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STUDY ON THE CONCEPT

OF

“RECRUITMENT AND SELECTION PROCESS”

AT

CARE HOSPITALS
(QUALITY CARE INDIA LIMITED)

By

B.HEMALATHA

ROLL NO: 227309672001

SAANVI PG COLLEGE FOR WOMEN


ALMASGUDA, HYDERABAD

DECLARATION
I hereby declare that this Project Report titled “RECRUITMENT AND

SELECTON PROCESS” submitted by me to QUALITY CARE INDIA LTD. is a bonafide

work undertaken by me, done for the partial fulfillment for the award of the degree in

MASTER OF BUSINESS ADMINISTRATION; OSMANIA UNIVERSITY is not

submitted to any other university or institution to the best of my knowledge.

(B.HEMALATHA)

Student signature
ABSTRACT

Human resources are the most valuable assets of an organization. An organization

performance and resulting productivity are directly proportional to the quality of its human

resource, hence it is very important to select individuals with required knowledge, desired

skills, creative abilities, talents and aptitudes and then train them according to their skills they

are interested in and then check their performance. Hence RECRUITMENT AND

SELECTION plays a very important role in every organization.

Every organization whether it is large or small requires effective personnel runs its

business. To have efficient personal has to be required.

To select the right person at right job, place them at right place, trains them at right

time and check their performance in order to check they performance. The management has

to carefully check the candidate’s performance throughout his work. From the result of these

tests the right person is selected and performance is measured.

The major sources of information for this study is from the appraisal forms of

Antenna Groups where focus is more on the seniority of the employees and not on the actual

performance of the employees, exceptionally good performers are regarded through other

means like award of citation. Sometimes respondents may give biased answers.

From the study in CARE HOSPITALS it has been evaluated that some of the people

with certain quantum of educational background, feels that Performance Appraisal system

needs certain changes like grading system instead of allotting marks so as to have an

assessment for career growth in the organization.

Another section of employees felt that the present system is satisfactory though there

are certain limitations in giving marks particularly to the executives as the difference in total

marks is nominal for a good and average performer.


The project work entitled “The study of Recruitment and Selection in “CARE

HOSPITALS” covers various levels of employees in the organization. Since Quality Care

India Ltd has a very well organized and established HRD and various Recruitment and

Selection mechanism, it was a great opportunity for me to study this aspect in detail within

the time frame available and make a report.

ACKNOWLEDGEMENT
I owe to many people for successful completion of this project work. I would like to

thank CARE HOSPITALS, NAMPALLY, HYDERABAD for giving me an opportunity to

undergo a project study in this organization.

My honest thanks to Mr. K.RADHA MANOHAR Sir, Manager-HR who inspire of

their busy schedule could always spare time for guiding me in doing project study in CARE

HOSPITALS.

My sincere thanks to our Principal Sir. A.S.PRASAD. I express my gratitude to

Mr.B.SATHEESH Sir (Head of the Department). SAANVI PG COLLEGE FOR

WOMEN , ALMASGUDA, HYDERABAD. for their constant encouragement. I would

like to thank my project guide of our college SATHYA NARAYAN SIR.

(B.HEMALATHA)
CONTENTS

CHAPTER TITLE PAGE


NO. NO.

I INTRODUCTION 7-12

1) MEANING AND DEFINITION OF THE STUDY


2) NEED AND IMPORTANCE OF THE STUDY
3) OBJECTIVES OF THE STUDY
4) SCOPE OF THE STUDY
5) LIMITATIONS OF THE STUDY
6) RESEARCH METHODOLOGY
II REVIEW OF LITERATURE 13-43

1) INTRODUCTION TO HRM
2) INTRODUCTION TO RECRUITMENT AND
SELECTION

III PROFILE OF CARE HOSPITALS 44-73


1) ORGANISATIONAL PROFILE
2) RECRUITMENT AND SELECTION IN CARE
HOSPITALS
IV DATA ANALYSIS 74-91

DATA ANALYSIS AND INTERPRETATION

V CONCLUSIONS 92-101
1) FINDINGS AND CONCLUSIONS
2) SUGGESTIONS
3) ANNEXURE
4) BIBLIOGRAPHY
CHAPTER-I

INTRODUCTION

1. INTRODUCTION FOR THE STUDY

2. NEED FOR THE STUDY

3. OBJECTIVES OF THE STUDY

4. SCOPE OF THE STUDY

5. LIMITATIONS OF THE STUDY

6. RESEARCH METHODOLOGY

7. HUMAN RESOURCE MANAGEMENT


1. INTRODUCTION FOR THE STUDY
In this information age, the importance of human capital and human asset cannot do
ignored; rather it is that line of business that could lead any organization to attain heights.
This is the factor that makes difference between one organization and another. Getting the
right person at the right place and then retaining him is the main area of concern in today’s
corporate world. Hence, the emphasis is being laid to device policies and programs in such a
manner that it leads to retention of the desired manpower and thus contributes towards
organizational development. Each organization is now thriving to attain the best person i.e.
the knowledgeable worker and leverage their wisdom towards the achievement of the
organizational objectives. Nobody wants to have the third best or the second best, but to have
he best person in the organization it becomes very difficult to retain them.
Certain great leaders who have made their mark in corporate world by their actions
say that every organization can acquire the same machinery, the same infrastructure etc. but
what makes the difference in one organization to another is the manpower it possess which
cannot be copied down.
Considering the aspect of sourcing, no organization should ever think that once it has
acquired the best talent created favorable conditions to retain them they would not require
going in for sourcing activities. Hence this should be kept in mind that sourcing is a
continuous process, on outgoing one and will have its existence till the organization
functions. Unless and until a person is sourced from outside, how will the organization get
the best. To have the best it is essential to acquire it from outside. There has been tremendous
change in the technology and for the organization to surviving in this changing scenario; it
has become very essential that they keep up with the pace with the changes in the technology,
the change in the culture etc.
Taking for example no organization can even think of operating without the use of
information technology, now it becomes very difficult and costly affair to train the people
within the organization at different level to learn how to make use of this technology. Hence
sourcing is done and the best talent is acquired so that the person not only takes case of
changing technical needs of the organization but also be able to make other employee learn
from him.
After having determined the number and kinds of personnel required the human
resource and personnel manager proceeds with identification of sources of recruitment and
finding suitable candidates for employment. Both internal and external sources of manpower
are used depending upon the types of personnel needed.
The selection procedure starts with the receipt of applications for various jobs from
the interested candidates. Totally unsuitable candidates are rejected at the screening stage.
Man power planning gives an assessment of the number and type of people required in the
organization. The next task of the personnel manager is to find out capable and suitable
persons who may be working in the organization itself while others will have to be sought
from outside the organization. It involves persuading and inducing suitable persons to apply
for and seek jobs in the organization.
Recruitment refers to the attempt of getting interested applicants and providing a pool
of prospective employees so that the management can select the right person for the right job
from this pool. Recruitment is a positive process as it attracts suitable applicants to apply for
available jobs. The process of recruitment:
1. Identifies the different sources of labour supply
2. Assesses their validity
3. Chooses the most suitable source or sources
4. Invites applications from the perspective candidates for the vacant jobs.

MEANING
RECURITMENT:-
It is the process of finding and attracting capable applicant for employment. The

process begins when new recruits are sought and ends when their applicants are

submitted. The result is pool of applicants from which new employees are selected.

SELECTION:-
It is the process of differentiating between applicants in order to identify those with a

greater likelihood of success in a job.

DEFINITIONS:
RECUIRTMENT
Recruitment defines it as a process of searching for prospective employees and
stimulating to apply for job in the organization.
Flippo

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


requirements of staffing schedule and to employee effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force.
Yoder

SELECTION

Selection is the process of discovering the qualification and characteristic of the job
applicant in order to establish their likely suitability for the job position.
Flippo
The hiring process is of one or many ‘go, no-go’ gauges. Candidates are screened by
the application of these tools. Qualified applicants go on to the next hurdle, while the
unqualified are eliminated
Yoder

2. NEED FOR THE STUDY

In the past scenario, people hired were not a tough job. When manpower was
required, it was available at the immediate stage. Now, in this present scenario, getting
manpower hired is a tough job for the management. The management has to start its hiring
process much in advance to the actual time needed to require.

Hence the needs are directed towards identifying present recruitment and selection
policies and its effectiveness in terms of number of people hired.

3. OBJECTIVES OF THE STUDY

• To identify how interviews contribute to the effectiveness of selection process.


• To put on suggestions on how to improve the presently followed recruitment and
selection procedure.
• To determine, whether an applicant meets the job specifications who most likely to
perform well in that job.
• To identify the sources of manpower supply with a view to acquire the best possible
candidates.

4. SCOPE OF THE STUDY

The project work entitled “Recruitment and Selection” in “CARE HOSPITALS”


covers various levels of employees in the organization. The study of recruitment and
selection in a concerned organization helps to reveal the best methods of recruitment and
selection at that concerned organization.

5. LIMITATIONS OF THE STUDY


The research is confined to CARE HOSPITALS, in Hyderabad, which is situated at
NAMPALLY. Certain limitations of the study are:
• Accuracy of information given by the employees cannot be guaranteed.

• The study was conducted at the levels of the managerial and the employee category.
• Some aspects of the recruitment policies were not disclosed in the study, as the
management wanted it to be confidential.
• Only limited number of employees of CARE HOSPITAL could be covered by the study
due to various like time constraint etc.
• Some questions were left unanswered in the questionnaire. This affected the accuracy of
the collection on the project.

6. RESEARCH METHODOLOGY

• TYPE OF DATA: The data collected is of primary nature.

• SAMPLE SIZE: The sample size is 30.


• CHOICE OF SAMPLES: The sample respondents were the employees of CARE

HOSPITALS who were chosen by random sampling. And randomly selected 20

among them.

• TOOLS USED FOR COLLECTING DATA: Questionnaires with multiple choice

questions were used to collect the data.

• STATISTICAL TOOLS FOR ANALYSIS: Percentage method was used for

statistical analysis of data.

The Questionnaire has been administered on a sample of respondents belonging to the


following departments.

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT:

Earlier before Personnel management and Human resources management man was
treated as a tool in the company/ business Organization. The duty of a man was to work for

money and they were not even allowed to use their knowledge and skills at work which used

to be a routine work. According to them the resources are material, money and machinery.
As the time passed they have come to know that” Business houses are made/broken in the

long-run not by the market or capital, patents or equipments, but by men” and also identified

that they play a vital role in the Organization.

NATURE AND SCOPE OF HR’s:

People in any organization manifest themselves, not only through individual sections

but also through GP interactions. When individual come to work place, they come with not

only technical skills, knowledge etc, but also with their personal feelings, perception, desires,

motives, attributes, values etc, therefore, employee management in an organization does

mean management of not only technical skills but also other factors of the human resources.

MEANING OF HR’s MANAGEMENT:

Different terms are used to denote hr’s management. They are labor management,
labor management relations, employee, employer relations and industrial relations.
Personnel Administration, Personnel Management, Human Capital Management,
Human Asset Management, and the like. Though these terms can be differentiated widely, the
basic nature of distinction lies in the scope or coverage and evolutionary stage.

In simple sense, human resources management means employing people their


resources, utilizing, maintaining and compensating their service in tune with the job and
organizational requirements.

DEFINITIONS:

“Human resources management is a series of decisions that affect the relationship

between employees and employers; it affects many constituencies and is intended to

influence the effectiveness of employees and employers.

Milkovich & Boudreau


The term human resources can be thought of as” the total knowledge, skills, creative
abilities, talents and aptitudes of an organizations work force, as well as the value, attitudes
and beliefs of the individuals involved.
Leon C. Megginson
“HRM is a process consisting of four functions, acquisition, development,
motivations and maintenance of HR’s”
Robbin & Decenzo

HRM has been defined as a strategic and coherent approach to the management of an
organization most valued assets the people working these, who individual and collectively
contributes to the achievement of its goals
Armstrong (1999)

OBJECTIVES OF HRM:
The basic aims & objectives of HRM are to help the realization of the organizational

goals.

 To ensure effective utilization of human resources. All other organizational resources

will be efficiently utilized by the human resources.

 To ensure respect of human beings by providing various services and welfare

facilities to the personnel.

 To ensure reconciliation of individual group goals with those of the organization in

such a manner that the personnel feel a sense of commitment and loyalty towards it.
 To identify and satisfy the needs of individuals by offering various monetary and non-

monetary rewards.

 To achieve and maintain high morale among employees in the organization by

securing better human relations.

 HRM tries to improve morale by providing adequate training to workers and by

achieving for itself knowledge of human nature which is “the totality of motives that

cause human actions”.

Functions of HRM:
The function of HRM can be broadly classified in to two categories.

(I) Managerial functions and

(II) Operative functions.


I. Managerial functions:
Managerial functions of personnel management involve planning, organizing, directing
and controlling. All these functions influence the operative functions.

(i) Planning: It is a pre-determined course of action. Planning is determination of


personal is determination of personnel programs and changes in advance that will
contribute to the organizational goals.
(ii) Organizing: An organization is a means to an end. It is essential to carry out the
determined course of action.
(iii) Directing: The next logical function after completing planning and organizing is the
execution of the plan. The basic function of personnel management at any level is
motivating, commanding, leading and activating people. The willing and effective co-
operation of employees for the attainment of organizational goals is possible through
proper direction.
(iv) Controlling: After planning, organizing and directing the various activities of the
personnel management, the performance is to be verified in order to know that personnel
functions are performed in conformity with the plans and directions. Controlling also
involves checking, verifying and comparing of the actual with the plans, identification of
deviation if any and correcting of identified deviations. Thus, action and operation and
adjusted to pre-determined plans and standard through control.

II. Operative Functions:


The operative functions of personnel management are related to specific activities of
personnel management viz., employment, development, compensation and relations. All
these functions are interacted by managerial functions. Further these functional are to be
performed in conjunction with management functions.
(i) Employment: It is first operative function of Human Resources Management.
Employment is concerned with securing and employing the people possessing
required kind and level of human resource necessary to achieve the organizational
objectives. It covers the functions such as job analysis, human resource planning,
recruitment, selection, placement, induction and internal mobility.
a. Job analysis: It is the process of study and collection of information relating to
the operations and responsibilities of a specific job.
b. Human Resource planning: It is a process for determination and assuring that
the organization will have an adequate number of qualified persons, available at
proper times, performing jobs which would provide satisfaction for the individual
involved.

c. Recruitment: It is the process of searching for prospective employees and


stimulating them to apply for jobs in an organization.

d. Selection: It is the process of ascertaining the qualifications, experience, skill,


knowledge etc. of an applicant with a view to a appraising his/her suitability to a
job appraising.

e. Placement: It is the process of assigning the selected candidate with the most
suitable job in terms of job requirements. It is matching of employee specification
with job requirements.
f. Induction and Orientation: Induction and orientation are the techniques by which
a new employee is rehabilitated in the changed surrounding and introduced to the
practices, policies, purpose and people etc., of organization.

V. Effectiveness of Human Resources Management:


Effectiveness of various personnel and practices can be measured or evaluated by
means of organizational health and human resources accounting etc.
1. Organizational Health.
2. Human Resource Accounting.

HRM SUB-SYSTEM

MRKTG
PROD’N
FINANCE
SYSTEMS
HRM
RESPONSIBILITIES OF HRM

The responsibilities are not distinct or compartmentalized. They are inter-related.

DEVELOPMENT
ADJUSTMENT
ATTRACTION
ASSESSMENT
RETENTION
SELECTION &
MOTIVATION
HRM in Modern Business Context
EXTERNAL ENVIRONMENT
HR
M
KEY ISSUES / CHALLENGES OF HRM
1) ENVIRONMENT CHALLENGES

• Rapid change

• Rise of the interest

• Globalization

• Workforce diversity

2) ORGANIZATIONAL DIVERSITY

• Competitive position

• Down sizing

• Decentralization

• Restructuring

• Self managed work teams

• Small business

• Organizational culture

• Technology, Outsourcing

3) INDIVIDUAL CHALLENGES

• Job Insecurity

• Matching
• People and Organization

• Ethical dilemmas & Social Responsibility

• Productivity

• Empowerment

CHAPTER II

1. ORGANIZATIONAL PROFILE

2. RECRUITMENT & SELECTION PROCESS


1. INTRODUCTION OF CARE HOSPITALS

Care foundation is a registered non profit society with the mandate of making quality
health care affordable and accessible to all through appropriate use of technology. The
foundation has been established by a group of medical scientists and technologies with the
stated mission of making advanced comprehensive healthcare affordable and accessible to all.
The foundation is a non- profit organization and is registered as a society under Andhra
Pradesh Society Act 1365 Falsie.

The patron of the foundation is renowned cardiologist padmashri Dr B.SomaRaju and


the chairman of the foundation is prof.P.krishnam Raju. The foundation implements its
mission of making advanced technology based care affordable and accessible to common
man under a three dimensional programme.
a. Conducting research & imparting specialized education,
b. Developing cost effective medical products, and
c. Providing health care to people from the economically weaker
sections of the society and those living in rural areas.

In 1997, when Dr.B.Soma Raju and Dr.D.Prasada Rao led a team of medical
professionals to set up the first CARE Hospital, it signaled the dawn of a new era in medical
care .At the heart of this movement was a burning desire to practice medicine with
compassion, concern and care, with a single minded objective the recovery of the patient.
Today, with Multi-Specialty Hospital across the state, and a reputation for humanization and
selfless service of the highest order, CARE Hospital enjoys an unbelievable amount of
goodwill. A million smiles will bear testimony to that.
The organization was incorporated with the main objective of running all kinds of
hospitals, dispensaries ,nursing homes, clinical laboratories carrying out medical research,
education and train medical students ,nursing professionals, hospital administrator, grant
diplomas or recognitions as the company may deem fit and to render professional
consultancy and advice to any individual firm, company, Govt etc. in the fields of research
and development relating to medical, pharmaceutical and chemical industries.
GROWTH

The care foundation was established with the noble objective of providing needed
research in cardiology, to achieve indigenization of the fast growing range of hard ware
products, devices and disposables in the field to provide excellent academics at different
levels and to strive to bring down the ever bargaining cost of cardiac health care under the
able leadership of its founder, chairman DR.B.SOMA RAJU. The care foundation has
relentlessly pursued those objectives and can now look back with some satisfaction on the
work done towards this end in the first few years of its experience.
Quality care India limited was an inevitable off shoot of the zeal to achieve the above
mentioned objective. And it has the purpose of giving a practical shape to this pursuit. The
care hospital Nampally, Hyderabad is the first of the project of Quality Care India limited
established in July 1997 in leased premises ,the Hospital needs little to be said in its praise as
the direction it has then and its achievements are now very well known, the immense
credibility it has established is just a reflection of this. DR.B.SOMA RAJU is himself, the
chairman of Quality Cares India limited and the care hospital and DR.B.PRASAD RAO, the
vice chairman, the governing board of the hospital has Dr .B. Soma Raju, and Mr. D. Suresh
as its directors.
The care hospitals stated with 200 beds .It has never shrinked from its responsibility
of looking after the economically deprived sections of the population. It is to the credit of the
hospital that nearly 20% of accommodation is allocated under general ward category where
the tariffs are highly subsidized.
The hospital has so far been an exclusive cardiac care hospital with few supporting
departments such as internal medicine and Pulmonology; it has on its panel specialists from
all the branches who visit on call.
The hospital runs on extremely busy intensive coronary care unit attending to all cardiac
emergencies .The unit is staffed with an in house cardiologist around the clock, supported by
junior doctors, an anesthetist, a large number of technicians and nursing staff and others.
Laboratory services are available continuously. Emergency services such as primary
angioplasty for a person with developing heart attack are performed at all times of day or
night.

Care hospitals felt the need to introduce other specialties that could serve the
population with the same professional competence and commitment as cardiac team with this
in view neurology and other neurology services were being started at CARE NAMPALLY
from October 2000.PROF J.M.K MURTHY who is a well known neurologist and acclaimed
expert on seizure disorders is heading the neurology unit. Continuing on the path to achieve
the objective the group has established a super specialty hospital at BANJARA HILLS,
HYDERABAD. This has brought under one roof highly qualified, competent and dedicated
professionals who would provide the care and service to people. CARE foundation started a
research and development institution, cardio vascular devices and disposables to develop
cardiac devices and disposables.

THE CARE MODEL


They operate on physician driven model. This means that all the main constituents of
the CARE movement ,the promoters, administrators and service providers are physician .The
center of the CARE model is the patient and the overriding motive of all care’s activities is to
provide quality medical care at an affordable cost. Technology training and team work from
the every core of the CARE model which also emphasizes a comprehensive and continuous
education and training of every individual involved in the patient care. Every effort will be
taken to ensure that their growth is decided by the patients needs and not one decided by their
corporate requirements.
FUNDAMENTAL REASON FOR EXISTENCE

• To make quality medical care affordable and accessible considering quality, cost,
access.
• Timeless unchanging core values.
• Putting the patient first above ones own interest.

CORE PRINCIPLE

Putting the patient first; above our own interests.

MISSION
To provide the best and cost-effective care, accessible to every patient through
integrated clinical practice, education and research. Delivered with compassion, care &
concern through team spirit & transparency.

VISION
To evolve as a unique university-based health-centre where the quest for new knowledge
would continuously yield more effective and more compassionate care for all.

To nurture a new generation of professionals of life-long commitment, dedication,


knowledge, skills, wisdom and values.

To strive for public trust and maintain medicine’s humane and noble place amongst
professions.

To be globally competitive in healthcare and related businesses integrating local culture


MISSION

• The mission is more than just a statement; it’s the cornerstone of all efforts. And, of

course a constant reminder of their movement’s founding values.

• To provide quality medical care at an affordable price, delivered with compassion,

concern and care, through team spirit, training and technology.

• To develop a comprehensive healthcare delivery model that suits their population.

• To develop ‘centers of excellence’ in various medical specialties.

• To evolve a holistic approach to healthcare by incorporating the best from various

forms of medicine.
VISION
To evolve as a unique university-based health-centre where the quest for new
knowledge would continuously yield more effective and more compassionate care for all.

• To nurture a new generation of professionals of long –life commitment, dedication,


knowledge, skills, wisdom and values.
• To strive for public trust and maintain medicine’s humane and noble place
amongst professions.
• To be globally competitive in healthcare and related businesses integrating local
culture and ethos.
• To promote development of indigenous products and systems, adapting appropriate
technologies generating clinical skills and removing barriers before patients accessing
it through institutional partnership.
OBJECTIVES
• Upgrade its education and Research wing on par with the international standards and

consequently develop healthcare solutions for under developed and developing areas.

• Register a phenomenal growth by adding 5000 beds in the next five years.

• Offer unique platform to various partners and collaborators, both national and

international, to innovate in healthcare delivery systems, coverage systems like

microfinance/ micro insurance, medical education and research.

• Develop healthcare solutions for underdeveloped and developing countries.

• To develop comprehensive healthcare delivery model that suits our population.

• To develop centers of excellence in medical specialties.

• To compromise the obsolete and seek excellence through effective and up-to-date

technology and service.

• Undertake clinical practice through high-end education and research.

• Create a web of PCD clinics, corporate health plans, and associates program to

leverage the use of technology and gain access to remote areas.


POLICIES

• Sensitivity to pain and suffering shall be accorded highest priority to every employee.
• Same treatment for same illness, irrespective of ability to pay.
• Tests will be done only when medically necessary
• Selection of all employees shall be on the basis of merit.
• Compulsory continuous medical education to lab health care personnel.
• All departments shall be run by full time consultants.
• Round the clock availability of cardiologists, C.T. Surgeon’s neurologists,
anesthetists, labs and technicians.
MILESTONES

• CARE Hospital, the Heart Institute established at Hyderabad-200 beds July 1997.
• 50 bed cardiac centre established in Secunderabad –June 1998.
• 100 bed Heart Institute set up in Vishakhapatnam -April 1999.
• CARE foundation got defense technology spin-off award from Prime Minister-August
1999.
• The Institute of Neuron-Sciences set up in Hyderabad-October 2000.
• The Institute of Medical Sciences with Multi-specialty services with 350 beds at
Banjara Hills (Hyderabad)-October 2000.
• Padmashri awarded to Dr.B.Soma Raju and DR.D.Prasada Rao, the founders of
CARE-January 2001.
• Bharat Ratna, Dr.APJ Abdul Kalam, inducted onto the board –May 2001.
• India’s first V-SAT based public–private Telemedicine system launched by chief
minister of AP-October 2001.
• Established a Community Model Hospital at Amalapuram-Jan 2002.
• Established a Primary Health Care Model Hospital at Lakhavaram-March 2002.
VALUES

VALUES

Practice Practice medicine as an integrated team of compassionate,


physicians, scientists and allied health professionals.
Education Learn to serve through training and education of physicians,
nurses and allied health professionals.
Research Conduct basic and clinical research programs to improve patient
care and to benefit society.
Mutual Treat everyone with respect and dignity.
Respect
Commitment Continuously improve all processes that support patient care,
to Quality education and research.
Work Foster teamwork, personal responsibility, integrity, innovation,
Atmosphere trust and communication, and celebrate success.
Societal Support the society we live in and assist patients with limited
Commitment financial resources.
Finances Allocate resources within the context of a system rather than its
individual entities.
CULTURE OF CARE

The best interest of their patient is the only interest they consider. They at CARE,
combine an emphasis on the pure science of medicine with a keen appreciation for each
person’s humanity. Their caring staff, advanced medical care, accessibility and efficiency is
what make them different from others –the preferred choice of the international patient
.Every employee devotes the necessary attention to ensure that every patient’s visit to CARE
is convenient and worthwhile.
The culture at CARE bears testimony to the fact that: “They are dedicated to the
needs of their patients .They serve with a special attitude, special care so that all patients gain
the maximum benefit from their visit to CARE.
“It uses a collaborative approach where each physician can call on the expertise of
medical specialists and sub specialists. This team work helps physicians arrive at an accurate
diagnosis and the most effective course of treatment. Each patient benefits from the
experience and skills of many physicians. CARE continues to offer superior value with an
efficient, streamlined approach to medical care that emphasizes accurate diagnosis and
effective treatments.
“It is patient centered organization and focus on one thing-the needs of the patient.
The needs of the patient come first.
“It provides the best care to every patient through integrated clinical practice,
education and research.”
“Comprehensive evaluation with timely, efficient assessment and treatment.
Availability of the most advanced, innovative diagnostic and therapeutic technology and
techniques.”
“The CARE organization recognizes the importance of good communication with the
patient’s personal doctor. Upon the patient’s return home, CARE physicians send all
pertinent medical information to the home doctor to assist in continued good care. It
functions cooperatively to bring skilled, compassionate care to patients from around the
world.
ORGANISATION STRUCTURE

PATIENT

Doctors and Nurses

Paramedics and House keepers

Departmental Manager

Support Manager

Directors
In structure, we see patients, are at high priority, at

quality care the main criteria is putting the patient first above ones own interest.” They are

treated as Elite Group of the organization.

The next preference is given to doctors and nurses; they are the people who give

emotional support and satisfaction to the patients. The more comfort they give the more

satisfied is the patient, here the nurses play a very important and vital role, they look after

every aspect of the patient starting with their food to their medicines, for this they have to be

very patient, humble and pleasing.


The next comes Paramedics and House keeping, the more cleanliness the more

attractive the hospital, so the housekeeping people play a crucial role in attracting the people

to opt the hospital. Pharmacist is the one who delivers the prescribed medicines given by the

physician, the more pro active they are the more willingness to buy the medicines from

within the premises. Next comes the Departmental manager, who looks after the departments,

its functions and the procedures to be followed. He is the person who is responsible for all

activities to be carried for attaining the objectives.


ORGANIZATIONAL HIERARCHY

C VICE
BOARD
HOSPITAL
GENERAL
CHAIRMAN
REGULAROF STAFF
DIRECTORS
MANAGER
ADMINISTRATOR
H
A
I
R
M
A
N

ASSISTANT MANAGER
DEPUTY
SUPERVISOR
MANAGER
ASSISTANT
GENERAL
MANAGER
MANAGER
HR-CAREER PROGRESSION AT CARE HOSPITALS

Ca
ORGANIZATION POLICIES

EMPLOYEE BENEFIT:

• Provident Fund: All the employees will contribute 12% of their basic salary which is 60%
of their Gross 25% H.R.A 15% conveyance.

• All the employees who are on the pay roll are eligible for this and trainees after
completion of their training get the eligibility on regularization.

• From the employee contribution of P.F. 8.33% will go to the pension fund and remaining
3.67% will be added to P.F.

EMPLOYEE WELFARE:
• All the members are covered under Medi claim policy for self and family members.

• Each member is covered for 50,000 insurance

• Insurance coverage will be done after 3 months of service.

SALARY/WAGES:

• Attendance is taken from the swipe machine in time office and uploaded into the pay
roll management system.
• Pay roll is managed in the pay roll package (Jeeva)
• Monthly statement like loss of pay, canteen deduction, pharmacy allowance. Nursing
allowance, New joining, Resignation, Monthly increments, Doctors, Night shifts,
Managers Etc., are prepared along with salaries.
• Salaries are deposited into savings bank account directly.

LEAVE MANAGEMENT:
Being an essential service regular attendance for work is a vital factor in
ensuring smooth and uninterrupted operation. This requires that employee plan their leave in
order to guide to staff on subject of leave. There are:
TYPE OF LEAVE NO. OF DAYS
(PER YEAR)
CASUAL LEAVE(CL) 12
SICK LEAVE(SL) 12
EARNED LEAVE(EL) 15
MATERNITY LEAVE(ML) 90
LEAVE ON LOSS OF PAY/SPL LEAVE

GRIEVANCE OF EMPLOYEES:

All complaints arising out of employment shall be submitted to the


Manager or any other person authorized on his behalf.
The following procedure should be adopted by the employees in the order
stated.
• Representation of the HOD.
• Representation of the Head of HOD.

TRANSFERS:

All the employees are subjected to transfer as follows:


1 .Intra Dept 2. Inter Dept 3. Inter Hospital.
• Permanent
• Probationer
• Temporary
• Trainee
• Internees
• Honorary Trainee
• Contract Labor

ADMINISTRATION:

In any Organization, HR Department plays a very important role. All the


major activities will be dealt in HR Department such as preparation of full and final
settlement, maintaining record of each employee of Organization, pay roll following up of
appraisal of potential, rewarding the “BEST ASSOCIATE AWARD” from various
Departments of Organization based on their performance, skills, qualities, responsibilities.

WORKING HOURS AND CONDITIONS:

There are shifts for the employees working in the Organization. For Administrative
department the working hours are 8 AM to 5 PM.

PERFORMANCE APPRAISAL:

• The performance Appraisal is carried out once every year for all associates and
after the completion of one year for new recruits.
• Trainees will be assessed of their performance after completion of 3/6 months.
• After their potential appraisal they are recommended for promotion.

TRAINING:

➢ At least 20 managers undergo Management development training in a year.


➢ To maintain record related to competence, education, awareness, and training
for all associates.
➢ Induction, training is given for newly recruited personnel.
➢ On the job training is given to all staff depending upon recruitment.
FEED BACK:

After returning from the training the effectiveness of training is verified by the HOD and
forwarded to General Manager-HR for perusal of Manager.

2.RECRUITMENT & SELECTION PROCESS IN CARE HOSPITALS

PERSONAL DEPARTMENT DETAILS:


Care Hospital is strongly driven by the philosophy that HR is the
strongest, valuable of all resources of any Organization. Human nature is very complex and
to harness and get the best for the benefit of the Organization, as well as individual utmost
care is exercised right from the stage of selection throughout the entire process of HRD.
MANPOWER REQUIREMENT:

• To take specification for Job requirement in the prescribed format for all jobs opening
in the Organization.
• All the vacancies are displayed in the notice board for employees to apply. The same
is to facilitate equal opportunities for employees of Organization.
• All openings are intimated to employment exchange.
• All vacancies arise, either due to resignations or new openings, first option is given to
existing employees in the Organization and they will undergo for selection based on
their job opening.
• To competence requirement for all positions in the Organization the GM-HR should
consult with the HOD’S

SELECTION AND RECRUITMENT:

➢ The vacancies are identified in each Department and selection is made with the profile of
the person needed for filling the vacancy. The first option is given to the existing
employees.
➢ For all openings, the HR Department personnel conduct preliminary interview and the
ratings are given.
➢ Whenever fresher are recruited for job opening, selection process includes, written test,
wherein candidate is required to score 60% marks for further Interviews and Selections.
➢ Short listed persons are called for Interviews by the Hospital Administrator for suitable
place and date.
MISSION:
To provide consistently innovative recruitment solutions by building a strong
professional team focused on market knowledge, relationship & excellence.

CARE Hospitals: Policy Manual


NAME OF THE POLICY: Policy & Procedure for Recruitment
DEPARTMENT: Human Resources
1. Objective:
• To lay down policy in order to meet the manpower requirements of QCIL with
Personnel who possess the necessary qualifications, skills, aptitude and are suitable as
per organizational needs.
• To streamline the Recruitment process,
• To ensure that we always hire the RIGHT people at RIGHT role at RIGHT time, and
also to thrive a strong Employer Branding to attract the best talents available in the
industry.
2. Scope: This policy is applicable to Human Resource of CARE Hospitals.
3. Definitions / Keywords / Abbreviations:
• MRF: Manpower Requisition Form
• IJP: Internal Job Posting
4. Responsibility:
• Concerned HOD is In-charge is responsible for filling up the MRF.
• Concerned HR Executive is responsible to take completely filled MRF.
5. Accountability:
• Concerned Unit HR In-charge is accountable for entire recruitment process.
6. Internal Customers: Designated End Users
7. Date of commencement:
8. Policy & Procedure:
• Respective HOD shall fill up the ‘Manpower Requisition Form (MRF)’
• MRF shall be approved by the concerned approving authorities (as per the
Recruitment Approval matrix shown below), and forward the approved MRF to HR. a.
Recruitment Approval Matrix-
• Any Recruitment across the organization, at any level / function has to be approved
by the concerned authorities as specified in the matrix below –
b.Position Grade Interview panel Selection approving authority
Annex: MPI / Assessment / Panel & Approval Authority
Table for Approving Authority for Interviews:
SELECTION
POSITION GRADE INTERVIEW PANEL APPROVING
AUTHORITY
Trainee- HA / Functional head at Unit/HR
Tr,G1,G2,G3 Medical Director
Sr.Exec Mgr.
GMHR or Mgr
Asst.Mgr-
G4-G6 Corp.HR/Corp.Functional headCHRD
Mgr
or Sr.Representative

Sr.Mgr-
G7 – G11 HOD; COO; CHRD CEO
CGM

c. Sources of Recruitment
• Entry level to senior level recruitment will be based on job need/job specifications.
• Sources of recruitment will include:
• Newspaper advertisement.
• Manpower Consultants
• Reputed institutes through campus interviews
• Internal candidates possessing the requisite qualifications/experience/skills.
• Employment Exchanges as per the provisions of the Employment Exchanges
Compulsory Notification of Vacancies Act, 1959.
• Any other sources as approved by the competent authority in exceptional
circumstances.
• Job portals.
• Walk in’s
d. Preferences in Recruitment:
• The Organization will endeavor to help uplift the socio-economic status of those
belonging to the residents of local community and other villages around the same
without compromising on job specifications.
• A dependent of a deceased associate is eligible for consideration for appointment in
the Organization against a suitable vacancy in preference to others, provided the
deceased was employed with CARE HOSPITAL at the time of death. Nonexistence
of an earning member in the family of the deceased associate is an important
consideration. HR department will keep a record of the names and details of family
members of the deceased associate.
e. Eligibility of internal candidates:
• As a conscious focus of the organization to nurture high potential talents by providing
them suitable career growth opportunities within the organization, efforts would
always be made to fill in specific vacancies from it’s existing human resource pool.
• The entire process would be done through Internal Job Posting (IJP) and
communication including the job profile, candidate profile, eligibility (who can
apply), application deadline etc. would be made available by HR
• Employees possessing necessary skills, knowledge, and experience matching with
those required for the job may apply through the appropriate communication channels
as prescribed in the IJP.
• Internal candidates possessing the requisite qualifications and experience are eligible
to apply, and be considered on equal merit along with others.
• Corporate HR communicates to associates about the requirement through email
and notice board, pin ups/advertisement. Circulars should also be sent for
requirement of internal candidates. Interested candidates should send in their
application to Corporate HR.

f. Age limits for employment:


• No candidate below the age of 18 years will be employed. For assessing the age of the
candidate, each candidate is required to submit the SSLC / Matriculation Certificate
or the Birth Certificate issued by the concerned authorities.
• No person is normally appointed if he is 58 years or above. However, in exceptional
cases, Chief of Human Resources Development is the authorized to appoint such
associates.

g. Manpower Budgets:
• An annual exercise will be undertaken to work out the requirement of manpower
keeping in mind the workload and business plans. This exercise will be undertaken in
the month of January every year, by the Medical Director / Hospital Administrator &
HR Department in consultation with all the HOD’s in the unit. The manpower
requirement for the succeeding financial year will be iterated with the Corporate HR
& accordingly frozen. The futuristic additional requirement of manpower will be
phased out on a quarterly basis so as to meet the projected service quality and
business objective.
• Based on the approved manpower list, the concerned HOD will draft out their
functional job description. A copy of job description will be sent to HR

h. Manpower Indents:
• In case of recruitment for the vacancies approved, as per the manpower budget, the
recruitment process will be initiated by the unit HR in consultation with the functional
head.
• In case, additional manpower is required outside the budget, the HOD should raise an
indent on the form specified which will be sent through the H.A & Medical Director
of the unit who will in turn recommend/consider the requirement & forward the same
to Corporate HR who will seek the recommendations of the functional head at
corporate level. (Copy of Manpower Indent is attached).
• Approval will be given by CEO for all grades at G7 and above, as well as where the
number of personnel indented will impact a salary of more than Rs.25, 000/- a month.
Approval will be given by CHRD for requisitions for new vacancies replacements for
positions at G6 and below.

i. Selection Process:
• Selection process includes aptitude test, panel interviews, and medical Check-up and
referral checks if required (Copy of Assessment Sheet is attached). All selections will
be determined through a system of panel Interview. Candidate should not be
inconvenienced by putting them through a process of numbers of interviews.
• Position above CGM (G11) will be selected by CEO in consultation with CMD.
• In cases where the CMD is also interviewing the candidate, he can approve or reject
the decision of the selection approving authority.
• Candidates called for interview will be reimbursed traveling expenses as per travel
policy.

j. Offer Letter:
• On selection an offer letter will be handed over to the candidate (Copy of offer letter
is attached). The following will be responsible to prepare & handover the offer letter.

GRADE RESPONSIBILITY
• HR should make sure that all the below-listed documents are received & checked
thoroughly before issuing the formal offer letters –
• Approved Manpower Requisition form (MRF)
• Resume (hardcopy) of the candidate
• Interview Assessment sheet (Filled up with specific recommendations by the
concerned Interviewers)
• Reference checks details (documented in the specified format)
• Compensation Proposal (Existing package & the proposed plan, duly approved by the
concerned Authority)
• On acceptance of offer the candidate will be made to go through the pre employment
joining formalities. On completion of pre-joining formalities Corporate HR issue the
Appointment Letter. (Copy of Appointment Letter is attached).

k. Appointing authority:
• CHRD will be the appointing authority for all appointments from at Grade G7 and
above. GM-HR will be the appointing authority for all appointments up to Grade G6
level.
• On receipt of the Appointment Letter the associate will under go the Induction
program.
l. Conclusion:
• All Units, Department and concerned functionaries must ensure adherence to the
above said procedure so that QCIL has personnel who possess the necessary
qualifications, skills, aptitude and are suitable as per organizational needs.
9. Annexure:
• Annexure {1}: Manpower Requisition Form
• Annexure {2}: Interview Assessment Sheet
• Annexure {3}: Posting Order
• Annexure {4}: Letter of Appoint
ANNEXURE {1}: Manpower Requisition Form
To Form No:_________
Corporate HR.
Requirement: _________________________________ No. of
Positions:______________________
Type: Apprentice/Internee/Trainee/Regular Cadre / Grade: _______________________
NEW VACANCY REPLACEMENT
Justification Name of person being replaced:
Reason:
Date of Leaving (being replaced/separated)
Educational Qualification: Technical Qualification:
Years of Experience: Age Group:
Medical Director
Signature
Remarks by GM-HR
CHRD CEO
Signature
……………………… . … ...
………………………………………………………………………………………………
Date:
To: ……………… . ,
* The Requisition has been accepted / not accepted
* Action has been initiated to recruit the associate. The Expected Date of Joining is
____________________
HR
CARE Hospital
Hospital Administrator
PROFILE
JOB DESCRIPTION
Signature
Head of Department

*Remarks/Comments:_________________________________________________________
___________________________________________________________________________
____________________________________

ACTUAL REQUIREMENT: EXISTING SIZE:


HUMAN RESOURCE DEPARTMENT
MANPOWER REQUISITION FORM
Manpower Requisition Acknowledgment
Form No……… .. …… ...…… ..
* The Personnel Requisition form for _____________________ was received in Corporate
HR on_________________
ANNEXURE {2}: Interview Assessment Sheet
Date: ………………………
……………………………………..
Phone: …………. ………………….. Email ID: …………………………………………
POST APPLIED FOR:… ………………………. EXPECTED SALARY:…
………………………………
Academic Qualification:
Name of Institution passing the course Name Year
EXPERIENCE DETAILS: TOTAL EXPERIENCE: …………………………..
Name of From To Salary
Organization Date Drawn
FOR OFFICE USE:
RECOMMENDATION:
Approval
Corporate Head CMD
GM-HR Comments:
Head of Department:
CEO
Signature
CHRD
Division
Medium Marks percentage
Designation Reasons for leaving
Hospital Administrator:
SALARY FIXED: EXPECTED DOJ:
Date of Birth/ Age:… …………………………………………………….….
Name:…………………………………………………………………………………
Medical Director:
HUMAN RESOURCES DEPARTMENT
INTERVIEW ASSESSMENT SHEET
ANNEXURE {3}: Posting Order
QUALITY CARE INDIA LTD
POSTING ORDER

Mr. /Mrs. /Ms. _______________________________________________ has been allotted


Employee No. ________________________ on completion of the due selection process. The
Employee is posted at CARE Hospital for the location________________in the Department
of _________________________________________ with effect from
________________________________ .

Human Resources Department

Mr. /Mrs. /Ms. __________________________ Employee No. ___________ has joined this
Department with effect from _________________________.

Head
Dept. of ___________________.

Counter signed by:


Hospital Administrator
CARE Hospital
Location:_________________
Date: ____________________
ANNEXURE {4}: Letter of Appointment
QUALITY CARE INDIA LTD
Mr./Ms/Dr <Name> Date:
………………..,
…………………,
………………….,
Hyderabad
Letter of Appointment
Dear Mr. Ms. Dr.
Congratulations and welcome to the QUALITY CARE INDIA LIMITED.
We have pleasure in offering you employment as <designation> with CARE
HOSPITALS, a unit of Quality Care India Limited, Hyderabad, on the following terms
and conditions.
This offer is subject to satisfactory verification of your character, antecedents and
testimonials, the results of your pre-employment medical examination and you’re
continuing to remain fit thereafter as verified by the organization designated doctor.

1. Duties
You will commence employment with the CARE Hospitals on <Date of
Joining>, according to the instructions given by the Human Resource Department. You are
expected to apply your best degree of professional, technical and administrative skills and
experience, work diligently and evince care and economy in the use of office equipment and
supplies.

2. Grade and Salary


You will be in Grade <Grade> and your salary will be Rs<CTC PM>…/- p.m.

3. Allowances and prerequisites


Other monthly / annual allowances, reimbursements, benefits and prerequisites if any,
applicable to you are described in the annexure to this letter. Your total compensation will be
reviewed in accordance with corporate policy.

4. Probation
You will be on probation for the first 6 months of service with the Hospital. The
organization may waive, reduce or extend the probation period at its discretion. Extension of
probation period will be in writing and could be for a further period.

5. Work Rules
You will also be entitled to and governed at all times by the policies, procedures and
rules of the organization, which are specified in the appointment letter or by ANNEXURE
{4} any communication. Further the organization may modify or change such policies,
procedures or rules whether they are related to the salary or otherwise.

6. Employment
You will devote your whole working time to the service of the organization and will
not engage in any other employment. Failure to comply with the above will subject you to
immediate termination without notice or payment in lieu of notice period.

7. Job Assignment
You may during the course of your employment be given any assignment arising out
of the organization’s business that the organization in its subjective judgment feels suited to
your background, qualifications and experience.

8. Transfer
The company may in its business interest transfer you to any of its or its affiliates
Offices, Hospitals, Institutions in India on such terms and conditions as are applicable to such
transfer in accordance with organization’s rules, regulations and policies.

9. Code of conduct and confidentiality


It is a condition of this offer and your acceptance that both in terms of your business
activities and personal endeavors, your conduct will be in accordance with the policies and
procedures of the organization. You shall not use any assets of the organization for your
personal or for unlawful purposes.
You shall not during the continuance of your employment or after its termination
disclose, divulge, impart or reveal to any person or organization any of the trade secrets,
business practices and strategies or confidential operations, processes, dealings or any
information concerning the organization, business, finance, transactions or affairs of the
organization or any of its related units which may come to your knowledge during your
employment hereunder.
You shall not use or attempt to use any such information in any manner that may
injure or cause loss either directly or indirectly to the organization or its business. You
recognize and acknowledge that the above information is provided to you on trust by the
organization for internal use only. This restriction shall continue to apply after termination of
your employment.
For a period of one year after termination of this contract for whatever cause, you
shall not solicit or endeavor to take away from the organization its associates.

10. Termination of Service


It is to be clearly understood that during the period of probation referred to under
clause 5 above, your employment may be terminated by the organization at any time by
giving a week’s notice or payment in lieu of notice.
On satisfactory completion of probation, either party may terminate the employment
at any time by giving to the other party written notice of 1 month or payment in lieu thereof.
Notwithstanding the above, the organization reserves the
right at all times to terminate your employment forthwith without notice or payment in lieu
thereof, in the opinion of your Head of the Department / Head of the Unit, you were involved
in persistent misconduct and irregularity, or any indictable offense.
In such an event, without prejudice to the organization’s rights at law and/or under
other provisions of this letter, the organization shall pay only salary earned by you up to the
date of termination. The organization shall be entitled to offset payment of any pro-rata
allowance advances, etc., against salary due and to withhold amounts that may be required to
be recovered by the relevant authorities.
11. Commencement of duties

Should you wish to accept the terms of employment as offered, you are requested
to sign and return the duplicate of this letter to us no later than <no of days> and report to
duty at 8.00 a.m. on the date stated in clause 1 and be ready to commence the assigned work.
You are required to execute a separate service contact on assuming duty if Found
necessary by the organization. We look forward to your acceptance of the offer of
employment and to your joining the CARE Hospitals.

For QUALITY CARE INDIA LIMITED,


CHIEF OF – HUMAN RESOURCES
Acceptance of Terms & Conditions of Service
In accepting employment with Quality Care India Limited, I undertake to conform to
the organization’s rules and regulations and agree to abide by the terms and conditions set out
in the above offer of employment, now in force and as may be amended from time to time
and such provisions shall be deemed to have been incorporated into my terms of
employment. I have no objection to give an undertaking or enter into a service contract or
provide any declaration that might be required during my service in the organization.
Signature:
Name:
Date:
ISSUE OF ASSOCIATE CODE:

○ Maintaining Code Registers


 Allotment of code
 -TR (YR) SLNO - YR MN SLNO (8 dig)
○ Start with Fresh page / registers; monthly or annually.
CHAPTER III

REVIEW OF LITERATURE
RECRUITMENT & SELECTION
MEANING:
RECURITMENT:-

It is the process of finding and attracting capable applicant for employment. The

process begins when new recruits are sought and ends when their applicants are

submitted. The result is pool of applicants from which new employees are selected.

SELECTION:-
It is the process of differentiating between applicants in order to identify those

with a greater likelihood of success in a job.

DEFINITONS:
RECUIRTMENT:
Recruitment defines it as a process of searching for prospective employees and
stimulating to apply for job in the organization
Flippo
Recruitment is a process to discover the sources of manpower to meet the
requirements of staffing schedule and to employee effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force
Yoder

SELECTION:

Selection is the process of discovering the qualification and characteristic of the


job applicant in order to establish their likely suitability for the job position
Flippo
The hiring process is of one or many ‘go, no-go’ gauges. Candidates are screened
by the application of these tools. Qualified applicants go on to the next hurdle, while the
unqualified are eliminated
Yoder
MEANING: Recruitment Means Placing the Right Person in Right Place at Right Time.

CONCEPT OF RECRUITMENT AND SELECTION

Recruitment: -
Towards the growth of an organization in this competitive business world every one
needs the effective & resultant Manpower. Manpower is the utmost important and therefore
requires sound Recruitment & Selection process.

Recruitment is the process concerned with the identification of sources from where
the personnel can be employed and motivating them to offer themselves for employment.

DEFINITIONS

Werther and Davis have defined Recruitment as follows:


• “Recruitment is the process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new
employees are selected”.
Lord has defined Recruitment in terms of its competitive nature. He views that:
• “Recruitment is a form of competition. Just as corporations compete to develop,
manufacture, and market the best product or service, so they must also compete to
identify, attract and hire the most qualified people. Recruitment is business, and it is a
big business”.

Thus, recruitment process is concerned with the identification of possible sources of


human resource supply and tapping those sources. In the total process of acquiring and
placing human resources in the organization, recruitment falls in between different sub
processes as shown in Figure.
Placement
Job
Manpower
Selection
analysis
Recruitm
Planning
e Recruitment
defines it as a
process of
searching for
prospective
employees and
stimulating to
apply for job in
the organization

Flippo

Recruitme
nt is a process to
discover the
sources of
manpower to meet
the requirements
of staffing
schedule and to
employee
effective measures
for attracting that
manpower in
adequate numbers
to facilitate
effective selection
of an efficient
working force

Yoder
Selection is the
process of
discovering the
qualification and
characteristic of
Selection:
the job applicant
Selection can be conceptualized in terms of either choosing the fit candidates, or
in order to
rejecting the unfit candidates, or a combination of both. Selection involves both because it
establish their
picks
likelyup the fits and rejects the units. Therefore, sometimes, it is called a negative process in
suitability
contrast
for to
thepositive
job programme of recruitment.
position
Definition:
“Selection is the process of differentiating between applicants in order to identify
those with a greater likelihood of success in a job”.

RECRUITMENT IS DISTINCT FROM SELECTION:

Once the required number and kind of human resources are determined, the
management has to find the places where required human resources are or will be available
and also find the means of attracting them towards the organization before selecting suitable
Flippo for jobs. All this process is generally known as recruitment.
candidates

Some people
The use the term ‘recruitment’ for employment. These two are not one and
the same.
hiring Recruitment
process is is only one of the steps in the entire employment process. Some others
use
of the
one term recruitment for selection. These two terms are not one and the same either.
or many
‘go, no-go’
Technically speaking the function of recruitment precedes the selection function and
it gauges.
includes only finding, developing the sources of prospective employees and attracting them
Candidates are
to apply for jobs in an organization, whereas the selection is the process of finding out the
screened by the
most suitable candidate to the job out of the candidates attracted. Formal definition of
application of
recruitment would give clear cut idea about the function of recruitment.
these tools.
Recruitment is a process of searching for prospective employees and stimulating and
Qualified
encouraging
applicants gothem
on to apply for jobs in an organization. It is often termed positive in that it
to the nextpeople
stimulates hurdle,to apply for jobs to increase the hiring ratio, i.e., the number of applicants
while
for theSelection, on the other hand, tends to be negative because it rejects a good number
a job.
ofunqualified
those whoare
apply, leaving only the best to be hired”.
eliminated
Recruitment and Selection differ in terms of objective, process, technique, and
outcome, which are as follows:

Yoder

nt
1. The basic objective of recruitment is to attract maximum number of candidates so that
more options are available. The basic objective of selection is to choose the best out
of the available candidates.

2. Recruitment differs from selection in terms of process. Recruitment adopts the


process of creating application pool as large as possible and, therefore, it is known as
positive process. Selection adopts the process through which more and more
candidates are rejected and fewer candidates are selected or sometimes even not a
single candidate is selected. Therefore, it is known as negative process or rejection
process.

3. There is difference between recruitment and selection so far as techniques involved


are concerned. Recruitment techniques are not very intensive, requiring high skills. As
against this, in selection process, highly specialized technique s re required.
Therefore, in the selection process, only personnel with specific skills like expertise in
using selection tests, conducting interviews, etc., are involved.

4. Since recruitment and selection are two interrelated steps in the process manpower
acquisition, they differ in terms of their outcome. The outcome of recruitment is
application pool which becomes input for selection process. The outcome of selection
process is in the form of finalizing candidates who will be offered jobs.

Objectives of Recruitment:
• To attract people with multi-dimensional skills and experiences that suits the present
and future organizational strategies.

• To induct outsiders with a new perspective to lead the company.

• To infuse fresh blood at all levels of the organization.

• To develop an organizational culture that attracts competent people to the company.

• To search or head hunt people whose skills fit the company’s values.

• To devise methodologies for assessing psychological traits.

• To seek out non-conventional development grounds of talent.

• To search for talent globally and not just within the company.

• To design entry pay that competes on quality but not on quantum.

• To anticipate and find people for positions that does not exist yet.

Sub-systems of Recruitment:
The recruitment consists of the following sub-functions

• Finding out and developing the sources where the required number and kind of
employees will be available.

• Developing suitable techniques to attract the desirable candidates

• Employing the techniques to attract candidates.

• Stimulating as many candidates as possible and asking them to apply for jobs
irrespective of number of candidates required.

Management has to attract more candidates in order to increase selection ratio (i.e.
number of applications per one job vacancy) in order to select the most suitable candidates
out of the total candidates. Recruitment is positive as it aims at increasing the number of
applicants and selection is somewhat negative as it selects the suitable candidates in which
process the unsuitable are automatically eliminated. Though, the function of recruitment
seems to be easy, a number of factors make performance of recruitment a complex one.

Factors Affecting Recruitment:


Both internal and external factors affect recruitment. The external factors include
supply of and demand for human resources, employment opportunities and/or unemployment
rate, labor market conditions, political, legal requirement and government policies, social
factors, information systems etc.

The internal factors include the company’s pay package including salary, fringe
benefits and incentives, quality of work life, organizational culture, career planning and
growth opportunities, size of the company, company’s product/services, geographical spread
of the company’s operations viz., local, national or global, company’s growth rate, Role of
Trade Unions and cost of recruitment.

Complexity of the Function of Recruitment:


Performing the function of recruitment i.e. increasing the selection ratio is not as easy
as it seems to be. This is because of the hurdles created by the internal factors and external
factors which influence an organization.

The first activity of recruitment i.e. searching for prospective employees is affected by many
factors like

1. Organizational policy regarding filling up of certain percentage of vacancies by


internal candidates.
2. Local candidates (sons of soil).
3. Influence of trade unions.
4. Government regulations regarding reservations of certain number of vacancies to
candidate based on community/region/caste/sex.

5. Influence of recommendations, nepotism etc. As such, the management is not free to


find out or develop the source of desirable candidates and alternatively it has to divert
its energies for developing the sources within the limits of those factors though it
cannot find suitable candidates for the jobs.

The other activity of recruitment is consequently affected by the internal factors such as:

1. Working conditions and

2. Promotional opportunities.

3. Salary levels, type and extent of benefits.

4. Other personnel policies and practices.

5. Image of the organization.

6. Ability and skill of the management to stimulate the candidates.

It is also affected by external factors like:


• Personnel policies and practices of various organizations regarding working
conditions, salary, benefits, promotional opportunities, employee relations etc.,

• Career opportunities in other organizations.

• Government regulations.

The degree of complexity of recruitment function can be minimized by formulating sound


policies. A few progressive companies in India like Larsen & Turbo, Hindustan Lever,
Procter & Gamble and a few others have exemplary policies of recruitment which even
International companies are trying to emulate.

SOURCES OF MANPOWER SUPPLY:


Normally, an organization can fill up its vacancies either through promotion of people
available in the organization or through the selection of people from outside. Thus, there can
be two sources of supply of manpower – external and internal. For all recruitment, a
preliminary question of policy considers the extent to which it will emphasize external and
internal sources.

Selection of particular source of manpower supply depends on several factors


enumerated below:

Advertisement:

Advertisement is the most effective means to search potential employees from outside
the organization. Employment advertisement in journals, newspapers, bulletins, etc., is quite
common in our country. An advertisement contains brief statement of the nature of jobs, the
type of people required, and procedure for applying for these jobs.

Employment agencies:

Many organizations get the information about the prospective candidates through
employment agencies. In our country, two types of employment agencies are operating:
public employment agencies and private employment agencies.

• Public employment Agencies: There are employment exchanges run by the


government almost in all districts. The job seekers get themselves registered with
these exchanges
• Private employment Agencies: There are many consultancy and employment
agencies like ABC consultants, A.F.Furguson and Company, Personnel and
Productivity Services, S.B.Bilimoria and Company, etc., which provide employment
services particularly for selecting higher level and middle level executives. These
agencies also undertake total functions of recruiting and selecting personnel on behalf
various organizations. They charge fees for this purpose.

On Campus Recruitment:
Many organizations conduct preliminary search of prospective employees by
conducting interviews at the campuses of various institutes, universities, and colleges. The
organizations hold preliminary interviews on the campus on the predetermined date and
candidates found suitable are called for further interviews at specified places.

Employee Recommendations:

Employee recommendations can be considered to employ personnel particularly at the


lower levels. The idea behind employee recommendations as a source of potential applicants
is that the present employees may have specific knowledge of the individuals who may be
their friends, relatives, or acquaintances.

Lab our Unions:

In many organizations, lab our unions are used as source of manpower supply, though
at the lower levels. Many such union leaders whose styles are cooperative and constructive
can be promoted to supervisory level.

Data Banks:
The Management can collect the bio-data of the candidates from different sources like
Employment Exchange, educational Training Institutes, candidates etc, and feed them in the
computer. It will become another source and the company can get the particulars as and when
it needs to recruit.

Similar Organizations:
Generally, experienced candidates are available in organizations producing similar

products or engaged in similar business. The management can get most suitable candidates

from this source. This would be the most effective source for executive positions and for

newly established organization or diversified or expended organizations.

Trade Unions:
Generally, unemployed or underemployed persons or employees seeking change in

employment put a word to the trade union leaders with a view to getting suitable employment

due to latter’s intimacy with management. As such the trade union leaders are aware of the

availability of candidates. In view of this fact and in order to satisfy the trade union leaders,

management enquires with trade unions for suitable candidates. Management decides about

the sources depending upon the type of candidates needed, time lapse period, etc. It has to

select the recruitment technique(s) after deciding upon source.

RECRUITMENT & SELECTION PROCESS:


RECRUITMENT – Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.

In the earliest stages of an intervention, recruitment decisions often get made on the
basis of who is standing in the right place at the right time with the right look on his/her face.
As the situation matures, we have to think more carefully about picking the right people for
longer-term roles including middle and senior management. The integrity of the recruitment
and selection process helps to ensure sustainability by building a strong and balanced team,
demonstrating the organization’s neutrality, promoting its good name and serving as an
example for partners. You may find that one of the first roles you need to fulfill is a HR
administrator to help achieve these goals.
Now, Let us see a little more in detail how this process can be divided into stages and
how best to execute the process:

The Recruitment Process: Stages


The recruitment process begins when you know you need someone new in the School
or Department, either because an existing staff member has left, or because there is new work
to be done. It doesn't finish until after the appointment has been made and you have reflected
on any changes that you would make in future recruitments.
The main stages are identified below
Recruitment Activities:
• Identify Vacancy
• Prepare Job Description and person Specification
• Advertisement
• Managing the Response
• Short-listing
• References
• Arrange Interviews
• Conduct the Interview
• Decision Making
• Convey the Decision
• Appointment Action

The Recruitment Process:


The recruitment process begins when you know you need someone new in the
Department, either because an existing staff member has left, or because there is new work to
be done. It doesn't finish until after the appointment has been made.

The main stages are identified in the below flow chart

Identify Vacancy

Prepare Job Description and person Specification

Advertise

Managing the Response

Short-listing

References

Arrange Interviews

Conduct The Interview

Decision Making

Convey The Decision

Appointment Action

Vacancy is known in two situations (generally):


1. An employee leaves and there is a vacancy created
2. Business Growth
The vacancy is intimated to the HR department by the concerned technical department.

Writing a Job Description:


A job description provides the employing organization, potential applicants and the
eventual post holder with a clear outline of what is required in the job.

Person specification:
Decide what skills, experience, qualifications and attributes someone will need to do
the job as defined in the task analysis and job description.

A job description should specify:

Title: The title of the post


Grade: The grade, which is attached to the post.
Purpose or aim: A brief description of the purpose of the job. This can probably be
limited to one sentence.
Duties: Start with the elements, which take up most of the post holder's time. It may be
helpful to distinguish between regular, intermittent, and emergency duties, and/or to assign an
approximate percentage of time to each specific duty.
The job description should not include details of how the tasks or activities should be
carried out, but some indication should be given, where appropriate, of the purpose or
objectives of the task.
It is important to make clear those tasks or activities for which the post holder has
ultimate responsibility. These should be clearly distinguished from those tasks and activities
in which the post holder has involvement but not responsibility. In order to avoid
misunderstanding of the post holder, it is suggested that the words "Responsible for" are used
with care and only where responsibility does rest with that post holder.
For example: A typist might be considered to be responsible for the accuracy of the typing
of a document whereas the author of the document is responsible for its content.
In view of the need to provide flexibility and to take into account future developments
(especially if the job description is part of the contract of employment), it is advisable to
specify as the last itemized duty 'such other comparable duties as may be required by the
Head of Department'.

Selection:

Select your candidate being objective and unbiased. Choose the person who best fits your
person specification.
• Short listing:
Review applications on the basis of the person specification. Ensure that you select
for interview those who match the specifications, regardless of sex, race etc, and that the
specifications are not themselves discriminatory.
• Interviews:

Interview your short-listed candidates remembering that your job is not only to assess
the best candidate for the job, but also to create a great impression of your
organization.
Candidate assessments: –

• The interview will provide you with some information but check it out before offering
a job.
• Ask the candidate to show you examples of previous work, do a presentation, a case
study, some tests or full assessment. Tests can be done before the interview or after
the interview. It depends on the number of candidates being interviewed and the type
of job.
• You must have the specific permission of the applicant to do so, particularly if you
wish to contact their current employer. If you need them quickly, try phoning.

Making a Job Offer:


• If you think you have found the right candidate, it’s time make the job-offer.
Induction:
• Help your new recruit to settle in quickly and become productive as soon as possible.
Recruitment flow Chart
Requirement

Database search Posting in job Internal


Internal & job sites boards References

Pick & Mail Mass Response


Mailing Management

Resource
Technical Screening
Screening Suitable

Not Suitable

Good fit No Internal Resource


Database

Yes

Good Skills
Technical
round No
Yes

Offer? Reject
Final Round

Issue Offer Contingency Follow up


Letter

Follow up for Joined


Joining
SELECTION PROCESS:
A selection process involves a number of steps. The basic idea is to solicit maximum
possible information about the candidates to ascertain their suitability for employment. Since
the type of information required for various positions may vary.
1. Screening of Applications:
Prospective employees have to fill up some sort of application forms. These forms
have variety about the applicants like their personal bio-data, achievements, experience, etc.
Such information is used to screen the applicants who are found to be qualified for the
consideration of employment. Based on the screening of applications, only those candidates
are called for further process of selection.

2. Selection Tests:
Many organizations hold different kinds of selection tests to know more about the
candidates or to reject the candidates who cannot be called for interview, etc. Selection tests
may give information about their aptitude, interest, personality, etc., which cannot be known
by the application forms.

3. Interview:
Selection testes are normally followed by personal interview of the candidates. The
basic idea here is to find out overall suitability of candidates for the jobs. It also provides
opportunity to give relevant information about the organization to the candidates. In many
cases, interview of preliminary nature can be conducted before the selection tests. For
example, in the case of campus selection, preliminary interview is held for short listing the
candidates for further process of selection.
Role of interview:
1. It is the only method of direct contact between the candidates and the employer in
which the employer can see a candidate in action- how he looks, his manner, his
wearing, his appearance, etc., method of interaction and answering, etc.

2. Many of the information can be sought through the interview, which may not be
available in application form, or cannot be disclosed by the selection tests, such as
family background, future plans, etc.

3. The interview can be used as a tool for giving information about the organization, its
policies, nature of the work to be performed by the candidate, salary and other
benefits to be offered. Negotiations, if any, about the salary and perks to be offered to
the candidate can also be undertaken.

Checking of References:
Many organizations ask the candidates to provide the names of referees from more
information about the candidates can be solicited. Such information may be related to
character, working, etc.

PLACEMENT AND INDUCTION:


After a candidate is selected for employment, he is placed on the job. Initially, the
placement may be on probation, the period of which may range from six months to two years.
After successful completion of the probation period, the candidate may be offered permanent
employment. After the initial placement of the candidate on the job, his induction is
necessary. Induction is a technique by which a new employee is rehabilitated into the
changed surroundings and introduced to the purposes, policies and practices of the
organization, employee’s job and working conditions, salary, perks, etc.

Every organization has some sort of induction programme either formally or


informally. In large organizations where there are well-developed personnel functions, often
induction programs are undertaken on formal basis, usually through the personnel
department. In smaller organizations, this may be done by the immediate superior of the new
employee.
CHAPTER – IV

DATA ANALYSIS
&
INTERPRETATION

1. Are you satisfied with the policy followed by the organization to select right person for the
right place at the right time?
a) Extremely Satisfied b) Highly Satisfied
c) Satisfied d) Dissatisfied
Source Percentage No. Of Employees
Extremely Satisfied 12 3
Highly Satisfied 16 4
Satisfied 60 15
Dissatisfied 12 3
2) How is recruitment process in Care Hospital compared to other hospitals?
a) Best b) Better
c) Good d) Average

Source Percentage No. Of Employees


Best 20 5
Better 44 11
Good 28 7
Average 8 2
3) According to the organization rules by which age the employee can work in an
Organization?
a) 15 b) 17
c) 18 d) 22

Source Percentage No. Of Employees


15 4 1
17 0 0
18 24 6
22 72 18
4).How many rounds of interview the employee goes through?
a) 2 b) 3
c) 4 d) More than four

Source Percentage No. Of Employees


2 8 2
3 44 11
4 44 11
More than four 0 0
5) What are the methods of recruitment?
a) Internal reference b) Walk in interview
c) Job portals d) Newspaper ads

Source Percentage No. Of Employees


Internal Reference 56 14
Walk in interview 28 7
Job Portals 8 2
Newspaper ads 8 2
6) Which of the following is given primary priority during selection?
a) Experience b) Academics
c) Technical qualification d) All

Source Percentage No. Of Employees


Experience 16 4
Academics 12 3
Technical Qualification 8 2
All 64 16
7) Does your requisition forms give clear job descriptions and job specification for each
position?
a) Yes b) No

Source Percentage No. Of Employees


Yes 92 23
No 8 02
8) The conscious focus of the organization is
a) Nurture high potential talents b) Career growth opportunity
c) both a & b d) None

Source Percentage No. Of Employees


Nurture high potential talents 28 7
Career growth opportunity 28 7
Both a & b 44 11
None 0 0
9) Is Pre-Employment tests necessary for all the employees?
a) Yes b) No

Source Percentage No. Of Employees


Yes 96 24
No 4 1
10) When does the company go for recruitment?
a) Expansion of company b) Turnover of Employees
c) Based on requirement d) Any other please specify______

Source Percentage No. Of Employees


Expansion of company 16 4
Turnover of Employees 8 2
Based on requirement 76 19
Others 0 0
11) What is the best selection technique according to you for the employee above the entry
level jobs?
a) Telephonic Interviews b) Technical test
c) Panel Interview d) Human Resource Interview

Source Percentage No. Of Employees


Telephonic Interviews 8 2
Technical test 28 7
Panel Interview 32 8
Human Resource Interview 32 8
13) What time is taken from the initial interview to the final selection?
a) Within 3 days b) Within 1week.
c) Within 15 Days d) Depends on Cadre Selection

Source Percentage No. Of Employees


Check list of Questions 24 6
Random Questions 16 4
Curriculum Vitae 20 5
Academic background 40 10
12) Which of the following do you think is to be considered for interviewing the candidate?
a) Check list of Questions b) Random Questions
c) Curriculum Vitae d) Academic background
13) What time is taken from the initial interview to the final selection?
a) Within 3 days b) Within 1week.
c) Within 15 Days d) Depends on Cadre Selection

Source Percentage No. Of Employees


Check list of Questions 24 12
Random Questions 16 6
Curriculum Vitae 20 0
Academic background 40 7
14) Where do you rate your organization for selection process?
a) Excellent b) Very good
c) Good d) Average

Source Percentage No. Of Employees


Excellent 24 6
Very good 36 9
Good 28 7
Average 12 3
15) Are you satisfied with the policy followed by the organization to select a right person?
a) Extremely Satisfied b) Highly satisfied
c) Satisfied d) Dissatisfied

Source Percentage No. Of Employees


Extremely Satisfied 20 5
Highly Satisfied 20 5
Satisfied 60 15
Dissatisfied 0 0