CHAPTER -1

Introduction.

Objective study.

Process of recruitment.

Research methodology

INTRODUCATION:The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working there in without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organizations the goals or the activities of an organization therefore, they need to recruit people with requisite skills qualification and experience .while doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from employment and selection .once the required number and kind of human resource are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally know as recruitment. The most importance things is that enterprise grows diversifies and takes over other units all necessitating hiring of new men and women some people use the term Recruitment for employment. To define recruitment we can define it formally as it is a process of employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process .some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would give clear cut idea about the function of recruitment.

OBJECTIVE OF THE STUDY

The main objectives for undertaking this project are:-

1. 2.

To understand organization.

the

internal

recruitment

process

in

To study and compare the theory and practice of recruitment and selection practices taking the case of KIMS, a reputed medical college and hospital, Bhubaneswar. To identify areas where there can be scope for improvement. To give suitable recommendation to streamline the hiring process. To know about the importance of recruitment and selection. To find out better process of recruitment. To know about the role of recruiter.

3. 4. 5. 6. 7.

RECRUITMENT
MEANING OF RECRUITMENT:Recruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. According to Edwin B. Flippo defined recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Recruitment is a linking function-joining together those with jobs to fill and those seeking jobs. It is a joining process in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

PURPOSE AND IMPORTANCE OF RECRUITMENT:The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: Determine the present and future requirements of the organization on conjunction with its personnel-planning and job-analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organizational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

PROCESS OF RECRUITMENT
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
IDENTIFYING THE VACANCY

PERPARING THE JOB DESCRIPTION AND JOB SPECIFICATION

ADVERTISING THE RESPONSE

MANAGING THE RESPONSE

SHORTLISTING

ARRANGING THE INTERVIEWS WITH THE SELECTED CANDIDATES

CONDUCTING THE INTERVIEW AND DECISION MAKING.

IDENTIFYING THE VACANCY

The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates. Conducting the interview and decision making

PREPARING THE JOB DESCRIPTION AND PERSON SPECIFICATION:Once the job vacancy has been identified, it is importance to understand the job for which a person is to hired. It involves looking into the duties to be performed the qualifications
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required one has to take holistic approach during this stage, it is important that the job environment should also be taken into account. This helps in understanding the person specification in terms into account. This helps in understanding the person specification in terms of behavioral attributes rather than just the technical parameters and qualifications. for e.g.it is important to know whether the job requires cross-functional approach which requires working in teams having people from different departments and backgrounds which may be problematic for some people where as for some it may be the best condition.

ADVERTISE THE VACANCY:Once the job vacancy has been identified and the job description and specification have been understood. It is important to advertise the vacancy. So as to find the job seekers with relevant skills and qualification. This is one of the most crucial phases of recruitment where a recruiter has to strike a fine balance between the advertising costs, the legal provisions and quality sources for recruitment .The recruitment team has to identify appropriate sources of recruitment and manage the advertisements in judicious manner. It is importance for the recruitment team to comply with all legal provisions and to build the employers brand in job seekers. It is also importance to advertise the desired qualification and necessary qualification in the clearest term possible.

MANAGING THE RESPONSE:A carefully managed advertising campaign result in a large pool of applicants with desired occupational and educational qualifications such a large pool of applicants has to be managed for further shortlisting.this stage may involve scheduling of candidates or informing them about next stage of recruitment ,collecting more information about applicants etc.

SHORT-LISTING:Short-listing is the stage in the recruitment process during which all applicants for an appointment are considered against the requirements of the post which are detailed in the person specification.

ARRANGING THE INTERVIEWS WITH THE SELECTED CANDIDATES:Once a shortlist has been identified, letter can be sent to the shortlisted candidates .letter inviting candidates to interview should ask the applicant if they have any special requirement with respect to the interview arrangement.

CONDUCTING THE DECISION MAKING:-

INTERVIEW

AND

Conducting the interview and decision making is the last process of rectritument.where the final decision was made.

RESEARCH METHODOLOGY:In everyday life human being has to face many problem viz. social, economical, financial problem these problem in life call for acceptable and effective solutions and for this purpose research is required and a methodology applied for the solutions can be found out. Research was carried out at KIMS (kalinga institutes medical science) to find out Recruitment and selection process .

DATA COLLECTION:PRIMARY DATA:Primary data was collected through survey method by distributing questionnaires were carefully designed by taking into account the parameters of my study. SECONDARY DATA:Data was collected from books, magazines, and websites going through the records of the organisation.etc. It is the data which has been collected by individual or someone else for the purpose of other than of our particular research study. RESEARCH TOOLS:Sample size: - 100 Type of sampling: - random sampling

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CHAPTER-2
Sources of recruitment. Method of recruitment. Recruitment strategies

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

EXTERNAL SOURCES:-

PRESSADVERTISEMENT:- Advertisements of the vacancy in newspapers and journals are a widely used Source of recruitment. The main advantage of this method is that it has a wide reach.

EDUCATIONAL INSTITUTES:- Various management institutes, engineering colleges, medical College etc. are a good source of recruiting well qualified executives, engineers and Medical staff etc.They provide facilities for campus interviews and Placements. This source is known as Campus Recruitment.

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PLACEMENT AGENCIES:Several private consultancy firms perform recruitment functions on behalf of Client companies by charging a fee. These agencies are particularly suitable for recruitment executspecialists. It is also known as RPO (Recruitment Process Outsourcing)

EMPLOYMENT EXCHANGES:Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

LABOUR CONTRACTORS:Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

UNSOLICITED APPLICANTS:Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

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EMPLOYEE REFERRALS / RECOMMENDATIONS:Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

RECRUITMENT AT FACTORY GATE:Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies. ADVANTAGE AND DISADVANTAGE OF EXTERNAL SOURCES OF RECRUITMENT ADVANTAGE DISADVANTAGE Qualified Dissatisfaction amongst personnel. existing staff. Wider choice. Fresh talent. Competitive spirit. Lengthy process(increased adjustment period) Costly process. Uncertain process.

INTERNAL SOURCES:TRANSFERS:-

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The employees are transferred from one department to another according to their efficiency and experience.

PROMOTIONS:The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

UPGRADING AND DEMOTION:Other is upgrading and demotion of present employees according to their performance.

RETIRED AND RETRENCHED EMPLOYEES:It may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

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DECEASED EMOLOYEES AND DISABLED EMPOLYEES:Deceased employees and disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. ADVANTAGE AND DISADVANTAGE OF INTERNAL SOURCES OF RECRUITMENT ADVANTAGE Motivated employees and higher morale. Employees familiar with the organization Industrial peace. Higher probability of success. DISADVANTAGE Reduce scope for fresh talent. Employees may become lethargic if they are sure of time bound promotions. Spirit of competition may be hampered. Frequent transfers of employees may reduce the overall productivity of the organization.

METHODS OF RECRUITMENT
Recruitment methods refer to the means by which an organization reaches to the potential job seeker. It is important to mention that the recruitment methods are different from the resources of recruitment. The major line of distinction between the two is that while the former is the means of establishing links with the prospective candidates, the latter is location where the prospective employees are available. Dunn and Stephen have broadly classified methods of recruitment into three categories. These are; Direct Method,Indirect Method,Third Party Method.

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Brief descriptions of these are follows: DIRECT METHOD: In this method, the representatives of the organizations are sent to the potential candidates in the educational and training institutes. They establish contacts with the candidates seeking jobs. Person pursuing management, engineering, medical, etc. programmers are mostly picked up the manner. Sometimes, some employer firm establishes with professors and solicits information about student with excellent academic records. Sending the recruiter to the conventions, seminars, setting up exhibits at fairs and using mobile office to go to the desired centers are some other methods used establish direct contact with the job seekers. INDIRECT METHOD:Indirect methods include advertisements in the newspaper, on the radio and television, in professional journals, technical magazines, etc. this method is useful when Organization does not find suitable candidates to be promoted to fill up the higher posts, When the organization want to reach out a vast territory, and When organization wants to fill up scientific, professional and technical posts. The experience suggests that the higher the position to be filled up in the organization, or the skill sought by the sophisticated one, the more widely dispersed advertisement is likely to be used to reach too many suitable candidates. Sometimes, many organizations go for what referred to as blind advertisement in which only Box No. is given and the identity of the organization is not disclosed. However, organizations with regional or national repute do not usually use blind advertisements for obvious reasons. While placing an advertisement to reach to the potential candidates, the following three points need to borne in mind: To visualize the type of the applicant one is trying recruit; To write out a list of the advantages the job will offer; To

17

decide where to run the advertisement , i.e., newspaper with local, state, nation-wide and international reach or circulation. THIRD PARTY METHOD: These include the use of private employment agencies, management consultants, professional bodies pr associations, employee referral or recommendation, voluntary organization, trade banks, labor contractors, etc., to establish contact with the job seekers.

FACTORS AFFECTING RECRUITMENT:The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are: FACTORS AFFECTING RECRUITMENT INTERNAL FACTORS Recruitment policy. Human resource planning. Size of the firm. Cost. Growth expansion. and EXTERNAL FACTORS Supply and demand. Labor Market. Image /Good will. Political-social-legal environment. Unemployment rate. Competitors.

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INTERNAL FACTORS:The internal forces i.e. the factors which can be controlled by the organization are: - RECRUITMENT POLICY:The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. -HUMAN RESOURCE PLANNING:Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. -SIZE OF THE FIRM:The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. -COST: Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. -GROWTH AND EXPANSION:Organization will employ or think of employing more personnel if it is expanding its operations.
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EXTERNAL FACTORS:The external forces are the forces which cannot be controlled by the organization. The major external forces are:

-SUPPLY AND DEMAND:The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. -LABOUR MARKET:Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. -IMAGE / GOODWILL:Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up. -POLITICAL-SOCIAL-LEGAL ENVIRONMENT:20

Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources. -UNEMPLOYMENT RATE:One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

-COMPETITORS:The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

RECENT TRENDS IN RECRUITMENT:The following trends are being seen in recruitment: -OUTSOURCING:-

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In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services. -POACHING/RAIDING:Buying talent (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. E-

RECRUITMENT:Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements RECRUITMENT STRATEGIES:Recruitment is of the most crucial roles of the human resource professionals. The level of performance of an organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to
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hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements

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IDENTIFYING AND PRIORITIZING JOBS:Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. CANDIDATES TO TARGET:The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring high performers and average performers. Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals. Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

SOURCES OF RECRUITMENT:The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment. TRAINED RECRUITERS:24

The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.

HOW TO EVALUATE THE CANDIDATES:The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

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CHAPTER-3: Selection. Process of selection.

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SELECTION
MEANING OF SELECTION:Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates or a combination of both. so, selection process assumes rightly that, there number of candidates actually selected, where the candidates are made available through recruitment process. According to gupta selection is a process choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment. Therefore in simple terms, selection is a process in employment function which starts immediately upon receipt of resumes and application letters, the major concern being reviewing resumes form basic qualifications. A job seekers who does not meet the required qualifications including but not limited to required or preferred education experience; and knowledge, skill and abilities as identified in the job description. In this regards selection is a process of matching the qualification of applicants with job requirements. It is a process of weeding out unsuitable candidates and finally identifies. the most suitable candidate.

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PROCESS OF SELECTION:Selection process consist of a series steps at each stage facts may come light which may lead to the rejection of the applicant .It is a series of successive hurdles or barriers which an applicant must cross. These hurdles or screens are designed to eliminate an unqualified candidate at any point in the selection process .A general selection process as follows:RECEPTION PRELIMINARY INTERVIEW APPLICATION FROM SELECTION TEST EMPLOYMENT INTERVIEW MEDICAL EXAMINATION REFERENCE CHECKS HIRING DECISION RECEPTION:A company is know by the people it employs in order to attract people with talent skills and experience ,a company has to create a favorable impression on the applicants right from the stage of reception . PRELIMINARY INTERVIEW (SCREENING INTERVIEW):Initial screening is done to weed out totally undesirable / unqualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given the necessary information about the nature of the job and the organization at the time, the
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necessary information is also elicited from the candidates about their education, skills, experience, salary expected and the like. It helps to determine whether it is worthwhile for a candidate to fill up the application from. At this juncture, test of authenticity for a candidate to fill up the application from. At this juncture, test of authenticity for candidates relevant certificates is done. APPICATION FORM:Application form is a traditional and widely used device for collecting information from candidates it should provide all the information relevant to selection, where reference for caste religion birth place may be avoided as it may be regarded an evidence of discrimination. SELECTION TEST:Psychological tests are being increasingly used in employee selection, where a test may involve some aspect of an individuals attitudes, behavior and performance. Tests are useful when the number of applicants is large, as at best it reveals that the candidates who scored above the predetermined cut off points are likely to be more successful than those scoring below the cutoff point. EMPLOYMENT INTERVIEW:Interview is an essential element of selection and no selection procedure is complete without one or more personal interviews. Where the information collected through application letter or application forms and tests can be cross checked in the interview, where candidates demonstrates their capabilities and strength in relevant to their capabilities and strength in relevant to their academic credentials. A selection in interview serves three purposes: Obtaining information about the background, education training, work history and interests of candidate.
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 Giving information to candidate so as to motivate the successful applicant to work for the organization. Establishing a friendly relationship between the employer and the candidates applicant to work for the organization. MEDICAL EXAMINATION:Applicants who have crossed the above stages are sent for a physical examination either to the companys physician or to a medical officer approved for the purpose. Such examination serves the following purposes: It determines whether the candidate is physically fit to perform the job where those who are physically unfit are rejected. It reveals existing disabilities and provides a record of the employees health at the time of selection. It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and allergies. REFERENCE CHECKS:The applicant is asked to mention in his application from, the names and addresses of two or more persons who know him well. These may be his previous employers heads of education institutions or public figures. These people are requested to provide their frank opinion about the candidate without incurring any liability. In government and public sector organizations, candidates are generally required to route their applications through their present employers, if any. The opinion of referees can be useful in judging the future behavior and performance of candidate, but is not advisable to rely exclusively on the referees because they are generally biased in favor of the candidate. HIRING DECISION;-

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The line manager concerned has to make the final decision now whether to selection reject a candidate after soliciting the required information through different technique discusses earlier.

CHAPTER -4: Organizational overview

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ORGANISATIONAL OVERVIEW:The Kalinga Institute of Medical Sciences (KIMS) is an autonomous institution of character and respect which has the pride of having His Excellency the former president of India as its visitor. It is an holistic model of education, conceived and enriched by its energetic founder, which offers refreshingly new perspectives to young minds and facilitates the accomplishment of their creative talent. The beginning has been made over 60 acres land with a built up area of 4.61lakhs sq.ft that house majestic medical college buildings of monumental architectural programme to be completed in the next couple of years. Kalinga Institute of Medical Sciences (KIMS), a constituent of KIIT University has three wings The Hospital, The Medical College (for MBBS course) and Biomedical Technology Unit. KIMS offers M.B.B.S. Programme, approved by the Ministry of Health & Family Welfare, Government of India and the Medical Council of India (MCI). Admission into the M.B.B.S. Programme is through KIIT Entrance Examination (KIITEE), an all India Entrance Test conducted by KIIT University every year. Pradyumna BAL Memorial hospital is another wing of KIMS, attached to the Medical College. Within a short span of time, it has earned reputation as an affordable hospital with modern facilities.

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SALIENT FEATURES:

8 Modern Operation Theatres 5 ICU'S (including Pediatric and Neonatal ICU with ultra modern ventilator facility) Burns Care Centre 24 hour Casualty and Trauma Centre CT scan(MULTI SLICE), and X-ray (8 ma with image intensifier) Ambulance Services Polysonogram (PSG) study with all modalities probe 6 Computerized Dialysis Machines. Phaco Emulsification. Digital Fondues Cameras. Sophisticated Laboratory Services. Computerized Tomography scans facilities. PACS (Picture Archival & Communication System) for X-Ray image reporting Auto-analyzers for simultaneous measurements of several hematological and biochemical parameters; and automated blood gas and electrolyte analyzers. Computerized treadmill testing (stress testing) 3-D echo(real time), color Doppler and diagnostic ultrasound Pulmonary function laboratory and allergy testing Head and neck surgery nasopharyngoscopy) (micro debrider procedures,

Electroencephalography (EEG), brain atlas and base of skull surgery

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Audiology laboratory and speech therapy unit. Cochlear implant for the profoundly deaf State of the art 'Laser treatment' in ophthalmology and dermatology Computerized gait analysis laboratory, total hip and knee replacement and Arthroscopic surgery Ultra modern immunization center 24 hour blood bank facility Round the clock pharmacy Voluntary donation based blood bank with HIV, HbsAg, HCV and VDRL screening Exclusive multi departmental dental clinics Artificial limb centre, physiotherapy and occupational therapy Alternative systems of medicine like Ayurveda and Yoga Pain clinic for relief of acute and chronic pain and pain associated with terminal stages of cancer

SUPER SPECIALISED FACILITIES :

Oncosurgery Facilities: All kinds of cancer surgeries by trained cancer surgeons and highly experienced on co surgeons from AIIMS. Gastroscopy: Full fledged gastroenterology set up including Colonoscopy, ERCP, Endoscope Procedures and Laparoscopic System (Endocameras with monitors). Treatment by renowned gastroenterologists from KEM Hospital, Mumbai. Pediatric Surgery: Experienced pediatric surgeons trained in PGI, Chandigarh. Intensive Care Units with vital organ function support and bedside/ central monitoring systems.

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Neonatal Intensive Care Unit is a well acclaimed centre for imparting advanced neonatal care. It has 10 beds, with ventilators, monitors and resuscitation facilities. Computerized Dialysis Centre equipped to provide services to patients with kidney failure. The centre functions under the leadership of an experienced nephrologist from AIIMS. Diagnostic Gastrointestinal Endoscopies, Endoscopic retrograde, cholangiopancreatography, stone removal, Stenting, Endoscopic Sclerotherapy and Polypectomy, Oesophageal manometry PCNL procedures for urological problems Orthopedics: Capability to perform advanced orthopedic surgeries such as total knee replacement and total hip replacement. Cosmetic and Reconstructive, Micro vascular and early burn surgery Intraocular Lens (IOL) Implantation and fluorescence Angiography, retinal surgeries.

It is one of the few centres in odisha where facility of retinal surgery is available.

VISION:KIMS vision as a premier academic medical centre is to be a paramount resource for the people of the state and beyond through:-

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 A Caring, human medical service for our patients and their families. A leading edge research programme, allowing our local communities to access global advances in medical knowledge, treatment and prevention. A value-added leveraging of regional and national assets as we collaborate with our research, educational service partners. A supportive institution for the health of our region through outstanding medical education and research to deliver quality, cost-effective health care.

MISSION:To translate the vision, KIMS will: Maintain the highest ethical and moral standards emphasizing integrity, honesty, trustworthiness, confidentiality, professionalism and stewardship.

Uphold the spirit of philanthropy and the practice of volunteerism.

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 Provide outstanding service to all with the utmost respect regardless of viewpoint or status

CHAPTER -5 :-

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 Recruitment and selection process at KIMS

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RECRUITMENT AND SELECTION PROCESS OF KIMS:1. VACANCY IDENTIFIED :To follow the medical council of India for the recruitment for the staffing department Dean\ Principal consents with head of department and decides to appoint for both the college and hospital purposes the clarifies and suggest the post like Professor,Assistantprofessor,Assoc.professor,staffNurse,Pharmasti c ,life technique to fit for department 2. JOB DESCRIPTION AND JOB SPECIFICATION:Professor (Clinical) DUTIES & RESPONSIBILITIES Can be appointed as HOD and in a complete charge of the Unit and responsible for proper care of patients including emergency duties. To organize both undergraduate and postgraduate teaching in his/her subject. Is responsible for proper maintenance of case-record and filing system in department. To exercise general supervision and maintain discipline among the teaching and non teaching staff. To maintain attendance of the students and examination on regular basis. QUALIFICATION: MS/MD, MBBS EXPERIENCE:

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As Reader/associate Professor in concerned department for four years in a recognized medical college. Desirable Minimum of four Research publications indexed in Index Medicus/national journal and one research publication in International Journal. Professor (Non Clinical) DUTIES & RESPONSIBILITIES To teach under graduate and post graduate students in the concerned subject. To arrange teaching programme of Department in consultation with the Dean cum Principal. To guide and conduct research in the subject. To be in charge as Head of the Department. To do any other work that may be assigned to him by Dean cum Principal from time to time. QUALIFICATION: MD, MBBS EXPERIENCE: (i) As Reader/Associate Professor in concerned department for four years in a recognized medical college. Desirable (ii) Minimum of four Research publications indexed in Index Medicus/national journal and one research publication in International Journal. Associate Professor (Clinical)

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DUTIES & RESPONSIBILITIES He/She shall be responsible for teaching respective subject to the under-graduates. He /She shall also perform other duties assigned to him /her by the Head of the department or by the Dean cum Principal.

QUALIFICATION: MS/MD, MBBS EXPERIENCE: (i) As Assistant Professor/Lecturer in concerned department for five years in a recognized medical college. Desirable (ii) Minimum of four Research publications indexed in Index Medicus/national journals.

Associate Professor (Non Clinical) DUTIES & RESPONSIBILITIES To be responsible for Lectures, Demonstrations & Practical Classes in the subject and any other departmental work which may be allotted by the Professor and Dean cum Principal?
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 To take part in the Research work and also to help the Professor in Supervision of Departmental work, store verification etc. To perform any other duties as may be allotted by the Professor and Dean cum Principal in the interest of the Departmental work.

QUALIFICATION: MS/MD, MBBS EXPERIENCE: (i) As Assistant Professor/Lecturer in concerned department for five years in a recognised medical college. Desirable (ii) Minimum of four Research publications indexed in Index Medicus/national journals.

Assistant Professor (Clinical) DUTIES & RESPONSIBILITIES To assist the Professor in teaching the subject to the undergraduates. To assist the Professor in Ward Works.
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 To do duties in the out patients department. To help the Professor in research work. To do such other duties in hospital and O.P.D. as are assigned by the Professor or the Dean cum Principal. QUALIFICATION: MS/MD, MBBS EXPERIENCE: (i) Requisite recognized postgraduate qualification in the subject. (ii) Three years teaching experience in the subject in a recognized medical college as resident/ Registrar/Demonstrator/ Tutor.

Assistant Professor (Non Clinical) DUTIES & RESPONSIBILITIES To conduct tutorials and demonstrations. To arrange and supervise the practicals in the Department. Duty of store incharge cleark.

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QUALIFICATION: MS/MD, MBBS EXPERIENCE: (i) Requisite recognized postgraduate qualification in the subject. (ii) Three years teaching experience in the subject in a recognized medical college as resident/ Registrar/Demonstrator/ Tutor. Senior Resident DUTIES & RESPONSIBILITIES 1. Ward duties: Super vision of Day to day functioning of the ward Supervision of Junior Resident / Assigning ward work. Supervision of Nursing staff / Ward attendants. Conductance of ward round. Sending discharge letters / signing admission and discharge order. 2. Emergency duties: On the day of emergency duties Taking rounds of all the wards. Providing emergency care, through emergency unit and help of junior residents posted with him. Admission / Discharge of patients. 3. Out door: Clinical work in the OPD.

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Educational Qualification:
For the position of Senior Resident, candidates must have completed their MBBS from an institution approved by the Medical Council of India and they should also be Post Graduate Diploma or Degree holders in specific branch. For instance the candidates must have completed their MD/MS or Post Graduate Diploma in concerned subject.

Junior Resident DUTIES & RESPONSIBILITIES To be responsible for management of patient in consultation with respective senior resident. Ward Duty: Responsibility of maintaining baseline routine investigations and regular record of detailed physical examination. Proper maintenance of file with importance to proper history taking, classification of history at the time of discharge, maintaining daily notes, record of ward discussion / management plan, check whether advice is followed by nursing staff. Periodic checkup of treatment register maintained by nursing staff. Out Patient Department Duty: Discuss with the senior resident, follow up old cases as assigned. Emergency Duties: Duty hours are from 8 A.M. to 5 P.M. (Day) and 5 P.M. to 8 A.M. During day duty, residents shall be posted in the observation ward and shall be responsible for workgroup of an emergency registration and further discussion with senior resident on duty.
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Educational Qualification: For the position of Junior Resident, candidates must have completed their MBBS from an institution approved by the Medical Council of India. Staff Nurse To admit, discharge and transfer the patients. To provide psychological support to the patients. To see to the nutritional needs of the patients and should feed. To maintain clean and safe environment for the patients. To perform technical tasks e.g. preparation and administration of medications, assisting various medical procedures the patients undergoes, recording vital signs, tube feeding, giving enema, bowel wash, To maintain nurses notes and intake and output chart. To observe physical and mental change in patients condition and record and take necessary attention and has to report to the concerned authority. Should take initiative to hold ward meeting with patients and attendants. To show extreme forbearance and tack in their dealings with every patient. They should be gentle, cheerful, patience ad humane in speech and action and should themselves set examples of industry, order cleanliness and obedience.

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Educational Qualification: GNM/ B Sc. Nursing

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PHARMACIST DUTIES & RESPONSIBILITIES

He works with the physicians and nurses and other health care professional involved with the patients case to create an effective drug treatment To check prescriptions to ensure that there are no errors and that they are appropriate and safe for the individual patient. Providing advice on the dosage of medicines and the most appropriate form of medication, for example tablet, injection, ointment or inhaler; Participating in ward rounds, taking patient drug histories and involvement in decision-making on appropriate treatments; Discussing treatments with patients' relatives, community pharmacists and general practitioners; Ensuring medicines are stored appropriately and securely; Supervising the work of less experienced and less qualified staff; Answering questions about medicines from within the hospital, other hospitals and the general public; Providing information on expenditure on drugs;

Educational Qualification: Hospital pharmacists need to have a diploma in pharmacy technicians courses and must have experience in the medical background.

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Laboratory Technician DUTIES & RESPONSIBILITIES To maintain and clean various equipments used in the laboratory or used for testing the samples. To maintain the lab effectively and efficiently. To report any incidents of damage to the equipments and other materials used in the laboratory. They are responsible for monitoring the supplies in the laboratory as any deficiency in the basic supplies may hamper the testing procedures and other research. To maintain the specimen or samples in a proper way and disposing them off properly when they are expired. Responsible for proper disposal of harmful chemicals and other testing fluids and ensures that they do not escape from the precincts of the laboratory. Responsible for hygienic conditions prevailing in the laboratory or the testing area. Care should be taken to make the laboratory safe by restricting the entry and exit to outsiders. Educational Qualification: A Laboratory technician must have completed Diploma in Medical Laboratory Technology (DMLT). 3. ADVERTISEMENT:It is basically a small procedure where the different organization where they are in need of some skilled candidates and look for them for hiring in their company if at all they fit in the criteria according to their requirement job advertisements can be found in newspapers, online and on notice boards at companies.

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4.

SHORT-LISTING:After getting c.v or resume for many applicants the selection committee of KIMS Short listing candidates. According to there C.V and then call for interview as per the interview date of availability of HR department. After fix of date the shortlist of applicants are call by telephone.

SELECTION PROCESS:-

1. PRELIMINARY INTERVIEW :Selection committee of KIMS called the short listing of candidates for preliminary interview to selection candidates to need minimum eligibility criteria of KIMS the skills academic and family background, competences and interest of candidates are examined during preliminary interview.

2. EMPLOYMENT INTERVEIW:The potential candidates are called of for the interview. This is the final interview on selection committee .select the final candidates for employment.

3. APPOINTMENT LETTER :Reference check made about candidates selected and finally appointment letter is given to them.

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CHAPTER 6:-

Data analysis

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DATA ANALYSIES;-

1. What are the sources for recruitment and selection?

About 73% of the employees say that KIIMS prefer both internal as external sources for recruitment and selection where as only 9% said KIIMS go for internal sources only and 18% say only external sources recruitment is done.

2. Which method do you prefer more for recruitment and selection in KIIMS?

About 65% of the managers go for direct party recruitment and selection and 32% go for indirect party and only 3% go for third party recruitment.
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3.What form of interview do you prefer?

Most of the manager prefers personal interviews (70%), 10% prefer telephonic interview, and 10% prefer other.

4.How do you rate the HR practices of the organization?

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60% of the employees feel that human resource department is good where as 20% say thats its very good where as 10% says its average and only 10% manager feel its bad.

CHAPTER-7:-

Consultation. Finding and suggestion. Bibliography.

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FINDING
The manpower planning process is under control still the some of the factor like over manpower in certain department, proper distribution of work need to be monitored to increase the efficiency of manpower.

In recruitment process organization is basically following the internal recruitment process like Employee referral, & external process like job consultancy.

Qualified interviewer & face to face interaction process with the interviewee is the major strength of the selection process.

The selection process is complicated to some extent due to both technical & non technical manpower is come under same selection process.

Some gaps observe between the planning & execution during the recruitment process.

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SUGGESTION
Job specification is the area of concern, so more focus on that point can help for proper utilization of manpower & also help in control the over manpower factor.

Some employee referral cash benefit scheme is also suggested to get good manpower resource through employee referral.

Candidate must be given the result on the date of interview or as soon as possible so, that a qualified candidate dont shift to any other organization.

Successful employment planning is designed to identify an organization human resources need. KIMS can use software to keep employees update; which type of qualified employees they have; forecast future requirement of qualified employees like other organization.

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ANNEXURE
QUESTIONNAIRE FOR THE RESEARCH :1. When you have joined in organization? 2. What was selection process? 3. How is the resources need forecasted? 4. What is the process you follow for recruitment and selection? 5. Which method do you mostly prefer from the following for recruitment and selection? a. Direct method b. indirect method 3. Third party 6. Which is the most successful method for recruitment? 7. How many rounds of interviews are conducted? a. 1-3 b. 3-5 c more than 5

8. What form of interview did you prefer? a. Personal interview b. telephonic interview
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c. video conferencing d. All three 9. Are you satisfied with the interview process? a. yes b. no

10. If no then what is the reason? And suggest the measures to recruitment and a. yes selection? b. no

11. How do you rate the HR practices of the organization? a. very good b, good c. bad 12. Do you modify process? d. average

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BIBLIOGRAPHY

www.google.com

http://en.wikipedia.org/wiki/ recruitment and selection process .

www.HR.link

www.kims.ac.in

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