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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 of
HR recruitment process which constitute statement of vision and objectives
of the organization essentially required to guide management functions. But
moreover the recruitment becomes more effective when we do the gap
analysis that in which area we are lacking behind. By doing gap analysis
we come across all the discrepancies and can make our recruitment
program more effective.
By applying GAP ANALYSIS across a company it is possible to find out
which skill and knowledge shortfalls there are in an organization. It is then
possible to target training resources on those necessary skills that require
the most attention. This should result in the optimal use of resources in
terms of improving the overall performance of the company.
ALERE MEDICAL management has always given utmost importance to the
fact that the employees are highly motivated who can contribute their best
for the organization by always removing the gaps where the management
lacks. They are committed in advancing patients health by empowering the
user with simple, accurate and reliable tests, by directly connecting them to
the doctors, health care providers, so that as a user you can make smart
choices and decisions.

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.1

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 Alere medical, Gurgaon 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 Alere Medical,Gurgaon will find my study equally valuable as I found
it in shaping my career.

ALERE MEDICAL PVT. LTD.

Alere,as the name speaks it self,to nourish..so alere medical is


committed in nourishing and advancing patients health by empowering the
user with simple,accurate and reliable tests, by directly connected them to
the doctors,health care providers,so that as a user they can make smart
choices and decisions.
Alere, its mission is to empower individuals to take charge of their health
under the supervision of their healthcare providers. It brings this vision to
life by developing smart products that address broad, unmet needs and
extend diagnosis from the lab, doctors office, and hospital to peoples
homes. It also builds educational health management solutions around
these products, which make it easier than ever to personalize care. Our
programs connect patients to information that yields diagnostic results, and
our smart platforms give healthcare providers seamless and instant access
to these results, supplying them with the information they need to make the
best decisions.
We believe that, when people are involved in their own care, they benefit
from an improved quality of life. Our products and services lead to better
health, less urgent medical interventions, fewer hospital visits, and reduced
healthcare costs.

COMPANY PROFILE

VISION
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.3

We are connected health. We give people the tools to confidently manage


their own health, no matter where they are, and reinforce the connection to
their doctor. If they are sick, they are improving; if they are healthy, they
stay well. We are healthcare reform in practice.
Values & Beliefs
Empowering individuals to take charge of their own health at home. Our
primary areas of focus are cardiology, infectious disease, womens health,
oncology and toxicology.
Quality Standards
With professional and consumer offerings in over 100 disease categories,
Alere delivers the widest range of services and solutions.
Corporate Responsibility
Our senior leaders and Board of Directors believe that managing the
company in a transparent, ethical manner enhances our ability to generate
sustainable, long-term growth and create value for our shareholders.
Connected Health
The traditional approach of healthcare systems around the world to
center themselves around large institutions creates fragmentation.

People

Great products start with great people. We are the faces of Alere. We give
people the tools they need to confidently manage their own health, no
matter where they are, and to reinforce their connection to their doctors. If
they are sick, they are improving. If they are healthy, they stay well.
Executives
The senior management team is led by CEO and President, Ron
Zwanziger, and comprised of many of the healthcare industrys leading
innovators.
Governing Board
Alere is committed to diligently adhering to effective corporate governance
practices consistent with the highest principles of business ethics.

History
Alere Inc. is an amalgamation of several leading diagnostic and health
management companies with expertise in more than 100 different disease
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.5

categories. Our product and service offering ranges from lab-based


diagnostics to in-home monitoring solutions. Whether they are used in a
hospital, doctors office, or someones home, all of our products provide
timely, accurate, and actionable information that enables individuals to
better manage their health.
By combining the results of our diagnostics with the analysis and insight of
our health management services, we help healthcare practitioners arrive at
the right diagnosis faster, select the best course of treatment, and deliver
continuous patient care. So, if youre being treated at a doctors office in
Spain or an emergency room in China, our products and services connect
you and your doctor to the information you need to make the best health
decisions.

Research and Development


We develop pioneering concepts in response to unmet healthcare needs
and drive the innovation process forward by transforming these original
concepts into game-changing platforms. Our platforms are designed to
deliver lab-quality results while being used in the comfort of patients
homes. They also enable the real-time exchange of information between
individuals and their healthcare providers, facilitating better, more
responsive care.

Our Culture
We are scientists, specialists, health coaches and moreall working to
connect diagnostics and health management solutions that deliver timely,
actionable information anywhere, anytime.

Locations
At Alere, we have a presence in more than 25 countries, and we offer a
host of diagnostic-based health solutions that empower individuals from all

parts of the world to live fuller, richer lives. Whether youre living with HIV in
Africa or taking anticoagulants and monitoring your INR in Germany, Alere
provides you and your healthcare practitioner with the information you need
to make better healthcare decisions.

Health Solutions
Its proven: Lifestyle changes are essential to achieving and maintaining
optimal health. We provide clients with a host of comprehensive health
management solutions that support individual and organizational health
and wellbeing. Integrating support services and leading-edge technology,
Alere assists clients create custom-made health management solutions.
Together we can create sustainable health goals.
Alere Health Management
By actively connecting diagnostics and health management services
through individualized personal health support solutions, Alere Health
gives participants, providers and payers the tools they need to make
smarter healthcare choices.

Alere Home Monitoring


Alere Home Monitoring, Inc. is the leader in home anticoagulation
monitoring services and related products.

Alere Wellbeing
Alere Wellbeing brings together science, technology, and personal
interaction to help people recognize and modify unhealthy behaviors so
they may avoid chronic illness and live longer, more vital lives.
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.7

Professional Diagnostic Solutions


Professional diagnostics are generally designed to assist medical
professionals in both preventative and interventional medicine, and include
testing and monitoring performed in hospitals, laboratories and doctors
offices and, increasingly, patient self-testing, which we define as testing or
monitoring performed at home under the supervision of a medical
professional.

Products
Alere products give providers, physicians and patients access to the right
information at the right time. Doctors no longer have to wait days for
results in order to provide seamless and continuous care. And the
products allow individuals to have the tools and knowledge to play an
active role in their own health management.

Cardiovascular
Our leading cardiovascular products and services are used to connect
medical professionals and patients to timely information about
cardiovascular health in a wide variety of settings including hospital urgent
care, a doctors office or at home.
Infectious Disease
Our infectious disease diagnostic tests can provide results for over 75
types of infectious diseases across a variety of testing platforms.

Respiratory
Our respiratory products and services include tests to diagnose respiratory
infections.

Oncology
Our oncology products and services help empower physicians and patients
through access to rapid diagnostic tests.
Women's Health
We want to help empower women to make better choices related to their
health, including choices that enable them to experience successful
pregnancies.
Toxicology
Alere Toxicology offers drug testing products and services that are used
in a multitude of settings such as hospitals, clinics, physician offices,
criminal justice, workplace, rehabilitation, occupational health clinics, and
home testing.

Meters & Novel Platforms


Meters are electronic testing devices designed to provide diagnostic
results. When used in conjunction with testing panels, measurable
diagnostic results are displayed on the meters screen and can be printed if
needed.
Clinical Platforms & Diagnostics
From technologically advanced platforms like the AtheNA Multi-Lyte Test
System, a breakthrough in simultaneous, single-well, multi-analyte testing,
to one of the industry's most extensive selections of ELISA, IFA, serology
and gel diffusion test kits, we offer a full line of products and services to
meet your laboratory's clinical diagnostics needs.

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PAGE NO.9

RECRUITMENT PROCEDURE
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 so that the gaps can be analysed.

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 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 of candidates is the function preceding the selection, which


helps create a pool of prospective employees for the organisation so that
the management can select the right candidate for the right job from this
pool. The main objective of the recruitment process is to expedite the
selection process.
Recruitment is a continuous process whereby the firm attempts to develop
a pool of qualified applicants for the future human resources needs even
though specific vacancies do not exist. Usually, the recruitment process
starts when a manger initiates an employee requisition for a specific
vacancy or an anticipated vacancy.
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.11

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 RECRUITMENT LIFE CYCLE


Recruitment life cycle is a complete process of recruitment such as Identification of vacancy- Understanding the requirement, eligibility criteria,
qualification and experience- Applying the sources of recruitmentScreening the resumes- Conducting telephonic round of interviewScheduling personal interviews with concerned department headsShortlisting the candidates- Conducting final round of interview- Selecting
the right candidate- Verifying the collected documents- Issuing the offer
letter- Completing the joining formalities

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.13

SHORTLISTING
OF CANDIDATES
SOURCING
BY DIFFERENT
SOURCES
REQUISITION / OPENING POSITION / VACANCY

RECRUITMENT LIFE CYCLE

INTERVIEW
DOCUMENTS
COLLECTION,OFFER
JOINING
SHORTLISTED

1. REQUISITION/OPENING POSITION/VACANCY: The recruitment


process begins with the human resource department receiving
requisitions for recruitment from any department of the company.
2. SOURCING BY DIFFERENT SOURCES:

Sources

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.15

Basically there are two sources by which sourcing can be done i.e. internal
and external sources.

INTERNAL SOURCES:
a. TRANSFERS
The employees are transferred from one department to another according
to their efficiency and experience.

b. PROMOTIONS
The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.
c. Others are Upgrading and Demotion of present employees according
to their performance.
d. Retired and Retrenched employees may also be recruited once again
in case of shortage of qualified personnel or increase in load of work.
Recruitment such people save time and costs of the organisations as the
people are already aware of the organisational culture and the policies and
procedures.
e. The dependents and relatives of Deceased employees and Disabled
employees are also done by many companies so that the members of the
family do not become dependent on the mercy of others.

EXTERNAL SOURCES :
PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a
widely used source of recruitment. The main advantage of this
method is that it has a wide reach.
EDUCATIONAL INSTITUTES
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.17

Various management institutes, engineering colleges, medical


Colleges etc. are a good source of recruiting well qualified
executives, engineers, medical staff etc. They provide facilities for
campus interviews and placements. This source is known as Campus
Recruitment.
PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on
behalf of client companies by charging a fee. These agencies are
particularly suitable for recruitment of executives and specialists. It is
also known as RPO (Recruitment Process Outsourcing
EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout
the country. These exchanges provide job information to job seekers
and help employers in identifying suitable candidates.

LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain
close contacts with the sources of such workers. This source is used
to recruit labour for construction jobs.

UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their
own. Such callers are considered nuisance to the daily work routine
of the enterprise. But can help in creating the talent pool or the
database of the probable candidates for the organisation.

EMPLOYEE REFERRALS / RECOMMENDATIONS


Many organisations have structured system where the current
employees of the organisation can refer their friends and relatives for
some position in their organisation. Also, the office bearers of trade
unions are often aware of the suitability of candidates. Management

can inquire these leaders for suitable jobs. In some organizations


these are formal agreements to give priority in recruitment to the
candidates recommended by the trade union.

RECRUITMENT AT FACTORY GATE


Unskilled workers may be recruited at the factory gate these may be
employed whenever a permanent worker is absent. More efficient
among these may be recruited to fill permanent vacancies.

1. SHORTLISTING OF CANDIDATES: The shortlisting phase is

all about filtering job applications down to a manageable


number. We can use different filters as we move applications
along the process. Paper screening, telephone interviewing,
ability testing etc. The more efficient and effective our
shortlisting is the better the recruitment experience is for
everybody.

2. INTERVIEW: An interview is the most common form of

selection and it serves a very useful purpose for both employer


and job candidate. There are though other forms of selection
tests that can be used in addition to an interview to help select
the best applicant. The basic interview can be unreliable as
applicants can perform well at interview but not have the
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.19

qualities or skills needed for the job.

3. SHORTLISTED: Shortlisted candidate is a list of preferable


items or candidates that have been selected for final
consideration, as in making an award or filling a position.

4. DOCUMENTS COLLECTION,OFFER: This is the second last


stage in recruitment process where all the documents are
collected by the candidate like and the offer letter will be
provided to the candidate.

5. Joining :This is the last stage in recruitment process where


candidate becomes eligible to join the company.

RECRUITMENT LIFE CYCLE


AT ALERE MEDICAL

1. Budgeted ManPower
Manpower Budgeting is one of the major factor for the working of an
organization efficiently .A budgetary and efficient manpower is necessary to
work and circulate its corporate structure with full efficiency in the
Corporate System. First of all, the top management have studied the
requirement of employees very carefully then they have tried to fill up within
organizational resources. Top management decides that how much
manpower is needed and at which post.
In Case of Alere Medical, after set up the budgetary manpower by the top
management then it circulates to HR department.
2. HR Circulation
Circulation of Human Resourse is an other important factor .Top
management circulated the needs of manpower to HR department then
HR department circulates the entire recruitment process.
It also increases the employee morale by promoting them and also to
avoid the chances of Immoral behaviour .
In ALERE Medical , HR circulation is done on the basis of work
performance analysis, requirements and with a positive attitude of make
the things to a better thing.
3. Sourcing Of Manpower
Sourcing of manpower is dependent on the quality of the persons
responsible for the Human resource Department of the Company. There
are 3 sources which are used by Alere Medical:

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PAGE NO.21

a. Employee Referrals:
HR will intimate the panel members of the interview schedule at least 2
days prior to the start of the first interview.Panel members will be provided
in advance with a Candidate Assessment Folder consisting of the
candidates resume, career history and interview observation form.
b. NAUKRI PORTALS
Naukari portals 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 in level. 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.
c. 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.

4. Shortlisting
The shortlisting phase is all about filtering job applications down to
a manageable number. We can use different filters as we move
applications along the process. Paper screening, telephone interviewing,
ability testing etc. The more efficient and effective our shortlisting is the
better the recruitment experience is for everybody. The shortlisting is done
by Respective Division Heads through employees resumes submitted to
the respective departments.
5. Interview
An interview is the most common form of selection and it serves a
very useful purpose for both employer and job candidate. There are though
other forms of selection tests that can be used in addition to an interview
to help select the best applicant. The basic interview can be unreliable as
applicants can perform well at interview but not have the qualities or skills
needed for the job. Interview is conducted by Respective Division Heads.
6. Shortlisted

Basically shortlisted of the candidates is the last step in hiring the


employee. A final decision is made by the Vice President of the
company or the Authorised person.
After shortlisting of the candidate is done many more formalities has
to be follow up:
Medical check up
Background check up

7. Joining
This is the last step in recruitment process at alere. Finally the
candidate joins the organization along with all his documents which
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.23

are required by the company.

8. KYC Rollout ( Know Your Colleague )


A circular is pushed to all the departments of the organization
mentioning the details of the new joining(s) .
It helps all the employees in easy interaction with each other and
make the new joiners work more comfortably and mix-up in the
system more easily .
Following Details are mentioned in a KYC Rollout

Name :
Designation :
Department :
Contact No.
Email Id :
Location :

SELECTION
PROCESS
CV
IN
ALLOT
REFERENCE
CV RECEIVED
SCREEN
FOR
ELIGIBILITY
REFERENCE
CHECKS
EMPLOYEE
REFERRAL
MAIL

NO
YES

INFORM EMPLOYEE
INFORM EMPLOYEE

THE FOLLOWING SCHEMATIC DESCRIBES THE


REFERRAL PROCESS:

SATISFIED

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.25

OFFER CANDIDATE

INFORM EMPLOYEE

GAP ANALYSIS
Gap analysis is a tool that helps companies compare actual performance
with potential performance. At its core are two questions: "Where are we?"
and "Where do we want to be?" If a company or organization does not
make the best use of current resources, or foregoes investment
in capital or technology, it may produce or perform below its potential.

How to perform 'GAP ANALYSIS' ??


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GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.27

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GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
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GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
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GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
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GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.41

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GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.43

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GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
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GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
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d6b2d8c316b2dad35ad35ce39ce39ef3def3d1042104231463146734e734e
94529452b556b556f75ef75e186

Gap Analysis is useful. This simple tool helps you identify the gap between
your current situation and the future state that you want to reach, along
with the tasks that you need to complete to close this gap.

Gap Analysis is useful at the beginning of a project when developing


a Business Case, and it's essential when you're identifying the tasks that
you need to complete to deliver your project.

Top Management Decides the budgeted manpower but the


Top Management doest know the exact requirement of the
Company , which HR Department can identify and manage
more efficiently and effectively
Less Qualified workers are working at sensitive positions
instead of Highly Qualified Professionals which can handle
the task more effectively and efficiently.
Recruitment Process at Alere Medical is a bit more typical
and costlier affair as lot of intervention of Top-management
is their, which can only be handled sufficiently by the Human
Resource Department

Recruitment Process at Alere Medical is slow and time


consuming, majority of decisions are required to be
approved by the Top Level Executives.
Recruitment Process at Alere Medical is Transparent but rigid
, majority of decisions updated to the candidates
immediately , while if we do all internal processing in one
shot and the update the final decision then system can be a
No-Show Procedure with Fast Decisions .

BASIC DIFFERENCES ARE :


Longer & Slower Procedure
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.55

Time Consuming
Highly Transparent
Higher Dependency on Top Management
Skills problem with the Human Resources of the Organisation

DATA COLLECTION AND ANALYSIS


METHOD OF DATA COLLECTION
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.
Sales and Marketing
Business Support Unit
Technical Services
Logistics
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 and designing 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.

Methods Used
USING THE INTERVIEW METHOD
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 of
interview.
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.
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.57

45
40
35
30
25
20
15
10

Analyze and interpret the result of your interview.

DATA Collection and Analysis Agencies

Portal

Consultants
For the collection of the organizational data and analysis of the
organizational
Campus
Recruitments
environment , Multi Location Enterprises use additional help of
the
external
agencies for
Referrals
analyzing the environment , collection of various data(s) from the different locations and
Calls
providing the reports to Top Level Executives , these are the Walk-In
agencies
which also carry
the task of Performance Rating of the Organisation ( Example ISO , HACCP , FSSAI .
etc )

5
0
1

There are some recruitments related data collected are:-

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


organization?

What are the internal sources used in recruitment and selection

Employee
Referrals
What are the internal
sources used in
recruitment and selection

Transfers

Promotions

20

40

60

80

100

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

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.59

50
45
40
35

Press Advertisiments

30

Educational Institutions

25

Executive Search Agencies

20

Job Portals

15
10
5
0
1

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

Direct Method
Third Party Method
Internal Recruitment

4.Techniques of recruitment and selection which your company


follows?

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.61

45
40
35
30
25

Series1

20
15
10
5
0
Past Relevant
Experience

Communication

Qualifications

5 . The most reliable &valid tests adopted for recruiting and selecting
employee in your Organization?

FINDINGS OF THE STUDY


Through the data analysis we find that Recruitment is a very important part
of any organization. Recruitment can be done internally as well as
externally. These days organization doing online recruitment 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 affects the whole organization. Recruitment is
different to organization to organization.
Recruitment 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
GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA
PAGE NO.63

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
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 and
discrimination-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 disadvantages or disabled people a fair chance
to grow with the society.

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.65

SUGGESTIONS AND CONCLUSION


As a result of my study of HR practices at ALERE MEDICAL, I must
conclude that HR practices and procedures at ALERE MEDICAL are very
sound and effective; however the consideration of the following points will
definitely help the management.
o Faster and Hidden Procedure with No-Show Policy
o HR Department should be dedicated department without any
interferences
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.

RECRUITMENT QUESTIONNAIRE
DEPT: ____________ DESIGNATION: ____________
No of years of service: _______________
1. When did you undergo the recruitment life cycle?
____________________________________________________
2. Did the recruitment life cycle contribute to your settling in the
organization?
3. List three things you liked about the recruitment life cycle at ALERE?
a) __________________________________________
b) __________________________________________
c) __________________________________________
4. Three things you disliked about the recruitment life cycle at ALERE?
a. __________________________________________
__________________________________________
__________________________________________

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.67

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 life cycle in ALERE.
8. Did the recruitment life cycle teach you anything worthwhile?
____________________________________________________
9. Was the recruitment life cycle adopted at ALERE is success or a failure?
10. What changes / modifications would you suggest for the recruitment life
cycle to make it more effective and efficient?
a. __________________________________________
b. __________________________________________
c. __________________________________________
11. What is your first impression about ALERE?
____________________________________________________________
_______________
_______________________________________________________
12. What do you think about the recruitment life cycle at ALERE? Would
you like to

suggest any changes to the recruitment life cycle at ALERE?


____________________________________________________________
_______________
_______________________________________________________

GAP ANALYSIS OF RECRUITMENT AT ALERE MEDICAL INDIA


PAGE NO.69

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