Study on Recruitment and Selection at “T.R.

Sawhney
automobile Pvt. Ltd.”

Submitted in partial fulfillment of the requirement for the award

of the degree of

Bachelor of Business Administration

To

School of Management
Under the guidance of :- Submitted by:-

Ms. Mahima Anand Shikha Yadav

17bba077

Northcap University Gurgaon

Haryana -122001

2017-2020

1
 EXECUTIVE SUMMARY

The Internship was an important part for the completion of the BBA degree. The

internship was done at NEXA PVT. LTD one of the leaders in Automobile

manufacturing in the country. The summer internship was done in recruitment

and selection with the HR team of the company.

In order to realize company objectives, it is essential to recruit people with

requisite skills, qualification and experience. While doing so we need to keep

present and future requirements of company in mind. Successful recruitment

methods include a thorough analysis of the job and the labour market conditions.

Recruitment is almost central to any management process and failure in

recruitment can create difficulties for any company including an adverse effect on

its profitability and inappropriate levels of staffing or skills. Inadequate

recruitment can lead to labour shortages, or problems in management decision

making. Recruitment is however not just a simple selection process but also

requires management decision making and extensive planning to employ the most

suitable manpower

In the summer internship I had to study employment recruitment for the company

and use the theoretical knowledge too practically. Studying selection and

recruitment is an important part for every organization.

2
 CERTIFICATE

I, Ms. SHIKHA YADAV ,Roll No. 17bba077 certify that the summer
internship report entitled “HUMAN RESOURCE MANAGEMENT
IN NEXA ” is done by me and it an authentic work carried out by
me at NEXA PVT. LTD. The matter contained in this has not been
submitted earlier as part of any other assignment or for the award of
any degree, diploma to the best of my knowledge and belief.

Siganture of the supervisor

Name of the supervisor :-Mahima anand

Designation :-

Date:-

3
 ACKNOWLEDGEMENT

Thе work complеtеd without аcknowlеdging thе аssistаncе to thosе

who wеrе аlwаys by my sidе to mаkе my еfforts fruitful in thе tаsk
lеft incomplеtе.

I would likе to еxprеss my sincеrе thаnks to my projеct mentor Ms.

Mahima Anand undеr whosе guidеlinе I wаs аblе to complеtе my
internship rеport.

Аlso I would likе to thаnk THE NORTHCAP UNIVERSITY for

giving opportunity to do internship program

I аm wholе hеаrtеdly thаnkful to all my subject teahcers for giving mе

thеir vаluаblе timе & аttеntion & for providing mе а systеmаtic wаy
for complеting my report in timе.

I also expressed gratefulness to Ms.Hitika Makhijia (HR-Manager) of

NEXA PVT. LTD. who provides me all important and connected
information.

Last but not the least, I am grateful to my parents ,my sister, my

brother, and all my friends who supported me, directed me ,suggested
me and make me out of all the difficulties during my internship
project.

Signature of the student

4
 CONTENT
TOPIC Page No.

Cover page 1

Executive summary 2

Certificate 3

Acknowledgement 4

Content 5

Chapter-1 Introduction 6

1.1.1 About industry 7-8

1.2 Company profile 9-10

1.2.1 Mission and vision 11

1.2.2Product range 12-14

1.2.3 PEST Analysis 15

1.2.4 SWOT Analysis 16

1.3 Introduction on HR management 17-35

1.3.1Objective of the study 36

Chapter-2 Job profile 37

Chapter-3 Issues/challenges faced 38

Chapter-4 Recommendation and conclusion 39

Chapter-5 References 40

5
INTRODUCTION

6
1)INDUSTRY
INDIAN AUTOMOBILE INDUSTRY

The automobile industry in India is world’s fourth largest, with the country
currently being the world's 4th largest manufacturer of cars and 7th largest
manufacturer of commercial vehicles in 2018. Indian automotive industry
(including component manufacturing) is expected to reach Rs 16.16-18.18 trillion
(US$ 251.4-282.8 billion) by 2026. Two-wheelers dominate the industry and
made up 81 per cent share in the domestic automobile sales in FY19.

Overall, Domestic automobiles sales increased at 6.71 per cent CAGR between
FY13-18 with 26.27 million vehicles being sold in FY19. Indian automobile
industry has received Foreign Direct Investment (FDI) worth Rs.1,49,424 crore
(US$ 21.38 billion) between April 2000 and March 2019.

Domestic automobile production increased at 6.96 per cent CAGR between

FY13-19 with 30.92 million vehicles manufactured in the country in FY19.
In FY19, commercial vehicles recorded the fastest pace of growth in domestic
sales at 17.55 per cent year-on-year, followed by three-wheelers at 10.27 per cent
year-on-year.

The passenger vehicle sales in India crossed the 3.37 million units in FY19 and is
further expected increase to 10 million units by FY20.

The government aims to develop India as a global manufacturing as well as a

research and development (R&D) hub. It has set up National Automotive Testing
and R&D Infrastructure Project (NATRiP) centres as well as a National
Automotive Board to act as facilitator between the government and the industry.

Under (NATRIP), five testing and research centres have been established in the
country since 2015. NATRIP’s proposal for “Grant-In-Aid for test facility
infrastructure for Electric Vehicle (EV) performance Certification from NATRIP
Implementation Society” under FAME Scheme which had been approved by
Project Implementation and Sanctioning Committee (PISC) on 3rd January 2019.

7
The Indian government has also set up an ambitious target of having only electric
vehicles being sold in the country. Indian auto industry is expected to see 8-12 per
cent increase in its hiring during FY19. The Ministry of Heavy Industries,

Government of India has shortlisted 11 cities in the country for introduction of

electric vehicles (EVs) in their public transport systems under the FAME (Faster
Adoption and Manufacturing of (Hybrid) and Electric Vehicles in India) scheme.

The first phase of the scheme has been extended to March 2019 while In February
2019, the Government of India approved the FAME-II scheme with a fund
requirement of Rs 10,000 crore (US$ 1.39 billion) for FY20-22. Number of
vehicles supported under FAME scheme has increased to 192,451 units in March
2018 from 5,197 units in June 2015. On 29th July 2019, Inter-ministerial has
sanctioned 5,645 electric buses for 65 cities

8
2) COMPANY

The Nexa is new automobile industry and a brand of Maruti Suzuki.

NEXA is the major initiative. The Company is reaching to new segments
of customer into changing India. During the years, Maruti Suzuki has
relied on consumers feedback to introduce new products according to the
need of new feature. It was also the first to attend “solutions” to
customers at its dealerships. The next step is taking the lead in offering
customers a NEW EXCLUSIVE AUTOMOTIVE EXPERIENCE by
introducing NEXA.

Customer face to face feedback , surveys and questionnaire have

shown there is appositive increase in the segment of car buying
Indians who desire and value personal care, attention in their car
buying and ownership experience. They want people, technology,
showroom ambience and processes to come together and offer them a
“worm experience”.

Maruti Suzuki Nexa launched by the company in July 2015 . It has

emerged as third-largest selling retail in the local vehicle market in
less than three years of launch, trailing the parent’s regular sales
channel (which clocked sales of 10,99,998 units) and rival Hyundai
Motor India’ distribution network (4,57,727 units) in terms of volume
tillJan2019 .The contribution of Nexa automobiles to Maruti Suzuki’s
overall sales volumes nearly doubled to 19.9% in the period under
review compared with 10.9% recorded in the last financial year. The
company, currently come with many cars like Ignis, premium
hatchback Baleno, midsize , sedan Ciaz cross-over utility vehicle S-
Cross through the Nexa

9
Location and Overview:

Started in the year 2015, Nexa in Gurgaon Sector 53, , Delhi is

famous in the category Car Dealers-Maruti Suzuki Baleno in the
Gurgaon. This well acts as a one-stop destination servicing customers
both medium and from rich family of Gurgaon, Delhi. Over the
periodof its journey, this business has started a firm foothold in it’s
industry. The belief that customer satisfaction is as important as their
products and services, have helped this establishment garner a vast
base of customers, which continues to grow by the day. This business
employs individuals that are dedicated towards their respective roles
and put in a lot of effort to achieve the common vision and larger
goals of the company. In the near future, this business aims to expand
its line of products and services and cater to a larger client base. In
Gurgaon, Delhi, this establishment occupies a prominent location in
Gurgaon Sector 53.
It is an effortless task in commuting to this establishment as there
are various modes of transport readily available like sector 53 metro
station is just in front of nexa showroom . It is at Golf Course Road,
Opposite Bikaner, which makes it easy for first-time visitors in
locating this establishment. The popularity of this business is evident
from the 500+ reviews it has received from Justdial users. It is known
to provide top service in the following categories:

Maruti Suzuki Baleno, -Maruti Suzuki Ignis,

Maruti Suzuki S Cross.

10
 VISION
As the NEXA is started by Governmental initiatives to be more
consumer oriented and to cost effective, but on the other hand
Suzuki’s participation ensures not only need of the profit, but of
the need of maximum profit.Customer Delight is making sure that
performance, after sales service and customer support are best and
beyond expectation.
MISSION
Mission is the statement of an organization’s purpose, what it want
to accomplish in the larger environment goals which are specific,
motivating , and realistic Modernization of the Indian Automobile
Industry.Developing cars faster and selling them for
less.Production of fuel-efficient vehicles to conserve scarce
resources.Production of large number of motor vehicles which was
necessary for economic growth.

11
PRODUCT RANGE OF THE COMPANY

BALENO: Price: 5.29L-8.49L(EX-SHOWROOM)

NEXA,welcomed its newly-launched premium hatchback Baleno with a never

seen before digital campaign. The campaign was a huge hit amongst the digital
users and also created a buzz across various social media platforms for its
innovative and creative online presence. The campaign was executed from
30thOctober to 5th Nov 2015, on diverse media platforms with its two neoteric
revolutionary techniques, which are the Shake Innovation and Redirection
Technique. The concept behind both the campaigns is different and unique in
terms of planning, strategy, execution and novelt

12
CIAZ

Price:7.5L-10.5L (EX-SHOWROOM)

Maruti Suzuki India Limited gears up for launch of their new Ciaz which comes
in as a replacement to the SX4. Launching just ahead of the festive season in the
country, first teaser images of the new Ciaz have emerged drawing attention to its
marketing initiative called – Cool Cat is in Town. The story is such that India
Times and NDTV first published a sponsored post (native advertising) which
spoke about this cat in town who was spotted driving a car and how a fictitious
Mrs. Raghunath fainted after seeing the cool cat. Though the story does not talk
about new MarutiCiaz, the teaser image with the post (above) gives away
Maruti’s new marketing strategy. There is also a new twitter account with the
handle where you can find more such teasers. Maruti Suzuki Ciaz will be
launched in the second half of September. Production has already begun at the
company plant in Manesar, Haryana, as revealed latest spy shots. Pre launch
bookings commence later this month, while prices are slated to be in INR 7.5 lakh
to 10.50 lakh category. Ciaz sedan was showcased at 2014 Auto Expo where it
was seen with aggressive body language, well defined headlamps and extended
front grille. The new Ciaz also sports stretched fog lamps and chrome finished tail
lamps.

13
S-CROSS:

Latest Update: The Maruti S-Cross will get a new petrol engine variant at the
2020 Auto Expo. Read the details here.
Maruti S-Cross Price: The prices of the S-Cross read Rs 8.85 lakh - Rs 11.49
lakh (all prices are ex-showroom, New Delhi).
Maruti S-Cross engine and mileage: In the facelift, Maruti has ditched the 1.6-litre
diesel engine and it's only offered in the relatively underpowered 1.3-litre diesel
now. Further, the 1.3-litre diesel now comes with Suzuki's mild-hybrid SHVS
tech. The S-Cross facelift delivers a claimed mileage of 25.1kmpl - an increase of
1.45kmpl. Ground clearance now reads 137mm (laden), thanks to the bigger set of
wheels.
Maruti S-Cross Features: The Maruti crossover comes loaded to brim this time
around. It gets all-LED headlamps, leather upholstery, cruise control, 60:40 split
rear seats and a 7-inch infotainment system with Android Auto connectivity. It
misses on the rear AC vents.

14
 SWOT ANALYSIS

STRENGHTS WEAKNESSESS
 Strong customer base  High interest rate
 Quality  Customer are still worry of such
 Good advertising and self new innovation
competing brand  Exposure of intense competition
 Largest distribution network of from other dealerships across
dealers and after sale services region
centre
 Promoters' extensive experience
in the automotive industry, and
their funding support

Opportunities THREATS
 High global demand  More competitor
 Fast growing automobile market  Strikes of employees
 Develop Fuel effective car  Ever increasing fuel prices
 Government policies for the
automobile sector across the
world.

15
PEST ANALYSIS

Political Factor:- Economical Factor:-

 Government mission plan  Rise in per capita income
which aim to make India as GDP.
the 3th largest market in  Easy loan availability from
automobile. different financial
 Govt. of India has allowed institutions at low rate of
100% FDI in automobiles interest.
sector in India

Social Factor:- Technological Factor:-

 Changing customer taste  Technology to improve
and preferences in term of safety while driving
looking for more than just  To switch to electric
fuel efficient and low cost vehicles and also to CNG
cars vehicle.
 Improved lifestyle

16
INTRODCTION ON HRM
Human Resource Management (HRM) is an program in companies designed to
increase employee performance to meet the employer's strategic goals and
objectives. HRM mainly focuses on management of people within companies,
emphasizing on policies and systems.
In short, HRM is the process of recruiting, selecting employees, providing proper
orientation and induction, imparting proper training and developing skills.
HRM also includes employee assessment like performance appraisal, facilitating
proper compensation and benefits, encouragement, maintaining proper relations
with labor and taking care of employee safety, welfare and health by complying
with labor laws of the state or country concerned.

The Scope of HRM

The scope of HRM is very wide. It consists of many functions that come under
the human resource management. The different functions are as follows −

Human Resources Planning

It is the process by which a company know how many positions are vacant and if
the company has more staff or shortage of staff and subsequently deals with this
need of more or shortage.

Job Analysis Design

Job analysis can be defined as the process of noticing and regulating in detail the
particular job duties and requirements and the relative importance of these duties
for a given job.
Job analysis design is a process of designing jobs where evaluations are made
regarding the data collected on a job. It gives an elaborate description about each
and every job in the company.

Recruitment and Selection

The information collected from job analysis, the company prepares
advertisements and publishes them on various social media. This is known
as recruitment.

17
A number of applications are received after the advertisement is presented,
interviews are conducted and the deserving employees are selected. Thus,
recruitment and selection is yet another essential area of HRM.

Orientation and Induction

After the employees are selected, an induction or orientation program is
organized. The employees are updated about the background of the company as
well as culture, values, and work ethics of the company and they are also
introduced to the other employees.

Training and Development

Employees have to go though a training program, which assists them to put up a
better performance on the job. Sometimes, training is also conducted for
currently working experienced staff so as to help them improve their skills
further. This is known as refresher training.

Performance Appraisal
After the employees have 1 year of service, performance appraisal is organized
in order to check their performance. On the basis of these appraisals, future
promotions, incentives, and increments in salary are decided.

Compensation Planning and Remuneration

Under compensation planning and remuneration, various rules and regulations
regarding compensation and related aspects are taken care of. It is the duty of the
HR department to look into remuneration and compensation planning.

18
Process:

Job Analysis:

The proper start to a recruitment effort is to perform a job analysis, to document

the actual or intended requirement of the job to be performed. This information is
captured in a job description and provides the recruitment effort with the
boundaries and objectives of the search. Oftentimes a company will have job
descriptions that represent a historical collection of tasks performed in the past.
These job descriptions need to be reviewed or updated prior to a recruitment
effort to reflect present day requirements. Starting recruitment with an accurate
job analysis and job description insures the recruitment effort starts off on a
proper track for success.

Sourcing:

Sourcing involves 1) advertising, a common part of the recruiting process, often

encompassing multiple media, such as the Internet, general newspapers, job ad
newspapers, professional publications, window advertisements, job centers, and
campus graduate recruitment programs; and 2) recruiting research, which is the
proactive identification of relevant talent who may not respond to job postings
and other recruitment advertising methods done in #1. This initial research for so-
called passive prospects, also called name-generation, results in a list of prospects
who can then be contacted to solicit interest, obtain a resume/CV, and be
screened.

Screening and selection:

Suitability for a job is typically assessed by looking for skills, e.g.

communication, typing, and computer skills. Qualifications may be shown
through résumés, job applications, interviews, educational or professional
experience, the testimony of references, or in-house testing, such as for software

19
knowledge, typing skills, numeric, and literacy, through psychological tests or
employment testing. In some countries, employers are legally mandated to
provide equal opportunity in hiring. Business management software is used by
many recruitment agencies to automate the testing process. Many recruiters and
agencies are using an Applicant tracking system to perform many of the filtering
tasks, along with software tools for psychometric testing

On boarding:

"On boarding" is a word which describes the introduction or "induction" process.

A well-planned introduction helps new employees become fully operational
quickly and is often integrated with a new company and environment. On
boarding is included in the recruitment process for retention purposes. Many
companies have on boarding campaigns in hopes to retain top talent that is new to
the company, campaigns may last anywhere from 1 week to 6 months.

Internet Recruitment / Websites:

Such sites have two main features: job boards and a résumé/curriculum vitae (CV)
database. Job boards allow member companies to post job vacancies.
Alternatively, candidates can upload a résumé to be included in searches by
member companies. Fees are charged for job postings and access to search
resumes. Since the late 1990s, the recruitment website has evolved to encompass
end-to-end recruitment. Websites capture candidate details and then pool them in
client accessed candidate management interfaces (also online). Key players in this
sector provide e-recruitment software and services to organizations of all sizes
and within numerous industry sectors, who want to e-enable entirely or partly
their recruitment process in order to improve business performance.

20
The online software provided by those who specialize in online recruitment helps
organizations attract, test, recruit, employ and retain quality staff with a minimal
amount of administration. Online recruitment websites can be very helpful to find
candidates that are very actively looking for work and post their resumes online,
but they will not attract the "passive" candidates who might respond favorably to
an opportunity that is presented to them through other means. Also, some
candidates who are actively looking to change jobs are hesitant to put their
resumes on the job boards, for fear that their current companies, co-workers,
customers or others might see their resumes.

Job search engines:

The emergence of meta-search engines, allow job-seekers to search across

multiple websites. Some of these new search engines index and list the
advertisements of traditional job boards. These sites tend to aim for providing a
"one-stop shop" for job-seekers. However, there are many other job search
engines which index pages solely from employers' websites, choosing to bypass
traditional job boards entirely. These vertical search engines allow job-seekers to
find new positions that may not be advertised on traditional job boards, and online
recruitment websites.

21
RECRUITMENT AND SELECTION

Recruitment:

Recruitment refers to the process of screening, and selecting qualified people for a
job at an organization or firm, or for a vacancy in a volunteer-based some
components of the recruitment process, mid- and large-size organizations and
companies often retain professional recruiters or outsource some of the process to
recruitment agencies. External recruitment is the process of attracting and
selecting employees from outside the organization.

Potential recruits should he subjected to stringent back ground investigations

performed by trained investigators who might interview neighbors associates and
previous employers. Checks of policies records should he performed, as well as
credit and hank account checks to assess the extent and sources of income. Entry
requirements would include testing for the specific skills and aptitudes. Human
resources management staff in customs could undertake these tacks in house or
could turn to recruitment professionals. New recruits should be advised that a
career in customs involves rotation to enhance multifunctional and to avoid the
development of potentially unsavory relationships with the local trading
community. New recruits with no prior experience in customs related work should
undergo intense training and testing to prepare those lots their new assignments. If
successful, they should undergo a prohibition period before being confirmed as
conscious staff. Such probationary periods often last a full year, during which the
employee can be terminated for unsatisfactory performance or disciplinary
problems without the complex recourse to appeals and administrative tribunals

22
Following this probationary period and satisfactory performance evaluation, the
trainees should be confirmed; Relying on transparent performance criteria aids
supervisors and enhances the transparency of the recruitment process.

Most customs organizations traditionally rely on the recruitment of young

candidates who are then schooled in the best practices of the customs service
through combination of academic and on the job training. However, modern
customs practices require staff to possess expertise that cannot easily be attained
through training within the customs service. Expertise in IT and accounting which
are increasingly required to perform post clearance audits, are only two examples.
Recruitment procedures and compensation scales nerd to be sufficient In attract
staff with these skills, When qualified applicants are not available, it is possible at
times to sidestep these civil service restrictions by offering attractive consultant.
This practice has its downside though. As it could easily demoralize customs staff
in general and could present the problem of staff continuity in specialized
assignments.

The recruitment industry has four main types of agencies: employment agencies,
recruitment websites and job search engines, "headhunters" for executive and
professional recruitment, and in-house recruitment. The stages in recruitment
include sourcing candidates by advertising or other methods, and screening and
selecting potential candidates using tests or interviews.

23
Selection:

Selection can be conceptualized in terms of either choosing the fit candidates, or

rejecting the unfit candidates, or a combination of both, So, selection process
assumes rightly that, there is more number of candidates than the number of
candidates actually selected, where the candidates are made available through
recruitment process, selection is a process of choosing the most suitable persons
out of all the participants. In this process, relevant information about applicant is
collected through series of steps so as to evaluate their suitability for the job to be
filled. On other hand, selection is the process of assessing the candidates by
various means and making a choice followed by an offer of employment.
Therefore, in simple terms, selection is a process in employment function which
starts immediately upon receipt of resumes and application letters, the major
concern being reviewing resumes for basic qualifications. A job seeker who does
not meet the required qualifications is not an applicant and should not be
considered. It is a process which should be based on job-related qualifications
including, but not limited to: required or preferred education; experience; and
knowledge, skills, and abilities as identified in the job description. Qualifications
must be bona fide occupational qualifications. An applicant who is hired must
meet the required qualifications listed in the job description. In this regard,
Selection is a process of matching the qualifications of applicants with the job
requirements. It is a process of weeding out unsuitable candidates and finally
identifies the most suitable candidate.

Traditional Agency:

Also known as a employment agencies, recruitment agencies have historically had

a physical location. A candidate visits a local branch for a short interview and an
assessment before being taken onto the agency’s books. Recruitment consultants
then work to match their pool of candidates to their clients' open positions.

24
Suitable candidates are short-listed and put forward for an interview with
potential employers on a temporary ("temp") or permanent ("perm") basis.

Compensation to agencies takes several forms, the most popular:

 A contingency fee paid by the company when a recommended candidate

accepts a job with the client company (typically 20%-30% based and
calculated of the candidates first-year base salary - though fees as low as
12.5% can be found online), which usually has some form of guarantee
(30–90 days standard), should the candidate fail to perform and is
terminated within a set period of time (refundable fully or prorated)
 An advance payment that serves as a retainer, also paid by the company,
non-refundable paid in full depending on outcome and success (eg. 30%
up front, 30% in 90 days and the remainder once a search is completed).
This form of compensation is generally reserved for high level executive
search/headhunters
 Hourly Compensation for temporary workers and projects. A pre-
negotiated hourly fee, in which the agency is paid and pays the applicant
as a consultant for services as a third party. Many contracts allow a
consultant to transition to a full-time status upon completion of a certain
number of hours with or without a conversion fee.

Headhunters:

A "headhunter" is industry term for a third-party recruiter who seeks out

candidates, often when normal recruitment efforts have failed. Headhunters are
generally considered more aggressive than in-house recruiters or may have
preexisting industry experience and contacts. They may use advanced sales
techniques, such as initially posing as clients to gather employee contacts, as well
as visiting candidate offices. They may also purchase expensive lists of names
and job titles, but more often will generate their own lists. They may prepare a

25
candidate for the interview, help negotiate the salary, and conduct closure to the
search. They are frequently members in good standing of industry trade groups
and associations. Headhunters will often attend trade shows and other meetings
nationally or even internationally that may be attended by potential candidates
and hiring managers.

Headhunters are typically small operations that make high margins on candidate
placements (sometimes more than 30% of the candidate’s annual compensation).
Due to their higher costs, headhunters are usually employed to fill senior
management and executive level roles. Headhunters are also used to recruit very
specialized individuals; for example, in some fields, such as emerging scientific
research areas, there may only be a handful of top-level professionals who are
active in the field. In this case, since there are so few qualified candidates, it
makes more sense to directly recruit them one-by-one, rather than advertise
internationally for candidates. While in-house recruiters tend to attract candidates
for specific jobs, headhunters will both attract candidates and actively seek them
out as well. To do so, they may network, cultivate relationships with various
companies, and maintain large databases, purchase company directories or
candidate lists, and cold call prospective recruits.

In-House Recruitment:

Larger employers tend to undertake their own in-house recruitment, using their
human resources department, front-line hiring managers and recruitment
personnel who handle targeted functions and populations. In addition to
coordinating with the agencies mentioned above, in-house recruiters may
advertise job vacancies on their own websites, coordinate internal employee
referrals, work with external associations, trade groups and/or focus on campus
graduate recruitment. While job postings are common, networking is by far the
most significant approach when reaching out to fill positions. Alternatively a large

26
employer may choose to outsource all or some of their recruitment process
(recruitment process outsourcing).

Passive Candidate Research Firms / Sourcing Firms:

These firms provide competitive passive candidate intelligence to support

company's recruiting efforts. Normally they will generate varying degrees of
candidate information from those people currently engaged in the position a
company is looking to fill. These firms usually charge a per hour fee or by
candidate lead. Many times this uncovers names that cannot be found with other
methods and will allow internal recruiters the ability to focus their efforts solely
on recruiting.

Process:
Job Analysis:

The proper start to a recruitment effort is to perform a job analysis, to document

the actual or intended requirement of the job to be performed. This information is
captured in a job description and provides the recruitment effort with the
boundaries and objectives of the search. Oftentimes a company will have job
descriptions that represent a historical collection of tasks performed in the past.
These job descriptions need to be reviewed or updated prior to a recruitment
effort to reflect present day requirements. Starting recruitment with an accurate
job analysis and job description insures the recruitment effort starts off on a
proper track for success.

27
Sourcing:

Sourcing involves

1) advertising, a common part of the recruiting process, often encompassing

multiple media, such as the Internet, general newspapers, job ad newspapers,
professional publications, window advertisements, job centers, and campus
graduate recruitment programs; and

2) recruiting research, which is the proactive identification of relevant talent who

may not respond to job postings and other recruitment advertising methods done
in #1. This initial research for so-called passive prospects, also called name-
generation, results in a list of prospects who can then be contacted to solicit
interest, obtain a resume/CV, and be screened.

Screening and selection:

Suitability for a job is typically assessed by looking for skills, e.g.

communication, typing, and computer skills. Qualifications may be shown
through résumés, job applications, interviews, educational or professional
experience, the testimony of references, or in-house testing, such as for software
knowledge, typing skills, numeric, and literacy, through psychological tests or
employment testing. In some countries, employers are legally mandated to
provide equal opportunity in hiring. Business management software is used by
many recruitment agencies to automate the testing process. Many recruiters and
agencies are using an Applicant tracking system to perform many of the filtering
tasks, along with software tools for psychometric testing

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On boarding:

"On boarding" is a term which describes the introduction or "induction" process.

A well-planned introduction helps new employees become fully operational
quickly and is often integrated with a new company and environment. On
boarding is included in the recruitment process for retention purposes. Many
companies have on boarding campaigns in hopes to retain top talent that is new to
the company, campaigns may last anywhere from 1 week to 6 months.

Internet Recruitment / Websites:

Such sites have two main features: job boards and a résumé/curriculum vitae (CV)
database. Job boards allow member companies to post job vacancies.
Alternatively, candidates can upload a résumé to be included in searches by
member companies. Fees are charged for job postings and access to search
resumes. Since the late 1990s, the recruitment website has evolved to encompass
end-to-end recruitment. Websites capture candidate details and then pool them in
client accessed candidate management interfaces (also online). Key players in this
sector provide e-recruitment software and services to organizations of all sizes
and within numerous industry sectors, who want to e-enable entirely or partly
their recruitment process in order to improve business performance.

The online software provided by those who specialize in online recruitment helps
organizations attract, test, recruit, employ and retain quality staff with a minimal
amount of administration. Online recruitment websites can be very helpful to find
candidates that are very actively looking for work and post their resumes online,
but they will not attract the "passive" candidates who might respond favorably to
an opportunity that is presented to them through other means. Also, some

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candidates who are actively looking to change jobs are hesitant to put their
resumes on the job boards, for fear that their current companies, co-workers,
customers or others might see their resumes.

Job search engines:

The emergence of meta-search engines, allow job-seekers to search across

multiple websites. Some of these new search engines index and list the
advertisements of traditional job boards. These sites tend to aim for providing a
"one-stop shop" for job-seekers. However, there are many other job search
engines which index pages solely from employers' websites, choosing to bypass
traditional job boards entirely. These vertical search engines allow job-seekers to
find new positions that may not be advertised on traditional job boards, and online
recruitment websites.

Objectives of Recruitment:

Recruitment is an important part of an organization’s human resource planning

and their competitive strength. Competent human resources at the right positions
in the organization are a vital resource and can be a core competency or a
strategic advantage for it. The objective of the recruitment process is to obtain the
number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives. With the same objective,
recruitment helps to create a pool of prospective employees for the organization
so that the management can select the right candidate for the right job from this
pool.

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Recruitment acts as a link between the employers and the job seekers and ensures
the placement of right candidate at the right place at the right time. Using and
following the right recruitment processes can facilitate the selection of the best
candidates for the organization.

In this is competitive global world and increasing flexibility in the labour market,
recruitment is becoming more and more important in every business. Therefore,
recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its
objectives. Here at Naukrihub, they attempt to provide a detailed insight into the
concept of recruitments, recruitment process and its sources, recent trends in
recruitment, recruitment strategies and the scenario in the industry along with the
career options for recruiters.

Source of Recruitment:

Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organization itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of the recruitment.

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Sources of Recruitment

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Some Internal Sources of Recruitments are given below:

 Transfers: The employees are transferred from one department to another

according to their efficiency and experience.
 Promotions: The employees are promoted from one department to
another with more benefits and greater responsibility based on efficiency
and experience.
 Others are Upgrading and Demotion of present employees according to
their performance.
 Retired and Retrenched employees may also be recruited once again in
case of shortage of qualified personnel or increase in load of work.
Recruitment such people save time and costs of the organizations as the
people are already aware of the organizational culture and the policies and
procedures.
 The dependents and relatives of Deceased employees and Disabled
employees are also done by many companies so that the members of the
family do not become dependent on the mercy of others.

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External sources of recruitment:

 Press Advertisements: Advertisements of the vacancy in newspapers and

journals are a widely used source of recruitment. The main advantage of
this method is that it has a wide reach.
 Educational Institutes: Various management institutes, engineering
colleges, medical Colleges etc. are a good source of recruiting well
qualified executives, engineers, medical staff etc. They provide facilities
for campus interviews and placements. This source is known as Campus
Recruitment.
 Placement Agencies: Several private consultancy firms perform
recruitment functions on behalf of client companies by charging a fee.
These agencies are particularly suitable for recruitment of executives and
specialists. It is also known as RPO (Recruitment Process Outsourcing.
 Employment Exchanges: Government establishes public employment
exchanges throughout the country. These exchanges provide job
information to job seekers and help employers in identifying suitable
candidates.
 Labour Contractors: Manual workers can be recruited through
contractors who maintain close contacts with the sources of such workers.
This source is used to recruit labor for construction jobs.
 Unsolicited Applicants: Many job seekers visit the office of well-known
companies on their own. Such callers are considered nuisance to the daily
work routine of the enterprise. But can help in creating the talent pool or
the database of the probable candidates for the organization.
 Employee Referrals / Recommendations: Many organizations have
structured system where the current employees of the organization can
refer their friends and relatives for some position in their organization.
Also, the office bearers of trade unions are often aware of the suitability of

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 candidates. Recruitment Management can inquire these leaders for
suitable jobs. In some organizations these are formal agreements to give
priority in recruitment to the candidates recommended by the trade union.
 Recruitment at Factory Gate: Unskilled workers may be recruited at the
factory gate these may be employed whenever a permanent worker is
absent. More efficient among these may be recruited to fill permanent
vacancies.

Recruiters for schools across the country are making use of both historically
successful and newer sources to fill current vacancies for SLPs and to identify
potential employees for the future. These sources include:

 University programs
 Ads in local and national newspapers
 Networking with current staff and student teachers
 Recruitment agencies
 National, state, and local speech-language-hearing associations
 Job fairs
 Online links among all rural, urban, and suburban schools in given
districts and via special

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 OBJECTIVE OF STUDY

 To have an understanding of Recruitment and Selection process

in NEXA.

 To identify the challenges faced by NEXA in its recruitment

and selection process

 To observe the behavior of the customers in the store.

 To record the satisfaction level of customers

 To how how salary is finalized

 To know how meeting are held in an organization.

 To convert my theoretical knowledge to practical knowledge.

 To study performance appraisal method and promotion policies

followed by NEXA.

 To know how incentives are given

 To critically analysis the functioning of recruitment procedure

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 JOB PROFILE

 Handle employees and their grievances.

 Indulge in group discussion
 Helped in Screening of employment required
 Take feedback
 Offer letter
 Maintaining discipline
 Salary distribution
 Making of incentive
 Handle vendures
 Timely delivery of cars
 Payrole
 Induction
 Training
 Collect information of applied people.

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CHALLENGES FACED

 Some of the customer may ignore us while asking for feedback.

 Sometime I may not able to speak in group meeting
 Upper level employ sometime scold us for wrongly doing any
work
 Lack of Role Clarity.
 In making excel because the content was not clear.
 Salary deduction task.
 Hire and fire of employee.

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RECOMMENDATION & CONCLUSION

These 6 weeks of my internship was a good learning experience for me. I was
exposed to the practical aspect of human resource management . While carrying
out this project in gurgaon , I got the opportunity to gain a substantial knowledge
about the automobile market Nexa. After accomplishing this project, there were
certain suggestions and findings and recommendations in my mind which would
help in the promotion of the cars in a better way. They are.

Selling techniques of the cars should be improved

Since the sales of Baleno and Ciaz is already good I don’t think it needs any
improvement. But the sales of other two cars that are S-Cross and Ignis are not up
to the mark. So these two cars need some improvement in selling technique

Incentives of cars

Incentive foe Baleno is lowest because the sale rate of it is really good so sales
person does not need to put much efforts to sell. Incentive for Ciaz is also ok, it
also has very powerful features to be sold automatically. Incentive of S-cross and
Ignis is highest because these two cars are newly launched and need some serious
efforts to sold.

Service department

NEXA is a newly launched showroom so they don’t have proper service center.
But they are building it.

Delivery Time

Waiting Time of NEXA cars speciallyBaleno is very long (near about 8 weeks).
It should be reduced.

Less deduction

Less deduction of salary on any misbehavior of employee.

Get together

Manager should arrange get together for employee so that they could feel
comfortable with each other.

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 REFERENCE
https://www.slideshare.net/hemanthcrpatna/a-project-report-on-automobile-industry

https://www.scribd.com/doc/31763023/MARUTHI-SUZUKI-COMPANY-ANALYSIS-
REPORT

http://www.ibscdc.org/Case_Studies/Marketing/Marketing%20Strategies/The%20Maki
ng%20of%20NEXA-Case.htm

https://prezi.com/4pf2zvfpsm2o/hr-practices-at-maruti/

http://www.futuredimension.org/maruti-wagonr.com/index.html

https://www.google.com/search?rlz=1C1CHBD_enIN811IN811&sxsrf=ACYBGNReu4Lg-
abvwOnJrjpx3wkeUBjBfg%3A1572378999915&ei=d5m4XcbEN6S_3LUPrYCT8AU&q=proj
ect

https://www.scribd.com/doc/13491431/PROJECT-ON-HRM-STRATEGIES-OF-MARUTI-
UDYOG-LIMITED

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