final projct mba (1)
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RECRUITMENT AND SELECTION PROCEDURE
OF SUNIL HEALTH CARE LIMITED
A PROJECT REPORT
Submitted in the fulfillment of the Requirement of the Award of
the Degree of
Master of Business Administration(YEAR 2010-2011)
Supervised By: Submitted By:Mr. S. Nath Rohini Saini
Sunil Health Care Limited, MBA IInd SEMAlwar (Rajasthan) Roll No.7524
BANASTHALI VIDYAPITH
JAIPUR CAMPUS (RAJASTHAN) -302001
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DECELERATION
I Rohini Saini hereby declare that the project work entitled Recruitment and
Selection Procedure of Sunil Health Care Limited is an authenticated work
carried by me at Sunil Health Care Limited under the guidance of Mr.
Yashpal Sharma & Mr. S. Nath for the award of the degree of Master of
Business Administration & this work has been submitted to Banasthali
University, Rajasthan.
Rohini Saini
MBA IInd SEM
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ACKNOWLEDGEMENT
The present work is an effort to throw some light on Recruitment and Selection Procedure
in Sunil Health Care Limited Alwar. The work would not have been possible to come tothe present shape without the valuable guidance, supervision and cooperation of various staff
members of Sunil Health Care Limited especially staff of HR deptt.
With deep sense of gratitude I acknowledge the encouragement & guidance received from my
project supervision and support by Mr.S. Nath,Head of Quality Assurance & Mr. Yashpal
Sharma Manager in HR deptt. and mature and refined overall advise by the Head of the
Department Mr. Srikant Gupta .
I convey my heartful affection to all those people who helped and supported me during the
course of my training, for understanding various functions of HR deptt and subsequently
completing my Project Report well in time.
ROHINI SAINI
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PREFACE
Theoretical knowledge without practical knowledge is of little value. Theoretical studies in
the classroom are not sufficient to understand the functioning of complex and large sized
organization, a student of management can have a theoretical knowledge, but he/ she must
have a practical knowledge too, so that he/she can be able to tackle the various problems that
arise in business. Therefore, it becomes necessary for a management student to undergo any
project work.
Practical knowledge supplements the theoretical studies and covers all the possible area,
which is left uncovered in classroom. A systematic practical training is necessary for a trainee
to bring in him the confidence for job performance and mental preparation which enables him
to take up future job responsibility. It exposes student to invaluable treasure of experiences.
I had received training at Sunil Health Care Limited, Alwar in HR Division. During the
training program, I got the opportunity to learn valuable things regarding management. It was
my fortune to get the training in a very healthy atmosphere. The management of the company
offered learning situation, sufficient facilities and training opportunities to fulfill the
objectives of training. The overall gain to me will be reflected in the report itself.
This project has really exposed me to a far new world and I sincerely hope that Sunil Health
Care Limited, Alwar will find my study equally valuable as I found it in shaping my career.
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TABLE OF CONTENTS
S.No. TOPIC PAGE No.
1. Executive Summary 6
2. Company Profile and History 7-12
3. Group Company Detail 13-17
4. Introduction to topic 18-19
5. Recruitment and Selection Practices 20-27
6. Process of Recruitment and Selection of SUNLOC 28-39
7. Career Path and Training and Development 40-42
8. Objective, Scope and Limitations 43-44
9. Research Methodology 45-48
10. Data Collection and Analysis with Graphical Presentations 49-55
11. Findings 56-57
12. Suggestions and Conclusion 58
13. Bibliography and Annexure 59-62
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EXECUTIVE SUMMARY
Existence of any organization depends upon its sustainability in a dynamic, vibrant and
competitive environment. In the rapidly changing business dynamics and new socio-economic
where the movement of capital and technology is virtually free the only resource that can give
an organization a cutting edge competition is HUMAN RESOURCE and its efficient
management.
The management of Human Resources largely depends upon the quality ofHR recruitment
and selection which constitute statement of vision and objectives of the organization
essentially required to guide management functions. The genesis of HR recruitment and
selection lies in the organizations values, philosophies, concepts and principles. Sunil Health
Care management has always given utmost importance to the fact that the employees arehighly motivated who can contribute their best for the organization and the procedure of
recruitment and selection which is based on equitable, transparent and fair principles do
contribute towards this Endeavour. The hallmark of a good recruitment and selection is not
only its coverage but also how it is communicated and effectively put into practiced to the
people responsible for decision making and also those effected by the decisions. A well
conceived and transparent personnel recruitment procedure is required for efficient
management of human resource function. The extensive study of HR recruitment and
selection procedure of an organization gives a wider panoramic view of process of formative
functioning of the organization.
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COMPANY PROFILE
SUNIL HEALTHCARE LIMITED is leading manufacturer of Hard Gelatin Capsule Shells.
We were the first to introduce self locking capsules in India way back in 1976. Today the
Company's customer list consists of "who's who" of the Indian Pharmaceutical Industry. It
ventured into exports about 11 years ago and exports its capsules to Middle East, South Africa
& West Africa and Europe. Exports accounts for about 30% of its turnover.
History: We are one of the oldest and leading WHO GMP certified manufacturer of Empty
Hard Gelatin Capsules SUNLOC in India, commissioned on 23rd April 1976. We were the
first to introduce the concept of Self Locking Type Capsules in India in late Seventies.
Location: The state of art manufacturing premises is 160 Kilometers (99.5 Miles) south of
National Capital, Delhi, at Alwar in Rajasthan State.
Production Capacity: We have 13 automatic capsule manufacturing machines having a
production capacity of 4,700 million capsules per annum. At present, we are manufacturing
capsules of size 00, 0-EL, 0, 1, 2, 3 and 4.
Machine Suitability: SUNLOCTM Capsules are suitable for filling on various types of
automatic high speed filling machines i.e. 1,50,000 capsules per hour.
Customer base: Our major customers in India include leading multi- national as well as
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Indian companies such as ; Pfizer, Glaxo, Ranbaxy, Dabur, Solvay, Cadila, Sun Pharma,
Wyeth Ltd., Intas, Alembic, Panacea Biotech etc.
For the last few years we have been supplying SUNLOCTM capsules to our buyers in Middle
East, South Africa, West Africa and Europe.
Product Specification:
Description: The SUNLOCTM hard gelatin capsule shells consist of two cylindrical,
telescoping pieces (cap and body), where one end of each is rounded and closed and the otheropen. Each piece can be transparent, partially opaque or completely opaque; if colored, of
identical or different colors; and be unprinted, printed, or bear other surface markings. The
cap overlaps the body and maintains a tight friction closure. The closure may be strengthened
by additional means. Contact Sunil Healthcare if you have requirements for customized
capsule shapes.
Odor: SUNLOCTM do not develop any foreign odor when kept in a well-closed bottle for 24
hours at a temperature between 30 and 40 Celsius
Identification: Boil one capsule shell with 20 ml of water, allow cooling and centrifuging. To
5 ml of the supernatant liquid add 1 ml of picric acid solution and to another 5 ml add 1 ml of
tannic acid solution; a precipitate is produced in each case.
Disintegration: SUNLOCTM capsule disintegrates within 8 minutes.
Microbial limits: Total microbial count, not more than 200 CFU per gram. Our capsules are
free from Escherichia coli, Salmonellae, Staphylococcus aureus and Pseudomonas auroginosa.
Loss of drying: Between 13.5 and 15.5 %.
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Product Features:
SUNLOCTM capsules are designed after reviewing the performance of latest generation
automatic type filling machines, which are capable of very high speed product filling
simultaneously.
The pre-locks are positioned in such a way so to prevent -
The cap and body separation during packaging, storage and transportation.
Easy separation of cap and body under suction vacuum on the filling machine facilitating
high speed filling operation.
Air vents facilitate easy escape of the air inside the capsules during the closing and locking
operation on the filling machine. It also helps to avoid oxidation during drying.
Finally the double locking rings on the cap and body hold the capsule securely together to
assure a consistent joined length allowing for an efficient blister or foil packing of the
capsules.
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Printing Facilities:
The customized printing matter on the capsule helps easy product identification for the
pharmaceutical oral dosage formsOur company has a modern printing department and has facilities for doing axial / linear and
spin / circular / radial printing with or without orientation on SUNLOCTM Capsules in single
or double link as per the need of customer.
The printing message is engraved on the high quality stainless steel suitable for use in
pharmaceutical industry.
On the printing machine, the print message is transferred from the stainless steel roller to
rubber roller, which also is made of pharmaceutical grade material. The print message is then
transferred from the rubber roller to the empty capsule.
The printing ink used is also of food grade.
The printing operation is done under the supervision of well-trained personnel to ensure
optimum quality printing.
Packing Details:
We use customized packaging to suit the different type of transportation and storage
conditions:
1. Shipment by Refrigerated Container
2. Shipment by Non Refrigerated Container
3. Shipment by Air
4. After final quality inspection SUNLOCTM capsules are weight counted on a
computerized system, which is sealed and placed in the EPS box. The closed EPS box
is covered by a corrugated container. The package is then clearly labelled as required
by GMP guid
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The capsules are then warehoused, shipped and distributed in temperature controlled
facilities and containers. This assures that the capsules arrive at the end user's facility
in perfect condition.
Packing Specification: SUNLOCTM Capsules are packaged in :-
Outermost, durable 5 ply corrugated box protects from the external shocks and damages.
Lined with or without expanded polystyrene sheet of 30 mm thickness with 30 kg per
meter3 density, which protects against the external heat.
The innermost layer is 130 micron antistatic type polybags approved for use in food and
pharmaceutical industries which resist the water vapor transmission rate to deteriorate the
safely packed capsules from temperature and humidity variation during global transportation.
Lot Size: Our standard order lot size of any color / size are 2 Million Capsules.
Packing Details
SN TermsRefrigerated
Container
Non Refrigerated
Container
(A) Box
1Outer dimension of Corrugated Box
(mm) (LxWxH)550x450x710 560x540x740
2Inner dimension of Corrugated Box
(mm) (LxWxH)
540x440x700 550x530x730
3 Number of Ply in the Corrugated Box 5 5
4Outer Volume of Corrugated Box
(cbm)0.18 0.23
5 Inner Volume of Corrugated Box (cbm) 0.17 0.21
6 Size of EPS box (mm) (LxWxH) --- 550x530x720
7 Inner dimension of Corrugated Box --- 490x470x670
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after placing EPS box (mm) (LxWxH)
8Dimension of food grade, Antistatic
type Poly Bag (mm) (LxWxH)470x546x1118 470x546x1118
9Thickness of food grade, Antistatic
type Poly Bag (micron)130 130
(B) Number of box per container
10 20 feet container (nos) 120 120
11 40 feet container (nos) 320 252
(C) Capsule Quantity & Weight
Capsule Size
00 0-EL 0 1 2 3 4
12Capsule Quantity per box for
refrigerated container (nos)75000 90000 100000125000175000225000 300000
13Capsule Quantity per box for non
refrigerated container (nos)75000 90000 100000125000175000225000 300000
14Capsule Quantity per 20 feet
refrigerated container (million)9 9 12 15 21 30 36
15Capsule Quantity per 40 feet
refrigerated container (million)24 24 32 40 56 80 96
16Capsule Quantity per 20 feet non
refrigerated container (million)9 9 12 15 21 27 36
17Capsule Quantity per 40 feet non
refrigerated container (million)18.9 18.9 25 31.25 44.1 56.7 75.6
18Gross Weight of capsules per box for
refrigerated container (kg)11 11.9 12.3 12.2 13.7 15.2 14.7
19Gross Weight of capsules per box for
non refrigerated container (kg)
12.9 13.8 14.2 14.1 15.6 15.85 16.6
20Net Weight of capsules per box for
refrigerated container (kg)8.3 9.2 9.6 9.5 11 12.5 12
21Net Weight of capsules per box for non
refrigerated container (kg)8.3 9.2 9.6 9.5 11 11.25 12
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1.4 GROUP / COMPANY DE TAILS:
Shalimar Group consists of 5 highly dynamic Companies, all pioneers in their respective
fields, meeting critical quality parameters of industrial customers. Alongside the mainline
Companies, a Service Company provides in-house specialized services.
Today, Shalimar Group has employee strength of 2000 and the Group Companies are engaged
in diversified Industries like Paper Industry, Automobile Industry, Non ferrous Industry, SteelIndustry, Electronic Industry, Pharmaceutical Industry, Jute Industry, etc.
Business Drivers:
Core Values
Maximization of Profits for Stability and Growth of the Shalimar Group
Attainment of Employee Satisfaction
Practice of Environmental FriendlinessFulfillment of Social Responsibility
Corporate Focus
We shall leverage on Technology and Working Capital Management to produce products for
Total Customer Satisfaction.
BUSINESS AT GLANCE
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Name of the company Line of Business
Shalimar Industries Ltd Pins / Pointed Wire Products, Shuttles and Staves.
Shalimar Wires Industries Ltd Non
Ferrous Wires Division
EDM and other Non-Ferrous Wires like Copper
Alloy Wires, Phosphor Bronze Wires, Zippers Flat
Wires, Tooth Brush Anchor Wires, etc.
Shalimar Wires Industries Ltd - Paper
Mill Product Division
Forming Fabric and Paper Machine accessories
Shalimar Wires Industries Ltd - Paper
Machine Wire Industries
Wire Mesh and Paper machine products, Fine
Wires & Filters.
Anil Special Steel Industries Ltd Cold Rolled and Hardened & Tempered Steel
Strips
Sunil Healthcare Ltd Empty Hard Gelatin Capsules
Satya Sons Services Ltd Corporate Services
VISION:-
Shareholders, Employees, Banks, Suppliers and customers should feel happy & proud in
dealing with Shalimar Group.
MISION:-
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http://www.shalimargroup.biz/sil/index.htmlhttp://www.shalimargroup.biz/pmpd/products_nonferrouswires.htmlhttp://www.shalimargroup.biz/pmpd/products_nonferrouswires.htmlhttp://www.shalimargroup.biz/pmpd/index.htmlhttp://www.shalimargroup.biz/pmpd/index.htmlhttp://www.shalimargroup.biz/pmwi/index.htmlhttp://www.shalimargroup.biz/pmwi/index.htmlhttp://www.shalimargroup.biz/anil/index.htmlhttp://www.shalimargroup.biz/sunilhealthcare/index.htmlhttp://www.shalimargroup.biz/satya/index.htmlhttp://www.shalimargroup.biz/sil/index.htmlhttp://www.shalimargroup.biz/pmpd/products_nonferrouswires.htmlhttp://www.shalimargroup.biz/pmpd/products_nonferrouswires.htmlhttp://www.shalimargroup.biz/pmpd/index.htmlhttp://www.shalimargroup.biz/pmpd/index.htmlhttp://www.shalimargroup.biz/pmwi/index.htmlhttp://www.shalimargroup.biz/pmwi/index.htmlhttp://www.shalimargroup.biz/anil/index.htmlhttp://www.shalimargroup.biz/sunilhealthcare/index.htmlhttp://www.shalimargroup.biz/satya/index.html -
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To add value to all stake holders through employee empowerment & total commitment and to
be the company of first choice in our products by continuously caring for our customers
through.
Zero defect in quality.
Zero defect in delivery.
Continuous value enhancement through technology up- gradation.
CULTURE:-
Sense of Belongingness, Team Work, Total Commitment, Respect of Others, Honesty &
Integrity, Positive Attitude, Initiative, Self Discipline, Cost Consciousness, Social
Responsibility and Faith of God.
ENVIRONMENT:-
We people to maintain & improve the environment through our environment system as per
ISO 14001 certification in accordance with the national & local environment legislation.
We would like to build a Vibrant High Performing Organization where individual dignity,
excellence & technology are the driving force for all of us
SWOT ANALYSIS OF THE COMPANY
STRENGHTS
SUNLOC has a very efficient and professional management team.
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SUNLOC being a national company has sufficient resources and capital to invest.
SUNLOC has ISO/TS: 16949:2002 & ISO 14001certificates.
The investment procedure of SUNLOC to invest its surplus funds is satisfactory.
WEAKNESS
SUNLOC is facing difficulties to retain best employees.
OPPOURTUNITIES
The company will continue to levered its brand value to capitalize on existing
opportunities available through trade channels, including stockiest, hospitals & other
institutions.
The company has chalked out key marketing strategies to tap the potential offered by
the Indian Economy and the booming health care services industry.
The company continues its focus on existing and new off patent generic products in
the developed market.
THREATS
The increasing attrition rate is one of the threats faced by SUNLOC.
In some sections of Company involves high technology and high risks.
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RECRUITMENT AND SELECTION
INTRODUCTION TO THE TOPIC
The most significant assets of any organization are its Human Resources i.e. Manpower.
The caliber of people working there in the organization is the factors on which its success or
failures largely depend. Without positive and creative contributing from manpower no
organization can prosper. All organizations need to search manpower, recruit right people
with requisite skills, qualifications and experience in order to achieve the goals or objective
and to smoothly run the activities of organization but while doing so present as well as future
requirements of organization must be kept in mind.
MEANING OF RECRUITMENT
Recruitment is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and it ends when their proper applications are
submitted. The result is a pool of applicants from which new employees are selected. Then
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process extends to screening of applications. In simple terms recruitment is understood as the
process of searching for manpower and obtaining applicants for jobs from among who right
Manpower can be selected.
In the words of Yoder, Recruitment is a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force.
Recruitment needs are three of three types- planned, anticipated and unexpected. Planned
needs are arise from changes in organization and retirement policy. Resignations,
deaths, accidents and illness give rise to unexpected needs. Anticipated needs refer to
those movements in human resource which an organization can predict by studying
trends in the internal and external environments.
FEATURES OF RECRUITMENT:-
1. Recruitment is a process or a series of activities rather than a single act or event.
2. It is a linking activity as it brings together those with jobs (employer) and those
seeking jobs (prospective employees).
3. Recruitment is a positive function as it seeks to develop a pool of eligible persons from
which most suitable ones can be selected.
4. The basic purpose of recruitment is to locate sources of people required to meet job
requirements and attracting such people to offer them self for employment in the
organization.
5. It is a two way process. It takes a recruiter and a recruitee. Just as the recruiter has a
choice whom to recruit or not, similarly the prospective employee can choose for
which organization to apply for a job.
MEANING OF SELECTION
Selection is the process of choosing the most suitable persons out of all the applicants. In this
process, relevant information about applicants is collected through a series of steps so as to
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evaluate their suitability for the job to be filled. Selection is a process of matching the
qualifications of applicants with the job requirements. It is a process of weeding out
unsuitable candidates and finally identifies the most suitable candidate. Selection divides all
the applicants into two categories- (a) suitable, and (b) unsuitable.
The purpose of selection is to pick up the right person for every job. Selection is an important
function as no organization can achieve its goals without selecting the right people. Faulty
selection leads to wastage of time and money and spoils the environment of an organization.
Scientific selection and placement of personnel can go a long way in building up stable work
force. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in
increasing the efficiency and productivity of the enterprise.
RECRUITMENT AND SELECTION PRACTICES
1. INTRODUCTION :
SUNIL HEALTH CARE LIMITED believes in translating its business strategy into a
manpower plan and develops a recruitment program accordingly, which will enable it to
attract and select people with the appropriate combination of experience, skills and
knowledge.
1.1 OBJECTIVES
The Main Objectives of the Recruitment Policy at Sunil Health Care are outlined as follows:
Build the SUNIL HEALTH CARE brand in the Market
Ensure availability of the right talent at the right time
Evaluate through a scientific process that ensures the right fit between the organization
and the candidate.
1.2 SCOPE OF THE POLICY
The Policy is applicable to all the employees of SUNIL HEALTH CARE across all grades,
locations and departments.
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1.3 ESSENTIAL FRAMEWORK
SUNIL HEALTH CARE will work towards designing and institutionalizing the following
essential frameworks/process to ensure the effective deployment of this policy:
1.Productivity and Staffing norms: The company will undertake a process of setting
these norms through internal benchmarking across different locations
2. Competency Framework: The Company will invest in defining a competency
framework which will consist of the following: Managerial and Technical competencies for
all functions Proficiency scale and competency benchmarks for each unique position, which
would define the expected level of proficiency for each competency.
This framework will guide the interview and selection process and ensure the right that only
those candidates who fit with the organizational requirements are hired.
3. Job Evaluations: A job evaluation/classification exercise will be conducted to
understand the value of each job so that each job is attached a value or a corresponding grade.
A mismatch between the grades and the appropriate grade for the position will be eliminated
over a period of time.
1. Interviewer Training: A process to certify internal interviewers in selection skills
will facilitate in standardization of the process, thereby ensuring the quality of
recruitment.
2. Internal Database: An automated database consisting of potential candidates (walk-
ins, unsolicited applications, advertisement responses) will scientifically strengthen therecruitment function with the Company.
3. Grade Structure: Grades are a way of grouping jobs of similar value. The company
should eventually move to a job value system where each job has a unique value. The
main objective is to rationalize and simplify the existing grade structure so as improve
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efficiency in HR processes and to flatten the organizational structure, thereby improving
performance effectiveness.
2. MANPOWER PLANNINGManpower planning is a key input to the recruitment process. The objective of manpower
planning is to determine the human resource needs of the organization and secure qualified
people to meet those requirements both through internal and external recruitment. Manpower
productivity and staffing norms will form the basis of manpower planning process, since these
will help set standards while forecasting manpower requirements.
The following schematic outlines the various stages and timeliness for the Manpower
Planning process of the Company:
Mm
1 Manpower Forecasting
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Manpower forecasting
Initiated by individualdepartments.Departments fill out the
forecasting form as perprojected estimates forthe year and send it toHR.
Manpower Gaps
HR calculates the
gap between thecurrent and
Projectednumbers.
Manpower Budget
HR preparesmanpower plans for
the year capturesdata about the
required number ofpersonnel in the termsof grades, skills, roles
and locations
Approval by theManagement
Requisitions
Department Headssend out Manpowerrequisitions as per thestandard recruitmenttime.
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2.
2.2 Manpower Inventory: HR will prepare the current manpower status of each
department, including an analysis of the current manpower at each location, grade and skill
summary.
2.3 Identifying Manpower Gaps:The existing number of employees and their skill
levels will be compared with the forecasted requirements to identify qualitative and
quantitative gaps.
Options for redeployment through retaining, transfers, promotions will be considered. Where
these options do not exist, options for recruiting from external sources will be taken into
account.
2.4 MANPOWER PLANS
On the basis of the identified gaps, HR will prepare an overall manpower plan which provides
adequate lead time for transfers, retaining, promotions and external hiring. The plan will also
contain details on:
Department wise numbers for transfers, retaining and promotions. Department wise
numbers for external recruitment.
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Manpower Inventory
HR prepares amanpower inventory,
taking into account theexisting manpower interms of grades, roles
and locations.
Annual Resourcing
Plan
HR plans themethods/strategies for fulfilling the
planned gaps.
Recruitments
Recruitment
against the specificrequirements
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The final manpower plan will be prepared. Once completed, it will be put up for approval by
all department heads and the Managing Director.
NEED FOR MANPOWER PLANNING:-
(1) To carry on its work, each organization needs personnel with the necessary
qualifications, skills, knowledge, work experience and aptitude for work. These are
provided through effective manpower planning.
(2) Since a large number of persons have to be replaced who have grown old, or who retire,
die or become incapacitated because of physical or mental ailments, there is a constant
need for replacing such personnel. Otherwise, the work would suffer.
(3) Human resource planning is essential because of frequent labour turnover which is
unavoidable and even beneficial because it arises from factors which are socially and
economically sound such as voluntary quits, discharges, marriage, promotions, or factors
such as seasonal and cyclical fluctuations in business which cause constant ebb and flow
in the workforce in many organizations.
(4) In order to meet the needs of expansion programmes human resource planning is
unavoidable (it becomes necessary due to increase in the demand for goods of the same
goods and services with growing population, a rising standard or living --- large
quantities of the same goods and services are required.
(5) The nature of the present workforce in relation to its changing needs also necessitates the
recruitment of new labour. To meet the challenge of a new and changing technology and
new techniques of production, existing employees need to be trained or new blood
injected in an organization.
(6) Manpower planning is also needed in order to identity areas of surplus personnel or areas
in which there is a shortage or personnel. If there is a surplus, it can be redeployed; and if
there is shortage, it may be made good.
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(A) MANPOWER PLANNING:
Manpower planning fulfills individual, organizational and national goals. The main
purpose is one of matching or fitting employees abilities to enterprise requirements, with
an emphasis on future instead of present arrangements. The objectives may be laid down
for a short-term (i.e., for one year). For example, the short-term objective may be to hire
25 persons from Scheduled tribes or Backward Class for purposes of purposes of training.
The long-term objective may be to start a new industry, to expand the market, to produce a
new product, to develop its own sales force rather than depend on distributors, or to have
minority group members eventually in position of middle and upper management cadres.
(B) FORECASTING THE MANPOWER REQUIREMENTS:
The management must estimate the structure of the organization at a given point in time.
For this estimate, the number and type of employees needed have to be determined; many
environment factors affect this determination. They include business forecasts, expansion
and growth, design and structural changes, management philosophy, government policy,
product and human skills mix, and competition.
After estimating what the future organization structure should be, the next step is to draw
up the requirements of human resources, both for the existing departments and for new
vacancies.
In determining the requirements of human resources, the expected losses which are likely
to occur through labour turnover --- quits, retirement, death, transfers, promotions,
demotions, dismissals, disability, resignations, lay-offs, and other separations --- should be
taken into account.
It may be noted that for purposes of manpower planning, the main dimensions to be taken into
consideration are:
(i) The total number of personnel available, this could be obtained from the payrolls and
other personnel records, such as the applications for employment.
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(ii) The job-family, i.e., a detailed job-description for each position such as stenographers
who may belong to various departments, e.g., finance, marketing, personnel, public
relations, general administration, etc.
(iii) Age distribution of the employees, available in the present departments, in the age-
groups 20-29 years; 30-45 years; 46 years and above.
(iv) Qualification and experience desired, such as a person with 5 years or 10 years
experience in a particular branch/job; and wither under-graduate, post-graduate,
diploma holders, etc.; or with specialized knowledge in the field of marketing, finance,
computer programming or engineering work.
(v) The salary range, etc.
(C) AUDITING HUMAN RESOURCES:
Once the future human resource needs are estimated, the next step is to determine the present
supply of manpower resources. This is done through what is called Skills Inventory. A
skills inventory contains data about each employees skills, abilities, work preference and
other items of information which indicate his overall values to the company.
Some organizations do not compile a Skills Inventory but prepare Organization Charts to
determine how many people, at what level, in what position and what kind of persons age,
the number of years he has been in a particular position, and his fitness for promotion.
Once the present manpower resources are determined, the personnel department can estimate
what changes will occur in the present labour force in the next few years, say, 5 years.
(D) JOB ANALYSIS:
After having decided how many persons would be needed, it is necessary to prepare a job
analysis, which records details of training, skills, qualifications, includes the preparation of
job description and job specifications. This has been discussed in the later section of this
chapter.
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(E) DEVELOPING A HUMAN RESOURSE PLAN:
This step refers to the development and implementation of the human resource plan, which
consists in finding out the sources therefore, is to decide on the policy --- should the personnel
be hired from within the promotional channels or should it be obtained from an outside
source. The best policy which is followed by most organization is to fill up higher vacancies
by promotion and lower level position by recruitment from the labour market.
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RECRUITMENT AND SELECTION PROCEDURE OF
SUNIL HEALTH CARE LIMITED
SUNIL HEALTH CARE is equal opportunity employer and does not distinguish between
potential candidates based on age, gender, disability, nationality, ethnic origin, sexual
orientation, religion, race, color and family status.
Even after the manpower plan is approved, all vacancies will be filled only after the formal
requests have been to fill these vacancies. All requests for a new position must be sent to HR
in a Manpower Requisition Form after approval from the HOD. Human
Resource will then manage the process of recruitment and selection with inputs from the line
function
RECRUITMENT AND SELECTION PROCESS:-The following schematic
outlines the process flow for recruitment and selection process at SUNIL HEALTH CARE:-
(1) Receive Approved Requirement from Head of Departments:- Basically the
requirement of employees is triggered by the HODs of the different departments in the
organization. They made the full report of needed employees number and that much of there
qualification and they also mentioned how many are fresher from them and how many are
experienced they are needed. They send the requirement to the Human Resource Department
and it was the responsibility of HRD to engage employees for the organization.
(2) Study Requirement & Try to Fill Up Through Internal Resources :-First
of all, the HRD have studied the requirement of employees very carefully then they have tried
to fill up within organizational resources. Because the Company believes in offering
opportunities for growth and career progression to its employees; thus each time a
requirement arises, internal recruitment will be a preferred mode. For every vacancy arises
below. Level, an option of filling the post initially will be considered. HR will place an
advertisement on the intranet. The advertisement will contain the following details:
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a. Job Profile
b. Educational qualifications, Skills, Experience
c. Last date of receiving Applications
d. Contact person in HR
Meantime the HR Department sends the report to Chief Operating Officer for approval.
(3)Approval from C.O.O.:- As per the rule and policy of the company approval of COO
is required on the recruitment of the manpower already planned or the new requirement arises
and for approval the combined manpower request will be submitted with the required Job
Specification, Job description and job evaluation etc. and on approval the further course of
action will take place like advertisement of the post, contacting of manpower placement
consultants, employment exchange, personal references and professional bodies and
institutions and colleges and on receipt of CVs/Resumes and applications through e-mails,
posts, couriers and by hand :-
All Applications will be screened for the eligibility against pre-determined criteria for the
vacancy. HR will prepare a list of eligible applicants and seek approval from the Chief
Operating Officer.
(4) INTERNAL RECRUITMENT: -
(A) Reallocation of Job & Inform to Requirtee: - If approval is given, HR will send
a notification to the eligible candidates via email. Applicants who are not found eligible will
also be notified via email.
Eligible candidates will undergo a panel interview.
Travel for Interview: As per eligibility in current grade.
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(B) Any On Job Training Required: - After receiving the approval by the Chief
Operating Officer it was the responsibility of the HRD to make the training makes the work
condition easy for the employee to do work. Arrangement of the any on job training which
will be required for the development of the employees and Company.
(C)Provide Training through Internal Resources:-It is HR Department who made
arrangement of the training of on job employees by providing training through internal
resources.
(D) Is Training Effective: - It is the responsibility of the HRD to judge that the training
which was provided to the employees is effective or not by conversing the candidates who are
receiving training. If there is no need of the any on job training then there will be no need to
arrange the training resources then only the candidate have to assign his job relatedresponsibilities.
(E) Deploy for New/Additional Responsibility: - Wherever the employee is
moving to a higher level post, he has to assigned new or additional responsibilities. Before the
employee takes over his/her new position, there will be a handover period of one month.
However this maybe reduced at the discretion of the current Reporting Manager because his
level increases as his responsibility towards his job and Company increases.
(F) Provide Mandatory Training Suiting To His Job Responsibility: - The
mandatory training which is suitable to post of employees are managed by the HRD of
company. It is the duty of HRD to manage the proper training programme according to job
profile or which suitable to the participants position or post in the company because
(G) Training Process:- Training process adopted by the organization is different for
various departments trainee like the management trainee have to work on the projects
according to there specialization and the diploma and degree have to work with workers on
shop floor so that they can learn things which they were studied in books.
Relocation: If the employee needs to relocate to a different city to take up the new position,
the company will reimburse as per the relocation policy.
(5) EXTERNAL RECRUITMENT
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The need of the external recruitment is arises when the Chief Operating Officer refused to fill
up the vacant posts by the internal resources then the process of recruiting employees from the
external recruitment adopted by the HR Department. The entry level recruitment is used for
fresh B FARMA, diploma holder, graduates and postgraduates who are taken as casuals, B.
Scs, Executive Trainees and Management Trainees or for individuals joining at entry-level
positions in the Company.
(A) Look For New Person Through Contract/Advertisement/Placement:-
Depending upon the requirements projected in the manpower plan, the company will recruit
Management Trainees, B FARMAs, DFARMAs and B.Sc from direct interview, through
placement cells, through references or contract of the employees working in the company and
by advertisement publish in newspapers. These individuals are joining at entry-level position
in company.
If candidate possess less than one year of work experience, he/she will be treated as a fresh
hire (entry level recruitment).
Trainee Schemes
Management Trainees
(1)Recruitment Process of Management Trainee:-
Management trainees will be sourced from the different modes of recruitment available is
Database Hiring, Internet Hiring, Employee Referrals and Advertisements.
Database Hiring: When any recruitment of management trainee requirement arises, the
internal applicant database will be referred to. Eligible applicants will be selected by their
qualifications, experience and training.
HR will forward a copy of the candidates list to the requesting department along with the
resumes of the five highest ranked candidates. Candidates short listed from this list will be
called for an interview.
Employee Referrals:
HR will intimate the panel members of the interview schedule at least 2 days prior to the start
of the first interview.
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Panel members will be provided in advance with a Candidate Assessment Folder consisting of
the candidates resume, career history and interview observation form.
Reference Checks:
Selected and offered candidates will be required to furnish 2 Industry based references (one
of whom the candidate has worked with for a minimum period of one year). HR will conduct
the reference check and record observations within 15 days of sending the offer letter. If the
reference check is not satisfactory, offer will be revoked with immediate effect.
Referrals from the employees must be encouraged as they not only imply a lower recruitment
cost as compared to advertisements or recruitment firm, but the reliability of candidates is also
higher due to fact that they are coming through a known and trusted source.
HR will advertise the vacancy on the companys intranet. The advertisement will consist of
the Job Profile, Employee Profile, and Last date of application and the name of contact person
in HR.
HR will send an acknowledgement to the referee. This will be done within 2 days of the
application
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THE FOLLOWING SCHEMATIC DESCRIBES THE
REFERRAL PROCESS:
Satisfied
32
Employee
referral mail
CV Received
CV in
Allot reference
Screen for
eligibility
Selection process
Reference checks
Offer Candidate
Yes
No
Inform
employee
Inform
employee
Inform
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Media Advertisement
In case the number of vacancies is large, advertisements may be released based on
recommendation of the HR head and an approval from the Directors. The advertisement will
adhere to the prescribed standards and will contain the following details:
Brief Profile of The Company
Brief on Job Responsibilities Employee profile- Age, experience, educational qualifications
Locations
Email ID/Postal Address for receipt of Resumes
Internet Recruitment Firms
Internet recruitment firms such as naukri.com and jobsahead.com can be used for any
level of recruitment. HR head will be the final contact.
Positioning of trainees selected trainees will be positioned at the following
grades:
Fresh Graduates: Candidates with a Masters in Business Administration/Chartered
Accountants will be placed at the Management Trainee grades and will get confirmed inlevel. After successful completion of the training period.
Experience: Student with relevant work experience of 1 3 years will be given weight age
but will be taken as Management Trainee.
Any candidate with more than three years of work experience will be considered a lateral
recruit and appropriate fitment will be done
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(2)Recruitment of B FARMAs, DFARMAs and B.SCs:-
A. Campus Recruitment:- B FARMAs, DFARMAs and B.Scs are sourced from
campus available in the country and arrive at average campus for the current year the
company will target institutes that are near to the company and ranked above the 50th and
more to the ranking developed.
B. Recruitment days given: The company will give preference to the Institutes who are
willing to give either day 0, 1 or 2
C. Campus Specialization: Relevance of courses offered to the companys business.
D. Campus Relationship: The Company will develop close relationships with targeted
campus by hiring large numbers, conducting events, taking summer trainees, sending senior
managers for lectures etc.
An attempt will be made to include a cross section of Institutes across the country to ensure
diversity in the campus recruitment process.
Additionally, freshly qualified persons from different areas shall be selected as per the
requirement.
Positioning of trainees selected trainees will be positioned at the following
grades:
Fresh B FARMAs, D FARMAs and B.SC :- Students with Engineering degree
will be placed at the B FARMA, students diploma will be placed at the D FARMA and B.SC
will be placed at as trainee and will get confirmed in level. After successful completion of
the training period.
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Experience: Students with relevant work experience of 1 3 years will be given weight
age and B. Farma, D. Farma taken as engineers and B.SC will be taken as product line
manager.
Any candidate with more than three years of work experience will be considered a lateral
recruit and appropriate fitment will be done.
Recruitment Process
The recruitment process for the B. Farma, D. Farma & B.SC will be as follows:-
HR will initiate the campus recruitment process by sending the companys literature to the
campus, one month before the proposed date of recruitment. This will contain brochures ofthe company literature containing information about the company, the job profile and the
remuneration package.
Pre Placement Talks:
HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre
Placement talks (PPT)
The HR head and a senior line Manager will form the Pre Placement Team. The following
information will be carried to the Pre Placement Talks:
a. Brochures or company literature containing information about the company, job
profiles and the remuneration package.
b. Application blanks
c. Number of job openings
Eligibility criteria for candidates will be given to the Placement Officer at the end of the
PPT.
Eligibility
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The following eligibility criteria will be used to short list applicants from various Institutes:
a. B. Farma & B. SC will be recruited from the campus placement.
b. Projects undertaken at the summer trainee/internship level.
c. For B. Farma, D. Farma, B.SC i.e. preferences are given to those candidates who
clear their all exams with good marks.
(6) Receive Bio-Data: - HR will conduct an initial screening based on the details provided
in the CV, and also the pre determined criteria. HR will then create a candidates list using set
priorities when there is more than one qualified applicant interested in the same position.
(7) Short List Candidates: - The Placement Coordinator/Administrative office will short
list candidates on the basis of predetermined eligibility criteria and sends the list of short listed
students to the company at least one week before the date of campus interviews.
HR will then screen the application blanks that are received and short-list them a second time
according to the eligibility criteria. Any deviations will be highlighted and justified. A final
list of candidates selected for interviews will be sent back to the Institute no later than one
week before the selection process. The selection process will be divided into two level of
interview pattern will be adopted by the company.
(8) Issue Interview Letter: - Interview letter will be issue to the short listed bio-data or
candidates and some of the eligible candidates are inform by phone by the HR department of
company.
(9) Fill up Employment Form: - Eligible candidates for interview will be given to fill
up the employment form before the 1st level interview.
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(10) Interview 1st Level by Team: - A preliminary interview with HR will be
conducted prior to the panel interview. The preliminary interview may be conducted via
telephone if it is a case of an outstation candidate.
(11) Short List Candidates for Final Interview: -HR will intimate the candidate
about interview time, date and venue for the final interview after a Preliminary interview; the
candidate will undergo a panel interview as per the panel composition in Appendix II.
Observations will be recorded in the interview observation form.
Suggested Selection Criteria for Students
It is imperative to not only recruit those students who do well academically but also those who
possess a winning attitude but may not have done as well academically. The following
selection criteria can be used as a guide:
a. Academics Focus on students who have consistently done exceptionally well
b. Extra and Co curricular activities Focus on Leadership, Initiative
c. Personality and Attitude Focus on Communication, Presentation and Teamwork
(12) Settle Final Terms & Condition of Employment: - Finally the terms &
conditions of employment will be settled down between the selected candidate and final
interviewer or the final interview panel.
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(13) Issue Offer Letter:- Offer Letters will be sent to the selected candidates within 7
days of the selection process at the Campus or interview held on within company. Candidates
have to indicate his/her acceptance by signing and returning the copy of the letter to HR not
more than15 days after receipt of the letter.
(14) Joining Formalities:- After accepted the offer letter candidates will call for
completing the joining formalities which he/she have to complete before his confirmation of
the department which will allotted by his/her preferences and HODs of respective
department.
(15) Issue Appointment Letter: -After completing the joining formalities HRD haveissues appointment letter to the respective candidates or selected candidates.
.
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CAREER PATH TRAINING AND DEVELOPMENT
TYPES OF TRAINING SCHEME
Trainee Scheme (A)
Training Program:The training period will last for one year. Selected Management Trainees
will be confirmed at. Level
Module 1: Induction: A three day induction period will be held for all trainees by the top
Management on the vision, mission and company policies.
Module 2: Functional Overview: All trainees will spend one week in each function for
a period of. Weeks.
Module 3: Cross Functional Training: Trainees will undertake 2 projects in 2 other
functions than their specialization. Duration of each project will be one month.
Module 4: On the Job Training: Trainees will be given 9 months of on the job training
where they will undertake projects in their department of choice/specialization according to
the responsibilities accorded to their grade.
Performance Evaluation and Placement
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Upon completion of the training period, all trainees will undergo a performance evaluation.
Process
Trainees will be required to present a report of the projects they have undertaken to the
Department Head at the end of the training period.
HR will schedule a performance interview for every management trainee. The panel for
interview will consist of one cross functional head, Department head and HR Manager.
The trainee will be assessed on the projects completed and a number of parameters listed in
the Trainee Evaluation Form.
The Performance Evaluation Panel will then either recommend a confirmation or separation
as per the trainees performance. Upon receiving the evaluation and recommendation, HR will
issue a confirmation letter to the trainee confirming him/her at Level.
The separation process will be initiated for trainees whose performance is not found to be
satisfactory.
Trainee Scheme (B)
Training Program:
The training period will last for one year. Selected B Farma, D Farmawill be
confirmed at. level
Module 1: Induction: A three day induction period will be held for all trainees by the top
Management on the vision, mission and company policies.
Module 2: On the Job Training: trainees will be given 11 months of on the job
training where they will undertake projects in their department of choice/specialization
according to the responsibilities accorded to the grade.
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Performance Evaluation and Placement
Upon completion of the training period, all trainees will undergo a performance
evaluation.
Trainees will be required to present a report of the projects they have undertaken to the
Department Head at the end of the training period.
The trainee will be assessed on the projects completed and a number of parameters
listed in the Trainee Evaluation Form.
The Performance Evaluation Panel will then either recommend a confirmation or
separation as per the trainees performance. Upon receiving the evaluation and
recommendation, HR will issue a confirmation letter to the trainee confirming him/her
at ..Level.
The separation process will be initiated for trainees whose performance is not found to
be satisfactory.
OBJECTIVE, SCOPE AND LIMITATIONS
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OBJECTIVEThe objective of study is to understand and critically analyzes of the various aspects of
recruitment and selection procedure in SUNIL HEALTH CARE LIMITED, ALWAR. This
will help in improving the overall process from recruitment and selection making it more
efficient, cost effective and least time consuming. There are some points which reflects the
objective of the study in SUNLOC:-
1. Study the recruitment process. The Methods used for advertising for vacancies in various
departments.
2. Study in detail the process of induction of new employees in the company, the schedule
followed and the various facilities provided to the new employees on joining.
3. Critically examine and analyze the drawbacks/limitations if any existing in any of the
processes and suggest changes/modifications wherever required.
SCOPE
The key points of my research study are:-
1. To study the facts about the SUNIL HEALTH CARE LIMITED as a group.
2. To understand and analyze various HR factors including recruitment and selection
procedure at SUNIL HEALTH CARE.
3. To suggest any measures / recommendations for the improvement of the recruitment
procedures.
LIMITATIONS
There are some limitations of the recruitment and selection procedure:-
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1. The major limitation of this that a person gets confused with requisition and recruitment.
Basically, these are two different terms the major difference is requisition is the first step in
the recruitment process.
2. The procedural formalities are very strenuous work and the employee sometimes feels
frustrated while completing these procedural formalities.
3. On boarding through is very essential to enforce the organizational culture within the
employee but a new employee feels hesitant to open up and thus feels neglected within the
organization.
RESEARCH METHODOLOGY
Research Methodology is a way to systematically solve the research problem i.e. it
signifies how the research is being carried out. Here we study the various steps that are
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adopted in studying the research problem. The methodology gives the researcher a chance
to put forth his views, contentions and justifications for having adopted a certain way of
doing research and ruling out other possibilities. It is with this view that this chapter has
been incorporated in the present work and has been divided into following sections:-
1) Research Design
2) Sample Design
3) Data Collection
4) Data Analysis Procedure
1) Research Design
After formulating the research objectives, the next step is to select the suitable Research
Design. A Research Design is the conceptual structure within which the research is
conducted. It constitutes the blueprint for collection, measurement and analysis of data.
The literature has been scanned primarily from the textbook, website, company journals,
publications and magazines etc. Research Design has been classified into following three
categories:-
Exploratory
Descriptive
Causative
Then a working hypothesis was evolved which consisted of personal investigation of
exploratory nature involving original field interview on a limited scale with a view to secure
greater insight into the practical aspects of the present research study. The available data was
then organized in such a way that leads to right path and selecting pre-determined approach of
data collection by administering questions using random sampling.
2) Sample Design
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Examining the entire sample accurately is rewarded, but practically it is impossible because of
time and money constraints. In such a case Sampling is the only technique. As such a sample
design is a definite plan for obtaining a sample from a given population. Sample Design needs
to be determined before data are collected. Sample Design includes the following:-
(i) Population
The sample used in the study includes the people both from inside and outside the work place.
(ii) Sampling Design
Non-probability sampling method was used for collecting the data for the case study.
(iii) Sampling Method
To avoid the biasness in sampling, Random Sampling method has been used to get the
responses from different segments of people.
(iv) Size of the Sample
The size of the sample is 50. This sample population includes people from different segments
of the society i.e. from different professions
Research Instrument
Structured questionnaire has been used as research instrument to obtain information. The
responses from the concerned respondents were collected personally during normal
working hours. Necessary information was also sought by personal interview from the
employees of the Branch.
3) Data Collection
The data collection is the gathering of needed information for making fruitful decisions that
helps in successful completion of the project. Data collection is either structured or
unstructured depending upon the study, Questionnaire method was found to be most effective.
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The questionnaire was structured and non-disguised. There was also face-to-face conversation
between the researcher and the respondents; the respondents were also provided feedback and
clarifications behind the questions. This was deemed necessary in order to enable the
respondents understand the questions in the same context, as the researcher wanted.
This calls for collection of both primary and secondary data. In the present project work, both
types of data are collected for achieving the objectives of present research study.
Primary Data
These are those that are collected afresh for the first time, and thus happen to be original in
nature. Such data are administered by the authorities who themselves are responsible for their
collection. Methods used for collecting it are Observation and Questionnaire.
(i) Questionnaire: -
It is a formalized schedule to obtain and record specified and relevant information with
tolerable accuracy and completeness. As such it directs the questioning process and promotes
clear and proper recording. The questionnaire method has been used for the present study as
shown in the annexure. Once the questions have been addressed the next step concerns the
type of responses/questions. Questions can be classified into two groups: -
a) Open-ended Questions- here lists of acceptable responses are not provided to the
respondent and they may answer in his/her own words.
b) Close- ended Questions- here list of acceptable responses is provided to the respondent.
Dichotomous subtype questions are used for the present study. This allows only two possible
answers. These questions are generally easy to ask and answer.(ii)Survey: -
Discussions with branch head of the bank
The Structured questionnaire was administered to the selected sample size of 50.
Secondary Data
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These are those which have already been collected by someone else and which have been
passed through the statistical process. The sources of secondary data used for the present
study include Internet, company journals and magazines.
The secondary data has been scrutinized before compilation to access its suitability, reliability,
adequacy and accuracy.
4) Data Analysis
To make the study meaningful the data collected needs to be edited, encoded and tabulated.
This is necessary to arrive at a concrete conclusion. The raw data has no use in research until
an appropriate analytical tool is used. This is essential for the study for ensuring that we have
all relevant data for making contemplated comparisons and analysis. The various data
obtained through the methods specified in the preceding sections have been carefully sections
have been carefully edited and classified for further use in presenting the data in an easily
understandable manner. Among the tools available for better analysis data tools such as pie
charts, bar graphs were used.
DATA COLLECTION AND ANALYSIS
METHOD OF DATA COLLECTION
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For the purpose of collection of data the interview of various team members and the managers
have been taken. Due to time constraint it is not possible to take interview of each and every
person so sample size of 100 team members have been taken in which all the 4 departments of
the company has been covered i.e.
Transmission control plant unit
Engine block plant unit
Tool room plant unit
Conditioning plant unit
Interviews are meetings between an information gatherer and information giver. Interview can
be conducted face to face, via telephone or in a group. The key to success in using this method
is identifying the right people to interview, knowing what information is needed anddesigning a good interview.
TYPES OF INTERVIEW
There are basically two types of interviews:
Open interview
Structured interview
Open interview is exploratory. It is used when only small interviewees are needed. In the open
interview all data is qualitative. Structured interview are based on questions that require
yes/no, categorical and other specific answers.
Whether interviews are open or structured, the interviewer should use
an interview guide that ensures that the right questions are asked and allows data to be
interpreted easily. A guide also serves as a means of ensuring data that can be compared
among respondents. Conducting interviews takes skill and practice; however the steps and
sequence of interview research involving similar procedures used in observation method.
USING THE INTERVIEW METHOD
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Following are the various steps that should be followed while conducting an interview:
Define the purpose or problem to be studied.
Select the sample to be interviewed.
Design the interview guide by determining the major Points, questions and
sequence of interview topic.
Pretest your interview guide by conducting pilot interview, with similar
individuals to determine validity, accuracy, reliability &Shortcomings ofinterview.
From pilot data, develop and refine a coding or tabulating method, which will
allow you to arrange and categorize persons.
Collect data by conducting interviews as scheduled.
Analyze and interpret the result of your interview.
There are some recruitments and selection related data collected are:-
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1. The best way to recruitment and selection of employee in organization?
2. What are the internal sources used in recruitment and selection?
3. What are the External sources used while recruitment and selection of employees?
22
14
46
18
010
20
30
40
50
percentage
1
Type
Internal sources
Upgrading
Transfers
Promotions
If any plz specify
50
1 2
5 1
1 61 1 1 0
0
1 0
2 0
3 0
4 0
5 0
6 0
percenta
1
typ
T h e b e s t w a y t o r e c
Online recruitm en
Interview
M a n p o w e r
C o n t ra ct o r
C a m p u s re cru i tm
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External sourcesPress
advertisement
Educationalinstitution
Executive
searchagencies/
Placement
agencies
Employment
exchange
4. If you use any other source except internal or external while recruitment and selection
of employees in company please specify?
External sources
Yes
NO
5. What kind of role recruitment and selection play for the organization?
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kind of role it play for th
organization
3%
39%
14%
26%
18%
To find an employee
The best qualified persfor each job
To retain the most
promising of those hired
To offer promising
opportunities for lifetime
working careers
To provide facilities
6. How can the recruitment and selection process be modified by your company so that it is
successful in attracting high caliber personnel?
the changes that a company requires to attrac
high caliber human resource
48
27 25
0102030405060
Changes in the
techniques of
recruitment
Changes in the
source of recruitment
Changes in the
consideration
type
percentage
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7. Techniques of recruitment and selection which your company follows?
The Techniques of recruitment that company f
67%3%
12%
18%
Direct method
Indirect method
Third party
Internal recruitme
8. What do you think; Selection is a part of recruitment or different from it?
0
20
40
60
80
100
Percentage
Yes No
Response
Selection is a part of recruitment or different
from it
Series1
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9. Discuss the factor that influences the recruitment and selection process?
The factor that influence the selec
process
25%
6%
22%6%
19%
22%
Experience
Reference(nomina
Qualification
Qualities
Communicatio
Personality
10. The most reliable &valid tests adopted for recruiting and selecting employee in your
organization?
34
15
51
0
10
20
30
40
50
60
Percentage
Aptitude test Personality test Achievement
test
Type
The most reliable &valid tests in the organization
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FINDINGS OF THE STUDY
Through the data analysis we find that Recruitment and selection policy is a very important
part of any organization. Recruitment can be done internally as well as externally. These days
organization doing online recruitment and selection of manpower through wider prospect of
better manpower available on online. Recruitment is not the final process, selection is also
very important in it. There are so many ways of recruiting.
Basically every organization goes for direct method or sometimes they have their own
strategy. Experience also matter in recruitment. The procedure of recruitment and selection
affects the whole organization. Recruitment and selection policy is different to organization to
organization.Recruitment and selection is a continuous process and based on so many factors. If the policy
is not good the organization can not move ahead. Equal opportunity employment refers to the
approach of the employers to ensure the practice of being fair and impartial in the
employment process. The term "Equal Opportunity Employment" was first given by President
Lyndon B. Johnson when he signed Executive Order 11246 which was created to prohibit
federal contractors from discriminating against employees on the basis of race, sex, creed,
religion, color, or national origin. The scope of the order also covered the discrimination on
the basis of the minority status.
Discrimination in employment
Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of some
certain criteria:-
disability
race
age
sex
sexuality
pregnancy
Marital status
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In employment, no person should be treated less favorably than any other on the basis of the
specified issues above. Many countries (like SA) have already implemented Equal
Opportunity Act, making it against the law to treat anybody unfairly.
Diversity in workforce
With the globalization and the increasing size of the organizations, the diversity in the
workforce is increasing i.e. people from diverse backgrounds, educational background, age
groups, race, gender, abilities etc come together to work for one organization and common
objectives. Therefore, it is the responsibility of the employer to create an equality-based anddiscrimination-free working environment and practices.
Equal opportunity means treating people equally and fairly irrespective of their race, religion,
sex, age, disability etc. Giving women an equal treatment and access to opportunities at the
workplace. Any employee should be ill-treated or harassed by the employer or other
employees.
Equal Employment Opportunity principles help to realize and respect the actual worth of the
individual on the basis of his knowledge, skills, abilities and merit. And the policy should
cover all the employees of an organisation whether permanent or temporary, contractual etc.
Equal employment opportunity is necessary to ensure:
To give fair access to the people of all development opportunities
To create a fair organisation, industry and society.
To encourage and give disadvantaged or disabled people a fair chance to grow with the
society
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SUGGESTIONS AND CONCLUSION
As a result of my study of HR practices at SUNIL HEALTH CARE, I must
conclude that HR practices and procedures at SUNIL HEALTH CARE are very sound
and effective; however the consideration of the following points will definitely help
the management.
To carry on its work, each organization needs personnel with the necessary
qualifications, skills, knowledge, work experience and aptitude for work. These are
provided through effective manpower planning.
Since a large number of persons have to be replaced who have grown old, or who
retire, die or become incapacitated because of physical or mental ailments, there is a
constant need for replacing such personnel. Otherwise, the work would suffer.
Human resource planning is essential because of frequent labour turnover which is
unavoidable and even beneficial because it arises from factors which are socially and
economically sound such as voluntary quits, discharges, marriage, promotions, or
factors such as seasonal and cyclical fluctuations in business which cause constant ebb
and flow in the workforce in many organizations.
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SELECTED BIBLIOGRAPHY
Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.
Business Research Methodology by C.R.Kothari
CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p) Ltd,
Delhi, 2000.
Practice of Human Resource by Danny Shield.
Manuals from the organization.
www.kdsgroup.com.
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ANNEXURES
RECRUITMENT QUESTIONNAIRE
DEPT: ____________ DESIGNATION: ____________
No of years of service: _______________
1. When did you undergo the recruitment and selection program?
____________________________________________________
2. Did the recruitment and selection program contribute to your settling in the
organization?
3. List three things you liked about the recruitment and selection program at SUNLOC?
a) __________________________________________
b) __________________________________________
c) __________________________________________
4. Three things you disliked about the recruitment and selection program at SUNLOC?
a. __________________________________________
__________________________________________
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__________________________________________
5. What facilities were provided to you on joining the organization?
a) __________________________________________
b) __________________________________________
c) __________________________________________
6. What changes would you suggest in the facilities provided to the new employees?
__________________________________________
__________________________________________
__________________________________________
7. Benchmarking your previous organizations what are the variations you would suggest
improving the recruitment program in SUNLOC.
8. Did the recruitment and selection process teach you anything worthwhile?
____________________________________________________
9. Was the recruitment and selection practice adopted at SUNLOC is success or a failure?
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10. What changes / modifications would you suggest for the recruitment and selection
practice to make it more effective and efficient?
a. __________________________________________
b. __________________________________________
c. __________________________________________
11. What is your first impression about SUNLOC?
___________________________________________________________________________
_______________________________________________________
12. What do you think about the recruitment process at SUNLOC? Would you like to
suggest any changes to the recruitment process at SUNLOC?
___________________________________________________________________________
_______________________________________________________
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----------------------------------------------THANK YOU---------------------------------------------