Rn s project

INNVOTEK PHARMACEUTICALS
Recruitment and Selection Page 1
DEDICATIONS
We dedicate this report to our loving parents whose prays, affection & support are always a
source of encouragement for us to reach at this destination and a humble icons for others in
future. Our parents and teachers who gave real eyes that help us to lead ourselves and
others in the dark and cruel world.

ACKNOWLEDGMENT
The Name of Allah, the Most Beneficent, and the Most Gracious, All praises and thanks to
Allah Almighty, lord of the universe and all that exists. Prayers and peace be upon His
prophet Mohammed, the very last messenger for all mankind.
First, we would like to express our sincere appreciation and thanks to ALLAH for his help
throughout this work and for all the blessings he has granted upon us.
We are very thankful to our Campus of UOG Rawalpindi for having given us the
opportunity to undertake a project audit on Recruitment and Selection by visiting the
organization. It was a very good learning experience for us to have worked this area.
We would like to convey our heartiest thanks to our mentor Miss Mateena Hassan for her
endless support by consulting us that how to theoretical knowledge into practical
environment, how observe phenomenon and assemble the project report. All the teachers of
our department who brought us to our present performance and shape us like this during the
last 3 successive years.
Before we finish we would like to give our deepest thanks to also for those who do not
listed in the above but support us in different areas we would like thank all.

Table of content
Contents
EXECUTIVE SUMMARY.................................................................................................................4
INTRODUCTION……………………………………………………………………………………………………………………………………….4
Recruitment…………………………………………………………………………………………………………………………………………….5
Internal Recruitment .......................................................................................................................6
External Recruitment ......................................................................................................................7
Selection............................................................................................................................................8
Job Analysis.....................................................................................................................................11
Conclusion.......................................................................................................................................14
References .......................................................................................................................................14
Bibliography.....................................................................................................................................14

EXECUTIVE SUMMARY
The current project report is on the Recruitment and Selection procedure of “Innvotek
Pharmaceuticals” by us which is the final major project on Recruitment and Selection.
This project is based on the Recruitment and Selection procedure of the company, the main
purpose of this report is to apply our theoretical concept in practical environment which we
have learned in the classroom lectures.
The Companies uses the different recruitment and selection method and we have to work
on what the methods are used by the companies for Recruitment and Selection.
We have chosen the “Innvotek Pharmaceuticals” for visiting and find the ways of their
Recruitment and Selection.
We learned the phenomenon of their working by visiting and ask the queries relate to our
project to accomplish the task which is given to us.
We have made interviews from different staff member of the companies that what the
responsibilities they have to perform and which skills are needed to accomplish these
responsibilities.
This project is great opportunity for us to develop know how about the practical
framework, it is very good experience for us.

INTRODUCTION
The pharmaceutical industry in Pakistan has grown during the last few decades.
Currently Pakistan has more than 800 large volume pharmaceutical formulation units,
including those operated by 25 multinationals present in the country.
We have selected a pharmaceutical company named Innvotek pharmaceuticals. Mr. Jamil
and sons are the owner of the company. The basic function of this company is to
manufacture the medicines and then distribute those medicines within the country and also
export them around the world especially in Middle East.
This company hire different pharmacist on competitive salary packages in order to make
innovative product.
They manufacture multiple products like eye drops, ear drops, tablets, capsules, syrups, and
many others but their most special product is “luxene sight tablets” that are helpful to
improve eyesight. They also have research labs in swat.
The main purpose of our project is to study the Recruitment and selection procedure of the
company and have to analyze the job of person that working in the company.
So, here is the outlook of both procedures is given below:
Recruitment and selectionProcedure ofInnvotek Pharmaceuticals
Recruitment
Recruitment refers to the process of generating the potential pool of candidates for a job
or function, which are commonly undertaken by recruiters. It also may
be undertaken by an employment agency or a member of organization
looking for recruits itself.
Advertising is the process of conveying message to the applicants who seek jobs.
Advertising can be done by different methods or sources. The organization use method
according their planning and budget. The organization uses different mediums to advertise

the vacant positions. The organizations describes “job description” and “job specification’’
in the Ads. The main sources used for advertising are the:
 News Paper
 Social Websites
Newspapers
Newspapers are commonly used for advertising the vacant positions of the organization.
The people who do not have an access on the internet may gain information from the
newspapers’ Ads. The most professionals who read newspapers can be aware from this
source.
Social Websites
The mostly youngsters use the social accounts for gaining information so the organization
post their Ads in the social websites like LinkedIn, Rozee.pk etc. The social websites is
easy way to access the information.
Recruitment process of Innvotek Pharmaceuticals
The Innvotek Pharmaceuticals has its own recruitment process as the other companies
have. There is two methods are used for recruitment which included:
 Internal Recruitment
 External Recruitment
Internal Recruitment
Innvotek Pharmaceuticals mostly prefer to the internal recruitment for the job. Because of
having already experienced and trained employees in the company they mostly focus on the
internal recruitment. The company had been given the training to the employees and
competency has been developed. The employees are more motivated and give their best
performance. It has done internal recruitment by the using method which includes:
 Transfers
 Promotion
 Retired employees
Transfers

Innvotek Pharmaceuticals transfer the employees from one Department to other
Department when the position is vacant because the company already has given the training
to them and they have knowledge about the working of company.
Promotions
When position is vacant at higher level then Innvotek Pharmaceuticals mostly prefer
internal recruitment on the bases of their performances. The employees are promoted from
lower position to higher position on the base of their efficiency and experience. The
promoted employees are given more incentives and benefits.
Retired Employees
In case of shortage of qualified employees the Innvotek Pharmaceuticals calls once again to
the retired employees who have knowledge and skills according to that position.
External Recruitment
The Innvotek Pharmaceuticals less frequently focus on the external recruitment because of
not have too much budget. The training has to given to the newly joined candidates which
is very cost effective for the company. When it becomes necessary that the company needs
the fresh candidates or new learner then the company recruits the candidates externally.
External recruitment is done by the sources are:
 Advertisement
 Educational institutes
 Employee referrals or recommendations
 Recruitment at factory gate
Advertisement
When position is vacant Innvotek pharmaceuticals give ads in the newspapers and on social
website. Through adverstiment the company generate potential pool of candidates and
identify the more qualified applicant for organization because more peoples read
newspapers and make different account on social websites by which they may aware from
job. But the Innvotek Pharmaceuticals less use the advertisements for recruitment because
of having limited budget.

Educational institution
The Innvotek Pharmaceuticals gave the facility to the Medical Institutes that they can
submit the CV after the completion of studies. The company recruits the more talented and
qualified applicants from them for their medical staff.
Employee Referral or Recommendation
The Innvotek Pharmaceuticals recruit the candidates on recommendation. Mostly the
employees of the company refer their relatives and friends. The company recruits the
referred applicants on the basis of the performance of the employee who recommend the
certain relative applicant.
Recruitment at Factory Gate
The employee of the company may be recruited from the factory gate when the permanent
employee is on official or met leave. If that employee of the company is very skilled in that
work then the company may recruit it to fill the permanent vacancy.
The above mentioned procedures are used by the Innvotek Pharmaceuticals for the
recruitment purpose. After completing the recruitment the company generates the potential
pool of candidate. To make the applicant finalist candidate the company make selection of
qualified candidates.
Selection
Selection refers to the assessment and evaluation of job applicant. It is process to eliminate
the candidates who do not meet the qualification and skills related to that position.
The different companies use different method of selection to hire candidates for them
which is more appropriate and effective for the companies.
The Innvotek Pharmaceuticals has its own selection method to hire the candidates. Not all
these steps are used for the selection of all candidates. The certain measures are taken for
the most critical post like pharmacist. For the manager or other medical positions the
background checking and medical examination is not necessary. The following exhibit by
which they select the candidates:

The Innvotek Pharmaceutical Selection Procedure
Initial screening
The initial screening is a step where job inquires is sorted and potential candidate are
selected. The CV of the candidates are examined are verified by HR manager in the
Innvotek pharmaceuticals and the best candidates are screened in this step .the different
qualifications required for different posts. The company screened the candidates on the
basis of job specification and job description that required for specific post.
Initial Screening
Completed Application Form
Pre- Employment Test
Interviews
Background
investigation
Physical Examination
Permanent job offer
Conditional job offer

Completing the application form
After the screening the company asked the employees to complete the application form
given by the company whereby the company wants to know the specific information of
candidate it is completed for the purpose of comprehensive information related to
applicant’s skills and past job experiences
Pre-employment tests
After completing the application forms the Innvotek conduct Pre-employment test for
candidates to predict that who will be successfully perform the job by evaluating the test
.these test are conducted form specific candidates according to the nature of the job rather
than all the candidates. For the hiring of the pharmacist written tests are conducted to check
their caliber for the post.
Interviews
Applicants who passed the initial steps are called for the comprehensive interviews. In
interviews the applicants are judged by the HRmanager of the Innvotek face to face. In
interviews in depth information gained directly from the candidates. The interviews are
taken from all employees of company related to all job post. The interviews taken by the
company for the purpose of seeing the reflection of skills and qualification stated in the CV
and Application form of the candidates. Simulations are conducting from some employees
during the interview and artificial work environment is created that related to job that the
candidates have the potential to perform in the actual work environment. Simulations are
conducted for specific candidate that have applied for specific job post.
Conditional job offer
The company offers the conditional job to the candidates whose background checking is
required. The candidates whose background checking or other intense information is not
required are offered for permanent job. There are some posts whose background checking
is required in the Innvotek.
Background Examination

The background examination is done for the specific candidates not all the employees are
involved for background checking. But mostly it is done severe case not in all case by the
Innvotek pharmaceuticals.
Medical Examination
The medical examination is also done for the specific candidates rather than all the
candidates like the candidates for pharmacist post are examined medically by the Innvotek
Pharmaceuticals. These medical tests are the requirement of the Innvotek pharmaceutical
company to avoid the certain risks during the preparation of different medicines.
Permanent Job Offer
The candidates who passed the preceding steps successfully are considered to eligible to
receive the employment offer. The candidates became the permanent employees of the
Company. The candidates who are not involved in the formalities of background checking
and physical examination are offered the permanent job after the comprehensive
interviews.
Job Analysis
Job analysis is the general process of studying and describing job requirement (tasks,
KSAO’s and job context) and competency requirements (KSAO’s necessary to meet
organization’s mission goal etc.) separately.
Job analysis of HR manager in Innvotek pharmaceuticals
Job Position: HR Manager (Hammad Sheikh)
TASKS
SPECIFIC TASKS TASK
DIMENSION
IMPORTANCE
(% TIME SPENT)

 Coordinate work activities of staff relating
to employment. Advise managers on
organization policy matters such as equal
employment opportunity and recommend
needed changes.
 Responsible for HR activities plan and
conduct new employees orientation to
foster positive attitude towards the
organization objectives.
 Manage the activities of recruitment and
selection from initial screening to selection
and placement write and place job ads
initial phone interviews
 Provide on the job training to current
employees dealing with understaffing
firing and hiring the employees.
 Identify staff vacancies and recruit
interview and select applicants
Managing
HR Functions
35%
KSAO’S
NATURE IMPORTANCE OF TASKS
(1 – 5 RATING)
Knowledge
MBA in human resource management. 5
Skills

He has strong communication skills presentation
skills motivational skills negotiation skills problem
solving skills.
4.9
Abilities
He has ability to manage unexpected situations
logical thinking ability analytical ability he is also
able to manage relationship among employees.
5
Others
He should have 5-6 year experience in any
organization related to development; manage
employee relations, communications and working in
a complex working environment.
4.9
Job Context
Job context refers to the conditions under which work is performed and the demands such
work imposes on employees. Specific types of job context information typically identified
during a job analysis.
Work Setting
 The HR manager of Innvotek organization perform indoor task.
 Having privacy of work area.
Work Attire
 Workers wear the special uniform during working in the laboratory while HR manager
have informal dressing.
 They have specialized protective or safety attire.
 Mr. Hammad sheikh spend normally 7 hours in a day by working from 9am to 4pm

 The HR manager perform task by sitting standing and sometime by visiting in order to
lookout the working conditions of labors.
Environmental conditions
 Overall environmental conditions are very good the HR manager have comfortable zone
and all facilities are provided to him to perform the task efficiently.
 Employees are too much productive because of cool temperature in a work place
Job Hazards
 Every employee shall keep his workplace free from hazards that are causes or likely to
cause physical harm to the worker.
 Sometimes equipment use is the hazardous.
 There are not as such job hazards to employees and manager as organization provide health
care facilities to employees.
Conclusion
It was really good experience for us to visit the organization and compile into the words
that we have observed and asked by interviews about the recruitment and selection method
of Innvotek pharmaceuticals.
Method of Collecting Information
We have collected the information about the company by visiting it and interviewed from
different staff members to assemble our project report. The job information collected from
the HR manager by interview which is basically an unstructured interview and questions
related to job.
References
Bibliography
HRM- Rcruitment and selection. (2017).

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