HSN International is a Pharmaceutical company. They are manufacturing the millions of the tablets & capsules per day. The total turnover of the company is between 30 to 40 crore.

2. Major Company

4. Research Design

5. Sample Design

6. Scope of the Study

8. Secondary Data

11. Population

12. Cost

13. Man Power

15. Foreign market

16. Threats:

17. Competition from MNCs

18. Government policy

19. Chapter No. 3

21. Quality

22. Raw material in bulk

24. Transportation

26. Taxation may be introduced

27. Criteria of Labors

29. Introduction:

30. 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.

31. 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.

32. 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.

33. 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.

34. 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).

36. Increase the pool of job candidates at minimum cost.

37. Help increase the success rate of the selection process by reducing the number of visibly, under qualified/overqualified job applicants.

38. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.

39. Begin identifying and preparing potential job applicants who will be appropriate candidates.

40. Induct outsiders with a new perspective to lead the company.

41. Infuse fresh blood at all levels of the organization.

42. Develop an organizational culture that attracts competent people to the company.

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

44. Search for talent globally and not just within the company.

45. Design entry pay that competes on quality but not on quantum.

46. Anticipate and find people for positions that do not exist yet.

48. Recruiting policy

49. Temporary and part-time employees

50. Recruitment of local citizens

51. Company’s size

52. Cost of recruitment

53. Company’s growth and expansion

54. EXTERNAL FACTORS

55. Supply and Demand factors

56. Unemployment Rate

57. Labor-market conditions

58. Political and legal considerations

59. Social factors

60. Economic factors

62. Personnel policies of other competing organizations

63. Organization’s personnel policies

64. Recruitment sources

65. Recruitment needs

66. Recruitment cost

68. Strategy development

69. Searching

70. Screening

71. Evaluation and control

73. (a) Make or Buy employees

74. (b) Technological sophistication of recruitment and selection devices

75. (c) Geographical distribution of labor markets comprising job seekers

77. 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.

78. 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.

79. 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.

80. 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.

81. 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.

82. Evaluation and Control: Evaluation and control is necessary as considerable costs are incurred inthe recruitment process. The costs generally incurred are: -

83. Salaries for recruiters

84. Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth

85. The cost of advertisements or other recruitment methods, that is, agency fees.

86. Recruitment overheads and administrative expenses.

87. Costs of overtime and outsourcing while the vacancies remain unfilled.

89. The various internal sources include:

90. 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.

91. 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.

92. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.

93. 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.

94. 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.

95. 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.

96. 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.

97. 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.

98. 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.

99. External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include:

100. 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.

101. 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.

104. 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.

105. 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.

106. 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.

108. The management will be able to fulfill reservation requirements in favour of the disadvantaged sections of the society.

110. External recruitment is costly.

111. If recruitment and selection processes are not properly carried out, chances of right candidates being rejected and wrong applicants being selected occur.

113. Screening Interview

114. Application Blank

115. Selection Test

116. Selection Interview

117. Medical Test

118. Reference Checks

119. Hiring Decision

121. 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.

122. 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.

123. 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:

124. • Personal data (address, sex, telephone number)

125. • Marital data

126. • Educational data

127. • Employment Experience

128. • Extra-curricular activities

129. • References and Recommendations

130. 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.

131. 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:

132. • Intelligence tests

133. • Aptitude tests

134. • Personality tests

135. • Achievement tests

136. 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 –

137. To size up the candidate personally;

138. To ask question that are not covered in the tests;

139. To make judgments on candidates enthusiasm and intelligence;

140. To assess subjective aspects of the candidate – facial expressions, appearance, nervousness and so forth;

141. To give facts to the candidates regarding the company its policies, etc. and promote goodwill towards the company.

142. 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.

143. 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.

144. 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.

146. Research approach : survey

147. Research instrument : questionnaire

150. (Oral, Compression, Blister department and etc.)

152. 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.

154. FIELDSOPTIONSNO. OF RESPONDENTSPERCENTAGEaYes3686%bNO614%

155. INTREPRETATION:

158. 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.

159. 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.

160. 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.

161. 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.

162. 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.

163. 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.

164. 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.

166. During the promotion of the employee they should give them some extra facilities, they can provide them house incentive, medical facilities etc.

167. 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.

168. 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.

170. Gov. Policies like Taxation Policy could be change any time.

171. Transportations facilities

172. Electricity

174. Human Resource Management: C.B Gupta

175. Human Resource Management: Dr. V.S.P.Rao

176. www.hsninternational.in

177. www.google.com

178. www.citehr.com

179. www.en.wikipedia.org/wiki/Pharmaceutical_industry

180. www.pharmaceutical-drug-manufacturers.com

181. Chapter No. 10