A

Summer Training Report

On

“ A Study Of Recruitment Process”

At

Munjal Kiriu PVT Ltd

Submitted in partial fulfillment of the requirement for the degree of

Bachelor of Business Administration (BBA)

Session: 2021-2024

Submitted To: Submitted By:

M. D. University Deepu
Rohtak BBA 5th Semester
Roll No: 22048
Uni. Roll ..…………

Kedarnath Aggarwal Institute of Management, Charkhi Dadri

(Affiliated to M.D. University, Rohtak)

 INDEX
CONTENTS PAGE NO.

 Preface 3

 Acknowledgement 4
 Certificate 5

1. Introduction 6
2. Introduction of Industry 7
3. Introduction to the company 10
4. Introduction to the topic 14

5. Significance of the Study 16

6. Review of Literature 28

7. Research Methodology 31
Objectives of The Study

4. Data Anylase And Interpretation 33

 Findings 57
 Limitations 59

 Conclusion 60
 Bibliography 62
 Annexure 63

• Questionnaire

• Any other (Like tables, balance sheet etc.)

 PREFACE

Summer training is an integral part of our study. All students used to go

for summer training in an industrial and commercial organization. The
main objective behind summer training is to arrange an exposure to
actual functioning of the real atmosphere surrounding the organization.
There are many aspects which are more complex in practical, and their
treatment is possible only through bookish knowledge. I did my summer
internship at munjal kiriu Pvt. Ltd., Gurgaon to understand
“Recruitment Process”.
It is very helpful in improving my skill of research and analysis. The
confidence and experience which I get from summer training would be
beneficial for me in future because now I have broad idea about the
recruitment process. Also, the challenges which arises in path of
recruitment and selection are well known to me. In this summer training
I have conducted a survey and find out some relevant information which
later is appreciated by the managers of Munjal Kiriu Pvt. Ltd.
 Acknowledgement
I wish to express my sincere thanks to Dr. Supriya Dhillon (Director of KAIM) for sharing
valuable experience and suggestions regarding preparation of report and showing me an actual path
at the end of which a sure success is waiting for me. They help me at each and every difficulty
whichlies in making this report. I would like to thank Mr. Deepak yadav who inspire me to learn
something new and which is out of the box. Also, sir share his experience with us and provide us
an opportunity to gain some practical knowledge about the HR.
I would like to thank Munjal Kiriu Pvt. Ltd., Gurugram for letting me do the internship at their HR
Division. I’d like to thank all mentors at munjal kiriu for keeping me under their supervision and
provide me with all the necessary information which has helped me in the completion of this
report. I would also like to thank all the officials of Munjal Kiriu Pvt. Ltd. HR Department for
allowing me to be an internship at their organization and help with necessary information.
 CHAPTER – 1
INTRODUON

Munjal Kiriu Industries Private Limited is a Joint Venture Company formed by Hero Motors
Limited, a well renowned company of Hero Group in India and Kiriu Corporation and
Sumitomo Corporation, well renowned companies of Sumitomo Group in Japan in 2010 to
manufacture Brakes Discs, Brakes Drums, Cylinder Block, Pressure Plate, Brake Plate and
Steering Knuckles for automotive original equipment manufacturers viz. Maruti Suzuki India
Limited, Honda Cars India Limited, Renault Nissan Automotive India Private Limited etc. in the
Indian and overseas market.The company also capture approx. 80% of Indian Market in the Non-
Automotive Products viz Crankcase which needs to be used for manufacturing of compressors
for refrigerators, washing machines, air conditioners etc. in India and Overseas.
Pursuant to the demerger of Hero Motors Limited through Scheme of Arrangement in 2016,
some undertaking of Hero Motors Limited has been transferred to Hero Cycles Limited along
with the shareholding of Munjal Kiriu Industries Private Limited. Hence, this JV exist under the
brand of Hero Cycles Limited along with Kiriu Corporation and Sumitomo Corporation
currently.
Kiriu Corporation, established in 1906, 100% subsidiary of Sumitomo Corp, has emerged as
world class supplier for Disc & Drum and owns highly facilitated R&D setup for design &
development of Brakes. Kiriu Corporation has diversified its business in various countries in the
world viz Japan,China, Korea, Thailand, Indonesia, Mexico, USA & India with aggregated sales
turnover of INR 2800 Crores.
The Company made an investment of INR 450 Crores in its plant at Manesar, Haryana (India),
60km from Delhi and INR 160 crores in another plant in Vithalapur Gujarat. .Both plants are
wellequipped with state-of-art foundry having Disa-Matic moulding line, compatible sand plant
withsand multi controller, dual track induction melting furnace and online shot blasting machine.
This alliance is a strategic move to focus on high technology, high quality and high precision
automotive manufacturing for the enjoyment of ultimate consumer.

COMPANY HISTORY :
 Hero, the brand name synonymous with two-wheelers in India, is a multi-unit, multiproduct,
geographically diversified, Group of Companies - the reflection of the steely ambition and
indomitable grit of the Munjal Family.Hero began its journey around five decades ago. Munjal
Brothers, the founders of the Hero Group, started out in 1956 in business of bicycle components,
and then complete bicycles.Like every success story, Hero's saga contains an element of spirit
and enterprise; of achievement through grit and determination, coupled with vision and
meticulous planning.

Hero Group ranks among the Top 10 Indian Business Houses comprising 20 companies, with a
turnover of More than US$ 4.5 billion . The Group and its management have acquired a number
of accolades and achievements over the years. The management style of the Hero Group has
been acclaimed internationally by leading management institutions like INSEAD (France).
London Business School, UK, has done a study on the Group as a Model of Entrepreneurship.
Based on a world-wide study, the World Bank has acclaimed Hero Cycles as a role model in
vendor development.The Hero Group's strengths include engineering capability; relevance and
salience of the Hero brand; a widedistribution network; management's commitment to quality;
and experience in handling large volume production and distribution.
MoreAboutHero

KIRIU was founded in 1906 as a manufacturer and distributor of machines for textile
preparation. The hundred years since our establishment have transformed us into a machine tool
manufacturer, and in turn we've become a maker of automotive components. Currently we
provide comprehensive services from planning, design and development to the manufacture of
brake disks and drums, and even to the machining ofsuch components. Thus we are truly
becoming "a world-class specialized brake disk/drummanufacturer."

We have in recent years transplanted to our global hubs the wealth of technology and know-how
we've accumulated Japan under the "IKKI-SEISAN" philosophy. Thus we've implemented a
system that provides "KIRIU quality"-a hallmark of uniformity and consistency-in our factories
all over the globe. We count as customers many automobile manufacturers and brake system
manufacturers worldwide, offering them a range of technical solutions that anticipate the needs
of the marketplace.

To fulfill & exceed the requirements of our internal & external customers, we arecommitted to
achieve excellence in quality and manufacturing of castings & machined components and follow
best global standards. We have an environment where each employee contribute to all aspects of
our business process. It is our endeavor to create a culture of “TOTAL QUALITY” where
continual improvement of our people, processes andproducts becomes way of life.
Facts Sheet
Basic Information
Nature of Exporter and Manufacturer
Business

Additiona
lBusiness Distributor

Company CEO Munjal Kiriu

Year of
1956
Establishment

Legal Status of
Firm Limited Company (Ltd./Pvt.Ltd.)

Annual Turnover Rs. 100 - 500 Crore

Statutory Profile
Import
Expor 05070*****
tCode (IEC)
GST No. 06AAFCM1839D1ZQ

CIN No. U34200HR2007PTC07364

2

Hero & Kiriu Joint Venture

• October 2006 : SOP as Hero Motors Limited – FCU

• June 2007 : MoU with Kiriu & Sumitomo
• July 2007 : Incorporated as 'Hero Kiriu Industries Private Limited' on 27-Jul-07 and
rechristened to Current name on 27-Aug-07
• December 2007 : JV Agreement & Technical Assistance Agreement Signed HeroMotors
Limited, a part of Hero Group(India) and Kiriu Corporation, a Company in Sumitomo
Group of Japan have Formed a Joint Venture Company, Munjal Kiriu
 Industries (P) Ltd. to manufacture Brakes Discs, Brakes Drums, Cylinder block, Pressure
plate, Brake plate and Steering Knuckles for automotive original equipment manufactures
in the Indian and overseas market. The New Company is investing Rs.250 Crore in the
plant at Manesar, Haryana (India), 60km from Delhi and is equipped with state-of-art
foundry having Disa-matic moulding line, compatible sand plant of 80T/Hr with sand
multi controller, dual truck induction melting furnace and online shot blasting machine.
This alliance is a strategic moveto focus on high technology.
Company’s Objective:
• Dependents of deceased employees

• Retirements

External Recruitment: -
External recruitment seeks applicants for positions from sources outside the company. The
various external methods include: - • Professional or Trade Associations
• Advertisements

• Campus Recruitments

• Walk-in, Write-in and Talk-in

• Consultants

• Headhunters

• Radio, Television, and Internet

SELECTION
Selection process is a decision-making process. This step consists of a number of activities. A
candidate who fails to qualify for a particular step is not eligible for appearing for the subsequent
steps. Employee selection is the process of putting right men on the right job. It is a procedure of
matching organizational requirements within the skills and qualifications of the people. Effective
selection can be done only where there is effective matching. By selecting best candidate for the
required job, the organization will get quality performance of employees. However, organization
will face less absenteeism and employee turnover problems. By selecting right candidate for the
job, organization will also save time and money. Proper screening of candidates takes place
during selection procedure. All the potential candidates who apply for the given job are tested.

SELECTION PROCESS

Preliminary Test or Interview: -

The applications received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview, the purpose of which
is more or less the same as scrutiny of application. Scrutiny enables the HR specialists to
eliminate unqualified job seekers based on the information supplied in the application forms.
Selection Test: -
Job seekers who pass the screening and the preliminary interview are called for test. Different
types of tests may be administered, depending on the job and company. Generally, tests are
usedto determine the applicant’s ability, aptitude and personality.
Here are some tests, which are usually taken by most of the organizations: -
• Ability Test

• Aptitude Test Intelligence Test

• Interest Test

• Telephonic Interview

• Reference Check: -
Many employers request names, addresses and telephone numbers of references for the
purposeof verifying information and gaining some additional background information of
applicant. Although references are not usually checked until an applicant has successfully
reached the fourth stage of a sequential selection process. When the labor market is very tight,
organizations sometimes hire applicants before checking references.
• Selection Decision: -
After obtaining information through the preceding steps, selection decision is next step, which is
most critical of all steps. The other stages in the selection process have been used to narrow the
number of the candidates. The final decision has to be made the pool of individuals who pass the
tests, interviews and references checks. The view of the line manager will be generally
considered in the final selection because it is he who is responsible for the performance of the
new employee. The HR manager plays a crucial role in the final selection.
• Physical Examination: -After the selection decision and before the job offer is made,
the candidate is required to undergo a physical fitness test. A job offer is often
contingent upon the candidate being declared fit after the physical examination. The
results of the medical fitness test are recorded in a statement and are preserved in the
personnel records. There are several objectives behind this test.
 • Job Offer:
The next step in the selection process is job offer to those applicants who have crossed all the
previous hurdles. Job offer is made through a letter of appointed. Such a letter contain a date by
which the appointee must report on duty. The appointee must be given reasonable time for
reporting. The company may also want the individual to delay the date of reporting on duty. If
the new employee’s first job upon joining the company is to go on comp any until perhaps a week
before such training begins.
• Contract of Employment: -

There is also a need for preparing a contract of employment. The basic information that should
be included in a written contract of employment will vary according to the levels of the job. This
contract mainly contains: -

• Job Title
• Duties for which the employee responsible
• Date when continuous employment starts and the basis for calculating service.
• Rate of pay, allowance, overtime and shift rates, methods payments.
• Hours of work including lunch break.
• Holiday arrangements. • Paid holidays per year
• Public holidays etc.
Difference between Recruitment and Selection: -

• Recruitment is the process of searching for prospective candidates and motivating them to
apply for job in the organization. Whereas selection is a process of choosing most
suitable candidates out of those, who are interested and qualified for job.
• Recruitment is prior to selection. It creates proper base for actual selection. Selection is
next to recruitment.
• In recruitment services of expert is not required. Whereas in selection, services of expert
are required.
• Recruitment is not costly. Expenditure is required mainly for advertising the post.
Selection is a costly activity, as expenditure is needed for testing candidates and conduct
of interview.
 • Recruitment is a positive function in which interested candidates are encouraged to
submit application. Selection is a negative function in which unsuitable candidates are
eliminated and the best one is selected.
Sources of Recruitment: -

Internal Sources: -

Present Permanent Employee

The company considers the candidates from their sources for telecom industry because
a). Availability of most of suitable candidates
b). The policy of the organization is to motivate the present employees.

Retired Employee
Generally, the organization takes the candidates for the employment from the retired employees
due to obligations. Sometimes the company re-employee the retired employees as a token of
their loyalty to the organization.
External Sources: -
 •Newspaper
Whenever there is recruitment in the company, it will be advertised in the newspaper. Since only
the newspaper is the source of reaching the information to all the people.
•Internet
Internet is the modern mode of recruitment. If a company want to fill a vacancy through the
external source, then internet is the best option to choose.

•Radio and Television

After newspaper and internet, Radio and Television are good source to deliver message fast and
in a wide range. The people who don’t use internet or read newspaper can easily get information
through radio and television.
Reasons for selecting the sources: -

1. Referrals: -
• Referrals are the existing employees working in the same organization. CBRE South
AsiaPvt. Ltd. Select referral as their source since it is an economical way of
recruiting.
• This is also a faster mean of recruitment.
• In case of emergency to place an employee in a particular position can be done easily
through referrals.
2. Newspapers: -

• Newspaper is a media through which information can be spread all over the country.
• Job seekers are able to get information about the vacancies through newspapers.
• Newspapers are cost effective.
• Coverage is high.
3. Internet: -

Internet is a modern source used for recruiting the candidates.

Internet is selected as a source of recruitment as it is fastest source.
FACTOR AFFECTING
Factors that are considered while recruiting in Munjal Kiriu Pvt. Ltd. are as follows: -

• Determining the characteristic that differentiate the people as most important to

performance.
• Measuring those characteristics.

• Deciding who should make the selection process.

• Time effective and economical.

Internal Factors: - Recruitment Policy: -

• The recruitment policy of an organization satisfies the objectives of the recruitment and
provides a framework for the implementation of recruitment strategy. It manly involves
organizational system to be developed for implementing recruitment strategies and
procedures by filling up vacancies with best qualified people. The recruitment policies of
an organization are affected by the following factors: -
• Organizational Objectives

• Personnel Polices of the organization

• Government policies on reservation.

• Preferred sources of recruitment

• Need of the organization

• Recruitment cost and financial implications.

Human Resource Planning: -

Effective human resource planning helps in determining the gaps present in the existing
manpower of the organization. It also helps in determining the number of employees to be
recruited and what qualification they may possess.
Size of the Firm: -
The size of the firm is an important factor in recruitment process. If the organization is planning
to increase its operations and expands its business, it will think of hiring more personnel which
will handle its operations.

Growth and Expansion: -

Organization will employ or think of employing more personnel if it is expanding its operations.

External Factors: -

Supply and Demand

The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more professionals and
there is limited supply in the market for the professionals demanded by the company, then the
company the company will have to depend upon internal sources by providing them special
training and development programs.

Labor Market
Employment conditions in the community where the organization is located will influence the
remaining efforts of the organization. If there is surplus of the manpower at the time of
recruitment, even internal attempts at the time of recruiting like notice board display of the
requisition or announcements in the meeting etc. will attract more than enough applicants.

Socio and Political Factors

Various government regulations prohibiting discrimination in hiring and employment have direct
impact on recruiting practices. If government introduces legislations for reservation in
employment for scheduled castes, scheduled tribes, physically handicapped etc. It became an
obligation for the employer. Also trade union play an important role in recruitment. This restrict
management freedom to select those individuals who it believes would be best performers.

Competitors
The recruitment polices of the competitors also affect the recruitment function of the
organization. To face the competition, many a times the organization has to change their
recruitment policies according to the policies being followed by the competitors.
Selection Process: -
General criteria that are followed during the process of selection in Munjal Kiriu Pvt. Ltd.

Internal Selection
 • The candidates who are selected internally need not to go for the selection test. The
company already knows the ability of the employee.
• Some criteria followed in internal selection are as follows: -
• The revenues the existing employee made

• His efficiency

• The employee’s technical ability

• Work experience of the employee

• During the selection internally is cost effective

• Time is not wasted

External selection
The selection process in company refers to the person come through external source of
recruitment must undergo the below selection process. This selection process has a series of
hurdles which the applicants have to go through.
Technical Test and Interview: -
The test refers here is Technical Test. Munjal Kiriu Pvt. Ltd. conduct test for the qualified
candidates after they are screened based on the application banks, so as to measure the
candidate’s ability in technical side. Also, the short-listed candidates are supposed to go through
the technical interview in which the technical knowledge of the candidate is checked. The
candidates who crack this interview must go through the panel interview.

Panel Interview: -
This is an interview where the panel members will interview the candidate. Here the real
capacity of the applicant will be revealed. A series of questions will be asked as quickly
as possible, and the applicant must satisfy the panel members through his answers.

Direct Interview: -
This is the final round of the entire selection process. In this round the personal details of the
candidates are asked, like his expectation towards the company will be known and according to
applicants attitude the job the applicant will be selected
Medical: -
• After the final interview the applicants who have crossed, the above stages are sent to
physical examination either to the company physician or to a medical officer approved for
the purpose. Such examination serves the following purposes:
• It determines whether the candidate is physically fit to perform the job. Those who are
unfit are rejected.
• It reveals existing disabilities and provides a record of the employee’s health at the time
of selection. This record will help in settling company’s liability under the Workmen
Compensation Act for claim for an injury.
• It prevents the employment of the people suffering from contagious diseases.
• It identifies candidates who are suitable to require for specific jobs due to physical
handicaps and allergies.
 CHAPTER - 2

Review Literature
Korsten (2003) and Jones et al. (2006)
According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment, and psychometric examinations as employee selection process. They further stated that
recruitment process may be internal or external or may also be conducted online. Typically, this
process is based on the levels of recruitment policies, job postings and details, advertising, job
application and interviewing process, assessment, decision making, formal selection and training
(Korsten 2003). Jones et al. (2006) suggested that examples of recruitment policies in the healthcare,
business or industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives.

Alan Price (2007)

Alan Price (2007), in his work Human Resource Management in a Business Context, formally
defines recruitment and selection as the process of retrieving and attracting able applications for the
purpose of employment. He states that the process of recruitment is not a simple selection process,
while it needs management decision making and broad planning in order to appoint the most
appropriate manpower. There existing competition among business enterprises for recruiting the most
potential workers in on the pathway towards creating innovations, with management decision making
and employers attempting to hire only the best applicants who would be the best fit for the corporate
culture and ethics specific to the company (Price 2007). Hiltrop (1996)Hiltrop (1996) was successful
in demonstrating the relationship between the HRMpractices, HRM-organizational strategies as well
as organizational performance. He suggests the managers need to develop HR practices that are more
focused on training to achieve competitivebenefit.
Bratton & Gold (1999) In the opinion of Bratton and Gold (1999), recruitment and selection
practices are essential characteristics of a dialogue driven by the idea of “front-end” loading
processes to develop the social relationship among applicants and an organization. In this
relationship, both parties make decisions throughout the recruitment and selection, and it would be
crucial for a company to realize that high-quality job seekers.

Taher et al. (2000)Taher et al. (2000) carried out a study to critique the value-added and nonvalue
activities in a recruitment and selection process. The strategic manpower planning of a company,
training and development program, performance appraisal, reward system and industrial relations,
was also appropriately outlined in the study. This study was based on the fact that efficient HR
planning is an essence of organization success. In other words, value-added and non- value-added
activities associated with a company’s recruitment and selection process impacts its role in creating
motivated and skilled workforce in the country (Taher et al. 2000).

Some main aspects behind this study are as follows: -

• To analyze the actual recruitment process in Munjal kiriu Pvt. Ltd.

• To find whether the existing processes of recruitment process are taking place
scientificallyor not.
• To review the importance and needs of recruitment process
 To study the level of job satisfaction in the organization The human resource management activities
are considered one of the most important activities that have an impact on companiesand among
these activities we will review inour review these are related to recruitment and selection activities to
try to clarify theseactivities more and to stop the most important practices used in recruitment
processes and the selection to review through our review what came in many of the research papers
Documented and published in publishing magazines andwebsite
The recruitment process aims to provide the best elements with excellent qualifications and
qualifications. The importance of the recruitment process to the Human Resources
Department is to prevent hiring the wrong person, who may cost the organization very much.

Away from the salaries and incentives offered, the process of employing an inappropriate and
effective component may cost larger losses based on the decisions and activities wrongly practiced.
Therefore, this process is one of the most important processes for managing
human resources and for the company as a whole. Whereas the selection process is the process that
aims to select the best and most suitable donor for the job. Taking into consideration the conditions
necessary in this process and adopting the principle of justice, equality and equal opportunities for
all candidates, and that selection be made on the basis
of merit and merit, and there must be a type of control when selecting employees, as the rightperson
is in the right place. Based on the foregoing, recruitment and selection processes are among the
most important topics that we need to study and care about, and therefore I chosethis topic because
of its importance, trying to provide information of its importance through my review of some of the
studies published .

Internal Recruitment

This is for those people who are already working in the organization; the HR people publish the circular on
notice board and online portal to invite the deserving employees to participate in the interview via they can
also upgrade their position level and avail their career growth. In this case, employees refer their resume
personally and sometimes by their internal communication portal. This process may not be followed in all
companies and organizations, for example in the study (Sintheya Rahman 2011). Some of the advantages of
internal hiring have been mentioned. We review what each of Stonner, Freeman and Gilbert (2000)
identified three advantages of an organization policy to recruit from within. First, individuals recruited from
within are already familiar with the organization and its members, and this knowledge increases the
likelihood that they will succeed. Secondly, a promotion from within policy fosters loyalty and inspires
greater effort among organization members. Finally, it is usually less expensive to recruit or promote from
within than to hire from outside the organization. Certain disadvantages to internal recruitment were also
recognized. It limits the pool of available talent. In addition, it reduces the chance that fresh view points
will enter the organization, and it may encourage complacency among employees who assume seniority
ensures promotion.

External Recruitment
From other organization/company/institute or fresh graduate people this process is applicable, step by step
selection and recruitment process is shown (Bushra Bintey Mahbub 2020). Many vacancies are filled from
outsiders. Even when an company own candidates if transferred or promoted elsewhere in the company
there comes a vacant position, which should be filled externally. (Ayesha Yaseen 2015) The process below
shows how groups of candidates are created from different sources. It is impossible to gather all candidates
from a different category and experience using only one source. These sources have proven to be very
useful and effective for finding the right number of people who are able.

Preliminary Steps for Recruitment:

There are some issues which are controlled by the administration of the company during the recruitment process.
These are given below:

1) Requisition: Whenever recruitment is needed the respective department informs the HR Operations about
their vacancy position and thus the HR starts their activities.

2) Timing: The HR Operations department usually gets 60 days to recruit and select a candidate. This time is not
specified by the respective department in which a vacancy has been opened. Time period is totally controlled by
the HR Operations.

3) Types of Contact: Qualification needed to perform the job is provided to the HR operation by the
respective department to make the recruitment process more efficient.
 Chapter - 3

Research Methodology
Research is defined as human activity based on intellectual application in the investigation of
matter. The primary purpose for applied research is discovering, interpreting and developments
of methods or system for the advancement of human knowledge on wide variety of scientific
matters of our world and the universe. Research can use the scientific methods but need not todo
so. Scientific research relies on the application of the scientific method, a harnessing of curiosity.
This research provides scientific information and theories for the explanation of the nature and
the properties of the world around us. It makes practical application possible. Historical research
is embodied in the historical method. Scientific research can be subdivided into different
classification according to their academic and application disciplines.

Characteristics of Research Methodology

The main aspects behind the research methodology are to analyze the recruitment and selection
process of Munjal Kiriu Pvt. Ltd. and review HR policies pertaining to recruitment and
selection.

DATA COLLECTION: - Research

Design: -
Research design is the framework of research methods and techniques chosen by researcher. The
design allows researchers to home in research methods that are suitable for the subject matter
and set up their studies up for success. Proper research design sets your study up for success.
Successful research studies provide insights that are accurate and unbiased. You will need to
create a survey that meets all the main characteristics of a design. There are four types of
research design descriptive, correlational, comparative, and experimental research design.
•In this report we have used Descriptive research
designSources of data collection: -
In this research the primary as well as the secondary sources are used for collection of data.

• Primary Data: - Primary data involves the collection of data that does not already exist.
This can be through numerous forms, including questionnaires and interviews amongst
others.
• Secondary Data: - Secondary data involves the summary, collection, and synthesis of existing
data rather than primary data, where data are collected from, for example, research subjects or
experiments. Some sources of data collection are as follows: -
•PRIMARY: -
Interview Schedule
• Questionnaires
 • Observation Methods

• Discussion

SECONDARY: -
• Company Records

• Other Record

Sample Size - 100

Time Duration – 10 July 2023 to 10 September 2023

Objective of the interview:

• To know the information about the candidates.

• To provide the candidates with the facts of the job and the organization.

• To judge the suitability of candidates to the job.

• To see the inner self and feelings of the candidates.

 Chapter – 4

DATA ANALYSIS
1) Which of the source of recruitment and selection are used in Munjal Kiriu Pvt. Ltd.?

• Internal

• External

• Both

Table 1
Option Internal External Both Total

Response 3 7 20 30

Percentage 10% 23% 67% 100%

•
Interpretation: -
It was found that about 67% of requirement and selection is done by both internal and external
sources while external sources are used 23% and only 10% are in favor of internal sources.
Employees are hired mostly from external sources like job portals, consultancy etc.
 2) Which of the following sources are used for recruitment in Munjal Kiriu Pvt. Ltd.?

• Advertisement

• Internet

• Campus Drives

• Consultancy All of the above

Table 2
Option Advertisement Internet Campu Consultanc All Total
sDrives y ofthe
Above
Responses 14 7 3 4 2 30
Percentage 47% 23% 10% 13% 7% 100
%

Interpretation: -
It was found that 47% of the employees are recruited through the advertising and 23% of the
employees are selected by the internet followed by consultancy with 13% and campus selection
with 10%. Advertisement and internet are the major sources which provide eligible candidates
for hiring in Munjal Kiriu Pvt. Ltd .
Source : primary and secondary source
 3) Which of the following recruitment and selection is used in Munjal Kiriu Pvt. Ltd.?

• Centralized

• Decentralized

Table 3
Options Centralize Decentralized Total
d
Responses 6 24 30

Percentage 20% 80% 100%

Interpretation: -
It was found that recruitment is decentralized. However, for higher positions of employment the
recruitment is centralized. Recruitment is decentralized as well as centers of Munjal Kiriu Pvt.
Ltd. recruit their employees according to the number of vacancies available in the respective
centers.
 4) Which of the following methods does Munjal Kiriu Pvt. Ltd. uses during selection?

• Written

• GD

• PI

• GD &
PIAll
Options Written GD PI GD & All Total
PI
Responses 1 4 9 14 2 30
Percentag 3% 13% 30% 47% 7% 100%
e

Interpretation: -

It was found that 47% of selection is done by Group Discussion & Personal Interview. However,
Personal Interview is mostly used method of selection followed by Group Discussion.
Employees selected in Munjal Kiriu Pvt. Ltd. are finally selected by Personal Interview taken by
head of the center.
Q5.The recruitment and selection process of company meets the current legal requirements.
• Strongly Agree

• Agree

• neutral

• Disagree

• Strongly Disagree

Options Strongl Agree No Disagree Strongl Total

y Opinio y
Agree n Disagre
e
Responses 7 14 4 4 1 30

Percenta 23% 47% 14% 13% 3% 100%

ge

Interpretation: -
It can clearly see that 23% of the respondents are strongly agree with the statement that
recruitment and selection process of company meets the current legal requirements and 47%
agrees only so, it means total 70% of the respondent are in favor that the process of recruitment
and selection meets the current legal requirements.
Q.6 Recruitment and selection policy of company are clearly stated.
• Strongly Agree

• Agree

• neutral

• Disagree

• Strongly Disagree

Table 6

Options Strongl Agree Neutral Disagree Strongl Total

y y
Disagre
Agree e
Responses 2 17 2 6 3 30

Percentage 7% 56% 7% 20% 10% 100%

Interpretation: -
From here a question arises that whether employees are aware about the company’s
recruitmentand selection policy or not. Near about 70% of employees are agreed that the
recruitment and selection policy is clearly stated and only 30% are disagree. But further it is
noted that most of the employees who are in disagree with the recruitment and selection policy of
the company are having less knowledge about the recruitment and selection policy of the
company.
7) External sources are better for company as compared to internal sources.
• Yes

• No

•Table 7
Options Yes No Total

Responses 19 11 30

Percentage 63% 37% 100%

Interpretation: -
In the above column chart, we can clearly see that 63% of the employees are in favor that
recruitment from external sources is better than internal sources and only 37% of the employees
are in opinion that internal sources are better than external sources. Here majority of the
respondent chooses that in requirement and selection process external sources are the good
sources.
 8) The employee’s competency matches with the job specification.
• Agree

• Disagree

• Neutral

Table 8
Options Agree Disagree Neutral Total

Responses 25 1 4 30

Percentage 83% 3% 14% 100%

Interpretation: -
In chart it can be clearly seen that nearly 83% are agree with this statement and only 3% are
disagree. Rest of the employees haven’t given their opinion to this statement. We can say that
they are not aware about other competencies. The company’s recruitment process is helpful in
getting right candidate for right job but as per of some respondent, the recruitment should more
filter.
9) Is medical examination necessary for selecting an employee?
• Yes

• No

Table 9
Options Yes No Total

Responses 22 8 30

Percentage 73% 27% 100%

Interpretation: -
From the chart we can easily see that 73% of respondent are in favor of medical examination but
rest of 27% percent are not in favor which means they don’t care for their health that is way they
don’t understand the importance of the medical examination in the organization. Although
organization take medical examination for each employee which is newly recruited and the
employees which seems to be unhealthy or unfit for doing that work which is assign to him/her.
10) Is the organization doing timely recruitments and selection process?
• Yes

• No

• Can’t Say

Table 10
Options Yes No Can’t Say Total

Responses 20 7 3 30

Percentage 67% 23% 10% 100%

Interpretation: -
From the above chart we can see that 67% of respondent agrees that organization doing timely
recruitment and selection process where only 23% says that recruitment and selection is not
timely done in the organization where 10% have confusion in giving answer for this particular
question.
11) Are the important guidelines & technical support available in your organization?
• Yes

• No

Table 11
Options Yes No Total

Responses 26 4 30

Percentage 87% 13% 100%

Interpretation: -
From the above column chart, it is clear that near about 87% of the respondent are in favor that the
important guidelines and technical support available in the organization and only 13% of the respondent
are against this statement. Which clearly means that important guidelines and technical support is
provided by the organization.
12) How would you rate HR department performance in recruitment and selection?
• Poor

• Adequate

• Excellent

Table 12
Options Poor Adequate Excellent Total

Responses 3 16 11 30

Percentage 10% 53% 37% 100%

Interpretation: -
From the above Doughnut chart, it is crystal clear that 53% of the respondent are with the
statement that HR department’s performance in recruitment and selection is adequate where 37%
are with the statement that performance is excellent and only 10% of the respondent said that
performance of HR department is poor in recruitment and selection of the organization. •
13) Is there any contract signed by employees while joining the organization?
• Yes

• No

Table 13
Options Yes No Total

Responses 27 3 30

Percentage 90% 10% 1005

Interpretation: -
From the above column chart, we can clearly see that 90% of the respondent has said that they
have signed a contract while joining the organization and only 10% refuses about signing any
document. Which means in Munjal kiriu Pvt. Ltd. most of the employees are on contract basis.
14) Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?
• Yes

• No

• No Opinion

Table 14
Options Yes No No Total
Opinion
Responses 18 7 5 30

Percentage 60% 23% 17% 100%

Interpretation: -
From the above 3-D Pie chart it is crystal clear that 60% of the respondent are in favor those
different techniques like stress test, psychometric test and personality test are used in selection
process of the organization while only 23% of the respondent denied this statement and rest of
17% are in confusion to give response to this statement.
15) Does your company follow different recruitment process for different grades of employment?
• Yes

• No

Table 15
Options Yes No Total

Responses 28 2 30

Percentage 93% 7% 100%

Interpretation: -
In the above pie chart, it can be seen that 93% of the respondent are with the statement that
company follow different recruitment process for different grades of employment and rest of 7%
are against this statement. But from all these responses we can say that company follow the
procedure of different recruitment process for different grades of employment.
16) To what extent you are satisfied with the employee’s reference for recruitment process?
• 0%

• 25%

• 50%

• 75%

• 100%

Table 16
Options 0% 25 50 75 100 Total
% % % %
Responses 7 3 12 6 2 30

Percentage 23% 10% 40% 20% 7% 100%

Interpretation: -
In this column chart there is no clear answer by the respondent 40% of the respondent are
neitherin the favor of the statement nor against the statement. Some are satisfied on the
employee’s reference, and some are against it.
17) To what extent the selection procedure followed for your recruitment is suitable for your job?
• 0%

• 25%

• 50%

• 75%

• 100%
Table 17
Options 0% 25% 50% 75% 100% Total

Responses 1 4 8 13 4 30

Percentag 3% 13.5% 27% 43% 13.5% 100%

e

Interpretation: -
Near about 57% of the respondent agree with the statement that selection procedure is suitablefor
their job and 17% are disagree with this statement while rest of respondent have no opinionto
this statement.
18) Are you comfortable with the HR policies of the company?

•Yes
•NO

Table 18
Options Yes No Total

Responses 24 6 30

Percentage 80% 20% 100%

Interpretation: -
In the above pie chart, we can clearly see that 80% of the respondent are in favor that they are
satisfied with the HR policies of the organization while rest of 20% are against to this statement
that they are not satisfied with the HR policies of the organization. From here we can say that
Munjal Kiriu Pvt. Ltd. have good HR policies because most of the employees are satisfied with
these policies and only a few employees are there who oppose the HR policies of the
organization.
19) Do you feel scarcity of manpower at my working place?
• Yes

• No

Table 19
Options Yes No Total

Responses 7 23 30

Percentage 23% 77% 100%

•
Interpretation: -
In the above 3D-Pie chart we can clearly see that 77% of the respondent are with the statement
that there is scarcity of manpower in the organization and only 23% of the respondent are against
this statement that there is no scarcity of manpower in the organization. This mean that either
workload on the employees is more due to which they feel scarcity of manpower in the
organization or there is a scarcity of manpower in the organization.
20) Do you agree that the right job is being performed by the deserved person at any working
environment?
• Agree
• Disagree
• Neutral

Table 20
Options Agree Disagree Neutral Total

Responses 22 6 2 30

Percentage 73% 20% 7% 100%

•
In the above doughnut chart, we can see that 73% of the respondent agree with the statement that
right job is being performed by the deserved person at any working environment in the
organization while 20% of the respondent are against this statement and only 7% of the
employees are unwilling to give their response on this statement. So, from the above data we can
say that right job is performed by deserved person.
 FINDINGS
After a thorough study on company’s requirement and selection policies, to know its effectiveness in the
organization a self-designed questionnaire has been prepared to gather the view of employees. The
questionnaire contains 23 questions related to recruitment and selection topic. The response of all
questions was summed up from all the answered
questionnaires.
• The collected data are analyzed, and general observations has proven that Munjal Kiriu
Pvt. Ltd. has done remarkable job in its Human Resource department. The result has been
displayed with the help of table and graph.

The findings are as follows

• Munjal Kiriu Pvt. Ltd uses both (internal and external) sources for recruitment and
selection process.
• External source is used for recruitment in Munjal Kiriu Pvt. Ltd are
advertisement, Internet, Campus recruitment and Consultancies.
• The recruitment and selection process are decentralized.

• During selection process uses different methods like Written, Group

Discussion, Personal interview and Group discussion and personal interview.
• HR practices of the organization are excellent.

• Recruitment and selection process of company meets the current legal requirement.

• Recruitment and selection Policies are clearly stated.

• Employee’s competency matches with the job specification in the organization.

• The organization is doing timely recruitment and selection process.

• Important guidelines & technical support available in the organization.

• Adequate performance of HR department in recruitment and selection process.

• Contract is being signed by employees while joining the organization.

• Innovative technique like stress test, psychometric test and personality test used for
selection are liked by the employees.
• Company follows different recruitment process for different grades of employment.

• The selection procedure followed for recruitment is suitable for their job.

Employees are comfortable with the HR policies of the company.

• Most of the employees agree that right job is being performed by the deserved person
at any working environment
 CONCLUSION

• This study brings us to the conclusion that careful selection is very important for the
growth and development of any organization. Hence, every company must have a
systematic training programmer for the development of its employees. Recruitment is the
process of searching for prospective employees and stimulating and encouraging them to
apply for the job in the organization and selection is selecting the right candidate at the
right time at right place.
• Employees of munjal kiriu Pvt. Ltd are satisfied with the current recruitment and
selection process. Munjal kiriu Pvt. Ltd is recruiting their most of the candidates from
external sources like campus recruitment, advertisement and internet. Munjal kiriu Pvt.
Ltd recruits their employees in a decentralized way. Munjal kiriu Pvt. Ltd has to
implement innovative techniques in selection process like group discussion, stress
interview, etc. The recruitment of the prospective candidate for a particular post is based
on experience, age, qualification and percentage in the academic year. The formal
interview is conducted by the HRD. Mostly the manpower planning is done quarterly.
There are various HR practices followed in the in the organization by having the study we
can understand the type of program are conducted for the newly joined employees. By
doing this training I have come to know that how training plays a vital role for the
employees as well as for the organization’s development.
 BIBLIOGRAPHY
Books:
-
Hiring Talent: Decoding Levels of Work in the Behavioral interview – Tom
Foster

• Recruitment Germs Uncovered: The Ultimate Guide to Guaranteed Success & Wealth
inYour Industry – Deenita Pattni
• Revolutionary Recruiting: How the Fare mouth Method Helps Job Seekers,
Recruiters andBusinesses Learn to Match People with Their Passion – Mary Ann
Fare mouth
• Social Media Recruitment: How to Successfully Integrate social media into
RecruitmentStrategy – Andy Head worth

Websites: -
• www.google.com

• www.indiahiring.org

• In.linkedin.com

• www.Wikipedia.com

• www.tutorialspoint.com
 ANNEXURE
• Recruitment process of Munjal Kiriu Pvt. Ltd.
This questionnaire survey is purely for academic purpose. Any information collected from this
survey is confidential and would not be shared with anyone other than the people involved in
this.
• Questionnaire: - • Name – • Designation – • Age – • Department –
• Qualification

Q1. Which of the source of recruitment and selection are used in Munjal KiriuPvt. Ltd.?
• Internal

• External

• Both

2. Which of the following external source is used for recruitment in Munjal Kiriu Pvt. Ltd.?
• Advertisement

• Internet

• Campus recruitment

• Consultancies

• All of above

Q3. Which form of recruitment and selection is used in Munjal Kiriu Pvt. Ltd.?
• Centralized

• Decentralized
Q4. Which of the following methods does Munjal Kiriu Pvt. Ltd. uses during selection?
• Written

• Group Discussion

• Personal interview

• Group discussion and personal interview

• All of the above

Q5. The recruitment and selection process of company meets the current legal requirement.

• Strongly agree

• Agree

• No opinion

• Disagree

• Strongly disagree

Q6. Recruitment and selection policy of company is clearly stated.

• Strongly Agree

• Agree

• No Opinion

• Disagree

• Strongly Disagree

Q7. External sources are better for company as compared to internal sources.
• Yes

• No

Q8. The employee’s competency matches with the job specification.

• Agree

• Disagree

• No Opinion
Q9. Is medical examination being necessary for selecting an employee?
• Yes
• No

Q 10. Is the organization is doing timely recruitment and selection processes?

• Yes

• No

Q11. Are the important guideline & technical support available in your organization?
• Yes

• No

Q12. How would you rate HR department performance in recruitment and selection?
• Poor

• Adequate

• Excellent

Q13. Is there any contract signed by employees while joining the organization?
• Yes

• No

Q14. Do you think innovative technique like stress test, psychometric test and personality test
should be used for selection?
• Yes
 • No

Q15. Does your company follow different recruitment process for different grades of employment?

• Yes

• No

Q16. To what extent you are satisfied with the employee’s reference for recruitment process?

• 0%

• 25%

• 50%

• 75%

• 100%

Q17. To what extent the selection procedure followed for your recruitment is suitable for your job?

• 0%

• 25%

• 50%

• 75%

• 100%

Q18. Are you comfortable with the HR policies of the company?

• Yes
 • No

Q19. Do you feel scarcity of manpower at my working place?

• Yes

• No

Q20. Do you agree that the right job is being performed by the deserved person at any working
environment?

• Agree

• Disagree

• Neutral