A Study on Effectiveness of Recruitment

Strategy in WHEELS INDIA LIMITED, Padi,

Chennai.

PROJECT IN HUMAN RESOURCE MANAGEMENT

INTERNAL GUIDE PRESENTED BY

Ms.Sathy arthyMBA., V. Manonmani
Vmm 553
IIYEAR MBA(HRM &OM)
 ABSTRACT
• This study particularly focuses on Wheels India Ltd,. This
study mainly deals with Effectiveness of Recruitment
Strategy, which is one of the main functions of HRD. The
research work focuses on the problem of controlling the
recruitment cost, choosing the right man for the right place
& by using various recruitment strategies.
• By using, convenient sampling techniques, 150
respondents were selected. Opinions of the respondent
were analyzed with the help of statistical tools. For this
survey, questionnaire, schedule, telephonic interview &
management information system were used for gathering
information from the employees. The findings are
presented in this report.
 INTRODUCTION
• Recruitment is the process of finding and attracting capable
applicants for employment.
• The various sources of recruitment may be classified into two broad
categories,
– Internal source and
– external source.
• The recruitment process provides the organization with a pool of
potentially qualified job candidates from which judicious selection
can be made to fill vacancies.
• Recruitment process precedes the selection process, that is,
selection of right candidates for various positions in the organization.
 
 INDUSTRY PROFILE
• The Indian auto component industry is one of the front runners for grabbing the global
auto component outsourcing market, estimated to be worth US$700 billion by 2015.
• The Indian automobile components industry has come a long way since the country’s
economic liberalization which opened up the sector in the early 1990s.
CURRENT SCENERIO
• the domestic automobile market boosted by the tremendous increase in domestic
demand, is also contributing to the growth of the auto components industry.
• The demand led to increase in production capacity. According to the Automotive
Component Manufacturers Association of India (ACMA), domestic components
production increased by 15% from 2004-05 to US$10 billion in 2005-06.
• It recorded a compounded annual growth rate of 20% between 2000 and 2005 and is
expected to grow to US$18.7 billion by 2009.
• Meanwhile, exports increased by 28% in 2005-06 to US$1.8 billion from the previous
year with Europe and North America respectively accounting for 36% and 26% of the total
auto components exports from India. It is believed that by 2015, the global auto
component industry would reach US$ 1.9 trillion.
EARLY DAYS:
• Though the Indian auto components industry has been in existence since
the early 1940s, the protectionist policies of the Indian government prior
to the nineties and low volumes of production due to limited demand
from the vehicle manufacturers in India hampered innovation and growth
in this sector.
• The first boost came in 1982 when the Government of India established
Maruti Udyog Limited (MUL) and collaborated with Suzuki Motors of
Japan.
• In 1991 Hyundai, Toyota, General Motors, Ford, and DaimlerChrysler etc.
set up their manufacturing centres in India.
• The component manufacturers embraced global best practices/standards
such as Lean Manufacturing, TQM, Six Sigma, etc.
 Charting The Growth Path
The government has envisaged the Automotive Mission Plan
2016 to promote growth in the sector. It targets:

• Emerging as the global favourite in the area of design and

manufacture of automobiles and auto components.
• Taking the output to US$ 145 billion, accounting for more
than 10 per cent of the GDP.
• Offering additional employment to 25 million people by 2016.
 COMPANY PROFILE
WHEELS INDIA LIMITED
-YOU NAME IT WE MAKE IT
• Wheels India was set up as a joint venture between TVS and Dunlop
group, UK in the year 1960.
• Wheels India has grown as leading manufacturers of steel wheels for
passenger cars, utility vehicles, trucks, buses, agricultural tractors and
construction equipment in India.
Annual Capacity: 10 million wheels
Manpower: 1,760
• It is a public limited company and its share value was quoted at Rs 45 (as
of May 4th). 14.30 % of its shares are held by General Public and the rest
are held by few individuals and corporate.
PRODUCTS
 Mission, Objectives and strategies of the
Organization:
Mission:
  Other Important Objectives:
  • Development of new techniques
• Maintain leadership in the domestic • In house tool manufacturing facility
market and presence in export • Participate in NPI Projects
markets. • Continuous upgradation of technical
• Ensure customer satisfaction through expertise of engineers and managers
timely delivery of quality products • Meeting ISO -14001:2004 requirements
and services, at competitive prices. • Investment in new processing
• Continuously improve & innovative techniques
product design, process technology • Development of new technologies
and work environment to offer better Environment Objectives:
products. • Use of Wind energy
• Bring about involvement of all • Greening of factory premises
employees in achieving the above • Rainwater harvesting for water
objectives conservation
 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES
• To study the effectiveness of recruitment strategy in WHEELS INDIA LTD.,
SECONDARY OBJECTIVES
• To study & analyze the recruitment process in WHEELS INDIA LTD.,

• To study whether the internal sources of recruitment strategy is

effectively followed in WHEELS INDIA LTD.,
• To identify the key factors / tools that help in recruitment in WHEELS
INDIA LTD.,
• To determine the employee opinion about the recruitment strategy in
WHEELS INDIA LTD.,
• To offer suggestions for the improvement of the recruitment process in
WHEELS INDIA LTD.,
 SCOPE OF THE STUDY
•
 
This study covers about the recruitment strategies in WHEELS
INDIA LTD.,
• This study provides guidance in adopting in selecting the
strategy for the improvement in recruitment activities in
WHEELS INDIA LTD.,
• The study provides better working conditions in WHEELS
INDIA LTD.,
• This study facilitates clear idea about various advanced
strategies in recruitment that prevails in WHEELS INDIA LTD.,
 NEED OF THE STUDY
• Attract and encourage more and more candidates to apply in the organization.
• Create a talent pool of candidates to enable the selection of best candidates for
the organisation. 
• Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
• Recruitment is the process which links the employers with the employees.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
 

  
 LIMITATIONS OF THE STUDY
• The study is confined only to WHEELS INDIA
LTD.,
• Time is still an important limitation in this
regards as there were only 120 days.
• The data was collected through convenience
sampling technique.
Hence the study was limited.
 
 REVIEW OF LITERATURE
• According to Edvin Flippo, “Recruitment is the process of
searching for the prospective employees and stimulating them
to apply for the jobs in the organization.”
• WERTHER and DAVIS
 –Recruitment is the process of finding and attracting capable
applicants for employment. The process begins when new
recruits are sought and ends when the applications are
submitted. The result is a pool of applicants from which new
employees are selected. 
RECRUITMENT PROCESS
1. Identify vacancy
2. Prepare job description
and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and
decision making
 Initiate recruitment
request

Review & approval

by level 5 and
above managers

Intimation to the
Approval No Original
received requester
A Yes

• RECRUITMENT FLOW
Advertise/
References
Agencies

Screening
Profiles CHART
Eligible
Profiles No
found

Yes

Is written Conduct
Yes
A test Written
required test

No

Yes
Arrange & conduct Qualified/
Interviews Short listed

Yes NO

Intimate to the
Qualified/ No candidate about not
A Short listed short listed/selected

Yes

Final selection

A Selected No

Yes

Send offer
letter