Swapna Final Document

Recruitment and Selection
HUMAN RESOURCE MANAGEMENT
Introduction:
One of the most talked about subject in present time is how to optimize the contributions
of human resources in achieving organizational goals and objectives. An efficient and satisfied
work force is the most significant factor in organizational effectiveness and managerial
excellence. Compulsions of modern business environment are, however, promoting corporate
management to systematically review their current attitude beliefs and policies towards human
resource for they contribute most significantly to the survival and growth of organization.
Enlightened and progressive managements have there for come to believe that people not a
problems but opportunities. They have thus taken expenditures steps to carefully identify
constructively canalize and consciously develop the potential of their human resource. To
achieve a organizational goal there should be a proper human effort. To get maximum output
there should be satisfied work force to reach the goal. HRM is the one area, which creates the
pathway to achieve the organizational goal. We can see that where there is a proper HRM there
will be a growth.
HRM AT A GLANCE:
While managing the human resources one has to perform certain tasks like:
 Employing the people

 Developing the resources
 Utilizing the resources and compensating their services in tune with the job and
organizational requirements.
Human resource refers to the knowledge skills, abilities, talents, aptitude, value and beliefs of an
organization’s workforce. Knowledge, skills, creative abilities and talents play an important role
in deciding the efficiency and effectiveness of an organizations workforce.
SVIM, S.D.G.S, College, Hindupur 1

Human resource development improves the utilization value of an organization. The difference in
the level of performance of two organizations also depends on utilization value of human
resources.
About HRD:
The concept of HRD was first formally introduced by Leonard Nadler in 1969 in a conference
organized by the American society for training and development.
Human resource development is mainly competencies of people and it’s a people oriented
concept.
Factors of HRD include:

 Organizational climate
 Organizational structure
 HRD Climate
 HRD Knowledge and skills to managers
 Human resource planning
 Recruitment and selection
Techniques to mould and develop Human Resource include:
 Performance Appraisal
 Potential Appraisal
 Career planning and Development
 Training
 Management Development
 Organizational Development
 Quality circle
Scope:

The scope of Human Resources Management is vast. All major activities in the working
life of an employee from the time of his entry in to the organization until he leaves, retires, come
under the preview of human resource management.
Now-A-Days Human Resources are also considered as a biggest Asset and even included
in the Balance Sheet in the financial status of an Organization, Which is differentiated as Human
Resource Accounting.
Meaning & Definitions:
Human Resource Management may be defined as a continuous process to ensure the

development of employee competencies, dynamism, motivation and effectiveness in a systematic
and planned way. HRM is a process concerned behavioral changes in the Human Resource in
such a way that they acquire desired level of competence for present and future roles. In other
way, HRM brings about
‘All-Round Development’ of the people so that they can contribute their best to the Organization,
Society and the Nation.
Michael J Jawes defined Resource Management as “Managing the functions of

employing, developing, and compensating human resource resulting in the creation and
developing of human relations with a view to contribute, proportionately to the organizational,
individual and social goals”.
According to P. Subba Rao, “HRM is managing (planning, organizing, directing and

controlling) the functions of employing, developing and compensating human resources resulting
in creating and developing human relations and utilization of human resources with a view to
contribute proportionately to the organizational, individual and social goals.”
Objectives of HRM:

Human Resource Management is a multipurpose process. The primary objective of

Human Resource Development is to ensure the availability of a competent and willing work force
to the organization.
The following are objectives:
1. Provide an opportunity and comprehensive framework for the development of

Human Resources in the Organization for full expression of their talents and manifest
potentials.
2. Develop the constructive mind and overall personality of each employee by
providing training and developmental programs.
3. Develop each individual’s capabilities to perform the present job and to handle
future likely roles.
4. Develop and maintain high motivation level to provide fair acceptable and
efficient leadership of employees.
5. To establish and maintain sound organization structure and desirable working
relationship among all the members of the organization.
6. Develop the sense of team spirit, teamwork, inter-team collaboration and
encourage suggestions from the employees.
7. Develop the organizational health, culture and climate to attain an effective
utilization of human resource in the achievement of organizational goals.
8. Generate systematic information about Human Resources to strengthen and
appreciate human assets continuously.
HRM sub-systems comprise performance appraisal, potential appraisal, career planning,
training, performance counseling, organization development, employee welfare, rewards, quality
of work life and Human Resource Information System.
Emergence and increasing importance of HRM:

Almost all disciplines connected with human element have developed gradually, influenced by all
other areas of knowledge. In the same way Human resource management is influenced by the
dynamic nature of human resources in addition to other areas of knowledge. The field of human
resource management, as it currently exists represents a crystallization of a variety of historical
and contemporary influence”. The approach in particular towards human resource management
has undergone transformation through different stages. And this process of transformation is still
going on. The contributions of Robert Owen, Charles Babbage, F.W. Taylor, and Elton Mayo are
noteworthy on the evolution of Human Resource Management. Robert Owen became concerned
about the evils and in humanity he saw in the process of industrialization. He therefore advocated,
“Developing more attention to the human beings”.
Charles Babbage (1792- 1871) supported Adam Smith’s concept of division if labor
enhancing employees productivity. Viewed through the perspective of management, the scientific
management movement actually created the need for effective personal/ human resource
management. Taylor had perfected Babbage’s ideas between 1856 and 1915. Taylor argued that
the individuals selected to perform the tasks as possible. The famous Hawthorne experiments
conducted by Elton Mayo and his Harvard colleagues during 1930’s and 1940’s demonstrated
that employees productivity was effected not only by the way of the job was designed and the
manner in which employees were rewarded economically, but by certain social and psychological
factors as well. The human relation movement led to the wide scale implementation of behavioral
science technique in industry for the first time which included supervisory training program,
emphasizing support and concern for workers, counseling program for workers etc. The
movement was also influenced by the growing strength of trade unions during the late 1930’s and
1940’s. The rise of unionism during this period was due to the passage of the Wagner Act which
glance workers the legal right to bargain collectively with employees over matters concerning,
wages, job-security, benefits and many conditions of work. Thus slowly it was recognized that
each employees is a unique and highly complex individual with different wants, needs and values.
What motivated one employee may not motivate another, and being happy or feeling good may

have trend towards treating employees as ‘Resources’ emerged. In the year 1936, two
professional bodies were emerged they are The India In statute of Professional Management
(IIPM) with Calcutta as the head quarters and the national Institute of Labor Management
(NILM) with Bombay as the head quarters. These two places were premier centers of traditional
industry in pre-independent India.
Corporate power was sought avowedly as a means of performing the welfare work more
effectively rather than in the Second World War and independence, the welfare needs of the
working class grew along with rising expectations. During the 1960’s in India, the personnel
function began to grow beyond the welfare aspect, with the three major areas of practice i.e.,
Labor welfare, Industrial Relations and Personnel Management.
The accelerated growth of the public sector in the national economy resulted in a shift in
focus toward professional of management. By the 1970, a shift in personnel profession values was
discernible; it was a change from a concern for welfare to concentration efficiency. In 1980’s,
professionals began to talk about new technologies, Human Resource Management (HRM). It is
well recognized everywhere that human competency development is an essential prerequisite for
any growth or development effort. Research, experimentation and experience in the field of HRM
have grown enormously in the last decade.
Human Resource Practice:
The HR practices the organizations should follow are;
 Man power planning

 Recruitment
 Selection
 Induction
 Wage and salary administration
 Performance appraisal

 Providing warfare facilities

 Training of development
 Transfer and promotions
 Safety measures
 Discipline and disciplinary procedures

Micro Labs Ltd.
Company Profile:
Micro Labs Ltd with its associate companies is a multi-faceted drug manufacturing
organization with 9 oral formulation plants, an injectable unit, a bulk drug facility, 4 overseas
offices, a strong distribution network and over 5200 dedicated employees. In addition to the
above, Micro Labs also has the state-of-the-art facilities and R&D centers’ with international
standards, in the suburbs of a beautiful metropolitan city in South India - Bangalore popularly
known as the ‘Silicon Valley’ or the ‘Garden City of India’
Now, under the leadership of Mr. Dilip Surana (Managing Director) and Mr. Anand
Surana (Director), it is a diversified pharmaceuticals manufacturing company with products
ranging from oral solids, oral liquids, topical to injectables. With dedicated plants for penicillin
and non-penicillin categories, Micro Labs has been ranked in top 25 of top 300 pharmaceutical
companies by AC Nielsen ORG. The company is aiming to be in top 10 by 2010.
With a constant aim to excel, the vision of the company is to exceed expectations globally,
placing quality and efficiency at the top end of company values.
About Micro Labs Ltd.:
The Company was established in 1973, with US$ 300 Million Pharmaceutical Company.
It was founded by G.C.Surana; now under the leadership of Dilip Surana & Anand
Surana. It is a strong presence in the Indian healthcare sector.It is a multi-divisional group
with products in various therapeutic segments.The Company’s rank is amongst the top 20
out of 300 Indian pharma companies – ORG-IMS 2009.

Mission:
 We aspire to be amongst top ten Indian pharmaceutical companies by 2010.
 To be a prominent pharmaceutical player in regulated and non-regulated
market.
Vision:
To be a leader in the development, manufacture and sales of the

premium generic & pharma products in the international market.
 To manufacture and market medicines of the finest quality at
affordable prices across the globe.
Driving Force:
 Quality and Service.

 Innovation and Research.
 Strategic Partnerships.
 Transparency in Operations.
 Commitment coupled with determination, dedication and discipline.
Our Strengths:
 Well equipped R&D setup.

 World class, state-of-the-art manufacturing and R&D facilities.
 Dedicated plants for Penicillin, Non-penicillin, Cephalosporin and

Injectable.
 International Accreditations such as Health Canada, UK MHRA,
MCC South Africa, to our facilities.
 Global presence in over 60 countries with supportive regulatory affairs.
Core Values & Beliefs:

 Empowerment
Customer care Integrity
 Networking
 Creativity and Innovation
 Diversity in specialization
We aim to reach greater heights by Micro Labs:
We adopted a challenger mindset and great competence to reach company goals and we
brought a broad product line to market faster and to make profits by promoting our products.
By usage of an aggressive approach to battle cost we achieved our brand position and we
utilized the global power and local know-how.
Advantage Micro:
 Well equipped R& D setup.

 World class manufacturing facilities.
 International Accreditation.
 Strong presence in the Indian sub-continent.
 Strong international presence with a rich experience in documentation procedures.

 Well connected with Regulatory Authorities.
General Rules And Regulations:
1. Shift Timings
 General Shift:
08:30 hours to 17:15 hours (Factory bus leaves by 17:30 hours).
 1st Shift:
06:00 to 14:00 hours
 2nd Shift:
14:00 to 22:00 hours
 3rd Shift:
22:00 to 06:00 hours
2. Food & Transportation

 Lunch is arranged through contractor at cost.
 Tea will be served twice in a shift.
 Vehicle is arranged for shift pick up and drop.
3. Leave Procedure & Policy

 Leave computation is based on a calendar year viz., January to December.
 All employees are eligible for Casual Leave (CL):6, Sick Leave (SL):6 days per year.
 CL can be availed for a maximum period of three days at a time as per the eligibility.
 Those who avail SL for more than 3 days have to produce Medical Certificate while
rejoining duty.
 Those who have completed 1 year of service are eligible for 15 days Earned Leave (EL).
This will be computed from the date of joining.

 CL/SL/EL/C/off cannot be applied availed together.

 Earned Leave has to be taken for prior minimum period of 4 days in a single frequency
with the approval from his/her superior. Earned Leave can be availed maximum of three
frequencies per year.
Compensatory Off:
An employee can avail Compensatory off(C/off), provided he has worked 8 hours
continuously in excess of his working schedule with the approval of his superior. Split hours
of working cannot be combined to avail C/off. C / off to be availed within 30 days. C /off can
be combined to holidays and weekly off but not with both.
4. Dress Code
 Wearing T-Shirts, Jeans and chapples are not permitted.
 Only formal dress i.e., Shirts and trousers to be worn.
 All employees should wear shoes and helmets while entering production area.
 Wear Personal Protective Equipments (PPEs) during operations as per requirement.
 Carrying Flammable material like lighters, match box and Pan Parag, Gutkha, Beedi,
Cigarate, Tobacco is strictly prohibited inside the factory premises.
5. Use of Mobile Phones

 Carrying Mobiles inside the manufacturing area, tank farm and solvent handling area is
prohibited.
 Contractors, Visitors and workers have to deposit their mobile phones at Security Gate
before entering the factory premises.
 Visitors from Head Office/Staff from other units have to deposit the mobile phones at the
Reception before entering the manufacturing area.
6. Personal Hygiene

 All employees will undergo Annual medical check up.

 Those suffering from skin diseases are not permitted to enter the manufacturing area.
 Wash hands with disinfectants prior to entering processing area and Microbiology
laboratory.
 Employees in direct contact with materials, intermediates or products should trim their
nails periodically.
 Men shall trim their hair at regular intervals. The moustache and beard shall be covered
with mask to avoid risk of contamination.
 Employees are expected to report for duty clean and tidy everyday.
 Eating, smoking, spitting, chewing storage of food material and drinks are strictly
prohibited in the manufacturing, storing, warehouse and laboratory.
 Use only dining hall to take food.
7. Eligibility
 Employees are eligible for Medical claim Insurance benefit including family (ie., spouse
and two kids) for non-ESI policy holders.
 Statutory benefits like PF, ESI, Bonus and gratuity for all employees.
 All employees are benefited with ten days Public & Festival holidays.
8. Vehicle Movement
 Park your vehicle at the parking slots.
 Do not park your vehicle in No Parking area.
 Maximum speed limit of any vehicle should not exceed 15 KM/H.
 Vehicle movement is restricted to material delivery beyond vehicle parking area.
Pharmaceutical Industry Profile

A pharmaceutical industry profile covers the main features of pharmaceutical business. Though
the terms ‘profile and report’ are used interchangeably in today, a subtle difference exists between
the two. A profile is a short description, covering all the significant issues, while a report covers a
specific topic in detail. A pharmaceutical industry profile contains the highlights of
pharmaceutical business while the pharmaceutical industry report comprises a more detailed
account of the business.
Now a pharmaceutical industry profile more or less means a pharmaceutical industry report. The
distinction between a profile and a report is, however, maintained in case of companies. Usually,
company profiles contain highlights while company reports, the detailed analysis.
A pharmaceutical industry profile contains the highlights of different facets of pharmaceutical

business such as:
• industry structure
• major markets
• major players.
The pharmaceutical industry profiles can be prepared at the country, region and global levels. A
US pharmaceutical industry profile comprises highlights of the pharmaceutical business in the
USA while a global pharmaceutical industry profile covers pharmaceutical business across the
globe.
A pharmaceutical industry profile usually begins with a broader study of the industry. An ideal
starting point is a detailed pharmaceutical industry report. The preparation of a pharmaceutical
industry profile entails identifying the main points in a report and presenting them crisply with
supporting tables and charts. The process resembles précis writing, but demands much more than
summarising skills. The identification of the key portions of the report, for instance, calls for a
deep knowledge of the pharmaceutical industry. The composition of highlights into a whole, that
provides a good understanding of the industry calls for high level of editorial and design skills.
Now most business research firms focus on preparing detailed pharmaceutical industry reports for
business reasons. Most consumers want knowledge in a nutshell plus the option of digging deeper

if they want to. The report format fits the bill perfectly. For business professionals hard-pressed
for time, the front end of a report contains an executive summary of the entire report. In some
ways, the executive summary is equivalent to a profile. One key difference between a profile and
an executive summary is lack of visuals in the latter. The executive summary relies on words to
get ideas across.
In theory, the executive summary can be sold on a standalone basis, but business research firms
show little inclination to do so because of the time, effort and money involved in preparing
reports. The consumers may not be keen to buy an executive summary either, for the fear of
missing out on details. The pharmaceutical industry is, for instance, a technical industry where
details matter.
Owing to business and market reasons as well as the nature of the industry itself, a
pharmaceutical industry profile has become a rare commodity. Some industry associations and
governments continue to prepare a pharmaceutical industry profile, but such profiles either
resemble reports or contain a lot of promotional material.
Given the rising complexity of pharmaceutical business due to technological advances and
globalization, a report is probably a better medium for communicating ideas. Some online
business research firms have begun to prepare reports in a modular fashion and selling modules
on a standalone basis. In this model, for example, additional detail is just a click away. If this
trend picks up, pharmaceutical industry profiles might make a comeback.
ADVANTAGE INDIA
Competent workforce: India has a pool of personnel with high managerial and technical
competence as also skilled workforce. It has an educated work force and English is commonly
used. Professional services are easily available.
Cost-effective chemical synthesis: Its track record of development, particularly in the area of
improved cost-beneficial chemical synthesis for various drug molecules is excellent. It provides a
wide variety of bulk drugs and exports sophisticated bulk drugs.
Legal & Financial Framework: India has a 53 year old democracyand hence has a solid legal

framework and strong financial markets. There is already an established international industry
and business community.
Information & Technology: It has a good network of world-class educational institutions and
established strengths in Information Technology.
Globalization: The country is committed to a free market economy and globalization. Above all,
it has a 70 million middle class market, which is continuously growing.
Consolidation: For the first time in many years, the international pharmaceutical industry is
finding great opportunities in India. The process of consolidation, which has become a
generalized phenomenon in the world pharmaceutical industry, has started taking place in India.
THE GROWTH SCENARIO

India's US$ 3.1 billion pharmaceutical industry is growing at the rate of 14 percent per year. It is
one of the largest and most advanced among the developing countries.
Over 20,000 registered pharmaceutical manufacturers exist in the country. The domestic
pharmaceuticals industry output is expected to exceed Rs260 billion in the financial year 2002,
which accounts for merely 1.3% of the global pharmaceutical sector. Of this, bulk drugs will
account for Rs 54 bn (21%) and formulations, the remaining Rs 210 bn (79%). In financial year
2001, imports were Rs 20 bn while exports were Rs87 bn.
STEPS TO STRENGTHEN THE INDUSTRY

Indian companies need to attain the right product-mix for sustained future growth. Core
competencies will play an important role in determining the future of many Indian pharmaceutical
companies in the post product-patent regime after 2005. Indian companies, in an effort to
consolidate their position, will have to increasingly look at merger and acquisition options of
either companies or products. This would help them to offset loss of new product options,
improve their R&D efforts and improve distribution to penetrate markets.
Research and development has always taken the back seat amongst Indian pharmaceutical
companies. In order to stay competitive in the future, Indian companies will have to refocus and
invest heavily in R&D.

The Indian pharmaceutical industry also needs to take advantage of the recent advances in
biotechnology and information technology. The future of the industry will be determined by how
well it markets its products to several regions and distributes risks, its forward and backward
integration capabilities, its R&D, its consolidation through mergers and acquisitions, co-
marketing and licensing agreements.
RESEARCH DESIGN
Field of study:
The study is under taken at “MICROLABS API LIMITED” Bangalore.
The title:
A project report on “RECRUITMENT AND SELECTION”.
NEED FOR THE STUDY:

An organizational goal can be achieved when right people are recruited and placed
in the right position by giving necessary training .This fundamental reason for recruitment and
selection to be considered as inevitable for effective working organization. So a need was felt to
conduct a study on recruitment and selection which aim at finding the overall process of the
recruitment and selection conducts at the MICROLABS API LIMITED.
STATEMENT OF PROBLEM:
Human resource is a vital and sensitive resource in any business organization. Today the
business organization should get both external and internal information for its development. This
information with regards to human resource activity helps the management to decide its
manpower policy, training and promotion programmed, motivation schemes, rewards system and

also to control manpower cost. Every organization needs to have well trained and experienced
personnel in order to achieve organizational goals.
This study on recruitment and selection is being conducted to know about the different techniques
applied by the organization to upgrade its manpower strength.
OBJECTIVES:
 To know the factors which affect the recruitment and selection process.
 To get an insight of the technique applied by the organization to employee the right
person at the right job at the right time.
SCOPE OF THE STUDY:
The present study aims at analyzing the recruitment and selection in MICROLABS
API LIMITED. The study has a wide scope in generating good awareness levels, regarding
recruitment and selection in both management and the employees which helps a lot in planning
and implementing the right and suitable policy in organization.
The explores the views expressed by the respondents about the adequacy of
existing system there by critically and providing solution in attempt to better the system.
COLLECTION OF DATA:
Data required for study is collected from both the sources i.e., primary source and
secondary source.

a) PRIMARY DATA:
The primary data was collected from employees of the company
b) SECONDARY DATA:
The secondary data was collected by company reports and from the company website
www.microlabsapi.co.in.
Limitations of the study:
 As the project is prepared for academic purposes only, it suffers from limitation of time
and finance due to which analytical study into all strategies adopted by organization.
 A complete insight into the organization’s policies and strategies was not possible due to
the company’s policy of secrecy on some matters pertaining to finance
 Accuracy of the study is purely based on the available information.

RECRUITMENT DEFINITIONS:
According to the ‘EDWIN B FLIPPO’ recruitment is “the process of searching for prospective
employees and stimulating them to apply for jobs in the organization”.
“It is the process of finding and attracting capable applicants for employment. The process begins
who new recruits are sought and ends when their application are submitted.”
OBJECTIVES OF RECRUITMENT:
 To attract people with multi-dimensional skills and experiences that suits the present and
future organization strategies.

 To induct outsiders with a new perspective to lead the company.

 To infuse fresh blood at all levels of the organization.
 To develop an organization culture that attracts competent people to the company.
 To search or head hunt pounch people whose skills fit the companies values.
 To devise methodologies for assessing psychological traits.
 To seek out non convectional development grounds of talent.
 To search for talent globally and not just within the company.
 To design entry pay that competes on quality but not on quantum.
PURPOSE AND IMPORTANCE:
The general purpose of recruitment is to provide a pool of potential qualified job candidates.
Specifically the purposes are to:
 Determine the present and future requirement 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 visible
under qualified or over qualified job applicants.
 Meet the organization legal and social obligations regarding the compensation of its work
force.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness in the short term and long term.
 Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicant.
RECRUITMENT STRATAGIES:

1) In sourcing or out sourcing:
Companies recruit the candidate employ them trained and develop them and utilize the human
resource of these candidates is called in sourcing.
Some organizations employ and develop the candidates with a view to provide the human
resource to other organization. Some companies depend for their human resource requirement
on such external whose core business is to provide human resource .This strategy is called out
sourcing.
2) Vast and fast source:
The fast developing IT industry and high technology oriented industry invariably require vast
human resource within the short period .The best strategy to get vast human resource
immediately is internet.
RECRUITMENT PROCESS:
Recruitment refers to the process of identifying and attracting job seekers so as to build a poll of
qualified job applicants. The process comprises five interrelated stages.
1) Planning: Involves Translating Likely Vacancies & Info on Nature of Jobs into sets of
Objectives/Targets specifying,
i. Number of Applicants.
ii. Types of Applicants to be contacted.
iii. Number to be contacted.
Organization nearly always plans to attract more than they hire. Recruitment program task reflects
the estimate of number necessary to fill vacancies with qualified ones.

*Types to be contacted:
Type of people to be informed about ‘Openings’ depends on Tasks, Responsibilities,
Qualifications, Experience expected.
2) Strategy Development: Knowing How many & what type of Recruits Needed Serious
consideration given to:
i. Make or Buy.
ii. Technological Sophistication of Recruitment-Selection Devices.
iii. Where to Look.
iv. Sources of recruitment (Internal, External).
i. Make or Buy Decision: Organization to Decide: Make is Hire Less Skilled & Invest in buy is
hire skilled & professionals. Bought-Employees begin immediately while Made-Ones Late-
Starters. High remuneration demand (Buy) may outweigh Benefits
ii. Technological Sophistication: Relates to Methods used in Re-Selection. Use of Computers

Scan Global Sources & video tapes, help both Employers- Job Seekers in initial Screening.
iii. Where to Look: Generally Organization look to National for professional/

managerial, Regional/Local for Techies & Local for Blue-collared.
iv. Sources of recruitment (Internal, External): The sources of recruitment are broadly divided
into internal source and external source. Internal source are the source with in organizational
pursuits. External sources are the source outside organization.
3) Searching: Once Recruitment Plan & Strategy are worked out, Search Process begins. Search
Process has two steps:

a) Source Activation.
b) Selling.
a) Source Activation:
 Sources & Search Methods are activated once Employee Requisition Issued & Verified by
Line Managers.
 If Sources & Method are Well-Planned, Actuation results in Flooded Applications.
 Applicant are screened & invited for Interview.
b) Selling:
It concerns communications. Organization does the lot to Attract but Control to Over-Sell In
selling the Organization, both deserve Attention. Effectiveness of any Recruitment-Advertisement
depends on High & low credibility of Media.
4) Screening: Refers to removal of visibly unqualified. Effective removal, Saves Time & Money.
Ensure Potentially Good Employees are not Lost, Women/ minorities to meet full consideration.
Techniques to screen vary. Interviews/ Application Blanks screen-out Walk-ins. Campus
Recruiters use Interviews/ Resumes.
5) Evaluation & Control: Recruitments consume several costs (salaries, Mgt & Professionals,
Time, Advertisement/ Agency Fees, Supporting Literature, Recruitment Overheads &
Administration Expenses etc.). Evaluation necessary to question if methods are valid & Process

is effective. Statistical Information on Advertisement cost, Recruitment-Process-Time and

Suitability of candidates in selection process is gathered & evaluated. But these are seldom done.
SOURCES OF RECRUITMENT:
Sources of recruitment are broadly divided into internal source and external source. Internal
source are the sources with in the organization pursuits. External sources are sources outside
organization purists.
INTERNAL SOURCE:
Internal source include
 Present permanent employees.
 Present temporary employees.
 Retrenched or retired employees.
 Dependents of deceased, disabled, retired and present employees.
1) Present permanent employees: Organizations consider the candidates from this source for
higher level jobs due to: availability of most suitable candidate for jobs relatively or equally to the
external source, to meet the trade union demands and due to the policy of the organization to
motivate the present employees.
2) Present temporary: Organization finds this source to fill the vacancies relatively at the lower
level owing to the availability of suitable candidates or trade union pressures or in order to
motivate them on the present job.
3) Retired employees: Generally, a particular organization retrenches the employees due to lack
of work. The organization takes the candidates for employment from the retrenched employees
due to obligation, trade union pressure and the like. Sometimes, the organization prefers to re-

employ their retired employees as a token of their loyalty to organization or to postpone some
interpersonal conflicts for promotion etc.
4) Dependents of deceased, disabled, retired and present employees: Some organizations

function with a view to developing the commitment and loyalty of not only the employees but
also his family members and to build up image and provide employment to the dependents of
deceased, disabled and present employees. Such organizations find this source as an effective
source of recruitment.
EXTERNAL SOURCE:
External source includes
 Campus recruitment: companies realize that campus recruitment is one of the best sources
for recruiting the cream of the new blood. Different types of organization like industries,
business firms, and services organization, social or religious organization can get in
experienced candidates of different types from various educational institutions.
 Private employment agencies/consultant: Private employment agencies or consultants like
ABC. Consultant in India performs the recruitment functions on behalf of a client
company by charging fee.
 Public employment exchange: The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates.
 Professional organization: Professional organization or associations maintain complete
bio-data of their member and provide the same to various organizations on requisition.
 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. It will become other sources and the company can get the
particulars as and when it needs to recruit.

 Casual applicants: Depending up on the image of the organizations, its prompt response,
and participation of the organization in the local activities, level of unemployment
candidates apply for the jobs through mail or hand over the applicant to the personnel
department. This would be a suitable source for temporary and lower level jobs.
 Similar organization: Generally experienced candidates are available in organizations
producing similar products or are engaged in similar business. .the management can get
suitable candidates from this source. This would be most effective source for executive
positions and for newly established organizations or diversified or expanded organization.
 Trade unions: Generally, unemployed or unemployed persons or employees seeking
change in employment put a word to the trade union leaders with view to getting suitable
employment due to latter’s intimacy with management. As such the trade union leaders
are aware of the availability of candidates in the view of this fact and in order to satisfy
the trade union leaders, management enquire trade union for suitable candidate.
RECRUITMENT TECHNIQUES: Recruitment techniques are the means or media by

which management contracts prospective employees or provides necessary information or
exchanges ideas or stimulates them to apply for the jobs. Management uses different types of
techniques to stimulate internal and external candidates. Techniques are classified as traditional
and modern techniques.
Traditional techniques include:

1. Promotions.
2. Transfers.
3. Advertising.
Promotions: most of the internal candidates would be stimulated to take up higher

responsibilities and express their willingness to be engaged in the higher level jobs if management
gives them the assurance that they will be promoted to the next higher level.

Transfers: employees will be stimulated to work in the new sections or place if the management
wishes to transfer them to the places of their choice.
Advertising: advertising is widely accepted technique of recruitment, through it mostly provides

one way communication. It provides the candidates in different sources, the information about the
job and company and stimulates them to apply for jobs. It includes advertising through different
media like newspapers, magazines of all kinds, radio, and television etc., the technique of
advertising should aim at:
i) Attracting attention of the prospective candidates.

ii) Creating and maintaining interest.
iii) Stimulating action by the candidates.
Management in order to achieve these objectives of advertising has to:

 Analyze job requirement.
 Decide who does what
 Write the copy.
 Design the advertisement
 Plan and select the media and
 Evaluate response.
Modern techniques:
Modern recruitment techniques to stimulate prospective employees to apply for jobs in the
company include:
1) Scouting.
2) Salary and Perks and
3) ESOPs.

Scouting: Scouting means sending the representations of the organization to various sources of
recruitment with a view to persuading or stimulating the candidates to apply for jobs. The
representatives provide information about the company and exchange information and ideas and
clarify the doubts of the candidates.
Salary and Perks: Companies stimulate the prospective candidates by offering higher level
salary, more perks, quick promotions etc.
ESOPs: Companies recently started stimulating the employees by offering stock ownership to the
employees through their employees stock ownership program.
Recruitment techniques
Traditional techniques Modern techniques
1. Promotions 1.scouting
2. Transfers 2.Salary & perks
3. Advertising 3.ESOPs
Factors Affecting Recruitment:
Many factors affect the Recruitment program. The factors can be classified as organizational or
internal factors and environmental or external factors.
A) Organizational Factors:

Several factors influence the success or failure of a Recruitment program. Some of them are
described below.
 A major factor that determines the success of a Recruitment program is the reputation of
the organization. An organization’s reputation depends on its size, area of business, profitability,
management etc., in addition to its philosophy and values. For example, a profitable firm known
for its strong values would attract a better response to a Recruitment drive than a loss-making
firm, known for its lack of values.
 The organizational culture and the attitude of its management towards employees also
influence a candidate’s decision to apply to an organization. An organization that is
known for its employee friendly policies would certainly be preferred over an orthodox
and rigid organization.
 Another factor that contributes to the success of a Recruitment program is the

Geographical location of the vacant position. Prospective candidates might not be eager to
work in a remote place unless they belong to that place.
 The amounts of resources allocated also determine the success of a Recruitment drive.
Allocation is in turn dependent on the critically of the vacant position and the time
available to fill the position. For example, if a critical position in an organization needs to
be filled in a month time, substantial resources may have to be allocated to the task. In
contrast, if a non-critical position were to be filled up in three month’s time the quantum
of resources to be allocated for the recruitment would be much lower
 The channels and methods used to advertise the vacancy also determine the success of a
Recruitment program. The reach of advertising has to be wide and its effect deep enough
to attract the right talent.
 The emoluments that the company offers also influence the decision of a candidate and
thereby the success of the recruitment program.
B) External factors:

Apart from the organizational/internal factors, some external/environmental factors also

determine the effectiveness of a recruitment program. Some of them are mentioned below.
The situation in the Labor market, the demand for manpower, the demographics, the knowledge
and the skill set available all determine the response to a recruitment programmed. For example,
if there are more fresh engineering graduates available in the job market then a firm looking for
fresh engineering graduates might get a phenomenal response.
The stage of development of the industry to which the organization belongs also influences the
results of a Recruitment program. Culture, Social attributes and beliefs also impact the
effectiveness of a Recruitment program. Finally, the law of the land and the legal implications
involved also play a role in designing a Recruitment program and determining its effectiveness.

Personnel Requisition Form
From : _________________ To : ______________
Dept : __________________ Position : ______________ Date: _____________

No of Personnel required ____________ When needed:__________________________
(Specify date)
Addition Permanent ____________ Replacement Permanent __________________
Temporary Temporary ___________________
New Position _____________(Attach justification note)
If temporary, number of months ___________________
If addition, state reasons

__________________________________________________________________________________
_________________________________________________________________________________
What would happen if this vacancy is not filled?

_____________________________________________________________________
Can any other employees from the existing workforce be selected for doing the job?
______________________________________
__________________________________________________________________________________
If replacement, give the name/s of replaced

employee/s:__________________________________________
StateSVIM, S.D.G.S, College, Hindupur 32Position

Title/Designation:_______________________________________________________________
JOB SPECIFICATION
Educational Sex Age Experience Salary

Qualification
Min Years Nature
Max
Raised By Verified & Acknowledged by Approved
Department Head Head HR Sr. General Manager
Authorized By: Head of QA Sign / Date: Page 1 of 1
SELECTION:
After identifying the sources of human resource searching for prospective employees and
stimulate them to apply for jobs in an organization, the management has to perform the function
of selecting the right employees at the right time.

Selection involves choosing personnel to fill specific jobs in the organization on the basis
of educational qualifications, training, skills, abilities and personality of the person available for
the jobs. Selection is necessary because some of the applicants may not be suitable for the jobs in
the enterprise. Hence the process of selection is a negative process as more candidates are rejected
than hired in contrast with the positive program of recruitment which seeks to induce as many
persons as possible to apply for a job in an enterprise.
THE SELECTION PROCEDURE CANNOT BE EFFECTIVE UNTIL AND UNLESS:

1. Requirement of the job to be filled, have been clearly specified.
2. Employee specification [physical, mental, social] have been clearly specified.
3. Candidates for screening have been attracted.
SIGNIFICANCE OF SELECTION PROCESS:

Selection of personnel to man to organization is a crucial complex and continuing
function. If right personnel are selected, the remaining functions of personnel management will be
at optimum level and employer and employee relation will be congenial .If faulty selection is
made the employee will be a liability to the organization.
SELECTION PROCESS:
Selection is a long term process commencing from the preliminary interview of applicants and
ending with the contract of employment. In practice, the process differs among organizations and
between two different jobs with in the organization. Selection procedure for senior managers will
be long drawn and rigorous but it is simple and short for the low cadre employees.
PROCEDURE FOR SELECTION:
The main purpose of selection is to find out the right man for the right man. A
typical selection procedure has seven steps. Each step has a purpose and represents a technique to
bar the candidate.

According to “E. B. Filippo”. There are 8 steps in personnel selection:
1) Preliminary interview: This is essentially sorting process in which prospective

candidates are given the necessary information about the nature of the job and the
organization necessary information also obtained from the candidates about their
education, skills, expected etc. suppose if the candidate is found suitable is selected for the
further screening.
2) Application blank: The application form is a basic tool in the selection process. It
provides information about the applicants to make the employer evaluate the candidate’s
suitability. It is the starting point of selection process. Small firms design no application
forms and ask the person to write details about their age, education, work experience, sex,
and material status on a paper. However, big companies use various types of application
forms for various jobs. An application form consists of following information.
 Identifying information-name, address, telephone number etc.
 Personnel information, age, place, of birth, material status.
 Physical characteristics -height, weight, eyesight.
 Family back ground
 Education -academic, technical, professional
 Experience-jobs held, duties performed, salaries drawn.
3) Reference checks: Reference checks are those, which are mentioned to the applicants, the
names and address of those persons who know him well. An employee normally makes a
investigating on the reference supplied by the person and searches into his part
employment behavior when any problem arises.
4) Employment tests: Applicants who can screen and preliminary interview are called for
selection test. A test provides a systematic process of comparing behavior, attitudes and

performance of two (or) more persons. Tests are helpful in better matching of job and the
candidates.
Types of testing (I, A, I, A, P)
 Inelegance test
 Aptitude test
 Interest test
 Achievement test
 Personality test.
5) Employment interview: An interview is an oral conversation between two persons. It
involves a personal, observational and face to face appraisal of persons for employment.
Interview is an essential element of selection and no selection procedure is completed with
out one (or) more personal interviews. It serves 3 purposes:
1) Obtaining information about the back ground education training and interest
of the person.
2) Giving information to persons about the company job and personal policies.
3) Establishing a friendly relationship between the employees and the person.
Principles of interviews:
 Preparation.
 Setting:
a) Physical setting.
b) Mental setting.
 Conduct of interview.
 Close.
 Evaluation.
 Approval by supervisor.
 Physical/medical examination.

 Induction.
6) Approval by the supervisor: At this point, the third interview is conducted we preserve
the equality of authority, responsibility. The supervisor can generate the personality,
ability and other qualities. In the most of the organizations, selection processes carried out
by the human resource for departmental the candidates who are shortly listed by the
departments are finally approved by the executives of the concerned department.
7) Physical examination: Applicants who have crossed the above stages are sent for
medical/physical examination either to the companies physician(or)to a medical officer to
examine whether the candidate is physically fit for the job(or)not(or)whether the candidate
have any health problem.
It has three objectives
i. To know physical capabilities of an applicant.
ii. To prevent communicable diseases.
iii. To protect the company against unwarranted compensation claims under
compensation grounds.
8) Indication/orientation: If the physical examinations has been passed successfully the

employees is hired, than the induction function immediately follows.
RECENT TRENDS IN SELECTION:

New trend have been emerging in selection techniques along with other areas of
human resource management. The recent trends in selection include:
1. Selection by invitation.
2. Leasing.

3. 360 degree selection program.
SELECTION BY INVITATION:
Management observes the performance of key executives of competitors. If the
performance of the key excellent then the management invites such key executives to the
organization by offering better salary and benefits.
LEASING:
Presently the organization needs to employ specialists to take up the highly skilled jobs. In
fact the changes in the technology demands highly skilled employees. It would be very
difficult to small organization to employ the skilled employees as they demand high pay.
Added to such employees may not have much work. These factors enabled consultancy
organization to employ experts and depute these employees to the needy companies on
lease. This type of arrangement is beneficial to the consultants, employees on lease and
the industrial organization.
360 DEGREE SELECTION PROGRAMME: Normally superiors administer the

selection tests and interviews .They judge the fit between the job and the candidates. But,
the employee skills, knowledge and performance affect not only superiors but also
subordinates at the same level. Hence, the organization started involving the subordinates
and the employees of the same level in administering the employment tests and
interviews.
Observation in Micro labs
Analysis of Recruitment and Selection in Micro labs:
“Ask leaders what their biggest challenge is, and you get the same
answer: finding, attracting and keeping talented people. Ask talented

people what their biggest career challenge is and you will hear the same
refrain: finding good people to work with and to work for”.
Attracting new talent to the organization is a key task, especially when the
talent in question is in short supply. Recruitment needs to take its place within the
HR cycle as one strategy among others in a changing market place. Other strategies,
such as developing current staff, should not be neglected in favour of external
recruitment. Recruitment should ideally not be focused proactively on bringing into
the organization the kind of skills and experience, which cannot easily be built from
within. With too little external recruitment organizations processes and staff can
start to stagnate. Conversely, if recruitment from outside is the only means by which
senior positions are filled, internal candidates soon realize that they must leave the
organization, if they want to be promoted. A well-designed recruitment process can
attract good candidates and give the employer useful indications of future
performance. Candidates are usually more positive about the organization if they
can see a clear link between the recruitment process and job. Structured interviews,
using behavioral and critical incident interviewing can be helpful as they allow
specific job related areas.
Pschycometrics, which is relevant to the work content and realistic simulation, can
also be useful. Simulation in particular allows managers to see a candidate
performance at first hand.
In essence, the successful attracting and recruiting of new talent means that the
needs and offers of both the organization and the individual need to hurry up. The
‘fit’ has to be in right terms of skills and experience as well as values and needs. It is
therefore important that both parties are as far as possible throughout the
recruitment process. There will inevitably be process of negotiation around those
respective needs, usually overpaid or the type and level of work on offered.

Company is selecting Msc into the company rather than degree candidates.
Company will accept the resumes and analysis with the main branch of the company
and then call letter will be sent to the candidates.
Recruiting the persons
Recruiting has become a common practice with companies nowadays. There is always a
requirement of professionally qualified and skilled staff in any organization. With the increasing
demands of the industry, there is not enough time to get into the complexities of selecting a
candidate. This is where an outsourcing of manpower comes in.
Organizations both large and small are largely hiring companies to provide them with outsourced
manpower. They no longer want to get into the hassles and the long process of recruiting.
Companies providing outsource of manpower take care of everything for their clients. They will
browse through loads of profiles, short-list candidates, call them, test their skills according to the
specified requirement and then pass them on to their clients. There are certain skills that are
required for this kind of work. A professional should have excellent Communication skills, the
ability to judge people, a good power of understanding and grasping. It is only then that he or she
can select candidates for its clients.
There is a two way responsibility. Firstly to provide skilled manpower to their clients and
secondly to provide good opportunities to the candidates who apply through them. This means a
lot of responsibility and there has to be clarity from both ends to enable the manpower staffing
companies to provide the right results to both its counterparts. It may sound easy but it is a
difficult task.

Q-Plus learning has a team of efficient and experienced people who have excelled in outsourcing
manpower according to the requirements of their clients. Their effort is to benefit both the client
and the candidate with a position which is up to the mark for both.
RECRUITMENTPROCESS
 The HR department receives the requisition list from the employees of
various departments of the company.
 The requisition form consists of jobs to be filled, number of persons to
be employed, duties to be performed, skills and knowledge abilities,
qualifications and conditions of employment, time period for joining
the duties.
 This step relates to identification of sources, their locations or areas.
 Thos step involves motivating the prospective candidates to apply for
the job by providing the information of job, pay scale, allowances,
future prospectus, terms and conditions of employment.
 This step involves stimulating the prospective and suitable candidates
to apply for the job by providing additional information to the
candidates and procuring the application from the candidates.
 Evaluate the effectiveness of the step involves motivating the
prospective process.

Application for Employment
Position Applied For _______________________
Referred By ______________________________
Personal Data
NAME: Mr./Miss/Mrs./Dr.
Surname Middle Name First Name
PRESENT ADDRESS
City State

Phone Phone 2
1
PERMANENT ADDRESS
City State
Phone Phone 2
1
E-mail ADDRESS
DATE OF SEX Male

BIRTH
NATIONALIT NATIVE PLACE

Y

MARITAL Single Married Divorced Widowed

STATUS
DATE OF `NUMBER OF CHILDREN

MARRIAGE
FAMILY BACKGROUND
RELATIO NAME DATE OF OCCUPATI IS HE / SHE

N BIRTH ON DEPENDENT ON YOU
FATHER YES NO
MOTHER YES NO
SPOUSE YES NO
BROTHER YES NO
SISTER YES NO
Educational Data

1. EDUCATION (Please start From S.S.C Onwards)
COURS UNIVERSIT YEAR DEGREE CLASS / SPECIALIZATIO

E Y / BOARD / % N
FROM TO
DIPLOM
A
Explain breaks if any:________________________________________________

________________________________________________________________________-
______________________________________________________________

4. TRAINING / PROFESSIONAL COURSE DETAILS
PROGRAM DURATIO YEAR ORGANISED

N
EXPERIENCE DATA
Please draw the organizational chart of your last organization, specially indicating your position,
designation and grades of people to whom you report as well as your peer’s equivalent to you.

Yes No Joining
Are you presently employed?
COMPANY PERIOD POSITION HELD LOCATI JOB REASONS

NAME ON PROFI FOR
FRO TO STARTI LEAVI
LE LEAVING
M NG NG
/ BREAK

Current remuneration (Gross per annum) Rs.
Components Rs. (Per Month) Rs. (Per Benefits Rs. (Per

Annum) Annum)
Basic Medical
Dearness Leave Travel

Allowance Allowance
Conveyance Bonus
House Rent Provident Fund
Education Superannuation
Lunch Any Other Specify
Any Other
Specify
Total Total
Salary Expected: _______________________
Mention in Brief the following:
Your achievements

Your aspirations
What makes you the best choice for this job?

______________________________________________________________________________
________________________________________________________________________
Hobbies
______________________________________________________________________________
_______________________________________________________________________
Any Other Information

______________________________________________________________________________
________________________________________________________________________
General Data
1. Are any of your relatives employed by Micro Labs Ltd.? Yes No
If yes, then specify:
Name Relation
Yes No

2. Have you applied to Micro Labs Ltd. before?
If Yes, for:
Position On
Date
Yes No
3. Have you been employed by Micro Labs Ltd. Before?
If Yes, for:
Position On
Date
4. If selected, when can you join the company?
Yes No
5. Were you convicted in any criminal offence? If yes give details

______________________________________________________________________________
_______________________________________________________________________
6. References
Name Designation & Phone Number Period Known Capacity

Company

I hereby test that, all the foregoing information is true and correct to the best of my
knowledge and belief, and I accept that if any information is subsequently found to be false. I will
be liable for immediate disqualification or dismissal from service without any notice or liability
accruing to the company in this regard.
Signature of the Applicant
Date
Interviewer’s Remarks
Division ______________________ Designation___________________

Trainee Probationer
Function _____________________ Status
Location______________________
Signature of Dept. Head Signature of HR Head Signature of
Divisional/ Unit Head
FINDINGS

 Micro labs API attract respondents through advertising in newspapers, through telecalling
and through references.
 Organization takes sufficient time to provide the applications of applicant and subsequent
to send the call letter.
 Salary package plays an important role in attracting the candidate for a particular job
profile.
 It was noticed that the recruiters are looking for the experience candidates only.
 The recruiters will use technical test for selection procedure to select the candidates.
 It was also found that job portals are using as a major source for recruiting the candidates.
 The recruiters will inform the interview date and time to the candidate through making
calls to the candidate.
 Post graduates and experienced candidates are preferred into the Labs.
SUGGESTIONS

 Information regarding any interviews and other openings at various platforms should be
disclosed to the candidates earlier.
 The gap between recruitment and selection should be short otherwise the candidate
interest will lose and he may join in any other organization.
 Candidates expecting pay package is clarified at the time of initial screening.
 The recruiters also consider the fresher and skilled persons.
 The organization’s job site is to be improved. Because most of the associates will
approach through internet only. The organization can make use the website as recruitment
bran.
 Can take Fresher’s also.
 Can go to campus recruitment for better options.
CONCLUSION:

Recruitment represents the first contact that a company makes with the potential
employee. It is through the recruitment that many individuals will come to know
about the company and eventually decide whether they wish to work for it. Thus the
effectiveness of the recruitment process will play a major role in determining the
resources that must be expanded on the other HR activities and their ultimate
success. Recruitment of efficient and competent candidates helps in increasing the
productivity and reputation of the organization. Micro labs is successful in attracting
the right pool of candidate by having the good recruitment policy as its has a direct
impact on the progress and development of the organization.

BIBLIOGRAPHY
Books Authors
Personal Management C.B.Memoria.
Essential of Human Resource Management P.Subbarao
Human Resource Management K.Ashwthappa.

WEBBLIOGRAPHY
www.google.com
www.microlabsapi.co.in

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Recruitment and Selection

HUMAN RESOURCE MANAGEMENT

 Employing the people

SVIM, S.D.G.S, College, Hindupur 1

Factors of HRD include:

SVIM, S.D.G.S, College, Hindupur 2

Meaning & Definitions:

Human Resource Management may be defined as a continuous process to ensure the

Michael J Jawes defined Resource Management as “Managing the functions of

According to P. Subba Rao, “HRM is managing (planning, organizing, directing and

SVIM, S.D.G.S, College, Hindupur 3

Human Resource Management is a multipurpose process. The primary objective of

The following are objectives:

1. Provide an opportunity and comprehensive framework for the development of

Emergence and increasing importance of HRM:

SVIM, S.D.G.S, College, Hindupur 4

SVIM, S.D.G.S, College, Hindupur 5

Human Resource Practice:

The HR practices the organizations should follow are;

 Man power planning

SVIM, S.D.G.S, College, Hindupur 6

 Providing warfare facilities

SVIM, S.D.G.S, College, Hindupur 7

Micro Labs Ltd.

About Micro Labs Ltd.:

SVIM, S.D.G.S, College, Hindupur 8

 We aspire to be amongst top ten Indian pharmaceutical companies by 2010.

 To be a prominent pharmaceutical player in regulated and non-regulated

To be a leader in the development, manufacture and sales of the

 Quality and Service.

 Commitment coupled with determination, dedication and discipline.

 Well equipped R&D setup.

SVIM, S.D.G.S, College, Hindupur 9

Core Values & Beliefs:

We aim to reach greater heights by Micro Labs:

 Well equipped R& D setup.

SVIM, S.D.G.S, College, Hindupur 10

 Well connected with Regulatory Authorities.

General Rules And Regulations:

2. Food & Transportation

3. Leave Procedure & Policy

SVIM, S.D.G.S, College, Hindupur 11

 CL/SL/EL/C/off cannot be applied availed together.

5. Use of Mobile Phones

SVIM, S.D.G.S, College, Hindupur 12

 All employees will undergo Annual medical check up.

Pharmaceutical Industry Profile

SVIM, S.D.G.S, College, Hindupur 13

A pharmaceutical industry profile contains the highlights of different facets of pharmaceutical

SVIM, S.D.G.S, College, Hindupur 14

SVIM, S.D.G.S, College, Hindupur 15

THE GROWTH SCENARIO

STEPS TO STRENGTHEN THE INDUSTRY

SVIM, S.D.G.S, College, Hindupur 16

The study is under taken at “MICROLABS API LIMITED” Bangalore.

A project report on “RECRUITMENT AND SELECTION”.

NEED FOR THE STUDY:

SVIM, S.D.G.S, College, Hindupur 17

SVIM, S.D.G.S, College, Hindupur 18

The primary data was collected from employees of the company

Limitations of the study:

SVIM, S.D.G.S, College, Hindupur 19

From : ___ To :

Dept : ____ Position : Date: _

No of Personnel required When needed:______________

Addition Permanent Replacement Permanent ______