40 employees of the organization .The
survey was done with the help of questionnaire being filled by the employees.

Question: What are the sources for recruitment and selection?

Answer: 75% of the manager say that they prefer both internal as well as external source for
recruitment and selection where as only 9% go for internal source and 18% go for external
sources.

Internal ; 8.82%
External; 17.65%

Internal as well as External; 73.53%

Question: Which method do you mostly prefer for recruitment and selection preferred way of
recruitment?
Answer: 65% of the mangers go for direct recruitment and selection and 32% go for indirect
and only 3 % go for third party recruitment way.

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 Third party; 3.00%

Indirect; 32.00%

Direct recruitment; 65.00%

Question: When do you prefer to go for manpower planning?

Answer: 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they
don’t have any fixed time where as 20% go for yearly.

22.22%
Quaterly
55.56% No pattern
22.22% Yearly

Question: What are the sources for external recruitment are preferred?

Answer: In Maruti Suzuki 34% of manager go for campus interviews, 33% go for data bank, 25% from the casual
application that are received and only 8% go for any placement agencies.

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140% Placement agencies; 120%
120%
100%
80%
60%
Campus interviews; 34%
Data bank; 33%applications; 25%
40% Casual
20%
0%

Question: What form of interview did you prefer?

Answer: Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews
where as only 20% go for video conferencing and rest 10% adopt some other means
of interviews.

Other means; 16.67%

Telephonic interviews; 50.00%
Video conferencing; 33.33%

FINDINGS
While interviewing the employees of Maruti Suzuki Interviewer questioned a few of them where
we got to know that some employees were being hired on very short notice. Because Maruti

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Suzuki Arena was a new showroom but they had not planned the human resources for their new
branch and they had done it just two weeks before the opening.
I n M a r u t i S u z u k i m o s t o f t h e e m p l o y e e s f e e l that the functioning of H R
department is good. Managers says that they prefer both internal as well as external source
for recruitment and selection. They go for direct recruitment and selection and less number
for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly
a n d f e w d o n o t follow any pattern they don’t have any fixed time. Maruti Suzuki
prefers to go for campus interviews and even casual application that are received for
recruitment but they hardly prefer placement agencies.
Most of the manager Prefer Personal interviews, some prefer to take telephonic interviews where
as only a few go for video conferencing and rest adopt some other means of interviews.

CONCLUSION

This presents the summary of the study and survey done in relation to the Recruitment
and Selection in Maruti Suzuki. The conclusion is drawn from the study and survey of the
company regarding the Recruitment and Selection process carried out there.
The recruitment process at Maruti Suzuki to some extent is not done objectively and therefore lot
of bias hampers the future of the employees. That is why the search or headhunt of people
should be of those whose skill fits into the company’s values.

Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as
a fresh blood, new idea enters in the company. Selection process is good but it should also
be modified according to the requirements and should job profile so that main
objective of selecting the candidate could be achieved.

SUGGESTION
 Manpower requirement for each department in the company is identified well in
advance.
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 Time management is very essential and it should not be ignored at any level of the process.

 The recruitment and selection through placement agencies should be utilized as the last
resort only when urgently needed.

 The candidates called for interview should be allotted timings and it should not
overlap with each other.

ANNEXURES

 Daily report of activity

 Guidelines for candidate selection
 True value-Application form
 Sales-Employment application form
 Praarambh Track card
 Praraambh-Test
 Recruitment test paper
 Interview evaluation card

DAILY REPORT OF THE ACTIVITY

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Day 1: The H.R. manager Mrs. Deepali Singh introduced me to the members of the
showroom and briefed me with the roles they perform.

Day 2: I was been provided the praarambh book to be read and go through to understand
the recruitment and selection process.

Day 3: I sat along with the teams of sales department and saw their workings.

Day 4: I sat along with the teams of sales department and accessories department and saw
their workings.

Day 5: I interacted with the Maruti Driving school team.

Day 6: I interacted with people of service department

Day 7: H.R. manager briefed me the entire process of recruitment and selection in Maruti
Suzuki Arena.

Day 8: I made a call to few of the candidates for calling them for interview.

Day 9: I briefed 2 candidates the entire recruitment process for sales.

Day 10: I interviewed a few people there and prepared my data analysis.

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