Beruflich Dokumente
Kultur Dokumente
A Project Report On
I declare that this submitted work done solely by me and to the best of
my knowledge , no such work has been submitted by another person for
the award of Graduation Degree,
I also declare that all the information from various secondary resources
has been duly acknowledgement in this Report.
Above all it is the grace & blessings of God Almighty, which made this,
Endeavour a success.
RUKHSAR KHAN
TABLE OF CONTENTS
So.No. CONTENT PageNo.
1) Executive Summary 1-2
2) FOUNDERS 3
3) CHAIRMAN’s PROFILE (Mahindra & 4-6
Mahindra)
4) FULL HISTORY OF(Mahindra 7
&MahindraRise)
5) INTRODUCTION OF 8-10
(Mahindra Holidays & Resort India
Limited)
6) CHAIRMAN’s PROFILE (Mahindra 11-13
Holidays & Resort India Limited)
7) MD & CEO of 14-15
(Mahindra Holidays & Resorts India
Limited)
EXECUTIVE SUMMARY
Our federated structure enables each business to chart its own future
and simultaneously leverage synergies across the entire Group’s
competencies. In this way, the diversity of our expertise allow us to
bring our customers the best in many fields.
FOUNDERS
WILLY’S JEEP
MAHINDRAHOLIDAYS& RESORTS
INDIA LIMITED
Club Mahindra Holidays is an Indian travel company founded in
1996. It is a part of the MAHINDRA GROUP and provides holidays on
a Timeshare basic.
RECRUITING INTERNALLY OR
EXTERNALLY
Internal Recruiting
Recruiting from among the existing workforce offers many
advantages. Seeing our employees at work on a day-to-day basis
will enable us to evaluate their particular strengths and weakness
accurately and choose the most suitable person for the position.
When the company recruits from within the organization the
employees will feel important and highly valued since it appears
that the organization immediately turns to them whenever a
vacancy occurs. Their work rate and performance should
improve as well as they will realize that increasing job
opportunities are available to them if they are industrious and
successful at their jobs. However any method has its own merits
and demerits.
1) Personal References
The existing employees will probably know their friends or
relatives or colleagues who could successfully fill the vacancy.
Approaching them may be highly efficient method of recruitment
but will almost certainly offend other workers who would have
wished to have been considered for the job. To keep employees
satisfied make sure that potentially suitable employees are
informed of the vacancy so that they can apply. Also any one else
who is likely to be interested is told about it as well so that they
can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on
important messages to the existing staff. A job advertisement
pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost.
However many of the staff will probably not learn of the vacancy
in this way either because the notice board poorly located or is
full of out dated notices that they don’t bother to look at it, as
they assume there is nothing new to find out. A notice board must
be ensured that it is well sited. Wherever it is been placed it
should be certain that it is seen by every one. It means there must
be equal opportunity to see to it and this happens when they
know that just important topical notices are on display. Attention
must be paid to the design and contents of the notice if it is to
catch the eye and make the employee read on and then want to
apply for the job.
3) Memoranda
Possibly the best way of circulating news of the job vacancy is to
send memoranda to department managers to read out to the
teams or to write all employees perhaps enclosing memoranda in
wage packets if appropriate. However it can be a time consuming
process to contact staff individually, especially if there is a large
work force. It should also be kept in mind as to in which way the
memorandum is phrased out so that the job appeals to likely
applicants.
Merits
It improves the morale of the employees
The employee is in better position to evaluate those presently
employed than outside conditions
It promotes loyalty among the employees, for it gives them a
sense of job security and opportunities of advancement.
These people are tried and can be relied upon
Demerits
External Recruiting
When a company is involved in large expansions and is more
oriented towards achieving high growth and high market share,
with more focus on quality of the product and high customer
satisfaction then it is inevitable for any organization to go for
external recruiting. External recruiting is nothing but recruiting
the people in an organization from outside the company. For
example campus recruits is an effective and efficient way of
recruiting when a company wants new minds that are more
creative and go-getters for any task. If a company wants to
concentrate only on its core activities and wants to relieve the
burden of the task of recruitment then the more feasible option
would be third party recruiting or recruitment process
outsourcing RPO. The experienced persons but unemployed can
be recruited into the company which may reduce the training
cost if they are from same industry.
1) Word of Mouth
Existing employees may have friends and relatives who would
like to apply for he job. Recruiting in this way appears to be
simple, inexpensive and convenient. Never use word of mouth as
a sole or initial source of recruitment if the work force is wholly
or predominantly of one sex or racial group. Also employing
friends and relatives of present employees may be imprudent
because it is not certain that they are as competent as the current
staff.
2) Notices
Displaying notices in and around business premises is a simple
and often overlooked method of advertising a job vacancy. They
should be seen by a large number of passerby, some actively
looking for work. It can also be inexpensive with a notice varying
from a carefully hand written post card up to a professionally
produced poster. Pay attention to the appearance and contents of
the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free
recruitment service, trying to match their vacancies to job
seekers. Staff will note information about a post and the types of
person sought and then advertise the vacancy o notice boards
within their premises. Job center employees can further help if
requested to do so by issuing and assessing application forms and
thus weeding out those applicants who are obviously unsuitable
for the position. Short listed candidates are then sent out for the
employer to interview on his business premises.
SELECTION
The selection procedure is concerned with securing relevant
information about the applicant. The objective of selection
process is to determine whether an applicant meets the
qualifications for a specific job and to choose the applicant who is
most likely to perform well in that job.
The hiring procedure is not a single act but it is essentially a
series of methods by which additional information is secured
about the applicant. At each stage facts, which came to light,
make the acceptance or rejections of the candidate clear.
PROCESS OF SELECTION
Preliminary Interview or Screening
The initial screening is usually conducted by a special interviewer in
the employment office. These interviews are short and are known as
stand-up interviews. The main objective of such interviews is to
screen out undesirable/unqualified candidates at very outset. The
screening process seeks to identify those applications that meet the
basic entry-level requirements. In order to be fair and objective in
the
Application Form
Application form is also known as application blank. The technique
of application blank is traditional and widely accepted for securing
information from the prospective candidates. It can also be used as a
device to screen the candidate at the preliminary level.
Psychological Testing
Test is defined as a systematic procedure for sampling human
behavior
Tests are used in business for three primary purposes:
1) for the selection and placement of new employees
2) for appraising employees for promotion potentials and
3) for counseling employees if properly used psychological tests can be of
paramount importance for each of these purposes.
B. Achievement test
Also known as proficiency tests they measure the skill, knowledge
which is acquired as a result of a training program and on the job
experience they determine the admission feasibility of a candidate
and measure what he/she is capable of doing.
C. Personality tests
These tests aim at measuring those basic make up or characteristics
of an individual which are non-intellectual in their nature. In other
words they probe deeply to discover clues to an individual’s value
system, his emotional reactions and maturity and motivation
interest his ability to adjust himself to the illness of the everyday life
and his capacity for interpersonal relations and self image.
INTERVIEWS
OUTSOURCING
In India, the HR processes are being outsourced from more than a
decade now. A company may draw required personnel from the
outsourcing firms. The outsourcing firms help the organization by
initial screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final
selection by the organization.In turn, the outsourced firms charge
the organizations for their services.
POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being
followed by the organization today. Poaching means employing a
competent and experienced person already working with another
reputed company in the same or different industry, the organization
must be a competitor in the industry. A company can attract talent
from another firm by offering attractive pay packages and other
terms and conditions better than the current employer of the
candidate. But it is seen as an unethical practice and not openly
talked about.
E- RECRUITMENT
Many big organizations use internet as a source of recruitment. E-
recruitment is the use of technology to assist in the recruitment
process. They advertize job vacancies through World Wide Web. The
job seekers send their applications or curriculum vitae through e-
mail using internet, which can be drawn by prospective employees
depending upon their requirements
Low cost
No intermediaries
Reduced time and effort
Increases efficiency
No
Offer Look for some other candidate
accepted
RESEARCH METHODOLOGY
Group Discussions
Elaborate discussions on various topics related to the subject helped me
pool in variety of ideas into the process of collecting insights. Topics
ranged from the recruitment function of HR to the attributes of the
employees working there. Thus, collating a lot of lasting impressions and
‘those that worked’ ideas became one comprehensive thought bank
which was further analyzed to filter relevant information.
RESEARCH APPROACH
The research method used was that of questionnaire ,
observation and interaction and group discussions for primary
data & an extensive literature survey for secondary data.
SAMPLE DESIGN
In this study convenient sampling method was adopted. First
organization was divided into different departments like Operations,
Customer Services, Human Resources, Internet Marketing and under
writing departments. From this department, the respondents were
selected on the basis of convenience.
SAMPLE SIZE
Sample size=30 out of universe of 180.
CONTACT METHOD
Respondents were contacted personally.
ANALYSIS AND INTERPRETATION-
1. SINCE HOW MANY YEARS HAVE YOU BEEN WORKING
WITH THIS ORGANISATION?
YEARS RESPONDANTS PERCENTAGE
0-5 years 30 100
5-10 years 0 0
10-15 years 0 0
More than 15 0 0
years
RESPONDANTS
0-5 YEARS
5-10 YEARS
10-15 YEARS
MORE THAN 15 YEARS
Column1
35
30
25
20
Column1
15
10
0
YES NO
%AGE
0
16.66
POOR
ADEQUATE
EXCELLENT
83.33
100
90
80
70
60 YES
50 NO
40
30
20
10
0
YES NO
PERCENTAGE
YES
100 NO
Sales
0
26.66
POOR
73.33
ADEQUATE
EXCELLENT
RESPONDANTS
YES
NO
YES
NO
POOR
ADEQUATE
EXCELLENT
POOR
ADEQUATE
EXCELLENT
83.33
YES
NO
YES
NO
100