Rico Auto Industries aaa

8/7/2019 Rico Auto Industries aaa

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List of content

Chapter No. Title Page no.

1. 1.1 Introduction1.2 Statement of the problem1.3 Objectives1.4 Scope or Importance of the study

4 – 21

2. Review of Literature 22

3. 3.1 Research Design

i. Data collection methodii. Sample sizeiii. Statistical tools to usediv. Duration of the study

3.2 Limitation of the Study

23 - 28

4. Company Profile 29 - 38

5. Data Analysis and Interpretation 39 - 77

6. Summary of Findings, Suggestions & Conclusion 78 - 81

Bibliography 82

Annexure 83 -86

List of table

Table No.

Particulars PageNo.

1. Table showing age group of the respondents 39

Sambhram Academy of Management Studies Page 1

http://www.google.com/gwt/n?u=http://www.ricoauto.com/index.html&hl=en&client=ms-sonyericsson&q=rico+auto&source=m&channel=bm



2. Table showing qualification of the respondents 413. Table showing information regarding the job vacancy 42

4. Table showing mode of apply for the job 445. Table showing time schedule of conducting recruitment andselection

46

6. Table showing preference towards the source of recruitment 487. Table showing factor taken in to consideration at the time of

recruitment50

8. Table showing effectiveness of the recruitment procedure 52

9. Table showing effectiveness in hiring the best professionals 54

10. Table showing level of the satisfaction of the respondent towardsthe recruitment procedure

56

11. Table showing selection process attended by the respondents 5812. Table showing types of interview that the candidate went through

during selection60

13. Table showing rounds of interview conducted during selection 62

14 Table showing Candidates received any financial assistance or not for attending the interview

64

15. Table showing test administered revealed candidates strengthand weakness or both

66

16 Table showing comfortability of the respondents during theinterview

67

17 Table showing awareness of the terms and conditions about the

employment before joining

69

18 Table showing the capabilities of the interviewer 71

19 Table showing referring the candidates by the employees in theorganization.

73

20 Table showing encouragement from the organization for referringcandidates

75

21 Table showing aspects that help the respondent to join theorganization.

76

List of graph

TableNo.

Particulars PageNo.

1. Graph showing age group of the respondents 40

2. Graph showing qualification of the respondents 413. Graph showing information regarding the job vacancy 43





4. Graph showing mode of apply for the job 455. Graph showing time schedule of conducting recruitment and

selection47

6. Graph showing preference towards the source of recruitment 497. Graph showing factor taken in to consideration at the time of

recruitment51

8. Graph showing effectiveness of the recruitment procedure 53

9. Graph showing effectiveness in hiring the best professionals 55

10. Graph showing level of the satisfaction of the respondent towardsthe recruitment procedure

57

11. Graph showing selection process attended by the respondents 5912. Graph showing types of interview that the candidate went through

during selection

61

13. Graph showing rounds of interview conducted during selection 63

14 Graph showing Candidates received any financial assistance or not for attending the interview

65

15. Graph showing test administered revealed candidates strengthand weakness or both

66

16 Graph showing comfortability of the respondents during theinterview

68

17 Graph showing awareness of the terms and conditions about theemployment before joining

70

18 Graph showing the capabilities of the interviewer 72

19 Graph showing referring the candidates by the employees in theorganization.

74

20 Graph showing Encouragement from the organization for referringcandidates

75

21 Graph showing aspects that help the respondent to join theorganization.

77

1.1 INTRODUCTION

Human resource management is concern with the satisfying or fulfilling the

human resource requirement in the organization. It is mainly concern with

planning monitoring, and control on human resource. Its aims are to fulfill the

managerial needs of human resource of the organization. Human Resource

professionals are concern with procurement of human resource in right number

and of desire skill for the organization.





Human resource management aims at achieving organizational goals to meet the

expectation of the employees, develop the employees, skill and abilities of the

employees, improve the qualities of working life and manage human resources in

an ethical and socially responsible manner.

Human resource management is responsible for the people dimension of the

organization. It is pervasive force, action oriented, individual oriented,

development oriented, future focused, integrative in nature and is a

comprehensive in nature.

Human resource management of the organization has to recruit people with

requisite skill, qualification and experience if they have to survive and flourish in ahighly competitive environment. To be effective they need to tap all available

sources of supply, both internal and external.

Henry Ford the pioneer in the field of management state,

“Take out my building, take out my machine and all capital but leave

my men with me, I will became Henry Ford again.” This statement of Henry Ford

highlight that human resources in an organization plays a crucial role.

In fact management of human resource is the most important or the central

because proper or improper use of other resources depends upon human factor.

In other words, without cooperation of human resource it is not possible to

achieve the objectives of an organization.

Human resources refer to the knowledge skill, abilities, value, aptitudes and

beliefs possessed by its workforce in the organization. In fact competent and

skilled workforce determines the efficiency and effectiveness of the organization.

Other thing remaining the same, an organization with competent workforce is

likely to be more effective in comparison to the organization low in this factor.

In the word of Alfred P. Solan,





“Most of the business are alike expect as to people.” So achieving

human resource excellence leads to organization’s excellence.

Every industrial or commercial organization comes in to existence

when a number of persons join hands. All these people work to achieve some

organization goals. Management of every enterprise takes up the responsibility of

assigning, surviving and controlling the activities of person walking there.

Management brings human and material resources together for obtaining

organization goal. Human resource is important for the success of anyorganization. Manpower management will enhance efficiency and performance of

people at work.

Objective of Human Resource Management

Objective is predetermining goals to which individual or group

activities in an organization are directed. Objected of personal management are

influenced by social objective, organizational objectives, functional objectives,

and individual objectives. The objective of economic institutions is mostly to earn

profits. The objective of human resource management is as follows:

(1).To create and utilize an able and motivate workforce, to accomplish the basic

organizational goal.





(2).To establish and maintain sound organization structure and desirable working

relationships among all the member of the organization.

(3).To secure the integration of individual and groups within the organization by

co-ordination of the individual and group goals with those of the organization.

(4).To create facilities and opportunities for individuals or group development so

as to match it with the growth of the organization.

(5).To attain an effective utilization of human resources in the achievement of organization goals.

(6).To identify and satisfy individual and group needs by providing adequate and

equitable wages, incentive, employees benefits and social security and measure

of challenging work, prestige, recognition, security , status etc.

Function of the Human Resource Management

The function of the human resource management can be

broadly classified into two categories, viz. (1) Managerial function (2) operative

function

(1). Managerial function:

Managerial function of personal management involves planning

organizing, directing and controlling. All these function influence the operative

functions

(a). Planning:





It is pre-determine course of action. Planning pertain to

formulate strategies of personal programmes and changes in advance that will

contribute to the organizational goals. It involves planning of human resources

requirement, recruitment, selection, training etc.

(b) Organizing:

An organization establishes relationship among the employees

so that they can collectively contribute to the attainment of company goals.

(c). Directing:

The next logical function after completing planning and

organizing is the execution of the plan. The basic function of personal

management at any level is motivating, commanding, leading and activating

people. The willing and effective co-operation of employees for the attainment of

organization goals is possible through proper direction.

(d). Controlling:

After planning, organizing, and directing various activities of

personal management, the performance is to be verified in order to know that

personal function are performed in conformity with the plans and direction of an

organization. Controlling also involves checking, verifying and comparing of the

with the plans, identification of deviation if any and correcting of identified

deviations. Thus action and operation are adjusted to pre-determine plans and

standard through control.





(2). Operative function:

The operative function of human resource management are

related to specific activities of personal management i.e.; employment,

development, compensation and relations. All these function are integrated with

the managerial functions.

(a). Employment:

It is first operative function of Human Resource Management. It

covers function such as job analysis, human resource planning, recruitment,

selection, placement and induction.

(b).Human resource development:

It is the process of improving, moulding and changing the skill,

knowledge, creative abilities, aptitudes, attitude, values, commitment, etc. basedon present and future job and organization requirement.

(c). Compensation:

It is the process of providing adequate, equitable and fair

remuneration to the employees. It include job evaluation, wages and salary

administration, incentive, bonus , fringe benefits, social security measure etc.

(d). Human relation:

It the process of interaction among the human beings. Human

relation is area of management in integrating people into work situations in a way





that motivates them to work together productively, co-operatively and with

economic, psychological and social satisfaction.

(e). Industrial relation:

Industrial relation refers to the study of relations among

employees, employer, government and trade unions.

Scope of Human Resource Management

The Indian institute of personal management has describe the

scope of human resource management in to the following aspects :

1) The personnel aspect:

This aspect of human resource management is concern with the

manpower planning, recruitment and selection, placement, induction, transfer,

promotion demotion, termination, training and development, layoff and

retrenchment, wage and salary administration, incentives, productivity etc.

2) The welfare aspect:

The welfare aspect is concern with working condition and

amenities such as canteens, crèches, rest rooms, lunch rooms, housing,

transport, education, medical help, health and safety, washing facilities,recreation and cultural activities etc.

3) The industrial relation aspect:





This aspect is concern with the company’s relation with the

employees. It includes union management relations, joint consultation,

negotiating, collective bargaining, grievance handling, disciplinary actions,

settlement of industrial disputes etc.

All these aspect concern with the human element in the industry as distinct from

the mechanical element.

RECRUITMENT

Introduction

Recruitment is the main function of the Human Resource

Management. It is the first step towards the provision of employment to the

employees. This process begins with manpower planning and ends with

placement and induction.

Manpower planning is the first step towards procurement of the services of the

employees. On its basis, the company determines the right number and right

quality of employees. The process of recruitment begins with the determination of

demand for the employees.

Under the process of recruitment application are invited for the

vacant jobs in the organization and efforts are made to search for the prospective

employees. Recruitment is such a process by which prospective employees are

located and they are encouraged to apply for the job.

Recruitment process aims at developing and maintaining

manpower resources, so that whenever there is need for additional employees,

company could depend on them. Recruitment therefore is a positive process of





searching for prospective employees and motivating them to apply for the job in

the company.

Definition

According to Edwin B. Flippo,

“Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.

According to Dale S. Beach,

“Recruitment is the development and maintenance of adequate

manpower resources. It involves the creation of pool of available labour upon

whom the organization can draw it needs additional employees.”

Features of Recruitment

(1). Recruitment is a process or a series of activities rather then a single act or

event.

(2). Recruitment is linking activities as it brings together those with job (employer)

and those seeking job.

(3). Recruitment is a positive function as it seeks to develop a pool of eligible

persons from which most suitable ones can be selected.

(4). The basic purpose of recruitment is to locate the sources of people required

to meet job requirements and attracting such people to offer themselves for

employment in the organization.





(5). Recruitment is an important function as it makes possible to acquire number

and type of persons necessary for the continued functioning of the organization.

(6). Recruitment is a two way process. It takes a recruiter and a recruitee.

Objective of Recruitment:

The objectives of the recruitment are:

(1).To attracts people with multi- dimensional skills and experience that suit the

present and future organization strategies.

(2). To inducts outsiders with a new perspective to lead the company.

(3). To infuse fresh blood at all level of the organization.

(4). To develop an organizational culture that attract competent people to the

. company.

(5).To develop an organization culture that attract competent people to thecompany.

(6). To search the people whose skill fit the company’s values.

(7). To search talent globally and not just with in the company.

(8). To design entry pay that compete on quality but not on the quantum.

(9). To anticipates and find people for positions that do not exit yet.

Sources of Recruitment

The sources of recruitment broadly divided into internal sources and external

sources..

Internal sources: Internal source are sources with in the organization.





Internal sources include

(1). Present permanent employees

(2). Retired employees

(3). Dependents of deceased, disabled, retired and present employees

(4). Employees referrals

External sources: External sources are sources outside organization pursuits.

External sources include :(1). Campus recruitment

(2). Private employment agencies / consultant

(3). Public employment exchanges

(4). Professional organization

(5). Similar organization / competitors

(6). Trade union

Factors Affecting the Recruitment Policy

Several factors which affect the recruitment. Main factors are:

(1) Size of the organization:

Recruitment process is directly influenced by the size of the organization. If the

size of the organization is small less employees will be needed for recruitment. A

developing and well established organization needs more employees for

recruitment.

(2) Organizational policy regarding internal candidates:

In the recruitment policy of the organization, provision is made regarding filling

the vacant posts. Ordinarily for filling the vacant posts internal sources of the





organization are given preference. If suitable employees are not available from

internal sources then external sources of recruitment are tapped.

(3) Organization policy regarding local candidates:

In the discharge policy of its obligation towards the society, a good business

organization gives preference to local candidates at the time of recruitment.

Ordinarily in local applicant organization can get economical and stable

prospective employee. Thus an organization can make effective and economicuse of local human and physical resources.

(4). Influence of trade union:

Trade union also influence the recruitment policy in the organization. In the

recruitment of higher grade posts in the organization, trade union exerts their

pressure in favour of internal candidates on the basis of seniority. Trade union

appose appointment from external sources.

(5). Government policy regarding reservation:

Recruitment is directly influenced by the reservation policy of the government.

This policy is strictly followed in government undertaking. In government

institution a certain percentage of job is reserved for candidates belonging to

schedule caste, schedule tribe and other economical backward classes. This

policy should be kept in view while making recruitment.

(6). Level of production and expansion:

When the scale of production enlarged, the organization will require more

employees and so additional employees will be recruited.





(7) Working condition:

Aim of recruitment is to increase the hiring ratio of the employees. Good working

condition may attract large number of efficient and competent applicants. On the

contrary, under poor condition, it may be difficult to attract good number of

applicant.

(8). Promotion opportunities:

If the future of the employees is safe in the organization and more opportunities

of promotion is available as compared to other organization it may succeed in

attracting large number of employees at the time of recruitment.

(9). Salary and other benefit:

Salary, allowance, fringe and other benefit offered by the organization directly

influence recruitment process. If the organization offers higher salary and other

benefit to the prospective employees then good number of efficient and talented

employees will be coming forward.

(10) Image of the organization:

Recruitment is also influenced by the image of the organization. If the

organization is renowned for handsome wages and other benefits, good working

condition, labour welfare policies, clear promotion and transfer policies and pro-

employees policies or we may say that if the organization has the good image in

the business and society, then it will not be difficult for it to attract prospective

employees in sufficient number.

Recruitment Process

The process of recruitment comprises five integrated stages:

(1). Planning

(2). Strategy development





(3). searching

(4). Screening

(5). Evaluation and control

SELECTION

Introduction

Recruitment function helps the organization to develop a pool of prospective

human resources. It is difficult for the HR manager to employee the suitable

people out of the pool. Infact, many organizations face critical problems in

choosing the people. Selection technique and methods reduce the complexities

in choosing the right candidates for the job.

After identifying the source of human resources, searching for

prospecting employees and stimulating them to apply for job in an organization,

the management has to be performing the function of selecting the right

employees at right time. Recruitment is a positive process. Under it more and

more candidates are motivated to apply for the jobs declared vacant. But

selection is a negative process. It aims at weeding out the applicants in such a

manner that capable ones are selected only. The objective of the selection

decision is to choose the individual who can most successfully perform the job

from the pool of qualified candidates.

Selection is a discriminatory process wherein suitable applicants

are provided employment and unsuitable applicants are rejected. Selection is the

process of picking individuals out of the job applicants with requisites

qualifications and competence to fill jobs in the organization. It is process of differentiating between applicant in order to identify and hire those with a greater

likelihood of success in a job. The selection process is followed immediately after

the recruitment is completed.

According to Dale Yoder,





“Selection is the process in which candidates for the employment are divided in

to two classes - those who are to offer employment and those who are not. ”

According to Koontz O’ Donnell,

“Selection is the process of choosing from among the candidates from with in the

organizations or from outside, the suitable person for the current position or for

the future position.”

According to David and Robins,

“Selection process is management decision making process as to predict which

job applicant will be successful if hired.”

Essential of Selection Procedure

The selection process can be successful if the following requirements are

satisfied:

(1). some one should have the authority to select. This authority comes from the

employment requisition, as developed by an analysis of the work-load and work-

force.

(2). There must be some standard of personnel with which a prospective

employee may be compared, i.e. a comprehensive job description and job

specification should be available beforehand.

(3). There must be a sufficient number of applicants from whom the required

number may be selected.

Step in Scientific Selection Process:

(1). Job analysis (2). Recruitment (3). Application form (4). Written examination

(5). Preliminary interview (6). Business games (7). Tests (8). Final interview

(9). Medical examination (10). Reference checks (11). Line manager decision

(12). Job offer (13). Employment

Selection process


Development bases for selection

Human resourceplan TestsMedical examinationFinal interviewReference checksLine manager’s decisionJob offer EmploymentRecruitment




1.2 Statement of the problem

.


Application /resume/bio-data

Written examination

Assess the fit betweenthe job and the

candidates

Job analysis

Preliminar y interview

Business games




In the current scenario there are numerous jobs and there are

number of aspirants trying for jobs and get employed. It is very difficult for a

company to employ the right person for the right jobs.

Therefore with the view to understand the various processes in recruitment and

selection, a study has been undertaken the various process in recruitment and

selection, a study has been undertaken at Rico Auto Industries Ltd. Titled “A

study on effectiveness of recruitment and selection process at Rico Auto

Industries Ltd.”

1.3 Objective of the study:1. To study how the Rico auto industries able to cope with the problem of the

recruitment and selection.

2. To know different sources and method followed by Rico Auto Industries for

recruiting the employee.

3. To find out the basis of selection procedure in Rico auto Industry Ltd.

4. To know different sources and methods followed by Rico Auto Industry

limited for recruiting the employees.

5. To find out the base of selection procedure in the industry.

6. To study the effectiveness of present recruitment and selection process in

the organization.

7. To examine the recruitment procedure of Rico auto industry ltd. for hiring

the best professionals.

1.4 Scope of the study





The study is based on survey research conducted at Rico Auto Industry Ltd. the

scope of the study is limited to recruitment and selection process of the

company.

2. Review of literature

Every study whether it is a study on the topic like “Effectiveness of recruitment

and selection process” in Rico Auto industry or a simple answer to a question

needs a greater study of the literature that might be referred from textbooks or

website etc.





The literature that has been reviewed for the study on “Effectiveness of

Recruitment and Selection process” has been explained on the following pages.

The referred books, projects, planning, analysis, implementation and review

deals in details about the various aspects from the basic concept like, what is

project? To an advanced concept like project implementation.

The referred books are Research Methodology by C.R. Kothari, Human

Resource and Personal Management by K. Aswathappa, Personal and Human

Resource Management by P. Subha Roi, Personal Management , C. B.

Mamoria & S.B. Mamoria.

The electronic media which include websites like www.ricoautoindustries.com,

www. Google.com doing the best happenings concerning to the projects and the

problem delt about the data analysis we extracted from them.

3. Research Design

A research design is a systematic planning and directing of a

piece of research .it is used to give meaning and resemblance to the informationcollected, i. e. it gives any data and information , interpretation of that data. It is

the sequence followed in conducting a research. A research design is the

arrangement of condition for collection and analysis of data in a manner that aim

to combine relevance to the research purpose with economy in procedure.


http://www.ricoautoindustries.com/


http://www.ricoautoindustries.com/



Research design is a plan, a structure and strategy of an investigation process,

which sets out to obtain answer to research question.

A research methodology is a way to systematically solve

research problem. A research design is a logical and systematic plan prepared

for directing a research study. It specify the objective of the study, methodology

and techniques to be adopted for achieving the objective. It constitutes the blue

print for the collection, measurement and analysis of data. A central part of

research design is to develop an effective research strategy of design.

Descriptive was carried out to conduct this study to conduct this

project. Descriptive research includes surveys and fact finding enquiries of theproblems. The objective of the study is to find out who, what, when, where and

how of the topic. The study may be simple and complex. it may be done in many

setting. The simplex descriptive study concerns a unvaried question or

hypothesis in which we asked size, form distribution or existence of a variable.

The overall research design can split into the following parts:

a) The sampling design which deal with the method of selecting items to be

observed for the given study.

b) The observation design which relates to the conditions under which the

observation are to be made.

c) The statistical design which concern with the question of how many item are to

be observed and how the information and data gathered are to be analyzed,

and

d) The operational design which deals with the techniques by which the

procedures specified in the sampling, statistical and observational design can

be carried out.

i. Sources of data collection:





The required data were collected through the following two sources:

a) Primary data sources:

For the purpose of the study the primary data were collected through

administration of the questionnaire. Personnel interview was also taken from the

personnel manager to know the strategies of recruitment and selection.

b) Secondary data sources:

The Secondary data for the present study includes the company’s reports,

previous research studies ,books ,journals etc.

ii. Sample size:

Sample size refers to the number of elements to be

included in the study. An important decision that has to be taken while adopting a

sample technique is the sample source. In this study the sample size of

respondent was decided to be 100.

iii. Statistical tools used:





For the purpose of analysis of the data statistical tool used

for the present study includes tabulation, bar diagram, pie chart. Etc,.

iv. Duration of study:

The study was been conducted for six weeks at RICO Auto

Industries Ltd.

Need for the study

Human resource management is the backbone of any

organization and its success mainly depends on the manpower. The ability and

potentiality of personnel must be watch with the requirement of the positions in

the organization

This internship report is the outcome of study undertaken as a partial

requirement for the degree of Master of Business Administration program run by

Bangalore University. In order to fulfill this requirement, a study on Rico Auto

Industries Ltd. was carried out. The study was done on the Recruitment and

selection policy of the organization.

Sample design

A sample design is a definite plan for obtaining a sample from a given population.

It refer to the technique or the procedure the researcher would adopt in selecting





items to be included in the sample. Sample design may be as well as lay down

the number of item to be including in the sample. Sample design is determine

before data are collected.

Sample technique:

Sample technique is a technique in which instead of every

unit of the universe only a part of the universe is studied and conclusion are

drawn on that basis for the entire universe.

The random sampling was used to collect the data for the study. Random

sampling refers to the sampling technique in which each and every item of the

population is given in equal chance of being included in the sample. For this

study 100 employees are selected at random.

Plan of analysis:

After collecting the data it was compiled into data table and

graph format to understand it in an easy way. This analysis at the end helped in

giving valuable suggestions.

3.2 Limitation of the study





a) The study is limited in getting the information from the employees through

questionnaire.

b) The study is confined to only 100 respondents for facilitating better

understanding of the issues being addressed.

c) Time constraint as it is only for the purpose of academic study within a

stipulated time period.

Chapter scheme:

Chapter - 1

Introduction:- The first chapter gives a outlook of the proposed study.

Chapter – 2

Research design: - Research design gives details about the statement of the

problem, the scope of the objective, its objective, the methodology, the sample

studied, tools of data collection, and plan of analysis and limitations of study.

Chapter – 3

Company profile:- This chapter gives a scenario of the profile of the company. It

includes company’s history, company’s objectives etc.

Chapter – 4





Analysis and interpretation of data:- This chapter includes analysis & data

collected from the respondents. The result was highlighted by preparation of the

table & also been supported by graphs, charts and diagrams whenever

necessary.

Chapter – 5

Summary of findings, suggestion & conclusion:- This chapter gives the

summary of the findings drawn from the survey. This chapter draws relevant

suggestions and conclusion regarding the study.

COMPANY PROFILE

Rico Auto Industry Limited is located in Dharuhera, District Rewari (Haryana)

69Km. stone Delhi – Jaipur Highway. Where a modern township is developed is

locally known as “Dharuhera” and lies between old cities of Rewari and Gurgoan.Attitude 340 meters above see level

Average Rainfall 550 MMS Per year

Temperature Summer 20 to 48 (deg. Celsius)

Capacity Over 50 million high pressure die casting

component per annum

Range 160 to 800 tones locking force

Rico is a world-class engineering company supplying a wide range of high

precision fully machined aluminum and ferrous components and assemblies to

automotive OEMs across the globe.





Rico Auto Industry Ltd is a leading manufacturer of highly engineered Ferrous

and aluminium component, catering primarily to the automotive sector. Rico Auto

Incorporated (1984-85) and Commercial Production Started (1986)

1984 : Rico starts at Dharuhera with aluminum High Pressure Die

casting & machining facilities.

1984 : Rico enters capital market by Initial Public issues.

1990 : Rico enters International market as OEM’s Suppliers

1992 : Rico installs automatic High Pressure Moldings Line Ferrous Foundry

& machining at Gurgoan plant.1993 : Rico offers right issue.

1994 : Rico Dharuhera plant achieves ISO 9002 certification.

1997 : Rico enters into JV with FCC Company Japan.

1998 : Rico Gurgoan plant certified by QS 9000

1999 : Rico Dharuhera plant certified by QS 9000.

2000 : Rico starts aluminium High Pressure die casting at Gurgoan.

2001 : Rico enters IT enabled field. Rico Softech formed.

2001 : Rico opens wholly owned subsidiary in USA.

2001 : Rico Gurgoan plant certified by ISO/TS 16949.

2001 : Rico starts outsourced international call centre.

2002 : Rico Dharuhera plant certified ISO/TS 16949.

2002 : Rico Gurgoan plant certified ISO 14001.

2002 : Rico Gurgoan plant recommended for OHSAS 18001.

2002 : Ford Motor Company recognized Rico as full service Supplier.

Rico uses bonus share. Rico gets status of an export house.

2004 : Enhanced Ferrous and aluminium capacity.

Added customers:

Cater pillar, Honeywell, Detroit diesel, Volvo.

2004-06: R&D centers started.





Added customer:

Nissan, Tata, Perkins

2007 : Joint venture with Continental AG automotive system

Continental AG – Rico

Shareholding : Continental – Rico 50:50

Proposed Name : Continental Rico Hydraulic Brakes India Private Limited

Products : Hydraulic Brake Systems and Services for Vehicle

Sub Products Planned capacity(Million units)

Drum Brakes 1.5

Master Cylinders 1

Actuation Units & Brake Boosters 1

LSPV Load Sensing 0.5

Continental AG

Continental AG is a renowned International Automotive Component supplier,

having an Automotive Systems Division in the field of safety products.

Continental is one of the largest suppliers for conventional & electronic brake

systems and automotive electronics globally. Continental AG’s turnover in the

year 2008 was around US $ 20 billion. Continental is one of the top 5 automotive

system suppliers in the world.

Joint venture with JINFEI CHINA

Rico – JINFEI

Proposed Name : Rico Jinfei Wheels Limited

Products : Aluminium Alloy Wheels for two wheelers

Launch Plan : Started Production by early 2008





Planned Capacity 1 Million (First Phase)

JINFEI

JINFEI was founded in 1959, started the manufacturing of Aluminium Alloy

Wheels in 1995 and is now one of the largest manufacturers of Aluminium Alloy

Wheels in China. It is a major supplier of Aluminium Alloy Wheels to Honda,

Suzuki, Yamaha and other Two Wheeler OEMs. Its turnover in 2006 was

approximately US$ 280 million, with export sales of about US $ 43 million.

Joint Venture with FCC Company of Japan

FCC - RICO

F.C.C. RICO is a joint venture company of F.C.C. Co. Ltd Japan and Rico Auto

Industries Ltd. India established in February 1997 with 50:50 share equity.

The company is exclusively into manufacturing & supplying of automobile clutch

assemblies to O.E.M's of Two Wheelers and Four Wheeler. The company is also

in to manufacturing of Clutch Friction Disc with Cellulose (Paper) and Cork base.With F.C.C. RICO coming into existence, it has joined the group of overseas

companies of F.C.C. having operations spread all over the world. Now F.C.C.

RICO can avail any kind of Technical & Operational Support from its overseas

base companies, it will have an additional advantage of exposure to the latest

development taking place Worldwide of different bases & same can be

incorporated to improve upon local operations facility & efficiencies in India.

Joint Venture with Magna Powertrain

MAGNA POWERTRAIN – RICO

Shareholding : Magna Powertrain-Rico 50-50





Products : Oil & Water Pump (with Aluminum Housings) for

Automotive engines – India & Europe

Launch Plan : Gurgaon Start of Production 2009

COMBINE GROUP TURN OVER

During the year, our combined group turnover was Rs.1, 280

crores (US$ 300 million). Rico Auto gross sales grew by 14.9 per cent from

Rs.773 crores to Rs.888 crores. FCC Rico gross sales grew by 15.4 per cent

from Rs.286 crores to Rs.330 crores. Combined gross sales of Rico Auto USA

and Rico Auto UK, its subsidiaries, grew by 32 per cent from Rs.46.7 crores to

Rs.62 crores. Inter group Company sales was Rs.99.7 crores. The company

equally focused on domestic and export market. Company domestic sales grew

by 12.4 per cent from Rs.589 crores to Rs.662 crores and export sales grew by

34.8 per cent from Rs.89 crores to Rs.120 crores. It is working more aggressivelywith our existing and potential customers to meet their Indian and global sourcing

requirements. We have dedicated account teams focused on each customer.

Hero Honda Motor the world No.1 motor bike manufacturer, is

Rico major customer. Besides Hero Honda, Rico supply the component to Maruti

Suzuki, Genral Motors, Honda Siel Cars and Honda Motor Cycle. On the global

front, Rico supply to General Motors in USA and Ford Motor Company, Jaguar &

Land Rover in Europe. RICO also supply to Cummins Engine Company, USA &

UK Eaton Transmission, and UK & Matsusaka Engineering. Rico have built a

solid foundation to become a preferred supplier to its major customer and are

well positioned for future growth and continued probability. RICO are committed





to investing in key growth opportunities, strengthening its business model and

establishing it selves globally as a full service supplier.

Rico Auto is a dynamic world-class engineering company,

supplying a broad range of high precision fully machined ferrous and aluminum

components and assemblies to automotive OEMs globally. It enjoys an excellent

reputation of customer focus, quality and cost competitiveness. It have

engineering excellence, advanced design and development capabilities, strong

customer relationships and proven scalability, have helped it become a preferred

supplier to OEMs across the globe. Rico see significant opportunities ahead. It

have been building on its core strengths and laying a firm foundation for sustained profitable growth that will consistently enhance value for all its

stakeholders.

Rico has been planning to have manufacturing presence in

South India. As part of this plan, during the year, we acquired approximately 24

acres of land near Chennai in SIPCOT Industrial Park in Oragadam,

Sriperumpudur. This location is just a few km from upcoming Mahindra-Renault-

Nissan manufacturing facilities. We are currently developing our building plans

for this site. In addition, we have approximately 20 acres of land in

Bommasandra, Bangalore where we expect to commence construction shortly.

Further; we have taken approximately 10 acres of land in Singur as part of Tata

Small Car Supplier Park. As per Tata's requirements we expect commercial

supplies for this project to start in the last quarter of 2008. In Pune, our joint

venture, FCC Rico has set up an assembly plant to meet the requirements of

Bajaj Auto. In Uttarakhand, we have, acquired approximately 16.5 acres of land

from Eldeco in their Industrial Park, Sitarganj and are currently in planning stage

for the same. This multi location growth is part of our strategic roadmap, to build

global scale manufacturing capabilities and be present closer to our customers.

RICO EXPORT





RICO export grew by 34.8 per cent from Rs.89 crores in FY

2005-06 to Rs.120 crores in FY 2006-07. Today, RICO exporting to OEMs in

passenger car market (Ford, GM, Land Rover, Jaguar, Volvo Cars) commercial

and off road market (Caterpillar, Cummins, Detroit Diesel) and system suppliers

(Honeywell Turbo Technologies, Perkins). During the year, we commenced

development with Renault-Nissan, Eaton Clutch and Transmission and Magna

Powertrain. RICO AUTO has earned a reputation of being a reliable, integrated

supplier capable of supplying global volumes. We have Commenced

engagement with our global customers in their new product design initiatives andare participating in new program launches. We are positioning ourselves as a

strategic design development partner. By achieving critical mass it is our

endeavor to grow our exports at a healthy pace over the next few years.

As a testament to our performance this year, RICO have

received awards and appreciation for our progress from our customers. It have

won awards from Maruti Suzuki and TATA Cummins for our performance in the

fields of development, delivery and quality and also succeeded in achieving Ford

Q1 status for our global supplies which is a first for an Indian component

supplier. Our efforts to evolve the mix of products along with our continuous

improvement in productivity and higher capacity utilization will improve

profitability in the coming years. During the last year almost every automotive

OEM’s announced plans to increase capacity launch new models and develop

India as a global hub for their compact cars. We see opportunities both in the

domestic and overseas markets with existing and new customers. To fully

explore opportunities with all customers, we have developed dedicated account

teams to focus on each customer and have also taken steps to expand our

manufacturing locations in India close to our customers' plants.





RICO believe in the value-creating potential of alliances and

partnerships. Our 50:50 joint ventures with FCC Japan is a testimony to such

value-creation for all stakeholders and continues to grow successfully. This year

saw the creation of a 50:50 joint venture with Continental AG of Germany for

hydraulic braking systems. Continental is one of the top 5 automotive system

suppliers in the world.

Rico also signed a joint venture with Zhejiang Jinfei Company

Limited (JINFEI) of China for the manufacture of alloy wheels for two wheelers.

Jinfei is one of the 3 largest alloy wheel producers in China and an approved

supplier to all top two wheeler manufacturers, including Honda. These jointventures will help us move forward in becoming a system supplier to OEMs and

will contribute significantly towards the growth and profitability of our Company.

RICO continue to look at opportunities of further growing and globalizing through

alliances and acquisitions. India is now looked at as a preferred destination by

the entire automotive world. Passenger car OEMs are looking at India as a global

hub for compact cars and also recognize the huge potential of export of auto

components from the country. During the year, the Government of India in

consultation with SIAM and ACMA published the Automotive Mission Plan 2006-

2016 which has a vision for Indian “to emerge as the destination of choice in the

world for design & manufacture of automobiles and auto components with output

reaching a level of US$ 145 billion accounting for more than 10 per cent of the

GDP and providing additional employment to 25 million people by 2016”.

Rico Auto is uniquely positioned to benefit from this growth

opportunity based on our investments, capabilities and performance. Rico AUTO

are today recognized as a fully integrated supplier capable of supplying global

volumes and are positioning ourselves as a strategic design development partner

with OEMs across two wheelers, passenger cars, commercial vehicles and

system suppliers. We have a professional, experienced management team and

a dedicated skilled workforce who share our vision and are committed to





enhancing value through reliability, Innovation, continuous Improvement and

Globalization. RICO confident in its capability to succeed globally and

consistently deliver superior results.

Product profile

Clutch

• Outer clutch

• Center clutch

Pressure plate

Lifter plate

Clutch plate

• F.D.C. (friction disk care plate)

Clutch assembly

G.S.D. (gear ship drum)

Hub

Hub front

Panel front

Panel rear

Panel rear CDN2

Panel front P27 CDN





Panel front P90

Board of Directors

Chairman Chandra Mohan

Joint Managing Director Anup Singh, Prof. Vinod Kumar Bhalla

Managing Director Arvind Kapur

Senior Executives O P Aggarwal, N K Sethi

Company Secretary B M Jhamb

Auditors Gupta Vigg & Co.

Chartered Accountants

New Delhi (India)

Bankers State Bank of India

ICICI Bank Limited

IDBI BANK

AXIS Bank Limited

Registered Office and Corporate Office

Registered Office at Dharuhera

69 KM Stone, Delhi-Jaipur Highway,

Dharuhera – 122106, District Rewari

Haryana (India)

Corporate Office at Gurgaon

38 KM Stone, Delhi - Jaipur Highway,

Gurgaon – 122001Haryana (India)





ANALYSIS AND INTERPRETATION OF DATA

Table -1

Table showing age group of the respondents

Age group number of respondent Percentage

20 - 30 19 19%

31 - 40 31 31%

41 - 50 35 35%

More than 51 15 15%

total 100 100%

Analysis

From the above table it can be said that 19% of the respondent are between the

ages of 20-30, 31% of the respondent between the age of 31-40, 35% of the

respondents are between the age of 41-50 and 15% of the respondents more

then the age of 51.

Inference

It can be inferred that most of the respondents are between the age of 41-50.

Graph - 1





0

5

10

15

20

25

30

35

40

20 - 30 31 - 40 41 - 50 More than 51

N u m b e r o f t h e r e s p o n d e n t s

Age group

Age group of the respondents

20 - 30 31 - 40 41 - 50 More than 51

Table - 2

Qualification of the respondent





Qualification Number of respondent Percentage

Professional 43 43%

Non-professional 57 57%

Total 100 100%

Inference

From the above table it can be said that 43% of the respondents are professional

and 57% of the respondents are non professional.

GRAPH - 2

0

10

20

30

40

50

60

Professional Non -professional

N u m b e r o f r e s p o n d e n t s

Qualification

Qualification of the respondent

Professional Non -professional

Table - 3

Table showing Information regarding the job vacancy





Particular No. of respondent percentage

Public employment exchange 11 11%

Advertisement 13 13%

Friend and relatives 45 45%

Placement agency/Consultant 22 22%

On line 9 9%

Total

100 100%

Analysis

From the above table we can analyze that most of the respondent 45% could

come to know through friend and relative about the vacancy of the job in the

organization, 11% through public employment exchange, 13% through

advertisement, 22% through placement agency/consultants and 9% through

online.

Inference

From the above table it can be inferred that most of the respondents come to

know about the vacancies in Rico Auto Industries Ltd. through the friend and

relative followed by placement agency/ consultant.

Graph – 3





11%

13%

45%

22%

9%

Information regarding the job vacancy

Public employment exchange Advertisement

Friend and relatives Placement agency/Consultant

On line





Table – 4

Table showing mode of applying for the job

Particulars Number of respondent percentage

Placement agency/consultant

32 32%

Online 15 15%

Referrals 48 48%

Others 5 5%

Total 100 100%

Analysis

From the above table it has been that 48% of the respondents applied in Rico

Auto Industries through referrals, 32% through placement agency/consultants,

and 15% through online, 5% through other mode.

Inference

It can be conclude that almost half of the respondents applied in Rico Auto

Industries through referrals followed by placement agency/consultant.





Graph- 4

32

15

48

5

0

10

20

30

40

50

60

placementconsultant

online referrals others


Modes

Mode of applying for the job

placement consultant online referrals others





Table - 5Table showing time schedule of conducting of

recruitment and selection

Particulars Number of respondent percentage

Everymonth

2 2%

In six month 5 5%

Once in ayear

23 23%

As per requirement

69 69%

Total 100 100%

Analysis

The above table show that 69% of the respondent, the recruitment and selection

programmed at Rico Auto Industry Ltd. is conducted as per the requirement, 2%

suggested every month, 5% suggests that in six month and 23% suggested that

that the recruitment and selection programmed is conducted once in year. So it

can be concluded that the recruitment and selection programmed in Rico Auto

Industry are per as the requirement.

Inference

From the above analysis we can infer that the recruitment and selection process

in Rico Auto Industries Ltd. has been done as per requirement.





GRAPH – 5

0

10

20

30

40

50

60

70

80

Every month In six month once in a year As per requirement


Time

Time of Conductingof Recruitment andSelection programme

Every month In six month once in a year As per requirement

Table – 6





Table showing preference towards the source of

recruitment

Particular Number of respondent percentage

Online 9 9%

Referral 53 53%

Advertisement 15 15%

Placement consultant 23 23%

Total 100 100%

Analysis

From the above table it can be observed that 53% of the respondents give the

first preference to referrals as a source of recruitment, 9% prefer to online, 15%

prefer to advertisement, 23% prefer to placement consultant.

Inference

From the analysis we can infer that at the time of recruitment the first preference

gives to referrals followed by placement consultant.

Graph- 6





Table – 7

Table showing factors to be taken into consideration atthe time of recruitment





Particulars Number of respondent Percentage

Work experience 41 41%

Technical ability 23 23%

Qualification 21 21%

Past performance record 15 15%

Total 100 100%

Analysis

From the above table it is observe that nearly half of the respondents ranked

work experience as the major factor taken into the consideration at the time of

recruitment that is 41%, followed by technical ability which is 23%, then past

performance record which is 15% and the remaining 21% ranked qualification as

the factor to consider.

Inference

From the above analysis we can inferred that at the time of recruitment in Rico

Auto Industries Ltd. work experience taken as the major factor.

Graph – 7









Table – 8

Table showing effectiveness of the recruitmentprocedure

Particulars Number of respondents Percentage

Highly effective 16 16%

Moderately effective 21 21%

Effective 53 53%

Ineffective 10 10%

Total 100 100%

Analysis

From the above table it can be said that 16% of the respondents feel that the

recruitment procedure at Rico Auto Industries Ltd. is highly effective, 21% feel

that it is moderately effective, 53% feel that it is effective and 10% of them feel

that it is ineffective.

Inference

So it is concluded that the recruitment procedures is effective in Rico Auto

Industry Ltd.

Graph – 8





16%

21%

53%

10%

Effectiveness of the recruitment proced

Highly effective Moderately effective Effective Ineffective

Table -9





Table showing effectiveness in recruitment process in

hiring best professionals

Particulars Number of respondents PercentageYes 84 84%No 16 16%Total 100 100%

Analysis

From the above table we can analyze that 84%of the respondents are of the

opinion that recruitment and selection procedure at Rico Auto Industries Ltd. is

effecting in hiring the best professionals. On the other hand 16% of the

respondents do not agree with the statement.

Inference

It can be inferred that Rico Auto Industries Ltd. is hiring the best professionals.

Graph - 9





0

10

20

30

40

50

60

70

80

90

Yes No

84

16


Effectiveness of recruitment & selection

process in hiringthe professionals

Yes No

Table-10





Table showing selection process attended by therespondents

Particulars Number of respondents

Percentage

Primary interview + technical test + HRinterview

47 47%

Primary interview + Written test + technical test+group discussion HR interview

13 13%

Technical test + HR Interview 31 31%

Technical test + Direct interview + HR interview 9 9%

Total 100 100%

Analysis

From the above table it can be said that 46% of the respondents have gone

through primary interview + technical test + HR interview, 13% have gone

through primary interview + written test + group discussion + technical test + HR

interview, 32% have gone through technical test + HR interview and remaining

9% have gone through technical test + direct interview + HR interview.

Inference

From the above analysis all most half of the respondents have gone throughprimary interview + technical interview + HR interview.

Graph – 10





47%

13%

31%

9%

SELECTION PROCESS

Primary interview + technical test + HR interview

Primary interview + Written test + technical test +group discussion +HR interview

Technical test + HR Interview

Technical test + Direct interview + HR interview

Table – 11

Level of satisfaction of the respondents while going

through interview






Extremely satisfied 26 26%Satisfied 64 64%

Least satisfied 10 10%Unsatisfied 0 0%

Total 100 100

Analysis

From the above table it is observed that out of 100 respondents 64% respondent

are satisfied with there recruitment procedure, 26% of the respondents were

extremely satisfied, 10% respondent were least satisfied with the recruitment

procedure and 0% of the respondent were unsatisfied.

Inference

From the above analysis we came to know that the majority of the employees

were satisfied with there procedure. None one has unsatisfied with there

recruitment procedure.

Graph - 11





0

10

20

30

40

50

60

70

Extremelysatisfied

Satisfied Least satisfied Unsatisfied


Level of satisfaction

Level of satisfaction towards the recruitment

process

Extremely satisfied Satisfied Least satisfied Unsatisfied

Table - 12





Type of interview that the candidates went through

during selection


Panel interview 28 28%

Informal interview 16 16%

In – depth interview 56 56%

other 0 0%

Total 100 100%

Analysis

From the above table, we can observe that 28% of the respondents went throughpanel interview, 16% went through informal interview and remaining 56% went

through in- depth interview when they are selecting the employee.

Inference

From the above analysis we can infer that Rico Auto Industries Ltd. gives more

concern about in- depth interview when they are selecting the employees.

Graph - 12





28 16 56 0

0

10

20

30

40

50

60

Panel interview Informalinterview

In – depthinterview

other


Types of interview

Type of interview went through during

selection

Panel interview Informal interview

In – depth interview other

Table- 13

Table showing round of interview during selection





Particulars Number of respondent PercentageOne 11 11%Two 53 53%

More then two 36 36%Total 100 100%

Analysis

From the above table we analyze that most of the respondents 53% attended two

rounds, 11% attended one round and 36% attended more then two round of the

interview.

Inference

From the above analysis we can infer that most of the respondents are going

through two round of interview.

Graph – 13





11%

53%

36%

Number of round of interview

One Two More then two

Table -14

Table showing candidates received any financial

assistance or not for attending the interview





Particulars Number of respondent PercentageYes 27 27%No 73 73%

Total 100 100

Analysis

From the above table we can analyze that 27% of the respondent are received

financial assistance and 73% of the respondent are not received the financial

assistance during the interview.

Inference

From the above analysis we can inferred that most of the respondent are not

received the financial assistance during the interview from the company.

Graph - 14





27

73

0

10

20

30

40

50

60

70

80

Yes No


Particulars

Receiving financial assistance or not

Yes No

Table – 15





Table showing test administered revealed candidates

strength and weakness or bothParticulars Number of respondent PercentageStrength 11 11%

Weakness 6 6%Both 83 83%

Total 100 100%

Inference

From the above table 83% of the respondents, the test administered revealed the

both strength and weakness, 11% suggested that only strength and remaining6% suggested that the test revealed only weakness.

Graph - 15

11%

6%

83%

Revealed of strength andweakness or both

Strength Weakness Both

Table-16

Table showing comfortability of the respondents during

the interview





Particulars No. of respondent percentage

yes 96 96%No 4 4%

Total 100 100%

Analysis

It is observed from the above table that 96% of the employees were comfortable

during interview.

Inference

We can analyze that almost all the respondents have comfortable during the

interviewing.

Graph - 16





96

40

20

40

60

80

100

120

yes No


Particulars

Comfortability during the interview

yes No

Table - 17





Table Showing the Awareness of the Terms and

Conditions About the Employment Before Joining.

Particulars Number of respondents PercentageYes 87 87%No 13 13%

Total 100 100%

Analysis

From the above table we can understood that 87% of the employees saying that

they explained the terms and conditions about the employment before joining.

Out of 100 respondent 13% of them saying that the organization did not explain

the terms and conditions about the employment before joining.

Inference

From the above analysis we can inferred that the majority of the employee in the

organization were aware of the terms and condition about the employment before

joining.

Graph - 17





87

13

0

10

20

30

40

50

60

70

80

90

100

Yes No


Particulars

Awareness of terms and conditions before

employment

Yes No

Table - 18

Table showing the capabilities of the interviewer






Excellent 10 10%Very good 48 48%

Good 42 42%Fair 00 00%Total 100 100%

Analysis

From the above table we observed that out of 100 respondents 10% of them

mention the capabilities of the interviewer as excellent, 48% have rated very

good, 42% have rated the capabilities of the interviewer as good and none of

them rated as fair.

Inference

Majority of the employees rated the capabilities of the interviewer as very good

followed by good. We can analyze that majority of the employees are satisfied

with their capabilities of the interviewer.

Graph - 18





10 48 42 00

10

20

30

40

50

60

Excellent Very good Good Fair


Rating

Capabilities of the Interviewer

Excellent Very good Good Fair

Table - 19





Table showing referring the candidates by the

employees in the organization


Yes 62 62%

No 38 38%

Total 100 100%

Analysis

From the above table 62% respondents refer candidate and 32% respondents

did not refer any candidates to the organization.

Inference

From the above analysis we can inferred that majority of the respondent refer

candidates in the organization.

Graph – 19





62%

38%

Candidates referred by respondents

Yes No

Table – 20Table showing encouragement from the organization for

referring candidates.






Yes 0 0%

No 100 100%Total 100 100%

Inference

It can be concluded that the employees do not get any encouragement or

rewards from Rico auto Industries Ltd. for referring candidates.

GRAPH - 20

0 1000

20

40

60

80

100

120

Yes No

N u m b e r o f r e s p o n d e n s

Particulars

Encouragement for referring the candidates

Yes No

Table – 21

Table showing aspects that help the respondents to jointhe organization






Job security 62 62%

Corporate image 9 9%

Abroad opportunities 12 12%

Attractive salary 17 17%

Total 100 100%

AnalysisFrom the above table we observe that the 62% of the respondents joined the

organization for the sake of job security, 9%of the respondent join the

organization corporate image, 12% of the respondents joined organization for

abroad opportunities, 17% joined the organization for getting attractive salary.

Inference

From the above analysis majority of the respondents joined the Rico Auto

Industry Ltd. for the sake of job security followed by attractive salaries.

Graph - 21





62

9

12

17

0

10

20

30

40

50

60

70

Job security Corporate image Abroadopportunities

Attractive salary


Particulars

Aspects that help the respondents to join the

organisation

Job security Corporate image Abroad opportunities Attractive salary

Summary of findings, Suggestion and Conclusion

Findings





1. The study revealed that the most of the respondent between the age of

40 - 50.

2. It is evident that most of the respondents were aware of the vacancy at

Rico Auto Industries Ltd. through friend and relative. Referral also play

an important role in the appointment of the employees, other mode

deserve least attention.

3. The study reveals that the recruitment and selection programme in

Rico auto Industries is conducted as per the requirement.

4. More than half of the respondent suggested that the recruitment

procedure at Rico Auto Industries Ltd. is effective. According to

64% of the respondents, recruitment and selection procedure was

satisfactory while going through interview.

5. The study revealed that work experience, technical ability, qualification

and past performance record, these for factors are taking consideration

at the time of recruitment.

6. Most of the respondents have undergone primary interview, technical

test and HR interview.

7. It was found that the respondents were comfortable during interview.





8. It has been found that the schedule for recruitment and selection as

per the requirement.

9. It has been found that 83% of the respondents, the test administered

revealed the both strength and weakness.

10. It has been found that capabilities of the interviewer in the organization

are good.

11. The present employees of the company refer the candidates to their

organization. But they are not given any encouragement or award for

their reference.

12. The type of interview was in-depth interview for most of the respondents

during the selection.

13. Most of the respondents took decision to join the Rico Auto Industries

Ltd. for the aspects of the job security.

SUGGESTIONS





(1). The organization may concentrate on the consultant and agents.

Advertisement through newspaper, jobsite and campus interview etc.

(2). The organization should provide financial assistance to the candidates

for attending the interview.

(3). Technical test should be conducted with in the organization who are

going to attend the interview in the first time or it is mandatory for the

fresher.

(4). Interviewer has been assessed good. In order to qualify the

interviewers excellent, management may trained the interviewers.

(5). The organization should reward the employees who bring the best

potential candidates.

(6). The organization should encourage the associates to give suggestions

about the recruitment procedure.

Conclusion:





During the survey many interesting fact came into highlight. There are so

many possibilities for improvement, more expansion and scope for rise in

the business market seems inevitable for the company.

The Human Resource Department of the company is always updating the

HR information and skills. From the feedback of employees in the

company it is understood that they are satisfied with their training facilities,

job security and benefit and salary.

Thus by analysis we can conclude that the recruitment and selection

procedure at Rico Auto Industries Ltd. is effective. From the research

study it is a general impression that at Rico Auto industries Ltd. emphasis

is given on the external sources of recruitment more without upgrading

and maintaining the internal sources. The company should not only recruit

people through referrals but also through other sources of recruitment like

internet, jobsites, consultants ,campus interviews and most importantly

there should be internal mobility that will pay the organization for long-

term success..

BIBLIOGRAPHY





1. Research Methodology, C.R. Kothari, New age international publishers,

Second addition, 2004.

2. Human Resource and Personal Management, K. Aswathappa, Tata

McGraw Hill Publishing Company Limited, Tenth addition.

3. Personal and Human Resource Management, P. Subha Roi, Himalaya

Publishing House, Third Edition, 2003.

4. Human Resource Management, Shashi K. Gupta & Rosy Joshi, Kalyani

Publication, First Addition, 2008.

5. Website:

www.rico autoindustries.com

www.google.com





QUESTIONNAIRE

I, Vikas Thakur final year student of Bangalore, as a part of my curriculum, have

to submit a Project Report on the “Study on Effectiveness of Recruitment and

selection process” at Rico Auto Industry Ltd. I would be very grateful to if you

spare your valuable time to fill up the questionnaire and help me in carrying out

my research work . The information furnished by you will be kept confidential and

used only for academic purposes.

Name:

Sex: Male Female

(1). Age group

(a). 20 – 30 (b) 31 – 40 (c).

41 – 50 (d) More then 51

(2). Qualification:

(a). professional (b) Non-professional

(3) How did you come to know of the vacancy in Rico Auto industries Ltd.?

(a). Consultants and agent (b). Friends and relatives

(c). Online (d). Online

(4). How did you apply in Rico Auto Industries Ltd. ?

(a). Consultants (b). Referrals

(c). Online (d). Other





(5). what is the time schedule of recruitment and selection programme at Rico

Auto Industries Ltd.?

(a). Every month (b). In six month

(c). Once in a year (d). As per requirement

(6). Rank the following recruitment sources according to your preference

(a). Advertisement (b). Online

(c). Referrals (d). Consultants

(7). Rank the following factor that should be taken into consideration at the timeof recruitment

(a). Work experience (b). Technical abilities

(c). Qualification (d). Past performance record

(8). What is your opinion about the effectiveness of recruitment procedure at Rico

Auto Industries Ltd.

(a).Highly effective (b). Moderately effective

(c) Effective (d). Ineffective

(9). Do you think that recruitment and selection procedure at Rico Auto Industry

Ltd. is effective in hiring the best professional ?

(a). Yes (b). No

(10). Which of the following did you attend during the selection process?

(a). Primary interview + technical Test + HR interview

(b). Written Test + group discussion + technical test + HR interview

(c). Technical Test + HR

(d). Technical test + direct interview + HR interview





(11). How did you feel about the recruitment and selection procedure while going

through interview?

(a). Satisfied (b).Extremely satisfied

(c). Less satisfied (d). Unsatisfied

(12).What was the type of interview that you went through during your selection ?

(a). Panel Interview (b). In-depth interview

(c). Informal interview (d). other

(13) How many round of interview were conducted during your selection?(a) one (b) Two

(c) More then two

(14). Did you receive any financial assistance for attending the interview ?

(a). Yes (b). No

(15). Do you think that test administered revealed your strengths and weakness

or both?

(a). Yes (b). No

(16). Did you feel comfort during your interview?

(a). Yes (b). No

(17). Did the company explain the terms and conditions about the employment

before joining?

(a). Yes (b). No





(c). Excellent (d). Fair

(18). How do rate the capabilities of the interviewer ?

(a). good (b). Very good

(19). Did you refer any candidates in your organization?

(a). Yes (b). No

(20). Did you get any encouragement from the organization for referring

candidate ?

(a). Yes (b). No

(21). What aspects help you to decide in joining this organization ?

(a). Job security (b). Corporate image

(c). Abroad opportunity (c). Attractive salary

(22). Your suggestion on the recruitment and selection process at Rico Auto

Industry ?


Documents

Rico Auto Industries aaa