About the company

Dr A.Velumani a scientist, a visionary and an entrepreneur dreamt of providing cost effective diagnostic solution and thyrocare technologies ltd was started. THYROCARE TECHNOLOGIES LIMITED is India largest and the best equipped clinical chemistry laboratory, having its Central Processing Laboratory (CPL) at Mumbai. The samples collected from across the nation are processed in this single laboratory and the reports are sent to the various collection centres through a webserver. This laboratory is an ISO 9001-2000 certified and also graded by CRISIL as Grade A which is consistent with the highest standards in the Indian healthcare industry.

Recruitment and Selection

Thyrocare HR focuses on creating a good work culture and work out different strategies in line with organizational philosophy. They use the combination of growth, learning opportunity and pay attention to employees' personal needs and participation. The needs of the employees should be regularly gauged through open communication, polls and feedback mechanisms to maintain consistency in performance and high motivation levels. SOURCES OF RECRUITMENT BY THYROCARE

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making. The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. Criteria for Recruiting 1. Age 2. Education 3. Experience 4. Interest

SELECTION PROCESS
The main objective of a selection procedure is to determine whether an applicant meets the qualification for a specific job, and then to choose the applicant who is most likely to perform well in that job. 1) Pre Interview Screening This is generally the starting point of any employee selection process. Pre Interview screening eliminates unqualified applicants. Applicant CV is screened and PPF (Personal profile sheet ) document is post to applicant ( specimen copy attached last page ).Applicant has to fill the PPF form and send back to thyrocare. 2) Preliminary Interview The application of candidate after screening the PPF document and found to be eligible is called for the preliminary interview. 3) Final Interview This interview is formal in depth conversation conducted to evaluate applicants acceptability and also verify the knowledge regarding job profile. 4) Job Offer A candidate who clears all the steps is finally considered right for a particular job and is presented with the job offer. An applicant can be dropped at any given stage if considered unfit for the job. Only after successfully clearing all the hurdles, an applicant can enjoy the feeling of being selected for a particular job. 5) Induction Programme New entrants after joining are given induction programme. It helps the new employee to understand and develop a sense of identification with the company and he can clearly understand his job and will be able to perform his work in good manner.

Training
Training contributes to employee stability in at least 2 ways. Employees become efficient after undergoing training. Efficient employees contribute to the growth of the organization. There are various methods for training

Thyrocare is a clinical chemistry laboratory, so mainly they recruit lab assistant for sample testing purpose. After selection of the candidate a training programme is provided for 2 weeks according to the job profile On- job- training involves job instruction training, job rotation.

Two weeks training involves details about Company overview, Laboratory background, Invitro and Invivo diagnostics, various research test study ( pathology, quality, ELISA, photometry, hematology ) and also training in marketing management communication.