RECRUITMENT AND SELECTION

1.

Introduction of Recruitment.

2.

Definition of Recruitment.

3.

Features of Recruitment.

4.

Factors Affecting Recruitment.

5.

Sources of Recruitment.

6.

Introduction of Selection.

7.

Meaning of Selection.

8.

Definition of Selection.

9.

Essentials of Selection.

10.

Significance of Selection.
.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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RECRUITMENT
INTRODUCTION
Recruitment refers to the process of attracting, screening, selecting, and on boarding a
qualified person for a job. At the strategic level it may involve the development of
an employer brand which includes an 'employee offering'.
The stages of the recruitment process include: job analysis and developing a person
specification; the sourcing of candidates by networking, advertising, or other search methods;
matching candidates to job requirements and screening individuals using testing (skills or
personality assessment); assessment of candidates' motivations and their fit with
organisational requirements by interviewing and other assessment techniques. The
recruitment process also includes the making and finalising of job offers and the induction
and onboarding of new employees.
Depending on the size and culture of the organization recruitment may be undertaken inhouse by managers, human resource generalists and / or recruitment specialists. Alternatively
parts of all of the process might be undertaken by either public sector employment agencies,
or commercial recruitment agencies, or specialist search consultancies.
DEFINITION OF RECRUITMENT :
The definition of recruitment are as follows:

According to Yoder
Recruitment is a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working
force.

According to C.B. Mamoria,

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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Recruiting is the discovering of potential applicants for actual or anticipated

organizational vacancies.

FEATURES OF RECRUITMENT :
The features of recruitment policy are as following:

Recruitment is a process or series of action.

It is a linking activity as it brings employer and prospective employees together.
It is a positive function.
The basic function of recruitment is to locate the sources of people required to meet

the job requirements.

It is a pervasive function.
Recruitment is a two-way function as it takes both recruiter and recruits together.

FACTORS AFFECTING RECRUITMENT :

The factors affecting recruitment are:

Size of the organization.

The employment condition in the community where the organization is located.
The effect of past recruiting efforts which show the organizations ability to locate

and keep good performing people.

Working condition and salary and benefit packages offered by the organization which

may influence turnover and necessitate future recruiting

Rate of growth of organization.
The level of seasonality of operations and future expansion and production

programmers.
Cultural, economic and legal factors.
Companys image.
Recruitment policy.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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SOURCE OF RECRUITMENT :
Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the organization
itself (like transfer of employees from one department to other, promotions) to fill a position
are known as the internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

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1) INTERNAL SOURCE OF RECRUITMENT :

The internal sources of recruitment are:a.

Promotions: Promotion means to give a higher position, status, salary and

responsibility to the employee. So, the vacancy can be filled by promoting a suitable

b.

candidate from the same organization.

Transfers: Transfer means a change in the place of employment without any change
in the position, status, salary and responsibility of the employee. So, the vacancy can

c.

be filled by transferring a suitable candidate from the same organization.

Present Permanent Employees : Organizations consider the candidates from this
source for higher level of jobs due to availability of most suitable candidates for jobs
relatively or equally to external sources, to meet the trade union demands and due to

d.

the policy of the organization to motivate the present employees.

Present temporary/casual Employees: Organizations find this source to fill the
vacancies relatively at the lower level owing to the availability of suitable candidates

e.

or trade union pressures or in order to motivate them on present job.

Retrenched or Retired Employees: Employees retrenched due to lack of work are
given employment by the organization due to obligation, trade union pressure etc.
Sometimes they are re-employed by the organization as a token of their loyalty to the

f.

organization or to postpone some interpersonal conflicts for promotion.

Dependents of Deceased, Disabled, retired and present employees: Some
organizations function with a view to developing the commitment and loyalty of not
only the employee but also his family members.

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MERITS OF INTERNAL RECRUITMENT:

The benefits / advantages / merits of using internal sources of recruitment:

It is time saving, economical, simple and reliable.

There is no need of induction training because the candidate already knows
everything about the organization, the work, the employee, the rules and regulations,

etc.
It motivates the employees of work hard in order to get higher jobs in the same

organization.
It increases the morale of the employees and it improves the relations in the

organization.
It reduce executive turnover.
It develops loyalty and a sense of responsibility.

DEMERITS OF INTERNAL RECRUITMENT :

The limitations / demerits of using internal sources of recruitment:

It prevents new blood from entering the organisation. New blood brings innovative

ideas, fresh thinking and dynamism into the organization.

It has limited scope because it is not possible to fill up all types of vacancies from

within the organization.

The position of the person who is promoted or transferred will be vacant.
There may be bias or partiality in promoting or transferring persons from within the

organization.
Those who are not promoted will be unhappy.
The right person may be promoted or transferred only if proper confidential reports of
all employees are maintained. This involves a lot of time, money and energy.

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2) EXTERNAL SOURCE OF RECRUITMENT :

The external sources of recruitment are:1. Private Employment Agencies/Consultants: Public employment agencies or consultants
like ABC Consultants inIndia perform recruitment functions on behalf of a client company by
charging fees. Line managers are relieved from recruitment functions and can concentrate on
operational activities.
2. Public Employment Exchanges: The Government set up Public Employment Exchanges
in the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates. As per the Employment Exchange act 1959,
makes it obligatory for public sector and private sector enterprises inIndia to fill certain types
of vacancies through public employment exchanges.
3 . Professional Organizations: Professional organizations or associations maintain
complete bio-data of their members and provide the same to various organizations on
requisition. They act as an exchange between their members and recruiting firm.
4. Data Banks: The management can collect the bio-data of the candidates from different
sources like Employment Exchange, Educational Training Institutes, candidates etc and feed
them in the computer. It will become another source and the co can get the particulars as and
when required.
5. Casual Applicants: Depending on the image of the organization its prompt response
participation of the organization in the local activities, level of unemployment, candidates
apply casually for jobs through mail or handover the application in the Personnel dept. This
would be a suitable source for temporary and lower level jobs.
6. Similar Organizations: Generally experienced candidates are available in organizations
producing similar products or are engaged in similar business. The Management can get
potential candidates from this source.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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7. Trade Unions: Generally unemployed or underemployed persons or employees seeking

change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter rapport with the management.
8. Public Advertisements: The Personnel department of a company advertises the vacancy
in newspapers, the internet, etc. This advertisement gives information about the company, the
job and the required qualities of the candidate. It invites applications from suitable
candidates. This source is the most popular source of recruitment. This is because it gives a
very wide choice. However, it is very costly and time consuming.
9.

Campus Recruitment: The organization conducts interviews in the campuses of

Management institutes and Engineering Colleges. Final year students, who're soon to get
graduate, are interviewed. Suitable candidates are selected by the organization based on their
academic record, communication skills, intelligence, etc. This source is used for recruiting
qualified, trained but inexperienced candidates.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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MERITS OF EXTERNAL RECRUITMENT :

The benefits / merits / advantages of using external sources of recruitment:

It encourages young blood with new ideas to enter the organization.

It offers wide scope for selection. This is because a large number of suitable

candidates will come for the selection process.

Expertise and experience from other organizations can be brought.
People having the requisite skill, education and training can be obtained.
It is available to even new enterprises.
There are less chances of bias or partiality.
Here there is no need to maintain confidential records.

DEMERITS OF EXTERNAL RECRUITMENT :

The demerits / limitations of using external sources of recruitment:

It is very costly. This is because advertisements, test, medical examination etc., has to

be conducted.
It is very time consuming. This is because the selection process is very lengthy.
The employees being unfamiliar with the organization, their orientation and training is

necessary.
It may not develop loyalty among the existing managers.
The existing managers may leave the organization if outsiders are given higher post.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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SELECTION
INTRODUCTION
Selection is the next step after recruitment. Theos A Langlie writes, The managers concern
with techniques of personal selection is that they are so designed and administered that they
provide the basis for effective and economical manning of jobs in the organisation.
A manager is not a technician but he must be prepared to understand selection techniques. I
must be aware of the extent to which the organisational objectives are being achieved by this
function and the nature of measuring individual differences.
He must be capable of intelligently approving performance criteria and standards. He should
be aware of the importance of the personal research function and provide essential support to
it. Apart from this, it is necessary that employment policy is also realistic. The policy that
calls for the employment only of those who have a potential expected to rise to high positions
will be quite unrealistic.
The policy must recognise the limitations of selection techniques taking into account the
significance of averages, variability errors of system and attempt to leave the mass of workers
with some proporation of higher expected individuals.
The procedure of selection is concerned with securing of relevant information about an
applicant. There are a number of steps involved in this process. At each such step some
candidates are dropped and the remaining move on. This is the reason that some authors have
nick named the process of selection as the process of rejection.
Qualified applicants go on to the next hurdle, while the unqualified are eliminated. Koontz
ODonnell and Weihrich write, Selecting a manager is choosing logically from among the
candidates the one that best meets the position requirements. In the selection approach
applicants are sought to fill position with rather specific requirements.
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
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According to Blum and Nylor An effective selection programme is a non-random process

because those selected have been chosen on the basis of the assumption that they are more
likely to be better employees than those who have been rejected.
Regarding selection procedure the observations of National International Conference Board
are as under:
A traditional selection process includes preliminary screening interview, completion of an
application form, employment tests, comprehensive interview, background investigation,
physical examination and final employment decision to hire.
MEANING
Selection means a process by which the qualified personnel can be chosen from the
applicants who have offered their services to the organization for employment. The Selection
process divides the candidates for employment into two classesthose who will be offered
employment and those who will be rejected. Thus the selection process is a negative function
because it attempts to eliminate applicants, leaving only the best to be placed in the
organization. In the words of Dale Yodev, "Selection is the process in which candidates for
employment are divided into two classes those who are to be offered employment and
those who are not".

DEFINITION
The definition of Selection are as follows:-

According to Thomas

Selection is the process of differentiating between applicants in order to identify those with
greater likelihood of success in the job.

According to Dale Yodev

Selection is the process in which candidates for employment are divided into two classesthose who are to be offered employment and those who are not.
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
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Essentials of a Selection Procedure:

The selection procedure should be planned in such a way that it suits the organisations needs.
The Procedure would be Successful if it satisfies the following Requirements:
(i) There should be sufficient number of applicants from whom the required number of
candidates may be selected. The selection will not be proper if number of candidates is
(ii) There should be some person who is assigned the authority to select. The authority is
given on the basis of type of persons to be selected and the nature of work they will take up.
(iii) There should be some standard with which a prospective employee may be compared
(i.e. these should be available beforehand a comprehensive job specification as developed by
job analysis.)
Significance of Selection Procedure:
The success of an organisation depends on the personnel working therein. If right persons are
selected, then organisational goals can be easily achieved. The selection of wrong personnel
may create many problems for the organisation. Training needs of such employees will be
more, resulting into additional expenditures.
The employer- employee relations may not be congenial. A right person is an asset for the
organisation whereas a wrong selection makes him a liability. Selection procedure should be
devised in such a way that right persons are selected and wrong ones are rejected.
The selection procedure should be devised in such a manner that all relevant information
concerning the applicant is made available. Whether the procedure is simple or complicated
depends on the nature of the job. The candidate will be selected after he clears all the hurdles.
The applicant should neither be over qualified nor under qualified for the post.

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OBJECTIVES OF THE STUDY

Every Task is undertaken with an objective without any objective a task is rendered
meaningless. The main objective for undertaking this project are-

To understand recruitment and selection process of the company.

To analyze the recruitment and selection process adopted by the company

To analyze the use of media in the recruitment and selection activities in the company.

To suggest some ways to improve the quality of recruitment for the upper level
positions.

Understanding functioning of HR department.

Participating in all possible HR processes and thus learning every minor to major
activities.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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RATIONALE OF THE STUDY

In today's rapidly changing business environment, organizations have to respond quickly to

requirements for people. Hence, it is important to have a well-defined recruitment policy in
place, which can be executed effectively to get the best fits for the vacant positions. Selecting
the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for
the organization. Selection is one area where the interference of external factors is minimal.
Hence the HR department can use its discretion in framing its selection policy and using
various selection tools for the best results. This case discusses the importance of having an
effective recruitment and selection policy. It discusses the reason behind selecting this topic
consists of a good selection process that starts with gathering complete information about the
applicant from his application form and ends with inducting the candidate into the
organization. It is important to have an effective recruitment and selection policy in an
organization, because of the recent trends that have influenced the process of recruitment and
selection in an organization, various challenges faced by organizations in the process of
recruiting and selecting employees. Better recruitment & selection strategies result in
improved organizational outcomes. The more effectively organizations recruit and select
candidates,

the

more

likely

they

are

to

hire

&

retain

satisfied

employees.

Recruitment is the process of seeking people to apply for a vacant position in an organization
and selection is choosing the most suitable person for the job.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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COMPANY PROFILE

1.

Introduction to pharmaceutical company.

2.

Top 20 publically listed Life Science Companies of India.

3.

Introduction to IPCA Laboratories Ltd.

4.

Board of Directors.

5.

Financial analysis.

6.

Procedure of Recruitment in IPCA.

7.

Procedure of Selection in IPCA.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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INTRODUCTION
The Pharmaceutical industry in India is the world's third-largest in terms of volume and
stands 14th in terms of value. According to Department of Pharmaceuticals, Ministry of
Chemicals and Fertilizers, the total turnover of India's pharmaceuticals industry between
2008 and September 2009 was US$21.04 billion. While the domestic market was
worth US$12.26 billion. Sale of all types of medicines in the country is expected to reach
around US$19.22 billion by 2012.
According to Brand India Equity Foundation, the Indian pharmaceutical market is likely to
grow at a compound annual growth rate (CAGR) of 14-17 per cent in between 2012-16. India
is now among the top five pharmaceutical emerging markets of the world.
Exports of pharmaceuticals products from India increased from US$6.23 billion in 200607
to US$8.7 billion in 200809 a combined annual growth rate of 21.25%. According
to PricewaterhouseCoopers (PWC) in 2010, India joined among the league of top 10 global
pharmaceuticals markets in terms of sales by 2020 with value reaching US$50 billion. Some
of the major pharmaceutical firms including Sun Pharmaceutical, Cadila Healthcare and
Piramal Enterprises.
The government started to encourage the growth of drug manufacturing by Indian companies
in the early 1960s, and with the Patents Act in 1970. However, economic liberalization in 90s
by the former Prime Minister P.V. Narasimha Rao and the then Finance Minister, Dr.
Manmohan Singh enabled the industry to become what it is today. This patent act removed
composition patents from food and drugs, and though it kept process patents, these were
shortened to a period of five to seven years.
The lack of patent protection made the Indian market undesirable to the multinational
companies that had dominated the market, and while they streamed out. Indian companies
carved a niche in both the Indian and world markets with their expertise in reverseengineering new processes for manufacturing drugs at low costs.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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Rank

Revenue 2011

Revenue 2012

(USD millions)

(USD millions)

Company

Abbott India ltd

1348.51

Ranbaxy

1327.56

5,687.33

Dr. Reddy's Laboratories

1178

5,258.80

Lupin Ltd

929.84

4,527.12

Aurobindo Pharma

865.19

4,229.99

Dabur

700.3

Sun Pharmaceutical

673.99

1,985.78

Cadila Healthcare

629.45

2,213.17

Jubilant Lifesciences

561.03

10

Piramal Enterprises

480.26

11
12

GlaxoSmithKline
Pharmaceuticals Ltd
Ipca Laboratories

475.8
390

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13

Wockhardt

381.23

14

Torrent Pharmaceuticals

380.2

15

Sterling Bio

358.1

16

Biocon

340.38

17

Orchid Chemicals &

Pharmaceuticals Limited

320.62

18

Alembic Pharmaceuticals Ltd. 270.62

19

Aventis Pharma

263.75

20

Glenmark Pharmaceuticals

260.14

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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INTRODUCTION OF IPCA LAB LTD

Ipca Laboratories is an international pharmaceutical company based in Mumbai, India. It is
also one of the largest suppliers of these APIs and their intermediates world over. It produces
more than 150 formulations that include oral liquids, tablets, dry powders, and capsules. The
various kinds of drug intermediates that the company manufactures include Theo bromine,
Acetylthiophene, and P- Bromo Toluene and promotes over 36 countries of Asia, Africa.,
Including Cambodia, Kazakhstan, Kenya, Mauritius,Myanmar, Nigeria, Oman, Russia, Srilan
ka, Sudan, Tanzania, Ukraine, Vietnam and Yemen. The main activities of company are to
produce and market pharmaceuticals and drugs. The various products of the company include
formulations, drug intermediates, and active pharmaceutical ingredients (API).
In 2004, Forbes selected Ipca, for the second consecutive year as one among the first 200
'Best under a Billion Company' in Asia.
It also got certification from US Food and Drug Administration (FDA), UK-Medicines and
Healthcare

products

Regulatory

Agency (MHRA), South

Africa-Medicines

Control

Council(MCC), Brazil-Brazilian National Health Vigilance Agency (ANVISA) and AustraliaTherapeutic Goods Administration (TGA).

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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HISTORY
It was founded by group of businessmen and medical professionals in 1949. In 1975, the
management of the company was taken over by Amitabh Bachchan, Ajitabh Bachchan, Jaya
Bachchan, M.R. Chandurkar, P.C. Godha.

Type

Public

Traded as

BSE: 524494 NSE: IPCALAB

Industry

Pharmaceutical

Founded

19 October 1949 (Mumbai)

Founder(s)

K.B. Mehla,Dr. N.S. Tibrawala

Headquarters

Mumbai, India

Area served

worldwide

Key people

Prem Chand Godha, MD, Mr. AK Jain, JMD

Products

Pharmaceuticals, drugs

Revenue

1558.95 crore (US$240 million)

Employees

8,001 (2011)

Subsidiaries

CCPL Software, Ipca Traditional Remedies

Website

www.ipcalabs.com

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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Premchand Godha

Ajit Kumar Jain

Pranay Godha

Chairman & Managing

Joint Managing Director

Executive Director

Prashant Godha

Madhukar R. Chandurkar

Babulal Jain

Executive Director

Director

Director

Dr. V. V. Subba Rao

Anand T. Kusre

Dev Parkash Yadava

Director

Director

Director

Director

Dr. Ramakanta Panda

Director

FINANCIAL ANALYSIS.
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
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Particulars
Domestic Income *
Exports Income
Total Income *
Earnings Before Interest,
Depreciation & Tax
Profit Before Tax
Net Profit After Tax
Share Capital
Reserves and Surplus
Net Worth
Net Block
Dividend (%)
Earnings Per Share ( .)
Book Value Per Share (Rs.)

2008-09
595.18
680.39
1,275.57

2009-10
759.42
806.08
1565.50

2010-11
864.43
1025.18
1889.61

2011-12
940.32
1401.97
2342.98

2012-13
1081.00
1716.08
2797.08

# 270.01

# 344.65

# 384.24

#526.40

#639.95

124.65
@ 91.22
24.99
613.52
638.51
579.72
110%
36.33
255.51

271.73
209.19
25.04
849.82
874.86
674.75
140%
@ 16.75
@ 69.86

343.70
255.37
25.14
1028.72
1053.86
792.57
160%
20.36
83.84

368.94
280.17
25.23
1237.04
1262.27
1007.33
160%
22.23
100.06

461.37
331.39
25.24
1544.61
1569.85
1204.50
200%
26.27
124.40

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PROCEDURE OF RECRUITMENT IN IPCA

The recruitment process consists of following steps:

Recruitment process generally starts when the personnel department receives

requisition for recruitment from any department the company.

Locating and developing the sources for recruitment.
Identifying the perspective candidate.
Communicating the information about the organization and job.
Encouraging the identified candidate to apply for the position offered.
Evaluating the effectiveness of the recruitment process.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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PROCEDURE OF SELECTION IN IPCA

Selection is a process of choosing right person for the right job. The selection process
consists of a series of steps or techniques as follows:
1.

Job Analysis: The first step in selection process is analyzing the job. Job analysis
consists of two parts:

2.

(a)

Job Description, and

(b)

Job Specification.

Advertising the Job: The next step is to advertise the job. The job can be advertised
through various media. The right details about the job and the candidate must be
given in the advertisement.

Initial Screening: The initial screening can be done of the applications and of the
applicant. Usually, a junior executive does the screening work. At this stage, the
executive may check on the general personality, age, qualifications, family
background of the candidate. The candidate may also be informed of salary, working
conditions, etc.

4.

Application Blank : It is a prescribed form of the company which helps to obtain

information about candidate in respect of social, biographic, academic, work
experience, references, etc.The application blank helps to

It provides input for the interview.

It provides basis to reject candidates if they do not meet eligibility criteria, such as
experience, qualifications, etc.

5.

Tests: Various tests are conducted to judge the ability and efficiency of the candidates.
The type of tests depends upon the nature of job. An important advantage of testing is
that it can be administered to a large group of candidates at a time and saves time and
cost.
The various tests are: (a) Personality test, (b) Intelligence test, (c) Performance test,
(d) Stress test, etc.
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6.

Interview: It is face to face exchange of views, ideas and opinions between the
candidate and interviewer(s). There are various types of interviews such as : (a) Panel
Interview, (b) Individual Interview, (c) Group Interview, (d) Stress Interview, (e) Exit
Interview.

7.

Reference Check: A candidate may be asked to provide references from those who
are willing to supply or confirm about the applicants past life, character and
experience.

8.

Medical Check: Medical examination of the candidates is undertaken before they

join the firm in order to -

9.

Final Interview: Before making a job offer, the candidates may be subjected to one
more oral interview to find out their interest in the job and their expectations. At this
stage, salary and other perks may be negotiated.

10.

Job Offer: This is the most crucial and final step in selection process. A wrong
selection of a candidate may make the company to suffer for a good number of years
and the loss is incalculable. Company should make a very important decision to offer
right job to the right person.

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RESEARCH METHODOLOGY
1.

Data Used.

2.

SWOT ANALYSIS

3.

Findings.

4.

Questionnaire for Manager.

5.

Questionnaire for Employees.

6.

Conclusion.

7.

Bibliography.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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DATA USED
There were mainly two sources of data collection
Primary data:
o
Survey method
o
Personal interview with candidates
o
In depth conversation with the placement agency
Secondary data:
o
Study of recruitment policy
o
Websites
o
Published articles
Research methodology used
o
Study of recruitment and selection at IPCA Laboratories Ltd. by the manual
o
o
o
o

provided by the HR department;

Web sites
Journals
Magazines
Books

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SWOT ANALYSIS
1. Worldwide presence in the anti- malaria segment with almost a
third of share in the market
2. Company has dosage forms against all malaria disorders
3. A large network of wholesalers, sales and marketing personnel
Strength

and doctors spread across the country.

4. The sales increased by a considerable amount with the
companys center of attention on the formulation segment
5. Strong and stable financial position
1. Intense competition means limited and slow market share
growth

Weakness

2. Focusing on promotional activities and brand building is less.

1. Increasing demand for therapeutic drugs in the Indian and

Opportunity

Chinese market is hovering on the growth in coming decades

2. The acquisition of more and more research based firms will help
increase the therapeutic product range to a great extent
3. Expansion in the therapeutic segment in Nutraceutical,
nephrology and urology will improve profits
1. Reduced funds and infrastructure facilities for public
healthcare is the cause of concern

Threats

2. Depreciating value of currency poses a threat to the research

driven activities
3. Global economic slowdown

Competitors

1.
2.
3.
4.

Plethico Pharma
Natco
Unichem
Merck

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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DATA ANALYSIS
INCLUDING OPINION SURVEY OF EXECUTIVES
STAFF/EMPLOYEE REGARDINDING
RECRUTIMENT AND SELECTION POLICY

MANPOWER POSITION
IN THE LAST 10 YEARS

H.O
YEAR

FACTORY

FIELD

TOTAL

(CORPT)
2005

80

200

104

414

2006

82

200

109

426

2007

82

202

109

428

2008

81

198

110

431

2009

81

195

120

440

2010

75

186

115

413

2011

76

190

118

439

2012

78

192

130

464

2013

76

188

134

464

2014

90

212

150

452

From the above table it is shown that increase in recruitment of manpower is based on
availability of Projects and diversification of business. At the saturation point of one business
it diversifies to another business which is highly required for a business house. There is a
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
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little bit effect of non-availability of Projects and diversification of business on manpower

positions. In this way IPCA, avoids retrenchment and lay off and adjust the deficit and
surplus manpower within the organisation.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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COMPARATIVE STATEMENT OF MANPOWER POSITION & PROFITABILITY OF

THE ORGANISATIONS SINCE LAST 8 YEARS

PROFIT / LOSS
YEAR

MANPOWER
STRENGTH

P/ L BY RECRUITING
ONE EMPLOYEE

(RS. In Las)
(In RS.)

2007

428

249.47

58287

2008

431

195.11

45269

2009

440

225.73

59302

2010

413

280.35

67881

2011

439

192.37

43820

2012

464

242.27

52213

2013

464

215.15

46362

2014

383

180.22

47054

It is clear from the above table that when recruitment of manpower increases profitability of
the organisation decreases and when recruitment of manpower decreases profitability of the
organisation increases. So it is clearly understood that cost benefit analysis is not done
properly before recruitment or creation of a position in the organisation.

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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YEARWISE EXECUTIVES (VP AND MANAGERS) AND NON-EXECUTIVES

(SUPERVISORS AND STAFFS) STRENGTH OF M/S. HCL.

YEARS

EXECUTIVES

NON-EXECUTIVES

RATIO

2007

16

154

1:10

2008

16

154

1:10

2009

17

158

1:9

2010

15

150

1:10

2011

18

160

1:9

2012

20

165

1:8

2013

20

165

1:8

2014

16

155

1:10

From the perusal of the above table it is found that the ratio of span of control of IPCA, is
approximately 1:10 which is very good for an organisation in increase in the productivity for
better cost control. But it may not leads to proper supervision and quality of work. Optimum
utilisation of non-executives staff may not be achieved.

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RESULT
The results are as follows:o

Recruitment is done throughout the year more during the months of May-June

o
o

and Oct-Nov;
Huge investment of time;
Huge recruitment cost;

To pursue these, I would be going through the recruitment policies of the company. By active
participation in the recruitment process, the areas where improvement can be bought about
can be identified.
Thus the whole research would be done under the guidance of external guide. It will also
involve recruitment and selection processes, reading the material provide internally by the
organization, information from the new employees.

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CONCLUSION
Without human resources, no organization can achieve its goals. Among all the resources in
organization, human resource is the most important. It regards to the management of human
resource in organizations. It consists of different processes and policies which make the
human resource satisfied and motivated to their works. It is Human resource management
that brings great success to the organization.
Since its primitive beginnings, human resource management has been successful to attract the
managers. Interest in Human Resource Management is continuously rising, due to the various
reasons. In conclusion, causes of the rising interest in Human Resource Management can be
listed as:1. Managing human resources is one of the key elements in the co-ordination and
management of work.
2. Human Resource Management is different from the traditional practice of personnel
management.
3. Human Resource Management represents a wider conception of the employment
relationship to incorporate on enabling and developmental role for individual
employee.
4. Human Resource Management can be viewed as the part of strategic managerial
function in the development of business policy.
Human Resource Management represents the personnel management and industrial relations.

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SUGGESTIONS

.Fresh requisition requires approval and not replacement.

1. The Data Banks should be computerised.
2. The dead CVs should be destroyed.
3. Each level of employee should be formally inducted and introduced to the Departmental
Head. If not all levels, at least Asst. Manager and above category of employees.
4. Salary comparison should be seriously done to retain the old employees.
5. Proper salary structure to be structured to attract people and make it tax effective.
6. Cost benefit analysis should be alone before creating a position or recruitment of
manpower.
7. Recruitment process should be fully computerised.
8. External source should be given equal importance with internal source. By which new
brain will be inducted in the company with skill, talent, efficiency etc.
9. Manpower planning should be followed before recruiting.
10. Proper inquiry should be done regarding previous employment of a candidate before
recruitment to avoid industrial disputes.

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LIMITATIONS
The study on recruitment and selection practices at IPCA LAB PVT. LTD. involve the study
of all the divisions of IPCA GROUPS due to time constrain the study was not extended to the
recruitment. Due to time constrains a discussions could not be held with other employees as
to their personnel level of satisfaction from the recruitment and selection practices and
procedures. Also there is a lot of heavy bias attached with the responses because of personnel
experience. The people interview there is from GM's to Executive directors to head
personnel. Hence the inputs would vary greatly amongst them due to the difference in level
of authority and experience.

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ANNEXURE -1
QUESTIONNAIRES FOR MANAGERS
1.

Which of the following recruitment methods and the procedure followed for
recruitment of machine operator in IPCA Laboratories Ltd?
a)

Employee referrals

b)

Advertisement in local/national papers

c)

Govt. Employment exchange

d)

Professional journals

e)

Professional bodies

f)

Recruitment consultants

2.

What is the approximate time taken for recruiting the post of machine operators?

3.

What are the constraints do you face during recruitment?

4.

Which of following selection procedures and methods followed by your organization?

5.

a)

aptitude test

b)

personal interview

c)

written test

d)

practical test

What is the percentage of weight do you give to the following factors in selection of
machine operators :
a)

Aptitude test

b)

personal interview
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6.

c)

written test

d)

practical test

e)

any other

What are the constraints do you face while selecting the candidates?
a)

What is the number of candidates applied in last exercise?

b)

No . of candidates called for interview?

c)

No of candidates appeared for selection exercise?

d)

No. of candidates turns up after selection?

e)

No. of candidates joins the organization after selection?

f)

No. of candidates continued beyond one year in the organization after

joining?

7.

According to you, what may be the reasons for not getting good response to your
recruitment methods?

8.

According to you, what may be the reasons for not joining after selection of
candidates?

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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QUESTIONNAIRE FOR EMPLOYEES

1.

2.

3.

Which of the following methods of recruitment did you use for your recruitment?
a)

Employee referrals

b)

Advertisement in local/national papers

c)

Govt. Employment exchange

d)

Professional journals

e)

Professional bodies

f)

Recruitment consultants

How much time did the company take to respond to your application?
a)

Less than 5 days

b)

5-10 days

c)

11-15 days

d)

15-20 days

e)

More than 20 days

Which of the following methods of selection did you face for your selection?

a)

aptitude test

b)

personal interview

c)

written test

d)

practical test
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
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e)
4.

any other

What is the percentage of weight age do you think the company has given to the
following factors in your selection:

5.

a)

aptitude test

b)

personal interview

c)

written test

d)

practical test

What was the time taken for each exercise?

a)

aptitude test

b)

personal interview

c)

written test

d)

practical test

e)

any other

6.

What was the time taken to send you offer letter?

7.

What is the extent of your satisfaction with recruitment procedure followed by IPCA
Laboratories Ltd.?

a)
8.

...

What is the extent of your satisfaction with selection procedure followed by IPCA
Laboratories Ltd.?
SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM
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a)
9.

10.

..

Do you have any suggestion for recruitment procedure?

a)

..

b)

..

c)

..

Do you have any suggestion for selection procedure?

a)

..

b)

..

c)

..

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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BIBLIOGRAPHY

1.
2.
3.
4.

www.google.co.in
www.ask.yahoo.com
www.wikipedia.org
www.ipcalabs.com

SHREE YOGINDRA SAGAR INSTITUTE OF TECH. AND SCIENCE, RATLAM

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