INTRODUCTION

Recruitment is the set of activities taken place in an organization to attract job

candidates possessing the appropriate characteristics to help the organization
reach its objectives. It involves seeking and attracting a pool of people from
where suitable qualified candidates can be chosen for vacancy. The basic
purpose is to collect a group of potentially qualified people. Selection is the
process of finding out the most suitable candidates for the suitable job. After
identifying the source of manpower, searching for prospective employees and
stimulating them to apply for jobs in the organizations, the management has to
perform the function of selecting the right employees at the right time and at the
right post.

Sample size taken for study is 100. A questionnaire is prepared according to

the parameters like human resource planning, cost effectiveness, induction
recruitment and selection. The questionnaire is distributed to the executives of
Apollo Health Street and basing on the obtained data, conclusion, suggestion &
recommendation are drawn.

Every one in the organization follows the process of recruitment and selection.
In Apollo hospitals, this process shall be initiated on receiving a requisition in
the prescribed format duly approved by the MD/Executive director. It should
contain the particulars of role, responsibilities reporting relationship,
qualification etc,. The selection methodology for various positions shall be
based on personal interviews.

The recruitment and selection process followed in Apollo Health Street is

comparatively well defined. Most of the candidates are recruited through
employee reference and consultancy. Candidates selected are given a
probationary period. The suggestions drawn through the project study are like
before posing the candidates to personal interviews, testes like aptitude,
achievement, situational, interest, group discussion and personality development
interview should be conducted. This helps the company in retaining employees
for long time.

Overall manpower planning in Apollo Health Street is conducted

systematically and selection procedure is done through experts. This makes the

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company to lower the employee turnover at the same time developing the
selected candidates for future organizational goals.

SCOPE OF THE STUDY

The scope of the study includes the following aspects of recruitment and
selection.
The feedback of an employee.
Proper utilization of human resource planning.
Effectiveness of recruitment process and techniques.
The selection procedure is effective or not.
Cost effectiveness

OBJECTIVES OF THE STUDY

The objectives of the project include:

To know the various sources of recruitment and their availability at

Apollo hospital.
To obtain the feed back of the employees about the recruitment and
selection procedures followed in the company.
To review the recruitment process and to make improvement to the
forthcoming recruitment programs at Apollo hospital.
To find out the effectiveness of the selection procedure at Apollo hospital.
To know various methods of selection procedures adopted by Apollo
hospital.
To suggest measures accordingly.

LIMITATIONS OF THE STUDY

The superior may not dedicate much time to fill up the questionnaire
which results in not so authentic data or information.
Employees may not reveal the secrets of the company.

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 RESEARCH METHODOLOGY
At Apollo Health Street, the recruitment process is initiated on receiving a
requisition in the prescribed format duly approved by the MD/Executive
director. The requisition shall contain particulars of designation, role and
responsibility reporting relationship, qualification and experience required and
critical skills that are essential for effective performance.

Recruitment process shall commence with an internal search, which shall be

initiated by the HR department. In case no suitable person is identified from
with in, search from the application data bank shall be resorted to like
placement agencies or release of advertisement.

Applications will be collected either by post or personal. Intimation for

interviews shall normally be sent through mail/courier in the prescribed format.
In other case, it may be sent through other modes like telegram, telephone, etc.

The project work done in Apollo Health Street was based on the questionnaire
which was filled by the executives of the company. The questionnaire was
prepared based on recruitment and selection techniques and was filled on behalf
of the following sample size.

They were:

Recruitment techniques: Advertisement in media

Placement agencies

Campus recruitment

Employment exchange

Employee reference

Online recruitment

Sample size: 100 employees working at executive level in the corporate office.

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 The sample size was selected randomly.

In Apollo Health Street the above said techniques are used to search for suitable
candidates.

Parameters used in the questionnaire are as follows:

Human resource planning

Recruitment
Selection
Cost effectiveness

Basing on the ratings of the employees, the effectiveness of the recruitment and
selection process in the Apollo health street will be clearly known.

SOURCES OF DATA:-
PRIMARY DATA:-

Primary data is collected in order to avoid any mistakes due to transcription

which may arise when collected through secondary source. The data is collected
by questionnaire method.

SECONDARY DATA:-

Secondary data is collected from the companies reports, manuals and

brochures. Through company records, books, HR reports etc.

SAMPLING PROCEDURE:-
The sampling method used was random sampling. The sampling method was
used because of lack of time and lack of knowledge about the universe. The
sample size was fixed to 100 respondents.

STASTICAL TOOLS USED: PIE CHART.

PERCENTAGE ANALYSIS:-
In this research, various percentages are identified in the analysis and they are
presented pictorially by way of bar diagram and pie charts in order to have a
better quality.

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 COMPANY PROFILE
Apollo Health Street is an end to end healthcare focused services company, with
impeccable credentials, proven track record and unwavering commitment aimed
at delivering value added services to its clients. It is backed by the renowned
Apollo hospitals group, headquartered in India, whose integrated healthcare
network involves 35 hospitals, 40 clinics and 100 plus pharmacy outlets, a
workforce of 16000 including 4000 physicians.

Apollos services, management processes and qualified accredited professionals

match international standards.

Apollo offer Business process Outsourcing services to US health care providers

and payers. It aims to help healthcare providers and payers worldwide, save
time and money, by remotely executing their non-core health information
management activities such as medical transcription, coding, revenue cycle
management and claims processing. By doing so, it help our clients to focus on
their core business, increase their productivity and quality of service resulting in
better customer satisfaction and higher revenues.

Apollo Hospitals is widely recognized as the pioneer of private healthcare in

India, and was the countrys first corporate hospital. The Apollo Hospitals
group, which started as a 150-bed hospital and today, operates 9215 beds across
64 hospitals. A forerunner in integrated healthcare, Apollo has a robust presence
across the healthcare spectrum. The group has emerged as the foremost
integrated healthcare provider in Asia, with mature group companies that
specialize in insurance, pharmacy, consultancy, clinics and many such key touch
points of the ecosystem. The Apollo group has touched the lives of over 45
million patients, from 121 countries.

VISION:-
To become the leading healthcare company with a relentless pursuit of people
excellence.

MISSION:-

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Our mission is to demonstrate world-class in India. We are committed to
growth, to our values, to ethical standards and to customer satisfaction at all
times. We promise our employees, clients and partner an extraordinary emphasis
on service excellence and the creation of sustained value.

OUR VALUES:-
PASSION FOR EXCELLENCE

We shall aim at excellence in our entire endeavour, both within the organisation
and the market in which we deliver our services.

Integrity & Confidentiality

We shall conduct ourselves in a conscientious manner in all transactions
and deal with people professionally and transparently, while maintaining
privacy and confidentiality deserved by our customers.
Focus on customers
We shall be empathetic, sensitive and responsive to the needs of our
customers external and internal.
Trust
We shall live up to the depth and assurance of the integrity of our
character response in us by our customer.
Respect for people
We recognize that people are the corner-stone of our success. We value
our diversity as a source of strength and at all times shall treat our
colleagues with respect and dignity.

BENIFIT TO HUMANITY:-
We shall remember that our work, in whichever sphere, is to be at all times, for
the greater benefit of the society humanity at large.

The management team is a dedicated group of skilled managers and healthcare

domain experts with a passion for business and for Apollo. Continuous learning,
training and quality continue to drive the management philosophy. Apollo has
been able to demonstrate its fulfilment and services capabilities across all its
business lines and its geared to grow.

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ACHEIVEMENTS:-
Apollo has doubled staff strength to 900 FTEs in a span of one year
Apollo hospitals have been awarded the largest healthcare contract
outsourced to an offshore location.
The clients of Apollo have been together with them with 5 years now,
stand undisputable testimony to the high standards of services Apollo
consistently deliver.
One of the significant highlights of the year 2005 was that the chairman
Dr. Prathap C Reddys visit to US as a part of a high level CEO forum
from India. The delegation, which accompanied the Prime minister of
India, resolved to strengthen ties between the two countries, and the
future holds great promise of collaborations between us.
Apollo hospitals has been recommended for ISO 9001:2000 certification
and also certified ISO 27001(ISO27001 replaced the original standard,
BS 779-2.).
The state government awarded MD, Ms Sangita Reddy the top women
entrepreneur in the information & communication technology sector for
the year 2005.

GENESIS:-
The first Apollo hospital opened in Chennai, in 1983. It was borne out of the
determination to lead a complete transformation in Indian healthcare. Apollos
founder chairman, Dr. Prathap C Reddy was the driving force behind the
inception. Credited as the architect of modern Indian healthcare, Dr. Prathap C
Reddy started Apollo with the mission of bringing world-class healthcare to
India at a price point that Indians could afford.

GAME-CHANGER:-
Apollos first innovation was its business model itself, before Apollo, only the
very privileged had the access to quality treatment, as they could afford to travel
abroad. Apollo introduced healthcare that matched best-in-class outcomes but
cost only a fraction of the global prices. This led to a revolution with
democratized treatment in our nation. This cost consciousness continues to be a
key building block in our healthcare strategy.

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CLINICAL EXCELLENCE:-
This is not the only constant in the Apollo story. The group is built on the
bedrock of an enduring value system, and continues to drive unwavering focus
on key touchstones like excellence, expertise, empathy and innovation.

SWOT ANALYSIS IN APOLLO:-

Just like an industry, healthcare organizations also need to make continual
adjustment to maintain optimum functionality. To determine the areas where
adjustments are needed to be made, a number of methods can be used.

However, one essential method known as SWOT analysis (that is extensively

used in other industries) has not been put into use in healthcare. It allows the
assessment of an organization from a neutral perspective through a detailed
discussion of the organizations strengths, weaknesses, opportunities & threats.

STEPS FOLLOWED:-
The first step of SWOT analysis in healthcare involves the
compilation and assessment of key data, which might include
the communitys health status of medical technology, or the
source of healthcare funding. Once the appropriate (and correct)
data has been composed and analyzed, the capabilities of the
organizations are evaluated.
In the second step of SWOT analysis in healthcare, the data
collected is organized into four categories, which are strength,
weaknesses, opportunities and threats (SWOT). The strength
and weaknesses are internal factors, while opportunities and
threats normally are a result of external factors playing their
part.
Third step of SWOT analysis in healthcare involves developing
a SWOT matrix for each business option that is under
consideration.
In fourth step of SWOT analysis in healthcare, the analysis
derived is incorporated into the decision-making process as it
determines which option will best suit the overall strategic plan
of the organization.

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 WEAKNESS
STRINGENT PRICE CONTROL
DIVERSE ECO SYSTEM
LACK OF DATA
LACK OF PROTECTION
DATA PROTECTION
FOURCE
LABOUR FOURCE
SPEAKING LABOUR
ENGLISH SPEAKING LOW INVESTMENT IN R&D

LACK OF CO-ORDINATION
CO-ORDINATION BETWEEN
BETWEEN THE
ENGLISH
COST, HIGHLY
LOW COST,
LOW SKILLED SET
HIGHLY SKILLED OF
SET OF LACK OF THE
INDUSTRY

COST COMPETATIVENESS INDUSTRY

SWOT
STRENGTH
ANALYSIS OF
OPPORTUNITIES APOLLO

ONLINE
ONLINE DRUG
DRUG RETAILING
RETAILING
SIGNIFICANT INVESTMENTS FOR MNC'S ECONOMIES

GLOBAL DEMAND FOR GENERICS RISING
COMPETITION OTHER EMERGING
FROM OTHER
COMPETITION FROM EMERGING
WAGE INFLATION
SPURIOUS DRUGS
SPURIOUS DRUGS
THREATS

STRENGTH:-
Factors that have encouraged exceptional organizational performance are
strengths. Examples include using state-of-the art medical equipment, focusing
on healthcare improvement, investment in healthcare informatics, highly trained
medical personnel and top-notch medical services.

WEAKNESSES:-
Factors that affect healthcare quality or increase healthcare costs are
weaknesses. Some examples are outdated healthcare facilities, fluctuation in the
continuity of care due to poor communication, insufficient management
training, poor use of healthcare informatics, and lack of financial resources.

OPPERTUNITIES:-
New business initiatives available are considered opportunities by healthcare
organizations. Some examples include collaborations with different healthcare
informatics, and so on.

THREATS:-
Factors that could harm the performance of healthcare organizations are
considered threats. Examples include economic or political insecurity, increased

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demand for expensive medical technology, budget deficits on state and federal
level, and increased pressure for reduction in healthcare costs.

FOUR RULES WHILE CONDUCTING SWOT

ANALYSIS IN APOLLO HOSPITALS.
BE REALISTIC:- Always act as unbiased when collecting and
evaluating data.
AVOID COMPLEXIT: - Keep it short and simple to avoid over-
analyzing problems.
ANALYZE RATIONALLY: - Compare your plans only with key
competitors to get a better idea of whether the plan is better or worse than
theirs.
ATTAIN CHANGE: - Strategic plans should be updated as soon as
problems are identified so that appropriate steps towards directional
change can be taken.

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RECRUITMENT AND SELECTION AT
APOLLO:-
MEANING AND DEFINATION OF RECRUITMENT:-
Recruitment has been regarded as the most important function of personnel
administration, because unless the right type of people are hired; even the best
plans, organization charts and control systems would not do much.

A person unknown, living somewhere comes to a working unit through this

recruitment and selection process provided he is interested in working. Where
recruitment reduces the number of persons applied for the post due to limited
vacancies, selection gives a way to be into the organization and traning after the
cup-taste. Once the person gets into it he gets a golden goose i.e. a life time
security. However the applicant attitude pays him a lot. Stringent rules and
regulations are applicable in this process of recruitment and selection.

Recruitment is a process to discover the source of manpower to meet the

requirements of the staffing schedule and to employ effective measures for
attracting the manpower in adequate numbers to facilitate effective selection of
an efficient workforce....... Yoder

The process of searching for prospective employees and stimulating them to

apply for job in the organization....... Edwin B.Flippo

SUB SYSTEMS OF RECRUITMENT:-

There are four subsystems in recruitment which can be divided into further sub
systems.

Finding out and developing the sources where the required number and
kind of employees are/will be available.
Developing suitable techniques to attract the desirable candidates.
Employing the technique to attract candidates.
Stimulating as many candidates as possible and making them to apply for
job irrespective of number of candidates in order to increase selection
ratio.

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 COMPLEXITY OF THE FUNCTION OF
RECRUITMENT:-

The activity of recruitment i.e., searching for perspective employees is

affected by many factors like,
Organizational policy regarding filling up of certain percentage of
vacancies by internal candidates.
Local candidates
Influence of trade union
Government regulations regarding reservation of certain number of
vacancies to candidates based on community/region/caste/sex and
influence of recommendation, nepotism etc.
The other activity of recruitment is consequently affected by the internal
factors such as
Working condition
Promotional opportunities
Salary level, type and extent of benefits
Other personnel policies and practices
Image of the organization, and
Ability and skill of the management to stimulate the candidates

It is also affected by external factors like

Personal policies and practices of various organizations regarding

working conditions, salary, benefits, promotional opportunities, employee
relation etc.
Career opportunities in other organizations
Government regulations

However, the degree of complexity of recruitment function can be minimized by

formulating sound policies.

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RECRUITMENT POLICIES:-
Recruitment policy of any organization is derived from personnel policy of the
same organization. Recruitment policy itself should take into consideration the
governments personnel policies of the other organizations regarding merit,
internal sources, social responsibility in absorbing minority sections, women
etc. Recruitment policy should commit itself to the organizations personnel
policy like enriching the organisations human resources or serving the
community by absorbing the worker sections and disadvantaged people of the
society, motivating the employees through the internal promotions, improving
the employee loyalty to the organization by absorbing the retrenched or laid off
employees or casual/temporary employees or dependents of present/former
employees etc.,

The following factors should be taken into consideration in formulating

recruitment policy. They are

Government policies
Personnel policies of other compete ting organizations
Organizations personnel policies
Recruitment sources
Recruitment costs
Selection criteria and preference

SOURCES OF RECRUITMENT:-
Sources are those where prospective employees are available like employment
exchanges. When a person is needed to fill a vacant organization position, this
individual may come from inside or outside the company. Some companies
prefer to recruit from within, since this aids employee morale, loyalty and
motivation. Other companies prefer to recruit externally to prevent inbreeding
and to encourage new ways of thinking.

INTERNAL SOURCES:-

The internal sources include;

Present permanent employees organization considers the candidates from

internal source for higher level jobs due to:

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 Availability of most suitable candidates for jobs relatively or equally to
the external sources.
To meet the trade union demand
To the policy of the organization to motivate the present employees

Present temporary or casual employees:-

Organizations find this sources to fill the vacancies relatively at lower
level owing to the availability of suitable candidates or trade union
pressures or in order to motivate them in their present jobs.

Retrenched or retired employees:-

The organisation takes the candidates for employment from the
retrenched due to obligations, trade union pressure. Some times the
organizations prefer to re-employ their retired employees as a token of
their loyalty to the organizations or to postpone some inter personal
conflicts for promotion etc.

Dependent or decreased, disabled, retired and present employees:-

Some organizations, in an attempt to show loyalty, provide employment
to the dependents of decreased, disable and present employees. Such
organizations find this source as an effective source of recruitment.

EXTERNAL SOURCE:-
Organizations have at their disposal a wide range of external sources for
recruiting personnel. External recruiting often needed in organizations
that are growing rapidly, or that have large demand for technical, skilled,
or managerial employees. External source provide a large pool of talent,
and they prove to be cheaper, especially when dealing with technical or
skilled personnel who need not be offered any training in the
organization, in the long run.

External source include:-

Educational and training institutes:
Different types of organisation like industries, business firms, and service
organisations can get experienced candidates of different types from
various educational institutions like colleges and universities imparting
education in science, commerce, arts, engineering and technology,
agriculture, medicine, management studies, etc., and trained candidates in
different disciplines like vocational, engineering, medicine from training
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 institution like vocational training institutes of state government in
various states, national industrial training institute for engineering etc., all
these provide facilities for campus recruitment and selection.

Private employment agencies/consultants:

Public employment agencies are consultants like ABC consultant in India
perform the recruitment functions on behalf of a client company by
charging free.

Public employment exchange:

The government setup public employment exchanges in the country to
provide information about vacancies to the candidates and to help the
organization to find out suitable candidates.

Professional organizations:
Professional organisations or associates maintain complete bio data of
their members and provide the same to various organizations on
requisition they also act as exchanging information, clarifying doubts etc,
organizations find this source more useful to recruit the experienced and
professional employees like executives managers and engineers.

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 can get the particulars as
and when it needs to recruit.

Casual applicants:
Depending upon the image of the organization, its prompt response,
participation of the organization local activities, level of unemployment,
candidates apply casually for jobs through mail or handover the
application in personnel department.

Similar organizations:
Generally, experienced candidates are available in organizations
producing similar products or are engaged in similar business. The
management can get most suitable candidates from this source.

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 Trade unions:
Generally , unemployed or under employed person or employees seeking
change in employment put a word to the trade union leaders with a view
to getting a suitable employment due to the latters intimacy with
management. The trade union leaders are aware of this fact and in order
to satisfy the trade union leaders, management enquires trade unions for
suitable candidates.

Online recruitment:
It has been one of the dominant sources where in various websites
provide the various opportunities and vacancies in different companies.
The candidates can directly apply for the jobs online and also the
companies can get the data bases of the candidates through the internet.

SELECTION:-
Selection is the process of finding out most suitable candidate to the
jobs. After identifying the sources of manpower, searching for
prospective employees and stimulating them to apply for jobs in an
organization, the management has to perform the function of selecting the
right employees at the right time. The obvious guiding policy in selection
is the intention to choose the best qualified and suitable candidate for
each unfilled spot. The objective of selection decision is to choose the
individual who can most successfully perform the job from the pool of
qualified candidates.

JOB ANALYSIS:-
Job analysis is the basis for selecting the right candidate. Every
organization should finalise the job analysis, job description, job
specification and employee specification before proceeding to the next
step of selection.

RECRUITMENT:-
Recruitment refers to the process of searching for prospective employees
and stimulating them to apply for jobs in an organization. Recruitment is
the basis for the remaining techniques of the selection and the later varies
depending upon the former.

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APPLICATION FORM:-
Application form is also known as application blank. The technique of
application blank is traditional and widely accepted for securing
information from the prospective candidates. It can also be used as a
device to screen the candidates at the preliminary level. Many companies
formulate their own style of application n forms depending upon the
requirement of information based on the size of the company, nature of
business activities, type and the level of the jobs etc., they also formulate
different application forms for different jobs, at different levels, so as to
solicit the required information for each job.

WRITTEN EXAMINATION:-
The organizations have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks
so as to measure the candidates attitude towards the job, to measure the
candidate aptitude, reasoning, knowledge and English language.

PRELIMINARY INTERVIEW:-
Preliminary interview is to solicit necessary information for the
prospective applicants and not to asses the applicants suitability to the
job. The information thus provided by the candidate may be related to the
job or personal specification, regarding education, experience, salary
expected physical requirement etc. Preliminary interview is useful as a
process of eliminating the undesirable and unsuitable candidates. If a
candidate satisfies the jobs requirements regarding most of the areas, that
candidates may be selected for the further process. Preliminary interviews
are short and known as stand-up interviews or seizing up of the applicants
or screening interviews. Certain required amount of care is to be taken to
ensure that the desirable workers are not eliminated. This interview is
also useful to provide the basic information about the company to the
candidate.

GROUP DISCUSSION:-
The technique of group discussion is used in order to secure the further
information regarding the suitability of the candidate for the job. Group
discussion is a method where groups of the successful applicants are
brought around the conference table and are asked to discuss either a case
study or a subject matter. The candidates in a group are required to
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 analyse, discuss, find alternative solutions and select the sound solution.
A selection panel thus observe the candidates in the areas of initiating the
discussion, explaining the problem, soliciting unrevealing information
basing on the given information and using common sense, keenly
observing the discussion of others, clarifying controversial issues,
influencing others, speaking effectively, concealing and mediating
arguments among the participants and summarizing or concluding aptly.
The selection panel, basing on its observation, judges the candidates skill
and ability and ranks them according to their merit. In some cases, the
selection panel may also ask the candidate to write the summary of the
group discussion in order to know the candidates writing ability as well.

TESTS:-
The objective of the tests is to solicit further information to asses the
employees suitability to the job. Some of the important tests are;
Intelligent test
Aptitude test
Achievement test
Interest test and personality test
Situational test
Judgement test
Projective test

FINAL INTERVIEW:-
This is most essential step in the process of selection. The interview
matches the information obtained about the candidate through various
means to the job requirements and to the information obtained through
his own observation during interview.
Some types of interview are:
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview

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 Depth interview
Stress interview
Group interview
Panel interview

MEDICAL EXAMINATION:-
Certain jobs require certain physical qualities like clear vision, perfect,
hearing, unusual stamina, tolerance of hard working conditions, clear tone
etc. Medical examination reveals whether or not a candidate possesses
these qualities.

REFERENCE CHECKS:-
After completion of the final interview and medical examination, the
personnel department will engage in checking references. Candidates are
required to give the names of reference in their application forms. These
references may be from the individuals who are familiar with the
candidates academic achievement or from the applicants previous
employer, who is well versed with the applicants job performance, and
sometimes from co-workers.

FINAL DECISION BY LINE MANAGER:-

The line manager concerned has to make the final decision whether to
select or reject the candidates after soliciting the required information
through different techniques.

EMPLOYMENT:-
After taking the final decision, the organization has to intimate the
decision of the successful as well as unsuccessful candidates. The
organization sends the appointment orders to the successful candidates,
either immediately or after sometime, depending upon its time schedule.
The organizations communicate the conditions of employment to the
successful candidates along with appointment order. Organizations
prepare contracts of employment and the organization and the candidates
enter into the contract. Then the candidate is employed by the
organization by receiving the joining report from the candidate formally.
After this stage, the candidate becomes the employee of the organization.
The management places the new employee; refer ably on probation,
before placing him on the right job.

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 STEPS IN SCIENTIFIC SELECTION PROCESS:-
Receiving applications
Screening of applications
Employment tests
Rejection of unsuitable candidates
Interview
Reference checking
Medical examination
Final selection
Selection tests
The most vital technique of selection which gained significance in recent
years is testing. Employment-tests help the management in evaluating the
candidates suitability to the job. These tests are also called psychological
tests because psychologists have contributed a lot in developing these
tests. Employment tests is an instrument designed to measure the nature
and degree of ones psychological potentialities, based on psychological
factors, essential to perform a given job efficiently.
The purpose of these tests is to help in judging the ability of a candidate
in a given job-situation. The tests help in raking candidates and are
valuable in determining subsequent success on the job.

Thus tests are useful in selection, placement, promotions, performance

appraisal and potential appraisals.

TESTING CONCEPT INCLUDE:-

JOB ANALYSIS:-
Job analysis provides basic information about the type of the candidate needed
by the organization. Job specification and job requirement provide information
about the demands made by a job on the incumbent, whereas employee
specification gives the information about the characteristics, qualities, behaviour
of the employee needed to perform a job successfully.

RELIABILITY:-
After identifying the tests, the administrator of test should ensure the reliability
of tests/instrument. Reliability of a test refers to the level of consistency of
score or results obtained throughout a series of measurements.

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VALIDITY:-
Any selection device should aim at finding out whether a candidates possessed
the skills or talents required by a particular job or not.

TYPES OF TESTS:-
Tests are classified into five types;

1. Aptitude tests
Intelligence tests
Mechanical aptitude tests
Clerical aptitude tests
Psychomotor tests

2. Achievement tests
Job knowledge tests
Work sample tests

3.Situational tests
Group discussion
In-basket

4. Interest tests
5. Personality tests
Objective test
Projective tests

SELECTION OF INTERVIEWING:-
Interview is defined as a conversation or verbal interaction, normally between
two people, for a particular purpose. The most widely and popularly used
selection technique is interview. Almost all the organization adopts interview
technique. It measures all relevant traits, factors and integrates all necessary
information, about the candidates, collected through various means as its scope
is wider than any other selection technique.

OBJECTIVES:-

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 To collect accurate and essential information about the candidates.
To provide the candidates with the candidates with the facts of the job
and the organization.
To establish a rapport with the prospective employees.
To sell the company at a premium to the candidate.
To judge and evaluate the suitability of the candidate to the job, basing on
job and organizational requirement.
To see the inner view and feeling of the candidate.

TYPES OF INTERVIEW:-
Employment interview:-It is for selecting most suitable candidate for a job.

Appraisal interviews:-It is for appraising the performance of a subordinate by

superior.

Sales interview:-It is for convincing a customer by a salesman.

Counselling interview:-It is for counselling the employees regarding their

family, personal and career problems by the personnel manager.

Disciplinary interview:-Discussing and enquiring about the grievances or a

disciplinary case.

Data collection interview:-Collection of data and information for a research

study.

PLACEMENT:-
Placement is the determination of the job to which an accepted candidate is to
be assigned and his assignment to that job. When once the candidate reports for
duty, the organization has to place him initially in that job, for which he is
selected. Immediately the candidate will be trained in various related jobs
during the period of probation of training or trail. The organizations, generally,
decides the final placement after the initial training is over, on the basis of
candidates aptitude and performance during the training/ probation period.
Probation period is generally ranges between sin months and two years. If the
performance is not satisfactory, the organization may extend the probation or
ask the candidate to quit the job. If the employees performance during the

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probation period is satisfactory, his services will be regularized and he will be
placed permanently on a job.

INDUCTION:-
Induction means introducing the employee who is designated as a probationer to
the job, job location, surroundings, organizations, organizational surroundings,
and various employees is the final step of employment process

DATA ANALYSIS
Table-1: Table shows how the candidates know about the Apollo health street.

Options No. of candidate Percentage (%)

Employee reference 30 30
Walk in interview 10 10
Website 5 5
Newspaper 5 5
Consultancy 50 50
Total 100 100

Chart no-1: Chart shows how the candidates know about the Apollo health
street.

23
 30% employees reference
walk-in interview
50% website
newspaper

10% consultancy

5%
5%

INTERPRETATION: The above table-1 signifies that 50% of candidate said

that they know about Apollo health street from consulatance.30% of them said
that they through candidate reference. 10% of them said that they know from
walk-in interview, 5% from website & 5% from newspaper.

Table-2: Table shows that, whether the candidates were explained about the
number of rounds conducted in the selection process at Apollo.

Options No. of candidate Percentage (%)

yes 70 70
no 30 30
Total 100 100

24
Chart no-2: Chart shows that, whether the candidates were explained about the
number of rounds conducted in the selection process at Apollo.

30%

yes
no

70%

INTERPRETATION: The above table-2 signifies that 70% of candidates said

that they were aware about the number of round conducted in the selection
process & 30% of them said that they were unaware about the number of rounds
conducted in the selection procedure.

25
Table-3: Table shows the preference of selection process by the candidate in
Apollo Health Street.

Options No. of candidate Percentage (%)

Group discussion 10 10
Role play 5 5
Written examination 10 10
Face to face interview 50 50
Telephonic interview 25 25
Total 100 100

Chart no-3: Chart shows the preference of selection process by candidate at

Apollo Health Street.

10%
25% 5%
Group discussion
10% Role play
Written examination
Face to face interview
Telephonic interview

50%

INTERPRETATION: The above table-3 signifies that 10% of the employees

were interested for group discussion where as 5% of the candidates were
interested for role play & 10% of the candidates were interested for written
examination. 50% of the candidates prefer face to face interview which is the
current selection process of Apollo Health Street and other remaining 25%
candidates prefer telephonic interview.

26
27
Table-4: Table shows the time taken for the interview process at Apollo Health
Street.

Options No. of candidate Percentage (%)

Less than 2 hours 0 0
2-6 hours 10 10
6-8 hours 20 20
More than a day 70 70
Total 100 100

Chart no-4: Chart shows the time taken for the interview process at Apollo
Health Street.

10%

20% Less than 2 hours

2-6 hours
6-8 hours
More than a day
70%

INTERPRETATION: The above table-4 signifies that their was no response

by the candidates in the option less than 2 hours i.e. 0%. 10% of the candidates
agreed that the time taken was 2-6 hours & 20% agreed that it was 6-8 hours but
Apollo healthcare takes more than a day to complete the whole interview
process for a candidate and it was 70%.

28
Table-5: Table shows the time given to candidate to join Apollo health street.

Options No. Of candidates Percentage (%)

Immediate spot 25 25
interviews
1-2 weeks 50 50
2-4 weeks 15 15
More than one month 10 10
Total 100 100

Chart no-5: Chart shows the time given to candidate to join Apollo Health
Street.

10%
25%
15% immediate spot interviews
1-2 weeks
2-4 weeks
more than one month

50%

INTERPRETATION: The above table-5 signifies that 25% of the candidate

said that the time given to join Apollo is immediate spot interview. 50% of the
candidates said that they are asked to join within 2 weeks. 15% of the candidate
said that the time given was two to four weeks & the other remaining 10% said
that the time taken was more than one month.

29
Table-6: Table shows the motive behind choosing the job at Apollo Health
Street.

Options No. of respondents Percentage (%)

Financial support 30 30
Knowledge gaining 10 10
Skill enhancement 5 5
Career growth 5 5
Total 100 100

Chart no-6: Chart shows the motive behind choosing the job at Apollo Health
Street.

20%

Financial support
Knowledge gaining
50% 10%
Skill enhancement
Career growth

20%

INTERPRETATION: The above table-6 signifies that 205 of the candidates

motive behind choosing the job at Apollo Health Street was financial support
and 10% of the candidates motive was for gaining knowledge. 20% of the
candidates motive was to enhance skill & remaining 50% of the candidates
choose Apollo Health Street for career growth.

30
Table-7: Table shows that whether the candidates with more experience should
be given preference regardless to merit level.

Options No. of respondents Percentage (%)

Strongly disagree 5 5
Disagree 2 2
Neither agree nor 10 10
disagree
Agree 30 30
Strongly agree 53 53
Total 100 100

Chart no-7: Chart shows that whether the candidates with more experience
should be given preference regardless to merit level.

5% 2%
10%
Strongly disagree
Disagree
Neither agree nor disagree
53%
Agree
30%
Strongly agree

INTERPRETATION: The above table-7 signifies that 5% of the candidates

strongly disagreed and 2% of the candidates disagreed to the above statement
i.e. whether the candidates with more experience should be given preference
regardless to merit level. 10% of the candidates neither agreed nor disagreed for
the above statement. 30% of the candidates completely agreed and 53% of them
said that candidates with more experience should be given preference.

31
Table-8: Table shows that, are candidates satisfied by the way the vacancies are
advertised by the HR department at Apollo Health Street.

Options No. of candidates Percentage (%)

Yes 30 30
No 10 10
Total 100 100

Chart no-8: Chart shows that are candidates satisfied by the way the vacancies
are advertised by the HR department at Apollo Health Street.

22%

Yes
No

78%

INTERPRETATION: The above table-8 signifies that 22% of the candidates

agreed that they were satisfied by the way the vacancies are advertised by the
human resource department at Apollo Health Street and 78 % of the candidates
were not satisfied by the way the vacancies are advertised by HR department at
Apollo health street.

32
Table-9: Table shows that whether Apollo Health Street spends too much in
term of time and cost for the recruitment process.

Options No. Of candidate Percentage (%)

Strongly disagree 20 20
Disagree 10 10
Neither agree nor disagree 10 10
Agree 25 25
Strongly agree 35 35
Total 100 100

Chart no-9: Chart shows that whether Apollo Health Street spends too much in
term of time and cost for the recruitment process.

20%

35% Strongly disagree

Disagree
10% Neither agree nor disagree
Agree

10% Strongly agree

25%

INTERPRETATION: The above table-9 signifies that 20% of the candidates

strongly disagree and 10% of the candidate disagree to the above statement that
Apollo Health Street spends too much time and cost for recruitment process.
10% of them neither agree nor disagree to the above statement where as other
10% of the candidates agree to the statement. 35% of the employee feel that
Apollo spends too much of time and cost for recruitment process.

33
Table-10: Table shows that the selection process at Apollo Health Street bring
in the right candidate for the right job.

Options No. of candidate Percentage (%)

Strongly disagree 5 5
Disagree 10 10
Neither agree nor 10 10
disagree
Agree 40 40
Strongly agree 35 35
Total 100 100

Chart no-10: Chart shows that the selection process at Apollo Health Street
brings in the right candidate for the right job.

5%
10%

35% Strongly disagree

10% Disagree
Neither agree nor disagree
Agree
Strongly agree

40%

INTERPRETATION: The above table-10 signifies that 5% of the candidate

totally disagrees and 10% of the candidates disagree to the statement mentioned
above. Other 10% of the candidates neither agree nor disagree to the above
statement. 40% of the candidate feels that Apollo Health Street brings in right
candidates through recruitment process and other remaining 35% of the
candidates fully agree to the above mentioned statement.

34
Table-11: Table shows how candidates feel while facing the interview at Apollo
Health Street.

Options No. Of candidates Percentage (%)

Confident 30 30
Tensed 20 20
Stress 10 10
Relaxed 40 40
Total 100 100

Chart no-11: Chart shows how candidates feel while facing the interview at
Apollo Health Street.

30% Confident
40%
Tensed
Stress
Relaxed
20%
10%

INTERPRETATION: The above table-11 signifies that 30% of the candidates

feel confident while facing the interview and 20% of the candidates feel tensed
during interview session. 10% of the candidates feel stressed and 40% of the
candidates feel relaxed during their interview at Apollo Health Street.

35
 FINDINGS
It is very difficult to make the project or the analysis in such a way that can
solve all the problems according to the requirements. In this project it is being
tried to give more and more facilities but in a short period of training time, as
much as possible has been done.

Most of the recruitment at Apollo Health Street is done through

consultancy, followed by employee referrals.

The candidates are informed about the number of rounds in the selection
process.

Most of the candidates prefer face to face interview.

Apollo Health Street takes more than a day to complete the interview
process.

Most employees feel that the candidates with more experience should be
given reference regardless to merit level.

It is found that Apollo Health Street the cost of recruitment process is

high.

It is found that the interview process is conducted in an

open climate and helps them to express themselves freely.

It is found that the selection process of Apollo Health

Street is effective in getting the right candidate.

36
 SUGGESTIONS

It would be more effective for Apollo Health Street to choose as

employee referral process for recruitment rather than consultancies as it
would help them reduce cost.

It was felt that there is a shortage of recruitment personnel as the

candidate had to wait for long time to finish the initial rounds.

It is advised that Apollo Health Street has to increase the recruitment

personnel or manage the selection process effectively.

The recruitment and selection time for a candidate can be reduced when
the internal recruitment are conducted in lieu with the client interviews.

It was found that the management information system of Apollo Health

Street is not effective as the candidates themselves had to call back to
confirm their status of appointment.

Data base of passed out graduates can be considered as a source of

effective recruitment strategy for any immediate requirement.

37
 CONCLUSION
Recruitment and selection are getting much importance these days in the
organization. It is very critical thing to evaluate the human resources.

It is a systematic procedure that involves many activities. The process includes

the step like HR planning attracting and screening them. It is very important
activity as it provides right place at right time. It is not an easy task as
organizations future is depended on this activity. If suitable employees are
selected which are beneficial to the organization it is at safe side but if decision
goes wrong it can be dangerous to the organization. So it is an activity for which
HR department gets very much importance.

Recruitment and selection procedure and its policies changed as per

organization. Its importance also gets changed as the organization changed.

38
 BIBLIOGRAPHY
INTERNET:-

www.apollohealthstreet.com

www.google.com

BOOKS AND AUTHOR:-

Human resource management by k.Aswathappa.

Human resource management by L.M Prasad.
Human resource management by Khanka.

39
 ANNEXURE
QUESTIONNAIRE:-
I am Priyanka Patel a student of IPSAR (affiliated to Biju Patnaik University of
Techonology) Cuttack. I am doing summer project. I am conducting a study of
recruitment and selection (as per the requirement of summer internship project)
in Apollo hospitals at Bhubaneswar, for this purpose i will need your assistance.
Different aspects were identified on which i want to ask your opinion.

Please answer the questions as honestly as possible and answer them as you see
them in your context. The information being collected is purely for research and
academic purpose and shall be kept confidential for all purpose.

1. How did you come to know about Apollo Health Street?

Employee reference
Walk-in-interview
Website
Newspaper
Consultancy

2. Were you explained about the number of rounds to be conducted in the

selection process?
Yes
No

3. What do you prefer in selection process?

Group discussion
Role play
Written examination
Face to face interview
Telephonic interview

4. How much time is taken for the interview process?

Less than 2 hours
2-6 hours
6-8 hours
More than a day
5. How much time is given to you to join the organizations?

40
 Immediate spot interviews
1-2 week
2-4 week
More than one month

6. What is the motive behind choosing the job at Apollo Health Street?
Financial support
Knowledge gaining
Skill enhancement
Career growth

7. Do you agree candidates with more experience should be given

preference regardless to merit level?

Strongly disagree
Disagree
Neither agrees nor disagrees
Agree
Strongly agree

8. Are you satisfied by the way the vacancies are advertised by the HR
department?
Yes
No

9. Do you think Apollo Health Street spends too much in term of time and
cost for the recruitment process?
Strongly disagree
Disagree
Neither agrees nor disagrees
Agree
Strongly agree

10. Does the selection process at Apollo Health Street bring in the right
candidate for the right job?
Strongly disagree
Disagree
Neither agrees nor disagrees
Agree

41
 Strongly agree

11.How did you feel when you were facing the interview at Apollo Health
Street?
Confident
Tensed
Stress
Relaxed

12. Any suggestions for improving the current recruitment and selection
processs?

42