The Student Priyanka Chouhan is a Final Year Student of Dezyne E' cole college doing her BBA.. This Project has been undertaken by the Student during her Summer Internship at H.M.T. The Topic of her Internship is Recruitment.

1. 1
A
Project report on
Recruitment
Submitted to
Dezyne E’cole Collage Ajmer
By
Priyanka Chouhan
Towards the partial fulfillment of 3rd year in
Bachelor of Business Administration
DEZYNE E’COLE COLLEGE AJMER
106/10, Civil lines, Ajmer 305001

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HMT MACHIME TOOLS LTD.
COMPANY
Priyanka Chouhan
Bachelor of Business Administration
Dezyne E’Cole College Ajmer
www.dezyneecole.com

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Grade-sheet
Dezyne E’cole College
106/10 Civil lines
Ajmer 305001 (Raj)
Tel- 0145-2624679
This project report Miss. Priyanka Chouhan of Bachelor of
Business Administration 2nd year program of BBA has been
graded as ______________
Thanking you
Principal

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Certificate of training

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Acknowledgement
I would like to express my gratitude towards HMT for giving
me an opportunity to work as a summer intern for the
duration of one and half month as a part of training of our
course. I express my gratitude to all those who initiated and
help me in the successful completion of this project.
I express my sincere gratitude to Mr.Sameer khan (Human
Resource) and our facility guide Miss. Neha Bagga for
supporting us during the project work.
I also take this opportunity to express my indebtedness to
Mrs. Vinita Mathur principal “Dezyne Ecole College, Ajmer”
for her corporation and affectionate encouragement. I also
thank to my all facility members for their suggestion and
advices.
Also I am thankful to my parents and family members how
are my constant source of inspiration in every field of life
and due to them I am whatever I am today.
With due regards
Priyanka Chouhan
BBA 3rd year

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Synopsis
This project was undertaken as summer internship
Hindustan Machine Tools. During the internship period of
45 days. I work on the topic Recruitment.
My project is actually focusing on plan are made
on how and when to advertise, reference are requested,
candidates are invited for interviews and selection tests,
applicants and short-listed and I have tried explaining the
things through Descriptive & Analytical research.
I reached at a conclusion that communicate the
employees this project is study procedure of all activities I
under took to deal with the Recruitment and I have
attendant it well as per the knowledge and process.

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Priyanka Chouhan
Management Student
Profile
To be a successful manager we need to focus
on the way of communication and all aspects
of human behavior. I thank Dezyne E’cole
college to make me a skilled person and make
me ready for the industry.
Skill
 Good command on Managerial skills,
Organizational behavior, Business law,
Management Accounting, Business
Research, Quality Management, Micro
and Macro Economics, Industry
Relation and Law.
 Good knowledge of basic computer
skills like MS power Point, MS Word,
MS Excel.
Interest
 Music and Dance
 Playing outdoor games
Language
 English
 Hindi
Experience
 Internship at Hindustan Machinery Tool
Ajmer
 Doing project, presentation at college
Email
id:Dezyneecole@gmai.com
Website: www.dezyneecole.com
Phone: 0145-2624679
Education
Bachelor’s of Business
Administrative (BBA)
Dezyne E’ Cole College, Ajmer
(2014-2017)
12th
from National institute of
open school, Jaipur
10th
from Queen Mary, school,
Ajmer.

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CONTENTS
CHAPTER-1
 Introduction of management field - - - - - - - - -10-11
 HMT as a whole - - - - - - - - - - - - - - - - - - - - - - - 12-17
 HMT Products- - - - - - - - - - - - - - - - - - - - - - - -18-20
 Departments in HMT - - - - - - - - - - - - - - - -- -21-24
CHAPTER-2
 Project study - - - - - - - - - - -- - - - - - - - - - - - - - -26
 Meaning of HRM - - - - - - - - -- - - - - -- - - - - - 27-30
 Meaning of HR - - - - - -- - - - - - - - -- - - - - - - - 31-33
 Meaning of Recruitment - - - - - - - - - - - - - -34-44
 Under HMT in Recruitment - - - - - - - - - - - - 45-57
CHAPTER-3
 Objectives - - - - - - - - - - - - - - - - - - - - - - - - - - - 59
 Research methodology - - - - - - - - - - - - - - - -59-61
CHAPTER-4
 SWOT Analysis - - - - - - - - - - - - - - - - - - - - - - - 63
 Limitation - - - - - - - - - - - - - - - - - - - - - - - - - -64
 Recommendation - - - - - - - - - - - - - - - - -- - - -65
 Conclusion - - - - - - - - - - - - - - - - - - - - - - -- - -66
 Bibliography - --- - - - - - - - - - - - - - - - - - - - - --67

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CHAPTER -1
 Introduction of management
felid
 Company profile
 Background history of HMT
 Unit profile of HMT
 Product and Services
 Departments in HMT

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INTRODUCTION OF MANAGEMENT
As per the studying criteria of three years of bachelors degree of
management field every student has to undergo a practical training of45
days. According to the interest of the student the training is a vocational
training in the organization to learn more about the working scenario of an
organization and a project by the person whom one is posted during the
training period. I had undergone a practical from Hindustan Machine
Tools.
In the present scenario the practical training is an essential part of
management stream. It helps an individual to visualize the management
practices in the theoretical aspects in which we have learnt Functional
Management, Business Management, and Quality Management etc.
After the completion of training period every student have to make a
training report to showcase my work, which I had done in an organization in
my training period. The project report contain the chapters likewise,
Company profile, Recruitment of employees in organization etc.
This project work is based on the above subjects whom we learn in our
three year degree program.
A project report is divided into two major parts the first is Primary parts
which gives a brief study about Company profile, Product Classification
etc.
The second part is Secondary Part which gives a brief study about
Research Tools, Market Study, Objectives of Study, and Introduction
of management etc.
These are the aspects which I have discussed in my internship project work
at Hindustan Machine Tools, Ajmer for 45 days.
This is the annual report which presents the aspects of the practical training
taken by me. The criteria on which I had undertaken my training and

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present my project work is “Recruitment” for understanding the efficient
and better functioning of the organizations and for taking an practical
knowledge about the effective working of the organization to enhance and
boost up my skill set.

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ABOUT THE ORGANISATION
INTRODUCTION- HMT AS A WHOLE
When Indian achieved independence in 1947, there was hardly any industrial
base in the country. Right from the prior H.M.T. has played an important role
in providing the much needed industrial base as well as a launching pad for
the growth & development of county.
HMT was conceived by the government of India in 1949, and was
incorporated in 1953, with the objective by producing a limited range of
machine tools, required for building an industrial edifice for the county.
HMT limited was established in 1953 in technical collaboration with M/S
Orleikon of Switzerland. Over the years, new products have been added to its
manufacturing range. It has technical collaboration with over 30 leading
international engineering companies for manufacture for various product
HMT’s diversified product range includes machine tools, watches, tractors,
printing press, Di-casting and plastic and injection, mounding machines, food
processing, CNC systems, Bal screws etc.
This unit was established as machine tool Corporation of India limited in
January 1964 keeping in view the government policy of differing new
industries in under developed areas of the country and achieving self-reliance
in grinding machine tools which were imported.
This unit was started 1970-71 with a production of Rs.8.64 lack faces with
difficulty in procurement of quality machine tool casing a captive foundry
plant was installed in 193 with a capital of about Rs. 2 core.
This unit was subsequently merged with HMT Ltd. On 1StApril 1975 as sixth
machine tool plant with this merger; the unit got backup of HMT. The basic
plant was established with the collaboration of the Czechoslovakian firms,
Ms Skoda Export, praha and German firm WMW, then in East Germany.

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Today, HMT is a multi-product, technology engineering complex with
strengths comprising of:
 ISO-9000 accreditation
 The widest range of machine tools machine tools, ranging from General
purpose lathes to CNC turning machine centers.
 16manufacturing unit/22 product Division
 Assets worth over US$ 250 Million
 Source of qualified and experienced manpower
HMT AJMER UNIT PROFILE
MTA ATA GLANCE
Date of registration 11-01-1967
Commencement of production 1970-71
Merger with HMT 01-04-1975
Capital Employed (as on 1.4.2007) 201 lacks.
Land area-total 178 acres
Plant foundry 62 acres
Township 116 acres
Covered area (plant) 31848 sq.
No. of Quarters 136
Power required 4.00 units/month
No. of employees (as on 31.7.2008) 429
No. of machines 250
ISO-9001 certified 1994

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 Date of registration(as MTC AJMER) 11-01-1967
 Commencement of production 1970-71
 Merge with HMT 01-04-1975
 Capital employed Rs. 30.71 Cr
 Unit situated area 178
 Work force
 [officers
 Workers
 Cost of machines working in the unit 6 lakhs up to 1
CR.60lakhs
 No. of machine shops 180
 Working shifts 4
[‘A’ shift (6.00 am to
2.00am)
‘B’ shift (2.00pm to
10.00pm)
‘C’ shift (10.00pm to
8.00am)
‘General’ shift (8.30am to 4:30 am)
Other services offered:
1. Manufactures of hydraulic groups for defense, hydraulic assembly for
tractors.
2. Manufactures of high precision and assemblies.
3. Manufactures of jigs and fixtures and tooling for various machinery.
4. Supply of casting.
5. Reconditioning and retrofitting of old machines.
6. Chemical, mechanical and meteorological tests.
7. Checking and calibration of instruments and machines.
8. Training to outsiders/students/customers.

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HMT AJMER UNIT PROFILE
The unit was established at Ajmer as “MACHINE TOOL CORPORATION OF INDIA
LIMITED “a government of India undertaking in January, 1967 bin collaboration
with M/s.WMW. GDR, the grinding machine. This unit was merged with M/s.
HMT limited in 1975. There East Germany, for the purposes of marking India
self-reliant in manufacture of precision
From 1.4.2000 it became a unit of HMT MACHINE TOOLS LTD., a wholly owned
subsidiary of HMT limited.
This unit is situated over 178 acres of land, out of which 62 acrea are for factory
campus and 116 area for township comprising 136 quarters for housing its
employees with community center, club playground, etc.
EACTORY LAY- OUT
 Unit has two workshop Buildings- Building 1-1 Houses assembly, painting,
heavy parts, and High technology center and test floor. Building 1-2 houses
small parts, medium parts, tool room and special accessories, tool crib,
tractor hydraulics, heat treatment shop and plant maintenance
departments.
 Annex houses civil maintentence, vendor development and sub- contracts,
electrical generation or destruction and conservation.
 Stores building houses central stores material planning and training center.
 Pattern shop building houses pattern shop and machine shop of training
center.
 Foundry shed hoses mouldining sand-plant, core marking knocks out, short
lasting areas.
 Store founder block houses personnel, designing, information, industrial
engineering servicing and G.M.’s office.
 Administrative building houses purchase, sales finance department.

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TECHNOLOGH BASE
Unit has machine shop well equipped with 186 nos. precision machine such as
CNC machine center,CNC lathes jig boring honing super finishing machine,
Plano -milling , sideway grinding milling & lathes apart from these unit is also
having heat treatment shop measuring center , to measure high precision
items & test pieces, material testing laboratory, CAD center information
technology center and foundry.
The unit has highly skilled and dedicated work force of 394 employees (109
officers and 285 workers.) the unit has qualified and experified design&
engineering personnel to fulfill requirement of business operation to the
entire satisfaction of customers.
Unit business
 Manufacture of machine tools:
Wide range of CNC conventional, general purpose & special purpose
grinding machine (cylindrical, Centre less, internal, crank shift , duplex,
horizontal & vertical , tool & cutter ) .the product strategy is mainly
focused on auto &auto – ancillary, engineering and defense segments.
Unit product CNC double disc gender displayed in IMTEX 1998 at New
Delhi was conferred upon CMTI trust award for the best innovative
design of the year.
 CNC turning centers.
 CNC turning machine (lathe & machining center).
 Other machine like super finishing, Knife edge grinding, Gap grinding
cot grinding coil winding Needle sharpening Rotary table vertical
surface grinding etc.
 Reconditioning/ CNC retrofitting of machine tools
 Job orders/customer component manufacture:
 Hydraulic groups for defense.

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Unit got national award for excellence in indigenization of defense store
in the category of mechanical engineering for the year 1993-94 this
award was for development and supply of Hydraulic unit for T-72 tank.
 Hydraulic lifts for tractors.
 High precision components / operation on job work basis for
automobile industry and BHEL.
 Jigs & cylinders for bank note press.
 Supply of castings.

3. REGIONAL OFFICES & SHOWROOMS:
Mumbai, Pune, Aurangabad , Nagpur, Ahmadabad, Bhopal, Jabalpur, Jaipur,
, New Delhi, Chandigarh, Kanpur, Faridabad, Kolkata, Ranchi , Bangalore,
Belgaum
Other Services Offered:
Chemical Mechanical & metrological tests instruments calibration.
Training to customer / outsider / students pursuing engineering &
professional courses
Market standing:
The unit pioneered manufacturing technology for grinding machine in India
which was a milestone for country’s journey towered self- reliance
Unit has positioned itself as “Centre of excellence for grinding machine
solution” It caters to requirement of sun rising user like Automobile, auto
ancillaries tractors bearings. It also caters to requirement of general
engineering, Defense& power Sectors.
Reliability and precision are hallmark to have a fleet of 7500 machine working
in every corner of country & abroad.

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Productivity & Quality:
Great emphasis is given on productivity and Quality in HMT. The unit has
achieved substantial progress in implementation of productivity improvement
activates i.e. KAIZEN, ISO-9000, Total customer satisfaction TQM, multi-trade
training, good housekeeping through 5-s, waste Elimination, small group
Activities etc. Unit was the first to receive the ISO-9000 certification in
Rajasthan and second in HMT Unit, on 24.2.1994.
The unit has the distinction of getting “National productivity Award”
(Instituted by national productivity council if India),in machine Tool Category
for the year 1986-87 from the Humble president of India.
AWARDS WON
i. National productivity Award, in machine tool category for the year
1986-87.
ii. National award for R&D efforts in mechanical engineering sector in
1990.
iii. ISO-9001 certification 24thFebruary 1994 HMT Ajmer was the first unit
to receive this certification in Rajasthan & second in HMT unit.
iv. National award for excellence in indigenization of Defense stores in the
category of mechanical Engineering for the year 1993-94 This award
was for development & supply of Hydraulic unit for T-72 Tank.
v. MTA product, computer controlled double disk grinder CNC GDS -22
displayed in IMTEX-98 at New Delhi, was confirmed upon CMTI – trust
Award for the best innovative design of the year.

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Hmt's Product

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DIFFERENT DEPARTMENTS OF HMT, AJMER
1. Human Resource Department: headed by joint general manager
(HRM) this department is setup with an aim of conservation and proper
utilizations of human resources and is also management. The other
important functions of this department are performance appraisal and
different welfare activities for the employee.
2. Manufacturing And Assembly Department: Headed by JGM
(manufacturing). HMT Ajmer’s manufacturing environment is advanced;
this department also looks after utilizing only the latest production
techniques in all phases of manufacturing maintenance. This assembly
of individual component. There subassembly after inspection pass on
group assembly, which consists of head stock assembly, saddle, gearbox,
tail stock assemblies etc. this group then reaches to the final assembly to
be fitted on the bed. Electrical are also inter faced and the machine is
ready for final testing and printing of plant and equipment.
3. Service & Inspection Department: Headed by DGM. This
department is responsible for inspection of the M/C’s. This department
is concerned with the inspection of various components and machine
being manufactured. The individual components at various of
manufacturing followed by the inspection of the whole machine while
included final runs etc. Inspection of incoming material is also handled.
4. Materials department: Headed by JGM. It is responsible for all
kinds of purchases made by unit. This department also maintains a
central store and looks after appropriate levels.
5. Planning Department: Handed by chief Engineer planning. The
main functions of the planning department are as under:-
 Time calculations for each operation Job card booking of workers
in shifts.
 To prepare monthly progress reports for the production activities
carried out in shop.
 To calculate manpower and machine available, accordingly new
machine are ordered and component.

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 Counting of products and component.
 Prepare machine and sectional layouts
6 Design Department: headed by JGM. Its functions are:-
 Design& development of products.
 Vendor development for new items.
 Drawing of component, group assembly, special assembly etc
.along with master part list (BOM) for machine.
Designing the type of material required for each component grade
such as casting alloy etc.
 Testing & trials of machines.
 Marketing of special purpose machine.
7 .Foundry department: headed by JGM foundry. This department is
administratively under HMT Ajmer, but functionally under executive
director.
8. Finance department: Headed by AGM finance. The functions of
this department include maintenance of all accounts of the company. The
balance sheet is finally prepared which is sent head office for the preparation
of combined balance sheet. The costing section of this dept. is responsible for
the computing of each product of that the selling price may be determined
accordingly.
9. Sales department: is headed by DGM. This dept. is Dividing into 3
sections viz. sales, spares and reconditioning. These functions of sales sections
are the execution of sales order and to dib for contracts through tenders. The
function of service section is to provide after sales & also looks after
customer’s complaints and supply of spares.
10. Security department: this is headed by Asst. security office .main
function of this dept. Is prevention of theft, sabotage and maintenance of
industrial security within the HMT compound including township.

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11. Quality Assurance Department: By General Manager heads this
department. This department also looks after the feedback received from
marketing division so as to make improvement accordingly.
HRD Activities:
The unit has got well – equipped training center to facilitate periodical HRD
Activities, vocational training to student’s customers, training etc.
HRD programmers are periodically arranged for PID/KAIZEN
recommendations ISO 9000/ Total customer happens / TQM multi trade
training computer awareness and operation.
The unit has provided amenities such as town ship consisting of 136 Quarters
Transport facilities for school going children, canteen, sports, facilities etc.
Hierarchy in the organization
The organizational hierarchy of HMT MTL Ajmer is based on functions.
General Manager leading the unit, assisted by the General manager, directly
controls in different department .The organization hierarchy consists of seven
management levels in all. They are listed below in descending order:
GRARD
PS-X :- Executive Director
PS-IX :- General Manager
PS-VIII :- Joint General Manager
PS-VII :- Deputy General Manger
PS-VI:- Assistant General Manger
PS-V :- Manger
PS-IV:- Deputy Manger
PS-III:- Foreman
PS-II:- Supervisory
PS-I:- Junior Supervisory

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PS-X WS2
PS- IX GM WS-1
PS VIII JGM WG-6
PS-VII DGM WG-5A
PS-VI AGM WG-5
PS-V MGR WG-4A
PS-IV DY MGR WG-4
PS-III FORMAN WG-3A
PS-II SUPERVISIORY WG-3
PS-I JR.SUP WG-2A
WG-2
WG-1A
WG-1

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CHAPTER-2
 Project study
 Meaning of HRM
 Meaning of HR
 Meaning of Recruitment
 HMT in Recruitment

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Project Study
As an Intern, I had done my internship of 45 days from HMT Machine Tools
Limited, Ajmer. The internship period was started from 1-06-16 to 15-07-16. I
had worked under the guidelines of MR. Sameer Khan. The study has been
conducted for gaining particular knowledge about the recruitment system of
HMT, that how HMT works for the betterment of their performance. During
the period of Internship, I had ban manage things regarding the recruitment..
The study helped me to the recruitment and selection necessary in the
organization. I had also gained some knowledge regarding the tools of
techniques which are needed to recruitment the selection of an organization.
As a intern it was a great experience and opportunity for because it helped in
developing my skills of knowledge regarding recruitment and also helped me
to understand the working criteria of the company.

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HUMAN RESOURCE MANAGEMENT
Meaning and definition:-Human Resource Management is a process of
bringing people and organizations together so that the goals are met. It is that
part of the management process which is concerned with the management of
human resources is an organization. It tries to secure the best from people by
winning their whole hearted cooperation. In short, it may define as the art of
procuring, developing and maintaining competent work force to achieve the
goals of an organization is an effective and efficient manner.
Human resource/ personnel management may be defined as of procuring,
developing and maintaining competent work force to achieve rotational goals
efficiently.
According to flippo, “human resource/personnel management is the
planning, organizing, directing, and controlling of the procurement,
development, compensation, integration, maintenance and separation of
human resources to the end that individual, organization and social
objectives are accomplished.”
According to E.F.L. Breach, “personnel management is that part of
process which is primarily concerned with the human constituents of an
organization.”
According to R.G. Gokhle, “personnel management is the specialized
intelligent handling of the human factor by a separate department which
could devote its fill time for research along the line of improvement is
industrial relation,”

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Features of HRM
1. It is confined to managing people at work in an organization.
2. The development of individuals and satisfaction of their goals is in the
ambit of HRM.
3. The management functions such as planning, organizing, directing,
coordination and control are applicable to staff management
4. The attending to staffing functions such as recruitment, placement,
selection etc it is a part of HRM.
Objectives of HRM
1. Societal objectives- To be ethically and socially responsible to
the needs of the society while minimizing the negative impact of such
demands upon the organization.
2. Organizational objective- To recognize the role of HRM in
bringing about organization’s effectiveness.
3. Functional objective- To maintain the department’s contribution
at a level appropriate to the organization’s needs.
4. Personal objective- To assist employees in achieving their
personal goals in a manner that their personal goals enhance the
individual’s contribution to the organization.
Human Resource Management in HMT
1. Functions of HRM in HMT
 Manpower Planning & Recruitment:
 Policy Centralized Recruitment (Ps Category)
 Scheme On Recruitment Of Co-Trainees .(WG Category)
 Standard Force of Designation (PS).
 Internal Recruitment

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2. Career development
 Promotion policy & rules for workmen.
 Promotion policy & career planning
 Performance appraisal system.
 Rules on seniority
3. Conduct regulations
 conduct discipline and appeal rules
 Standing orders
4. Salary structure and allowances:
 Salary structure of PS category.
 Wage structure of WS category.
 Guidelines on pay fixations.
 Policy on annual Increments (PS).
 Wage anomaly settlement.
5. Company assistance and welfare:
 Leave & leave encashment rules
 Leave travel concession scheme.
 Policy on uniforms.
 Policy on gift watches.
 Incentives for small family norms.
 Inter-units sports regulations.
6. Participative management scheme:
 Participative management scheme.
7. Suggestion scheme:
 Guidelines on SC/STfghjkl;


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8. General :
 Monthly incentive scheme
 Policy on office language
 Grievance procedure (PS) category
 Benefits and facilities for trainees during training period.
 Payment of transfer responses to those moving from one public unit to
another.
 Employee consoling.
9. Foreign deputation/tour:
 Procedure for selection of personnel for posting abroad.
 Guideline of selection of personnel for training abroad.
 Procedure for seeking sanction tour abroad.
 Terms and conditions of foreign posting / deputation.
 Overseas medical insurance scheme.

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Human resource
Human resources (HR) is the company department charged with finding,
screening, recruiting and training job applicants, as well as administering
employee-benefit programs. As companies reorganize to gain competitive
edge, human resources plays a key role in helping companies deal with a fast-
changing environment and the greater demand for quality employees

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DGM (HR)
AGM (HRM)
T & D Transpo
rt
Civil
and
estate
Medical
Senior Engineer Training
Deputy engineer
Training
Engineer Training
Welfare Industrial
Contract labor HRM function

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Features of HR:-
1. Pervasive Year:-
. HRM is a Pervasive in nature. It is present in all enterprises. It is
permeates all levels of management in on organization
2. ,Action oriented:-
HRM recues attention and action rather than on record keeping
written procedures or rules the problems of employees at work are
relived thought rational policies
3. Individually oriented:-
It tries to help employees their potential jolly. It encourages them to
out their best to the prgemisation it motivates employees thought a
system process of recruitment selection training sa a development
computer with fair wage policies.
4. People oriented:-
HRM all about people at work both as are group. It is to rut people an
assigned jobs in order to price good tumults the gins used to recover
people at motivate then to Wards furthered improvements

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CHALLENGE
Recruitment is an important part of an organization’s human
resource planning and their competitive strength.HRP helps
determine the number and type of people an organization needs. Job
Analysis and Job Design specify the tasks and duties of jobs and the
qualifications expected from prospective job holders.
According to Flippo ,
“Recruitment is the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.
RECRUITMENT- Placing the RIGHT PERSON IN RIGHT PLACE at RIGHT TIME

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Human
Resource
Planning
Determine
Recruitment and
Selection needs
Job
Analysis
HR planning is the
process (including
forecasting,
developing and
controlling) by
which a firm
ensures that it has
the right number of
people at the right
time doing work for
which they are
economically most
useful.
Job analysis may be
understood as a
process of studying
and collecting
information
relating to the
operations and
responsibilities of a
specific job. The
immediate products
of this analysis are
job description and
job specification.

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Features
1. Recruitment is a process or a series of activities rather than a single act
or event.
2. Recruitment is a linking activity as it brings together those with jobs
(Recruiter) and those seeking jobs (prospective employees).
3. Recruitment is a positive function as it seeks to develop a pool of eligible
form which most suitable ones can be selected.
4. Recruitment is an important function as it makes it possible to acquire
the number and type of persons necessary for continued function of the
organization
5. Recruitment is a complex job as many factors affect it e.g., images of the
organization, nature of jobs offered organizational policies etc.
Importance of Recruitment
1. Attract and encourage more and more candidates to apply in the
organization.
2. Create a talent pool of candidates to enable the selection of best
candidates for the organization.
3. Determine present and future of requirements of the organization in
conjunction with its personnel planning and job analysis.
4. Recruitment is the process which links the employers with the
employees.
5. Increase the pool of job candidates at minimum cost.
6. Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.

37. 37
7. Meet the organization legal and social obligations regarding the
composition of its workforce,
8. Help reduce the profitability that job applicants once recruited and
selected will leave the organization only after a short period of time.
9. 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.

38. 38
Recruitment Process
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.
Recruitment Planning
Strategy Development
Searching
Screening
Evaluation and Control

39. 39
Factors Affecting Recruitment
Recruitment is naturally subject to influence of several factors. These include
external as well as internal factors.
Internal
factors
 Recruitme
nt policy
 HRP
 Cost
RECRUITMENT
External
factors
 Supply
and
demand
 Unemplo
yment
rate
 Labor
market

40. 40
Sources of Recruitment
Internal Sources:
1. Present Employees: Promotions and transfers from among the
present employees can be a good source of recruitment. Promotion
Implies upgrading of an employee to a higher position carry higher
status pay and responsibilities transfer refers to shifting an employee
from one job to another without any change in the position post status
and responsibilities.
• Present Employees
• Employees Referrals
• Former Employees
Internal
Source
• Employemt
• Advertisement
• Employment Agencies
• Professional Association
• Campus recruitment
• Deputation
External
Source

41. 41
2. Former Employees: - Former employees is an another internal source
of applicants for a vacancies to be filled up in the organization. Retired or
retrenched employees may be interested to come back to the company to
work on a part time basis this source has this advantage of hiring people
whose performance is already known to the organization.
3. Employees Referrals: - This is yet another source of recruitment. The
existing employees refer their family member friend and relatives to the
company potential candidates for the vacancies to be filled up in the
organization.
External Sources:
1. Employment Exchange: The national commission on labor 1969
observed in its report that in the pre independence era the main source
of labor was rural areas surrounding the industries immediately after
independence National employment service was established to bring
employers and job together. In response to it the compulsory
Notification of Vacancies Act of 1959 (Commonly Known as a
Employment Exchange Act ) was instituted which become operative in
1960. Under Section 4 of the act it is obligatory for all industrial
establishment having 25 works of more to notify the nearest
employment exchange of vacancies in then before they are filled the
main function of this employment exchange with their branches in most
cities is registration of job seekers and their placement I their placement
the notified vacancies.
2. Employment Agencies: in addition to the government agencies
there are a number of private employment agencies who register
candidates for employment and furnish a list of suitable candidates
from their data bank as and when sought by the prospective employers
the main function of their agencies is to invite applications and short list
the suitable candidates for the organization and final decision on
selection is taken by representatives of the organization.

42. 42
3. Advertisement:- Advertisement is perhaps the most widely used
method for generating man applications. This is because its reach is
very high. This Method of recruitment can be used for jobs like clerical
technical and managerial. The higher position in the organization the
more specialized the skills or the shorter the supply of that resource in
the labor market the widely dispersed the advertisement is likely to be.
4. Deputation:- Another source of recruitment is deputation i.e. sending
an employee to a another organization for a shorter duration of two to
three years.
5. Professional Associations:- Very often recruitment for certain
professional and technical positions to make through professional
associations are called headhunters institute of Engineers institute of
Medical Association All Indian Management Associations etc., provides
placement services for their member for this the professional
associations prepare either list of jobs seekers or publish or sponsor
journals or magazines containing advertisements for their members the
professional associations are particularly useful for attracting highly
skilled and professional personnel.
6. Campus Recruitment: - This is another source of recruitment for
this purpose many institutes such as Indian institute of management
Indian Technology etc. Have regular placements cell offices to serve as
liaison between the employers and students.
7. Word of Mouth: - in this method word is passed around the possible
vacancies or opening in the organization. Another form of this method is
employees pinching i.e. the employees working in another organization
are offered on attractive offer by the rival organization.
8. Raiding or Poaching: - This is another method of recruitment
whereby the rival firms by offering better terms and conditions try to
the attract qualified employees to join them. This raiding is a common
Feature in India organization for example several executives of HMT
LEFT TO JOIN Titan Watch Company Raiding has become a challenge for
the Human Resource Manager.

43. 43
Is the process of differentiating between applicants in order to
identify and hire those with a greater likelihood of success in a job.
Once the recruiting effort has developed a pool of candidates, the next
step in the HRM process is to determine who is best qualified for the
job. This step is called the selection process. The enterprise decides
who whether to make a job offer and how attractive the offer should be.
The job candidates decide whether the enterprise and the job offer fit his
or her needs and personal goals. The process also seeks to predict which
applicants will be successful it hired. In this case, means performing well
on the criteria the enterprise uses to evaluate employees.

44. 44

45. 45
RECRUITMENT IN HMT
POLICY ON CENTRALISED RECRUITMENT (PS CATEGORY)
1. OBJECTIVES:
a) To Attract And Retain The Best available young talent in the country in
engineering and other areas like finance, marketing, personnel etc.
b) To ensure the above objective by means of a systematic scheme of
centralized recruitment which will be regular and effective?
c) To create a cadre of executives to takes up higher assignments and top
positions of the company.
2. SCOPE:
The recruitment of management trainees and other professional like
finance, marketing personnel etc., at induction-level of executives i.e. ps III
for centrally pooled recruitment of unit, business groups/functional
directorates and corporate office by campus interview and open all India
Advertisement.
Recruitment of senior executives at the corporate cadre i.e. PS VII and
above in all the disciplines as per the need of the unit, business
groups/functional directorates and corporate office.
3. PROCEDURE FOR REQUISITION:
i. This units/business groups/functional directorates should put up the
proposal, to corporate personnel directorate by September end for
recruitment of management trainees in engineering and other areas based
on sanctioned manpower plans as per need of the unit/business group in
ps III taking into consideration the turnover vacancies as well as additional
posts required against future plans.

46. 46
4. PROCEDURE FOR RECRTIMENT OF MANAGEMENT
TRAINEES IN ENGINEERING AND OTHER PROFESSIONAL
AREAS:
i. The recruitment of management trainees in engineering and other
areas like finance marketing, personnel etc. Will be made centrally
by the corporate personnel directorate for such centralized
recruitment either of the following two methods will be adopted
as per need and exigency
(A) CAMPUS RECRUITMENT
(B) RECRUITMENT THE THROUGH OPEN ALL INDIA ADVERTISEMENT.
ii. Not less than 50% of vacancies projects and approved in the manpower
operational plans in ps III for engineering graduates and in various
disciplines i.e. Finance,
iii. The Campus Recruitment for the Post of Executives in PS III for
Graduate Engineers and Post Graduate Diploma Holders in Management
will be made from the recognized institutions only.
iv. The recruitment by open all India advertisement will be made for
engineering graduates in technical areas and for professionally qualified
candidates such as CA,ICWA,ACS,MBA ,Post Graduate Diploma from NIPM,
MA, MSW, PMIR Post Graduation in social science with (DSW Calcutta)

47. 47
5. CAMPUS RECRUTTMENT:-
(I) The Campus Recruitment Committee shell comprise of senior executives
not below the rank of GMs, Officer in Charge of OD/Centralized Recruitment
will be a Member of the Committee.
(ii) Ordinarily the Campus Recruitment shall be a made in the specialized
areas like R & D, CNC, Computer Systems Industrial Engineering, Finance,
Marketing, Personnel etc. And it shall not exceed 25% of the total vacancies
identified to fill in by the Centralized Recruitment in a year.
(iii) The Mode of Selection Shall Be By Way Of Group Discussions Interview by
the above Committee.
(iv) The Group Discussions interview will be conducted in the campus itself.
The appointment letters will be issued only after finalization of the panel of
the selected candidates interviewed in various campuses.
(v) The selected candidates will be appointed as Executives in PS III on
probation of one year after an orientation programmed and are not required
to execute a service bound.
(vi) in the case of campus selection of executives in PS III candidates
possessing relevant additional qualification of Post-graduate degree full time
programmer and above from Organizations of repute like IIMS, IITS, II Sc,
NITTLE, XLRI, TISS, will be granted two advance increments in PS iii grade.
For instance an Engineering Graduate with Post Graduate in Engineering Like
M.Tech/ME/MS/PGDM from IMs/IIT/II Sc and PGIE from NITLE will be
eligible for the advance increments. Those with MA (Personnel Management)
with MBA/ PH.D in relevant discipline as also CA/ ICWA with MBA in
Financial Management will also be eligible for advance increments. However a
candidate with Post Graduate Degree, Which itself is the relevant basic
qualification for recruitment will not eligible for this advance increment. For a
instance candidates with MBA without CA will not be eligible for this
increment unless they have additional relevant Post Graduate Degree or Ph.D.

48. 48
(Vii) in the case of Campus Selection of Executives in PS iii The Campus
Recruitment Committee may grant up to a maximum of 5 advance increments
including the two increments mentioned at sub clause (vi) above in
exceptional cases on Post experience of the candidate.
(viii) The Campus Recruitment will be coordinated by Officer in charge of
OD/Centralized Recruitment.
6. RECRUTTMENT BY OPEN ALL INDIA ADVERTISEMENT:-
(i) An All India Advertisement will be released every year, inviting application
from candidates possessing Degree in Engineering with a minimum 60%
marks in the Final year examination candidates appearing for a final year
examinations during the period and who have scored 60% or more marks on
an aggregate in the previous. Semesters will also be Eligible to apply. Written
Test will be also conducted by entrusting the work to a reputed Institution in

49. 49
order to ensure objectivity. On receipt of the marks obtained in the test
candidates in the ratio of1-6 will be called for Interview task by a Committee
Consisting of senior executives not below the rank of JGM and OD/ Centralized
Recruitment. Candidates whose results have not been declared that they
should have passed successfully the course with requisite marks have not
been declared at the time of the application will be successfully the course
with requisite marks of 60% or more when they appear for interview.
(ii) The Candidates selected as Management Trainees in Engineering and
other Professional areas will undergo INDUCTION TRAINING for a period of
one year. The indication training will be coordinate by Center for Manpower
Development & Research Department of Corporate Personnel Directorate
which will plan the induction training schedule for the entire years. The
trainees will be oriented in Units Business Group/ Functional Directorates as
per the need of the Organization.
(iii) On successful completion of induction training the candidates will be
posted to the respective Units Business Groups/ Functional Directorates and
they shall be suitably designated. They shall be kept on PROBATION for a
period of one years during which period their performance will be observed
by the Unit Chiefs/ ED on successful completion of probation subject to
verification of their antecedents.
(iv) The Management Trainees will be required to execute the SERVICE BOND
along with the Surety agreeing to serve to the Company for a period of 3 years
on successful completed of their induction training.
(v) The Compensation to be paid as a contractual obligation in case they
choose to leave the organization during the bond period is as follows:-
During the training period - Actual amount spent training
During 1st year of service
After training period - Total amount spent during training period
During 2nd year of service

50. 50
After training period - 80% of actual amount spent during training period
During 3rd year of service
After training period - 60% of actual amount spent during training period
The following expenditure will be considered for calculating the
compensation to be a paid as a contractual obligation:
 Training Allowance Including Pay, Adhoc Relief, Dearness, Allowance
HRA & CCA.
 Training costs in the Training Center.
 Travelling and Daily Allowance if may paid during the training period
 Cost of Medical Treatment if any.
NOTICE

51. 51
7. STIPEND AND OTHER ALLOWANCES & PAY FIXATION:
Whereas the candidates selected through Campus Recruitment would draw
salary, the Management Trainees recruited through Open All India
Advertisement Would get stipend during induction training period which
would be minimum of the scale in PS iii plus other admissible allowances such
as a Adhoc Relief, DA, HRA, AND CCA as application to the place of posting.
During Official Tour they shall be eligible for TA/ DA Benefits as a admissible
to the Executives.

52. 52
8. RECRUITMENT OF SENIOR EXECUTIVES:-
Section 1.01 (I) RECRUITMENT OF SENIOR EXECUTIVES AT THE CORPORATE LEVEL
I.E. PS VII AND ABOVE WILL BE TAKEN UP BY THE CORPORATE PERSONNEL DIRECTORATE
ONCE IN FOUR MONTHS IN APRIL, AUGUST AND DECEMBER IN A CALENDAR YEARS. THE
PROPOSALS FROM THE UNITS FOR SUCH RECRUITMENTS FOR THE SANCTIONED VACANCIES AS
PER THE SANCTIONED MANPOWER. OPERATIONAL PLANS SHOULD BE SENT DPS IN JANUARY,
MAY, AND SEPTEMBER EVERY YEAR WHO WILL TAKE FURTHER ACTION FOR CENTRALIZED
RECRUITMENT OF CORPORATE CADRE SENIOR EXECUTIVES.
(ii) Recruitment at the level of PS VI and below (with the exception of
Management Trainees) will be under taken by the Units/Business Groups.
However in functional areas as Finance, Marketing, Quality, Security, Public
Relations, Computer Systems, Personnel etc. the representative of Functional
Director of Corporate Office will associate in the selection of candidates in the
units in levels PS IV, PS V, and PS VI, in order to bring uniformity in selection
procedures/ standards.
9. RESERVATION OF SC/ST:-
The reservations and relaxation for SC/ST shall be as per the Presidential
Directives, issued from time to time. Prescribed minimum marks are relatable
at the discretion of Director Personnel.
10. SAVINGS:-
Management reserves the right to alter, modify, delete or add any clause as
per the need of the organization.
SCHEME ON RECRUTTMENT OF COMPANY TRAINEES (WG
CATEGORY)
SUB MULTI-FUNCTIONAL SKILLS
1. WITH THE RAPID ADVANCES IN THE FIELD of manufacturing technology
and the introduction of new sophisticated manufacturing techniques likes
CAE CIM FMS Robotics Artificial intelligence etc. it is becoming

53. 53
increasingly difficult to compartmentalize the different manufacturing
processes and methods.
2. The hither to recognized methods of process wise layouts machine type
wise lay outs component wise layouts are slowly giving way to the newer
methods of manufacture which call for synergizing a variety of multi
functional skills:-
3. The operators will be required to be a conversant with and the specialize
in a number of skills and trades simultaneously.
4. It has therefore been decided to develop people in multi - functional skills
trades and areas right from time an operator workman is inducted in the
Company.
5. To meet this objective it is decided to include a clause in the Appointment
Orders of the workmen concern to the effect that they must be willing to
work in a multitude of functional areas multi machines skills trades etc.
depending on the needs of the Company. Such a clause in Appointment
Orders shall also be incorporated in respect of workmen appointed in the
Technician and Administrative trades.
6. An on the job training is a pre request to any appointment made in future
in WG cadre it is therefore proposed to induct the future entrants to the
Companying the WG Cadre as Company Trainees for a period of 2/3 years
in terms of various channels on a consolidated stipend as mentioned in the
Annexure.
7. Subject to the conditions stipulated in pares 4 and 5 above in supersession
of the earlier order the requisite qualification the stipend during the
training period duration of he training the grades in which to be
reclassified on completion of such training in terms of various channels
and the period for execution of the bond shall be as detailed in annexure
on successful completion of training the trainees will be reclassified at the
minimum of the prescribed wage grades the training period can be
extended by one years or the contract of training may be terminated if
their performance during the training period is not found satisfactory.
8. The date of reclassification of the above training who join on or before 15th
of the month will be the 1st of the month in which they successful complete
the training period in case of trainees who join after 15th of the month the

54. 54
date of reclassification will be the 1st of the month following the month in
which they successfully complete the training period.
9. The performance training period or any extension of training due to non-
satisfactory performance during the training shall not be considered for
the purpose of qualifying period consideration of promotion.
10. The above procedure shall come into effect from 1.1.1990.
11. These issues with the approval of the competent authority.
1) The level of seasonality of operations and future expansion and
production programmers; and
2) Cultural, economic and legal factors, Etc.

55. 55
How to Recruit Senior Executive in HMT
Recruitment to senior executives:-
I. Recruitment of senior executives at the level of Corporate Personnel
Directorate once in four months in April August and December in
Calendar years. The proposals from the units for such recruitment for
the sanctioned vacancies as per the sanctioned manpower every year
who will be take further action for Centralized Recruitment of
Corporate Cadre Senior Executive.
II. Recruitment at the level of PS VI and blow (with the exception of
Management Trainees) will be at the unit Business Group. However in
functional areas such as Finance Marketing Quality Security Public
relations Computer System Personnel etc. The representative of
Functional Director of Corporate office will associate in the selection of
candidates in the unit’s level PS- IV, V, VI; in order bring uniformity in
selection procedures standards.
Main Elements
 Recruitment is an aspect of manpower planning.
 It is a linking activity- brining together those with jobs to fill and those
seeking jobs.
 It is a positive process because its objectives are to increase the
selection ratio that is the number of applicants per job opening.
 It too way affair it takes two to complete the recruitment process the
recruiter (the person who is recruiting ) and the recruiter(the person
who is to be recruited).
 It is a process of activities rather than a single act or event.
 It makes it possible to acquire the number and type of persons
necessary for the continued functioning of the organization.
 Its purpose is to locate the source of people required to meet jobs
requirements and attracting such people to offer themselves for
employment in the concerns.
 It is a pervasive function as all organization engages in recruiting
activity.

56. 56
Methods of Recruitment
Recruitment method are refers to the mean by which an organization reaches
to the potential job seekers. In other words these are way of establishing
contacts with the potential candidates it is a important to mention that the
recruitment methods are different from the source of recruitment the major
line of distinction between the two is the while the former is the means of
establishing inks with the prospective candidates the latter is location here
the prospective employees are available. Methods of recruitment are broadly
classified in to three categories. These are as under:
1. Direct Method.
2. Indirect Method.
3. Third Party Method.
A brief description of three is giving under following
paragraphs:-
1. Direct Method: in this method the representatives of the
organization are sent to the potential candidates in the education and
training institutes. They contacts with the candidates seeking jobs.
There representative’s work in cooperation with placement cells in the
institutions. Persons pursuing management engineering medical etc.
programmers are mostly picked up in this manner.
2. Indirect Method: Indirect Method include advertisement is
newspapers on the radio and television in professional journals
technical magazines etc. this method is useful when:
I. Organization does not find suitable candidate to be promoted to
fill up the higher posts.
II. When the organization wants to rich out to a vast territory and
III. When the organization wants to fill up scientific professional and
technical posts.

57. 57
3. Third Party Method: There include the use of private employee
agencies management consultants professional bodies associations
employee referral recommendation voluntary organizations trade
unions data banks labor contractors etc. to establish contacts with the
job seekers.
Now a question arises which particular method is to be used top
recruit employees in the organizations The answer to it is that will
depend on the policy of the particular firm the position of the labor
supply the Government regulations in this regard and agreements
with labor organizations

58. 58
CHAPTER-3
 Objectives
 Research methodology

59. 59
The objective of the study are-
 To probe in to the dater pertaining to various exciting segments of the
company.
 To suggest means and ways of retaining and further improving the
strong requirement and strengthening the weaker ones.
In the end, I have presented my finding and recommendation, which I hope,
would be helpful in increase the employees.
Research methodology:
An appropriate methodology in an essence of any research work. The success
of any project depends. Upon the method chosen. The study of product of
HMT machine Tools Ltd. Ajmer is historical, descriptive and analytical in
nature. The data and information required has been made available from the
several of Human Resource Department.

60. 60

61. 61

62. 62
CHAPTER-4
 SWOT Analysis
 Limitation
 Recommendation
 Conclusion
 Bibliography

63. 63
SWOT ANALYSIS
STRENGTH
1) It is multi-dimensional multi thread organization and its pioneer in
machine tools in India having large wide marketing and after sales service
network.
2) It has very sound base for training for the newcomers and in depth
know how to available with the company.
3) Emerging capabilities in the CNC segment.
4) Quality orientation.
5) ISO-9001 certified.
WEAKNESS:
1. Investment in R & D inadequate due to high cost of funds.
2. Low Pace of technology up–gradation.
3. Low return on investment.
.
OPPURTUNITTIES
1. In years 2000 government has supported financial to the
company for restructuring their business plans reducing man
power and improve productivity by automation of machine.
2. Access to international technology.
3. Centre for precision manufacture parts.
4. Centre for detailed designs based on international concepts.
THEREATS
1. Every private organization is allowed to purchase second hand
machinery under open general license from any country.
2. Cheaper imports cutting into share of Indian machine tools.

64. 64
Limitations
It is my 1st Internship Project so due to curiosity. I put my whole effort in this
project. But still are certain limitations while doing the work some of the
limitations are:-
1. The Major limitation of this project work is less time for internship. In the
minimum time period of 45 days, we cannot analyze the organization
human resource management.
2. The project has been working upon the existing framework. The company
has already decided upon the target thus limiting the area of study.
3. In some, cases the trainees are not giving us a proper reply of question
because the information is confidential for them.
4. For HMT machine tools Ltd., Ajmer products total market consists of
Indian Industrial as well as customers so due to time and financial
limitations it was not possible to control with them.
5. HMT being a public sector enterprise has an obligation towards other
government enterprises so some of the recommendations to increase
profitability cannot be implemented

65. 65
Recommendations
HMT machine tools have a very elaborate in step by manpower planning.
The system is very effective to update the employees to perform in the
workplace to face recruitment. But the human factor this system 100%
effective.
As above discussion clarity indicates that organization is managing the
recruitment & manpower planning program me very effectively but then
system is 100% perfect and there is always a scope of how to increase
manpower in organization.
Man power planning systematically attempts to forecast personnel demand
assess supply & reconcile the recruitment.
 The manpower process to overcome problem such as lopsided focus on
quantitative aspects, lack of supports, at top level in accurate estimate
due to poor search effort , planners should install HRIS and implement
the same sincerely.
 Communication gap must be reduced.
 Concept of self appraisal must be introduced which initiatives quality of
competition & create betterment.
Lastly the time allotted to the programmer should be adequate to
optimize the interest of employees so that they can fully explore the
benefit of programmer and use the knowledge for personnel growth
and company benefit.

66. 66
Conclusion
The term Man power planning & Recruitment is denoting the constitution of
the consultative council and committees council and committees comprising
representative of employees and executives to recommend steps for
improving man power it is a difficult to the define the boundaries of this set of
phenomenon and therefore the term man power and recruitment is a
universally accepted and precise manner can be defined as a power that
works properly in organization. Those we can say to achieve a peaceful and
cooperative environment in the organization there must be good use of
recruitment process the positive approach of man power to words the whole
issue needs to be a favorably responding by others to maintain the mutual
relations goods management is required to keep in mind the needs of man
power and to meet the fairly and in reasonable time. Workers and other
employees are required to understand the problems of the management and
try to cope with them.

67. 67
BIBOLOGRAPHY
www.hmtindia.com
Other websites & informative materials Books:
Author: C.B. Memorial.
Title: Personnel Management.
 Place of Publication: Himalaya publishing house.
Previous summer training report.
Printing material from HMT.