Introduction of Organization Glaxo Smith Kline:

GSK is one of the few pharmaceutical companies researching both medicines and vaccines. Its headquarter is in the UK and with operations based in the US, GSK is one of the industry leaders, with an estimated seven percent of the worlds pharmaceutical market. But being a leader brings responsibility. This means that GSK care about the impact that its have on the people and places touched by their mission to improve health around the world. As a company with a firm foundation in science, GSK have a flair for research and a track record of turning that research into powerful, marketable drugs. Every hour GSK spend more than US $ 562,000 to find new medicines. GSK produces medicines that treat six major areas asthma, virus control, infections, mental health, diabetes and digestive conditions. In addition, GSK is a leader in the important area of vaccines and is developing new treatments for cancer. GSK also market other products, many of which are among the market leaders: Over-the-counter (OTC) medicines including Gaviscon and Panadol. Dental products such as Aqua fresh and Macleans. Smoking control products Nicorette/Niquitin. Nutritional healthcare drinks such as Lucozade, Ribena and Horlicks.

MISSION:
GSKs mission is to improve the quality of human life by anabling people to do more, feel better and live longer.

VISION:
GSK vision for the future is powered by their business drivers. It finds purpose and direction with their strategic intent. It is guided by our corporate culture that places people and capabilities and the pivot that changes and transforms situations.

Glaxo Smith Klien Pakistan Limited:

GlaxoSmithKline Pakistan Limited was created January 1st, 2001 through the merger of SmithKline and French of Pakistan Limited, Beecham Pakistan (Private) Limited and Glaxo Wellcome (Pakistan) Limited- standing today as the largest pharmaceutical company in Pakistan. As an industry leader we are committed to our mission of providing patients quality products to help improve their lives. GlaxoSmithKline Pakistan Limited is engaged in the manufacture and marketing of research based ethical specialties, as well as other pharmaceutical, animal health and consumer products. It is organized into two operating segments: Pharmaceuticals and Consumer healthcare. The Companys products include anti-infective, analgesics, antivirals, central nervous system, respiratory, oncology, cardiovascular, gastrointestinal, urology , anti-allergy, iron preparation and vitamins, post operation nausea &

vomitting products and vaccines. It includes Augmentin, Amoxil, calpol, Zeffix, Hepsera, Seroxat, Seretide, Tykerb, capoten, Zantac, Duodart, Avamys, Theragran-M, Revitale, Zofran and Synflorix.

The Recruitment Process:

The steps in the recruitment process include employee planning and work analysis, deciding on the number of vacancies and selecting a source, advertising vacancies, screening applicants and filling vacancies. There a two general sources of recruitment internal and external. The internal source of recruitment means suitable candidates from amongst the current employees in the organization. External recruitment is a process that recruits from outside the organization, facilitates the entry of new people and ideas in the organization.

There are several sources of recruitment and they may be broadly categorized into (1) internal, and (2) external. A. Internal Recruitment: Internal recruitment seeks applicants for positions from those who are currently employed. Internal sources include present employees, employee referrals, former employees, and former applicants. I. Present Employees. Promotions and transfers from among the present employees can be a good source of recruitment. Promotion to higher positions has several advantages. They are a) It builds good public relations. b) It builds morale However, promotion can be dysfunction to the firm as the advantage of hiring outsiders who may be better skilled and qualified is denied. II. Employee Referrals. Employee referrals are an excellent means of locating potential employees for those hard-to-fill positions. A recommendation from a current employee regarding the job applicant is considered the best source because an employee will recommend someone only when he believes that the individual can perform efficiently. While recommending, the reputation of the person who recommends is at stake and hence, a careful judgment is endured.

III.

Former Employees. Former employees are also an internal source of applicants. Some retired employees are willing to work on a part time basis or may recommend someone who would be interested in working for the company. An advantage with this source is that the performance of these people is already known.

IV.

Previous Applicants. Although not truly an internal source, those who have previously applied for jobs can be contacted by mail, a quick and inexpensive way to fill an unexpected openings.

B. External Recruitment:
The external sources far outnumber the internal methods. They are I. Professional or Trade Associations. They maintain complete bio-data of their members and organizations find this source more useful to recruit executives, managers and engineers. II. Advertisements. Want ads describe the job and the benefits, identify the employer, and tell those who are interested and how to apply. III. Campus Recruitment. Campus recruitment offers an excellent source for professional and managerial positions. This method is very popular and successful. The candidates thus selected also proved to be quite successful in their careers and jobs. The philosophy in this procedure is catch them young. It is this scope to identify candidates and the adaptability of candidates to be moulded in the desired way that make this method a highly successful one. IV. Walk-Ins, Write-Ins and Talk-Ins. Candidates apply casually for jobs through mail or hand over the applications in personnel department. V. Consultants. Consultants perform the recruitment on behalf of the organization by charging a fee. Organization depends on this source for highly specialized positions and executive positions. VI. Contractors. Contractors are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent, difficulties experienced in maintaining permanent workers are avoided. VII. Displaced Persons. Implementation of a project in an area would result in displacement of several

hundred inhabitants. Rehabilitating the displaced people is a social responsibility of business. VIII. Competitors. Rival firms can be a source of recruitment. There are legal and ethical issues involved in raiding, this method involves identifying the right people in rival companies, offering them better terms and luring them away. IX. E-recruiting. There is companys website devoted in some manner to job posting activities. There are negatives associated with internet recruiting. For example, broader exposure might result in many unqualified applicants applying for jobs. More resumes need to be reviewed, more e-mails dealt with and specialized applicant tracking software may be needed to handle the large number of applicants. Another problem is that the organization miss out many competent applications that lack access to internet.

The Selection Process:

Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment. The selection process differs between two jobs. Selection procedure for senior managers will be long-drawn and rigorous, but it is simple and short while for hiring floor workers.

The selection of candidates typically follows a standardized process beginning with an initial screening interview and concluding with the final employment decision. The selection process involves the following steps. a) b) c) d) e) f) Preliminary screening interview. Completion of application form. Employment tests, interview, or other methods of evaluation. Medical examinations. Background investigations, references, and medical check-up. Final decision to employ or hire.

The purpose of the selection process is to select the most suitable candidate who would meet the requirements of the job. The most suitable person is selected after eliminating the unsuitable applicants through successive stages of the process of selection.