Hrm Recruitment(SEm2)

8/2/2019 Hrm Recruitment(SEm2)

http://slidepdf.com/reader/full/hrm-recruitmentsem2 1/28



Done by: Hitesh S Bhanushali

Roll no:50

Institution: eMBA



INDEX:

Table of Contents

Synopsis………………………………………………………………………………………………………………………….3

Acknowledgement………………………………………………………………………………………………………….4

Hypothesis..…………………………………………………………………………………………………………………….5

Methodology .................................................................................................................... 6

Company information ...................................................................................................... 7

A study done .................................................................................................................... 8

Data collection ............................................................................................................... 11

Charts ............................................................................................................................ 12

Analysis and conclusion ................................................................................................. 15

Recommendation............................................................................................................ 16

Bibliography.....................................................................................................................20



Synopsis:

My project report is about the topic “recruitment”. Recruitment as rightly

defined as the process of attracting a pool of applicants for the specified job

vacancy and selecting among them. It starts with searching for the candidates

and ends with candidates submitting their resumes.

In this report not much theory on recruitment has been given to make this

report as practically applicable as possible. This report gives a general overview

on the topic recruitment and does not specifically try to correlate with some

specific thinker’s theory. The project gives the detailed description about the

exact sources of recruitment that are followed in a corporate World, where I

am keen over the fact whether internal or external sources are more effective

and why

This report gauges the exact recruitment pattern followed by the hr team in in

a company named PLETHICO PHARMACEUTICALS. In this report, (based on the

answers given in the questionnaires) the data is tabulated, charts are made,

analysis drawn and recommendations GIVEN ON HOW THE EMPLOYEES AT

VARIOUS LEVEL ARE SELECTED.



Acknowledgement:

I wish to express my profound thanks to Prof. Cabral for giving us an

opportunity to work on this project and for the encouragement and guidance

provided by him on this project.

I would also like to express my heartfelt gratitude to the hr team of of

PLETHICO PHARMACEITICALS ltd. for their useful inputs and their precious

time, patience and co-operation.

I would also like to specially thank MR. MANGESH JOSHI(GM HR) AND MISS

TRUPTI PRABHUDESAI for all her help in providing me with all the information

relating to the company and understanding its framework.



Hypothesis:

The primary objective of this study is to get an insight on the RECRUITMENT

pattern of the company. The main aim is to detect the what are the sources of

recruitment followed by the company and what is the cost incurred by the

company is doing that job and which of the sources are most effective and

depending upon the analysis and recommendations company may make

effective changes in their pattern if necessary.



Methodology:

My project report is on the topic recruitment in the work arena. The questions

that could pop in a person’s mind are what exactly recruitment pattern is and

what are the exact sources of recruitment and what are the most effective

sources of recruitment? Different people have different perceptions as t o

different aspects and sources of recruitment. In the topic ‘A Study Done’ these

queries are undertaken and have been tried to be answered.

For this study, I have adopted the questionnaire method of a sample group of

around 8-10 hr team of a given company. The employees who have filled up

these questionnaires are going to be asked to not to disclose their names or

their designations at the work place and they are not going to be told the topic

of the questionnaire so that their answers wouldn’t be influenced by the topic

and would be as truthful as they can be. This study is done to compare and

analyse how company can improve its way of recruitment at minimal cost.



Company information

Mission

To create a ‘Global Healthcare’ brand

identity the “green way” through eternal

values, strong ethics and global quality of

the highest standards in herbal and

nutraceutical healthcare products.

Vision

To be amongst the top 10 international

herbal / neutraceuticals player by creating a

'global Plethico healthcare brand’, drawing

upon the rich heritage of the Indian system of herbal medicine

“We're building on our history of hard work, diligence and success, by working

tirelessly to enhance the value we are committed to provide towards improvinghealth and the quality of lives across the world .”

We have embarked on a mission to provide high-quality healthcare solutions in

the herbal and neutraceutical segment, which clearly underlines our

philosophy and commitment to preserve the sanctity of life. We believe that

‘diet’ and ‘health’ are key influencers of a holistic and healthy life.

Consequently, the importance of supplements and health food as part of a

healthy lifestyle can no longer be ignored. On a worldwide basis, the

neutraceuticals market continues to be affected by growing consumers’awareness and strong desire to lead a healthy life and restrict wherever

possible, the use of synthetic drugs.

Plethico is driven by this quest and commitment, to provide healthcare in a

form that seeks to significantly improve the quality of life, by manufacturing,

developing and marketing dietary supplements and functional foods. The

company is rapidly evolving and today, is one of India’s leading healthcare

enterprise that has established it self as a dominant player in the herbal and



neutraceutical segments, and operates in the areas of Sports Nutrition,

Confectionary and Herbal OTC in India.

Plethico has diversified its product profile to cover herbals, nutraceuticals, OTC

drugs, pharmaceutical formulations, hospital consumables and veterinarysegments, with brands that have created a strong identity in its respective

segments. Following the acquisition of Natrol, Plethico has plans to

manufacture anHerbal Healthcare Products

A range of clinically proven herbal products developed from scientifically

validated herbal extracts, offers a safe and natural alternative in treating Life

style related disorders like Diabetes, Cholesterol, sleep disorders, digestive

disorders and pain management.

Consumer Healthcare Products & Neutraceuticals With an increasing trend towards Direct to Consumer marketing, the launch of

Fast Moving Consumer Healthcare products, offers immense potential both in

the Indian as well as the global markets. The Consumer Products consists of a

range of products in the Sports nutrition, Confectionary, Pharma OTC and

Herbal supplements category. Other products in this segment includes

products in the Oral Hygiene, Footcare, Digestive Care and Cough & Cold

categories.

Pharmaceutical Formulations

With over 400 different formulations in more than 39 therapeutic segments,

Plethico has a strong presence in Anti-malarials, Anti-tubercular, Anti-

infectives, Pain, Cardiac, Gastro and Cough & Cold. Identification of new

therapeutic categories, products, innovation in drug delivery systems & patient

compliance is the basis of our product selection.

Hospital Consumables, Disposable & Veterinary Products

A range of quality Hospital consumables, Disposables, Sutures & Diagnostic

kits, has given us the necessary edge for the large market for hospital

products.The introduction of Veterinary products marks our entry into the yet

unexplored Veterinary segment.

Future endeavors

Plethico is planning to enter the areas of immunomodulation, gynecological

disorders and antioxidants in the near future.



The company also plans to manufacture and market Natrol’s top brands in

India and also make them available in the stronghold semi-regulated markets.

Simultaneously, It plans to launch its leading homegrown brand Travisil and

Actifresh SF in the US market.



QUESTIONAIRE

1 How many recruitments you did in the last fiscal year?

2. What source you adopt to source candidates?

a. Employee referral

b. Campus recruitment

c. Advertising

d. Recruitment agencies

e. Job portals

f. Other, pls specify –

3 How many stages are involved in selecting the candidate?

a. 1

b. 2

c. 3

d. 4

e. More

4. Do you use any of the following tests during the process of

recruitment

a. Written

b. Aptitude

c. Group Discussion

d. Personal Interview

e. Psychometric testf. Other, pls specify –

5. How do you track the source of candidate?

a. Manual

b. Software

c.Online

d.Windows. Xls



6. Apart from the HR Manager, who all from the other departments

are required to get involved in interviewing process?

a. Sales

b. Administration

c. HR Executives

d. Other, pls specify –

7. What is the back out percentage of candidates after being

offered?

a.1-5

b.5-10

c.10-15

d. 15-20

7. Do you take any technological support for the process of

recruiting?

a. Telephone

b. Video conferencing

c. Online supportd. Other, pls specify –

8. Do you do the “Employment Eligibility Verification”? Yes/No

If yes, then, what method you take up to perform it?

a. Internally

b. Through agencies

9. What kind of verifications you do?

a. Educational qualifications

b. Legal background check

c. Professional background check d. Reference check

e. Family background check

10. Out of 100% recruitment that you did in the last fiscal year,



please determine which source generated what % of candidates?

Through –

a. Advertising - ………%

b. Employee reference - ……….%

c. Recruitment agency - ……….%

d. Job portals - ………%

e. Others - ……….%

11. How much % do you pay to the consultant?

12. What source has provided you with highest performers?(Both quantity wise and quality wise)

13. What is the retention rate for those employees hired from

employee referrals Vs agencies?

14. Are you aware of the concept of RPO – Recruitment Process

Outsourcing?

a. No

b. Yes, through what source

15. Have you outsourced any of the recruitment activities? – Yes/No

If yes, then pls specify which one?



RECRUITMENT

Recruitment refers to the process of attracting, screening, and selecting

qualified people for a job at an organization or firm. For some components of

the recruitment process, mid- and large-size organizations oftenretain professional recruiters or outsource some of the process to recruitment

agencies.

The recruitment industry has five main types of agencies: employment agencies,

recruitment websites and job search engines, "headhunters" for executive and

professional recruitment, niche agencies which specialize in a particular area of

staffing, or employer branding strategy and in-house recruitment. The stages in

recruitment include sourcing candidates by advertising or other methods, and

screening and selecting potential candidates using tests or interviews.

The recruitment industry is based on the goal of providing a candidate to a

client for a price. On one end of the spectrum there are agencies that are paid

only if they deliver a candidate that successfully stays with the client beyond

the agreed probationary period. On the other end of the spectrum there are

agencies that are paid a retainer to focus on a client's needs and achieve

milestones in the search for the right candidate, and then again are paid a

percentage of the candidate's salary when a candidate is placed and stays withthe organization beyond the probationary period. Today's (June 2010)

recruitment industry is fairly competitive, therefore agencies have sought out

ways to differentiate themselves and add value by focusing on some area of

the recruitment life cycle. Here are five types of typical agencies.

1. TRANSFERS

The employees are transferred from one department to another

according to their efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more

benefits and greater responsibility based on efficiency and experience.

http://en.wikipedia.org/wiki/Employment



http://en.wikipedia.org/wiki/Organization



http://en.wikipedia.org/wiki/Recruiter



http://en.wikipedia.org/wiki/Employment_agency



http://en.wikipedia.org/wiki/Executive_search

http://en.wikipedia.org/wiki/Employer_branding



http://en.wikipedia.org/wiki/Advertising





http://en.wikipedia.org/wiki/Executive_search







3. Others are Upgrading and Demotion of present employees according

to their performance.

4. Retired and Retrenched employeesmay also be recruited once again in

case of shortage of qualified personnel or increase in load of

work. recruitment such people

save time and costs of the organisations as the people are already aware of

the organisational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled

employees are also done by many companies so that the members of the

family do not become dependent on the mercy of others.

1. PRESS ADVERTISEMENTS

Advertisements of the vacancy in newspapers and journals are a widely

used source of recruitment. The main advantage of this method is that it

has a wide reach.

2. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical Colleges

etc. are a good source of recruiting well qualified executives, engineers,

medical staff etc. They provide facilities for campus interviews and

placements. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on behalf

of client companies by charging a fee. These

agencies are particularly suitable for recruitment of executives and

specialists. It is also known as RPO (Recruitment Process Outsourcing)

4. EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout

the country. These exchanges provide job information to job seekers

http://recruitment.naukrihub.com/










and help employers in identifying suitable candidates.

5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain

close contacts with the sources of such workers. This source is used

to recruit labour for construction jobs.

6. UNSOLICITED APPLICANTS

Many job seekers visit the office of well-known companies on their

own. Such callers are considered nuisance to the daily work routineof the enterprise. But can help in creating the talent pool or the

database of the probable candidates for the organisation.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organisations have structured system where the current

employees of the organisation can refer their friends and relatives for

some position in their organisation. Also, the office bearers of tradeunions are often aware of the suitability of candidates.Recruitment

Management can inquire these leaders for suitable jobs. In some

organizations these are formal agreements to give priority in

recruitment to the candidates recommended by the trade union.

8. RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may beemployed whenever a permanent worker is absent. More efficient

among these may be recruited to fill permanent vacancies.

Recruiting the best people into your organization is the easiest way to get the

best performance.

http://recruitment.naukrihub.com/recruitment-management-system.html








Starting off well, is by far the quickest and simplest method of having the right

employees in the right places. So here are a ten steps to getting it right...

1. Be Clear on What You Want Having a vision for what you want from

your organization, business or team is vital in the first instance. Then youcan get really clear on who you are looking for, what they will bring to

complement existing team members and how they will be a step (or

two!) above the people you've already got.

2. View Existing Employees Objectively Whilst you may have befriended

some of your existing people (well, it's nice to be liked, isn't it!), built

great rapport and made some progress in developing them, don't be

tempted to go easy on candidates from your existing pool. If you want to

make giant leaps, you have to do it firmly and very, very honestly. This is

no time for getting soft. Internal promotion of the wrong people is thebiggest reason for businesses under-performing - and the biggest reason

for discord.

3. Be Clear on What's Not Happening With the vision you have and the

people you've already got - check with yourself - what's not working

right and who am I looking for to make that happen? What experiences

will they have? How will they behave? What key questions do I need to

hear answers for? What will they bring that will be different and much,

much better than I have already?

4. Dump Your Assumptions When interacting, and even interviewing, keep

objective. You have to be really strict here with yourself (in fact you are

probably the biggest problem you have, but that's another piece

altogether). Be factual and dump any prejudices you have. In fact you

might not even realize you have preferences, but you have. Now is the

time to recognize absolutely what the role needs, not you personally.

Though you might also defer to 11 (yep, there's an 11!), below.

5. Concentrate on 'I' Make sure that when you are hearing answers from

your potential recruit, that they tell you all about them. Keeping them to'I' answers is far more revealing than 'we' or 'they' or 'us'. It is in your

interest to dig at this and ask them precisely how they were involved

themselves. Then you start to find some of the real truth. This enables

better judgments and consequent decisions.

6. Be Supportive at Interview Yet you want to get the best from them.

Take time to put them at their ease through a few general questions to

get them talking. You are not there to catch them out - you want success

for you in recruiting well and for them to show you truly what they've



got to offer. This is your job, not theirs. So often interviewers get this the

wrong way round.

7. Listen Hard & Question Deeper At interview, most of your time will be

listening closely to what they are saying. If, in an interview situation, you

catch yourself saying more than them, you have the balance way wrong- it needs to be you 30% max and them at least 70%. And when you

listen, listen out for the things they say and notice where there is a

moment you would want to know more. This comes up several times in

a response. All you need to do is note these and pick a few in relation to

the role offered - and ask a little more! 'You mentioned x, tell me a little

more about that...'

8. Pick for Difference It's easiest to pick people like you. You gel better

with people you like and you tend to like people, like yourself! Yet

sometimes it is a wonderful asset to have someone who grates a bit!

Someone who has a different philosophy. Someone who is not afraid of

you or to challenge and question back. Sometimes, challenging for you

though it may be, it is a risk worth taking. And a very valuable asset.

9. Keep on the Lookout By developing great ways of building rapport with

people, you create intelligence networks in your own workplace, that

frequently serve to provide solutions close to home - often from

unexpected sources. Sometimes, if your natural state is to relate well

with others, you'll spot people outside your own business who will fitexactly what you need. Make the best of this - it is a huge asset and you

will build your 'perfect team' quicker and more efficiently.

10. See Them in Action Where you can, work out a way of assessing them in

action if possible. Use your eyes and ears to absorb how they perform in

an experiential situation. Get clear what you need to know and let them

do their thing. In a work experience it's hard to fudge, so you get to see

more.

11. (A freebie!) Go With Your Gut (a bit!) Despite all the myriad of

psychometrics, experiential based assessments, handwriting and facialanalysis etc. that you employ, remember that sometimes you have an

instinct worth listening to. Don't be frightened to go with it sometimes.

It generally pays off more times than not and is a risk, through

experience, which is worth taking.

It takes a lot of effort to get the right people. It takes a whole lot more energy

(and focus and bitterness sometimes), to manage poor performers; square pegs

recruited for round holes. Taking time, when you have the opportunity, to start

from scratch is an opportunity not to be wasted.



ANALYSISS

Analaysis of some of the questions in the questionnaire wasdone which gave us the major findings which resulted into a

direct and clear conclusion of the carried project. The

analysis is presented as follows:

10 Out of 100% recruitment that you did in the last fiscal year,please determine which source generated what % of

candidates?

Through –

a. Advertising - ………%

b. Employee reference - ……….%

c. Recruitment agency - ……….%

d. Job portals - ………% e. Others - ……….%

Result:



12) What source has provided you with highest performers?

(Both quantity wise and quality wise)

Result:

result

agency

ads

employee refferal

result

Agency

Ads

Employee refferal

others



From these 2 questions and their results it is very clear

that majority of the hr people are in the favour of

recruiting employees through recruitment agencies

since they provide them with effective and performing

candidates which help their company grow and hence

also avoids their tedious work of screening and

reliability increases.

13. What is the retention rate for those employees hired

from employee referrals Vs agencies?

Result:

From this questions it becomes almost clear that

company prefers recruitment agencies over employee

referral because the retention rate is high which is

Result

Agency

Employee refferal



profitable for the company to invest in since it saves lot

of money used for recruitment and also commissions to

internal employees.

15)

Have you outsourced any of the recruitment activities? –

Yes/No

Result:

This result also states that company believes in

outsourcing recruitment activities so that it canconcentrate on other departmental activities more.

Basically according to previous results it believes

outsourcing recruitment through consultants saves

company time and provide effective results.

Sales

YES

NO



7. What is the back out percentage of candidates after being

offered?

a.1-5(abt 25%)b.5-10( abt 50%)

c.10-15(abt 75%)

d. 15-20 (abt 100%)

Result:

Sales

Abr 25%

Abt 50%



General analysis:

Through the general analysis done it has been found

out that the various questions that were taken intoconsideration were designed to extract the exact

information of the company policy and the several

ways of recruitment followed which led to the the

finding that

Majority of the recruitment in the company take place

through external sources of recruitment. Company

believes that the external source provides it the best

and most effective way of recruitment and gives them

highest retention rate. So company majorly uses

external sources .



Conclusion:

In these days of it revolution and employees becoming

so ambitious with having plethora of opportunities

they are very keen of switching the jobs frequently and

also selective while choosing jobs. So it is very

important for the company to adopt a suitable method

of recruitment which provides it skilled performers and

also maintain high retention rate since recruitment is

expensive affair so it can reduce its cost which

ultimately turn out to be profitable to the company.

After being done survey and its analysis of the

recruitment pattern of

“ PLETHICO PHARMACEUTICALS” it has been brought

to the notice that company follows a majority of

external sources of recruitment. To be more profuse it

trusts recruitment agencies for its recruitment

purposes since the results drawn gives us a clear

picture that it is efficient way because it has high

performance rate, retention rate, and also high

volume, Which solves the purpose of the company to

avoid the screening and also reduces its cost which

again is profitable to company. But i think the company



should also use employee referral for its recruitment at

senior level at majority because that will create a

motivation to work hard among the employees andalso boost them to perform better.



Recomendations

Well the company is following an excellent policyaccording to its external sources because that has

generated a major chunk of employees and also

profitable since it has a high retention rate.

But i would like to suggest the company that it should

also use employee referral for the recruitment atsenior levels because that would create a motivation

and boost the morale of the existing employees to

perform better, deliver good results and also other

advantage is retention rate would be much more high

and also the existing employee knows the nooks andcorns of the company and its process and also could

exactly locate the problem and work towards it

solution so that company can succeed more faster.



Bibliography:

www.plethico.com

www.wikipedia.com

http://www.plethico.com/


http://www.wikipedia.com/




Hrm Recruitment(SEm2)

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