PROJECT REPORT

ON
“Analytical Process of Recruitment
Jaika Motors”

Submitted to
Rashtrasant Tukdoji Maharaj
Nagpur University,Nagpur

In Partial Fulfillment of the requirement of the

“Bachelor Of Business Administration”
For academic year (2010-2011)

Submitted by

Nikita Sarangpuriya

Guidance by

Dr. Sharmishtha Gupta

Dr. Ambedkar Institute of Management Studies &

Research Deeksha Bhoomi Nagpur-440012
(2010-2011)
 CERTIFICATE

This is to certify that Ms. Nikita Sarangpuriya has

satisfactorily completed the Project work entitled “Analytical
Process of Recruitment Jaika Motors” in not less
than one academic session. This also certify that this Project work is the
result of the candidate’s own work and is of sufficiently high standard to
warrant its presentation for the BBA program.

To the best of my knowledge this project or its part has not been submitted

to this university or any other university for any Degree/Diploma.

Guide Name and

Sign

Internal Examiner External Examiner

Place: Director

Date:
 ACKNOWLEDGEMENT

“Words have never expressed human sentiments. This only an attempt to

express my deep gratitude which comes from my heart.”

It is a great pleasure for me to express my deep feeling of gratitude to my

respected guide“Dr. Sharmishtha Gupta”Lecturer, DAIMSR, for
her great encouragement & unfailing support which provided needed
moral & confidence to carry on my work.

I am grateful to the Dr. S.Metre, Director of Dr. Ambedkar Institute of

Management Studies & Research, Nagpur for making all facilities
available for my work.

It is with profound gratitude that I wish to express my indebtedness to

Dr. . Nirzar.Kulkarni (Coordinator, DAIMSR) for his invaluable
guidance & unning supervision completion of this project work. “Thank
you, Sir” for all you have done.

I am great to my parents for their lovable support. I wish special thanks to

Prof. Avish Petras for his inspiration. Last but not least I am thankful to
my friends & other faculty Member for their direct & indirect help for
completion of this work.
 DECLARATION

I, Nikita Sarangpuriya

hereby declare that the project entitled “Analytical

Process of Recruitment Jaika Motors” is the out

come of my own research work based on personal study

during academic session 2010 - 2011 and has not been

submitted previously for award of any degree or diploma to

this university or any other university.

Name of the student

Nikita Sarangpuriya
 CONTENTS

Sr. No. Name of Chapter Page No.

1. INTRODUCTION

2. OBJECTIVE OF STUDY

3. COMPANY PROFILE

4. RESEARCH METHODOLGY

DATA ANALYSIS AND

5.
INTERPRETATION

6. FINDINGS

7. CONCLUSION

8. SUGGESTIONS

9. LIMITATIONS

10. BIBLIOGRAPHY

11. ANNEXURE
INTRODUCTION
 INTRODUCTION

Recruitment refers to the process of attracting,

screening, and selecting qualified people for a job at an
organization or firm. For some components of the
recruitment process, mid- and large-size organizations
often retain professional recruiters or outsource some of
the process to recruitment agencies.
The recruitment industry has five main types of agencies:
employment agencies, recruitment websites and job search
engines, "headhunters" for executive and professional
recruitment, niche agencies which specialize in a particular
area of staffing and in-house recruitment. The stages in
recruitment include sourcing candidates by advertising or
other methods, and screening and selecting potential
candidates using tests or interviews.

Recruitment materials that are seen or heard by

prospective subjects to solicit participation in a study are
considered part of the consent process and must have IRB
∗
approval prior to their use. Below are acceptable
recruitment methods to solicit potential subjects for
research projects. Please describe, using sufficient detail,
one or more of these methods in the appropriate section of
your IRB application. IRB approval is not required for i)
communications intended to be seen or heard by health
professionals (such as ‘dear doctor’ letters that request
referrals), ii)general news story information or iii) publicity
intended for other audiences (such as potential investors).


The Principal Investigator (PI) or co-investigator can recruit
his/her own subjects where the investigator has the right to
access that population. Two general principles define the
right to access:

1) either the investigator knows or is affiliated with the

subjects, (for example, a school principal can
approach students from his/her own school, a
physician can recruit his/her own patients, etc.) or

2) anyone in the general population would have

access to the subjects (for example, the investigator
can send a letter to individuals on a publicly available
list. It is always important for the investigator to err on
caution when deciding whether or not a list is publicly
available. Investigators should call the IRB for
assistance in this scenario).

A. ACCEPTABLE RECRUITMENT METHODS INCLUDE:

Any of the following acceptable methods of recruitment,
including the materials used should receive IRB review
and approval prior to use.

1. Direct advertising may be used for the purpose of

recruiting prospective research subjects. These
advertisements may appear in any of a variety of media
outlets: newspapers, worldwide web, radio, television,
bulletin boards, posters, etc. Investigators should submit
copies of telephone scripts, planned news releases or
public service announcements that ask for volunteers.
Recruitment advertisements should include the
following information as appropriate:
 Brief description of the study (i.e., purpose)
 That the study is research (clinical studies should
not say it is for “treatment”)
 Age restrictions or other qualifications for
eligibility
 Benefits (if any)
 Time commitment
 Compensation (if any is offered – but without
overemphasizing by such means as larger or
bold type)
 Name and address of the investigator or center
doing the research
 Location of the research and name of the person
to contact for further information (it should be
someone who is knowledgeable about the study,
not just a general telephone operator)

Recruitment advertisements should NOT include

the following:
 State or imply a certainty of favorable
outcomes or other benefits beyond what is
outlined in the consent document and the
protocol
 Exculpatory language
 Promise of “free treatment” when the intent is
only to say participants will not be charged for
taking part in the investigation
 Claims, either explicitly or implicitly, about the
drug, biologic, or device under investigation that
are inconsistent with FDA labeling
 Use the terms such as “new treatment,” “new
medication” or “new drug” without explaining that
the article is investigational Information regarding
compensation for participation in a trial offered by
a sponsor to include a coupon good for a
 discount on the purchase price of the product
once it has been approved for marketing.

2. The PI can send a letter to colleagues, asking for

referrals of eligible subjects who are interested in
the study. Communications directed to colleagues
would not require IRB approval, but this method of
recruitment should be stated in the protocol.

3. The PI also can ask physician colleagues to send

out general “Dear Patient” letters describing the
study. The PI may draft the letter with the treating
physician’s signature, but may not have access to
the patient names or the mailing addresses. If the
PI wants the letters to be individualized for the
patients, the personalized information would have
to be entered by the treating physician.

For clinical studies, the treating physician must make the

initial patient contact, not the researcher. If the patient is
interested, then either the patient will contact the PI or,
with the permission of the patient, the PI will be invited to
talk with the patient about study participation.

4. If you are planning to use a business, listserv,

school, agency, etc. to recruit subjects, the IRB will
need to see a letter from that organization giving
the investigator permission to recruit. It is preferred
that the recruitment materials come from the
organization rather than directly from the
researcher.
 5. Other methods may be acceptable. Please contact
the IRB office ([email protected]) for assistance if you are
unsure whether the method will be appropriate.

B. SUBMISSION OF RECRUITMENT MATERIALS:

I. Any marketing and communications material using the

university’s name or logos (for press releases, paid
advertising, study websites, etc.) should follow Saint Louis
University standards. Please contact the department of
University Marketing and Communications for assistance
with the preparation and review of such research
recruitment materials prior to IRB submission. Note that
the IRB must approve the final version of the recruitment
material before it is used.

 Press releases paid advertising, study websites,

etc.
Send to the attention of Miriam Hallazgo, Director
of SLUCare Marketing (phone: 314-977-8684;
email: [email protected]).

 Newslink: If you are submitting an ad via

Newslink, the IRB # should be provided to the
editor with the request for posting. The editor will
notify the IRB office of the request, and we will
verify that the text was IRB approved. For
guidelines on how to submit to Newslink, visit this
website: http://www.slu.edu/x6017.xml

II. All other recruitment materials may be submitted

directly to the IRB. Attach it to a change-in-protocol / for
 information form unless it is a part of a new protocol
submission.

C. REVIEW AND APPROVAL OF RECRUITMENT

MATERIALS:

The original copy of the submitted materials will be

stamped once the subject recruitment materials have been
reviewed and approved by the IRB. It is preferred that the
IRB stamp be visible on replicated copies when possible
(such as flyers, materials for bulletin board posters, etc.).
However, we recognize that not all materials can or will be
duplicated with the IRB stamp (e.g., glossy posters,
newspaper ad, letters sent directly to participants, TV/radio
scripts). In those cases, the IRB recommends that a footer
be included on the bottom of the recruitment materials that
are submitted to the IRB.

Therefore, please note that recruitment materials should be

submitted in one of the following ways:

1. If you will be replicating (making copies of) the original

stamped copy of recruitment materials:

Please include a 2”x2” blank space anywhere on the

original recruitment material for placement of the IRB
approval stamp.

2. If you will not be replicating the original stamped copy of

recruitment materials (because it is not possible to
display the IRB stamp):
 Include a footer on the materials being submitted to
the IRB (when possible). It should include the IRB#
and the version date of the materials (the date the
materials are prepared). If possible, the IRB
approval date of the recruitment materials (once it is
known) should be included on the materials being
distributed.

OBJECTIVES

OF
STUDY

OBJECTIVE OF STUDY
 i. Support the organization ability to acquire, retain
and develop the best talent and skills.
ii. Determine present and future manpower
requirements of the organization in coordination
with planning and job analysis activities.
iii. Obtain the number and quality of employees that
can be selected in order to help the organization to
achieve its goals and objectives.
iv. Create a pool of candidates so that the
management can select the right candidate for the
right job from this pool
v. Attract and encourage more and more candidates
to apply in the organization
vi. Increase the pool of candidates at minimum cost.
vii. Acts as a link between the employers and the job
seekers
viii. Infuse fresh blood at all levels of the organization
ix. Meet the organization's legal and social
obligations regarding the composition of its
workforce.
x. Increase the effectiveness of various recruiting
techniques.
 COMPANY PROFILE

Company Profile
JAIKA MOTORS LTD
PLOT NO.4, VALI TOWERS, INDORA SQUARE, KAMPTEE
ROAD.
NAGPUR - 440 017
Maharashtra
Tata Motors Limited is India's largest automobile
company, with revenues of Rs. 32,426 crores (USD
7.2 billion) in 2006-07. It is the leader by far in
commercial vehicles in each segment, and the
second largest in the passenger vehicles market
with winning products in the compact, midsize car
and utility vehicle segments. The company is the
world's fifth largest medium and heavy commercial
vehicle manufacturer, and the world's second
largest medium and heavy bus manufacturer.

The company's 22,000 employees are guided by

the vision to be "best in the manner in which we
operate best in the products we deliver and best in
our value system and ethics." Tata Motors helps its
employees realize their potential through
innovative HR practices. The company's goal is to
empower and provide employees with dynamic
career paths in congruence with corporate
objectives. All-round potential development and
performance improvement is ensured by regular
in-house and external training. The company has
won several awards recognizing its training
programmes.

Established in 1945, Tata Motors' presence indeed

cuts across the length and breadth of India. Over 4
million Tata vehicles ply on Indian roads, since the
first rolled out in 1954. The company's
manufacturing base is spread across India -
Jamshedpur (Jharkhand) in the east, Pune
(Maharashtra) in the west, and in the north in
Lucknow (Uttar Pradesh) and Pantnagar
(Uttarakhand). A new plant is being set up in
Singur (close to Kolkata in West Bengal) to
manufacture the company's small car. The nation-
wide dealership, sales, services and spare parts
network comprises over 2,000 touch points. The
company also has a strong auto finance operation,
TML Financial Services Limited, supporting
customers to purchase Tata Motors vehicles.

Tata Motors, the first company from India's

engineering sector to be listed in the New York
Stock Exchange (September 2004), has also
emerged as an international automobile company.
In 2004, it acquired the Daewoo Commercial
Vehicles Company, Korea's second largest truck
maker. The rechristened Tata Daewoo Commercial
Vehicles Company has launched several new
products in the Korean market, while also
exporting these products to several international
markets. Today two-thirds of heavy commercial
vehicle exports out of South Korea are from Tata
Daewoo. In 2005, Tata Motors acquired a 21%
stake in Hispano Carrocera, a reputed Spanish bus
and coach manufacturer, with an option to acquire
the remaining stake as well. Hispano's presence is
being expanded in other markets. In 2006, it
formed a joint venture with the Brazil-based
Marcopolo, a global leader in body-building for
buses and coaches to manufacture fully-built buses
and coaches for India and select international
markets. Tata Motors also entered into a joint
venture in 2006 with Thonburi Automotive
Assembly Plant Company of Thailand to
manufacture and market the company's pickup
vehicles in Thailand. In 2006, Tata Motors and Fiat
Auto formed an industrial joint venture at
Ranjangaon (near Pune in Maharashtra, India) to
produce both Fiat and Tata cars and Fiat
powertrains for the Indian and overseas markets;
Tata Motors already distributes and markets Fiat
branded cars in India. In 2007, Tata Motors and
Fiat Auto entered into an agreement for a Tata
license to build a pick-up vehicle bearing the Fiat
nameplate at Fiat Group Automobiles' Plant at
Córdoba, Argentina. The pick-up will be sold in
South and Central America and select European
markets.

These linkages will further extend Tata Motors'

international footprint, established through exports
since 1961. While currently about 18% of its
revenues are from international business, the
company's objective is to expand its international
business, both through organic and inorganic
growth routes. The company's commercial and
passenger vehicles are already being marketed in
several countries in Europe, Africa, the Middle East,
Australia, South East Asia and South Asia. It has
assembly operations in Malaysia, Kenya,
Bangladesh, Ukraine, Russia and Senegal.

The foundation of the company’s growth is a

deep understanding of economic stimuli and
customer needs, and the ability to translate them
into customer-desired offerings through leading
edge R&D. The R&D establishment includes a team
of 1400 scientists and engineers. The company's
Engineering Research Centre was established in
1966, and has facilities in Pune, Jamshedpur and
Lucknow. The ERC has enabled pioneering
technologies and products. It was Tata Motors,
which developed the first indigenously developed
Light Commercial Vehicle, India's first Sports Utility
Vehicle and, in 1998, the Tata Indica, India's first
fully indigenous passenger car. Within two years of
launch, Tata Indica became India's largest selling
car in its segment. The ERC in Pune, among whose
facilities are India's only certified crash-test facility
and hemi-anechoic chamber for testing of noise
and vibration, has received several awards from
the Government of India. Some of the more
prominent amongst them are the National Award
for Research and Development Efforts in Industry
in the Mechanical Engineering Industries sector in
1999, the National Award for Successful
Commercialization of Indigenous Technology by an
Industrial Concern in 2000, and the CSIR Diamond
Jubilee Technology Award in 2004.

The company set up the Tata Motors European

Technical Centre (TMETC) in 2005 in the UK.
TMETC is engaged in design engineering and
development of products, supporting Tata Motors'
skill sets. Tata Daewoo Commercial Vehicle
Company and Hispano Carrocera also have R&D
establishments at Gunman in South Korea and
Zaragoza in Spain.

The pace of new product development has

quickened through an organization-wide structured
New Product Introduction (NPI) process. The
process with its formal structure for introducing
new vehicles in the market brings in greater
discipline in project execution. The NPI process
helped Tata Motors create a new segment, in 2005,
by launching the Tata Ace, India’s first indigenously
developed mini-truck. The years to come will see
the introduction of several other innovative
vehicles, all rooted in emerging customer needs.
Besides product development, R&D is also focusing
on environment-friendly technologies in emissions
and alternative fuels.

Through its subsidiaries, the company is engaged

in engineering and automotive solutions,
construction equipment manufacturing, automotive
vehicle components manufacturing and supply
chain activities, machine tools and factory
automation solutions, high-precision tooling and
plastic and electronic components for automotive
and computer applications, and automotive
retailing and service operations.

True to the tradition of the Tata Group, Tata Motors

is committed in letter and spirit to Corporate Social
Responsibility. It is a signatory to the United
Nations Global Compact, and is engaged in
community and social initiatives on labor and
environment standards in compliance with the
principles of the Global Compact. In accordance
with this, it plays an active role in community
development, serving rural communities adjacent
to its manufacturing locations.

With the foundation of its rich heritage, Tata

Motors today is etching a refulgent future.

Milestones

It has been a long and accelerated journey for Tata

Motors, India's leading automobile manufacturer.
Some significant milestones in the company's
journey towards excellence and leadership.

• 1945 Tata Engineering and Locomotive Co.

Ltd. were established to manufacture locomotives
and other engineering products.

• 1948 Steam road roller introduced in

collaboration with Marshall Sons (UK).

• 1954 Collaboration with Daimler Benz AG,

West Germany, for manufacture of medium
 commercial vehicles. The first vehicle rolled out
within 6 months of the contract.

• 1959 Research and Development Centre set

up at Jamshedpur.

• 1961 Exports begin with the first truck being

shipped to Ceylon, now Sri Lanka.

• 1966 Setting up of the Engineering

Research Centre at Pune to provide impetus to
automobile Research and Development.

• 1971 Introduction of DI engines.

• 1977 First commercial vehicle manufactured

in Pune.

• 1983 Manufacture of Heavy Commercial

Vehicle commences.

• 1985 First hydraulic excavator produced

with Hitachi collaboration.

• 1986 Production of first light commercial

vehicle, Tata 407, indigenously designed, followed
by Tata 608.

• 1989 Introduction of the Tatamobile 206 -

3rd LCV model.

•1991 Launch of the 1st indigenous passenger car

Tata Sierra.
• TAC 20 crane produced.
• One millionth vehicle rolled out.

• 1992 Launch of the Tata Estate.

• 1993 Joint venture agreement signed with

Cummins Engine Co. Inc. for the manufacture of
 high horsepower and emission friendly diesel
engines.

• 1994 Launch of Tata Sumo - the multi utility

vehicle.
• Launch of LPT 709 - a full forward control, light
commercial vehicle.
• Joint venture agreement signed with M/s
Daimler - Benz / Mercedes - Benz for manufacture of
Mercedes Benz passenger cars in India.
• Joint venture agreement signed with Tata
Holset Ltd., UK for manufacturing turbochargers to
be used on Cummins engines.

• 1995 Mercedes Benz car E220 launched.

• 1996 Tata Sumo deluxe launched.

• 1997 Tata Sierra Turbo launched.

• 100,000th Tata Sumo rolled out.

• 1998 Tata Safari - India's first sports utility

vehicle launched.
• 2 millionth vehicles rolled out.
• Indica, India's first fully indigenous passenger
car launched.

• 1999 115,000 bookings for Indica registered

against full payment within a week.
• Commercial production of Indica commences in
full swing.

• 2000 First consignment of 160 Indicas

shipped to Malta.
• Indica with Bharat Stage 2 (Euro II) compliant
diesel engine launched.
• Utility vehicles with Bharat 2 (Euro II) compliant
engine launched.
• Indica 2000 (Euro II) with multi point fuel
injection petrol engine launched.
• Launch of CNG buses.
• Launch of 1109 vehicle - Intermediate
commercial vehicle.

• 2001 Indica V2 launched - 2nd generation

Indica.
• 100,000th Indica wheeled out.
• Launch of CNG Indica.
• Launch of the Tata Safari EX
• Indica V2 becomes India's number one car in its
segment.
• Exits joint venture with Daimler Chrysler.

• 2002 Unveiling of the Tata Sedan at Auto

Expo 2002.
• Petrol version of Indica V2 launched.
• Launch of the EX series in Commercial vehicles.
• Launch of the Tata 207 DI.
• 2,00,000th Indica rolled out.
• 5,00,000th passenger vehicle rolled out.
• Launch of the Tata Sumo'+' Series
• Launch of the Tata Indigo.
• Tata Engineering signed a product agreement
with MG Rover of the UK.

• 2003 Launch of the Tata Safari Limited

Edition.
• The Tata Indigo Station Wagon unveiled at the
Geneva Motor Show.
• On 29th July, J. R. D. Tata's birth anniversary,
Tata Engineering becomes Tata Motors Limited.
• 3 millionth vehicles produced.
• First City Rover rolled out
• 135 PS Tata Safari EXi Petrol launched
• Tata SFC 407 EX Turbo launched

• 2004 Tata Motors unveils new product range

at Auto Expo '04.
• New Tata Indica V2 launched
• Tata Motors and Daewoo Commercial Vehicle
Co. Ltd. sign investment agreement
• Indigo Advent unveiled at Geneva Motor Show
• Tata Motors completes acquisition of Daewoo
Commercial Vehicle Company
• Tata LPT 909 EX launched
• Tata Daewoo Commercial Vehicle Co. Ltd.
(TDCV) launches the heavy duty truck 'NOVUS' , in
Korea
• Sumo Victa launched
• Indigo Marina launched
• Tata Motors lists on the NYSE

• 2005 Tata Motors rolls out the 500,000th

Passenger Car from its Car Plant Facility in Pune
• The Tata Xover unveiled at the 75th Geneva
Motor Show
• Branded buses and coaches - Starbus and
Globus - launched
• Tata Motors acquires 21% stake in Hispano
Carrocera SA, Spanish bus manufacturing Company
• Tata Ace, India's first mini truck launched
• Tata Motors wins JRD QV award for business
excellence.
• The power packed Safari Dicor is launched
• Introduction of Indigo SX series - luxury variant
of Tata Indigo
• Tata Motors launches Indica V2 Turbo Diesel.
• One millionth passenger car produced and sold
• Inauguration of new factory at Jamshedpur for
Novus
• Tata TL 4X4, India's first Sports Utility Truck
(SUT) is launched
• Launch of Tata Novus
• Launch of Novus range of medium trucks in
Korea, by Tata Daewoo Commercial
Vehicle Co. (TDCV)
• 2006 Tata Motors vehicle sales in India cross
four million mark
• Tata Motors unveils new long wheel base
premium Indigo & X-over concept at Auto Expo
2006
• Indica V2 Xeta launched
• Passenger Vehicle sales in India cross one-
million mark
• Tata Motors and Marcopolo, Brazil, announce
joint venture to manufacture fully built buses &
coaches for India & markets abroad
• Tata Motors first plant for small car to come up
in West Bengal
• Tata Motors extends CNG options on its
hatchback and estate range
• TDCV develops South Korea's first LNG-Powered
Tractor- Trailer
• Tata Motors and Fiat Group announce three
additional cooperation agreements
• Tata Motors introduces a new Indigo range

• 2007 Tata Motors launches the longwheel

base Indigo XL, India's first stretch limousine
• Tata Motors' integrated Customer Relationship
Management (CRM)- Dealer Management System
(DMS) initiative crosses the significant milestone of
covering 1000 locations in India and abroad.
• Tata Motors introduces Magic & Winger -
creates new segments in urban and rural
passenger transportation.

Products

Tata Motors owes its leading position in the Indian

automobile industry to its strong focus on
indigenization. This focus has driven the Company
to set up world-class manufacturing units with
state-of-the-art technology. Every stage of product
evolution-design, development, manufacturing,
assembly and quality control, is carried out
meticulously. Our manufacturing plants are
situated at Jamshedpur in the East, Pune in the
West and Lucknow in the North.

Jamshedpur:
Established in1945, the Jamshedpur unit was the
company's first unit and is spread over an area of
822 acres. It consists of 4 major divisions - Truck
Factory, Engine Factory, Cab & Cowl Factories, and
the Novus.

Pune:
The Pune unit is spread over 2 geographical
regions- Pimpri (800 acres) and Chinchwad (130
acres). It was established in 1966 and has a
Production Engineering Division, which has one of
the most versatile tool making facilities in the
Indian sub-continent.

Lucknow:
Tata Motors Lucknow is one of the youngest
production facilities among all the Tata Motors
locations and was established in 1992 to meet the
demand for Commercial Vehicles in the Indian
market.

Uttarakhand
The company has set up a plant for its mini-truck,
Ace, at Pant Nagar in Uttarakhand. The plant will
begin commercial production during the course of
the year.
 Figure 1

Management
Board of Directors
Mr. Ratan N Tata (Chairman)
Mr. N A Soonawala
Dr. J J Irani
Mr. V R Mehta
Mr. R Gopalakrishnan
Mr. Nusli N Wadia
Mr. S M Palia
Dr. R A Mashelkar
Mr. Ravi Kant
Mr. P P Kadle
Mr. P M Telang

Senior Management
Mr. Ravi Kant Managing Director
Mr. Praveen P Kadle Executive Director (Finance
and Corporate Affairs)
Mr. P M Telang Executive Director (Commercial
Vehicles)
Mr. Rajiv DubePresident (Passenger Cars)
Mr. C Ramakrishnan Vice-President (Chairman's
Office)
Mr. Shyam Mani Vice President (Sales and
Marketing) CVBU
Mr. K C Girotra Vice President (Lucknow Works &
FBV)
Mr. R S Thakur Vice President (Finance)
Mr. M V Rajarao Vice President (Manufacturing -
Pune)
Mr. P Y Gurav Vice President (Corporate Finance-
Accounts and Taxation)
Dr. S J Tambe Vice President (Human Resource)
Mr. Zackria Sait Vice President (Technical
Services)
Mr. A M Mankad Head (Car Plant)
Mr. S B Borwankar Head (Jamshedpur Plant)
Mr. S KrishnanVice President (Commercial-PCBU)
Mr. H K Sethna Company Secretary
 Human Resource Manager
(Across India)
Responsibilities:
• Responsible for manpower planning,
recruitment, employee engagement &
retention.
• Ensure the effective implementation of
the Quality System requirements in HR
function.
• Preparation of the yearly budgets &
monitoring of the same.
• Maintain the MIS & respective analysis
related to the same.
• Active involvement in carrying out the
different HR initiatives from time to time.
Requirements:
• Candidate must possess at least a Master
in Business Admin/Post Graduate Diploma
in Business Administration/Post Graduate
Program in Management in
Advertising/Media, Business
Studies/Administration/Management,
Computer Science/Information
Technology,
Finance/Accountancy/Banking, Human
Resource Management, Sales &
Marketing, Others or equivalent.
• Preferred skill(s): recruitment, training, hr
systems.
 • At least 2 year(s) of working experience in
the related field is required for this
position.

RECRUIT PRACTICES & CAREER OPTIONS IN

COMPANY

TATA MOTORS PATTERN

It had 3 rounds:

1.aptitude & Technical written(40+40)=80 q.

2.GD
3.Tecnical & HR Interview.

Cleared all in a single day & it had medical round the

next day. Results declared after few days.

APTITUDE TEST

The test consisted of 2 parts aptitude and technical.

Aptitude part consisted of regular stuff like RC's,
Maths, Analogies Word Meanings etc.
There was negative marking of abt 1/3 mark for
every wrong question.

The maths section of Aptitude consisted of lots of

questions of probability.
I woud suggest that u get all your probability fundas
in place before the test.

Rest all is regular stuff.

English section was relatively the easiest.

Then there was technical section.

U needs to be technically very sound to answer this

question.

Technical questions were really tough and they had

some question from the stuff we study in +2 like ideal
gas equation, vander wals eqn etc.

Bottom line for clearing the test is to give in your best

in aptitude section. Questions in apt are easier and
less time consuming.

GROUP DISCUSSION

After the test there was GD for the students who got
through.

We got to discuss on the topic "Should higher

education in India be privatized"
After GD students who got through were interviewed.

PERSONAL INTERVIEW

There were around 6-7 DGM and AGM’s (Was really

Scary Situation) throwing questions of all sorts at
you.
There were some HR questions in start like Tell us
something about yourself, what does your father do,
would you be comfortable if sent to Places like Pune,
Jamshedpur , Dharwad or Lucknow etc

Then there was some hardcore technical stuff. Most

of the people were asked about their Projects both
while Training and their major projects. Specially, be
very clear about them.

Some people like me were asked about their fav

subject which in my case was quality control and
inspection and i was asked about control charts......
and about engine working.

One amazing thing i found was that all the people

taking interview were really polite and were really
encouraging.
So i would suggest you to be calm and composed, if
u dont know something just potray your ignorance
and they would not mind.
Wrong answers and guesses irritated them.
 RESEARCH

METHODOLOGY
RESEARCH METHODOLOGY

• Type of research is descriptive research

by survey method.

• Primary data is collected from Ketan

Hyundai and secondary data from
company profile, brochures.

• Tool: a structural questionnaire was

prepared to collect information pertaining
to the study.

• Primary data is collected directly by

meeting the Company Employees and
the secondary data is collected by the
company brochures.

SECONDARY SOURCE
Information was collected from secondary
sources such as customer survey,
newspapers advertisements, Automobile
newsletters, etc.
Beside these the use of Internet was also
made in collecting relevant
information.The data collected from the
above mentioned sources has been
adequately structured and used at
appropriate places in the report. The
information gathered included:
Their annual reports.
• Pamphlets.
• Posters.
• Press clippings.
• News releases.
• Newsletters.
• Pictures.
• Exchange schemes.
• Loan fair
DATA ANALYSIS

AND

INTERPRETATION
DATA COLLECTION

A sample size of 20 employees are studied for

this purpose. Employees of different unit
where randomly administrated the
questionnaire.

DATA ANALYSIS

The analysis of data was done on the basis of

unit, age and number of years of experience
and factors.

Analysis was done using the simple average

method so that, finding of the
survey was easily comprehensible by all.
SOURCES OF DATA COLLECTION:
The primary as well as the secondary sources
was used for collection ofdata.In primary
source of data collection the interview
schedule andquestionnaire and opinion survey
were used and in secondary source ofdata
collection relevant records, books, diary and
magazines were used.Thus the source of data
collection were as follows:

PRIMARY
SECONDARY

1. Interview schedule
1. Diary
2. Questionnaire
2. Books
3. Opinion Survey
3. Magazines
4. Other records

I have used structural interview schedule,

questionnaire and opinion survey or collection
of data from primary source. Interview
schedules were used for workers clerical ,
category and questionnaires were used for
supervisory and executive cadre and opinion
survey was used to know the technology,
perceptions, thoughts and reactions of the
executives, employees/workers and trade
union members of the organization.

I have used the secondary source like diary,

books, magazines and other relevant records
for collection of data to know about the
industry as well as the respondent.

DATA TYPE

Primary as well as secondary data was

collected.

RESEARCH APPROACH

Conducting a field survey did a subjective

assessment of the qualitative data. The
research method used was that of
questionnaire & interview for primary data &
an extensive literature survey for secondary
data.

RESEARCH INSTRUMENT

The questionnaire was used as the primary

instrument for the collection ofprimary data
which contained open-ended questions to
chance response. Inaddition the personal
interview method was employed to draw out
answersto subjective questions, which could
not be adequately answered throughthe use
of questionnaire.
 FINDINGS

FINDINGS

1. Under recruitment Procedures Requisition

System is
incorrect because the replacement does not
require fresh approval, unless it is in place
of termination
.
2. The data banks are not properly
maintained.

3. The dead bio-data are never being

destroyed.

4. Proper induction is not given to all the

employees. It reserves to only a few levels.

5. Salary comparison is not justifies. Old

employees are demoralized by getting less
surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully

computerized.

8. Manpower’s are recruited from private

placement consultancy, who are demanding
high amount of fees, where as HRD
Department is not fully utilized to recruit
manpower by advertisement.

9. Before recruitment cost benefit analysis

is not done properly. It causes manpower
surplus which makes loss in the industry.
Manpower is recruited from reliable source
however efficiency does not recognized.
 CONCLUSION

CONCLUSION
Studying the recruitment procedures of TATA
MOTORS ., analyzing the respondents
answers, opinion survey and date analysis the
researcher came to a conclusion that BHEL is
a growing Company. It has a separate
personnel department which is entrusted with
the task of carrying out the various efficiently.
The business of BHEL is carried on in a very
scientific manner. In the saturation point of
business it need not waste the time to
diversify into the another business.
Management understands the business game
verywell.At the time of difficulty it takes
necessary action to solve the problem. Now
the personnel department of TATA MOTORS
is in infancy stage. It always try to modernize
the department. It strongly believes in
manpower position of the organization
because it knows in the absence of ‘M’ for
man all ‘Ms’ like money, material, machines,
methods and motivation are failure. It always
tries to develop the human resources. In the
absence of right man, material, money,
machines all things will not be properly
utilized. So it always recruits manpower in a
scientific manner.

SUGGESTIONS
SUGGESTIONS

1. The Data Banks should be computerized.

2. The dead CVs should be destroyed.

3. Each level of employee should be formally inducted and

introduced to the Departmental Head. If not all levels, at

least Asst. Manager and above category of employees.

4. Salary comparison should be seriously done to retain the

old employees. 5. Proper salary structure to be structured

to attract people and make it tax effective.

6. Cost benefit analysis should be alone before creating a

position or recruitment of manpower.

7. Recruitment process should be fully computerized.

8. External source should be given equal importance with
internal source. By which new brain will be inducted in the
company with skill, talent, efficiency etc.. Manpower
planning should be followed before recruiting.

LIMITATIONS OF STUDY
LIMITATIONS OF STUDY

i. Speaking as an enlisted military member,

the limitations of recruitment are far and
few in between. Those that do exist
however can be pretty major set backs to
the organization recruiting individuals to
its mission. The biggest set back is that
the pool of candidates to choose from is
going to be extremely limited by the
availability and resourcefulness of the
recruiters actually performing this task.
ii. In addition to that, the "lowest common
denominator" will always present itself in
recruitment processes. That is to say that
individuals of all backgrounds,
intelligence, skills and experience will be
part of the candidate pool, so a
recruitment program must be curved
down (and limited) to a specific point of
minimum desirability.
BIBLIOGRAPHY
 BIBLIOGRAPHY

•Internet
•Magazine
Overdrive

Business Today

Newspapers

•Books
Human resource management-P.subba rao
Human resource management-rakesh.k.chopra
•Website
www.scribd.com

www.google.com
www.managementparadise.com

www.wikipedia.com

ANNEXURE
Questionnaire

1. what is the poison’s ratio?

2. When boiler bursts, whom u would inform?
3. Modular ratio?
4. Envelope of damped free vibration?
5. A ball with a mass M is falling on to the
ground with some velocity V1 and rising with
velocity V2. Find the impulse?
6. Contd... For 5th problem. When time of
contact is given then force exerted on the
ground.
7. Two masses are connecting with string on
to pulley coefficient of friction of mass m1 is
given and also m1 and m2 are given. Find the
relation b/n m1 and m2, to make m2 move
downwards
8. In a damped free excitation system
maximum amplitude occurs
1. Before resonance b. after resonance
9. Questions on set screws?
10. A four bar link mechanism is given with
moment m acting on crank and also a force
given at crank end. Find the reaction at
hinged end of crank.
11. Deflection due to self weight of a uniform
rod of diameter D and unit density and length
is given.
12. The type of key used in wrist watch?
13. Bending stress is proportional to….? Ans).
Section modulus
14. The hypoid gears are …. Ans). Non
intersecting non parallel gears.
15. Hollow cylinder of outer D0 is given find
the diameter of solid cylinder for the same
material and same torsional strength. ?
16. Principle plane is?
17. Two masses are resting on a inclined
plane with 30 degree angle and the two
masses are welded with weightless rod and
coefficients of friction is given. Find the
common acceleration of a two masses.
18. Two masses are of different weights
smaller one is placed on the bigger mass. If
the force is force is acting on bigger mass
given find the acceleration of smaller mass.
19. Stress on minor diameter of bolt when bolt
is subjected to longitudinal force.
20. No of independent elastic constants
required for isotropic material?
21. Pitch of the bolt of 30 mm metric thread
dia meter is?
22. The ratio of natural frequency on earth to
moon?
23. Upper portion of set screw is given fig
shown and asked which type of set screw is?
24. Efficiency of screw jack formula?
25. Which of the parts given is harder one?
Ans a). Inner case b) outer case like
that?
26. Max efficiency of screw jack formula?
27. Given some c/s of different types which is
having more torsional strength?
28. Max principle stress theory is valid for
which material?
29. Efficiency of riveted joints of different
types has given which is having max
efficiency?
30. If the roots are real then which type of
vibrations will occur in damped systems?
31. Problem on transmissibility?
32. When the disc is rotating on which on man
is standing at the edge then what is the
possibility of increase in speed of the disc?
A).man moves towards centre b) out ward?
Like that
33. What is the principle behind the collisions
of ball? Which is related to Q.7? Ans constant
linear momentum.
34. Find the elongation of the bar due to self
weight
35. Problem on the cantilever deflection
36. Problem on the two blocks connected by
string one is on table and on is hanging from
the pulley…mechanics’ problem
37. Ratio of the tension of the band block
breaks
38. Max and normal efficiency of the power
scew
39. What is Monel metal
40. For which material max normal stress
theory is used
41. Efficiency of the riveted joints
42. Coefficient of friction for the greased ball
bearing
43. Which key is used in wrist watch
44. Bending stress is proportional to 1.
Directly/inversely proportional to section
modulus
45. Find the width of the strongest beam that
can be cut of cylindrical log of wood whose dia
is ‘d’
46. if the phi is friction angle then which of the
following can not be the value of the tan(phi)
a) 0 b) 1.5 mu etc. ans is 0
47. Problem on the transmissibility …to
calculate dynamic amplitude
Tata Motors is the largest commercial vehicle
manufacturer in the country and among the
top ten commercial vehicle manufacturers in
the world. It is the only company in the
country having a significant presence in the
commercial vehicle as well as passenger car
segments.
People who like their work, like working with
TATA
MOTORS, the company that offers you MORE
CAREER PER CAREER.