Final Report

Published on June 2016 | Categories: Documents | Downloads: 34 | Comments: 0 | Views: 1290
of 74
Download PDF   Embed   Report

i-recruitment

Comments

Content

A REPORT ON HUMAN RESOURCE INFORMATION SYSTEM & EFFECTIVENESS OF I-RECRUITMENT SYSTEM AT MSIL

By Babli Singh Maruti Suzuki India Limited

A REPORT

ON HUMAN RESOURCE INFORMATION SYSTEM & EFFECTIVENESS OF I- RECRUITMENT SYSTEM AT MSIL

By Babli Singh A report submitted in partial fulfillment of the requirements of MBA program Company Guide
Mrs. Deepti Bakshi

College Guide
Mr.V.N Shrivastav

ICAI Business School Gurgaon

ACKNOWLEDGEMENT

The goal was fixed, moves were calculated and I move with full enthusiasm, vigor and keen interest. There was a time when it proved to be on up hill task, the goal seeming beyond my reach. But as work progressed my determination and will power grew stronger and completion of this work further confined my belief that “Where there is a will there is a way “ It’s sheer pleasure for me to state with candidly that this entire project is heartily attempt for me to reach maximum accuracy. I therefore take this opportunity to express my utmost gratitude to all who have contributed in some way. At the onset I would like to express my sincere gratitude to Mr.S.Y.Siddiqui (MEO HR Department) & Mr. R. D Burman( )for assigning me the project and giving me a chance to work on it. I would also like to thank Mr. S. K Bhatia (Deputy Manager) for giving me exposure to different fields of Human Resource and for treating me like a part of HRD team. I highly express my sincere thanks to Mrs. Deepti Bakshi (Company Guide) who helped me throughout the project. I sincerely appreciate all the inputs from the Human Resource Division at Maruti. My experience at Maruti is a pleasant and memorable one. Last but not the least I would like to pleasure a word of appreciation to Mr.V.N Srivastav who supported and helped me to make my project a success. In the end; “to err is human”. In spite of my serious efforts to complete this project without mistakes, any error committed by me should be looked at sympathetically.

ABSTRACT

My project is on e recruitment at Maruti Suzuki India limited. MSIL took the journey of attracting the right talent through the web in the year 2005.Though the system is in place but there have been some issues which gave it a limited success. This project aims to find the related issues with the existing system and making the system more effective and efficient. For this my project is divided into 4 stages: 1. STAGE: Understanding the HR recruitment process and ‘e recruitment’ along with the future state model 2. STAGE: Analyzing the system and finding the reasons for low acceptability 3. STAGE: Coordinating with IT and system testing 4. STAGE: Website upgrade and linking ERP with MSIL website In the first stage I studied the recruitment process .Hr recruitment process is divided into four stages: manpower budget, recruitment, selection, hiring. Then I studied the requirements of HR at MSIL from the online recruitment System. After studying the requirements I studied the future state model. The future state model is developed by Oracle for Maruti Suzuki. The design is a full cycle recruitment solution. The manager could access the entire functionality .They can post and manage vacancies and process a candidates application. An applicant registers on web site and provide a minimum amount of personal information. They can post their resumes and apply for jobs. The second stage involved analyzing the system by mapping it to the recruitment process. The problems were identified and all issues were listed down by taking care of the HR requirements and scope of the software. The issues were related to the incorrect and incomplete processes, field’s values and logic. The third stage involved coordination with the IT department. All the issues were listed down and submitted to the IT. After that follow up was done and system was tested to find out the errors in occurring. The last stage involved benchmarking with the market leaders and other local players done bt IT department. After the process of benchmarking the content layout was decided and then content was formed. Last step done was linking of the I- recruitment to the main website of the organization.

PURPOSE OF THE STUDY

In order to have an unending source of talent, a software package called e recruitment was brought in and customized. This software has a user interface which is linked to the external website. The software aimed at providing easy accessibility to all the users (prospective candidates and recruitment team) Following are the purpose of the study:

A. To understand the problems and issues which led to the low acceptability • • • Understanding the requirements of HR through its processes Understanding the software application Finding out the gaps B. To resolve the following issues: • • • Providing a robust back and CV management system Streamlining the processes with the system Making the software more user friendly

C. To make the application more friendly and to increase its acceptability • • Upgrading the MSIL’S website and linking the ERP system with the website. Training audience(hr employees) about e recruitment

METHODOLOGY:
The proposed methodology for this project (Effectiveness of e recruitment at MSIL) is all through the primary data. All the necessary information is provided by the company guide HRD manager (Anamika Parihar) and Assistant Manger (Mrs. Deepti Bakshi) and other people of the HR department and IT department associated with E recruitment. For the project ERP Implementation or HRIS all the information was taken through the primary data i.e. from the personal files of the employees maintained by HRD department. The missing information was taken directly from the employees either on phone or by giving them a personal data forms to be filled by them.

LIMITATIONS OF THE STUDY
Following are the limitations of the project• There were no manuals to study the ERP system so it became very difficult task to find out the applications and their working. Insufficient data. Technicalities involved with the system. Postponement of deadlines by the IT department

• • •

TABLE OF CONTENTS
Authorization Acknowledgments Abstract 1 Introduction I. Purpose, Scope and limitations II. Research methodology 2 About the company 3 About the Online recruitment at MSIL 1. Stage • • • • 2. Stage • 3. Stage • 4. Stage • 4 Conclusions Website upgrade and linking ERP with the MSIL Website Coordinating with the IT department System Analysis and problem identification HR recruitment process Requirement of HR at MSIL from the module Future state model I recruitment ERP software

Appendix 1 Flowchart of recruitment process Appendix 2 Process flow diagram of future state of model Appendix 3 Process flow for I –recruitment Appendix 4 User guide for I- recruitment

ABOUT THE COMPANY

The advent of Maruti in 1983 marked the beginning of a revolution in the Indian automobile industry. MSIL brought in the latest technology then available, more fuel efficient cars, and drastically brought down the prices of cars in India. This led to creation of a huge market for all segments as the Indian middle class grew in size. A number of auxiliary parts manufacturing companies were set up. Our most major influence was in helping the component industry because of its emphasis on localization and indigenization. It also brought in innovative financing channels which helped Indian middle class to realize its dream of owing a car. It still remains the leader not only in terms market share but also in terms of customer satisfaction surveys conducted by respectable agencies like JD POWER. Maruti was established in February 1981 with production commencing in 1983. MSIL entered into collaboration with Suzuki Motor Corporation (SMC) in December 1983. The collaboration heralded a revolution in the Indian car industry with the production of the first car Maruti 800. The name of Maruti Udyog Limited was changed to Maruti Suzuki India Limited in 6, September 2007. Maruti today boasts of the most extensive dealer and service network in the entire industry which lends tremendous reliability and credibility to the brand. Strong focus on customer orientation and leaner processes has lead us to retain our shares. The company boasts of a state of art facilities on board. Besides three manufacturing units at the GURGAON plant churning out majority of products the company recently set up a manufacturing facility at MANESAR with a vision to make India a global manufacturing hub for small cars. In addition, the diesel engine and transmission facility are further evidence of SMC and Maruti enhanced partnership and commitment to India. In the past 25 years we have found our way into the hearts of millions of Indians and its not because we have just made cars buts something that goes a little deeper-GREAT PARTNERSHIP. A partnership in which our businesses have grown together and together we have discovered Maruti triple revenue streams like Pre Owned Cars , Insurance, Finance, Service, Spares, Accessories etc. These new streams have added another dimension to the company’s profile. Maruti has given great importance and has taken initiatives to contribute to the society. IDTR’s, schools, Fire services etc are glaring examples of it.

CORPORATE MILESTONES

1980’s 1983 1984 1985 1986 Started production. Launched Maruti 800 Launched Omni Launched Gypsy Produced 100,000 vehicles since commencement of operations 1987 First lot of five hundred Maruti 800 cars exported to Hungary 1990’s 1993 1994 1994 1995 1997 1999 2000’s 2000 2000 Launched Alto Set up Institute of Driving Training and Research (IDTR) in Delhi to promote safe driving habits 2001 1st auto company in the world to receive ISO 9001-2000 Certification for Quality Standards by AV Belgium 2001 Launched new businesses: Maruti True Value, Maruti Finance and Maruti Insurance Launched Zen Launched Esteem Produced 1 millionth vehicle since inception Plant 2 became operational at Gurgaon Produced 2 millionth vehicle since inception Plant 3 became operational at Gurgaon. Launched Baleno and Wagon R

2002

Suzuki Motors Corporation takes management control of Maruti

2003

M800, Zen & Esteem in the top 10 automotive brands in the Most Trusted Brand Survey, 2003

2005 2006

Five millionth car rolls out. Launched Swift 2nd Institute of Driving Training and Research set up in Delhi. Zen Estilo launched

2007 2007

Swift Diesel launched Manesar car assembly plant inaugurated. Diesel engine and transmission plant, Suzuki Powertrain India Limited inaugurated

SX4 Launched 2008 DZIRE & A-Star Launched

RECENT AWARDS & ACHIEVEMENTS ( 2008- till date)

January, 2008 World Premiere of concept A-Star at 9th Auto Expo, New Delhi NDTV Awards announced: • • • 2008 AND 2009 ET Avaya Global Connect Awards: Maruti Suzuki India limited, bags the award for “Most Customer Responsive Company “ in the Automobile sector. The awards are instituted by Avaya Global Connect and the Economic Times in association with Ernst & Young and AC Nielsen.Prof.M.Janakiraman of Indian Institute of Management, Lucknow, has designed the methodology. Maruti won “car manufacturer of the year.” Mr.Jagdish Khattar, former Managing Director, received the ‘Next Gen Automotive Man of the Year’ award. The ICICI- NDTV profit viewers choice awards was bagged by Maruti Suzuki SX4 in the mid size car segment.

CNBC Awards: TV – 18 Autocar Mid size Car Award – SX4 CNBC TV – 18 Autocar Value for Money – SX4 CNBC TV – 18 Autocar Award for Viewers Choice – SX4 CNBC TV – 18 Autocar Manufacturer Award – Maruti Suzuki • CNBC TV – 18 Autocar Man of the year – Jagdish Khattar Feburary 2008 • • Alto crosses One Million Mark MoU signed with Adani ‘s for setting up mega car terminal at Mundra. • • • •

March 2008 • •


Auto Monitor Awards for 2007 Maruti Suzuki was awrded “Manufacturer of the Year” (Passenger Car Category) Young Achievers,a new category this year – Rajesh Singh Gogu and

Saurabh Singh were awarded for designing concept A-Star June 2008 On eve of World Environment Day, Maruti Suzuki launches Maruti 800 Duo. • Maruti Suzuki features among the World’s 200 Most Reputed Companies in the annual world’s most reputed company survey – 2008. Maruti Suzuki ranked at 77th position, in the passenger car sector, Maruti Suzuki fourth globally. • In the TNS Corporate Reputation Index Maruti Suzuki stands fifth in the all India ratings. In auto sector, Maruti Suzuki tops the ratings. October 2008 K 10 B engine plant inaugurated at Gurgaon. MSIL Bags the Power CSI – 9th time in a row • M-800 Crosses 25 lakh mark November 2008






• •

MSIL launches fifth world strategic model A-star Alto achieves sales of one million units in domestic market.

January 2009 • • • • MSIL adopts voluntary fuel disclosure First shipment of A –star A-star bags , zigwheels :car of the year A star rated as best small car of the year AUTOCAR-UTVC

Factory layout of MSIL

K yC n t u e o s it

Pillars of MSIL MARUTI ‘S VISION, MISSION & VALUES

P O U T &S R IC S R DCS EV E

COMPANY’S VISION
Our Vision for the future is to be: “The Leader in the Indian Automobile Industry, Creating Customer delight and Shareholders wealth; A pride of India”. MSIL strives to achieve the following:• • • Modernization of Indian Automobile Industry Production of fuel-efficient vehicles to conserve source resources Production of large number o motor vehicles, which was necessary for economic

COMPANY’S MISSION
“To provide a wide range of modern, high quality fuel efficient vehicle in order to meet the need of different customer, both in domestic and export markets”

COMPANY’S CORE VALUES
The Five Values identified are as follows: • • • • • Customer obsession Fast, flexible and first mover Innovation and creativity Networking and partnership Openness and learning

ETHOS OF MSIL

Employees are Maruti’s greatest strength and asset. It is this underlying philosophy that has molded its workforce into a team with common goals and objective. The employee- management relationship is therefore characterized by: • • • • Participative management Team work and Kaizan Communication and information sharing Open office culture for easy accessibility

QUALITY TOOLS
The company uses certain quality tools to reduce wastage, material costs and to produce the vehicles in an effective, efficient and efficacious manner. The company has been awarded the following certificates: ISO:27001 Certificate)  ISO 9001:- Both the plants at Gurgaon and Manesar are ISO 9001 certified  ISO 14001:2004:- The company has been awarded the certificate on reassessment by AIBVincotte International Ltd, Brussels, Belgium(Annual Report 2007-08) The various quality tools used at Maruti are:THE 5 – S Seiri Seiton Seiso Sheiketsu - Proper Selection - Arrangement - Cleaning - Discipline Certificate by STQC directorate (Standardization, Testing & Quality

THE 3 – K Kimerareta Koto Ga Kihin Doro Kichin To Momoru - What has been decided - as per standard - must be followed

(Annual Report 2007-08)

THE 3 – G Genchi Genbutsu Genjitsu - Actual Place - Actual Thing - Actually

(In case of an abnormality, see the actual thing in the actual place) (Annual Report 2007-08)

THE 3 – M Muri Mura Muda - Inconvenience - Wastage - Inconsistency

ORGANISATIONAL STRUCTURE OF MSIL
MANAGING DIRECTOR & CEO DIECTOR & MEO

MEO / EO

DVM / SFM 2

DDVM / SFM 1

DPM / FMGR SR. MANAGER

MANAGER

DY. MANAGER

ASST. MANAGER

SUP/ASUP

TECH./ASSIST.

The following levels are the levels and the designations at MSIL:

LEVELS LTO LWO L02 L03 L04 L05 WORKERS L06 L07 L08 L09 L10 ASUP 08 (S) SUPERVISORS 09 (S) 10 (S) E0 L11 EXECUTIVES L12 L13 MGRS

FMGR MIDDLE MANAGEMENT IDPM/INCHAR G E DPM SFMG DDVM SENIOR MANAGEMENT DVM ED

DIVISIONS AND DEPARTMENTS
1 CORPORATE SERVICES DIVISION • PROTOCOL • CORPORATE PLANNING • RELATIONS MANAGEMENT 2 CORPORATE COMMUNICATION CELL 3 LEGAL AND SECRETARIAL DEPARTMENT 4 HUMAN RESOURCE DIVISION • RECRUITMENT AND MANAGEMENT COMPENSATION • EMPLOYEE RELATIONS DEPARTMENT • HR SERVICES AND SYSTEMS

• FACTORY ADMINISTRATION DEPARTMENT • ORGANIZATION DEVELOPMENT DEPARTMENT 5 PRODUCTION • PLANT-1 • PLANT-2 • PLANT-3 • PLANT COMMON DIVISION • MATERIALS CONTROL DIVISION • PLANT CONTROL DIVISION • MAINTENANCE 6 PRODUCTION ENGINEERING • PRODUCTION ENGG. DIVISION • PRODUCT SERVICES DIVISION • TOOL ROOM, DIE SHOP DIVISION 7 ENGINEERING DIRECTORATE • QAIN DIVISION • SERVICE DIVISION • SERVICE – I • SERVICE – II • SERVICE – III • SERVICE – IV • SERVICE – V • MSS (D) • PARTS INSPECTION DIVISION • ENGINEERING DIVISION • ENGINEERING – 1 DIVISION • ENGINEERING – 2 DIVISION • COST CONTROL 8 SUPPLY CHAIN DIVISION • SUPPLY CHAIN – 1 DIVISION • MATERIALS – 1 DEPARTMENT • MATERIALS – 2 DEPARTMENT • MATERIALS – 3 DEPARTMENT • SHIPPING AND TRANSPORT DEPARTMENT • IMPORTS AND RAW MATERIALS DEPARTMENT • SUPPLY CHAIN – 2 DIVISION • MATERIALS – 4 DEPARTMENT • MATERIALS – 5 DEPARTMENT • MATERIALS –6 DEPARTMENT • CONSUMABLES DEPARTMENT • COMPONENT EXPORT 9 INFORMATION TECHNOLOGY DIVISION • FINANCE AND PERSONNEL SYSTEM (FPS)

• PLANT MATERIALS SYSTEMS (PMS) • MARKETING AND SALES INFORMATION (MSI) • SYSTEM MANAGEMENT DEPARTMENT (SMD) 10 MARKETING AND SALES SECRETARIATE • MARKETING STRATEGY AND DEVELOPMENT DIVISION • MARKETING DIVISION • SALES DIVISION • EXPORT DEPARTMENT • WEB – IT, E – COMMERCE DEPARTMENT • SPARE PARTS DIVISION 11 VIGILANCE DIVISION •


SECURITY WING (GROUP 4) VIGILANCE WING BUDGET, COST AND ACCOUNTS DEPARTMENT (BCA) SALESACCOUNTING DEPARTMENT VENDOR PAYMENTS AND EXCISE DEPARTMENT CORPORATE ACCOUNTS AND REPORTING WORKS AND IMPORTS SECTION EMPLOYEE PAYMENTS SECTION BANKING SECTION CORPORATE FINANCE AND PAYMENTS INTERNAL AUDIT

12 FINANCE DIVISION • • • • • • • • •

HUMAN RESOURCE DIVISION: MARUTI UDYOG LIMITED
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 MUL an excellent company which can then facilitate for the employees opportunities for career development & growth and a feeling of pride to be part of MUL

HR FUNCTIONS

• • • • • •

Organization Planning, Compensation and Recruitment Appraisals and Promotions Job rotation ,Education and Training Maintaining Employee Relations Control of Total Manpower cost Enhancement of moral, culture ,hygeine and benefit of welfare activities

HR DIVISIONS
I. RECRUITMENT AND MANAGEMENT COMPENSATION This department deals with all personal matters relating to managers and above including designations, structure of their compensation. Compensation at levels, managers and above is confidential and based entirely on performance and merit. The department also deals with the recruitment of Executives (Engineers/MBAs/CAs etc.) and above employees. II. EMPLOYEE RELATIONS DEPARTMENT This department maintains a productive Industrial Relation Climate and positive work culture. It ensures attendance as per company policy and deals with all Union related issues and legal matters relating to employees and trainees. III. HR SERVICES AND SYSTEMS This department maintains personal records of all regular employees up to L –13, from the recruitment stage till separation. It monitors and communicates transfers, promotions, salary administration etc. It also implements and benchmarks the company HR policies like: • Administration of loans and advances • Leave Travel Assistance • Various reimbursements as per rules HR services and systems or HSS also coordinates attendance system for all regular employees and keeps the individual /department/division informed about attendance related issues. IV. FACTORY ADMINISTRATION DEPARTMENT Factory Administration Department is responsible for the overall administration of the factory premises. They take care of: • • • • • • • The main canteen, which is the largest one in Asia, along with canteen- 2 for the employees of plant – II. Transportation Co-ordination of shop floor visits of outsiders/guests. Dispatch of letters/parcels through postal services and courier services. Telephones – payment of telephone bills, installation/shifting etc. of telephones. Liaison with MTNL/BSNL smooth functioning of telephones. Procurement and distribution uniform, gifts.

V.

• •


Distribution and planning of stationery items. ORGANIZATION DEVELOPMENT DEPARTMENT Orient the new employees into the organization and align them to the work culture. To promote learning and continuous development of knowledge, skills and attitude of the employees by organizing training programs. To achieve this objective, the following training are used:

Annual Training Plan (ATP) : The ATP is meant to cater to the training needs of employees through in-house training programs. Broadly types of needs are addressed –Business specific and Function specific. The needs are compiled and based on it the ATP is floated. The company follows the philosophy of PDCA (Plan, Do, Check, Act) to monitor the program of training. Orientation Program: for new employees and for those whose responsibilities have changed GET Training Program: All aspects of the graduate engineer trainee training are taken acre by the OD Department with the objective of training them well rounded Executives of Maruti. .Apprenticeship Training : OD Department coordinates one year training of apprentices every year as required under the Apprentices Act, 1961. Workman training: Department is responsible for the establishment function of Worker Trainees. Foreign Training: OD Department coordinates the activities relating to selection and processing employees for training abroad – particularly in Japan under various schemes. Short term trainees: This department is responsible for providing vocational training to the students studying MBA, Engineering, MCA, ICWA, CA etc. so that they get an exposure to Industrial working environment. External Training : OD Department arranges to depute employees for Management Development Programs to institutes of repute within India according to their training needs, identified by the respective Departmental/Divisional Managers.

INTRODUCTION ABOUT THE PROJECT:I -RECRUITMENT
The success of most of the today’s business depends more on human assets than on physical or financial assets. Buildings, equipments manufacturing facilities and most technologies can be readily purchased, but the human talent and know how needed to drive our knowledge based industries are much harder to come by. Good hiring decisions create a foundation for effective performance. Conversely, bad hiring decisions drag down performance and are expensive and painful to correct. In summary, effective hiring and personnel retention are the two bases of future organizational well being. Hiring a business process- a set of activities that seeks and attract pool of people from which qualified candidates for job vacancies can be chosen. It is to define the job requirements, recruit

promising candidates, interview evaluate the candidates, make an offer and hire them. It is not just about locating and hiring the best talent but, to hire the right talent having the right attitude. In MSIL there are two main sources of recruitment:

SOURCES OF RECRUITMENT IN MSIL
Campus recruitment Selected empanelled campuses

Lateral recruitment Consultants, Job sites Employee referral

I-RECRUITMENT -“EVOLVING FACE OF RECRUITMENT”

The buzzword and the latest trends in recruitment is the “I-Recruitment”. Also known as “Online recruitment”,.” it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organization’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The two kinds of e- recruitment that an organization can use is –  Job portals – i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization.  Creating a complete online recruitment/application section in the companies own website. Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available.

Four step approach on I- recruitment
1. Attract Candidates 2. Sort Applications 3. Make Contact 4. Close the deal

ADVANTAGES OF I –RECRUITMENT
• • • • • Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers. No intermediaries. Reduction in the time for recruitment (over 65 percent of the hiring time). Strengthens the company’s brand value. Improved efficiency of recruitment process.

• • •

Gives a 24*7 access to an online collection of resumes. Online recruitment helps the organizations to weed out the unqualified candidates in an automated way. Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc.

DISADVANTAGES OF I-RECRUITMENT

• • •

Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations. There is low Internet penetration and no access and lack of awareness of internet in many locations across India. Organizations cannot be dependant solely and totally on the online recruitment methods.

Currently, this source is not utilized to its potential at MSIL. A huge scope of improvement is present in this area so as to aid in the recruitment process and using it more effectively and efficiently

The overall process followed is described below:

Understanding HR recruitment process

Converting the requirements into a dream project Understanding the ‘future state model’& e -recruitment software

Finding out the gaps and other issues

Coordinating with the IT issues

System testing

STAGE -1
Website upgrade

UNDERSTANDING HR RECRUITMNET PROCESS REQUIREEMNT OF HR AT MSIL FROM THE ONLINE Training to RECRUITMENT SYSTEM employees “ FUTURE STATE MODEL” BY ORACLE E- RECRUTIMENT SOFTWARE PACKAGE

The project was started with understanding the overall HR recruitment process followed at MSIL so as to understand the requirements and problems faced by the recruitment team. After this the erecruitment ERP package was explored and understood. There was an envisioned future state model on the basis of which e-recruitment was customized. HR RECRUITMENT PROCESS Hr recruitment process is divided into four stages: A. MANPOWER BUDGET:

This process is mainly required for the manpower planning process which forms the backbone of the entire recruitment department. In consonance with the three year business plan the consonance is given by all the divisions about their requirement for manpower. The requirement is discussed with the MEO’s next year. After the manpower numbers are freezed, the list is handed over to the hr department to identify the cost included in the overall process. The ringi approval is taken for the budget. In case of additional manpower required during the year, the ringi approval is taken and forwarded to HRD.

B. RECRUITMENT: The recruitment plan initiates as per the manpower plan/ employee resignation/recruitment/new vacancy creation. Then the position profile format is filled up in consultation with the functional head of the concerned department. Then the searching begins with the help of the job sites, consultants, references by the employees, internal database and search agencies, depending on the number and type of requirements.

C. SELECTION: The CV’s received through different sources are screened by the hr and are sent to the concerned department for short listing. The short listed candidates are then called for interview. A monthly interview calendar is maintained by checking the availability of the department head and division head. It is also ensured that the candidates are aware of the job profile and the key responsibilities. Final confirmation from the candidate is taken one day before the scheduled interview. Venue booking and travel reimbursement is also taken care of. Interview schedule is mailed to the panel one or two days prior to interview. Gate pass entries and other formalities are also done a day prior to interview. Application format is to be filled in by the candidates and is ensured that it is complete in all respects. There are three levels of interview, which are taken by the Department Head and the General Manager, HRD. If the candidate is selected, a brief about the work culture, compensation, joining related questions, career growth, performance assessment and expectations to the new joinees is conveyed. For positions of manger and above, the interview is taken by the MEO’S and DPMs. Profile of the candidate is discussed well at the time of the interview. D. HIRING: Once a candidate is selected by the interview panel, discussion of salary and compensation issues along with the brief about MSIL and related systems and processes is given and an offer letter is given. If the offer is accepted, HR coordinator prepares and verifies a letter of Intent for Employment (LOI ) the offer is initiated by DPM (HRD) approved by MEO (Admn) The following set of documents is sent through courier and through email to the candidate :

• • •

LOI Joining form Presentation containing the formalities and stay arrangements and orientation programs

Other formalities like medical test and orientation is conducted before the new joinee is placed to his/ her appropriate department

REQUIREMENTS OF HR AT MSIL FROM THE ONLINE RECRUITMENT SYSTEM

Step1 Vacancy creation: Hr manager should be able to create vacancy as per the requirement received. Vacancies should float on the external website so that the candidates are able to view the current vacancies and apply online. All main information should be there about job description, skills needed etc.

Step 2 Candidate view: Applicants should be able to view the open vacancies and also apply them. In case suitable vacancy is not there then there resume should stay at MSIL’S database. Uploading of their resumes and editing their profiles should be feasible. After applying automated replies are sent to them.

Step3: Search for candidates: If the applied applicants are not up to the mark the HR manager should be able to search the database for ideal candidates. Hence algorithm should be incorporated on a variety of parameters like qualification, work experience etc.

Step 4: Recruiter’s view of application in MSIL format and its assessment: The hr manger should be able to view candidate’s application and be able to make necessary changes at any stage. They should have the full accessibility to the documents attached.

Step 5: Screening and short listing of CV: The CVs are sent to the HR and then sent to concerned department. If at any point rejection is made then the reason for rejection is given. Feedback to candidates through emails is sent. The short listed CV should be sent to the DPM of the division. The DPM along with the other team members view the profile of the short listed candidate and sends a mail to the HR department regarding the acceptance or rejection so that the hr department can take decisions regarding the interview dates.

Step 6: Interviews and assessments: remainder emails should be sent to the entire panel regarding the interview date. The necessary changes regarding cancellation and change in schedule should be considered and informed to the candidates too. The interview process takes place and levels of interview are decided accordingly. Is the candidate is not selected the reasons for rejection are told then and there only.

STAGE - 2
Step7: Offer letter: Once the candidate is selected the LOI is given to them. If the candidate does not accept the letter of intent for employment the reasons for rejections are asked. The candidate SYSTEM ANALYSIS who accepts the LOI is given the joining letter and further details about the induction and orientation program are conveyed.

OBSERVATIONS

ISSUES

The next step involved analyzing the system by mapping it to the recruitment process. Problems were identified and all issues were listed down by taking care of the hr requirements and scope of the software. The issues were related to the incorrect and incomplete processes, field’s values and logic.

FUTURE STATE MODEL:
The future state model is developed by oracle for Maruti Suzuki. The design is a full cycle recruitment solution. The manager could access the entire functionality .they can post and manage vacancies and process a candidates application. An applicant registers on web site and provide a minimum amount of personal information. They can post their resumes and apply for jobs.

A. MANPOWER PLANNING: The planned ERP module had the provision for the entire system to work efficiently. The business units perform the following functions: • • • Create manpower budget as per manpower plan Headcount for different jobs and department Gap analysis between headcount budgeted and actual head count available

B. RECRUITMENT: The ERP module designed contains the following modules:


Vacancy creation: Department coordinator would raise the vacancy for approval by the divisional head. He would enter all the required information e.g. manager, location, organization, job title, position, grade, professional areas etc. Skills requirement and maximum and minimum qualifications are also to be entered for the vacancy. The recruiter’s name and team member’s information can also be entered which the HRD can view and modify. Posting details can also be entered which will be visible on the internal and external site. Candidates can also apply for the vacancy from the site. Vacancy approval: Division head needs to approve the vacancy. Once the vacancy is approved, a notification is sent to HR.If the vacancy is updated, approval is further required. HR will update the vacancy with agency information and any other detail. Identify recruitment source: Advertise the vacancy with the job posting details, campus recruitment, through e- recruitment site by entering the basic details , uploading resume job basket, applying for job, placement agencies can also upload their resumes , internal employees can refer an applicant through internal job posting.





C. SELECTION: The ERP module has designed two sub processes namely short listing candidates and interview scheduling.


SHORTLISTING CANDIDATES: The main work of this module is to check the eligibility criteria and shortlist the candidate on the basis of it. First of all, the candidates searched from the applicants who have directly applies against a vacancy, those who are

registered with recruitment and resumes uploaded by consultants. After this a query is run and report is generated to identify the applicants who are meeting the eligibility criteria


INTERVIEW SCHEDULING: In this the hr team will enter the interview team and an alert mail would be sent to the entire team. Also the updating the applicant status after the interview along with appropriate reason – first interview second interview, offers, accepted etc

D. HIRING: The ERP business for hiring has only one module which is hiring process which contains the process of offer rollout and hiring. First of all the status of the applicant is changed to offer selected candidates Then, the offer letter is generated and is sent through mail merge Once the offer is accepted, the applicant status is changed to accept. Also, On joining a check list of the documents submitted by the employee and send an alert mail if some documents are not submitted by some specific date.

I-RECRUITMENT ERP SOFTWARE There are two types of applications in ERP. One with the Oracle HRMS suite and second with erecruitment package.

APPPLICATIONS

ORACLE HRMS

E- RECRUTIMENT PACKAGE

Out of ten applications discussed below seven came with the Oracle HRMS and the three are with the E-recruitment module. Out of these only 5 are customized and are in working condition Oracle HRMS • • • • • • • Enter and Maintain- customized Requisition and Vacancy- not customized: This application is used in manpower planning. It is used for raising Applicant Quick Entry- not customized Mass update of Applicants- customized Hiring Applicants- not customized Recruitment Activity- not customized Request Recruitment Letter- not customized

I - Recruitment • • • Create Vacancy-customized Searching for Vacancy-customized Searching for Candidate-customized

APPLICATIONS OR MODULES

USAGE

Requisition and vacancy

It handles the manpower planning. It is used for raising for a vacancy. A requisition has to be first raised and saved then only vacancies can be entered. The name, type, description, no. of openings along with the grade, position, location and budget measurement has to be entered. This application handles the recruitment stage. This module is developed by the IT department of MSIL. In this ever vacancy has a unique code attached to it. In this, the basic details required for the job are created along with the job posting details so that the vacancy is visible on internal and external portals. However, there are few problems in the application. This application handles the recruitment stage. The vacancies are open also for the employees of Maruti who are looking for a job shift. These vacancies are visible on the internal portal at MSIL. The searching of candidates is done with the help of filters like vacancy name, job title, maximum and minimum qualification etc. This application is used in selection stage .It is used for searching candidates for a particular vacancy. The main key words that are used in searching are professional area, agency name, employment status minimum and maximum qualification etc. This application is used in selection stage .All the applicants that come for the interview have to be entered in the system so that their status can tracked from time to time. This application is used in selection stage. In case a lot of applicants previous module is not fruitful as it might take lot of time so here this application is best. This application is used in selection stage. It is used for scheduling the interviews who have applied for the profile. Multiple interviews and remainder mails can be sent to all the panel members and candidates. This application is used in hiring stage. It contains the facility to enter the details of person being hired. It also contains a check list of documents that have to be submitted till a due date after which an alert will be raised

Create a vacancy

Searching for vacancy

Searching for candidate

Applicants quick entry

Mass update of applicants

Enter and maintain

Hiring applicants

Request recruitment letter

This application is used in hiring stage. It is an offer letter that is given to the selected candidate. The offer letter is generated against a vacancy. Details like name, applicant’s number are required. This application is used in hiring stage. It is used to define either single recruitment activity or groups of activities. Recruitment activity can be associated with the organization or one or more vacancies. The cost involved with any activity can be recorded and monitored through this application

Recruitment activity

THE LOGIC PROCESS FOLLOWED IN I-RECRUITMENT

STAR Vacancy creation by HR+ vacancy floated on external and internal portals

Through e-recruitment Manager – create vacancy

Create vacancies, basic details, skill requirement, recruitment team, details job posting

Through e-recruitment online web portal

Candidate to upload their resume in MSIL format +.doc file Search for the candidates through the database as well as those directly applied. Screening of the CVs by HR and then sent to the concerned department Interview panel formation + interview scheduling Offer +report generation

Basic details in MSIL format upload resume, edu. Qualification, work experience, apply for job

Through e-recruitment Manager –search for candidates and search for vacancies Through e-recruitment Manager search for vacancies + HRMS – mass update of all applications Through HRMS – people —ENTER AND MAINTAIN

Through HRMS – Request recruitment letter + e- recruitment manager-- report

STOP

SYSTEM ANALYSIS

Tools and methods used for understanding and analyzing the entire process are: • • •


Constant inputs from the recruitment team MSIL Exploring ERP software Creating a live vacancy through create vacancy form so as to see the functioning of the ERP Constant touch with the IT department to understand the system

GENERAL PROBLEMS:
The general problems are not related to the e recruitment but exist because of human presence and are an important part if failure of the ERP system. • • • • Lack of coordination between the IT and HR department No training to HR after development Lack of proper integration and testing Lack of time by HR employees

MODULE Create vacancy

OBSERVATIONS • Application exists in ERP account of hr manger only so only he can create vacancy. Lot of problems in the forms Names of the fields are not self explainable e.g. level expected etc Maximum and minimum qualification fields are not active. In Job posting format vacancy name does not come under fixed field Update of vacancies possible Update of the profiles of the candidate is possible too Error is displayed while running the process but no reason is given

ISSUES • Create vacancy is not visible in every division manager’s account Lot of job titles are not present In recruitment team selection, names are not complete: surnames are missing No approval from functional head Links from one stage to other not existing

• •






• •



Searching for vacancies Main criterion used: • • • • Vacancy name Job title organization Creation date Manager

• •



Update of the profiles of the candidate is possible too Update of vacancies possible Consultants cannot upload the resumes Error in performance

• • •



Searching for candidate Main criterion used: • Professional area

• • • • •

Filters of qualification is not working Lot errors are displayed Update of the profiles is possible Update of vacancies possible Candidate are searched on the basis of criterion



Update of the profiles of the candidate is possible too Update of vacancies possible



• • • •

Minimum qualification Maximum qualification Employment status Resume keyword stage

• •

Filters are not working correctly No logic in “qualification” filter: candidates with no qualification are also being mentioned in the application

Searching for candidate Main criterion used: • Professional area

• • •

Filters of qualification is not working Lot errors are displayed Update of the profiles is possible Candidate are searched on the basis of criterion

• • •


Update of profiles of candidates possible Update of vacancies possible Filter are not working properly No logic in ‘qualification’ filters: candidates without any qualification are also mentioned in the form.

• • • •

Minimum qualification Maximum qualification Employment status Resume keyword



STAGE -3

IT COORDINATION “I- RECRUITMENT “TESTING

This stage comprises of coordinating with the IT department to get the issues sorted out testing the software time to time and giving back the feedback.

START Listing all the issues Submitting it to IT Follow up for up gradation System testing

STOP

IT COORDINATION
A list of issues and problem were listed down as per the requirements of HR and I-Recruitment, not as per the future state model and I-Recruitment. The list is enclosed in appendix. Once the issues were sorted out, the list was sent to the IT department and constant follow up was done. also, a lot of data to be prepared and given by HR was submitted and changes in the dropdown and values was done. Changes were made in the following fields:


Professional area Applicant status Reasons for rejection



ISSUES THAT COULD NOT BE RESOLVED


Some of the fields could not be changed as they were being taken directly from the employee database. For e.g. incomplete names of the employees. It was entered incompletely on the rolls of the company and hence no changes could be made to it. Search criteria’s could not be increased. Reason given was that the ERP package cannot be customized to our needs and it’s not possible to add new fields and search criteria’s. Consultants cannot upload their resumes in bulk. New id is to be created for each candidate Automatic rejection mails are not going instead of providing the format Incomplete profiles are still allowed to enter through net.




• •

I -RECRUITMENT TESTING
Once an issue was sorted out and system had been upgraded, a system testing was done so as to ensure its proper upgrade. In case of any problems, it was communicated back to the IT.

STAGE -4

BENCHMARKING OF DIFFERENT COMPANY”S LAYOUT CONTENT LAYOUT CONTENT FORMATION LINKING TO MSIL WEBSITE

This stage primarily dealt with the upgrading the MSIL website. The efforts aimed at making the website more informative and meaningful to the prospective applicants.

To start with the upgrading process, a benchmarking was done. Websites of other global and local market leaders were visited and a comparative analysis was done. The results brought out the best

features of other companies. On the basis of this, a content layout and a career sitemap was developed. Content layout was prepared and inputs from the heads and senior management were taken and incorporated. Link to the “I –Recruitment “portal was given. Applicants can come, view postings and post their resumes.

START

Benchmarking Deciding the layout Content formation Linking of I recruitment with website STOP

NEED FOR UPDATING THE WEBSITE
There were a lot of reasons that made it important to upgrade the website content. • • • Information about the HR vision and its philosophy was not present. Expectations of HR and our basic requirements / eligibility needed to be shared. Loosing of the prospective candidates who are more comfortable in applying online.

BENCHMARKING

Companies chosen for benchmarking were market leaders in segments ranging from IT to FMCG to Manufacturing Manufacturing companies: Mahindra and Mahindra , Toyata ,Tata Motors,Fiat,General Motors. FMCG: HUL, ITC Others: Google The parameters used for benchmarking were: • • • Areas covered Content quality Visual and graphical quality

CONTENT LAYOUT
On the basis of benchmarking, it was concluded that the following topics would be included in the site: PRESENT SITE MAP Careers -> Gallery Marutian speak Current Openings PROPOSED CAREERS SITEMAP Careers-> HR vision & or mission Our hiring norms Fresh aspirants->Summer internship Campus recruitment Learning and Development Path-> Training and Management Development Join us Marutian speak

CONTENT FORMATION

Content was written an approved from the managing heads and was put on the website. Liking of I- recruitment I-recruitment was linked to the main website so that the prospective candidates can come and view the job postings and can upload their resume on the net.

CONCLUSION

The HR process and I recruitment was carefully understood and gaps in their functioning were identified. With the help of effective coordination with the IT department, careful testing and follow up along with the setting up of deadlines most of the issues were resolved. Some of the problems could not be resolved considering the flexibility and extent of customization feasible in an ERP package The recruitment team was given appropriate training so as to equip themselves with all the tools required to work on the software package. Careers selection of MSIL website was revamped carefully keeping in mind the necessary information to be shared and not shared with the prospective applicants. Vacancies were floated on the website and resumes of interested candidates were invited. OPPORTUNITIES AHEAD: • • • • Uploading vacancies on different job sites from I- Recruitment in itself CVs from various job sites to come directly through I –recruitment Offer letter to be generated from the application Comprehensive database from all job sites and keeping their track from it.

Appendix 1
Flowchart for Manpower Budget Flow chart for Recruitment

START

START

Request for manpower requirement from all divisions

Vacancy creation and approval by the functional head +manpower requirement as per the plan

Requirement discussed with the MEO’s

Position profile / job description format to be filled in by the concerned department head Search for the candidates through the job sites/consultants/references/ internal database depending upon the type & no. of vacancy

Freezing of manpower numbers and ringi approval

Additional approvals for requirement during the year and sent to HRD

STOP

STOP

Flowchart for Selection

Flowchart for Hiring process

START Screening of CV by HR and then sent to Department for short listing

START

Salary discussion +compensation and brief about MSIL

Monthly interview calendar, informing candidates

Offer accepte d If yes LOI preparation and offer initiated

Getting information from candidates to attend the interview process

Interview panel + interview

LOI+joining form + presentation

STOP Medical Test + Orientation

STOP

Appendix 2 Process flowchart for “future state model”

Process flow for Manpower Planning

Create manpower budget

Head count for different job/department

Gap analysis

Process flowchart for Recruitment Process
Establish & create vacancies Vacancy approval Recruitment activity Candidate view

1 Create vacancies 2 Basic details 3 Skill requirements 4 Recruitment team details 5Job posting Manager approval Notification to HR

1 Advertisement 2 Campus recruitment 3 I recruitment site 4 Agencies 5 referrals

1 basic detail 2cUpload resume 3 Educational qualifications 4 Work exp 5 Apply for job

Process flow for Selection process

1 Skills candidates Screen and competencies 2 Qualifications 3 Identify applicants

Interviews and assessment

Manage status Applicant applicants Reference: Object hold

Interviews

Process flow for Hiring process

Make offers

Applicant hiring

Analyze recruitment performance

1 Offer letter generation 2 Acceptances

1 Employee number 2 Employee details

Measure effectiveness

Appendix 3 process flow for I-recruitment Process flow for create vacancy
Vacancy displayed on internal and external portalrtal

HR manager creates a vacancy 1 Create vacancies 2 Basic details 3 Skill requirements 4 Recruitment team

Recruitment activity 1 Advertise 2 I -recruitment site

Process flow of search vacancies
Updating the vacancy

Search for vacancy

Add applicant by searching his/ her name Name Vacancy name Job title organization Location Resume keyword search Phone number

REFERENCES www.google.com
• •

http://recruitment.naukrihub.com/e-recruitment.html http://recruitment.naukrihub.com/advantage-and-disadvantage-of-erecruitment.html http://www.open-source-erp-site.com/erp-hr-module.html





http://www.chrmglobal.com/Briefcase/25/1/What-is-HRIS-andERP-.html

Maruti Suzuki India Limited, Induction Manual,2007-08

Process flow of Search for Candidates
Select a candidate and search the vacancy

Search for candidates

Update the profile and submit

1 Professional area 2 Maximum qualifications 3 Minimum qualifications

1 Vacancy name 2 Status 3 Creation date

USER GUIDE FOR I RECRUITMENT
The I recruitment module is developed by oracle. The software is divided into two sets of applications and two interfaces. The two set of applications that the software uses are: 1 I- recruitment manager 2. HRMS Applications The two interfaces developed are: 1 I -recruitment portal for prospect candidates- accessible through internet 2 I -recruitment manager and sets of applications for internal users and HRD

I- recruitment supports three different types of users:

• • •

Site visitor: A user who accesses the external web site but does not create an account Registered user: A user who registers on your web site and provides a minimum amount of personal information. When an external visitor registers in I recruitment, the system creates an oracle HRMS user with an e-mail address as the user name Manager or Recruiter: A user who can access the entire functionality. They can post and mange vacancies, and process candidates and applicants. You must assign the I recruitment manager responsibility to your managers or recruiters to enable them to access I recruitment using their standard self service login.

I -recruitment is an online system that enables a company to manage all its recruitment activities via a single self service interface. It is a full cycle recruitment solution. It automates every phase of the recruitment process. I recruitment integrates with oracle HRMS to mange the entire workforce lifecycle. Information that the two applications share simplifies day to day administrative tasks

Stage 1: Create Vacancy- job posting This application is used for creating a vacancy as per the job requirement. In this, every vacancy has a unique vacancy code to which it is referred. The basic details required for the job are submitted along with the posting details so that the vacancy is visible on internal and external portals

1) Login to ERP account with your staff id and password 2) Go to I recruitment manager > I recruitment home > create vacancy 3) Fill in the details of the vacancy by entering the required skills, team members of the recruitment team and other job posting details.

4) Review the vacancy and submit it. 5) The vacancy will start displaying on the external and the internal website for the time period specified

Stage 2 Candidate view (online submission of resume by applicants) The prospective candidates/ applicants are able to view the open vacancies and also apply to them. They can register themselves and apply to a particular vacancy and also their resume are able to stay in MSIL’s data base archive for future reference in case they are not found suitable for the vacancy or there is no vacancy at present, which suits their interest. An MSIL format form is filled in from them containing basic details like name, date of birth, address, phone number, father’s name along with other details like educational qualifications and work experience. Uploading of their resumes and editing of their profiles is feasible so that we can have the most updated profile.

1) For candidates, they should go to Maruti Suzuki website> careers. Upload resume/ apply Now

2) Entry if a new user is coming then he can sign up and register and old candidates can log in and make changes in their details. 3) The email id is the primary key and the log in id for all the candidates 4) After filling up all the necessary details they can search jobs can apply for them. 5) There is single database for candidate details storing and the same is used for searching and retrieval. hence, as soon as a new candidate applies, it will be visible in the internal system

The applicants fills here the personal or basic information about himself like name , date of birth, marital status and his address

The applicant fills in his qualification details and previous experiences in this parameter. In this last he opts for his preferences i.e in which department he wants to apply

Stage 3 Search for candidates

This application is used for searching candidates for a particular vacancy. The main keywords that are used in searching are professional area, agency name, employment status, minimum and maximum qualifications etc.
1) Login to ERP account with your staff id and password 2) Go to I recruitment manager > I recruitment home> search for candidates

3) 4) 5) 6) 7)

Fill in the criterion you wish to search applicants on. Either you can apply the candidates to some vacancy or take any action on them. For applying them for any vacancy, click on apply>search the vacancy and select it. If the profile of the person is complete then the system will allow the applicants to apply. If we wish to take actions then we can pursue, refer, and reject a candidate for a particular vacancy.

Stage 4 Search for vacancies

This application is used for searching vacancies. The searching of candidate is done with the help of filters like vacancy name, job title; maximum qualification, minimum qualification etc. once the vacancy is searched then you need to search the candidate whom you want to add as applicant. 1) 2) 3) 4) 5) 6) login to ERP Account with your staff id and password go to I recruitment manager> I recruitment home> search for vacancies fill in the details and criterion for searching the vacancy select the vacancy for which the changes are to be done Select the vacancy> view applicants. Now the DPM can update the status of the candidates who are short listed by HR. • For updating status select the candidates for whom status is to be updated and click on> update status • Select the new status and submit it. 7) For finding candidates for a particular vacancy from the archive database click on> find candidates from where you can pursue, refer or reject the candidates. 8) For creating a duplicate vacancy we can use > duplicate. A fresh vacancy can be created by just changing some values of the present vacancy.

Stage 5 DPM short listing and tracking of status Once the candidate has applied, HR has to screen then and shortlist the candidates and then it has to send the application for DPM approval and short listing.

HR short listing 1) Login to ERP Account with your staff id and password 2) Go to I recruitment manager> I recruitment home> search for vacancies 3) Fill in the details and criterion for searching the vacancy 4) Select the vacancy for whom the applicants have to be short listed. 5) Select the vacancy > view applicants 6) Now the HR can update the status of the candidates who are short listed by HR. • • For updating status select the candidates for whom status is to be updated and click on > update status Select the new status and submit it

DPM short listing There are two ways of short listing Ist way 1) Drop a mail to DPM informing him/ her that candidates have been shortlisted for a vacancy 2) DPM will login to his/ her ERP account with staff id and password 3) Go to I recruitment manager> I recruitment home>search for vacancies 4) Fill in the name of the vacancy as given in the mail for searching the vacancy 5) Select the vacancy 6) Select the vacancy> view applicants
7) The profiles CV”s can be viewed and decision can be made whom to select and whom to reject.

8) Now the DPM can update the status of the candidates who are short listed by HR 9) For updating the status fill in the values 1 or 0 for selected or rejected and click> apply the status is updated. 10) Drop a mail back to HR telling them that candidates have been selected 2nd way 1) Drop a mail to DPM with all the CV of the candidates who have been short listed.

2) DPM will send back the names of selected people 3) HR will update the status of candidates through the above given method STATUS TRACKING It can be done by the same method of HR short listing but there is another way of doing it which is through HRMS application “mass update of applicants”. Both these applications of tracking status are tightly correlated and changes in one are reflected immediately in other to keep the data consistent. Although tracking through HRMS application is better since it is faster and it will give the applicant number as well which is required in the interview scheduling Mass update of applicants This is the HRMS application which is used for status update of applicants of a particular vacancy 1) Login to ERP account with your staff id and password 2) MUL HRMS recruitment >mass update of applicants 3) A window of application opens 4) Click on the find icon on menu bar. A screen will open 5) Fill in the vacancy name or any other criterion and click on find 6) List of applicants is displayed. Mark on the candidates for whom the status is to be updated and click update 7) Choose the appropriate status and click ok

Step 6 Interview panel information and interview scheduling Interview panel can be formed by the HRMS application “enter and maintain” 1) login to ERP account with your staff id and password 2) MUL HRMS Recruitment > enter and maintain

3) A window of application opens 4) Choose “ Applicant” as type in place of “ employee” and enter the applicant number for whom you wish to schedule an interview. ( the applicant number is present in the “ mass update of applicants” when the vacancy code is enterd in the “find” window. Along with the names of applicants , applicant number is also present) click ok 5) Basic details are automatically filled in as soon as ok is pressed. Click on “ others” and choose “ application “ in the Navigation Options 6) Press shift + page down for a candidate who has applied for more than one vacancy. Press page down for viewing different vacancies. When we reach a vacancy against which we wish to schedule an interview, we press the interview button in that form. 7) Click on interview. Fill in the details about the interview. 8) Save the application from menu bar icon and exit

STAGE 7 Offers This step is meant for printing and generation of the offer letter 1) 2) 3) 4) 5) 6) login to ERP Account with your staff id and password MUL HRMS recruitment >request recruitment letter A window of application opens Fill in the details and save it before filling the “ requested for” column Save it and concurrent id is generated Currently, the offer letter format is not linked

Reason for rejection Selected

LOI offer

Selected

Reason for rejection

Joining

STOP

Learning at MSIL

I consider myself very lucky to have got this opportunity of completing my summer training at MSIL, one of the largest car making companies in India. After completing my training, I can very well say that it has been a lifelong experience for me which helped me enhance my knowledge, skills and gave me a perfect insight about what corporate world is. One thing which was unique and probably the best, according to me about MSIL was its timings, people are so punctual with their shift timings which is rarely seen in the companies.

During the completion of my project, I got an opportunity to interview the heads of various departments or DPMs regarding how they executive various functions in their respective departments. It was an enriching experience to know their views and share their knowledge. My knowledge was not limited to the finance in MSIL but I got to learn about operations as well. It was a whole new experience to learn how a car is being made, right from when it is just a coil of steel till the time it is ready to come out on the road. One can learn management at every single level of MSIL may it be on the shop floor, warehouse or their canteen. The sense of oneness, brotherhood and motivation can be seen as there is one particular uniform for all the levels of employees, from a regular employee to the Managing Director and even the food served is same for all the employees. There is no discrimination of this manner. A DPM and a supervisor eat their food together in the same canteen.

The work culture is simply amazing at MSIL. The employees are treated as assets and are nurtured well, not only the employees but their families are taken care of. They have department wise family meets where employees can relax, spend some quality time together. Maruti Family teaches strict self discipline and a goal oriented approach.

Knowledge Apart:

NHRD CONFERENCE
It was a 6th Young HR Managers conference on “Globalization: Creating a Boundary less HR.” Some other topics like Mergers & Acquisitions during Recession were also discussed. The conference was held at Hotel EROS Intercontinental, New Delhi. Many eminent business leaders, HR Experts, Management Gurus and Renowned practitioners from national and international circuit were present there, which made it a complete learning process. It helped us to know the views of big personalities from the business world like Aquil Busrai, Executive Director HR, IBM Aadesh Goyal, Chairman & CEO, PeopleStrong P.V. Ramanamurthy, VP-HR, Hindustan Coca Cola Beverages Yash Yadav, EVP-HR General Motors Bhavdeep Singh, CEO, Fortis; not only these but Prof. Subir Verma, MDI, Gurgaon and many more. There was a quiz relating to normal business and HR hosted by DEREK O BRIEN. Sharing the same room with such big business gurus helped us gain really valuable information which can not be gained from anywhere else.

Training on C.I.A. of Information
Training was programmed for the employees and we were also given an opportunity to be a part of it. It was conducted by software engineer from HCL on how to maintain the confidentiality of the company information. The focus was on Confidentiality, Integrity and Application of the information. The benefits of providing the right information at the right level and at the right time were taught. These 14 weeks at MSIL were full of learning. I have started thinking in the corporate terms now and my thinking horizons have widened.

I owe all this to MSIL.

MARUTI SUZUKI INDIA LIMITED

Chairman Managing Director Head Office

Mr. R.C. Bhargava Mr. Shinzo Nakanishi Maruti Suzuki India Limited, One Nelson Mandela Road, Vasant Kunj,New Delhi Telephone No: 91-11-46075414

Factory

Maruti Suzuki India Limited Palam Gurgaon Road Gurgaon – 122015 Haryana

Date of Incorporation

February 1981 Incorporated as Maruti Udyog Limited On October 1982 As Joint Venture between the Indian Government and Suzuki Motor Company, Japan

Name Changed Company Description Main Products

Maruti Suzuki India Limited The Company designs and manufacturers automobiles Maruti 800, Omni, Esteem, Zen, Wagon R,Gypsy,Baleno, Versa, Grand Vitara XL7, Alto, Swift, SX4,DZIRE,A-Star

FLOWCHART OF RECRUITMENT PROCESS

Search for the Recruiter’sof the of Screening view candidates through applicationand then CVs by HR in MSIL Interview panel the database as format and its sent to the formation + well as those assessment concerned interview directly applied.

Informing the Feedback to candidates the candidate about the time whether date of and the short listed or not interview

START

Vacancy creation by HR+ vacancy floated on external and internal portals

Create vacancies, basic details, skill requirement, recruitment team details job posting

Candidate to upload their resume in MSIL format +.doc file

Basic details in MSIL format upload resume, edu. Qualification, work experience, apply for job

Automatic replies of receiving the application

Sponsor Documents

Or use your account on DocShare.tips

Hide

Forgot your password?

Or register your new account on DocShare.tips

Hide

Lost your password? Please enter your email address. You will receive a link to create a new password.

Back to log-in

Close