Recruitment and selection


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Recruitment and selection

  1. 1. Recruitment and Selection in Maruti Suzuki India Limited
  2. 2. About the Company • Maruti Udyog Limited (MUL) was established in February 1981, though the actual production commenced in 1983 with Maruti 800, based on the Suzuki Alto kei car which at the time was the only modern car available in India, its only competitors – the Hindustan Ambassador and premier Padmini were both around 25 years out of date at that point. Through 2004, Maruti has produced over 5 million vehicles. Maruti cars are sold in India and various several other countries, depending upon export orders. Models similar to Maruti (but not manufactured by Maruti Udyog) are sold by Suzuki and manufactured in Pakistan and other South Asian countries.
  3. 3. HR Vision • To create a vibrant dynamic organization by getting the best available talent, continuously upgrading them & making them self reliant; To have HR systems and processes that are contemporary, relevant to Business need and create strong engagement leading to high productivity and Quality of our products and services.
  4. 4. HR Mission • Lead and Facilitate change towards creating a positive environment for employees where people understand and believe that they have to contribute to the fullest in making MSIL an excellent company which can then facilitate for the employees opportunities for career development & growth and a feeling of pride to be a part of MSIL.
  5. 5. Recruitment and Selection
  6. 6. Purpose and Importance of Recruitment • Attract and encourage more and more candidates to apply in the organization. • Create a talent pool of candidates to enable the selection of best candidates for the organization. • Determine present and future requirements of the organization in conjunction with its personnel planning and jobs analysis activities. • Recruitment is the process which links the employers with the employees. • Increase the pool of job candidates at minimum cost. • Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. • Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.
  7. 7. Sources of Recruitment in MSIL: • Campus Recruitment Selected empanelled campuses • Lateral Recruitment Consultants Job sites Employee referrals
  8. 8. HR Recruitment Process at MSIL The HR recruitment process can be divided into three stages: 1. Manpower Budget 2. Recruitment 3. Selection
  9. 9. Flowchart for Manpower Budget Start Stop
  10. 10. Flowchart for Recruitment Start Stop
  11. 11. Flowchart for Selection Start Stop
  12. 12. iRecruitment • With the advent of internet, internet has become one of the major sources of recruitment through lateral route. Internet or e-recruitment is the use of technology to attract candidates and aid the recruitment process. It lets firms target many qualified candidates for a job, screen them in seconds, and contact the best ones. It is only one – twentieth the cost of ad hiring and slices fifteen days off the usual forty three day hiring cycle.
  13. 13. The logic process followed in iRecruitment is as follows:
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