Académique Documents
Professionnel Documents
Culture Documents
OF
AT
CARE HOSPITALS
(QUALITY CARE INDIA LIMITED)
By
B.HEMALATHA
DECLARATION
I hereby declare that this Project Report titled “RECRUITMENT AND
work undertaken by me, done for the partial fulfillment for the award of the degree in
(B.HEMALATHA)
Student signature
ABSTRACT
performance and resulting productivity are directly proportional to the quality of its human
resource, hence it is very important to select individuals with required knowledge, desired
skills, creative abilities, talents and aptitudes and then train them according to their skills they
are interested in and then check their performance. Hence RECRUITMENT AND
Every organization whether it is large or small requires effective personnel runs its
To select the right person at right job, place them at right place, trains them at right
time and check their performance in order to check they performance. The management has
to carefully check the candidate’s performance throughout his work. From the result of these
The major sources of information for this study is from the appraisal forms of
Antenna Groups where focus is more on the seniority of the employees and not on the actual
performance of the employees, exceptionally good performers are regarded through other
means like award of citation. Sometimes respondents may give biased answers.
From the study in CARE HOSPITALS it has been evaluated that some of the people
with certain quantum of educational background, feels that Performance Appraisal system
needs certain changes like grading system instead of allotting marks so as to have an
Another section of employees felt that the present system is satisfactory though there
are certain limitations in giving marks particularly to the executives as the difference in total
HOSPITALS” covers various levels of employees in the organization. Since Quality Care
India Ltd has a very well organized and established HRD and various Recruitment and
Selection mechanism, it was a great opportunity for me to study this aspect in detail within
ACKNOWLEDGEMENT
I owe to many people for successful completion of this project work. I would like to
their busy schedule could always spare time for guiding me in doing project study in CARE
HOSPITALS.
(B.HEMALATHA)
CONTENTS
I INTRODUCTION 7-12
1) INTRODUCTION TO HRM
2) INTRODUCTION TO RECRUITMENT AND
SELECTION
V CONCLUSIONS 92-101
1) FINDINGS AND CONCLUSIONS
2) SUGGESTIONS
3) ANNEXURE
4) BIBLIOGRAPHY
CHAPTER-I
INTRODUCTION
6. RESEARCH METHODOLOGY
MEANING
RECURITMENT:-
It is the process of finding and attracting capable applicant for employment. The
process begins when new recruits are sought and ends when their applicants are
submitted. The result is pool of applicants from which new employees are selected.
SELECTION:-
It is the process of differentiating between applicants in order to identify those with a
DEFINITIONS:
RECUIRTMENT
Recruitment defines it as a process of searching for prospective employees and
stimulating to apply for job in the organization.
Flippo
SELECTION
Selection is the process of discovering the qualification and characteristic of the job
applicant in order to establish their likely suitability for the job position.
Flippo
The hiring process is of one or many ‘go, no-go’ gauges. Candidates are screened by
the application of these tools. Qualified applicants go on to the next hurdle, while the
unqualified are eliminated
Yoder
In the past scenario, people hired were not a tough job. When manpower was
required, it was available at the immediate stage. Now, in this present scenario, getting
manpower hired is a tough job for the management. The management has to start its hiring
process much in advance to the actual time needed to require.
Hence the needs are directed towards identifying present recruitment and selection
policies and its effectiveness in terms of number of people hired.
• The study was conducted at the levels of the managerial and the employee category.
• Some aspects of the recruitment policies were not disclosed in the study, as the
management wanted it to be confidential.
• Only limited number of employees of CARE HOSPITAL could be covered by the study
due to various like time constraint etc.
• Some questions were left unanswered in the questionnaire. This affected the accuracy of
the collection on the project.
6. RESEARCH METHODOLOGY
among them.
Earlier before Personnel management and Human resources management man was
treated as a tool in the company/ business Organization. The duty of a man was to work for
money and they were not even allowed to use their knowledge and skills at work which used
to be a routine work. According to them the resources are material, money and machinery.
As the time passed they have come to know that” Business houses are made/broken in the
long-run not by the market or capital, patents or equipments, but by men” and also identified
People in any organization manifest themselves, not only through individual sections
but also through GP interactions. When individual come to work place, they come with not
only technical skills, knowledge etc, but also with their personal feelings, perception, desires,
mean management of not only technical skills but also other factors of the human resources.
Different terms are used to denote hr’s management. They are labor management,
labor management relations, employee, employer relations and industrial relations.
Personnel Administration, Personnel Management, Human Capital Management,
Human Asset Management, and the like. Though these terms can be differentiated widely, the
basic nature of distinction lies in the scope or coverage and evolutionary stage.
DEFINITIONS:
HRM has been defined as a strategic and coherent approach to the management of an
organization most valued assets the people working these, who individual and collectively
contributes to the achievement of its goals
Armstrong (1999)
OBJECTIVES OF HRM:
The basic aims & objectives of HRM are to help the realization of the organizational
goals.
such a manner that the personnel feel a sense of commitment and loyalty towards it.
To identify and satisfy the needs of individuals by offering various monetary and non-
monetary rewards.
achieving for itself knowledge of human nature which is “the totality of motives that
Functions of HRM:
The function of HRM can be broadly classified in to two categories.
e. Placement: It is the process of assigning the selected candidate with the most
suitable job in terms of job requirements. It is matching of employee specification
with job requirements.
f. Induction and Orientation: Induction and orientation are the techniques by which
a new employee is rehabilitated in the changed surrounding and introduced to the
practices, policies, purpose and people etc., of organization.
HRM SUB-SYSTEM
MRKTG
PROD’N
FINANCE
SYSTEMS
HRM
RESPONSIBILITIES OF HRM
DEVELOPMENT
ADJUSTMENT
ATTRACTION
ASSESSMENT
RETENTION
SELECTION &
MOTIVATION
HRM in Modern Business Context
EXTERNAL ENVIRONMENT
HR
M
KEY ISSUES / CHALLENGES OF HRM
1) ENVIRONMENT CHALLENGES
• Rapid change
• Globalization
• Workforce diversity
2) ORGANIZATIONAL DIVERSITY
• Competitive position
• Down sizing
• Decentralization
• Restructuring
• Small business
• Organizational culture
• Technology, Outsourcing
3) INDIVIDUAL CHALLENGES
• Job Insecurity
• Matching
• People and Organization
• Productivity
• Empowerment
CHAPTER II
1. ORGANIZATIONAL PROFILE
Care foundation is a registered non profit society with the mandate of making quality
health care affordable and accessible to all through appropriate use of technology. The
foundation has been established by a group of medical scientists and technologies with the
stated mission of making advanced comprehensive healthcare affordable and accessible to all.
The foundation is a non- profit organization and is registered as a society under Andhra
Pradesh Society Act 1365 Falsie.
In 1997, when Dr.B.Soma Raju and Dr.D.Prasada Rao led a team of medical
professionals to set up the first CARE Hospital, it signaled the dawn of a new era in medical
care .At the heart of this movement was a burning desire to practice medicine with
compassion, concern and care, with a single minded objective the recovery of the patient.
Today, with Multi-Specialty Hospital across the state, and a reputation for humanization and
selfless service of the highest order, CARE Hospital enjoys an unbelievable amount of
goodwill. A million smiles will bear testimony to that.
The organization was incorporated with the main objective of running all kinds of
hospitals, dispensaries ,nursing homes, clinical laboratories carrying out medical research,
education and train medical students ,nursing professionals, hospital administrator, grant
diplomas or recognitions as the company may deem fit and to render professional
consultancy and advice to any individual firm, company, Govt etc. in the fields of research
and development relating to medical, pharmaceutical and chemical industries.
GROWTH
The care foundation was established with the noble objective of providing needed
research in cardiology, to achieve indigenization of the fast growing range of hard ware
products, devices and disposables in the field to provide excellent academics at different
levels and to strive to bring down the ever bargaining cost of cardiac health care under the
able leadership of its founder, chairman DR.B.SOMA RAJU. The care foundation has
relentlessly pursued those objectives and can now look back with some satisfaction on the
work done towards this end in the first few years of its experience.
Quality care India limited was an inevitable off shoot of the zeal to achieve the above
mentioned objective. And it has the purpose of giving a practical shape to this pursuit. The
care hospital Nampally, Hyderabad is the first of the project of Quality Care India limited
established in July 1997 in leased premises ,the Hospital needs little to be said in its praise as
the direction it has then and its achievements are now very well known, the immense
credibility it has established is just a reflection of this. DR.B.SOMA RAJU is himself, the
chairman of Quality Cares India limited and the care hospital and DR.B.PRASAD RAO, the
vice chairman, the governing board of the hospital has Dr .B. Soma Raju, and Mr. D. Suresh
as its directors.
The care hospitals stated with 200 beds .It has never shrinked from its responsibility
of looking after the economically deprived sections of the population. It is to the credit of the
hospital that nearly 20% of accommodation is allocated under general ward category where
the tariffs are highly subsidized.
The hospital has so far been an exclusive cardiac care hospital with few supporting
departments such as internal medicine and Pulmonology; it has on its panel specialists from
all the branches who visit on call.
The hospital runs on extremely busy intensive coronary care unit attending to all cardiac
emergencies .The unit is staffed with an in house cardiologist around the clock, supported by
junior doctors, an anesthetist, a large number of technicians and nursing staff and others.
Laboratory services are available continuously. Emergency services such as primary
angioplasty for a person with developing heart attack are performed at all times of day or
night.
Care hospitals felt the need to introduce other specialties that could serve the
population with the same professional competence and commitment as cardiac team with this
in view neurology and other neurology services were being started at CARE NAMPALLY
from October 2000.PROF J.M.K MURTHY who is a well known neurologist and acclaimed
expert on seizure disorders is heading the neurology unit. Continuing on the path to achieve
the objective the group has established a super specialty hospital at BANJARA HILLS,
HYDERABAD. This has brought under one roof highly qualified, competent and dedicated
professionals who would provide the care and service to people. CARE foundation started a
research and development institution, cardio vascular devices and disposables to develop
cardiac devices and disposables.
• To make quality medical care affordable and accessible considering quality, cost,
access.
• Timeless unchanging core values.
• Putting the patient first above ones own interest.
CORE PRINCIPLE
MISSION
To provide the best and cost-effective care, accessible to every patient through
integrated clinical practice, education and research. Delivered with compassion, care &
concern through team spirit & transparency.
VISION
To evolve as a unique university-based health-centre where the quest for new knowledge
would continuously yield more effective and more compassionate care for all.
To strive for public trust and maintain medicine’s humane and noble place amongst
professions.
• The mission is more than just a statement; it’s the cornerstone of all efforts. And, of
forms of medicine.
VISION
To evolve as a unique university-based health-centre where the quest for new
knowledge would continuously yield more effective and more compassionate care for all.
consequently develop healthcare solutions for under developed and developing areas.
• Register a phenomenal growth by adding 5000 beds in the next five years.
• Offer unique platform to various partners and collaborators, both national and
• To compromise the obsolete and seek excellence through effective and up-to-date
• Create a web of PCD clinics, corporate health plans, and associates program to
• Sensitivity to pain and suffering shall be accorded highest priority to every employee.
• Same treatment for same illness, irrespective of ability to pay.
• Tests will be done only when medically necessary
• Selection of all employees shall be on the basis of merit.
• Compulsory continuous medical education to lab health care personnel.
• All departments shall be run by full time consultants.
• Round the clock availability of cardiologists, C.T. Surgeon’s neurologists,
anesthetists, labs and technicians.
MILESTONES
• CARE Hospital, the Heart Institute established at Hyderabad-200 beds July 1997.
• 50 bed cardiac centre established in Secunderabad –June 1998.
• 100 bed Heart Institute set up in Vishakhapatnam -April 1999.
• CARE foundation got defense technology spin-off award from Prime Minister-August
1999.
• The Institute of Neuron-Sciences set up in Hyderabad-October 2000.
• The Institute of Medical Sciences with Multi-specialty services with 350 beds at
Banjara Hills (Hyderabad)-October 2000.
• Padmashri awarded to Dr.B.Soma Raju and DR.D.Prasada Rao, the founders of
CARE-January 2001.
• Bharat Ratna, Dr.APJ Abdul Kalam, inducted onto the board –May 2001.
• India’s first V-SAT based public–private Telemedicine system launched by chief
minister of AP-October 2001.
• Established a Community Model Hospital at Amalapuram-Jan 2002.
• Established a Primary Health Care Model Hospital at Lakhavaram-March 2002.
VALUES
VALUES
The best interest of their patient is the only interest they consider. They at CARE,
combine an emphasis on the pure science of medicine with a keen appreciation for each
person’s humanity. Their caring staff, advanced medical care, accessibility and efficiency is
what make them different from others –the preferred choice of the international patient
.Every employee devotes the necessary attention to ensure that every patient’s visit to CARE
is convenient and worthwhile.
The culture at CARE bears testimony to the fact that: “They are dedicated to the
needs of their patients .They serve with a special attitude, special care so that all patients gain
the maximum benefit from their visit to CARE.
“It uses a collaborative approach where each physician can call on the expertise of
medical specialists and sub specialists. This team work helps physicians arrive at an accurate
diagnosis and the most effective course of treatment. Each patient benefits from the
experience and skills of many physicians. CARE continues to offer superior value with an
efficient, streamlined approach to medical care that emphasizes accurate diagnosis and
effective treatments.
“It is patient centered organization and focus on one thing-the needs of the patient.
The needs of the patient come first.
“It provides the best care to every patient through integrated clinical practice,
education and research.”
“Comprehensive evaluation with timely, efficient assessment and treatment.
Availability of the most advanced, innovative diagnostic and therapeutic technology and
techniques.”
“The CARE organization recognizes the importance of good communication with the
patient’s personal doctor. Upon the patient’s return home, CARE physicians send all
pertinent medical information to the home doctor to assist in continued good care. It
functions cooperatively to bring skilled, compassionate care to patients from around the
world.
ORGANISATION STRUCTURE
PATIENT
Departmental Manager
Support Manager
Directors
In structure, we see patients, are at high priority, at
quality care the main criteria is putting the patient first above ones own interest.” They are
The next preference is given to doctors and nurses; they are the people who give
emotional support and satisfaction to the patients. The more comfort they give the more
satisfied is the patient, here the nurses play a very important and vital role, they look after
every aspect of the patient starting with their food to their medicines, for this they have to be
attractive the hospital, so the housekeeping people play a crucial role in attracting the people
to opt the hospital. Pharmacist is the one who delivers the prescribed medicines given by the
physician, the more pro active they are the more willingness to buy the medicines from
within the premises. Next comes the Departmental manager, who looks after the departments,
its functions and the procedures to be followed. He is the person who is responsible for all
C VICE
BOARD
HOSPITAL
GENERAL
CHAIRMAN
REGULAROF STAFF
DIRECTORS
MANAGER
ADMINISTRATOR
H
A
I
R
M
A
N
ASSISTANT MANAGER
DEPUTY
SUPERVISOR
MANAGER
ASSISTANT
GENERAL
MANAGER
MANAGER
HR-CAREER PROGRESSION AT CARE HOSPITALS
Ca
ORGANIZATION POLICIES
EMPLOYEE BENEFIT:
• Provident Fund: All the employees will contribute 12% of their basic salary which is 60%
of their Gross 25% H.R.A 15% conveyance.
• All the employees who are on the pay roll are eligible for this and trainees after
completion of their training get the eligibility on regularization.
• From the employee contribution of P.F. 8.33% will go to the pension fund and remaining
3.67% will be added to P.F.
EMPLOYEE WELFARE:
• All the members are covered under Medi claim policy for self and family members.
SALARY/WAGES:
• Attendance is taken from the swipe machine in time office and uploaded into the pay
roll management system.
• Pay roll is managed in the pay roll package (Jeeva)
• Monthly statement like loss of pay, canteen deduction, pharmacy allowance. Nursing
allowance, New joining, Resignation, Monthly increments, Doctors, Night shifts,
Managers Etc., are prepared along with salaries.
• Salaries are deposited into savings bank account directly.
LEAVE MANAGEMENT:
Being an essential service regular attendance for work is a vital factor in
ensuring smooth and uninterrupted operation. This requires that employee plan their leave in
order to guide to staff on subject of leave. There are:
TYPE OF LEAVE NO. OF DAYS
(PER YEAR)
CASUAL LEAVE(CL) 12
SICK LEAVE(SL) 12
EARNED LEAVE(EL) 15
MATERNITY LEAVE(ML) 90
LEAVE ON LOSS OF PAY/SPL LEAVE
GRIEVANCE OF EMPLOYEES:
TRANSFERS:
ADMINISTRATION:
There are shifts for the employees working in the Organization. For Administrative
department the working hours are 8 AM to 5 PM.
PERFORMANCE APPRAISAL:
• The performance Appraisal is carried out once every year for all associates and
after the completion of one year for new recruits.
• Trainees will be assessed of their performance after completion of 3/6 months.
• After their potential appraisal they are recommended for promotion.
TRAINING:
After returning from the training the effectiveness of training is verified by the HOD and
forwarded to General Manager-HR for perusal of Manager.
• To take specification for Job requirement in the prescribed format for all jobs opening
in the Organization.
• All the vacancies are displayed in the notice board for employees to apply. The same
is to facilitate equal opportunities for employees of Organization.
• All openings are intimated to employment exchange.
• All vacancies arise, either due to resignations or new openings, first option is given to
existing employees in the Organization and they will undergo for selection based on
their job opening.
• To competence requirement for all positions in the Organization the GM-HR should
consult with the HOD’S
➢ The vacancies are identified in each Department and selection is made with the profile of
the person needed for filling the vacancy. The first option is given to the existing
employees.
➢ For all openings, the HR Department personnel conduct preliminary interview and the
ratings are given.
➢ Whenever fresher are recruited for job opening, selection process includes, written test,
wherein candidate is required to score 60% marks for further Interviews and Selections.
➢ Short listed persons are called for Interviews by the Hospital Administrator for suitable
place and date.
MISSION:
To provide consistently innovative recruitment solutions by building a strong
professional team focused on market knowledge, relationship & excellence.
Sr.Mgr-
G7 – G11 HOD; COO; CHRD CEO
CGM
c. Sources of Recruitment
• Entry level to senior level recruitment will be based on job need/job specifications.
• Sources of recruitment will include:
• Newspaper advertisement.
• Manpower Consultants
• Reputed institutes through campus interviews
• Internal candidates possessing the requisite qualifications/experience/skills.
• Employment Exchanges as per the provisions of the Employment Exchanges
Compulsory Notification of Vacancies Act, 1959.
• Any other sources as approved by the competent authority in exceptional
circumstances.
• Job portals.
• Walk in’s
d. Preferences in Recruitment:
• The Organization will endeavor to help uplift the socio-economic status of those
belonging to the residents of local community and other villages around the same
without compromising on job specifications.
• A dependent of a deceased associate is eligible for consideration for appointment in
the Organization against a suitable vacancy in preference to others, provided the
deceased was employed with CARE HOSPITAL at the time of death. Nonexistence
of an earning member in the family of the deceased associate is an important
consideration. HR department will keep a record of the names and details of family
members of the deceased associate.
e. Eligibility of internal candidates:
• As a conscious focus of the organization to nurture high potential talents by providing
them suitable career growth opportunities within the organization, efforts would
always be made to fill in specific vacancies from it’s existing human resource pool.
• The entire process would be done through Internal Job Posting (IJP) and
communication including the job profile, candidate profile, eligibility (who can
apply), application deadline etc. would be made available by HR
• Employees possessing necessary skills, knowledge, and experience matching with
those required for the job may apply through the appropriate communication channels
as prescribed in the IJP.
• Internal candidates possessing the requisite qualifications and experience are eligible
to apply, and be considered on equal merit along with others.
• Corporate HR communicates to associates about the requirement through email
and notice board, pin ups/advertisement. Circulars should also be sent for
requirement of internal candidates. Interested candidates should send in their
application to Corporate HR.
g. Manpower Budgets:
• An annual exercise will be undertaken to work out the requirement of manpower
keeping in mind the workload and business plans. This exercise will be undertaken in
the month of January every year, by the Medical Director / Hospital Administrator &
HR Department in consultation with all the HOD’s in the unit. The manpower
requirement for the succeeding financial year will be iterated with the Corporate HR
& accordingly frozen. The futuristic additional requirement of manpower will be
phased out on a quarterly basis so as to meet the projected service quality and
business objective.
• Based on the approved manpower list, the concerned HOD will draft out their
functional job description. A copy of job description will be sent to HR
h. Manpower Indents:
• In case of recruitment for the vacancies approved, as per the manpower budget, the
recruitment process will be initiated by the unit HR in consultation with the functional
head.
• In case, additional manpower is required outside the budget, the HOD should raise an
indent on the form specified which will be sent through the H.A & Medical Director
of the unit who will in turn recommend/consider the requirement & forward the same
to Corporate HR who will seek the recommendations of the functional head at
corporate level. (Copy of Manpower Indent is attached).
• Approval will be given by CEO for all grades at G7 and above, as well as where the
number of personnel indented will impact a salary of more than Rs.25, 000/- a month.
Approval will be given by CHRD for requisitions for new vacancies replacements for
positions at G6 and below.
i. Selection Process:
• Selection process includes aptitude test, panel interviews, and medical Check-up and
referral checks if required (Copy of Assessment Sheet is attached). All selections will
be determined through a system of panel Interview. Candidate should not be
inconvenienced by putting them through a process of numbers of interviews.
• Position above CGM (G11) will be selected by CEO in consultation with CMD.
• In cases where the CMD is also interviewing the candidate, he can approve or reject
the decision of the selection approving authority.
• Candidates called for interview will be reimbursed traveling expenses as per travel
policy.
j. Offer Letter:
• On selection an offer letter will be handed over to the candidate (Copy of offer letter
is attached). The following will be responsible to prepare & handover the offer letter.
GRADE RESPONSIBILITY
• HR should make sure that all the below-listed documents are received & checked
thoroughly before issuing the formal offer letters –
• Approved Manpower Requisition form (MRF)
• Resume (hardcopy) of the candidate
• Interview Assessment sheet (Filled up with specific recommendations by the
concerned Interviewers)
• Reference checks details (documented in the specified format)
• Compensation Proposal (Existing package & the proposed plan, duly approved by the
concerned Authority)
• On acceptance of offer the candidate will be made to go through the pre employment
joining formalities. On completion of pre-joining formalities Corporate HR issue the
Appointment Letter. (Copy of Appointment Letter is attached).
k. Appointing authority:
• CHRD will be the appointing authority for all appointments from at Grade G7 and
above. GM-HR will be the appointing authority for all appointments up to Grade G6
level.
• On receipt of the Appointment Letter the associate will under go the Induction
program.
l. Conclusion:
• All Units, Department and concerned functionaries must ensure adherence to the
above said procedure so that QCIL has personnel who possess the necessary
qualifications, skills, aptitude and are suitable as per organizational needs.
9. Annexure:
• Annexure {1}: Manpower Requisition Form
• Annexure {2}: Interview Assessment Sheet
• Annexure {3}: Posting Order
• Annexure {4}: Letter of Appoint
ANNEXURE {1}: Manpower Requisition Form
To Form No:_________
Corporate HR.
Requirement: _________________________________ No. of
Positions:______________________
Type: Apprentice/Internee/Trainee/Regular Cadre / Grade: _______________________
NEW VACANCY REPLACEMENT
Justification Name of person being replaced:
Reason:
Date of Leaving (being replaced/separated)
Educational Qualification: Technical Qualification:
Years of Experience: Age Group:
Medical Director
Signature
Remarks by GM-HR
CHRD CEO
Signature
……………………… . … ...
………………………………………………………………………………………………
Date:
To: ……………… . ,
* The Requisition has been accepted / not accepted
* Action has been initiated to recruit the associate. The Expected Date of Joining is
____________________
HR
CARE Hospital
Hospital Administrator
PROFILE
JOB DESCRIPTION
Signature
Head of Department
*Remarks/Comments:_________________________________________________________
___________________________________________________________________________
____________________________________
Mr. /Mrs. /Ms. __________________________ Employee No. ___________ has joined this
Department with effect from _________________________.
Head
Dept. of ___________________.
1. Duties
You will commence employment with the CARE Hospitals on <Date of
Joining>, according to the instructions given by the Human Resource Department. You are
expected to apply your best degree of professional, technical and administrative skills and
experience, work diligently and evince care and economy in the use of office equipment and
supplies.
4. Probation
You will be on probation for the first 6 months of service with the Hospital. The
organization may waive, reduce or extend the probation period at its discretion. Extension of
probation period will be in writing and could be for a further period.
5. Work Rules
You will also be entitled to and governed at all times by the policies, procedures and
rules of the organization, which are specified in the appointment letter or by ANNEXURE
{4} any communication. Further the organization may modify or change such policies,
procedures or rules whether they are related to the salary or otherwise.
6. Employment
You will devote your whole working time to the service of the organization and will
not engage in any other employment. Failure to comply with the above will subject you to
immediate termination without notice or payment in lieu of notice period.
7. Job Assignment
You may during the course of your employment be given any assignment arising out
of the organization’s business that the organization in its subjective judgment feels suited to
your background, qualifications and experience.
8. Transfer
The company may in its business interest transfer you to any of its or its affiliates
Offices, Hospitals, Institutions in India on such terms and conditions as are applicable to such
transfer in accordance with organization’s rules, regulations and policies.
Should you wish to accept the terms of employment as offered, you are requested
to sign and return the duplicate of this letter to us no later than <no of days> and report to
duty at 8.00 a.m. on the date stated in clause 1 and be ready to commence the assigned work.
You are required to execute a separate service contact on assuming duty if Found
necessary by the organization. We look forward to your acceptance of the offer of
employment and to your joining the CARE Hospitals.
REVIEW OF LITERATURE
RECRUITMENT & SELECTION
MEANING:
RECURITMENT:-
It is the process of finding and attracting capable applicant for employment. The
process begins when new recruits are sought and ends when their applicants are
submitted. The result is pool of applicants from which new employees are selected.
SELECTION:-
It is the process of differentiating between applicants in order to identify those
DEFINITONS:
RECUIRTMENT:
Recruitment defines it as a process of searching for prospective employees and
stimulating to apply for job in the organization
Flippo
Recruitment is a process to discover the sources of manpower to meet the
requirements of staffing schedule and to employee effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force
Yoder
SELECTION:
Recruitment: -
Towards the growth of an organization in this competitive business world every one
needs the effective & resultant Manpower. Manpower is the utmost important and therefore
requires sound Recruitment & Selection process.
Recruitment is the process concerned with the identification of sources from where
the personnel can be employed and motivating them to offer themselves for employment.
DEFINITIONS
Flippo
Recruitme
nt is a process to
discover the
sources of
manpower to meet
the requirements
of staffing
schedule and to
employee
effective measures
for attracting that
manpower in
adequate numbers
to facilitate
effective selection
of an efficient
working force
Yoder
Selection is the
process of
discovering the
qualification and
characteristic of
Selection:
the job applicant
Selection can be conceptualized in terms of either choosing the fit candidates, or
in order to
rejecting the unfit candidates, or a combination of both. Selection involves both because it
establish their
picks
likelyup the fits and rejects the units. Therefore, sometimes, it is called a negative process in
suitability
contrast
for to
thepositive
job programme of recruitment.
position
Definition:
“Selection is the process of differentiating between applicants in order to identify
those with a greater likelihood of success in a job”.
Once the required number and kind of human resources are determined, the
management has to find the places where required human resources are or will be available
and also find the means of attracting them towards the organization before selecting suitable
Flippo for jobs. All this process is generally known as recruitment.
candidates
Some people
The use the term ‘recruitment’ for employment. These two are not one and
the same.
hiring Recruitment
process is is only one of the steps in the entire employment process. Some others
use
of the
one term recruitment for selection. These two terms are not one and the same either.
or many
‘go, no-go’
Technically speaking the function of recruitment precedes the selection function and
it gauges.
includes only finding, developing the sources of prospective employees and attracting them
Candidates are
to apply for jobs in an organization, whereas the selection is the process of finding out the
screened by the
most suitable candidate to the job out of the candidates attracted. Formal definition of
application of
recruitment would give clear cut idea about the function of recruitment.
these tools.
Recruitment is a process of searching for prospective employees and stimulating and
Qualified
encouraging
applicants gothem
on to apply for jobs in an organization. It is often termed positive in that it
to the nextpeople
stimulates hurdle,to apply for jobs to increase the hiring ratio, i.e., the number of applicants
while
for theSelection, on the other hand, tends to be negative because it rejects a good number
a job.
ofunqualified
those whoare
apply, leaving only the best to be hired”.
eliminated
Recruitment and Selection differ in terms of objective, process, technique, and
outcome, which are as follows:
Yoder
nt
1. The basic objective of recruitment is to attract maximum number of candidates so that
more options are available. The basic objective of selection is to choose the best out
of the available candidates.
4. Since recruitment and selection are two interrelated steps in the process manpower
acquisition, they differ in terms of their outcome. The outcome of recruitment is
application pool which becomes input for selection process. The outcome of selection
process is in the form of finalizing candidates who will be offered jobs.
Objectives of Recruitment:
• To attract people with multi-dimensional skills and experiences that suits the present
and future organizational strategies.
• To search or head hunt people whose skills fit the company’s values.
• To search for talent globally and not just within the company.
• To anticipate and find people for positions that does not exist yet.
Sub-systems of Recruitment:
The recruitment consists of the following sub-functions
• Finding out and developing the sources where the required number and kind of
employees will be available.
• Stimulating as many candidates as possible and asking them to apply for jobs
irrespective of number of candidates required.
Management has to attract more candidates in order to increase selection ratio (i.e.
number of applications per one job vacancy) in order to select the most suitable candidates
out of the total candidates. Recruitment is positive as it aims at increasing the number of
applicants and selection is somewhat negative as it selects the suitable candidates in which
process the unsuitable are automatically eliminated. Though, the function of recruitment
seems to be easy, a number of factors make performance of recruitment a complex one.
The internal factors include the company’s pay package including salary, fringe
benefits and incentives, quality of work life, organizational culture, career planning and
growth opportunities, size of the company, company’s product/services, geographical spread
of the company’s operations viz., local, national or global, company’s growth rate, Role of
Trade Unions and cost of recruitment.
The first activity of recruitment i.e. searching for prospective employees is affected by many
factors like
The other activity of recruitment is consequently affected by the internal factors such as:
2. Promotional opportunities.
• Government regulations.
Advertisement:
Advertisement is the most effective means to search potential employees from outside
the organization. Employment advertisement in journals, newspapers, bulletins, etc., is quite
common in our country. An advertisement contains brief statement of the nature of jobs, the
type of people required, and procedure for applying for these jobs.
Employment agencies:
Many organizations get the information about the prospective candidates through
employment agencies. In our country, two types of employment agencies are operating:
public employment agencies and private employment agencies.
On Campus Recruitment:
Many organizations conduct preliminary search of prospective employees by
conducting interviews at the campuses of various institutes, universities, and colleges. The
organizations hold preliminary interviews on the campus on the predetermined date and
candidates found suitable are called for further interviews at specified places.
Employee Recommendations:
In many organizations, lab our unions are used as source of manpower supply, though
at the lower levels. Many such union leaders whose styles are cooperative and constructive
can be promoted to supervisory level.
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 company can get the particulars as and when
it needs to recruit.
Similar Organizations:
Generally, experienced candidates are available in organizations producing similar
products or engaged in similar business. The management can get most suitable candidates
from this source. This would be the most effective source for executive positions and for
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’s intimacy with management. As such the trade union leaders are aware of the
availability of candidates. In view of this fact and in order to satisfy the trade union leaders,
management enquires with trade unions for suitable candidates. Management decides about
the sources depending upon the type of candidates needed, time lapse period, etc. It has to
In the earliest stages of an intervention, recruitment decisions often get made on the
basis of who is standing in the right place at the right time with the right look on his/her face.
As the situation matures, we have to think more carefully about picking the right people for
longer-term roles including middle and senior management. The integrity of the recruitment
and selection process helps to ensure sustainability by building a strong and balanced team,
demonstrating the organization’s neutrality, promoting its good name and serving as an
example for partners. You may find that one of the first roles you need to fulfill is a HR
administrator to help achieve these goals.
Now, Let us see a little more in detail how this process can be divided into stages and
how best to execute the process:
Identify Vacancy
↓
Prepare Job Description and person Specification
↓
Advertise
↓
Managing the Response
↓
Short-listing
↓
References
↓
Arrange Interviews
↓
Conduct The Interview
↓
Decision Making
↓
Convey The Decision
↓
Appointment Action
Person specification:
Decide what skills, experience, qualifications and attributes someone will need to do
the job as defined in the task analysis and job description.
Selection:
Select your candidate being objective and unbiased. Choose the person who best fits your
person specification.
• Short listing:
Review applications on the basis of the person specification. Ensure that you select
for interview those who match the specifications, regardless of sex, race etc, and that the
specifications are not themselves discriminatory.
• Interviews:
Interview your short-listed candidates remembering that your job is not only to assess
the best candidate for the job, but also to create a great impression of your
organization.
Candidate assessments: –
• The interview will provide you with some information but check it out before offering
a job.
• Ask the candidate to show you examples of previous work, do a presentation, a case
study, some tests or full assessment. Tests can be done before the interview or after
the interview. It depends on the number of candidates being interviewed and the type
of job.
• You must have the specific permission of the applicant to do so, particularly if you
wish to contact their current employer. If you need them quickly, try phoning.
Resource
Technical Screening
Screening Suitable
Not Suitable
Yes
Good Skills
Technical
round No
Yes
Offer? Reject
Final Round
2. Selection Tests:
Many organizations hold different kinds of selection tests to know more about the
candidates or to reject the candidates who cannot be called for interview, etc. Selection tests
may give information about their aptitude, interest, personality, etc., which cannot be known
by the application forms.
3. Interview:
Selection testes are normally followed by personal interview of the candidates. The
basic idea here is to find out overall suitability of candidates for the jobs. It also provides
opportunity to give relevant information about the organization to the candidates. In many
cases, interview of preliminary nature can be conducted before the selection tests. For
example, in the case of campus selection, preliminary interview is held for short listing the
candidates for further process of selection.
Role of interview:
1. It is the only method of direct contact between the candidates and the employer in
which the employer can see a candidate in action- how he looks, his manner, his
wearing, his appearance, etc., method of interaction and answering, etc.
2. Many of the information can be sought through the interview, which may not be
available in application form, or cannot be disclosed by the selection tests, such as
family background, future plans, etc.
3. The interview can be used as a tool for giving information about the organization, its
policies, nature of the work to be performed by the candidate, salary and other
benefits to be offered. Negotiations, if any, about the salary and perks to be offered to
the candidate can also be undertaken.
Checking of References:
Many organizations ask the candidates to provide the names of referees from more
information about the candidates can be solicited. Such information may be related to
character, working, etc.
DATA ANALYSIS
&
INTERPRETATION
1. Are you satisfied with the policy followed by the organization to select right person for the
right place at the right time?
a) Extremely Satisfied b) Highly Satisfied
c) Satisfied d) Dissatisfied
Source Percentage No. Of Employees
Extremely Satisfied 12 3
Highly Satisfied 16 4
Satisfied 60 15
Dissatisfied 12 3
2) How is recruitment process in Care Hospital compared to other hospitals?
a) Best b) Better
c) Good d) Average