h.r Project Report

(1)

PROJECT

“ RECRUITMENT &

“ RECRUITMENT & SELECTION”

SELECTION”

Project Report Submitted to University of Pune

In Partial Fulfillment of Requirement for the Award

In Partial Fulfillment of Requirement for the Award of

of

Degree of

MASTER OF PERSONNEL MANAGEMENT

By

”PRCHI SETH”

Under the guidance of

“MRS. A. ABHILASHA”

SINHGAD INSTITUTE OF

SINHGAD INSTITUTE OF MANAGEMENT

MANAGEMENT

“2010”

(2)

SUMMER TRANING PROJECT REPORT ON

A STUDY ON RECRUITMENT & SELECTION

PROCESS OF IPCA LABORATORIES LTD.

'The Indian Pharmaceutical Combine Association Limited.

UNDER THE SUPERVISION OF:

P.K SHARMA

H.R HEAD

MRS.A.ABHILASHA

SINH

SINHGAD

GAD INST

INSTITUT

ITUTE

E OF

OF MANA

MANAGEME

GEMENT

NT

VADGAON ,PUNE 41

(3)

DECLARATION

I, the undersigned, hereby declare that the Project Report entitled “

I, the undersigned, hereby declare that the Project Report entitled “ RECRUITMENT & RECRUITMENT & SELECTION”

SELECTION” written and submitted by me to the University of Pune, in partial fulfillmentwritten and submitted by me to the University of Pune, in partial fulfillment of the requirement for the award of degree of Master of Business Administration under the of the requirement for the award of degree of Master of Business Administration under the guidance of MRS. A .

guidance of MRS. A . ABHILASHA ABHILASHA is my srcinal work and the conclusions drawn thereinis my srcinal work and the conclusions drawn therein are based on the material collected by myself.

are based on the material collected by myself.

Place:

Place: Date Date ::

Signature of Student : PRACHI SETH Signature of Student : PRACHI SETH

(4)

CERTIFICATE

This is to certify that the Project Report entitled “

This is to certify that the Project Report entitled “ RECRUITMENT &SELECTION” RECRUITMENT &SELECTION” which is being submitted herewith for the award of the degree of Master of Business which is being submitted herewith for the award of the degree of Master of Business Administration of University of Pune, Pune is the result of the srcinal research work Administration of University of Pune, Pune is the result of the srcinal research work completed by

completed by PRACHI SETH PRACHI SETH under my supervision and guidance.under my supervision and guidance. To the best of my

To the best of my knowledge and belief the work embodied in this knowledge and belief the work embodied in this Project Report hasProject Report has not formed earlier the basis

not formed earlier the basis for the award of any degree or for the award of any degree or similar title of this or any othersimilar title of this or any other University or examining body.

University or examining body.

Place: Place: Date:

(5)

ACKNOWLEDGEMENT

“Inspiration and Motivation always plays a key role in the success of any project.” “Inspiration and Motivation always plays a key role in the success of any project.”

If words are considered to be signs of gratitude then let these words Convey the very same my sincere gratitude to IPCA LMTDIPCA LMTD .for Providing me with an opportunity to work with

pharmaceutical organization and giving necessary directions on doing this project to the best of my abilities. I am highly indebted to Mr. P.K SHARMAMr. P.K SHARMA, and company project guide, who has provided me with the necessary information and also for the support extended out to me in the

completion of this report and his valuable suggestion and comments on bringing out this report in the best way possible. I also thank Prof. A.ABHILASHA ,SINHGAD INSTITUTE OFProf. A.ABHILASHA ,SINHGAD INSTITUTE OF MANAGEMANT

MANAGEMANT VADGAON VADGAON PUNEPUNE , who has sincerely supported me with the valuable insights into the completion of this project.

(6)

Tab

Table

le of

of Con

Conten

tents

ts

PAGE

PAGE NO.

NO.

•

Introduction

8

•

Company Profile

12

•

Research design & methodology

27

•

Conceptual background

39

•

Data Analysis & Interpretation

43

•

Findings ,suggestion & Conclusion

62

•

Bibliography

65

(7)

CHAPTER -1

IN

INT

T RO

RODU

DUCT

CTIO

ION

N

INTRODUCTION

(8)

The present project study is on “A Study on Role of Recruitment and Selection in IPCAPharma“A Study on Role of Recruitment and Selection in IPCAPharma limited

limited ”. This study highlights the concept of Recruitment and Selection.

The significance of this study also identifies the prevailing measures adopted by IPCA LMTD to retain an Employee.

This study also helps the company to analyze its strength and weakness and to take proper corrective measures.

IPCA pharma Ltd. 'The 'The IndiIndian an PharPharmacmaceutieutical cal ComCombine bine AssoAssociatciation ion LimLimiteited.'d.' Was incorporated in October 1949.

IPCA pharma, currently dedicated to manufacture bulk drugs, organic intermediates and formulations.

Executive Summary

(9)

Chairman

Chairman Mr. R. S. HugarMr. R. S. Hugar

Managing Director Managing Director Mr. Premchand Godha Mr. Premchand Godha Executive Directors

Executive Directors Mr. A. K. JainMr. A. K. Jain Mr. Pranay Godha Mr. Pranay Godha

Directors

Directors Mr. M. R. ChandurkarMr. M. R. Chandurkar Mr. Babulal Jain Mr. Babulal Jain Dr. V. V. Subba Rao Dr. V. V. Subba Rao Mr. A. T. Kusre Mr. A. T. Kusre

OBJECTIVE

Objective:

(10)

• To implement theoretical concepts into Corporate by doing HR practices in organization. • To know about recruitment and selection process in Pharmaceutical organizations. • To know whether the recruitment process is appropriate to select the suitable candidate.

.

Scope:

To study about recruitment and selection process and problems during such process.

Purpose:

To learn as much as I can from organization exposure so that can contribute to the company’s strategy formation.

(11)

CHAPTER-2

COMPANY PROFILE

COMPANY PROFILE:

profile:

One of the first modern pharma factory of yesteryears was commissioned byIpcaIpcaat Mumbai in 1969.

The company was srcinally promoted by a group of medical professionals and businessmen and was incorporated as'The Indian Pharmaceutical Combine Association Limited.'in October 1949.

(12)

The present management took over in November 1975 when the total turnover of the company was justRs. 0.54 crores.Rs. 0.54 crores.

Currently, this premise where Ipca started its operations, houses the Registered Office of the company. Key departments like International Marketing, R&D (Formulations) and Analytical Development Lab are located here.

Ipca

Ipcais a fully integrated, rapidly growing Indian pharmaceutical company with a strong thrust on exports.Ipca'sIpca'sAPIs and Formulations produced at world class manufacturing facilities are approved by

leading drug regulatory authorities including the US-Food and Drug Administration (FDA), UK-Medicines and Healthcare products Regulatory Agency (MHRA), South Africa-Medicines Control Council

(MCC), Brazil-Brazilian National Health Vigilance Agency (ANVISA) and Australia-Therapeutic Goods Administration (TGA). With operations in over 100 countries,exportsexports account for over 52%

account for over 52%of the company's income.

Forbes, a leading US business magazine,

Forbes, a leading US business magazine,selectedIpcaIpcain 2003 among its top 200 successful, rising companies outside USA, with sales under USD 1 Billion.USD 1 Billion.Over 19,000 companies were considered by Forbes, and of the 18 companies from India that figured in this list, only four were from the'Indian Pharmaceutical Sector''Indian Pharmaceutical Sector'.IpcaIpcahappens to be one of them. Subsequently,IpcaIpca

was selected by FORBES in this prestigious list for two consecutive years; 2004 and 2005. 2005-06 with exports accounting for Rs. 401.83 crores. The netnet profit

profit for the year ending 31st _{March, 2006 stood at} _{Rs. 63.98}_{Rs. 63.98} crores.

crores. Formulations constitute 67 percent of the total income for 2005-06. Today, IpcaIpcais one of the biggest biggest manufamanufacturerscturersin the world of APIs Atenolol (Antihypertensive), Chloroquine Phosphate (Antimalarial), Furosemide (Diuretic) and Pyrantel Salts (Anthelmintic) right from the basic stage. IpcaIpcais also one of the largest suppliers of these APIs and their intermediates world over.

Company’s vision:

(13)

To be one of the top 5 players in Indian Healthcare Industry with a strong international presence by delivering the best quality and environment friendly products at affordable prices .

PRODUCTS

Formulation: Being one of the largest pharmaceu tical corporations in India today, IpcaIpca

manufactures over 150 formulations representing various therapeutic segments and dosage. The dosage forms includetabletstablets,capsulescapsules,oral liquidsoral liquids,dry powdersdry powdersfor suspension, and

injectables (liquid & dry) injectables (liquid & dry).

Ipca

Ipcaalso manufactures formulations for many leading companies in the European Union under supply agreements.

Active

(14)

Ipca

Ipcais one of thelargest manufacturer and exporter of APIslargest manufacturer and exporter of APIsbacked by more than 27 years of expertise in pharmaceutical manufacturing.Ipca'sIpca'sAPIs are well accepted all over the world and are currently exported to the regulated as well as to the non-regulated markets in all the major continent

DRUG INTERMIDATE DRUG INTERMIDATE:

2-Bromo-6-Methoxy-Naphthalene (2BMN) 4,7-Dichloroquinoline (4,7 DCQ)

2,4-Dichloro-5-Sulphamide Benzoic Acid (Lasamide) P-Hydroxy Phenylacetamidem (PHPA)

3-Methyl Thiophene-2-Carboxaldehyde(3MeT2A) 4-(2-Methoxyethyl)phenol (MEP)

3,4,5-Trimethoxy Toluene (TMT)

2,3 Dimethoxy-5-Methyl1, 4-Benzoquione (CoQo) 2,3 Dimethoxy-5-Methyl1, 4-Hydroquine (CoQo) 2-Phenyl-2-(Pyridyl) Acetamide

2-Phenyl-2-(2-Piperidyl) Acetic Acid

4-Amino-6-Chloro-1, 3-Benzene Disulfonamide

(Chloraminophenamide)

Ipca laboratories Limited, Dehradun

ORGANOGRAM

ORGANOGRAM OF

OF HR

HR &

& ADMINISTRATION DEPARTMENT

ADMINISTRATION DEPARTMENT

H

(15)

O

Offffiicceerr//SSuuppeerrvviissoorr OOffffiicceerr//SSuuppeerrvviissoorr SSuuppeerrvviissoorr OOffffiicceerr

Mr.Prem S. Bist Mr. Nitin Gupta Mr. Rajesh Shukla _{Mr.N.S. Bist}

Ms. Uma Bharti Tele.Op. Vacant

Lal Sahab Yadav

PA To GM Operator Operator Mr. Manoj Mr.Manoharlal Vacant

COMPANY’S VALUES:

Creativity

Creativity leads to innovation which lays the foundation for success. Innovative and updated technology to produce the best qualityquality products . Utmost carecare for employees, customers and the society we live in. Respect

Respect the employees and their contributions at workplace. Committed to the highest standards of ethics and integrity .integrity . Teamwork

Teamwork is the lifeblood of the organization. Trust

Trust in the relationships with clients.

COMPANY’S PROMINENT AWARDS

(16)

Ipca received Best Patent Award during the year 2007 – 08 January 30, 2009

Financial Results January 22, 2009

Financial Results October 31, 2008

Ipca - Heritage Alliance Introduces Propranolol Tablets in the U.S. Market

October 13, 2008

Q1 Financials Results July 25, 2008 Ipca signs Partnership Agreement with Clinton Foundation July 17, 2008 Ipca - Ranbaxy Alliance receives U.S. FDA Marketing

Approval for Metoclopramide Tablets.

June 17, 2008

Ipca receive U.S. FDA Approval For Propranolol Hydrochloride Tablets

June 4, 2008

Financial Results May 29, 2008

Ipca is now expanding their global footprint. April 6, 2008 MHRA-UK Certifies 3rd plant of Ipca Laboratories Ltd. March 24, 2008 Ipca's Fourth Clinical Trial Gets Published in a Peer Reviewed

Journal

February 5, 2008

Financials Results January 19, 2008

Ipca has received the Second Prize in "National Energy Conservation Award" for 2007

December 14, 2007

Ipca Laboratories launches new pain killer drug December 4, 2007 Ipca has been awarded by Forbes Inc., as one of the ‘Best

Under a Billion Forbes Global’s 200 Best Small Companies, 2007’. In the past, we have been awarded, for three consecutive years’ 2003, 2004, 2005.

November 22, 2007

Financial Results October 29, 2007

Ipca’s anti-malarial product – Artesunate tablets 50 mg pre-qualified by WHO.

September 14, 2007

Acquisition of 100% Shareholding of Formulation Dossier Registration Holding Companies in Australia and New Zealand.

September 13, 2007

CDRI Licenses Novel Anti Malarial Compound to IPCA. August 27, 2007 Ipca - Ranbaxy Alliance Receive U.S. FDA Marketing

Approval For Metformin HCL Tablets.

(17)

Ipca – Ranbaxy Alliance receive U.S. FDA marketing approval for Hydrochlorothiazide Tablets.

July 23, 2007

Financial Results July 20, 2007

Ipca granted U.S.FDA approval for Hydroxychloroquine Sulfate Tablets.

June 19, 2007

Financial Results May 25, 2007

Ipca files to DCGI - India First Investigational New Drug Application (INDA) in collaboration with Central Drug Research Institute (CDRI), Lucknow

February 5, 2007

Q3 - Financial Results January 23, 2007 Ipca - Ranbaxy Alliance receive U.S.FDA Marketing approval for Atenolol Tablets

January 2, 2007

Ipca's Bulk Drug 'Atenolol' Registered in China December 29, 2006 Ipca launches fixed dose ACT combination and stops

manufacturing of single ingredient Oral Artemisinin derivatives.

October 6, 2006

Ipca Laboratories Ltd. enters into strategic alliance with Ranbaxy Pharmaceuticals Inc., for the U.S Market

21 September, 2006

New plant at Dehradun 5 May, 2006

Ipca enters into Joint Venture with Holley Group of China 29 April, 2005 Life Time Achievement Award from CHEMEXCIL 05 January, 2005 Ipca acquires Cardiac brand 'ISORDIL' 10 January, 2005 CDRI licenses novel Anti Malarial compound to Ipca 30 November, 2004 Ipca, 'Best under a Billion' for the second consecutive year 01 November, 2004

Four more APIs for USA 09 August, 2004

Trishul 04 August, 2004

"Best Under a Billion" award by Forbes 02 August, 2003

COMPANY’S BUSINESS DIVISIONS:

(18)

Different departments working in the head office are

1. Marketing and Sales 2. Human Resources

3. Financial Accounting & Revenue Assurance 4. Administration

5. Procurement & Logistics 6. Quality Control 7. Quality Assurance

8. International Business (Exports) 9. Information Technology

MANUFACTURING UNITS

Ipca has cGMP complying manufacturing facilities at the following locations in India.

Athal (Silvassa-Union Territory of Dadra & Nagar Haveli) Athal (Silvassa-Union Territory of Dadra & Nagar Haveli)

Operational since 1995.

Formulations plant manufacturing tablets and capsules. ISO 9001 certified.

Facility approved by UK-Medicines and Healthcare products Regulatory Agency (MHRA), Australia-Therapeutic Goods Administration (TGA), South Africa-Medicines Control

(19)

Council (MCC), Brazil-Brazilian National Health Surveillance Agency (ANVISA), Geneva-World Health Organisation (WHO), Oman-Ministry of Health (MOH), Uganda-National Drug Authority (NDA) and Tanzania-Food & Drugs Authority (FDA).»»

Aurangabad (Maharashtra) Aurangabad (Maharashtra)

Manufacturing plant for Active Pharmaceutical Ingredients and Drug Intermediates.

One of the largest manufacturers of Drug Intermediates;3,4-Trimethoxy Toulene (TMT) and 6-Methoxy-2-Napthaldehyde

(6MNA). »»

Dehradun (Uttaranchal) Dehradun (Uttaranchal)

(20)

Indore (Madhya Pradesh) Indore (Madhya Pradesh)

Acquired from E. Merck in 1994.

Manufacturing plant for Active Pharmaceutical Ingredients and Drug Intermediates.

One of the world's largest manufacturing plant of API-Chloroquine Phosphate.

Facility approved by Geneva-World Health Organization (WHO).»»

Kandla (Gujarat) Kandla (Gujarat)

Facility approved by UK-Medicines and Healthcare products Regulatory Agency (MHRA), Australia-Therapeutic Goods Administration (TGA), South Africa-Medicines Control Council (MCC), Brazil-Brazilian National Health Surveillance Agency (ANVISA), Oman-Ministry of Health(MOH), Uganda-National Drug Authority (NDA) and Tanzania-Food & Drugs Authority (FDA).

Formulations manufacturing plant for betalactam tablets, capsules and dry powders.»»

(21)

Ratlam (Madhya Pradesh) Ratlam (Madhya Pradesh)

Active Pharmaceutical Ingredients PlantActive Pharmaceutical Ingredients Plant

Facility approved by US-Food and Drug Administration (FDA), Australia-Therapeutic Goods Administration (TGA), Geneva-World Health Organization (WHO) and Europe-European Directorate of the Quality of Medicines (EDQM).

Formulations Plant Formulations Plant

Formulations plant manufacturing Tablets, Liquids and Injectables.

Facility approved by Brazil-Brazilian National Health Surveillance Agency (ANVISA), South Africa-Medicines Control

Council (MCC), Geneva-World Health Organisation (WHO), Uganda-National Drug Authority (NDA), Oman-Ministry of Health (MOH) and Tanzania-Food & Drugs Authority (FDA).

(22)

Silvassa (Union Territory of Dadra & Nagar Haveli) Silvassa (Union Territory of Dadra & Nagar Haveli)

Operational since February, 2004.

Formulations plant manufacturing tablets.»»

Pithampur Pithampur

Formulations plant manufacturing Oral Solid dosage forms.»»

COMPANY’S FINANCIAL STRUCTURE:

(23)

Competitors:

Cipla

Cadilla

Mankind

Lupin

Ind-swift

Intas

Zenlab

Glimpse of Technology:

WHO GMP certified company Knowledge Driven Organization. Recognized Export House Certificate awarded by President of India

Fully-equipped Quality Control and Quality Assurance departments to ensure Drug safety Pharmasuite software used to maintain the records.

Swot Analysis of

(24)

Strength

Weakness

Strength

Weakness

Low cost of raw material (API) for production.

Large pool of installed capacities with skilled manpower.

Efficient technologies for large number of Generics.

Large pool of increasing liberalization of government policies.

Very low R&D facilities.

Fragmentation of installed capacities. Low technology level of Capital Goods of this section.

Non-availability of major intermediaries for bulk drugs.

Lack of experience to exploit efficiently the new patent regime.

Low level of strategic planning for future and also for technology forecasting.

Opportunities

Threats

Opportunities

Threats

(25)

Growth in the emerging branded generic market

Growing incomes.

Growing attention for health. New therapy approaches. New delivery systems.

Spreading attitude for soft medication (OTC drugs).

Spreading use of Generic Drugs. Easier international trading.

Stiff Competition both from local as well as global players particularly from generic products.

Increased due diligence and action on default compliance with standards High Cost of discovering new products and fewer discoveries.

Stricter registration procedures.

CHAPTER -3

(26)

RESEARCH DESIGN

&

ME

METH

THOD

ODOL

OLOG

OG Y

Y

RECRUITMENT AND SELECTION PROCESS IN

IPCA LABORATORIES LMTD.

(27)

Recruitment refers to the process of finding possible candidates for a job or function. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job center if they are targeting the unemployed.

Suitability for a job is typically assessed by looking for skills, e.g. Communication skills, Typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals' off hand knowledge of software packages or their typing skills. At a more basic level written tests may be given to assess innumeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a C.V or to complete an application form to provide this evidence.

Selection evaluating the qualifications, Experience, skill, Knowledge of an applicant in relation to the requirement of the job to determine his suitability of the job .

In other words choosing the suitable candidate for a job from among the available applicants is called selection.

The element of selection process includes organizational objectives, Job description, Job specification, Competency meddling, and recruitment policy, Selection.

CONCEPT OF RECRUITMENT

Byers and Rue defines RecruitmentRecruitment as the process of seeking and attracting a pool of people from which qualified candidates can be chosen for job vacancies.

(28)

According to Edwin B.Flippo, RecruitmentRecruitment is the process of searching for prospective employees and stimulating them to apply for jobs in organizations.

Effectively, RecruitmentRecruitment is the process of getting the right kind of people to apply for the vacancies in an organization.

Factors affecting recruitment: Factors affecting recruitment:

There are many factors that affect the RecruitmentRecruitment. Those factors are

• Organizational Factors

• Environmental Factors

Organizational Factors: Organizational Factors:

Several factors influence the success or failure of a recruitment program. The major factor that determines the success of a recruitment program is the reputation of the organization. Reputation depends on its size, area of business, profitability, management etc in addition to its philosophy and value.

Another factor that contributes to the success of a recruitment program is the geographical location of the vacant position. Prospective candidates might not be too eager to work in a remote place unless they belong to that place.

The channels and methods used to advertise the vacancy also determines the success of a recruitment program. The reach of the advertising has to be wide and its effect deep enough to attract the right talent.

The emoluments that the company offers also influence the decision of a candidate and there by the success of the recruitment program.

Environment Factors Environment Factors:

(29)

The situation in the labor market, the demand for man power, the demographics, the knowledge and the skill set available all determine the response to the recruitment program. Culture, social attitude and beliefs also impact the effectiveness of a recruitment program.

Different Sources of Recruitment: Different Sources of Recruitment:

There are different sources of recruitment. Even there are different recruitment sources the recruiter should choose the suitable method which are suitable to the organization considering the factors of organization like Money, Time and reputation of the company.

They are:

 Internal source

 External source

Internal source: Internal source:

Searching the talented person in the organization itself

Many organizations try and identify employees from with in the organization to groom to take on high responsibility. The human resource inventory, an outcome of human resource planning, forms basics for internal search.

When this method is done the HR collects the data of the employee like performance, personal data, qualifications and his behavior from his colleges. This method helps in maintaining good relations with employees and gets good results from them. It also boosts the morale of the employees as they feel

(30)

important and values. It encourages competent and ambitious individuals as their performance is rewarded.

External source: External source:

When the organizations decide to go in for external recruitment it has a much greater choice. They are • Advertisement • Employee referrals • Educational Institutions • Employment Agencies • Self appliers Advertisement: Advertisement:

When the organizations choose to go for advertisement, they want to choose an effective media which will reach effectively which reaches even remote areas. Whatever media may choose by the media the notification should be very clear with full requirements, last date for application and way to respond i.e. through e-mail, phone, or through postal

Employee referrals: Employee referrals:

When recruitment is required it is easy method to get the required qualified employee through employee referrals. This method helps in motivating the employees and can extract quality of work from them, it is a good method to get the employees who to organization requirements.

(31)

Educational Institutions: Educational Institutions:

During the placement season educational institutions, especially the reputed institutions ones turn in to hunting grounds for organizations looking for fresh talents. To get good organizations to their campus the educational institutions approach the organizations and invite them to their campuses. The

organizations short listed the institutions which are providing the kind of resources that they are looking for. It also helps in maintaining good relations with the institutions for a long term. These relations help both the sides for a long relation.

Employment Agencies: Employment Agencies:

In this we can classified again in to three parts like Public or Government Agencies

• Private agencies

• Headhunters

Public or Government Agencies: Public or Government Agencies:

This is also known as Employment exchange. In this unemployers register their names in employment exchanges for their jobs, when vacancies are found they are filed with the registered qualified persons according to their seniority

Private agencies: Private agencies:

It is also just like employment registration but here these agencies give main preferences to talent only not to seniority.

(32)

Agencies from which ipca prefer recruitment are: Agencies from which ipca prefer recruitment are: CONNECT CONSULTANCY

CONNECT CONSULTANCY TOP CLASS GROUP TOP CLASS GROUP

SIV ANAND CONSULTANT SIV ANAND CONSULTANT

H.R SERVICES H.R SERVICES

Headhunting Headhunting:

In this method the organizations approach the private agencies and intimate to them what ever talent, skills and qualifications they are searching for.

INTERVIEW AND SELECTION

INTERVIEW AND

SELECTION--PRILIMENARY PRILIMENARY

INTERVIEW-➢ Depending upon the position the interview committee shall be constituted as under.

OFFICE AND EXECUTIVE POSITION – OFFICE AND EXECUTIVE POSITION –

• At factory level; the unit head or any manager appointed by him for the purpose, the unit

personnel manager (if exist) and the head of the department in which the vacancy exist shall from the committee .

(33)

• At H.O. /export office / other office of the group companies at Mumbai.

• The divisional head or his nominee not less than the level of the manager, the hr manager

or his nominee and the head of the department where vacancies exist shall from the committee.

To avoid delay in the completion of the process of the interviews, efforts shall be made to get the application form (annexure hr -4 ) completed on the date of the interviews itself from the candidate rather than blank application being sent at the residential address of the candidate to have them completed before schedule date of interview ,expect for outstation candidate . in cases where the blank application form are sent to the candidates ,salary details form (annexure hr -5 ) shall also sent with the application forms such as leadership value as per (annexure hr - 6) etc. shall be sent only for the manager position

1- Before start of the interview the predictive index (pi) survey form as per ( annexure hr - 7) shall be administered properly .

2- While evaluating different parameters, output of the leadership value and predictive index survey shall be dully considered.

Interview remarks are to be completed at the preliminary stage of the interview in the prescribed interview assessment form (annexure hr -8)

SECOND INTERVIEW SECOND INTERVIEW

-Depending upon the position, the following authorities will constitute the committee.

• Office / executive position : the divisional head ( the unit head in the case of

factory and hr manager (the personnel head in case of factory or the nominee)

• Position of assistant manager / manager .the divisional head ( the unit head for a

factory ) and the director human resource or his nominees).

• Position of sr. manager: the divisional head (the unit head for a factory and the

(34)

At the stage minimum two candidates will be short listed on merit for the purpose of final interview.

FINAL INTERVIEW – FINAL INTERVIEW –

• Officers, executives, assistant manager & managers are finally selected by the

divisional head (the unit head in case of factory) and hr manager (the personnel head in case of factory).

• Manager at all level are interviewed by the resource , the divisional head

and finally interviewed by the managing director .fixation of the salary and other terms of the service are finalized by the director human resource in consultation with the divisional head or the managing director wherever necessary.

• It would be necessary that final approval about the offer to the selected

candidate above assistance level position is obtained from the managing director by the corporate hr division.

• The selected candidate shall be required to submit:

1- Copies of all documents required 2- Health declaration form.

The selected candidate shall be required to undergo medical checkup and submit a medical report from a doctor or hospital as specified in the medical policy, which once finalized shall be attached herewith.,

OFFER LETTER OFFER LETTER

-1. Offer letter should be in the format of provisional offer as per annexure -3 enclosed .provisional offer letter enclosed .provisional offer letter will indicate only the designation he /she is offered .This offer is issued to determine the medical fitness of candidate for the said position .

(35)

2. The offer letter (annexure – hr -10) should be issued after careful review of the candidate‘s bio data, work history, interviews and on receipt of the satisfactory medical officer or doctor or hospital specified by the management While issuing offer letter ,the following document should be requested;

➢ Copy of resignation letter submitted to present employer

➢ Latest passport size photograph

➢ Birth /school leaving certificate

➢ Educational certificate

➢

Copy of pan card

➢ Appointment letter &relieving letter, or service certificate of all previous jobs.

1- Offer should have salary statement as per the following calculation method ;

➢ Basic salary will be 40% of CTC (to be round off to next RS- 100)

➢ House rent allowance will be 50% of basic salary (to be rounded off to next five rupees)

➢ Educational allowances will be based on grade of candidate as per annexure – 6

➢ Medical allowances (in month component) to be given based on grade of candidate as per annexure-6

➢ Personal allowance will be a head under which all the remaining amount to be adjusted (amount to be rounded off to next five rupees)

➢ 12% of basic salary should be shown under provident fund.

➢ Bonus / ex-gratia amount should be shown based on the basic salary as per following table ;

BASIC SALARY RANGE BONOUS / EX- GRATIA Up to 3500 20% of basic as bonus Rs .3501 & above up to rs. 10000 20% of rs 3500 as bonus Rs.10001 & above 10% of basic as ex- gratia

(36)

4-Conformation (after probation)-Conformation (after

probation)-➢ One month prior to due date , performance review form to be forwarded to concerned department head and collected the same back

➢ Policy to confirm the service after successful completion of 6 months probationary period, after obtaining the assessment report of the functional /

divisional head.

➢ To send the letter of confirmation before the expiry of the last date of the probation.

5-Procedure 5-Procedure –

a) The corporate- hr division shall intimate the functional /divisional head at least one month in advance about the due date of the confirmation of the new entrant except field staff ,which shall be dealt separately .

b) The functional head will send to the corporate –hr the prescribe performance review form form (annexure –hr -17) duly completed under confidential cover , at least 15 days before the last date of the probation .

c) Probation evaluation form of all managers will be sent by corporate-hr to the managing director for his approval for confirmation.

d) However quarterly report shall be sent to the managing director by the corporate –hr division about all confirmations of officer & executives.

e) Confirmation letter (annexure –hr-18) shall be prepared by the corporate hr division in quadruplicate and the same shall be sent to the functional /divisional head at least 2 days before the due date of confirmation .one copy shall be handed over to the employees

concerned and one copy of confirmation letter dually signed by the confirmed employee shall be returned to the – corporate hr.

f) Corporate hr division shall ensure that the reference check form sent to the previous employer and other referees of the prohibition, are received back before issues of the confirmation letter.

(37)

CH

(38)

CONCEPTUAL BACKGROUND

REVIEW OF LITERATURE:

Selection starts where recruitment ends. Or selection follows recruitment.

Having identified the potential candidates, the next logical step in human resource process is selection of the qualified and competent candidates in organization. Due attention needs to be given to selection as it establishes the best fit between job requirements and the candidate’s qualification. Mismatch between the two can have a far-reaching impact on the organizational functioning.

Selection is hiring the best candidate from the pool of applicants. It refers to the process of offering jobs to one or more applicants/candidates received through recruitment. In other words, it is the process of picking the suitable candidates from the pool of job applications to fill various jobs in the

organization.

According to Yoder” SelectionSelection is the process of by which candidates for employment are divided in to class-those who offered employment and those who will not.

(39)

David and Robbins have defined selectionselection as a “managerial decision making process as to predict which job applicants will be successful if hired”.

In the opinion of Koontz “SelectionSelection is the process of choosing from among the candidates from within the organization or from the outside, the most suitable person for the current position or for the future position ”.

According to Stone, “SelectionSelection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job”.

Now selectionselection can be defined as a process of choosing the most suitable candidates from applicants for various jobs in the organization. It seeks to ensure which applicants will be successful if hired. Thus, selection

selection is an exercise in prediction.

Selection differs from

Selection differs from recruitment:

recruitment:

Recruitment and selection are often considered as synonymous and are used interchangeably. They are the two sides for the same coin there exists a fine distinction between the two. How selection differs from recruitment is neatly brought out.

Recruitment

Recruitment:

1. Recruitment technically precedes selection.

2. Recruitment refers to the process of identifying and encouraging potential candidates to apply for jobs in the organization.

3. Recruitment is positive as it aims at increasing the number of job seekers (applications) for wider choice or increasing the selection ratio.

(40)

In sum, recruitment involves searching.

Selection:

Selection follows recruitment.

1. Selection involves choosing the best out of those recruited.

2. Selection, on the other hand, is said to be negative in its application in as much as it rejects a large number of the unqualified applicants in order to identify those who are suitable for the jobs.

(41)

CHAPTER -5

DATA PRESENTATION,

ANALYSIS

&

INTERPRETATION

(42)

HY

HYP

POT

OTHE

HES

SI

I S

S

--IPCA LABORA

IPCA LABORATORIES

TORIES LTD. Is follow

LTD. Is following an appropri

ing an appropriate recruitment

ate recruitment

and

and Selection

Selection process

process

DATA COLLECTION

MODE OF DATA COLLECTION

Primary data

Secondary data

PRIMARY DATA

With the help of self structured, questionnaire was collected to the address the research objectives and keeping in tune with the research design.

SECONDARY DATA

Consisted from “Journals, Magazines, and Books & Websites. ”

POPULATION SIZE

40 people

SAMPLE SIZE

40 peoples

SAMPLING

Random sampling

(43)

1-

1- Recruitment

Recruitment and s

and selection progr

election program is

am is satisfying

satisfying the org

the organization

anization

program.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph shows that 75% executives strongly agree,20% agree that recruitment program satisfied the organization and 5% partially agree & no one disagree and strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph show that 35% executive strongly agree,50% agree that recruitment program satisfied the organization and 10% partially agree & 5% disagree and no one strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph show that 40% executive strongly agree,35% agree that recruitment program satisfied the organization and 25% partially agree & no one disagree and strongly disagrees.

RESPONSE AGREE PARTIALLY

AGREE

STRONGLY AGREE

DISAGREE STRONGLY

DISAGREE

EXECUTIVE 20% 5% 75% NO ONE NO ONE

SUPERVISOR 50% 10% 35% NO ONE NO ONE

EMPLOYEES 40% 25% 35% NO ONE NO ONE

2-

2- The Intervie

The Interviews are well

ws are well structured

structured & based

& based on desig

on designed question

ned questionnaire .

naire .

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show that 65% executive strongly agree,25% agree that there is well structured questionnaire for the interview and 7.5% partially agree & 2.5 disagree and no one strongly disagrees.

(44)

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph show that 35% executive strongly agree,50% agree that there is well structured questionnaire for the interview and 10% partially agree & 5% disagree and no one strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph show that 40% executive strongly agree,48% agree that there is well structured questionnaire for the interview and 8.5% partially agree & 3.5 disagree and no one strongly disagrees.

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 25% 7.5% 65% 2.5% NONE SUPERVISOR 50% 10 % 35% 5% NONE EMPLOYEES 48% 8.5% 40% 3.5% NONE

3-The candidate treated friendly during the

3-The candidate treated friendly during the interview.

interview.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show that 75% executive strongly agree,12.5% agree that the candidate treated friendly during the interview and 7.5% partially agree & 5% disagree and no one strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph show that 37.5% executive strongly agree,50% agree that there is well structured questionnaire for the interview and 12.5% partially agree & none is disagree and strongly disagrees.

(45)

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph show that 50% executive strongly agree,35% agree that there is well structured questionnaire for the interview and 25% partially agree & no one disagree and strongly disagrees.

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 12.5% 7.5% 75% 5% NO ONE

SUPERVISOR 50% 12.5 % 37.5% NONE NO ONE

EMPLOYEES 35% 25% 50% NONE NO ONE

4-The interview based on

4-The interview based on their requirement and knowledge.

their requirement and knowledge.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show that out of 40 people 45% executive strongly agree,25% agree that the interview questionnaire based on their specialization and knowledge and 20% partially agree & 5% disagree and no one strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that interview questionnaire based on their specialization and knowledge 25% executive strongly agree,40% agree that there and 30% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph show that 60% executive strongly agree,25% agree that and 10% that interview questionnaire based on their specialization and knowledge partially agree & 5% disagree and none is strongly disagrees.

(46)

AGREE AGREE DISAGREE EXECUTIVE 25% 20% 45% 5% NO ONE SUPERVISOR 40% 30 % 25% 5% NO ONE EMPLOYEES 25% 60% 10% 5% NO ONE

5- The company

5- The company program handled by the competent faculty

program handled by the competent faculty.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show that out of 40 people 37.5% executive strongly agree,50% agree that the interview questionnaire based on their specialization and knowledge and 12.5% partially agree & none is disagree and no one strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that interview questionnaire based on their specialization and knowledge 25% executive strongly agree,50% agree there and 20% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph show that 60% executive strongly agree,25% agree that and 10% that interview questionnaire based on their specialization and knowledge partially agree & 5% disagree and none is strongly disagrees.

AGREE

STRONGLY AGREE

DISAGREE STRONGLY

(47)

EXECUTIVE 50% 12.5% 37.5% NO ONE NO ONE

SUPERVISOR 50% 20 % 25% NO ONE 5%

EMPLOYEES 25% 10% 60% 5% NO ONE

6

-

- They provide en

They provide enough facility t

ough facility to candidate du

o candidate during the interv

ring the interview.

iew.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show out of 40 people that 50% executive strongly agree,37.5% agree that the interview questionnaire based on their specialization and knowledge and 10% partially agree & 2.5%disagre e and no one strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that interview questionnaire based on their specialization and knowledge 25% executive strongly agree,50% agree that there and 20% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph show that 40% executive strongly agree,25% agree that and 20% that interview questionnaire based on their specialization and knowledge partially agree & 15% disagree and none is strongly disagrees

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 37.5% 10% 50% 2.5% NONE SUPERVISOR 50% 20 % 25% 5% NONE EMPLOYEES 25% 20% 40% 15% NONE

(48)

7- The interview program held at the

7- The interview program held at the fixed time duration by H.R department,

fixed time duration by H.R department,

which is suitable for

which is suitable for candidate.

candidate.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE- The above graph show out of 40 people that the interview program held at the fixed time duration by hr department, which is suitable for candidate .35% executive strongly agree,37.5% agree that and 10% partially agree & 2.5% disagree and no one strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that the interview program held at the fixed time duration by hr department, which is suitable for candidate.25% Executive strongly agree, 50% agree that there and 20% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph show that the interview program held at the fixed time duration by hr department, which is suitable for candidate.50% executive strongly agree,32.5% agree that and 12.50% that partially agree & 5% disagree and none is strongly disagree

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 37.5% 10% 35% 2.5% NONE SUPERVISOR 50% 20 % 25% 5% NONE EMPLOYEES 32.5% 12.50% 50% 5% NONE

8- The company

(49)

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show out of 40 people that. -the company fulfills and understands the employees needs 50% executive strongly agree,25% agree that and 20% partially agree & 5% disagree and no one strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that. -the company fulfills and understands the employees needs 25% Executive strongly agree, 37.5% agree that there and 32.5% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph show that 40%-the company fulfills and understands the employees needs executive strongly agree,22.5% agree that and 212.50% that partially agree &15% disagree and none is strongly disagrees.

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 25% 20% 50% 5% NONE SUPERVISOR 37.5% 3.25% 5% 5% NONE EMPLOYEES 22.5% 212.50% 40% 15% NONE

9-The company should not make any discrimination on the basis of religion

region cast or creed.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show out of 40 people that. - -the company does not make any discrimination on the basis of religion region cast or creed.37.5% executive strongly agree,37.5% agree that and 22.5% partially agree & 2.5%disagre and no one strongly disagrees.

(50)

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that. --the company does not make any discrimination on the basis of religion region cast or creed. 25% executive strongly agree, 57.5% agree that there and 12.5% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph shows that the company does not make any discrimination on the basis of religion region cast or creed.55% executive strongly agree, 20% agree that and 10.0% that partially agree & 15% disagree and none is strongly disagrees.

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 37.5% 22.5% 37.5% 2.5% NONE SUPERVISOR 57.5% 1.25 % 125% 5% NONE EMPLOYEES 20% 10.0% 55% 15% NONE

10- The candidate get any probation period to show their

10- The candidate get any probation period to show their performance.

performance.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show out of 40 people that. - . The candidate get any probation period to show their performance.62.5% executive strongly agree,17.5% agree that and 17.5% partially agree & 2.5% disagre and no one strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that. The Candidate Gets Any Probation Period To Show Their Performance 37% executive strongly agree, 37.5% agree that there and 20% partially agree & 5% is disagree and none is strongly disagrees.

(51)

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph shows that 5 The Candidate Gets Any Probation Period To Show Their Performance 5% executive strongly agree, 20% agree that and 10.0% that partially agree &15% disagree and none is strongly disagrees.

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 17.5% 17.5% 62.5% 2.5% NONE SUPERVISOR 37% 20% % 37.5% 5% NONE EMPLOYEES 20% 10% 5% 15% NONE 11

11

-The probation period enough for candidate to show their ability.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show out of 40 people that That Probation Period Enough For Candidate To Show Their Ability. 75% executive strongly agree,25% agree that and none partially agree & disagree and strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that. That Probation Period Enough For Candidate To Show Their Ability. % executive strongly agree, 37.5% agree that there and 20% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph shows that That Probation Period Enough for Candidate to Show Their Ability.87.5% executive strongly agree, 12.5% agree that and none that partially agree & disagree and strongly disagrees.

AGREE

STRONGLY AGREE

DISAGREE STRONGLY

(52)

EXECUTIVE 25% NONE 75% NO ONE NO ONE

SUPERVISOR 37.5% 20% NONE 5% NO ONE

EMPLOYEES 12.5% 12.5% NONE NO ONE NO ONE

12-The probation period ensure the

12-The probation period ensure the candidate selection.

candidate selection.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show out of 40 people that the probation period ensure the candidate selection. 65% executive strongly agree,20% agree that and 10 partially agree & 5 disagree and none is strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that the probation period ensure the candidate selection.60% executive strongly agree, 25% agree that there and 5% partially agree & 15% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph shows that 8 the probation period ensure the candidate selection.7.5% executive strongly agree, 12.5% agree that and none that partially agree & disagree and strongly disagrees.

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 20% 5% 65% 5% NO ONE SUPERVISOR 25% 5% 60% 15% NO ONE

EMPLOYEES 12..5% NONE 7.5% NO ONE NO ONE

13 The

(53)

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show out of 40 people the candidate get perfect interaction with the staff employees .75% executive strongly agree,12.50% agree that and 10% partially agree & 2.5% disagree and none is strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that the candidate get perfect interaction with the staff employees .50% executive strongly agree, 14% agree that there and 12.5% partially agree & 2.5% is disagree and none is strongly disagrees.

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph shows that the candidate get perfect interaction with the staff employees .85% executive strongly agree, 15% agree that and none that partially agree & disagree and strongly disagrees.

RESPONSE AGREE PARTIALLYY

AGREE STRONGLY AGREE DISAGREE STRONGLY DISAGREE EXECUTIVE 12.50% 10% 75% 2.5% NO ONE SUPERVISOR 14% 12.5 % 50% 2.5% NO ONE

EMPLOYEES 15% NONE 85% NO ONE NO ONE

14- T

he candidates are satisfied with

he candidates are satisfied with their salary.

their salary.

EXECUTIVE RESPONSE

EXECUTIVE RESPONSE-The above graph show out of 40 people -these candidates are satisfied with their salary 87.5% executive strongly agree,12.5% agree that and none is partially agree & disagree and strongly disagrees.

SUPERVISOR

RESPONSE-SUPERVISOR RESPONSE-The above graph the show that -these candidates are satisfied with their salary 62.5% executive strongly agree, 25% agree that there and 12.5% partially agree & none is disagree and strongly disagrees.

(54)

EMPLOYEES

RESPONSE-EMPLOYEES RESPONSE-The above graph shows that -these candidates are satisfied with their salary 60% executive strongly agree, 20% agree that and 20 partially agree & none is disagree and strongly disagrees.

AGREE

STRONGLY AGREE

DISAGREE STRONGLY

DISAGREE

EXECUTIVE 12.5% NONE 87.5% NO ONE NO ONE

SUPERVISOR 25% NONE 62.5% NO ONE 12.5%

EMPLOYEES 20% NONE 60% NO ONE NO ONE

APPOINTENTME APPOINTENTME

LATTER-➢ On joining ,candidate has to fill the prescribed joining information form (copy annexure 7 ) and forward the same to his /her immediate superior for his/her signature and the same after taking department heads signature to be forwarded unit hr department .

➢ Immediately on joining ,employees should go to HR department for filling all statutory form as under as ;

➢ Pf nomination form

➢ Pf declaration form

➢ Group gratuity form ( not for trainees )

➢ ESIC form (as applicable on case to case basis )

➢ After completing above formalities candidate will go to his /her department .HR should joining information and copy of offer letter appointment letter is to be processed .

(55)

➢ Format for appointments will be as per annexure as under .

1. format for fixed term employees –annexure -10 2. for staff –annexure-9

3. for officer in all department except such as qc/qa ,production ,r&d crd – annexure – 10

4. for qc /qa ,production ,r&d crd – annexure- 11

➢ Appointment letter will be signed by the concerned signing authority as per authority letter given by corporate office.

➢ While issuing appointment letter latter all remaining document are collected from employees and one copy of letter forwarded to head office

GENERAL-➢ Monthly MIS regarding status of recruitment is to be submitted to corporate H.O by first week of every month .

➢

The srcinal personal files of all those recruited are sent to H.O on weekly as a basis .before sending the document, a set of Xerox be retained at unit for reference and records.

➢ In the event of change of hiring of a person in higher grade than the approved position, prior approval of such change to be obtained by filling up manpower requisition form as per practice .for example, you have staff vacancy and you want to take a person in officer

category then you will need to get prior approval from h.o for this.

➢ All appointment including engaging of unpaid trainees ,if any ,in any department should be approved by the divisional head and HR head .no engagement of the candidate will be done whether paid or unpaid without approval of unit head and hr head .In all cases

necessary appointment letter need to be issued .

➢ To ensure that recruitment is in accordance with manpower approval for the function /department.

➢ Any matter which is not expressly mentioned in this sop will have to be referred to corporate hr for approval.

➢ To ensure that job description and manpower requisition is received for each position.

➢ Induction of new consultant will be allowed subject to signing of agreement with the consultant .agreement with the agency will be made by h.o only .HR manager will have to send introductory letter of consultant with recommendation for sending the agreement to the agency.

➢ Due to resignation of hr manager or due to any reason if there is no manager in m5 or above grade available in hr department ,preparation of offer letter ,confirmation letter,

(56)

relieving letter etc as per this sop will stand discontinued and all letter will be referred to h.o and h.o will process all such letter etc .till new manager takes over .

➢ Candidates should not be given any commitment of increase on confirmation .in case salary to be revised on confirmation such proposal duly singed by unit head should be forwarded to h.o for clearance.

➢ While forwarding personal files of candidate to h.o copy of letter such as offer letter etc .should be available in personal files.

➢ Transportation charges and traveling expenses will be reimbursed as per existing policy .such payment will be effected through voucher.

➢ Authorized signatory for all above cases for offer, appointment, confirmation and relieving letter should be unit head .however, department head of QA /QC &CRD may be proposed signing the letter. H.o issue necessary signing authority letter if the proposal is

found justified.

➢ Reimbursement of notice pay for fresher recruits need approval from h.o .the said payment will be reimbursed through salary only .

➢ If reimbursement of notice pay &transportation expenses exceed RS10000 ,a letter is to be issued to the employee stating that this amount is recoverable in case he /she leaves

the organization with a period of one year from date of joining.

➢ Procedure under safe work permit (swp) should be followed while employees of other organization work within our company’s premises ,e.g for installing of machines .

CHAPTER-6

FINDINGS

SU

(57)

&

CONCLUSION

FINDINGS

1-I analyze that out of 40 executive 75% of executive strongly agree that the recruitment and selection program satisfied the organization objective

2-Most of executive and all the supervisors’ agree that in company program are handled by competent faculty.

3-There is fair selection for the organization .and HR department does not make any discrimination on the basis of cast , creed ,religion region.

(58)

4-There are friendly atmosphere for new employees and coordination among the employees for new objective.

5-During the probation period candidate fully guided by the executive officer for their work. and suggested new ideas.

6-There are perfect communication channel among the company’s employees.

7- H.R department provide job to the specialized candidate and provide comfort at the time of interview

SUG

SUGGES

GESTIO

TION

N S

S

1. It is suggested that employees should be made understand that their growth is directly proportional to the organizational growth.

2. More impetus should be given to participatory management.

3. Management should understand that in today’s information –rich culture extension’s store of information no longer makes the organization unique rather , extension’s organization strength and uniqueness lie in the experience and capability of its professionals to motivate individuals and group to action.

(59)

5. In probation period candidate should fully motivate and coordinated by the department.

CONCLUSION

By the above analysis I came to know that the recruitment is done with specific parameters IPCA PHARAMA LTD direct.com is conveying their vacancies through Advertisements, &

Employment agencies. They are filling the vacancies on regular basis. They are recruiting the employees through both Internal and External sources. They are scrutinizing the people in different rounds. Most of the employees expressed that they have no enough freedom in they position to do what is right for the customers. The employees are interested to refer their friends to work in their company. Most of the respondents have said that IPCA PHARAMA LTDdirect is considering organization objectives, competency and job specification before selecting the employees. They are conducting selection tests to select the right candidates. They are conducting both open ended and closed ended tests. In interviews they are testing the skills like communication skills, interaction levels etc.

(60)

I conclude that the trainees are well trained they know how to face any situation at any cast we are well experienced in corporate culture and climate. Customers are very much satisfied with the site; this company has a good brand value, they are very craze of this brand value. They are not satisfied with the service providing for them. The customers are fed up with the frequent change of the schemes. They are some what dissatisfied with for the time taking to open the accounts.

BIBLIOGRAPHY

•

http://www.Ipcalabs.com

•

http://www.alghanimindustries.com

•

http://www.managementhelp.org/email/form -to-add-content.htm

•

http://en.wikipedia.org/wiki/training

•

www.answers.com

•

www.ucl.ac.uk/hr/docs/recruitment

recruitment.php

-•

www.hr.uwa.edu.au/policy/toc/recruitment

recruitment _and_ selection

selection

-Books:

Books:

P. Subba Rao.

(61)

“

Essentials of Human Resource

Essentials of Human Resource Management and Industrial Relations.”

Management and Industrial Relations.”

Himalaya Publishing House 2003 New Delhi

.

➢

K. Aswathappa

K. Aswathappa.

“Human Resource and Personnel Management

GARRY DESSELER

A.M SHARMA

Q

QU

UE

ES

ST

TIIO

ON

N N

N A

AIIR

R E

E

(62)

1-Does the recruitment & selection program satisfying the organization objective.

2-Do there is well structured questionnaire for the interview

3-Do the employees treated friendly during the interview

4-Do the interview questionnaire based on their recruitment or knowledge.

5-Do the company program handled by competent faculty. 6- Are the employees provided the facility during the interview

time duration.

7- Are the interview program held at the fixed time duration by the H.R department , which is suitable for the interviewee. 8- Do the company fulfill and understand the employees needs.

9- The company should not make any discrimination on the basis of religion ,cast or creed at the time of recruitment. 10-Do the selected candidate get any probation period to

show their performance.

11- Is that probation period enough to show the ability of the employees.

12-Do the probation period ensure the job of the candidate 13-Are the candidate get perfect interaction with the_{company’s employees.}

14-Whether the candidate satisfied with their salary

Qu esti on nai re gr ee P arti al agr ee Str on gly agr ee Dis agr ee Str on gly dis agr ee

(63)