You are on page 1of 50

A PROJECT REPORT ON Recruitment and Selection SHREE NARAYANA HOSPITAL

Submitted by Dinesh Kumar Sharma


Roll No,-(521050794) In partial fulfillment of the requirement for the award of the degree

of MBA
IN

[Human Resource Management] SMU .


Sikkim Manipal University
Directorate of Distance Education

(2010-2012)

SMU
Directorate of Distance Education

Sikkim Manipal University

CERTIFICATE This is to certify that DINESH SHARMA student of SIKKIM MANIPAL UNIVERSITY has completed her field work report at SHREE NARAYANA HOSPITAL on the topic of Recruitment and Selection and has submitted the field work report in partial fulfillment of MASTER OF BUSSINESS ADMINSTRATION of the UNIVERSITY OF SIKKIM MANIPAL for the academic year 2011-13 he has worked under our guidance and direction. The said report is based on confide information.

H.R. MANAGER (Mrs. Manju Vishwakarma)

Chairman Dr. Sunil Khemka

Date:-

Place:-

DECLARATION I hereby declare that the project titled Recruitment and Selection is an original piece of research work carried out by me under the guidance and supervision of Mrs. Manju vishwakarma. The information has been collected from genuine & authentic sources. The work has been submitted in partial fulfillment of MASTER OF BUSINESS ADMINSTRATION of SIKKIM MANIPAL UNIVERSITY.

Place: Date:

ACKNOWLEDGEMENT The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to brass tacks of things. I would like to add a heartfelt word for the people who have helped me in bringing out the creativeness of this project. To commence with things I would like to take this opportunity to gratefully and humbly thank to, , Mrs. Manju vishwakarma Project guide, , SHREE NARAYANA HOSPITAL for being appreciative enough by giving me an opportunity to undertake this project in SHREE NARAYANA HOSPITAL Respected guide, Mrs. Manju vishwakarma Faculty, SHREE NARAYANA HOSPITAL for his undeterred guidance for the completion of the report. Dr. Sunil Khemka, Director, SHREE NARAYANA HOSPITAL , for his continuous support, encouragement and support. My parents need special mentions here for their constant support and love in my life. I also thank my friends and well wishers, who have provided their whole hearted support to me in this exercise. I believe that this Endeavor has prepared me for taking up new challenging opportunities in future

Executive Summary The project titled RECRUITMENT AND SELECTION Undertaken in SHREE NARAYANA HOSPITAL. . It has a history dating back to 2011 and has a joint with old Khemka hospital groups.. The project report is about recruitment and selection process thats an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. Its a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. There are two types of factors that affect the Recruitment of candidates for the company Internal factors External factors The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

ABSTRACT
The present project work RECRUITMENT AND SELECTION PROCESS is carried out at SHREE NARAYANA HOSPITAL

This project is categorized into seven chapters.

Chapter 1. Deals with the introduction. This chapter sets the objectives of the study and also gives the need, scope and the importance of the study. Chapter 2. Deals with the Research Methodology adopted for conducting the study and limitations of this study. Chapter 3. Deals with the introduction to the Industry as well as the company profile. Chapter 4. Deals with the review of the literature. This chapter introduces the concept of recruitment and selection process. Chapter 5. Deals with the analysis of the data. Chapter 6. Deals with findings that were arrived at after making the data analysis. Chapter 7. Deals with the suggestions and conclusions based on the findings.

CONTENTS
INDEX CHAPTER I Introduction Objectives Need scope & importance of the study CHAPTER II Methodology Limitations CHAPTER III Introduction and Company Information CHAPTER IV Introduction & Briefing about Recruitment and selection CHAPTER V Primary research analysis & Interpretation CHAPTER VI Findings & Conclusion CHAPTER VII Suggestions Bibliography PAGE NUMBER 1-3 1-2 2-3 3-3 4-6 4-6 6-6 7-27 7-27 28-32 28-32 33-39 33-39 40-41 40-41 42-43 42-42 43-43

CHAPTER-I

Page-1

INTRODUCTION

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

Sample size taken for study is 100. A. questionnaire is prepared according to the parameters like human resource planning, cost effectiveness, induction recruitment and selection. The questionnaire is distributed to the executives of Shree Narayana Hospital and basing on the obtained data, conclusions, suggestions & recommendations are drawn.

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

Page-2 The recruitment and selection process followed in SNH is comparatively well defined. Most of the candidates are recruited through Employee Reference and Consultancy. Candidates selected are given a probationary period. The suggestions drawn through the project study are like before posing the candidates to personal interviews, tests like aptitude, achievement, situational, interest, group discussion and personality development interview should be conducted. This helps the company in retaining employees for long time. Overall manpower planning in SNH is conducted systematically and selection procedure is done through experts. This makes the company to lower the employee turnover at the same time developing the selected candidates for future organizational goals.

OBJECTIVES OF THE STUDY:


The objectives of the project study include : To know the various sources of recruitment and their availability at SNH.

To obtain the feed back of the employees about the recruitment and selection procedures followed in the company.

To review the recruitment process and to make improvements to the forthcoming recruitment programs at SNH.

To find out the effectiveness of the selection procedure at SNH.

To know various methods of selection procedures adopted by SNH.

To suggest measures accordingly.

Page-3

SCOPE OF THE STUDY

The scope of the study includes the following aspects of recruitment and selection

The feed back of an employee.

Proper utilization of human resource planning.

Effectiveness of recruitment process and techniques.

The selection procedure is effective or not.

Cost effectiveness.

Page-4 CHAPTER-II

METHODOLOGY

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

Recruitment process shall commence with an internal search, which shall be initiated by the HR department. In case no suitable person is identified from with in, search from the application data bank shall be resorted to like placement agencies or release of advertisements.

Applications will be collected either by post or personal. Intimation for interviews shall normally be sent through mail/courier in the prescribed format. In other cases, it may be sent through other modes like telegram, telephone, etc. The project work done in Shree Narayana Hospital was based on the questionnaire which was filled by the executives of the company. The questionnaire was prepared based on the recruitment and selection techniques and was filled on behalf of the following sample size by their executives.

Page-5 They were: Recruitment techniques: Advertisements in media Placements agencies. Campus recruitment Employment exchanges Employee reference Online recruitment Sample size : 100 employees working at executive level in the corporate office. The sample was selected randomly.

In Shree Narayana Hospital the above said techniques are used to search for suitable candidates. Parameters used in the questionnaire are as follows

Human Resource Planning Recruitment Selection Cost effectiveness

Basing on the ratings of the employees, the effectiveness of the recruitment and selection process in the Shree Narayana Hospital will be clearly known. SOURCES OF DATA: 1. Primary data 2. Secondary data 3. Analysis of data

Page-6 Primary data is collected in order to avoid any mistakes due to transcription which may arise when collected through secondary sources. The data is collected by questionnaire method. Secondary data is collected from the companies reports, manuals and Through company records, books, HR reports etc. SAMPLING PROCEDURE: The sampling method used was random sampling. The sampling method was used because of lack of time and lack of knowledge about the universe. The sample size was fixed to 100 respondents; the sampling procedure is response form. STATISTICAL TOOLS USED: PIE CHART: PERCENTAGE ANALYSIS: In this research, various percentages are identified in the analysis and they are presented pictorially by way of bar diagrams and pie charts in order to have a better quality. brochures.

LIMITATIONS

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

The employees may not reveal the secrets of the company.

As the questionnaire is restricted to only 12 questions, the study could not cover other aspects of the topic

the

Page-7 Chapter-iii

COMPANY PROFILE

SHREE NARAYANA HOSPITAL Quality health care for all. (A Unit of Healthtech Chhattisgarh Pvt. Ltd.)

: "Collate Matchless services and dedicated experts under one roof "
Shree Narayana Hospital (A Unit of Healthtech Chhattisgarh Pvt. Ltd.) - Quality health care for all.., with an idea to established trusted healthcare landmark for diversified society and individual, who had been looking final destiny for their ailment. It is one of the central Indias largest multi super specialty hospital located at Raipur, capital of Chhattisgarh, which has various featured health relating control services. The health centre is founded by Dr. Sunil Khemka (MS, MCH - Ortho) of its trust on humanity, aims to empower patients need through the dimensions of modernized infrastructure, using state of the art technology, experts consultants and kind nursing staffs. The hospital spread around in four acres which has admirable and modernized equipped infrastructure along with residential accommodation for doctors, consultants and staffs to make avail services at 24X7X365. The hospital has 250 beds and 60 critical care beds in critical care unit, nine modular computer navigated operation theatres according to international standards among it one operation theatre is exclusively established for spine and joint replacement surgery, isolation ward, blood bank, advance I.V.F. Centre, cath lab, M.R.I, digital C.T Scan, pharmacy, conference hall and cafeteria along with the team of 25 consultant doctors and 60 residential doctors. Shree Narayana Hospital has research and development wing that splurge their countless hours in unlocking the human and their health structure for optimizing human health and make it curable.

Page-8 Compassion and Dedication are our deem

Hospital has the ideal combination of highly qualified, experienced and optimistic doctors, consultants and professional team with healthcare industry know-how, multi-disciplinary approach to patient care and in-depth understanding in healthcare technology. The Hospital team works round the clock for the care of the patients with right moves. The consultants and Nursing staff are serving excellent care specialty to the patients as they are driven by the vision of quality, compassion, integrity, accountability and commitment in giving individual attention for maximum treatment outcome. Shree Narayana Hospital is designed to redefine the health care mechanism with a policy for 360 degree healthy living. The hospital shall be the health remedy centre of central India which shall be final matter for the individual health problem and query. Highlights
Shree Narayana Hospital spread around 1.5 lacs Sqft with the capacity of 300 beds, nine modular operation theatre

with computer navigation among it one is engineered with spine and joint replacement
Shree Narayana Hospital is a multi specialty hospital, serving widest speciality in central India with twenty nine

specialized services.
Shree Narayana Hospital located 2.5 Km from railway station, 1 Km from bus Stand and 12 Km from Airport. Advance I.V.F. Centre In-house Blood Bank MRI, C.T and cath lab (Ceiling mounted with sten zomming) Isolation Ward for communicable diseases Shree Narayana Hospital has Professional doctors, consultants and caring nursing staff for wide spectrum of

specialty.
Integrated hospital management system Cafeteria and conference hall with residential accommodation facilities. Round the clock pharmacy 3D & 4D ultra sound

Revenue Cycle Management and Extended Business Office Medical Collection Medical Coding

Medical Transcription

Page-9 Medical Management

Payer-side Service Offerings

Page-10 IT DEVELOPMENT With our in-depth understanding of both provider and payer business processes, developing applications that EMPOWER providers and payers, is what we specialize in. They in turn are able to focus on what they do best and improve the quality of care and healthcare services. We partner with Healthcare vendors to develop high-end enterprise applications for providers, payers, intermediaries, pharmaceutical companies and other healthcare/life sciences entities. We offer Software Development, Integration, Maintenance and Support services to healthcare organizations, globally. We make this possible with a team of highly qualified and experienced IT professionals and large pool of Healthcare consultants. We specialize in:

Provider Applications Payer Applications Pharmacy Applications

e-Services SNH end-to-end development capabilities

QA/QC Testing Narayana has a well trained and certified Quality team specialized in advanced technologies. Their skill set on the Quality front adds value to our clientele as trouble shooting even in complexities are readily identified and fixed. The QA testing procedures at Narayana meet deadlines with adherence to a stringent quality testing norm. Narayana offers a total solution for companies looking for quality QA testing. It is this service of ours that gives you an edge over our competitors.

Page-11 An ideal Hospital Information System, manages information across the entire hospital by eliminating data capture redundancy and controlling the time & cost, thereby facilitating for a secured access to patient and administration information within the 4 walls of the hospital on a real time basis. LIFELINE is a Hospital Information Management System built for automating the Care process insynchronous with the Administrative process for the New Generation Healthcare Providers LIFELINE adopts the best business practice suiting hospitals of varied sizes. LIFELINE is an integrated HIS with a comprehensive suite of modules, providing an array of technological imperatives including, computerized services booking, automated nursing documentation, integrated pharmacy, automated medication administration and billing system that ensures zero lost billing opportunities. LIFELINE is:

Seamlessly integrated across all points of care & support functions leveraging the best clinical and administrative practices

Configurable to dynamic clinical and administrative parameters ensuring a flexible user defined solution

Highly secure and protects clinically sensitive information with option to configure access depending on roles, user/group types

Follows International Medical Standards for codification Scalable beyond the 4 walls of the healthcare entity by leveraging the power of the web

LIFELINE integrates the front-office operations like Helpdesk, Registration, Appointments Scheduling, OP Clinics, and Patient Admissions to points-of-care like Wards, Day Care unit, CICU/MICU/CTICU/SICU, Operation Theatres, Laboratories, Blood Bank,CT-MRI .Radiology and Pharmacy. All these modules are tightly integrated with Billing, hence ensuring NO REVENUE LEAKAGE. LIFELINE also supports back-office functions like Inventory administration, Payroll and MIS Reports generation. employees in the Narayana cafeteria. Coffee and tea vending machines are installed for the employees. Further, food and nutrition counselors are available for health advice. A round the clock professional catering service is also available in the hospital cafeteria. Medical Services - Medical services at the Narayana Hospital are available round the clock. Medical services at Narayana Hospital are available at discounted rates for Local Area Network (LAN) Page-12

High performance switches with redundant power and CPU Integrated security services including firewalls, filtering and per port security supplies, end-to-end safe transport for all types of application data including CRM, ERP and VoIP Secured V-LAN for separate clients

Network Security with ACLs Data & System Security Network Based Intrusion Prevention (IDS) With the help of a network-based state-of-the-art intrusion prevention system we keep track of all attempts and drop packets made to compromise servers/applications. Firewall Deployed high performance firewalls with high availability mode to secure perimeter networks. All the servers/applications are placed behind the firewall. All access to servers is compulsorily routed through this firewall. Anti-virus We have deployed enterprise wide anti-virus protection on all servers, desktops and gateway levels to scan inbound and outbound traffic for SMTP, HTTP, FTP, and POP3 protocols. Windows Authentication Windows 7-based network with Kerberos enabled logon. Data Backup Backup is done on a daily basis using SDLT drives. Monthly backups are stored offsite. We undertake regular data restoration ensuring data availability. Internet Connectivity Sufficient band width Internet connectivity from different service providers with OFC & Radio last miles are installed for web connectivity and redundancy. High performance routers with Internet load balancers are configured in high availability mode.

Workstation security Server security Network security Web content security

Data misuse checks

Page-13

Company Information Sri Narayana Hospital


Contact Name Contact Email Contact Phone Address 1 Location Shree Narayana Hospital www.dr.sunilkhemka@gmail.com, 8889970006, 0771-3001234 Near Ganj Mandi Pandri, Raipur, Chhattisgarh, India

HUMAN RESOURCE PLANNING: Human resource planning is a process by which an organisation should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and right kind of people at the right places at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit.

Human Resource Planning is the efficient utilization of organizational resources-Human, capital and technological with the continual estimation of future requirements and the development of systematic strategies designed toward goal accomplishment.

The process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organisations ----Coleman Human resource planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivational people to perform duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organization members. ----Leon C.Megginson Page-14

OBJECTIVES:

The important objectives of human resource planning in an organisation are:-

To recruit and retain the human resource required quantity and quality. To foresee the employee turnover and make the arrangements for minimizing turnover and filling up of consequent vacancies.

To meet the needs of the programmes of expansion ,diversification etc., To foresee the impact of technology on work ,existing employees and future human resource requirements.

To improve the standards, skill, knowledge, ability, discipline, etc. To assess the shortage of human resources and take measures accordingly. To maintain congenial industrial relations by maintaining optimum level and structure of human resources

To minimise imbalances caused due to non-availability of human resources of right kind, right number in right time and at right place.

To make the best use of its human resources To estimate the cost of human resources

RECRUITMENT AND SELECTION

MEANING AND DEFINITION

Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired ,even the best plans, organisation charts and control systems would not do much. Page-15

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

Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an efficient workforce -------Yoder

The process of searching for prospective employees and stimulating them to apply for jobs in the organization, -----Edwin B.Flippo

SUB SYSTEMS OF RECRUITMENT There are four subsystems in recruitment which can be divided into further subsystems. Finding out and developing the sources where the required number and kind of employees are are/will be available.

Developing suitable techniques to attract the desirable candidates.

Employing the techniques to attract candidates, and

Stimulating as many candidates as possible and making them to apply them for job irrespective of number of candidates in order to increase selection ratio. Page-16

COMPLEXITY OF THE FUNCTION OF RECRUITMENT

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

Organizational policy regarding filling up of certain percentage of vacancies by internal candidates

Local candidates ( sons of soil)

Influence of trade unions. Government regulations regarding reservations of certain number of vacancies to candidates based on community/region/caste/sex .and Influence of recommendations, nepotism etc. The other activity of recruitment is consequently affected by the internal factors such as Working conditions Promotional opportunities Salary levels, type and extent of benefits Other personnel policies and practices Image of the organization, and Ability and skill of the management to stimulate the candidates

It is also affected by external factors like Personal policies and practices of various organizations regarding working conditions, salary, benefits, promotional opportunities, employee relation etc. Career opportunities in other organizations: and Government regulations.

However, the degree of complexity of recruitment function can be minimized by formulating sound policies. Page-17

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

The following factors should be taken into consideration in formulating recruitment policy. They are; Government policies Personnel policies of other compete ting organizations Organizations personnel policies Recruitment sources Recruitment costs Selection criteria and preference etc.

SOURCES OF RECRUITMENT

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

Page-18

INTERNAL SOURCES Internal sources include; Present permanent Employees organisations consider the candidates from internal source for higher level jobs due to: Availability of most suitable candidates for jobs relatively or equally to the external sources. To meet the trade unions demand To the policy of the organization to motivate the present employees. Present temporary or casual employees:

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

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

Dependents or deceased, disabled, retired and present employees: Some organizations, in an attempt to show loyalty, provide employment to the dependents of deceased, disabled and present employees. such organizations find this source as an effective source of recruitment.

External Sources: Organisations have at their disposal a wide range of external sources for recruiting personnel. External recruiting is often needed in organizations that are growing rapidly, or that have a large demand for technical, skilled, or managerial employees. External source provide a larger pool of talent, and they prove

Page-19

to be cheaper, especially when dealing with technical or skilled personnel who need not be offered any training in the organization, in the long run.

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

Private employment agencies/consultants: public employment agencies are consultants like ABC consultant in India perform the recruitment functions on behalf of a client company by charging fee.

Public employment exchanges: the government setup public employment exchanges in the country to provide information about vacancies to the candidates and to help the organizations to find out suitable candidates. Professional organizations : professional organizations or associations maintain complete bio data of their members and provide the same to various organizations on requisition they also act as an exchange between the members and recruiting firms in the exchanging information, Clarifying doubts etc., Organizations find this source more useful to recruit the experienced and professional employees like executives managers and engineers.

Data banks: the management can collect the bio-data of the candidates from different sources like employment exchange, educational training institutes, candidates etc., and feed them in the computer can get the particulars as and when it needs to recruit. Page-20

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

Similar organizations: Generally , experienced candidates are available in organizations producing similar products or are engaged in similar business. The management can get most suitable candidates from this source. Trade unions: Generally, unemployed or under employed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting a suitable employment due to the latters intimacy with management. The trade union leaders are aware of this fact and in order to satisfy the trade union leaders, management enquires trade unions for suitable candidates. Online recruitment : it has been one of the dominant sources where in various websites provide the various opportunities and vacancies in different companies. The candidates can directly apply for the jobs online and also the companies can get the data bases of the candidates through the internet .

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

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

Page-21

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

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

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

PRELIMINARY INTERVIEW: preliminary interview

is to solicit necessary information for the

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

Page-22

GROUP DISCUSSSION: The technique

of group discussion is used in order to secure the further

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

TESTS: The objective of the tests is to solicit further information to asses the employee suitability to the job. Some of the important tests are;

Intelligent test Aptitude test Achievement test Interest test and personality test Situational test Judgment test Projective test

FINAL INTERVIEW: this is the most essential step in the process of selection. The interviewer matches the information obtained about the candidate through various means to the job requirements and to the information obtained through his own observation during interview. Page-23 Some of the types of interviews are:

Informal interview Formal interview Planned interview Patterned interview Non-directive interview Depth interview Stress interview Group interview Panel interview

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

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

FINAL DECISION BY LINE MANAGER: The line manager concerned has to make the final decision whether to select or reject a candidates after soliciting the required information through different techniques.

Page-24

EMPLOYMENT: After taking the final decision,

the organization has to intimate the decision to the

decision to the successful as well as unsuccessful candidates. The organization sends the appointment orders to the successful candidates, either immediately or after sometime, depending upon its time schedule. The organizations communicate the conditions of employment to the successful candidates along with appointment order. Organizations prepare contracts of employment and the organization and the candidates enter into the contract. Then the candidate is employed by the organization by receiving the joining report from the candidate formally. After this stage, the candidate becomes the employee of the organization. The management places the new employee, referable on probation, before placing him on the right job. STEPS IN SCIENTIFIC SELECTION PROCESS RECEIVING APPLICATIONS

SCREENING OF APPLICATIONS

EMPLOYMENT TESTS

REJECTION OF UNSUITABLE CANDIDATES

INTERVIEW

REFERENCE CHECKING

MEDICAL EXAMINATION

FINAL SELECTION SELECTION TESTS

Page-25

The most vital technique of selection which gained significance in recent years is testing. Employment-tests help the management in evaluating the candidates suitability to the job. These tests are also called psychological tests because psychologists have contributed a lot in developing these tests. Employment tests is an instrument designed to measure the nature and degree of ones psychological potentialities, based on psychological factors, essential to perform a given job efficiently.

The purpose of these tests is to help in judging the ability of a candidate in a given job-situation. The tests help in ranking candidates and are valuable in determining subsequent success on the job. Thus tests are useful in selection, placement, promotions, performance appraisal and potential appraisals.

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

RELIABILITY: After identifying the tests, the administrator of test should ensure the reliability of test/instrument. Reliability of a test refers to the level of consistency of score or results obtained throughout a series of measurements. VALIDITY: Any selection device should aim at finding out whether a candidate possessed the skills or talents required by a particular job or not.

TYPES OF TESTS Tests are classified into five types. 1. Aptitude tests Intelligence tests Page-26

Mechanical aptitude Clerical aptitude tests Psychomotor tests 2. Achievement tests Job knowledge tests Work sample tests 3. Situational tests Group discussion In basket 4. Interest tests 5. Personality tests Objective tests Projective tests

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

OBJECTIVES: The objectives of interview are: To collect accurate and essential information about the candidates. To provide the candidates with the facts of the job and the organizations.

To establish a rapport with the prospective employees. To sell the company at a premium to the candidates. Page-27

To judge and evaluate the suitability of the candidate to the job, basing on job and Organizational requirements. To see the inner view and feeling of the candidates.

TYPES OF INTERVIEWS Employment interviews for selecting a most suitable candidate for a job. Appraisal interviews for appraising the performance of a subordinate by superior. Sales interviews for convincing a customer by a salesman. Counseling interviews for counseling the employees regarding their family, personal and career problems by the personnel manager. Discussing and enquiring about the grievance or a disciplinary case (grievance interview/ disciplinary interview). Collection of data and information for a research study (data collection interview). PLACEMENT Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to that job. When once the candidate reports for duty, the organization has to place him initially in that job, for which he is selected. Immediately the candidate will be trained in various related jobs during the period of probation of training or trial. The organization, generally, decides the final placement after the initial training is over, on the basis of candidates aptitude and performance during the training/probation period. Probation period generally ranges between six months and two years. If the performance is not satisfactory, the organization may extend the probation or ask the candidate to quit the job. If the

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

INDUCTION: Induction means introducing the employee who is designated as a probationer to the job,
job location, surroundings, organization, organizational surroundings, and various employees is the final step of employment process. Page-28

CHAPTER-IV

HR DEPARTMENT AT SNH

The HR department at Shree Narayana Hospital is further divided into 1) Compensation and benefits 2) Employee relation 3) Recruitment and selection 4) Training and development

I have done the project in recruitment and selection department. Recruitment was done for 1) IT Sector 2) BPO Sector The BPO is further divided into voice process and non voice process. Page-29

GENERAL POLICY Recruitment shall be resorted to only in such cases where suitable personnel are not available with in the organization to fill a vacancy/new position. Recruitment shall be through advertisements in media / placement agencies / campus recruitment / Employee Reference / jobsites or internet / walk-in Those who have not completed 18 years of age shall not be considered for training or employment in any category. SOURCES OF RECRUITMENT The different sources of recruitment at Shree Narayana Hospital are : Consultancies Educational institutions Jobsites or internet Reference scheme Media Job Rotation

JOB ROTATION- The organization will look for a capable person for a particular position internally . For the employee it is a change in the job or job rotation.

EDUCATIONAL INSTITUTIONS- Shree Narayana Hospital goes for campus recruitments i.e., wherein students are selected on a bulk and are trained as per the various positions. Some of the educational institutions that they visited are St. Pious degree college, Badruka degree college , Little flower degree college.

CONSULTANCIES- Consultancies are the main source of recruitment . Shree Narayana Hospital hired consultancies like Indwell, S-Cube, Inforika, Skill Set etc. as the required huge number of candidates for the voice and non voice process. Page-30

Job Sites and Internet job sites like monster.com, naukri.com, employment .com provide a good assistance for the organization to get the list of candidates who are

eligible for the vacant post. Shree Narayana Hospital has its own web site where the interested candidates can submit their resume online.

EMPLOYEE REFERENCE- Employee reference is recommended as one of the best sources of recruitment. Shree Narayana Hospital has introduced a new scheme called REFRIENDZ where employees get an amount of 10000 if the candidate referred by him/her is selected. The scheme existed for a period of one month from deck 18 to jan 18. Other than that employees get an amount of 1500 foe each candidate referred.

MEDIA- Shree Narayana Hospital also gives advertises the vacancies through newspapers which is a part of media. News paper helps the candidates to walk-in directly without any reference.

SELECTION PROCESS The interview process at Shree Narayana Hospital for the voice process and non voice process were slightly different VOICE PROCESS The department for which candidates were chosen based on voice are 1) DCAV 2) MYSIS 3) AR Billing The selection process include 1) PIR 2) VANC 3) OPS Round Page-31

4) Client Round 5) HR round PIR- Personal introduction round at Shree Narayana Hospital is conducted as a face to face and one to one interview where the candidates are asked to give their introduction and are tested on various parameters.

VANC (Voice And Accent Round) This round is conducted by any one of the voice and accent trainer at Shree Narayana Hospital. In this round the interviewer will test the voice and fluency of the candidate.

OPS Round The operations Manager will conduct the interview once the candidate is through the VANC Round.

Client Round- Once the candidate is through the OPS round he/she will be lined up for a client round which will be time consuming as the client is not available at all times.

HR Round- The final round is the HR round where one of the HR is going to conduct the interview NON-VOICE The department for which Recruitment for Semi- Voice candidates was done was1) Contract Loading 2) Big Five

The selection process include 1) Typing test 2) Aptitude Test 3) OPS Round 4) HR Round

Page-32

Typing Test At Shree Narayana Hospital the first round for non-voice process was the typing test. The candidates need to possess a minimum of 30 words per minute and the minimum rate may increase up to 45 wpm based on the process with an accuracy of 95%. Aptitude Test The next round is the Aptitude test where the candidate will be tested on the analytical skills. OPS Round The operations Manager will conduct the interview once the candidate is through the Aptitude test. HR Round- The final round is the HR round where one of the HR is going to conduct the interview.

Page-33

CHAPTER-V

1. How did you come to know about Shree Narayana Hospital? 1) 2) 3) 4) 5) Employee reference walk-in interview website newspaper Consultancy.

30%

1 2 3 4 5

50%

10% 5% 5%

INTERPRETATION 50% of Candidates are coming through consultancies. 30% are coming through employee reference. 10% are through walk-in interview. 5% through website 5% through news paper Page-34

2. Were you explained about the number of rounds to be conducted in the selection process? 1) yes 2) no

2 30% 1 2 70%

Interpretation 70% of the people were informed about the number of rounds in selection process 3. What do you prefer in the selection process? 1) Group discussion 2) Role play 3) Written examination 4) Face to face interview 5) Telephonic interview
10% 25% 5% 1 10% 2 3 4 5 50%

Page-35 INTERPRETATION

Most candidates prefer face-to-face interview which is the current selection process at Shree Narayana Hospital. 4. How much time is taken for the interview process ? 1) Less than 2 hours 2) 2-6 hours 3) 6-8 hours 4) more than a day

0%

10%

20%

1 2 3 4

70%

INTERPRETATION Shree Narayana Hospital takes more than a day to complete the whole interview process for a candidate. 5. How much time is given to you to join the organization? 1) Immediate spot interviews 2) 1-2 weeks

3) 2-4 weeks 4) more than one month

Page-36

10% 25% 15% 1 2 3 4

50%

INTERPRETATION 50% of the Candidates are asked to join organization within 2 weeks

6. What is the motive behind choosing the job at Shree Narayana Hospital? 1) Financial support 2) Knowledge gaining 3) Skill enhancement 4) Career growth

20%

1 50% 10% 2 3 4

20%

Interpretation Most of the candidates choose Shree Narayana Hospital for career growth

Page-37 7. Do you agree candidates with more experience should be given preference regardless to merit level? 1) strongly disagree 2) disagree 3) neither agree nor disagree 4) 4) agree 5) Strongly agree

5% 2% 10% 1 2 53% 30% 3 4 5

Interpretation Candidates with more experience should be given preference 8. Are you satisfied by the way the vacancies are advertised by the HR department 1) Yes 2) No

22% 1 2 78%

Page-38 Interpretation: 78%of the people are satisfied with the way the vacancies were advertised

9. Do you think Shree Narayana Hospital spends too much in term of time and cost for the recruitment process ? 1) Strongly disagree 2) Disagree 3) Neither agrees nor disagrees 4) Agree 5) Strongly agree

20% 35% 10% 10% 25%

1 2 3 4 5

Interpretation: 35% of the employees feel that Narayana spends too much of time and cost for recruitment

10. Does the selection process at Shree Narayana Hospital bring in the right candidate for the right job? 1) Strongly disagree 2) Disagree 3) Neither agree nor disagree 4) Agree 5) Strongly agree

Page-39
5% 35%

10% 10%

1 2 3 4 5

40%

Interpretation: Most people feel that Narayana health bring in right candidates through recruitment process

11. How did you feel when you were facing the interview at Shree Narayana Hospital ? 1) Confident 2) Tensed 3) Stress 4) Relaxed

30% 40%

1 2 3 4

10%

20%

Interpretation: Most of the candidates felt relaxed during their interview

Page-40 CHAPTER-VI

FINDINGS

1. Most of the recruitment at Shree Narayana Hospital is done through consultancy, followed by employee referrals.

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

3. Most of the candidates prefer face to face interview.

4. Shree Narayana Hospital takes more than a day to complete the interview process.

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

6. It is found that Narayana Health the cost of recruitment process is high

Page-41 7. It is found that the interview process is conducted in an open climate and helps them to express themselves freely.

8. It is found that the selection process of Shree Narayana Hospital is effective in getting the right candidate.

CONCLUSIONS

1. At Shree Narayana Hospital most of the recruitment is done through consultancies which in turn leads to high HR cost

2. Candidates are satisfied by the way the present selection process is conducted most of the candidates choose for face to face interview which is the current selection process at Shree Narayana Hospital

3. At Shree Narayana Hospital the delay in the interview process is mainly due to the client round where the recruiter needs to line the candidate for an interview based on the clients availability.

Page-42

CHAPTER-VII

SUGGESTIONS AND RECOMMENDATIONS

It would be more effective for Shree Narayana Hospital to choose as Employee Referral process for recruitment rather than consultancies as it would help them to reduce the cost.

It was felt that there is a shortage of recruitment personnel as the candidates had to wait for long time to finish the initial rounds.

It is advised that Shree Narayana Hospital has to increase the recruitment personnel or manage the selection process effectively.

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

It was found that the Management Information System of Shree Narayana Hospital is not effective as the candidates themselves had to call back to confirm their status of appointment .

Data bases of passed out graduates can be considered as a source of effective recruitment strategy for any immediate requirement. Page-43

INTERNET www.dr.sunilkhemka@gmail.com, www.google.com.

NEWS PAPERS
ECONOMIC TIMES BUISNESS LINE

Times of India

MAGAZINES
BUSINESS WORLD

Competition Success review

You might also like