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A PROJECT REPORTON
“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]
S M U . Sikkim Manipal University
Directorate of Distance Education
(2010-2012)
S M U . Sikkim Manipal University
Directorate of Distance Education
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 Chairman
(Mrs. Manju Vishwakarma) 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 that’s 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 PAGE NUMBER
CHAPTER I 1-3
Introduction 1-2
Objectives 2-3
Need scope & importance of the study 3-3
CHAPTER II 4-6
Methodology 4-6
Limitations 6-6
CHAPTER III 7-27
Introduction and Company Information 7-27
CHAPTER IV 28-32
Introduction & Briefing about Recruitment and selection 28-32
CHAPTER V 33-39
Primary research analysis & Interpretation 33-39
CHAPTER VI 40-41
Findings & Conclusion 40-41
CHAPTER VII 42-43
Suggestions 42-42
Bibliography 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 brochures.
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.
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 the
other aspects of the topic
Page-7
Chapter-iii
COMPANY PROFILE
: "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 India’s 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, expert’s 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”
≠ SHREE NARAYANA HOSPITAL
Quality health care for all.(A Unit of Healthtech Chhattisgarh Pvt. Ltd.)
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 in-
synchronous 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 Shree Narayana Hospital
Contact Email [email protected],
Contact Phone 8889970006, 0771-3001234
Address 1 Near Ganj Mandi
Location 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 employee’s 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 government’s 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
latter’s 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 applicant’s 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
candidate’s academic achievements or from the applicant’s previous employer, who is well versed with the
applicant’s 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 candidate’s 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 one’s 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 candidate’s 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 employee’s 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 was-
1) 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) Employee reference2) walk-in interview3) website4) newspaper5) Consultancy.
30%
10%
5%
5%
50%
1
2
3
4
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
70%
230%
1
2
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%
5%
10%
50%
25%
1
2
3
4
5
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%
70%
1
2
3
4
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
25%
15%
10%
50%
1
2
3
4
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%
10%
20%
50%
1
2
3
4
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%
30%
53%
1
2
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
78%
22%
1
2
Page-38Interpretation:
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%
10%
10%
25%
35%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%10%
10%
40%
35%1
2
3
4
5
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%
20%10%
40%1
2
3
4
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 client’s 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
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