Summer Internship Project Report

On

‘A Study on Recruitment and Selection Process’

At

CADILA PHARMACEUTICALS LTD. (IRM ENTERPRISE LTD.)

Submitted to

Marwadi Education Foundation’s Group of Institutions

Institute Code: 734

Under the Guidance of

Professor Krishna Joshi

(Faculty of Management)

In partial Fulfillment of the Requirement of the award of the degree of

Master of Business Administration (MBA)

Offered By

Gujarat Technological University

Ahmedabad

Prepared by:

Hetvi A. Bhut

Enrollment No.:

187340592059

MBA (Semester - III)

Month & Year:

JULY 2019

I
 STUDENT’S DECLARATION

I hereby declare that the Summer Internship Project Report titled “A Study on Recruitment
and Selection Process at Cadila Pharmaceuticals Ltd.” is a result of my own work and my
indebtedness to other work publications, references, if any, have been duly acknowledged. If I
am found guilty of copying from any other report or published information and showing as my
original work, or extending plagiarism limit, I understand that I shall be liable and punishable
by the university, which may include ‘Fail’ in examination or any other punishment that
university may decide.

ENROLLMENT NO. NAME SIGNATURE

187340592059 Hetvi A. Bhut

Place: Rajkot

Date: ____/____/2019

II
INSTITUTE CERTIFICATE

III
 CERTIFICATE OF EXAMINER

This is to certify that project work embodied in this report entitled “A Study on Recruitment
and Selection Process at Cadila Pharmaceuticals Ltd.” was carried out by Hetvi A. Bhut
(187340592059) of Marwadi Education Foundation’s Group of Institutions (Faulty of
Management) (734).

The report is approved / not approved.

Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree of Master
of Business Administration offered by Gujarat Technological University.

-----------------------------
(Examiner’s Sign)
Name of Examiner:

External Examiner’s Institute Name:

External Examiner’s Institute Code:

Date: ____/____/2019

Place:
IV
COMPANY CERTIFICATE

V
PLAGIARISM REPORT (SIMILARITY PERCENTAGE AGE)

VI
 PREFACE

As a student of Masters of Business Administration (MBA) Semester- III for practical training
of Summer Internship Project I have visited “Cadila Pharmaceuticals Ltd. (IRM
ENTERPRISE LTD.)”

In the present world with lots of odds and with decreasing importance of education and the
decreasing loyalty towards education, there is a need to revise the methods of educated
employed. One of the methods is to accompany practical study with theoretical education and
would become world applicable.

In the present day, the business would become a highly complicated faculty which has to
undergo staff competitor and has to operate in such an environment where there is no look back
formula to success. Thus, “Gujarat Technological University” has been running a business
management faculty under the degree of MBA (Masters of Business Administration). To keep
the student interest in it this has practical study under the subject “Summer Internship Project”.

This practical study is useful to determine the parameters between the theoretical study and the
actual situation. It is useful to increase the knowledge and the foresight of the student and they
provide them actually step into the dynamic ever-changing world of business.

VII
 ACKNOWLEDGEMENT

“Success is a mixture of guidelines, hard work and co-operation”

It is the great pleasure that I had given an opportunity to convey thanks to all of them who have
helped me at every place directly or indirectly. There are many people who play a vital role in
our achievement. So, especially I would like to thank who have helped me in whole project.

First of all, thankful to Dean, Faculty of Management, Marwadi Education Foundation’s Group
of Instituions, Prof. (Dr.) Sunil Kumar Jakhoria who gave me opportunity. I am also thankful
to our Head of Department, Faculty of Management, Marwadi Education Foundation’s Group
of Instituions: Prof. (Dr.) Alpesh Gajera.

I am thankful to Prof. Krishna Joshi, Assistant Professor, Faculty of Management for giving
me complete guidance and encouragement with flavoring of excitement and curiosity for the
preparation of this Summer Internship Project Report.

I sincerely thank Mr. Johnson Mathew of Cadila Pharmaceutical Ltd. (IRM Group), for
allowing me to visit and giving proper training for undertaking the Summer Internship Project
in the Company.

Lastly, I thankful to my parents and friends who help me directly or indirectly in my way.

VIII
 INDEX

SR. NO. CONTENT PG. NO.

1. INDUSTRY OVERVIEW 1

• Basic overview of Industry 1

• Major Players 3

2. COMPANY OVERVIEW 5
6
• History of Cadila
8
• Mission and visions
10
• Organizational Structure of Cadila
• IRM Group of companies 11

• Company profile of IRM 12

• Organizational Structure of IRM 13

• Products 20

• Overview of Different Departments 23

3. SWOT ANALYSIS 28

4. INTRODUCTION ON RECRUITMENT 33
AND SELECTION PROCESS

5. RECRUITMENT AND SELECTION 44

PROCESS

6. REVIEW OF LITERATURE 50

IX
7. RESEARCH METHODOLOGY 53
53
• Introduction
55
• Research Objectives
55
• Scope of the Study
• Research Design 56

• Data collection sources 57

• Data collection instrument 58

• Sampling Design 59

• Limitataion of the project 60

8. DATA ANALYSIS AND 61

INTERPRETATION

9. FINDINGS AND SUGGESTIONS 83

10. LEARNING OUTCOMES 84

11. CONCLUSION 85

12. BIBLIOGRAPHY 86

13. ANNEXURE 87

X
 INDUSTRY OVERVIEW

PHARMACEUTICAL INDUSTRY

The pharmaceutical industry is the part of the healthcare region that offers with medications.
The enterprise contains different subfields touching on the improvement, manufacturing, and
advertising of medications. these more or less interdependent subfields encompass drug
producers, drug entrepreneurs, and biotechnology agencies.

The main aim of the pharmaceutical enterprise is to provide drugs that prevent infections,
maintain health, and treatment illnesses. This industry directly affects the global population, so
a number of international regulatory bodies monitor things like drug safety, patents, quality,
and pricing. Here are some of those regulatory entities:

• World Health Organization (or WHO)

• US Food and Drug Administration (or FDA)

• Medicines and Healthcare Products Regulatory Agency (or MHRA)

The pharmaceutical industry has made a exquisite deal of development over the past decade
because of a research-oriented technique that has improved technologies, developed
infrastructures, and accelerated research in the subject of bioscience. way to biotechnology,
diverse formulations had been evolved to treatment or prevent the growth of numerous primary
infections, such as HIV and certain styles of most cancers.

1
The worldwide pharmaceutical enterprise become really worth a predicted $1 trillion in 2014.
In 2013, global pharmaceutical markets generated revenues of $980.1 billion. That yr, North
the us (the united states and Canada) contributed forty 1% of income, at the same time as Europe
contributed 27.4%.

India is the largest provider of ordinary tablets globally. Indian pharmaceutical sector industry
supplies over 50 per cent of global demand for various vaccines, 40 per cent of generic demand
in the US and 25 per cent of all medicine in UK.

India enjoys an significant 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 Immune Deficiency Syndrome) are supplied by Indian pharmaceutical firms.

Pharmaceutical industry, the discovery, development and manufacturing of drugs and

meditation of the private and public organization or the company.

In today’s time this industry of isolation and purifying compound and chemical synthesis and
computer added drug design is considering is the begun to 19th century. The continues
evaluation and advancement of the pharmaceutical industry is also control any kind disease
around the world.

The following section are also providing the information about the drug innovation and
development around the history of world and also providing the process of how drug
development and process of the production of drug.

The past record of medical preparation also mad from the plants and animal and so on.
Pharmaceutical science also needful changes and improved markedly in 16th century and 17th
century.

This industry is also large and complex enterprise. At the end of the 20th century this industry
world largest pharmaceutical company in different countries like north America Europe and
japan and so on. Many of the largest country’s also manufacturing and sales taking a place.

In today’s pharmaceutical is very high profitable. Many companies are also trying development
for the infrastructure. The industry is also come to the featured by the outsourcing.
Pharmaceutical company’s is also largely profitable and also compete with the other company

2
 MAJOR PLAYERS

The pharmaceutical industry is an undergoing a tremendous deal of change. There are many
pharmaceutical companies, who are providing the better products. The Pharma industry is one
of the most sought after, and flourished industries. As the pharmaceutical drag manufactures are
one of the reasons for the economic wellbeing of a nation.

On the other hand, we can say that the Pharma industry is responsible for the economic
development. That is the main reason for both research and development of newer and better
products for various kinds of diseases.

TOP 10 PHARMACEUTICLE COMPANYS IN THE WORLD

3
 Top 10 pharma companies in India

Sr No. Name Logo

1. Sun Pharmaceutical
Industries Ltd.

2. Lupin Ltd.

3. Reddy’s Labs

4. Cipla Ltd.

5. Aurobindo Pharma

6. Cadila
healthcare(Zydus
Cadila)

7. Glen mark
Pharmaceuticals

8. Divi’s Laboratory

9. Torrent
Pharmaceuticals

10. Biocon Ltd.

4
 COMPANY OVERVIEW

CADILA Pharmaceuticals Limited

Cadila Pharmaceutical Limited

Type Private company

Industry Pharmaceutical

Founded 1951

Founder Mr. Indravadan A. Modi

Headquarter Ahmedabad

Key people Dr. Rajiv Modi

(Chairmen and managing

Director)

Products APIs.Genric Drugs

Service Contract Research, Contract

Manufacturing

Number of employee 8000

Subsidiaries IRM Ltd.

Website www.cadilapharma.com

5
 HISTORY OF CADILA PHARMACEUTICALS LTD

FOUNDER OF THE COMPANY

INDRAVADAN A. MODI

Mr. I a Modi is the Founder Chairman of Cadila Pharmaceuticals Ltd. Born in a small village
of Hansot of Bharuch district in South Gujarat on February 18, 1926, Mr. Modi has left a long-
lasting impact on Indian Pharmaceuticals industry.

Chairman and Managing Director

Dr. Rajiv I. Modi joined the Board of Directors of Cadila Laboratories in 1991. In 1995, he
restructured the company and rechristened it as Cadila Pharmaceuticals Limited. Upon
assuming the leadership of Cadila Pharmaceuticals, Dr. Modi charted a multi-pronged approach
for its corporate growth. Envisioning a global presence for the group, Dr. Modi played a pivotal
role in establishing marketing set-up and subsidiaries of company across the shores.

6
Cadila Pharmaceuticals Ltd. is one of the largest privately held pharmaceutical companies in
India, headquartered at Ahmedabad, in the State of Gujarat. Over the last six decades, the
company has been developing and manufacturing pharmaceutical products in India and selling
and distributing these in over eighty-five other countries around the world.

Focused strongly on Innovation and Research, the company is present in more than forty-five
therapeutic areas spread across twelve specialities, including cardiovascular, gastrointestinal,
analgesics, haematinics, anti-infectives and antibiotics, respiratory agents, antidiabetics and
immunological.

At Cadila Pharmaceuticals, Research and Development is at the core of all its initiatives, be it
Biotechnology, APIs, Formulations, Plant Tissue Culture or Phytochemistry.

More than 300 scientists in its various Research and Development setups reinforce the
competitiveness of research in the therapeutic areas which have high unmet medical needs.

Cadila Pharmaceuticals Excellence in manufacturing facilities is central to Cadila

Pharmaceuticals. The company’s formulations manufacturing plant at Dholka near
Ahmedabad, Gujarat is spread over hundred acres of land. This state-of-the- art facility is not
only impressive in size, but is also USFDA approved.

The second formulations manufacturing facility is located at Samba in Jammu and Kashmir.
The facility meets most of the stringent quality standards across the globe to produce tablets,
capsules, soft and hard gelatine capsules, liquids and orals.

Two Active Pharmaceutical Ingredient (API) manufacturing units at Ankleshwar, Gujarat

manufacture a wide range of APIs and intermediates including many USFDA-certified
products.

The company has strong foothold in the African continent through its formulation
manufacturing facility at Addis Ababa in Ethiopia.

7
 VISION & MISSION

VISION

Our vision is to be a leading pharmaceutical company in India and to become a significant

global player by providing high quality, affordable and innovative solutions in medicine and
treatment.

MISSION

“We shall provide total customer satisfaction and achieve leadership in chosen markets,
products and service across the globe, through excellence in technology, based on world class
research and development.”

“We will discover, develop and successfully market pharmaceutical products to prevent,
diagnose, alleviate and cure diseases.

We are responsible to the society. We shall be good corporate citizens and will be driven by
high ethical standards in our practices.”

OUR CORE VALUES

We are responsible to the society. We shall be good corporate citizens and will be driven by
high ethical standards in our practices.”

OUR CORE COMPETENCIES

The DNA of every Pharma Cadila is engineered to possess unique competencies of I Act I
Achieve.

8
9
 ORGANIZATIONAL STRUCTURE

Cadila
Pharamacueticles
pvt.ltd

Non
Pharama
Pharama

Bhat-
Ankleshwar- Dholka-mgf.
corporate mgf.Plant R&d
IRM Group
Office

GCTS -
Karnavati Rousdonmullai
CADAgro Vetnova
Eng.Ltd Travel & Fms-cafe Mod Tea Estate Aviation
Forex

10
 IRM GROUP OF COMPANIES LTD.

About IRM Group Companies:

IRM group of company is the Cadila pharmaceutical ltd. subsidiary company. It is established
on 11 October 1994.

Headquartered in Ahmedabad, IRM is one of the largest and most respected companies in
India's private sector. With over 27 years of a strong, customer focused approach and a
continuous quest for world-class quality, IRM has unmatched capabilities across Agriculture,
Veterinary, Pharma Machinery Manufacturing, Travel, Forex, Aviation and Hospitality
Industry, and maintains a leadership in all its major lines of business.

IRM Group’s growth and vision has always been in sync with the idea of Nation Building. We
live in the same communities where we operate and take our responsibility towards contributing
to the betterment of the society very seriously.

The company launched its operations in 1987 and in the last three decades it has made its goal
to provide world-class service for their customers. The company now have various verticals
with the same core philosophy of providing world-class service.

Our Ventures:

We aim to impact the lives of millions across the world with futuristic offerings. From
agriculture to travel, our journey has forever remained committed to empowering the consumer
with sustainable living.

11
 COMPANY PROFILE

Name IRM Group of

Companies Ltd.

Type Private

Industry Pharmaceutical Industry

Founder Lat. Indravardhan A. Modi

Chairman and Managing Dr. Rajiv Modi

Director

Headquarter Ahmedabad

Founded 1986

Employees 1000

Website www.irmgroup.Co.in

12
 ORGANIZATION STRUCTURE

CMD
Dr. Rajiv Modi

COO

GCTS
CPL KEL FMS
CadAgro VetNova Aviation SBUH
SCH Head
CFO CHRO HEAD SBU SBU Head (Forex
Head SBU &
Head Head AGM Travel)

13
 Main division:

TEA ESTATE GARDEN TREE

FOREX
GCTS

TRAVEL

AVIATION CHARTER SERVICES

IRM GROUP CAFE MOD

FMS ( FACILITY
DIVISION MANAGEMENT
SERVICES)
GUEST HOUSE

KARNAVATI PHARMA
MACHINERY

VETNOVA
VETENARY
HEALTH CARE

ORGANIC AGRO
CADAGRO PRODUCTS

14
1. CADAGRO: -

CadAgro is a diversified agri-business company providing tissue culture, potato tubers, and
organic agro inputs like bio-fertilizers, bio-pesticides and botanicals. Founded in 1992, the
company’s mission is to make Indian farming economically viable and sustainable. CadAgro
has to its reputation one of the first companies in India to bring the tissue culture technology.
A research-focused division, the R&D department is a Centre of Excellence in Tissue Culture
and Bioproducts dedicated to producing novel solutions for superior customer satisfaction.

a) Tissue Culture:

CadAgro manufactures, exports and supplies high-quality tissue culture which is cost-effective
and produces a high-yield. Our variety of tissue culture raised plants includes Banana,
Pomegranate, Teak, Sugarcane, Teak and Gourd.

b) Potato Tubers/Seeds:

Potato is known to be a cash crop that supplements India’s dietary needs. The division’s Cad
Aaloo are disease and pest resistant potato tubers made of tissue culture guaranteeing superior
yield (Average Yield: 15 to 20 tons/ha).

c) Seedlings Info

Bio Products : To keep the harvest safe from any damage, CadAgro manufactures premium
bioproducts viz. Bio-Fertilizers, Bio Fungicides, Bio Pesticides, Plant Growth Promoters, Crop
Nutrients and Spray Additives. The bioproducts are available in Liquid, Powder, Granular and
Tablet Forms.

d) Services

Supplying to 80 countries worldwide • State-of-the-art manufacturing plant in Hirapur, Gujarat

• Dedicated R&D center • Widespread distribution network

15
2. GCTS:

Green Channel Travel Services (GCTS) is one of the largest travel management companies in
the business travel industry that provides international and domestic travel solutions and foreign
exchange services to companies as well as people across the world. Our full proof
comprehensive travel solutions, forex services, MICE, e-business, air charter, accommodation
and transportation services enable our clients to increase efficiency, focus on their business
objective and achieve desired goals.

Established in 1986 in Gujarat, India, we have successfully expanded our business into 14 major
cities across India. We understand the complex travel requirements. Hence, our aim remains to
provide personalized travel solutions that completely align with your requirements.

a) Travel:
Green Channel Travel Services is an IATA accredited travel agency providing travel solutions
for every need. The company has a network of 15 service centers across India that provides
round the clock quality and hassle-free services.

Services: a) Online Travel Book for International & Domestic (Air, Rail, Bus) b) Visa c)
Meetings, Incentives, Conferences and Exhibitions d) Travel Insurance e) Hotel Reservation &
Site-Seeing f) Travel Packages g) Meet & Assist Hotels h) Car rentals i) International student
identity card (ISIC)

b) Forex:
GCTS is an Authorized Dealer Category II that provides remittance of forex for various
purposes like private, business visits, film shooting/medical treatment, immigration,
employment, student, migration, crew wages and various non-trade remittances.

Products: a) Foreign Currency Notes b) Travelers Cheques c) Travel d) EEFC Settlement e)

Outward Remittance Products f) Currency Import.

GC Air is a new division providing charter services to VVIP of large corporate, celebrities,
political leaders and gaining strength year on year with more visibility to the outside world. The
company’s Cessna Mustang 510 is one of a kind jets and is a superior model in the Very Light
Jets (VLJs). Designed to be a low-cost upgrade for the twin prop customer, the Mustang offers
high performance on a budget. With over 400 aircraft in operation around the globe, the
Mustang is GCTS’s most popular aircraft for flights under 1 hour.

16
CORE SERVICES

a) Travel and Tourism b) Personnel Logistics c) Emergency Services d) Tours and Roadways
e) Events

3. AVIATION: -

We understand that there’s no such thing as an ordinary flight. Every trip is unique. Every client
has different needs. Every route careful planning. Attention to every detail team of professional
is the hallmark of GC air’s charter service. We believe that by exceeding expectations, we earn
our client’s confidence which is vital to a lasting relationship. At GC air, we are proud of our
heritage, and strong operational background.

4. FMS: -

Facility Management Services (FMS Division) is a hospitality vertical providing guest house
facility and bakery. Founded for serving superior comfort for travelers all across India, this
division runs by the traditional Indian ethos of Atithi Devo Bhava.

BUSINESS VERTICALS

1. Guest House
FMS offers a variety of guest houses facilities across metros in India. Each guest house is
designed to cater a luxurious, comfortable experience for business travelers after their arduous
day of work.

Features

• Present in metro cities • Complimentary breakfast • Free Wi-Fi • Transport Facilities

2. Café Mod
Café Mod specializes in producing bakery products viz. bread, cakes, biscuits, pastries and
snacks. The bakery specializes in egg-less variants. Known for its delicious taste, many flavors
and quality ingredients, Café Mod caters sumptuous delicacies for parties, events and
consignments.

17
5. KARNAVATI: -
Karnavati Engineering Limited was started in 1981, with a focus on Transforming Machines to
Pharmaceutical Excellence. Driven by a small initiative of our respected Chairman Shri I.A.
Modi, today the organization has come off age in carving out a tall name for itself in the market
for its outstanding quality and customer service. We are an ISO 9001:2008 company with state-
of-the-art infrastructure and manufacturing capabilities for Pharmaceutical Machineries,
Tooling’s, Line and Allied Accessories confirming to the highest standards of quality and
reliability. Our Company is accredited by Government of India as “Export House”. We invest
a considerable part of our revenues into R&D and attribute all our success to the team work of
our employees. A motivated work force and commitment from management has helped us
maintain a steady pace at all times. We have a rich history of bringing many firsts into the
market. We were the first to introduce small batch (R & D) Tablet Presses domestically. We
led the industry for designing front Controls for better ease of operation.

BUSINESS VERTICALS

a) Tablet compression

b) Capsule filling

c) Multipurpose equipment

d) Granulation

e) Tablet tooling

f) Accessories

6. VETNOVA: -

Vet Nova (A Division of IRM Enterprises Ltd), is a veterinary pharmaceutical manufacturing

and marketing company based in Ahmedabad, Gujarat. We are committed to provide best
quality veterinary pharmaceutical products at affordable pricing across the globe. We offer one
of the industry's most innovative portfolios of veterinary products. We are a highly proactive,
robust and diversified company with a strong, scientifically-proven, product portfolio and an
ever-growing reach.

18
Our aim is to broaden the portfolio of our veterinary pharmaceutical products addressing the
numerous needs of animals suffering from various ailments by developing superior products
where conventional formulations have limited effectiveness and to reformulate pharmaceutical
compounds with known safety and efficacy. By consistently delivering the highest standards of
quality, professionalism and integrity, our goal is to become the partner of choice for
veterinarians, producers and animal owners.

THERAPEUTIC AREAS

1. Antibiotics 2. Supportive 3. Feed Supplement 4. Digestive 5. Anti-Diarrheal 6. Dewormer

7. Topical 8. Pet Shampoo

• Expertise in therapies with a unique formulation • Future expansion to livestock biologicals •

Export to nearby countries viz. Nepal, Bangladesh, Sri Lanka, Bhutan, Egypt, Malaysia and
Africa.

19
 PRODUCTS
❖ BIO PRODUCTS: -

SR. NO. PRODUCTS

1. Bio – fertilizer 1) JOSH super

2) AzoCAD

3) AzotoCAD

4) RhizoCAD

5) Kalisena

6) AmiCAD

7) JOSH ULTRA

8) Enrhizza

9) CAD – PROM

2. Bio – Pesticide 1) Nistaar

2) Dangal veer

3) Ultraneem

4) CADTricho

3. Plant growth 1) CADGrow

promotors
2) CAD More

3) Floret

4)Mintmore

4. Organic growth 1)Natfos

promoters
2) Nutricomplete

20
 3) CADspeedup

5. Crop nutrients 1) AmiCAD (LIQUID)

2) CAD-O-K

3) CAD-O-K XTRA

4) Mentor

6. Spray additives 1) Power 2 spread

2) CAD stick

7. Bio fungicides

8. Tissue culture plants 1) Banana

2) Pomegranate

3) Lemon

4) Teak

5) Pointed gourd

6) Spine gourd

9. Potato Tuber / Seeds 1) Sugarcane Seedling of

Seedling Single Eye Bud

2) Potato Tuber: - CAD

Aloo

3) Seed Raised Papaya

21
Key strengths: -

✓ World class infrastructure

✓ Tissue culture lab accredited by department of biotechnology, government of India
✓ 25 years of experience in tissue culture
✓ Wide range of high-quality product
✓ More customer contacts.
✓ Give to after sales service for the customer

New initiatives: -

✓ Horticulture & proplus

✓ Grafting
✓ Govt. projects
✓ Floriculture
✓ Landscaping & Gardenings

22
 DIFFERENT DEPARTMENTS

DEPARTMENT

MARKETIN PRODUCTIO HUMAN

FINANCE RESEARCH &
G N RESOURCE DEVELOPMENT

23
 OVERVIEW OF DEPARTMENTS

Production Department: -
Production is the functional area responsible for turning inputs into finished outputs through a
series of production processes. The Production Manager is responsible for making sure that raw
materials are provided and made into finished goods effectively. Cadila undertakes agreement
manufacturing to provide companions a win-win working dating, beneath a sturdy strategic
alliance. Over the year, the organization has carved a distinguished area of interest for itself
within the international regulated marketplace, where we contently aspire to:

• In 3900 million drugs, one hundred fifty million capsules, 6000 kilo litres liquid dosages,
and 168 million vials and ampoules of the once a year production potential.
• Capability to produce dosage bureaucracy in sterile and non-sterile formats in all therapeutic
classes, along with lyophilization facility.
• The production of Beta-Lactam, Cephasporin, Rifampicin, and insulin of sterilized,
committed World magnificence centers.
• Specializing in all place of medication manufacturing, which include great control, first-
rate guarantee, the board-licensed and experienced technical team, research and
development for all variety of product.

Research and Development Department:

• R&D Department refers to innovative activities undertaken by corporations or governments
in developing new services or products, or improving existing services or products.
• Research and development constitute the first stage of development of a potential new
service or the production process.
• Research is the riskiest financing area because both the development of an invention and its
successful realization carries uncertainty including the profitability of the invention.
• Work day and night applying science to the purpose of locating remedies comprising three
hundred scientists our committed research and development department.
• They collaborate intently with commercial enterprise improvement pals to provide you with
leap forward ideas for addressing affected person desires and discover synergies that cut
throughout healing domains.
• The broaden low cost novel merchandise with the help of niche technology is primary
cognizance.
24
• We take monstrous delight in the robust intellectual capital of our staff and the numerous
years of revel in that they carry to Cadila’s labs in chemistry, analytical strategies, dosage
forms, new formulations, preclinical research, scientific studies o even patent law.

Research regions:
• Formulation Development
• Herbal Product Development
• API Solution
• Pre-medical and medical research
• Biotechnology

Marketing Department:

A marketing department promotes your business and drives sales of its products or services. It
provides the necessary research to identify your target customers and other audiences.
Marketing department skilled professionals and surprisingly-certified management body of
workers, with SAP ERP and supply chain management board.

Pushkar Gupta advertising and marketing head at Cadila Pharmaceuticals Ltd prescription
drugs restricted and his committee and incredibly focused marketer with a complete expertise
and know-how of affected person centric, closed loop marketing commercial enterprise
analytics and go to market initiatives of Indian pharma enterprise.

Gathering and prioritizing communication as in keeping with consumer necessities, presently

responsible for product making plans and execution in the course of the present and future phase
of product lifecycle, defining the product imaginative and prescient, and operating carefully
with the income and help departments to ensure sales and purchaser delight dreams are met.
The duties of the Marketing Department may include one or more of the following:

• Defining and managing your brand- defines the experience you want your customers and
partners to have when they interact with you.

25
• Conducting campaign management for marketing initiatives- Marketing proactively
identifies the products and services to focus on over the course of your sales cycle, and then
produces materials and communications that get the word out.
• Producing marketing and promotional materials. Your marketing department should create
the materials that describe and promote your core products and/or services. They should be
kept up-to-date as those products and services evolve.
• Conducting customer and market research. Research helps you define target markets and
opportunities and helps you understand how your products and services are perceived.
• Overseeing outside vendors and agencies. Marketing is typically responsible for selecting
and managing the agencies and vendors who produce marketing materials and provide
marketing support.

Human Resource Department:

Human resources are the people who make up the workforce of an organization, business sector,
or economy. “Human capital” is sometimes used synonymously with “Human Resources”,
although human capital typically refers to a narrower effect.

Responsibilities of HR Department:

• New Recruitment - Recruiters advertise job postings, source candidates, screen applicants,
conduct preliminary interviews and coordinate hiring efforts with managers responsible for
making the final selection of candidates.
• Job Safety – one of the main functions of HR is to support workplace safety training and
maintain federally mandated logs for workplace injury and fatality reporting. HR safety and
risk specialists often work closely with HR benefits specialists to manage the company’s
workers compensation issues.
• Employee Relations – Employee relations is the HR discipline concerned with
strengthening the employer-employee relationship through measuring job satisfaction,
employee engagement and resolving workplace conflicts. Labor relations functions may
include developing management response to union organizing campaigns, negotiating
collective bargaining agreements and rendering collective bargaining agreements and
rendering interpretations of Laboure union contract issues.

26
• Compensation and Benefits – HR functions include setting compensation structures and
evaluating competitive pay practices. A compensation and benefits specialist also may
negotiate group health coverage rates with insures and coordinate activities with the
retirement savings fund administrator. Payroll can be a component of the compensation and
benefits section of HR.
• Labour Law Compliance – compliance with labour and employment laws is a critical HR
function. HR staff much be aware of federal and state employment laws such as Title VII
of the Civil Rights Act, the Fair Labour Standards Act, the National Labour Relations Act
and many other rules and regulations.
• Training and Development – what is training development Leadership training may be
required of newly hired and promoted supervisors and managers on topics such as
performance management and how to handle employee relations matters at the department
level. HR giving new employees extensive orientation training to help them transition into
a new organizational culture.
• Puja Sinha Officer HR at Cadila Pharmaceutical Ltd.
• Role in the company is recruiter of HR expert.

ACCOUNT & FINANCE DEPARTMENT:

The part of an organization that manages its money. The business functions of a finance
departments typically include planning, organizing, auditing, accounting for and controlling its
company’s finances. The finance department also usually produces the company’s financial
statements.

Accounting Department Responsibilities are as under:

• Money In & Out - making payments and keeping the bills paid and processing incoming
payments. Finance Department prepares bank reconciliation statement on daily basis.
• Proper Documentation - maintaining the documents of export.
• Payroll – make sure everyone gets paid (including government) on due dates.
• Reporting – preparing financial reports e.g. P&L, Balance sheets and Budgets.
• Financial Controls – to avoid errors, fraud and theft.
• Maintaining Accounts - Company need to maintain the accounts of all their customers and
suppliers and should have check on it. Finance Department maintains accounts of customers
and suppliers on regular basis and update it regularly.
27
SWOT ANALYSIS

28
 STRENGTHS OF CADILA PHARMACEUTICAL:

1. Diverse Revenue models - Over the years Cadila Pharmaceuticals has ventured into various
businesses outside the Healthcare sector. This has enabled the company do develop a
diversified revenue stream beyond Healthcare sector and Biotechnology & Drugs segment.
2. Success of new product mix - Cadila Pharmaceuticals provides exhaustive product mix
options to its customers. It helps the company in catering to various customers segments in
the Biotechnology & Drugs industry.
3. Strong brand recognition - Cadila Pharmaceuticals products have strong brand recognition
in the Biotechnology & Drugs industry. This has enabled the company to charge a premium
compare to its competitors in Biotechnology & Drugs industry.
4. Market Leadership Position - Cadila Pharmaceuticals has a strong market leadership
position in the Biotechnology & Drugs industry. It has helped the company to rapidly scale
new products successes.
5. Brands catering to different customers segments within Biotechnology & Drugs segment -
Cadila Pharmaceuticals extensive product offerings have helped the company to penetrate
different customer segments in Biotechnology & Drugs segment. It has also helped the
organization to diversify revenue streams.
6. First mover advantage in the increasingly crowded market place. The new products are
rapidly increasing Cadila Pharmaceuticals market share in the Biotechnology & Drugs
industry.

29
 WEAKNESS OF CADILA PHARMACEUTICAL:

Weaknesses of Cadila Pharmaceuticals can either be absence of strengths or resources of

capabilities that are required but at present the organization doesn't have. Decision makers have
to be certain if the weakness is present because of lack of strategic planning or as a result of
strategic choice.

1. Business Model of Cadila Pharmaceuticals can be easily imitated by the competitors in the
industry name industry. To overcome these challenges company name needs to build a
platform model that can integrate suppliers, vendors and end users.
2. Extra cost of building new supply chain and logistics network - Internet and Artificial
Intelligence has significantly altered the business model in the Healthcare industry and
given the decreasing significance of the dealer network Cadila Pharmaceuticals has to build
a new robust supply chain network. That can be extremely expensive.
3. Niche markets and local monopolies that company’s like Cadila Pharmaceuticals able to
exploit are fast disappearing. The customer network that Cadila Pharmaceuticals has
promoted is proving less and less effective.
4. High cost of replacing existing experts within the Cadila Pharmaceuticals. Few employees
are responsible for the Cadila Pharmaceutical’s knowledge base and replacing them will be
extremely difficult in the present conditions.
5. Declining per unit revenue for Cadila Pharmaceuticals - competitiveness in the industry
name is putting downward pressure on the profitability. A starting guide to manage this
situation for company name is – objectively assessing the present value propositions of the
various products.
6. Loyalty among suppliers is low - Given the history of Cadila Pharmaceuticals coming up
with new innovations to drive down prices in the supply chain.

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 OPPORTUNITIES OF CADILA PHARMACEUTICAL:

1. Lower inflation rate - The low inflation rate brings more stability in the market, enable
credit at lower interest rate to the customers of Cadila Pharmaceuticals. This will increase
the consumption of Cadila Pharmaceuticals products.
2. Customer preferences are fast changing - Driven by rising disposable incomes, easy access
to information, and fast adoption of technological products, customers today are more
willing to experiment / try new products in the market. Cadila Pharmaceuticals has to
carefully monitor not only wider trends within the Biotechnology & Drugs industry but also
in the wider Healthcare sector.
3. Lowering of the cost of new product launches through third party retail partners and
dedicated social network. Cadila Pharmaceuticals can use the emerging trend to start small
before scaling up after initial success of a new product.
4. Trend of customers migrating to higher end products - It represents great opportunity for
Cadila Pharmaceuticals, as the firm has strong brand recognition in the premium segment,
customers have experience with excellent customer services provided by Cadila
Pharmaceuticals brands in the lower segment. It can be a win-win for the company and
provides an opportunity to increase the profitability.
5. Accelerated technological innovations and advances are improving industrial productivity,
allowing suppliers to manufacture vast array of products and services. This can help Cadila
Pharmaceuticals to significantly venture into adjacent products.
6. Increasing government regulations are making it difficult for un-organized players to
operate in the Biotechnology & Drugs industry. This can provide Cadila Pharmaceuticals
an opportunity to increase the customer base.

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 THREATS OF CADILA PHARMACEUTICAL:

Threats are factors that can be potential dangers to the firm's business models because of
changes in macro-economic factors and changing consumer perceptions. Threats can be
managed but not controlled.

1. Saturation in urban market and stagnation in the rural markets - For Cadila Pharmaceuticals
this trend is an ongoing challenge in the Biotechnology & Drugs segment. One of the
reasons is that the adoption of products is slow in rural market. Secondly it is more costly
for Cadila Pharmaceuticals to serve the rural customers than urban customers given the vast
distances and lack of infrastructure.
2. Shortage of skilled human resources - Given the high turnover of employees and increasing
dependence on innovative solution, company name can face skilled human resources
challenges in the near future.
3. Competitive pressures - As the new product launch cycles are reducing in the Healthcare
industry. It has put additional competitive pressures on players such as Cadila
Pharmaceuticals. Given the large customer base, Cadila Pharmaceuticals can't respond
quickly to the needs of the niche markets that disruptors are focusing on.
4. Changing political environment with US and China trade war, Brexit impacting European
Union, and overall instability in the Middle East can impact Cadila Pharmaceuticals
business both in local market and in international market.
5. Distrust of institutions and increasing threat of legal actions for Cadila Pharmaceuticals -
As the WTO regulations and laws are difficult to enforce in various markets. Legal
procedures have become expensive and long drawn process. It can lead to less investment
into emerging markets by Cadila Pharmaceuticals thus resulting in slower growth.
6. Trade Relation between US and China can affect Cadila Pharmaceuticals growth plans -
This can lead to full scale trade war which can hamper the potential of Cadila
Pharmaceuticals to expand operations in China.

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 INTRODUCTION OF THE TOPIC

RECRUITMENT AND SELECTION:

Recruitment and selection is an important procedure 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 of sourcing, screening, shortlisting and selecting the right candidates
for the filling the important vacant positions.

The recruitment and selection process is one of the maximum vital components of jogging new
and mounted organizations alike. The proper personnel can take your enterprise to new heights.
The wrong ones can hurt business through missing income, turning customers off and
developing a toxic workplace environment. Follow professional’s advice on each step of the
recruitment and selection process to put together a group that suits with and enhances your
business way of life, goals and targets.

Recruitment and choice are special sports. The which means of recruitment is the mechanism
of creating hobby for the human beings to apply for paintings and selection is the very last
selection of a selected candidate for the particular role. For any enterprise it is crucial that the
individuals who are going to be Hire ought to have talents, expertise and attitude that you need.
In long time section agency wishes those varieties of employees who've the talents to face the
challenges and can hold studying. So, like this there are greater chances for the organisation to
get the aggressive side. Also, for the long-time issue method, proclivity and competency is
greater critical than gift command and information.

While inside the process of selection on judgment the people are used to forecast in assuring
favourable consequences on the activity. As these are all assumptions and there's no assure that
those predictions are unmistakeable so there are usually chances of misjudgements. T right here
are basically sorts of selection mistakes which can also show up in any electing system which
are described as follows. False high-quality or wrong attractiveness: where candidate is elected
but prove to be incompetent.

False terrible or improper rejections: in which candidate who were competent and capable and
will carry out better are refused.

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Organizations even as using the individuals are more worried approximately false positives
because as an end result it reasons insufficient overall performance and luxurious
misjudgement. In those type of organizations, it is able to be said that if they growth their degree
of access situation so that to lower the opportunity of fake positives. As a end result of this
fashionable the applicants who're actually equipped may be decided on and the candidates who
do no longer fulfil the requirement will be refused.

The Selection judgments play a primary position for fulfilment in any business enterprise. As
taking the wrong selections at the same time as deciding on are continually challenge to big
loss for the corporation. It is essential for the organisation that it has a higher satisfactory of
choice system so that it could accomplish more appropriate effects in all. As the call for the
multi skill ability variable work pressure and joint attempt is growing, selection has turn out to
be a lesser element for hiring those applicants who're absolutely specialised in a single area.
Immediate flair and empiricism can be lesser huge than intending to study, adaptability and
potential to paintings in a team.

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 Internal Recruitment:

Internal recruitment is the technique of filling the vacant positions in an enterprise via the
employees inside the business premises. In easy words, it may be understood because the
method wherein existing staff of the corporation are referred or considered for any available
suitable put up. Under this technique there are few techniques, following which existing
personnel can satisfy human resource need of the corporation. Recruiting from many of the
current staff offers many advantages. Seeing your personnel at work on a daily foundation will
enable you to assess their unique strengths and weakness appropriately and select the most
appropriate man or woman for the position. When the agency recruits from the within the
organization the personnel will experience critical and relatively valued since it appears that the
organization at once turns to them every time a emptiness happens.

Recruiting from some of the existing team of workers offers many benefits. Seeing your
personnel at paintings on a day-to-day foundation will allow you to evaluate their unique
strengths and weak spot correctly and pick the maximum suitable person for the location. When
the enterprise recruits from inside the corporation the personnel will sense essential and
incredibly valued since it appears that the organization without delay turns to them each time a
emptiness takes place. Their paintings fee and overall performance have to enhance in addition
to they may comprehend that growing job opportunities are to be had to them if they're
industrious and a hit at their jobs. However, any method has its personal deserves and demerits.

Merits:

• It improves the morale of the employees

• The worker is in better position to evaluate those presently hired than outside conditions.

• It promotes loyalty most of the employees, for it gives them a experience of activity safety
and opportunities of development.

• These human beings are tried and can be relied upon.

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Demerits:

• It regularly leads to inbreeding and discourages new blood from moving into a company.

• There are opportunities that inner assets may additionally “dry up” and it is able to be hard to
discover the considered necessary employees from within an organization.

• No innovation is made no new wondering so on new inputs which may be very a good deal
essential for the growth of the enterprise.

• Usually promotions are based totally on seniority so the hazard is that definitely capable
fingers may not be selected.

External Recruiting:

External recruitment is the manner of filling vacant posts of the enterprise by using the
personnel with the exception of the prevailing ones. New human beings with required skills and
qualification are enrolled inside the organization and accordingly new thoughts are initiated
within the corporation. When a business enterprise is worried in huge expansions and is more
orientated in the direction of reaching excessive increase and high marketplace share, with more
consciousness on pleasant of the product and high consumer delight then it is inevitable for any
employer to head for external recruiting. External recruiting is not anything however recruiting
the people for your company from out of doors the agency. It will assist the employer to make
quality use of different resources which can be mendacity outdoor the employer like for instance
campus recruits is a powerful and efficient way of recruiting when a business enterprise wishes
new minds which might be greater innovative and pass-getters for any venture. If a employer
wants to listen simplest on its center activities and desires to relieve the load of the mission of
recruitment then the extra viable option could be third birthday celebration recruiting or
recruitment technique outsourcing RPO. The experienced humans however unemployed can be
recruited into the company which may additionally lessen the education cost if they're from
identical industry. Retired and experienced human beings can yield greater through improving
their prior experience in new enterprise situations.

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Merits:

• New entrant to the labour pressure i.e., younger typically green potential employee’s
sparkling graduates or postgraduates may be taken and mold according with employer’s
subculture.

• External recruiting results in great choice from the massive resources.

• In the longer term this source proves least expensive due to the fact ability employees do not
more education.

• Many specific approaches of recruiting are to be had.

• The excess programs generated for modern requirement can be utilized for future vacancies.

Demerits:

• Extra time is required via the people to alter themselves to the existing operating situations.

• If the recruiting is carried out from massive supply then it will be more time taking because
the programs generated are more and quick listing turns into vital.

• Cost of recruiting may be comparatively more than inner recruiting.

• Sometimes it creates employee dissatisfaction as there may be mismatch among the worker
expectation with the corporation and the organization’s expectation with the employee.

• Will it attain the proper human beings?

• The major criterion which can be used to judge every source need to be whether or not it will
be positioned you in contact with doubtlessly appropriate applicants. No matter how ready
we might also at drawing up the packages, carrying out interviews and running exams, it is
all in large part inappropriate if there aren't good field of candidates to select from. The source
to be opted can be decided on the idea of activity description and worker specification. Based
on that choose the perfect supply that could give better yield ratio.

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I. INTERNAL SOURCES:

The maximum not unusual inner resources of internal recruitment are

1. Personal References

2. Notice boards

3. Newsletters

4. Memoranda

1) Personal References:

The existing employees will possibly recognize their friends or household or colleagues who
ought to correctly fill the vacancy. Approaching them may be quite green technique of
recruitment however will almost really offend other people who would have wished to have
been taken into consideration for the task. To hold personnel happy, make sure that doubtlessly
appropriate personnel are informed of the emptiness so that they can apply. Also, any individual
else who is in all likelihood to be interested is told about it as nicely so that you can practice for
the process.

2) Notice Boards:

This is the handy and simple method of passing on essential messages to the existing staff. A
activity commercial pinned to a notice board will in all likelihood be visible and study by a
enough variety of suitable employees at very little fee. However, many of the staff will in all
likelihood no longer analyze of the vacancy on this way either due to the fact the notice board
poorly placed or is full of out dated notices that they don’t bother to have a look at it, as they
anticipate there is nothing new to discover. A note board have to be ensured that it's miles nicely
sited. Wherever its miles been positioned it should be positive that it is visible by means of each
one. Its manner there must be same opportunity to see to it and this occurs after they recognize
that just essential topical notices are on show. Attention must be paid to the layout and contents
of the attention if it's far to seize the attention and make the employee study on and then need
to apply for the activity.

38
 3) Newsletters:

Many organizations often produce in-house newsletters, magazines or journals for their group
of workers to study. It is hoped that today's agency news sheet is read avidly by way of all staff
as a consequence making sure that each one is aware about the process opportunity marketed
in it. Unfortunately, this isn't always constantly so, due to the fact it is occasionally not
circulated broadly sufficient and personnel may discover it uninteresting and pick out now not
to study it. Newsletter may be utilized because the supply of recruitment if it is satisfied that
everybody will see a duplicate.

4) Memoranda:

Possibly the first-rate way of circulating news of the job emptiness is to ship memoranda to
department managers to read out to the teams or to write down all personnel perhaps enclosing
memoranda in wage packets if appropriate. However, it may be a time-consuming manner to
touch staff in my opinion, specifically if there is a big paintings force. It has to also be saved in
mind as to in which way the memorandum is phrased out in order that the activity appeals to
possibly candidates.

II. EXTERNAL SOURCES:

There are many assets to pick from if you are searching for to recruit from outside the business
enterprise.

1. Word of mouth

2. Notices

3. Job centers

4. Personal agencies and consultants

5. Training institutions

6. The press

7. Radio

8. Television

39
1) Word of Mouth:

Existing personnel might also have buddies and relatives who would really like to apply for the
activity. Recruiting on this way appears to be simple, less expensive and convenient. Never use
phrase of mouth as a sole or initial source of recruitment if the work pressure is utterly or
predominantly of 1 intercourse or racial institution. Also using buddies and loved ones of
present personnel may be imprudent as it isn't always certain that they're as able because the
modern staff.

2) Notices:

Displaying notices in and round commercial enterprise premises is a simple and often ignored
method of advertising and marketing a activity vacancy. They should be seen by using a
massive variety of passerby, a few actively looking for paintings. It also can be less expensive
with a word various from a cautiously hand written publish card up to a professionally produced
poster. Pay attention to the arrival and contents of the notice if it's far meant that it is carried
out by way of the right people.

3) Job Centers:

Most massive cities have a job middle which gives employers a unfastened recruitment
provider, looking to fit their vacancies to task seekers. Staff will observe information
approximately a put up and the forms of person sought after which put it on the market the
emptiness o be aware boards within their premises. Job center employees can similarly help if
requested to do so by way of issuing and assessing software bureaucracy and therefore
removing those applicants who're manifestly unsuitable for the location. Short listed applicants
are then dispatched out for the organization to interview on his enterprise premises.

40
4) Private Agencies and Consultants:

There are diverse types of personal organization that may help to locate the right character for
a selected task. Employment corporations exist in lots of city and towns. Some cope with all
fashionable vacancies from junior unto supervisory level while others concentrate on numerous
occupations such as accountancy, clerical or laptop employees and advertising and marketing
or sales. Since they hold a register of activity seekers, they first of all try to locate candidates
from this listing. A brief listing could be drawn up by means of reading through packages and
undertaking interviews on patron employer’s behalf. Although prices range, its miles expected
to pay round 10 to fifteen% of the yearly income offered if a suitable man or woman is
determined for the activity. This can be partly refundable if he leaves within a sure period of
time. For brief group of workers, it's far normally charged on hourly, day by day or weekly
price through the organization. They will then pay the worker. Recruitment organizations are
similar to employment companies in the services that they provide. The primary difference is
that recruitment companies tend to operate at a higher stage, targeting technical, managerial
and executive appointment. Accordingly, multiplied time, effort and knowledge are had to bring
together a first-rate brief list. This can be reflected inside the fees charged, frequently between
18 and 22% of the yearly salary of the team of workers recruited. Again, a share of this can be
refundable if the personnel proves to be unsatisfactory and subsequently departs.

5) Training Institutions or Campus Recruitment:

Those companies which require a consistent intake of younger men and women for brand new
Youth Training to trainee control positions ought to establish and keep close touch with
faculties and universities. The advantage of campus recruitment is, its miles acknowledged that
who the target market to be addressed are. Promotional literature within the shape of posters,
broachers, catalogues; press releases and so on may be issued to the audience so that the
employer’s name stays distinguished in there and their pupil’s minds all of the time.

41
6) The Press:

Advertising for the new team of workers via the click has proved a hit for lots agencies. Choose
between neighborhood newspapers, countrywide newspapers and the magazines. All will put
in contact with extraordinary target market. Local newspapers, read by a large pass-segment of
the immediately populace, can be maximum appropriate if there is sufficient expertise inside
the region.

National newspapers, with their mass circulations and differing attitudes to news coverage
attractive to various tastes, may be higher while searching out to fill the senior function.

Trade Magazines regularly below anticipated as beneficial supply of recruitment is probably

really worth thinking about if searching out to recruit a person for a specialized job which likely
requires previous enjoy of the particular enterprise.

Naturally there are a few drawbacks to newspaper advertising and marketing. It is pricey on the
subject of other, regularly similarly desirable source which includes task and careers centers,
which promote it loose. Other drawbacks of newspaper marketing consist of a excessive degree
of wastage (the considerable majority of readers will no longer be process hunting) and a short
lifestyles span. The daily or night newspaper is perpetually discarded at the give up of the day.
A brief series of advertisement incurring more costs may also now and again be required and
multiplying one ad by means of 3 or four begins to make this supply prohibitively highly-priced.
Trade magazines might be a higher way of recruiting body of workers depending upon the
circumstances. Most will include employment advertisements inside a categorized segment to
be able to be study by means of a small but choose and interested variety of humans. There
some hazards, but the economic outlay is still extensive. If the mag is posted bi-monthly or
quarterly, may additionally have to wait someday earlier than the commercial is seen. It can be
supposed to fill the emptiness as soon as viable.

7) Radio:

Many radio stations broadcast unique job finders’ advertisements in the course of the day for
groups looking for new recruits. Advertising via the radio has got many benefits as it might be
transmitted to over a huge geographical region to potentially big audience. Variety of age
organizations listens thus making it a suitable medium for different sorts and ranges of jobs.

42
Advertisements may be broadcast in no time sometimes within hours. Nevertheless, there are
a few dangers that should be considered carefully. As few have tune in to listen advertisements
and their thoughts perpetually wander when they're on, or they will begin station hopping to
discover more music. The radio is likewise brief medium. An advertisement lasts for possibly
30 seconds, which is a completely short length in which to put across all the crucial points, and
is then completed. It is normally hard to bear in mind (What turned into the company’s call?
What became its smartphone quantity?) maximum listeners will not have a pen and pad
reachable to make notes.

8) Television:

You can put it on the market on a local or country wide basis. Recruiting workforce through
the Television remains widely appeared as a brand new and innovative approach. Companies
which use this medium can also therefore be visible as cross-beforehand and dynamic. Thus,
this medium may not be an immediate desire if there is best simply one vacancy to be crammed,
although shorter and steeply-priced one-month contracts might be negotiable and really worth
thinking about.

SELECTION

The choice technique is involved with securing relevant facts approximately the applicant. This
fact is secured in quantity of steps. The objective of choice method is to determine whether an
applicant meets the qualifications for a specific job and to select the applicant who's most
probably to carry out nicely in that process

The hiring procedure isn't a single act but it is essentially a sequence of strategies by using
which additional information is secured approximately the applicant. At every degree statistic,
which came to light, make the popularity or rejections of the candidate clear. Some choice
techniques are quite clean and some with many hurdles this increases with the level and
obligation of the positions to be stuffed.

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RECRUITMENT AND SELECTION PROCESS

Preliminary
Screening Interview

Completion of
Application or Form
if not done Previously

Employment Tests

Comprehensive
Interview

Background
Investigation

Final Employment
Decision

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1. Preliminary Interview or Screening:

The initial screening is usually conducted by a special interviewer a high caliber receptionist in
the employment office. These interviews are short and are known as stand-up interviews. The
main objective of such interviews is to screen out undesirable/unqualified candidates at very
outset. Such interviews conducted by someone who inspires confidence, who genuinely
interested in people, and whose judgment in the “sizing up” of the applicant is fairly reliable.

Basic criteria that must be met for an application to be eligible for consideration. If these criteria
are not met, there is no obligation on the employer to consider such applications. The screening
process therefore seeks to identify those applications that meet the basic entry-level
requirements applications that are therefore incomplete or do not meet the basic appointment
criteria are considered unsuccessful applications. In order to be fair and objective in the
screening of candidates, it is essential that a fixed set of valid criteria be applied in terms of
each and every candidate that applies for a position.

Certain conditions should be met in relation to the format and content of -

a) Application forms

b) Curricula Vitae (CV’s)

c) All other relevant documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those applicants that do not meet
the basic requirements, the next objective should be to identify a manageable size (pool) of
applicants (a short-list) who are best suited to fill the position successfully and from whose
ranks the most suitable candidate(s) is/are to be selected. It is about identifying a manageable
pool of best suited candidates for a specific position, in the interest of the State, taking into
account Affirmative Action and Employment Equity objectives.

May short-listing be used to reduce a vast number of applications to a manageable size?

45
As stated, the primary objective of the short-listing process is to reduce the Number of
qualifying applicants to a manageable size for purposes of selecting the most suitable candidate.
A further objective with short-listing is to rank candidates, and to determine a cut-off point
below which candidates will not be interviewed. The criteria utilized for short-listing purposes
should therefore be in sufficient detail to allow for this and should be applied consistently.

2. 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 candidate at the preliminary level. Many companies
formulate their own style of application forms depending upon the requirement of information
based on the size of the company, nature of business activities, type and level of job etc. they
also formulate different application forms for different jobs, at different levels, so as to solicit
the required information for each job. But few companies in our companies in our country do
not have prescribed application forms.

3. Employment Test

Test is defined as a systematic procedure for sampling human behavior

TESTS ARE USED IN BUSINESS FOR THREE PRIMARY PURPOSES.

1) For the selection and placement of new employees

2) For appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of paramount
importance for each of these purposes.

46
Classification of Tests on the Basis of Human Behavior:

A. Aptitude or potential ability test:

Such tests are widely used to measure the latent ability of a candidate to learn new jobs or skills.
They will enable us to know whether a candidate if selected, would be suitable for a job, which
may be clerical or mechanical. These tests may take one of the following forms.

a. Mental or Intelligence Test: measures and enables to know whether he or she has mental
capacity to deal with new problems.
b. Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of
mechanical wok. This could help in knowing a person’s capability for special visualization,
perceptual speed manual dexterity, visual motor coordination or integration, visual insights
etc.
c. Psychometric tests – these tests measure a person’s ability to do a specific job.

B. Achievement test:

Also known as proficiency tests they measure the skill, knowledge which is acquired as a result
of a training program and on the job experience, they determine the admission feasibility of a
candidate and measure what he/she is capable of doing.

a) Tests for measuring job knowledge – this type of test may be oral or written. These tests
are administered to determine proficiency in shorthand and in operating calculators adding
machines dictating and transcribing machines and simple mechanical equipment.

b) Work sample tests – demand the administration of the actual job as a test. A typing test
provides the material to be typed and notes the time taken and mistakes committed.

C. Personality tests:

These tests aim at measuring those basic make up or characteristics of an individual which are
non-intellectual in their nature. In other words, they probe deeply to discover clues to an
individual’s value system, his emotional reactions and maturity and motivation interest his
ability to adjust himself to the illness of the everyday life and his capacity for interpersonal
relations and self-image.
47
a) Objective tests – it measures neurotic tendencies self-sufficiency dominance submission
and self-confidence. These are scored objectively. They are paper and pencil tests or personality
inventors.

b) Projective tests – it is a test in which a candidate is asked to project his own interpretation
into certain standard stimulus situation. The way in which he/she responds to these stimuli
depends on his own values, motives and personality.

c) Situation tests – these tests measure an applicant’s reaction when he is placed in a peculiar
situation his ability to undergo stress and his demonstration of ingenuity under pressure. Such
tests usually relate to leaderless group situations, in which some problem is posed to a group
and its members are asked to reach some conclusion without the help of a leader.

d) Interest tests – these tests aim at finding out the types of work in which a candidate is
interested. They are inventories of the likes and dislikes of the people of some occupation
hobbies and recreational activities. They are useful in vocational guidance and are assessed in
the form of answers to a well-prepared questionnaire

4. INTERVIEWS

Interviews are a crucial part of the recruitment process for most organizations. Their purpose is
to give the selector a chance to assess the candidate and to demonstrate their abilities and
personality. It’s also an opportunity for an employer to assess them and to make sure the
organization and position are right for the candidate. An interview is an attempt to secure
maximum amount of information from candidate concerning his suitability for the job under
consideration.

The recruitment process for most organizations follows a common theme: Applications/CVs
are received, either online or by post; and candidates are short-listed and invited for interview.
The interview format can vary considerably and may include an assessment center and/or test.
The number of interviews also varies. Some companies are satisfied after one interview,
whereas others will want to recall a further shortlist of candidates for more. If successful at the
final interview stage, an official job offer is sent to the candidate. Interview format is
determined by the nature of the organization, but there are various standard formats.

Chronological Interviews -These work chronologically through the candidate’s life to date
and are usually based on the CV or a completed application form.

48
Competency-Based Interviews -These are structured to reflect the competencies that an
employer is seeking for a particular job (often detailed in the recruitment information). This is
the most common type of interview for graduate positions today.

Technical Interviews - If a candidate has applied for a job or course that requires technical
knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection
process, that the candidate will be asked technical questions or have a separate technical
interview to test his/her knowledge. Questions may focus on the final year project and his/her
choice of approach to it or on real/hypothetical technical problems. It seen that the candidate
proves himself/herself but also, they admit to what they don’t know.

5. Background Checks and Enquiries:

Offers of appointment are subject to references and security checks. The references given in the
candidate’s application will be taken up and a security check will be conducted. Security checks
can take a while if the candidate has lived abroad for any period of time.

6. Final Selection Decision:

Those individuals who perform successfully on the employment tests and the interviews, and
are not eliminated by development of negative information on either the background
investigation or physical examination are now considered to be eligible to receive an offer of
employment. Who makes that employment offer? For administrative purposes the personnel
department should make the offer. But their role should be only administrative. The actual
hiring decision should be made by the manager in the department that had the position open.

49
 LITERATURE REVIEW

1. Barber (1998) defines Employee recruitment as “practices and activities carried on by an

organization for the purpose of identifying and attracting potential employees”. Many large
corporations have employee recruitment plans that are designed to attract potential
employees that are not only capable of filling vacant positions but also add to the
organization’s culture.

2. According to Costello (2006) recruitment is described as the set of activities and processes
used to legally obtain a sufficient number of qualified people at the right place and time so
that the people and the organization can select each other in their own best short- and long-
term interests.

3. Jovanovic (2004) said recruitment is a process of attracting a pool of high-quality

applicants so as to select the best among them. For this reason, top performing companies
devoted considerable resources and energy to creating high quality selection systems. Due
to the fact that organizations are always fortified by information technology to be more
competitive, it is natural to also consider utilizing this technology to re-organize the
traditional recruitment and selection process through proper decision techniques, with that
both the effectiveness and the efficiency of the processes can be increased and the quality
of the recruitment and selection decision improved.

4. Dessler, (2000) found in his study that the Recruitment and selection forms a core part of
the central activities underlying human resource management: namely, the acquisition,
development and reward of the workers. It frequently forms an important part of the work
of human resource managers – or designated specialists within work organizations.
However, and importantly, recruitment and selection decisions are often for good reason
taken by non-specialists, by the line managers. Recruitment and selection also have an
important role to play in ensuring worker performance and positive organizational
outcomes. Recruitment and selection had the capacity to form a key part of the process of
managing and leading people as a routine part of organizational life, it is suggested here
that recruitment and selection has become ever more important as organizations
increasingly regard their workforce as a source of competitive advantage. Of course, not all
employers engage with this proposition even at the rhetorical level. However, there is
evidence of increased interest in the utilization of employee selection methods which are
50
 valid, reliable and fair. Dessler listing the essence of these in the following; build a pool of
candidates for the job, have the applicants fill out application forms, utilize various selection
techniques to identify viable job candidates, send one or more viable job candidates to their
supervisor, have the candidate(s) go through selection interviews, and determine to which
candidate(s) an offer should be made.

5. Mullins (1999) indicated that to be a high performing organization, human resource

management must be able to assist the organization to place the right person in the right job.
The human resource management practices include recruitment, selection, placement,
evaluation, training and development, compensation and benefits, and retention of the
employees of an organization. Businesses have developed human resource information
systems that support: (i) recruitment, selection, and hiring, (ii) job placement, (iii)
performance appraisals, (iv) employee benefits analysis, (v) training and development, and
(vi) health, safety, and security.

6. Odiorne (1984) indicated that the quality of new recruits depends upon an organization's
recruitment practice, and that the relative effectiveness of the selection phase is inherently
dependent upon the caliber of candidates attracted.

7. Smith et al. (1989) argue that the more effectively the recruitment stage is carried out, the
less important the actual selection process becomes. When an organization makes the
decision to fill an existing vacancy through recruitment, the first stage in the process
involves conducting a comprehensive job analysis. This may already have been conducted
through the human resource planning process, particularly where recruitment is a relatively
frequent occurrence. Once a job analysis has been conducted, the organization has a clear
indication of the particular requirements of the job, where that job fits into the overall
organization structure, and can then begin the process of recruitment to attract suitable
candidates for the particular vacancy.

8. According to Odiorne, (1984) one result of effective recruitment and selection is reduced
labour turnover and good employee morale. Recruiting ineffectively is costly, since poor
recruits may perform badly and/or leave their employment, thus requiring further
recruitment. In a cross-national study of recruitment practices, suggests that, in reality,
recruitment practices involve little or no attempt to validate practices. Personnel managers
tend to rely on feedback from line managers and probationary periods and disciplinary

51
 procedures to weed out mistakes. Firms with high quit rates live with them and tend to build
them into their recruitment practices and they do not analyze the constitution of their labor
turnover. A number of recent studies have suggested that some recruitment methods are
more effective than others in terms of the value of the employees recruited.

9. Miyake, (2002) indicated that while advertising is usual for job vacancies, applicants were
sometimes recruited by word of mouth, through existing employees. Besides being cheaper,
the “grapevine” finds employees who stay longer (low voluntary turnover) and who are less
likely to be dismissed (low involuntary turnover). People recruited by word of mouth stay
longer because they have a clearer idea of what the job really involves. The study reviewed
five studies in which average labor turnover of those recruited by advertising was 51
percent. The labor turnover for spontaneous applicants was 37 per cent and turnover for
applicants recommended by existing employees was 30 percent. One hypothesis proposed
to account for this was the “best information” hypothesis. It was argued that people who
were suggested by other employees were better and more realistically informed about the
job than those who applied through newspapers and agencies. Thus, they were in a better
position to assess their own suitability. Better informed candidates are likely to have a more
realistic view of the job, culture of the organization and job prospects.

10. Burack, (1985) argues that recruitment sources are significantly linked to differences in
employee performance, turnover, satisfaction and organizational commitment. In a survey
of 201 large US companies, Burack asked respondents to rate the effectiveness of nine
recruitment sources in yielding high-quality, high-performing employees. The three top
ranked sources were employee referrals, college recruiting and executive search firms.
However, cautions that, while these general results are useful, there is a need for greater
internal analysis of the relative quality of recruits yielded by different sources.

52
 Research Methodology

Meaning:

Research is an academic activity and as such the term should be used in a technical sense.
According to Clifford Woody research comprises defining and redefining problems,
formulating hypothesis or suggested solutions; collecting, organizing and evaluating data;
making deductions and reaching conclusions; and at last carefully testing the conclusions to
determine whether they fit the formulating hypothesis. D. Steiner and M. Stephenson in the
Encyclopaedia of Social Sciences define research as “the manipulation of things, concepts or
symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that
knowledge aids in construction of theory or in the practice of an art.”

Types of Research Methodology: -

1. Descriptive and Analytical

2. Applied and Fundamental

3. Qualitative and Quantitative

4. Conceptual and Empirical

1. Descriptive research concentrates on finding facts to ascertain the nature of something as it

exists. Analytical Research is concerned with determining validity of hypothesis based on
analysis of facts collected.

2. Applied research is carried out to find answers to practical problems to be solved and as an
aid in decision making in different areas including product design, process design and policy
making. Fundamental research is carried out as more to satisfy intellectual curiosity, than
with the intention of using the research findings for any immediate practical application.

3.Quantitative research studies such aspects of the research subject which are not quantifiable,
and hence not subject to measurement and quantitative analysis. Quantitative Research makes
substantial use of measurements and quantitative analysis techniques.

53
4. Conceptual research is involving investigation of thoughts and ideas and developing new
ideas or interpreting the old ones based on logical reasoning. Empirical Research Is based on
firm verifiable data collected by either observation of facts under natural condition or obtained
through experimentation.

54
 RESEARCH OBJECTIVES

1. To know the functioning of HUMAN RESOURCE DEPARTMENT.

2. To analyses the recruitment policy of the Cadila healthcare ltd.
3. To search or headhunt people whose skills fits into the company’s values.

SCOPE OF STUDY

• Sourcing and submission of profiles.

• Scheduling interviews.
• Discussing with selected candidates to finalize designation and salary.
• Follow up with candidate’s till joining.

55
 RESEARCH DESIGN

The bold hassle that follows the challenge of defining the studies trouble is the education of the
format of studies mission, popularly referred to as the “Research layout”. Research layout is
the arrangement of situations for collection and assessment of statistics in a manner that goals
to mix relevance to the studies purpose with economy in system. It is a conceptual form within
which the studies are performed. It constitutes the blue print for the gathering, size and
evaluation of records.

Type of studies design for this undertaking record is formal. It starts off evolved with a studies
questions and includes precise processes and facts resources specifications. Thus, the main goal
of formal studies design is to answer the query.

Research Descriptive Research

Data Source Primary Data

Research Method Survey Method

Research Technique/ Instrument Questionnaire

Type

Type of Questionnaire Structured

No. of Questions 14

Sample Size 50

Sampling Method Convenience

Place Cadila Pharmaceuticals

Ltd. Ahmedabad

56
 DATA COLLECTION SOURCES

It concerned with gathering all the relevant data and information that helps the researcher to
achieve the already formulated research objectives.

Data collection may be of either primary or secondary data.

Primary data:

Primary data means which are amassed by means of distinct strategies like questionnaire, a
depth interview, survey, schedules and many others. In this venture, number one records have
been gathered via the method of questionnaire. For conducting survey I have used primary data
i.e. questionnaire in Cadila Pharmaceuticals Ltd.

Secondary data:

Secondary data means facts which are already to be had i.e. They consult with the data which
have already been accumulated and analyzed by means of someone else. Usually posted records
are to be had in: various booklet like primary, country/nearby governments or foreign
governments, technical and alternate journals and many others. The secondary statistics worried
this project has been collected from the scientific magazine, literatures and internet.

57
 DATA COLLECTION INSTRUMENT

Questionnaire: -

A collection of questions designed to elicit information, that is crammed in through all

participants in the pattern. This can be accumulated both via oral interview or by written
questionnaire. This is the maximum common place kinds of research tool.

For conducting survey in Cadila Pharmaceuticals Ltd. I have asked questions to the employees
through Questionnaire.

58
 SAMPLING DESIGN

Care was taken to choose the sample based on considerations like age, sex & work experience
of respondents thus enabling better representations of the heterogeneous population. However,
the sample design was that of “convenience sampling” or “haphazard sampling” only. The time
consideration & size of population were major factors in determining choice of sample design.

Population of The Study Population:

the whole element of the universe from which sample is chosen for the reason of study is known
as population. The populace of my studies is the all patron of corporation.

Sampling Size Sample:

all of the object’s consideration in any field of inquiry constitutes a universe of population. In
this research just a few items can be decided on shape the population for our take a look at
reason. The gadgets decided on represent what's technically known as a sample. Here out
pattern length is one hundred clients from the total population to behavior the observe.

Sampling Method

There are two types of sampling method:

1. Random sampling method

2. Non-random sampling method

I have used the following sampling method for this study

• Sampling method: Non-random sampling

• Non-random sampling: Convenience sampling

59
 LIMITATIONS OF THE STUDY

✓ The sample region and sample size has been confined due to time constraint and company
HR policy.
✓ Respondent are reluctant for his or her reaction and evaluations and authenticity in their
declaration can’t be considered completely effective.
✓ All recommendations will be made on the remarks obtained from survey.
✓ All the survey questions were direct. Hence there is scope that the respondents can be biased
or pretentious and hence there is further scope of study.

60
 DATA ANALYSIS AND INTERPRETATION

Gender

a) Male ()
b) Female ()

Data analysis:

Male 39

Female 11

Chart:

Gender

Female
22%

Male
78%

Interpretation:

By conducting survey, the above pie chart shows that out of 50 respondents there are 39 male
respondents and 11 female respondents. i.e. 78% is male respondents and 22% female
respondents.

61
1. Does Cadila Pharmaceuticals Ltd. adopt any Recruitment and Selection Process?
a) Yes ()
b) No ()

Data analysis:

Yes 50

No -

Chart:

Sales
No
0%

Yes
100%

Interpretation:

By conducting survey regarding the recruitment and selection process , 100% respondents are
agree that Cadila Pharmaceuticals Ltd follow recruitment and selection process in their
organization.

62
2. Does the Recruitment and Selection procedure affect the performance of the employee
productivity and labour turnover?

a) Yes ()
b) No ()
c) May be ()

Data analysis:

Yes 16

No 29

May be 5

Chart:

Sales

May be
10%
Yes
32%

No
58%

Interpretation:

The pie chart shows that out of 50 respodents 16 respondents i.e. almost 32% of respondents
said yes that Recruitment and Selection procedure affect the performance of the employee
productivity and labour turnover. While 29 respondents i.e. almost 58% said NO and 5
respondents i.e. 10% said may be.

63
3. How much time did the company take to respond to candidate's application?

a) Less than 5 days ()

b) 5-10 days ()
c) 11-15 days ()
d) 16-20 days ()
Data analysis:

Less than 5 days 15

5-10 days 19

11-15 days 15

16-20 days 1

Chart:

Sales
16-20 days
2%

11-15 days
Less than 5 days
30%
30%

5-10 days
38%

Interpretation:

From the above pie chart, the 15 respondents of the organization said that company takes 30%
i.e less than 5 days to respond to candidate’s application. 19 respondents i.e. almost 38% said
it takes 5-10 days to respond to candidates application. 15 respondents i.e. almost 30% said it
takes 11-15 days to respond to candidates application. Only 1 respondent i.e. 2% that company
takes 16-20 days to respond to candidate.

64
4. Does the company recruit employee through IJP (Internal Job Posting)?

a) Yes ()
b) No ()

Data analysis:

Yes 40

No 10

Chart:

Sales

No
20%

Yes
80%

Interpretation:

From the above pie chart, 40 respondents i.e. 80% said yes that company recruit
employee through IJP (Internal Job Posting). While remaining 10 respondents i.e. 20% said no
that company does not recruit through IJP (Internal Job Posting).

65
5. Does your company post openings on job site and internet searches?

a) Sometimes ()
b) Never ()
c) Every time ()

Data analysis:

Sometimes 35

Never 2

Every time 13

Chart:

Sales

Every time
26%

Never
4%
Sometimes
70%

Interpretation:

Above pie chart shows that 70% i.e. 35 respondents agreed that company post openings on job
site and internet searches. While 4% i.e. 2 respondents deined for it and remaining 26% i.e. 13
respondents said everytime ompany post openings on job site and internet searches.

66
6. How do you rate the importance of recruitment and selection procedures in your
0organization?

a) 1 ()
b) 2 ()
c) 3 ()
d) 4 ()
e) 5 ()

Data analysis:

1 -

2 -

3 5

4 30

5 15

Chart:

Sales
1 2
0% 0%

3
10%
5
30%

4
60%

67
Interpretation:

In the above pie chart, we found that out of 50 repondents 5 respondent i.e. 10% rated 3 stars.
30 respondents i.e.60% rated 4 stars and remaining 15 respondents i.e. 30% rated 5 stars.

68
7. Does your company disclose the job specification at the time of selection of candidate?

a) Yes ()
b) No ()
c) Partially ()

Data analysis:

Yes 28

No 21

Partially 1

Chart:

Sales
partially
2%

No
42%

Yes
56%

Interpretation:

The pie chart shows that 28 respondents i.e. 56% said yes that the company disclose the job
specification at the time of selection of candidate. 21 respondents i.e. 42% said no and
remaining 1 respondents i.e. 2% said partially the company disclose the job specification at
the time of selection of candiadtes.

69
8. Is recruitment and selection process effective to achieve organization objectives?

a) Agree ()
b) Disagree ()
c) Neutral ()
d) Strongly agree ()
e) Strongly disagree ()

Data analysis:

Agree 11

Disagree 9

Neutral 18

Strongly agree 6

Strongly disagree 6

Chart:

Sales

Strongly
disagree Agree
12% 22%

Strongly agree
12%

Disagree
18%

Neutral
36%

70
Interpretation:

From the above pie chart we found that 11 respondents i.e. 22% agreed recruitment and
selection process effective to achieve organization objectives. 9 respondents i.e.18% disagree,
18 respondents i.e. 36% were neutral, 6 respondents i.e. 12% were strongly agree and
remaining 6 respondents i.e.12% were strongly disagree recruitment and selection process
effective to achieve organization objectives.

71
9. Do you think recruitment and selection process depends on interviewer?

a) Agree ()
b) Disagree ()
c) Neutral ()
d) Strongly agree ()
e) Strongly disagree ()

Data analysis:

Agree 8

Disagree 10

Neutral 17

Strongly agree 6

Strongly disagree 9

Chart:

Sales

Agree
16%
Strongly disagree
18%

Strongly agree
12% Disagree
20%

Neutral
34%

72
Interpretation:

From the above pie chart, we found that 8 respondents i.e.16 % agreed that recruitment and
selection process depends on interviewer. 10 respondents i.e.20% disagree, 17 respondents i.e.
34% were neutral, 6 respondents i.e. 12% were strongly agree and remaining 9 respondents
i.e.18% were strongly disagree recruitment and selection process depends on interviewer.

73
10. Do you think different methods of interview should be used?
a) Agree ()
b) Disagree ()
c) Neutral ()
d) Strongly agree ()
e) Strongly disagree ()

Data analysis:

Agree 12

Disagree 12

Neutral 19

Strongly agree 5

Strongly disagree 2

Chart:

Sales
Strongly disagree
4%

Strongly
agree Agree
10% 24%

Neutral
Disagree
38%
24%

74
Interpretation:

From the above pie chart, we found that 12 respondents i.e.24 % agreed that recruitment and
selection process depends on interviewer. 12 respondents i.e.24% disagree, 19 respondents i.e.
38% were neutral, 5 respondents i.e. 10% were strongly agree and remaining 2 respondents
i.e.4% were strongly disagree recruitment and selection process depends on interviewer.

75
11. According to you what is the best source for recruitment and selection of the employees?
a) Job board ()
b) Recruiting software ()
c) Social media ()
d) Spilt media ()
e) Web search ()

Data analysis:

Job board 18

Recruiting software 13

Social media 7

Split placement 11

Web search 1

Chart:

Sales
Web search
2%

Split placement
22% Job board
36%

Social media
14%

Recruiting software
26%

76
Interpretation:

From the pie chart we found that 18 respondents i.e. 36% respondents said yes for job board.
13 respondents i.e.26% said yes for recruiting software. 7 respondents i.e. 14% agreed for social
media. 11 respondents i.e. 22% said yes for split placement and only 1 respondent i.e 2% agreed
for web search.

77
12. According to your which method should be used for interview?

a) Depth interview ()
b) Focus group interview ()
c) Personal interview ()
d) Projective techniques ()
e) Telephone interview ()

Data analysis:

Depth interview 6

Focus group interview 13

Personal interview 21

Projective techniques 3

Telephone interview 7

Chart:

Telephone
Depth interview
interview
Projective techniques 12%
14%
6%

Focus group
interview
26%
Personal interview
42%

78
Interpretation:

From the above pie chart, according to 6 respondents i.e. 12% are agreed for depth interview.
13 respondents i.e 26% are agreed for focus group interview method. 21 respondents i.e. 42%
are agreed for personal interview technique. 3 respondents i.e. 6% are agreed for projective
techniques. And 7 respondents i.e. 14% feels that organization should use telephone interview.

79
13. Which interview method can gain best results?

a) Depth interview ()
b) Focus group interview ()
c) Personal interview ()
d) Projective techniques ()
e) Telephone interview ()

Data analysis:

Depth interview 3

Focus group interview 18

Personal interview 21

Projective techniques 2

Telephone interview 6

Chart:

Sales
Depth interview
6%

Projective techniques
4% Telephone
interview
12%

Focus group
interview
Personal interview
36%
42%

80
Interpretation:

From the above pie chart, according to 3 respondents i.e. 6% are agreed for depth interview. 18
respondents i.e 26% are agreed for focus group interview method. 21 respondents i.e. 42% are
agreed for personal interview technique. 2 respondents i.e. 4% are agreed for projective
techniques. And 6 respondents i.e. 12% feels that organization should use telephone interview.

81
14. Do Cadila Pharmaceuticals Ltd. follow different recruitment process for different types of
employees?

a) Yes ()
b) No ()
c) May be ()

Data analysis:

Yes 11

No 29

May be 10

Chart:

Sales

May be Yes
20% 22%

No
58%

Interpretation:

The above pie chart shows that 22% i.e. 11 respondents agreed that the Cadila Pharmaceuticals
Ltd. follow different recruitment process for different types of employees. 58% i.e. 29
respondents said no and remaining 20% i.e. 10 respondents said may be.

82
 FINDINGS AND SUGGESTIONS

1. The Data Banks at Cadila Pharmaceuticals Ltd. should be computerized in order to retrive
data for future reference.

2. The Curriculum vitae of the company received by the company in the past and are no longer
in requirement and needs to be destroyed under the supervision of some senior employee.

3. Each level of employee should be formally inducted and introduced to the Departmental
Head and the employees of the concerned department.

4. Salary comparison with the best in the industry need to be surveyed and implemented if
possible and employees with good skills and experience need to be paid good remuneration
or at par the industry norms.

5. Manpower planning should be planned properly befor recruitment process initiates.

6. Learning and Development calendar was implemented and employees of the concerned
department were briefed on their training schedule.

83
 LEARNING OUTCOMES
➢ I am able to do the resume selection based on the requirements of recruitment.
➢ I have learned how to search CV’s from social sites like LinkedIn, Naukri.com and many such
job sites.
➢ How to arrange interviews for the interviewers by maintaing the entire process of recruitment.
➢ How to engage the interviews during the process of interview?
➢ How to conduct interviews and witness the process of taking an interview.
➢ Based on the merit of the candidates I have learnt how to prioritise the positive candidates to
call for interview.
➢ I have also learnt how to prepare the learning and development calendar and how to schedule
it as per the departmental requirements.
➢ I have learned how to organise training sessions for the staff members as per the requirement
of the department and map their progress.

84
 CONCLUSIONS

1. Under recruitment Procedures Requisition System is incorrect because the replacement

does not require fresh approval, unless it is in place of termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to only a few levels.

5. Salary comparison is not justifying. Old employees are demoralized by getting less salary
then new employee.

6. Salary fixation has a halo effect.

7. Manpower’s are recruited from private placement consultancy, who are demanding high
amount of fees, where as HRD Department is not fully utilised to recruit manpower by
advertisement.

8. Before recruitment cost benefit analysis is not done properly. It causes manpower surplus
which makes loss in the industry.

9. Manpower is recruited from reliable source however efficiency does not recognize.

85
 BIBLIOGRAPHY

https://investmentbank.com/pharma-industry-overview/

https://marketrealist.com/2015/01/easier-way-understand-pharma-industry/

https://www.ibef.org/industry/pharmaceutical-india.aspx

https://www.pharmaceutical-tech.com/articles/top-10-pharmaceutical-companies-in-the-world

https://startupwonders.com/top-10-pharma-companies-in-india-2018-rankings/

https://www.cadilapharma.com/about/overview/

http://dezinebrainz.com/clients/irm/spray-additives.html

https://www.tutorialspoint.com/recruitment_and_selection/recruitment_and_selection_introdu
ction.htm

https://smallbusiness.chron.com/definition-recruitment-selection-process-2526.html

https://www.ukessays.com/essays/business/introduction-to-recruitment-and-selection.php

https://www.tutorialspoint.com/recruitment_and_selection/what_is_recruitment.htm

REVIEW OF LITERATURE:

➢ Barber (1998)
➢ Costello (2006)
➢ Jovanovic (2004)
➢ Dessler, (2000)
➢ Mullins (1999)
➢ Odiorne (1984)
➢ Smith et al. (1989)
➢ According to Odiorne, (1984)
➢ Miyake, (2002)
➢ Burack, (1985)

86
 ANNEXURE

QUESTIONNAIRE DESIGN

EMPLOYEE QUESTIONNAIRE:

Name: ____________________________

Age: ______________________________

Gender: ______________________________

o Male
o Female

Email Id:

__________________________________

1. Does Cadila Pharmaceuticals Ltd. Adopt any Recruitment and Selection Process?
a) Yes
b) No

2. Does the Recruitment and Selection procedure affect the performance of the employee
productivity and labour turnover?
a) Yes
b) No
c) Maybe

3. How much time did the company take to respond to candidate’s application?
a) Less than 5 days
b) 5-10 days
c) 11-15 days
d) 15-20 days
e) More than 20 days
87
4. Does the company recruit employee through IJP (Internal Job Posting)?
a) Yes
b) No

5. Does your company post openings on job site and internet searches?
a) Every time
b) Sometimes
c) Never

6. How do you rate the importance of recruitment and selection procedures in your
organization?
a) 1
b) 2
c) 3
d) 4
e) 5

7. Does your company disclose the job specification at the time of selection of candidates?
a) Yes
b) No
c) Partially

8. Is recruitment and selection process effective to achieve organization objectives?

a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

88
9. Do you think recruitment and selection process depends on interviewer?
a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

10. Do you think different methods of interview should be used?

a) Strongly disagree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

11. According to you what is the best source for recruitment and selection of the employees?
a) Recruiting software
b) Split placement
c) Job board
d) Social media
e) Web search

12. According to you which method should be used for interview?

a) Personal interview
b) Telephone interview
c) Focus group interview
d) Depth interview
e) Projective techniques

13. Which interview method can gain best results?

a) Personal interview
b) Telephone interview
c) Focus group interview
d) Depth interview
e) Projective techniques

89
14. Do Cadila Pharmaceuticals Ltd. Follow different recruitment process for different types of
employees?
a) Yes
b) No
c) Maybe

90