Professional Documents
Culture Documents
Every one in the organization follows the process of recruitment and selection.
In Apollo hospitals, this process shall be initiated on receiving a requisition in
the prescribed format duly approved by the MD/Executive director. It should
contain the particulars of role, responsibilities reporting relationship,
qualification etc,. The selection methodology for various positions shall be
based on personal interviews.
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company to lower the employee turnover at the same time developing the
selected candidates for future organizational goals.
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RESEARCH METHODOLOGY
At Apollo Health Street, the recruitment process is initiated on receiving a
requisition in the prescribed format duly approved by the MD/Executive
director. The requisition shall contain particulars of designation, role and
responsibility reporting relationship, qualification and experience required and
critical skills that are essential for effective performance.
The project work done in Apollo Health Street was based on the questionnaire
which was filled by the executives of the company. The questionnaire was
prepared based on recruitment and selection techniques and was filled on behalf
of the following sample size.
They were:
Placement agencies
Campus recruitment
Employment exchange
Employee reference
Online recruitment
Sample size: 100 employees working at executive level in the corporate office.
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The sample size was selected randomly.
In Apollo Health Street the above said techniques are used to search for suitable
candidates.
Basing on the ratings of the employees, the effectiveness of the recruitment and
selection process in the Apollo health street will be clearly known.
SOURCES OF DATA:-
PRIMARY DATA:-
SECONDARY DATA:-
SAMPLING PROCEDURE:-
The sampling method used was random sampling. The sampling method was
used because of lack of time and lack of knowledge about the universe. The
sample size was fixed to 100 respondents.
PERCENTAGE ANALYSIS:-
In this research, various percentages are identified in the analysis and they are
presented pictorially by way of bar diagram and pie charts in order to have a
better quality.
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COMPANY PROFILE
Apollo Health Street is an end to end healthcare focused services company, with
impeccable credentials, proven track record and unwavering commitment aimed
at delivering value added services to its clients. It is backed by the renowned
Apollo hospitals group, headquartered in India, whose integrated healthcare
network involves 35 hospitals, 40 clinics and 100 plus pharmacy outlets, a
workforce of 16000 including 4000 physicians.
VISION:-
To become the leading healthcare company with a relentless pursuit of people
excellence.
MISSION:-
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Our mission is to demonstrate world-class in India. We are committed to
growth, to our values, to ethical standards and to customer satisfaction at all
times. We promise our employees, clients and partner an extraordinary emphasis
on service excellence and the creation of sustained value.
OUR VALUES:-
PASSION FOR EXCELLENCE
We shall aim at excellence in our entire endeavour, both within the organisation
and the market in which we deliver our services.
BENIFIT TO HUMANITY:-
We shall remember that our work, in whichever sphere, is to be at all times, for
the greater benefit of the society humanity at large.
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ACHEIVEMENTS:-
Apollo has doubled staff strength to 900 FTEs in a span of one year
Apollo hospitals have been awarded the largest healthcare contract
outsourced to an offshore location.
The clients of Apollo have been together with them with 5 years now,
stand undisputable testimony to the high standards of services Apollo
consistently deliver.
One of the significant highlights of the year 2005 was that the chairman
Dr. Prathap C Reddys visit to US as a part of a high level CEO forum
from India. The delegation, which accompanied the Prime minister of
India, resolved to strengthen ties between the two countries, and the
future holds great promise of collaborations between us.
Apollo hospitals has been recommended for ISO 9001:2000 certification
and also certified ISO 27001(ISO27001 replaced the original standard,
BS 779-2.).
The state government awarded MD, Ms Sangita Reddy the top women
entrepreneur in the information & communication technology sector for
the year 2005.
GENESIS:-
The first Apollo hospital opened in Chennai, in 1983. It was borne out of the
determination to lead a complete transformation in Indian healthcare. Apollos
founder chairman, Dr. Prathap C Reddy was the driving force behind the
inception. Credited as the architect of modern Indian healthcare, Dr. Prathap C
Reddy started Apollo with the mission of bringing world-class healthcare to
India at a price point that Indians could afford.
GAME-CHANGER:-
Apollos first innovation was its business model itself, before Apollo, only the
very privileged had the access to quality treatment, as they could afford to travel
abroad. Apollo introduced healthcare that matched best-in-class outcomes but
cost only a fraction of the global prices. This led to a revolution with
democratized treatment in our nation. This cost consciousness continues to be a
key building block in our healthcare strategy.
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CLINICAL EXCELLENCE:-
This is not the only constant in the Apollo story. The group is built on the
bedrock of an enduring value system, and continues to drive unwavering focus
on key touchstones like excellence, expertise, empathy and innovation.
STEPS FOLLOWED:-
The first step of SWOT analysis in healthcare involves the
compilation and assessment of key data, which might include
the communitys health status of medical technology, or the
source of healthcare funding. Once the appropriate (and correct)
data has been composed and analyzed, the capabilities of the
organizations are evaluated.
In the second step of SWOT analysis in healthcare, the data
collected is organized into four categories, which are strength,
weaknesses, opportunities and threats (SWOT). The strength
and weaknesses are internal factors, while opportunities and
threats normally are a result of external factors playing their
part.
Third step of SWOT analysis in healthcare involves developing
a SWOT matrix for each business option that is under
consideration.
In fourth step of SWOT analysis in healthcare, the analysis
derived is incorporated into the decision-making process as it
determines which option will best suit the overall strategic plan
of the organization.
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WEAKNESS
STRINGENT PRICE CONTROL
DIVERSE ECO SYSTEM
LACK OF DATA
LACK OF PROTECTION
DATA PROTECTION
FOURCE
LABOUR FOURCE
SPEAKING LABOUR
ENGLISH SPEAKING LOW INVESTMENT IN R&D
LACK OF CO-ORDINATION
CO-ORDINATION BETWEEN
BETWEEN THE
ENGLISH
COST, HIGHLY
LOW COST,
LOW SKILLED SET
HIGHLY SKILLED OF
SET OF LACK OF THE
INDUSTRY
COST COMPETATIVENESS INDUSTRY
SWOT
STRENGTH
ANALYSIS OF
OPPORTUNITIES APOLLO
ONLINE
ONLINE DRUG
DRUG RETAILING
RETAILING
SIGNIFICANT INVESTMENTS FOR MNC'S ECONOMIES
GLOBAL DEMAND FOR GENERICS RISING
COMPETITION OTHER EMERGING
FROM OTHER
COMPETITION FROM EMERGING
WAGE INFLATION
SPURIOUS DRUGS
SPURIOUS DRUGS
THREATS
STRENGTH:-
Factors that have encouraged exceptional organizational performance are
strengths. Examples include using state-of-the art medical equipment, focusing
on healthcare improvement, investment in healthcare informatics, highly trained
medical personnel and top-notch medical services.
WEAKNESSES:-
Factors that affect healthcare quality or increase healthcare costs are
weaknesses. Some examples are outdated healthcare facilities, fluctuation in the
continuity of care due to poor communication, insufficient management
training, poor use of healthcare informatics, and lack of financial resources.
OPPERTUNITIES:-
New business initiatives available are considered opportunities by healthcare
organizations. Some examples include collaborations with different healthcare
informatics, and so on.
THREATS:-
Factors that could harm the performance of healthcare organizations are
considered threats. Examples include economic or political insecurity, increased
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demand for expensive medical technology, budget deficits on state and federal
level, and increased pressure for reduction in healthcare costs.
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RECRUITMENT AND SELECTION AT
APOLLO:-
MEANING AND DEFINATION OF RECRUITMENT:-
Recruitment has been regarded as the most important function of personnel
administration, because unless the right type of people are hired; even the best
plans, organization charts and control systems would not do much.
Finding out and developing the sources where the required number and
kind of employees are/will be available.
Developing suitable techniques to attract the desirable candidates.
Employing the technique to attract candidates.
Stimulating as many candidates as possible and making them to apply for
job irrespective of number of candidates in order to increase selection
ratio.
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COMPLEXITY OF THE FUNCTION OF
RECRUITMENT:-
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RECRUITMENT POLICIES:-
Recruitment policy of any organization is derived from personnel policy of the
same organization. Recruitment policy itself should take into consideration the
governments personnel policies of the other organizations regarding merit,
internal sources, social responsibility in absorbing minority sections, women
etc. Recruitment policy should commit itself to the organizations personnel
policy like enriching the organisations human resources or serving the
community by absorbing the worker sections and disadvantaged people of the
society, motivating the employees through the internal promotions, improving
the employee loyalty to the organization by absorbing the retrenched or laid off
employees or casual/temporary employees or dependents of present/former
employees etc.,
Government policies
Personnel policies of other compete ting organizations
Organizations personnel policies
Recruitment sources
Recruitment costs
Selection criteria and preference
SOURCES OF RECRUITMENT:-
Sources are those where prospective employees are available like employment
exchanges. When a person is needed to fill a vacant organization position, this
individual may come from inside or outside the company. Some companies
prefer to recruit from within, since this aids employee morale, loyalty and
motivation. Other companies prefer to recruit externally to prevent inbreeding
and to encourage new ways of thinking.
INTERNAL SOURCES:-
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Availability of most suitable candidates for jobs relatively or equally to
the external sources.
To meet the trade union demand
To the policy of the organization to motivate the present employees
EXTERNAL SOURCE:-
Organizations have at their disposal a wide range of external sources for
recruiting personnel. External recruiting often needed in organizations
that are growing rapidly, or that have large demand for technical, skilled,
or managerial employees. External source provide a large pool of talent,
and they prove to be cheaper, especially when dealing with technical or
skilled personnel who need not be offered any training in the
organization, in the long run.
Professional organizations:
Professional organisations or associates maintain complete bio data of
their members and provide the same to various organizations on
requisition they also act as exchanging information, clarifying doubts etc,
organizations find this source more useful to recruit the experienced and
professional employees like executives managers and engineers.
Data banks:
The management can collect the bio-data of the candidates from different
sources like employment exchange, educational training institutes,
candidates, etc and feed them in the computer can get the particulars as
and when it needs to recruit.
Casual applicants:
Depending upon the image of the organization, its prompt response,
participation of the organization local activities, level of unemployment,
candidates apply casually for jobs through mail or handover the
application in personnel department.
Similar organizations:
Generally, experienced candidates are available in organizations
producing similar products or are engaged in similar business. The
management can get most suitable candidates from this source.
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Trade unions:
Generally , unemployed or under employed person or employees seeking
change in employment put a word to the trade union leaders with a view
to getting a suitable employment due to the latters intimacy with
management. The trade union leaders are aware of this fact and in order
to satisfy the trade union leaders, management enquires trade unions for
suitable candidates.
Online recruitment:
It has been one of the dominant sources where in various websites
provide the various opportunities and vacancies in different companies.
The candidates can directly apply for the jobs online and also the
companies can get the data bases of the candidates through the internet.
SELECTION:-
Selection is the process of finding out most suitable candidate to the
jobs. After identifying the sources of manpower, searching for
prospective employees and stimulating them to apply for jobs in an
organization, the management has to perform the function of selecting the
right employees at the right time. The obvious guiding policy in selection
is the intention to choose the best qualified and suitable candidate for
each unfilled spot. The objective of selection decision is to choose the
individual who can most successfully perform the job from the pool of
qualified candidates.
JOB ANALYSIS:-
Job analysis is the basis for selecting the right candidate. Every
organization should finalise the job analysis, job description, job
specification and employee specification before proceeding to the next
step of selection.
RECRUITMENT:-
Recruitment refers to the process of searching for prospective employees
and stimulating them to apply for jobs in an organization. Recruitment is
the basis for the remaining techniques of the selection and the later varies
depending upon the former.
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APPLICATION FORM:-
Application form is also known as application blank. The technique of
application blank is traditional and widely accepted for securing
information from the prospective candidates. It can also be used as a
device to screen the candidates at the preliminary level. Many companies
formulate their own style of application n forms depending upon the
requirement of information based on the size of the company, nature of
business activities, type and the level of the jobs etc., they also formulate
different application forms for different jobs, at different levels, so as to
solicit the required information for each job.
WRITTEN EXAMINATION:-
The organizations have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks
so as to measure the candidates attitude towards the job, to measure the
candidate aptitude, reasoning, knowledge and English language.
PRELIMINARY INTERVIEW:-
Preliminary interview is to solicit necessary information for the
prospective applicants and not to asses the applicants suitability to the
job. The information thus provided by the candidate may be related to the
job or personal specification, regarding education, experience, salary
expected physical requirement etc. Preliminary interview is useful as a
process of eliminating the undesirable and unsuitable candidates. If a
candidate satisfies the jobs requirements regarding most of the areas, that
candidates may be selected for the further process. Preliminary interviews
are short and known as stand-up interviews or seizing up of the applicants
or screening interviews. Certain required amount of care is to be taken to
ensure that the desirable workers are not eliminated. This interview is
also useful to provide the basic information about the company to the
candidate.
GROUP DISCUSSION:-
The technique of group discussion is used in order to secure the further
information regarding the suitability of the candidate for the job. Group
discussion is a method where groups of the successful applicants are
brought around the conference table and are asked to discuss either a case
study or a subject matter. The candidates in a group are required to
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analyse, discuss, find alternative solutions and select the sound solution.
A selection panel thus observe the candidates in the areas of initiating the
discussion, explaining the problem, soliciting unrevealing information
basing on the given information and using common sense, keenly
observing the discussion of others, clarifying controversial issues,
influencing others, speaking effectively, concealing and mediating
arguments among the participants and summarizing or concluding aptly.
The selection panel, basing on its observation, judges the candidates skill
and ability and ranks them according to their merit. In some cases, the
selection panel may also ask the candidate to write the summary of the
group discussion in order to know the candidates writing ability as well.
TESTS:-
The objective of the tests is to solicit further information to asses the
employees suitability to the job. Some of the important tests are;
Intelligent test
Aptitude test
Achievement test
Interest test and personality test
Situational test
Judgement test
Projective test
FINAL INTERVIEW:-
This is most essential step in the process of selection. The interview
matches the information obtained about the candidate through various
means to the job requirements and to the information obtained through
his own observation during interview.
Some types of interview are:
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
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Depth interview
Stress interview
Group interview
Panel interview
MEDICAL EXAMINATION:-
Certain jobs require certain physical qualities like clear vision, perfect,
hearing, unusual stamina, tolerance of hard working conditions, clear tone
etc. Medical examination reveals whether or not a candidate possesses
these qualities.
REFERENCE CHECKS:-
After completion of the final interview and medical examination, the
personnel department will engage in checking references. Candidates are
required to give the names of reference in their application forms. These
references may be from the individuals who are familiar with the
candidates academic achievement or from the applicants previous
employer, who is well versed with the applicants job performance, and
sometimes from co-workers.
EMPLOYMENT:-
After taking the final decision, the organization has to intimate the
decision of the successful as well as unsuccessful candidates. The
organization sends the appointment orders to the successful candidates,
either immediately or after sometime, depending upon its time schedule.
The organizations communicate the conditions of employment to the
successful candidates along with appointment order. Organizations
prepare contracts of employment and the organization and the candidates
enter into the contract. Then the candidate is employed by the
organization by receiving the joining report from the candidate formally.
After this stage, the candidate becomes the employee of the organization.
The management places the new employee; refer ably on probation,
before placing him on the right job.
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STEPS IN SCIENTIFIC SELECTION PROCESS:-
Receiving applications
Screening of applications
Employment tests
Rejection of unsuitable candidates
Interview
Reference checking
Medical examination
Final selection
Selection tests
The most vital technique of selection which gained significance in recent
years is testing. Employment-tests help the management in evaluating the
candidates suitability to the job. These tests are also called psychological
tests because psychologists have contributed a lot in developing these
tests. Employment tests is an instrument designed to measure the nature
and degree of ones psychological potentialities, based on psychological
factors, essential to perform a given job efficiently.
The purpose of these tests is to help in judging the ability of a candidate
in a given job-situation. The tests help in raking candidates and are
valuable in determining subsequent success on the job.
RELIABILITY:-
After identifying the tests, the administrator of test should ensure the reliability
of tests/instrument. Reliability of a test refers to the level of consistency of
score or results obtained throughout a series of measurements.
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VALIDITY:-
Any selection device should aim at finding out whether a candidates possessed
the skills or talents required by a particular job or not.
TYPES OF TESTS:-
Tests are classified into five types;
1. Aptitude tests
Intelligence tests
Mechanical aptitude tests
Clerical aptitude tests
Psychomotor tests
2. Achievement tests
Job knowledge tests
Work sample tests
3.Situational tests
Group discussion
In-basket
4. Interest tests
5. Personality tests
Objective test
Projective tests
SELECTION OF INTERVIEWING:-
Interview is defined as a conversation or verbal interaction, normally between
two people, for a particular purpose. The most widely and popularly used
selection technique is interview. Almost all the organization adopts interview
technique. It measures all relevant traits, factors and integrates all necessary
information, about the candidates, collected through various means as its scope
is wider than any other selection technique.
OBJECTIVES:-
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To collect accurate and essential information about the candidates.
To provide the candidates with the candidates with the facts of the job
and the organization.
To establish a rapport with the prospective employees.
To sell the company at a premium to the candidate.
To judge and evaluate the suitability of the candidate to the job, basing on
job and organizational requirement.
To see the inner view and feeling of the candidate.
TYPES OF INTERVIEW:-
Employment interview:-It is for selecting most suitable candidate for a job.
PLACEMENT:-
Placement is the determination of the job to which an accepted candidate is to
be assigned and his assignment to that job. When once the candidate reports for
duty, the organization has to place him initially in that job, for which he is
selected. Immediately the candidate will be trained in various related jobs
during the period of probation of training or trail. The organizations, generally,
decides the final placement after the initial training is over, on the basis of
candidates aptitude and performance during the training/ probation period.
Probation period is generally ranges between sin months and two years. If the
performance is not satisfactory, the organization may extend the probation or
ask the candidate to quit the job. If the employees performance during the
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probation period is satisfactory, his services will be regularized and he will be
placed permanently on a job.
INDUCTION:-
Induction means introducing the employee who is designated as a probationer to
the job, job location, surroundings, organizations, organizational surroundings,
and various employees is the final step of employment process
DATA ANALYSIS
Table-1: Table shows how the candidates know about the Apollo health street.
Chart no-1: Chart shows how the candidates know about the Apollo health
street.
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30% employees reference
walk-in interview
50% website
newspaper
10% consultancy
5%
5%
Table-2: Table shows that, whether the candidates were explained about the
number of rounds conducted in the selection process at Apollo.
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Chart no-2: Chart shows that, whether the candidates were explained about the
number of rounds conducted in the selection process at Apollo.
30%
yes
no
70%
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Table-3: Table shows the preference of selection process by the candidate in
Apollo Health Street.
10%
25% 5%
Group discussion
10% Role play
Written examination
Face to face interview
Telephonic interview
50%
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Table-4: Table shows the time taken for the interview process at Apollo Health
Street.
Chart no-4: Chart shows the time taken for the interview process at Apollo
Health Street.
10%
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Table-5: Table shows the time given to candidate to join Apollo health street.
Chart no-5: Chart shows the time given to candidate to join Apollo Health
Street.
10%
25%
15% immediate spot interviews
1-2 weeks
2-4 weeks
more than one month
50%
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Table-6: Table shows the motive behind choosing the job at Apollo Health
Street.
Chart no-6: Chart shows the motive behind choosing the job at Apollo Health
Street.
20%
Financial support
Knowledge gaining
50% 10%
Skill enhancement
Career growth
20%
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Table-7: Table shows that whether the candidates with more experience should
be given preference regardless to merit level.
Chart no-7: Chart shows that whether the candidates with more experience
should be given preference regardless to merit level.
5% 2%
10%
Strongly disagree
Disagree
Neither agree nor disagree
53%
Agree
30%
Strongly agree
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Table-8: Table shows that, are candidates satisfied by the way the vacancies are
advertised by the HR department at Apollo Health Street.
Chart no-8: Chart shows that are candidates satisfied by the way the vacancies
are advertised by the HR department at Apollo Health Street.
22%
Yes
No
78%
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Table-9: Table shows that whether Apollo Health Street spends too much in
term of time and cost for the recruitment process.
Chart no-9: Chart shows that whether Apollo Health Street spends too much in
term of time and cost for the recruitment process.
20%
25%
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Table-10: Table shows that the selection process at Apollo Health Street bring
in the right candidate for the right job.
Chart no-10: Chart shows that the selection process at Apollo Health Street
brings in the right candidate for the right job.
5%
10%
40%
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Table-11: Table shows how candidates feel while facing the interview at Apollo
Health Street.
Chart no-11: Chart shows how candidates feel while facing the interview at
Apollo Health Street.
30% Confident
40%
Tensed
Stress
Relaxed
20%
10%
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FINDINGS
It is very difficult to make the project or the analysis in such a way that can
solve all the problems according to the requirements. In this project it is being
tried to give more and more facilities but in a short period of training time, as
much as possible has been done.
The candidates are informed about the number of rounds in the selection
process.
Apollo Health Street takes more than a day to complete the interview
process.
Most employees feel that the candidates with more experience should be
given reference regardless to merit level.
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SUGGESTIONS
The recruitment and selection time for a candidate can be reduced when
the internal recruitment are conducted in lieu with the client interviews.
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CONCLUSION
Recruitment and selection are getting much importance these days in the
organization. It is very critical thing to evaluate the human resources.
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BIBLIOGRAPHY
INTERNET:-
www.apollohealthstreet.com
www.google.com
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ANNEXURE
QUESTIONNAIRE:-
I am Priyanka Patel a student of IPSAR (affiliated to Biju Patnaik University of
Techonology) Cuttack. I am doing summer project. I am conducting a study of
recruitment and selection (as per the requirement of summer internship project)
in Apollo hospitals at Bhubaneswar, for this purpose i will need your assistance.
Different aspects were identified on which i want to ask your opinion.
Please answer the questions as honestly as possible and answer them as you see
them in your context. The information being collected is purely for research and
academic purpose and shall be kept confidential for all purpose.
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Immediate spot interviews
1-2 week
2-4 week
More than one month
6. What is the motive behind choosing the job at Apollo Health Street?
Financial support
Knowledge gaining
Skill enhancement
Career growth
Strongly disagree
Disagree
Neither agrees nor disagrees
Agree
Strongly agree
8. Are you satisfied by the way the vacancies are advertised by the HR
department?
Yes
No
9. Do you think Apollo Health Street spends too much in term of time and
cost for the recruitment process?
Strongly disagree
Disagree
Neither agrees nor disagrees
Agree
Strongly agree
10. Does the selection process at Apollo Health Street bring in the right
candidate for the right job?
Strongly disagree
Disagree
Neither agrees nor disagrees
Agree
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Strongly agree
11.How did you feel when you were facing the interview at Apollo Health
Street?
Confident
Tensed
Stress
Relaxed
12. Any suggestions for improving the current recruitment and selection
processs?
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