Professional Documents
Culture Documents
Phone :- 05676-2234501-02-03
Fax :- 05676-2234300
E-mail :- hind_lamp@indel.globalnet.net.in
Fluorescent,CFL,miniature lamps
of steel ,suger, two wheelers & three wheelers besides an impressive range of home
appliances, lighting & consumer electrical product . it is a 68 years old company with a
turnover of over Rs. 1111 crores aiming to be 2001 crore company in the next couple of
years.
Bajaj group compreien 26 company and near founded in the year 1926.the companies in
Bajaj group of India owes gratitutude of there founding fathers whose vision and
dedication over the year has greatly helped to build a business house that can set
JAMNALAL BAJAJ :-
was the founding father of the bajaj group adopted fifth son of mahatma Gandhi and the
merchant prince who held the wealth he created in trust for the people of there country
trust simple word that contains a whole philosophy handed down by j.l. bajaj to his
KAMALNAYAN BAJAJ :-
Elder son of jamnalal bajaj followed foot steps of this illustrious father and consolidated
the bajaj foundation with characteristic foresight and pragmatic vision .he launched a
steady diversification programme which gave the current name ‘bajaj’ both its shape and
size his unique management style created a work culture that matched well with the
RAMKRISHNA BAJAJ:-
Took over the reins of the ‘bajaj group’ in 1972 after K.L. bajaj and steered the group
He had also actively participated in the freedom struggle of the country. In past
independent India. He had led the gout movement all along. He actively strengthened the
foundation of business though ethics and practices both with in the group and amongst
Shekhar bajaj :-
Of HLL, started his career with bajaj sevashram after which he worked at bajaj
international. The group of export company Mr.shekhar bajaj joined bajaj electricals in
1980. became the MD in 1987 and took over as the chairman and MD in1994.
Mr. bajaj is the chairman and bajaj group companies and bajaj internation and
hercules hoist pvt ltd .and on the board of director of bajaj auto and IDBI bank .he wass
the president of assocham former president of Indian merchant chambers (IMC) and
bajaj lighting spreads the grow of trust in every nook and corner of the country with a
comprehensive range of lamps. Most of lamps and tube lights are manufactured by bajaj
group company, hind lamps LTD. for many decades had a technical collaboration with
Philips ,N.V. of Holland. Each one of the products under goes hundreds of quality test
Hind lamps LTD. has 19 branch offices. A chain of 600 distributors , 3000 authorized
dealers over 20,000 retail outlets and 200 services franchises spread across of country . it
towers. Telecom towers, mobile telecom towers and wind energy towers .export of all
HLL,s products except of its engineering and projects business unit is taken care of by
The HR are the most important assets of an organization . The success or failure of an
organization .Is largely dependent on the caliber of the people working their in .Without
position and creative contributions from people , organization can not progress and
prosper in under to achieve the goals or the activities of an organization . Therefore they
need to recruit people with requisite skills. Qualifications and experience. While doing so
they have to keep the present as well as the future requirement of the organization.
Defination :-
requirements of the staffing schedule and to employ effective measures for attracting that
prospective employees and stimulating them to apply for job in the organization.
Joining together those with job to fill and those seeking job’s it is a joining process is
that it tries to bring together job seeker and employer with a view to encourage the former
such a way that job seekers respond to, be cost effective , the recruitment process should
attract qualified applicants and provide enough information unqualified person to self –
As was mentioned carrier recruitment refers to the process of identifying and attracting
1- Planning
2- Strategy development
3- Searching
4- Screening
techniques used to tap these sources, and a method of assessing the recruitment
programme.
SOURCES OF RECRUITMENT
1- Internal sources
2- External sources
Recruitment
Transfer :- Transfer is mainly one department to another department and one place
EXTERNAL SOURECES
Various institutions like IIMs, IITs, engineering colleges, medicals colleges, it is and
universities are a good source recruiting well qualified executive, engineers medical
staff, pharmacists, chemists, etc. They provides facilities for campus interviews and
the employers and the students. This source is known as campus recruitment .
Several private consultancy firms, e.g., Ferguson Associates, price waterhouse, ABC
charging fee. These agencies are particularly suitable for recruitment of executives
and specialists. They perform all the function of recruitment and selection so that the
clients is relieved of this burden. But the cost of recruitment through these agencies is
quite high.
Employment exchange:-
country. These exchange provide information about job vacancies to the jobseekers
Casual callers :-
Due to widespread unemployment in the country. Many jobseekers visit the officers
of well known companies on their own. Such callers are generally considered a
Press advertisements:-
The advantage of this method is that it has a very wide reach. One advertisement in a
persons throughout the country. Cost per person is very low. This method can be used
The selection process consists of the series of steps. At each stage, facts may come
preliminary interview:-
which prospective candidates are given the necessary information about the nature of
the job and the organization. Necessary is also elicited from the candidates about their
application bank:-
application form is a traditional and widely used device for collection information
from candidates. Small firms design no application form and ask the candidates to
writes details about their age, marital status, education, work experience, etc. on a
plain sheet paper. But big companies use different types of application forms of
different jobs.
(a) Identifying information:- Name, Address, Telephone number, etc.
Dependents, etc.
(f) Experience:- Job held, Employers, Duties performed, Salary drawn, etc.
(g) Reference .
Selection test:-
Psychological tests are being increasingly used in employees selection. A test is a sample
systematic basis for comparing the behavior, performance and attitudes of two more
persons. Tests are based on the assumption that individual differ in their job related traits
supplementary screening device. Test is helpful in better matching of candidate and the
job. Tests may also reveal qualifications which remain covered in application form and
interview
TYPES OF TESTS
These tests measure the latent ability or potential of a candidate to learn a new job or
these tests.
Intelligence tests:-
These tests measure the overall intellectual capacity [intelligence quotient (I.Q.)]of a
person. These reveal whether an individual has the capacity to deal with new problems.
Aptitude tests:-
These tests measure a person’s capacity to learn a particular type of mechanical work.
Capacity for spatial visualization, perceptual speed, manual dexterity, visual insights,
Personality test:-
These are pen paper used to judge the psychological make up of person. These probe
These tests are inventories of candidate’s likes and dislikes in relation to works. These
are used to discover a person’s areas of interest and to identify the kind of work. That will
satisfy him.
EMPLOYMENT INTERVIEW
essential element of selection and no selection procedure is complete without one or more
person interviews. The information collected through application and test can be cross
MEDICAL EXAMINATION
Applicant who has crossed the above stages are sent for a physical examination either
REFERENCE CHECKS
The applicant is asked to mention in his application form, the names and addresses of
two or more persons who know him well. These may be his previous employers,
mail or telephone. They are requested to provides their frank opinion about the
INTRODUCTION:-
The size of the labour market the image of the company. The place of posting the
nature of job. The compensation package and a host of other factory influence the
matter of aspirants are likely to respond to the recruiting efforts of the company
.through the process of recruitment the company tries to locate prospective employees
and encourage them to apply for vacancies at various levels. Recruiting thus provides
Definition :-
To select mean to choose . selection is the process of picking individuals who have
relevant qualification to fill the jobs in an organization . the basis purpose is to choose
the individual who can most successfully perform the job from the pool of qualified
candidates.
SELECTION PROCESS
are therefore . Generally long and complicates many employees make use of such
etc. While coming to hiring decision . However in modern times. There are
The selection is usually a series of hurdles or steps . Each one must be successfully
cleared before the applicants process to the next one . The time and emphasis place on
each step will definitely vary from one organization . To another and indeed , from
The sequence of steps may also vary from job to job and organization to
organization .
Ex :-
Some organization may give more importance to testing while other give more
interview night be enough for applicants for lower level position ,while applicants for
steps :-
1- Reception
2- Preliminary screening
3- Application blank
4- Selection test
6- Medical test
7- Reference cheeks
8- Hiring decision
Every candidates for . the job has to clear a number of hurdles before getting selected
for the job . If he is not found further stages .Thus he will be reselected .For instance
if a candidates particulars in the application are not found suitable .He while not be
called for the test , is a candidates fails in the test .He will net be called for the
interview.
EXTERNAL ENVIROMENT
INTERNAL ENVIROMENT
PRELIMINARY INTERVIEW
SELECTION TEST
R E J E C T IO N
EMPLOYMENT INTER
SELECTION DECISION
PHYSICAL EXAM
JOB OFFER
EMPLOYMENT CONTRACT
EVALUATION