1.
Introduction of Recruitment.
2.
Definition of Recruitment.
3.
Features of Recruitment.
4.
5.
Sources of Recruitment.
6.
Introduction of Selection.
7.
Meaning of Selection.
8.
Definition of Selection.
9.
Essentials of Selection.
10.
Significance of Selection.
.
RECRUITMENT
INTRODUCTION
Recruitment refers to the process of attracting, screening, selecting, and on boarding a
qualified person for a job. At the strategic level it may involve the development of
an employer brand which includes an 'employee offering'.
The stages of the recruitment process include: job analysis and developing a person
specification; the sourcing of candidates by networking, advertising, or other search methods;
matching candidates to job requirements and screening individuals using testing (skills or
personality assessment); assessment of candidates' motivations and their fit with
organisational requirements by interviewing and other assessment techniques. The
recruitment process also includes the making and finalising of job offers and the induction
and onboarding of new employees.
Depending on the size and culture of the organization recruitment may be undertaken inhouse by managers, human resource generalists and / or recruitment specialists. Alternatively
parts of all of the process might be undertaken by either public sector employment agencies,
or commercial recruitment agencies, or specialist search consultancies.
DEFINITION OF RECRUITMENT :
The definition of recruitment are as follows:
According to 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.
FEATURES OF RECRUITMENT :
The features of recruitment policy are as following:
programmers.
Cultural, economic and legal factors.
Companys image.
Recruitment policy.
SOURCE OF RECRUITMENT :
Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the organization
itself (like transfer of employees from one department to other, promotions) to fill a position
are known as the internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of recruitment.
b.
c.
d.
e.
f.
etc.
It motivates the employees of work hard in order to get higher jobs in the same
organization.
It increases the morale of the employees and it improves the relations in the
organization.
It reduce executive turnover.
It develops loyalty and a sense of responsibility.
It prevents new blood from entering the organisation. New blood brings innovative
organization.
Those who are not promoted will be unhappy.
The right person may be promoted or transferred only if proper confidential reports of
all employees are maintained. This involves a lot of time, money and energy.
The external sources of recruitment are:1. Private Employment Agencies/Consultants: Public employment agencies or consultants
like ABC Consultants inIndia perform recruitment functions on behalf of a client company by
charging fees. Line managers are relieved from recruitment functions and can concentrate on
operational activities.
2. Public Employment Exchanges: The Government set up Public Employment Exchanges
in the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates. As per the Employment Exchange act 1959,
makes it obligatory for public sector and private sector enterprises inIndia to fill certain types
of vacancies through public employment exchanges.
3 . Professional Organizations: Professional organizations or associations maintain
complete bio-data of their members and provide the same to various organizations on
requisition. They act as an exchange between their members and recruiting firm.
4. Data Banks: The management can collect the bio-data of the candidates from different
sources like Employment Exchange, Educational Training Institutes, candidates etc and feed
them in the computer. It will become another source and the co can get the particulars as and
when required.
5. Casual Applicants: Depending on the image of the organization its prompt response
participation of the organization in the local activities, level of unemployment, candidates
apply casually for jobs through mail or handover the application in the Personnel dept. This
would be a suitable source for temporary and lower level jobs.
6. Similar Organizations: Generally experienced candidates are available in organizations
producing similar products or are engaged in similar business. The Management can get
potential candidates from this source.
Management institutes and Engineering Colleges. Final year students, who're soon to get
graduate, are interviewed. Suitable candidates are selected by the organization based on their
academic record, communication skills, intelligence, etc. This source is used for recruiting
qualified, trained but inexperienced candidates.
It is very costly. This is because advertisements, test, medical examination etc., has to
be conducted.
It is very time consuming. This is because the selection process is very lengthy.
The employees being unfamiliar with the organization, their orientation and training is
necessary.
It may not develop loyalty among the existing managers.
The existing managers may leave the organization if outsiders are given higher post.
SELECTION
INTRODUCTION
Selection is the next step after recruitment. Theos A Langlie writes, The managers concern
with techniques of personal selection is that they are so designed and administered that they
provide the basis for effective and economical manning of jobs in the organisation.
A manager is not a technician but he must be prepared to understand selection techniques. I
must be aware of the extent to which the organisational objectives are being achieved by this
function and the nature of measuring individual differences.
He must be capable of intelligently approving performance criteria and standards. He should
be aware of the importance of the personal research function and provide essential support to
it. Apart from this, it is necessary that employment policy is also realistic. The policy that
calls for the employment only of those who have a potential expected to rise to high positions
will be quite unrealistic.
The policy must recognise the limitations of selection techniques taking into account the
significance of averages, variability errors of system and attempt to leave the mass of workers
with some proporation of higher expected individuals.
The procedure of selection is concerned with securing of relevant information about an
applicant. There are a number of steps involved in this process. At each such step some
candidates are dropped and the remaining move on. This is the reason that some authors have
nick named the process of selection as the process of rejection.
Qualified applicants go on to the next hurdle, while the unqualified are eliminated. Koontz
ODonnell and Weihrich write, Selecting a manager is choosing logically from among the
candidates the one that best meets the position requirements. In the selection approach
applicants are sought to fill position with rather specific requirements.
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
Page 10
DEFINITION
The definition of Selection are as follows:-
According to Thomas
Selection is the process of differentiating between applicants in order to identify those with
greater likelihood of success in the job.
Selection is the process in which candidates for employment are divided into two classesthose who are to be offered employment and those who are not.
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
Page 11
Every Task is undertaken with an objective without any objective a task is rendered
meaningless. The main objective for undertaking this project are-
To analyze the use of media in the recruitment and selection activities in the company.
To suggest some ways to improve the quality of recruitment for the upper level
positions.
Participating in all possible HR processes and thus learning every minor to major
activities.
the
more
likely
they
are
to
hire
&
retain
satisfied
employees.
Recruitment is the process of seeking people to apply for a vacant position in an organization
and selection is choosing the most suitable person for the job.
COMPANY PROFILE
1.
2.
3.
4.
Board of Directors.
5.
Financial analysis.
6.
7.
INTRODUCTION
The Pharmaceutical industry in India is the world's third-largest in terms of volume and
stands 14th in terms of value. According to Department of Pharmaceuticals, Ministry of
Chemicals and Fertilizers, the total turnover of India's pharmaceuticals industry between
2008 and September 2009 was US$21.04 billion. While the domestic market was
worth US$12.26 billion. Sale of all types of medicines in the country is expected to reach
around US$19.22 billion by 2012.
According to Brand India Equity Foundation, the Indian pharmaceutical market is likely to
grow at a compound annual growth rate (CAGR) of 14-17 per cent in between 2012-16. India
is now among the top five pharmaceutical emerging markets of the world.
Exports of pharmaceuticals products from India increased from US$6.23 billion in 200607
to US$8.7 billion in 200809 a combined annual growth rate of 21.25%. According
to PricewaterhouseCoopers (PWC) in 2010, India joined among the league of top 10 global
pharmaceuticals markets in terms of sales by 2020 with value reaching US$50 billion. Some
of the major pharmaceutical firms including Sun Pharmaceutical, Cadila Healthcare and
Piramal Enterprises.
The government started to encourage the growth of drug manufacturing by Indian companies
in the early 1960s, and with the Patents Act in 1970. However, economic liberalization in 90s
by the former Prime Minister P.V. Narasimha Rao and the then Finance Minister, Dr.
Manmohan Singh enabled the industry to become what it is today. This patent act removed
composition patents from food and drugs, and though it kept process patents, these were
shortened to a period of five to seven years.
The lack of patent protection made the Indian market undesirable to the multinational
companies that had dominated the market, and while they streamed out. Indian companies
carved a niche in both the Indian and world markets with their expertise in reverseengineering new processes for manufacturing drugs at low costs.
Rank
Revenue 2011
Revenue 2012
(USD millions)
(USD millions)
Company
1348.51
Ranbaxy
1327.56
5,687.33
1178
5,258.80
Lupin Ltd
929.84
4,527.12
Aurobindo Pharma
865.19
4,229.99
Dabur
700.3
Sun Pharmaceutical
673.99
1,985.78
Cadila Healthcare
629.45
2,213.17
Jubilant Lifesciences
561.03
10
Piramal Enterprises
480.26
11
12
GlaxoSmithKline
Pharmaceuticals Ltd
Ipca Laboratories
475.8
390
13
Wockhardt
381.23
14
Torrent Pharmaceuticals
380.2
15
Sterling Bio
358.1
16
Biocon
340.38
17
320.62
18
19
Aventis Pharma
263.75
20
Glenmark Pharmaceuticals
260.14
products
Regulatory
Africa-Medicines
Control
Council(MCC), Brazil-Brazilian National Health Vigilance Agency (ANVISA) and AustraliaTherapeutic Goods Administration (TGA).
HISTORY
It was founded by group of businessmen and medical professionals in 1949. In 1975, the
management of the company was taken over by Amitabh Bachchan, Ajitabh Bachchan, Jaya
Bachchan, M.R. Chandurkar, P.C. Godha.
Type
Public
Traded as
Industry
Pharmaceutical
Founded
Founder(s)
Headquarters
Mumbai, India
Area served
worldwide
Key people
Products
Pharmaceuticals, drugs
Revenue
Employees
8,001 (2011)
Subsidiaries
Website
www.ipcalabs.com
Premchand Godha
Pranay Godha
Executive Director
Prashant Godha
Madhukar R. Chandurkar
Babulal Jain
Executive Director
Director
Director
Anand T. Kusre
Director
Director
Director
Director
FINANCIAL ANALYSIS.
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
Page 22
Particulars
Domestic Income *
Exports Income
Total Income *
Earnings Before Interest,
Depreciation & Tax
Profit Before Tax
Net Profit After Tax
Share Capital
Reserves and Surplus
Net Worth
Net Block
Dividend (%)
Earnings Per Share ( .)
Book Value Per Share (Rs.)
2008-09
595.18
680.39
1,275.57
2009-10
759.42
806.08
1565.50
2010-11
864.43
1025.18
1889.61
2011-12
940.32
1401.97
2342.98
2012-13
1081.00
1716.08
2797.08
# 270.01
# 344.65
# 384.24
#526.40
#639.95
124.65
@ 91.22
24.99
613.52
638.51
579.72
110%
36.33
255.51
271.73
209.19
25.04
849.82
874.86
674.75
140%
@ 16.75
@ 69.86
343.70
255.37
25.14
1028.72
1053.86
792.57
160%
20.36
83.84
368.94
280.17
25.23
1237.04
1262.27
1007.33
160%
22.23
100.06
461.37
331.39
25.24
1544.61
1569.85
1204.50
200%
26.27
124.40
Job Analysis: The first step in selection process is analyzing the job. Job analysis
consists of two parts:
2.
(a)
(b)
Job Specification.
Advertising the Job: The next step is to advertise the job. The job can be advertised
through various media. The right details about the job and the candidate must be
given in the advertisement.
Initial Screening: The initial screening can be done of the applications and of the
applicant. Usually, a junior executive does the screening work. At this stage, the
executive may check on the general personality, age, qualifications, family
background of the candidate. The candidate may also be informed of salary, working
conditions, etc.
4.
5.
Tests: Various tests are conducted to judge the ability and efficiency of the candidates.
The type of tests depends upon the nature of job. An important advantage of testing is
that it can be administered to a large group of candidates at a time and saves time and
cost.
The various tests are: (a) Personality test, (b) Intelligence test, (c) Performance test,
(d) Stress test, etc.
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
Page 25
6.
Interview: It is face to face exchange of views, ideas and opinions between the
candidate and interviewer(s). There are various types of interviews such as : (a) Panel
Interview, (b) Individual Interview, (c) Group Interview, (d) Stress Interview, (e) Exit
Interview.
7.
Reference Check: A candidate may be asked to provide references from those who
are willing to supply or confirm about the applicants past life, character and
experience.
8.
9.
Final Interview: Before making a job offer, the candidates may be subjected to one
more oral interview to find out their interest in the job and their expectations. At this
stage, salary and other perks may be negotiated.
10.
Job Offer: This is the most crucial and final step in selection process. A wrong
selection of a candidate may make the company to suffer for a good number of years
and the loss is incalculable. Company should make a very important decision to offer
right job to the right person.
RESEARCH METHODOLOGY
1.
Data Used.
2.
SWOT ANALYSIS
3.
Findings.
4.
5.
6.
Conclusion.
7.
Bibliography.
DATA USED
There were mainly two sources of data collection
Primary data:
o
Survey method
o
Personal interview with candidates
o
In depth conversation with the placement agency
Secondary data:
o
Study of recruitment policy
o
Websites
o
Published articles
Research methodology used
o
Study of recruitment and selection at IPCA Laboratories Ltd. by the manual
o
o
o
o
SWOT ANALYSIS
1. Worldwide presence in the anti- malaria segment with almost a
third of share in the market
2. Company has dosage forms against all malaria disorders
3. A large network of wholesalers, sales and marketing personnel
Strength
Weakness
Opportunity
Threats
Competitors
1.
2.
3.
4.
Plethico Pharma
Natco
Unichem
Merck
DATA ANALYSIS
INCLUDING OPINION SURVEY OF EXECUTIVES
STAFF/EMPLOYEE REGARDINDING
RECRUTIMENT AND SELECTION POLICY
MANPOWER POSITION
IN THE LAST 10 YEARS
H.O
YEAR
FACTORY
FIELD
TOTAL
(CORPT)
2005
80
200
104
414
2006
82
200
109
426
2007
82
202
109
428
2008
81
198
110
431
2009
81
195
120
440
2010
75
186
115
413
2011
76
190
118
439
2012
78
192
130
464
2013
76
188
134
464
2014
90
212
150
452
From the above table it is shown that increase in recruitment of manpower is based on
availability of Projects and diversification of business. At the saturation point of one business
it diversifies to another business which is highly required for a business house. There is a
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
Page 31
PROFIT / LOSS
YEAR
MANPOWER
STRENGTH
P/ L BY RECRUITING
ONE EMPLOYEE
(RS. In Las)
(In RS.)
2007
428
249.47
58287
2008
431
195.11
45269
2009
440
225.73
59302
2010
413
280.35
67881
2011
439
192.37
43820
2012
464
242.27
52213
2013
464
215.15
46362
2014
383
180.22
47054
It is clear from the above table that when recruitment of manpower increases profitability of
the organisation decreases and when recruitment of manpower decreases profitability of the
organisation increases. So it is clearly understood that cost benefit analysis is not done
properly before recruitment or creation of a position in the organisation.
YEARS
EXECUTIVES
NON-EXECUTIVES
RATIO
2007
16
154
1:10
2008
16
154
1:10
2009
17
158
1:9
2010
15
150
1:10
2011
18
160
1:9
2012
20
165
1:8
2013
20
165
1:8
2014
16
155
1:10
From the perusal of the above table it is found that the ratio of span of control of IPCA, is
approximately 1:10 which is very good for an organisation in increase in the productivity for
better cost control. But it may not leads to proper supervision and quality of work. Optimum
utilisation of non-executives staff may not be achieved.
RESULT
The results are as follows:o
Recruitment is done throughout the year more during the months of May-June
o
o
and Oct-Nov;
Huge investment of time;
Huge recruitment cost;
To pursue these, I would be going through the recruitment policies of the company. By active
participation in the recruitment process, the areas where improvement can be bought about
can be identified.
Thus the whole research would be done under the guidance of external guide. It will also
involve recruitment and selection processes, reading the material provide internally by the
organization, information from the new employees.
CONCLUSION
Without human resources, no organization can achieve its goals. Among all the resources in
organization, human resource is the most important. It regards to the management of human
resource in organizations. It consists of different processes and policies which make the
human resource satisfied and motivated to their works. It is Human resource management
that brings great success to the organization.
Since its primitive beginnings, human resource management has been successful to attract the
managers. Interest in Human Resource Management is continuously rising, due to the various
reasons. In conclusion, causes of the rising interest in Human Resource Management can be
listed as:1. Managing human resources is one of the key elements in the co-ordination and
management of work.
2. Human Resource Management is different from the traditional practice of personnel
management.
3. Human Resource Management represents a wider conception of the employment
relationship to incorporate on enabling and developmental role for individual
employee.
4. Human Resource Management can be viewed as the part of strategic managerial
function in the development of business policy.
Human Resource Management represents the personnel management and industrial relations.
SUGGESTIONS
LIMITATIONS
The study on recruitment and selection practices at IPCA LAB PVT. LTD. involve the study
of all the divisions of IPCA GROUPS due to time constrain the study was not extended to the
recruitment. Due to time constrains a discussions could not be held with other employees as
to their personnel level of satisfaction from the recruitment and selection practices and
procedures. Also there is a lot of heavy bias attached with the responses because of personnel
experience. The people interview there is from GM's to Executive directors to head
personnel. Hence the inputs would vary greatly amongst them due to the difference in level
of authority and experience.
ANNEXURE -1
QUESTIONNAIRES FOR MANAGERS
1.
Which of the following recruitment methods and the procedure followed for
recruitment of machine operator in IPCA Laboratories Ltd?
a)
Employee referrals
b)
c)
d)
Professional journals
e)
Professional bodies
f)
Recruitment consultants
2.
What is the approximate time taken for recruiting the post of machine operators?
3.
4.
5.
a)
aptitude test
b)
personal interview
c)
written test
d)
practical test
What is the percentage of weight do you give to the following factors in selection of
machine operators :
a)
Aptitude test
b)
personal interview
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
Page 39
6.
c)
written test
d)
practical test
e)
any other
What are the constraints do you face while selecting the candidates?
a)
b)
c)
d)
e)
f)
7.
According to you, what may be the reasons for not getting good response to your
recruitment methods?
8.
According to you, what may be the reasons for not joining after selection of
candidates?
2.
3.
Which of the following methods of recruitment did you use for your recruitment?
a)
Employee referrals
b)
c)
d)
Professional journals
e)
Professional bodies
f)
Recruitment consultants
How much time did the company take to respond to your application?
a)
b)
5-10 days
c)
11-15 days
d)
15-20 days
e)
Which of the following methods of selection did you face for your selection?
a)
aptitude test
b)
personal interview
c)
written test
d)
practical test
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
Page 41
e)
4.
any other
What is the percentage of weight age do you think the company has given to the
following factors in your selection:
5.
a)
aptitude test
b)
personal interview
c)
written test
d)
practical test
a)
aptitude test
b)
personal interview
c)
written test
d)
practical test
e)
any other
6.
7.
What is the extent of your satisfaction with recruitment procedure followed by IPCA
Laboratories Ltd.?
a)
8.
...
What is the extent of your satisfaction with selection procedure followed by IPCA
Laboratories Ltd.?
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
Page 42
a)
9.
10.
..
a)
..
b)
..
c)
..
a)
..
b)
..
c)
..
BIBLIOGRAPHY
1.
2.
3.
4.
www.google.co.in
www.ask.yahoo.com
www.wikipedia.org
www.ipcalabs.com