A Report On Recruitment and Selection process at Mc Donald’s Ahmedabadect Hrm
Hrm Recruitment(SEm2)
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Transcript of Hrm Recruitment(SEm2)
8/2/2019 Hrm Recruitment(SEm2)
http://slidepdf.com/reader/full/hrm-recruitmentsem2 1/28
8/2/2019 Hrm Recruitment(SEm2)
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Done by: Hitesh S Bhanushali
Roll no:50
Institution: eMBA
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INDEX:
Table of Contents
Synopsis………………………………………………………………………………………………………………………….3
Acknowledgement………………………………………………………………………………………………………….4
Hypothesis..…………………………………………………………………………………………………………………….5
Methodology .................................................................................................................... 6
Company information ...................................................................................................... 7
A study done .................................................................................................................... 8
Data collection ............................................................................................................... 11
Charts ............................................................................................................................ 12
Analysis and conclusion ................................................................................................. 15
Recommendation............................................................................................................ 16
Bibliography.....................................................................................................................20
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Synopsis:
My project report is about the topic “recruitment”. Recruitment as rightly
defined as the process of attracting a pool of applicants for the specified job
vacancy and selecting among them. It starts with searching for the candidates
and ends with candidates submitting their resumes.
In this report not much theory on recruitment has been given to make this
report as practically applicable as possible. This report gives a general overview
on the topic recruitment and does not specifically try to correlate with some
specific thinker’s theory. The project gives the detailed description about the
exact sources of recruitment that are followed in a corporate World, where I
am keen over the fact whether internal or external sources are more effective
and why
This report gauges the exact recruitment pattern followed by the hr team in in
a company named PLETHICO PHARMACEUTICALS. In this report, (based on the
answers given in the questionnaires) the data is tabulated, charts are made,
analysis drawn and recommendations GIVEN ON HOW THE EMPLOYEES AT
VARIOUS LEVEL ARE SELECTED.
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Acknowledgement:
I wish to express my profound thanks to Prof. Cabral for giving us an
opportunity to work on this project and for the encouragement and guidance
provided by him on this project.
I would also like to express my heartfelt gratitude to the hr team of of
PLETHICO PHARMACEITICALS ltd. for their useful inputs and their precious
time, patience and co-operation.
I would also like to specially thank MR. MANGESH JOSHI(GM HR) AND MISS
TRUPTI PRABHUDESAI for all her help in providing me with all the information
relating to the company and understanding its framework.
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Hypothesis:
The primary objective of this study is to get an insight on the RECRUITMENT
pattern of the company. The main aim is to detect the what are the sources of
recruitment followed by the company and what is the cost incurred by the
company is doing that job and which of the sources are most effective and
depending upon the analysis and recommendations company may make
effective changes in their pattern if necessary.
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Methodology:
My project report is on the topic recruitment in the work arena. The questions
that could pop in a person’s mind are what exactly recruitment pattern is and
what are the exact sources of recruitment and what are the most effective
sources of recruitment? Different people have different perceptions as t o
different aspects and sources of recruitment. In the topic ‘A Study Done’ these
queries are undertaken and have been tried to be answered.
For this study, I have adopted the questionnaire method of a sample group of
around 8-10 hr team of a given company. The employees who have filled up
these questionnaires are going to be asked to not to disclose their names or
their designations at the work place and they are not going to be told the topic
of the questionnaire so that their answers wouldn’t be influenced by the topic
and would be as truthful as they can be. This study is done to compare and
analyse how company can improve its way of recruitment at minimal cost.
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Company information
Mission
To create a ‘Global Healthcare’ brand
identity the “green way” through eternal
values, strong ethics and global quality of
the highest standards in herbal and
nutraceutical healthcare products.
Vision
To be amongst the top 10 international
herbal / neutraceuticals player by creating a
'global Plethico healthcare brand’, drawing
upon the rich heritage of the Indian system of herbal medicine
“We're building on our history of hard work, diligence and success, by working
tirelessly to enhance the value we are committed to provide towards improvinghealth and the quality of lives across the world .”
We have embarked on a mission to provide high-quality healthcare solutions in
the herbal and neutraceutical segment, which clearly underlines our
philosophy and commitment to preserve the sanctity of life. We believe that
‘diet’ and ‘health’ are key influencers of a holistic and healthy life.
Consequently, the importance of supplements and health food as part of a
healthy lifestyle can no longer be ignored. On a worldwide basis, the
neutraceuticals market continues to be affected by growing consumers’awareness and strong desire to lead a healthy life and restrict wherever
possible, the use of synthetic drugs.
Plethico is driven by this quest and commitment, to provide healthcare in a
form that seeks to significantly improve the quality of life, by manufacturing,
developing and marketing dietary supplements and functional foods. The
company is rapidly evolving and today, is one of India’s leading healthcare
enterprise that has established it self as a dominant player in the herbal and
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neutraceutical segments, and operates in the areas of Sports Nutrition,
Confectionary and Herbal OTC in India.
Plethico has diversified its product profile to cover herbals, nutraceuticals, OTC
drugs, pharmaceutical formulations, hospital consumables and veterinarysegments, with brands that have created a strong identity in its respective
segments. Following the acquisition of Natrol, Plethico has plans to
manufacture anHerbal Healthcare Products
A range of clinically proven herbal products developed from scientifically
validated herbal extracts, offers a safe and natural alternative in treating Life
style related disorders like Diabetes, Cholesterol, sleep disorders, digestive
disorders and pain management.
Consumer Healthcare Products & Neutraceuticals With an increasing trend towards Direct to Consumer marketing, the launch of
Fast Moving Consumer Healthcare products, offers immense potential both in
the Indian as well as the global markets. The Consumer Products consists of a
range of products in the Sports nutrition, Confectionary, Pharma OTC and
Herbal supplements category. Other products in this segment includes
products in the Oral Hygiene, Footcare, Digestive Care and Cough & Cold
categories.
Pharmaceutical Formulations
With over 400 different formulations in more than 39 therapeutic segments,
Plethico has a strong presence in Anti-malarials, Anti-tubercular, Anti-
infectives, Pain, Cardiac, Gastro and Cough & Cold. Identification of new
therapeutic categories, products, innovation in drug delivery systems & patient
compliance is the basis of our product selection.
Hospital Consumables, Disposable & Veterinary Products
A range of quality Hospital consumables, Disposables, Sutures & Diagnostic
kits, has given us the necessary edge for the large market for hospital
products.The introduction of Veterinary products marks our entry into the yet
unexplored Veterinary segment.
Future endeavors
Plethico is planning to enter the areas of immunomodulation, gynecological
disorders and antioxidants in the near future.
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The company also plans to manufacture and market Natrol’s top brands in
India and also make them available in the stronghold semi-regulated markets.
Simultaneously, It plans to launch its leading homegrown brand Travisil and
Actifresh SF in the US market.
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QUESTIONAIRE
1 How many recruitments you did in the last fiscal year?
2. What source you adopt to source candidates?
a. Employee referral
b. Campus recruitment
c. Advertising
d. Recruitment agencies
e. Job portals
f. Other, pls specify –
3 How many stages are involved in selecting the candidate?
a. 1
b. 2
c. 3
d. 4
e. More
4. Do you use any of the following tests during the process of
recruitment
a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric testf. Other, pls specify –
5. How do you track the source of candidate?
a. Manual
b. Software
c.Online
d.Windows. Xls
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6. Apart from the HR Manager, who all from the other departments
are required to get involved in interviewing process?
a. Sales
b. Administration
c. HR Executives
d. Other, pls specify –
7. What is the back out percentage of candidates after being
offered?
a.1-5
b.5-10
c.10-15
d. 15-20
7. Do you take any technological support for the process of
recruiting?
a. Telephone
b. Video conferencing
c. Online supportd. Other, pls specify –
8. Do you do the “Employment Eligibility Verification”? Yes/No
If yes, then, what method you take up to perform it?
a. Internally
b. Through agencies
9. What kind of verifications you do?
a. Educational qualifications
b. Legal background check
c. Professional background check d. Reference check
e. Family background check
10. Out of 100% recruitment that you did in the last fiscal year,
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please determine which source generated what % of candidates?
Through –
a. Advertising - ………%
b. Employee reference - ……….%
c. Recruitment agency - ……….%
d. Job portals - ………%
e. Others - ……….%
11. How much % do you pay to the consultant?
12. What source has provided you with highest performers?(Both quantity wise and quality wise)
13. What is the retention rate for those employees hired from
employee referrals Vs agencies?
14. Are you aware of the concept of RPO – Recruitment Process
Outsourcing?
a. No
b. Yes, through what source
15. Have you outsourced any of the recruitment activities? – Yes/No
If yes, then pls specify which one?
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RECRUITMENT
Recruitment refers to the process of attracting, screening, and selecting
qualified people for a job at an organization or firm. For some components of
the recruitment process, mid- and large-size organizations oftenretain professional recruiters or outsource some of the process to recruitment
agencies.
The recruitment industry has five main types of agencies: employment agencies,
recruitment websites and job search engines, "headhunters" for executive and
professional recruitment, niche agencies which specialize in a particular area of
staffing, or employer branding strategy and in-house recruitment. The stages in
recruitment include sourcing candidates by advertising or other methods, and
screening and selecting potential candidates using tests or interviews.
The recruitment industry is based on the goal of providing a candidate to a
client for a price. On one end of the spectrum there are agencies that are paid
only if they deliver a candidate that successfully stays with the client beyond
the agreed probationary period. On the other end of the spectrum there are
agencies that are paid a retainer to focus on a client's needs and achieve
milestones in the search for the right candidate, and then again are paid a
percentage of the candidate's salary when a candidate is placed and stays withthe organization beyond the probationary period. Today's (June 2010)
recruitment industry is fairly competitive, therefore agencies have sought out
ways to differentiate themselves and add value by focusing on some area of
the recruitment life cycle. Here are five types of typical agencies.
1. TRANSFERS
The employees are transferred from one department to another
according to their efficiency and experience.
2. PROMOTIONS
The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.
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3. Others are Upgrading and Demotion of present employees according
to their performance.
4. Retired and Retrenched employeesmay also be recruited once again in
case of shortage of qualified personnel or increase in load of
work. recruitment such people
save time and costs of the organisations as the people are already aware of
the organisational culture and the policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled
employees are also done by many companies so that the members of the
family do not become dependent on the mercy of others.
1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely
used source of recruitment. The main advantage of this method is that it
has a wide reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges
etc. are a good source of recruiting well qualified executives, engineers,
medical staff etc. They provide facilities for campus interviews and
placements. This source is known as Campus Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf
of client companies by charging a fee. These
agencies are particularly suitable for recruitment of executives and
specialists. It is also known as RPO (Recruitment Process Outsourcing)
4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout
the country. These exchanges provide job information to job seekers
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and help employers in identifying suitable candidates.
5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain
close contacts with the sources of such workers. This source is used
to recruit labour for construction jobs.
6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their
own. Such callers are considered nuisance to the daily work routineof the enterprise. But can help in creating the talent pool or the
database of the probable candidates for the organisation.
7. EMPLOYEE REFERRALS / RECOMMENDATIONS
Many organisations have structured system where the current
employees of the organisation can refer their friends and relatives for
some position in their organisation. Also, the office bearers of tradeunions are often aware of the suitability of candidates.Recruitment
Management can inquire these leaders for suitable jobs. In some
organizations these are formal agreements to give priority in
recruitment to the candidates recommended by the trade union.
8. RECRUITMENT AT FACTORY GATE
Unskilled workers may be recruited at the factory gate these may beemployed whenever a permanent worker is absent. More efficient
among these may be recruited to fill permanent vacancies.
Recruiting the best people into your organization is the easiest way to get the
best performance.
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Starting off well, is by far the quickest and simplest method of having the right
employees in the right places. So here are a ten steps to getting it right...
1. Be Clear on What You Want Having a vision for what you want from
your organization, business or team is vital in the first instance. Then youcan get really clear on who you are looking for, what they will bring to
complement existing team members and how they will be a step (or
two!) above the people you've already got.
2. View Existing Employees Objectively Whilst you may have befriended
some of your existing people (well, it's nice to be liked, isn't it!), built
great rapport and made some progress in developing them, don't be
tempted to go easy on candidates from your existing pool. If you want to
make giant leaps, you have to do it firmly and very, very honestly. This is
no time for getting soft. Internal promotion of the wrong people is thebiggest reason for businesses under-performing - and the biggest reason
for discord.
3. Be Clear on What's Not Happening With the vision you have and the
people you've already got - check with yourself - what's not working
right and who am I looking for to make that happen? What experiences
will they have? How will they behave? What key questions do I need to
hear answers for? What will they bring that will be different and much,
much better than I have already?
4. Dump Your Assumptions When interacting, and even interviewing, keep
objective. You have to be really strict here with yourself (in fact you are
probably the biggest problem you have, but that's another piece
altogether). Be factual and dump any prejudices you have. In fact you
might not even realize you have preferences, but you have. Now is the
time to recognize absolutely what the role needs, not you personally.
Though you might also defer to 11 (yep, there's an 11!), below.
5. Concentrate on 'I' Make sure that when you are hearing answers from
your potential recruit, that they tell you all about them. Keeping them to'I' answers is far more revealing than 'we' or 'they' or 'us'. It is in your
interest to dig at this and ask them precisely how they were involved
themselves. Then you start to find some of the real truth. This enables
better judgments and consequent decisions.
6. Be Supportive at Interview Yet you want to get the best from them.
Take time to put them at their ease through a few general questions to
get them talking. You are not there to catch them out - you want success
for you in recruiting well and for them to show you truly what they've
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got to offer. This is your job, not theirs. So often interviewers get this the
wrong way round.
7. Listen Hard & Question Deeper At interview, most of your time will be
listening closely to what they are saying. If, in an interview situation, you
catch yourself saying more than them, you have the balance way wrong- it needs to be you 30% max and them at least 70%. And when you
listen, listen out for the things they say and notice where there is a
moment you would want to know more. This comes up several times in
a response. All you need to do is note these and pick a few in relation to
the role offered - and ask a little more! 'You mentioned x, tell me a little
more about that...'
8. Pick for Difference It's easiest to pick people like you. You gel better
with people you like and you tend to like people, like yourself! Yet
sometimes it is a wonderful asset to have someone who grates a bit!
Someone who has a different philosophy. Someone who is not afraid of
you or to challenge and question back. Sometimes, challenging for you
though it may be, it is a risk worth taking. And a very valuable asset.
9. Keep on the Lookout By developing great ways of building rapport with
people, you create intelligence networks in your own workplace, that
frequently serve to provide solutions close to home - often from
unexpected sources. Sometimes, if your natural state is to relate well
with others, you'll spot people outside your own business who will fitexactly what you need. Make the best of this - it is a huge asset and you
will build your 'perfect team' quicker and more efficiently.
10. See Them in Action Where you can, work out a way of assessing them in
action if possible. Use your eyes and ears to absorb how they perform in
an experiential situation. Get clear what you need to know and let them
do their thing. In a work experience it's hard to fudge, so you get to see
more.
11. (A freebie!) Go With Your Gut (a bit!) Despite all the myriad of
psychometrics, experiential based assessments, handwriting and facialanalysis etc. that you employ, remember that sometimes you have an
instinct worth listening to. Don't be frightened to go with it sometimes.
It generally pays off more times than not and is a risk, through
experience, which is worth taking.
It takes a lot of effort to get the right people. It takes a whole lot more energy
(and focus and bitterness sometimes), to manage poor performers; square pegs
recruited for round holes. Taking time, when you have the opportunity, to start
from scratch is an opportunity not to be wasted.
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ANALYSISS
Analaysis of some of the questions in the questionnaire wasdone which gave us the major findings which resulted into a
direct and clear conclusion of the carried project. The
analysis is presented as follows:
10 Out of 100% recruitment that you did in the last fiscal year,please determine which source generated what % of
candidates?
Through –
a. Advertising - ………%
b. Employee reference - ……….%
c. Recruitment agency - ……….%
d. Job portals - ………% e. Others - ……….%
Result:
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12) What source has provided you with highest performers?
(Both quantity wise and quality wise)
Result:
result
agency
ads
employee refferal
result
Agency
Ads
Employee refferal
others
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From these 2 questions and their results it is very clear
that majority of the hr people are in the favour of
recruiting employees through recruitment agencies
since they provide them with effective and performing
candidates which help their company grow and hence
also avoids their tedious work of screening and
reliability increases.
13. What is the retention rate for those employees hired
from employee referrals Vs agencies?
Result:
From this questions it becomes almost clear that
company prefers recruitment agencies over employee
referral because the retention rate is high which is
Result
Agency
Employee refferal
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profitable for the company to invest in since it saves lot
of money used for recruitment and also commissions to
internal employees.
15)
Have you outsourced any of the recruitment activities? –
Yes/No
Result:
This result also states that company believes in
outsourcing recruitment activities so that it canconcentrate on other departmental activities more.
Basically according to previous results it believes
outsourcing recruitment through consultants saves
company time and provide effective results.
Sales
YES
NO
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7. What is the back out percentage of candidates after being
offered?
a.1-5(abt 25%)b.5-10( abt 50%)
c.10-15(abt 75%)
d. 15-20 (abt 100%)
Result:
Sales
Abr 25%
Abt 50%
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General analysis:
Through the general analysis done it has been found
out that the various questions that were taken intoconsideration were designed to extract the exact
information of the company policy and the several
ways of recruitment followed which led to the the
finding that
Majority of the recruitment in the company take place
through external sources of recruitment. Company
believes that the external source provides it the best
and most effective way of recruitment and gives them
highest retention rate. So company majorly uses
external sources .
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Conclusion:
In these days of it revolution and employees becoming
so ambitious with having plethora of opportunities
they are very keen of switching the jobs frequently and
also selective while choosing jobs. So it is very
important for the company to adopt a suitable method
of recruitment which provides it skilled performers and
also maintain high retention rate since recruitment is
expensive affair so it can reduce its cost which
ultimately turn out to be profitable to the company.
After being done survey and its analysis of the
recruitment pattern of
“ PLETHICO PHARMACEUTICALS” it has been brought
to the notice that company follows a majority of
external sources of recruitment. To be more profuse it
trusts recruitment agencies for its recruitment
purposes since the results drawn gives us a clear
picture that it is efficient way because it has high
performance rate, retention rate, and also high
volume, Which solves the purpose of the company to
avoid the screening and also reduces its cost which
again is profitable to company. But i think the company
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should also use employee referral for its recruitment at
senior level at majority because that will create a
motivation to work hard among the employees andalso boost them to perform better.
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Recomendations
Well the company is following an excellent policyaccording to its external sources because that has
generated a major chunk of employees and also
profitable since it has a high retention rate.
But i would like to suggest the company that it should
also use employee referral for the recruitment atsenior levels because that would create a motivation
and boost the morale of the existing employees to
perform better, deliver good results and also other
advantage is retention rate would be much more high
and also the existing employee knows the nooks andcorns of the company and its process and also could
exactly locate the problem and work towards it
solution so that company can succeed more faster.
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Bibliography:
www.plethico.com
www.wikipedia.com