Name: NUR KHAIRUNNISA BINTI AMINUDIN
Section : 01
ID Number: AM2111010116
Lecturer: DR. SITI MASITAH BINTI ASHAR Lab group / Tutorial group /
Tutor (if applicable):
Course and Course Code: RECRUITMENT AND Submission Date:
SELECTION (HRM3023) 30 OCTOBER 2022
Assignment No. / Title: Extension & Late submission:
Disallowed 20 Oct 2022
Assignment Type: % of Assignment Mark Returning Date:
GROUP 30%
Penalties:
1. 10% of the original mark will be deducted for every one week period after the
submission date.
2. No work will be accepted after two weeks of the deadline.
3. If you were unable to submit the coursework on time due to extenuating
circumstances you may be eligible for an extension.
4. Extension will not exceed one week.
Declaration: I/we the undersigned confirm that I/we have read and agree to abide by
these regulations on plagiarism and cheating. I/we confirm that this piece of work is my/our
own. I/we consent to appropriate storage of our work for checking to ensure that there is
no plagiarism/ academic cheating.
Signature(s):
Full Name(s): NUR KHAIRUNNISA BINTI AMINUDIN
This section may be used for feedback or other information
Table of Contents
1.0 Introduction (Company Background)............................................................................1
1.1 Vision....................................................................................................................................2
1.2 Company Principle (Mission Statement)................................................................................2
2.0 Marketing Strategy and Marketing Mix (4Ps)...............................................................3
2.1 Product.................................................................................................................................3
2.2 Price.....................................................................................................................................4
2.3 Place.....................................................................................................................................4
2.4 Promotion.............................................................................................................................5
3.0 Internal Recruitment Issues..........................................................................................6
4.0 Recruitment and Selection............................................................................................7
5.0 Recommendation.........................................................................................................8
6.0 Conclusion..................................................................................................................10
7.0 Appendix....................................................................................................................11
8.0 Reference...................................................................................................................12
i
1.0 Introduction (Company Background)
Figure 1 Honda Logo
With a global network of 437 subsidiaries and partners, Honda Motor Co. Ltd. is one of the
top automakers and the biggest motorbike and engine producer in the world. Japan's Tokyo
native Soichiro Honda created the business in 1948. It is the world's biggest producer of
internal combustion engines by volume, producing more than 14 million internal combustion
engines annually. It has its headquarters in Japan and 127 production locations in 28
countries outside of Japan. The second-largest automaker in Japan is Honda, the fifth-
largest automaker in the world. Automobiles, trucks, motorbikes, scooters, robots, jets and
jet engines, all-terrain vehicles (ATV), watercraft, electricity generators, marine engines,
lawn and garden tools, as well as other mobile technology are among its products.
Honda has recently begun making premium automobiles and mountain bikes in addition to
these goods. Soichiro Honda began producing piston rings in 1937. He was Toyota's
secondary supplier. To regain some kind of stability during World War II, the people of Japan
were in severe need of money, gasoline, and basic transportation. In order to create an
efficient and well-organized powered bicycle, he used his knowledge of technology and
talent to the creation of an engine for a bicycle.
When Honda entered the American market in 1959, it was already the biggest motorbike
manufacturer in the world. In August 1959, American Honda registered its first sales.
American Honda rose to the position of biggest motorbike dealer globally in only five years.
There are Honda dealerships situated all over the globe. For instance, Honda is more well-
known in the United States, India, China, South Africa, Canada, Australia, as well as Japan
itself and many other nations. The core values of Honda Motor Company are "Respect for
the Individual" and "The Three Joys," which are often referred to as The Joy of Buying, The
Joy of Selling, and The Joy of Creating. "Respect for the Individual" expresses a desire to
1
value each person's unique qualities and abilities, seeing each other as equal partners who
can work together to achieve the greatest results under any given condition.
The "Three Joys" are based on the belief that everyone who interacts with the Honda
Company, whether directly or indirectly via its products, must do so with the intention of
spreading pleasure. Since its founding in 1948, Honda has adhered to these fundamental
values and has maintained its position as a market leader by creating unique value and
providing goods of the highest calibre at competitive prices. Additionally, the Company has
conducted its business with a focus to promoting environmental safety and safety in a mobile
society.
1.1 Vision
Serve people worldwide with the joy of expanding their life s potential - Lead the
advancement of mobility and enable people everywhere in the world to improve their daily
lives
1.2 Company Principle (Mission Statement)
Maintaining a global viewpoint, we are dedicated to supplying products of the highest
quality, yet at a reasonable price for worldwide customer satisfaction.
2
2.0 Marketing Strategy and Marketing Mix (4Ps)
2.1 Product
Honda's marketing strategy analyzes the brand using the 4Ps-covered marketing mix
framework (Product, Price, Place, Promotion). There are several marketing tactics, such as
price strategy, promotion planning, and product innovation. These commercial plans, which
are based on the Honda marketing mix, aid in the brand's commercial success. Honda's
marketing strategy aids in achieving the company's aims and objectives as well as
positioning the brand/company in a competitive position in the market.
Honda operates in four different business sectors: cars, motorcycles, financial services, and
power. The following are all parts of the business that are covered by Honda's marketing mix
product strategy. Honda is a manufacturer of light trucks, minivans, and passenger
automobiles. Honda’s Passenger car models are Accord, Accord Hybrid, Accord Plug-in
Hybrid, Accord Tourer, Amaze, Brio, Brio Amaze, Brio Satya, City, Civic, Civic Tourer,
CRIDER, CR-Z, Fit/Jazz, Fit/Jazz Hybrid, Fit Shuttle, Fit Shuttle Hybrid, Freed, Honda
Mobilio, Insight, Jade, Spirior, Stream, Acura ILX, Acura RLX, Acura TL, Acura TSX. Light
trucks manufactured by the company include Crosstour, CR-V, Elysion, Odyssey, Pilot,
Ridgeline, Step WGN, VEZEL, VEZEL Hybrid, Acura MDX, Acura RDX.
Honda automobiles use gasoline, diesel gasoline-electric hybrid and alternate fuel such as
ethanol, natural gas and fuel cell engines. The demands and tastes of numerous market
segments are catered for by Honda vehicles. Honda produces a broad variety of bikes,
ranging from the 48cc Beat (FC50) to the 1832cc Gold Wing (GL1800). Honda invented the
internal combustion engines that are used in their bikes. All-terrain vehicles (ATVs) and
multi-utility vehicles are also available from Honda (MUVs). Customers in Japan, the US, the
UK, Germany, Brazil, and Thailand can choose from a wide range of services offered by
Honda's Financial Services. Leasing of new and used automobiles is one of the services, as
is financing for Honda products. Honda, a forerunner in technology, invests in research to
create robots that can walk, dance, and navigate.
3
2.2 Price
Honda makes vehicles for every market category. Honda makes SUVs, sedans, premium
sedans, and hatchbacks. Therefore, Honda's pricing strategy in its marketing mix is
dependent on a variety of factors like the competition, the segment, the features, etc. These
cars are marketed to consumers with low, medium, and high income levels. Dealerships
don't have a lot of price freedom. Dealers engage into agreements with Honda, and Honda
sets the prices. The same basic pricing apply everywhere, and variations may be brought on
by taxes, currency changes, and other comparable reasons. Honda Motorcycles are
available in a variety of models and serve various market niches. Honda makes advantage
of economies of scale to satisfy rising demand at competitive rates, particularly in developing
nations like India, Brazil, and Thailand. Honda constructs sizable manufacturing facilities in
underdeveloped nations and sells their motorcycles to wealthier nations, where production
costs are greater. Additionally, Honda offers high-end sports bikes and luxury motorcycles.
2.3 Place
Honda has a strong sales infrastructure. Honda had three sales channels up to 2006. Honda
Verno, Honda Clio, and Honda Primo were these vehicles. Honda Verno offered well-known,
athletic items for sale. Traditional Honda items were offered by Honda Clio, while Kei
vehicles, or tiny automobiles, were sold by Honda Primo. In 2006, all three were phased out,
and Honda Cars dealerships were set up. Through its retail network Honda Access, Honda
distributes official company accessories. Through Honda Auto Terrace, customers can now
purchase used automobiles directly from Honda. To market kei automobiles Auto Terrace
was created by Honda. In the markets in which it competes, Honda Cars has robust sales
and distribution networks. In India, the network consists of 190 cities with more than 300
approved dealership locations. Through a network of 700 retail dealers in Japan, 1,300 in
the US, 1,500 in Asia (other than Japan), and 1,100 in Europe, Honda sells cars. In Japan,
Honda has more than 6,500 dealerships. With 1,000 dealers in the US, 14,070 dealers in
Asia, and 1,400 dealers in Europe, Honda distributes motorcycles through independent
dealers in these regions.
4
2.4 Promotion
Honda changed consumer perceptions about motorcycles with an inventive marketing effort.
The advertising campaign, which used the catchphrase "You meet the nicest people riding a
Honda," demonstrated that Honda motorbikes were designed for the average person. As a
result of the successful campaign, Honda sold 90,000 more motorcycles in 1963 alone. The
aggressive advertising plan will be part of Honda's marketing mix. Honda makes extensive
use of TV commercials. To draw customers, Honda has launched advertisements with a
variety of themes. The brand has also developed a competitive advantage thanks to online
advertising activities. Additionally, the company constantly interacts with its customers on
social media platforms like Facebook, Instagram, and others. The advertising featuring the
cog puts more emphasis on Honda's engineering prowess and inventiveness. Honda also
unveiled a commercial that depicts the founders' vision of building high-quality automobiles.
Honda advertises heavily through motorsports, including the Motorcycle Grand Prix,
Superbike racing, and others in which it competes or provides engines. Honda claims to
provide vehicles that triumph in these competitions. Such athletic events are sponsored by
companies like Honda. For example, it served as the primary sponsor of the FIA Formula 1
broadcast on channel "Ten." Golf and hockey are two other sports that Honda supports
financially. To promote its goods, Honda runs newspaper advertisements and takes part in
road shows. Thus, this completes Honda's marketing strategy.
5
3.0 Internal Recruitment Issues
Honda Cars India Ltd (HCIL) said on Wednesday that it is difficult for the firm to begin
operations at its two production facilities due to a shortage of the necessary manpower but
noted that its outlets have begun to operate around the nation. The manufacturer, which
produces the City and Amaze, said that it will resume operations at the Tapukara facility in
Rajasthan possibly next week because of new government relaxations.
Rajesh Goel, senior vice president and director of marketing and sales at HCIL, said:
"However, in order to continue production even at lesser level and in single shift, we want
workforce that is residing in the neighborhood and also from adjacent places like Dharuhera,
Rewari, etc." Due to travel limitations, he said, "Right now it looks impossible to recruit the
necessary workforce and start production as per our plan."
He said that the business will continue to carefully monitor the supply chain's situation as
well as the availability of people before deciding when to begin production. Goel said that the
business would resume operations at the Greater Noida site as soon as it obtains the
required permits from the government and resolves the issue of workforce availability.
6
4.0 Recruitment and Selection
Internal recruiting is the preferred method whenever a need arises since the firm believes in
providing possibilities for development and career advancement to its workers. Every time a
vacancy below level occurs, the possibility of initially filling the position is considered. The
intranet is posted with an advertising from HR. The following information is included in the
advertisement job Profile, education requirements, skills, and experience, closing date for
applications, and Human Resources (HR) Contact Information.
All applications are evaluated for eligibility using pre-established standards for the position.
The appropriate Reporting Manager and Departmental Head are consulted when HR
compiles a list of qualified candidates and requests their approval. HR notifies the qualified
applicants through email if permission is granted. Email notifications are also sent to
applicants who are not deemed qualified. Those that are qualified go through a panel
interview. Initial external recruiting occurs if no qualified candidates apply within a week of
the advertisement's publishing.
7
5.0 Recommendation
The quickest and most effective approach to replace any unforeseen organizational holes in
a firm is to hire internally. This might be giving an employee a promotion into a job that their
boss has left open or finding qualified candidates from other departments to fill a post that is
comparable elsewhere in the company.
An inherent awareness of how the organization runs is the key advantage an inside
applicant has over an external one. Existing workers have a history of doing effectively at
work, as well as a network of support and a reputation among their colleagues. They need
very minimal onboarding, no verification, and unlike an external candidate, they'll probably
be able to start contributing fully on day one. There are many techniques to do an internal
search:
Internal advancements
The most typical method of internal recruiting is probably promoting current employees into
more senior roles. Sometimes businesses exclusively post job openings internally in an
effort to advance the careers and skill sets of their own personnel. Due to the promoted
employee's familiarity with the business and its operations, less onboarding time will be
needed. This is useful in industries where it's crucial to pick things up rapidly. Employee
motivation and effort maximization are also aided if they are aware of prospects for
advancement.
Transfer between teams
This approach is used by businesses to shake things up and build a more cohesive team.
This is helpful for sectors like rail since team members must often be quickly transferred to
other urgent projects. This has the drawback of potentially leaving holes in the squad.
Companies can find themselves overextending themselves. Therefore, it is desirable to
strengthen the staff by hiring outside.
Promote trainees to full-time positions
8
The construction and electrical industries benefit greatly from apprenticeships. In fact, it's
one of the best methods for attracting fresh, youthful talent to the fields. As a result,
converting these apprentices into full-time workers when their apprenticeship is complete is
one of the most common methods of internal recruiting. Businesses like this option since the
apprentice will be eager to impress and may suggest novel approaches.
9
6.0 Conclusion
In conclusion, one of the most important responsibilities of human resource specialists is
recruitment and selection. The efficacy of an organization's recruiting function determines its
degree of performance. To employ the greatest people for their firm and make the most use
of their resources, organizations have devised and adhere to recruiting strategies. An
effective recruiting strategy will draw in more and excellent individuals to apply for positions
inside the firm. The following components should be included in every successful recruiting
plan you develop:
Choosing and prioritizing jobs, first: In any business, recruitment opportunities arise at
different levels; it is essentially an endless process. It is difficult to promptly fill every post.
The positions that require urgent attention and action must thus be identified. It is helpful to
priorities the openings whether to concentrate on all vacancies equally or concentrating on
priority positions first to maintain the quality of the recruiting efforts.
Second, applicants to target: The recruiting process can only be successful if the company
fully comprehends the kind of candidates that are necessary and advantageous to the
company. This also includes the parameters listed below:
Performance level necessary: Various recruiting tactics are needed for top achievers and
ordinary performers.
Experience level necessary: The plan should make it clear what experience level the
company needs. The experience of the applicant might vary from that of a recent graduate to
that of a seasoned professional.
Candidate classification: The plan must make it obvious who the target candidate is. He or
she may be from the same industry, a different one, be jobless, one of the best in the field,
etc.
10
7.0 Appendix
Honda factory in Melaka Malaysia
8.0 Reference
11
J. Grossman, R. (2002, December 1). Recruitment & Hiring: Made From Scratch.
SHRM. https://www.shrm.org/hr-today/news/hr-magazine/pages/0402grossman.aspx
of India, P. T. (2020, May 6). Lack of manpower hampering plans to restart plants: Honda.
BUSINESS STANDARD. https://www.business-standard.com/article/pti-stories/lack-
of-manpower-hampering-plans-to-restart-plants-honda-120050600792_1.html
History. (n.d.). Honda the Power of Dream. https://www.honda.com/history
RECRUITMENT AND SELECTION PROCESS OF HONDA.
(n.d.). https://pdfslide.net/documents/recruitment-and-selection-of-honda.html?
page=1
Effectiveness of Reqruitment and Selection System and Shared leadership and its impsct on
Team Effectiveness. (2015, August
18). https://www.slideshare.net/AsadAbbas25/effectiveness-of-reqruitment-and-
selection-system-and-shared-leadership-and-its-impsct-on-team-effectiveness
Honda Marketing Strategy & Marketing Mix (4Ps). (2021, July 25). Mea
Stool. https://www.mbaskool.com/marketing-mix/products/16728-honda.html
12
