Recruitment and Selection

Recruitment and Selection

BY Ravinder Singh Mann

MBA III rd sem.

JUBILANT ORGANOSYS LTD.

OBJECTIVES OF THE PROJECT

• To study of the procedure of recruitment process of executive in Jubilant Organosys Ltd.

• To study all those factor which attract to apply the organization.

• To study the concept of Recruitment process.• To find out the awareness of selection

procedure of the organization.• To study the satisfaction level with the selection

procedure.

SCOPE & IMPORTANCE• Help increase the success rate of selection process

by decreasing number of visibly under qualified or overqualified job applicants.

• Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

• Meet the organizations legal and social obligations regarding the composition of its workforce.

• Begin identifying and preparing potential job applicants who will be appropriate candidates.

COMPANY PROFILE• Jubilant Organosy Limited, is an integrated

Pharmaceutical & Life Sciences company . As India's largest Custom Research and Manufacturing Services (CRAMS) player and a leading Drug Discovery and Development Solutions provider out of India.

• It is constantly engaged in delivering value to its global customers through innovative technologies, products and services. Jubilant through its various subsidiaries in India and overseas is constantly endeavouring to contribute towards meeting the unmet medical needs and bringing down the healthcare costs globally.

Corporate OverviewJubilant Organosys Limited, an integrated pharmaceutical

industry player, is the largest Custom Research and Manufacturing Services (CRAMS) Company and one of the leading Drug Discovery and Development Solutions

(DDDS) Companies from India. It is successfully positioned as "an outsourcing partner of choice" to global life

sciences companies. Leveraging its focus on innovation and customer satisfaction the Company serves its customers in over 65 countries around the world.

Recruitment and Selection• Recruitment and selection are vital to the formation

of a positive psychological contract, which provides the basis of organizational commitment and motivation.

• The attraction and retention of employees is part of the evolving employment relationship, based on a mutual and reciprocal understanding of expectations.

• There are wide variations in recruitment and selection practices, reflecting an organization’s strategy and its philosophy towards the management of people.

• Progressive HR practices are crucial to a positive psychological contract – this includes attention to effective recruitment and selection practices.

Recruitment and Attraction• A key role for HR is to align performance within

roles with the strategy, so recruiting for the ‘right’ people for a role depends on how it is defined in terms relating to performance to achieve the strategy.

• Criterion-related behaviours or standards of performance are referred to as competencies.

• Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organizations to form a model of the kinds of employee it wishes to attract through recruitment.

Recruitment and Selection

Pharma and Life Sciences Products & Services (PLSPS)

Is a major building block of the Company constituting 89%of the overall business. This business constitutes 2 key segments,

Life Science Products(73%) and Pharmaceutical Services(27%). Life Science Products segment is the growth driver of the business with over 70% share of the PLSPS revenue and over the years company's

PLSPS business has gained momentum and has successfully developed global delivery capabilities in key products.

Jubilant delivers products and services to the global life sciences industry by leveraging its R&D expertise,

knowledge driven operations and global scale manufacturing capacities.

RESEARCH METHODOLOGYTYPES OF RESEARCH • Qualitative research:- Qualitative research allows you to explore

perceptions, attitudes and motivations and to understand how they are formed. It provides depth of information which can be used in its own right or to determine what attributes will subsequently be measured in quantitative studies. Verbatim quotes are used in reports to illustrate points and this brings the subject to life for the reader. However, it relies heavily on the skills of the moderator, is inevitably subjective and samples are small.

• Quantitative research:- Quantitative research is descriptive and provides

hard data on the numbers of people exhibiting certain behaviours, attitudes, etc. It provides information in breadth and allows you to sample large numbers of the population.

RESEARCH DESIGN• TYPES OF RESEARCH DESIGN• 1. Philosophical/discursive This may cover a variety of approaches, but will draw primarily on existing literature, rather than

new empirical data. A discursive study could examine a particular issue, perhaps from an alternative perspective (eg feminist). Alternatively, it might put forward a particular argument or examine a methodological issue.

• 2. Literature review This may be an attempt to summarise or comment on what is already known

about a particular topic. By collecting different sources together, synthesising and analysing critically, it essentially creates new knowledge or perspectives. There are a number of different forms a literature review might take.

• 3. Case study This will involve collecting empirical data, generally from only one or a small

number of cases. It usually provides rich detail about those cases, of a predominantly qualitative nature. There are a number of different approaches to case study work (eg ethnographic, hermeneutic, ethogenic, etc) and the principles and methods followed should be made clear.

DATA ANALYSIS AND INTERPRETATION

Q.1. Does the recruiting programme able to help the firm

create more culturally diverse work-force?

•92% respondents have chosen the option yes

•2% respondents have chosen the option no and remaining

•6% respondents have chosen the option no response.

DATA ANALYSIS AND INTERPRETATION

Q.2. Does the recruiting programme able to generate an adequate no. of

reasonably qualified applicants?INTERPRETATION

_80% respondents have chosen

the option yes.

15% respondents have chosen

the option no and remaining

5% respondents have chosen the

option no response

Q.3. If yes, then do the selected candidates stay longer with the company?

Interpretation•50% respondents have chosen the option yes•35% respondents have

chosen the option no and remaining

•15% respondents have chosen the option no

response.

Q.4. How did you come to know about job vacancy in the company?

INTERPRETATION:- • 40% respondents have chosen the

option advertisement,• 10% respondents have chosen the

option consultancy,• 40% respondents have chosen the

option reference and remaining• 10% respondents have chosen the

option others.

Q.5. Does the recruitment system able to attract highly qualified and competent people?

INTERPRETATION:- • 85% respondents have

chosen the option yes• 15% respondents have

chosen the option no and • None of respondents have

chosen the option no response.

FINDINGS • Maximum number of respondents says that recruiting

programme able to make sure that there is match between cost and benefits.

• Maximum number of respondents believe that the selected candidates stay longer with the company.

• Maximum number of respondents believe that the recruitment system able to attract highly qualified and competent people.

• Maximum number of respondents believe that the recruiting programme able to help the firm create more culturally diverse work-force.

• Maximum number of respondents believes that the recruiting programme able to generate an adequate no. of reasonably qualified applicants.

CONCLUSION • There is more pressure now on organizations and HR

managers to fill vacant positions quickly and with the most appropriate individuals. Personal selection and assessment activities are integral parts of organizational life.

• Decisions about hiring and classifying applicants are based on expectations or predictions about their future work behaviors. When a company needs to recruit new staff or make promotion decisions about employees, there are various methods of assessments at its disposal.

• Whatever selection procedure is used, it should yield the right type of information and lead to correct decisions being made. HRP helps determine the number and type of people an organization needs. Job analysis and job design specify the tasks and duties of jobs and the qualifications expected from jobholders.

SUGGESTIONS• The strategy should define various sources (external and internal) of

recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.

• Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

• The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

LIMITATION

• Most of the respondents were not ready to fill the respondent’s profile or personal profile.

• The time was too short with us for preparing the project report.

• Many respondents were not ready to cooperate with us.

• Some of the respondents were not ready to fill the questionnaire due to lack of time.

QUESTIONNAIRE • Q.1. Does the recruiting programme able to help the firm

create more culturally diverse work-force? (a). Yes (b). No (c). No Response• Q.2. Does the recruiting programme able to generate an

adequate no. of reasonably qualified applicants? (a). Yes (b). No (c). No Response• Q.3. If yes, then do the selected candidates stay longer with the

company? (a). Yes (b). No (c). No Response• Q.4. Does it help to reduce the probability that job applicants,

once recruited and selected, will leave the organization only after short period of time?

(a). Yes (b). No (c). No Response

QUESTIONNAIREQ.5. Does the company have proper job description and job specification

for recruiting the employees?(a). Yes (b). No (c). No Response

Q.6. How did you come to know about job vacancy in the company?(a). Advertisement (b). Consultancy

(c). Reference (d). Others(e). No Response

Q.7. Does the interview help to obtain additional information from the

applicant?(a). Yes (b). No (c). No Response

Q.8. Does the recruitment system able to attract highly qualified and competent people?

(a). Yes (b). No (c). No Response

THANKS