Summer Training Report

On
Recruitment and Selection
AT

Submitted in partial fulfillment of the requirement of degree in

BACHELOR OF BUSINESS ADMINISTRATION
OF
MAHARISHI DAYANAND UNIVERSITY
2013-14

UNDER GUIDANCE OF : SUBMITTED BY :

MS. PAYAL SHARMA BBA(CAM) V SEM 9113
(LECTURER) VENUS

DAV CENTARY COLLEGE

NIT-3 FARIDABAD
 ACKNOWLEDGEMENT

I would like to have this opportunity to place it on a record that this project
would never been successful without the kind cooperation and support of certain
individuals. Though it is not possible to name all of them it would be
unpardonable on my part if I do not mention some of the most important
persons.

I would like to thank my project guide Mr. Siddhart Napalchyal for all his
support and cooperation during my training.

I would like to thank the HR department members for giving me this opportunity
to understand the various aspects of HR management in their organization and
understand the subject in a better sense.

And I would also like to thank my teachers who support me to meet my project report
Ms. Payal Sharma, and my family. In particular without the precious example of my
Mum and Dad who taught me to work hardly in order to achieve important goals. The
greatest thanks to everyone, for their warm encouragement in every situation.

VENUS
 PREFACE

In our two years degree program of B.B.A(C.A.M) of theirs provision for doing
summer training after IV Semester. The essential purpose of this project is to
given an exposure & detailed outlook to the student of the practical concept,
which they are already studied research. For this purpose, I was assigned the
project for the “RECRUITMENT AND SELECTION” in Tecumseh Product
India Private Limited. It is a matter of great privilege to get training from
Tecumseh product India private limited, one of the largest organizations of its
kind.

The project lasted for a period of eight weeks; it was informative, interesting and
inspiring.

I hope this report will provide an experiment outlook to the dynamic functioning
in the HR Department in Tecumseh products.
 TABLE OF CONTENT

1. Company Profile
2. Review of literature
3. Research Methodology
 Introduction
 Objectives
 Research desgin
 Sample unit
 Methods of data collection
 Primary data
 Limitation of strategy

4. Data analysis & Interpretation

5. Recommendation & Conclusion
6. Suggestion
7. Appendix
 Bibliography
 Questionnaire
 Chapter-1

 Company Profile
 A. COMPANY PROFILE

Demonstrated performance.  Tecumseh Products Company is renowned for

bringing an extra dimension of product innovation, customer reliance, and product
quality to the air conditioning and refrigeration industry.  As a result of our
innovative spirit and product performance, people rely on our products every day.  
We literally touch the lives of millions.

Early beginnings. We developed the first “hermetic” compressor for consumer

refrigerators in 1937. As the name Tecumseh became synonymous with
commercial refrigeration and central home air conditioning, we expanded our
product line to include automotive air conditioning compressors in 1953.  Our
reputation for innovation was further enhanced in 1959 when we developed the
first high-speed hermetically-sealed compressor for commercial applications.
A focused company.  Although our product manufacturing focus remains
constant, Tecumseh has substantially invested in research and development
engineering laboratories in North America, Europe, South America and India.
We've also partnered with  R&D facilities at universities throughout the globe.
These facilities are not just responsible for engineering product solutions, but our
university partners also provide Life Science Research on how our products
interface with mankind and the environment.

Tecumseh innovation.  Today, we engineer a full-line of hermetically-sealed

compressors for residential and specialty air conditioning, home refrigerators and
freezers, and commercial refrigeration.  But our expertise doesn’t stop there; we
also offer a complete line of indoor and outdoor condensing units, evaporator
coils, heat pumps, complete refrigeration systems and authorized spare parts.

Global products.  Our  products can be quickly accessed from manufacturing

facilities on four continents when needed on a worldwide basis.  We can provide
coordination among our global facilities and your plant locations anywhere, so
product selection, specifications and delivery of product are assured.

Unwavering commitment.  Tecumseh has responded to the challenges of the

refrigeration and air conditioning marketplace for over seven decades, leading the
way with improved products and service in support of the industry we serve.  A
company-wide dedication to quality control has already earned Tecumseh the
highest quality rating from major refrigeration and air conditioning manufacturers.  
And the people we employ are honored to touch so many lives, in so many
countries, every day.

Early 1930’s: Raymond Herrick – a tool and die maker - had no formal education
and modest savings, but he had an idea . . . to apply mass production techniques
learned working with Henry Ford to the assembly of refrigeration compressors.

1934: Herrick founded Tecumseh Products Company in Tecumseh, Michigan.,

which would become the world’s largest independent producer of refrigeration
compressors.
1938: Tecumseh revolutionized the industry with the first hermetically sealed
compressor, significantly increasing appliance longevity and reliability. By 1939,
the company was producing 160,000 compressors annually. 

During WWII:  Thousands of patriotic men and women served their countries.
Citizens and businesses were called up too. Tecumseh applied its mass production
know-how to manufacture record numbers of 40 mm shells.

After the war: With much of the world in ruins, food preservation equipment was
badly needed. Tecumseh shared its knowledge and began working directly with
foreign licensees. Post-war desire for refrigerators, freezers, and air conditioning
was soaring. In 1947, a Tecumseh compressor powered the first window air
conditioning unit.

1950: Tecumseh produced 2 million compressors. Soon afterwards, we introduced a

compressor for automotive air conditioning. Consumer demand for these products
grew exponentially and by 1954, Tecumseh compressors powered 48 percent of all
cooling appliances. By the mid-50’s, sales were $124 million. 

Early 1960s: We’d become America’s largest compressor producer, with our units
in 70 percent of all freezers, window air conditioners, non-GM automobile air
conditioners, and 30 percent of all refrigerators.

Today: We manufacture from four continents for customers in countries around the
globe. We continue to seek alliances and opportunities to carry out our founder’s
basic philosophy – to make the highest quality compressors and keep costs low.
As a result, citizens everywhere enjoy a better quality of life.
Tecumseh product India private limited is an ISO 14001 and 9001 certified
American based multinational company, with as core expertise in manufacturing
hermetically sealed compressors. Tecumseh India is a 100% subsidiary to
Tecumseh product company(TPC) USA, which the world’s only full line
independent manufacture of compressors. TPC has 29 manufacturing locations in
four countries. In India the company has 20 sales offices & in extensive networks
of over 200 dealers and more than 600 registered small-scale manufacturers.

Tecumseh India is the preferred supplier to the who’s who of the AC & R
industry in India in the Middle Ease, SAARC countries. The company was
originally established and USHA Refrigeration Industries Limited(URIL) Started in
1963. URIL manufactured compressors for water coolers, air coolers & air
conditioners, Lala Charath Ramji who was from a renowned industrial family of
DC and ceremonial group of companies started URIL.

In 1970 the URIL was changed to C. Shriram Refrigerations Limited and the
business was also diversified towards manufacturing of diesel engines & water
coolers. Shriram Industries played a great role in the field & captured more than
50% markets shares in India. Shriram Industries also kept its hands in
international trade & were successful in exporting their products to the
neighboring countries, Nepal & Bangladesh.

In the process for survival, shriram went to Tecumseh collaboration with westing
house US and was named as siel compressors. Siel compressors were the first
Indian company to manufacture compressors. Later westing house stopped
manufacturing & siel went into technological collaboration with Tecumseh means
‘crouching partner’ derived from chief of the Shawnee Tribe(1768-1813). It started
its operations to offer new state of A W series to Indian customer. Subsequently
tecumseh product company took over siel group in 1997 & siel group became
100% subsidiary to tecumseh products company. As soon as Tecumseh took over
the company its stopped manufacturing water coolers restricted its products to
CFA/hermetically sealed compressors.
Tecumseh Product Company invested 80million in Indian operation known as
Tecumseh Product Private Limited(TRIPL). TRIPL has two states of art
manufacturing facilities at Hyderabad, Andhra Pradesh & Ballabgarh, Haryana with
a CADEM center at the Hyderabad plant to meet global engineering needs.
TRIPL has gained core expertise in Research & Development , A W assembly as a
A W machine shop such that it acquired a lion’s shares of the Indian compressor
market by gaining a 50%.

TRIPL (Tecumseh Product India Private Limited) is a successful managed company

as evidenced in its Management performance. Evolution of Management
performance of company is a continues process for understanding the direction in
which the company is moving so as to decide & implement the feature course of
action with a view achieves interest of the objectives in the best interest of the
organization.

Management performance can be done from the point of view of various interest
groups such as owners, management, leaders, etc; however, here it is an analysis
to understand Management performance of TRIPL by using the technique of ratio
analysis.

HYDERABAD PLANT
The Hyderabad plant is on a sprawling 54-acre land at the Balangar Industrial
belt 15km. Away form Hyderabad city on the highway line going towards HMT
Ltd Nassau road. At Hyderabad plant TRIPL manufacturers air-conditioners, from
1200 BTU to 60000 BTU & Compressors for deep freezers, bottle cooler & water
coolers which are considered to be world’s No.1 in the 150million compressors
market a year.
 BALLABGARH PLANT
At Ballabgarh, Haryana TRIPL has invested Rs.200 crores for manufacturing if
NON-CFC compressors. The Ballabgarh plant is one of the best compressors
manufacturing unit in Asia. The plant is extended on 21-acre land on the Delhi-
Mathura National Highway. The plant has a capacity to manufacture 25000 units
per month.

The management has started development activities in the following areas:-

 Efficient treatment plant

 Tree plantation
 Rain water harvesting is to increase the ground water level & TRIPL has the
distinction of being the first organization in thus record.
 Vermi culture is the process of utilizing the canteen food wastage for converting
into natural manner.
 B. Department of TRIPL

o Human Resource Management

o Accounts Department
o Attendance & Pay Offices(A & PO)
o Export oriented unit(AK Kit)
o Technology Development Center(TDC)
o Maintenance & Engineering Department
o Quality Development of A W assembly
o A W Press shop
o A W Machine shop
o Service center
o Dispensary
o Chemical & Technological laboratories.

TRIPL has a total of 766 permanent employees as on which include.

 172 officers
 232 staff
 362 workers
 C. 5-S Philosophies

Tecumseh encourages its employees to follow these philosophies, which is the

Japanese way of working.

1. SERI (Sorting out) :

 Look around your work area & ask yourself “Is it really necessary for all items
to be there?”
 Separate items “O.K” re-workable a rejected items.
 Re-work there workable items and dispose of the rejected items.

2. SEITION(Systematic Arrangement):

 Items must be place in prefixed locations so that they are accessible & can be
easily use.
 Items should be clearly identified by labeling them property.

3. SEISO(Spic & Span):

 Clean the work place yourself.

 Clean all the equipment including table etc. yourself.
4. SEIKETSU(Serme Atmosphere):

 A clean work place properly selected with a proper arrangement will soon
become dirty if SERI, SEITION & SEISO are not practiced regularly.
 To achieve serene atmosphere the three steps of SERI, SEITION & SEISO should
be continuously repeated.
 We would keep our area of work neat & clean including your own attire.

5. SHITSHUKE(Stick to self discipline):

 Follow rules & regulation strictly.

 Adhere to timings & respect time.
 Confirm to standards while working.
 Follow the prescribed operational standards.
 D. STRATEGIES & PROCESS OF TRIPL

Work place improvements (5-s philosophies)

Creativity club.
KRA’s (Improvement/Suggestions)
Variable earning- sharing of value addition.
Agreement process- organization needs.
Nom-conformance reporting/audits
Open/House communication meetings.
Team Assessments & feedback.
Changing lifestyle.

TRIPL’s VISION & MISSION

VISION-
It is our goal to be the global leader in all the markets in which we choose
participate. We will pursue disruptive technologies to redefine our products.

MISSION-
 We will leverage our global expertise in mechanical, electrical, fluid handling,
related components & services as to provide comprehensive solution for our
customers needs- compressors, engines, electric motors, pumps, electronics & controls.
 We will be best in class & the most effective producer by utilizing the principles
of TQM, 6 Sigma & lean.
 Our organization will modify itself in response to change in environment at a
pace & amount of change that can be made without eliminating or impending our
on going effectiveness.
 Incisive, continuous strategic thinking will be well communicated & started by the
organization.
 E. IMPORTANT EVENTS:

2000-01
TECUMSEH FULLY ACQUIRED

 SHRIRAM HYDERABAD
 WHIRLPOOL’S COMPRESSOR
 Facility at Faridabad, ballabgarh

2001-02

 Development of plant in ballabgarh.

2002-03
 Amalgamation with TRIPL.

2003-04
 Voluntary retirement scheme.
 Industrial unrest & lockout in the first half of the year.
 Export obligations not met during the year & high foreign outgo.
 Obligations met towards customer by impoting finished goods & selling loss.

2004-05

 Setting up of the CADAM center.

 2005-06
 Setting up of a 100% EOU for export of compressors & its parts.
 Expansion in installed capacity at the Hyderabad plant.
 Total foreign outgo reduced drastically.
 Improvements in the market for compressors as a result of an improvements in
market for air-conditioners & refrigerators.

2006-07
 This year exports showed a growth of three times over previoius years in
volumes.
 A W Capacity has launched two new commercial model of MLA sense country
wide competition among the engineering industries.
 Won the “GREENTECH environment excellence silver award” in the countrywide
competition among the engineering industries.

2007-08
 Tecumseh compressors for china.
 Tecumseh posts 84% rise in exports earning.
 Tecumseh India to set up rotary compressors unit.

2008-09
 Won the “GREENTECH environment award in the countrywide among the
engineering industries.”
 F. PRODUCTS & SERVICE:

With a widely used range of reciprocating, rotary & social compressors for varied
applications, Tecumseh caters to the entire spectrum of cooling needs for air-
conditioning, refrigeration & commercial application. The superior technology that is
built into these compressors ensures that they operate with highway efficiency &
at low noise levels. Compressors manufactured in India are trivialized to suit the
exacting Indian conditions which means that they with stand wide voltage
fluctuation & perform well even under extreme weather conditions.

The range includes the energy efficient A W Series, super silent A W series & the
study, reliable & eco-friendly MLA Series of compressors.

G. PRODUCT RANGE:

 Refrigerator compressors
 Commercial refrigeration compressors.
 Air-conditioning compressors.
 Commercial air-conditioning compressors.
 Condensing units.
 Chapter-2
-

 Review of
literature
 RECRUITMENT

“The art of choosing men is not nearly as difficult as the art of enabling those
one has chosen to attain their full worth.”

Definition :

Recruitment is the process of recruiting potential personnel to fill up the existing

requirement of the organization. It is the process of discovering potential
applicants for actual or aniticipated job vacancies. Recruitment involves
encouraging individuals with needed skills to make applications for employment

Recruitment, logically, aims at (i) attracting a large number of qualified applicants

who are ready to take up the job if it’s offered and (ii) offering enough
information for unqualified persons to self-select themselves out.

Objectives:

The main objective of recruitment is to increase the no. of applications for the
job available in the organization, to select the best applicant who is the best fitted
to the job.
 FACTORS AFFECTING RECRUITMENT

In recruiting new employees management must consider the nature of labor

market, what sort of potential labor are available and how do look for works.

The factors affecting can be summed up under the following heads:

 Labor Market Boundaries:- The knowledge of the boundaries help

management in estimating the available supply of qualified personnel form, which
it might recruit. A labor market consists of a geographical area in which the
forces of demand and supply interact and thus affect the price of labor.

 Available skills:- companies must locate the areas where they can find
employees who fit the jobs according to their skills.

 Economic condition:- economic condition also affect recruitment.

Unemployment worker may swamp a new plan located in a depressed labor
market whereas a firm trying to establish it or to expand in an area where a few
qualified workers are out of work has quite a different recruitment problem.

 Attractiveness of the company:- The attractiveness of the company in

terms of higher wages, clean work, better fringe benefits and rapid promotions
serve as influencing factor in recruitment.
 NEED FOR RECRUITMENT

It makes possible to choose the right person in the right time at the right place.
It also makes it possible to acquire the number & type of people necessary to
ensure the continued operation of the organization.

 Planned needs:- Such needs arise from changes in the organization policies.

 Anticipated needs:- It refers to those movements in personnel which an

organization can predict by studying trends in internal or external need.

 Unexpected needs:- Such need arises due to illness, death & registration.
Recruitment follows HR Planning & goes hand in hand with selection process by
which organization evaluate the suitably of candidates with successful recruiting to
create a sizeable pool of candidates, even the most accurate selection system is of
little use.

Recruiting begins when a vacancy occurs & the recruiter receives authorization to
fill it the next step is careful examination of the job & enumeration of skills,
abilities & experience and needed to perform the job successfully other steps
follow:-

 Creating an applicant pool using internal & external methods.

 Evaluate candidates via selection.
 And finally make an offer.

SCOPE:-
To define the process & flow of activities while recruiting, selecting & appointing
personnel on the permanent rolls of an organization.
Recruitment matching the needs of applicants & organizations

Information flow
Organization need for
high quality employees Potential applicants need
for suitable job

INTERNAL
APPLICATI-ONS

Environment:

Economic and Social,

Technological and Political

 PROCESS OF RECRUITMENT

Recruitment process:-
A vacancy present an opportunity to consider restructuring, or to reassess the
requirements of the job. This assessment is valid whether it is to fill an existing
job or a new one. Ask question such as:

 Has the function changed?

 Have work patterns, new technology or new products altered the job?
 Are there any changes anticipated which will require different, more flexible skills
from the jobholder?

Answer to this question should help to clarify the actual requirements of the job
& how it fits into the rest of the organization or department. Exit interviews, or
consultation with the current job-holder and colleagues may well produce good
ideas about useful changes.

Recruitment begins by specifying the human resource recruitment, initiating

activities and action to identifying the possible source from where they can be
met, communicating the information about the jobs, terms & conditions and
prospects they offer, and enthuse the people who meet the reqruitment to respond
the invitation by applying for jobs. Thereafter the selection process begins. The
process is follows:

Decide on how many people you really need:-

If everything is being done to improve performance and still there is a gap

between what the current performance is and the goals set, then the best way is
to recruit more people.
 Analyzing the job:-
Analyzing the job is the process of assembling and studying information relating
to all aspects of a particular post. Analysis is done to find possible details about

 Purpose: Identify the aims and objectives of job and what the employee is
expected to achieve within department and company.

 Position: The job title, its position in the hierarchy and for whom it is
responsible ought to be recorded. A sample organization chart may be useful for
this purpose.

 Main duties: A list of key tasks may be written out; standards that need to be
reached and maintained must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.

 The work environment: Study the physical and social environment in which
the work is out because the work environment influences the quantity and quality
of work.

Drafting a job description:

After job analysis is done, job description is made. Job description describes the
job. The job description decides upon the exact knowledge, skill and experience
needed to do the job.

Job description must be drafted around these headings:

 Job title
 Responsible to
 Responsible for
 Purpose of job
 Duties
 Responsibility
 Signature and date
 Evaluation future needs:
For evaluation future needs manpower is drafting. A manpower plan evolves
studying the make-up of present work-force, assessing forthcoming changes and
calculating future workforce, which is required. Manpower planning helps in
devising long-term recruitment plans.

FINDING SOURCES OF RECRUITMENT

The human resource recruitment can be met form internal or external source:

Internal Sources:
Persons who are already working in an oragnization constitute the ‘Internal
Sources’. Retrenched employees, retired employees, dependents of deceased
employees may also constitute the internal sources. Whenever any vacancy arises,
someone from within the organization is upgraded, transferred, promoted or even
demoted.

Advantages of Internal Sources:

1) Economical: The cost of recruiting internal candidates is minimal. No expenses

are incurred on advertising.

2) Suitable: The organization can pick the right candidates having the requisites
skills. The candidates can choose a right vacancy where their talents can be fully
utilized.

3) Reliable: The organization has knowledge about the suitability of a candidates for
a position ‘known devils are better than unknown angels!’
 Disadvantages of Internal Source:

1) Limited choice: The organization is forced to select candidates from a limited

pool. It may have to sacrifice quality and settle for less qualified candidates.

2) Inbreeding: It discourages entry of talented people, available outside an

organization. Existing employees may fail to behave in innovative ways and inject
necessary dynamism to enterprise activities.

3) Inefficiency: Promotions based on length of service rather than advantage, may

prove to be a blessing for inefficient candidates. They do not work hard and
prove their worth.

External Sources:
External sources lie outside an organization. Here the organization can have the
service of: (a) Employees working in other organization; (b) Job aspirants
registered with employment exchanges; (c) Students from reputed educational
institutions; (d) Candidates referred by unions, friends, relatives and existing
employees; (e) Candidates forwarded by search firms and contractors; (f)
Candidates responding to the advertisements, issued by the organization; and (g)
Unsolicited applications/walk-ins.
 Advatages of External Sources:

1) Wide Choice: The organization has the freedom to select candidates from a
large pool. Persons with requisite qualifications could be picked up.
2) Motivational Force: It helps in motivating internal employees to work hard
and complete with external candidates while seeking career growth. Such a
competitive atmosphere would help an employee to work to the best of his
abilities.
3) Long-Term benefits: Talented people could join the ranks, new ideas could
find meaningful expression, a competitive atmosphere would compel people to
give of their best and earn rewards, etc.

Disadvantages of External Sources:

1) Expensive: Hiring costs could go up subsidiary tapping multifarious sources of

recruitment is not an easy task, either.

2) Time Consumig: It takes time to advertise, screen, to test and to select

suitable employees. Where suitable ones are not available, the process has to be
repeated.

3) Demotivating: Existing employees who have put in considerable service may

resist the process of filling up vacation from outside. The feeling that their
services have not been recognized by the organization, forces them to work with
less enthusiasm and motivation.
 METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method
b) Indirect method
c) Third party method

(a) Direct Method:

These include the campus interview and keeping a live register of job seekers.
Usually under this method, informations about jobs and profile of persons
available for jobs is exchanged and preliminary screening is done. The short listed
candidates are then subjected to the remainder of the selection process. Some
organization maintains live registers or record of applicants and refers to them as
and when the need arises.

(b) Indirect Method:

They cover advertising in newspaper, on the radio, in trade and professional

journals, technical journals and brouchers.

When qualified and experienced persons are not available through other sources,
advertising in newspapers and professional and technical journals in made.
Whereas all types of advertisements can be made in newspapers and magazines,
only particular types of posts should be advertised in the professional and
technical journals.

A well thought-out and planned advertisement for appointments reduces the

possibility of unqualified people applying. If the advertisement is clear and to the
point, candidates can assess their abilities and suitability for the position and only
those who possess the requisite the qualification will apply.
(c) Third-Party Method:

Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement offices
of schools, colleges and professional associations, recruiting firms, management
consulting firms, indoctrination seminars for college professors, friends and
relatives.

AUTHORIZATION:

S.NO. Authorized Signatory

1 Head-Human Resource

2 Managing Director

Amendments And Deviations:

Any amendments to & deviations from this policy can only be authorized by the
head-human resources & the managing director.

Exclusions:
The policy does not cover the detailed formalities involved after the candidate
joins the organization.
 SELECTION

INTRODUCTION-
The size of the labor market, the image of a company, the place of posting, the
nature of job, the compensation package and a host of others factors influence the
manner in which job aspirants are likely to respond to the recruiting efforts of a
company. Through the process of recruitment, a company tries to locate
prospective employees and encourages them to apply for vacancies at various
levels. Recruiting, thus, provides a pool of applicants for selection.

DEFINITON-
To select mean to choose, Selection is the process of picking individuals who
have relevant qualifications to fill jobs in an organization. The basic purpose is to
choose the individual who can most successfully perform the job, from the pool
of qualified candidates.

The Process:
Selection is usually a series of hurdles or steps. Each one must be successfully
cleared before the applicant proceeds to the next. Figure 1.2 outlines the important
steps in selection process of a typical organization. The time and emphasis placed
on each step will of course vary from one organization to another and indeed,
from job to job within the same organization. The sequencing of steps may also
vary from job to job and organization to organization. For example, some
organization may give importance to testing, while others may emphasize
interviews and reference checks.
 Hiring Decision

Reference Checks

Medical Examination

Selection Interview

Selection Tests

Application Blank

Screening Interview

Reception

SELECTION INTERVIEW
 It is a situation in which personnel selector, through personal contact provide
himself with behavior to observe in order to assess the candidate’s suitability for
a post.

A major problem is that the behavior we observe during the short period of the
interview may be uncharacteristic. A rather ponderous individual, for instance, may
well be able to give the impressions of being quite dynamic if he/she has only to
keep it up for half an hour. Thus it is necessary to supplement the behavior
which can be observed directly in face-to-face contact.

By eliciting as much as possible of the candidates life history the main aim of
the selection interview should therefore be to look at say, twenty or thirty years
of behavior, much of which is bound to be highly characteristics of the individual
concerned.

Types of Interviews

There are two primary types of interviews used by companies: screening

interviews, and selection interviews. Every company’s hiring process is different.
Some companies may require only two interviews while others may require three
or more. It is also not uncommon to see a company conduct testing (personality,
skills based, aptitude, etc.) as an intermediate step in the hiring process.

Here is an overview of the major type of interviews and tips on how to handle
them:

 Screening Interviews:
Your first interview with a company will often be a screening interview. The
purpose of a screening interview is to ensure that prospective candidates meet the
basic qualifications for a given position. It may take place in person or on the
telephone. If you meet the basic qualification, express interest in the position, and
make a positive impression on the interviewer, you will likely be selected for a
selection interview.

Selection interviews can come in several forms:

Round-Robin Interview:
A round-robin interview is the interview the technique most commonly used by
our client companies. You will interview with multiple interviewers in succession.
The key to a round-robin interview is giving good consistent answers. Interviewers
will typically meet after to discuss your answers, and will uncover any
inconsistencies.

Panel Interview:
A panel interview is an interview that consists of two or more interviews.
Typically, the interviewers will both ask questions. The purpose of a panel
interview is to gain multiple perspectives on a prospective candidate. The key to
a panel interview is to keep all interviewers involved. Make eye contact with all
interviewers even when answering a question for specific individual.

One-on-One Interview:
A one-on-one interview is an interview with a single interviewer. The key to a
one-on-one interview is to build rapport with the interviewer. Smile. Be friendly.
Try to match your interviewer’s energy level. Typically, you will have a short
period of time to make an impact. Know the position and the key attributes the
company is seeking, and emphasize those things.

Stress Interview:
A stress interview is designed to test your responses in a stressful environment.
The interviewer may try to intermediate you, and the purpose is to weed out
candidates who don’t deal well with adversity. The interviewer will make
deliberate attempts to see how you handle yourself using methods such as
sarcasm, argumentative style questions, or long awkward silences. The key to a
stress interview is to recognize that you are in a stress interview,. Don’t take it
personally. Stay calm, focused, and don’t allow yourself to be rushed. Ask for
clarification if you need it. Know how to push back. Ask an interviewer for a
couple of problems they are currently facing, propose solution.

SELECTION TESTING

Another important decision in the selection process involves applicants testing &
the kinds of tests to use. A test is standardized, objectives measure of a person’s
behavior, performance or attitude. It is standardized because the way the test is
 carried out, the environment in which the test is administrated and the way
individual course are calculated-are uniformly applied.

Over the years, employment tests have not only gained important but also a
certain amount of inevitability in employment decisions. Some of the commonly
used employment tests may be started thus.

1) Intelligence tests: These are mental ability tests. They measure the incumbet’s
learning ability and also the ability to understand instructions and make judgment.
The basic objective of intelligence tests to pick up employees who are alert and
quick at learning things so that they can be offered adequate training to improve
their skills for the benefit of the organization. Intelligence tests do not measure
any single trait, but rather several abilities such as memory, vocabulary, verbal
fluency, numerical ability, perception, spatial visualization, etc.

2) Aptitude tests: Aptitude tests measure an individual’s potential to learn skill-

clerical, mechanical, mathematical, etc. These tests indicates whether or not an
individual has the ability to learn a given job quickly and efficiently. In order to
recruit efficient office staff, aptitude tests are necessary. Clerical tests, for example,
may measure the incumbent’s ability to take notes, perceive things correctly and
quickly locate things, ensure proper movement of files, etc. Aptitude tests,
unfortunately, do not measure on-the-job motivation. That is why aptitude test is
administered in combination with other tests, like intelligence and personality tests.

3) Personality tests: Of all the tests required for selection, personality tests have
generated lot of heat and controversy. The definition of personality, methods of
measuring personality factors and the relationship between personality factors and
actual job criteria have been the subject of much discussion.
4) Achievement tests: These are designed to measure what the applicant can
do on the job currently, i.e, whether the testee actually knows what he or she
claims to know. A typing test show typing proficiency, a shorthand test measure
the testee’s ability to take dictation and transcribe, etc.

7) Simulation tests: Simulation exercise is a test which duplication many of

the activities and problems an employee faces while at work. Such exercise are
commonly used for hiring managers at various levels in an organization. To
assess the potential of a candidate for managerial positions, assessment centers are
commonly used.

8) Assessment centre: An assessment centre is an extended work sample. It

uses procedures that incorporate group and individual exercises. These exercises
are designed to stimulate the type of work which the candidate will be expected
to do. Initially a small batch of applications come to the assessment centre.

RECRUITMENT AND SELECTION

Recruitment & selection are the two phases of the employment process.

The difference between the two are:

 The recruitment is the process of candidates for employment & stimulates them
to apply for jobs in the organization. WHEREAS selection involves the series of
steps by which the candidates are screened for choosing the most suitable persons
for vacant posts.

The basic purpose of recruitment is to create a talent pool of candidates to

enable the selection of best candidates for the organization, by attracting more &
more employees to apply in the organization WHEREAS the basic purpose of
selection process is to choose the right candidate to fill the various position in the
organization.

Recruitment & Selection Process:

Recruitment process involves a systematic procedure from sourcing the candidates
to arranging & conducting the interviews & requires many resources & time. A
general recruitment process is as follows:

 Identify Vacancy
 Prepare job description & person specification.
 Advertising the vacancy.
 Managing the response.
 Short-listing.
 Arrange interviews
 Conducting interviews & decision-making.

Job Advertisement
JOBS

Analysis of positions & recruitment

Candidate generation
 Pre-Screen(phone of web)

Testing & evaluation

On-going coaching/
Interview
develop. Of employee

Final Selection
sourcing-developing

candidates pool
Successful placement

Pertaining

Processing sourcing of candidates

Process Cycle

Scope
Purpose of the procedure:

Recruiting & selecting the right people is paramount to the success of the IPCC
& its ability to retain a workforce of the highest quality. This recruitment &
selection procedure sets out how to ensure as far as possible, that the best people
are recruited on merit & that the recruitment process is free from bias &
discrimination.

Job Analysis

Form

Request to fill

Job Description

Person Specification.

Recruitment And Selection Framework

Overview of process:
 Assess the need for the job & ensure there is adequate funding for it.

Review the job description to ensure that it meet the present & future
requirement.

Review the person specification to ensure it meet the requirement of the job
description.

Design the selection process.

Draft the advertisement & select the advertising media.

Short list using the person specification only.

Interviews & test short-listed candidates.

Validate references, qualifications & security clearances.

Make Opportunity.

Managers hold the responsibility for ensuring this framework is followed. HR is

available for advice & will assist in general administration of the recruitment
process.

Theoretical Framework

Recruitment

Sources
 Recruitment

Interviews And

Selection Process.

Recruiters

Independent Variable
Dependent Variable
 Chapter-3

 Research
Methodology

RESEARCH METHODOLOGY

 Introduction
Research is a way of assimilating a great amount of knowledge, events, information, all
happening around us all the time .This helps in gaining new knowledge. It moves a man
from known to the unknown .while on the journey of research man keeps discovering
new knowledge. Through this new knowledge we create principles and laws which
govern our behavior and decisions later on .principles of research are generic in nature
and can be applied in any branch of knowledge gets strengthened and modernized
because of the quantity and quality of research which the people concerned with it keep
doing .people assimilate this as a vast flowing river of knowledge and draw important
elixir (cure) out of it and store it in the form of their conclusions and principles. Research
can be one of the most interesting features of any degree course as it offers you a measure
of control and autonomy over what you learn. It gives you an opportunity to confirm,
clarify, pursue – or even discover – new aspects of a subject or topic you are interested
in. It is a process of enquiry and investigation; it is systematic, methodical and.ethical;
research can help solve practical problems and increase knowledge. Research is one of
many different ways of knowing or understanding. It is different from other ways of
knowing, such as insight, divine inspiration, and acceptance of authoritative dictates, in
that it is a process of systematic inquiry that is designed to collect, analyze, interpret, and
use data. Research is conducted for a variety of reasons, including to understand,
describe, predict, or control an educational or psychological phenomenon or to empower
individuals in such contexts.The exact nature of the definition of research is influenced
by the researcher’s theoretical framework and by the importance that the researcher
places on distinguishing research from other activities or different types of research from
each other. For example, many students go to the Internet or the library and look up facts
from a variety of sources and say that they are doing a research paper.

Some journalists follow a similar search strategy and often include interviews with
people close to the action that is the focus of a news report. The focus of this text is NOT
on that type of “research.” Rather, this text focuses on empirical research that is
characterized as building on existing knowledge about a phenomenon.
A research methodology defines the purpose of the research how it proceeds,
how to measure progress and what constitute success with respect to the objective
determine for carrying out the research study Research can be understood by breaking
it up into various component:

 Defining and redefining problems

 Formulating hypothesis

 Suggesting solutions

 Collecting organizing and evaluating data

 Making deductions and reaching conclusions

The study will be conducted to achieve the aforesaid objectives including both
exploratory or descriptive in nature and involve personal interviews that will be
based on the questionnaire format
 Objectives:

The present study has been conducted to achieve the following objectives.

1. To analysis & portary the existing position of TRIPL.

2. To study the short term solvency position of TRIPL.
3. To study the leverage position of the TRIPL.
4. Evaluate the efficiency utilization of assets of TRIPL.
To identify the problem, if any, in the overall performance of the TRIPL and
offer suggestions

Research Design:

Exploratory Research:
 My research is based on this research, exploratory research has the primary
objective of development of insights into the problem. It studies the main area
where the problem lies and also tries to evaluate some appropriate course of
action. Exploratory research helps determine the best research design, data
collection method and selection of subjects.

 Undertaken with the aim of clarifying ambiguous problems.

 General problems usually known but not sufficiently understood
 The purpose is to get more information, not to uncover specific courses of action.

SAMPLE UNIT:

 Total is approx 50% but I choose 30 employees for the observation ..

 size of representative sample is 50
 Sample unit here are the person in the human resource development i.e. in
the recruitment & selection process.

METHODS OF DATA
COLLECTION
 The data for the survey will be conducted from both Primaries as well as
Secondary Sources.

a) Primary Sources: The data required for the study has been collected from:-

 Questionnaire:- Survey among the official’s employees.

 Personal Interviews:- With the company representative regarding recruitment &
selection.

b) Secondary Sources: Secondary data has been collected from:-

 Internet, websites
 Business Magzines
 Books

LIMITATIONS OF STUDY
 The study on recruitment and selection practices at TECUMESH PRODUCT
INDIA PRIVATE LIMITED. Involve the study of all the divisions of
TECUMESH PRODUCT INDIA PRIVATE LIMITED. Due to time constrain the
study was not extended to the recruitment..

Due to time constrains a discussion could not be held with other employees as to
their personnel level of satisfaction from the recruitment and selection practices
procedures.

Also there is a lot of heavy bias attached with the responses because of
personnel experience. The people interview there is from GM’s to Executive
directors to head personnel. Hence the inputs would vary greatly amongst them
due to the difference in level of authority and experience.

The study has been conducted in a systematic and comprehensive way so as to

make the project work an unable one. However, the topic under my study may
not be free from limitations due to the following factors.

1. The major limitation of the project under study was time. Since it was to be
completed within a short period of time, which is not sufficient to undertake a
comprehensive study.
2. Since the financial matters are sensitive in nature the same could not acquired
easily.

The study is concerned to only the five years of TRIPL

 Chapter-4

 Data Analysis
&
Interpretation

Q.1) Is Recruitment positive and negative process?

 fig. 1.1

Yes
No

INTERPRETATION:

Figure shows that 73% employees are in the favor of recruitment process.

Q.2) Is Selection is the positive and negative process?

 fig. 1.2

No 33%

Yes
No

Yes 67%

INTERPRETATION:

Figure shows that 67% employees are in the favor of selection process.

Q.3) The selection of employee during the training.

 THE RATIO OF EMPLOYEE SELECTION

45
40
35
30
No. of 25
individual
20
selected
15
10
5
0
Senior Middle Junior

S. No. Senior Middle Junior

Series 1 15 25 42
Series 2 5 12 27

INTERPRETATION:
Figure shows In training that the ratio of selection of employee was not more. In
senior level there was only 5 selections from the 15 and 12 in middle level out
of 25 and 27 at junior level out of 42 employees.

Q.4) External source of recruitment that has been found me in the training

Employee selection by various type

 40
35
30
25
No. of
employee 20
selected 15
10
5
0
Consultant Campus Through Through
not Referen

S.No. Consultant Campus Through not Through

Referen
Series 1 _ _ _ _
Series 2 40 35 15 20
Series 3 10 15 5 7

INTERPRETATION:
Figure shows In the training that how they the CV from the various sources so
that they can get the best and qualifying employee for their organization. The
ratio, which was there to select the employee, was more in campus interview
because it is the time saving system to select the employees

Q.5) How many employees are interested in to do job TECUMSEH

PRODUCTS?
 Interest of employee

No 27%

Ye
s

Yes 73%

INTERPRETATION:

Figure shows that 73% employees are interested to do job in recruitment process.

Q.6) The ratio of employees, those were called for final interview.
 No. of empoyee called for final selection

Senior
Middl
e
Junior

INTERPRETATION:
Out of hundred the employee was called for the interview that are 27% senior,
33% middle and rest 40% are being called. Here found after the written test that
only hundred employee are able to go in final interview.

Q.7) The performance of the employees in final interview.

FINAL SELECTION OF EMPLOYEE

 40
NO. EMPLOYEE SELECTED

Series
30 1
20 _
10
0
Series 1
or

or
ni

dl
Se

id

ni
M

Ju

Different level

INTERPRETATION:
After the interview there are only few employee are being selected for the final
interview and the ratio of employee selection was it much less because the
candidates was not found according the job.

Q.8) The employee, which was selected for the job.

 Finally Selected Employees

Senior Middle

Junior

INTERPRETATION:

Figure shows that only few employees were selected in the final interview. It may
be the reason of lack knowledge of the job or may be that are able to do that
particular job. The pie chart show that how many candidates are being selected
during the final interview in the organization.
Chapter-5

 Conclusion

CONCLUSION
TECUMSEH PRODUCTS INDIA PRIVATE LIMITED, is the company, which
has the good choice of process of the recruitment & selection. It always tries to
select the efficiency as per the job requirement As my research was in the
company it shows that it has the flexible environment where all the employees
are free to do work as they like, the motto is to complete the work holding good
quality.

Cycle time in the recruiting & selection is very less.

They have to work on the tracking of employees, as it waste the time of the
person involve in selection, when they came to know by seeing their face that it
is the one how was interviewed previously.

Overall they are the good leaders of recruiting & selecting the candidates, and
making their full utilization.

Now they are also forwarding to make use of the smart hiring by which the best
candidates of required skill can be located.

Various aspects of recruitment and selection were studied. For conducting the
study an interview schedule was prepared & was got filled by individual members
i.e. the workers of the industry. Separate interview schedule were prepared in
order to note down individual information & then analyze it.

The whole report represents that how what are the various techniques that helps
to find out that how we select the best candidates at right time for right job at
right place so that we will able to make the work in efficient way.
Chapter-6

 Suggestions

SUGGESTIONS
 SUGGESTION FOR THE IMPROVEMENT OF THE SYSTEM AND THE
PRACTICES OF RECRUITMENT AND SELECTION PROCESS

The following are the suggestion received from the respondents of the
questionnaire these suggestions are based on the awareness regarding the
Recruitment and Selection Process:

I. During the selection process not only the experienced candidates but also
the fresh candidate should be selected so as to avail the innovation and
enthusiasm of new candidates.

II. In the organization where summer training facility prevailing then such
kind of practices must be adopted so that the student can learn and again
from their practical views.

III. Candidates should be kept on the job for some time period; if suitable
they should be recruited. During the selection process, the candidate should
be made relaxed and at ease.

IV. Company should follow all the steps of recruitment and selection of the
candidates.

V. Selection process should be less time consuming.

VI. The interview should not be boring, monotonous. It should be made

interesting. There must be proper communication between the Interviewer
and Interviewee any the time of interview.

VII. Evaluation and control of recruitment and selection should be done fair
judgment.

VIII. Methods used for selection of candidates should be done carefully and
systematically.
IX. This is indeed an important suggestions and authorities concerned should
immediately look into it and try to implement it.
 Chapter-7

 ANNEXURE

BIBLIOGRAPHY

Books
 Prasad L. M, Human Resource Management

Rao V. S. P, Human Resource Management

Sharma F.C, Human Resource Management

Websites

www.scribd.com

www.tecumeshindia.com

QUESTIONNAIRE
Name of the employees……………………………………………….

Designation……………………………………………………………

Department…………………………………………………………….

Contact no……………………………………………………………..

Q.1) What is the percentage of people who agree that the recruitment is a
positive process?

a) 0 – 20%
 b) 20 – 40%

c) 40 – 60%

d) 60 – 70%

e) 70 – 80%

Q.2) What is the percentage of people who think that selection is a negative
process?

a) 0 – 10%

b) 10 – 20%

c) 20 – 30%

d) 30 – 40%

Q.3) What is the percentage of people who agree that the recruitment is a
negative process?

a) 0 – 10%

b) 10 – 20%

c) 20 – 30%

d) None of these

Q.4) What is the percentage of people who think that selection is a negative
process?

a) 0 – 20%
 b) 20 – 40%

c) 40 – 60%

d) 60 – 70%

Q.5) How many employees are selected in middle level?

a) 0 - 10

b) 10 - 20

c) 20 - 30

d) None of these

Q.6) In which level maximum employees are selected?

a) Junior

b) Senior

c) Middle

Q.7) Which external source is better for recruitment selection?

a) Consultant

b) Campus

c) Through Reference

Q.8) From which external source minimum employees are selected?

a) Consultant
 b) Campus

c) Through Reference

Q.9) How many employees are interested in to do job in Tecumseh Products?

a) 0 - 10

b) 10 - 20

c) 20 - 30

d) 30 – 40

e) 40 - 50

Q.10) In which level maximum employees are called for the final interview?

a) Senior

b) Middle

c) Junior

Q.11) How many total employees called for final interview?

a) 0 - 10

b) 10 - 20

c) 20 - 30
d) 30 - 40

Q.12) How many employees are selected for the final interview at junior level?

a) 0 -10 %

b) 10 – 20 %

c) 20 – 30 %

d) 30 – 40 %

Q.13) At which level maximum employees are finally selected?

a) Junior

b) Middle

c) Senior

Q.14) How many total employees are finally selected ?

a) 0 - 10

b) 10 - 20

c) 20 - 30

d) 30 - 40