INDEX

Sr. No. 1. 2. 3. PARTICULARS INTRODUCTION OF TOPIC COMPANY PROFILE RECRUITMENT AND SELECTION FOLLOWED BY ORANGE CITY HOSPITAL NAGPUR OBJECTIVES OF THE STUDY HYPOTHESES OF THE STUDY LIMITATION OF THE STUDY RESEARCH METHODOLOGY DATA ANALYSIS AND NTERPRETATION CONCLUSION Page No.

4. 5. 6. 7. 8. 9.

10. SUGGESTION 11. BIBLOGRAPHY 12. ANNEXURE QUESTIONNAIRE

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CHAPTER-1 INTRODUCTION OF TOPIC

RECRUITMENT AND SELECTION

MEANING AND DEFINITION Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organization charts and control systems would not do much. Page No. 51

A person unknown, living somewhere comes to a working unit through this recruitment and selection process provided he is interested in working. Where recruitment reduces the number of persons applied for the post due to limited vacancies, selection gives a way to be into the organization and training the after cup taste. Once the person gets into it he gets a golden goose i.e., a life time security. However the applicant attitude pays him a lot. Stringent rules and regulations are applicable in this process of recruitment and selection. 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 the manpower in adequate numbers to facilitate effective selection of an efficient workforce Yoder. The process of searching for prospective employees and stimulating them to apply for jobs in the organization, Edwin B.Flippo.

SUB SYSTEMS OF RECRUITMENT

There are four subsystems in recruitment which can be divided into subsystems. further

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Finding out and developing the sources where the required number and kind of employees are/will be available.

Developing suitable techniques to attract the desirable candidates. Employing the techniques to attract candidates, and

Stimulating as many candidates as possible and making them to apply them for job irrespective of number of candidates in order to increase selection ratio.

COMPLEXITY OF THE FUNCTION OF RECRUITMENT The activity of recruitment i.e., searching for prospective employees is affected by many factors like, Organizational policy regarding filling up of certain percentage of vacancies by internal candidates Local candidates ( sons of soil) Influence of trade unions. Government regulations regarding reservations of certain number of vacancies to candidates based on community/region/caste/sex .and Influence of recommendations, nepotism etc

The other activity of recruitment is consequently affected by the internal factors such as No. Working conditions Promotional opportunities Page 51

Salary levels, type and extent of benefits Other personnel policies and practices Image of the organization, and Ability and skill of the management to stimulate the candidates

It is also affected by external factors like Personal policies and practices of various organizations regarding working conditions, salary, benefits, promotional opportunities, employee relation etc. Career opportunities in other organizations: and Government regulations.

However, the degree of complexity of recruitment function can be minimized by formulating sound policies.

RECRUITMENT POLICIES
Recruitment policy of any organization is derived from personnel policy of the same organization. Recruitment policy y itself should take into consideration the governments personnel policies of the other organization regarding merit, internal sources, social Page No. 51

responsibility in absorbing minority sections, women etc Recruitment policy should commit itself to the organizations personnel policy like enriching the organizations human resources or serving the community by absorbing the worker sections and disadvantaged people of the society, motivating the employees through the internal promotions, improving the employee loyalty to the organization by absorbing the retrenched or laid off employees or casual/temporary employees or dependants of present/former employees etc., The following factors should be taken into Consideration in formulating recruitment policy. They are; Government policies Personnel policies of other compete ting organizations Organizations personnel policies Recruitment sources Recruitment costs Selection criteria and preference etc.

SOURCES OF RECRUITMENT Sources are those where prospective employees are available like employment exchanges. When a person is needed to fill a vacant organization position, this individual may come from inside or outside the company. some companies prefer to recruit from within, since this Page No. 51

aids employee morale, loyalty and motivation. Other companies prefer to recruit externally to prevent inbreeding and to encourage new ways of thinking. INTERNAL SOURCES Internal sources include; Present permanent Employees organizations consider the candidates from internal source for higher level jobs due to: Availability of most suitable candidates for jobs relatively or equally to the external sources. To meet the trade unions demand To determine the policy of the organization To motivate the present employees. Present temporary or casual employees: Organization find this sources to fill the vacancies relatively at lower level owing to the availability of suitable candidates or trade union pressures or in order to motivate them in their present jobs.

Retrenched or retired employees:

The organization takes the candidates for employment from the retrenched due to obligation, trade union pressure. Some times the organizations prefer to re-employ their retired employees as a token of their loyalty to the organization or to postpone some inter personal conflicts for promotion etc. Page No. 51

Dependents or deceased, disabled, retired and present employees: Some organizations, in an attempt to show loyalty, provide employment to the dependents of deceased, disabled and present employees. such organizations find this source as an effective source of recruitment. External Sources: Organizations have at their disposal a wide range of external sources for recruiting personnel. External recruiting is often needed in organizations that are growing rapidly, or that have a large demand for technical, skilled, or managerial employees. External source provide a larger pool of talent, and they prove to be cheaper, especially when dealing with technical or skilled personnel who need not be offered any training in the organization, in the long run. External source include Educational and training institutes: different types of organizations like industries, business firms, service organizations can get experienced candidates of different types from various educational institutions like colleges and universities imparting education in science, commerce, arts, engineering and technology, agriculture, medicine, management studies, etc., and trained candidates in different disciplines like vocational, engineering, medicine from training institutions like vocational training institutes recruitment and selection. Private employment agencies/consultants: public employment agencies are consultants like ABC consultant in India perform recruitment functions on behalf of a client company by charging fee. Public employment exchanges: the government setup public Employment exchanges in the country to provide Information about vacancies to the candidates and to help the Organizations to find out suitable candidates.

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Professional organizations: professional organizations or associations maintain complete bio data of their members and provide the same to various organizations on requisition they also act as an exchange between the members and recruiting firms in the exchanging information, Clarifying doubts etc., Organizations find this source more useful to recruit the experienced and professional employees like executives managers and engineers. Data banks: the management can collect the bio-data of the candidates from different sources like employment exchange, educational training institutes, candidates etc., and feed them in the computer can get the particulars as and when it needs to recruit. Casual applicants : depending upon the image of the organization its prompt response, participation of the organization in the local activities, level of unemployment, candidates apply casually apply casually for jobs through mail or handover the applications in personnel department. Similar organizations: Generally , experienced candidates are available in organizations producing similar products or are engaged in similar business. The management can get most suitable candidates from this source. Trade unions: Generally, unemployed or under employed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting a suitable employment due to the latters intimacy with management. The trade union leaders are aware of this fact and in order to satisfy the trade union leaders, management enquires trade unions for suitable candidates. Online recruitment : it has been one of the dominant sources where in various websites provide the various opportunities and vacancies in different companies. The candidates can directly apply for the jobs online and also the companies can get the data bases of the candidates through the internet. SELECTION

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Selection is the process of finding out most suitable candidate to the jobs. After identifying the sources of manpower, searching for prospective employees and stimulating them to apply for jobs in an organization , the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualified and suitable candidate for each unfilled spot. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. JOB ANALYSIS: job analysis is the basis for selecting the right candidate. Every organization should finalize the job analysis, job description, job specification and employee specification before proceeding to the next step of selection. RECRUITMENT: Recruitment refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization. Recruitment is the basis for the remaining techniques of the selection and the later varies depending upon the former. APPLICATION FORM: Application form is also known as application blank. The technique of application blank is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at the preliminary level. Many companies formulate their own style of application forms depending upon the requirement of information based on the size of the company, nature of business activities, type and the level of the job etc., they also formulate different application forms for different jobs, at different levels, so as to solicit the required information for each job.

WRITTEN EXAMINATION: The organization have to conduct return examination for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidates attitude Page No. 51

towards the job, to measure the candidates aptitude, reasoning, knowledge and English language. PRELIMINARY INTERVIEW: Preliminary interview is to solicit necessary information for the prospective applicants and not to assess the applicants suitability to the job. The information thus provided by the candidate may be related to the job or personal specification, regarding education, experience, salary expected, physical requirement etc. preliminary interview is useful as a process of eliminating the undesirable and unsuitable candidates. If a candidate satisfies the job requirements regarding most of the areas, that candidate may be selected for the further process. Preliminary interviews are short and known as stand-up interviews or seizing up of the applicants or screening interviews. Certain required amount of care is to be taken to ensure that the desirable workers are not eliminated. This interview is also useful to provide the basic information about the company to the candidate. GROUP DISCUSSSION: The technique of group discussion is used in order to secure the further information regarding the suitability of the candidate for the job. Group discussion is a method where groups of the successful applicants are brought around the conference table and are asked to discuss either a case study or a subject matter. The candidate in a group is required to analyze, discuss, find alternative solutions and select the sound solution. A selection panel thus observe the candidates in the areas of initiating the discussion, explaining the problem, soliciting unrevealing information basing on the given information and using common sense, keenly observing the discussion of others, clarifying controversial issues, influencing others, speaking effectively, concealing and mediating arguments among the participants and summarizing or concluding aptly. The selection panel, basing on its observation, judges the candidates skill and ability and ranks them according to their merit.

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In some cases, the selection panel may also ask the candidate to write the summary of the group discussion in order to know the candidates writing ability as well TESTS: The objective of the tests is to solicit further information to asses the employee suitability to the job. Some of the important tests are; Intelligent test Aptitude test Achievement test Interest test and personality test Situational test Judgment test Projective test

FINAL INTERVIEW: this is the most essential step in the process of selection. The interviewer matches the information obtained about the candidate through various means to the job requirements and to the information obtained through his own observation during interview. Some of the types of interviews are: No. Informal interview. Formal interview Planned interview Patterned interview Non-directive interview Depth interview Stress interview Group interview Page 51

Panel interview

MEDICAL EXAMINATION: Certain jobs require certain physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone etc. medical examination reveals whether or not a candidate possesses these qualities. REFERENCE CHECKS: After completion of the final interview and medical examination, the personnel department will engage in checking references. Candidates academic achievements or from the applicants previous employer, who is well versed with the applicants job performance, and sometimes from co-workers. FINAL DECISION BY LINE MANAGER: The line manager concerned has to make the final decision whether to select or reject candidates after soliciting the required information through different techniques. EMPLOYMENT: After taking the final decision, the organization has to intimate the decision to the decision to the successful as well as unsuccessful candidates. The organization sends the appointment orders to the successful candidates, either immediately or after sometime, depending upon its time schedule. The organizations communicates the conditions of employment to the successful candidates along with appointment order. Organizations prepare contracts of employment and the organization and the candidates enter into the contract. Then the candidate is employed by the organization by receiving the joining report from the candidate formally. After this stage, the candidate becomes the employee of the organization. The management places the new employee, referable on probation, before placing him on the right job.

STEPS IN SCIENTIFIC SELECTION PROCESS Page No. 51

RECEIVING APPLICATIONS SCREENING OF APPLICATIONS EMPLOYMENT TESTS REJECTION OF UNSUITABLE CANDIDATES INTERVIEW MEDICAL EXAMINATION FINAL SELECTION SELECTION TESTS

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CHAPTER-2 COMPANY PROFILE

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COMPANY PROFILE

Orange City Hospital & Research Institute Orange City Hospital is an end-to-end healthcare focused services company, with impeccable credentials, proven track record and unwavering commitment aimed at delivering value added services to its clients. It is backed by the renowned A team of esteemed Consultants, devoted professional nursing staff and adequate paramedical staff and others, 150 doctors, 250 staff members & 30 agencies cater to the varied medical needs of patients at Orange City Hospital & Research Institute as on date. Orange City Hospital & Research Institute has even signed a memorandum of understanding with Union Ministry of Health & Family Welfare, New Delhi. They are already providing comprehensive Medicare Services (OPD & IPD) to employees of around 50 major organizations / companies of Central India including CGHS, NMC, and CIL etc. Their innovative approach and immense belief in investment of technology and research, has contributed in positioning them as leader in comprehensive health care in Central India. Integrated healthcare network It all started with three brothers Day Bhaskar Nair, Suresh Nair and Ravi Nair setting out to shape their own destiny. They burnt the midnight oil and their sheer hard work laid the foundation for the Company to come up successfully in the coming years. But, the cruel hands of fate snatched away Ravi Nair at a very young age. His sudden demise in 1987 in a road accident without getting medical assistance in time exposed the limitations of the human life. This tragedy left its deep scar in the minds of Day Bhaskar Nair and Suresh Nair who decided that they will do all possible so that none should ever go through the pain and grief that they themselves had to go through. They decided to Set-up a conglomerate namely Ravi Nair Hospitals Pvt. Ltd. at Nagpur that could cater to the needs of the fellow human beings.

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Our services, management processes and qualified accredited professionals match international standards. We offer Business Process Outsourcing services to US healthcare providers and payers. We aim to help healthcare providers and payers worldwide, save time and money, by remotely executing their non-core health information management activities such as medical transcription, coding, revenue cycle management and claims processing. By doing so, we help our clients to focus on their core business, increase their productivity and quality of service resulting in better customer satisfaction and higher revenues Our offerings are tailored to meet the requirements of your processes while keeping in mind the services you offer, the technologies that you currently have in place and the direction in which you want to grow. Through technologies that increase productivity and open up new sources of benefits to our clients, we have helped both public and private sector healthcare organizations improve their business performance VISION To become the leading Healthcare BPO and IT- Services company with a relentless pursuit of people excellence MISSION Our mission is to demonstrate World-Class in India. We are committed to growth, to our values, to ethical standards and to customer satisfaction at all times. We promise our employees, clients and partners an extraordinary emphasis on service excellence and the creation of sustained value. OUR VALUES Passion for Excellence We shall aim at excellence in all our endeavors, both within the organization and the market in which we deliver our services. Integrity & Confidentiality We shall conduct ourselves in a conscientious manner in all transactions and deal with people professionally and transparently, while maintaining privacy and confidentiality deserved by our customers. Focus On Customer

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We shall be empathetic, sensitive and responsive to the needs of our customers external and internal. History of Orange City Hospital & Research Institute Orange City Hospital & Research Institute pioneered in bringing some of the latest state of art medical equipment and fused them with some of the best professional talents in the medical activity. The result was the birth of History of Orange City Hospital & Research Institute on 21st October 1996 NAIRSONS GROUP is a major player in the Indian industrial sector. The entire gamut of the groups operations includes coal liaison, hospital services, Info-tech, schools & child education as major thrust area. The parent and flagship company Nair Coal Services Limited has the unique distinction of being the first Coal Handling Company of India to receive the coveted ISO 9002 Certification in 1997. The key to the rapid all-round growth of the organization has been the vision, dedication and the belief of the promoters in the concept of providing value addition to service. The corporate philosophy of Service to Mankind is reflected in all activities of the group companies. Today, the group has made forays into the frontiers of technology in all areas of its activities. The various group companies are managed by professionals in their respective fields and are setting up new standards of excellence. The Company lays a great emphasis on manpower development in all its various departments. With no previous experience in the field of medical services, the group formulated a core team of professionals to do the groundwork. This team came up with a plan to first start a pilot project to gain the much-required experience before going ahead with the ambitious plan. This led the group to take over a sick unit under the name of Need Hospitals Pvt. Ltd. After the takeover, it was renamed as Ravi Nair Hospitals Pvt. Ltd. The entire hospital was renovated and new equipment bought. It was then re-dedicated to patients in the year 1997. Nagpur being famous for its Oranges and also the Orange City, the hospital is popularly known as Orange City Hospital & Research Institute. Orange City Hospital & Research Institute is now able to cater a vast section of Central India populace and make a mark as the Trusted Tertiary Medicare Centre of Central India. Looking Page No. 51

into the quality management system made applicable at Orange City Hospital & Research Institute, they have become the first & only multidisciplinary super-specialty hospital in Central India to have been certified for ISO 9001: 2000. Orange City Hospital & Research Institute pioneered in bringing some of the latest state of art medical equipment and fused them with some of the best professional talents in the medical activity. The result was the birth of ORANGE CITY HSPITAL & RESEARCH INSTITUTE on 21st October 1996, a multidisciplinary, Hi-tech Hospital with state of the art technology, and critical care facilities. Hi-tech equipment with back up of round the clock Doctors, qualified work force and proficient Consultants are the hallmark of Orange City Hospital & Research Institute. The good will of the hospital can be gauged by the fact that critically ill patients not only from Nagpur but also all over Central India are being referred to Orange City Hospital & Research Institute.

ACHIEVEMENT

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The Only ISO 9001 certified hospital of Nagpur ensuring 148 specialists & 30 agencies working under one roof with 54 comprehensive speciality departments The Only private multi-speciality non-postgraduate medical college to be considered amongst India's top hospitals in The Week-TNS Survey 2005 from Nagpur The Only Comprehensively Recognized Hospital For CGHS at Nagpur for all General & Specialized treatment and diagnostic procedures (except only for cardiac surgery and cardiac interventional procedures) The Only CGHS recognized Poly-trauma+ Neuro-surgery+ Critical Care +Orthopedics Center at Nagpur The Only hospital of Nagpur to have been recognized by SECR/CR for aiding them in providing emergency care to railway accident cases The Only hospital of this region to have been accredited by SMILE TRAIN related to cleft lip and palate surgeries The Only hospital of this region to have been affiliated by Global Cancer Concern of India The Only hospital to be included from Maharashtra and Central India in the 9 member Indian health care CEO delegation-2005 nominated by UK government RANKED 1ST & BEST IN "THE WEEK-TNS SURVEY 2006" FOR NAGPUR REGION IN INDIA'S BEST HOSPITALS SERIES 85% VOTING AMONGST DOCTORS & SPECIALISTS! EXCEPTIONAL ACHIEVEMENT WITHIN 10 YEARS OF INCEPTION! Page No. 51

Service Offered

Immunization Clinic Well baby Clinic Adolescent Clinic Well women Clinic Ante Natal Clinic Hypertension Clinic Headache Clinic Renal Transplant Clinic Ayurveda Clinic Arthritis Clinic Speech Therapy Clinic HIV Clinic Hearing Aid Clinic Homeopathy Clinic Family planning clinic Contact Lens Clinic Cataract Clinic Asthma Clinic Obesity Clinic Backache Clinic Yoga therapy Clinic Pain Clinic Stroke Clinic Addiction Clinic Cardiac Rehab Clinic Vertigo Clinic Diabetes Clinic Hair Clinic Cosmetic Surgery Clinic Dental Clinic Physiotherapy Clinic Skin Clinic

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CHAPTER-3 RECRUITMENT AND SELECTION FOLLOWED BY ORANGE CITY HOSPITAL NAGPUR

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RECRUITMENT AND SELECTION FOLLOWED BY ORANGE CITY HOSPITAL NAGPUR

The HR department at Orange City Hospital Nagpur is further divided into 1) 2) 3) 4) Compensation and benefits. Employee relation. Recruitment and selection Training and development I have done the project in recruitment and selection department. Recruitment was done for 1) IT Sector 2) BPO Sector The BPO is further divided into voice process and non voice process. GENERAL POLICY Recruitment shall be resorted to only in such cases where suitable personnel are not available with in the organization to fill a vacancy/new position. Recruitment shall be through advertisements in media / placement agencies / campus recruitment / Employee Reference / jobsites or internet / walk-in Those who have not completed 18 years of age shall not be considered for training or employment in any category.

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SOURCES OF RECRUITMENT The different sources of recruitment at ORANGE CITY HOSPITAL NAGPUR: Consultancies Educational institutions Job sites or internet. Reference scheme Media Job Rotation

JOB ROTATION- The organization will look for a capable person for a particular position internally. For the employee it is a change in the job or job rotation. EDUCATIONAL INSTITUTIONS- Orange City Hospital Nagpur goes for campus recruitments i.e., wherein students are selected on a bulk and are trained as per the various positions. Some of the educational institutions that they visited are St. Pious Degree College, Badruka Degree College, and Little flower degree college. CONSULTANCIES- Consultancies are the main source of recruitment. Orange City Hospital Nagpur hired consultancies like Indwell, S-Cube, Inforika, Skill Set etc. as the required huge number of candidates for the voice and non voice process. Job Sites and Internet Job sites like monster.com, naukri.com, employment .com provide a good assistance for the organization to get the list of candidates who are eligible for the vacant post. Orange City Hospital Nagpur has its own web site where the interested candidates can submit their resume online. EMPLOYEE REFERENCE- Employee reference is recommended as one of the best sources of recruitment. Orange City Hospital Nagpur introduced a new scheme called REFRIENDZ where employees get an amount of 10000 if the candidate referred by him/her

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is selected. The scheme existed for a period of one month from deck 18 to Jan 18. Other than that employees get an amount of 1500 foe each candidate referred. MEDIA- Orange City Hospital Nagpur also gives advertises the vacancies through newspapers which is a part of media. News paper helps the candidates to walk-in directly without any reference. SELECTION PROCESS The interview process at Orange City HospitalHealth Street for the voice process and non voice process were slightly different VOICE PROCESS The department for which candidates were chosen based on voice are 1) DCAV 2) MYSIS 3) AR Billing The selection process include 1) PIR 2) VANC 3) OPS Round 4) Client Round 5) HR round PIR- Personal introduction round at Orange City Hospital Nagpur is conducted as a face to face and one to one interview where the candidates are asked to give their introduction and are tested on various parameters. VANC (Voice And Accent Round) this round is conducted by any one of the voice and accent trainer at Orange City Hospital Nagpur. In this round the interviewer will test the voice and fluency of the candidate. OPS Round The operations Manager will conduct the interview once the candidate is through the VANC Round. Client Round- Once the candidate is through the OPS round he/she

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will be lined up for a client round which will be time consuming as the client is not available at all times. HR Round- The final round is the HR round where one of the HR is going to conduct the interview NON-VOICE The department for which Recruitment for Semi- Voice candidates was done was1) Contract Loading 2) Big Five The selection process include 1) Typing test 2) Aptitude Test 3) OPS Round 4) HR Round Typing Test Orange City Hospital Nagpur the first round for non-voice process was the typing test. The candidates need to possess a minimum of 30 words per minute and the minimum rate may increase up to 45 wpm based on the process with an accuracy of 95%. Aptitude Test The next round is the Aptitude test where the candidate will be tested on the analytical skills. OPS Round The operations Manager will conduct the interview once the candidate is through the Aptitude test. HR Round- The final round is the HR round where one of the HR is going to conduct the interview.

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CHAPTER-4 OBJECTIVES OF THE STUDY

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OBJECTIVES OF THE STUDY

To know the various sources of recruitment and their availability at Orange City Hospital & Research Institute Nagpur.

To obtain the feedback of the employees about the recruitment and selection procedures followed in the company.

To review the recruitment process and to make improvements to the forthcoming recruitment programmes at Orange City Hospital & Research Institute Nagpur.

To find out the effectiveness of the selection procedure at Orange City Hospital & Research Institute Nagpur.

To know various methods of selection procedures adopted by Orange City Hospital & Research Institute Nagpur.

To suggest measures accordingly. To find the Recruitment and Selection System in the organization. To Identified different methods in selection process To know the selection process of employees and its impact on job

satisfaction

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CHAPTER-5 HYPOTHESES OF THE STUDY

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HYPOTHESES OF THE STUDY

The statement of hypothesis is 70% of the recruitment is done through external sources in Orange City Hospital & Research Institute Nagpur.

Selection of the candidate in Orange City Hospital & Research Institute is not done unless and until medical test is conducted and cleared.

To find the Recruitment and Selection System in the organization. To study the process of intake of employees with relation to Experience, Communication skills and Qualification in the organization.

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CHAPTER-6 LIMITATION OF THE STUDY

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LIMITATION OF THE STUDY

The study was thoughtful for knowing the existing Employees Recruitment and Selection process at Orange City Hospital & Research Institute, Nagpur. Limitation for the study, the study was restricted to Orange City Hospital & Research Institute, Nagpur, only and other being the time as constraint. Most of the employees were not eager or prepared to fill the questionnaire. The superior may not dedicate much time to fill up the questionnaire which results in not so authentic data or information. The employees may not reveal the secrets of the company. As the questionnaire is restricted to only 7 questions, the study could not cover the other aspects of the topic.

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CHAPTER-7 RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
At Orange City hospital, the recruitment process is initiated on receiving a requisition in the prescribed format duly approved by the MD/Executive director. The requisition shall contain particulars of designation, role and responsibility reporting relationship, qualification and experience required and critical skills that are essential for effective performance. Recruitment process shall commence with an internal search, which shall be initiated by the HR department. In case no suitable person is identified from within, search from the application data bank shall be resorted to like placement agencies or release of advertisements. Applications will be collected either by post or personal. Intimation for interviews shall normally be sent through mail/courier in the prescribed format. In other cases, it may be sent through other modes like telegram, telephone, etc The project work done in Orange City Hospital was based on the questionnaire which was filled by the executives of the company. The questionnaire was prepared based on the recruitment and selection techniques and was filed on behalf of the following sample size by their executives. They were: Recruitment techniques: Advertisements in media Placements agencies. Campus recruitment Employment exchanges Employee reference Online recruitment Sample size: 50 employees working at executive level in the corporate office. The sample was selected randomly. In Orange City Hospital the above said techniques are used to search for suitable candidates. Page No. 51

Parameters used in the questionnaire are as follows Human Resource Planning Recruitment Selection Cost effectiveness

Basing on the ratings of the employees, the effectiveness of the recruitment and selection process in the Orange City Hospital will be clearly known.

RESEARCH DESIGN
Research design is the conceptual structure with in which research would be conducted. The function of the research design sis to provide the collection of relevant evidence with minimum expenditure of efforts, time and money. The suitable design is the one that minimizes bias and maximizes the reliability of the data collected and analyzed.

SAMPLE SIZE
Sample size: 50 employees working at executive level in the corporate office. The sample was selected randomly.

SOURCES OF DATA:
1. Primary data. 2. Secondary data. 3. Analysis of data.

Primary data:Primary data is collected in order to avoid any mistakes due to transcription which may arise when collected through secondary sources. The data is collected by questionnaire method. Page No. 51

Secondary data:Secondary data is collected from the companies reports, manuals and brochures. Through company records, books, HR reports etc. SAMPLING PROCEDURE: The sampling method used was random sampling. The sampling method was used because of lack of time and lack of knowledge about the universe. The sample size was fixed to50 respondents; the sampling procedure is response form. STATISTICAL TOOLS USED: PIE CHART: PERCENTAGE ANALYSIS: In this research, various percentages are identified in the analysis and they are presented pictorially by way of bar diagrams and pie charts in order to have a better quality.

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CHAPTER 8 DATA ANALYSIS AND INTERPRETATION

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DATA ANALYSIS AND INTERPRETAION

1. How did you come to know about Orange City Hospital Nagpur?
No. Of Responses Employee reference Walk-in interview Website Newspaper Consultancy Response 25 6 4 4 11 Response and Percentage 50% 10% 5% 5% 30%

INTERPRETATION 50% of Candidates are coming through consultancies, 30% are coming through employee reference, 10% are through walk-in interview,5% through website and 5% through news paper.

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Que.2) How did you find the Selection procedure of the Company? Parameter Simple and Short Complex and Long Cant say Response 35 03 12 Response and Percentage 70% 06% 24%

Response
Can't say 24%
Simple and Short

Com plexand Long 6%

Simple and Short Complex and Long 70%

Can't say

INTERPRETATION It can be inferred that 70 % Employees find the Selection procedure Simple and Short, 6% find it Complex and Long, and 24% says Cant Say.

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Que.3) Which type of test have you given at the time of Selection? Parameter Aptitude Test Technical or Functional Test Medical Test Personality Assessment Test (Psychometric Test) Response 11 10 02 27 Response and Percentage 22% 20% 04% 54%

INTERPRETATION It can be inferred that 22% of employees has given Aptitude Test at the time of selection, 20% has given Technical Test, 5% has given Medical Test and 53% has given Personality Test. Thus 75 % of the Selection is done after clearing Aptitude and Personality Test.

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Que.4) Were you satisfied with the Selection Test conducted by the Company ? Parameter Yes No Partially Response 28 02 20 Response and Percentage 56% 04% 40%

Response
No 4% Partially 40%

Yes Yes 56% No Partially

INTERPRETATION It can be inferred that 56% employees said that Yes they are satisfied with the selection test, 4% employees said that No they are not satisfied with the selection test, 40% employees are Partially satisfied with the selection test. Thus 56% of Employees are satisfied with the Selection test conducted by the Company.

Que.5) Were you satisfied with your job profile provided by the Company? Page No. 51

Parameter Yes No Partially

Response 25 02 23

Response and Percentage 50% 04% 46%

Response
Partially 46% 4% Yes 50% Yes No Partially

INTERPRETATION It can be inferred that 50 % employees said that Yes they are satisfied with the job profile, 4% employees said No, 46% said Partially. Thus 50 % of employees are satisfied with their job profile provided by the company.

Que.6) Through which selection process you were selected in the organization ?

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Parameter Telephonic Interview Preliminary Interview HR Interview Detailed Technical Interview Interview with MD/CEO Aptitude Test Personality Assessment Test

Sample Size 50 50 50 50 50 50 50

Response 40 45 26 12 28 49 47

Response and Percentage 80% 92% 48% 27% 60% 96% 93%

INTERPRETATION Maximum employees were selected through Telephonic Interview, Preliminary Interview, Aptitude Test and Personality Test. Minimum employees were selected through HR Interview, Detailed Technical Interview, Interview with MD/CEO.

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CHAPTER-9 Conclusion

CONCLUSIONS

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1. At Orange City Hospital most of the recruitment is done through Consultancies which in turn leads to high HR cost.

2. Candidates are satisfied by the way the present selection process is conducted most of the candidates choose for face to face interview which is the current selection process at Orange City Hospital

3. At Orange City Hospital the delay in the interview process is mainly due to the client round where the recruiter needs to line the candidate for an interview based on the clients availability

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CHAPTER-10 SUGGESTIONS

SUGGESTIONS
It would be more effective for Orange City Hospital to choose as Employee Referral process for recruitment rather than consultancies as it would help them to reduce the cost. Page No. 51

It was felt that there is a shortage of recruitment personnel as the candidates had to wait for long time to finish the initial rounds. It is advised that Orange City Hospital has to increase the recruitment personnel or manage the selection process effectively. The recruitment and selection time for a candidate can be reduced when the internal recruitments are conducted in lieu with the client interviews. It was found that the Management Information System of Orange City Hospital is not effective as the candidates themselves had to call back to confirm their status of appointment. Data bases of passed out graduates can be considered as source of effective recruitment strategy for any immediate requirement.

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CHAPTER-11 BIBLOGRAPHY

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BIBLOGRAPHY
BOOK: Dr. Rao Subba Essentials of HR Management and Industrial Relations, Fourth Edition Macmillan Publication. Tina Agrell, RECRUITMENT TECHNIQUES FOR MODERN MANAGERS Human Resource Management Human Resource Management C.B.Gupta T.N.Chabra

INTERNET SOURCE:www.hrcouncil.com www.workforce.com www.ochri.com

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CHAPTER-12 ANNEXURE

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Questionnaire for Employees:

DEMOGRAPHICS: Name Designation Name of the company Location .. . . .

1. How did you come to know about Orange City Hospital and Research Institute, Nagpur?
1. Employee reference 2. Walk-in interview 3. Website 4. Newspaper 5. Consultancy.

2. How did you find the Selection procedure of the company? 1. Simple and Short 2. Complex and Long 3. Cant Say

3. Which type of test have you given at the time of selection? (Multiple selection) 1. Aptitude Test 2. Technical or Functional Test

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3. Medical Test 4. Personality Assessment Test (Psychometric Test)

4. Were you satisfied with the Selection Test conducted by the company? 1. Yes 2. No 3. Partially

5. Were you satisfied with your job profile provided by the company?

1. Yes 2. No 3. Partially

6. Through which selection process you were selected in the organization? (multiple selection)

1. Telephonic Interview 2. Preliminary Interview 3. HR Interview 4. Detailed Technical Interview 5. Interview with MD/CEO 6. Aptitude Test 7. Personality Assessment Test

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7. Do you want to give any suggestion regarding the improvement which should be made in Recruitment and Selection procedure by the company?

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Questionnaire for HR Manager:

1. According to you which is the best source of recruitment? --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------2. Which type of test do you conduct in selection process? ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------3. Does your organization works on current or upgraded trends in recruitment and selection process for hiring the best candidate amongst many? ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------4. Which type of external sources does company prefer? ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------5. How do you mange to keep your staff efficient and effective in their work?

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---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------6. Do you conduct a performance appraisal process for selecting the candidate for the higher position as internal sources of recruitment? ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------7. According to you are the existing employees satisfied with the recruitment policies of the company? ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

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