ORGANISATION PROFILE

In 1946 a young entrepreneur, K. M. Mammen Mappillai, opened a small manufacturing

unit where balloons, latex cast squeaking toys and industrial gloves were manufactured in South

India which quickly grew to become one of India's biggest and respected companies. MRF

established its first office at Chennai, Tamil Nadu, India. Later they moved to manufacture tyres

in 1961.

Backed by a superior R&D, MRF tyres are rolled out of six interdependent facilities,

which are built over 450 acres and with over 15,000 dedicated people. MRF has over 3000

strong dealer network with 180 offices. MRF manufactures the largest range of tyres in India and

is the market leader with the largest market share in almost every segment of the tyre industry

enjoys the highest brand preference for superior quality, appearance and wears ability. They

were the first tyre company in India to produce tyre formula for cars. They exports to more than

75 countries which comprises 30% of the total turnover of the company.

Since 1984, MRF Tyres has consistently been chosen as OEM fitment by almost every

major car manufacturer in India. Apart from tyres MRF also manufactures conveyor belts,

pretreads and advanced polyurethane paints. MRF is the only tyre company that manufactures

Pre-cured R Trading rubber.

The company's love for sports, especially Cricket, is well known. The MRF Pace

Foundation is synonymous with training and teaching the world's best fast bowlers. MRF's

involvement in motor sports in India is no less fervent. Its rallying team has won the prestigious

FIA Asia Pacific Rally Championships twice. Even in international championships MRF karting

tyres, homologated by FIA, is the preferred choice.

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Today MRF is into a league of its own with:

A distribution network of over 2,500 outlets in India.

Overseas offices in United Arab Emirates, Bangladesh and Vietnam

Exports to over 75 countries worldwide

6 manufacturing plants in India located in

Tiruvottiyur in Tamil Nadu

Arakonam in Tamil Nadu

Kottayam in Kerala

Ponda in Goa

Medak in Andhra Pradesh

Union Territory of Pondicherry

Subsidiaries

Funskool.

MRF Pace Foundatation.

MRF Racing.

VISION

The vision of MRF is to enrich and gratify the human race by providing them with

products and services that gives them satisfaction delight and amazement. The vision of the MRF

is to emerge as pre-eminent global players in the field of polymers and make India a global super

power in terms of technology and quality of life.

MISSION

MRF Ltd has well defined HR policies and a clear environmental safety and training. The

mission of MRF is that zero defect, zero break downs, zero accidents, zero pollution, and thereby

to have zero losses. In these emerging times when the performance standards are becoming more

stringent the MRF tyres are to be tested on the most torturous train for this purpose. MRF is

setting up trite track of its own.

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MRF TYRES LTD (KOTTAYAM UNIT)

MRF tyres Ltd, Kottayam is one of the most modern plants with 6 lakh sq. feet built-up

area, that setup on 1969 at Vadavathoor, about 7km away from Kottayam town in the state of

Kerala. Availability of intelligent and motivated labours, natural rubber pin large quantity

(Kottayam is a land of 3 L’s – Latex , Letters & Lake), cheap power tariffs, tax concession and

transportation facilities were the main reason behind the choice of Kottayam as the second

manufacturing facility of MRF.

Kottayam unit has four plants:

Tube plant

Tyre plant

Maxing plant

PCTR(Pre Cured Thread Rubber) plant

PRODUCTS

Tyres

Passenger Cars

Radial Tyre Patterns

Bias Ply Tyre Patterns

Two Wheelers

Motor Bikes Front

Motor Bikes Rear

Scooters Front

Scooters Rear

OTR

Trucks / Buses

Farm Services

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LCV

LCV Bias

LCV Radial

Tubes & Flaps

Tubes

Flaps

Conveyor Belts

Pretreads

Paints & Coats

SERVICES

T & S

Tyredrome

Tyre Maintenance

MIDD

GLOBAL MARKET MAJORS

Bridgestone

Michelin

Good year

Continental

Cooper

Toyo

Oksta

Hanmkock

MRF

Shonahi

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COMPETITORS

Ceat

Apollo

JK Tyres

Modi

Bridge stone

Good Year

CUSTOMERS

Suzuki

Honda

Mitsubishi

Toyota

Daewoo

Hyundai

General Motors

Ford

Fiat

Mercedes

CERTIFICATION

ISO 9001 : 2000

ISO TS : 16949

ISO 14001 : 1996

CQC

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AWARDS AND ACHIEVEMENTS

Voted among the Top 10 leading corporate groups by the Far Eastern Economic Review

Voted as one of India's most admired Marketing Companies by A & M, a leading

Advertising and Marketing journal

No. 1 award for Customer Satisfaction by J.D. Power Asia Pacific for 2001 & 2002

Most ethical company in India by Business World, a leading business magazine

Voted the “Most Trusted” tyre company in India by TNS 2006 global CSR study

CAPEXIL for exports.

Visvesvaraya Award for the Best Business House in SI.

DIFFERENT DEPARTMENTS IN MRF KOTTAYAM

Production

Quality assurance

Engineering

Plant Purchase

Shipping Despatch

HR Development

Safety

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STUCTURE OF HUMAN RESOURCE DEPARTMENT

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Plant HR Manager

Deputy HR Manager

Officer HRCanteen Manger

Welfare Officer and Family

welfare Officer

Time Officer

Trainning Officer

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FUNCTIONS OF HR DEPT IN MRF

Recruitment and selection

Training

Wages and salary administration

Performance evaluation

Welfare activities

Medical facilities

Counselling Cell

Canteen facilities

Home Visit

Voluntary Retirement Scheme

Family Welfare Scheme

Balavedi

Free tyres & Tube Scheme

Allowances

Promotion and transfer

Voluntary retirement scheme

Time office

File maintenance

Disciplinary actions

Other welfare activities

Vehicle loan

Educational loan

Safety measures

Reading facilities

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TRADE UNIONS

MRF Employees union (CITU)

MRF Employees Association (INTUC)

MRF Employees Sang (BMS)

EMPLOYEES IN MRF

Management Staffs 262

Watchmen and firemen 51

Workers 1131

Temporary workers 368

Contract Workers 241

Total 2053

WORKING TIME

Three shifts are exist in the company.

1stShift – 7am to 3pm

2nd Shift – 3pm to 11 pm

3rd Shift – 11pm to 7am

The general shift is from 8.30 am to 4.30 pm.

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THEORATICAL FRAMEWORKS

RECRUITMENT AND SELECTION

Recruitment refers to the process of finding possible candidates for a job or function,

usually undertaken by recruiters. It also may be undertaken by an employment agency or a

member of staff at the business or organization looking for recruits. Advertising is commonly

part of the recruiting process, and can occur through several means: through online, newspapers,

using newspaper dedicated to job advertisement, through professional publication, using

advertisements placed in windows, through a job center, through campus interviews, etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing

skills, computer skills. Evidence for skills required for a job may be provided in the form of

qualifications (educational or professional), experience in a job requiring the relevant skills or

the testimony of references. Employment agencies may also give computerized tests to assess an

individual's "off-hand" knowledge of software packages or typing skills. At a more basic level

written tests may be given to assess numeracy and literacy. A candidate may also be assessed on

the basis of an interview. Sometimes candidates will be requested to provide a résumé (also

known as a CV) or to complete an application form to provide this evidence. The follow-up

process may be referred to as part of the recruitment process: inveigling the selected candidate or

candidates to take up the target job or function.

RECRUITING INTERNALLY OR EXTERNALLY

Internal Recruiting

Recruiting from among the existing workforce offers many advantages. Seeing your

employees at work on a day-to-day basis will enable you 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.

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The most common internal sources of internal recruitment are:

Personal recommendations

Notice boards

Newsletters

Memoranda

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

It often leads to inbreeding and discourages new blood from entering into an

organization.

There are possibilities that internal sources may “dry up” and it may be difficult to find

the requisite personnel from within an organization.

No innovation are made no new thinking so on new inputs which is very much essential

for the growth of the organization

Usually promotions are based on seniority so the danger is that really capable hands may

not be chosen.

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 your organization from outside the company. It

will help the company to make best use of other sources that are laying outside the organization

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like 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. Retired and experienced people can yield

more by enhancing their prior experience in new business situations. The sources for external

recruiting are:

Word of mouth

Notices

Job centers

Private agencies and consultants

Education institutions

The press

Radio

Television

Merits

New entrant to the labor force i.e., young mostly inexperienced potential employee’s

fresh graduates or postgraduates can be taken and mould in accordance with company’s

culture.

External recruiting results in best selection from the large sources

In the long run this source proves economical because potential employees do not extra

training.

Many different ways of recruiting is available.

The excess applications generated for current requirement may be utilized for future

vacancies.

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Demerits

Extra time is required by the people to adjust them selves to the present working

situations.

If the recruiting is done from large source then it will be more time taking as the

applications generated are more and short listing becomes critical.

Cost of recruiting will be comparatively more than internal recruiting.

Sometimes it creates employee dissatisfaction as there may be mismatch between the

employee expectation with the company and the company’s expectation with the

employee.

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.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:

Someone should have the authority to select. This authority comes from the employment

requisition as developed by an analysis of the work-load and work force.

There must be some standard of personnel with which a prospective employee may be

compared i.e., a comprehensive job description and job specification should be available

beforehand.

There must be sufficient number of applicants from whom the required number of

employees may be selected.

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PROCESS OF SELECTION

PRELIMINARY INTERVIEW OR SCREENING

The initial screening is usually conducted by a special interviewer a high caliber receptionist

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

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Preliminary screening interview

Completion of application or form if not done previously

Employment tests

Comprehensive interview

Back ground investigation

Final employment decision

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outset. The screening process therefore seeks to identify those applications that meet the basic

entry-level requirements applications that are therefore incomplete or do not meet the basic

appointment criteria are considered unsuccessful applications. In order to be fair and objective in

the screening of candidates, it is essential that a fixed set of valid criteria be applied in terms of

each and every candidate that applies for a position. Certain conditions should be met in relation

to the format and content of Application forms, Curricula Vitae (CV’s) and all other relevant

documentation.

SHORT-LISTING

After having completed the screening process and eliminated those applicants that do not meet

the basic requirements, the next objective should be to identify a manageable size (pool) of

applicants (a short-list) who are best suited to fill the position successfully and from whose ranks

the most suitable candidate(s) is/are to be selected. It is about identifying a manageable pool of

best suited candidates for a specific position, in the interest of the State, taking into account

Affirmative Action and Employment Equity objectives.

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. Many companies

formulate their own style of application forms depending upon the requirement of information

based on the size of the company, nature of business activities, type and level of job etc. they

also formulate different application forms for different jobs, at different levels, so as to solicit the

required information for each job.

PSYCHOLOGICAL TESTING

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Test is defined as a systematic procedure for sampling human behavior. Tests are used in

business for three primary purposes.

For the selection and placement of new employees

For appraising employees for promotion potentials

For counseling employees if properly used psychological tests can be of paramount

importance for each of these purposes.

Classification of Tests on the Basis Of Human Behavior

Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn new

jobs or skills. They will enable us to know whether a candidate if selected, would be

suitable for a job, which may be clerical or mechanical. These tests may take one of the

following forms.

Mental or Intelligence Test - measures and enables to know whether he or she has mental

capacity to deal with new problems.

Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of

mechanical wok. This could help in knowing a person’s capability for spatial

visualization, perceptual speed manual dexterity, visual motor coordination or

integration, visual insights etc.

Psychometric tests – these tests measures a person’s ability to do a specific job.

Achievement test

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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.

Tests for measuring job knowledge – this type of test may be oral or written. These tests

are administered to determine proficiency in shorthand and in operating calculators

adding machines dictating and transcribing machines and simple mechanical equipment.

Work sample tests – demand the administration of the actual job as a test. A typing test

provides the material to be typed and notes the time taken and mistakes committed.

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.

Objective tests – it measures neurotic tendencies self-sufficiency dominance submission

and self-confidence. These are scored objectively. They are paper and pencil tests or

personality inventors.

Projective tests – it is a test in which a candidate is asked to project his own interpretation

into certain standard stimulus situation. The way in which he/she responds to these

stimuli depends on his own values, motives and personality.

Situation tests – these tests measures an applicant’s reaction when he is placed in a

peculiar situation his ability to undergo stress and his demonstration of ingenuinity under

pressure. Such tests usually relate to leaderless group situations, in which some problem

is posed to a group and its members are asked to reach some conclusion without the help

of a leader.

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Interest tests – these tests aim at finding out the types of work in which a candidate is

interested. They are inventories of the likes and dislikes of the people of some occupation

hobbies and recreational activities. They are useful in vocational guidance and are

assessed in the form of answers to a well prepared questionnaire.

INTERVIEWS

Interviews are a crucial part of the recruitment process for most organizations. Their

purpose is to give the selector a chance to assess the candidate and to demonstrate their abilities

and personality. It’s also an opportunity for an employer to assess them and to make sure the

organization and position are right for the candidate. An interview is an attempt to secure

maximum amount of information from candidate concerning his suitability for the job under

consideration. One to one interview, Informal interview, Panel of interviews, Direct planned

interview, Indirect and direct interview, Patterned interview, Stress interview, Depth interview,

etc are different types of interview.

BACKGROUND CHECKS AND ENQUIRIES

Offers of appointment are subject to references and security checks. The references given

in the candidate’s application will be taken up and a security check will be conducted.  Security

checks can take a while if the candidate has lived abroad for any period of time.

FINAL SELECTION DECISION

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Those individuals who perform successfully on the employment tests and the interviews,

and are not eliminated by development of negative information on either the background

investigation or physical examination are now considered to be eligible to receive an offer of

employment. For administrative purposes the personnel department should make the offer. But

their role should be only administrative. The actual hiring decision should be made by the

manager in the department that had the position open.

RECRUITMENT PROCESS OUTSOURCING (RPO’s)

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO)

when an employer outsources or transfers all or part of the staffing process to an external service

provider. The goal of starting an RPO solution is to achieve improvement in four areas: quality,

cost, service, and speed. A true or total RPO solution involves the outsourcing of the entire

recruiting function or process to an external service provider. This provider serves to provide the

necessary skills, tools, technologies, and activities to serve as their client's virtual "recruiting

department". This definition differs from occasional recruiting support often provided by many

temporary, contingency, and executive search firms. While these organizations do provide an

invaluable service, they do not qualify as RPO as it does not involve the outsourcing of the

recruiting process.

RPO providers utilize their inherent economies of scale along with heightened levels of

recruiting expertise that is expected within a company that does nothing but recruiting. The RPO

provider will typically have a large staff of recruiters, an extensive database of candidate

resumes, and the established tools and networks needed to source for all types of positions.Costs

can be reduced because an RPO provider typically provides greater recruiting efficiencies with

best practice processes and improved sourcing techniques.

RECRUITMENT AND SELECTION IN MRF, KOTTAYAM.

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Recruitment has been regarded as the most important function of Human Resource

Department, because unless the right types of people are hired the organization cannot achieve

its objectives. This is the second step in the process of procurement of the employee the first

being the manpower planning. MRF recruits the employees by internal and external sources of

recruitment. The company recruits within the organization through transfer, promotion, job

rotation, etc. MRF follows a tradition of selecting the relative of existing workers whenever a

vacancy arises. This helps to boost the morale of the employees and it increases their loyalty

towards the organization. It works as a motivational factor since the employees feel important

and highly valued since it appears that the organization immediately turns to them whenever a

vacancy occurs. The external sources used by the company are job centers, private agencies,

consultants, education institutions, and the advertisements in the press, radio, television,

websites, etc.

The selection process conducted at Kottayam unit for workers and management staff

includes written test, interview etc. the management is looking for the applicants who are

extrovert by nature with excellent command over English , Hindi and local languages with zeal

to work in an environment which requires extensive travelling.

WORKMEN

The selection process of workmen in MRF is as follows:

Application Blank

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Written Test

Medical examin

ation

Interview/ Antecedent Verification

Approval From

CMD

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The first step is to give an application form to the company by the candidates. It

should contain the relevant data to analyse the candidate.

Antecedent verification

In this step, the company shortlist the application received from various sources

based on the suitability for the requirement. The candidates should have some eligibility

to apply for the vacancy of workmen in MRF. The candidates should have a minimum

educational qualification of SSLC. Persons between the age group of 18 and 28 can only

apply. Candidate’s should a minimum height of 5.5” and weight of 54 kgs. The

application form fulfils these criteria are selected and the rest are rejected.

Written Examination

The candidate’s posses the basic qualities can appear for a written test “WAAP”,

a psychometric test conducted by the company to know the behavior of the candidate.

Medical and physical examination

After passing the test, the candidates have to appear for a medical and physical

examination to prove his fitness. The blood group testing is one among this examination.

Handicapped persons should not be selected.

Reference letter

The references given in the candidate’s application will be taken up and a security

check will be conducted. The management contact the reference persons and take the

feedback.

Recommendation letter

The recommendation letter is also taken into consideration. If the candidate is the

relative of an existing employee, they can also produce recommendation letter.

Selection Interview

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Selection interview is the final interview by the manager of concerned area . It is

an opportunity for an employer to assess them and to make sure the organization and

position are right for the candidate. An interview is an attempt to secure maximum

amount of information from candidate concerning his suitability for that particular job.

Selection List

Those individuals who perform successfully on the employment tests and the

interviews are now considered to be eligible to receive an offer of employment. Offer

letter will be mailed to the candidates at this stage.

Appointment.

The candidates who are interested to join will come and signed the agreements to

became the employee of MRF.

MANAGEMENT STAFF

Applications invited

After the man power planning, the company invited the candidates to fill the

vacancy through the advertisement in media, informing existing employees, etc. The

educational qualification requires to apply as a staff is under-graduation.

Written examinations

Technical Test

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Technic

al Test

IQ Test

Personality

Profiling

Day

Plan

Group

Discussion

Interview

23MASTER OF BUSINESS ADMINISTRATION

The candidates have to attend a technical test which is based on

academics. The candidates who scores more than 60% are selected and the

else are rejected.

IQ Test

The candidates who pass the technical test have to attend an IQ test to

prove their knowledge in English, maths, etc.

Personality ProfilingIt  is a means of measuring an individual’s personality in a particular situation.

Profiling provides a snapshot view of the preferred behaviour that comes subconsciously to most people. This is the behaviour with which they are ‘comfortable’ and can sustain for long periods of time. This behaviour is social and intellectual – not physical. The means by which this behaviour is measured is a questionnaire which asks the candidate to choose behaviour most and least they like. The results from this questionnaire provide a personality profile of the respondent.

Day Plan Personal / Official

In this test, a list of activities is given to the candidates and they have to plan their

day in most appropriate and effective way. It is a unique selection process of MRF.

Group Discussion

In group discussion they are searching for:

Relationship

Involving others into discussion

Emotional maturity

Emotion reaction

Response to others comment

Outgoing

Open your mouth

More points on number of instances

Assertiveness

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Express honest thoughts

Opposed by others - without hurting them

Planning

Clarify of thoughts

Able to see information

Conflict management

Articulation of thoughts when opposed by others

Consensus

Personal interview

Personal interview is the final interview by the manager. It is an opportunity for

an employer to assess them and to make sure the organization and position are right for

the candidate. An interview is an attempt to secure maximum amount of information

from candidate concerning his suitability for that particular job.

Selection

Those individuals who perform successfully on the employment tests and the

interviews are now considered to be eligible to receive an offer of employment.

Probation period

The selected candidates will then undergo training for a period of 6months. After

this period they will be appointed as prentices for a time period of 1 to 1 ½ years. Then

they will be put on problem for 6 months after which they will be confirmed and made

permanent.

The company wants to concentrate on its core activities so they relieve the task of

recruitment to Celebras, a Recruitment Process Outsourcing Company for the recruitment of the

employees. The RPO recruits employees according to the company’s policies and procedures.

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CONCLUSION

MRF is one of the respective companies in India. They follow an effective

process of recruitment and selection. Celebras, the Recruitment Outsourcing Firm helps

to achieve improvement in quality, cost, service and speed in the recruitment process.

They maintain a unique recruitment process including psychometric test. The

management use both the internal and external source of recruitment. MRF is success in

selecting right person for the right job.

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BIBLIOGRAPHY

Human Resource And Personnel Management By K. Aswathappa

www.mrftyres.com

www.recruitment.naukrihub.com

www.mbaguys.net

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