PROJECT

“ RECRUITMENT & SELECTION”

Project Report Submitted to University of Pune

In Partial Fulfillment of Requirement for the Award of

Degree of

MASTER OF PERSONNEL MANAGEMENT

By
”PRCHI SETH”
Under the guidance of

“MRS. A. ABHILASHA”

SINHGAD INSTITUTE OF MANAGEMENT

“2010”

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 SUMMER TRANING PROJECT REPORT ON

A STUDY ON RECRUITMENT & SELECTION

PROCESS OF IPCA LABORATORIES LTD.

'The Indian Pharmaceutical Combine Association Limited.

UNDER THE SUPERVISION OF:

P.K SHARMA
H.R HEAD
MRS.A.ABHILASHA

SINHGAD INSTITUTE OF MANAGEMENT

VADGAON ,PUNE 41

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 DECLARATION

I, the undersigned, hereby declare that the Project Report entitled “RECRUITMENT &
SELECTION” written and submitted by me to the University of Pune, in partial fulfillment
of the requirement for the award of degree of Master of Business Administration under the
guidance of MRS. A . ABHILASHA is my original work and the conclusions drawn therein
are based on the material collected by myself.

Place: Date :

Signature of Student : PRACHI SETH

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 CERTIFICATE

This is to certify that the Project Report entitled “RECRUITMENT &SELECTION”

which is being submitted herewith for the award of the degree of Master of Business
Administration of University of Pune, Pune is the result of the original research work
completed by PRACHI SETH under my supervision and guidance.

To the best of my knowledge and belief the work embodied in this Project Report has
not formed earlier the basis for the award of any degree or similar title of this or any other
University or examining body.

Place:

Date: Signature of Research Guide

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 ACKNOWLEDGEMENT

“Inspiration and Motivation always plays a key role in the success of any project.”

If words are considered to be signs of gratitude then let these words Convey the very same my
sincere gratitude to IPCA LMTD .for Providing me with an opportunity to work with
pharmaceutical organization and giving necessary directions on doing this project to the best of
my abilities. I am highly indebted to Mr. P.K SHARMA, and company project guide, who has
provided me with the necessary information and also for the support extended out to me in the
completion of this report and his valuable suggestion and comments on bringing out this report
in the best way possible. I also thank Prof. A.ABHILASHA ,SINHGAD INSTITUTE OF
MANAGEMANT VADGAON PUNE , who has sincerely supported me with the valuable
insights into the completion of this project.

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 Table of Contents PAGE NO.

• I ntroduction 8

• Company Profile 12

• Research design & methodology 27

• Conceptual background 39

• Data Analysis & Interpretation 43

• Findings ,suggestion & Conclusion 62

• Bibliography 65

• Questionnaire 66

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 CHAPTER -1

INTRODUCTION

INTRODUCTION

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The present project study is on “A Study on Role of Recruitment and Selection in IPCAPharma

limited ”. This study highlights the concept of Recruitment and Selection.

The significance of this study also identifies the prevailing measures adopted by IPCA LMTD to retain

an Employee.

This study also helps the company to analyze its strength and weakness and to take proper corrective

measures.

IPCA pharma Ltd. 'The Indian Pharmaceutical Combine Association Limited.' Was

incorporated in October 1949.

IPCA pharma, currently dedicated to manufacture bulk drugs, organic intermediates and

formulations.

• Executive Summary

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 Chairman Mr. R. S. Hugar

Managing Director Mr. Premchand Godha

Executive Directors Mr. A. K. Jain

Mr. Pranay Godha

Directors Mr. M. R. Chandurkar

Mr. Babulal Jain

Dr. V. V. Subba Rao

Mr. A. T. Kusre

OBJECTIVE

Objective:

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 • To implement theoretical concepts into Corporate by doing HR practices in organization.

• To know about recruitment and selection process in Pharmaceutical organizations.

• To know whether the recruitment process is appropriate to select the suitable candidate.
.

Scope:

To study about recruitment and selection process and problems during such process.

Purpose:

To learn as much as I can from organization exposure so that can contribute to the company’s
strategy formation.

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 CHAPTER-2

COMPANY PROFILE

COMPANY PROFILE:

profile:

One of the first modern pharma factory of yesteryears was commissioned by Ipca at Mumbai in
1969.

The company was originally promoted by a group of medical professionals and businessmen and
was incorporated as 'The Indian Pharmaceutical Combine Association Limited.' in October 1949.

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The present management took over in November 1975 when the total turnover of the company
was just Rs. 0.54 crores.

Currently, this premise where Ipca started its operations, houses the Registered Office of the
company. Key departments like International Marketing, R&D (Formulations) and Analytical
Development Lab are located here.

Ipca is a fully integrated, rapidly growing Indian pharmaceutical

company with a strong thrust on exports. Ipca's APIs and Formulations
produced at world class manufacturing facilities are approved by
leading drug regulatory authorities including the 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 Australia-
Therapeutic Goods Administration (TGA). With operations in over 100 countries, exports
account for over 52% of the company's income.

Forbes, a leading US business magazine, selected Ipca in 2003 among its top 200 successful,
rising companies outside USA, with sales under USD 1 Billion. Over 19,000 companies were
considered by Forbes, and of the 18 companies from India that figured in this list, only four were
from the 'Indian Pharmaceutical Sector'. Ipca happens to be one of them. Subsequently, Ipca
was selected by FORBES in this prestigious list for two consecutive years; 2004 and 2005.

2005-06 with exports accounting for Rs. 401.83 crores. The net

profit for the year ending 31st March, 2006 stood at Rs. 63.98

crores. Formulations constitute 67 percent of the total income for

2005-06. Today, Ipca is one of the biggest manufacturers in the

world of APIs Atenolol (Antihypertensive), Chloroquine Phosphate (Antimalarial),

Furosemide (Diuretic) and Pyrantel Salts (Anthelmintic) right from the basic stage. Ipca is

also one of the largest suppliers of these APIs and their intermediates world over.

Company’s vision:

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To be one of the top 5 players in Indian Healthcare Industry with a strong international presence
by delivering the best quality and environment friendly products at affordable prices .

• PRODUCTS

Formulation: Being one of the largest pharmaceutical corporations in India today, Ipca

manufactures over 150 formulations representing various therapeutic segments and dosage.

The dosage forms include tablets, capsules, oral liquids, dry powders for suspension, and

injectables (liquid & dry).

Ipca also manufactures formulations for many leading companies in the European Union under

supply agreements.

Active pharmaceutical ingradient

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Ipca is one of the largest manufacturer and exporter of APIs backed by more than 27 years of
expertise in pharmaceutical manufacturing. Ipca's APIs are well accepted all over the world and
are currently exported to the regulated as well as to the non-regulated markets in all the major
continent

DRUG INTERMIDATE:

2-Bromo-6-Methoxy-Naphthalene (2BMN)
4,7-Dichloroquinoline (4,7 DCQ)
2,4-Dichloro-5-Sulphamide Benzoic Acid (Lasamide)
P-Hydroxy Phenylacetamidem (PHPA)

3-Methyl Thiophene-2-Carboxaldehyde(3MeT2A)
4-(2-Methoxyethyl)phenol (MEP)
3,4,5-Trimethoxy Toluene (TMT)
2,3 Dimethoxy-5-Methyl1, 4-Benzoquione (CoQo)
2,3 Dimethoxy-5-Methyl1, 4-Hydroquine (CoQo)
2-Phenyl-2-(Pyridyl) Acetamide
2-Phenyl-2-(2-Piperidyl) Acetic Acid
4-Amino-6-Chloro-1, 3-Benzene Disulfonamide
(Chloraminophenamide)

Ipca laboratories Limited, Dehradun

ORGANOGRAM OF HR & ADMINISTRATION DEPARTMENT

HR Admn. Security

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 Officer/Supervisor Officer/Supervisor Supervisor Officer

Mr.Prem S. Bist Mr. Nitin Gupta Mr. Rajesh Shukla Mr.N.S. Bist
Lal Sahab Yadav
Ms. Uma Bharti Tele.Op. Vacant PA To GM

Operator
Mr. Manoj
Mr.Manoharlal
Vacant

COMPANY’S VALUES:

Creativity leads to innovation which lays the foundation for success.

Innovative and updated technology to produce the best quality products .

Utmost care for employees, customers and the society we live in.

Respect the employees and their contributions at workplace.

Committed to the highest standards of ethics and integrity .

Teamwork is the lifeblood of the organization.

Trust in the relationships with clients.

COMPANY’S PROMINENT AWARDS

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 Ipca received Best Patent Award during the year 2007 – 08 January 30, 2009

Financial Results January 22, 2009

Financial Results October 31, 2008

Ipca - Heritage Alliance Introduces Propranolol Tablets in the October 13, 2008
U.S. Market

Q1 Financials Results July 25, 2008

Ipca signs Partnership Agreement with Clinton Foundation July 17, 2008

Ipca - Ranbaxy Alliance receives U.S. FDA Marketing June 17, 2008
Approval for Metoclopramide Tablets.

Ipca receive U.S. FDA Approval For Propranolol June 4, 2008

Hydrochloride Tablets

Financial Results May 29, 2008

Ipca is now expanding their global footprint. April 6, 2008

MHRA-UK Certifies 3rd plant of Ipca Laboratories Ltd. March 24, 2008

Ipca's Fourth Clinical Trial Gets Published in a Peer Reviewed February 5, 2008
Journal

Financials Results January 19, 2008

Ipca has received the Second Prize in "National Energy December 14, 2007
Conservation Award" for 2007

Ipca Laboratories launches new pain killer drug December 4, 2007

Ipca has been awarded by Forbes Inc., as one of the ‘Best November 22, 2007
Under a Billion Forbes Global’s 200 Best Small Companies,
2007’. In the past, we have been awarded, for three consecutive
years’ 2003, 2004, 2005.

Financial Results October 29, 2007

Ipca’s anti-malarial product – Artesunate tablets 50 mg pre- September 14, 2007

qualified by WHO.

Acquisition of 100% Shareholding of Formulation Dossier September 13, 2007

Registration Holding Companies in Australia and New
Zealand.

CDRI Licenses Novel Anti Malarial Compound to IPCA. August 27, 2007

Ipca - Ranbaxy Alliance Receive U.S. FDA Marketing August 13, 2007
Approval For Metformin HCL Tablets.

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 Ipca – Ranbaxy Alliance receive U.S. FDA marketing approval July 23, 2007
for Hydrochlorothiazide Tablets.

Financial Results July 20, 2007

Ipca granted U.S.FDA approval for Hydroxychloroquine June 19, 2007

Sulfate Tablets.

Financial Results May 25, 2007

Ipca files to DCGI - India First Investigational New Drug February 5, 2007
Application (INDA) in collaboration with Central Drug
Research Institute (CDRI), Lucknow

Q3 - Financial Results January 23, 2007

Ipca - Ranbaxy Alliance receive U.S.FDA Marketing approval January 2, 2007

for Atenolol Tablets

Ipca's Bulk Drug 'Atenolol' Registered in China December 29, 2006

Ipca launches fixed dose ACT combination and stops October 6, 2006
manufacturing of single ingredient Oral Artemisinin
derivatives.

Ipca Laboratories Ltd. enters into strategic alliance with 21 September, 2006
Ranbaxy Pharmaceuticals Inc., for the U.S Market

New plant at Dehradun 5 May, 2006

Ipca enters into Joint Venture with Holley Group of China 29 April, 2005

Life Time Achievement Award from CHEMEXCIL 05 January, 2005

Ipca acquires Cardiac brand 'ISORDIL' 10 January, 2005

CDRI licenses novel Anti Malarial compound to Ipca 30 November, 2004

Ipca, 'Best under a Billion' for the second consecutive year 01 November, 2004

Four more APIs for USA 09 August, 2004

Trishul 04 August, 2004

"Best Under a Billion" award by Forbes 02 August, 2003

COMPANY’S BUSINESS DIVISIONS:

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Different departments working in the head office are

1. Marketing and Sales

2. Human Resources

3. Financial Accounting & Revenue Assurance

4. Administration

5. Procurement & Logistics

6. Quality Control

7. Quality Assurance

8. International Business (Exports)

9. Information Technology

MANUFACTURING UNITS

Ipca has cGMP complying manufacturing facilities at the following locations in India.

Athal (Silvassa-Union Territory of Dadra & Nagar Haveli)

Operational since 1995.

Formulations plant manufacturing tablets and capsules.

ISO 9001 certified.

Facility approved by UK-Medicines and Healthcare products

Regulatory Agency (MHRA), Australia-Therapeutic Goods
Administration (TGA), South Africa-Medicines Control

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 Council (MCC), Brazil-Brazilian National Health Surveillance
Agency (ANVISA), Geneva-World Health Organisation
(WHO), Oman-Ministry of Health (MOH), Uganda-National
Drug Authority (NDA) and Tanzania-Food & Drugs Authority
(FDA). »»

Aurangabad (Maharashtra)

Operational since 1997.

Manufacturing plant for Active Pharmaceutical Ingredients and Drug

Intermediates.

One of the largest manufacturers of Drug Intermediates;3,4-

Trimethoxy Toulene (TMT) and 6-Methoxy-2-Napthaldehyde

(6MNA). »»

Dehradun (Uttaranchal)

Operational since 2006.

Formulations plant manufacturing tablets and capsules. »»

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 Indore (Madhya Pradesh)

Acquired from E. Merck in 1994.

Manufacturing plant for Active Pharmaceutical Ingredients and Drug

Intermediates.

One of the world's largest manufacturing plant of API-Chloroquine

Phosphate.

Facility approved by Geneva-World Health Organization (WHO). »»

Kandla (Gujarat)

Operational since 1993.

Facility approved by UK-Medicines and Healthcare products

Regulatory Agency (MHRA), Australia-Therapeutic Goods
Administration (TGA), South Africa-Medicines Control
Council (MCC), Brazil-Brazilian National Health Surveillance
Agency (ANVISA), Oman-Ministry of Health(MOH),
Uganda-National Drug Authority (NDA) and Tanzania-Food
& Drugs Authority (FDA).

Formulations manufacturing plant for betalactam tablets,

capsules and dry powders. »»

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 Ratlam (Madhya Pradesh)

Active Pharmaceutical Ingredients Plant

Operational since 1985.

Facility approved by US-Food and Drug Administration

(FDA), Australia-Therapeutic Goods Administration (TGA),
Geneva-World Health Organization (WHO) and Europe-
European Directorate of the Quality of Medicines (EDQM).

Formulations Plant

Operational since 1983.

Formulations plant manufacturing Tablets, Liquids and

Injectables.

Facility approved by Brazil-Brazilian National Health

Surveillance Agency (ANVISA), South Africa-Medicines
Control
Council (MCC), Geneva-World Health Organisation (WHO),
Uganda-National Drug Authority (NDA), Oman-Ministry of
Health (MOH) and Tanzania-Food & Drugs Authority (FDA).
»»

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 Silvassa (Union Territory of Dadra & Nagar Haveli)

Operational since February, 2004.

Formulations plant manufacturing tablets. »»

Pithampur

Formulations plant manufacturing Oral Solid dosage forms. »»

COMPANY’S FINANCIAL STRUCTURE:

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Competitors:

Cipla

Cadilla

Mankind

Lupin

Ind-swift

Intas

Zenlab

Glimpse of Technology:

WHO GMP certified company Knowledge Driven Organization.

Recognized Export House Certificate awarded by President of India

Fully-equipped Quality Control and Quality Assurance departments to ensure Drug safety
Pharmasuite software used to maintain the records.

Swot Analysis of Indian Pharmaceutical Industry

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Strength Weakness

Low cost of raw material (API) for
production.
Large pool of installed capacities with
skilled manpower.
Efficient technologies for large number of
Generics.
Large pool of increasing liberalization of
government policies.
Very low R&D facilities.
Fragmentation of installed capacities.
Low technology level of Capital Goods of
this section.
Non-availability of major intermediaries
for bulk drugs.
Lack of experience to exploit efficiently
the new patent regime.

Low level of strategic planning for future

and also for technology forecasting.

Opportunities Threats

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Growth in the emerging branded generic
market
Growing incomes.
Growing attention for health.
Stiff Competition both from local as well
as global players particularly from generic
products.
Increased due diligence and action on
default compliance with standards

New therapy approaches. High Cost of discovering new products

and fewer discoveries.
New delivery systems.
Stricter registration procedures.
Spreading attitude for soft medication
(OTC drugs).

Spreading use of Generic Drugs.

Easier international trading.

CHAPTER -3

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 RESEARCH DESIGN

&

METHODOLOGY

RECRUITMENT AND SELECTION PROCESS IN

IPCA LABORATORIES LMTD.

Recruitment and Selection:

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Recruitment refers to the process of finding possible candidates for a job or function. It may be

undertaken by an employment agency or a member of staff at the business or organization looking for

recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or

in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their

windows. Posts can also be advertised at a job center if they are targeting the unemployed.

Suitability for a job is typically assessed by looking for skills, e.g. Communication skills, Typing skills,

computer skills. Evidence for skills required for a job may be provided in the form of qualifications

(educational or professional), experience in a job requiring the relevant skills or the testimony of

references. Employment agencies may also give computerized tests to assess an individuals' off hand

knowledge of software packages or their typing skills. At a more basic level written tests may be given

to assess innumeracy and literacy. A candidate may also be assessed on the basis of an interview.

Sometimes candidates will be requested to provide a C.V or to complete an application form to provide

this evidence.

Selection evaluating the qualifications, Experience, skill, Knowledge of an applicant in relation to the

requirement of the job to determine his suitability of the job .

In other words choosing the suitable candidate for a job from among the available

applicants is called selection.

The element of selection process includes organizational objectives, Job description, Job

specification, Competency meddling, and recruitment policy, Selection.

CONCEPT OF RECRUITMENT

Byers and Rue defines Recruitment as the process of seeking and attracting a pool of people from

which qualified candidates can be chosen for job vacancies.

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According to Edwin B.Flippo, Recruitment is the process of searching for prospective employees and

stimulating them to apply for jobs in organizations.

Effectively, Recruitment is the process of getting the right kind of people to apply for the vacancies in

an organization.

Factors affecting recruitment:

There are many factors that affect the Recruitment. Those factors are

• Organizational Factors

• Environmental Factors

Organizational Factors:

Several factors influence the success or failure of a recruitment program. The major factor that

determines the success of a recruitment program is the reputation of the organization. Reputation

depends on its size, area of business, profitability, management etc in addition to its philosophy and

value.

Another factor that contributes to the success of a recruitment program is the geographical location of

the vacant position. Prospective candidates might not be too eager to work in a remote place unless they

belong to that place.

The channels and methods used to advertise the vacancy also determines the success of a recruitment

program. The reach of the advertising has to be wide and its effect deep enough to attract the right talent.

The emoluments that the company offers also influence the decision of a candidate and there by the

success of the recruitment program.

Environment Factors:

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The situation in the labor market, the demand for man power, the demographics, the knowledge and the

skill set available all determine the response to the recruitment program. Culture, social attitude and

beliefs also impact the effectiveness of a recruitment program.

Different Sources of Recruitment:

There are different sources of recruitment. Even there are different recruitment sources the recruiter

should choose the suitable method which are suitable to the organization considering the factors of

organization like Money, Time and reputation of the company.

They are:

 Internal source

 External source

Internal source:

Searching the talented person in the organization itself

Many organizations try and identify employees from with in the organization to groom to take on high

responsibility. The human resource inventory, an outcome of human resource planning, forms basics for

internal search.

When this method is done the HR collects the data of the employee like performance, personal data,

qualifications and his behavior from his colleges. This method helps in maintaining good relations with

employees and gets good results from them. It also boosts the morale of the employees as they feel

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important and values. It encourages competent and ambitious individuals as their performance is

rewarded.

External source:

When the organizations decide to go in for external recruitment it has a much greater choice.

They are

• Advertisement

• Employee referrals

• Educational Institutions

• Employment Agencies

• Self appliers

Advertisement:

When the organizations choose to go for advertisement, they want to choose an effective media which

will reach effectively which reaches even remote areas. Whatever media may choose by the media the

notification should be very clear with full requirements, last date for application and way to respond i.e.

through e-mail, phone, or through postal

Employee referrals:

When recruitment is required it is easy method to get the required qualified employee through employee

referrals. This method helps in motivating the employees and can extract quality of work from them, it is

a good method to get the employees who to organization requirements.

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Educational Institutions:

During the placement season educational institutions, especially the reputed institutions ones turn in to

hunting grounds for organizations looking for fresh talents. To get good organizations to their campus

the educational institutions approach the organizations and invite them to their campuses. The

organizations short listed the institutions which are providing the kind of resources that they are looking

for. It also helps in maintaining good relations with the institutions for a long term. These relations help

both the sides for a long relation.

Employment Agencies:

In this we can classified again in to three parts like

Public or Government Agencies

• Private agencies

• Headhunters

Public or Government Agencies:

This is also known as Employment exchange. In this unemployers register their names in employment

exchanges for their jobs, when vacancies are found they are filed with the registered qualified persons

according to their seniority

Private agencies:

It is also just like employment registration but here these agencies give main preferences to talent only

not to seniority.

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Agencies from which ipca prefer recruitment are:

CONNECT CONSULTANCY

TOP CLASS GROUP

SIV ANAND CONSULTANT

H.R SERVICES

Headhunting:

In this method the organizations approach the private agencies and intimate to them what ever

talent, skills and qualifications they are searching for.

INTERVIEW AND SELECTION-

➢ PRILIMENARY INTERVIEW-

➢ Depending upon the position the interview committee shall be constituted as under.

➢ OFFICE AND EXECUTIVE POSITION –

• At factory level; the unit head or any manager appointed by him for the purpose, the unit
personnel manager (if exist) and the head of the department in which the vacancy exist
shall from the committee .

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 • At H.O. /export office / other office of the group companies at Mumbai.

• The divisional head or his nominee not less than the level of the manager, the hr manager
or his nominee and the head of the department where vacancies exist shall from the
committee.

To avoid delay in the completion of the process of the interviews, efforts shall be made to get
the application form (annexure hr -4 ) completed on the date of the interviews itself from the
candidate rather than blank application being sent at the residential address of the candidate
to have them completed before schedule date of interview ,expect for outstation candidate . in
cases where the blank application form are sent to the candidates ,salary details form
(annexure hr -5 ) shall also sent with the application forms such as leadership value as per
(annexure hr - 6) etc. shall be sent only for the manager position

1- Before start of the interview the predictive index (pi) survey form as per ( annexure
hr - 7) shall be administered properly .

2- While evaluating different parameters, output of the leadership value and predictive
index survey shall be dully considered.

Interview remarks are to be completed at the preliminary stage of the interview in the
prescribed interview assessment form (annexure hr -8)

➢ SECOND INTERVIEW -

Depending upon the position, the following authorities will constitute the committee.

• Office / executive position : the divisional head ( the unit head in the case of
factory and hr manager (the personnel head in case of factory or the nominee)

• Position of assistant manager / manager .the divisional head ( the unit head for a
factory ) and the director human resource or his nominees).

• Position of sr. manager: the divisional head (the unit head for a factory and the
director – hr (the personnel head in case of the factory or the nominees.)

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 At the stage minimum two candidates will be short listed on merit for the
purpose of final interview.

➢ FINAL INTERVIEW –

• Officers, executives, assistant manager & managers are finally selected by the
divisional head (the unit head in case of factory) and hr manager (the personnel
head in case of factory).

• Manager at all level are interviewed by the resource , the divisional head
and finally interviewed by the managing director .fixation of the salary and
other terms of the service are finalized by the director human resource in
consultation with the divisional head or the managing director wherever
necessary.

• It would be necessary that final approval about the offer to the selected
candidate above assistance level position is obtained from the managing
director by the corporate hr division.

• The selected candidate shall be required to submit:

1- Copies of all documents required

2- Health declaration form.

The selected candidate shall be required to undergo medical checkup and submit
a medical report from a doctor or hospital as specified in the medical policy,
which once finalized shall be attached herewith.,

OFFER LETTER-

1. Offer letter should be in the format of provisional offer as per annexure -3

enclosed .provisional offer letter enclosed .provisional offer letter will indicate
only the designation he /she is offered .This offer is issued to determine the
medical fitness of candidate for the said position .

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 2. The offer letter (annexure – hr -10) should be issued after careful review of the
candidate‘s bio data, work history, interviews and on receipt of the satisfactory
medical officer or doctor or hospital specified by the management While issuing
offer letter ,the following document should be requested;

➢ Copy of resignation letter submitted to present employer

➢ Latest passport size photograph
➢ Birth /school leaving certificate
➢ Educational certificate
➢ Copy of pan card
➢ Appointment letter &relieving letter, or service certificate of all
previous jobs.

1- Offer should have salary statement as per the following calculation method ;

➢ Basic salary will be 40% of CTC (to be round off to next RS- 100)
➢ House rent allowance will be 50% of basic salary (to be rounded off to
next five rupees)
➢ Educational allowances will be based on grade of candidate as per
annexure – 6
➢ Medical allowances (in month component) to be given based on grade of
candidate as per annexure-6
➢ Personal allowance will be a head under which all the remaining amount
to be adjusted (amount to be rounded off to next five rupees)
➢ 12% of basic salary should be shown under provident
fund.
➢ Bonus / ex-gratia amount should be shown based on the basic salary as
per following table ;

BASIC BONOUS /
SALARY EX- GRATIA
RANGE
Up to 3500 20% of basic as
bonus
Rs .3501 & 20% of rs 3500
above up to rs. as bonus
10000
Rs.10001 & 10% of basic as
above ex- gratia

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4-Conformation (after probation)-

➢ One month prior to due date , performance review form to be forwarded to

concerned department head and collected the same back

➢ Policy to confirm the service after successful completion of 6 months

probationary period, after obtaining the assessment report of the functional /
divisional head.

➢ To send the letter of confirmation before the expiry of the last date of the
probation.

5-Procedure –

a) The corporate- hr division shall intimate the functional /divisional head at least one
month in advance about the due date of the confirmation of the new entrant except field
staff ,which shall be dealt separately .

b) The functional head will send to the corporate –hr the prescribe performance review form
form (annexure –hr -17) duly completed under confidential cover , at least 15 days before
the last date of the probation .

c) Probation evaluation form of all managers will be sent by corporate-hr to the managing
director for his approval for confirmation.

d) However quarterly report shall be sent to the managing director by the corporate –hr
division about all confirmations of officer & executives.

e) Confirmation letter (annexure –hr-18) shall be prepared by the corporate hr division in

quadruplicate and the same shall be sent to the functional /divisional head at least 2 days
before the due date of confirmation .one copy shall be handed over to the employees
concerned and one copy of confirmation letter dually signed by the confirmed employee
shall be returned to the – corporate hr.

f) Corporate hr division shall ensure that the reference check form sent to the previous
employer and other referees of the prohibition, are received back before issues of the
confirmation letter.

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 CHAPTER-4

Page 37 of 63
 CONCEPTUAL BACKGROUND

REVIEW OF LITERATURE:

Selection starts where recruitment ends. Or selection follows recruitment.

Having identified the potential candidates, the next logical step in human resource process is selection of

the qualified and competent candidates in organization. Due attention needs to be given to selection as it

establishes the best fit between job requirements and the candidate’s qualification. Mismatch between

the two can have a far-reaching impact on the organizational functioning.

Selection is hiring the best candidate from the pool of applicants. It refers to the process of

offering jobs to one or more applicants/candidates received through recruitment. In other words, it is the

process of picking the suitable candidates from the pool of job applications to fill various jobs in the

organization.

According to Yoder” Selection is the process of by which candidates for employment are divided in to

class-those who offered employment and those who will not.

Page 38 of 63
David and Robbins have defined selection as a “managerial decision making process as to predict which

job applicants will be successful if hired”.

In the opinion of Koontz “Selection is the process of choosing from among the candidates from within

the organization or from the outside, the most suitable person for the current position or for the future

position ”.

According to Stone, “Selection is the process of differentiating between applicants in order to identify

those with a greater likelihood of success in a job”.

Now selection can be defined as a process of choosing the most suitable candidates from applicants for

various jobs in the organization. It seeks to ensure which applicants will be successful if hired. Thus,

selection is an exercise in prediction.

Selection differs from recruitment:

Recruitment and selection are often considered as synonymous and are used interchangeably. They are

the two sides for the same coin there exists a fine distinction between the two. How selection differs

from recruitment is neatly brought out.

Recruitment:

1. Recruitment technically precedes selection.

2. Recruitment refers to the process of identifying and encouraging potential candidates to apply for

jobs in the organization.

3. Recruitment is positive as it aims at increasing the number of job seekers (applications) for wider

choice or increasing the selection ratio.

Page 39 of 63
 In sum, recruitment involves searching.

Selection:

Selection follows recruitment.

1. Selection involves choosing the best out of those recruited.

2. Selection, on the other hand, is said to be negative in its application in as much

as it rejects a large number of the unqualified applicants in order to identify those who are suitable for

the jobs.

3. Selection involves comparing those already searched.

Page 40 of 63
 CHAPTER -5

DATA PRESENTATION,

ANALYSIS

&

INTERPRETATION

Page 41 of 63
 HYPOTHESIS -

IPCA LABORATORIES LTD. Is following an appropriate recruitment

and Selection process

DATA COLLECTION

MODE OF DATA COLLECTION

Primary data
Secondary data

PRIMARY DATA
With the help of self structured, questionnaire was collected to the address the

research objectives and keeping in tune with the research design.

SECONDARY DATA
Consisted from “Journals, Magazines, and Books & Websites. ”

POPULATION SIZE
40 people

SAMPLE SIZE
40 peoples

SAMPLING
Random sampling

Page 42 of 63
1- Recruitment and selection program is satisfying the organization
program.

EXECUTIVE RESPONSE-The above graph shows that 75% executives strongly agree,20%
agree that recruitment program satisfied the organization and 5% partially agree & no one
disagree and strongly disagrees.

SUPERVISOR RESPONSE- The above graph show that 35% executive strongly agree,50%
agree that recruitment program satisfied the organization and 10% partially agree & 5% disagree
and no one strongly disagrees.

EMPLOYEES RESPONSE- The above graph show that 40% executive strongly agree,35%
agree that recruitment program satisfied the organization and 25% partially agree & no one
disagree and strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 20% 5% 75% NO ONE NO ONE
SUPERVISOR 50% 10% 35% NO ONE NO ONE
EMPLOYEES 40% 25% 35% NO ONE NO ONE

2- The Interviews are well structured & based on designed questionnaire .

EXECUTIVE RESPONSE-The above graph show that 65% executive strongly agree,25%
agree that there is well structured questionnaire for the interview and 7.5% partially agree & 2.5
disagree and no one strongly disagrees.

Page 43 of 63
SUPERVISOR RESPONSE- The above graph show that 35% executive strongly agree,50%
agree that there is well structured questionnaire for the interview and 10% partially agree & 5%
disagree and no one strongly disagrees.

EMPLOYEES RESPONSE- The above graph show that 40% executive strongly agree,48%
agree that there is well structured questionnaire for the interview and 8.5% partially agree & 3.5
disagree and no one strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 25% 7.5% 65% 2.5% NONE
SUPERVISOR 50% 10 % 35% 5% NONE
EMPLOYEES 48% 8.5% 40% 3.5% NONE

3-The candidate treated friendly during the interview.

EXECUTIVE RESPONSE-The above graph show that 75% executive strongly agree,12.5%
agree that the candidate treated friendly during the interview and 7.5% partially agree & 5%
disagree and no one strongly disagrees.

SUPERVISOR RESPONSE- The above graph show that 37.5% executive strongly agree,50%
agree that there is well structured questionnaire for the interview and 12.5% partially agree &
none is disagree and strongly disagrees.

Page 44 of 63
EMPLOYEES RESPONSE- The above graph show that 50% executive strongly agree,35%
agree that there is well structured questionnaire for the interview and 25% partially agree & no
one disagree and strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 12.5% 7.5% 75% 5% NO ONE
SUPERVISOR 50% 12.5 % 37.5% NONE NO ONE
EMPLOYEES 35% 25% 50% NONE NO ONE

4-The interview based on their requirement and knowledge.

EXECUTIVE RESPONSE-The above graph show that out of 40 people 45% executive
strongly agree,25% agree that the interview questionnaire based on their specialization and
knowledge and 20% partially agree & 5% disagree and no one strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that interview questionnaire based on
their specialization and knowledge 25% executive strongly agree,40% agree that there and 30%
partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES RESPONSE- The above graph show that 60% executive strongly agree,25%
agree that and 10% that interview questionnaire based on their specialization and knowledge
partially agree & 5% disagree and none is strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

Page 45 of 63
 AGREE

AGREE DISAGREE
EXECUTIVE 25% 20% 45% 5% NO ONE
SUPERVISOR 40% 30 % 25% 5% NO ONE
EMPLOYEES 25% 60% 10% 5% NO ONE

5- The company program handled by the competent faculty.

EXECUTIVE RESPONSE-The above graph show that out of 40 people 37.5% executive
strongly agree,50% agree that the interview questionnaire based on their specialization and
knowledge and 12.5% partially agree & none is disagree and no one strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that interview questionnaire based on
their specialization and knowledge 25% executive strongly agree,50% agree there and 20%
partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES RESPONSE- The above graph show that 60% executive strongly agree,25%
agree that and 10% that interview questionnaire based on their specialization and knowledge
partially agree & 5% disagree and none is strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

Page 46 of 63
EXECUTIVE 50% 12.5% 37.5% NO ONE NO ONE
SUPERVISOR 50% 20 % 25% NO ONE 5%
EMPLOYEES 25% 10% 60% 5% NO ONE

6 - They provide enough facility to candidate during the interview.

EXECUTIVE RESPONSE-The above graph show out of 40 people that 50% executive
strongly agree,37.5% agree that the interview questionnaire based on their specialization and
knowledge and 10% partially agree & 2.5%disagre e and no one strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that interview questionnaire based on
their specialization and knowledge 25% executive strongly agree,50% agree that there and 20%
partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES RESPONSE- The above graph show that 40% executive strongly agree,25%
agree that and 20% that interview questionnaire based on their specialization and knowledge
partially agree & 15% disagree and none is strongly disagrees

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

DISAGREE
AGREE AGREE
EXECUTIVE 37.5% 10% 50% 2.5% NONE
SUPERVISOR 50% 20 % 25% 5% NONE
EMPLOYEES 25% 20% 40% 15% NONE

Page 47 of 63
7- The interview program held at the fixed time duration by H.R department,
which is suitable for candidate.

EXECUTIVE RESPONSE- The above graph show out of 40 people that the interview program
held at the fixed time duration by hr department, which is suitable for candidate .35% executive
strongly agree,37.5% agree that and 10% partially agree & 2.5% disagree and no one strongly
disagrees.

SUPERVISOR RESPONSE- The above graph the show that the interview program held at the
fixed time duration by hr department, which is suitable for candidate.25% Executive strongly
agree, 50% agree that there and 20% partially agree & 5% is disagree and none is strongly
disagrees.

EMPLOYEES RESPONSE- The above graph show that the interview program held at the
fixed time duration by hr department, which is suitable for candidate.50% executive strongly
agree,32.5% agree that and 12.50% that partially agree & 5% disagree and none is strongly
disagree

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 37.5% 10% 35% 2.5% NONE
SUPERVISOR 50% 20 % 25% 5% NONE
EMPLOYEES 32.5% 12.50% 50% 5% NONE

8- The company fulfills and understands the employees needs.

Page 48 of 63
EXECUTIVE RESPONSE-The above graph show out of 40 people that. -the company fulfills
and understands the employees needs 50% executive strongly agree,25% agree that and 20%
partially agree & 5% disagree and no one strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that. -the company fulfills and
understands the employees needs 25% Executive strongly agree, 37.5% agree that there and
32.5% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES RESPONSE- The above graph show that 40%-the company fulfills and
understands the employees needs executive strongly agree,22.5% agree that and 212.50% that
partially agree &15% disagree and none is strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 25% 20% 50% 5% NONE
SUPERVISOR 37.5% 3.25% 5% 5% NONE
EMPLOYEES 22.5% 212.50% 40% 15% NONE

9-The company should not make any discrimination on the basis of religion
region cast or creed.

EXECUTIVE RESPONSE-The above graph show out of 40 people that. - -the company does
not make any discrimination on the basis of religion region cast or creed.37.5% executive
strongly agree,37.5% agree that and 22.5% partially agree & 2.5%disagre and no one strongly
disagrees.

Page 49 of 63
SUPERVISOR RESPONSE- The above graph the show that. --the company does not make any
discrimination on the basis of religion region cast or creed. 25% executive strongly agree, 57.5%
agree that there and 12.5% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES RESPONSE- The above graph shows that the company does not make any
discrimination on the basis of religion region cast or creed.55% executive strongly agree, 20%
agree that and 10.0% that partially agree & 15% disagree and none is strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 37.5% 22.5% 37.5% 2.5% NONE
SUPERVISOR 57.5% 1.25 % 125% 5% NONE
EMPLOYEES 20% 10.0% 55% 15% NONE

10- The candidate get any probation period to show their performance.

EXECUTIVE RESPONSE-The above graph show out of 40 people that. - . The candidate get
any probation period to show their performance.62.5% executive strongly agree,17.5% agree that
and 17.5% partially agree & 2.5% disagre and no one strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that. The Candidate Gets Any
Probation Period To Show Their Performance 37% executive strongly agree, 37.5% agree that
there and 20% partially agree & 5% is disagree and none is strongly disagrees.

Page 50 of 63
EMPLOYEES RESPONSE- The above graph shows that 5 The Candidate Gets Any Probation
Period To Show Their Performance 5% executive strongly agree, 20% agree that and 10.0%
that partially agree &15% disagree and none is strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 17.5% 17.5% 62.5% 2.5% NONE
SUPERVISOR 37% 20% % 37.5% 5% NONE
EMPLOYEES 20% 10% 5% 15% NONE

11-The probation period enough for candidate to show their ability.

EXECUTIVE RESPONSE-The above graph show out of 40 people that That Probation Period
Enough For Candidate To Show Their Ability. 75% executive strongly agree,25% agree that
and none partially agree & disagree and strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that. That Probation Period Enough
For Candidate To Show Their Ability. % executive strongly agree, 37.5% agree that there and
20% partially agree & 5% is disagree and none is strongly disagrees.

EMPLOYEES RESPONSE- The above graph shows that That Probation Period Enough for
Candidate to Show Their Ability.87.5% executive strongly agree, 12.5% agree that and none
that partially agree & disagree and strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

Page 51 of 63
EXECUTIVE 25% NONE 75% NO ONE NO ONE
SUPERVISOR 37.5% 20% NONE 5% NO ONE
EMPLOYEES 12.5% 12.5% NONE NO ONE NO ONE

12-The probation period ensure the candidate selection.

EXECUTIVE RESPONSE-The above graph show out of 40 people that the probation period
ensure the candidate selection. 65% executive strongly agree,20% agree that and 10 partially
agree & 5 disagree and none is strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that the probation period ensure the
candidate selection.60% executive strongly agree, 25% agree that there and 5% partially agree
& 15% is disagree and none is strongly disagrees.

EMPLOYEES RESPONSE- The above graph shows that 8 the probation period ensure the
candidate selection.7.5% executive strongly agree, 12.5% agree that and none that partially
agree & disagree and strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 20% 5% 65% 5% NO ONE
SUPERVISOR 25% 5% 60% 15% NO ONE
EMPLOYEES 12..5% NONE 7.5% NO ONE NO ONE

13 The candidate get perfect interaction with the staff employees.

Page 52 of 63
EXECUTIVE RESPONSE-The above graph show out of 40 people the candidate get perfect
interaction with the staff employees .75% executive strongly agree,12.50% agree that and 10%
partially agree & 2.5% disagree and none is strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that the candidate get perfect
interaction with the staff employees .50% executive strongly agree, 14% agree that there and
12.5% partially agree & 2.5% is disagree and none is strongly disagrees.

EMPLOYEES RESPONSE- The above graph shows that the candidate get perfect interaction
with the staff employees .85% executive strongly agree, 15% agree that and none that partially
agree & disagree and strongly disagrees.

RESPONSE AGREE PARTIALLYY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 12.50% 10% 75% 2.5% NO ONE
SUPERVISOR 14% 12.5 % 50% 2.5% NO ONE
EMPLOYEES 15% NONE 85% NO ONE NO ONE

14- The candidates are satisfied with their salary.

EXECUTIVE RESPONSE-The above graph show out of 40 people -these candidates are
satisfied with their salary 87.5% executive strongly agree,12.5% agree that and none is partially
agree & disagree and strongly disagrees.

SUPERVISOR RESPONSE- The above graph the show that -these candidates are satisfied
with their salary 62.5% executive strongly agree, 25% agree that there and 12.5% partially agree
& none is disagree and strongly disagrees.

Page 53 of 63
EMPLOYEES RESPONSE- The above graph shows that -these candidates are satisfied with
their salary 60% executive strongly agree, 20% agree that and 20 partially agree & none is
disagree and strongly disagrees.

RESPONSE AGREE PARTIALLY STRONGLY DISAGREE STRONGLY

AGREE AGREE DISAGREE

EXECUTIVE 12.5% NONE 87.5% NO ONE NO ONE
SUPERVISOR 25% NONE 62.5% NO ONE 12.5%
EMPLOYEES 20% NONE 60% NO ONE NO ONE

➢ APPOINTENTME LATTER-

➢ On joining ,candidate has to fill the prescribed joining information form (copy annexure 7
) and forward the same to his /her immediate superior for his/her signature and the same
after taking department heads signature to be forwarded unit hr department .

➢ Immediately on joining ,employees should go to HR department for filling all statutory form
as under as ;

➢ Pf nomination form

➢ Pf declaration form

➢ Group gratuity form ( not for trainees )

➢ ESIC form (as applicable on case to case basis )

➢ After completing above formalities candidate will go to his /her department .HR should
joining information and copy of offer letter appointment letter is to be processed .

Page 54 of 63
➢ Format for appointments will be as per annexure as under .

1. format for fixed term employees –annexure -10

2. for staff –annexure-9
3. for officer in all department except such as qc/qa ,production ,r&d crd –
annexure – 10
4. for qc /qa ,production ,r&d crd – annexure- 11

➢ Appointment letter will be signed by the concerned signing authority as per authority
letter given by corporate office.

➢ While issuing appointment letter latter all remaining document are collected from
employees and one copy of letter forwarded to head office

➢ GENERAL-

➢ Monthly MIS regarding status of recruitment is to be submitted to corporate H.O by first

week of every month .
➢ The original personal files of all those recruited are sent to H.O on weekly as a basis
.before sending the document, a set of Xerox be retained at unit for reference and records.
➢ In the event of change of hiring of a person in higher grade than the approved position,
prior approval of such change to be obtained by filling up manpower requisition form as
per practice .for example, you have staff vacancy and you want to take a person in officer
category then you will need to get prior approval from h.o for this.
➢ All appointment including engaging of unpaid trainees ,if any ,in any department should
be approved by the divisional head and HR head .no engagement of the candidate will
be done whether paid or unpaid without approval of unit head and hr head .In all cases
necessary appointment letter need to be issued .
➢ To ensure that recruitment is in accordance with manpower approval for the function
/department.
➢ Any matter which is not expressly mentioned in this sop will have to be referred to
corporate hr for approval.
➢ To ensure that job description and manpower requisition is received for each position.
➢ Induction of new consultant will be allowed subject to signing of agreement with the
consultant .agreement with the agency will be made by h.o only .HR manager will have
to send introductory letter of consultant with recommendation for sending the agreement
to the agency.
➢ Due to resignation of hr manager or due to any reason if there is no manager in m5 or
above grade available in hr department ,preparation of offer letter ,confirmation letter,

Page 55 of 63
 relieving letter etc as per this sop will stand discontinued and all letter will be referred
to h.o and h.o will process all such letter etc .till new manager takes over .
➢ Candidates should not be given any commitment of increase on confirmation .in case
salary to be revised on confirmation such proposal duly singed by unit head should be
forwarded to h.o for clearance.
➢ While forwarding personal files of candidate to h.o copy of letter such as offer letter etc
.should be available in personal files.
➢ Transportation charges and traveling expenses will be reimbursed as per existing policy
.such payment will be effected through voucher.
➢ Authorized signatory for all above cases for offer, appointment, confirmation and
relieving letter should be unit head .however, department head of QA /QC &CRD may be
proposed signing the letter. H.o issue necessary signing authority letter if the proposal is
found justified.
➢ Reimbursement of notice pay for fresher recruits need approval from h.o .the said
payment will be reimbursed through salary only .
➢ If reimbursement of notice pay &transportation expenses exceed RS10000 ,a letter is to
be issued to the employee stating that this amount is recoverable in case he /she leaves
the organization with a period of one year from date of joining.
➢ Procedure under safe work permit (swp) should be followed while employees of other
organization work within our company’s premises ,e.g for installing of machines .

CHAPTER-6

FINDINGS

SUGGESTIONS

Page 56 of 63
 &

CONCLUSION

FINDINGS

1-I analyze that out of 40 executive 75% of executive strongly agree that the recruitment and
selection program satisfied the organization objective

2-Most of executive and all the supervisors’ agree that in company program are handled by
competent faculty.

3-There is fair selection for the organization .and HR department does not make any
discrimination on the basis of cast , creed ,religion region.

Page 57 of 63
4-There are friendly atmosphere for new employees and coordination among the employees for
new objective.

5-During the probation period candidate fully guided by the executive officer for their work. and
suggested new ideas.

6-There are perfect communication channel among the company’s employees.

7- H.R department provide job to the specialized candidate and provide comfort at the time of
interview

SUGGESTIONS

1. It is suggested that employees should be made understand that their growth is directly
proportional to the organizational growth.

2. More impetus should be given to participatory management.

3. Management should understand that in today’s information –rich culture extension’s store of
information no longer makes the organization unique rather , extension’s organization strength
and uniqueness lie in the experience and capability of its professionals to motivate individuals
and group to action.

4. Management should provide some facility for the commence candidate .

Page 58 of 63
5. In probation period candidate should fully motivate and coordinated by the department.

CONCLUSION

By the above analysis I came to know that the recruitment is done with specific parameters

IPCA PHARAMA LTD direct.com is conveying their vacancies through Advertisements, &

Employment agencies. They are filling the vacancies on regular basis. They are recruiting the

employees through both Internal and External sources. They are scrutinizing the people in different

rounds. Most of the employees expressed that they have no enough freedom in they position to do what

is right for the customers. The employees are interested to refer their friends to work in their company.

Most of the respondents have said that IPCA PHARAMA LTDdirect is considering organization

objectives, competency and job specification before selecting the employees. They are conducting

selection tests to select the right candidates. They are conducting both open ended and closed ended

tests. In interviews they are testing the skills like communication skills, interaction levels etc.

Page 59 of 63
 I conclude that the trainees are well trained they know how to face any situation at any cast we are well

experienced in corporate culture and climate. Customers are very much satisfied with the site; this

company has a good brand value, they are very craze of this brand value. They are not satisfied with the

service providing for them. The customers are fed up with the frequent change of the schemes. They are

some what dissatisfied with for the time taking to open the accounts.

BIBLIOGRAPHY

• http://www.Ipcalabs.com

• http://www.alghanimindustries.com

• http://www.managementhelp.org/email/form -to-add-content.htm

• http://en.wikipedia.org/wiki/training

• www.answers.com

• www.ucl.ac.uk/hr/docs/recruitment.php -

• www.hr.uwa.edu.au/policy/toc/recruitment_and_selection -

Books:

➢ P. Subba Rao.

Page 60 of 63
 “Essentials of Human Resource Management and Industrial Relations.”

Himalaya Publishing House 2003 New Delhi.

➢ K. Aswathappa.
“Human Resource and Personnel Management

• GARRY DESSELER
• A.M SHARMA

QUESTIONNAIRE

Page 61 of 63
Qu
Agr
Str
Dis
P
esti
ee
arti
agr
on
on
al
ee
gly
nai 1-Does the recruitment & selection program
agr
dis
re
ee
agr satisfying the organization objective.
ee

2-Do there is well structured questionnaire

for the interview

3-Do the employees treated friendly during

the interview

4-Do the interview questionnaire based on their

recruitment or knowledge.

5-Do the company program handled by competent faculty.

6- Are the employees provided the facility during the interview

time duration.

7- Are the interview program held at the fixed time duration

by the H.R department , which is suitable for the interviewee.

8- Do the company fulfill and understand the employees needs.

9- The company should not make any discrimination on the

basis of religion ,cast or creed at the time of recruitment.

10-Do the selected candidate get any probation period to

show their performance.

11- Is that probation period enough to show the ability

of the employees.

12-Do the probation period ensure the job of the candidate

13-Are the candidate get perfect interaction with the

company’s employees.

14-Whether the candidate satisfied with their salary

Page 62 of 63
Page 63 of 63