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INTRODUCTION:
STATEMENT OF PROBLEM
CHAPTER-1
INTRODUCTION: STATEMENT OF PROBLEM
1.1.1 RECRUITMENT
Recruitment forms the first stage in the process, which continue selection and
cases with the placement of the candidate. It is second step in procurement
function of manpower planning. Recruitment is a linking activity bringing
together those with jobs and those seeking jobs.
According to Flippo:
"Recruitment is both positive and negative activity. It is often termed positive in
that it stimulates people to apply for jobs to increase the hiring ratio. Selection
on the other hand tends to be negative because it reject a good member of those
who apply living only the beat to be hired. "
According to Yoder:
"Recruitment is the process to sourc
e of manpower to meet the requirement of the staffing schedule and to employ
effective measures for attracting that manpower in adequate numbers to
facilitate affective selection of an efficient working force
Theory Regarding Recruitment:
2
located.
Working condition shall be and benefit package offered by the
organization.
Cultural economic and legal factor etc.
Organization objective both in the short term and long term must be
taken consideration as a basis parameter for recruitment decision and
needs of personal - area wise job family wise.
(B)
(C)
(D)
2)
3)
4)
5)
6)
7)
8)
Sources of Recruitment:
Normally an organization can fill up its vacancies either through promotions of
people available in the organization or though the selection of people from
outside. Thus recruitment may be classified in two broad categories.
Internal sources
External sources
Internal Sources:
a. Present employees- whenever any vacancies occur somebody from
may be hired.
c. Dependents and relative of diseased and disabled employees
person is very low it is used for clerical, technical and managerial jobs.
2. Employment Agencies:
In our country two types of employment agencies are operating. Public
employment agencies and private employment agencies.
a.
b.
3. Campus Recruitment:
Many organizations conduct preliminary search of prospective employees by
conductive interviews at the campuses of various institute, universities and
colleges. IIMs, IITs, engineering colleges. It is and universities are good sources
for recruiting well-qualified executives, engineers, medical staff, chemist,
pharmacist etc.
4. Employee recommendations:
The idea behind employee recommendation as a source of potential applicants
is that the present employees may have a specific knowledge of the individuals
who may be their friends, relatives. If the present employees are reasonably
satisfied with their jobs, they communicate these feelings give preference to
local people (sons of the sole) in recruitments, particularly at lower and middle
levels jobs.
7
5. Labor Contractors:
Manual workers can be recruited through a contractor who maintains close links
with source of such workers. This source is often used to recruit labor for
construction jobs. The disadvantage of this source is that when the contractor
leaves the organization people employed through him also go.
6. Gate Recruitment:
Gate recruiting is quite useful and convenient method at the initial stage of the
organization. When large number of such people may be required by the
organization. In some industries like jute the large number of workers work as
"badli" or "substitute" workers. A notice on the notice board of the company
specifying the details of the job vacancies can be put. It is very economical.
7. Similar Organizations:
Experienced employees can be recruited by offering better benefits to the people
working in similar organization. Newly established organizations of well-known
houses often lure experienced executives and technical experts from the public
sectors.
8. Deputation:
Many
organizations
take
people
on
deputation
from
other
RECRUITMENT
Internal Sources
1 Transfers
2 Promotions
External Sources
1 Advertisement
2 employment
3 Agencies
4 Campus Recruitment
5 Labour Contractor
6 Similar Organization
7 Deputation
8 Employee
Recommendation
9 Computer Data Bank
Sources of Recruitment
Direct Method:
In this method organization sends traveling recruiters to educational and
professional institution.
One of the most widely used methods is that of sending of recruiters to
college and technical schools. Sometimes some organization open their
placement offices in the college and schools. The placement office
usually provides help in attracting student arranging interviews and
providing in MBA or this manner. Sometimes firms directly solicit
information from the concerned proffers about student with an
outstanding record. Other direct method includes sending recruiter to
seminars and conventions and using mobile officers to go to desired
centers.
Indirect Method:
This invoices mostly advertising in newspapers, on the Radio, in trade
and professional journals, Technical magazines and brochures. It is very
10
management
consulting
firms,
professional
societies,
temporary help societies, trade union, and labor contractors are the main
agencies.
1.1.5 SELECTION
Selection is the process of choosing the most suitable persons out of all the
application. In this process relevant information about applicants is collected
through a series of steps so as to evaluate their suitability for the job to be fined.
Selection is a process of matching the qualifications of applicants with the job
requirements. It is a process of weeding out unsuitable candidates and finally
identifies the most suitable candidate.
11
to wastage of time and money and spoils the environment and the image
of company.
The policy of the company and the attitude of the management. As a
practice some companies usually hire more than the actual number
needed with a view to removing the unfit persons from the jobs.
The length of the probationary period. The longer the period, the greater
the uncertainty in the minds of the selected candidate about his/her future.
Preliminary Interview:
A special interviewer or a high caliber receptionist in the employment
office usually conducts the initial screening. This interview is essentially
12
2.
Application Blank:
An application blank is a traditional, widely accepted device for getting
information from a prospective applicant. The application form should
provide all the information relevant to selection. But reference to caste,
religion, birthplace may be avoided as it is regarded an evidence of
discrimination. Generally' an application form contains the following
information.
a. Identifying information: Name, Address, Telephone no.
b. Personal
Dependents.
c. Physical Characteristics: Height, Weight, and Eyesight.
d. Education:
Academic
education,
Professional
Degree,
work
Selection Test:
Many organization hold different kinds of selection tests to know more
about the candidates. A test is a sample of some aspect of an individual's
attitudes behavior and performance. Tests are useful when the number of
applicant is large. In India the use of psychological and other tests is
gaining popularity.
4.
Employment interview:
It is face-to-face interaction between two persons for a particular purpose.
13
Medical Examination:
It is carried out to ascertain the physical standards and fitness of
prospective employee. Either company's physician or a medical officer
approved for the purpose. It determines candidate's physical fitness for
the job. It prevents the employment of people suffering from
contingencies disease. It provides a record of the employee's health at the
time of selection. This record will .help in setting company's liability
under the workmen compensation act for claim for an injury.
6.
Reference checks:
Many organizations ask the candidates to provide the names of two or
three persons who know him well. The organization contacts them by
mail or telephone. In this way organization can get more information
7.
14
appointment letter, mentioning the post, the rank, the salary grade, and
the date by which the candidate should join and other terms and
conditions in brief.
8.
Placement:
After all the formalities are completed the candidate are placed on their
jobs, initially on probation basis. The probation period may range from 3
months to 2 years. During this period they are observed keenly and when
they complete this period successfully they become the permanent
employment of the organization.
15
Performance
Management
System
in
Grampus
Pharmaceuticals
Organization
INDUSTRY PROFILE
The pharmaceutical industry in India is among the most highly organized
sectors. This industry plays an important role in promoting and sustaining
development in the field of global medicine. Due to the presence of low cost
manufacturing facilities, educated and skilled manpower and cheap labor force
among others, the industry is set to scale new heights in the fields of production,
development, manufacturing and research. In 2010, the domestic pharma market
in India was expected to be US$ 12.76 billion and this is likely to increase at a
compound annual growth rate of 9.9 per cent until 2012 and subsequently at 9.5
per cent till the year 2015.
16
Industry Trends
The pharma industry generally grows at about 1.5-1.6 times the Gross
volume
The Indian pharmaceutical industry is expected to grow at a rate of 9.9 %
billion by 2013
Challenges
Every industry has its own sets of advantages and disadvantages under which
they have to work; the pharmaceutical industry is no exception to this. Some of
the challenges the industry faces are:
Regulatory obstacles
Lack of proper infrastructure
Lack of qualified professionals
Expensive research equipments
Lack of academic collaboration
Underdeveloped molecular discovery program
Divide between the industry and study curriculum
17
Government Initiatives
The government of India has undertaken several including policy initiatives and
tax breaks for the growth of the pharmaceutical business in India. Some of the
measures adopted are:
Pharmaceutical units are eligible for weighted tax reduction at 150% for
Laboratories
Limited
is
manufacture of low cost anti AIDS drugs. The company's product range
comprises of anthelmintics, oncology, anti-bacterial, cardiovascular
drugs, antibiotics, nutritional supplements, anti-ulcerants, anti-asthmatics
and corticosteroids. Cipla also offers other services like quality control,
engineering, project appraisal, plant supply, consulting, commissioning
and know-how transfer, support.
Nicholas Piramal is the second largest pharmaceutical healthcare
19
oncology,
vaccines,
anti-invectives
and
gastro-
anti-infectives
and
antibiotics,
respiratory
agents,
Company
Total Pharma
Market
Cipla
Ranbaxy
Size ($
Market Share
Growth Rate
Billion)
(%)
(%)
6.9
100.0
9.9
.36
.34
5.3
5.0
13.4
11.5
20
Glaxo Smithkline
Piramal Healthcare
Cadila
.29
.27
.24
4.3
3.9
3.6
-1.2
11.7
6.8
GRAMPUS PHARMACEUTICALS
(Parenteral),
allergic/Anti-asthmatics,
Anti-Malarial/Anthelmintics,
Cardiac/Diabetic,
Anti-inflammatory
AntiDrugs,
21
Aardiac/diabetic medicines
Anti-inflammatory drugs
Vitamin
Minerals
Protein
Nutritional supplements
Eye/ear drops
Nasal drops
Ointments
22
Anti-
Infrastructure
We are backed by a sophisticated manufacturing facility that is furnished with
ultra modern machines and equipment. Spread over a vast area, it is segregated
into various independent sections like manufacturing, quality testing, R&D,
packaging and warehousing facility to conduct a hassle free production process.
Each division is equipped with the requisite facilities and is managed by
experienced professionals.
Quality Assurance
Being a quality driven organization, we maintain strict control over all
processes of procurement, processing, packaging, storage and transport. We
process our range of Pharmaceutical Drugs using supreme quality ingredients,
which are sourced from authentic vendors of the market. Every task is executed
as per standardised quality norms, thus leaving no room for quality degradation.
To ensure that our entire gamut meets the well defined industry standards, our
experts conduct a series of testing procedures on well-defined quality
parameters such as:
Zero side effects
Composition of the ingredients
Longer shelf life
Precise pH value
Effectiveness
Hygiene quotient
23
24
Why Us?
We have emerged as a leading organization in our domain owing to the
following factors:
Quality formulations
Effective quality control measures
Wide market reach
Competitive prices
Timely delivery
25
Injection (6)
We are one of the leading manufacturers and suppliers of a wide range of
Injections, which are used against severe viral infections. These products are
specially formulated with utmost care with the right compounds under the
hygienic and advanced technology laboratory. With stringent monitoring in all
the stages, these products have the right composition to provide instant relief
from viral infections without causing any side effects. Our available range of
products includes Kindec-25, Kindec-50, Bone-D3 and many more.
Suspension (4)
We are one of the leading manufacturers and suppliers of a varied range of
Suspension, which is widely used to fight against various viral infections. These
products are specially processed with the most advanced technologies using
optimum quality raw materials procured from the trusted and certified vendors.
With their rich experience and knowledge, we are able to provide these products
which are highly effective without any side effects. Some of our available range
of products includes Sucrasil, Sucrasil-o, Donsi and Keflox-NT.
26
Syrup (4)
We are one of the reputed organizations engaged in manufacturing and
supplying of a varied range of Syrup in the market. These products are
formulated under hygienic laboratories by our scientists using right compounds
for accurate composition. Our available products are highly effective and
provide instant relief from severe viral infections without any side effects to the
patient. Our available range of products includes Picowin, Dis-Q, Colikid and
many more.
27
28
ORGANIZATION PROFILE:
DEPARTMENTS:
The main departments of Grampus Pharmaceuticals, India are explained below
1. PROJECT DEPARTMENT
The primary responsibility of the Project department is to install new
manufacturing process plants and machinery at the location specified.
The function of Project department ends only when they hand over the
commissioned assembly to manufacturing department In other words projects
acts as the internal supplier for manufacturing department.
29
2. MARKETING DEPARTMENT
THE HOLISTIC VIEW
The Marketing department of Grampus Pharmaceuticals is divided into subdivisions, each with specific objectives, working towards a common goal. While
Sales concentrates on bringing in the customers, CRM Marketing functions
towards catering their needs and so on.
A brief view on various sub divisions of marketing is as follows:
30
3. FINANCE DEPARTMENT
Finance Department is responsible in managing the finance in the Organization
optimally and to raise funds as required.
Duties and functions:
Financial reports to GRAMPUS PHARMACEUTICALS-monthly, half-
operations.
Sales tax & service tax
Physical cash count checks Chennai and Pondicherry.
Passing of journal vouchers.
Checking and passing project costing information.
Miscellaneous
31
Duties
Salary administration
Maintenance of statutory compliance
Maintenance of employees details
General administration
Maintenance of insurance for all company vehicles, and all other
systems and support services that enable them to effectively manage and
develop their human resources to achieve departmental goals
To make available to employees information, tools, systems and support
services that enable them to progress their careers in alignment with the
goals of the Organization.
32
33
SEPARATION
RECRUITMENT
HRD
PERFORMANCE MANAGEMENT
INDUCTION
34
CHAPTER-2
REVIEW OF LITERATURE
RECRUITMENT AND SELECTION
Winston & Creamer, (1997)
According to authors, Higher education is a human resource intensive
enterprise. It is not surprising, then, that recruitment and selection of staff
should be a very high priority in most if not all units and divisions of student
affairs. Recruitment and selection should include procedures directed to analyze
the need and purpose of a position, the culture of the institution, and ultimately
to select and hire the person that best fits the position. Recruitment and selection
policy should, then, be directed toward the following objectives:
Hire the right person.
Conduct a wide and extensive search of the potential position candidates.
Recruit staff members who are compatible with the environment and
culture.
Hire individuals by using a model that focuses on company objectives
Place individuals in positions with responsibilities that will enhance their
personal development.
piloting with diverse populations. The selection process must be evaluated and
reviewed by monitoring candidates with respect to diversity and subsequent job
performance.
The evaluation of the selection process should lead to improvements aimed at
enhancing validity and reducing adverse impact. Individuals involved in
assessing candidates during the selection process should have received
appropriate training (for example in interview skills) and have been adequately
briefed about the selection criteria. Assessors should 'also be aware of unfair
discrimination and equal opportunity legislation, two aspects which have a
serious impact on the diversity of the organisation. Feedback should always be
provided as part of the selection process.
RECRUITMENT AND SELECTION: MEETING THE LEADERSHIP
SHORTAGE IN ONE LARGE CANADIAN SCHOOL DISTRICT
Anthony H. Normore, Florida International University (2004)
The purpose of this study was to investigate a recruitment and selection
program used to attract and retain aspiring and practicing school administrators
in North Western School District (pseudonym) - a large urban Canadian school
district in Ontario. The district recently developed and implemented a
recruitment and selection program in attempts to meet the leadership shortage
for its schools. For purposes of the article, recruitment and selection refers to
the processes and strategies school districts engage in to attract future leaders.
The article will focus on: (a) a description of the recruitment and selection
efforts, and; (b) perspectives from the participants about the process and its
effectiveness, followed by a discussion. An analysis of the findings is presented
and linked to the literature. Implications for practice and policy are discussed.
The role of the principal in successful schools has transcended the traditional
37
CHAPTER-3
RESEARCH METHODOLOGY
Research methodology in a way is systematic representation of research or any
other problem. It is a written game plan for conducting any kind of research. It
tends to describe the steps taken by the researcher in studying the research
problem along with logical background.
It tends to describe the methodology for solution of the problem that has been
taken for the purpose of study. This plan throws light on the research problem,
the objective of study & limitation of study. Therefore in order to solve a
problem it is necessary to design a research methodology for problem as the
same way differ form problem to problem. Research methodology is a way to
systematically solve a research problem. It is a procedure that is followed step
by step to solve a particular research problem
Research design; A Research design specifies the methods and procedures for
conducting a particular study. It is the arrangement of the condition for
collecting and analysis of data in a manner that aim to combine relevance to the
research purpose. Descriptive Research is to undertaken for this project.
2)
3)
To study that what sources are used for the recruitment and selection.
4)
(1).
Internal Sources:
a. Transfers.
b. Promotions.
Internal sources are very powerful, time and money saving sources in
Grampus Pharmaceuticals . They fill up their vacancies by transfer and
promotions of their employees with in the company. In some cases, if it is
not possible than other sources are applied.
39
(2).
External Sources:
a. Press advertisements.
b. Placement Agencies
c. Labour contractors
d. Campus recruitment
e. Data bank
f. Similar organization
a.
Press Advertisement:
Press advertisement is the most powerful sources of recruitment in the
Grampus Pharmaceuticals . Various newspaper such as Times Ascent,
Employment news etc, are approached for publishing the advertisement
for recruitment.
b.
Placement Agencies:
For better recruitment, Grampus Pharmaceuticals maintain strong contact
with placement agencies in Bhopal, Delhi, Indore etc. who makes their
own
commission
by
giving
better
recruitment
to
Grampus
Pharmaceuticals
c.
Labour Contractor:
Grampus Pharmaceuticals also have contacts with contractor for house
keeping, which include, cleaning of office, catering, security etc. such
contracts are only for few month or for few years.
d.
Campus Recruitment:
Grampus Pharmaceuticals recruit fresher candidate only from some
repudiated college by the campus selection. In the campus recruitment
40
Data Bank:
Grampus Pharmaceuticals collect the resume by the data bank. This box
exists in the entrance gate or reception. When need only one or two
candidate than they collect resume by the data bank and calling the
candidate for recruitment.
f.
Similar organization:
Grampus Pharmaceuticals recruit by offering better benefit to the people
working in similar organization.
3.2.2 SELECTION:
It is process of weeding out unsuitable candidate are finally identify. The most
suitable candidate in the Grampus Pharmaceuticals
Selection Process:
In the Grampus Pharmaceuticals selection process completed in seven steps are
as follows-:
1. Application form
2. Selection test
3. Selection interview
4. Physical Exam
5. Reference check
6. Final Approval
7. Placement
1. Application form:
In the Grampus Pharmaceuticals application blank is widely accepted device for
41
2. Selection Test:
Grampus Pharmaceuticals hold different kinds of selection test to know more
about the candidate. Test is useful for sort out unsuitable candidates.
3. Selection interview:
Those candidates who qualify the written test are allowed for final interview.
Selection in an interview is conducted in different phase in the Grampus
Pharmaceuticals Personal Interview.
a. Technical Interview.
b. H.R. Interview.
a. Personal Interview:Grampus Pharmaceuticals conducts first the personal interview. In the personal
interview talk about general information, hobbies etc to know the level of
confidence in the candidate.
42
b. Technical Interview:
Technical interview is the main interview for Engineers and other technical
persons, if the candidate comes for technical post, and the technical head
conducts the interview. Those who qualify in this round are forwarded for H.R.
interview.
c. H.R. Interview:
H.R. interview is a major part of the selection interview. In the H.R. interview,
check the number, which is given in written test, technical interview and other
test of the candidate.
H.R. interview is conduct by the H.R. department. The any H.R. employee with
the H.R. head may conduct it. In the Grampus Pharmaceuticals negotiation on
salary is done in H.R. interview. In this interview company gives 15 % on the
basic pay.
4. Physical Exam:
In the Grampus Pharmaceuticals after the selection interview candidates are
face the physical exam. In the physical exam company check the body of a
candidate in the hospital; check wait, height, eye sides and other disease.
Candidate should not suffer from any kind of disease. If candidates are able to
any disease than the candidate unfit to next exam.
5. Reference Check:
Reference check is as a guaranty who person know to you. That is mention in
the application form; references person should have name, address and
telephone no. in the Grampus Pharmaceuticals contacts them by mail or
telephone for the candidates.
43
6. Final Approval:
In the Grampus Pharmaceuticals check all the previous exam record (marks)
and take final decision about the candidate.
7. Placement:
The last step is placement in which they give the appointment letter to the best
candidate. The H.R. department after which a candidate can join the company
within 15 days issues all the placement order.
Time Period:
The whole process of recruitment and selection takes above 2 months in the
company.
44
Sampling unit: the sampling units selected for the study/were the employee
survey.
Sampling Technique: the following technique was used:
Convenience Sampling : in this type of sampling, the choice of the sample is
left completely to the convenience of the investigator.
Sample size: A sample is a subset of population units.
Using the above technique, a sample of 100 employees was selected.
45
difficult.
The sample size was only 100 so it was not possible to show clear
picture.
46
CHAPTER 4
DATA ANALYSIS & INTREPRETATIONS
4.1 Are you satisfied with the Recruitment & Selection policies
of Grampus Pharmaceuticals?
32%
68%
Yes
No
No
Yes
68
32
The above shows that 68% are satisfied with the Recruitment & Selection
policies of Grampus Pharmaceuticals whereas 32% were not.
47
4.2 What
25%
75%
Experienced
Fresher
Fresher
Experienced
75
25
The above shows that the company prefers to recruit 75% experienced and 25%
fresher.
48
5%
33%
62%
Yes
Yes
62
No
Cant Say
No
33
Cant Say
5
The above shows that 62% say that it is right to recruit a fresher and 33% says
that it is not right to recruit a fresher whereas 5% are unable to express their
views.
49
10%
13%
22%
43%
12%
Press Advertisement
Data Bank
Consultancy
Campus
Similar Organisation
Press
Consultancy
Data Bank
Campus
Advertiseme
nt
13
Similar
Organisation
22
12
43
10
The above shows that 13% are recruited by Press Advertisement, 22% by
Consultancy, 12% by means of Data Bank, 43% by means of Campus and 10%
by means of similar organization.
50
4.5 Are
15%
85%
Yes
No
Yes
85
No
15
The above shows that 85% recruitment are carried out internally whereas only
15% are carried out by external sources.
51
5%
42%
53%
Yes
Yes
53
No
Cant Say
No
42
Cant Say
5
The above shows that 53% say that reference check is necessary whereas 42%
say that its not whereas 5% were unable to express their view for the same.
52
15%
85%
Yes
No
Yes
85
No
15
The above shows that 85% say that they were satisfied with the recruitment
process adopted by the company whereas 15% were unsatisfied.
53
12%
88%
Yes
No
Yes
12
No
88
The above shows that 12% say that the company conducts online recruitment
and 88% say that no online recruitment was conducted.
54
4.8 Does internal promotion are also used for Recruitment and
Selection Process?
39%
61%
Yes
No
Yes
39
No
61
The above shows that 39% say that the company uses internal promotion as for
recruitment where as 61% says that internal promotion were not used for
recruitments.
55
3%
34%
63%
Important
Important
63
Not Important
Not so Important
Not Important
34
Not so Important
3
The above shows that 63% say that the internal and external sources are
important for recruitment whereas 34% say its not important and 3% say that
internal and external sources are not so important.
56
4.10 Are you satisfied with the time period which company
takes for recruitment and selection process?
28%
72%
Yes
No
Yes
72
No
28
The above shows that 72% say that they are satisfied with the time period the
company takes for recruitment and selection whereas 28% were not satisfied.
57
4.11 Since how much time are you working with this
company?
18%
37%
45%
1 year
2 years
1 year
37
3 years
2 years
45
3 years
18
The above shows that 37% say that they are working since last 1 year with the
company, 45% say they are working for last 2 years and 18% say that they are
working since last 3 years.
58
4.12 Are you satisfied with the tests taken during the
recruitment process?
32%
68%
yes
no
Yes
68
No
32
The above shows that 68% say that they are satisfied with the tests taken during
the recruitment process whereas 32% say that they are not satisfied.
59
25%
75%
yes
no
Yes
75
No
25
The above shows that 755 say that proper recruitment selection was adopted by
the company whereas 25% said the recruitment to be improper.
60
CHAPTER 5
FINDINGS & SUGGESTIONS
5.1 FINDINGS
1.
2.
Vacancies are floated mostly through print media i.e. through newspaper.
3.
4.
5.
6.
7.
8.
9.
The company takes 2 months time for completing the whole process of
recruitment & Selection.
10.
11.
12.
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5.2 SUGGESTIONS
Grampus Pharmaceuticals Ltd. is the leading company in the area of telecom. It
has a well-organized Human Resource Department for helping and
maintaining the company, for achievement of its goal & Target.
I would like to mention some points that will help the organization in near
future.
The company should conduct online Recruitment, which will help them
technical field and can trained them by on job training method so that
they can work effectively.
Grampus Pharmaceuticals should give emphasis on recruitment by
placement agencies as they can conduct the preliminary interview for the
company.
By involving placement agencies for conducting the preliminary
62
5.3 CONCLUSION
Recruitment & Selection in Grampus Pharmaceuticals is good enough. To pick
out good quality people from the crowd. Recruitment is an important function
as it makes it possible to acquire the number and type of persons necessary for
the continued functioning of the organization. Careful recruitment of employees
is particularly important in India because the chances of mismatching the job
and the person are greater. Due to widespread unemployment the job seeker
tends to accept any job irrespective of his suitability. The basic purpose of
Recruitment is to locate the sources of people required to meet job requirements
and attracting such people to offer themselves for employment in the
organization.
BIBLIOGRAPHY
1.
H.R.M.
Dr B.C. Gupta
2.
Personnel Management
C.B. Mammoria
QUESTIONNAIRE
Represent the data through graphs so that the objectives of the study can be
analyzed.
Name
Age
Gender
Marital Status
Occupation
Working Experience
Income
Are you satisfied with the Requirement & Selection policies of Grampus
Pharmaceuticals ?
Yes
Q.2
No
Q.3
Q.4
No
No
Consultancy
Data Bank
Campus
Similar Organisation
Q.5
Q.6
Q.7
No
No
Cant Say
Q.8
Q.9
No
No
Does internal promotion are also used for Recruitment and Selection
Process?
Yes
No
Q.10 How important external and internal sources are for recruitment?
Important
Not Important
Not so Important
Q.11 Are you satisfied with the time period which company takes for
recruitment and selection process?
Yes
No
Q. 12 Since how much time are you working with this company?
1 years
2 years
3 years
Q.13 Are you satisfied with the tests taken during the recruitment process?
Yes
No
No