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Hsn international pharmaceutical industry

Hsn international pharmaceutical industry



HR Project on Recruitment and Selection at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.

HR Project on Recruitment and Selection at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.



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    Hsn international pharmaceutical industry Hsn international pharmaceutical industry Document Transcript

    • SUMMER TRAINING REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF POST GRADUATE DEGREE IN<br />MANAGEMENT<br />RECRUITMENT AND SELECTION<br />IN<br />HSN INTERNATIONAL<br />SUBMITTED BY:<br />Naveen Kumar Sah<br />MBA (2010-2012) <br />Enrollment No.:A30101910019<br />INDUSTRY GUIDE: FACULTY GUIDE:<br />Mr. Rajesh Bhoreny Mrs. Aprajita Das Gupta<br />HR Manager, (Lecturer and Training Guide)<br />HSN INTERNATIONAL,<br />2327910274955Haridwar (Uttarakhand)<br />AMITY GLOBAL BUSINESS SCHOOL, NOIDA<br />AMITY UNIVERSITY – UTTAR PRADESH<br />DECLARATION<br />I hereby declare that the project title “ RECRUITMENT AND SELECTION IN HSN INTERNATIONAL ” submitted by me, under the guidance of Mr. Rajesh Bhoreny, in partial fulfillment of the requirement for the award of “Master of Business Administration of Amity Global Business School, Noida” is the original work of mine and no part of this report has been submitted earlier to any university or institution for the award of any other Degree, Diploma, Fellowship or any titles and the work has not been published in any Journal, Magazine, Periodicals or Newspaper as an article or research paper.<br /> Place: HSN INTERNATIONAL, NAME: <br /> HARIDWAR NAVEEN KUMAR SAH<br /> Date: 14/08/11<br />PREFACE<br />This project report is the result of training. Internship is an integral part of the MBA course, which the student has to undergo and it aims at providing a firsthand experience of the industry to the students. This practical experience helps the students to view the real business world closely, which in turn widely influences their concepts and perceptions about the corporate world. <br />This Project work has helped me understand the practical aspect in the corporate world and correlate the theoretical concepts better. I was really fortunate for getting an opportunity to have this learning experience with HSN INTERNATIONAL. <br />The project assigned to me was Recruitment and Selection and it required an extensive study to gather the information. It provided me a great deal of exposure and I found practical application of various concepts more Interesting than the theoretical learning.<br />ACKNOWLEDGEMENT<br />I express my sincere gratitude to my industry guide Mr. Rajesh Bhoreny, HR Manager, HSN International, for his able guidance, continuous support and cooperation throughout my project, without which the present work would not have been possible.<br />I would also like to thank the entire team of HR Department of the company, for the constant support and help in the successful completion of my project.<br />Also, I am thankful to my faculty guide Prof. Aprajita Das Gupta of my institute, for her continued guidance and invaluable encouragement.<br /> (Naveen Kumar Sah)<br /> <br /> TABLE OF CONTENTS<br /> <br /> Chapter No. Subject Page No.<br /> 1.0 Executive Summary 6 <br /> 2.0Industrial Profile 8<br /> 3.0 Company Profile 11<br />
      • Review of literature on the industry
      • Major Company
      • SWOT analysis
      4.0 Literature Review on Recruitment and Selection 15<br /> 5.0 Research Methodology 29<br />
      • Primary Objective
      • Research Design
      • Sample Design
      • Scope of the Study
      • Limitations
      6.0 Data Collection 32<br />
      • Primary Data
      • Secondary Data
      • Data Analysis and Interpretation
      7.0 Finding, Conclusion and Suggestion 50<br /> 8.0 Issues and challenges facing the organization 53<br /> 9.0 Bibliography 55<br /> 10.0 Annexure 57<br /> 11.0 Synopsis of the project 62<br />
      • Chapter No. 1
      Executive Summery <br />The project titled “RECRUITMENT AND SELECTION” undertaken in HSN International. <br />HSN International is a Pharmaceutical firm. This company is working for CIPLA, RANBEXY, LUPIN, and ABBOTT. <br />This company manufacture the medicine like Lupisulide-P, Lupipara-500, Lupispas plus, Couf-Q, Aspro, Maxofen plus, Roniflam, Defenac-P, Welset.<br />The project report is about recruitment & selection which is an important part of any organization. This is considered as a necessary asset of a company. In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization.<br />It gives an organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. <br />There are two types of factors that affect the Recruitment of candidates for the company:<br />Internal factors<br />External factors <br />The objective of selection decision is to choose the individual who can most successfully perform the job during their working hour and also fulfill the qualification criteria. Selection process is typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.<br /> <br />Chapter No. 2<br />INDUSTRY PROFILE<br />The Indian Pharmaceutical Industry today is in the front rank of India’s science-based industries with wide ranging capabilities in the complex field of drug manufacture and technology. From simple headache pills to sophisticated antibiotics and complex cardiac compounds, almost every type of medicine is now made indigenously. <br />In terms of volume India's pharmaceutical industry is now the third largest in the world. Its rank is 14th in terms of value. Between September 2008 and September 2009, the total turnover of India's pharmaceuticals industry was US$ 21.04 billion. The pharmaceutical industry is growing at about 8 to 9 percent annually.<br />Leading Pharmaceutical Companies<br />In the domestic market, Cipla retained its leadership position. Ranbaxy followed next. Other leading companies in the Indian pharma market in 2010 are:<br />Sun Pharma (25.7%)<br />Abbott (25%)<br />Zydus Cadila (24.1%)<br />Alkem Laboratories (23.3%)<br />Pfizer (23.6 %)<br />GSK India (19%)<br />Piramal Healthcare (18.8 %)<br />Lupin (18.6 %)<br />Characteristics of Indian Pharmaceutical Industry<br />The Indian Pharmaceutical sector is highly fragmented with more than 20,000 registered units. The pharmaceutical industry in India meets around 70% of the country's demand for bulk drugs, drug intermediates, pharmaceutical formulations, chemicals, tablets, capsules, orals and injectibles. There are about 250 large units and about 8000 Small Scale Units, which form the core of the pharmaceutical industry in India (including 5 Central Public Sector Units).<br />Manufacturers are free to produce any drug duly approved by the Drug Control Authority. Technologically strong and totally self-reliant, the pharmaceutical industry in India has low costs of production, low R&D costs, innovative scientific manpower, strength of national laboratories and an increasing balance of trade.<br />Classification<br />A sampling of classes of medicine includes:<br />Trentyxicyls: reducing headache (sexual appetite/erectile disfunction)<br />Antipyretics: reducing fever (pyrexia/pyresis)<br />Analgesics: reducing pain (painkillers)<br />Antimalarial drugs: treating malaria<br />Antibiotics: inhibiting germ growth<br />Antiseptics: prevention of germ growth near burns, cuts and wounds<br />HSN International<br />This industry is manufacturing the capsules, tablets and cough syrup. They are mainly manufacturing the Antipyretics and Analgesics. Under that category they are manufacturing the Lupisulide-P, Lupipara-500, Lupispas plus, Couf-Q, Aspro, Maxofen plus, Roniflam, Defenac-P, Welset.<br />Supply that tablets and capsules for Cipla, Ranbexy, Lupin and Abbott.the total turnover of hsn international is 40 to 45 crore.<br />SWOT Analysis<br />
      • Strengths:
      • Population
      • Cost
      • Man Power
      • World-class process development labs
      Weakness:<br /> low barriers to entry<br /> Production of duplicate drugs<br /> Lack of strategic planning<br /> Ability of trend workers<br />
      • Opportunity:
      • Foreign market
      • Threats:
      • Competition from MNCs
      • Government policy
      • Chapter No. 3
      HSN International <br />HSN International is a healthcare company in Haridwar, Uttarakhand (INDIA) established and formed in the year 2007 by Mr. H S Nag & Mr. Deepak Jain. <br />Sprawled over an area of about 32400 sq. ft. HSN is an independent state of the art manufacturing unit having huge capacity to manufacture million tablets and capsules per day. They are an emerging Pharmaceutical firm with an aim to provide the purest form of medicines at an affordable price. They are focusing towards making the life healthier. There work as it is not just health care but it has everything to do with human care.<br />Mission<br />To place ourselves on top of this Parma industry with innovative approaches and providing top class services to our clients. Further to strive hard to ensure the sustainability through our constant efforts and innovation.<br />Value<br />We are passionate about improving the standard of living and saving life. We value our work as it is not just health care but it has everything to do with “Human Care”.<br />Production Department<br />The production department of HSN International comprises of systematically built process areas/sections having hi-tech modernalised machineries confirming to the highest manufacturing demands of quality, speed and precision and manned by technocrats and well trained persons.<br />The main production activity is confined to manufacture of Tablets, Capsules, Oral liquids and Ointments. These include generic/ Pharmacopoeia products and Patent products.<br />Quality Assurance<br />The quality assurance department of HSN International is amongst those of very few companies who have earned for themselves a niche the field of national/international quality. This is consistent endeavor which is achieved by exercising strict check at each and every stage of on floor manufacturing and packing.<br />All evaluation of procedures and validations are done by the Quality Assurance Department.<br />Quality Control<br />The quality control of HSN International is equipped with the latest and most sophisticated instruments and equipments meets to national and international quality standards.<br />The quality tests from the starting Raw/Packing material to semi-finish/finished product at each and every step as per the Pharmacopoeia standards to confirm the quality and purity.<br />Specifications, Standard Test Procedures and Method of analysis are prepared by Quality Control & finally reviewed and issued by Quality Assurance.<br />Stores<br />All raw and packaging materials are received at the stores & separate storages areas available for receiving material, under test material, approved material & rejected material.<br />All materials are stored in respective warehouse as per the stored in respective warehouse as per the storage conditions prescribed by the manufacture.<br />Utility<br />Air Handling Units are provided for each and every operational area in a way to avoid the cross contamination. Each floor has separate air handling unit with the pressure balancing arrangement to eliminate any possible cross contamination of the products.<br />The corridors are also environmentally controlled and are at positive pressure as compared to the individual rooms to prevent any ingress of air/powder from each room to the corridors. <br />The individual process area is designed to have a temperature varying from 25oC 2oC and relative humidity less than 45% RH.<br />The purified water plant and distribution system as per WHO norms.<br />Major Company<br />
      • Rohini Chemical Limited
      SWOT Analysis <br />SWOT stands for strengths, weaknesses, opportunities, and threats. Strengths and weaknesses are internal factors. Opportunities and threats are external factors. We can control the strengths and weaknesses while opportunities and threats can’t be control.<br />Strengths:<br />
      • Cost advantages
      • Quality
      • Raw material in bulk
      • Good reputation among the suppliers
      Weaknesses:<br />
      • Ability of Labors
      • Transportation
      • Labor Union
      Opportunities:<br />
      • Removal of Trade barriers
      Threats:<br />
      • Increasing in trade barriers
      • Taxation may be introduced
      • Criteria of Labors
      • Labors Strikes (Labor Unions in Sidcul Area)
      Chapter No. 4<br />Literature Review on Recruitment and Selection<br /> <br />
      • Introduction:
      • The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper.
      • In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind.
      • Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment.
      • Some people use the term “Recruitment” for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process.
      • Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).
      • Formal definition of recruitment would give clear cut idea about the function of recruitment.
      Definition: <br />Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.”<br />Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” Recruitment is a ‘linking function’-joining together those with jobs to fill and those seeking jobs. <br />It is a ‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter.<br />In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out.<br />Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.<br />Purpose: <br />The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: <br />
      • Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities.
      • Increase the pool of job candidates at minimum cost.
      • Help increase the success rate of the selection process by reducing the number of visibly, under qualified/overqualified job applicants.
      • Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.
      • Begin identifying and preparing potential job applicants who will be appropriate candidates.
      • Induct outsiders with a new perspective to lead the company.
      • Infuse fresh blood at all levels of the organization.
      • Develop an organizational culture that attracts competent people to the company.
      • Search or head hunt/head pouch people whose skills fit the company’s values.
      • Search for talent globally and not just within the company.
      • Design entry pay that competes on quality but not on quantum.
      • Anticipate and find people for positions that do not exist yet.
      • Increase organizational and individual effectiveness in the short term and long term.
      Factors Affecting Recruitment: <br />The following are the 2 important factors affecting Recruitment:-<br />
      • Recruiting policy
      • Temporary and part-time employees
      • Recruitment of local citizens
      • Company’s size
      • Cost of recruitment
      • Company’s growth and expansion
      • Supply and Demand factors
      • Unemployment Rate
      • Labor-market conditions
      • Political and legal considerations
      • Social factors
      • Economic factors
      • Technological factors
      Recruitment Policy: <br />Recruitment policy of any organization is derived from the personnel policy of the same organization. In other words the former is a part of the latter. However, recruitment policy by itself should take into consideration the government’s reservation policy, policy regarding sons of soil, etc., personnel policies of other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women, etc. Recruitment policy should commit itself to the organization’s personnel policy like enriching the organization’s human resources or servicing the community by absorbing the retrenched or laid-off employees or casual/temporary employees or dependents of present/former employees, etc. The following factors should be taken into consideration in formulating recruitment policy.<br />They are:-<br />
      • Government policies
      • Personnel policies of other competing organizations
      • Organization’s personnel policies
      • Recruitment sources
      • Recruitment needs
      • Recruitment cost
      • Selection criteria and preference
      Recruitment Process: <br />Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages:<br />
      • Planning
      • Strategy development
      • Searching
      • Screening
      • Evaluation and control
      • Planning: The first stage in the recruitment process is planning. Planning involves the translation oflikely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the (a) Numbers and (b) Types of applicants to be contacted.
      (a) Numbers of contact: Organization, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment program is contemplated; one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people. <br />(b) Types of contacts: It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification.<br />
      • Strategy Development: When it is estimated that what types of recruitment and how many are required then one has concentrate in
      • (a) Make or Buy employees
      • (b) Technological sophistication of recruitment and selection devices
      • (c) Geographical distribution of labor markets comprising job seekers
      • (d) Sources of recruitment
      C. Searching: Once a recruitment plan and strategy are worked out, the search process can begin Searchinvolves two steps (a) Source Activation and (b) Selling. <br />
      • Source Activation: Typically, sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until lone managers have verified that vacancy does exist or will exist. If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications and/or resumes. The application received must be screened. Those who pass have to be contacted and invited for interview. Unsuccessful applicants must be sent letter of regret.
      • Selling: A second issue to be addressed in the searching process concerns communications. Here, organization walks tightrope. On one hand, they want to do whatever they can to attract desirable applicants. On the other hand, they must resist the temptation of overselling their virtues. In selling the organization, both the message and the media deserve attention. Message refers to the employment advertisement. With regards to media, it may be stated that effectiveness of any recruiting message depends on the media. Media are several-some have low credibility, while others enjoy high credibility. Selection of medium or media needs to be done with a lot of care.
      • Screening: Screening of applicants can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. However, we have included screening in recruitment for valid reasons. The selection process will begin after the applications have been scrutinized and short-listed. Hiring of professors in a university is a typical situation. Application received in response to advertisements is screened and only eligible applicants are called for an interview. A selection committee comprising the Vice- chancellor, Registrar and subject experts conducts interview. Here, the recruitment process extends up to screening the applications. The selection process commences only later.
      • Purpose of screening: The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not rejected without justification.
      • In screening, clear job specifications are invaluable. It is both good practice and a legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job.
      • The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interview and application blanks may be used to screen walk-ins. Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening.
      • Evaluation and Control: Evaluation and control is necessary as considerable costs are incurred inthe recruitment process. The costs generally incurred are: -
      • Salaries for recruiters
      • Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth
      • The cost of advertisements or other recruitment methods, that is, agency fees.
      • Recruitment overheads and administrative expenses.
      • Costs of overtime and outsourcing while the vacancies remain unfilled.
      • Cost of recruiting unsuitable candidates for the selection process.
      Method of Recruitment:<br />The Method of recruitment is following:-<br />A) INTERNAL SOURCES B) EXTERNAL SOURCES<br />1) Promotion 1) Campus recruitment<br />2) Transfers 2) Press advertisement<br />3) Internal notification 3) Consultancy service & (Advertisement) private employment exchanges <br />4) Retirement 4) Deputation of personnel or transfer from one enterprise to another<br />5) Recall 5) Management training schemes<br />6) Former employees 6) Walk-ins, write-ins, talk-ins <br />The sources of recruitment can be broadly categorized into internal and external sources-<br />
      • Internal Recruitment – Internal recruitment seeks applicants for positions from within the company.
      • The various internal sources include:
      • Promotions and Transfers –Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels.
      • Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual’s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers. However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization.
      • Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.
      • Employee referrals-Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.
      • Former Employees- These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation program for them, since they are familiar with the organization.
      • Dependents of deceased employees-Usually, banks follow this policy. If an employeedies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill.
      • Recalls- When management faces a problem, which can be solved only by manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave may be extended.
      • Retirements- At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension.
      • Internal notification (advertisement) - Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.
      • External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include:
      • Professional or Trade Associations-Many associations provide placement service to its members. It consists of compiling job seeker’s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members.
      • These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical posts.
      • Advertisements- It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company’ image. It also cost effective.
      <br />
      • Employment Exchanges- Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers.
      • Campus Recruitments-Colleges, universities, research laboratories, sportsfields and institutesare fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies.
      <br />
      • Walk-ins, Write-ins and Talk-ins- The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees’ viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter.
      <br />
      • Contractors- They is used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.
      <br />
      • Consultants-They are in the profession for recruiting and selecting managerial andexecutive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.
      • Head Hunters- They is useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.
      • Radio, Television and Internet- Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like naukri.com. Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach.
      • Competitors- This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company. There are legal and ethical issues involved in raiding rival firms for potential candidates. From the legal point of view, an employee is expected to join a new organization only after obtaining a ‘no objection certificate’ from his/ her present employer. Violating this requirement shall bind the employee to pay a few months’ salary to his/ her present employer as a punishment. However, there are many ethical issues attached to it.
      • Mergers and Acquisitions- When organizations combine, they have a pool of employees, out of whom some may not be necessary any longer. As a result, the new organization has, in effect, a pool of qualified job applicants. As a result, new jobs may be created. Both new and old jobs may be readily staffed by drawing the best-qualified applicants from this employee pool. This method facilitates the immediate implementation of an organization’s strategic plan.
      Evaluation of External Recruitment: <br />External sources of recruitment have both merits and demerits. <br />The merits are- <br />
      • The organization will have the benefit of new skills, new talents and new experiences, if people are hired from external sources.
      • The management will be able to fulfill reservation requirements in favour of the disadvantaged sections of the society.
      • Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside.
      The demerits are- <br />
      • Better motivation and increased morale associated with promoting own employees re lost to the organization.
      • External recruitment is costly.
      • If recruitment and selection processes are not properly carried out, chances of right candidates being rejected and wrong applicants being selected occur.
      • High training time is associated with external recruitment.
      SELECTION<br />Introduction:<br />The size of the labor market, the image of the company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for selection. <br />Definition:<br />To select means to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.<br />Purpose:<br />The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organization best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employee’s work.<br />Any mismatch in this regard can cost an organization a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate negative information about the company, causing incalculable harm to the company in the long run. Effective election, therefore, demands constant monitoring of the ‘fit’ between people the job.<br />The Process:<br />Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next one. The time and emphasis place on each step will definitely vary from one organization to another and indeed, from job to job within the same organization. The sequence of steps may also vary from job to job and organization to organization. For example some organizations may give more importance to testing while others give more emphasis to interviews and reference checks. Similarly a single brief selection interview might be enough for applicants for lower level positions, while applicants for managerial jobs might be interviewed by a number of people.<br />Steps in Selecting Process:<br />
      • Reception
      • Screening Interview
      • Application Blank
      • Selection Test
      • Selection Interview
      • Medical Test
      • Reference Checks
      • Hiring Decision
      • Reception: A company is known by the people it employs. In order to attract people with talents, skills and experience a company has to create a favorable impression on the applicants’ right from the stage of reception. Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. Employment possibilities must be presented honestly and clearly. If no jobs are available at that point of time, the applicant may be asked to call back the personnel department after some time.
      • Screening Interview: A preliminary interview is generally planned by large organizations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection. A junior executive from the Personnel Department may elicit responses from the applicants on important items determining the suitability of an applicant for a job such as age, education, experience, pay expectations, aptitude, location, choice etc. this ‘courtesy interview’ as it is often called helps the department screen out obvious misfits. If the department finds the candidate suitable, a prescribed application form is given to the applicants to fill and submit.
      • Application Blank: Application blank or form is one of the most common methods used to collect information on the various aspects of the applicants’ academic, social, demographic, work related background and references. It is a brief history sheet of employee’s background, usually containing the following things:
      • • Personal data (address, sex, telephone number)
      • • Marital data
      • • Educational data
      • • Employment Experience
      • • Extra-curricular activities
      • • References and Recommendations
      • Selection Test: In this section let’ examine the selection test or the employmenttest that attempts to asses intelligence, abilities, personality trait, performance simulation tests including work sampling and the tests administered at assessment centers- followed by a discussion about the polygraph test, graphology and integrity test.
      • A test is a standardized, objective measure of a person’s behavior, performance or attitude. It is standardized because the way the tests is carried out, the environment in which the test is administered and the way the individual scores are calculated- are uniformly applied. It is objective in that it tries to measure individual differences in a scientific way giving very little room for individual bias and interpretation. Over the years employment tests have not only gained importance but also a certain amount of inevitability in employment decisions. Since they try to objectively determine how well an applicant meets the job requirement, most companies do not hesitate to invest their time and money in selection testing in a big way. Some of the commonly used employment tests are:
      • • Intelligence tests
      • • Aptitude tests
      • • Personality tests
      • • Achievement tests
      • Selection Interview: Interview is the oral examination of candidates for employment. This is the most essential step in the selection process. In this step the interviewer matches the information obtained about the candidates through various means to the job requirements and to the information obtained through his own observations during the interview. Interview gives the recruiter an opportunity –
      • To size up the candidate personally;
      • To ask question that are not covered in the tests;
      • To make judgments on candidates enthusiasm and intelligence;
      • To assess subjective aspects of the candidate – facial expressions, appearance, nervousness and so forth;
      • To give facts to the candidates regarding the company its policies, etc. and promote goodwill towards the company.
      • Medical Test: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate being declared fit after the physical examination.
      • Reference Checks: Once the interview and medical examination of thecandidate is over, the personnel department will engage in checking references. Candidates are required to give the names of 2 or 3 references in their application forms. These references may be from the individuals who are familiar with the candidate’s academic achievements or from the applicant’s previous employer, who is well versed with the applicant’s job performance and sometimes from the co-workers.
      • Hiring Decision: The line manager has to make the final decision now –whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier. The line manager has to take adequate care in taking the final decision because of economic, behavioral and social implications of the selection decisions. A careless decision of rejecting a candidate would impair the morale of the people and they suspect the selection procedure and the very basis of selection in a particular organization.
      • A true understanding between line managers and personnel managers should be established so as to facilitate good selection decisions. After taking the final decision, the organization has to intimate this decision to the successful as well as unsuccessful candidates. The organization sends the appointment order to the successful candidates either immediately or after sometime depending upon its time schedule.
      My Work at HSN International:<br />• Hiring the labor: When the organization fills that they have less no. of labors or when the labors are not coming to industry then they are using gate hiring process to hire the new employee in the company. During the hiring we look to that person who can come to the industry regularly and he can do a work for long time for the organization. So learn how to hire the right candidates for the empty place.<br />• Salary Management: I was also doing the work of the salary for labors. Under the salary management my work was calculating the salary for each worker and how much they get early and how much remaining. And also calculating the overtime of the workers and their related wages.<br />• Attendance: Also calculating the attendance of the workers and their overtime.<br />Chapter No. 5<br />Research Methodology<br />Research: An introduction<br />Meaning:<br />Research is a way of finding new ways of looking at familiar things in order to explore ways of changing it.<br />Research as a process involves defining and redefining problems, hypothesis, formulation organizing and evaluating data deriving, deductions, interference an conclusions, after careful testing.<br />Objective of the research<br />Following are the objective of the objective:-<br />To get the workers response regarding their job and work<br />To know they are happy with the promotion policy of the company<br />Prominence is given to the local people of Uttarakhand (70% Uttarakhand)<br />Getting employees view on recruitment and selection.<br />Research design<br />In this research the following method of collecting data was followed<br />
      • Data source : primary
      • Research approach : survey
      • Research instrument : questionnaire
      • Contact method : personal and conversation
      Sample size<br />The total no. of sample size is 42 and sample is in the form of questionnaire.<br />15 officers and 27 workers have been selected at random from all the departments of the organization and feedback forms (questionnaire) have been obtained. <br />Preparation of the questionnaire<br />It is free from the biasness of the interviewer.<br />Respondents have adequate time to give their views.<br />It is of low cost even if the sample space is large.<br />Large sample can be made use of and dependable and reliable.<br />Reason for choosing questionnaire to collect the data for HR department to know about the satisfaction level of the workers. And also getting the opinion about the recruitment and selection process by the workers.<br />SCOPE OF THE STUDY<br />This study gives some suggestions to the HR Department for making the recruitment and selection process more effective.<br />It gives organization the direction about the satisfaction level of the workers its means workers are satisfied by their work or job which is given by the organization to them.<br />Also getting the idea about organization promotion policy by the workers. They are satisfied or not.<br />Local candidates should be given preference in the company.<br />LIMITATIONS OF THE STUDY<br />The following are the limitations of the study:<br />The sample size was small and hence the results can have a degree of variation.<br />The response of the employees in giving information was lukewarm.<br />Organization’s resistance to share the internal information.<br />Questionnaire is subjected to errors.<br />Chapter No. 6<br />Data Collection<br />DATA COLLECTION<br />Primary data<br />Data that is collected for the specific purpose at hand is called as primary data. According to the need of the researchers focus was exclusively on the current research problem. The collection of primary data is costly and time consuming. It calls for greater planning and coordination basic method of collecting primary data are the questionnaire method and the observation method.<br />Secondary data<br />Secondary data may be defined as the data has been collected earlier for some purpose of the present study. Secondary source of data provide a wealth of information to the researcher. It often obviates the needs of primary data a collection that saves valuable time efforts and money.<br />In this research I am not using any kind of secondary data because industry don’t want to provide us any old data for the new research. <br />STATISTICAL TOOLS USED<br />The main statistical tools used for the collection and analyses of data in this project are:<br />
      • Pie Charts
      • Tables
      Data Analysis and Interpretation:<br />1. Why you chose this (HSN International) company for employment (Comment).<br />Answer: Different-different answer come out when asked why you chose HSN International for employment:<br />Comment by the Head of the different department:-<br />
      • Because it’s a pharmaceutical industry: The officer rank people were saying that I have done my study in the filled of the Pharmacy so I am doing the job here.
      • (Oral, Compression, Blister department and etc.)
      • As an Opportunity: Some were saying that I got the opportunity here so that I am doing the job here. (Packing, HR, Finance, IT and Store department.)
      Comment by the labours:- <br />
      • Suitable Salary: Compare to the other industry all is getting good salary according to their experience.
      • Good working environment & less working hours: Some were saying that in HSN International having a good working environment condition and working hours also less compare to other industry.
      • As an Opportunity: Some were saying that I get the job in HSN International and I am doing the job for an experience only.
      2. From which source you know for employment in HSN International.<br /> a) News Paper b) Company Website c) Contacts d) Gate Advertisement <br />FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaNews Paper410%bCompany Website1433%cContacts1433%dGate Advertisement1024%<br /> <br />INTREPRETATION:<br />The response of this statement shows that, Company Website (33%) and Contacts (33%) are the source of employment in HSN International. But Gate Advertisement (24%) also plays an important role for the employment in the industry.<br />3. Have you any relative in HSN International.<br /> a) Yes b) No<br /> If Yes, Please give details: Name Relationship<br /> Designation Division<br />FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaYes614%bNO3686%<br />INTREPRETATION:<br />On the basis of the above result only few members (14%) have their relative whose are working in the same industry while around 86% don’t have any relatives in the HSN International.<br />4. What are the criteria of selection process?<br /> a) Written b) Interview c) GD d) a & b Both<br />FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaWritten717%bInterview2252%cGD37%da & b Both1024%<br />INTREPRETATION:<br />On the basis of above result interview (52%) should be the criteria of the selection process while 17% go for written and 24% go for written & interview both process.<br />5. Are you satisfied by your job and work which is given by the organization to you?<br /> a) Satisfied b) Dissatisfied c) Highly Satisfied d) Highly Dissatisfied<br />FIELDSOPTIONSNO.OF RESPONDENTSPERCENTAGEaSatisfied614%bDissatisfied1331%cHighly Satisfied1945%dHighly Dissatisfied410%<br />INTREPRETATION:<br />The response of this statement shows that, most of the workers are highly satisfied (45%) with their job and work which has been given to him by the organization. On the other hand 31% workers are not satisfied by job and work while 14% are satisfied with the job and work.<br />6. Are you satisfied by promotion policy of HSN International? <br /> a)Satisfied b) Dissatisfied c) Highly satisfied d) Highly dissatisfied<br />FIELDSOPTIONSNO.OF RESPONDENTSPERCENTAGEaSatisfied1433%bDissatisfied1331%cHighly Satisfied1126%dHighly Dissatisfied410%<br />INTREPRETATION:<br />The response of this statement shows that only 33% of the employees are satisfied and 31% are not satisfied by the promotion policy while 26% are highly satisfied and 10% go for highly dissatisfied.<br />7. Does your organization take corrective steps in recruitment and selection procedure?<br /> a) Yes b) No<br />FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaYes 1024%bNO3276%<br />INTREPRETATION:<br />The response of this statement shows that the present workers (76%) are not happy with the steps of recruitment and selection procedure. Only 24% are saying that organization taking the corrective steps in recruitment and selection procedure.<br />8. How are candidates being recruited in HSN International?<br /> a) Written exam b) Written exam & interview c) Written exam, GD & Interview<br />FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaWritten Exam921%bWritten exam & Interview1945%cWritten exam, GD & Interview1434%<br />INTREPRETATION:<br />The response of this statement shows that most of the candidates are recruited in HSN International with the help of the written exam & interview (45%). And 34% candidates are saying that candidates also recruited in HSN International by the written exam, GD & interview while 21% are saying that candidates recruited also by written exam only in the HSN International.<br />9. Is there any changes in Recruitment and Selection procedure in the last 2 years?<br />
      • Yes b) No
      FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaYes717%bNO3583%<br />INTREPRETATION:<br />The above result is saying that in the HSN International has no change come in Recruitment and Selection procedure in the last 2 years. Around the 83 % are saying that there is no changes come out in Recruitment and Selection procedure in the last 2 years. 17% are saying that yes changes come out in the recruitment and selection procedure in HSN International. <br />10. Local candidates should be given preference in the process?<br />
      • Yes b) No
      FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaYes1536%bNO2764%<br />INTREPRETATION:<br />The above statement is saying that around the 64% are not in the favor of the local candidates for giving them preference in the recruitment and selection process while 36% go with yes for local candidates.<br />11. Do you think the present recruitment policy is helpful in achieving the goal of the company?<br />
      • a) Yes b) No
      • The above statement shows that present recruitment policy is helpful in achieving the goal of the company. Around the 86% candidates are in the favor of the present recruitment policy of the company for achieving the goal of the organization while 14% are against of it.
      12. Through which sources your organizations recruit the employees?<br />
      • Internally b) Externally c) Both
      FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEAInternally614%BExternally2662%CBoth1024%<br />INTREPRETATION:<br />The response of this statement shows that mostly employees are recruiting with the help of the external method (62%) in the HSN International. Some time they are also using the internal method for recruiting the employees. 14% go for internal source and 24% go for both source.<br />13.Does your organizations use the latest method of recruitment i.e. using the internet? <br /> a) Yes b) No<br />FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaYes1229%bNO3071%<br />INTREPRETATION:<br />The response of this statement shows that HSN International is not using the internet for recruitment of the employees around the 71% are saying no while 29% are saying yes.<br />14. Is company uses their own website for recruitment?<br />
      • Yes b) No
      FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEAYes2048%bNO2252%<br />INTREPRETATION:<br />The response of this statement shows that HSN International is not (52%) using their own website for recruitment while on the other hand around 48% candidates are saying that they are using their own website for recruitment.<br />15. Is internet recruitment process is helpful in your opinion?<br />
      • a) Yes b) No
      • The response of this statement shows that the 57% are saying no while 43% candidates are saying yes for internet recruitment.
      16- Which type of techniques (recruitment and selection) use by your organization?<br />
      • Structured b) Un Structured c) Both
      FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaStructured1228%bUnstructured2355%cBoth717%<br />INTREPRETATION:<br />The response of this statement shows that HSN International using the unstructured techniques (55%) and only 28% are saying structured.<br />Chapter No. 7<br />Finding, Conclusion and Suggestion<br />FINDINGS<br />
      • Most of the employees come in to the job by their personal contacts and some are come from the gate advertisement. Its means personal contacts and gate advertisement are the source of the employment in HSN International.
      • Most of the employees want interview as a criteria of selection but some other employees interested in the written exam only while few other wants both in a selection process.
      • Most of the employees are highly satisfied with their job & work which is given by the company to him and some are satisfied with the work & job. But some are not satisfied.
      • Most of the employees are satisfied with the promotion policy and around 26% are highly satisfied. Few of them are not satisfied with it because they want more salary after the promotion.
      • Most of the candidates are recruited in HSN International with the help of the written exam & interview (45%). And 34% candidates are recruited by the written exam only.
      • In HSN International have no changes come in Recruitment and Selection procedure in the last 2 years. So they need some changes in their recruitment and selection procedure like paper work or document verification.
      • Around the 64% employees are not in the favor of the local candidates for giving them preference in the recruitment and selection process while 36% go with yes for local candidates. But industry gives the preference to local candidates due to the rule of the government they are preferred to the local candidates.
      • Present recruitment policy is helpful in achieving the goal of the company. Around the 86% candidates are in the favor of the present recruitment policy of the company for achieving the goal of the organization while 14% are against of it.
      • They are mostly uses the external method for recruiting the employee but they are not using their own website for recruitment. They also not recruiting the candidates through the internet like by naukri.com etc.
      CONCLUSION<br />During the research it was found that most of employees are satisfied with their recruitment and selection process, gate hiring process in HSN International. And the employees also satisfied with their work and job and also with promotion policy of the company.<br />Here I conclude that HSN International needs slight improvement in the procedure of Recruitment and Selection. Firstly, company needs to concentrate on growth opportunities for the employees because today’s tight labor market is making it more difficult for organizations to find, recruit, and select talented people.<br />Organization needs to improve the selection criteria for selection because it’s very difficult to get literate labors and their belongings. <br />I would like to conclude that the employees are not fully satisfied with their promotion policy so the organization should work on the promotion policy.<br />SUGGESTION<br />
      • I would like suggest to the company that they can use their own website for the recruitment and selection and they can also use the advertisement as a recruitment source.
      • During the promotion of the employee they should give them some extra facilities, they can provide them house incentive, medical facilities etc.
      • During the selection process they are using a lot of paper work for the verification due to that workers facing problem I would like to say that they can use only important document as verification.
      • Organization needs to improve the selection criteria for selection whether it the post of manager, associate& staff, supervisor and labors. They should fix some parameters to select the candidates for specific position.
      • Company can do some changes in their increment policy. They can introduce increment twice in a year for attract the workers in the industry.
      Chapter No. 8<br />Issues and challenges facing the organization<br />Issues and challenges facing the organization:<br />Our organization facing the following Issues and challenges:<br />
      • 70% labor must be from Uttarakhand in the industries.
      • Gov. Policies like Taxation Policy could be change any time.
      • Transportations facilities
      • Electricity
      • Wage structure
      70% labor must be from Uttarakhand: For all industries in Uttarakhand, it’s necessary to give the first priority to local candidates’ approx 70% workers in Industry should be from their local place (Uttarakhand). It’s a big challenge for the industry to give the job to the local candidates because they are not able to get the local candidates.<br />Government Policies: Other important challenge for the industry is government policy because government changing their policy regularly. If Uttarakhand government applies the taxation policy to the industry then all the industries of Haridwar will come under loss.<br />Transportations facilities: Transportation facilities are the back bone of all industries.But it’s become a challenge for the industry to get good transportation facilities at Haridwar. By the weak transportations facilities industry are facing loose in their business. Not only transportation is the challenges other one is proper road in India also a challenge for the industry due to the lack of maintenance of the road they are not able to deliver the product to the third party on the time and third party cancel the deal.<br />Electricity: The other challenge for the industry in Haridwar is electricity because theyare gettingelectricity for only 5 to 7 hours in the day. Without the electricity industry is not able to do the work so they are using the generators for work due to that they are spoil the environment by the noise pollution as well as air pollution.<br />Wage Structure: The wage structure of the Uttarakhand state is less than to other state if workers come from other state they don’t want to do the work in the Uttarakhand industry due the wage structure. So industry facing challenge regarding the wages and due to less wage they left the job of the Uttarakhand industry and moving to the other industry for high wages.<br />Chapter No. 9<br />Bibliography<br />Bibliography<br />
      • Human Resource Management: Dr.P.C. Pardeshi
      • Human Resource Management: C.B Gupta
      • Human Resource Management: Dr. V.S.P.Rao
      • www.hsninternational.in
      • www.google.com
      • www.citehr.com
      • www.en.wikipedia.org/wiki/Pharmaceutical_industry
      • www.pharmaceutical-drug-manufacturers.com
      • Chapter No. 10
      • Annexure
      QUESTIONNAIRE FOR THE RESEARCH<br />Questionnaire<br />1. Name: ……………………………………………………………<br />2. Age: ……………………………………………………………<br />3. Sex: ……………………………………………………………<br />4. Contact: ……………………………………………………………<br />5. Address: ……………………………………………………………<br />6. Department: ……………………………………………………………<br />1. Why you chose this (HSN International) company for employment (Comment)<br />2. From which source you know for employment in HSN International.<br /> a)News Paper b)Company Website c)Contacts d)Gate Advertisement <br />3. Have you any relative in HSN International.<br /> a) Yes b) No<br /> If Yes, Please give details: Name Relationship<br /> Designation Division<br />4. What are the criteria of selection process?<br /> a) Written b) Interview c) GD d) A&B Both<br />5. Are you satisfied by your job and work which is given by the organization to you?<br />Satisfied b) Dissatisfied c) Highly satisfied d) Highly dissatisfied<br />6. Are you satisfied by promotion policy of HSN International? <br />Satisfied b) Dissatisfied c) Highly satisfied d) Highly dissatisfied<br />7. Do your organization take corrective steps in recruitment and selection procedure?<br /> a) Yes b) No<br />8. How are candidates being recruited in HSN International?<br /> a) Written exam b) Written exam & interview c) Written exam, GD & Interview<br />9. Is there any changes in Recruitment and Selection procedure in the last 2 years?<br />
      • Yes b) No
      10. Local candidates should be given preference in the process?<br />
      • Yes b) No
      11. Do you think the present recruitment policy is helpful in achieving the goal of the company?<br /> a) Yes b) No<br />12. Through which sources your organizations recruit the employees?<br />
      • Internally b) Externally c) Both
      13. Does your organizations use the latest method of recruitment i.e. using the internet? <br /> a) Yes b) No<br />14. Is company uses their own website for recruitment?<br />
      • Yes b) No
      15. Is internet recruitment process is helpful in your opinion?<br /> a) Yes b) No<br />16- Which type of techniques (recruitment and selection) use by your organization?<br />Structured b) Un Structured c) Both<br />प्रश्नावली<br />1. नाम: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...<br />2. आयु: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...<br />3. लिंग: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...<br />4. संपर्क: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...<br />5. पता: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...<br />6. विभाग: ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ...<br />1. आपने रोजगार के लिए इस (HSN इंटरनेशनल) कंपनी को क्यों चुना (टिप्पणी) <br />2. किस स्रोत से आपको HSN इंटरनेशनल में रोजगार के लिए पता लग है.     क) एक समाचार पत्र ख) कंपनी की वेबसाइट ग) संपर्क घ) गेट विज्ञापन<br />3. आपके रिश्तेदार HSN इंटरनेशनल में किसी पद पर काम कर रहे हैं?.     क) हाँ ख) नहीं     यदि हाँ, विवरण दे दीजिए: नाम संबंध पदनाम डिवीजन<br /> 4. चयन प्रक्रिया के मापदंड क्या हैं?    क) लिखित ख) साक्षात्कार ग) जी.डी. घ) एक और बी दोनों<br />5. क्या आप अपनी नौकरी और काम , जो आप के लिए संगठन द्वारा दिया जाता है, से संतुष्ट हैं? क) संतुष्ट ख) असंतुष्ट ग) अति संतुष्ट घ) अति असंतुष्ट<br />6. क्या आप HSN इंटरनेशनल के संवर्धन नीति से संतुष्ट हैं? क) संतुष्ट ख) असंतुष्ट ग) अति संतुष्ट घ) अति असंतुष्ट<br />7. क्या आपके संगठन में भर्ती और चयन प्रक्रिया में सुधारात्मक कदम उठाने हैं?   क) हाँ ख) नहीं8. उम्मीदवारों को कैसे HSN इंटरनेशनल में भर्ती किया जता?   क) लिखित परीक्षा ख) लिखित परीक्षा और साक्षात्कार ग) लिखित परीक्षा, जी.डी. और साक्षात्कार9. पिछले 2 वर्षों में भर्ती और चयन प्रक्रिया में कोई परिवर्तन? क) हाँ ख) नहीं<br />10.कर्मचारी स्थानीय उम्मीदवारों प्रक्रिया में प्राथमिकता दी जानी चाहिए? क) हाँ ख) नहीं<br />11.क्या आपको लगता है कि वर्तमान भर्ती नीति कंपनी के लक्ष्य को प्राप्त करने में सहायक है?     क) हाँ ख) नहीं12.जिसके माध्यम स्रोतों अपने संगठनों के कर्मचारियों की भर्ती? क) आंतरिक ख) बाह्य ग दोनों)13.क्या आपकी कंपनी भर्ती की नवीनतम विधि का उपयोग करता है यानी इंटरनेट का उपयोग?       क) हाँ ख) नहीं14. कंपनी(HS HSN इंटरनेशनल) ,भर्ती के लिए अपनी वेबसाइट का उपयोग करता है? क) हाँ ख) नहीं15. आपकी राय में, इंटरनेट से, भर्ती प्रक्रिया उपयोगी है?       क) हाँ ख) नहीं16- आपके संगठन के द्वारा किस प्रकार के तकनीकों का (भर्ती और चयन) उपयोग किया जता है?       क) संरचित ख) अन संरचित ग) दोनों<br />Chapter No. 11<br />Synopsis of the Project<br />
      • HSN International“Recruitment and Selection”Student’s Name : Naveen Kumar SahIndustry Guide : Mr. Rajesh BhorenyFaculty Guide : Mrs. Aprajita Das GuptaObjective:During my training I have tried to know the recruitment and selection strategies or process in organization. The objectives which has been kept in mind, when hiring the labors or staff workers, are as follows:Hiring the labor or worker according to the requirement.Hiring those labors who really want to do the work.To give the preference of those labor who already did the work in the Pharmaceutical industry.Try to hire the literate labors. Findings and Conclusions:Most of the employees come in to the job by their personal contacts and some are come from the gate advertisement. Its means personal contacts and gate advertisement are the source of the employment in HSN International. But organization can use own website.Most of the employees are highly satisfied with their job & work which is given by the company to him. They also satisfied with the promotion policy of the company.I conclude that HSN International needs slight improvement in the procedure of Recruitment and Selection because today’s tight labor market is making it more difficult for organizations to find, recruit, and select talented people.Perception about Industry Guide: Firstly I would like to say thank to Mr. Rajesh Bhoreny (HR Manager), Project guide, and also other member of the HR Department (Mr. Deepak and Mr. Sandeep ) who really helped me to understand the Recruitment and Selection process.They are very helpful and supportive in nature.