Sahara Hopital Project Report

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Recruitment and Selection in Sahara Hospital (Lucknow)
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23 Recruitment
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25 Selection
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A Summer Training Project Report
on
and
in
Sahara Hospital
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29
December2011
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SUBMITTEDTO:SUBMITTEDBY:
2010-2012
INTEGRAL UNIVERSITY, DASAULI, KURSI ROAD, LUCKNOW
EXECUTIVE SUMMARY
ORGANIZATIONAL PROFILE:
Sahara India Pariwar, one of the largest conglomerates of India has entered the
Healthcare sector with a view to become the Best and the Largest Player in this fast
growing sector, now creating one of the largest chains of hospitals in India with high
end health care facilities. The first of the three super-specialty hospitals is
operational in Lucknow, Uttar Pradesh, India. Currently it is operating with 250 beds
(which will be expandable to 554 bedded). Sahara Hospital Lucknow is poised to
become one of the top hospitals in Asia.
Sahara hospitals aesthetical design combines well with functional values to deliver a
most satisfying experience to the patients and as well as their near and dear ones.
The ambience is not only pleasing to the eyes but also touches hearts. With
dedicated, expert and experienced doctors around, you are assured of quality,
compassionate care and the most important, healing touch. Sahara hospital is now
providing high quality & cost effective services, coupled with the warmth and caring
nature that only true Indian hospitality can provide. Sahara Hospital is a 250 bedded,
Multi-disciplinary, super speciality tertiary care hospital at Lucknow.
OBJECTIVES OF MY TRAINING:
To gain complimentary practical knowledge in addition to theoretical

knowledge gained in class room and gain experience in a real world
business scenario.
2
To study the various sources of recruitment followed by Sahara

Hospital and to understand the procedure employed by Sahara
Hospital used for recruiting and selecting the potential employees.
RESPONSIBILITIES AS AN INTERN
The primary responsibilities assigned to me as an intern during the training period

at Sahara Hospitals that added to my knowledge in relation to recruitment and
selection activities of HR Management included shortlisting of probable
candidates from the pool of people submitting their resumes and calling them for
interviews on suitable dates.
Along with this, I was engaged in assisting in coordinating the interview process
while collaborating with the interviewees prior to their interview and acting as a
bridge between job aspirants and the HR Management.
Apart from working towards recruitment and selection of new personnel, I
remained actively involved in regular inspection and updating of relevant
documents, it also included department wise arrangement of existing employee
data and managing their database. Assisting is cross inspection of documents of
employees was also a part of my duties as an intern.
DISCRIPTION OF RECRUITMENT AND SELECTION:
Recruitment is defined as, 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
3
efficient workforce. Edwin B. Flippo defined recruitment as the process of searching

for prospective employees and stimulating them to apply for jobs in the organization.
Recruitment is a linking function-joining together those with jobs to fill and those
seeking jobs. It is a joining process in that it tries to bring together job seekers and
employer with a view to encourage the former to apply for a job with the latter.
In order to attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond.
To be cost effective, the recruitment process should attract qualified applicants and
provide enough information for unqualified persons to self-select themselves out.
Thus, the recruitment process begins when new recruits are sought and ends when
their applications are submitted. The result is a pool of applicants from which new
employees are selected.
SELECTION
Selection is the process of picking individuals out of the pool of job applicants with
requisite qualification and competences to fill jobs in the organization.
It can be defined as:
The process of differentiating between applicant in order to identify (and hire) those
with a greater likely hood of success in a job
OVER ALL EXPERIENCE:

My experience at Sahara hospital was really enriching and complementary to my
classroom learning. I had appeared for my interview for internship at the corporate
head office of Sahara India. I was given a chance to carry out my project at Sahara
Hospitals office. My training started on the 23 rd of June 2011. At the beginning of the
4
internship my knowledge of Sahara Hospitals and its functioning was limited.

However, only after a few days of guidance of my supervisors, my understanding of
recruitment and selection of employees in various departments improved
significantly as I was provided with full support in routine activities of the HR
Department such as maintaining employee database, assisting and coordinating
interviews and communicating between the job aspirants and the HR Management.
My training program was initiated under the supervision of Mr. Vinod Kumar Singh
(Senior Executive- HR Department) and during the 7 weeks of training I have gained
the complimentary practical knowledge in addition to the theoretical knowledge
gained in the class room. This training has helped me in enhancing my skills,
Knowledge and attitude, towards a focused professional in corporate world. It has

given me the realistic feeling of what H.R.M is all about.
Though I worked on a specific H.R. facet namely recruitment and selection but on
the whole it gave me an opportunity to be in touch with other related facets. Thus it
provided me with a professional orientation for overall H.R functioning in an
organization. This internship has made it possible for me to bridge the gap between
class and the actual business world particularly in the context of Human Resources
and their effective and efficient management.
INDEX
CHAPTER 1-INDUSTRIAL
PROFILE.11-14
1.1
Brief
Overview.
..11
1.2
HealthcareMarket
Size.
..11
1.3
HealthcareTrends
and
Investments..
12
1.4
Medical
Tourism.
.13
1.5 Healthcare-Government Initiatives..
.14
.
CHAPTER 2- INTRODUCTION TO SAHARA HOSPITAL.
....15-29
Mission of Sahara Hospital.
..15
2.1 Company Profi le/Branch
profi le...16
2.2
Location/Departments
....17-18
2.3 Organizational
Structure..19
2.4 No. of Employees/Est. Total
Turnover.20
2.5 Sahara hospital
family.....20-24
2.6
Overview
...25
2.7Core Strengths
...26-29
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OBJECTIVE OF THE
TRAINING30
Task
assigned
.30
CHAPTER 3- INTRODUCTION TO THE

TOPIC.31-49
3.1 Introduction to
Recruitment..3133
3.2 Purpose and
Importance
34-35
3.3 Sub-systems of
Recruitment..3536
3.4 Sources of
Recruitment
..37-39
3.5 Introduction to
Selection.
.40-41
3.6 Selection
Process
41-47
3.7 Evaluation of Selection Programme and Selection in
India.47-49
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CHAPTER 4- RECRUITMENT AND SELECTION PROCESS IN SAHARA

HOSPITAL..50-65
4.1 Purpose and the objective of recruitment
50
4.2 Recruitment
Policy
..51
4.3 Procedure for Recruitment and
Selection..52-64
4.4
Overview
.65
METHODS USED TO COMPLETE THE
ASSIGNMENT..66
FINDINGS, EXPERIENCE AND
LEARNING..67-68
CONCLUSION AND
SUGGESTION.69
-70
ANNEXURE
.71-82
ACKNOWLEDGEMENT
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I owe a great many thanks to a great many people who helped and supported
me during the writing of my summer internship report and I acknowledge their
contribution to its successful completion.
I express my thanks to the Dr. Zeeshan Amir, DEAN, M.B.A, INTEGRAL
UNIVERSITY
and
to,
Mrs.
Asma
Farooqui,
H.O.D,
M.B.A,
INTEGRAL
UNIVERSITY, for extending their support.

My sincere thanks and gratitude to my Lecturer, Mrs.Orooj Siddiqui, the
Guide of the project for guiding and correcting various documents of mine with
attention and care. She has taken pain to go through the project and make
necessary correction as and when needed.
My deep sense of gratitude to Mr. Vinod Kumar Singh, Senior Executive,
SAHARA HOSPITAL, H.R Department, for his support and guidance. Thanks and
appreciation to the helpful people at SAHARA HOSPITAL, for their support.
A big contribution and hard worked from him during the seven week is very great
indeed. All projects during the program would be nothing without the enthusiasm
and imagination from him. Besides, this internship program makes me realized the
value of working together as a team and as a new experience in working
environment, which challenges us every minute.
Not to forget, great appreciation goes to the rest of Sahara Hospitals staff that help
me from time to time during the project. The whole program really brought us
together to appreciate the true value of friendship and respect of each other. I would
also thank my Institution and my faculty members without whom this project would
have been a distant reality. I also extend my heartfelt thanks to my family and wellwishers.
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CERTIFICATE OF THE COMPANY
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CERTIFICATE
This is to certify that Miss.Samayla Ansari, student of M.B.A (H.R) II Year

having Enrolment No 1000122089 has completed her summer training project
report on the subject Recruitment and Selection in Sahara Hospitals under my
supervision and guidance.
The behaviour of the student during the project period was found to be highly
appreciable and satisfactory.
I wish her all the best for his future endeavours.
Mrs. Orooj Siddiqui

SENIOR LECTURER
FACULTY GUIDE
FACULTY OF MANAGEMENT & RESEARCH
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Chapter 1- INDUSTRIAL PROFILE

1.1 Brief Overview
India is perched to witness additional growth in its economy as a result of positive
trends within the healthcare sector. Reports clearly suggest that healthcare sector is
going to be one of the major sectors that would fuel the economic growth and will
contribute to the increased revenues, along with IT Services and Education sectors
in the country. Over 40 million new jobs and 200 billion increased revenues are
expected to be generated by the Indian healthcare sector till 2020, as per a report
titled, Indias New Opportunities- 2020, prepared by the All India Management
Association, Boston Consulting Group and the Confederation of Indian Industries
(CII).
1.2 Healthcare Market Size
The Indian healthcare sector is poised to reach US$ 280 billion by the year 2020,
thereby contributing an expected Gross Domestic Product (GDP) spend of 8 per cent
by 2012 from 5.5 per cent in 2009, according to a report by an industry body. A US$
36 billion industry today and growing at 15 per cent compound annual growth rate
(CAGR), the Indian healthcare industry will reach the market value of US$ 280 billion
by 2022.
Increasing population, higher expenditure on lifestyles, rising market of health
insurance, government initiatives for better medical infrastructure, and focus on
Public Private Partnership (PPP) models are some of the driving factors for the
growth of healthcare sector in India.
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Major players in the Indian healthcare sector include Apollo Hospitals Enterprise Ltd,
Fortis Healthcare Ltd, Max Hospitals and Aravind Eye Hospitals.
1.3 Healthcare Trends and Investments

US medical devices-maker Welch Allyn plans big India expansion and boosts its
presence in India. The US-based company has a range of products such as
stethoscope, ophthalmoscope, BP monitors, cardio-pulmonary and thermometry
devices. Welch Allyn has drawn up an aggressive five-year strategy to focus on the
Indian market, as we target revenues of US$ 5 million by 2015, according to Con
Hickey, Senior V-P, Japan, Asia Pacific and Africa. Welch Allyn has selected Garuda
Med Equipments as its marketing and distribution partner in India. The plan behind
the joint venture is to focus the resources on customers in primary healthcare
centres and B& C class cities and rural market in the country.
Aventis Pharma, a unit of Frances Sanofi, a drug maker company intends to acquire
unlisted Universal Medicares nutraceuticals business in order to boost its share in
the Indian healthcare segment in the country. Universal Medicares turnover of the
nutraceuticals business, which comprises of over 40 over-the-counter formulations,
is estimated at over US$ 23.13 million, as according to Shailesh Ayyangar, Managing
Director, Aventis Pharma, the acquisition will offer both the groups to extend their
services to larger section of the Indian population by offering a higher variety of
medical services that comprise of pharmaceuticals, vaccines and nutraceuticals.
Medical-equipment maker Trivitron Healthcare intends to invest US$ 21.02 million in
2011 on capacity expansions and acquisitions. Trivitron has set up a 25-acre
medical-technology park at Irungattukottai, near Chennai, which has started its
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operations in September 2010. With 10 housing facilities, the park currently operates
one factory for manufacturing ultrasound and colour Doppler machines (under a joint
venture with Hitachi Aloka).
1.4 Medical Tourism

As per the study conducted by the Indias commerce chamber, medical tourism
industry in India is competitive in nature and has been able to attract a large number
of foreign visitors surpassing the figures for other South East Asian countries,
thereby contributing significantly to the countrys economy.
In a report titled, Emerging Trends in Domestic Medical Tourism Sector, by a leading
industry body it was stated that an estimated 3.2 million medical tourists would arrive
in India by 2015. The report stated that the states of Andhra Pradesh, Karnataka,
Tamil Nadu, Maharashtra, West Bengal and New Delhi have been identified as the
major destinations for medical tourists in the country. These states have adequate
medical infrastructure for medical operations, cosmetic surgeries such as facelifts,
botox treatment, tummy tucks, eye and dental care have so far proven the most
sought after treatments by foreign patients.
Serving more than 850,000 foreign patients every year, India has been able to
uphold a strategic advantage and with the existing 40 per cent CAGR, a leading
industry body estimates that the medical tourism sector could rise to US$ 2.4 billion
by 2015.
Apart from the regular medical services, India also offers a variety of holistic
medicare such as yoga, meditation and Ayurveda. The western states of Goa,
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Kerala, and Karnataka have emerged as the most admired destination for Ayurveda
and spa healing resources.
1.5 Healthcare - Government Initiatives

There have been a number of noteworthy initiatives taken up by the Indian
government to boost the healthcare sector in the country. These initiatives focus on
investment that is closely linked to providing better medical infrastructure, rural
health facilities etc.
100 per cent foreign direct investment (FDI) is permitted for health and
medical services under the automatic route
The National Rural Health Mission (NHRM) had allocated US$ 10.15 billion
for the up gradation and capacity enhancement of healthcare facilities
Moreover, in order to meet revised cost of construction, in March 2010 the

Government allocated an additional US$ 1.23 billion for six upcoming AIIMSlike institutes and up gradation of 13 existing Government Medical Colleges
Road Ahead
Indias healthcare providers however cannot afford to rest on their laurels as they will
soon face tough competition for medical tourists internationally. Like other South
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Asian nations like Malaysia, Singapore, and Thailand, India has been quick enough
to assess the lucrative marketplace within the healthcare sector, following which
there has been heavy investments both from the government and the private sector
to meet the rising demands in healthcare industry.
MISSION OF SAHARA HOSPITAL
To set a benchmark of excellence in

advanced, hi-tech and multidisciplinary, medical services in Asia,
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offering world-class, high quality

tertiary care facilities.
2.1 COMPANY PROFILE/ BRANCH PROFILE

INTRODUCTION TO SAHARA HOSPITAL
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Established in Lucknow in February 2009
2.2 LOCATION
Sahara Hospital
Industry: Hospitals, Healthcare.
Sector: Private Sector.
Company Type: Industry Best.
State: Uttar Pradesh.
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ADDRESS: Viraj Khand, Gomti Nagar, Lucknow- 226010, India

Tel:-0522-6780001, 6780002.
E-mail: hospital@hqsimil.co.in
Website: www.saharahospitals.com
DEPARTMENTS
Anesthesiology.
Clinical Immunology & Rheumatology.
Cardiology.
Cardio thoracic vascular surgery.
Dental.
Endocrinology.
Endocrine and Breast Surgery.
Emergency Medicine.
Gastroenterology.
Gastro Surgery.
General Surgery.
Health Promotion & Preventive Medicine.
Internal medicine.
Minimal Invasive & bariatric Surgery.
Neurosurgery.
Neurology.
Nephrology.
Orthopedic.
Obstetrics & Gynecology.
Ophthalmology.
Oncology-Surgical and Medical.
Plastic Surgery.
Pediatrics.
Panchkarma.
Psychiatry & Neuropsychiatry.
Physiotherapy.
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Poly Trauma Critical Care.

Pathology.
Sports Medicine.
Transfusion Medicine.
Urology.
2.3 ORGANISATIONAL STRUCTURE
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2.4 NO. OF EMPLOYEES/ ESTIMATED TOTAL TURNOVER

In Sahara Hospital there are about 251-500 employees working currently and the
estimated total turnover of 10-100 Crores.
2.5 Sahara Hospital Family
Sahara India Pariwar, one of the largest business groups of India has entered the
growing sector.
They are creating one of the largest chains of hospitals in India with high end
secondary care in all Sahara City Homes our flagship integrated townships.
The first of the three super-specialty hospitals is operational in Lucknow, Uttar
Pradesh, India. It is presently operating with 250 beds (which will be expandable to
23
554 bedded). Sahara Hospital Lucknow is poised to become one of the top hospitals
in Asia.
compassionate care and the most important, healing touch. Sahara hospital is now
providing high quality & cost effective services, coupled with the warmth and caring
nature that only true Indian.
Hospitality can provide. Sahara Hospital is a 250 bedded, Multi-disciplinary, super
speciality tertiary care hospital at Lucknow.
The subsidiary of Sahara Prime City Limited will connect all its 220 Hospitals through
Tele-Medicine Network. The network will cover the 554 bedded multi-disciplinary
super-specialties Tertiary Care Sahara Hospital Lucknow, UP; 1500 bedded multi
super-specialty, Tertiary Care Sahara Hospital at Amby Valley City, Maharashtra; a
200 bedded multi-specialty Tertiary Care hospital at Gorakhpur, UP and 30 bedded
multi-specialty Secondary Care Hospitals proposed to be developed across all the
217 Sahara City Homes Townships.
The 554 bedded multi-disciplinary super-specialty tertiary cares Sahara Hospital,
Lucknow, which offers 52 specialities, shall be the central hub for these Hospitals. All
the 220 hospitals will have a capability of multiple concurrent Tele-Medicine sessions
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complimented by Tele-consultation to enable doctors at different centers to share

expert opinions and advice on any patient at any of these hospitals. These hospitals
will be equipped with hi-tech IT facilities for transferring patient's data, Medical
Records, Audible Signs of patients and Diagnostic Images and Videos, both live and
stored across all 219 hospitals with support from Sahara Hospital, Lucknow.
Sahara Hospitals adopts the International conventions of Telemedicine. All the OPD
consultation rooms at Sahara Hospital, Lucknow will be upgraded to Teleconsultation rooms and this way there would be multiple concurrent Tele-consultation
sessions possible for different specialties from a single hospital, at a single point of
time. These OPD consultation rooms will have redundant network available for up to
1000 Mbps connectivity and will have options to install High Definition LCD for Voice
& Video Session along with 17 inch TFT Monitor for viewing Patient data online.
Doctor sitting at the OPD consultation room can view the data of any patient
available across any of the 217 Sahara City Homes Hospitals on a single click of
button and give him real time Tele-consultation.
All critical parameters of patients admitted at these 217 Hospitals can be viewed
Live with the help of integrating bed-side monitors to the Tele-Medicine Server
located at Sahara City Homes and the same will be linked on a dedicated lease
circuit to Sahara Hospital, Lucknow. To avoid any link failure as well as server failure,
reasonable level of redundancy will be provided in the system. Besides this, a
separate level of Back-up Servers will be placed at a different location to ensure that
there is no loss of data.
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For the first time in India, Integrated Tele-Medicine System to transmit patients
Medical records from HIS (Hospital Information System), Radiological Images from
PACS (Picture Archival and Communication System) and Voice & Videos
simultaneously will be functional across all the 220 hospitals.
The 30 bedded multi-specialty secondary care hospital across each 217 Sahara City
Homes Township will have strong infrastructure and round-the-clock medicine facility
center with all the specialties of Secondary Care level. These hospitals will provide
major specialties like Gastroenterology, Cardiology, General Medicine, Obstetrics &
Gynaecology,
General-Surgery,
Neonatology,
Paediatrics,
Physiotherapy,
Orthopaedics, ENT, Dentistry and Ophthalmology.

These hospitals will offer advanced diagnostic facilities like Digital X-ray, Ultrasound,
2D Echo (Color Doppler), TMT, Video Endoscope, ECG, Nasal Endoscope and
Colposcope through latest generation medical equipments. A full-fledged Pathology
Lab with support from Sahara Hospital, Lucknow and 24 hrs. Pharmacy located at
the ground floor for easy access from outside and inside the hospital will also be a
part of these 217 hospitals.
The 217 secondary care hospitals will offer Quality Medical Care with round-theclock casualty/emergency services backed with 24hrs. Ambulance Services (Airconditioned Mobile I.C.U. equipped with life saving equipments). Each hospital will
consist of two OTs (a major and a minor) with dedicated ancillary spaces. For best
possible Critical
26
Care as per the international protocols, a 4 bed well-equipped ICU unit is planned
with life saving high end equipments like Ventilator, Bed side monitors, etc. In
addition, one
Isolation Critical Care will also be provided. Specialized Mother & Child Care facility
will provide maternity services in elegant and warm atmosphere supported by
Neonatal Intensive Care Unit & Immunization Facilities. Centrally air-conditioned
general wards with spacious private and semi private wards with attached
convenience facilities and special area dedicated for Health promotion and
preventive health care with provision of special check-up packages, consultation and
counseling will also be provided.
Sahara Hospital is a 554 bedded, Multi-Disciplinary, Super Specialty Tertiary Care

Hospital at Lucknow. With the objective of setting a benchmark of excellence in
advanced, hi-tech and multi-disciplinary medical services in Asia, the hospital will
provide high-quality tertiary care facilities affordable to all the strata of the society in
congenial atmosphere.
Sahara Hospital is a project of Sahara Indian Medical Institute Limited (SIMIL) a
subsidiary of Sahara Prime City Limited.
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2.6 OVERVIEW
WE VALUE RESOLVE, WE VALUE OUR PEOPLE, WE LEAD.
WE NEED THE DYNAMISM WHICH AIMS TO DELIVER
A 33 year old Sahara India Pariwar is full of youthful energies, undying passion and
relentless dedication.
A powerhouse of confidence and determination to achieve quantitative success
through qualitative performance. All set to move ahead towards an unbelievably
great and glorious golden jubilee.
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Sahara India Pariwar, one of the largest business groups of India has entered the
growing sector.
Now creating one of the largest chains of hospitals in India with high end secondary
care in all Sahara City Homes our flagship integrated townships.
The first of the three super-specialty hospitals is operational in Lucknow, Uttar
Pradesh, India presently operating with 250 beds (which will be expandable to 554
bedded). Sahara Hospital Lucknow is poised to become one of the top hospitals in
Asia.
compassionate care and the most important, healing touch.
Sahara hospital is now providing high quality & cost effective services, coupled with
the warmth and caring nature that only true Indian hospitality can provide. Sahara
Hospital is a 250 bedded, Multi-disciplinary, super speciality tertiary care hospital at
Lucknow.
2.7 Core Strengths
All Specialties and Diagnostics under One Roof. A Rich Pool of Human
Resource.
29
Highly trained Doctors and Paramedical professionals adhering to the

international protocols.
Round the clock presence of qualified consultants.
Nursing college with a constant resource of the most qualified nurses.
Best-in-Class Equipment. Delivering the Best Results
Ultra-modern trauma care to skillfully manage polytrauma (24 hours-no matter

what).
High-end
equipments
for
OT,
ICUs,
Laboratories,
Diagnostics&
Rehabilitation.
Fully equipped approx. 100 bedded critical care wing.
State of the art ultra-clean operation theatres.
Internationally designed, equipped & fully automated central sterilization and

supply department to achieve desired infection control and success rate.
The Complete World of Sahara Hospital

So you get everything when it comes to your healthcare. The hospital has 44 major
specialties that are offered in one of the most resource-rich, well planned facility
where super-specialty in everything we do is the defining principle.
Emergency & Trauma Care.
Medical Specialties.
30
Surgical Specialities.
Investigation specialities.
Critical care facilities.
Blood Bank.
Nutrition & Dietetics.
Physiotherapy.
Alternative Medical Sciences.
"Sahara Hospital aims to bridge the gap of quality healthcare, especially

tertiary healthcare in UP, as well as the adjoining states and countries. The
31
hospital has planned to provide world class medical services to all strata of
the society in the region. It has conceptualized to be patient-friendly and
intends to provide all medical facilities and diagnostics under one roof,"
avers Dr. H.P Kumar, Director-Medical Health, Sahara Hospital.
Dr. H.P Kumar, (Director-Medical Health, Sahara Hospital).
Whole Gamut of Services & Facilities Round The Clock

32
The hospital has all the investigative services available round the clock. This
includes Radiology, Pathology, Endoscopy, and special diagnostic services,-all
located at one place. This also includes latest generation Cardiac CT, MRI, Cardiac
Cath Lab & Pathology labs.
The hospital with advanced new age equipments provides highly dependable
CRITICAL CARE services. It is backed by a full-fledged trauma care centre,
networking of critical care ambulances and approx.100 intensive care beds which
include dedicated Neuro / Stroke ICU, Intensive Cardiac Care Unit, Medical &
Surgical ICU, Transplant ICU Neonatal and Paediatric ICU & High Dependency Units
as per the international norms. The facilities are augmented by Ultra Clean
operation theatres, dedicated to different specialties.
The hospitals special focus on infection control, added by Central Sterilization and
Supply Department (CSSD) and patient safety (including radiation safety norms)
makes it a high-end first-of-its kind hospital in the region.
33
OBJECTIVE OF MY TRAINING
To gain complimentary practical knowledge in addition to theoretical

knowledge gained in class room and gain experience in a real world
business scenario.
To study the various sources of recruitment followed by Sahara

Hospital and to understand the procedure employed by Sahara
Hospital used for recruiting and selecting the potential employees.
Work done in Sahara Hospital
Filtering of data of different employees of different department and managing
the pool of data in a co-ordinated manner.

Assisted in cross checking of documents of employees on regular basis.
Assisted in generating various kinds of reports.
Department wise arrangement of employee data.
Filling up of documents
Updating of documents.
Short listing of CVs for interview.
Calling shortlisted candidates for interview.
Assisted in interview coordination.
34
CHAPTER 3- INTRODUCTION TO RECRUITMENT &

SELECTION
3.1 Introduction to Recruitment

The human resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the caliber of the people working
therein. Without positive and creative contributions from people, organizations
cannot progress and prosper. In order to achieve the goals or the activities of an
organization, therefore, they need to recruit people with requisite skills, qualifications
and experience. While doing so, they have to keep the present as well as the future
requirements of the organization in mind.
Recruitment is distinct from Employment and Selection. Once the required number
and kind of human resources are determined, the management has to find the
places where the required human resources are/will be available and also find the
means of attracting them towards the organization before selecting suitable
candidates for jobs. All this process is generally known as recruitment. Some people
use the term Recruitment for employment. These two are not one and the same.
Recruitment is only one of the steps in the entire employment process. Some others
use the term recruitment for selection. These are not the same either.
35
Technically speaking, the function of recruitment precedes the selection function and
it includes only finding, developing the sources of prospective employees and
attracting them to apply for jobs in an organization, whereas the selection is the
process of finding out the most suitable candidate to the job out of the candidates.
Attracted (i.e., recruited). Formal definition of recruitment would give clear cut idea
about the function of recruitment.
Organization have to recruit people with requisite skills, qualification & experience if
they have to survive & flourish in a highly competitive environment, while doing so
they have to be sensitive to economic, social, political & legal factors within a
country. To be effective, they need to tap all available sources of supply.
Recruitment is the corner stone of the whole private personnel structure. Unless
recruitment policy is sound be conceived there can be little hope of building a first
rate staff.
It has said that:

No any policy is as important in any organization more than the recruitment is
limited to the specific step taken to attract suitable candidate to apply for
examinations.
The need for a sound recruitment and selection policy was first realized by china
countries ago and Prussia was the first country in modern time to have evolved a
sound recruitment system. In India, the merit principle has been in existence since
1853.
36
DEFINITIONS
Recruitment is defined as, 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 workforce. Edwin B. Flippo defined recruitment as the process of searching
for prospective employees and stimulating them to apply for jobs in the organization.
Recruitment is a linking function-joining together those with jobs to fill and those
seeking jobs. It is a joining process in that it tries to bring together job seekers and
employer with a view to encourage the former to apply for a job with the latter.
In order to attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond. To be cost effective, the recruitment
process should attract qualified applicants and provide enough information for
unqualified persons to self-select themselves out. Thus, the recruitment process
begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applicants from which new employees are selected.
37
3.2 PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of
potentially qualified job candidates. Specifically, the purposes are
to:
Determine the present and future requirements of the organization in

conjunction with its personnel-planning and job-analysis activities.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the
number of visibly, under qualified or overqualified job applicants.
Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.
Begin identifying and preparing potential job applicants who will be

appropriate candidates.
Induct outsiders with a new perspective to lead the company.
Infuse fresh blood at all levels of the organization.
38
Develop an organizational culture that attracts competent people to the

company.
Search or head hunt/head pouch people whose skills fit the companys
values.
Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a
company, and eventually decide whether they wish to work for it. A well-planned and
well-managed recruiting effort will result in high-quality applicants, whereas, a
haphazard and piecemeal effort will result in mediocre ones. High-quality employees
cannot be selected when better candidates do not know of job openings, are not
interested in working for the company and do not apply. The recruitment process
should inform qualified individuals about employment opportunities, create a positive
image of the company, provide enough information about the jobs so that applicants
can make comparisons with their qualifications and interests, and generate
enthusiasm among the best candidates so that they will apply for the vacant
positions.
3.3 SUB-SYSTEMS OF RECRUITMENT:39
The
recruitment
process
consists
of the
follow ing
four
sub-
functions:
Finding out and developing the sources where the required number and kind
of employees will be available.
Developing suitable techniques to attract the desirable candidates.
Employing the techniques to attract candidates.
Stimulating as many candidates as possible and asking them to apply for jobs
irrespective of the number of candidates required.
Management has to attract more candidates in order to increase the selection ratio
so that the most suitable candidate can be selected out of the total candidates
available. Recruitment is positive as it aims at increasing the number of applicants
and selection is somewhat negative as it selects the suitable candidates in which
process; the unsuitable candidates are automatically eliminated. Though, the
function of recruitment seems to be easy, a number of factors make performance of
recruitment a complex one.
The human resources are the most important asset of an organization. The success
or failure of an organization is largely dependent on the caliber of the people working
therein. In order to achieve the goals or the activities of an organization it needs to
recruit people with requisite skills, qualification and experience.
FACTORS GOVERNING RECRUITMENT
40
Human
Resource
Planning
External Forces: Supply & demand

Unemployment rate
Labor market
Political social sons of soil
image
Determine Recruitment
and Selection Needs
Internal Forces:
Recruitment Policy
HRP
Size of the Firm
Job Analysis
Internal Forces:
Recruitment Policy
HRP
Size of the Firm
Cost
Cost
Growth and expansion
Growth and expansion
3.4 SOURCES OF RECRUITMENT

The sources of recruitment may be broadly classified into two broad categories:1)
Internal Sources.
2)
External Sources.
INTERNAL METHODS OF RECRUITMENT:

1. Promotion
41
A transfer is a lateral movement within the same grade, from one job to
another.
2. Job Posting :
The organization publishes job openings on bulletin boards, electronic media
and similar outlets. It offers a chance to highly qualified applicants working
within the company to look for growth opportunities within the company.
Without the company, without looking for greener pastures outside.
3. Employee Referrals:
It means using personnel contracts to locate job opportunities. It is a
recommendation from a current employee regarding a job applicant.
EXTERNAL SOURCES:
External sources lie outside an organization. It provides organization with: Wide choice.
Injection of fresh blood.
External Methods of Recruitment
42
Colleges, Universities, Research laboratories, sports field and institute are fertile
ground for recruiters. In some companys recruiter are bound to recruit a given
number of candidates from this institute every year.
1. Advertisement :
There constitute a popular method of seeking recruits as many recruiters
prefer advertisement because of their wide reach. Advertisements must be
effectively drafted before publishing / releasing them.
An ineffective
advertisement will meet the rate aptly described as following:

Is your advertising getting results?
2. Employment Exchange:
Employment exchanges act as a link between the employers and the prospective
employees. The major function of the exchange is to increase the pool of possible
applicants and to do preliminary screening.
Competitors:
Rival firms can be source of recruitment. Popularly called poaching or raiding, this
method involves identifying right people in rival companies, offering them better
terms and living them away.
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1. Gate Hiring & Contractors:

Gate hiring means (where job seekers, generally blue collar employees,
present themselves at the factory gate and offer them service on a daily basis,
hiring through contractors is also in use.
2. Unsolicited Applicants / Walk-Ins:
Companies generally receive unsolicited applications from job seekers a
various point of time, the number of such application depends on economic
conditions, the image of the company. Such application is generally kept in a
data bank and whenever a suitable vacancy arises the company would
intimate the candidate to the candidate to apply through a formal channel.
3.5 INTRODUCTION TO SELECTION:
44
The size of the labour market, the image of the company, the place of posting, the
nature of job, the compensation package and a host of other factors influence the
manner of aspirants are likely to respond to the recruiting efforts of the company.
Through the process
Of recruitment the company tries to locate prospective employees and encourages
them to apply for vacancies at various levels. Recruiting, thus, provides a pool of
applicants for selection.
Selection is the process of picking individuals out of the pool of job applicants with
requisite qualification and competences to fill jobs in the organization
It can be defined as:
It is the process of differentiating between applicant in order to identify (and hire)
those with a greater likely hood of success in a job
45
Purpose
The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organisation best, to find out which job applicant will
be successful, if hired. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualifications, skills, experience,
etc. the needs of the job are matched with the profile of candidates. The most
suitable person is then picked up after eliminating the unsuitable applicants through
successive stages of selection process. How well an employee is matched to a job is
very important because it is directly affects the amount and quality of employees
work. Any mismatched in this regard can cost an organisation a great deal of money,
time and trouble, especially, in terms of training and operating costs. In course of
time, the employee may find the job distasteful and leave in Frustration. Effective
election, therefore, demands constant monitoring of the fit between people the job.
3.6 The Process

Selection is usually a series of hurdles or steps. Each one must be successfully
cleared before the applicant proceeds to the next one. The time and emphasis place
on each step will definitely vary from one organisation to another and indeed, from
job to job within the same organisation. The sequence of steps may also vary from
job to job and organisation to organisation. For example some organisations may
give more importance to testing while others give more emphasis to interviews and
reference checks. Similarly a single brief selection interview might be enough for
applicants for lower level positions, while applicants for managerial jobs might be
interviewed by a number of people.
46
STEPS IN SELECTING PROCESS
Selection is done in a number of stages, which include:

1)
Environmental Factors affecting selection :

47
Companys image, companys policy, HRP, and the cost of hiring constitute
the internal environment and labor market condition, legal and political
consideration from the external environment of the selection process.
2)
Preliminary Interview :
The basic purpose of preliminary interview is elimination of unqualified application
scrutiny enables the HR specialist to eliminate unqualified job seekers based on
the information supplied in their application form.
3)
Application Blank :
Application blank of form is one of the most common methods used to collect
information on various aspects of the applicants academic, social demographic
work related background and references.
Contents of Application Blank:
Following are the type of information required by the organization in the form of
the application blank.
Biographical data like name, place of birth & sex.
Education qualification & training.
Work experience, duties, responsibilities, salary and reasons for

leaving previous employment.
Personal achievement in sports and arts.
Professional achievement and membership of professional bodies.

48
Expectation of salary & perks.
References.
4) Selection Tests:
Tests are used to determine the applicants ability, aptitude & personality.
Types of Selection Test:

a) Achievement Test: It assist determining how well as individual can perform
tasks related to the job.
b) Aptitude Test: It helps in determining a persons potential to learn in given area.
c) Personality Test: They are given to measure a prospective employees
motivation to function in a particular working environment.
d) Interest Test: They are used to measure an individuals activity preferences.
e) Dexterity Test: In this test the capacity of a person to learn a particular
mechanical type of work is checked.
5) Employment Interview: Interview is a formal, in depth conversation conducted
to evaluate the applicants acceptability.
It allows a two way exchange of
information, the interviewers learn about the applicant and the applicant learns
about the employer.
The employment interview can be:
1) One to One: - There are only two participants the interviewer & the interviewee.
49
2) Panel Interview: Consist of two or more interviewers

3) Sequential Interview: It involves the series of the interview, usually utilizing the
strength and Knowledge base of each interviewer.
Objectives of Interviews:
a)
Helps obtain additional information from the applicant.
b)
Helps build the companys image among the applicants.
c)
To get an opportunity to judge an applicants qualifications and characteristics
d)
To ask question that are not covered in tests.
Types of Interview:
TYPE
Structured
TYPE OF QUESTION
USUAL APPLICATIONS
A predetermined checklist
Useful for valid results, especially
of questions, usually asked
when dealing with large number of
of all applicants
applicants.
Unstructure
Few,
if
questions
any,
are
planned
made
up
during interview.
Useful when the interviewer tries to

proper
personal
details
of
the
candidate to analyze why they are

not right for the job.
Mixed
A combination of structured
A realistic approach that yields
and unstructured questions
comparable answers plus in depth

insights.
Behavioral
Questions limited to
Useful to
understand
applicants
Hypothetical situations.
reasoning and analytical aptitude

50
under modest stress.

Stress
A series of harsh, rapid fire
Useful for stressful jobs, such as
questions intended to upset
handling complaints
the applicant
Reference & Background Checks:

Many employees request names, addresses and telephone numbers or reference for
the purpose of varying information and perhaps gaining additional background
information of an applicant.
In several cases, references are a formality and seldom verified by the employer.
6)
Selection Decisions:
After obtaining information through the preceding steps, selection decisions-the
most crucial of all the step-must be made. The other stages in the selection
process are used to narrow the candidates. The final decision has to be made
from the pool of the individual who passed the tests, interview and reference
checks.
51
The view of the line manager is generally considered in the final selection
because it is he/she who is responsible for the performance of the new
employee. The HR manager plays a crucial role in the final selection.
7)
Physical Examination:
After the selection decision and before the job offers made, the candidate is
required to undergo a physical fitness test. The results of the medical fitness test
are recorded in a statement and are preserved in the personnel records. There
are several objectives behind a physical test:a) To detect if the individual carries any infectious disease.
b) Determining whether an applicant physically fit to perform the work.
c) To determine if there are any physical capabilities which differentiate
successful and less successful employees.
8)
Job Offer:
After the job offer has been made and the candidates accept the offer, certain
documents need to be executed by the employer and the candidate.
There is also a need for preparing a contract of employment. The basic information
that should be included in a written contract of employment will vary according to the
level of the job.
3.7 EVALUATION OF SELECTION PROGRAMME

52
The broad test of the effectiveness of the selection process is the quality of the
personnel hired. An organization must have competent and committed personnel.
The selection process, if properly done, will ensure availability of such employees. A
periodic audit must be conducted by people who work independent of the HR
department.
Barriers to Effective Selection:
The main objective of selection is to hire people having competence and
commitment.
This objective is often defeated because of certain barriers.
The
impediments which check effectiveness of selection are perception, fairness, validity,

reliability and pressure.
Perception:
Our inability to understand others accurately is probably the most
fundamental barrier to selecting the right candidate. Selection demands an individual

a group or people to assess and compare the respective competencies of others,
with the aim of choosing the right person for the jobs. But our views are highly
personalized. We all perceive the world differently. Our limited perceptual ability is
obviously a stumbling block to the objective and rational selection of people.
Fairness: Fairness in selection requires that no individual should be discriminated

against on the basis of religion, region or gender. But the low members of women
and other less-privileged sections of the society in middle and senior management
positions and open discrimination on the basis of age in job advertisements and in
the selection process would suggest that all the efforts to minimize inequity have not
been very effective.
53
Validity:
Validity, as explained earlier, is a test that helps predict job performance
of an incumbent.
A test that has been validated can differentiate between the
employees who can perform well and those who will not. However, a validated test
does not predict job success accurately. It can only increase possibility of success.
Reliability: A reliable method is one which will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fail to predict
job performance with precision.
Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,

friends and peers to select particular candidates. Candidates selected because of
compulsion are obviously not the right ones.
Appointments to public sector
undertaking generally take place under such pressure.
SELECTION IN INDIA
Conditions of labor market largely determine the selection process.
known, we have a strange paradox in our country.
As is well
There is large scale

54
unemployment just posed with shortage of skilled labor. No Vacancy boards are
seen along with wanted.hung on factory gates everywhere.
Selection practices in hiring skilled and managerial personnel are fairly well-defined
and systematically practiced. Particularly in hiring managerial personnel and
executives, a lot of professionalism has come in, thanks to the realization that these
individuals are difficult to come in, thanks to the realization that these individuals are
difficult to come by and no effort is too excess to attract them. Specialist agencies
are available whose services are retained for hiring technical and managerial
personnel.
55
CHAPTER 4- RECRUITMENT AND SELECTION PROCESS IN

SAHARA HOSPITAL
4.1 Purpose
Human Resource is one of the key resources, which contributes to the success of
the hospital. It is imperative that human department will have to identify the right
talent to achieve organizational effectiveness. The success of identification of right
talent depends upon finding the applicants with the most appropriate level of skills,
qualifications and experience, who will identify themselves with the organizational
objectives, values and culture and in turn contribute their best to the organization.
The objectives of the recruitment are,
To lay down and follow an operating procedure for recruitment function of the
HR department.
To identify and select qualified manpower for the various roles as per the job
specification lay down by the management.

To follow a systematic procedure to select a right person for the right job at
the right time.

To recruit people who have a positive attitude towards customers, themselves
and other employees and who are able to contribute towards quality service
To follow a recruitment procedure which is applicable to all categories of
employees
56
4.2 Recruitment policy

The recruitment process is carried out in alignment with objectives and major
organizational principles. The major policies include:
Appointments in the hospital will adhere to the qualifications and the skill sets as
mentioned in the job description for various job titles.
Wherever experiences have been specified, effort will be made to recruit persons
with such number of years and nature of experience.
The recruitment process shall be made transparent and should screen the best
talents in the industry.
Provide equal employment opportunities irrespective of gender or community.

Wherever vacancies arise, preferences will be given to applicants within the
hospital.
Recruitment of employees relatives will not be recognized except in certain
situations and categories.

Selection of unskilled workmen will be restricted for jobs that involve rigorous
manual labor keeping in mind their capacity to perform.

Age limit for unskilled/ untrained personnel should preferably
Be below 30 years of age.
Selection will be strictly on merit taking into consideration the knowledge the
knowledge, skills sets, mindset of service, attitude and overall personality.
Responsibility
57
The HR department is responsible for the observance and adherence of the

approved recruitment policy and procedures.
4.3 Procedure for Recruitment and Selection
Approval for manpower budget to be obtained from Command office, Lucknow

The first and foremost thing in the recruitment process is that the personnel
department should know that how much employees do they require for their work
and how many are applying for that vacant post that how much employees do they
require for their work and how many are applying for that vacant post that budget
58
should necessarily be signed or gathered from the command office. Simultaneously

its approval from the superior is also very important.
Recruitment to be made only against sanctioned and vacant post:

It is the phase which proceeds the selection process.
The main objectives of
recruitment process is to invite ideally the smallest number of candidates who

appeared to be capable of performing the required job or developing the capabilities
of performing the same job in stipulated period of time.
Besides, personnel department has to make the recruitment process economical.
By this process, the candidates are decided whether they are suitable for given jobs
or not.
Determining the vacancies:

The organization structure has various positions which are to be kept filled with the
kind and number of personnel. If that position is kept vacant it could cause various
losses in production so, it should be planned enough.
Job:A job is defined as a collection or aggregation of tasks, duties and responsibilities

which is a whole is regarded as regular assignment to individual employees, which is
significantly differently from others.
59
In other words, when total work to be done is divided and grouped into packages it is
called a job.
Once a vacancy is identified. First it will have to be circulated internally giving

job specification and job description
*Now the points come of considering the sources*:-
Preference to the Internal Source:

Here the surplus of the employees or organization and also to those who were once
on the pay roll of the company. Man power is used within the organization itself
which is very economical and develops the moral of the employees Three include
personnel already on the pay will of the
The internal resource can also be filled through promotion & transfer.
Job Description:
It is written records of the duties responsibilities and requirements of a particular job.
It is concerned with the job itself and not with work. It is statement describing the
job in such teams as its better location duties, and working conditions. In other
words, it tell what is to be done, how it is to be done and why
Job Specification:
60
It is standard of the personnel and designates the qualities required for an

acceptable performance.
It is the statement of the minimum acceptable human
necessary for the proper performance of a job.
Conclusion:
The above analysis explains the recruitment process applied at Sahara India.
The HRD Development will do an internal search before starting the external
recruitment process. However if the position demands and need is urgent the HRD
Development will embark on the external recruitment process.
Sources of Recruitment
Internal Sources
The internal source of recruitment is to provide an avenue for the existing employees
within the organization to perform a new role. This will be based on the suitability of
an employee for that particular vacancy. This will be based on the suitability of an
employee for that particular vacancy. This may be termed as promotion (if there is a
61
change in salary/ grade) or transfer (with or without any effect on salary/ grade) as
stated by the management. The process starts by sending a note to different
departments stating the vacancy. These profiles are later collected and stored in the
data blank followed by the different steps involved in recruiting the employee.
All internal recruitment will be done through:
Internal circular.
Intra mail.
External Sources
The various external sources used for recruitment are as follows:
Advertisement.
Recruitment through job portals such as jobs ahead, naukri, etc.
Scheduled interviews.
Advertisement
When compiling an advertisement, the job profile should be made clear, concise and
non-discriminatory. Clear indication should be given regarding the level of
competence the position requires.
62
Advertisements for recruitment are done in such a manner that it provides the
maximum required reach to the public. There is reliance in more than one source of
advertisement. Advertisement in newspapers magazines/ journals shall be
considered when the vacancies are not filled through other sources of recruitment.
Identification of right media for advertising the jobs has to be made to:
Attract suitable personnel.

Discourage unsuitable individual from applying.
Project a good image of the hospital.
The HR. Head is responsible for preparing an advertisement based on the

current job description and job specification. The respective department shall
provide all necessary details regarding the job profile to the human Resources
Department.
An effective advertisement will include:
Job title- should match that on the job description.

Department and location.
Grade and Pay Scale or Range Where ever necessary.
Type of Contact Wherever necessary.
Key Responsibilities the essential elements of the job description.
How to apply all applications should be sent to the Human Resource
Department stating, the post asked for quoting the reference number.
Closing Date normally a minimum of two weeks after publication.
63
64
SELECTION PROCEDURE IN SAHARA HOSPITAL

Selection procedure is the most important part of the recruitment process. It should
provide evidence of the required capabilities and should be a completely transparent.
It should be timely, cost efficient, effective and equitable process.
Scrutiny of applications
Applications received from the candidates are scrutinized and short listed as per the
required job specification. Short listed applicants are called for an Interview through
a Scheduled interview call letter by post or courier / phone call/
email./telegram/phonogram. Time shall be given to the applicants to make necessary
arrangements to appear for the Interview.
Preliminary Screening / Verification

This screening shall be done based on the job requirements and Specifications.
During the time of interview, the candidates authenticity of the original certificates I
testimonials of age, qualification and experience shall be verified, updated and
recorded by the HR personnel. On completion of verification, the candidates are
asked to appear for the written test I group-discussion.
Scheduled Personal interview/ selection

65
The shortlisting candidates will attend the personal interview. The Interview panel will
consist of Director (Medical Health), the concerned departmental head,
Representative of corporate HR and the representative /HR Head of Sahara
Hospital. The panel members will look for the required criteria, based on which the
candidates will be selected or rejected.
There are various formats which are used during the interview process,
Formats such as
Personal Information Sheet.

Interview Assessment Sheet.
(REFER TO APPENDIX 1 AND 2)
66
As per the scheduled, the interview is set up on the confirmed date and venue by the
H.R. Department. There is one coordinator and about five to six panel members who
takes the interview. The interview starts as follows:
The coordinator is responsible for proper sitting arrangement and all
the other arrangement for the candidates before the interview starts.
The coordinator coordinates between the panel members and the
candidates at the time of the interview.

The coordinator get all the relevant formats filled through candidates
and prepare docket for individual candidates which is to be presented
before panel when candidates appears for the interview.

Coordinator is also responsible for get the attendance sheet signed
from appeared candidates.
DOCKET OF INTERVIEWEE:
It typically includes following:
Personal information sheet.
Resume of candidate.
Credentials of candidates (registration certificate for medical and para
medical positions in necessary)

Interview assessment sheet (it is filled by the panel except name of
candidate and date of interview).
INTERVIEW PANEL:
Formation of Panel depends on the position for which interview is scheduled.
It consists of following members:
Key persons/person of technical department.
Representative of corporate H.R.
Representative of hospital H.R.
*DIRECTOR MEDICAL HEALTH CHAIR THE PANEL FOR KEY POSITIONS.*
67
The following traits shall be looked upon during the Interview process:
Willingness to learn.
Willingness to change
Self-starter.
Ability to concentrate.
Willingness to learn multiple skills.
Team Player.
Good family background.
Personal grooming & etiquette.
Loyalty to the organization.
Dedication to the profession.
Good communication skills.
Positive attitude towards life.
Caring Nature and helping tendency Decision making ability.
Active & quick to respond to situations.
Antecedent check
68
Due diligence antecedent check shall be carried out for key positions before the time
of joining. Antecedent check also carried out for any of candidate if the submitted
documents seem ambiguous.
Medical Examination
A pre- employment medical examination shall be done for all new incumbents before
they join through any registered medical practitioner on provided format along with
reports.
Provisional Selection (Offer Letter)

Provisional selection letter is offer letter itself issued to selected candidates which
clearly mention the period of probation. The probation period also mentioned in
appointment letter issued later after joining of candidate.
Appointment
On receipt of the pre- employment medical fitness certificate and found fit for
employment, an appointment letter will be issued/ sent to the candidates
enumerating the terms and conditions discussed during the personal interview. On
receipt of the appointment letter, the candidate has to confirm their acceptance and
date of joining by signing and returning the duplicate copy of the appointment order
to the hospital.
69
Placement and Joining formalities

A selected candidate has to report a day in advance with the following to complete
the joining formalities and creation of a personal record:
Proof of age, Qualification & experience
Licenses/ Registration Certificates, etc.
Passport size photographs.
The following forms are to be filled:

EMPLOYEE DETAIL FORM.
JOINING REPORT.
COMMUNICATION FORM.
NOMINATION FORM.
DEPENDANTS DECLARATION
FORM.
PROVIDENT FUND FORM.
GRATUITY FORM
MEDICAL FITNESS FORM
The officer in- charge at corporate HRD shall verify all the above documents on the
date of joining and complete the formalities. After completion of joining at Corporate
HRD a posting letter issued to Hospital HR mentioning the date of joining, cadre &
designation.
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JOINING AT SAHARA HOSPITAL H.R:

In some crucial circumstances the rejoining of the candidates has been done in the
hospital by taking immediate permission from the corporate H.R and all the joining
formalities has been done later.
NOTE: Some formats which are used for collecting the details of the selected
candidates refer to APPENDIX 3 AND 4.
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4.4 AN OVERVIEW
The recruitment & selection process at Sahara Hospital is governed by well-defined
procedures which are efficacious enough to attract & hire competent manpower. Job
description & specification are prepared during the MANPOWER PLANNING for all
the positions. A comprehensive manpower plan was made at the time of inception of
Hospital which has been rectified & customized on later stage. Thus any can have
the observation that recruitment & selection is supported by strong planning back up
either it would not be as smooth as it is.
72
METHODS USED TO COMPLETE THE ASSIGNMENT

The method of collecting the data/information and using to complete the assignment
was simple but not easy. The basic method adopted was Learning by Doing .The
information I collected by day to day working in the H.R Department and my guide,
Mr. Vinod Kumar Singh helped me in my project and told me about the size of the
organization and various departments of the Hospital. He provided me the Required
Information relevant to my project study. I partly gathered the information from the
hospital and partially from the website of medical council of India. I have also
collected the information related to my core topic, i.e. how the Sahara Hospital
undergoes through the Recruitment and Selection process. Members of H.R.
Department of the Sahara Hospital helped me by giving the verbal information and
support me in my project.
I really thankful Head HR for permitting me to participate in organising interviews.
That was an astonishing experience to provide me the insight to prepare & finalise
this report as actual as possible.
73
FINDINGS, EXPERIENCE AND LEARNING

Recruitment is inducting manpower to fill up current and future vacant
positions and ensuring a right fit.
It is rightly said and a well-defined concept. At Sahara Hospital recruitment and
Selection is done as per requirements and not on timely basis. The main sources
they use for this purpose are newspaper ads, resumes provided, and referral i.e.
internal as well as external sources. The procedure takes time depending on the
position vacant.
Criteria that they look for is domain knowledge, competency. Qualification, tracks
record and so on.
On the basis of Study
Before you go for recruitment you have to find out the details about a particular
position. So how is it done?
The gap comes through the concerned department of Sahara Hospital. They in turn
inform the HR. They also give the job description as well as the age limit and
74
qualifications required along with other requirements. The Head of Department of the
concerned department takes active part in the recruitment and selection procedure.
At times he/she is present right from stage 1. It might be possible that the CVs
shortlisted by the HR department are not accepted by the concerned HOD. So this is
discussed further between them in a free flowing and detailed manner.
It is difficult to retain an employee once he has made up his mind. Still efforts are
made by the company with regards to his retention. It is very important to bridge the
gap between the candidate and the job. Also today there are many environment
friendly schemes.
LEARNING AND EXPERIENCE:

My experience at Sahara hospital was really enriching and complementary to my
classroom learning. I had appeared for my interview for internship at the corporate
head office of Sahara India. I was given a chance to carry out my project at Sahara
Hospitals office. My training started on the 23 rd of June 2011. At the beginning of the
internship my knowledge of Sahara Hospitals and its functioning was limited.
However, only after a few days of guidance of my supervisors, my understanding of
recruitment and selection of employees in various departments improved
significantly as I was provided with full support in routine activities of the HR
Department such as maintaining employee database, assisting and coordinating
interviews and communicating between the job aspirants and the HR Management.
My training program was initiated under the supervision of Mr. Vinod Kumar Singh
(Senior Executive- HR Department) and during the 7 weeks of training I have gained
75
the complimentary practical knowledge in addition to the theoretical knowledge

gained in the class room. This training has helped me in enhancing my skills,
knowledge and attitude, towards a focused professional in corporate world. It has
given me the realistic feeling of what H.R.M is all about.
Though I worked on a specific H.R. facet namely recruitment and selection but on
the whole it gave me an opportunity to be in touch with other related facets. Thus it
provided me with a professional orientation for overall H.R functioning in an
organization. This internship has made it possible for me to bridge the gap between
class and the actual business world particularly in the context of Human Resources
and their effective and efficient management.
CONCLUSION
The present study was conducted at Sahara Hospital in Lucknow. The aim was to
learn about the Recruitment and Selection process in the Sahara Hospital. The study
is done according to the day to day working in the H.R department.
Today the environment is very hostile. Every day new techniques of recruitment and
selection are defined. Today the candidate had many options available in the health
care sector. As the economy is growing very fast and the opening of many avenues
has always been an added advantage.
Infrastructure is improving and better technology is being made available day after
day. By the end of the day you have to see what the cost of the candidate to the
76
company is. He has to be selected in an orderly manner. One wrong step can lead to
the loss to company as well as waste of time and skills of the candidate where it is
not required.
SUGGESTIONS
As I go through the recruitment and selection process of the Sahara hospital I
think that the psychometric test should be used during the selection process,
then the short listed candidates should be put under interviews.
As there are frequent interviews for the post of staff nurse in the hospital
because there is a frequent separation of the staff nurses every month. Thus
the management should adopt effective measures to stop the employee
77
turnover and thus should make an effective retention plan for the posts of the
staff nurse.
Personnel technically sound with his/her subject along with an in-depth
knowledge should be preferred.
Competency Matrix of the Sahara hospital is required.
ANNEXURE
APPENDIX 1
78
Personal Information Sheet

Name ____________________________________________
Fathers/Husband Name ____________________________
D.O.B/Age ________________________________________
Qualification (Academic)____________________________
Qualification (professional) __________________________
Correspondence Address ____________________________
________________________Contact No._______________
E-mail ID _________________________________________
Name of the Present Employer _______________________
Present Location ___________________________________
Preferred Location(s)_______________________________
Present Designation ________________________________
Total Relevant Experience __________________________
S.NO
Cost to the Present Company(per Month)
Amount (Rs.)
1.
2.
3.
4.
79
5.
6.
7.
8.
Other Benefit (if any)
9.
10.
11.
Total Salary (Per Month)
Expected Salary ( Per Month)
Date:
Place:
Signature of Candidate
APPENDIX 2
INTERVIEW ASSESSMENT SHEET
80
(Officer and above)

Candidates Name
Date of Interview
Interview for the cadre
Place of Interview
Selection Criteria ( please tick the appropriate score)

4: Good
3: Above Average
2: Average
1: Needs
Improvement
1.
Body Language: Eye Contact, Confidence, Poise
2.
Functional Knowledge: Extensive Knowledge of ones area of
expertise
3.
Communication Skills: clarity of thought and expressions. Listening

ability
4.
Personality: Attire, Grooming, Ability to handle work pressure
5.
Leadership: Passionate, Assertive, Motivator & mentor, Decision

Making
Grand
81
Total
A(20-17)
B(16-12)
C(below12)
Good
Satisfactory
Unsatisfactory
Overall Impression
Experience( relevant to the

Position)
Notice Period in Current
job/Availability
Remarks
Final Decision
Selected:
Not Selected:
Kept in Active File:
Offered Cadre:
Salary /CTC
Present
Expected
Offered
Considered For Interview

with
Signature Of Interview
Panel Head
Name & E.C of Interview

Remarks of Panel Head
82
APPENDIX 3
83
JOINING REPORT
NAME: ___________________
(SURNAME)
_____________
(MIDDLE NAME)
______________
(FIRST NAME)
FATHER/HUSBANDS NAME: _________________________________

I have reported for duty on at________________ AM at(location)___________
_________________As(designation____________________
Vide Offer Letter Dated
SIGNATURE
NAME:
E-CODE:
AUTHORIZED SIGNATORY
84
APPENDIX 4
EMPLOYEE DETAIL FORMAT
Passport size
Photo graph
I.PERSONAL DETAILS.
a. Full Name of Employee(in block
letter)_____________________________________
b. Short Name (if any)____________________________________________________
c. Fathers Name (in block
letters)___________________________________________
d. Kin Name ion(Father/Spouse/Blood Relative)______________Kin
Relation________
f. Original Date OF Birth_____/_____/______
Age_______Years_______Months_____
g .Actual Date OF Birth _____/_____/______
Age_______Years_______Months_____
85
h. Sex Male o Female o
i. Blood Group_______ j. Date of
Marriage___/___/__
k. Nationality___________________________l.
Religion_________________________
m. Identification Types(Passport, Driving
License,etc)____________________________
n. . Identification No.____________________o. Identification Expiry
Date___________
p. PAN No._____________________________
q. Languages Known
Language Ability
Language
Proficiency
Hindi
Read o Write o Speak
Averageo
Averageo
Averageo
Goodo Excellento
English
Goodo Excellento
Urdu
Goodo Excellento
Other(if any)___________ Read o Write o Speak
Averageo Goodo
Excellento
II.SAHARA INDIA PARIWAR EMPLOYMENT DETAILS:
a. Internal Cadre_______________b. Employee Code________c.
Designation___________
86
d. Department________________f. Speciality______________g. Place of

Posting________
h. DOJ (SIMIL) _____/_____/____ i. DOJ(Sahara)____/____/_____
j. Salary Offered_______________________ k. Reporting
Authority___________________
Salary drawn in last organization_________m. Last employment employee
code________
III.COMMUNICATION LINKS
a. Employee Address(Permanent):
_________________________________________
___________________________________________________________________
____________________________________________________________________
b. Employee Address(Present):
__________________________________________
___________________________________________________________________
___________________________________________________________________
87
c. Kin (Father/Spouse/Blood Relative) Address

(Permanent)________________________________
__________________________________________________________________________
__________________________________________________________________________
d. Kin (Father/Spouse/Blood Relative)
Address(Present)________________________________
______________________________________________________________________
______________________________________________________________________
e. Employee Telephone Number
(Office):________________(Residence):________________
Mobile Number:___________________________________
f. Kin Telephone Number
(Office):________________(Residence):________________
Mobile Number:____________________________________
g. Email-ID:___________________________
IV. ACADEMIC DETAILS:
Educational Qualification:
Name
Institute/Colla
Board/Unive
Subject
Month
% of
of
ge
rsity
&Year of
Marks
Passing
Obtained
Degre
e
88
P.G. Qualification/Technical Qualification:

Degree/Dipl
Discipline
oma
Year of
Passing
% of
Attempts
Institute
Marks
Obtained
Professional Qualification:
a) Particulars of the examinations of MBBS/Diploma/MD/MS/MCH/DM
passed.
Name of
Institut
Degree
e/
College
Board/ Subje
Univers
cts
ity
Month
% of
&Year of
Marks
Passing
Obtained
M.B.B.S/B.Sc.
Nursing/B.Phar
ma
M.D./ M.S./
M.Sc Nursing/B
Pharma
D.M. / M.C.H.
Any other
academic
qualification
Other
academic
89
achievements
b. Compulsory Internship From_______ To_________

Institute______________________________
c. Special ISD Training (if any):_______________________________________
d. Experience of working in Tertiary Care/________________________
Speciality Hospital/Additional Skill, may___________________________________
please be elaborated:
e. Paper published (if any):____________________________________________
f. Paper presented in conferences(if any):________________________________
g. State Medical Council Registration No.________________________________
h. Indian Medical Council Registration No._______________________________
i. Nursing Council Name & Registration No.______________________________
j. Technical Registration No.__________________________________________
k. Other employee (if any) Registration No.:_____________________________
90
V.EXPERIENCE (Including details of present employment):

Name of
Post/Designa
Institute
tion held
From
To
Job Profile
Salary
Drawn
NAME Of References:
a.____________________________________________________________
Telephone /Mobile
No.____________________________________________________________
b.______________________________________________________________
Telephone/Mobile No______________________________________________
Declaration:
I hereby declare that all the information and particulars given by me in
this application are true and correct to the best of my knowledge. I am
aware that if any of the above statements are found to be incorrect or
false of any material information or particulars of relevance have been
misstated , suppressed or omitted ,I am liable to be disqualified for
appointment and if appointed , my appointment will be liable to be
terminated
91
january
Placelogo
Placelogo
orlogotypehere,
orlogotypehere,
otherwise
deletethis.
otherwise
deletethis.
Place:_____________________
Date:______________________
Signature of the
employee
Note: Employee are required to submit the below mentioned enclosures

at the time of their joining
1. High school mark sheet & certificate
2. Intermediate mark
sheet & certificate

3.Graduation mark sheet and certificate
4.pofesionl
qualification
5. medical/nursing/paramedical council registration certificate
6 experience certificate
7. Xerox copy
of paper published
8. investment details
(please give the investment details as per the
annexure A)
92

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Recruitment and Selection in Sahara Hospital (Lucknow)

INTEGRAL UNIVERSITY, DASAULI, KURSI ROAD, LUCKNOW

Recruitment and Selection in Sahara Hospital (Lucknow)

To gain complimentary practical knowledge in addition to theoretical

Recruitment and Selection in Sahara Hospital (Lucknow)

To study the various sources of recruitment followed by Sahara

The primary responsibilities assigned to me as an intern during the training period

Recruitment and Selection in Sahara Hospital (Lucknow)

efficient workforce. Edwin B. Flippo defined recruitment as the process of searching

OVER ALL EXPERIENCE:

Recruitment and Selection in Sahara Hospital (Lucknow)

internship my knowledge of Sahara Hospitals and its functioning was limited.

Knowledge and attitude, towards a focused professional in corporate world. It has

Recruitment and Selection in Sahara Hospital (Lucknow)

Recruitment and Selection in Sahara Hospital (Lucknow)

Recruitment and Selection in Sahara Hospital (Lucknow)

CHAPTER 3- INTRODUCTION TO THE

Recruitment and Selection in Sahara Hospital (Lucknow)

CHAPTER 4- RECRUITMENT AND SELECTION PROCESS IN SAHARA

Recruitment and Selection in Sahara Hospital (Lucknow)

UNIVERSITY, for extending their support.

Recruitment and Selection in Sahara Hospital (Lucknow)

CERTIFICATE OF THE COMPANY

Recruitment and Selection in Sahara Hospital (Lucknow)

This is to certify that Miss.Samayla Ansari, student of M.B.A (H.R) II Year

Mrs. Orooj Siddiqui

Recruitment and Selection in Sahara Hospital (Lucknow)

Chapter 1- INDUSTRIAL PROFILE

Recruitment and Selection in Sahara Hospital (Lucknow)

1.3 Healthcare Trends and Investments

Recruitment and Selection in Sahara Hospital (Lucknow)

1.4 Medical Tourism

Recruitment and Selection in Sahara Hospital (Lucknow)

1.5 Healthcare - Government Initiatives

Moreover, in order to meet revised cost of construction, in March 2010 the

Recruitment and Selection in Sahara Hospital (Lucknow)

MISSION OF SAHARA HOSPITAL

To set a benchmark of excellence in

Recruitment and Selection in Sahara Hospital (Lucknow)

offering world-class, high quality

2.1 COMPANY PROFILE/ BRANCH PROFILE

Recruitment and Selection in Sahara Hospital (Lucknow)

Established in Lucknow in February 2009

Recruitment and Selection in Sahara Hospital (Lucknow)

ADDRESS: Viraj Khand, Gomti Nagar, Lucknow- 226010, India

Recruitment and Selection in Sahara Hospital (Lucknow)

Poly Trauma Critical Care.

2.3 ORGANISATIONAL STRUCTURE

Recruitment and Selection in Sahara Hospital (Lucknow)

Recruitment and Selection in Sahara Hospital (Lucknow)

2.4 NO. OF EMPLOYEES/ ESTIMATED TOTAL TURNOVER

Recruitment and Selection in Sahara Hospital (Lucknow)

Recruitment and Selection in Sahara Hospital (Lucknow)

complimented by Tele-consultation to enable doctors at different centers to share

Recruitment and Selection in Sahara Hospital (Lucknow)

Orthopaedics, ENT, Dentistry and Ophthalmology.

Recruitment and Selection in Sahara Hospital (Lucknow)

Sahara Hospital is a 554 bedded, Multi-Disciplinary, Super Specialty Tertiary Care

Recruitment and Selection in Sahara Hospital (Lucknow)

Recruitment and Selection in Sahara Hospital (Lucknow)