Final sip report

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Mittal School of Business
LOVELY PROFESSIONAL UNIVERSITY
Phagwara, Punjab
September, 2021
RECRUITMENT AND SELECTION PROCEDURE AT HIMALAYA
WELLNESS.
A SUMMER INTERNSHIP REPORT
Submitted by
K V ASHWIN KARADI
Registration No: 12000044
in partial fulfillment of Summer Internship for the award of the degree of
MASTERS OF BUSINESS ADMINISTRATION (MBA)

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DECLARATION
I, K V ASHWIN KARADI, hereby declare that the work presented herein is a
genuine work done originally by me and has not been published or submitted
elsewhere for the requirement of a degree programme. Any literature, data or
works done by others and cited within this dissertation has been given due
acknowledgement and listed in the reference section.
K V ASHWIN KARADI
Reg. No:- 12000044
Date:- 26th
September, 2021

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ACKNOWLEDGEMENT
A few typewritten words of thanks cannot really express the sincerity of my gratitude.
But I am still trying to put into words my gratefulness towards all who have helped and
encouraged me in carrying out this project. This project of mine bears the imprint of
many people who have an important impact on my thinking, behavior, and acts during
the course of study.
First of all we would like to take this opportunity to thank the LOVELY
PROFESSIONAL UNIVERSITY for having summer training as a part of the MBA
degree. The accomplishment of this project otherwise would have been painstaking
endeavor, for lack of staunch and sincere support of the Mittal School of Business, LPU.
The incessant and undeterred succors extended by the members of the department
facilitated the job to the great extent. If this goes unnoticed and unacknowledged it
would be selfishness.
Many people have influenced the shape and content of this project, and many supported
me throughout. I express my sincere gratitude to Mr. Mahesh Kumar, Associate HR,
Himalaya Wellness, who was available for help whenever I required, his guidance,
gentle persuasion and active support has made it possible to complete this project.
I also owe my thanks to my respondents who gave their great contributions in getting
my questionnaires fulfilled. I have immensely benefitted from my interactions with my
friends and I acknowledge their contributions to my learning.
In the end, I can say only this much that “ALL ARE NOT MENTIONED, BUT
NONE IS FORGOTTEN”.
Last but not the least I would like to thank GOD, who continues to look after us despite
all our flaws.

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TABLE OF CONTENTS
Chapter
No.
Topic Page No.
1 Introduction to
organization
6-9
2 Introduction to Topic 10-18
3 Review of Literature 19-23
4 Research Methodology 24-26
5 Data Analysis and
Interpretation
27-37
6 Summary, Suggestions
& Conclusion
38-42
7 Bibliography 43

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CHAPTER 1- INTRODUCTION OF ORGANISATION
Himalaya Wellness, formerly known as The Himalaya Drug Company is an
Indian multinational pharmaceutical company established by Mohammed Manal
in 1930 and based in Bengaluru, Karnataka, India. It produces health care
products under the name Himalaya Herbal Healthcare whose products include
ayurvedic ingredients. It is spread across locations in India, United States, Middle
East, Asia, Europe and Oceania, while its products are sold in 106 countries
across the world. The company has more than 290 researchers that utilize
ayurvedic herbs and minerals. A Hepatic drug, named Liv.52, is its flagship
product, first introduced in 1955.
History: While riding through the forest of Burma, founder Mr. Mohammed
Manal, saw a villager pacify a restless elephant by feeding it the root of the plant
Rauwolfia serpentina. Fascinated by the plant’s effect on the elephant, he returned
home to India to seek scientific evidence for why this particular plant would have
such a beneficial, calming effect.
Once he fully understood the science behind this special botanical, Mr. Manal
bought a hand operated, tablet compressing machine and began his work. At
night, his shoulders would ache from producing a few hundred tablets, one small
tablet at a time. But his hard work paid off. This remarkable plant would later
become Serina, the world’s first anti-hypertensive drug in 1934.
Mr. Manal had a vision of helping people be well. Today, Himalaya Wellness has
turned a time honoured herbal tradition into a complete range of contemporary,
proprietary formulas and single herbs dedicated in creating a Global Brand.
Founded in 1930, the Himalaya legacy now spans over 90 years, stretching from
one man, to his son, to his grandson. From humble beginnings in India,
Himalaya’s products are now offered in over 100 countries.

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Himalaya offers a full line of clinically studied herbal formulations, certified
USDA organic herbs, and a full line of body care products. Integrating the
principles of traditional medicine with modern science, Himalaya is the
worldwide pioneer in the field of pharma.
Himalaya’s herbs are grown on over 1,000 acres of farmland through fair trade,
farming partnerships. Herbs are also sustainably wildcrafted on over 5,000 acres.
Himalaya was granted a Good Manufacturing Practices (GMP) certificate in
March 2021 by the Licensing Authority, Directorate of Indian Systems of
Medicine. Himalaya is the FIRST Ayurveda company in the country to receive
GMP certification.
Himalaya has also been granted Good Laboratory Practice (GLP) certification. A
GLP certification is granted to manufacturing companies that adhere to the
toxicity guidelines in non clinical safety studies.
Mr. Shailendra Malhotra- Global CEO and Mrs. Jayashree Ullal- CFO/COO,
India are the promoters of the company. The head quarters of Himalaya Wellness
is located at Bengaluru and it has its presence in 106 countries across the globe.
The main competitors of Himalaya are: Dabur, HUL, Marico, ITC, Emami and
Patanjali.

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Himalaya Wellness
Type Private Limited
Industry Pharmaceuticals
Founded 1930; 91 years ago
Founder Mohammad Manal
Headquarters Bengaluru, Karnataka, India
Area served Worldwide
Global CEO Shailendra Malhotra
Number of employees 10,000
Website www.himalayawellness.com

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Products: Himalaya Herbal Healthcare has a very wide range of products, which
include pharmaceuticals, personal care, baby care, well-being, nutrition and
animal health products. The Neem Face Wash is one of their most popular and
well known products. Mother care products have been launched in 2016 with
foray into extensive research and development in systems of ancient Ayurveda
medicines of India.
Other Popular Products:
1. Himalaya Gentle Exfoliating Apricot Scrub
2. Himalaya Moisturizing Aloe Vera Facial Wipes
3. Himalaya Anti-Dandruff Shampoo
4. Himalaya Herbals Oil Clear Lemon Foaming Face Wash
5. Himalaya Refreshing Fruit Pack
6. Himalaya Gentle Exfoliating Walnut Scrub
7. Himalaya Nourishing Skin Cream
8. Himalaya Anti-Dandruff Hair Cream
9. Himalaya Oil-Free Radiance Gel Cream

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CHAPTER 2- Introduction to Topic
Acquiring and retaining high-quality talent is critical to an organization's
success. As the job market becomes increasingly competitive and the available
skills grow more diverse, recruiters need to be more selective in their choices,
since poor recruiting decisions can produce long-termnegative effects, among
them high training and development costs to minimize the incidence of poor
performance and high turnover which, in turn, impact staff morale, the
production of high quality goods and services and the retention of
organizational memory. At worst, the organization can fail to achieve its
objectives thereby losing its competitive edge and its share ofthe market.
Human resource department plays a crucial role in this process. The backbone
of any successful company is the HR department, and without a talented group
of people to hire, culture, and inform employees, the company is doomed for
failure.
Human resource is most valuable assets in the organization. Profitability of the
organization depends on its utilization. If there utilization is done properly will
make profit otherwise it will make loss. To procure right man at right place in
right time, some information regarding job andjob doer is highly essential.
This information is obtained through job analysis, job description and job
specification. Without these recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high quality
applicants for the company. The recruitment process should inform qualified
individuals about employment opportunities, create a positive image of the
company, provide enough information of the jobsso that applicants can make
comparison with their qualifications and interests and generate enthusiasm
among the best candidates so that they will apply for vacant positions.

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What distinguishes a successful company from unsuccessful one is the quality
of manpower. The role of management is to optimize the use of resource
available to it. The role of HR is to incorporate the planning and control of
manpower resource into the corporate level plans so thatall resources are used
together in the best possible combination.
Managing people at work and control of human activities in employment is a
function that must be performed in all societies. It is essential in every type of
employment for every occupation and every type of employed manpower.
Manpower management is essential in government as well as private
employment under socialism or communication in small business and in large.
Recruitment, as a human resource management function, is one of the
activities that impact most critically on the performance of an organization.
While it is understood and accepted that poor recruitment decisions continue
to affect organizational performance and limit goal achievement, it is taking a
long time for public service agencies in many jurisdictions to identifyand
implement new, effective hiring strategies.
Recruitment is a process which provides the organization with a pool of
potentially qualified job candidates from which judicious selection can be
made to fill vacancies. Successful recruitment begins with proper employment
planning and forecasting. In this phase of the staffing process, an organization
formulates plans to fill or eliminate future job openings based on an analysis
of future needs, the talent available within and outside of the organization, and
the current and anticipated resources that can be expended to attract and retain
such talent.
Selection is a process of hiring the best among the pool of candidates available.
‘Right person for the right job’ is the basic principle in recruitment and
selection. Every organization should give attention to the selection of its
manpower, especially its managers.

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Theoperative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower
for carrying different business activities smoothly and efficiently and for this
recruitment and selection of suitable candidates is essential. Human resource
management in an organization will not be possible if unsuitable persons are
selected and employment in a business unit.
RECRUITMENT refers to the process of attracting, screening, andselecting
qualified people for a job at an organization or firm.
Recruitment process involves a systematic procedure from sourcingthe
candidates to arranging and conducting the interviews and requires many
resources and time.
A General Recruitment Process is as follows-
1) Identifying the vacancy: The recruitment process begins withthe
human resource department receiving requisitions for recruitment
from any department of the company.
2) Preparing the job description and person specification.
3) Locating and developing the sources of required number andtype of
employees.
4) Short-listing and identifying the prospective employee withrequired
characteristics.
5) Arranging the interviews with the selected candidates.
6) Conducting the interview and decision making.

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Recruitment is a continuous process because of:
1. Staff departures
2. Changes in business requirements
3. Changes in business location
4. Promotions
5. Transfers
Objectives of the Recruitment process:
 To obtain the number and quality of employees who can be selected in
order to help the organization achieve its goals andobjectives.
 It helps to create a pool of prospective employees for the
organization so that the management can select the rightcandidate
for the right job from this pool.
 To induct the outsiders with new perspectives to lead thecompany.
 To recruit candidates whose skills meet the company values.
 To search for talent globally.
Factors affecting Recruitment:
1. The size of the organization.
2. The employment conditions in the community where the
organization is located.
3. The effects of past recruiting efforts which depicts the
organization’s ability to locate and retain the best performing
candidates/employees.
4. Working conditions, salary and benefit packages offered by the
organization.
5. Rate of growth of the organization.

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6. The future expansion and production programs.
7. Cultural, economic and legal factors.
Internal Factors:
 Recruitment policy of the organization.
 Human Resource planning strategy of the company.
 Cost involved in recruiting process.
 Growth and expansion plans.
 Quality of work life.
External Factors:
 Supply and demand of specific skills in the labor market.
 Political and legal factors like reservations for jobs.
 Labor market conditions.
 The job seekers perception towards the company.
Sources of Recruitment:
Internal Sources- The most common internal sources of recruitmentare as
follows-
i. Promotions- The promotion policy is followed as a motivational
technique for the employees who work hard and show good
performance. Promotion results in enhancements in pay, position,
responsibility and authority.The important requirement for
implementation of the promotion policy is that the terms, conditions,
rules and regulations should be well-defined.

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ii. Personal References- The existing employees will probablyknow
their friends or relatives or colleagues who could successfully fill
the vacancy. Approaching them may be highly efficient method of
recruitment.
iii. Notice Boards- This is the convenient and simple method of passing
on important messages to the existing staff. A job advertisement
pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost. A
notice board must be ensured that is well sited.
Attention must be paid to the design and contents of the notice if it is
to catch the eye andmake the employee read on and then apply for the
job.
iv. Transfers- Employees may be transferred from one department to
another wherever the post becomes vacant.
v. Internal Advertisement- The existing employees may be interested in
taking up the vacant jobs. As they are working in the company since
long time, they would definitely be aware of the specification and
description of the vacant job.For their benefit, the advertisement
within the company is circulated so that the employees will be
intimated.
External Sources-
i) Press Advertisement- A wide choice for selecting the appropriate
candidates for the post/job is available throughthis source. It gives
publicity to the vacant posts and the details about the job in the form
of job description and job specification are made available to public
in general.

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ii) Campus Interviews- It is the best possible method for companies to
select students from various educational institutions. It is easy and
economical. The company officials personally visit various institutes
and select students eligible for a particular job through interviews.
iii) Placement Agencies- A databank of candidates is sent to
organizations for their selection purpose and agencies get
commission in return.
iv) Walk in Interviews- These interviews are scheduled by companies
for a specific date and time and are conductedfor selection of the
candidates.
v) E-recruitment- Various sites such as jobs.com, naukri.com and
monster.com are the available electronic sites on whichcandidates
can upload their resume and seek the jobs.
vi) Competitors- By offering better terms and conditions of service, the
HR managers try to get the employees workingin the competitor’s
organization.
SELECTION
The Selection procedure is concerned with securing relevant information about
the applicant. This information is secured in number of steps. The main
objective of the selection process is to determine whether an applicant meets the
qualifications for a specific job and to choose the applicant who is most likely to
perform well.

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Basic Process of Selection in HRM involves 7 Steps:
1. Preliminary Interview or Screening- It is the first step in
selection. Initial screening is done in this step and all the undesirable
applicants are weeded out. This interview is generally conducted by
lower level executives. This processscreens the most obvious
misfits.
2. Screening of Applicants- Once the filled applications are brought to
the screening committee, it checks the details andcalls the candidate
for selection test.
3. Employment Tests- These tests are a conducted to check the real
knowledge of candidates for the respective jobs. These tests are very
specific as they enable the management to bringout right type of people
for the jobs.
4. Selection Interview- Interview is an examination of candidate where he
sits face to face with the selection body and answersto the questions put
up most commonly about his skills, abilities and the requirements of the
job. Interview gives the recruiter an opportunity to:
 Assess subjective of the candidate.
 Evaluate his enthusiasm and intelligence.
 Ask questions which were not a part of his application. Insimple,
practical questions or out of the box questions.
 Obtain as much as information from him with regard tohis
economic, social and cultural background.

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Types of Interviews:
1. One on one interview
2. Informal interview
3. Panel interview
4. Direct interview
5. Patterned interview
6. Indirect interview
7. Stress interview
8. Depth interview
9. Exit interview
5. Checking of References- Once the candidates interview is over,the
reference he had mentioned are checked by the personnel department.
His old employees may be asked some quick questions on phone about
the candidate’s behavior with co- workers, management etc.
6. Medical Examination- After a candidate has been approved forthe job,
his physical fitness is examined through medical specialists of the
company. If the report says that he or she is medically fit for the job,
they are then finally selected. In case there is a problem with fitness, the
candidates are given reasons for rejection.
7. Final Selection/Hiring- The line managers are then asked to give final
decision after all technical and medical tests are cleared by the
candidate. A true understanding between the line manager and the HR
manager facilitates good selection. Therefore, the two together take
final decision and intimate itto the candidate. The HR department may
immediately send appointment letter to the candidate.

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CHAPTER 3- REVIEW OF LITERATURE
1. Best Practice Recruitment and Selection
The State Services Authority (the Authority) undertook a project in 2007 to
evaluate the effectiveness of recruitment selection techniques in the
Victorian Government.
The project aims to:
• Promote the systematic review of current recruitment selection techniques
in the VPS
• Develop recommendations for the use of better practice tools, based
on research andcase studies
• Promote better selection techniques to improve the quality and
speed of recruitmentactions within the VPS and the public sector.
• After the completion of the program the authority decided to adopt
the PracticeRecruitment and Selection Toolkit and develop a
training program which will help in
the execution of this toolkit. The training program guides participants
through best practice recruitment and selection using course booklets,
PowerPoint presentations, practical exercises and additional reference
material. The similar is the direction of my project wherein I have to
suggest various measures through which the HR department atNFCL
can practice the recruitment and selection process in the best efficient
manner. The HR department should be aware of the recent trends in
Recruitment and Selectionso as to adopt them whenever required. They
should be given proper training in adopting various trends in the
process.

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2. Recruitment and
Selection
By: - Duncan
Brodie
The literature states about the problems faced by the organizations at the time
of selecting the right candidate for a particular position and the various ways
the organizations can overcome these problems.
• Train those recruiting- It is necessary for the organizations to train
those people who are involved in the process of recruitment and
selection, so that they take right decisions. They should be provided
with sufficient training so that they are confident about their decisions
• Be clear on what you are looking for- If you are going to get the
right person for the job, you need to be clear on the skills,
qualifications, experience, personal attributes and qualities that the
right candidate will have.
• Select The Most Appropriate Source for Securing Applicants- The
key point here is to be sure you are choosing the right place to
advertise. Sometimes a local newspaper will work. At other times, you
may need to go to specialist publication or a recruitment consultant.
• Establish A Clear Framework For Short listing- The framework for
short listing the candidate should be clear to the recruiters and also to
the candidates.
• Consider the Best Option for Selecting Candidates- In some cases
you might just gofor a traditional interview and possibly add in a
presentation. Otherwise the organization can adopt any other
method of which they are more confident.
• Remain Open Minded- Often people jump to conclusions about
candidates within minutes. Remember some of the best candidates
might take a few minutes to get warmed up so don't discount people
too quickly.

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• Be Professional- When interviewing you are representing your
organization, its values, and beliefs. Today's candidate if they don't
get the job could be a customer or supplier in the future so give the
best impression you can.
• Give Feedback- Candidates takes good time in preparing
themselves for the interviews therefore the recruiters should also take
out the time for giving them feedback whether they are successful or
unsuccessful candidates.
3. Recruitment and Selection – Reasons for its Importance
By:- Abhishek
The literature states about the importance of the recruitment and selection
procedure and how even a small mistake at the time of selecting the candidate can
harm the organization. Any successful business will have at its core efficient and
caring employees who have complete job satisfaction and a perfect fit for the jobs
they are entrusted with. This is not an easy task to accomplish and full credit goes
to the selection and recruitment processes that the company has in place. On the
contrary, if these processes are not handled efficiently, the wrong sort of lethargic
employee appointments can prove fatal even to a well established business. It is
of utmost importance for an employer to be absolutely clear on what they expect
an employee tobe. The skills required for the job should be enumerated as
precisely as possible. Transferable skills which the company could use also
deserve a mention. So the chances of zeroing in on the right candidate increase
greatly if the vacancy advertised is very specific as to the requirements. If
recruitment agency service is opted for by the employer, the agency or the
consultant should get very precise instructions from the employer. It is necessary
that an exact framework for short listing applicants for a vacancy is formulated
in advance.
This is the first step of the selection and recruitment process. This entails that the
employers are very clear as to what sortof qualifications and experience they
expect to see on the CV of the potential employee. The process of selection and
recruitment needs to spell out very clearly the absolute requirements vis-à-vis
qualifications and qualities necessary to fill the vacancy. Based on this one can
shortlist the candidate. The next step is to take a decision on the number of
interviews and/or presentation needed to finally select the employee.

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If the employers give very concise and accurate description of what they expect
the employees to be, the recruitment consultant or the agency can choose a
candidate very easily. The recruitment consultant or the agency also needs to have
knowledge of the employer's in-built processes of selection of the right
candidates. Finally, it is in the fitness of things that a feedback is provided on the
interview by the interviewer either to the applicant or the agency through which
he has come.
Behind every attrition there is recruitment! Whenever an employee leaves
an organization without informing and without giving notice or leaves the
organization in the middle of the project it should be known that he or she is
joining some other organization. Many times the employees of the recruitment
consultants are hired by their own clients and are asked to join at avery short
notice period. They are been told that “relieving letter” is not required and
some even offer incentives for early joining. There must be some guidelines
and ethics for recruitment so that there can be fair recruitment policies. There
must be some ethical guidelines such as
a) Notice period must be served and nobody must be hired without
relieving letter or providing proof of serving the notice period.
b) Corporate should not hire anyone who has spent less than one year in his
current organization. The logic is obvious. Employees six months to
begin their contribution and at least one year is required to recover
recruitment process. More importantly if somebody is hired who has
worked less than a year with the current organization, that individual will
ditch in even shorter period.
c) Corporate should not head hunting from competition. They should
advertise and encourage employees seeking change to voluntarily
respond to this advertisement.

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d) Corporate should not bail out the prospective employee commitments
such as employment bond etc. the corporate should realize that employee
signed the bond and if he wants to break it, he should do at his own cost
and the corporate should not reimburse or compensate him for violating
the employment contracts says Mr. T. MURALIDHARAN who is the
chairman of TMI NETWORK one of the India's leading recruitment
consultancies.
In one of the study conducted on recruitment and selection process at
BIOLOGICAL-E LTD conducted by Manik Rao in the year 2005. It was found
that company has used internal search for recruiting the employees into more
higher or the positions in different departments who can fit into the job. It was
found that the company has done it by considering it as the most cost effective
way of filling the vacancies. It has also been found that the company opted for
externalsources such as advertisement agencies to fill vacancies. Employee
referrals were also one of the internal sources of recruitment.
In another study on recruitment and selection in DW PRACTICE LLC which is
a HR consultancy, it was found that most of the employees felt that the
telephonic interview is not effective and instead direct interviews are more
feasible.
These are some of the studies conducted earlier on the Recruitment and Selections.

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CHAPTER 4- RESEARCH METHODOLOGY
SCOPE OF THE STUDY
1. The study is limited to the information given by the employees.
2. Meeting some of the top management associates in the senior cadre was
difficult.
3. The study has been limited due to time constraint.
4. The study is limited based on the rules and regulations of the
organizations.
OBJECITIVES OF THE STUDY
To get right person at right place and in right time, the organization should
have the specific andclear policies and recruitment and selection methods
which are essential for the growth of the organization.
• To analyze the actual recruitment process in NFCL.
• To find whether the existing processes of recruitment and
selection are taking placescientifically or not.
• To review the importance and needs of recruitment and selection process.
• State, explain and evaluate various methods of recruitment.

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Recruitment and Selection Process at The Himalaya DrugCompany
The Talent Acquisition Team of The Himalaya Drug Companybegins
with the Recruitment process. The team initially shortlists the suitable
candidates who thereby meet the eligibility criteria.
Himalaya follows a standard Three Round Selection Procedurewhich
includes: HR Interview, Technical Interview and Final HR
Round/Interview.
1. HR Interview- These interviews are done to gauge the personality-
strengths and weaknesses of a candidate to handle the role and then
understand whether the candidateis suitable to do the job. This
interview at Himalaya is generally conducted by the HR Manager.
2. Technical Interview- The candidates who are selected in the
preliminary HR round are then called for a Technical
Interview which is usually conducted by the “Hiring
Manager” and the “Division Head”. Basically, a technical evaluation
allows interviewers to assess candidates technical skills and abilities.
3. Final HR Interview- This is the final step in the selection
process at Himalaya. The candidates on successful completion
of the first two rounds are then called for a FINAL HR
INTERVIEW.
4. After the completion of all the three rounds, the selected candidates
are entitled to receive the Offer Letter from the company.

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5. Later, collection of documents from the candidate is done by the
respective team.
6. Followed by collection of documents, a background verification
of documents or the authentication is undertaken.
7. After all the formalities with respect to documents,
reference is completed, a two day “Induction and Onboarding” session
is held for all the new joiners’ whereinthe candidates are explained
thoroughly about the basic components like Provident Fund, Gratuity,
ESI etc.
8. Also, a detailed induction, training and development, technical
induction is carried out so that the new employeesare able to
understand the basic duties they are entitled with.
9. During the Induction, the candidates are also briefed
regarding the Job Description.
10. After the completion of Induction and Onboardingsession,
the candidate are shifted to their respective department.

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CHAPTER 5- DATA ANALYSIS AND INTERPRETATION
Observation made during the study and analysis of the company policy
• The company is having all over India branches/area offices. Initial
interviews will be
conducted at the area office by the concerned area manager. As the
HR Department is located in the corporate office so all the final
interviews & selection will be done at its corporate office i.e. in
Hyderabad.
• Sometimes screening will be done by telephonic interview which is
conducted by the
HR department in corporate office.
• The candidate will be filtered based on merit and experience.
• The company is recruiting its manpower through consultancy also. The
consultancy will
be selected based on the process used by them before sending the
candidate to the company.
• The company is tie up with job portal – Naukari.com also. This is
helpful for the process
of recruitment in collection of resumes.
• The candidate will be selected based on the communication and
their presentation at thetime of interview. Subject knowledge is also
essential based on type of the vacancy.
• The time lag between recruitment and placing will be done within one
month.
• The company will pay the applicants expenses for attending the
interview, based on thegrade.
• Rejected candidates will be intimated and their profile will be kept in
data bank for aperiod of 6 month.

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1) The recruitment and selection process of company meets the current
legal requirements.
Response Pattern Remark Percentage
Strongly Agree 10 19%
Agree 30 59%
no opinion 7 14%
Disagree 2 4%
strongly disagree 2 4%
Interpretation:
Near about 20% of the respondents are strongly agree with the statement that
recruitment and selection process of company meets the current legal
requirements, and 60% are agree only so, total 80% of the respondent are in
favor that the process of recruitment & selection meets the current legal
requirement.
Observation:
The process of recruitment & selection which is followed by the company is
helpful to meet the company's manpower requirement.
4%
4%
14%
19%
Strongly Agree
Agree
no opinion
59%
disagree
strongly disagree

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2) Recruitment & Selection Policy of company is clearly stated.
Agree 30 59%
no opinion 5 10%
Disagree 2 4%
Interpretation:
The question was raised to know that employees are aware about the
company's recruitment & selection policy or not. Near about 85% are agreed
that the recruitment & selection policy is clearly stated and only 8% are
disagree.
Observation:
So the recruitment & selection policy of company is clearly stated but it
requires little bit change. But the company policy should be updated time to
time.
4% 2%
10% 25%
59%

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3) Internal source is better for company
Agree 19 37%
no opinion 11 22%
Disagree 2 4%
Interpretation:
As per the respondent response near about 70% are agree with the statement
that internal sourceis better for company, 22% having no response and 6%
are disagree with the statement.
Observation:
After analysis it is better to get the manpower by internal source as they are
aware about thatcandidate skill and behavior but sometimes company will not
get right candidate.
4% 2%
22% 35%
37%
Strongly Agree
Agree
no opinion
disagree
strongly
disagree

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4) External source is better for company.
Strongly Agree 2 4%
Agree 15 30%
no opinion 4 8%
Disagree 20 40%
Interpretation:
Near about 55% are disagree with the statement that external source is
better for company'srecruitment process and about 34% are in favor of this
statement.
Observation:
From this question respondent are satisfied with the internal source but
some are not satisfiedand they preferred external source.
18% 4%
30%
40% 8%
Strongly Agree
Agree
no opinion
disagree
strongly disagree

32
5) I feel scarcity of manpower at my working place.
Agree 5 10%
no opinion 13 25%
Disagree 22 43%
Interpretation:
Near about 60% are disagree with this statement, means they are not feeling
scarcity ofmanpower and Only 20% are agree with this statement.
Observation:
This shows that HR department fulfills all the requirements of human
resource in the organization as soon as required. But as some are disagree
with this statement means the recruitment process needs change.
12% 10%
10%
43% 25%

33
6) I feel that the right job is being performed by the deserved
person at my working environment.
Agree 22 43%
no opinion 9 18%
disagree 7 14%
Interpretation:
It is very important for any organization to recruit skilled manpower, to
achieve its business target. The question was raised to know the opinion that
right job is performed by right person. So 60 % are agree and near about
20% are disagree.
Observation:
This shows company is recruiting right candidate for right job but some
respondent are disagree so selection process need improvement and proper
verification of recruit.
8%
14%
17%
18%
43%

34
7) The employee's competency matches with the job specification.
Strongly Agree 1 2%
Agree 20 39%
no opinion 21 41%
disagree 5 10%
Interpretation:
Nearly 45% are agree with this statement and 20% are disagree but
surprisingly 40% gave noopinion this means they are not aware about other
competencies,
Observation:
This interpret ate that company's recruitment process is helpful in getting
right candidate forright job but as per of the some respondent
dissatisfaction the recruitment should be more filter.
2%
10%
8%
39%
41%
Strongly Agree
Agree
no opinion
disagree
strongly disagree

35
8) To what extent you are satisfied with the external source (job
portals) for recruitmentprocess.
Response Pattern Remark percentage
Strongly Agree 3 7%
Agree 4 9%
no opinion 22 49%
Disagree 15 33%
Interpretation:
Some respondents are satisfied with the external source of recruitment. It is
observed that most ofthe candidates are recruited through “Reference” or
other internal source and about 50% have no opinion the external sources
like job portals, consultancies.
2%
7%
9%
33%
Strongly Agree
Agree
no opinion
49%
disagree
strongly disagree

36
9) To what extent you are satisfied with the employee's reference for
recruitment process.
Response pattern Remark percentage
Agree 20 40%
no opinion 2 4%
Disagree 11 22%
Interpretation:
60% of respondent are in favor of the statement that they are satisfied with
the employee's referral, this helps in getting known candidates as company
knows the skill and behavior of the candidate. But near about 35% disagree
with the statement. So, it can be inferred that recruitment process need good
external sources for recruitment process.
14% 20%
22%
Strongly Agree
Agree
no opinion
4% 40% disagree
strongly disagree

37
10) To what extent the selection procedure followed for your
recruitment is suitable to yourjob.
Response pattern Remark percentage
Agree 20 40%
no opinion 2 4%
Disagree 10 20%
Interpretation:
Near about 70% of the candidates are satisfied with the selection procedure
and this shows right person is in right job but near about 30 % are not
satisfied so this shows that selection process also needs some changes.
8%
28%
20%
4%
Strongly Agree
Agree
no opinion
disagree
40% strongly disagree

38
CHAPTER 6- SUMMARY, CONCLUSION & SUGGESTIONS.
Summary:-
After a thorough study and discussion on the companies recruitment &
selection policy, to knowits effectiveness in the organization a self designed
questionnaire has been prepared to gather the views of employees.
The questionnaire contains 10 questions related to recruitment & selection
topic. The questionnaire has been distributed to 50 employees from various
departments (HPD, Marketing, Legal (SCM), PNS, and Finance & Logistic)
and asked them to answer the questions by selection the given choices.
The responses of all the questions were summed up from all the answered
questionnaires. Thesesummed up responses were calculated to derive the
percentages to make the interpretation more meaningful, being represented
in the form of pie chart.
These are the findings:
1. The process of recruitment & selection which is followed by the
company is helpful to meet the company's manpower requirement to
some extent.
2. The recruitment & selection policy of company is clearly stated but
no update on the company's objective.
3. Company is highly dependent on employee's referral for higher
position and for lowerposts company prefers job portals and

39
outsourcing.
4. Company is recruiting right candidate for right job but some
respondent are disagree soselection process needs improvement and
proper verification of candidate.
5. Candidates are not timely informed for their selection and also for their
rejection.
6. Too much time taken by the HPD in recruiting some important urgent
posts.
7. Some respondent are satisfied with the external source of recruitment.
It is observed that most of the candidates are recruited through
“Reference” or other internal source and about 50% have no opinion
the external sources like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as
they are aware about that candidate skill and behavior but sometimes
company will not get right candidate.

40
SUGGESTIONS.
After concluding the study of the companies recruitment policy, interaction
with some of the recruitment manager, company associates and based on the
responses received from the associates the following suggests are made to
the company for further improvement of the policy.
1. The organization should not majorly Clear job description is given
to the candidates atthe time of interview itself, to avoid
disappointment after joining.
2. The candidate should be informed in time whether they have been
selected or not. Thereshould not be any delay in informing the
candidate.
3. There should be reliability on external sources.
4. Recruitment feedback should be taken by the candidates to improve
the recruitment process.

41
5. The employees should be called for the interview only after checking
their educational qualifications and job experience in a proper way so
as to save the time and cost involvedin the recruitment process.
6. Depend on the application bank as the major source for the details of
the candidate for recruitment purpose. It should also consider other
sources which could provide them better options.
7. Follow up to be done to the newly engaged employees to ensure that
they have settled in and to check on how well they are doing. If they
have any problems it is better to identify them at an early stage rather
than allowing them to fester.
8. Internal job posting to be preferred to reduce cost of recruitment.
9. Organization should use social networking sites for creating pool of good
candidates.

42
CONCLUSION
The internship at Himalaya Wellness was a good learning experience and a
good exposure to the pharmaceutical industry giving a clear insight into the
working of the HR practices of the company. In this study, the HR practices
followed by Himalaya Wellness has been studied with specifically ‘Recruitment
and Selection’ process of the company. The study also provided the platform to
learn many things related to Human Resources.

43
CHAPTER 7- BIBLIOPGRAPHY
H. John Bernardin “ Human Resource Management”, Fourth Edition,
Mc GrawHill,2000.
Angelo S Denisi , “Human Resource Management” ,Second Edition,
Biztantra, 2005.
GaryDessler, “Human Resource Management” Tenth Edition,
Pearson Education, 2007.
C.R. Kothari, “Research Methodology Methods and Techniques”,
Second Edition, NewAge International Publishers, 2004.
Information from Company Policy Manual
Abhishek Agarwal - EzineArticles.com Expert Author
Recruitment and Selection by Duncan Brodie- EzineArticles.com
Expert Author.
Websites:
www.himalayawellness.com
www.shrm.com
www.management.org

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