Avon Cycle

7/28/2019 Avon Cycle

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A PROJECT REPORT

ON

"RECRUITMENT AND SELECTION

OF

AVON CYCLES LIMITED"

Submitted to:

Punjab Technical University, Jalandhar

in partial fulfillment for the requirement

of degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted to: Submitted by:Mrs. Amanjot Kaur Gurpreet Kaur

(Professor) MBA (2nd Sem)

Roll No.937

GURU NANAK DEV ENGINEERING COLLEGE

GILL ROAD, LUDHIANA


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ACKNOWLEDGEMENT

I would like to express my sincere gratitude and regards to my training in charge

Mrs. Amanjot Kaur, for her sincere efforts, valuable guidance, constant

encouragement and constructive criticism thought the course of and preparation of

this report. My sincere thanks go to Mr. B.S. Dhiman, Vice President, who

despite of his busy schedule guided me in every possible way. My training in

charge provided me with all the requisite information and relative help whenever

needed. I would like to thank all the human resource department members, who

all provided me help for completing this project. It was a nice experience working

under their supreme guidance.

I express my sincere gratitude to Mrs. Shalini Gupta, director &

other faculty members for talking pains to see us through our problems. I gained a

lot by association with them.

Last but not least I am very thankful to my parents and friends for

their consistent.

Sonam Sharma


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Company Profile

ESTABLISHED: 1952

CONTACT PERSON: Mr. Onkar Singh Pahwa-Managing Director

Logo of the Company:

Website. www.avoncycles.com

E-mail. [email protected]
http://www.avoncycles.com/mailto:[email protected]://www.avoncycles.com/mailto:[email protected]


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GROUP HISTORY

The beginnings were humble - classic example of the enterprising Punjabi spirit.

The founders Pahwa Brothers dreamt of giving the common man of this country

an affordable means of mobility in those early days of our countrys

independence. Excellent quality, economical rice and ethical business dealings

earned them instant acceptability. Holding these values close to their hearts they

built the trust brick by brick

Starting up a bicycle saddles and brakes manufacturing unit in 1948, the Pahwas

set out on a long and arduous journey. Avon Cycles came into being in 1952 when

the first batch of 250 bicycles rolled out of its plant.

Starting up a bicycle saddles and brakes manufacturing unit in 1948, the Pahwas

set out on a long and arduous journey. Avon Cycles came into being in 1952 when

the first batch of 250 bicycles rolled out of its plant.

The numbers have been going up, ever since. From amongst the pioneers of the

Indian bicycle industry, AVON has remained in the top performers position for

over half a century. The promoters abiding faith. in human values and fairness,

built enduring business bonds with a vast dealer network in India and abroad.


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High-class technology, consistent quality and effective after-sales service made up

a perfect proposition.

AVON is the only group anywhere in the world with full backward integration.

They have facilities for making almost all the parts, including Steel Balls needed

for their Bicycles. The family business was reorganized in 1997 and the flagship

company is the subject of this profile.


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PRESENT ORGANISATION

Mr. Onkar Singh Pahwa leads the team as Managing Director. His two sons serve

as full time working directors. The elder Rishi Pahwa, has Purchases and Works

under him and the younger Mandeep Pahwa looks after Sales and Finance. There

is hierarchy of senior Vice Presidents, Vice Presidents and General Managers

heading various functions. The organization combines the simplicity and speed of

a family business and the broad-based features of corporate functioning.

LOCATION

The Companys Head Office and manufacturing units are conveniently located on

the G.T. Road at Ludhiana, a buzzing industrial city in the northern state of

Punjab. The city is well connected with other major cities and ports by Rail, Road

and Air. The national capital Delhi is 300 KM away. Placed on an 85,000 square

meters site in the cycle capital of India,

BRAND EQUITY

Years of trust building has earned AVON the status of a household name.

AVON, APSARA and BUKE have become synonymous with dependable

quality at competitive price.


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VISION

As a manufacturing company, the company is committed to delivering quality at

affordable price. Technological innovation has been one of the most natural

advantages of its organizational structure. In fifty-two years of its being, it has

invested heavily in its human capital. The highly motivated work force carries a

sense of belonging. Their happiness is the key to its growth. Some of the workers

joined the company in their youth and now, their second generation is growing

with it to be old enough to bequeath their trust to the generation next. They have

grown with the ,company.

OVERSEAS

In Bicycles and Bicycle Parts, the company distinguishes itself as the Largest

Manufacturer Exporter from India. That it has enjoyed this status now for several

years in a row, speaks of the popularity of its brands overseas. AVON is an

Export House recognized by the Government of India.


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EXPANSION PLANS

Currently the company is engaged in development of a range of e-bikes and e-

scooters. Entry level model AVON e-bike is already in the market. Suitable

infrastructure spread over an additional floor area of 35, 000 square meters has

already come up adjoining the present site. Offers of collaboration by overseas

companies are being evaluated.

Product Range

Bicycles

Roadster for Gents and Ladies

Mountain

City

BMX

Kids


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BICYCLE MODELS

To satisfy all Age Groups: toddler through teens to adults. From the starry-eyed

urge of the very young reaching for his first pedals, all the way up to the

excitement and thrill of a 21-speed sturdy MTB, there is one, made just right for

each one of them.

CUSTOMER FOCUS

In addition to the customer-specified requirements, the company ensures those not

specified but considered necessary with reference to the intended use and any

regulatory and legal requirements.

QUALITY MANAGEMENT SYSTEM

ISO 9001: 2000 (E) by TUV Cert is in place.

Marketing

PHILOSOPHY:

For every AVON product to be an excellent Value For Money (VFM) proposition,

the company adopts a proactive role to determine level of satisfaction and

understand the changing consumer aspirations. Aap ne sujhayi, hum ne banayi

meaning we made it exactly as you wanted us to, has been the companys regular

advertising refrain.


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VISIBILITY

At home in 85 countries worldwide, the companys products are regularly

showcased in International Trade Fairs and Exhibitions.

MARKETING STRATEGIES

Wide choice, updated quality, affordable price, streamlined distribution

network and an appealing message.

LOYALTY

The companys dealers have been with it all through. Many of them have

grown into the second, even third generation of owners. Their hopes and

aspirations are inseparably linked to the companys prosperity. This has

fostered enduring relationships.

PRODUCTION TECHNOLOGY

To remain in step with the fast changing technology, the Research &

Development division is constantly engaged in quality upgrades. Regularly

updated, responsible, and sustainable cleaner production technologies are

employed.


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PLANNING

The Production Planning & Control department works in tandem with the

Inland and Overseas wings of the Marketing department to ensure correct

and timely shipments.

WORK ENVIRONMENT

Clean, congenial and commensurate environment keeps the work force

motivated. Workers participation in goat setting makes them exceptionally

self-driven.

HUMAN RESOURCE

Recruitment and training hinges on the principle of right man for the right

job on agreeable terms. On-job training, orientation training and HRD

training are continuing processes.

PRODUCT REALISATION

The processes and machinery employed are consistent with the Quality

Management System in place. Periodicat customer feedback on quality, level

of satisfaction and servicing of complaints is retied upon as a regular input

for improvement.


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BUSINESS STRATEGY

To keep ahead of the competition the company gainfully draws upon the

emerging technologies, stays engaged in its constant endeavour to add value,

and keeps a close watch on its costs.


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Products

GENTS

Frame : 55cm (22), 60cm (24), Dip brazed.

Wheels : 40-635 (28 X 1).

Handle : PH/Type handle with grips.

Saddle : Double action PVC top saddle.

Chain Cover: Half chain cover.

with heavy duty pedals.


Wheels : 40-635 (28 X l ).


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Saddle : Double action PVC top saddle.

Chain Cover: Half chain cover.

with heavy duty pedals


Wheels : 40-635 (28 X 1)


Saddle : Scooter type saddle.

Brakes : Side pull roller brakes System.

Chain Cover: 1/4 Chain Cover.


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Frame : 55cm (22), 60cm (24T Dip brazed.

Wheels : 40-635 (28 X 1)

Handle : PH/Type handle.

Saddle : Scooter type saddle.

Brakes : Side pull roller brakes System.

Chain Cover: 1/4 Chain Cover.

Frame : 55cm (22), Dip brazed.

Wheels : 40-584 (26 X 1 ).

Handle : N.R. PH/Type with grips.

Saddle : Foam padded PVC top.

Brakes : Side pull roller brakes.

Chain Cover : 1/2 Chain Cover. (optional)


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Wheels : 47-571 (26 X 1).

Handle : PH/Type with grips.

Saddle : Scooter type PVC top.



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LADIES

Frame : 55cm (22), Ladies frame dip brazed.

Wheels : 40-635 (28 X 1 ).


Saddle : PVC top foam padded saddle.



Wheels : 40-584 (26 X 1 ).


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Handle : N.R. PH/Type with grips.

Saddle : Foam padded PVC top saddle.


GIRLS


Wheels : 37-590 (26 X 13/8)

Handle : Swan neck type with grips.

Saddle : Foam padded saddle.

Brakes : Caliper brakes

Chain Cover : 1/2 Chain cover


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Frame : 48cm (19), Co2 welded.

Wheels : 26 x 13/8 x 1

Handle : Raised handle with bar ends.


Brakes : Caliper brakes

Frame : 48cm (19), Ladies version Co welded.

Wheels : 26x13/8x1


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Handle : Swan Neck type with grips.


Brakes : Caliper brakes.

Frame : 43cm (17)

Wheels : 40-590(26x1

Handle : Raised handle

Saddle : Foam Saddle

Brakes : Caliper brakes with front basket & dress guard


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BOYS

Frame : 50cm (20), Suspension frame.

Wheels : 52-559 (26 X 1.95).

Handle : Raised Handle.


Derallieur : 18 Speed shimano SIS system.

Chain Cover: Triple Plastitied.

Stand : Kick Stand.

Brakes : Vee - Brakes.

Frame : 48cm (19), Co welded with inbuilt carrier.


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Wheels : 52-559 (26 X 1.95).

Handle : Raised handle, with Bar ends.


Stand : Kick Stand.

Brakes : Caliper Brakes

Frame : 45cm (18), K-Shape Suspension frame.

Wheels : 52-507 (24 X 1.95).

Handle : Raised handle, with bar ends.

Saddle : Foam padded seat.

Brakes : Caliper Brakes.


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Frame : 58cm (23 Dip brazed.

Wheels : 32-630 (27 X 1/1/4).

Handle : Deep drop handle with Elbow Rest.

Brakes : Hooded brakes with safety levers.

with inflator and water bottle.

Also available in multi speed.


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KIDS

Frame : 24 cm (91/2 "), diamond shape TIG welded.

Wheels : 44-194 (l0 x 1.75) plastic wheels.

Handle : Straight with plastic cover & pophorn.

Saddle : Long saddle with back rest.

Chain cover : Plastic chain cover.

Brakes : Caliper Brakes

Frame : 30 cm (12"), K-Shape frame Co welded.

Wheels : 47-406 (20 x 1.75).


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Handle : Extra raised handle with grips.

Saddle : Banana type with back rest pad.

Brakes : Caliper Brakes.

with trainer wheel and front basket.


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Frame : 34 cm (14), Co welded.

Wheels : 47-406 (20x1.75).

Handle : Handle with bar ends.

Saddle : Foam padded seat.

Brakes :

Caliper brakes.

ELECTROMC BIKES

Drive : Triple mode power, Manual, Motor & assisted

Wheels : 47 - 456 (22X1.75)

Max Speed : 23 Kmph


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Range : Up to 40 Kilometers. Per chargers.

Batteries : LA 36V 10AH, Sealed, Rechargeable

Charger : AC22OV/ 36VDC full charge time 6 to 8 hours.

Weight : 46 kg. with batteries

Rated Load : 70 kgs.

Drive : Triple mode power, Manual, Motor & pedal assisted

Wheels : Aluminium alloy

Tyres : Front 64-305 (16X2.50) Rear 64-335 (18X2.50")

Max : 24 Kmph

Speed

Range : 50 kms. between charges


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HEALTH PRODUCTS

Trim Fast

Model No. 0163 T

Qty. :1

Enlarge View / More

Details

Trim Fast DR

Model No. 0163 DR

Qty. :1

Enlarge View /

More Details

Slim Trim (Jogger)

Model No. 0163 J

Qty. :1

Enlarge View / More

Details

Slim Trim

Model No. 0163 S

Qty. :1
http://www.avoncycles.com/fitness-range-display.asp?id=269http://www.avoncycles.com/fitness-range-display.asp?id=269http://www.avoncycles.com/fitness-range-display.asp?id=245http://www.avoncycles.com/fitness-range-display.asp?id=245http://www.avoncycles.com/fitness-range-display.asp?id=232http://www.avoncycles.com/fitness-range-display.asp?id=232http://www.avoncycles.com/fitness-range-display.asp?id=246http://www.avoncycles.com/fitness-range-display.asp?id=232http://www.avoncycles.com/fitness-range-display.asp?id=269http://www.avoncycles.com/fitness-range-display.asp?id=269http://www.avoncycles.com/fitness-range-display.asp?id=269http://www.avoncycles.com/fitness-range-display.asp?id=245http://www.avoncycles.com/fitness-range-display.asp?id=245http://www.avoncycles.com/fitness-range-display.asp?id=232http://www.avoncycles.com/fitness-range-display.asp?id=232


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Objective.....

Our objective can be described in one line -

To enhance our ability to contribute to India's technological and

economical growth and enrich our national as well as international

recognition.


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INTRODUCTION

Please read these guidelines prior to convening the selection committee and

commencing short listing as they outline the entire process and will assist

you and your selection committee understands your responsibilities. These

guidelines will also assist you to work within both an efficient and ethical

framework.

The selection and recruitment process is a critical factor in ensuring the

University has the right staff. How well we manage this process also

enhances the Universitys credibility and underlines our commitment to

integrity, accountability and transparency in our decision making processes

Sound business practice requires the selection process to provide a clear

basis for entering into such a commitment and is documented such that

recruitment decisions are capable of review.

Key Principles

The recruitment, development and retention of high quality staff is the

Universitys prime objective. It has chosen a merit based selection system to

optimize the potential for selecting the best person. This method uses a

combination of written application, behaviorally based interview questions,


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testing/presentations and referee reports to determine relative merit against

defined selection criteria. This process has been established to ensure the

best possible choice and that there is no discrimination on grounds unrelated

to the requirements of the position.


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RECRUITMENT

INTRODUCTION

The aim of personnel is to determine the needs for persons both in terms of

number and type. For deciding about the number both present and future

requirements should be taken into account. If there are expansion plans in

near future these requirements should also be considered. Besides number,

the job requirements, etc. the educational and technical requirements to

manage various jobs should be properly analyzed so that right type of

persons are employed.

Definition

According to flippo, recruitment is the process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an

organization.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

I.e. the needs arising from changes in organization and retirement policy.


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ANTICIPATED

Anticipated needs are those movements in personnel, which an organization

can predict by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

Recruitment >> Purpose & importance Of

Recruitment

1- Attract and encourage more and more candidates to apply in the

organisation.

2- Create a talent pool of candidates to enable the selection of best

candidates for the organisation.

3- Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

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.


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HOW TO RECRUIT

When recruiting, selecting, staffing and hiring, pick the smartest person you

can find. Retention of your best employees starts with your recruiting,

staffing and hiring strategies, policies and procedures. Recruiting, testing,

selection and staffing are the focus of these resources, from the

determination of the need to fill a position until the onsite job interview.

Courage funded posts that are for six months or more will normally be

advertised externally. Birkbeck currently uses an external advertising agency

for all recruitment advertisements.

Once the new or replacement post has been authorized, the recruiting

manager must submit details via e-mail of the proposed, advertisement to

their Human Resources Adviser along with a copy of the approved

authorization form. Where the position is for a fixed period (tasting more

than six months) the end date must be stated. together with reasons for the

fixed-term status.


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All advertisements must be approved by the Human Resources team to

ensure consistency in style and format, and must have a closing date. This

will normally be two or three weeks after the date of publication.


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SOURCES OF RECRUITMENT

Internal Sources Of Recruitment

1. TRANSFERS

The employees are transferred from one department to another according to

their efficiency and experience.


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2. PROMOTIONS

The employees are promoted from one department to another with

more benefits and greater responsibility based on efficiency and

experience.

3. Others are Upgrading and Demotion of present employees according

to their performance.

4. Retired and Retrenched employees may also be recruited once again

in case of shortage of qualified personnel or increase in load of work.

Recruitment such people save time and costs of the organizations as

the people are already aware of the organisational culture and the

policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled

employees are also done by many companies so that the members of

the family do not become dependent on the mercy of others.


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EXTERNAL FACTORS

1) ADVERTISING

A common part of the recruiting process, often encompassing

multiple media, such as the Internet, general newspapers, job ad newspapers,

professional publications, window advertisements, job centers, and campus

graduate recruitment programs;

Organizations that frequently spend large sums of money on

advertising that sells what is not, strictly speaking, a product or service

include political parties, interest groups, religious organizations and military

recruiters. Non-profit organizations are not typical advertising clients, and

may rely on free modes of persuasion, such as public service

announcements.


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Trade journals and newspapers

Employment advertising in Trade Journals, National and Local newspapers

such as the Times and Guardian, is an important source of applicants. It is

unlawful and contrary to College policy to exclude or to express a

preference for any particular group of applicants as detailed in the .Equal

Opportunities policy and the Code of Practice on Disability in Employment.

Care must be taken to ensure that publications used for employment

advertising have a diverse readership with significant minority

representation.

Internet

It is the policy of the College to use the internet for recruitment. All

vacancies will be advertised on the jobs.ac.uk website, (through a hyperlink

from Birkbecks website). The use of the internet as an advertising media

allows the College access to a wide group of potential employees. However,

since the Internet is accessed worldwide, care must be taken regarding the

applicants eligibility to work in the UK (please refer to the Recruitment &

Selection Guide for further information).


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Employee referrals

Current employees may refer potentially suitable candidates to apply for

employment. However, care must be taken to balance such referrals with

other sources of applicants in order to encourage diversity in the Colleges

work force. Where possible, employees should not be directly supervised by

a partner or by another member of their family especially where access to

confidential information could lead to a conflict of interest. Further

information can be found in the Addressing Conflicts of Interest Code of

Conduct on Relationships at Work policy.

Employment consultancies and agencies

The College may occasionally use specifically appointed consultancies or

agencies for recruitment. The Human Resources team will make all

arrangements for the use of consultancies or agencies.

Internal advertisements

In certain situations, it may be appropriate for a vacancy to be advertised

internally only. Such situations may include, a possible redundancy

situation, a restructuring exercise, or where an individual is being

redeployed under the Capability (performance) or Ill Health procedures. In


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such circumstances, the post will only be advertised within the College, and

any employees affected by the example situations above, may be given

priority to app

EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical Colleges etc.

are a good source of recruiting well qualified executives, engineers, medical

staff etc. They provide facilities for campus interviews and placements. This

source is known as Campus Recruitment.

LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain close

contacts with the sources of such workers. This source is used to recruit

labour for construction jobs.

RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be

employed whenever a permanent worker is absent. More efficient among

these may be recruited to fill permanent vacancies.


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Factors Affecting Recruitment

The recruitment function of the organisations is affected and governed by a

mix of various internal and external forces. The internal forces or factors are

the factors that can be controlled by the organisation. And the external

factors are those factors which cannot be controlled by the organisation. The

internal and external forces affecting recruitment function of an organisation

are:


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1. RECRUITMENT POLICY

The recruitment policy of an organization specifies the

objectives of recruitment and provides a framework for implementation of

recruitment programmed. It may involved organizational system to be

developed for implementing recruitment programmers and procedures by

filling up vacancies with best qualified people.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the

gaps present in the existing manpower of the organization. It also helps in

determining the number of employees to be recruited and what qualification

they must possess.

3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment

process. If the organization is planning to increase its operations and expand

its business, it will think of hiring more personal, which will handle its

operations.


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4. COST

Recruitment incur cost to the employer, therefore, organizations

try to employ that source of recruitment which will bear a lower cost of

recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION

organization will employ or think of employing more personnel if it is

expanding it's operations.

The external forces are the forces which cannot be controlled by the

organization. The major external forces are:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an

important determinant in the recruitment process. If the company has a

demand for more professionals and there is limited supply in the market for

the professionals demanded by the company, then the company will have to

depend upon internal sources by providing them special training and

development programs.


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2. LABOUR MARKET

Employment conditions in the community where the organization is located

will influence the recruiting efforts of the organization. If there is surplus of

manpower at the time of recruitment, even informal attempts at the time of

recruiting like notice boards display of the requisition or announcement in

the meeting etc will attract more than enough applicants.

3- IMAGE / GOODWILL

Image of the employer can work as a potential constraint for recruitment. An

organization with positive image and goodwill as an employer finds it easier

to attract and retain employees than an organization with negative image.

Image of a company is based on what organization does and affected by

industry. For example finance was taken up by fresher MBAs when many

finance companies were coming up.

4 - POLITICAL-SOCIAL-LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and

employment have direct impact on recruitment practices. For example,

Government of India has introduced legislation for reservation in

employment for scheduled castes, scheduled tribes, physically handicapped


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etc. Also, trade unions play important role in recruitment. This restricts

management freedom to select those individuals who it believes would be

the best performers, If the candidate cant meet criteria stipulated by the

union but union regulations can restrict recruitment sources.

5- UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth

of the economy (whether economy is growing or not and its rate). When the

company is not creating new jobs, there is often oversupply of qualified

labour which in turn leads to unemployment.

6- COMPETITORS

The recruitment policies of the competitors also affect the recruitment

function of the organizations. To face the competition, many a times the

organizations have to change their recruitment policies according to the

policies being followed by the competitors.


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RECRUITMENT POLICY OF AVON CYCLES LTD

Recruitment policy specifies the objectives if the recruitment and provide

framework for the implementation of the recruitment programme. it may

involve commitment to the principle such as enriching the organizations

human resources by filling vacancies with the best qualified people, attitudes

towards recruiting handicaps, friends and relatives of the present employees,

promotion within. It may also involve the organization system to be

developed for the implementation of recruitment, the program and

procedures to be employed.

THE MAIN OBJECT WE OF THE RECRUITMENT POLICY OF

THE AVON CYCLES LIMITED

1) To treat all employees fairly and equably in all employment

relationships.

2) To provide each employee with freedom and opportunity to utilize

and develop knowledge and skills to maximum possible extent.

3) To integrate organizational needs and employee needs

4) To meet the changing needs of the organization


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The following recruitment system is adopted by Avon cycles ltd

1) Sanctioned strength; every department of the factory shall have an

organization chart & category wise sanctioned strength. The personnel

department will ensure that no over manning take place & the

vacancies are filled as per sanctioned strength of the department.

2) Requisition: whenever the vacancy arises, HOD shall prepare

personnel requisition on the prescribed form & obtain sanction from

managing director. after obtain sanction the HOD shall send the

requisition to the personnel department for the necessary action. If the

post is of permanent nature the personnel requisition shall be send at

least 15 days in advance to the personnel department. However the

recruitment of unskilled workmen shall be immediately depending

upon the availability of workmen.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.


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PROBLEMS

If a company failed to define its overall recruitment strategy and hiring

objectives, then any recruiting program may fail to meet the companys

needs. This is especially true for outsourced programs like RPO. RPO can

only succeed in the context of a well defined corporate and staffing strategy.

As with any program, a company must manage its RPO activities. A

company must provide initial direction and continued monitoring to assure

the desired results. Overall, providing guidance to external activities can

present a significant management challenge. Outsourcing of company

processes may fail or prove a poor organizational fit. Improperly

implemented RPO could reduce the effectiveness of recruitment

The costs charged for recruitment transactions may total more than the cost

of the internal recruitment department. RPO service providers may fail to

provide the quality or volume of staff required by their customers. Placing

all recruitment in the hands of a single outside provider may discourage the

competition that would arise if multiple recruitment agencies were used.

An RPO solution may not work if the companys existing recruitment

processes are performing poorly. An RPO solution may not work if the

service provider has inadequate recruitment processes or procedures to work

with the client. RPO may not resolve difficulties that organizations have


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hiring staff when the organization is perceived negatively by potential

employees. This will instead require improved branding and an adjustment.

of image. Organizations with efficient hiring process that are viewed as

employers-of-choice by potential staff may stand to gain negligible benefits

from RPO.


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COMPONENTS OF THE. RECRUITMENT POLICY

The general recruitment policies and terms of the organisation

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with

dignity and respect.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization

needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.


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Abides by relevant public policy and legislation on hiring and

employment relationship.

Integrates employee needs with the organisational needs.


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Selection

INTRODUCTION

Important function & as no organization can achieve its goal without

selecting right people. Selection is the main process of choosing the most

suitable person out of the applicants. In this process, relevant information

about applicant is collected through a series of step to as to revaluate their

suitable for the job tote filled. It is the process of weeding out unsuitable

candidate &finally identifies the most suitable candidates. Selection divides

all the applicants into two categories

1- suitable and 2- unsuitable. Selection may be describe as a process of

rejection because generally more candidates are turned away than are hired.

Selection is different from the recruitment. Selection is negative as it rejects

a large number of the applicants to identify the few who are suitable for the

job. Recruitment involves comparison & choice of the candidate. The

purpose of the selection is to pick up the right person for right job. Selection

leads to waste of time & money & spoils the environment of an

organization. Proper selection is helpful in increasing the efficiency &

productivity of the company


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SELECTION PROCEDURE OF THE AVON CYCLES LTD

The selection procedure consists of series of steps like aptitude tests, job

knowledge test etc. at each stage facts may come to light which may load to

the selection of the applicant it is a serious of successive hurdles or barriers,

which an applicant must cross. These hurdles or screen are designed to

eliminate the unqualified candidate at any point in the selection process.

This technique is called successive hurdles technique. However selection

procedure doesnt contain all these hurdles. Moreover the arrangement of

these hurdles may differ from organization to organization. There is no

standard selection procedure to be used in all organization of for all jobs.

Selection is the matching process. It is the process of picking individual who

have relevant qualification to fill jobs in an organization. The most suitable

candidate is hired after eliminating the unsuitable candidates. The basic

purpose is to choose the individual who can most successfully perform the

job from the pool qualified candidates.

AVON CYCLES LTD spends a huge amount every year on vacancies with

appropriate persons who have adequate skills & knowledge of work they are

expected to do;


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RESPONSIBILITIES OF THE CHAIR AND SELECTION

COMMITTEE

To read and sign the Statement of Confidentiality form.

To maintain confidentiality at all times. All proceedings related to the

selection and appointment of staff are strictly confidential. Access to

all papers, including applications, is to be limited to members of the

selection committee and the committees secretary.

Deliberations and decisions of the committee must not be discussed

outside the committee without the specific authority of the Chair. If

applicants make queries as to the progress of the selection process, or

the deliberations of the panel, their queries should be referred to the

Chair for response.

To agree on selection techniques, weighting of criteria, interview

questions or other evaluation tools prior to interviews to ensure all

applicants are treated in an equitable manner.

To structure interviews and other exercises consistently.

To provide feedback to applicants. All applicants are entitled to

receive feedback from the selection committee once they have been

formally notified of the outcome. Either the Chair or previously


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agreed upon committee member must respond to such requests in a

timely manner

To ensure the process is completed within a reasonable timeframe.

SELECTION PROCESS

Excellence, innovation and creativity are the foundations on which we build

our business, and our staff comprises a handpicked team of the best possible

people.

To build this team, we undertake an extremely thorough and comprehensive

recruitment process, and seek applicants who satisfy a broad range of criteria

in terms of their ability to make a positive, ongoing contribution to

Macquarie.

Generally, this process includes applications, initial interviews, further

interviews, psychological assessments and reference checking before an

offer is made.

INTERVIEW PANEL

Up to the post of officer the interview panel shall consists fo the president,

HOD, & one more manger


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INTERVIEW PRODURE

The personnel department prepared a statement of the entire candidate called

of the interview on the prescribed form & these documents to members of

the interview panel a day before the schedule date. The interview mark their

rating about candidate depending upon the vacancies for the interview or

obtain their remark on the last page of employment application form.

The selected candidate is interviewed by the managing director or president

depending upon the nature of the job.

SELECTION LETTER

a formal letter of the selection without mentioning specific terms and

condition of the appointment is sent to candidate

APPLICATIONS

We use varied and strategic channels to invite the most appropriate people to

apply for positions at Macquarie. These include encouraging our valued staff

to refer their friends to us, advertising in selected publications, utilising

accredited recruitment agencies, building relationships with universities and

specialist business colleagues and advertising vacancies online.


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INTERVIEWS

The first interview is usually with a member of our professional recruitment

team, and is used to determine your general suitability to Macquarie and

discuss areas that may be of interest to you. You will be invited to

subsequent interviews if we believe you are well suited to a position of

interest, and these interviews are generally arranged with appropriate senior

staff members. We may also assess your Asian language skills during the

interview if this is a specific requirement for the role.


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SHORT LISTING

Human Resources will forward all app received to the chair of the panel for

short-listing. A Shortlist Memo (see appendix and Shortlist Form (see

appendix will also be sent for completion by the panel, giving reasons as to

why applicants were not selected for interview. Please refer to the

Recruitment and Selection Guide for further details on completing these

forms.

and to ensure that only the candidates that best meet the criteria progress

through the recruitment process, a maximum of 5 applicants (or less) should

be shortlisted for any one post. If there are exceptional circumstances that

warrant a larger shortlist, a case should be put forward to the Master before

invitation to interview letters are sent out.

Panels appointing to other posts are also encouraged to follow this guide to

ensure the most effect use of resources, and quality of the candidates.

As Chair, you need to ascertain, for internally advertised positions, the

applicants employment status at UWA before sending the applications,

together with the Statement of Confidentiality, to all members of the

Selection Committee for independent short listing.


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When you and the Selection Committee are reading the applications:

think about the environment in which the position functions

translate the claims made by applicants into this context

consider whether the experience described demonstrate the applicants

understanding of the requirements of the position

assess the level of their formal skill and understanding

Document the shod listing process and outcornes.Return all non-shod listed

applications to HR Services, Human Resources by hand so they can prepare

and send regret to advise letters.

You and the selection committee through a further meeting or via email

must:

discuss the content, structure and evaluation of the

interview/seminar/research presentation and order it in a logical way (a

seminar or Research presentation is not compulsory for research

vacancies or Teaching and Research vacancies of less than three years)

consider referees reports

decide on a final shod list for interview


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finalize the interview questions and/or other assessment method(s)

related to the criteria

MEDICAL EXAMINATION

All candidates so selected have to undergo medical test before practically

reporting for work with fitness certificate

Reference checks

We will always undertake reference checks before making you an offer.

Referees will be people who have previously supervised you in a

professional capacity. In some instances, we will also undertake further

personal and financial checks if relevant to the position you have applied for.

The offer

If you successfully complete all of the above stages, you are someone we

want on our team. We will make you a formal, written offer of employment,

and require your acceptance in writing.


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Hiring top performing employees may be one of the most valuable activities

you can do for your business.

What makes Profiles International assessments the leading assessment tools

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Job Match Profile Overview

The Profile X is the most technologically advanced, state-of-the-art system

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perform at extraordinary levels, while others who appear to be equally

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positions will make a positive impact within your organization.


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Both recruitment and selection are the two phases of the employment

process. The differences between the two are

1. Recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the organisation

WHEREAS selection involves the series of steps by which the

candidates are screened for choosing the most suitable persons for

vacant posts.

2. The basic purpose of recruitments is to create a talent pool of

candidates to enable the selection of best candidates for the

organisation, by attracting more and more employees to apply in the

organisation WHEREAS the basic purpose of selection process is to

choose the right candidate to fill the various positions in the

organisation.

3. Recruitment is a positive process i.e. encouraging more and more

employees to apply WHEREAS selection is a negative process as it

involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human

resources WHEREAS selection is concerned with selecting the most

suitable candidate through various interviews and tests.


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5. There is no contract of recruitment established in recruitment

WHEREAS selection results in a contract of service between the

employer and the selected employee.


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BIBLOGRAPHY

I -http://www.avoncycles.com/

2-http:/fwww. avoncycles. corn/commercial-advertise, asp

3- http://www.avoncydes.com/about.asp

4-bttp://www.avoncycles.com/avon-goes-electric. asp

5-http://www. expressindia.corn/latest-news/ludhiana-bicycle-ciuster

launched-at-avon-cycles/2 19452/

6-http://www.tradeindia.com/SeIler-88834-249056-730-

FEATUREDPRODUCT/Bicycles-Cornponents-Spares/AVON CYCLES-

LIMITED.html

7-http://www. hotfrog. In

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