Final Projct Mba (1)

8/6/2019 Final Projct Mba (1)

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RECRUITMENT AND SELECTION PROCEDURE

OF SUNIL HEALTH CARE LIMITED

A PROJECT REPORT

Submitted in the fulfillment of the Requirement of the Award of

the Degree of

Master of Business Administration(YEAR 2010-2011)

Supervised By: Submitted By:Mr. S. Nath Rohini Saini

Sunil Health Care Limited, MBA IInd SEMAlwar (Rajasthan) Roll No.7524

BANASTHALI VIDYAPITH

JAIPUR CAMPUS (RAJASTHAN) -302001

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DECELERATION

I Rohini Saini hereby declare that the project work entitled Recruitment and

Selection Procedure of Sunil Health Care Limited is an authenticated work

carried by me at Sunil Health Care Limited under the guidance of Mr.

Yashpal Sharma & Mr. S. Nath for the award of the degree of Master of

Business Administration & this work has been submitted to Banasthali

University, Rajasthan.

Rohini Saini

MBA IInd SEM

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ACKNOWLEDGEMENT

The present work is an effort to throw some light on Recruitment and Selection Procedure

in Sunil Health Care Limited Alwar. The work would not have been possible to come tothe present shape without the valuable guidance, supervision and cooperation of various staff

members of Sunil Health Care Limited especially staff of HR deptt.

With deep sense of gratitude I acknowledge the encouragement & guidance received from my

project supervision and support by Mr.S. Nath,Head of Quality Assurance & Mr. Yashpal

Sharma Manager in HR deptt. and mature and refined overall advise by the Head of the

Department Mr. Srikant Gupta .

I convey my heartful affection to all those people who helped and supported me during the

course of my training, for understanding various functions of HR deptt and subsequently

completing my Project Report well in time.

ROHINI SAINI

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PREFACE

Theoretical knowledge without practical knowledge is of little value. Theoretical studies in

the classroom are not sufficient to understand the functioning of complex and large sized

organization, a student of management can have a theoretical knowledge, but he/ she must

have a practical knowledge too, so that he/she can be able to tackle the various problems that

arise in business. Therefore, it becomes necessary for a management student to undergo any

project work.

Practical knowledge supplements the theoretical studies and covers all the possible area,

which is left uncovered in classroom. A systematic practical training is necessary for a trainee

to bring in him the confidence for job performance and mental preparation which enables him

to take up future job responsibility. It exposes student to invaluable treasure of experiences.

I had received training at Sunil Health Care Limited, Alwar in HR Division. During the

training program, I got the opportunity to learn valuable things regarding management. It was

my fortune to get the training in a very healthy atmosphere. The management of the company

offered learning situation, sufficient facilities and training opportunities to fulfill the

objectives of training. The overall gain to me will be reflected in the report itself.

This project has really exposed me to a far new world and I sincerely hope that Sunil Health

Care Limited, Alwar will find my study equally valuable as I found it in shaping my career.

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TABLE OF CONTENTS

S.No. TOPIC PAGE No.

1. Executive Summary 6

2. Company Profile and History 7-12

3. Group Company Detail 13-17

4. Introduction to topic 18-19

5. Recruitment and Selection Practices 20-27

6. Process of Recruitment and Selection of SUNLOC 28-39

7. Career Path and Training and Development 40-42

8. Objective, Scope and Limitations 43-44

9. Research Methodology 45-48

10. Data Collection and Analysis with Graphical Presentations 49-55

11. Findings 56-57

12. Suggestions and Conclusion 58

13. Bibliography and Annexure 59-62

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EXECUTIVE SUMMARY

Existence of any organization depends upon its sustainability in a dynamic, vibrant and

competitive environment. In the rapidly changing business dynamics and new socio-economic

where the movement of capital and technology is virtually free the only resource that can give

an organization a cutting edge competition is HUMAN RESOURCE and its efficient

management.

The management of Human Resources largely depends upon the quality ofHR recruitment

and selection which constitute statement of vision and objectives of the organization

essentially required to guide management functions. The genesis of HR recruitment and

selection lies in the organizations values, philosophies, concepts and principles. Sunil Health

Care management has always given utmost importance to the fact that the employees arehighly motivated who can contribute their best for the organization and the procedure of

recruitment and selection which is based on equitable, transparent and fair principles do

contribute towards this Endeavour. The hallmark of a good recruitment and selection is not

only its coverage but also how it is communicated and effectively put into practiced to the

people responsible for decision making and also those effected by the decisions. A well

conceived and transparent personnel recruitment procedure is required for efficient

management of human resource function. The extensive study of HR recruitment and

selection procedure of an organization gives a wider panoramic view of process of formative

functioning of the organization.

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COMPANY PROFILE

SUNIL HEALTHCARE LIMITED is leading manufacturer of Hard Gelatin Capsule Shells.

We were the first to introduce self locking capsules in India way back in 1976. Today the

Company's customer list consists of "who's who" of the Indian Pharmaceutical Industry. It

ventured into exports about 11 years ago and exports its capsules to Middle East, South Africa

& West Africa and Europe. Exports accounts for about 30% of its turnover.

History: We are one of the oldest and leading WHO GMP certified manufacturer of Empty

Hard Gelatin Capsules SUNLOC in India, commissioned on 23rd April 1976. We were the

first to introduce the concept of Self Locking Type Capsules in India in late Seventies.

Location: The state of art manufacturing premises is 160 Kilometers (99.5 Miles) south of

National Capital, Delhi, at Alwar in Rajasthan State.

Production Capacity: We have 13 automatic capsule manufacturing machines having a

production capacity of 4,700 million capsules per annum. At present, we are manufacturing

capsules of size 00, 0-EL, 0, 1, 2, 3 and 4.

Machine Suitability: SUNLOCTM Capsules are suitable for filling on various types of

automatic high speed filling machines i.e. 1,50,000 capsules per hour.

Customer base: Our major customers in India include leading multi- national as well as

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Indian companies such as ; Pfizer, Glaxo, Ranbaxy, Dabur, Solvay, Cadila, Sun Pharma,

Wyeth Ltd., Intas, Alembic, Panacea Biotech etc.

For the last few years we have been supplying SUNLOCTM capsules to our buyers in Middle

East, South Africa, West Africa and Europe.

Product Specification:

Description: The SUNLOCTM hard gelatin capsule shells consist of two cylindrical,

telescoping pieces (cap and body), where one end of each is rounded and closed and the otheropen. Each piece can be transparent, partially opaque or completely opaque; if colored, of

identical or different colors; and be unprinted, printed, or bear other surface markings. The

cap overlaps the body and maintains a tight friction closure. The closure may be strengthened

by additional means. Contact Sunil Healthcare if you have requirements for customized

capsule shapes.

Odor: SUNLOCTM do not develop any foreign odor when kept in a well-closed bottle for 24

hours at a temperature between 30 and 40 Celsius

Identification: Boil one capsule shell with 20 ml of water, allow cooling and centrifuging. To

5 ml of the supernatant liquid add 1 ml of picric acid solution and to another 5 ml add 1 ml of

tannic acid solution; a precipitate is produced in each case.

Disintegration: SUNLOCTM capsule disintegrates within 8 minutes.

Microbial limits: Total microbial count, not more than 200 CFU per gram. Our capsules are

free from Escherichia coli, Salmonellae, Staphylococcus aureus and Pseudomonas auroginosa.

Loss of drying: Between 13.5 and 15.5 %.

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Product Features:

SUNLOCTM capsules are designed after reviewing the performance of latest generation

automatic type filling machines, which are capable of very high speed product filling

simultaneously.

The pre-locks are positioned in such a way so to prevent -

The cap and body separation during packaging, storage and transportation.

Easy separation of cap and body under suction vacuum on the filling machine facilitating

high speed filling operation.

Air vents facilitate easy escape of the air inside the capsules during the closing and locking

operation on the filling machine. It also helps to avoid oxidation during drying.

Finally the double locking rings on the cap and body hold the capsule securely together to

assure a consistent joined length allowing for an efficient blister or foil packing of the

capsules.

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Printing Facilities:

The customized printing matter on the capsule helps easy product identification for the

pharmaceutical oral dosage formsOur company has a modern printing department and has facilities for doing axial / linear and

spin / circular / radial printing with or without orientation on SUNLOCTM Capsules in single

or double link as per the need of customer.

The printing message is engraved on the high quality stainless steel suitable for use in

pharmaceutical industry.

On the printing machine, the print message is transferred from the stainless steel roller to

rubber roller, which also is made of pharmaceutical grade material. The print message is then

transferred from the rubber roller to the empty capsule.

The printing ink used is also of food grade.

The printing operation is done under the supervision of well-trained personnel to ensure

optimum quality printing.

Packing Details:

We use customized packaging to suit the different type of transportation and storage

conditions:

1. Shipment by Refrigerated Container

2. Shipment by Non Refrigerated Container

3. Shipment by Air

4. After final quality inspection SUNLOCTM capsules are weight counted on a

computerized system, which is sealed and placed in the EPS box. The closed EPS box

is covered by a corrugated container. The package is then clearly labelled as required

by GMP guid

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The capsules are then warehoused, shipped and distributed in temperature controlled

facilities and containers. This assures that the capsules arrive at the end user's facility

in perfect condition.

Packing Specification: SUNLOCTM Capsules are packaged in :-

Outermost, durable 5 ply corrugated box protects from the external shocks and damages.

Lined with or without expanded polystyrene sheet of 30 mm thickness with 30 kg per

meter3 density, which protects against the external heat.

The innermost layer is 130 micron antistatic type polybags approved for use in food and

pharmaceutical industries which resist the water vapor transmission rate to deteriorate the

safely packed capsules from temperature and humidity variation during global transportation.

Lot Size: Our standard order lot size of any color / size are 2 Million Capsules.

Packing Details

SN TermsRefrigerated

Container

Non Refrigerated

Container

(A) Box

1Outer dimension of Corrugated Box

(mm) (LxWxH)550x450x710 560x540x740

2Inner dimension of Corrugated Box

(mm) (LxWxH)

540x440x700 550x530x730

3 Number of Ply in the Corrugated Box 5 5

4Outer Volume of Corrugated Box

(cbm)0.18 0.23

5 Inner Volume of Corrugated Box (cbm) 0.17 0.21

6 Size of EPS box (mm) (LxWxH) --- 550x530x720

7 Inner dimension of Corrugated Box --- 490x470x670

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after placing EPS box (mm) (LxWxH)

8Dimension of food grade, Antistatic

type Poly Bag (mm) (LxWxH)470x546x1118 470x546x1118

9Thickness of food grade, Antistatic

type Poly Bag (micron)130 130

(B) Number of box per container

10 20 feet container (nos) 120 120

11 40 feet container (nos) 320 252

(C) Capsule Quantity & Weight

Capsule Size

00 0-EL 0 1 2 3 4

12Capsule Quantity per box for

refrigerated container (nos)75000 90000 100000125000175000225000 300000

13Capsule Quantity per box for non

refrigerated container (nos)75000 90000 100000125000175000225000 300000

14Capsule Quantity per 20 feet

refrigerated container (million)9 9 12 15 21 30 36

15Capsule Quantity per 40 feet


16Capsule Quantity per 20 feet non


17Capsule Quantity per 40 feet non

refrigerated container (million)18.9 18.9 25 31.25 44.1 56.7 75.6

18Gross Weight of capsules per box for

refrigerated container (kg)11 11.9 12.3 12.2 13.7 15.2 14.7

19Gross Weight of capsules per box for

non refrigerated container (kg)

12.9 13.8 14.2 14.1 15.6 15.85 16.6

20Net Weight of capsules per box for

refrigerated container (kg)8.3 9.2 9.6 9.5 11 12.5 12

21Net Weight of capsules per box for non

refrigerated container (kg)8.3 9.2 9.6 9.5 11 11.25 12

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1.4 GROUP / COMPANY DE TAILS:

Shalimar Group consists of 5 highly dynamic Companies, all pioneers in their respective

fields, meeting critical quality parameters of industrial customers. Alongside the mainline

Companies, a Service Company provides in-house specialized services.

Today, Shalimar Group has employee strength of 2000 and the Group Companies are engaged

in diversified Industries like Paper Industry, Automobile Industry, Non ferrous Industry, SteelIndustry, Electronic Industry, Pharmaceutical Industry, Jute Industry, etc.

Business Drivers:

Core Values

Maximization of Profits for Stability and Growth of the Shalimar Group

Attainment of Employee Satisfaction

Practice of Environmental FriendlinessFulfillment of Social Responsibility

Corporate Focus

We shall leverage on Technology and Working Capital Management to produce products for

Total Customer Satisfaction.

BUSINESS AT GLANCE

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Name of the company Line of Business

Shalimar Industries Ltd Pins / Pointed Wire Products, Shuttles and Staves.

Shalimar Wires Industries Ltd Non

Ferrous Wires Division

EDM and other Non-Ferrous Wires like Copper

Alloy Wires, Phosphor Bronze Wires, Zippers Flat

Wires, Tooth Brush Anchor Wires, etc.

Shalimar Wires Industries Ltd - Paper

Mill Product Division

Forming Fabric and Paper Machine accessories

Shalimar Wires Industries Ltd - Paper

Machine Wire Industries

Wire Mesh and Paper machine products, Fine

Wires & Filters.

Anil Special Steel Industries Ltd Cold Rolled and Hardened & Tempered Steel

Strips

Sunil Healthcare Ltd Empty Hard Gelatin Capsules

Satya Sons Services Ltd Corporate Services

VISION:-

Shareholders, Employees, Banks, Suppliers and customers should feel happy & proud in

dealing with Shalimar Group.

MISION:-

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http://www.shalimargroup.biz/sil/index.htmlhttp://www.shalimargroup.biz/pmpd/products_nonferrouswires.htmlhttp://www.shalimargroup.biz/pmpd/products_nonferrouswires.htmlhttp://www.shalimargroup.biz/pmpd/index.htmlhttp://www.shalimargroup.biz/pmpd/index.htmlhttp://www.shalimargroup.biz/pmwi/index.htmlhttp://www.shalimargroup.biz/pmwi/index.htmlhttp://www.shalimargroup.biz/anil/index.htmlhttp://www.shalimargroup.biz/sunilhealthcare/index.htmlhttp://www.shalimargroup.biz/satya/index.htmlhttp://www.shalimargroup.biz/sil/index.htmlhttp://www.shalimargroup.biz/pmpd/products_nonferrouswires.htmlhttp://www.shalimargroup.biz/pmpd/products_nonferrouswires.htmlhttp://www.shalimargroup.biz/pmpd/index.htmlhttp://www.shalimargroup.biz/pmpd/index.htmlhttp://www.shalimargroup.biz/pmwi/index.htmlhttp://www.shalimargroup.biz/pmwi/index.htmlhttp://www.shalimargroup.biz/anil/index.htmlhttp://www.shalimargroup.biz/sunilhealthcare/index.htmlhttp://www.shalimargroup.biz/satya/index.html


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To add value to all stake holders through employee empowerment & total commitment and to

be the company of first choice in our products by continuously caring for our customers

through.

Zero defect in quality.

Zero defect in delivery.

Continuous value enhancement through technology up- gradation.

CULTURE:-

Sense of Belongingness, Team Work, Total Commitment, Respect of Others, Honesty &

Integrity, Positive Attitude, Initiative, Self Discipline, Cost Consciousness, Social

Responsibility and Faith of God.

ENVIRONMENT:-

We people to maintain & improve the environment through our environment system as per

ISO 14001 certification in accordance with the national & local environment legislation.

We would like to build a Vibrant High Performing Organization where individual dignity,

excellence & technology are the driving force for all of us

SWOT ANALYSIS OF THE COMPANY

STRENGHTS

SUNLOC has a very efficient and professional management team.

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SUNLOC being a national company has sufficient resources and capital to invest.

SUNLOC has ISO/TS: 16949:2002 & ISO 14001certificates.

The investment procedure of SUNLOC to invest its surplus funds is satisfactory.

WEAKNESS

SUNLOC is facing difficulties to retain best employees.

OPPOURTUNITIES

The company will continue to levered its brand value to capitalize on existing

opportunities available through trade channels, including stockiest, hospitals & other

institutions.

The company has chalked out key marketing strategies to tap the potential offered by

the Indian Economy and the booming health care services industry.

The company continues its focus on existing and new off patent generic products in

the developed market.

THREATS

The increasing attrition rate is one of the threats faced by SUNLOC.

In some sections of Company involves high technology and high risks.

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RECRUITMENT AND SELECTION

INTRODUCTION TO THE TOPIC

The most significant assets of any organization are its Human Resources i.e. Manpower.

The caliber of people working there in the organization is the factors on which its success or

failures largely depend. Without positive and creative contributing from manpower no

organization can prosper. All organizations need to search manpower, recruit right people

with requisite skills, qualifications and experience in order to achieve the goals or objective

and to smoothly run the activities of organization but while doing so present as well as future

requirements of organization must be kept in mind.

MEANING OF RECRUITMENT

Recruitment is the process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and it ends when their proper applications are

submitted. The result is a pool of applicants from which new employees are selected. Then

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process extends to screening of applications. In simple terms recruitment is understood as the

process of searching for manpower and obtaining applicants for jobs from among who right

Manpower can be selected.

In the words of Yoder, Recruitment is a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment needs are three of three types- planned, anticipated and unexpected. Planned

needs are arise from changes in organization and retirement policy. Resignations,

deaths, accidents and illness give rise to unexpected needs. Anticipated needs refer to

those movements in human resource which an organization can predict by studying

trends in the internal and external environments.

FEATURES OF RECRUITMENT:-

1. Recruitment is a process or a series of activities rather than a single act or event.

2. It is a linking activity as it brings together those with jobs (employer) and those

seeking jobs (prospective employees).

3. Recruitment is a positive function as it seeks to develop a pool of eligible persons from

which most suitable ones can be selected.

4. The basic purpose of recruitment is to locate sources of people required to meet job

requirements and attracting such people to offer them self for employment in the

organization.

5. It is a two way process. It takes a recruiter and a recruitee. Just as the recruiter has a

choice whom to recruit or not, similarly the prospective employee can choose for

which organization to apply for a job.

MEANING OF SELECTION

Selection is the process of choosing the most suitable persons out of all the applicants. In this

process, relevant information about applicants is collected through a series of steps so as to

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evaluate their suitability for the job to be filled. Selection is a process of matching the

qualifications of applicants with the job requirements. It is a process of weeding out

unsuitable candidates and finally identifies the most suitable candidate. Selection divides all

the applicants into two categories- (a) suitable, and (b) unsuitable.

The purpose of selection is to pick up the right person for every job. Selection is an important

function as no organization can achieve its goals without selecting the right people. Faulty

selection leads to wastage of time and money and spoils the environment of an organization.

Scientific selection and placement of personnel can go a long way in building up stable work

force. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in

increasing the efficiency and productivity of the enterprise.

RECRUITMENT AND SELECTION PRACTICES

1. INTRODUCTION :

SUNIL HEALTH CARE LIMITED believes in translating its business strategy into a

manpower plan and develops a recruitment program accordingly, which will enable it to

attract and select people with the appropriate combination of experience, skills and

knowledge.

1.1 OBJECTIVES

The Main Objectives of the Recruitment Policy at Sunil Health Care are outlined as follows:

Build the SUNIL HEALTH CARE brand in the Market

Ensure availability of the right talent at the right time

Evaluate through a scientific process that ensures the right fit between the organization

and the candidate.

1.2 SCOPE OF THE POLICY

The Policy is applicable to all the employees of SUNIL HEALTH CARE across all grades,

locations and departments.

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1.3 ESSENTIAL FRAMEWORK

SUNIL HEALTH CARE will work towards designing and institutionalizing the following

essential frameworks/process to ensure the effective deployment of this policy:

1.Productivity and Staffing norms: The company will undertake a process of setting

these norms through internal benchmarking across different locations

2. Competency Framework: The Company will invest in defining a competency

framework which will consist of the following: Managerial and Technical competencies for

all functions Proficiency scale and competency benchmarks for each unique position, which

would define the expected level of proficiency for each competency.

This framework will guide the interview and selection process and ensure the right that only

those candidates who fit with the organizational requirements are hired.

3. Job Evaluations: A job evaluation/classification exercise will be conducted to

understand the value of each job so that each job is attached a value or a corresponding grade.

A mismatch between the grades and the appropriate grade for the position will be eliminated

over a period of time.

1. Interviewer Training: A process to certify internal interviewers in selection skills

will facilitate in standardization of the process, thereby ensuring the quality of

recruitment.

2. Internal Database: An automated database consisting of potential candidates (walk-

ins, unsolicited applications, advertisement responses) will scientifically strengthen therecruitment function with the Company.

3. Grade Structure: Grades are a way of grouping jobs of similar value. The company

should eventually move to a job value system where each job has a unique value. The

main objective is to rationalize and simplify the existing grade structure so as improve

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efficiency in HR processes and to flatten the organizational structure, thereby improving

performance effectiveness.

2. MANPOWER PLANNINGManpower planning is a key input to the recruitment process. The objective of manpower

planning is to determine the human resource needs of the organization and secure qualified

people to meet those requirements both through internal and external recruitment. Manpower

productivity and staffing norms will form the basis of manpower planning process, since these

will help set standards while forecasting manpower requirements.

The following schematic outlines the various stages and timeliness for the Manpower

Planning process of the Company:

Mm

1 Manpower Forecasting

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Manpower forecasting

Initiated by individualdepartments.Departments fill out the

forecasting form as perprojected estimates forthe year and send it toHR.

Manpower Gaps

HR calculates the

gap between thecurrent and

Projectednumbers.

Manpower Budget

HR preparesmanpower plans for

the year capturesdata about the

required number ofpersonnel in the termsof grades, skills, roles

and locations

Approval by theManagement

Requisitions

Department Headssend out Manpowerrequisitions as per thestandard recruitmenttime.


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2.

2.2 Manpower Inventory: HR will prepare the current manpower status of each

department, including an analysis of the current manpower at each location, grade and skill

summary.

2.3 Identifying Manpower Gaps:The existing number of employees and their skill

levels will be compared with the forecasted requirements to identify qualitative and

quantitative gaps.

Options for redeployment through retaining, transfers, promotions will be considered. Where

these options do not exist, options for recruiting from external sources will be taken into

account.

2.4 MANPOWER PLANS

On the basis of the identified gaps, HR will prepare an overall manpower plan which provides

adequate lead time for transfers, retaining, promotions and external hiring. The plan will also

contain details on:

Department wise numbers for transfers, retaining and promotions. Department wise

numbers for external recruitment.

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Manpower Inventory

HR prepares amanpower inventory,

taking into account theexisting manpower interms of grades, roles

and locations.

Annual Resourcing

Plan

HR plans themethods/strategies for fulfilling the

planned gaps.

Recruitments

Recruitment

against the specificrequirements


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The final manpower plan will be prepared. Once completed, it will be put up for approval by

all department heads and the Managing Director.

NEED FOR MANPOWER PLANNING:-

(1) To carry on its work, each organization needs personnel with the necessary

qualifications, skills, knowledge, work experience and aptitude for work. These are

provided through effective manpower planning.

(2) Since a large number of persons have to be replaced who have grown old, or who retire,

die or become incapacitated because of physical or mental ailments, there is a constant

need for replacing such personnel. Otherwise, the work would suffer.

(3) Human resource planning is essential because of frequent labour turnover which is

unavoidable and even beneficial because it arises from factors which are socially and

economically sound such as voluntary quits, discharges, marriage, promotions, or factors

such as seasonal and cyclical fluctuations in business which cause constant ebb and flow

in the workforce in many organizations.

(4) In order to meet the needs of expansion programmes human resource planning is

unavoidable (it becomes necessary due to increase in the demand for goods of the same

goods and services with growing population, a rising standard or living --- large

quantities of the same goods and services are required.

(5) The nature of the present workforce in relation to its changing needs also necessitates the

recruitment of new labour. To meet the challenge of a new and changing technology and

new techniques of production, existing employees need to be trained or new blood

injected in an organization.

(6) Manpower planning is also needed in order to identity areas of surplus personnel or areas

in which there is a shortage or personnel. If there is a surplus, it can be redeployed; and if

there is shortage, it may be made good.

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(A) MANPOWER PLANNING:

Manpower planning fulfills individual, organizational and national goals. The main

purpose is one of matching or fitting employees abilities to enterprise requirements, with

an emphasis on future instead of present arrangements. The objectives may be laid down

for a short-term (i.e., for one year). For example, the short-term objective may be to hire

25 persons from Scheduled tribes or Backward Class for purposes of purposes of training.

The long-term objective may be to start a new industry, to expand the market, to produce a

new product, to develop its own sales force rather than depend on distributors, or to have

minority group members eventually in position of middle and upper management cadres.

(B) FORECASTING THE MANPOWER REQUIREMENTS:

The management must estimate the structure of the organization at a given point in time.

For this estimate, the number and type of employees needed have to be determined; many

environment factors affect this determination. They include business forecasts, expansion

and growth, design and structural changes, management philosophy, government policy,

product and human skills mix, and competition.

After estimating what the future organization structure should be, the next step is to draw

up the requirements of human resources, both for the existing departments and for new

vacancies.

In determining the requirements of human resources, the expected losses which are likely

to occur through labour turnover --- quits, retirement, death, transfers, promotions,

demotions, dismissals, disability, resignations, lay-offs, and other separations --- should be

taken into account.

It may be noted that for purposes of manpower planning, the main dimensions to be taken into

consideration are:

(i) The total number of personnel available, this could be obtained from the payrolls and

other personnel records, such as the applications for employment.

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(ii) The job-family, i.e., a detailed job-description for each position such as stenographers

who may belong to various departments, e.g., finance, marketing, personnel, public

relations, general administration, etc.

(iii) Age distribution of the employees, available in the present departments, in the age-

groups 20-29 years; 30-45 years; 46 years and above.

(iv) Qualification and experience desired, such as a person with 5 years or 10 years

experience in a particular branch/job; and wither under-graduate, post-graduate,

diploma holders, etc.; or with specialized knowledge in the field of marketing, finance,

computer programming or engineering work.

(v) The salary range, etc.

(C) AUDITING HUMAN RESOURCES:

Once the future human resource needs are estimated, the next step is to determine the present

supply of manpower resources. This is done through what is called Skills Inventory. A

skills inventory contains data about each employees skills, abilities, work preference and

other items of information which indicate his overall values to the company.

Some organizations do not compile a Skills Inventory but prepare Organization Charts to

determine how many people, at what level, in what position and what kind of persons age,

the number of years he has been in a particular position, and his fitness for promotion.

Once the present manpower resources are determined, the personnel department can estimate

what changes will occur in the present labour force in the next few years, say, 5 years.

(D) JOB ANALYSIS:

After having decided how many persons would be needed, it is necessary to prepare a job

analysis, which records details of training, skills, qualifications, includes the preparation of

job description and job specifications. This has been discussed in the later section of this

chapter.

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(E) DEVELOPING A HUMAN RESOURSE PLAN:

This step refers to the development and implementation of the human resource plan, which

consists in finding out the sources therefore, is to decide on the policy --- should the personnel

be hired from within the promotional channels or should it be obtained from an outside

source. The best policy which is followed by most organization is to fill up higher vacancies

by promotion and lower level position by recruitment from the labour market.

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RECRUITMENT AND SELECTION PROCEDURE OF

SUNIL HEALTH CARE LIMITED

SUNIL HEALTH CARE is equal opportunity employer and does not distinguish between

potential candidates based on age, gender, disability, nationality, ethnic origin, sexual

orientation, religion, race, color and family status.

Even after the manpower plan is approved, all vacancies will be filled only after the formal

requests have been to fill these vacancies. All requests for a new position must be sent to HR

in a Manpower Requisition Form after approval from the HOD. Human

Resource will then manage the process of recruitment and selection with inputs from the line

function

RECRUITMENT AND SELECTION PROCESS:-The following schematic

outlines the process flow for recruitment and selection process at SUNIL HEALTH CARE:-

(1) Receive Approved Requirement from Head of Departments:- Basically the

requirement of employees is triggered by the HODs of the different departments in the

organization. They made the full report of needed employees number and that much of there

qualification and they also mentioned how many are fresher from them and how many are

experienced they are needed. They send the requirement to the Human Resource Department

and it was the responsibility of HRD to engage employees for the organization.

(2) Study Requirement & Try to Fill Up Through Internal Resources :-First

of all, the HRD have studied the requirement of employees very carefully then they have tried

to fill up within organizational resources. Because the Company believes in offering

opportunities for growth and career progression to its employees; thus each time a

requirement arises, internal recruitment will be a preferred mode. For every vacancy arises

below. Level, an option of filling the post initially will be considered. HR will place an

advertisement on the intranet. The advertisement will contain the following details:

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a. Job Profile

b. Educational qualifications, Skills, Experience

c. Last date of receiving Applications

d. Contact person in HR

Meantime the HR Department sends the report to Chief Operating Officer for approval.

(3)Approval from C.O.O.:- As per the rule and policy of the company approval of COO

is required on the recruitment of the manpower already planned or the new requirement arises

and for approval the combined manpower request will be submitted with the required Job

Specification, Job description and job evaluation etc. and on approval the further course of

action will take place like advertisement of the post, contacting of manpower placement

consultants, employment exchange, personal references and professional bodies and

institutions and colleges and on receipt of CVs/Resumes and applications through e-mails,

posts, couriers and by hand :-

All Applications will be screened for the eligibility against pre-determined criteria for the

vacancy. HR will prepare a list of eligible applicants and seek approval from the Chief

Operating Officer.

(4) INTERNAL RECRUITMENT: -

(A) Reallocation of Job & Inform to Requirtee: - If approval is given, HR will send

a notification to the eligible candidates via email. Applicants who are not found eligible will

also be notified via email.

Eligible candidates will undergo a panel interview.

Travel for Interview: As per eligibility in current grade.

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(B) Any On Job Training Required: - After receiving the approval by the Chief

Operating Officer it was the responsibility of the HRD to make the training makes the work

condition easy for the employee to do work. Arrangement of the any on job training which

will be required for the development of the employees and Company.

(C)Provide Training through Internal Resources:-It is HR Department who made

arrangement of the training of on job employees by providing training through internal

resources.

(D) Is Training Effective: - It is the responsibility of the HRD to judge that the training

which was provided to the employees is effective or not by conversing the candidates who are

receiving training. If there is no need of the any on job training then there will be no need to

arrange the training resources then only the candidate have to assign his job relatedresponsibilities.

(E) Deploy for New/Additional Responsibility: - Wherever the employee is

moving to a higher level post, he has to assigned new or additional responsibilities. Before the

employee takes over his/her new position, there will be a handover period of one month.

However this maybe reduced at the discretion of the current Reporting Manager because his

level increases as his responsibility towards his job and Company increases.

(F) Provide Mandatory Training Suiting To His Job Responsibility: - The

mandatory training which is suitable to post of employees are managed by the HRD of

company. It is the duty of HRD to manage the proper training programme according to job

profile or which suitable to the participants position or post in the company because

(G) Training Process:- Training process adopted by the organization is different for

various departments trainee like the management trainee have to work on the projects

according to there specialization and the diploma and degree have to work with workers on

shop floor so that they can learn things which they were studied in books.

Relocation: If the employee needs to relocate to a different city to take up the new position,

the company will reimburse as per the relocation policy.

(5) EXTERNAL RECRUITMENT

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The need of the external recruitment is arises when the Chief Operating Officer refused to fill

up the vacant posts by the internal resources then the process of recruiting employees from the

external recruitment adopted by the HR Department. The entry level recruitment is used for

fresh B FARMA, diploma holder, graduates and postgraduates who are taken as casuals, B.

Scs, Executive Trainees and Management Trainees or for individuals joining at entry-level

positions in the Company.

(A) Look For New Person Through Contract/Advertisement/Placement:-

Depending upon the requirements projected in the manpower plan, the company will recruit

Management Trainees, B FARMAs, DFARMAs and B.Sc from direct interview, through

placement cells, through references or contract of the employees working in the company and

by advertisement publish in newspapers. These individuals are joining at entry-level position

in company.

If candidate possess less than one year of work experience, he/she will be treated as a fresh

hire (entry level recruitment).

Trainee Schemes

Management Trainees

(1)Recruitment Process of Management Trainee:-

Management trainees will be sourced from the different modes of recruitment available is

Database Hiring, Internet Hiring, Employee Referrals and Advertisements.

Database Hiring: When any recruitment of management trainee requirement arises, the

internal applicant database will be referred to. Eligible applicants will be selected by their

qualifications, experience and training.

HR will forward a copy of the candidates list to the requesting department along with the

resumes of the five highest ranked candidates. Candidates short listed from this list will be

called for an interview.

Employee Referrals:

HR will intimate the panel members of the interview schedule at least 2 days prior to the start

of the first interview.

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Panel members will be provided in advance with a Candidate Assessment Folder consisting of

the candidates resume, career history and interview observation form.

Reference Checks:

Selected and offered candidates will be required to furnish 2 Industry based references (one

of whom the candidate has worked with for a minimum period of one year). HR will conduct

the reference check and record observations within 15 days of sending the offer letter. If the

reference check is not satisfactory, offer will be revoked with immediate effect.

Referrals from the employees must be encouraged as they not only imply a lower recruitment

cost as compared to advertisements or recruitment firm, but the reliability of candidates is also

higher due to fact that they are coming through a known and trusted source.

HR will advertise the vacancy on the companys intranet. The advertisement will consist of

the Job Profile, Employee Profile, and Last date of application and the name of contact person

in HR.

HR will send an acknowledgement to the referee. This will be done within 2 days of the

application

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THE FOLLOWING SCHEMATIC DESCRIBES THE

REFERRAL PROCESS:

Satisfied

32

Employee

referral mail

CV Received

CV in

Allot reference

Screen for

eligibility

Selection process

Reference checks

Offer Candidate

Yes

No

Inform

employee

Inform

employee

Inform

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Media Advertisement

In case the number of vacancies is large, advertisements may be released based on

recommendation of the HR head and an approval from the Directors. The advertisement will

adhere to the prescribed standards and will contain the following details:

Brief Profile of The Company

Brief on Job Responsibilities Employee profile- Age, experience, educational qualifications

Locations

Email ID/Postal Address for receipt of Resumes

Internet Recruitment Firms

Internet recruitment firms such as naukri.com and jobsahead.com can be used for any

level of recruitment. HR head will be the final contact.

Positioning of trainees selected trainees will be positioned at the following

grades:

Fresh Graduates: Candidates with a Masters in Business Administration/Chartered

Accountants will be placed at the Management Trainee grades and will get confirmed inlevel. After successful completion of the training period.

Experience: Student with relevant work experience of 1 3 years will be given weight age

but will be taken as Management Trainee.

Any candidate with more than three years of work experience will be considered a lateral

recruit and appropriate fitment will be done

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(2)Recruitment of B FARMAs, DFARMAs and B.SCs:-

A. Campus Recruitment:- B FARMAs, DFARMAs and B.Scs are sourced from

campus available in the country and arrive at average campus for the current year the

company will target institutes that are near to the company and ranked above the 50th and

more to the ranking developed.

B. Recruitment days given: The company will give preference to the Institutes who are

willing to give either day 0, 1 or 2

C. Campus Specialization: Relevance of courses offered to the companys business.

D. Campus Relationship: The Company will develop close relationships with targeted

campus by hiring large numbers, conducting events, taking summer trainees, sending senior

managers for lectures etc.

An attempt will be made to include a cross section of Institutes across the country to ensure

diversity in the campus recruitment process.

Additionally, freshly qualified persons from different areas shall be selected as per the

requirement.

Positioning of trainees selected trainees will be positioned at the following

grades:

Fresh B FARMAs, D FARMAs and B.SC :- Students with Engineering degree

will be placed at the B FARMA, students diploma will be placed at the D FARMA and B.SC

will be placed at as trainee and will get confirmed in level. After successful completion of

the training period.

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Experience: Students with relevant work experience of 1 3 years will be given weight

age and B. Farma, D. Farma taken as engineers and B.SC will be taken as product line

manager.

Any candidate with more than three years of work experience will be considered a lateral

recruit and appropriate fitment will be done.

Recruitment Process

The recruitment process for the B. Farma, D. Farma & B.SC will be as follows:-

HR will initiate the campus recruitment process by sending the companys literature to the

campus, one month before the proposed date of recruitment. This will contain brochures ofthe company literature containing information about the company, the job profile and the

remuneration package.

Pre Placement Talks:

HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre

Placement talks (PPT)

The HR head and a senior line Manager will form the Pre Placement Team. The following

information will be carried to the Pre Placement Talks:

a. Brochures or company literature containing information about the company, job

profiles and the remuneration package.

b. Application blanks

c. Number of job openings

Eligibility criteria for candidates will be given to the Placement Officer at the end of the

PPT.

Eligibility

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The following eligibility criteria will be used to short list applicants from various Institutes:

a. B. Farma & B. SC will be recruited from the campus placement.

b. Projects undertaken at the summer trainee/internship level.

c. For B. Farma, D. Farma, B.SC i.e. preferences are given to those candidates who

clear their all exams with good marks.

(6) Receive Bio-Data: - HR will conduct an initial screening based on the details provided

in the CV, and also the pre determined criteria. HR will then create a candidates list using set

priorities when there is more than one qualified applicant interested in the same position.

(7) Short List Candidates: - The Placement Coordinator/Administrative office will short

list candidates on the basis of predetermined eligibility criteria and sends the list of short listed

students to the company at least one week before the date of campus interviews.

HR will then screen the application blanks that are received and short-list them a second time

according to the eligibility criteria. Any deviations will be highlighted and justified. A final

list of candidates selected for interviews will be sent back to the Institute no later than one

week before the selection process. The selection process will be divided into two level of

interview pattern will be adopted by the company.

(8) Issue Interview Letter: - Interview letter will be issue to the short listed bio-data or

candidates and some of the eligible candidates are inform by phone by the HR department of

company.

(9) Fill up Employment Form: - Eligible candidates for interview will be given to fill

up the employment form before the 1st level interview.

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(10) Interview 1st Level by Team: - A preliminary interview with HR will be

conducted prior to the panel interview. The preliminary interview may be conducted via

telephone if it is a case of an outstation candidate.

(11) Short List Candidates for Final Interview: -HR will intimate the candidate

about interview time, date and venue for the final interview after a Preliminary interview; the

candidate will undergo a panel interview as per the panel composition in Appendix II.

Observations will be recorded in the interview observation form.

Suggested Selection Criteria for Students

It is imperative to not only recruit those students who do well academically but also those who

possess a winning attitude but may not have done as well academically. The following

selection criteria can be used as a guide:

a. Academics Focus on students who have consistently done exceptionally well

b. Extra and Co curricular activities Focus on Leadership, Initiative

c. Personality and Attitude Focus on Communication, Presentation and Teamwork

(12) Settle Final Terms & Condition of Employment: - Finally the terms &

conditions of employment will be settled down between the selected candidate and final

interviewer or the final interview panel.

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(13) Issue Offer Letter:- Offer Letters will be sent to the selected candidates within 7

days of the selection process at the Campus or interview held on within company. Candidates

have to indicate his/her acceptance by signing and returning the copy of the letter to HR not

more than15 days after receipt of the letter.

(14) Joining Formalities:- After accepted the offer letter candidates will call for

completing the joining formalities which he/she have to complete before his confirmation of

the department which will allotted by his/her preferences and HODs of respective

department.

(15) Issue Appointment Letter: -After completing the joining formalities HRD haveissues appointment letter to the respective candidates or selected candidates.

.

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CAREER PATH TRAINING AND DEVELOPMENT

TYPES OF TRAINING SCHEME

Trainee Scheme (A)

Training Program:The training period will last for one year. Selected Management Trainees

will be confirmed at. Level

Module 1: Induction: A three day induction period will be held for all trainees by the top

Management on the vision, mission and company policies.

Module 2: Functional Overview: All trainees will spend one week in each function for

a period of. Weeks.

Module 3: Cross Functional Training: Trainees will undertake 2 projects in 2 other

functions than their specialization. Duration of each project will be one month.

Module 4: On the Job Training: Trainees will be given 9 months of on the job training

where they will undertake projects in their department of choice/specialization according to

the responsibilities accorded to their grade.

Performance Evaluation and Placement

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Upon completion of the training period, all trainees will undergo a performance evaluation.

Process

Trainees will be required to present a report of the projects they have undertaken to the

Department Head at the end of the training period.

HR will schedule a performance interview for every management trainee. The panel for

interview will consist of one cross functional head, Department head and HR Manager.

The trainee will be assessed on the projects completed and a number of parameters listed in

the Trainee Evaluation Form.

The Performance Evaluation Panel will then either recommend a confirmation or separation

as per the trainees performance. Upon receiving the evaluation and recommendation, HR will

issue a confirmation letter to the trainee confirming him/her at Level.

The separation process will be initiated for trainees whose performance is not found to be

satisfactory.

Trainee Scheme (B)

Training Program:

The training period will last for one year. Selected B Farma, D Farmawill be

confirmed at. level

Module 1: Induction: A three day induction period will be held for all trainees by the top

Management on the vision, mission and company policies.

Module 2: On the Job Training: trainees will be given 11 months of on the job

training where they will undertake projects in their department of choice/specialization

according to the responsibilities accorded to the grade.

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Performance Evaluation and Placement

Upon completion of the training period, all trainees will undergo a performance

evaluation.

Trainees will be required to present a report of the projects they have undertaken to the

Department Head at the end of the training period.

The trainee will be assessed on the projects completed and a number of parameters

listed in the Trainee Evaluation Form.

The Performance Evaluation Panel will then either recommend a confirmation or

separation as per the trainees performance. Upon receiving the evaluation and

recommendation, HR will issue a confirmation letter to the trainee confirming him/her

at ..Level.

The separation process will be initiated for trainees whose performance is not found to

be satisfactory.

OBJECTIVE, SCOPE AND LIMITATIONS

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OBJECTIVEThe objective of study is to understand and critically analyzes of the various aspects of

recruitment and selection procedure in SUNIL HEALTH CARE LIMITED, ALWAR. This

will help in improving the overall process from recruitment and selection making it more

efficient, cost effective and least time consuming. There are some points which reflects the

objective of the study in SUNLOC:-

1. Study the recruitment process. The Methods used for advertising for vacancies in various

departments.

2. Study in detail the process of induction of new employees in the company, the schedule

followed and the various facilities provided to the new employees on joining.

3. Critically examine and analyze the drawbacks/limitations if any existing in any of the

processes and suggest changes/modifications wherever required.

SCOPE

The key points of my research study are:-

1. To study the facts about the SUNIL HEALTH CARE LIMITED as a group.

2. To understand and analyze various HR factors including recruitment and selection

procedure at SUNIL HEALTH CARE.

3. To suggest any measures / recommendations for the improvement of the recruitment

procedures.

LIMITATIONS

There are some limitations of the recruitment and selection procedure:-

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1. The major limitation of this that a person gets confused with requisition and recruitment.

Basically, these are two different terms the major difference is requisition is the first step in

the recruitment process.

2. The procedural formalities are very strenuous work and the employee sometimes feels

frustrated while completing these procedural formalities.

3. On boarding through is very essential to enforce the organizational culture within the

employee but a new employee feels hesitant to open up and thus feels neglected within the

organization.

RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the research problem i.e. it

signifies how the research is being carried out. Here we study the various steps that are

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adopted in studying the research problem. The methodology gives the researcher a chance

to put forth his views, contentions and justifications for having adopted a certain way of

doing research and ruling out other possibilities. It is with this view that this chapter has

been incorporated in the present work and has been divided into following sections:-

1) Research Design

2) Sample Design

3) Data Collection

4) Data Analysis Procedure

1) Research Design

After formulating the research objectives, the next step is to select the suitable Research

Design. A Research Design is the conceptual structure within which the research is

conducted. It constitutes the blueprint for collection, measurement and analysis of data.

The literature has been scanned primarily from the textbook, website, company journals,

publications and magazines etc. Research Design has been classified into following three

categories:-

Exploratory

Descriptive

Causative

Then a working hypothesis was evolved which consisted of personal investigation of

exploratory nature involving original field interview on a limited scale with a view to secure

greater insight into the practical aspects of the present research study. The available data was

then organized in such a way that leads to right path and selecting pre-determined approach of

data collection by administering questions using random sampling.

2) Sample Design

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Examining the entire sample accurately is rewarded, but practically it is impossible because of

time and money constraints. In such a case Sampling is the only technique. As such a sample

design is a definite plan for obtaining a sample from a given population. Sample Design needs

to be determined before data are collected. Sample Design includes the following:-

(i) Population

The sample used in the study includes the people both from inside and outside the work place.

(ii) Sampling Design

Non-probability sampling method was used for collecting the data for the case study.

(iii) Sampling Method

To avoid the biasness in sampling, Random Sampling method has been used to get the

responses from different segments of people.

(iv) Size of the Sample

The size of the sample is 50. This sample population includes people from different segments

of the society i.e. from different professions

Research Instrument

Structured questionnaire has been used as research instrument to obtain information. The

responses from the concerned respondents were collected personally during normal

working hours. Necessary information was also sought by personal interview from the

employees of the Branch.

3) Data Collection

The data collection is the gathering of needed information for making fruitful decisions that

helps in successful completion of the project. Data collection is either structured or

unstructured depending upon the study, Questionnaire method was found to be most effective.

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The questionnaire was structured and non-disguised. There was also face-to-face conversation

between the researcher and the respondents; the respondents were also provided feedback and

clarifications behind the questions. This was deemed necessary in order to enable the

respondents understand the questions in the same context, as the researcher wanted.

This calls for collection of both primary and secondary data. In the present project work, both

types of data are collected for achieving the objectives of present research study.

Primary Data

These are those that are collected afresh for the first time, and thus happen to be original in

nature. Such data are administered by the authorities who themselves are responsible for their

collection. Methods used for collecting it are Observation and Questionnaire.

(i) Questionnaire: -

It is a formalized schedule to obtain and record specified and relevant information with

tolerable accuracy and completeness. As such it directs the questioning process and promotes

clear and proper recording. The questionnaire method has been used for the present study as

shown in the annexure. Once the questions have been addressed the next step concerns the

type of responses/questions. Questions can be classified into two groups: -

a) Open-ended Questions- here lists of acceptable responses are not provided to the

respondent and they may answer in his/her own words.

b) Close- ended Questions- here list of acceptable responses is provided to the respondent.

Dichotomous subtype questions are used for the present study. This allows only two possible

answers. These questions are generally easy to ask and answer.(ii)Survey: -

Discussions with branch head of the bank

The Structured questionnaire was administered to the selected sample size of 50.

Secondary Data

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These are those which have already been collected by someone else and which have been

passed through the statistical process. The sources of secondary data used for the present

study include Internet, company journals and magazines.

The secondary data has been scrutinized before compilation to access its suitability, reliability,

adequacy and accuracy.

4) Data Analysis

To make the study meaningful the data collected needs to be edited, encoded and tabulated.

This is necessary to arrive at a concrete conclusion. The raw data has no use in research until

an appropriate analytical tool is used. This is essential for the study for ensuring that we have

all relevant data for making contemplated comparisons and analysis. The various data

obtained through the methods specified in the preceding sections have been carefully sections

have been carefully edited and classified for further use in presenting the data in an easily

understandable manner. Among the tools available for better analysis data tools such as pie

charts, bar graphs were used.

DATA COLLECTION AND ANALYSIS

METHOD OF DATA COLLECTION

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For the purpose of collection of data the interview of various team members and the managers

have been taken. Due to time constraint it is not possible to take interview of each and every

person so sample size of 100 team members have been taken in which all the 4 departments of

the company has been covered i.e.

Transmission control plant unit

Engine block plant unit

Tool room plant unit

Conditioning plant unit

Interviews are meetings between an information gatherer and information giver. Interview can

be conducted face to face, via telephone or in a group. The key to success in using this method

is identifying the right people to interview, knowing what information is needed anddesigning a good interview.

TYPES OF INTERVIEW

There are basically two types of interviews:

Open interview

Structured interview

Open interview is exploratory. It is used when only small interviewees are needed. In the open

interview all data is qualitative. Structured interview are based on questions that require

yes/no, categorical and other specific answers.

Whether interviews are open or structured, the interviewer should use

an interview guide that ensures that the right questions are asked and allows data to be

interpreted easily. A guide also serves as a means of ensuring data that can be compared

among respondents. Conducting interviews takes skill and practice; however the steps and

sequence of interview research involving similar procedures used in observation method.

USING THE INTERVIEW METHOD

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Following are the various steps that should be followed while conducting an interview:

Define the purpose or problem to be studied.

Select the sample to be interviewed.

Design the interview guide by determining the major Points, questions and

sequence of interview topic.

Pretest your interview guide by conducting pilot interview, with similar

individuals to determine validity, accuracy, reliability &Shortcomings ofinterview.

From pilot data, develop and refine a coding or tabulating method, which will

allow you to arrange and categorize persons.

Collect data by conducting interviews as scheduled.

Analyze and interpret the result of your interview.

There are some recruitments and selection related data collected are:-

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1. The best way to recruitment and selection of employee in organization?

2. What are the internal sources used in recruitment and selection?

3. What are the External sources used while recruitment and selection of employees?

22

14

46

18

010

20

30

40

50

percentage

1

Type

Internal sources

Upgrading

Transfers

Promotions

If any plz specify

50

1 2

5 1

1 61 1 1 0

0

1 0

2 0

3 0

4 0

5 0

6 0

percenta

1

typ

T h e b e s t w a y t o r e c

Online recruitm en

Interview

M a n p o w e r

C o n t ra ct o r

C a m p u s re cru i tm


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External sourcesPress

advertisement

Educationalinstitution

Executive

searchagencies/

Placement

agencies

Employment

exchange

4. If you use any other source except internal or external while recruitment and selection

of employees in company please specify?

External sources

Yes

NO

5. What kind of role recruitment and selection play for the organization?

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kind of role it play for th

organization

3%

39%

14%

26%

18%

To find an employee

The best qualified persfor each job

To retain the most

promising of those hired

To offer promising

opportunities for lifetime

working careers

To provide facilities

6. How can the recruitment and selection process be modified by your company so that it is

successful in attracting high caliber personnel?

the changes that a company requires to attrac

high caliber human resource

48

27 25

0102030405060

Changes in the

techniques of

recruitment

Changes in the

source of recruitment

Changes in the

consideration

type

percentage

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7. Techniques of recruitment and selection which your company follows?

The Techniques of recruitment that company f

67%3%

12%

18%

Direct method

Indirect method

Third party

Internal recruitme

8. What do you think; Selection is a part of recruitment or different from it?

0

20

40

60

80

100

Percentage

Yes No

Response

Selection is a part of recruitment or different

from it

Series1

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9. Discuss the factor that influences the recruitment and selection process?

The factor that influence the selec

process

25%

6%

22%6%

19%

22%

Experience

Reference(nomina

Qualification

Qualities

Communicatio

Personality

10. The most reliable &valid tests adopted for recruiting and selecting employee in your

organization?

34

15

51

0

10

20

30

40

50

60

Percentage

Aptitude test Personality test Achievement

test

Type

The most reliable &valid tests in the organization

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FINDINGS OF THE STUDY

Through the data analysis we find that Recruitment and selection policy is a very important

part of any organization. Recruitment can be done internally as well as externally. These days

organization doing online recruitment and selection of manpower through wider prospect of

better manpower available on online. Recruitment is not the final process, selection is also

very important in it. There are so many ways of recruiting.

Basically every organization goes for direct method or sometimes they have their own

strategy. Experience also matter in recruitment. The procedure of recruitment and selection

affects the whole organization. Recruitment and selection policy is different to organization to

organization.Recruitment and selection is a continuous process and based on so many factors. If the policy

is not good the organization can not move ahead. Equal opportunity employment refers to the

approach of the employers to ensure the practice of being fair and impartial in the

employment process. The term "Equal Opportunity Employment" was first given by President

Lyndon B. Johnson when he signed Executive Order 11246 which was created to prohibit

federal contractors from discriminating against employees on the basis of race, sex, creed,

religion, color, or national origin. The scope of the order also covered the discrimination on

the basis of the minority status.

Discrimination in employment

Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of some

certain criteria:-

disability

race

age

sex

sexuality

pregnancy

Marital status

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In employment, no person should be treated less favorably than any other on the basis of the

specified issues above. Many countries (like SA) have already implemented Equal

Opportunity Act, making it against the law to treat anybody unfairly.

Diversity in workforce

With the globalization and the increasing size of the organizations, the diversity in the

workforce is increasing i.e. people from diverse backgrounds, educational background, age

groups, race, gender, abilities etc come together to work for one organization and common

objectives. Therefore, it is the responsibility of the employer to create an equality-based anddiscrimination-free working environment and practices.

Equal opportunity means treating people equally and fairly irrespective of their race, religion,

sex, age, disability etc. Giving women an equal treatment and access to opportunities at the

workplace. Any employee should be ill-treated or harassed by the employer or other

employees.

Equal Employment Opportunity principles help to realize and respect the actual worth of the

individual on the basis of his knowledge, skills, abilities and merit. And the policy should

cover all the employees of an organisation whether permanent or temporary, contractual etc.

Equal employment opportunity is necessary to ensure:

To give fair access to the people of all development opportunities

To create a fair organisation, industry and society.

To encourage and give disadvantaged or disabled people a fair chance to grow with the

society

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SUGGESTIONS AND CONCLUSION

As a result of my study of HR practices at SUNIL HEALTH CARE, I must

conclude that HR practices and procedures at SUNIL HEALTH CARE are very sound

and effective; however the consideration of the following points will definitely help

the management.

To carry on its work, each organization needs personnel with the necessary

qualifications, skills, knowledge, work experience and aptitude for work. These are

provided through effective manpower planning.

Since a large number of persons have to be replaced who have grown old, or who

retire, die or become incapacitated because of physical or mental ailments, there is a

constant need for replacing such personnel. Otherwise, the work would suffer.

Human resource planning is essential because of frequent labour turnover which is

unavoidable and even beneficial because it arises from factors which are socially and

economically sound such as voluntary quits, discharges, marriage, promotions, or

factors such as seasonal and cyclical fluctuations in business which cause constant ebb

and flow in the workforce in many organizations.

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SELECTED BIBLIOGRAPHY

Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.

Business Research Methodology by C.R.Kothari

CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p) Ltd,

Delhi, 2000.

Practice of Human Resource by Danny Shield.

Manuals from the organization.

www.kdsgroup.com.

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ANNEXURES

RECRUITMENT QUESTIONNAIRE

DEPT: ____________ DESIGNATION: ____________

No of years of service: _______________

1. When did you undergo the recruitment and selection program?

____________________________________________________

2. Did the recruitment and selection program contribute to your settling in the

organization?

3. List three things you liked about the recruitment and selection program at SUNLOC?

a) __________________________________________

b) __________________________________________

c) __________________________________________

4. Three things you disliked about the recruitment and selection program at SUNLOC?

a. __________________________________________

__________________________________________

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__________________________________________

5. What facilities were provided to you on joining the organization?

a) __________________________________________

b) __________________________________________

c) __________________________________________

6. What changes would you suggest in the facilities provided to the new employees?

__________________________________________

__________________________________________

__________________________________________

7. Benchmarking your previous organizations what are the variations you would suggest

improving the recruitment program in SUNLOC.

8. Did the recruitment and selection process teach you anything worthwhile?

____________________________________________________

9. Was the recruitment and selection practice adopted at SUNLOC is success or a failure?

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10. What changes / modifications would you suggest for the recruitment and selection

practice to make it more effective and efficient?

a. __________________________________________

b. __________________________________________

c. __________________________________________

11. What is your first impression about SUNLOC?

___________________________________________________________________________

_______________________________________________________

12. What do you think about the recruitment process at SUNLOC? Would you like to

suggest any changes to the recruitment process at SUNLOC?

___________________________________________________________________________

_______________________________________________________

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----------------------------------------------THANK YOU---------------------------------------------

Documents

Final Projct Mba (1)