Recruitment and selection of selected honda motors Jamaica A. Alim, Rhozen DL. Dela Cruz, Ronna Lyn V. Tuscano

Thesis BSBA-HRDM University of Rizal System, Binangonan 2017

includes bibliographical references

This study primarily aimed to determine the Recruitment and Selection of Selected Honda Motors Calendar Year 2015-2016. The researchers used descriptive research method to describe the perception of the employees in recruitment and selection of Honda Motors. The data gathered through questionnaire-checklist from three (3) branches of Honda Motors. It was tallied, analyzed and interpreted using the frequency, percentage and rank distribution, weighted arithmetic mean and one way analysis of variance (ANOVA). Based on the presentation, analysis and interpretation of data gathered, the researchers summarized the following findings. With regards to the profiles of the respondents. In terms of age and sex majority of them belonged to young adults (19-25 Years old) and male whose job requires physical strength and skills which particularly concern with mechanical and technical aspect. With regards to the civil status, majority of the respondents were single. In terms of educational attainment, majority of the respondents were college graduate who were able to share their new knowledge to attain the organization's objective. In terms of monthly income and length of service, majority of the respondents were receiving ten thousand to fifteen thousand (Ph10, 000 -15,000) and with two to five Years (2-5) in service. In terms of area/department and status of employment, majority of the respondents were from Binangonan and regular employees.In terms of department assigned, majority of the respondents were in the collection department since the company offered installment basis, and that the clientele should be monitored not only for information but for acquiring proper collection. With regards to the recruitment being perceived, initial interview ranked first, and verbally interpreted as "always," meaning initial interview was most applied and observed in the recruitment process of their employees. In terms of selection, trains applicants ranked first and verbally interpreted as "often", meaning that the company trains their applicants in the selection process based on the employee's perception. There has no significant difference between the recruitment and selection in terms of age, sex, civil status, educational attainment, present job position, monthly income, length of service, area/department, status of employment and department assigned. Based on the findings and conclusion formulated, the following recommendations were given: The Company should have human resource officer to acquire the duties and responsibilities of manager in the recruitment and selection process. The company must apply the e-recruitment in the recruitment and selection process to discover more qualified applicants and the manager should have proper planning for the need that will lead to hire right person for achieving the mission and objectives of the company.