A Project Report on

“Recruitment”

A Summer Internship Project report

Submitted to

AURORA’S BUSINESS SCHOOL

In Partial Fulfilment of the summer internship programme of

Post Graduate Diploma in Management (PGDM)

By

Sri Harshitha Putta

DM-13-005

Aurora’s Business School,

Near NIMS, Punjagutta, Hyderabad. - 500 482
Tel: 040 2335 1891/92, 2335 0061/692 URL: www.absi.edu.in e-mail us: info@absi.edu.in
 Certificate
This is to certify that the project work entitled

“Recruitment”

is the bona-fide work done by

Sri Harshitha Putta

DM-13-005

As a part of their curriculum of

Post Graduate Diploma in Management (PGDM),
Aurora’s Business School, Hyderabad

Internal Guide SIP Co-ordinator Director

Aurora’s Business School, Near NIMS, Punjagutta, Hyderabad. - 500 482

Tel: 040 2335 1891/92, 2335 0062/692 URL: www.absi.edu.in e-mail us: info@absi.edu.in
A STUDY ON RECRUITMENT PROCEDURE OF
HETERO COMPANY

“HETERO CORPORATE OFFICE”

SANATH NAGAR, HYDERABAD
Project report submitted in partial fulfillment for the award in the degree

OF

POST GRADUATE DIPLOMA IN MANAGEMENT (PGDM)

Submitted

By

P.SRI HARSHITHA
(ROLL NO: DM-13-005)

AURORA’S BUSINESS SCHOOL,

Near NIMS, Punjagutta , Hyderabad-500482
 Date:
Place: Hyderabad

Certificate
This is to certify that the research work embodies in the present thesis
entitled as Recruitment Process has been carried out by Ms. P Sri
Harshitha, Roll .No: DM-13-005 under my supervision, for a period of
Three Months days as a part of Summer Internship Program (SIP) of the
Post Graduate Diploma in Management Aurora’s Business School.
I hereby declare that to the best of my knowledge that no part of this
thesis has been submitted earlier for the award of Degree at any other
Institute or University.
Supervisor SIP Coordinator Director

Aurora’s Business School,

Near NIMS, Punjagutta , Hyderabad-500 082
Tel: 040 2335 1891/92, 2335 0062/692
URL: www.absi.edu.in
e-mail us: info@absi.edu.in
 Date:
Place: Hyderabad
DECLARATION
I here by declare that the proect research embodied in the present
Thesis entitled Recruitment Processor original
research work carried out by me under the supervision of
, Faculty, Aurora’s Business School in partial fulfillment of the
requirement for the award of the degree of Post Graduate Diploma in
Management.
I declare that to the best of my knowledge that thesis or a part of thereof
has not been earlier submitted for the award of degree at any another
Institute or University.
Signature of the candidate
P. Sri Harshitha
DM-13-005
Batch: 2017-19
 ACKNOWLEDGEMENT
I would like to thank everyone who is involved in helping me
in producing this project report by bringing out creativeness in this
project.

I would like to take this opportunity to thank my Project guide

Dr/Prof. Kameshwari, Faculty , Aurora’s Business School, for his/her
undeterred guidance for the completion of the report.
My parents need special mention here for their constant
support and love in my life. I also thank my friends and well-wishers
who have provided their whole hearted support to me in this exercise. I
believe that this effort has prepared me for taking up new challenging
opportunities in future.
P. Sri Harshitha
 ABSTRACT
The recruitment process contains many interactions. It is most difficult
HR process with the value added for the company. The process involves
managers, employees, human resources, recruitment agencies and
candidates. All participants have the same goal filling the job vacancy
and have cooperate smoothly to reach the overall goal. Many
organizations make mistake of forgetting the candidate. The candidate
makes the final decision. The company offers the job, but the candidate
decides. The unmeasured recruitment process cannot support the
success of HR in the organization.
Selection process or Selection procedure involves a series of steps to be
followed for choosing the suitable person for the vacant job. This
process starts after recruitment and divides the candidates in two parts
those who will be offered job and those will not be. There is a need of
well-organized selection process because only then right type of
candidate can be selected and unsuitable candidates are rejected. The
selection process varies from organization. Like in some organization
medical examination is done after final selection while in other it may
be done before final selection. However every organization designs the
selection process as per its need.
Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization. Selection may be
defined as the process by which the organization chooses from among
the applicants, those people whom they feel would best meet the job
requirement, considering current environmental condition.
In today’s rapidly changing business environment, organizations have
to respond quickly to requirements for people. It is important to have a
well-defined recruitment policy in place, which van be executed
effectively to get the best fits for the vacant positions. Selecting the
wrong candidate or rejecting the right candidate could turn out to be
costly mistakes for the organization. The recruitment strategy is a key
success factors for the process. It defines the competitive advantages of
the organization on the job market. The company has to choose the
right mix of the recruitment sources, recruitment agencies and
recruitment messages. The company has to choose the target groups and
the underlying analysis has to identify the right ways to reach them.
 INDEX

SI.no. Chapters Page

Nos.
1-15
1 Introduction
16-41
2 Company Profile
42-55
3 Literature review
56-75
4 Data Analysis and Inferences
76-80
5 Conclusions, Recommendations and
Implications
82
References

Annexure-I (College certificate / covering I

letter given at the beginning of SIP )
Annexure-II (company offer letter given at Ii
the beginning of SIP)
Annexure-III (Questionnaire/Interview iii-v
schedule)
Annexure-IV (Any other documents) vi-vii
 INTRODUCTION
TO
HUMAN RESOURCE MANAGEMENT

1
 INTRODUCTION TO HRM
HRM is concerned with the human beings in an organization. “The
management of man” is a very important and challenging job because of the
dynamic nature of the people. No two people are similar in mental abilities,
tacticians, sentiments, and behaviors; they differ widely also as a group and are
subject to many varied influences. People are responsive, they feel, think and act
therefore they cannot be operated like a machine or shifted and alerted like
template a room layout. They therefore need a tactful handling by management
personnel”.

HRM is the process of managing people of an organization with a human

approach. Human resources approach to manpower enables the manager to view
the people as an important resource. It is approach through which organization can
utilize the manpower not only for the benefits of the organization but for the
growth, development and self satisfaction of the concerned people. Thus, HRM is
a system that focuses on human resources development on one hand and effective
management of people on the other hand so that people will enjoy human dignity
in their employment.

HRM is involved in providing human dignity to the employees taking into

account their capacity, potentially, talents, achievement, motivation, skill,
commitment, great abilities, and so on. So, that their personalities are recognized
as valuable human beings. If an organization can trust, depend and draw more on
their committed, talented, dedicated and capable people. This is what the HRM is
involved in every business, managerial activity or introduction.

2
Definitions of HRM:
There are two different of HRM is that

The first definition of HRM is that

“It is the process of managerial people in organizations in a structured and through

manner.” This covers the fields of staffing (hiring people), retention of people, pay
and perks setting and management, performance management, change
management, and taking care exits from the company to round off the activities.
This is traditional definition of HRM which leads some experts to define it as a
modem version of the personnel Management function that was used earlier.

The Second definition of HRM encompasses

“The management of people in organizations from a macro perspective, i.e.

managing people in the form of a collective relationship between management and
employees. ” This approach focuses on the objectives and outcomes of the HRM
functions. It means that the HR function in contemporary organization is
concerned with the notions of people enabling, people development and a focus on
making the “ employment relationship” fulfilling for both the management and
employees.

In simple words, Human resource management is management function

that helps manger to recruit, select, train and develop organization members. Or
HRM is a process of making the efficient use of human resources so that the set
goals are achieved.

In general terms, Human Resource Management is “concerned with the

people dimension in management. Since every organization is made up of people,
acquiring their services, developing their skills, motivating them to high levels of
performance and ensuring that they continue to maintain their commitment to the
organization are essential for achieving organizational objectives. This is true
regardless of the type of organization government business, Education, Health,
regression or social action.
 3

In the words of Dunn and Stephens,

“The HRM is the process of attracting, holding and

motivating all manager line and staff.”
The National Institute of Personnel Management (NIPM) of India
has defined human resources as “that part of management which is concerned with
people at work and with their relationship within an enterprise. Its aim is to bring
together and develop into an effective organization of the men and women who
make up an enterprise and having regard for the well-being of the individuals and
of working groups, to enable them to make their best contribution to it success.”

Function of HRM

Managerial Function Operative Functions

 Planning  Procurement
 Organizing  Development
 Staffing  Compensation
 Directing  Maintenance & Motivation
 Controlling  Integration
 Industrial Relation
 4

The Scope of HRM:

The scope of HRM is very wide. It consists of all the functions that come under
the banner of human resource management. The different functions are as follows

Human Resource Planning:

It is the process by which a company identifies how many positions are vacant and
whether the company has excess staff or shortage of staff and subsequently deals
with this need of excess or shortage.

Job Analysis Design:

Job analysis can be defined as the process of noticing and regulating in detail the
particular job duties and requirements and their relative importance of these duties
for a given job.

Job analysis design is a process of designing jobs where evaluations are made
regarding the data collected on a job. It gives an elaborate description about each
and every job in the company.

Recruitment and Selection:

With respect to the information collected from job analysis, the company prepares
advertisements and publishes them on various social media platforms. This is
known as Recruitment.

A number of applications are received after the advertisement is presented,

interviews are conducted and the deserved employees are selected. Thus,
recruitment and selection is yet another essential area of HRM.

Orientation and Induction:

After the employees are selected, an induction or orientation program

(NHO- New Hire Orientation) is organized. The employees are updated about
the background of the company as well as culture, values, and work ethics of the
company and they are also introduced to the other employees.
 5

Training and Development:

Employees have to undergo a training program, which assists them to put up a
better performance on the job. Sometimes, training is also conducted for currently
working /experienced staff so as to help them improve their skills further. This is
known as refresher training.

Performance Appraisal:

After the employees have put in around 1 year of service, performance appraisal is
organized in order to check their performance. On the basis of these appraisals,
future promotions, incentives, and increments in salary are decided.

Compensation Planning and Remuneration:

Under compensation planning and remuneration, various rules and regulations

regarding compensation and related aspects are taken care of. It is the duty of the
HR department to look into remuneration and compensation planning.
 6

INTRODUCTION
 7

INTRODUCTION
Recruitment and Selection is an important operation in HRM, designed to
maximize employee strength in order to meet the employer’s strategic goals and
objectives. In short, Recruitment and Selection is the process is the process of
sourcing, screening, shortlisting and selecting the right candidates for the filling the
required vacant positions.

Recruitment is the process of having the right person, in the right place, at the right
time and it is crucial to organizational performance. You’ ll find here information
on the recruitment process, recruitment law, policy and methods, online
recruitment, costs of recruitment, recruitment advertising, recruitment agencies,
consultants and executive search, graduate recruitment, competency based
recruitment, applications forms, curriculum vitae, and internal recruitment.

The Selection process can be regarded separately to the recruitment process, in that
having obtained a good pool of applicants, which will have been the result of an
effective recruitment process, the task of shortlisting candidates takes place, and
concludes when an applicant has been selected and an offer of employment has
been accepted.

Selection process or selection procedure involves a series of steps to be followed

for choosing the suitable person for the vacant job. This process starts after
recruitment and divides the candidates in two parts those who will not be. There is
a need of well-organized selection process because only then right type of
candidate can be selected and unsuitable candidates are rejected. The selection
process varies from organization to organization and even from department to
department within the same organization. Like in some organizations medical
examination is done after final selection while in other it may be done before final
selection. However every organization designs the selection process as per its
need.
 8

OBJECTIVES OF THE STUDY:

 To study the recruitment and selection practices of HR department in

HETERO.
 To study the source of recruiting the candidate.
 To study the methods used in selection process.
 To study the main criteria of filtering the candidates.
 To know that whether the company is hiring right candidate to the right
job.

NEED FOR THE STUDY:

It is well known fact that every organization has its own

methods of recruitment and selection, in the era of globalization the organization
should adopt the most universal methods and its same time, a method that serves
the function to the fullest extent. Organization should not choose a method or
recruitment and selection just because it is in vogue in the industry. The
organization should be design, develop and implement its own methods, and at the
same time use the one that fits into its area of interest and ultimately service the
very purpose and help the organization achieve its objectives.

SCOPE OF THE STUDY:

The scope of Recruitment and Selection is very wide and it consists of a variety of
operations. Resources are considered as most important asset to any organization.
Hence, hiring right resources is the most important aspect of Recruitment. Every
company has its own pattern of recruitment as per their recruitment policies and
procedures.

The scope of Recruitment and Selection includes the following operations

 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories
 Analyzing the recruitment policies, processes, and procedures of the
organization
 9
 Identifying the areas, where there could be a scope of improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of
resources

Any organization wants it future to be in good and safe hands. Hence, hiring
the right resource is a very important task for any organization.

IMPORTANCE OF THE STUDY:

Recruitment is the process of identifying that the organization needs to employ
someone up to the point at which applications forms for the post have arrived at
the organization. Selection then consists of the processes involved on choosing
from applicants a suitable candidate to fill a post. Recruitment individuals to
fill particular posts with in a business can be done either internally by
recruitment within the firm, or externally by recruiting people from outside.
 10

LIMITATIONS
The study is how ever subjected to certain limitation.

 The whole study was conducted within a period of 3months.

 Study quality is perspective has only been qualitative
 The information gathered in this research is mostly direct information
 Data collected directly and through Social Websites
 Due to the busy schedule to top authorities some information was
collected from subordinates on their behalf
 11

RESEARCH
METHODOLOGY
 12
RESEARCH METHODOLGY
Research methodology implies a systematic attempt by the researcher to obtain
knowledge about knowledge about understudy. This is systematic way to
show the problem and it is the important components of the study, without
which a research may not be able to obtain facts and figures from the
employees. Research comprises defining and refining problems, formulations
hypothesis or suggested solutions, collecting, organizing and evaluating data,
making deductions and last carefully testing the conclusions to determine
whether they fit the formulating hypothesis or not.

Research is an important prerequisite for a dynamic organization. The research

methodology is written game plan for conducting research. It may be
understood as science of studying. In it the carious steps are described that are
adopted by a researcher in studying his research problems.

DATA COLLECTION METHODS:

The methods of collecting primary and secondary data differ since primary
data is to originally collected, while in case of secondary data the nature of data
collected work is merely that of compilation.

 PRIMARY DATA:
The data which is collected for specific purpose
and thus happened to be original in character is referred to be primary
data.
The primary data was obtained by the conduct of
interview and the administration of questionnaire to various respondents.
 SECONDARY DATA:
 The secondary data is collected from the internet
and from the articles.

Sampling:

13
SAMPLING AND SAMPLING SIZE:

A Sample is a smaller representation of a larger whole. When some of the

elements are selected with the intention of finding out some things about the
population from which they are taken, that group of elements is referred as a
sample and the process of selection is called “sampling”.

SAMPLE SIZE:

The sample size is used for the study is 120 respondents.

SAMPLING UNIT:

The sample unit is employees of the Hetero Private Ltd.., Hyd.

Tools used for the analysis:

Questionnaire design:

Questionnaire was designed in such a manner that it

would facilitate the respondent to reveal maximum information. In the
questionnaire the project trainee had prepaired 18 questions and the questions
are closed ended questions. The questionnaire consist of 5 sections and it
covers 18 questions, to prepare it will take maximum of 5 days.

Contact Instrument:

A structured close and questionnaire is used and type of

questions are dichotomous.

Contact method:
 The data gathered by using contact instrument like
questionnaire.

14

INDUSTRY

PROFILE
 INDUSTRY PROFILE

India is the largest provider of generic drugs globally with the Indian generics
accounting for 20 percent of global exports in terms of volume. Of late,
consolidation has become an important characteristic of the Indian
pharmaceutical market as the industry is highly fragmented.

India enjoys an important position in the global pharmaceuticals sector. The

country also has a large pool of scientists and engineers who have the potential
to steer the industry ahead to an even higher level. Presently over 80 per cent of
the antiretroviral drugs used globally to combat AIDS(Acquired Immuno
Deficiency Syndrome) are supplied by Indian pharmaceutical firms.

The UN-backed Medicines patent pool has signed si sub-licenses with

Aurobindo, Cipla, Desano, Emcure, Hetero Labs and Laurus Labs, allowing
them to make generic anti-AIDS medicine Tenofovir Alafenamide(TAF) for
112 developing countries.

MARKET SIZE

India pharmaceutical sector is estimated to account for 3.1-3.6 per cent of the
global pharmaceutical industry in value terms and 10 percent in volume terms.
It is expected to grow US$100 billion by 2025. The market is expected to grow
US$ 55billion by 2020, thereby emerging as the sixth largest pharmaceutical
market globally by absolute size. Branded generics dominate the
pharmaceutical s market, constituting nearly 80per cent of the market share (in
terms of revenues). The sector is expected to generate 58,000 additional job
opportunities by the year 2025.

India’s pharmaceutical exports stood at us$ 16.8 billion in2016-17 and are
expected to grow by 30 per cent over the next three years to reach US$
20billion by 2020, according to the pharmaceuticals item reached Rs.696.84
billion(US$ 10.76billion) during April 2017 January 2018.

16
Indian companies received 304 Abbreviated New Drug Application (ANDA)
approvals from the US Food and Drug Administration (USFDA) in 201. The
country accounts for around 30 per cent (by volume) and about 10 per cent
(value) in the US$ 70-80 billion US generics market.

India’s biotechnology industry comprising bio-pharmaceuticals, bio-service,

bio-agriculture, bio-industry and bioinformatics is expected growth at an
average growth rate of around 30 per cent a year and reach US$ 100billion by
2025.Biopharma, comprising vaccines, therapeutics and diagnostics, is the
largest sub-sector contributing nearly 62percent of the total revenues at
Rs12,600crore (US$1.89 billion).

INVESTMENTS
The Union Cabinet has given its nod for the amendment of the existing Foreign
Direct Investment (FDI) policy in the pharmaceutical sector in order to allow
FDI up to 100 per cent under the automatic route for manufacturing of medical
devices subset to certain conditions.

The drugs and pharmaceuticals sector attracted cumulative FDI inflows worth
US$ 15.59 billion between April 2000 and December 2017, according to data
released by the Department of Industrial Policy and Promotion (DIPP).

Some of the recent developments/investments in the India n Pharmaceutical

sector are as follows:

 As of March 2018, a consortium led by Indian Private equity firm Chrys

Capital is planning to buy a 10 per cent stake in Mankind Pharma for
US$ 350 billion.
 The exports of Indian pharmaceutical industry to the US will get a boost,
as branded drugs worth US$ 55 billion will become off-patent during
2017-2019.
 Private equity and venture capital (PE-VC) investments in the
pharmaceutical sector have grown at 38 percent year-on-year between
January-June 2017, due to major deals in this sector.

17
 GOVERNMENT INTIATIVES
Some of the initiatives taken by the government to promote the
pharmaceutical sector in India are as follows:

 As of March 2018, the Drug Controller General of India (DCGI)

announced its plans to start a single-window facility to provide
consents, approvals and other information. The move is aimed at
giving a push to the Make in India initiative.
 The Government of India is planning to set up an electronic platform to
regulate online pharmacies under a new policy, in order to stop any mis
use due to easy availability.
 The Government of India unveiled ‘ Pharma Vision 2020’ aimed at
making India a global leader in end-to-end drug manufacture. Approval
time for new facilities has been reduced to boost investments

 The Government of India is planning to set up an electronic platform to

regulate online pharmacies under a new policy, in order to stop any mis
use due to easy availability.
 The Government of India unveiled ‘Pharma Vision 2020’ aimed at
making India a global leader in end-to-end drug manufacture. Approval
time for new facilities has been reduced to boost investments.
 The government introduced mechanism such as the Drug Price Control
Order and the National Pharmaceutical Pricing Authority to deal with the
issue of affordability and availability of medicines.

The India Pharmaceutical market size is expected to grow to US$ 100 billion
by 2025, driven by increasing consumer spending, rapid urbanization, and
raising health care insurance among others. Pharma sector’s revenues are
expected to grow by 9 per cent year-on-year through fiscal 2020.

Going forward, better growth in domestic sales would also depend on the
ability of companies to align their product portfolio towards chronic
therapies for diseases such as such as cardiovascular, anti-diabetes, anti-

18
depressants and anti-cancers that are on the rise.

The Indian government has taken many steps to reduce costs and bring down
healthcare expenses. Speedy introduction of generic drugs into the market
has remained in focus and is expected to benefit the Indian pharmaceutical
companies. In addition, the thrust on rural health programmes , lifesaving
drugs and preventive vaccines also augurs well for the pharmaceutical
companies.

 India’s cost of production is nearly 33per cent lower than that of the
US Labour costs are 50-55 per cent cheaper than in Western countries.
The cost of setting up a production plant in India is 40 per cent lower
than in Western countries Cost-efficiency continues to create
opportunities for Indian companies in emerging Markets and Africa.
 India has a skilled workforce as well as high managerial & technical
competence to its peers in Asia.
 India has a skilled workforce as well as high managerial & technical
competence in comparison to its peers in Asia.
 India has the 2nd largest number of USFDA-approved manufacturing
plants outside the US.
 India has 2,633 FDA-approved drug products. India has over 546
USFDA-approved company sites, the highest number outside the US

19
 Manufacturing costinde by Country,2016
100
90
80
70
60
50 100 93.9
40
67.2
30
20
10
0
USA GARMANY INDIA

Series 1 Column1 Column2

20
Growing per capita sales of Pharmaceuticals in India offers ample opportunities for
players in this market

 Per capita sales of pharmaceuticals expended at a CAGR of 17.6 per cent to

US$ 33 in 2016.
 Economic prosperity would improve affordability for generic drugs in the
market & improve per capita sales of pharmaceuticals in India.

Per capita sales of Pharmaceuticals(US$)

35

30

25

20

15

10

0
2010 2012 2013 2014 2015 2016

Series 1 Column1 Column2

21
 SWOT ANALYSIS OF THE PHARMACEUTCAL
INDUSTRY
 India is regarded as having an edge over China in terms of qualified,
English-speaking manpower and fair protection of intellectual property
rights supported by well-developed judicial system.(Appendix IV gives
more information on IPR status in India).
 India has skilled scientists/technicians/management personnel at affordable
cost leading to low cost of innovation/ manufacturing/capex costs/
expenditure to run CGMP compliance of facilities and high quality
documentation and process understanding.
 The country has well developed chemistry, R&D and manufacturing
infrastructure with proven track record in advanced chemistry capabilities,
design of high tech manufacturing facilities and regulatory compliance.
 The healthy domestic market with rising per capita expenditure is another
significant strength enabling achievement of economic of scale. The country
also has a strong marketing & distribution network.
 India is considered a desirable destination for offshoring of data
management functions for clinical trials and also due to its rich biodiversity
and strength in chemistry which are essential for drug discovery.
 The country has significant ability to circumvent FORMULATIONS
Patents. India has field number of non-infringing process patents. The
country has a recent success track record in circumventing formulation
patents. Proven legal skills to evaluate IP and commercial strategies are
available at least in select top companies.

22
 WEAKNESS
 Low investments in innovative R&D continue to be a major weakness of
Indian Pharmaceutical industry.
 Diffused nature of the Indian pharmaceutical industry means that only about
20 to 30 companies are large enough to bear the transactions costs associated
with sustained exports to and compliance with entry regulations of the
developed markets.
 Majority of companies lack the ability to compete with MNC’s for New
Drug Discovery , Research and commercialization of molecules on a
worldwide basis due to lack of resources.
 Strong linkages between industry and academia which are essential for
growth of the industry is lacking in India.
 Comparatively small has at times shown in inadequate regulatory framework
or compliance and enforcement regime, reflected in occurrences such a
production of spurious or low quality drugs.
 Competency in API/Formulation, intellectual property creation, facility
design and maintenance, global regulatory affairs, legal intricacies, and
managing international work force is limited to a few players among the big
players.
 Rapidly increasing costs of skilled manpower such as scientists/regulatory
compliance personnel/pharmaceutical lawyers/international business
development personnel is pushing up

23
OPPORTUNITIES
 A rise in life expectancy generally, and increase in the population of the old,
particularly in the developed world is causing higher expenditure from
respective national health budgets compelling them to move to cheaper
Formulations which are India’s forte.
 Licensing deals with MNCs for NCEs (New Chemical Entities) and NDDS
(New Drug Delivery Systems) offer new opportunities for Indian
manufactures.
 Marketing alliances for MNC products in domestic and international market
is another emerging opportunity.
 Contract manufacturing arrangements with MNCs is estimated at 10% of
patented markets estimated at US$450bn which is approx.. US$45bn
 India has a very high potential for developing as a center for international
clinical trials due to its rich diversity.
 India can become a niche player in global pharmaceutical R&D and
possibilities exist for expansion of biotechnology generics (also known as
bio-similars )and biopharmaceuticals.
 There is a possibility of greater returns from an India entry into mature and
more remunerative markets like Brazil, Japan, CIS, Russia, etc..

24
THREATS
 Product patent regime poses serious challenge to domestic industry unless it
invests in research and development.
 R&D efforts of Indian Pharmaceutical companies are hampered by lack of
enabling regulatory requirement.
 Drug Price Control Order puts unrealistic ceilings on product prices and
profitability.
 Export effort is hampered by procedural hurdles in India as well as non-traiff
barriers imposed abroad.
 Lowering of tariff protection has increased competition in domestic markets
resulting in erosion of profitability.
 Mergers and acquisition by foreign companies particularly multinational
corporations of a few Indian generic leaders may completely change the
direction of India’s pharmaceutical movement neutralising its thrust on
generics and cost competitiveness.

25
COMPANY PROFILE

26
Type Private

Industry Pharmaceuticals

Founded 1993

Headquarters Hyderabad, India

Key people Dr. Bandi Parthasaradhi Reddy

Products Pharmaceuticals

Number of employees Over 15,000

Subsidiaries Hetero Windpower

Website www.heteroworld.com

27
Hetero is one of India’s leading generic pharmaceutical companies and the world’s
largest product of anti-retroviral drugs for the treatment of HIV/AIDS. Backed by
over 20years of expertise in the pharmaceutical industry, Hetero’s strategic
business areasspread across Formulations generics, biosimilars and custom
pharmaceutical Services . The company is globally recognized for its strength in
Research and Development, manufacturing and commercialization of a wide range
of products.

Hetero has 33 state-of-the-art manufacturing facilities and strategically located

worldwide. And a majority of our facilities have been successfully audited and
approved by stringent regulatory authorities like us US FDA, EU, TGA-Australia,
MCC-South Africa and others. Our portfolio includes 300 plus products
encompassing major therapeutic categories such as HIV/AIDS, oncology,
cardiovascular, Neurology, Hepatitis, Nephrology, Urology, Diabetes,
ophthalmology, Hepatology and Immunology etc…

Hetero has a strong global presence in over 120 countries and focuses on making
affordable medicines accessible to patients worldwide.

28
Dr. B. P. S. Reddy
Chairman

Hetero Group of Companies

It was the keenness to ensure good health for all that drove Dr. B. P. S. Reddy to
set up Hetero in 1993. A visionary scientist, Dr. B. P. S. Reddy also had vast
leadership experience in Research and Development, manufacturing and marketing
with leading pharmaceutical companies. His scientific expertise paved the way for
research breakthroughs while his business acumen enabled Hetero to become a
global player with strong capabilities in manufacturing and marketing.

Under Dr. B. P. S. Reddy’s leadership, Hetero has risen to become the largest
closely held pharmaceutical company in India. It is recognized as a world leader in
the production of affordable Anti-retroviral drugs besides being known for offering
high quality medicines across major therapies.

29
MILLESTONES SINCE 1993

30
VISION & VALUES
Hetero believes in
“WHERE THE FUTURE STARTED YESTERDAY…………..WORKS
A DAY AHEAD OS FUTURE……….”

HETERO’S ambition is to be a aggressive player in pharmaceutical

markets combining IIPR skills, manufacturing capabilities, strong human
resource inputs and marketing strengths.

Values in pursuit of excellence:

 Innovation
 Creativity
 Reliability
 Accessibility
 Cost effectiveness
 Quality
 Accuracy
 Customer delight
 Eco-friendly

Hetero visualizes itself as an aggressive player in the global

pharmaceutical scenario. Supplying generics developed combining
intellectual property research strength and strong human resource
inputs.

31
The company values the concepts of having social responsibilities in the course
of its assets to greater heights. It strongly believes in focusing on customer
requirements and delivering the products at the rate place. Hetero considers its
human resource as the core of all its capabilities and believes in tapping the talent
of its members to reach the zenith of success.

MISSION
Hetero mission is globally acclaimed pharmaceutical company, meeting the
requirement of healthcare imbibing the philosophy of both commercial and social
concerns, driven by research and manufacturing capabilities.

STRENGTHS
 Strong emphasis on Research and Development
 Ability to develop processes for a large range of therapeutic
categories.
 Ability to orient and adapt to the change facts of industry particularly
in terms of regulations, intellectual property and manufacturing
capabilities
 Cohesive teams of skilled professionals in all wings related to
research, manufacturing and marketing
 Strong customer base and market presence.

32
CAREERS AT HETERO
Hetero’ s strength lies in the talent and commitment of the
15,000+ employees, who have been playing a vital role in contributing towards
our business over the years. At Hetero, we provide you an environment for
personal and professional growth.

A healthy work-life balance is supported through a knowledge-

driven work environment where ideas and skills are valued, where people can
realize their full potential through dedicated training programmes. Hetero strongly
believes that each and every employee is the backbone of the organization and
their contribution is respected, recognized and rewarded.

BUSINESS FOCUS:

 Active Pharmaceutical Ingredients(API)

Hetero has over two decades of experience in developing Formulations across
diverse therapeutic areas. In fact, we are one of the first Indian companies to
develop and manufacture affordable Formulation’s for FRV’S. Our portfolio spans
over 300Formulations that encompass various segments.

Our 11 exclusive manufacturing units are vertically integrated and have large-scale
production capabilities that enable us to produce bulk Formulations for regulated
and semi-regulated markets. We have also gained recognition as the ideal name to
partner with for the launch of many first-time generics.

33
  FORMULATIONS

Hetero has the distinction of being the largest global supplier of anti-
retroviral drugs. We are also a world leader in the development and
manufacturing of finished formulations with a wide portfolio of more than
200 products across various therapeutic categories such as HIV/AIDS,
Oncology, Cardiovascular, Neurology, etc..

In addition to the capability of delivering products in various dosage forms

including solid and liquid oral dosages, pre-filled syringes, inectables,
controlled – release and multi-layered tablets, we excel at hot melt extrusion,
Pellatisation and Sepheronisation process. Our finished dosages are
manufactured across nine dedicated facilities that are approved and audited
by global regulatory authorities.

HETERO is among the first few Indians companies to have delivered

affordable drugs for life threatening diseases like HIV/AIDS, Hepatitis C,
Bird-Flu and Swine-Flu.

 BIOSIMILARS

Hetero entered into the development of Biosimilar products in 2009. Our

capabilities in R&D have once again come to the fore with the launch of several
biosimilar products Darbepoetin alfa, rituximab, Bevacizumab and Adalmumab in
India within 5 years of initiation.

When it comes to Biosimilars , we have the advantages of single site state-of-the-

art manufacturing and R&D and adherence to global standards. With few more
pipeline products close to actualization we are confident of introducing more
biosimilar products in the future.

Hetero has the distinction of bringing 3 biosimilar products to market within 5

years of inception. This has placed us amongst the select biotech companies with
the capability to develop, manufacture and coomercialize complex monoclonal

34
 Antibodies (MABS).

 Custom Pharmaceutical Services

Hetero’s Custom Pharmaceutical Services(CPS) Division is not just reliable and

capable but it is also a value-driven and emphasizes on accelerating our partners’
go-to-market strategies.

Backed by large-scale manufacturing facilities which are approved by stringent

global regulatory agencies, Hetero offers tailored manufacturing service for
Formulation’s , Finished Dosages, Cytotoxic Formulation’s, Injectables and
Biosimilars etc. By leveraging our research expertise, we also offer contract R&D
services catering to clinical supply as well as commercial scale-up requirements
and undertake technology transfer projects which span across products, processes
and new developments.

By having Hetero as a CPS partner, our clients get to benefit from a host of
advantages like minimized capital investment, early-to-market forays, reliable
quality and timely delivery among many others.

Helping our partners achieve their strategic objectives happens to be the ultimate
goal of Hetero’s Custom Pharmaceutical Service(CPS) offerings. As we
thoroughly appreciate the fact that our success lies in our clients success and we
win only if they win.

 Anti-Retroviral Drugs

Hetero has been committed towards HIV/AIDS treatment since 1997 and today it
is recognized as one of the global leaders for producing and supplying affordable
ARV Formulation’s. Having a wide portfolio of over 30 ARV combinstiond, our
products are currently spreading hope in the lives of 4.5 million HIV/AIDS
patients globally.

35
Buoyed by a dedicated R&D and expensive manufacturing facilities, we are able to
consistently expand our capabilities to meet the growing demand for ARV
medicines. Our commitment to the cause has seen us emerge as a partner of choice
for renowned global procurement agencies.

 One in every three HIV/AIDS patients in the world trusts Hetero’s ARV
medicines.
 ONCOLOGY
At Hetero, we aim at bringing a wide basket of anti-cancer products at affordable
prices to besides positively impacting the lives of millions of cancer patients in
terms if health and economic aspects.

Over the years, Hetero has beenbuilding a global franchise of oncology products
both in Formulations and finished dosages. We have always continued to extend
our anti-cancer portfolio and now we have more than 35 drugs for treating various
types of cancer. The company has a dedicated state-of-the-art manufacturing
facility based out of Hyderabad, India producing affordable anti-cancer drugs in
different dosage forms.

Hetero has recently started its operations at Furen Hetero Onco-therapeutics in

China-A JV initiative between Hetero and Furen Medicines Group, china which is
envisaged to help us rapidly expand our presence in Global Oncology
Therapeutics.

36
  BRANDED GENERICS

At Hetero, we believe that our expertise has to be leveraged for greater food. With
the diverse range of generics across therapies in our product portfolio, Hetero has
been realizing its organizational goal of bringing high-quality medicines
affordable reach of patients through branded generics.

We have been successfully serving to the domestic market (India) since 1994
through our specialized marketing arm Hetero Healthcare Ltd. The organisation,
buoyed by six specialized marketing divisions and 2000 strong field force is
reaching out to medical practitioners in over 400 territories in India. Recognised
as a market leader in ARV, Oncology and Anti-bacterials, Hetero Healthcare has
emphasis on enhancing patient awareness and continuing medical
education(CMEs) for doctors.

In our missionto enhance global access to affordable emdicines, we are currently

focusing on expanding our presence in emerging markets such as Latin America,
Asia, Africa, CIS and other key countries. We are strengthening our front-end
presence by establishing strong distribution networks and specialized sales force
and actively reaching out to doctors and patients in these market.

Branded generics division is intended to bring access to high-quality medicines

within affordable reach of markets across the globe.

37
PARTNERSHIPS
It is said that you are known by the company you keep. At Hetero we couldn’t
agree more. Over the years we have established productive alliances and long-
term partnerships with leading global pharma organizations who rely on us for
producing medicines with optimum cost-effectiveness. Thanks to our robust R&D
and backward-integration capabilities which present significant economies-of-
scale advantages. In addition, we have also been successful in helping our
partners launch many first-time generics across major therapeutic areas.

While our global collaboration with innovator companies allowed us to constantly

expand our product basket and impact global markets our partnerships with
global procurement agencies helps us to increase access to life-saving medicines
across the world.

RESEARCH
Hetero is led and driven by its experience in Research and Development. From us
far back as 1995, our R&D division played a crucial role in developing an
expansive product meet diverse market requirements across the globe.

Helmed by about 1000+ top notch scientists with wealth of knowledge and
experience, our R&D has been able to develop niche generics, complex
Formulations, Novel Drug Delivery systems (NDDS), New Chemical
Entities(NCES) and biosimilar products. Numerous PCTs, patents, ANDAs and
FTFs accredited to us showcase our strength R&D.

38
Hetero Research Foundation—an exclusive state-of-the-art facility supports all our
research endeavours under one roof. It is a refuge to research teams working in the
areas of diverse specializations including Formulations, APIs, custom synthesis,
contract research, analytical, packaging, IP, technology transfer, quality assurance,
quality control. We also have world class R&D facilities dedicated to
Formulations and Biologic research at the respective manufacturing units.

MANUFACTURING
Hetero has been over 25 advanced manufacturing facilities strategically located
across the world including India, USA, China, Russia, Egypt, Mexico, and
Indonesia. Approved by stringent global regulatory authorities, Hetero facilities
have integrated quality systems and processes to ensure adherence to cGMP
(current good Manufacturing practices). They are also vertically integrated and
can be utilised for large-scale production of Formulations in various dosage forms
rapidly.

We make continuous investments in up gradation of manufacturing facilities with

special emphasis on deploying advanced machinery and adopting latest
technologies to comply with 21 CFR. Besides enabling us consistently produce
high quality medicines at an affordable cost, it also help us in passing through
regulatory audits with relative ease. It is these advantages that make us the partner
of choice for major global pharmaceutical companies.

39
MEDIA

2018

Hetero launches ‘TAFERO-EM’ – the first generic fixed-dose combination

of ‘Emtricitabine and Tenofovir Alaenamide’ in India

2017

Hetero receives approval to launch the first-ever generic fixed-dose

combination of ‘Drarunavir+Ritonaivr’ from DCGI.
Hetero receives generic ‘Sofosbuvir+Velpatasvir’ approval in India.

2016

Hetero launches the Biosimilar drug ‘Bevacizumab’ for the treatment of

Metastatic Colorectal Cancer (mCRC) under the brand name ‘CizumabTM’.

2015

Hetero announces the approval from DCGI for the generic version of
‘Daclatasvir’
Hetero receives the first approval from Drug Controller General of
India(DCGI) for fixed-dose combination therapy ‘Ledipasvir-sofosbuvir’
Hetero announces the launch of Biosimilar Rituximab(MABLLTM) in India
Hetero launches sofovir

2014

Hetero Drugs bags marketing rights for hepatitis C drug from Gilead.

40
LITERATURE REVIEW

41
 INTRODUCTION TO RECRUITMENT & SELECTION

RECRUITMENT:

Recruitment (hiring) is a core functions of human resource management. It

is the first step of appointment. Recruitment refers to the overall process if
attracting, selecting and appointing suitable candidates for jobs (either
permanent or temporary) within an organization. Recruitment can also refer
to processes involved in choosing individuals for unpaid positions, such as
voluntary roles or unpaid trainee roles. Managers, human resource
generalists and recruitment specialists may be tasked with carrying out
recruitment agencies, or specialist search consultancies are used to undertake
parts of the process. Internet-based technologies to support all aspects of
recruitment have become widespread.

DEFINATION:

According to Edwin b.Flippo,”It is a process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an
organization.” He further elaborates it, terming it both negative and positive.

He says “It is often termed positive in that it stimulates people to apply for
jobs, to increase the hiring ratio, i.e., the number of applicants for job,
selection, on the other hand, tends to be negative because it rejects a good
number of those who apply, leaving only the best to be hired.”

42
 FACTORS INFLUNCING RECRUITMENT

All enterprises, big or small, have to engage

themselves in recruitment of persons. A number of factors influence this
process.

 Internal factors
 External factors

•Supply and Demand

•Labour market

EXTERNAL •Image/goodwill
•Political-Social-Legal Environment
•Unemployment rate
FACTORS •Competitors

•Recruitment policy
•Human resource planning

INTERNAL •Size of the firm

•Cost of recruitment
•Growth and expansion
FACTORS

43
 RECRUITMENT PROCESS

The five steps involved in recruitment process as follows:

44
1. Recruitment Planning:
The first step involved in the recruitment process is planning.
Here, planning involves to draft a comprehensive job specification for the
vacant position, outlining its major and minor responsibilities; the skills,
experience and qualifications needed; grade conditions, if any, attached
to the job to be filled.

2. Strategy Development:
Once it is known how many with what qualifications of
candidates are required, the next step involved in this regard is to devise
a suitable strategy for recruiting the candidates in the organisation.

The strategic considerations to be considered may include

issues like whether to prepare the required candidates themselves or hire
it from outside, what type of recruitment method to be used, what
geographical area be considered for searching the candidates, which
source of recruitment to be practiced, and what sequence of activities to
be followed in recruiting candidates in the organization.

3. Searching:
This step involves attracting job seekers to the organization .
There are broadly two sources used to attract candidates.

These are:

1. Internal Sources and

2. External Sources

45
 Definition: The Internal Sources of Recruitment mean hiring people from within
the organization. In other words, seeking applicants for the job positions from those
who are currently employed with the firm,

1. Transfer: Transfer means shifting an employee from one job to another, typically of
similar nature, without any change in his rank and responsibility. The purpose of an
employee transfer is to enable him to get well-versed with the broad-based view of the
organization which is essential for the promotions in future.
2. Promotion: Promotions are the most common form of internal recruitment wherein the
employees are moved to the upper levels of the organization with more responsibility
and prestige. When the higher level positions fall vacant companies recruit from within
the organization so as to capitalize one of the following benefits:
 The employee is familiar with the working of the organization.
 Less cost is incurred as compared to hiring the person from the external sources.
 The chances of selection are bright since the performance card of the individual is
readily available with the firm.
 It boosts the morale of the employee.
 The others in the organization also get motivated to work harder to get promoted to
the higher levels of the organization.
Employee Referrals: The present employees can refer their friends and family to the
job. They are well aware of the organizational culture, working conditions and job

47
requirements. If they find their friends or family suitable for such position can
recommend their names to the management for recruitment.

The organizations encourage employee referrals as the cost and time could be saved
than from hiring people from the external sources. Some organizations, in order to
motivate employees to pay “finders fees” in the form of incentives for each successful
hire.

External recruitment is the assessment of an available pool of job candidates, other than existing
staff, to see if there are any sufficiently skilled or qualified to fill and perform existing job vacancies. It
is the process of searching outside of the current employee pool to fill open positions in an
organization.

Advantages of Recruiting Externally

As with any recruiting method, hiring from outside an organization instead of
promoting from within the company carries both advantages and disadvantages.
Let's explore some of the advantages:

48
  When an organization recruits externally, it opens the organization up to a
larger pool of applicants, which increases its chance of finding the right
person for the job.
 External recruitment provides an opportunity for a fresh outlook on the
industry that a company may need to stay competitive.
 Bringing in fresh talent from the outside can help motivate the current
employees to produce and achieve more in hopes of obtaining the next
promotional opportunity.
 Looking outside the organization also allows a company to target the key
players that may make its competition successful. Hiring a candidate with a
proven track record for the competition allows the company to get an
insider's view as to what the competition is doing to be successful. This
gives the organization a chance to stay a step ahead of the competition.
 Hiring an external candidate also opens up many opportunities to find
experienced and highly-qualified and skilled candidates who will help a
company meet its diversity requirements.

Disadvantages of External Recruiting

There are some potential disadvantages of hiring an external candidate:

 It can take longer and cost more than hiring from within the organization.
 It can also damage employee morale because current employees may feel
this lessens their chances for promotion. When employee morale decreases,
productivity can also decrease.
 It also takes more time to train an external candidate on the systems the
organization uses; therefore, taking the candidate a little longer to get up and
running.

49
4.Screening:

Though some view screening as the starting point of

selection, we have considered it as integral part of recruitment. The reason
being the selection process starts only after the applicants have been
screened and shortlisted. Let it be exemplified with an example.

In the Universities, applications are invited for filling

the post of professors. Applications received in response to invitation, i.e.,
advertisement are screened and shortlisted on the basis of eligibility and
suitability. Then, only the screened applicants are invited for seminar
presentation and personal interview. The selection process starts from here
i.e.., seminar presentation or interview.

Job specification is invaluable in screening. Applicants are screened against

the qualification, knowledge, skills, abilities and experience mentioned in
the job specification. Those who do not qualify are straight way eliminated
from the selection process.

The techniques used for screening candidates vary depending on the source
of supply and method used for recruiting. Preliminary applications, de-
selection tests and screening interviews are common techniques used for
screening the candidates.

50
EVALUATION AND CONTROL:

Give the considerable cost involved in the recruitment

process, its evaluation and control is, therefore, imperative.

The costs generally incurred in a recruitment process include:

i. Salary of recruiters

ii. Cost of time spent for preparing job analysis, advertisement

iii. Administrative expenses

iv. Cost of outsourcing or overtime while vacancies remain unfilled

v. Cost incurred in recruiting unsuitable candidates.

51
 ADVANTAGES AND DISADVANTAGES OF

INTERNAL AND EXTERNAL RECRUITMENT

52
RECRUITMENT LIFE CYCLE

53
 SELECTION

Once the potential applicants are identified, the next step is to

evaluate their qualification, qualities, experiences, capabilities, etc….., and
make the selection.

It is the process of offering the job to the desired applicants.

Selection means choosing a few from those who apply, it is picking up of

applicants or candidates with requisite qualifications and qualities to fill jobs
in the organization.

DEFINATION OF SELECTION:

Selection means choosing a few from those who apply, it is picking up

applicants or candidates with requisite qualification to fill jobs in the
organization.

The Selection process can be regarded separately to the recruitment process,

in that having obtained a good pool of applicant, which will have been the
result of an effective recruitment process, task of shortlisting candidates
takes place,, and concludes when an applicant has been selected and an offer
of employment has been accepted.

The selection procedure is the system of functions and devices adopted in a

given company to ascertain whether the candidates specification are method
with the job specifications are require are not.

54
55
STEPS INVOLVED IN SELECTION PROCESS:

Preliminary interview: The selection process generally starts with this

step where the totally unsuitable applicant is eliminated. Thus the
organization is saved from the expenses of processing the applicant through
the remaining steps of selection. The candidates who pass this step are only
asked to fill the application form.

Receiving applications: after passing the preliminary interview the

candidate is asked to fill the standard application form. The application
form generally consist the information about the age, qualification,,
experience etc…,of the candidate on the basis of which the interviewer gets
the idea about the candidate and this information also helps in formulating
questions.

Screening of applications: after receiving the applications the screening

committee screens the applications. Only the candidates who qualify the
criteria of the screening committee are called for the interview. Usually the
candidates selected for interview four to six times than the number of posts.
Interview letter is send to them or they called telephonically.

Employment test: after getting the interview letter and before going to
the interview there is one more step and that is the employment tests. These
tests are done to check the ability of the candidate. These tests vary from
organization and changes as per the need of the particular job. These tests
are intelligence tests, aptitude tests, trade tests, trade test, personality tests
etc.., these tests must be designed properly otherwise they will not good
indicator of one knowledge.

Employment interview: the candidates who qualify the above tests are
called for the employment interview. This interview is done to get more
information about the candidate, to give him the actual picture of what is
56
requires from him, to check the communication skill of the candidate skill of
the candidate, to give him the actual picture of what is required from him, to
check the communication skill of the candidate etc.., for senior position post:
a panel is prepared who take the interview. At the end of interview of each
candidate the members of panel discussion about the candidate and give him
the grades.

There may be direct interview or indirect interview. The interview should

be conducted in a room free from the noise and disturbance only than the
candidates will be able to speak freely and frankly.

Checking reference: before selecting the employ the prospective

employee generally look out for the referees given by candidate. To check
about the candidate’s past record, reputation, police record etc..

Physical examination: The organizations generally prefer medical

examination to be incurred of the person to avoid time and expenditure
spend on the medically unfit person. Sometimes the organization may ask
the candidate to get them examined from the medical expert.

Final selection: after all these steps the candidate is selected finally .He
is appointed by issuing appointment letter. Initially he is appointed on
probation basis after finding his work satisfactory he is appointed as
permanent employee of the organization or otherwise he may be terminated.

57
58
DATA ANALYSIS AND
INFERENCES

59
 1. I have been working with Hetero for?
S No PARTICULARS NO OF
RESPONDENTS
1 0-3 years 40
2 3-6 years 20
3 5-6 years 20
4 More than 6years 20
100

NO OF RESPONDENTS
45
40
40

35

30

25 Series 1
20 20 20
Column1
20
Column2
15

10

0
Category 1 Category 2 Category 3 Category 4

INTERPRETATION
From the above graph,

40%said that they are working with hetero for 0-3years.

20%said that they are working with hetero for 3-5 years.
20%said that they are working with hetero for 5-6 years.
60
20% said that they are working with hetero for more than 6years.

2. The following attracted me to apply for the job at Hetero?

S NO PARTICULARS NO OF RESPONDENTS
1 Decent Salary 30

2 Opportunity for growth 20

3 Job security 40
4 Identification with the company 10
100

NO OF RESPONDENTS
45
40
40

35
30
30

25 Series 1
20
Column1
20
Column2
15
10
10

0
Category 1 Category 2 Category 3 Category 4

INTERPRETATION:
From the above graph, 30%said that they attracted by the salary to apply
for the job at Hetero.20%said that they attracted by opportunity for
growth to apply for the job at Hetero.40%said that they attracted by the
job security to apply for the job at Hetero. 61
3. What is the major source of recruitment?

S NO PARTICULARS NO OF RESPONDENTS
1 Campus recruitment 30

2 Walk in 30
3 All 40
100

NO OF RESPONDENTS
45
40
40

35
30 30
30

25 Series 1
Column1
20
Column2
15

10

0
Category 1 Category 2 Category 3

INTERPRETATION
30%said that campus recruitment is the major source of recruitment in the
organization.30% said that walk in is the major source of recruitment in the
organization.40% said that both are the major source of recruitment in the
organization.

62
4.How long it takes to inform the selection candidates that have been selected?

S NO PARTICULARS NO OF RESPONDENTS
1 Immediate 30
2 One week 50
3 Above 15 days 20
100

NO OF RESPONDENTS

60

50
50

40

30 Series 1
30
Column1
20 Column2
20

10

0
Category 1 Category 2 Category 3

INTERPRETATION
The above table shows 30% of respondents say Immediate.50% of respondents say
one week.20% of respondents say above 15days.

63
5.Would you recommend your formal colleagues or friends to join the company
you are working for?

S NO PARTICULARS NO OF RESPONDENTS
1 Yes 70
2 No 30
100

NO OF RESPONDENTS

80
70
70

60

50
Series 1
40
Column1
30
30 Column2

20

10

0
Category 1 Category 2

INTERPRETATION
From the above graph 70%said that they are recommended their formal colleagues
or friends to join in the company they are working. 30%siad that they don’t
recommended their formal colleagues or friends to join in the company they are
working.

64
 6. How frequently recruitment is done in your organization?

S NO PARTICULARS NO OF RESPONDENTS
1 Annually 10
2 Quarterly 20
3 Monthly 30
4 None of the above 40
100

NO OF RESPONDENTS

45
40
40

35
30
30

25 Series 1
20
Column1
20
Column2
15
10
10

0
Category 1 Category 2 Category 3 Category 4

INTERPRETAION
From the above figure10% of the employees said that the recruitment is done
annually.20% of the employees said that the recruitment is done in
quarterly.30%of the employees said that the recruitment is done in
monthly.40%employees said none of the above.

65
7.On which base your organization recruit the candidates?

S NO PARTICULARS NO OF RESPONDENTS
1 Contract Base 30
2 Permanent Base 70
100

NO OF RESPONDENTS

80
70
70

60

50
Series 1
40
Column1
30
30 Column2

20

10

0
Category 1 Category 2

INTERPRETATION
From the above graph shows 30% employees on contract bases 70% on
permanent base.

66
 8.What are the key factors consider the recruiting candidates?

S NO PARTICULARS NO OF RESPONDENTS
1 Merit 0
2 Qualification 0
3 Experience 0
4 All 100
100

NO OF RESPONDENTS
120

100
100

80

Series 1
60
Column1
Column2
40

20

0 0 0
0
Category 1 Category 2 Category 3 Category 4

INTERPRETATION:
The above table shows 100% all the key factors consider for recruiting candidate. .

67
 9. Selection process for managerial level is taken by?

S NO PARTICULARS NO OF RESPONDENTS
1 HR manager 10
2 Chairman 30
3 Departmental head 10
4 All 50
100

NO OF RESEPONDENTS
60

50
50

40

30 Series 1
30
Column1
Column2
20

10 10
10

0
Category 1 Category 2 Category 3 Category 4

INTERPRETATION
From the above it is clear that the selection process for managerial level10%
employees says HR manager, 30% employees says chairman, 10%
employees says departmental heads,50% employees says all the above.

68
 10. What is your overall satisfaction on the recruitment and selection in
Hetero?

S NO PARTICULARS NO OF RESPONDENTS
1 Highly satisfied 10
2 Satisfied 40
3 Neutral 10
4 Dis satisfied 40
100

NO OF RESPONDENTS
45
40 40
40

35

30

25 Series 1
Column1
20
Column2
15
10 10
10

0
Category 1 Category 2 Category 3 Category 4

INTERPRETATION
From the above graph 10% are respondents highly satisfied on the
recruitment process in Hetero.

69
 11. Awareness of other department?

S NO PARTICULARS NO OF RESPONDENTS
1 Yes 50
2 No 50
100

NO OF RESPONDENTS
60

50 50
50

40

Series 1
30
Series 2
Series 3
20

10

0
Category 1 Category 2

INTERPRETATION
From the above graph 50% said that they have awareness of other
departments.50%said that they don’t have awareness of other departments.

70
 12. Most of the manpower require due to vacancy created by?

S NO PARTICULARS NO OF RESPONDENTS
1 Expansion 20
2 Resignation 0
3 Transfer 0
4 All 80
100

NO OF RESPONDENTS
90
80
80

70

60

50 Series 1
Column1
40
Column2
30
20
20

10
0 0
0
Category 1 Category 2 Category 3 Category 4

INTERPRETATION
From the above graph 20% employees manpower required due to vacancy
created by expa0nsion.80% employees manpower required due to vacancy
by all of the above.

71
 13.Does your organization prefer internal recruitment?

S NO PARTICULARS NO OF RESPONDENTS
1 Yes 100
2 no 0
100

NO OF RESPONDENTS
120

100
100

80

Series 1
60
Column1
Column2
40

20

0
0
Category 1 Category 2

INTERPRETATION
From the above graph shows 100% of the respondents are yes.

72
 14. According to your opinion is competition plays an important role at the
time of selection?

S NO PARTICULARS NO OF RESPONDENTS
1 Yes 80
2 No 20
100

NO OF RESPONDENTS
90
80
80

70

60

50 Series 1
Column1
40
Column2
30
20
20

10

0
Category 1 Category 2

INTEERPRETATION
From the graph shows 100% of the respondents are yes.

73
15. The information provide by recruiter to another candidate include?

S NO PARTICULARS NO OF RESPONDENTS
1 Job description 80
2 Job satisfaction 10
3 Employee satisfaction 5
4 Others 5
100

NO OF RESPONDENTS

5% 5%
10% Strongly agree
Agree
Disagree
Strongly disagree
80%

INTERPRETATION

From the above graph80% said that the information provided by recruiter to attract
the candidate include job description, 10%said that the information provided by
recruiter to attract the candidates include job specification.

74
16. I prefer to know the following details before applying job?

S NO PARTICULARS NO OF RESPONDENTS
1 Job description 30
2 Job specification 20
3 Employee satisfaction 20
4 Others 20
100

NO OF RESPONDENTS

0%
22% Strongly agree
34%
Agree
Disagree
Strongly disagree
22%

22%

INTERPRETATION

From the graph30%said that the information provided by recruiter to attract the
candidate include job description.

75
17. My previous work experience was given due weight in my selection process?

S NO PARTICULARS NO OF RESPONDENTS
1 Strongly agree 20
2 Agree 40
3 Disagree 20
4 Strongly disagree 20
100

NO OF RESPONDENTS

20% 20%
Strongly agree
Agree
Disagree
20%
Strongly disagree
40%

INTERPRETATION

From the above graph20%respondents strongly agree that their previous work
experience was given due weight in their selection process.

76
18.What is your opinion regarding the compensation provided to you by your
company?

S NO PARTICULARS NO OF RESPONDENTS
1 Highly satisfied 10
2 Satisfied 30
3 Neutral 50
4 Dissatisfied 10
100

NO OF RESPONDENTS

10% 10%

Strongly agree
Agree
30%
Disagree
Strongly agree
50%

INTERPRETATION

From the above graph 10% respondents highly satisfied regarding the payment of
compensation in Hetero.30% respondents satisfies regarding the payment of
compensation in Hetero.50% respondents neutral regarding the payment of
compensation in Hetero.10% respondents dissatisfaction regarding the payment of
compensation in Hetero.
 77

CONCLUSIONS,
RECOMMENDATIONS
AND IMPLECATIONS
 78

FINDINGS
1. The survey conducted shows that the majority of the employees are not
agree with the pay scale in Hetero.
2. Majority of the employees agree that they will get more pay scale for the
same level of work in Hetero.
3. Majority of the employees agree that they will give more preference to work
rather than salary.
4. Majority of the employees agree that rewards makes an impact to improve
their performance.
5. Majority of the employees agree that manager will care as a person in
Hetero.
6. Majority of the employees agree that manager allocates work among team
members in a fair and balanced manner in Hetero.
7. Most of the employees agree that managers conducts on objective
assessment to improve their performance.
8. Most of the employees agree that manager spends adequate time to respond
and clarify their questions.
9. Most of the employees agree that manager genuinely appreciates the good
work done by the team members.
10. Majority of the employees agree that there is a good scope for carrier
growth in Hetero.
11. Most of the employees agree that Hetero is dedicated to their professional
development.
12. Most of the employees agree that they are satisfied with the job related
training in Hetero.
13. Majority of the employees agree that they are completely aware of policies
and procedures of Hetero.
14. Majority of the employees agree that Hetero policies supports them.
15. Most of the employees agree with the Hetero friendly atmosphere.
16. The survey conducted shows that majority only few members disagree with
the workload and expected completion times are reasonable in Hetero.
17. The survey conducted shows that majority only few members disagree with
the workload is distributed equally among team members in Hetero.
18. The survey conducted shows that majority only few members disagree with
the overstay in Hetero to do the work is frequent.
 79

SUGGESTIONS

 Interview rounds for the employees should be increases so that the

capable candidates are screened out and places at the right place.
 The long time gap between the recruitment & selection of the
candidates will give the negative effect to the company. In the
process there may be chance of missing the right person for the
company. An ideal time gap should be maintained by the company.
 It is suggested that the organization not only in the employee referrals.
 It is suggested to the organization that it also follow the promotion
system, for the employees so that they get motivated and work
effectively.
 The organization should concentrate on the time factor under
recruitment process.
 Proper advertising of Hetero is to be given so that the identification
with the company increases and more and more candidates are
attracted to the company maximum utilization of employees energy is
possible only if the placements are made according to the capabilities,
capacities, aptitudes & inclinations of the employees. It is positive
feature identified in the company.
 80

CONCLUSION

The employees of any organization are listed are its life blood,
without doubt. With the dawn of this realization upon the present day business
organizations, there appears to be a major shift towards human resource
management. In fact, the employees of today are encouraged to participate in the
major decisions and thus play a vital role in the management of the firm. The
performance of the organization depends on the efficiency that its employees
exhibit. Hence it is of crucial importance that employees with the most suitable
qualifications be selected. This is where the process of recruitment and selection
come in. It is difficult to separate one from the other.

These processes require a great deal of thought and advanced

planning. In fact, it is not only the HR department that is involved. The finance
department provides the budget for the processes and the manpower gap is
determined by inputs from all the departments. Also the grueling procedure
through which the candidate through which the candidate goes through is, in itself,
an indicator of the significance of these processes in the efficient functioning of the
organization.
 81

BIBLIOGRAPHY
 82

BIBLIOGRAPHY
BOOKS:
 Human resource management K. Aswathappa

WEBSITES:

 Heteroworld.com
 Scribd
 Wikipedia
 83

APPENDIX

QUESTIONNAIRE

Name:

Educational qualification:

Designation:

Department:

1. I have been working with Hetero for?

A. 0-3 years

B. 3-6 years

C. 5-6 years

D. More than 6years

2. The following attracted me to apply for the job at Hetero?

A. Decent Salary

B. Opportunity for growth

C. Job security

D. Identification with the company

3. What is the major source of recruitment?

A. Campus recruitment

B. Walk in

C. All

4. How long it takes to inform to the selection candidates that have been selected?

A. Immediate
 84

B. One week

C. Above 15 days

5. Would you recommend your formal colleagues or friends to join the company
you are working for?

A. Yes

B. No

6. How frequently recruitment is done in your organization?

A. Annually

B. Quarterly

C. Monthly

D. None of the above

7. On which base your organization recruit the candidates?

A. Contract base

B. Permanent base

8. What are the key factors consider the recruiting candidates?

A. Merit

B. Qualification

C. Experience

D. All

9. Selection process for managerial level is taken by?

A. HR manager

B. Chairman
 85

C. Departmental head

D. All

10. What is your overall satisfaction on the recruitment and selection in hetero?

A. Highly satisfied

B. Satisfied

C. Neutral

D. Dissatisfied

E. Highly dissatisfied

11. Awareness of other departments?

A. Yes

B. No

12. Most of the manpower require due to vacancy created by?

A. Expansion

B. Resignation

C. Transfer

D. Both a & b

e. All

13. Does your organization prefer internal recruitment?

A. Yes

B. No

14. According to your opinion is competition plays an important role at the time of
selection?
 86

A. Yes

B. No

15. The information provided by recruiter to another candidate include

A. Job description

B. Job specification

C. Employee specification

D. Others

16. I prefer to know the following details before applying for job?

A. Job description

B. Job specification

C. Employee specification

D. Others

17. My previous Work experience was given due weight in my selection process?

A. Strongly Agree

B. Agree

C. Disagree

D. Strongly Disagree

18. What is your opinion regarding the compensation provided to you by your
company?

A. Highly satisfied

B. Satisfied

C. Neutral
 87

D. Dissatisfied
88