Sahara Hopital Project Report

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1 Recruitment and Selection in Sahara Hospital (Lucknow) Delete text and place photo here. Delete text and place photo here. Place logo or logotype here, otherwise delete this. 2008 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 December 2011 A Summer Training Project Report on Recruitment and Selection in Sahara Hospital SUBMITTED TO: SUBMITTED BY: 2010-2012 INTEGRAL UNIVERSITY, DASAULI, KURSI ROAD, LUCKNOW

Transcript of Sahara Hopital Project Report

Page 1: Sahara Hopital Project Report

1

Recruitment and Selection in Sahara Hospital (Lucknow)

Delete text and place photo here. Delete text and place photo here.

Place logo or logotype here,otherwisedelete this.

2008S M T W T F S

1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30

December 2011

A Summer Training Project Report on Recruitment and Selection in Sahara Hospital

SUBMITTED TO: SUBMITTED BY:

2010-2012INTEGRAL UNIVERSITY, DASAULI, KURSI ROAD, LUCKNOW

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EXECUTIVE SUMMARY

ORGANIZATIONAL PROFILE:

Sahara India Pariwar, one of the largest conglomerates of India has entered the

Healthcare sector with a view to become the Best and the Largest Player in this fast

growing sector, now creating one of the largest chains of hospitals in India with high

end health care facilities. The first of the three super-specialty hospitals is

operational in Lucknow, Uttar Pradesh, India. Currently it is operating with 250 beds

(which will be expandable to 554 bedded). Sahara Hospital Lucknow is poised to

become one of the top hospitals in Asia.

Sahara hospital’s aesthetical design combines well with functional values to deliver a

most satisfying experience to the patients and as well as their near and dear ones.

The ambience is not only pleasing to the eyes but also touches hearts. With

dedicated, expert and experienced doctors around, you are assured of quality,

compassionate care and the most important, healing touch. Sahara hospital is now

providing high quality & cost effective services, coupled with the warmth and caring

nature that only true Indian hospitality can provide. Sahara Hospital is a 250 bedded,

Multi-disciplinary, super speciality tertiary care hospital at Lucknow.

OBJECTIVES OF MY TRAINING:

To gain complimentary practical knowledge in addition to theoretical

knowledge gained in class room and gain experience in a real world

business scenario.

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To study the various sources of recruitment followed by Sahara

Hospital and to understand the procedure employed by Sahara

Hospital used for recruiting and selecting the potential employees.

RESPONSIBILITIES AS AN INTERN

The primary responsibilities assigned to me as an intern during the training period

at Sahara Hospitals that added to my knowledge in relation to recruitment and

selection activities of HR Management included shortlisting of probable

candidates from the pool of people submitting their resumes and calling them for

interviews on suitable dates.

Along with this, I was engaged in assisting in coordinating the interview process

while collaborating with the interviewees prior to their interview and acting as a

bridge between job aspirants and the HR Management.

Apart from working towards recruitment and selection of new personnel, I

remained actively involved in regular inspection and updating of relevant

documents, it also included department wise arrangement of existing employee

data and managing their database. Assisting is cross inspection of documents of

employees was also a part of my duties as an intern.

DISCRIPTION OF RECRUITMENT AND SELECTION:

Recruitment is defined as, “a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employ effective measures for

attracting that manpower in adequate numbers to facilitate effective selection of an

efficient workforce.” Edwin B. Flippo defined recruitment as “the process of searching

for prospective employees and stimulating them to apply for jobs in the organization.”

Recruitment is a ‘linking function’-joining together those with jobs to fill and those

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seeking jobs. It is a ‘joining process’ in that it tries to bring together job seekers and

employer with a view to encourage the former to apply for a job with the latter.

In order to attract people for the jobs, the organization must communicate the

position in such a way that job seekers respond.

To be cost effective, the recruitment process should attract qualified applicants and

provide enough information for unqualified persons to self-select themselves out.

Thus, the recruitment process begins when new recruits are sought and ends when

their applications are submitted. The result is a pool of applicants from which new

employees are selected.

SELECTION

Selection is the process of picking individuals out of the pool of job applicants with

requisite qualification and competences to fill jobs in the organization.

It can be defined as:

“The process of differentiating between applicant in order to identify (and hire) those

with a greater likely hood of success in a job”

OVER ALL EXPERIENCE:

My experience at Sahara hospital was really enriching and complementary to my

classroom learning. I had appeared for my interview for internship at the corporate

head office of Sahara India. I was given a chance to carry out my project at “Sahara

Hospitals” office. My training started on the 23rd of June 2011. At the beginning of the

internship my knowledge of Sahara Hospitals and its functioning was limited.

However, only after a few days of guidance of my supervisors, my understanding of

recruitment and selection of employees in various departments improved

significantly as I was provided with full support in routine activities of the HR

Department such as maintaining employee database, assisting and coordinating

interviews and communicating between the job aspirants and the HR Management.

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My training program was initiated under the supervision of Mr. Vinod Kumar Singh

(Senior Executive- HR Department) and during the 7 weeks of training I have gained

the complimentary practical knowledge in addition to the theoretical knowledge

gained in the class room. This training has helped me in enhancing my skills,

Knowledge and attitude, towards a focused professional in corporate world. It has

given me the realistic feeling of what H.R.M is all about.

Though I worked on a specific H.R. facet namely recruitment and selection but on

the whole it gave me an opportunity to be in touch with other related facets. Thus it

provided me with a professional orientation for overall H.R functioning in an

organization. This internship has made it possible for me to bridge the gap between

class and the actual business world particularly in the context of Human Resources

and their effective and efficient management.

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INDEX

CHAPTER 1-INDUSTRIAL PROFILE…………………………………………………………….11-14

1.1 Brief Overview…………………………………………………….……………………………..11

1.2 Healthcare–Market Size……………………………………….…………………………..11

1.3 Healthcare–Trends and Investments……………………..…………………………12

1.4 Medical Tourism………………………………………………………………………………..13

1.5 Healthcare-Government Initiatives…………………………….…….…………….14

.

CHAPTER 2- INTRODUCTION TO SAHARA HOSPITAL……….…………………………...….15-29

Mission of Sahara Hospital………………………….…………………………………..…15

2.1 Company Profile/Branch profile……………………………………………………..….16

2.2 Location/Departments………………………………………………………………………..…..……17-18

2.3 Organizational Structure………………………………………………………………………..………19

2.4 No. of Employees/Est. Total Turnover…………………………………………….………………20

2.5 Sahara hospital family……………………………………………………………………..………...20-24

2.6 Overview…………………………………………………………………………………………….………..25

2.7Core Strengths ……………………………………………………………………………...26-29

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OBJECTIVE OF THE TRAINING……………………………………………………………………………30

Task assigned………………………………………………………………………………………………….…30

CHAPTER 3- INTRODUCTION TO THE TOPIC…………………………………………………………….31-49

3.1 Introduction to Recruitment……………………………………………………………………………..31-33

3.2 Purpose and Importance……………………………………………………………………………………34-35

3.3 Sub-systems of Recruitment……………………………………………………………………………..35-36

3.4 Sources of Recruitment……………………………………………………………………………………..37-39

3.5 Introduction to Selection……………………………………………………………………………….….40-41

3.6 Selection Process………………………………………………………………………………………………41-47

3.7 Evaluation of Selection Programme and Selection in India……………………………….47-49

CHAPTER 4- RECRUITMENT AND SELECTION PROCESS IN SAHARA HOSPITAL…..50-65

4.1 Purpose and the objective of recruitment ……………………………………………………………50

4.2 Recruitment Policy………………………………………………………………………………………………..51

4.3 Procedure for Recruitment and Selection…………………………………………………………..52-64

4.4 Overview……………………………………………………………………………………………………………….65

METHODS USED TO COMPLETE THE ASSIGNMENT………………………………………………..66

FINDINGS, EXPERIENCE AND LEARNING……………………………………………………………..67-68

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CONCLUSION AND SUGGESTION………………………………………………………………………….69-70

ANNEXURE………………………………………………………………………………………………………….71-82

ACKNOWLEDGEMENT

I owe a great many thanks to a great many people who helped and supported

me during the writing of my summer internship report and I acknowledge their

contribution to its successful completion.

I express my thanks to the Dr. Zeeshan Amir, DEAN, M.B.A, INTEGRAL

UNIVERSITY and to, Mrs. Asma Farooqui, H.O.D, M.B.A, INTEGRAL

UNIVERSITY, for extending their support.

My sincere thanks and gratitude to my Lecturer, Mrs.Orooj Siddiqui, the

Guide of the project for guiding and correcting various documents of mine with

attention and care. She has taken pain to go through the project and make

necessary correction as and when needed.

My deep sense of gratitude to Mr. Vinod Kumar Singh, Senior Executive,

SAHARA HOSPITAL, H.R Department, for his support and guidance. Thanks and

appreciation to the helpful people at SAHARA HOSPITAL, for their support.

A big contribution and hard worked from him during the seven week is very great

indeed. All projects during the program would be nothing without the enthusiasm

and imagination from him. Besides, this internship program makes me realized the

value of working together as a team and as a new experience in working

environment, which challenges us every minute.

Not to forget, great appreciation goes to the rest of Sahara Hospital’s staff that help

me from time to time during the project. The whole program really brought us

together to appreciate the true value of friendship and respect of each other. I would

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also thank my Institution and my faculty members without whom this project would

have been a distant reality. I also extend my heartfelt thanks to my family and well-

wishers.

CERTIFICATE OF THE COMPANY

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CERTIFICATE

This is to certify that Miss.Samayla Ansari, student of M.B.A (H.R) II Year

having Enrolment No 1000122089 has completed her summer training project

report on the subject “Recruitment and Selection in Sahara Hospitals” under my

supervision and guidance.

The behaviour of the student during the project period was found to be highly

appreciable and satisfactory.

I wish her all the best for his future endeavours.

Mrs. Orooj Siddiqui

SENIOR LECTURER

FACULTY GUIDE

FACULTY OF MANAGEMENT & RESEARCH

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Chapter 1- INDUSTRIAL PROFILE

1.1 Brief Overview

India is perched to witness additional growth in its economy as a result of positive

trends within the healthcare sector. Reports clearly suggest that healthcare sector is

going to be one of the major sectors that would fuel the economic growth and will

contribute to the increased revenues, along with IT Services and Education sectors

in the country. Over 40 million new jobs and 200 billion increased revenues are

expected to be generated by the Indian healthcare sector till 2020, as per a report

titled, “India’s New Opportunities- 2020”, prepared by the All India Management

Association, Boston Consulting Group and the Confederation of Indian Industries

(CII).

1.2 Healthcare – Market Size

The Indian healthcare sector is poised to reach US$ 280 billion by the year 2020,

thereby contributing an expected Gross Domestic Product (GDP) spend of 8 per cent

by 2012 from 5.5 per cent in 2009, according to a report by an industry body. A US$

36 billion industry today and growing at 15 per cent compound annual growth rate

(CAGR), the Indian healthcare industry will reach the market value of US$ 280 billion

by 2022.

Increasing population, higher expenditure on lifestyles, rising market of health

insurance, government initiatives for better medical infrastructure, and focus on

Public Private Partnership (PPP) models are some of the driving factors for the

growth of healthcare sector in India.

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Major players in the Indian healthcare sector include Apollo Hospitals Enterprise Ltd,

Fortis Healthcare Ltd, Max Hospitals and Aravind Eye Hospitals.

1.3 Healthcare – Trends and Investments

US medical devices-maker Welch Allyn plans big India expansion and boosts its

presence in India. The US-based company has a range of products such as

stethoscope, ophthalmoscope, BP monitors, cardio-pulmonary and thermometry

devices. “Welch Allyn has drawn up an aggressive five-year strategy to focus on the

Indian market, as we target revenues of US$ 5 million by 2015,” according to Con

Hickey, Senior V-P, Japan, Asia Pacific and Africa. Welch Allyn has selected Garuda

Med Equipment’s as its marketing and distribution partner in India. The plan behind

the joint venture is to focus the resources on customers in primary healthcare

centres and B& C class cities and rural market in the country.

Aventis Pharma, a unit of France’s Sanofi, a drug maker company intends to acquire

unlisted Universal Medicare’s nutraceuticals business in order to boost its share in

the Indian healthcare segment in the country. Universal Medicare’s turnover of the

nutraceuticals business, which comprises of over 40 over-the-counter formulations,

is estimated at over US$ 23.13 million, as according to Shailesh Ayyangar,

Managing Director, Aventis Pharma, the acquisition will offer both the groups to

extend their services to larger section of the Indian population by offering a higher

variety of medical services that comprise of pharmaceuticals, vaccines and

nutraceuticals.

Medical-equipment maker Trivitron Healthcare intends to invest US$ 21.02 million in

2011 on capacity expansions and acquisitions. Trivitron has set up a 25-acre

medical-technology park at Irungattukottai, near Chennai, which has started its

operations in September 2010. With 10 housing facilities, the park currently operates

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one factory for manufacturing ultrasound and colour Doppler machines (under a joint

venture with Hitachi Aloka).

1.4 Medical Tourism

As per the study conducted by the India’s commerce chamber, medical tourism

industry in India is competitive in nature and has been able to attract a large number

of foreign visitors surpassing the figures for other South East Asian countries,

thereby contributing significantly to the country’s economy.

In a report titled, ‘Emerging Trends in Domestic Medical Tourism Sector,’ by a

leading industry body it was stated that an estimated 3.2 million medical tourists

would arrive in India by 2015. The report stated that the states of Andhra Pradesh,

Karnataka, Tamil Nadu, Maharashtra, West Bengal and New Delhi have been

identified as the major destinations for medical tourists in the country. These states

have adequate medical infrastructure for medical operations, cosmetic surgeries

such as facelifts, botox treatment, tummy tucks, eye and dental care have so far

proven the most sought after treatments by foreign patients.

Serving more than 850,000 foreign patients every year, India has been able to

uphold a strategic advantage and with the existing 40 per cent CAGR, a leading

industry body estimates that the medical tourism sector could rise to US$ 2.4 billion

by 2015.

Apart from the regular medical services, India also offers a variety of holistic

medicare such as yoga, meditation and Ayurveda. The western states of Goa,

Kerala, and Karnataka have emerged as the most admired destination for Ayurveda

and spa healing resources.

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1.5 Healthcare - Government Initiatives

There have been a number of noteworthy initiatives taken up by the Indian

government to boost the healthcare sector in the country. These initiatives focus on

investment that is closely linked to providing better medical infrastructure, rural

health facilities etc.

100 per cent foreign direct investment (FDI) is permitted for health and

medical services under the automatic route

The National Rural Health Mission (NHRM) had allocated US$ 10.15 billion

for the up gradation and capacity enhancement of healthcare facilities

Moreover, in order to meet revised cost of construction, in March 2010 the

Government allocated an additional US$ 1.23 billion for six upcoming AIIMS-

like institutes and up gradation of 13 existing Government Medical Colleges

Road Ahead

India’s healthcare providers however cannot afford to rest on their laurels as they will

soon face tough competition for medical tourists internationally. Like other South

Asian nations like Malaysia, Singapore, and Thailand, India has been quick enough

to assess the lucrative marketplace within the healthcare sector, following which

there has been heavy investments both from the government and the private sector

to meet the rising demands in healthcare industry.

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MISSION OF SAHARA HOSPITAL

“To set a benchmark of excellence in advanced, hi-tech and multi-

disciplinary, medical services in Asia, offering world-class, high quality

tertiary care facilities”.

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2.1 COMPANY PROFILE/ BRANCH PROFILE

INTRODUCTION TO SAHARA HOSPITAL

Established in Lucknow in February 2009

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2.2 LOCATION

Sahara Hospital

Industry: Hospitals, Healthcare.

Sector: Private Sector.

Company Type: Industry Best.

State: Uttar Pradesh.

ADDRESS: Viraj Khand, Gomti Nagar, Lucknow- 226010, India

Tel:-0522-6780001, 6780002.

E-mail: [email protected]

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Website: www.saharahospitals.com

DEPARTMENTS

Anesthesiology.

Clinical Immunology & Rheumatology.

Cardiology.

Cardio thoracic vascular surgery.

Dental.

Endocrinology.

Endocrine and Breast Surgery.

Emergency Medicine.

Gastroenterology.

Gastro Surgery.

General Surgery.

Health Promotion & Preventive Medicine.

Internal medicine.

Minimal Invasive & bariatric Surgery.

Neurosurgery.

Neurology.

Nephrology.

Orthopedic.

Obstetrics & Gynecology.

Ophthalmology.

Oncology-Surgical and Medical.

Plastic Surgery.

Pediatrics.

Panchkarma.

Psychiatry & Neuropsychiatry.

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Physiotherapy.

Poly Trauma Critical Care.

Pathology.

Sports Medicine.

Transfusion Medicine.

Urology.

2.3 ORGANISATIONAL STRUCTURE

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2.4 NO. OF EMPLOYEES/ ESTIMATED TOTAL TURNOVER

In Sahara Hospital there are about 251-500 employees working currently and the

estimated total turnover of 10-100 Crores.

2.5 Sahara Hospital Family

Sahara India Pariwar, one of the largest business groups of India has entered the

Healthcare sector with a view to become the Best and the Largest Player in this fast

growing sector.

They are creating one of the largest chains of hospitals in India with high end

secondary care in all Sahara City Homes – our flagship integrated townships.

The first of the three super-specialty hospitals is operational in Lucknow, Uttar

Pradesh, India. It is presently operating with 250 beds (which will be expandable to

554 bedded). Sahara Hospital Lucknow is poised to become one of the top hospitals

in Asia.

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Sahara hospital’s aesthetical design combines well with functional values to deliver a

most satisfying experience to the patients and as well as their near and dear ones.

The ambience is not only pleasing to the eyes but also touches hearts. With

dedicated, expert and experienced doctors around, you are assured of quality,

compassionate care and the most important, healing touch. Sahara hospital is now

providing high quality & cost effective services, coupled with the warmth and caring

nature that only true Indian.

Hospitality can provide. Sahara Hospital is a 250 bedded, Multi-disciplinary, super

speciality tertiary care hospital at Lucknow.

The subsidiary of Sahara Prime City Limited will connect all its 220 Hospitals through

Tele-Medicine Network. The network will cover the 554 bedded multi-disciplinary

super-specialties Tertiary Care Sahara Hospital Lucknow, UP; 1500 bedded multi

super-specialty, Tertiary Care Sahara Hospital at Amby Valley City, Maharashtra; a

200 bedded multi-specialty Tertiary Care hospital at Gorakhpur, UP and 30 bedded

multi-specialty Secondary Care Hospitals proposed to be developed across all the

217 Sahara City Homes Townships.

The 554 bedded multi-disciplinary super-specialty tertiary cares Sahara Hospital,

Lucknow, which offers 52 specialities, shall be the central hub for these Hospitals. All

the 220 hospitals will have a capability of multiple concurrent Tele-Medicine sessions

complimented by Tele-consultation to enable doctors at different centers to share

expert opinions and advice on any patient at any of these hospitals. These hospitals

will be equipped with hi-tech IT facilities for transferring patient's data, Medical

Records, Audible Signs of patients and Diagnostic Images and Videos, both live and

stored across all 219 hospitals with support from Sahara Hospital, Lucknow.

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Sahara Hospitals adopts the International conventions of Telemedicine. All the OPD

consultation rooms at Sahara Hospital, Lucknow will be upgraded to Tele-

consultation rooms and this way there would be multiple concurrent Tele-

consultation sessions possible for different specialties from a single hospital, at a

single point of time. These OPD consultation rooms will have redundant network

available for up to 1000 Mbps connectivity and will have options to install High

Definition LCD for Voice & Video Session along with 17 inch TFT Monitor for viewing

Patient data online. Doctor sitting at the OPD consultation room can view the data of

any patient available across any of the 217 Sahara City Homes Hospitals on a single

click of button and give him real time Tele-consultation.

All critical parameters of patients admitted at these 217 Hospitals can be viewed

‘Live’ with the help of integrating bed-side monitors to the Tele-Medicine Server

located at Sahara City Homes and the same will be linked on a dedicated lease

circuit to Sahara Hospital, Lucknow. To avoid any link failure as well as server

failure, reasonable level of redundancy will be provided in the system. Besides this, a

separate level of Back-up Servers will be placed at a different location to ensure that

there is no loss of data.

For the first time in India, Integrated Tele-Medicine System to transmit patient’s

Medical records from HIS (Hospital Information System), Radiological Images from

PACS (Picture Archival and Communication System) and Voice & Videos

simultaneously will be functional across all the 220 hospitals.

The 30 bedded multi-specialty secondary care hospital across each 217 Sahara City

Homes Township will have strong infrastructure and round-the-clock medicine facility

center with all the specialties of Secondary Care level. These hospitals will provide

major specialties like Gastroenterology, Cardiology, General Medicine, Obstetrics &

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Gynaecology, General-Surgery, Neonatology, Paediatrics, Physiotherapy,

Orthopaedics, ENT, Dentistry and Ophthalmology.

These hospitals will offer advanced diagnostic facilities like Digital X-ray, Ultrasound,

2D Echo (Color Doppler), TMT, Video Endoscope, ECG, Nasal Endoscope and

Colposcope through latest generation medical equipment’s. A full-fledged Pathology

Lab with support from Sahara Hospital, Lucknow and 24 hrs. Pharmacy located at

the ground floor for easy access from outside and inside the hospital will also be a

part of these 217 hospitals.

The 217 secondary care hospitals will offer Quality Medical Care with round-the-

clock casualty/emergency services backed with 24hrs. Ambulance Services (Air-

conditioned Mobile I.C.U. equipped with life saving equipment’s). Each hospital will

consist of two OTs (a major and a minor) with dedicated ancillary spaces. For best

possible Critical

Care as per the international protocols, a 4 bed well-equipped ICU unit is planned

with life saving high end equipment’s like Ventilator, Bed side monitors, etc. In

addition, one

Isolation Critical Care will also be provided. Specialized Mother & Child Care facility

will provide maternity services in elegant and warm atmosphere supported by

Neonatal Intensive Care Unit & Immunization Facilities. Centrally air-conditioned

general wards with spacious private and semi private wards with attached

convenience facilities and special area dedicated for Health promotion and

preventive health care with provision of special check-up packages, consultation and

counseling will also be provided.

Sahara Hospital is a 554 bedded, Multi-Disciplinary, Super Specialty Tertiary Care

Hospital at Lucknow. With the objective of setting a benchmark of excellence in

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advanced, hi-tech and multi-disciplinary medical services in Asia, the hospital will

provide high-quality tertiary care facilities affordable to all the strata of the society in

congenial atmosphere.

Sahara Hospital is a project of Sahara Indian Medical Institute Limited (SIMIL) a

subsidiary of Sahara Prime City Limited.

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2.6 OVERVIEW

“WE VALUE RESOLVE, WE VALUE OUR PEOPLE, WE LEAD. 

WE NEED THE DYNAMISM WHICH AIMS TO DELIVER”

A 33 year old Sahara India Pariwar is full of youthful energies, undying passion and

relentless dedication.

A powerhouse of confidence and determination to achieve quantitative success

through qualitative performance. All set to move ahead towards an unbelievably

great and glorious golden jubilee.

Sahara India Pariwar, one of the largest business groups of India has entered the

Healthcare sector with a view to become the Best and the Largest Player in this fast

growing sector.

Now creating one of the largest chains of hospitals in India with high end secondary

care in all Sahara City Homes – our flagship integrated townships.

The first of the three super-specialty hospitals is operational in Lucknow, Uttar

Pradesh, India presently operating with 250 beds (which will be expandable to 554

bedded). Sahara Hospital Lucknow is poised to become one of the top hospitals in

Asia.

Sahara hospital’s aesthetical design combines well with functional values to deliver a

most satisfying experience to the patients and as well as their near and dear ones.

The ambience is not only pleasing to the eyes but also touches hearts. With

dedicated, expert and experienced doctors around, you are assured of quality,

compassionate care and the most important, healing touch.

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Sahara hospital is now providing high quality & cost effective services, coupled with

the warmth and caring nature that only true Indian hospitality can provide. Sahara

Hospital is a 250 bedded, Multi-disciplinary, super speciality tertiary care hospital at

Lucknow.

2.7 Core Strengths  

All Specialties and Diagnostics under One Roof. A Rich Pool of Human

Resource.

Highly trained Doctors and Paramedical professionals adhering to the

international protocols.

Round the clock presence of qualified consultants.

Nursing college with a constant resource of the most qualified nurses.

  Best-in-Class Equipment. Delivering the Best Results

Ultra-modern trauma care to skillfully manage polytrauma (24 hours-no matter

what).

High-end equipment’s for OT, ICU’s, Laboratories, Diagnostics&

Rehabilitation.

Fully equipped approx. 100 bedded critical care wing.

State of the art ultra-clean operation theatres.

Internationally designed, equipped & fully automated central sterilization and

supply department to achieve desired infection control and success rate.

 

The Complete World of Sahara Hospital

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So you get everything when it comes to your healthcare. The hospital has 44 major

specialties that are offered in one of the most resource-rich, well planned facility

where super-specialty in everything we do is the defining principle.

Emergency & Trauma Care.

Medical Specialties.

Surgical Specialities.

Investigation specialities.

Critical care facilities.

Blood Bank.

Nutrition & Dietetics.

Physiotherapy.

Alternative Medical Sciences.

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"Sahara Hospital aims to bridge the gap of quality healthcare, especially

tertiary healthcare in UP, as well as the adjoining states and countries. The

hospital has planned to provide world class medical services to all strata of

the society in the region. It has conceptualized to be patient-friendly and

intends to provide all medical facilities and diagnostics under one roof,"

avers Dr. H.P Kumar, Director-Medical Health, Sahara Hospital.

Dr. H.P Kumar, (Director-Medical Health, Sahara Hospital).

Whole Gamut of Services & Facilities Round The Clock

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The hospital has all the investigative services available round the clock. This

includes Radiology, Pathology, Endoscopy, and special diagnostic services,-all

located at one place. This also includes latest generation Cardiac CT, MRI, Cardiac

Cath Lab & Pathology labs.

The hospital with advanced new age equipment’s provides highly dependable

CRITICAL CARE services. It is backed by a full-fledged trauma care centre,

networking of critical care ambulances and approx.100 intensive care beds which

include dedicated Neuro / Stroke ICU, Intensive Cardiac Care Unit, Medical &

Surgical ICU, Transplant ICU Neonatal and Paediatric ICU & High Dependency Units

as per the international norms. The facilities are augmented by ‘Ultra Clean’

operation theatres, dedicated to different specialties.

The hospital’s special focus on infection control, added by Central Sterilization and

Supply Department (CSSD) and patient safety (including radiation safety norms)

makes it a high-end first-of-its kind hospital in the region.

OBJECTIVE OF MY TRAINING

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To gain complimentary practical knowledge in addition to theoretical

knowledge gained in class room and gain experience in a real world

business scenario.

To study the various sources of recruitment followed by Sahara

Hospital and to understand the procedure employed by Sahara

Hospital used for recruiting and selecting the potential employees.

Work done in Sahara Hospital

Filtering of data of different employees of different department and managing

the pool of data in a co-ordinated manner.

Assisted in cross checking of documents of employees on regular basis.

Assisted in generating various kinds of reports.

Department wise arrangement of employee data.

Filling up of documents

Updating of documents.

Short listing of CVs for interview.

Calling shortlisted candidates for interview.

Assisted in interview coordination.

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CHAPTER 3- INTRODUCTION TO RECRUITMENT &

SELECTION

3.1 Introduction to Recruitment

The human resources are the most important assets of an organization. The success

or failure of an organization is largely dependent on the caliber of the people working

therein. Without positive and creative contributions from people, organizations

cannot progress and prosper. In order to achieve the goals or the activities of an

organization, therefore, they need to recruit people with requisite skills, qualifications

and experience. While doing so, they have to keep the present as well as the future

requirements of the organization in mind.

Recruitment is distinct from Employment and Selection. Once the required number

and kind of human resources are determined, the management has to find the

places where the required human resources are/will be available and also find the

means of attracting them towards the organization before selecting suitable

candidates for jobs. All this process is generally known as recruitment. Some people

use the term “Recruitment” for employment. These two are not one and the same.

Recruitment is only one of the steps in the entire employment process. Some others

use the term recruitment for selection. These are not the same either.

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Technically speaking, the function of recruitment precedes the selection function and

it includes only finding, developing the sources of prospective employees and

attracting them to apply for jobs in an organization, whereas the selection is the

process of finding out the most suitable candidate to the job out of the candidates.

Attracted (i.e., recruited). Formal definition of recruitment would give clear cut idea

about the function of recruitment.

Organization have to recruit people with requisite skills, qualification & experience if

they have to survive & flourish in a highly competitive environment, while doing so

they have to be sensitive to economic, social, political & legal factors within a

country. To be effective, they need to tap all available sources of supply.

Recruitment is the corner stone of the whole private personnel structure. Unless

recruitment policy is sound be conceived there can be little hope of building a first

rate staff.

It has said that:

“No any policy is as important in any organization more than the recruitment is

limited to the specific step taken to attract suitable candidate to apply for

examinations”.

The need for a sound recruitment and selection policy was first realized by china

countries ago and Prussia was the first country in modern time to have evolved a

sound recruitment system. In India, the merit principle has been in existence since

1853.

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DEFINITIONS

Recruitment is defined as, “a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employ effective measures for

attracting that manpower in adequate numbers to facilitate effective selection of an

efficient workforce.” Edwin B. Flippo defined recruitment as “the process of searching

for prospective employees and stimulating them to apply for jobs in the organization.”

Recruitment is a ‘linking function’-joining together those with jobs to fill and those

seeking jobs. It is a ‘joining process’ in that it tries to bring together job seekers and

employer with a view to encourage the former to apply for a job with the latter.

In order to attract people for the jobs, the organization must communicate the

position in such a way that job seekers respond. To be cost effective, the recruitment

process should attract qualified applicants and provide enough information for

unqualified persons to self-select themselves out. Thus, the recruitment process

begins when new recruits are sought and ends when their applications are

submitted. The result is a pool of applicants from which new employees are selected.

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3.2 PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of

potentially qualified job candidates. Specifically, the purposes are

to:

Determine the present and future requirements of the organization in

conjunction with its personnel-planning and job-analysis activities.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the

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.

Begin identifying and preparing potential job applicants who will be

appropriate candidates.

Induct outsiders with a new perspective to lead the company.

Infuse fresh blood at all levels of the organization.

Develop an organizational culture that attracts competent people to the

company.

Search or head hunt/head pouch people whose skills fit the company’s

values.

Evaluate the effectiveness of various recruiting techniques and sources for all

types of job applicants.

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Recruitment represents the first contact that a company makes with potential

employees. It is through recruitment that many individuals will come to know a

company, and eventually decide whether they wish to work for it. A well-planned and

well-managed recruiting effort will result in high-quality applicants, whereas, a

haphazard and piecemeal effort will result in mediocre ones. High-quality employees

cannot be selected when better candidates do not know of job openings, are not

interested in working for the company and do not apply. The recruitment process

should inform qualified individuals about employment opportunities, create a positive

image of the company, provide enough information about the jobs so that applicants

can make comparisons with their qualifications and interests, and generate

enthusiasm among the best candidates so that they will apply for the vacant

positions.

3.3 SUB-SYSTEMS OF RECRUITMENT:-

The recruitment process consists of the following four sub-

functions:-

Finding out and developing the sources where the required number and kind

of employees will be available.

Developing suitable techniques to attract the desirable candidates.

Employing the techniques to attract candidates.

Stimulating as many candidates as possible and asking them to apply for jobs

irrespective of the number of candidates required.

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Management has to attract more candidates in order to increase the selection ratio

so that the most suitable candidate can be selected out of the total candidates

available. Recruitment is positive as it aims at increasing the number of applicants

and selection is somewhat negative as it selects the suitable candidates in which

process; the unsuitable candidates are automatically eliminated. Though, the

function of recruitment seems to be easy, a number of factors make performance of

recruitment a complex one.

The human resources are the most important asset of an organization. The success

or failure of an organization is largely dependent on the caliber of the people working

therein. In order to achieve the goals or the activities of an organization it needs to

recruit people with requisite skills, qualification and experience.

FACTORS GOVERNING RECRUITMENT

Human Resource Planning

Human Resource Planning

Job AnalysisJob AnalysisDetermine Recruitment and Selection Needs

External Forces:- Supply & demand

Unemployment rate

Labor market

Political social sons of soil image

Internal Forces: Recruitment Policy

HRP

Size of the Firm

Cost

Growth and expansion

Internal Forces:Recruitment Policy

HRP

Size of the Firm

Cost

Growth and expansion

Internal Forces:Recruitment Policy

HRP

Size of the Firm

Cost

Growth and expansion

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3.4 SOURCES OF RECRUITMENT

The sources of recruitment may be broadly classified into two broad categories:-

1) Internal Sources.

2) External Sources.

INTERNAL METHODS OF RECRUITMENT:

1. Promotion

A transfer is a lateral movement within the same grade, from one job to

another.

2. Job Posting :

The organization publishes job openings on bulletin boards, electronic media

and similar outlets. It offers a chance to highly qualified applicants working

within the company to look for growth opportunities within the company.

Without the company, without looking for greener pastures outside.

3. Employee Referrals:

It means using personnel contracts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant.

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EXTERNAL SOURCES:

External sources lie outside an organization. It provides organization with:-

Wide choice.

Injection of fresh blood.

External Methods of Recruitment

Colleges, Universities, Research laboratories, sports field and institute are fertile

ground for recruiters. In some company’s recruiter are bound to recruit a given

number of candidates from this institute every year.

1. Advertisement :

There constitute a popular method of seeking recruits as many recruiters

prefer advertisement because of their wide reach. Advertisements must be

effectively drafted before publishing / releasing them. An ineffective

advertisement will meet the rate aptly described as following:

“Is your advertising getting results?”

2. Employment Exchange:

Employment exchanges act as a link between the employers and the prospective

employees. The major function of the exchange is to increase the pool of possible

applicants and to do preliminary screening.

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Competitors:

Rival firms can be source of recruitment. Popularly called poaching or ‘raiding’, this

method involves identifying right people in rival companies, offering them better

terms and living them away.

1. Gate Hiring & Contractors:

Gate hiring means (where job seekers, generally blue collar employees,

present themselves at the factory gate and offer them service on a daily basis,

hiring through contractors is also in use.

2. Unsolicited Applicants / Walk-Ins:

Companies generally receive unsolicited applications from job seekers a

various point of time, the number of such application depends on economic

conditions, the image of the company. Such application is generally kept in a

data bank and whenever a suitable vacancy arises the company would

intimate the candidate to the candidate to apply through a formal channel.

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3.5 INTRODUCTION TO SELECTION:

The size of the labour market, the image of the company, the place of posting, the

nature of job, the compensation package and a host of other factors influence the

manner of aspirants are likely to respond to the recruiting efforts of the company.

Through the process

Of recruitment the company tries to locate prospective employees and encourages

them to apply for vacancies at various levels. Recruiting, thus, provides a pool of

applicants for selection.

Selection is the process of picking individuals out of the pool of job applicants with

requisite qualification and competences to fill jobs in the organization

It can be defined as:

“It is the process of differentiating between applicant in order to identify (and hire)

those with a greater likely hood of success in a job”

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Purpose

The purpose of selection is to pick up the most suitable candidate who would meet

the requirements of the job in an organisation best, to find out which job applicant will

be successful, if hired. To meet this goal, the company obtains and assesses

information about the applicants in terms of age, qualifications, skills, experience,

etc. the needs of the job are matched with the profile of candidates. The most

suitable person is then picked up after eliminating the unsuitable applicants through

successive stages of selection process. How well an employee is matched to a job is

very important because it is directly affects the amount and quality of employee’s

work. Any mismatched in this regard can cost an organisation a great deal of money,

time and trouble, especially, in terms of training and operating costs. In course of

time, the employee may find the job distasteful and leave in Frustration. Effective

election, therefore, demands constant monitoring of the ‘fit’ between people the job.

3.6 The Process

Selection is usually a series of hurdles or steps. Each one must be successfully

cleared before the applicant proceeds to the next one. The time and emphasis place

on each step will definitely vary from one organisation to another and indeed, from

job to job within the same organisation. The sequence of steps may also vary from

job to job and organisation to organisation. For example some organisations may

give more importance to testing while others give more emphasis to interviews and

reference checks. Similarly a single brief selection interview might be enough for

applicants for lower level positions, while applicants for managerial jobs might be

interviewed by a number of people.

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STEPS IN SELECTING PROCESS

Selection is done in a number of stages, which include:

1) Environmental Factors affecting selection :

Company’s image, company’s policy, HRP, and the cost of hiring constitute

the internal environment and labor market condition, legal and political

consideration from the external environment of the selection process.

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2) Preliminary Interview :

The basic purpose of preliminary interview is elimination of unqualified application

scrutiny enables the HR specialist to eliminate unqualified job seekers based on

the information supplied in their application form.

3) Application Blank :

Application blank of form is one of the most common methods used to collect

information on various aspects of the applicants academic, social demographic

work related background and references.

Contents of Application Blank:

Following are the type of information required by the organization in the form of

the application blank.

Biographical data like name, place of birth & sex.

Education qualification & training.

Work experience, duties, responsibilities, salary and reasons for

leaving previous employment.

Personal achievement in sports and arts.

Professional achievement and membership of professional bodies.

Expectation of salary & perks.

References.

4) Selection Tests:

Tests are used to determine the applicant’s ability, aptitude & personality.

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Types of Selection Test:

a) Achievement Test: It assist determining how well as individual can perform

tasks related to the job.

b) Aptitude Test: It helps in determining a person’s potential to learn in given area.

c) Personality Test: They are given to measure a prospective employee’s

motivation to function in a particular working environment.

d) Interest Test: They are used to measure an individual’s activity preferences.

e) Dexterity Test: In this test the capacity of a person to learn a particular

mechanical type of work is checked.

5) Employment Interview: Interview is a formal, in depth conversation conducted

to evaluate the applicant’s acceptability. It allows a two way exchange of

information, the interviewers learn about the applicant and the applicant learns

about the employer.

The employment interview can be:

1) One to One: - There are only two participants the interviewer & the interviewee.

2) Panel Interview: Consist of two or more interviewers

3) Sequential Interview: It involves the series of the interview, usually utilizing the

strength and Knowledge base of each interviewer.

Objectives of Interviews:

a) Helps obtain additional information from the applicant.

b) Helps build the company’s image among the applicants.

c) To get an opportunity to judge an applicant’s qualifications and characteristics

d) To ask question that are not covered in tests.

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Types of Interview:

TYPE TYPE OF QUESTION USUAL APPLICATIONS

Structured A predetermined checklist

of questions, usually asked

of all applicants

Useful for valid results, especially

when dealing with large number of

applicants.

Unstructure

d

Few, if any, planned

questions are made up

during interview.

Useful when the interviewer tries to

proper personal details of the

candidate to analyze why they are

not right for the job.

Mixed A combination of structured

and unstructured questions

A realistic approach that yields

comparable answers plus in depth

insights.

Behavioral Questions limited to

Hypothetical situations.

Useful to understand applicants

reasoning and analytical aptitude

under modest stress.

Stress A series of harsh, rapid fire

questions intended to upset

the applicant

Useful for stressful jobs, such as

handling complaints

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Reference & Background Checks:

Many employees request names, addresses and telephone numbers or reference for

the purpose of varying information and perhaps gaining additional background

information of an applicant.

In several cases, references are a formality and seldom verified by the employer.

6) Selection Decisions:

After obtaining information through the preceding steps, selection decisions-the

most crucial of all the step-must be made. The other stages in the selection

process are used to narrow the candidates. The final decision has to be made

from the pool of the individual who passed the tests, interview and reference

checks.

The view of the line manager is generally considered in the final selection

because it is he/she who is responsible for the performance of the new

employee. The HR manager plays a crucial role in the final selection.

7) Physical Examination:

After the selection decision and before the job offers made, the candidate is

required to undergo a physical fitness test. The results of the medical fitness test

are recorded in a statement and are preserved in the personnel records. There

are several objectives behind a physical test:-

a) To detect if the individual carries any infectious disease.

b) Determining whether an applicant physically fit to perform the work.

c) To determine if there are any physical capabilities which differentiate

successful and less successful employees.

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8) Job Offer:

After the job offer has been made and the candidates accept the offer, certain

documents need to be executed by the employer and the candidate.

There is also a need for preparing a contract of employment. The basic information

that should be included in a written contract of employment will vary according to the

level of the job.

3.7 EVALUATION OF SELECTION PROGRAMME

The broad test of the effectiveness of the selection process is the quality of the

personnel hired. An organization must have competent and committed personnel.

The selection process, if properly done, will ensure availability of such employees. A

periodic audit must be conducted by people who work independent of the HR

department.

Barriers to Effective Selection:

The main objective of selection is to hire people having competence and

commitment. This objective is often defeated because of certain barriers. The

impediments which check effectiveness of selection are perception, fairness, validity,

reliability and pressure.

Perception: Our inability to understand others accurately is probably the most

fundamental barrier to selecting the right candidate. Selection demands an individual

a group or people to assess and compare the respective competencies of others,

with the aim of choosing the right person for the jobs. But our views are highly

personalized. We all perceive the world differently. Our limited perceptual ability is

obviously a stumbling block to the objective and rational selection of people.

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Fairness: Fairness in selection requires that no individual should be discriminated

against on the basis of religion, region or gender. But the low members of women

and other less-privileged sections of the society in middle and senior management

positions and open discrimination on the basis of age in job advertisements and in

the selection process would suggest that all the efforts to minimize inequity have not

been very effective.

Validity: Validity, as explained earlier, is a test that helps predict job performance

of an incumbent. A test that has been validated can differentiate between the

employees who can perform well and those who will not. However, a validated test

does not predict job success accurately. It can only increase possibility of success.

Reliability: A reliable method is one which will produce consistent results when

repeated in similar situations. Like a validated test, a reliable test may fail to predict

job performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,

friends and peers to select particular candidates. Candidates selected because of

compulsion are obviously not the right ones. Appointments to public sector

undertaking generally take place under such pressure.

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SELECTION IN INDIA

Conditions of labor market largely determine the selection process. As is well

known, we have a strange paradox in our country. There is large scale

unemployment just posed with shortage of skilled labor. “No Vacancy” boards are

seen along with ‘wanted’….hung on factory gates everywhere.

Selection practices in hiring skilled and managerial personnel are fairly well-defined

and systematically practiced. Particularly in hiring managerial personnel and

executives, a lot of professionalism has come in, thanks to the realization that these

individuals are difficult to come in, thanks to the realization that these individuals are

difficult to come by and no effort is too excess to attract them. Specialist agencies

are available whose services are retained for hiring technical and managerial

personnel.

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CHAPTER 4- RECRUITMENT AND SELECTION PROCESS IN

SAHARA HOSPITAL

4.1 Purpose

Human Resource is one of the key resources, which contributes to the success of

the hospital. It is imperative that human department will have to identify the right

talent to achieve organizational effectiveness. The success of identification of right

talent depends upon finding the applicants with the most appropriate level of skills,

qualifications and experience, who will identify themselves with the organizational

objectives, values and culture and in turn contribute their best to the organization.

The objectives of the recruitment are,

To lay down and follow an operating procedure for recruitment function of the

HR department.

To identify and select qualified manpower for the various roles as per the job

specification lay down by the management.

To follow a systematic procedure to select a right person for the right job at

the right time.

To recruit people who have a positive attitude towards customers, themselves

and other employees and who are able to contribute towards quality service

To follow a recruitment procedure which is applicable to all categories of

employees

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4.2 Recruitment policy

The recruitment process is carried out in alignment with objectives and major

organizational principles. The major policies include:

Appointments in the hospital will adhere to the qualifications and the skill sets as

mentioned in the job description for various job titles.

Wherever experiences have been specified, effort will be made to recruit persons

with such number of years and nature of experience.

The recruitment process shall be made transparent and should screen the best

talents in the industry.

Provide equal employment opportunities irrespective of gender or community.

Wherever vacancies arise, preferences will be given to applicants within the

hospital.

Recruitment of employee’s relatives will not be recognized except in certain

situations and categories.

Selection of unskilled workmen will be restricted for jobs that involve rigorous

manual labor keeping in mind their capacity to perform.

Age limit for unskilled/ untrained personnel should preferably

Be below 30 years of age.

Selection will be strictly on merit taking into consideration the knowledge the

knowledge, skills sets, mindset of service, attitude and overall personality.

Responsibility

The HR department is responsible for the observance and adherence of the

approved recruitment policy and procedures.

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4.3 Procedure for Recruitment and Selection

Approval for manpower budget to be obtained from Command office, Lucknow

The first and foremost thing in the recruitment process is that the personnel

department should know that how much employees do they require for their work

and how many are applying for that vacant post that how much employees do they

require for their work and how many are applying for that vacant post that budget

should necessarily be signed or gathered from the command office. Simultaneously

its approval from the superior is also very important.

Recruitment to be made only against sanctioned and vacant post:

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It is the phase which proceeds the selection process. The main objectives of

recruitment process is to invite ideally the smallest number of candidates who

appeared to be capable of performing the required job or developing the capabilities

of performing the same job in stipulated period of time.

Besides, personnel department has to make the recruitment process economical.

By this process, the candidates are decided whether they are suitable for given jobs

or not.

Determining the vacancies:

The organization structure has various positions which are to be kept filled with the

kind and number of personnel. If that position is kept vacant it could cause various

losses in production so, it should be planned enough.

Job:-

A job is defined as a collection or aggregation of tasks, duties and responsibilities

which is a whole is regarded as regular assignment to individual employees, which is

significantly differently from others.

In other words, when total work to be done is divided and grouped into packages it is

called a job.

Once a vacancy is identified. First it will have to be circulated internally giving

job specification and job description

*Now the points come of considering the sources*:-

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Preference to the Internal Source:

Here the surplus of the employees or organization and also to those who were once

on the pay roll of the company. Man power is used within the organization itself

which is very economical and develops the moral of the employees – Three include

personnel already on the pay will of the

The internal resource can also be filled through promotion & transfer.

Job Description:

“It is written records of the duties responsibilities and requirements of a particular job.

It is concerned with the job itself and not with work”. It is statement describing the

job in such teams as its better location duties, and working conditions. In other

words, it tell ‘what is to be done’, how it is to be done’ and ‘why’

Job Specification:

It is standard of the personnel and designates the qualities required for an

acceptable performance. It is the statement of the minimum acceptable human

necessary for the proper performance of a job.

Conclusion:

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The above analysis explains the recruitment process applied at Sahara India.

The HRD Development will do an internal search before starting the external

recruitment process. However if the position demands and need is urgent the HRD

Development will embark on the external recruitment process.

Sources of Recruitment

Internal Sources

The internal source of recruitment is to provide an avenue for the existing employees

within the organization to perform a new role. This will be based on the suitability of

an employee for that particular vacancy. This will be based on the suitability of an

employee for that particular vacancy. This may be termed as promotion (if there is a

change in salary/ grade) or transfer (with or without any effect on salary/ grade) as

stated by the management. The process starts by sending a note to different

departments stating the vacancy. These profiles are later collected and stored in the

data blank followed by the different steps involved in recruiting the employee.

All internal recruitment will be done through:

Internal circular.

Intra – mail.

External Sources

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The various external sources used for recruitment are as follows:

Advertisement.

Recruitment through job portals such as jobs ahead, naukri, etc.

Scheduled interviews.

Advertisement

When compiling an advertisement, the job profile should be made clear, concise and

non-discriminatory. Clear indication should be given regarding the level of

competence the position requires.

Advertisements for recruitment are done in such a manner that it provides the

maximum required reach to the public. There is reliance in more than one source of

advertisement. Advertisement in newspapers magazines/ journals shall be

considered when the vacancies are not filled through other sources of recruitment.

Identification of right media for advertising the jobs has to be made to:

Attract suitable personnel.

Discourage unsuitable individual from applying.

Project a good image of the hospital.

The HR. Head is responsible for preparing an advertisement based on the

current job description and job specification. The respective department shall

provide all necessary details regarding the job profile to the human Resources

Department.

An effective advertisement will include:

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Job title- should match that on the job description.

Department and location.

Grade and Pay Scale or Range – Where ever necessary.

Type of Contact – Wherever necessary.

Key Responsibilities – the essential elements of the job description.

How to apply – all applications should be sent to the ‘Human Resource

Department’ stating, the post asked for quoting the reference number.

Closing Date – normally a minimum of two weeks after publication.

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SELECTION PROCEDURE IN SAHARA HOSPITAL

Selection procedure is the most important part of the recruitment process. It should

provide evidence of the required capabilities and should be a completely transparent.

It should be timely, cost efficient, effective and equitable process.

Scrutiny of applications

Applications received from the candidates are scrutinized and short listed as per the

required job specification. Short listed applicants are called for an Interview through

a Scheduled interview call letter by post or courier / phone call/

email./telegram/phonogram. Time shall be given to the applicants to make necessary

arrangements to appear for the Interview.

Preliminary Screening / Verification

This screening shall be done based on the job requirements and Specifications.

During the time of interview, the candidate’s authenticity of the original certificates I

testimonials of age, qualification and experience shall be verified, updated and

recorded by the HR personnel. On completion of verification, the candidates are

asked to appear for the written test I group-discussion.

Scheduled Personal interview/ selection

The shortlisting candidates will attend the personal interview. The Interview panel will

consist of Director (Medical Health), the concerned departmental head,

Representative of corporate HR and the representative /HR Head of Sahara

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Hospital. The panel members will look for the required criteria, based on which the

candidates will be selected or rejected.

There are various formats which are used during the interview process,

Formats such as

Personal Information Sheet.

Interview Assessment Sheet.

(REFER TO APPENDIX 1 AND 2)

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As per the scheduled, the interview is set up on the confirmed date and venue by the

H.R. Department. There is one coordinator and about five to six panel members who

takes the interview. The interview starts as follows:

The coordinator is responsible for proper sitting arrangement and all

the other arrangement for the candidates before the interview starts.

The coordinator coordinates between the panel members and the

candidates at the time of the interview.

The coordinator get all the relevant formats filled through candidates

and prepare docket for individual candidates which is to be presented

before panel when candidates appears for the interview.

Coordinator is also responsible for get the attendance sheet signed

from appeared candidates.

DOCKET OF INTERVIEWEE:

It typically includes following:

Personal information sheet.

Resume of candidate.

Credentials of candidates (registration certificate for medical and para

medical positions in necessary)

Interview assessment sheet (it is filled by the panel except name of

candidate and date of interview).

INTERVIEW PANEL:

Formation of Panel depends on the position for which interview is scheduled.

It consists of following members:

Key persons/person of technical department.

Representative of corporate H.R.

Representative of hospital H.R.

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*DIRECTOR MEDICAL HEALTH CHAIR THE PANEL FOR KEY POSITIONS.*

The following traits shall be looked upon during the Interview process:

Willingness to learn.

Willingness to change

Self-starter.

Ability to concentrate.

Willingness to learn multiple skills.

Team Player.

Good family background.

Personal grooming & etiquette.

Loyalty to the organization.

Dedication to the profession.

Good communication skills.

Positive attitude towards life.

Caring Nature and helping tendency Decision making ability.

Active & quick to respond to situations.

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Antecedent check

Due diligence antecedent check shall be carried out for key positions before the time

of joining. Antecedent check also carried out for any of candidate if the submitted

documents seem ambiguous.

Medical Examination

A pre- employment medical examination shall be done for all new incumbents before

they join through any registered medical practitioner on provided format along with

reports.

Provisional Selection (Offer Letter)

Provisional selection letter is offer letter itself issued to selected candidates which

clearly mention the period of probation. The probation period also mentioned in

appointment letter issued later after joining of candidate.

Appointment

On receipt of the pre- employment medical fitness certificate and found fit for

employment, an appointment letter will be issued/ sent to the candidates

enumerating the terms and conditions discussed during the personal interview. On

receipt of the appointment letter, the candidate has to confirm their acceptance and

date of joining by signing and returning the duplicate copy of the appointment order

to the hospital.

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Placement and Joining formalities

A selected candidate has to report a day in advance with the following to complete

the joining formalities and creation of a personal record:

Proof of age, Qualification & experience

Licenses/ Registration Certificates, etc.

Passport size photographs.

The following forms are to be filled:

The officer in- charge at corporate HRD shall verify all the above documents on the

date of joining and complete the formalities. After completion of joining at Corporate

HRD a posting letter issued to Hospital HR mentioning the date of joining, cadre &

designation.

EMPLOYEE DETAIL FORM.

JOINING REPORT.

COMMUNICATION FORM.

NOMINATION FORM.

DEPENDANTS DECLARATION FORM.

PROVIDENT FUND FORM.

GRATUITY FORM

MEDICAL FITNESS FORM

EMPLOYEE DETAIL FORM.

JOINING REPORT.

COMMUNICATION FORM.

NOMINATION FORM.

DEPENDANTS DECLARATION FORM.

PROVIDENT FUND FORM.

GRATUITY FORM

MEDICAL FITNESS FORM

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JOINING AT SAHARA HOSPITAL H.R:

In some crucial circumstances the rejoining of the candidates has been done in the

hospital by taking immediate permission from the corporate H.R and all the joining

formalities has been done later.

NOTE: Some formats which are used for collecting the details of the selected

candidate’s refer to APPENDIX 3 AND 4.

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4.4 AN OVERVIEW

The recruitment & selection process at Sahara Hospital is governed by well-defined

procedures which are efficacious enough to attract & hire competent manpower. Job

description & specification are prepared during the MANPOWER PLANNING for all

the positions. A comprehensive manpower plan was made at the time of inception of

Hospital which has been rectified & customized on later stage. Thus any can have

the observation that recruitment & selection is supported by strong planning back up

either it would not be as smooth as it is.

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METHODS USED TO COMPLETE THE ASSIGNMENT

The method of collecting the data/information and using to complete the assignment

was simple but not easy. The basic method adopted was “Learning by Doing” .The

information I collected by day to day working in the H.R Department and my guide,

Mr. Vinod Kumar Singh helped me in my project and told me about the size of the

organization and various departments of the Hospital. He provided me the Required

Information relevant to my project study. I partly gathered the information from the

hospital and partially from the website of medical council of India. I have also

collected the information related to my core topic, i.e. how the Sahara Hospital

undergoes through the Recruitment and Selection process. Members of H.R.

Department of the Sahara Hospital helped me by giving the verbal information and

support me in my project.

I really thankful Head HR for permitting me to participate in organising interviews.

That was an astonishing experience to provide me the insight to prepare & finalise

this report as actual as possible.

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FINDINGS, EXPERIENCE AND LEARNING

“Recruitment is inducting manpower to fill up current and future vacant

positions and ensuring a right fit.”

It is rightly said and a well-defined concept. At Sahara Hospital recruitment and

Selection is done as per requirements and not on timely basis. The main sources

they use for this purpose are newspaper ads, resumes provided, and referral i.e.

internal as well as external sources. The procedure takes time depending on the

position vacant.

Criteria that they look for is domain knowledge, competency. Qualification, tracks

record and so on.

On the basis of Study

Before you go for recruitment you have to find out the details about a particular

position. So how is it done?

The gap comes through the concerned department of Sahara Hospital. They in turn

inform the HR. They also give the job description as well as the age limit and

qualifications required along with other requirements. The Head of Department of the

concerned department takes active part in the recruitment and selection procedure.

At times he/she is present right from stage 1. It might be possible that the CVs

shortlisted by the HR department are not accepted by the concerned HOD. So this is

discussed further between them in a free flowing and detailed manner.

It is difficult to retain an employee once he has made up his mind. Still efforts are

made by the company with regards to his retention. It is very important to bridge the

gap between the candidate and the job. Also today there are many environment

friendly schemes.

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LEARNING AND EXPERIENCE:

My experience at Sahara hospital was really enriching and complementary to my

classroom learning. I had appeared for my interview for internship at the corporate

head office of Sahara India. I was given a chance to carry out my project at “Sahara

Hospitals” office. My training started on the 23rd of June 2011. At the beginning of the

internship my knowledge of Sahara Hospitals and its functioning was limited.

However, only after a few days of guidance of my supervisors, my understanding of

recruitment and selection of employees in various departments improved

significantly as I was provided with full support in routine activities of the HR

Department such as maintaining employee database, assisting and coordinating

interviews and communicating between the job aspirants and the HR Management.

My training program was initiated under the supervision of Mr. Vinod Kumar Singh

(Senior Executive- HR Department) and during the 7 weeks of training I have gained

the complimentary practical knowledge in addition to the theoretical knowledge

gained in the class room. This training has helped me in enhancing my skills,

knowledge and attitude, towards a focused professional in corporate world. It has

given me the realistic feeling of what H.R.M is all about.

Though I worked on a specific H.R. facet namely recruitment and selection but on

the whole it gave me an opportunity to be in touch with other related facets. Thus it

provided me with a professional orientation for overall H.R functioning in an

organization. This internship has made it possible for me to bridge the gap between

class and the actual business world particularly in the context of Human Resources

and their effective and efficient management.

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CONCLUSION

The present study was conducted at Sahara Hospital in Lucknow. The aim was to

learn about the Recruitment and Selection process in the Sahara Hospital. The study

is done according to the day to day working in the H.R department.

Today the environment is very hostile. Every day new techniques of recruitment and

selection are defined. Today the candidate had many options available in the health

care sector. As the economy is growing very fast and the opening of many avenues

has always been an added advantage.

Infrastructure is improving and better technology is being made available day after

day. By the end of the day you have to see what the cost of the candidate to the

company is. He has to be selected in an orderly manner. One wrong step can lead to

the loss to company as well as waste of time and skills of the candidate where it is

not required.

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SUGGESTIONS

As I go through the recruitment and selection process of the Sahara hospital I

think that the psychometric test should be used during the selection process,

then the short listed candidates should be put under interviews.

As there are frequent interviews for the post of staff nurse in the hospital

because there is a frequent separation of the staff nurses every month. Thus

the management should adopt effective measures to stop the employee

turnover and thus should make an effective retention plan for the posts of the

staff nurse.

Personnel technically sound with his/her subject along with an in-depth

knowledge should be preferred.

Competency Matrix of the Sahara hospital is required.

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ANNEXURE

APPENDIX 1

Personal Information Sheet

Name ____________________________________________

Father’s/Husband Name ____________________________

D.O.B/Age ________________________________________

Qualification (Academic)____________________________

Qualification (professional) __________________________

Correspondence Address ____________________________

________________________Contact No._______________

E-mail ID _________________________________________

Name of the Present Employer _______________________

Present Location ___________________________________

Preferred Location(s)_______________________________

Present Designation ________________________________

Total Relevant Experience __________________________

S.NO Cost to the Present Company(per Month) Amount (Rs.)

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1.

2.

3.

4.

5.

6.

7.

8.

Other Benefit (if any)

9.

10.

11.

Total Salary (Per Month)

Expected Salary ( Per Month)

Date:

Place: Signature of Candidate

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APPENDIX 2

INTERVIEW ASSESSMENT SHEET

(Officer and above)

Candidates Name Date of Interview

Interview for the cadre Place of Interview

Selection Criteria ( please tick the appropriate score)

4: Good 3: Above Average 2: Average 1: Needs

Improvement

1. Body Language: Eye Contact, Confidence, Poise 4 3 2 1

2. Functional Knowledge: Extensive Knowledge of one’s area of

expertise

3. Communication Skills: clarity of thought and expressions. Listening

ability

4. Personality: Attire, Grooming, Ability to handle work pressure

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5. Leadership: Passionate, Assertive, Motivator & mentor, Decision

Making

Grand

Total

Overall Impression

A(20-17) B(16-12) C(below12)

Good Satisfactory Unsatisfactory

Experience( relevant to the

Position)

Notice Period in Current

job/Availability

Remarks

Final Decision

Selected: Not Selected: Kept in Active File:

Offered Cadre:

Salary /CTC Present Expected Offered

Considered For Interview

with

Signature Of Interview Panel Head

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Name & E.C of Interview

Remarks of Panel Head

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APPENDIX 3

JOINING REPORT

NAME: ___________________ _____________ ______________

(SURNAME) (MIDDLE NAME) (FIRST NAME)

FATHER/HUSBAND’S NAME: _________________________________

I have reported for duty on at________________ AM at(location)___________

_________________As(designation____________________

Vide Offer Letter Dated

SIGNATURE

NAME:

E-CODE: AUTHORIZED SIGNATORY

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APPENDIX 4

EMPLOYEE DETAIL FORMAT

I.PERSONAL DETAILS.

a. Full Name of Employee(in block letter)_____________________________________

b. Short Name (if any)____________________________________________________

c. Father’s Name (in block letters)___________________________________________

d. Kin Name ion(Father/Spouse/Blood Relative)______________Kin Relation________

f. Original Date OF Birth_____/_____/______ Age_______Years_______Months_____

g .Actual Date OF Birth _____/_____/______ Age_______Years_______Months_____

h. Sex Male o Female o i. Blood Group_______ j. Date of Marriage___/___/__

k. Nationality___________________________l. Religion_________________________

m. Identification Types(Passport, Driving License,etc)____________________________

n. . Identification No.____________________o. Identification Expiry Date___________

Passport sizePhoto graph

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p. PAN No._____________________________

q. Languages Known Language Ability Language Proficiency

Hindi Read o Write o Speak Averageo Goodo Excellento

English Read o Write o Speak Averageo Goodo Excellento

Urdu Read o Write o Speak Averageo Goodo Excellento

Other(if any)___________ Read o Write o Speak Averageo Goodo Excellento

II.SAHARA INDIA PARIWAR EMPLOYMENT DETAILS:

a. Internal Cadre_______________b. Employee Code________c. Designation___________

d. Department________________f. Speciality______________g. Place of Posting________

h. DOJ (SIMIL) _____/_____/____ i. DOJ(Sahara)____/____/_____

j. Salary Offered_______________________ k. Reporting Authority___________________

Salary drawn in last organization_________m. Last employment employee code________

III.COMMUNICATION LINKS

a. Employee Address(Permanent): _________________________________________

___________________________________________________________________

____________________________________________________________________

b. Employee Address(Present): __________________________________________

___________________________________________________________________

___________________________________________________________________

c. Kin (Father/Spouse/Blood Relative) Address

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(Permanent)________________________________

__________________________________________________________________________

__________________________________________________________________________

d. Kin (Father/Spouse/Blood Relative)

Address(Present)________________________________

______________________________________________________________________

______________________________________________________________________

e. Employee Telephone Number

(Office):________________(Residence):________________

Mobile Number:___________________________________

f. Kin Telephone Number

(Office):________________(Residence):________________

Mobile Number:____________________________________

g. Email-ID:___________________________

IV. ACADEMIC DETAILS:

Educational Qualification:

Name

of

Degree

Institute/Collage Board/

University

Subjects Month

&Year of

Passing

% of Marks

Obtained

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P.G. Qualification/Technical Qualification:

Degree/

Diploma

Discipline Year of

Passing

% of Marks

Obtained

Attempts Institute

Professional Qualification:

a) Particulars of the examinations of MBBS/Diploma/MD/MS/MCH/DM passed.

Name of Degree Institute

/ College

Board/

Universit

y

Subject

s

Month

&Year of

Passing

% of Marks

Obtained

M.B.B.S/B.Sc.

Nursing/B.Pharma

M.D./ M.S./ M.Sc

Nursing/B Pharma

D.M. / M.C.H.

Any other

academic

qualification

Other academic

achievements

b. Compulsory Internship From_______ To_________

Institute______________________________

c. Special ISD Training (if any):_______________________________________

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d. Experience of working in Tertiary Care/________________________

Speciality Hospital/Additional Skill, may___________________________________

please be elaborated:

e. Paper published (if any):____________________________________________

f. Paper presented in conferences(if any):________________________________

g. State Medical Council Registration No.________________________________

h. Indian Medical Council Registration No._______________________________

i. Nursing Council Name & Registration No.______________________________

j. Technical Registration No.__________________________________________

k. Other employee (if any) Registration No.:_____________________________

V.EXPERIENCE (Including details of present employment):

Name of

Institute

Post/

Designation

held

From To Job Profile Salary

Drawn

NAME Of References:

a.____________________________________________________________

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Telephone /Mobile

No.____________________________________________________________

b.______________________________________________________________

Telephone/Mobile No______________________________________________

Declaration:

I hereby declare that all the information and particulars given by me in this application are

true and correct to the best of my knowledge. I am aware that if any of the above

statements are found to be incorrect or false of any material information or particulars of

relevance have been misstated , suppressed or omitted ,I am liable to be disqualified for

appointment and if appointed , my appointment will be liable to be terminated

Place:_____________________

Date:______________________ Signature of the employee

Note: Employee are required to submit the below mentioned enclosures at the time of

their joining

1. High school mark sheet & certificate 2. Intermediate mark sheet & certificate

3.Graduation mark sheet and certificate 4.pofesionl qualification

5. medical/nursing/paramedical council registration certificate

6 experience certificate 7. Xerox copy of paper published

8. investment details (please give the investment details as per the annexure A)

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