Talent Acquisition performance at Jiva Ayurveda

Monday,July31, 2017 1
SUMMER INTERNSHIP PROJECT REPORT
ON
“Talent Acquisition Process”
AT
Submitted in partial fulfilment of the requirements for the Two Year Full Time
Post Graduate Diploma in Management
By: Under the Guidance of:
Prashant Kumar Sharma Faculty Mentor:
Enrollment No: 2016093 Asst.Prof. Shikha Arora
Batch no: 2016-18 Industry Mentor:
Miss. Preeti Sharma
Designation:
Manager HR
INSTITUTE OF TECHNOLOGY &SCIENCE
(2016 – 18)

CERTIFICATE OF ORIGINALITY
I hereby declare that this Summer Internship Project is my own work and that, to the best of
my knowledge and belief, it reproduces no material previously published or written that has
been accepted for the award of any other degree of diploma, except where due
acknowledgement has been made in the text.
Prashant Kumar Sharma
Enrollment No: 2016093
Date:

CERTIFICATE
This is to certify that Mr Prashant Kumar Sharma PGDM (2016-18 Batch) a student of
Institute of Technology and Science has undertaken the project on “Talent Acquisition at
JIVA Ayurveda”. The project has been carried out by the student in partial fulfilment of the
requirements for the award of PGDM, under my guidance and supervision.
I am satisfied with the work of Mr Prashant Kumar Sharma
Date:
Faculty Mentor Name: Asst Prof. Shikha Arora
(Signature)

Acknowledgement
I take this opportunity in expressing the fact that this project report is the result of incredible
amount of encouragement, co-operation, and moral support that I have received from others.
It was a pleasure to be associated with JIVA Ayurveda the Experience that I have gained has
had a profound impact on my career choices and has helped me realize what is requisite for
success in the corporate world.
I would like to express my thanks to Mr.Govind Kohli (AGM HR), who has kindly
permitted me to undertake the project in the organization.
I also take this opportunity to express a great sense of gratitude to my mentor- Ms. Preeti
(Manager HR) & Ms. Mennakshi Kapil (HR Executive) for her guidance and support in
getting the practical knowledge practiced by the company.
Lastly I am highly indebted to my faculty mentor Prof. Shikha Arora for her guidance and
constant supervision as well as for providing necessary information regarding the project,
special thanks to my family who are integral part of this project.
Student Name: Prashant Kumar Sharma
Signature……………................
Date:

Executive Summary
The success or failure of an organization is largely dependent on the calibre 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
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.
It is important to have a well-defined recruitment policy in place, which can be executed
effectively to get the best fits for the vacant positions. Selecting the wrong candidate or
rejecting the right candidate could turn out to be costly mistakes for the organization.
Therefore a recruitment practice in an organization must be effective and efficient in
attracting the best manpower
The finding after the analysis of the process has clearly stated the negative and positive points
in the process followed in the organization. Followed by the finding a brief conclusion has
been made after the successful completion of the project.
A proper feedback and recommendations or suggestion is prepared for “Jiva Ayurveda” in
order to, how properly the company can enhance their coordination and Recruitment process
keeping in view the changing needs and the requirement in the competitive scenario.
Finally annexure part is the list of the questions (Questionnaire) used for the purpose of the
interview.
The Project was an overall success.

Objectives of the study:
The main objectives of the study are as follows:
1. To understand the process of recruitment at Jiva Ayurveda.
2. To identify the sources of recruitment at various levels and various jobs.
3. To critically analyse the functioning of recruitment procedures.
4. To suggest the areas of improvement to make recruitment procedure more effective.
Scopeof study:
In any organization human resource is the most important asset. In today’s current
scenario, as most of the company’s overall performance depends on its employee’s
performance which depends largely on that which kind of people are hired and for
which job they are assigned, So the project has wide scope to help the company to
perform well in
Today’s global competition. The core of the project lies in analyzing and assessing the
organization and to do some changes in the Talent Acquisition process for Jiva
Ayurveda.
Research design:
A research design is the arrangement of the condition for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with
economy in procedure.
A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation pattern
or framework of the project that stipulates what information is to be collected from
which source and be what procedures.
RESEARCH is a ‘careful investigation or inquiry especially through search for new
facts in any branch of knowledge’.

Kind of research:
Exploratory research is research conducted for a problem that has not been clearly
defined. It often occurs before we know enough to make conceptual distinctions or
posit an explanatory relationship. Exploratory research helps determine the
best research design, data collection method and selection of subjects. It should draw
definitive conclusions only with extreme caution. Given its fundamental nature,
exploratory research often concludes that a perceived problem does not actually exist.
Methodology of study:
The project is a systematic presentation consisting of the enunciated problem,
formulated hypothesis, collected facts of data, analyzed facts and proposed
conclusions in form of recommendations.
It is descriptive type of research. Descriptive Research survey and fact finding
inquiries of different kind. The major purpose of descriptive research is descriptive
the state of affairs, as it exist at present. The main control over the variable; he can
only report what has to discover the even when there he cannot the variable. The
methods has to researcher utilized in descriptive research are survey methods of all
kind.
Limitations of Study:-
 Limitation about the time and absenteeism.
 The study is based on the data provided by the company statements so, the
limitations of the company’s employees remaining are equally applicable.
 Company not disclosing confidential information.

List of Contents
S.no Title Page no.
1. Introduction
2. Talent acquisition Process
3. About Jiva
4. Selection Process
5. Competitors
6. My responsibilities
7. Research
8. Suggestion by employees
9. Conclusion
10. Recommendation
11. References

Introduction
Talent acquisition
Talent acquisition is the process of finding and acquiring skilled human for organizational
needs and to meet any work force requirement. When used in the context of the recruiting
and HR profession, talent acquisition usually refers to the talent acquisition department or
team within the Human Resources department. The talent acquisition team within a company
is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are
required to meet company goals and fill project requirements.
Talent acquisition as a unique function and department is a relatively new development. In
many companies, recruiting itself is still an indistinct function of an HR generalist. Within
many corporations, however, recruiting as a designation did not encompass enough of the
duties that fell to the corporate recruiter. A separate designation of talent acquisition was
required to meet the advanced and unique functions. Modern talent acquisition is a strategic
function of an organization, encompassing talent procurement, but also workforce planning
functions such as organizational talent forecasting, talent pipelining, and strategic
talent assessment and development.
Talent acquisition is quickly becoming a unique profession, perhaps even distinct from the
practice of general recruitment. Talent acquisition professionals are usually skilled not only
in sourcing tactics, candidate assessment, and compliance and hiring standards, but also in
employment branding practices and corporate hiring initiatives. Talent acquisition as a
function has become closely aligned with marketing and PR as well as Human Resources. As
global organizations need to recruit globally with disparate needs and requirements, effective
recruiting requires a well thought out corporate messaging around hiring and talent
development. Talent acquisition professionals often craft the unique company message
around the approach the company takes to hiring and the on-going development of
employees. The employment brand therefore encompasses not only the procurement of
human capital, but the approach to corporate employee development. The unique needs of
large companies especially to recruit and hire as well as attract top talent led to the
development of a unique talent acquisition practice and career.

Recruiting professionals often move between agency recruiting and corporate recruitment
positions. In most organizations, the recruitment roles are not dissimilar: the recruitment role
is responsible for sourcing talent and bringing qualified candidates to the company. However,
modern talent acquisition is becoming a unique skill-set. Because talent acquisition
professionals many times also handle post-hire talent issues, such as employee retention and
career progression, the talent acquisition role is quickly becoming a distinct craft. Some
recruitment industry advisors even advocate for a talent department unique from the HR
department, because talent acquisition and development is so intertwined with a company’s
ultimate success and effectiveness.
As a craft, talent acquisition is of course not new; it is the simple process of recruiting good
talent to meet company needs. As a profession, however, talent acquisition is quickly
evolving into a unique and important job function.

TALENT ACQUISITION PROCESS
Designing the talent acquisition strategy is a critical first step in allowing leaders in the HR
function to get that crucial alignment. These are the key, seven steps we followed and you
can use as a template:
1. Look at the keyskills required: Regular views of key skills will ensure business
objectives are being met. As the health care industry evolves, so do the skills required.
Companies work in a variety of therapy areas which often change, therefore the required
specific therapy expertise can also vary. You don’t want to be hiring ‘key’ people only to see
their expertise become redundant within a matter of months.
2. Do a skills gap analysis:This will show where you are exposed - as the business
portfolio evolves, there is often a need to bring new skills, techniques or areas of expertise
into the organisation. Identifying those gaps early is vital. It helps HR professionals map the
market to determine where that talent currently sits, how big a potential candidate pool there
is, and where the potential obstacles might arise, e.g., location.
3. Developan internal mobility and successionplan: This will help ensure good
people are being utilised optimally. Having a succession plan in place is a crucial component
to any company’s workforce plan. It not only acts as a great motivator with existing key
people but also acts as a retention tool.
4. Plan for attrition: Again, this is a very important element in workforce analytics for
presenting to business leaders. By forecasting future leavers it helps leaders plan accordingly
for any skills gaps and back-fill appropriately, and in good time.
5. Analyse company demographics to ensure diversity objectives are met:
Diversity is no longer optional. It has become absolutely essential within any business as, in
our opinion, it drives creativity and innovation. From gender to ethnicity, it is important to
get the balance right. One of the biggest problems in almost all industries is that women in
senior leadership roles remain rare. At Jiva, although we always chose the best person for the
job, we made a concerted effort to ensure candidate short lists were always provided to
doctor’s teams.

6. Determine gaps and external recruitment needs:Once the internal skills have
been identified and succession planning has been implemented, any clear gaps can be
determined; what’s going to be critical in the near future and what’s needed for the longer
term.
RECRUITMENT
Recruitment is the process of attracting individuals on a timely basis in sufficient
numbers and with appropriate qualification, to apply for jobs within an organization.
The process of searching prospective employees with multidimensional skills and
experience that suits organization strategies in fundamental to the growth of the
organization, this demands more comprehensive strategic perspective recruitment.
Organizations require the services of large number of personnel, these personnel
occupies the various positions created to the process of organization.
when new recruits are sought and ends when their applications are submitted. The result is a
pool of applications from which new employees are selected.
It is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in adequate numbers
to facilitate effective selection of an efficient working force.
 We define Talent acquisition as “a strategic approach to identifying, attracting and on-
boarding top talent to efficiently and effectively meet dynamic business needs.”
The term Talent Acquisition (TA) is often used synonymously with Recruiting. However,
these are two very different things. Recruiting is a subset of TA, and includes the activities of
sourcing, screening, interviewing, assessing, selecting and hiring. In some organizations this
extends to the early stages of on-boarding, which then becomes a shared responsibility
between HR and the hiring manager, with support from the learning organization.

Talent acquisition includes recruiting, but it is inclusive of other strategic elements as
follows:
 Talent Acquisition Planning & Strategy – Ensures business alignment, examines
workforce plans, requires an understanding of the markets, and looks at global
considerations.
 Workforce Segmentation – Requires an understanding of the different workforce
segments and positions within these segments, as well as the skills, competencies, and
experiences necessary for success.
 Employment Branding – Includes activities that help to uncover, articulate and define a
company’s image, organizational culture, key differentiators, reputation, and products and
services. Employment branding can help advance the market position of organizations, attract
quality candidates and depict what it is truly like to work for that organization.
 Candidate Audiences – Necessitates defining and understanding the audiences in which
an organization needs to source for specific roles. Different sourcing strategies should be
applied based on the understanding of the jobs and where the audiences will come from to fill
them.
 Candidate Relationship Management – Includes building a positive candidate
experience, managing candidate communities, and maintaining relationships for those
candidates not selected.
 Metrics & Analytics – Is the continuous tracking and use of key metrics to drive
continuous improvement and to make better recruitment decisions, to ultimately improve the
quality of hire.
Within each of these core elements of TA are many other sub-activities and best
practices. And, of course, the selection of tools, technology and outsourcing partners is a key
element of a company’s talent acquisition strategy.

 Recruiting is what many people want to dive into; however, that is what we call
putting the cart before the horse. The elements listed above are necessary for doing
recruiting well. To use an analogy - the design and implementation of leadership
programs is only a piece of a leadership development strategy, following an
understanding of business goals, defining leadership competencies, and integrating
with other talent management process. In other words, a leadership program is to
leadership development what recruiting is to talent acquisition. Alone, neither will
drive their highest value to the business.
Social Media in Recruitment
Social media are a real platform for the two-way communication. HR can send messages and
receive the immediate and honest feedback from employees. It is a great advantage for the
HR team with the courage to stand in front of the staff. HR can send key messages through
social media and link them with details on the corporate Intranet. However, what should be
the goals and objectives for HR Social Media?
The most common goals and objectives for HR Social Media are:
 strong internal social media platform supporting the corporate culture;
 build internal social media channels and personas representing employees;
 establish a strong brand name on the main social media platforms supporting the
business strategy;
 develop a strong recruitment platform with a worldwide impact;
 Engage critical external and internal talents into innovative groups.
The modern organization should build a strong internal social media communications
platform. Employees feel involved when they have a chance to build communities for a direct
communication between them. They do not need any approval, or they do not require a long
approval process to build the internal distribution list. Emails are boring, but short motivating
messages about new ideas are creative and inspiring. HR should be the advocate in the
leadership team and find resources to build the internal social network that will be freely
available to employees. This is a great goal for social media experts in Human Resources.

The HR Social Media Specialist has to divide employees into different personas. The
personas help to streamline the communication with employees. Personas represent different
target groups and act as the role model for them. It is easier to work with such models than
trying to specify interests of each employee. They can just find the right profile and follow it.
They do not follow the organizational structure; they make choices based on interests and
preferences.
The organization needs a strong brand name that vibrates in social media. The brand is
crucial for the external audiences because they can quickly follow the company. They can
spread job vacancies and recommend best talents from other businesses. It is not head
hunting; it is just the recruitment referral.
Following are the various sites which are used as an essential tool of recruitment process:
Blog
A discussion or informational site published on the internet that consists of entries ('posts')
typically displayed in reverse chronological order, i.e. the most recent post appears first. Until
2009 blogs were usually the work of a single individual, occasionally of a small group, and
often covered a single subject. More recently ‘multi-author blogs’ have developed, with posts
written by large numbers of authors and professionally edited. Blogs consist of regular entries
of commentary and descriptions of events (blogging). The content of a micro blog is simply
smaller in size.
LinkedIn
On LinkedIn most basic level, companies can search for talent and establish relationships
with potential candidates for free. To get started, a firm must simply create a profile for its
business on the Web site. Companies may go a step further, though, and purchase a business
account for bonus features like posting jobs; sending private messages directly to any
LinkedIn user regarding career opportunities; saving and managing profiles of prospects; and
asking for introductions to people inside target companies.

Twitter
Twitter might be overrun with celebrities and prominent individual’s 140-character-long
thoughts and messaging’s, but businesses are using it in a variety of ways, including
recruiting talent. Many companies simply post open jobs to their Twitter account with a
compressed URL for the corporate Web site, which followers can link to for more
information. Businesses may also search for talent on Twitter, just not to the level they can on
LinkedIn, Hartley said. Still, companies are able to identify candidates by querying for
competencies, companies, activities or key words; as well as sending direct messages to
potential candidates.
Indeed
It helps millions of job seekers and employers find the right fit every day. Start hiring now on
the world's Job Sites. Post jobs on Indeed to accept applications from any mobile device.
Indeed launched their beta version of what they refer to as "pay-per-click job advertising
network". In addition to searching job postings, it also allows the occurrence of words therein
to be plotted over time, ostensibly as an indicator of trends in the job markets.
FacebookCareer Pages
Job seekers are likely to follow the career pages of industry-specific companies. Not only
because they are interested in what the company is about, but also because they are hoping
this particular company would be advertising a possible job openings.
By following what the company is about, the prospective employee would be able to get a
clear idea of what they are looking for. The same goes for recruiters. Because of these
Facebook Career Pages recruiters would be able to make a better match between a candidate
and a company. Facebook has the power of visuals on their side. Even though people might
use Twitter and LinkedIn for recruitment, Facebook can display the company’s culture
through videos and images and regular updates. This interactive appeal is what makes this
platform successful for recruitment

Finally, the ultimate goal for the HR Social Media Specialist is about building innovative
groups of employees and external experts, who collaborate and discuss challenging business
topics.
How to Manage the TALENT?
It is now proved beyond doubt that, in the era of technology and knowledge, talent is in the
driving seat. One who possesses it dictates. Not he who pays for it. It is the demand of the
time that business leaders elevate management of talent to a burning corporate priority. It is
not a walk in the park for the talent market. Quality people are no longer available in plenty,
easily replaceable and relatively inexpensive.
These are some of the measures that should be taken into account to hire and retain talent in
the organization, to be efficient and competitive in this highly competitive world.
Hire the Right People: Proper care must be taken while hiring the people itself. It would
be beneficial for an organization to recruit young people and nurture them, than to substitute
by hiring from other organizations. Questions to be asked at this stage are: Whether the
person has the requisite skills needed for the job? Whether the person's values and goals
match with those of organizations? In short, care must be taken to fit the right person to the
right job.
Keep the Promises: Good talent cannot be motivated by fake platitudes, half-truths and
broken promises. Unfulfilled expectations can breed dissatisfaction among the employees and
make them either leave the organization or work below their productive level. Promises made
during the hiring stage must be kept to build loyalty among the employees, so that they are
satisfied and work to their fullest capability.
Good Working Environment: It has to be accepted by the organizations that highly
talented persons make their own rules. They have to be provided with a democratic and a
stimulating work environment. The organizational rules must be flexible enough to provide
them with freedom to carry out their part of task to their liking, as long as the task is
achieved. Opportunities should also be provided to the employees to achieve their personal
goals.

Recognition of Merit: It is highly motivating for any person if his talent is recognized
and is suitably rewarded. One way is providing them with salary commensurate with their
performance. Promotions and incentives based on performance are another way of doing it.
Another way is by providing them with challenging projects. This will achieve two objectives
- it makes employee feel that he is considered important (a highly motivating factor) and gets
the work done in an efficient manner and brings out the best in the employee.
Providing Learning Opportunities: Employees must be provided with continuous
learning opportunities on and off work field through management development programs and
distance learning programs. This will also benefit the organization in the form of highly
talented workforce.
Shielding from High Work Pressure: If an organization has to make the most of the
available talent, they should be provided with adequate time to relax, so that they can did-
stress themselves. It is very important to provide them with holidays and all-expenses-paid
trips, so that they can come back refreshed to work and with increased energy. They must
also be encouraged to pursue their interests which are also a good way of reducing work
environment stress. Recreation clubs, entertain programs, fun activities with in the work area
will also reduce the work life stress of the employees and develop camaraderie among the
workers and result in a good working environment

HEALTH CARE INDUSTRY ANALYSIS

Strong growthin Healthcare expenditure:
 Healthcare industry is growing at a tremendous pace owing to its strengthening coverage,
services and increasing expenditure by public as well private players.
 During 2008-20, the market is expected to record a CAGR of 16.5 per cent.
 The total industry size is expected to touch US$ 160 billion by 2017 and US$ 280 billion by
2020.
 As per the Ministry of Health, development of 50 technologies has been targeted in the FY16,
for the treatment of disease like Cancer and TB.

Strong growthin healthcare expenditure:
 Healthcare industry is growing at a tremendous pace owing to its strengthening coverage,
services and increasing expenditure by public as well private players.
 During 2008-20, the market is expected to record a CAGR of 16.5 per cent.
 The total industry size is expected to touch US$ 160 billion by 2017 and US$ 280 billion by
2020.
 As per the Ministry of Health, development of 50 technologies has been targeted in the FY16,
for the treatment of disease like Cancer and TB.

Introduction:
Healthcare has become one of India’s largest sectors - both in terms of revenue and
employment. Healthcare comprises hospitals, medical devices, clinical trials, outsourcing,
telemedicine, medical tourism, health insurance and medical equipment. The Indian
healthcare sector is growing at a brisk pace due to its strengthening coverage, services and
increasing expenditure by public as well private players.
Indian healthcare delivery system is categorised into two major components - public and
private. The Government, i.e. public healthcare system comprises limited secondary and
tertiary care institutions in key cities and focuses on providing basic healthcare facilities in
the form of primary healthcare centres (PHCs) in rural areas. The private sector provides
majority of secondary, tertiary and quaternary care institutions with a major concentration in
metros, tier I and tier II cities.
India's competitive advantage lies in its large pool of well-trained medical professionals.
India is also cost competitive compared to its peers in Asia and Western countries. The cost
of surgery in India is about one-tenth of that in the US or Western Europe.

MarketSize:
Deloitte Touché Tohmatsu India has predicted that with increased digital adoption, the Indian
healthcare market, which is worth around US$ 100 billion, will likely grow at a CAGR of 23
per cent to US$ 280 billion by 2020.
The revenue of India’s corporate healthcare sector is estimated to grow at 15 per cent in FY
2017-18.*
 India is experiencing 22-25 per cent growth in medical tourism and the industry is
expected to double its size from present (April 2017) US$ 3 billion to US$ 6 billion
by 2018. Medical tourist arrivals in India increased more than 50 per cent to 200,000
in 2016 from 130,000 in 2015.
 The Healthcare Information Technology (IT) market is valued at US$ 1 billion
currently (April 2016) and is expected to grow 1.5 times by 2020. #
 Over 80 per cent of the antiretroviral drugs used globally to combat AIDS (Acquired
Immune Deficiency Syndrome) are supplied by Indian pharmaceutical firms.
 There is a significant scope for enhancing healthcare services considering that
healthcare spending as a percentage of Gross Domestic Product (GDP) is rising. Rural
India, which accounts for over 70 per cent of the population, is set to emerge as a
potential demand source.
 A total of 3,598 hospitals and 25,723 dispensaries across the country offer AYUSH
(Ayurveda, Yoga & Naturopathy, Unani, Siddha and Homoeopathy) treatment, thus
ensuring availability of alternative medicine and treatment to the people.

Investments
 The hospital and diagnostic centres attracted Foreign Direct Investment (FDI) worth
US$ 4.34 billion between April 2000 and March 2017, according to data released by
the Department of Industrial Policy and Promotion (DIPP). Some of the major
investments in the Indian healthcare industry are as follows:
 Kerala Institute of Medical Sciences (KIMS) has raised US$ 200 million from True
North, a private equity fund, for a 40 per cent stake in the company, which will be
utilised towards funding its growth plans.
 Syngene, a subsidiary of Biocon Ltd, has acquired a contract from HerbalLife
Nutrition, a nutrition company, to develop nutrition based products that can be sold by
Herb life in India.
 Cure Fit, a healthcare and fitness start-up, has acquired Kristy’s Kitchen, an online
health-food delivery company, in a cash and stock deal.
 STEER Engineering has announced research collaboration with Merck, a German
healthcare and life sciences firm, for creating a technology useful for processing
special effect pigments for the plastic industry.
 Max Healthcare, a healthcare institute based in New Delhi, has plans to invest Rs 320
core (US$ 48 million) to build a cancer care hospital in Delhi, being a part of Max's
larger plan to develop its hospital in Saket.
 Thyrocare Technologies, a diagnostic laboratory chain, plans to expand its lab centres
from 7 to 25 and franchisees from 1,200 to 5,000 to achieve a target revenue of Rs
1,000 crore (US$ 150 million) by 2020.
 OrbiMed, a healthcare-dedicated investment firm, plans to invest around US$ 40
million in Kolkata-based pathology and radiology services chain Suraksha
Diagnostics for expanding the diagnostics chain's laboratory network across India and
enhancing its equipment technology backbone.
 International Finance Corporation (IFC), the investment arm of World Bank, has
invested around Rs 450 crore (US$ 67.5 million) for a 29 per cent stake in Healthcare
major Apollo Group’s subsidiary Apollo Health and Lifestyle Ltd for funding
Apollo's expansion activities.

 Abraaj Group, a Dubai-based private equity investment firm, is in advanced
discussions to acquire a controlling stake in south India’s leading diagnostics services
provider Medall Healthcare Pvt Ltd, at an enterprise value of around Rs 1,500 crore
(US$ 225 million).
 Practo Technologies Pvt Ltd, a digital healthcare start-up, has raised US$ 55 million
in series D round of funding led by Chinese investment holding company, Tencent
Holdings Ltd, which will be used for expanding its product portfolio.
 Japanese financial services firm Orix Corp. is in talks to buy a minority stake in
Bengaluru-based fertility clinic chain Nova IVI Fertility, from the company’s
promoters and existing private equity investors for Rs 250-300 crore (US$ 37.5-45
million).
 UAE-based Gamma Group has outlined plans of investing around Rs 3,000 crore
(US$ 449.68 million) in the infrastructure, health and education sectors of Kerala,
which is expected to generate around 2,000 indirect and direct jobs in the state.

Government Initiatives:
Some of the major initiatives taken by the Government of India to promote Indian healthcare
industry are as follows:
 In the Union Budget 2017-18, the overall health budget increased from INR 39,879
crore (US$ 5.96 billion) (1.97% of total Union Budget) to INR 48,878 crore (US$ 7.3
billion) (2.27% of total Union Budget). In addition, the Government of India made
following announcements in the Union Budget 2017-18:
o Harmonise policies and rules for the medical devices industry to encourage
local manufacturing and move towards improving affordability for patients.
o Modify the Drugs and Cosmetics Act to promote generics and reduce the cost
of medicines.
o Set up two new All India Institute of Medical Sciences (AIIMS) in Gujarat
and Jharkhand.
o Convert 1.5 lakh sub centres in Indian villages to health and wellness centres
o Set short and medium term targets for key health indicators and bring down
the Maternal Mortality Rate to 100 by 2018-2020 and Infant Mortality Rate to
28 by 2019.
o Prepare action plans to eliminate Kala Azar and Filariasis by 2017, leprosy by
2018, measles by 2020 and tuberculosis (TB) by 2025.
 The Union Cabinet, Government of India, has approved the National Health Policy
2017, which will provide the policy framework for achieving universal health
coverage and delivering quality health care services to all at an affordable cost.
 The Government of India plans to set up a single window approval system for
innovation in medical research, in order to grant permission/approvals within 30 days
from the date of application to Indian innovation projects who have applied for global
patent.
 Mr Shripad Naik, Minister of State with Independent Charge for AYUSH, has
verified that the AYUSH Ministry is working with various agencies, institutions and
Ayurveda researchers and practitioners across the globe to turn India into a global hub
for knowledge, research, practice and developmental projects on traditional
medicines.

 The Government of Assam has launched the Atal-Amrit Abhiyan health insurance
scheme, which would offer comprehensive coverage for six disease groups to below-
poverty line (BPL) and above-poverty line (APL) families, with annual income below
Rs 500,000 (US$ 7,500).
 The Government of India and the Government of the State of Nagaland signed
financing agreement and project agreement respectively with The World Bank, for the
‘Nagaland Health Project’ for US$ 48 million, which aims to improve health services
and increase their utilisation by communities in targeted locations in the state.
RoadAhead
India is a land full of opportunities for players in the medical devices industry. The country
has also become one of the leading destinations for high-end diagnostic services with
tremendous capital investment for advanced diagnostic facilities, thus catering to a greater
proportion of population. Besides, Indian medical service consumers have become more
conscious towards their healthcare upkeep.
India's competitive advantage also lies in the increased success rate of Indian companies in
getting Abbreviated New Drug Application (ANDA) approvals. India also offers vast
opportunities in R&D as well as medical tourism. To sum up, there are vast opportunities for
investment in healthcare infrastructure in both urban and rural India.

About Jiva:
Jiva Ayurveda was founded with the mission of 'taking Ayurveda to every home'. Our
objective of making people happy and healthy through authentic Ayurvedic treatment
delivered at their doorstep is a direct response to the growing ailments and disorders such as
diabetes, arthritis, asthma, obesity, hypertension, spondylitis, piles, skin problems, sexual
disorders, etc. Most of these diseases affecting the global community today do not have an
effective treatment available in modern medicine.
The Jiva Medical & Research Centre, a one of its kind concept in the world, was established
in 1998 as an integrated centre for telephonic health consultation. Today, Jiva has over
400 Ayurvedic doctors and support professionals who have provided consultations to more
than one million patients to date across 1800 cities and towns in India. To ensure quality,
efficacy and purity, Jiva Ayurveda manufactures its own medicines and products at its ISO
9001:2008 certified manufacturing unit and pharmacy in Faridabad, India.
Jiva has been organizing Ayurvedic educational and training programs for over a decade
now. We have trained over 10,000 individuals ranging from experienced Ayurveda
practitioners to Ayurveda enthusiasts with very limited knowledge of the science.
Dr. Partap Chauhan, Director at Jiva, is an award-winning Ayurveda doctor, author, speaker,
and television personality. Dr. Chauhan has conducted numerous workshops and training
programs worldwide. Through his interactions with Ayurveda practitioners from across the
globe and his immense knowledge of the science he has gained a vivid understanding of what
students look for in an Ayurveda course. Based on his experiences and expertise, he has
created customized programs that can cater to the sensibilities of international learners.
Moreover, he has trained a group of doctors at Jiva who are now conducting these courses
and spreading the word around the ancient science of Ayurveda.

Jiva's Ayurvedic Clinics and Panchakarma Centers are undoubtedly the future of Ayurveda.
These modern centers of wellness offer personalized consultations and are well equipped to
provide a range of Ayurvedic treatments to help people stay healthy and seek a permanent
and effective cure against diseases. Our main center is located at Faridabad, India, and offers
residential facilities for patients who wish to stay with us and get their treatment done.
Additionally, we also provide outpatient services through our clinics which are strategically
located across Northern India.
Our Partners:
Jiva Partners are organisations or individuals, spread across the world, who share our vision
for life-wellness and extend our Ayurvedic programmes and services in their respective
countries. These include Ayurveda education, therapy and lifestyle consultation and product
reselling.
Below is a list of some of our partners who represent Jiva products and services. Feel free to
get in touch with them to know what being a Jiva Partner is all about. If you are interested in
becoming our partner, please contact us at contact@jiva.com.
Organisations and Individuals:
Ajurweda.pl (Poland)
Ajurweda.pl is one of the leading names in Ayurveda in Poland. Headed by Elzbieta Zuk-
Widmanska, the company has been organizing Ayurvedic courses and training programs in
collaboration with Jiva. A former student of Dr. Partap Chauhan, Ela has been bringing
Polish students to Jiva to learn Ayurveda from our experts for the last eight years.

Chie Mombu (representing Jiva Japan)
Chie Mombu in Japan.He have been Dr. Partap Chauhan's student for 10 years and have been
coordinating his seminars and workshops in Japan. He opened an Ayurveda school to teach
Japanese people basic theories of Ayurveda last year with Jiva's certificates to the students.
He teach the basic theories of authentic Ayurveda with the Japanese translation of a textbook
Dr. Partap made. With Ayurveda drawing attention from the Japanese people, there are many
applicants to the 6-month basic course. I enjoy teaching Ayurveda to the Japanese people.
He became interested in Ayurveda 15 years but this was just an interest. Ten years ago, I
encountered Dr. Partap Chauhan and he ignited my interest in Ayurveda. He taught me lots of
things about Ayurveda.
If Ayurveda is a simple health support like a "turmeric is good for the liver" kind of thing, I
would not have interested in it so much. Why Ayurveda is attractive to me is that it treats the
human and its relation with the universe and nature.
The Ayurveda School I am managing made a good start. Currently there is one basic course
class, but I hope the number of classes will increase. This is a good opportunity to let the
people know what Ayurveda is.
Many Japanese people, including children, are living a stressful life. Japan is the No 1
country in longevity. The problem they are facing is the quality of life. I hope I can provide
the Japanese people with places where they can refresh themselves physically and mentally.
Dr Partap taught me lots of things about Ayurveda but this is still a part of the vast Ayurveda
knowledge. I want Dr Partap to give me a chance to have communication with his other
students. If I talk with other students, we could come up with more ideas about how
Ayurveda can be used to give better lives to people in the world.

Terre-du-ciel (France)
Terre-du-Ciel is a life wellness organization engaged in training people on various alternative
health and spiritual sciences. Alain Chevillat, Founder Director of Terre-du-Ciel, has had a
long connection with India and Indian sciences. Jiva has tied up with Terre-du-Ciel to set up
an education base for Ayurveda, education and spirituality in France.
Ajurveda Academy (Lithuania)
We represent the Ayurveda Academy with interests in health education and culture. We are
located at Vilnius, the capital city of Lithuania. Our inclination towards Ayurveda began with
our first trip to India in 1989 when we met Dr. Partap Chauhan in Mayapur. We organise
seminars, courses, lectures and retreats. We are also into book publishing.
Jiva is represented in the Baltics by Ayurveda Academy. All our Ayurvedic courses are based
on Jiva's materials that are backed by the expertise of Jiva which is a world leader in the field.
We are also a distributor of Jiva's range of Ayurvedic products.
Grida Group (Lithuania)
Grida Group is a prominent health care product distribution company based in Lithuania
having its business activities in the Eastern European countries. Its promoter-directors
Gintautas, Aurimas and Salius have a special inclination towards Ayurveda. In 2008, the
group partnered with Jiva to launch Ayurvedic health care in the country. Future plans
include launch of Jiva's Ayurvedic courses and health-tourism packages in Lithuania.

Ananda Association (France)
I am Magali Vezzaro. I run an organisation by the name of Ananda Association in the south-
eastern French city of Draguignan. We organise Jiva's seminars, courses, and lectures with
respect to Ayurveda. Ananda is a Sanskrit word which represents a state of bliss meaning
complete balanced state, happiness, peace and love. The main aim of Ananda Association,
which coalesces with that of Jiva, is to help people develop by their own all these states. The
methods of human development propagated by Ananda are based on the ancient knowledge
of Ayurveda. These include helping people to recognise their nature and make simple
changes in their food, life style, attitude and behaviour in respect of their own consciousness.
The ultimate goal of Ananda is to give people Ananda (bliss) by helping them live a natural
an economic way of life.
Bart Staub (U.S.A.)
I am an Ayurvedic Lifestyle Consultant/ Educator and Massage Therapist. Giving
consultations and massage therapies brings me immeasurable happiness. By sharing the truth
of Ayurveda wisdom I feel I am aiding humanity remember its Divine heritage.
Dr. Partap Chauhan and Jiva offered an advanced course for Ayurvedic practitioners and
graduates of Kripalu's School of Ayurveda this past February.
Through Dr. Chauhan's presentation of "Ayurveda: beyond Vata, Pitta and Kapha" a new
perspective and spring of hope opened inside me. Dr. Chauhan and his family are living the
principles that they promote and by doing so, create a unique healing environment. In this
environment the learning happens on a level beyond the mind. Through the heart the wisdom
is felt and integrated in an extraordinary way. The Soul is reawakened and the light of Truth
nourishes every cell.

My vision is to spread the Truth of Ayurveda through workshops and ayurvedic treatments.
This wisdom is not bound to India and its herbs and plants.
Treatement’s
Online Consultation
They offer free online consultation to International Patients interested in going for Ayurvedic
treatment or just to get an idea of our Ayurveda treatment or our Panchakarma packages.
Please feel free to provide us with the information as requested in the form below, you are
under no obligation to get treatment from Jiva after sharing this information.
The information that you provide below will help us understand the specifics of your
physical, mental and emotional state and condition, so that we can provide you with a
personalized healthcare solution best suited to your health needs.
For your free online consultation, please fill this form and click on the submit button below.
*Online consultation is not available for Indian patients, but they may call us at 0129
4040404 for a phone consultation or request a callback.

Why Ayurveda?
The aim of every healing system is to provide relief and cure from diseases, but
not all systems of healing is targeted at prevention of diseases and to provide
overall well-being.
Each system has its own approach and limitations. Yet Ayurveda, with its holistic approach
and natural methods aims at prevention and management, and helps in getting rid of disease
from its roots. Wherever possible, it works towards providing a permanent cure.
Though it's a more than 5,000-year-old healing science, Ayurveda is extremely logical and
clear in its approach. This ancient science underlines the need to live in tune with nature and
aims to boost the body's immunity, thus aiding in preventing and fighting against all types of
diseases. Ayurveda treatment involves a coordinated effort between the doctor and the patient
for the prevention, management and healing of diseases.
Why should you go for Ayurvedic treatment?
Ayurveda is witnessing a great revival worldwide with thousands of people looking for a
holistic, sustainable, safe and effective form of treatment. India, being the birthplace of
Ayurveda, has a lot to offer to the world in the treatment of various types of disease - even
those labelled incurable by modern science. There are several advantages of going for
Ayurvedic treatment, some of them are explained below.

Works at the root cause
Ayurveda is not a system of healing that provides only relief from symptoms. It aims to
restore health by working on the underlying causes of the disease. So, you will hear a lot
about detoxification, cleansing, strengthening and rejuvenation in Ayurveda. It's a simple
science based on a common sense approach, a rare commodity in today's world.
For instance, when a patient complains of headache, burning in the eyes, acidity and fungal
infection on skin, for him they are four different problems. But for an Ayurvedic doctor, they
all indicate impairment of pitta dosha. In such a case, the patient cannot become fully healthy
unless impaired pitta dosha is brought under control, which will help to treat and provide a
cure to all the four problems.
Ayurveda always aims to attack the root cause of the disease - its objective is not to suppress
a particular symptom but to restore harmony and balance. It tries to accomplish this by
balancing of impaired doshas (vata, pitta and kapha), digestion and elimination of toxins,
strengthening of digestive fire, opening up of channels, and rejuvenation of dhatus (tissues).
Thus, detoxification and cleansing is an integral part of Ayurveda science. These cleansing is
not only done through medications or Panchakarma therapies, but also through a well-
planned diet and the right lifestyle.
Safe and natural
Ayurveda is a science that does not believe in suppressing symptoms to provide relief. It
focuses on curing a disease without creating a new one. Unlike allopathic medicines, it does
not cause fatal or irreversible damage to the human body in the form of side effects. Side
effects are rare in Ayurveda. Even if it occurs it might be due to your body's intolerance to
some types of herbs and minerals, or if you are not following the diet and lifestyle advice as
per instructions.
Ayurveda works by triggering your natural healing mechanism and uses the gift of nature
(herbs, oils, minerals, fruits, spices etc.) to create a natural balance in the body. It not only
works on a particular disease but aims to restore and maintain overall health and well-being.

Unique treatment
Unlike many other health systems, Ayurveda looks at an individual holistically. It doesn't
treat any disease just by giving some tablets or capsules, but puts a lot of emphasis on food
regimen, lifestyle, mental and spiritual approach, and conduct of the individual. Ayurveda
moves beyond the one-size-fits-all approach for deciding a line of treatment. Rather, it takes
into consideration several factors such as,
 The state of an individual's doshas (vata/ pitta/ kapha)
 The state of the dhatus (tissues) (blood/muscles etc.)
 The state of malas or excreta (stool/ urine)
 The state of mahabhootas or elements (fire/ water etc.)
 The state of the srotas or body channles
 The state of the mind
 Behavioural signs
 Primary and secondary symptoms
 And many more!
Impairment of the doshas, dhatus and other factors can differ in patients even when they may
have the same disease. Since Ayurveda aims at balancing the imbalanced factors and restore
the impaired factors, Ayurvedic treatment differs from patient to patient and is customized
according to different individuals. Not just the form of medicines, even the recommended
lifestyle, food regimen, type of exercises, nature of tonics and timings of taking medicines
can differ from patient to patient.
Works on all levels
Ayurveda considers a human being to an amalgamation of the body, mind and soul. So, a
patient's approach, attitude and conduct are often responsible for causing him health
problems. The fact that a negative attitude or negative thoughts can affect mental as well as
physical health was well known to Ayurveda even thousands of years ago. Also, it was well
known that overindulgence or deprivation from sex, overeating or excess fasting, and lack of
activity and over exertion was all harmful for the body and led to disharmony and disease.
Therefore, practice of Yoga, meditation and attention towards one's conduct are an integral
part of Ayurvedic treatment.

Helps to maintain a healthy diet and lifestyle
Until just a few decades ago modern science never looked at the role of diet and lifestyle in
the manifestation and management of disease. On the other hand, this ancient science has
been doing so for thousands of years. As such, the Ayurvedic system has reached an expertise
in the role of food and lifestyle in diseases.
For example, it is a fact that excess consumption of sweets can cause your blood sugar level
to shoot up, while spicy food can lead to ulcers or acidity. Going late to bed and sleeping till
late in the morning can disturb the metabolism and cause metabolic disorders. Ayurveda
recognized these facts long ago and charted out easy and practical guidelines and regimens
for food and lifestyle. When an individual taking Ayurvedic treatment follows a planned
dietary and lifestyle regimen, and sees how it's affecting his health positively, it motivates
him more to follow a healthy diet and lifestyle, thus guiding him towards a healthy, fruitful
and a long life.

Panchakarma
Panchakarma, a therapy for achieving balance in body, mind and consciousness
Ayurveda is more than a system of healing - it is a science and art of living that helps us to
achieve health and longevity. It emphasizes on preventative and healing therapies along with
various methods of purification and rejuvenation. Panchakarma is an integral part of
Ayurveda which helps achieve a balanced state of body, mind and consciousness through
detoxification and rejuvenation.
What is Panchakarma?
Panchakarma is a set of five therapies designed mainly for cleansing the body of toxins.
Ayurveda considers that the purification of the body is important before the commencement
of any other therapy. Just such as old dirty linen is washed and purified before new colour
can be added, similarly the body needs to be purified before replenishing it with the new
colours of health, youthfulness, vigour and vitality.

Basic Principles
The process of Panchakarma generally starts with two sets of therapies: Oleation and
Fomentation.
Oleation
Oleation involves application of oil or oily substance on the body. Ayurveda offers a variety
of oils prepared from various herbal and mineral ingredients mainly for external use. Apart
from oils and ghee used particularly for internal application. The fatty substance acts as an
effective medium, manages to reach the deeper tissues, helps in carrying the medicinal
ingredients to every cell of the body and loosen up toxins stuck in the cells.
Fomentation
The therapies that generate sweat are called fomentation therapies. Oleation therapies are
generally followed by fomentation therapies. The tissues made soft by oleation therapies
become more flexible by subsequent fomentation. Deep-rooted toxins loosened by oleation
liquefy due to fomentation and help it to flush out of the body.

Application of the two principles
The principles of oleation and fomentation are applied through certain therapies. Some of
these Ayurvedic therapies are:
Abhyanga
This is a type of body massage done using an appropriate herbal or medicated oil. It may be
done for the entire body or a specific part such as the head, feet or joint etc. Its main purpose
is to lubricate the body parts and pacify vata dosha.
Shirodhara
This is a specialized therapy aimed to relieve ailments related to the head region. In this
therapy, a stream of warm oil is poured on the centre of the forehead through a vessel at a
uniform speed. The temperature and speed of the oil stream are kept constant during the
therapy that goes on for 30 to 60 minutes.
Pizhichil
Pizhichil is an excellent therapy for relieving joint, muscular and neurological problems. In
this therapy, the whole body is subjected to streams of lukewarm medicated oil with
simultaneous soft massage with rhythmic hand movements. It helps to relieve pain, nourish
the nerves and muscles, reduce stress, and induce peace of mind and relaxation.

PotaliMassage
This massage is done with special bags which contain either medicinal herbs or other
nutritious items. The bags are heated in warm oil for few minutes and then are used for
massaging the body. It is a great massage to relieve pain, reduce physical and mental stress,
and nourish and rejuvenate the body.
The Five Therapies 'Pancha''Karmas'
Vaman
(Medicine induced emesis): In this treatment, a patient is given internal and external oleation
and fomentation therapies for few days. Once the toxins get liquefied and gather in upper
cavities of body, the patient is given emetic medicine and decoction. This induces vomiting
and helps to eliminate toxins from the body tissues. Vaman therapy is especially
recommended primarily for kapha-dominated conditions such as obesity, asthma and
hyperacidity.
Virechan
(Medicine induced purgation): In virechan, purgation or elimination of toxins occurs through
the evacuation of the bowels. In this treatment as well, the patient is given internal and
external oleation and fomentation therapies. After that, the patient is given a herbal laxative
to facilitate evacuation of the bowels that helps in cleansing the body of toxins. Virechan
therapy is recommended primarily for pitta-dominated conditions such as herpes zoster,
jaundice, colitis, celiac disease etc.

Basti
(Medicated enema): Administering medicated substances through enema is Ayurveda's
unique contribution to the medical world. The therapy has enormous benefits, especially in
complicated and chronic diseases. As per the nature of disease, herbal decoctions, oils, ghee
or milk are administered into the rectum and this has incredible positive effects. This therapy
is extremely effective against vata-dominated conditions such as arthritis, piles and
constipation.
Nasya
(Nasal drops): This therapy is effective in clearing and cleansing the head region. At the
beginning of the therapy, the head and shoulder regions are given a gentle massage and
fomentation. Then, nasal drops are administered in both the nostrils. This brings about the
cleaning of the entire head region and relieves various types of headache, migraine, hair
problems, sleep disorders, neurological disorders, sinusitis, chronic rhinitis and respiratory
diseases.
Raktamokshan
(Blood-letting): This therapy is good for cleaning of blood and effective against diseases
caused due to impure blood. It can be done in a specific area or for the entire body. This
therapy is particularly useful in various skin diseases such as psoriasis, eczema, and also in
local lesions such as abscesses and pigmentation.

Panchakarma Benefits:
Panchakarma can bring limitless benefits to the individual. It helps in,
 Complete cleansing of the body
 Elimination of toxins
 Opening up of blocked channels
 Improving strength of digestive fire
 Speeding up metabolism
 Reducing weight
 Rejuvenation of tissues
 Relaxing the mind
 Relieving stress
 Boosting immunity

The Jiva Medical & Research Centre
Established in 1998, Jiva Medical & Research Centre is the first and largest Ayurvedic
Medical & Research Centre in the world. Jiva Medical & Research Centre serves as an
integrated center of telephonic health consultation and helps further Jiva Ayurveda's objective
of 'taking Ayurveda to every home.'
The Jiva Medical & Research Centre serves more than 5,000 patients across India daily, with
more than 70% of them coming from small cities, towns and villages, where affordable and
authentic healthcare is scarce or unavailable.
At the Jiva Medical & Research Centre, a team of 300 trained Ayurvedic doctors and
consultants provides health consultations to patients, recommending solutions in the form of
customized herbal medicines, Panchakarma therapies, as well as diet and lifestyle plans.
Treatment at the Jiva Medical& ResearchCentre
Calling the Jiva Medical & Research Centre
If you are a resident of India, you may contact the Jiva Medical & Research Centre by
making a phone call at 0129-4040404. You will be greeted by an agent who notes down your
name, contact number, age, height, weight, current health status and few details of your
present health problem. Then, it will be followed by a call from an Ayurvedic physician who
will make a detailed investigation of your problem and make recommendations based on your
problem.

Your consultation with a Jiva doctor
During the telephonic consultation, a Jiva doctor assigned to you thoroughly understands
your health problem, notes down your symptoms and medical history, and makes a detailed
analysis of your disease. He makes a proper diagnosis (if the diagnosis is not confirmed), and
informs you about the possible course of treatment. The doctor also mentions the various
treatment alternatives offered by Jiva for the particular problem afflicting your health. While
doing so, he also educates you about your problem, and provides tips and guidance to combat
the illness.
Dispatching of Medicines
If you express the desire to receive medicines and undergo treatment at Jiva Ayurveda, then
the doctor informs the logistic department about the same. The medicine is then dispatched to
the shipping address provided by you. Along with the medicines, you will also receive
written guidelines on how to take the medicines and what types of food you should eat or
avoid. A diet chart is also included to help you follow the diet plan. In addition, you may also
receive a booklet (available for select diseases) written by Dr Partap Chauhan on how to
manage your disease.
Follow-up by executive
Few days after sending the medicine, a Jiva patient care executive will get in touch with you.
He/ She will enquire about the progress in your condition and whether or not you have been
taking the medicines regularly, and following the diet plan and lifestyle advice. If you are
having a problem doing so, or if there are any concerns you would like to be addressed by the
doctor, the executive escalates the problem to the concerned doctor who immediately gets in
touch with you for details.

Follow-up by doctor
A follow-up consultation is also made by the concerned Jiva doctor a few weeks after the
commencement of treatment. At this stage, the doctor will examine your health and assess the
improvement or deterioration in your condition. The doctor might ask you to go for tests to
evaluate your condition. The doctor will analyse your progress, answer your queries and
inform you about the further course of treatment. Such follow-up consultations and
interactions take place periodically until you achieve complete recovery from your problem.
Panchakarma Treatment/ Clinic Visit
If necessary, you may be advised to undergo treatment at the Jiva Panchakarma Center. If
your health condition doesn't show the desired improvements, then you may be asked to visit
the nearest Jiva clinic for a personal consultation by a senior Jiva doctor.

Doctors at Jiva
Healers who care!
At Jiva Ayurveda, we take pride in our team of skilled and dedicated Ayurvedic doctors who
are driven by a passion to bring healing and well-being to thousands of patients. Their
commitment and dedication towards Ayurveda have helped us become one of the world's
leading Ayurvedic treatment companies.
At Jiva Ayurveda, we follow an elaborate selection process before shortlisting candidates
who would be ready to take up their roles as successful Ayurvedic doctors. Our doctors are
personally handpicked from the best Ayurvedic colleges and institutes in India.
An aspiring Jiva doctormust fulfill the following criteria:
 Must have completed BAMS* (Bachelor of Ayurveda, Medicine and Surgery) or MD in
Rasashastra
 Must be practicing or an expert in authentic Ayurveda
 Utmost devotion, dedication and commitment to the science and art of healing
 Must have the enthusiasm and zeal to handle any medical challenge
 Must be patient, compassionate and polite

*Bachelor of Ayurvedic Medicine and Surgery (B.A.M.S.) is an integrated medical degree in
India, conferred to those who have studied the integrated system of modern medicine and
traditional Ayurveda.
Training
Upon selection, Jiva doctors undergo a rigorous training program directly under Dr. Partap
Chauhan or other senior Jiva doctors. Various training and development programs are
conducted to enhance the knowledge and skills of new doctors. Some of them include,
 Regular CME (Continuing Medical Education) programs to maintain competence and keep
abreast of new developments in Ayurveda and medical science.
 Regular Knowledge Sharing Sessions (KSS) where senior doctors share their knowledge and
expertise on Ayurvedic treatment
 Multiple Natures workshops to increase motivation, productivity, efficiency and leadership
skills
 Active mentoring program by a senior panel of doctors
 Workshops and presentations that shares information on best practices in Ayurveda
 Soft skills training programs to help doctors treat patients with honesty, compassion and
kindness
Quality Control
At Jiva Ayurveda, we maintain strict quality control over Ayurvedic treatment practices and
management of patient's expectation. We have a team of senior doctors, including Dr. Partap
Chauhan, Director Jiva Ayurveda, who ensure that the highest standard of treatment protocols
are met by all the doctors at the Jiva Medical & Research Centre and all our clinics.
A senior panel of doctors who directly report to Dr. Chauhan is responsible for handling
critical and challenging cases. They also ensure that special attention is given to patients in
critical cases.
Jiva also maintains a team of doctors who specialize in handling different types of diseases
such as diabetes, hypertension, obesity, arthritis, skin diseases and sexual disorders among
others.

Diverse Roles
Doctors play a diverse set of roles and responsibilities at Jiva that are delegated according to
their experience, interests and natures. Various types of activities help equip them with
additional skills to grow further and accelerate their career development. They are
encouraged to participate in a wide range of activities such as,
 Teaching, training and consultation
 Conducting and organizing Ayurveda camps
 Research activities
 Development of case studies
 Content writing and development
 Quality audits
 Administration
Values of Jiva doctors
An ideal Jiva doctor is well aware of our core values that includes,
 To work towards fulfilling Jiva's vision of providing high-quality and authentic Ayurvedic
treatment
 Caring for the patient like a family member
 Satisfactorily managing patient's expectations
 Solving patient's queries and educating them with patience and politeness
 Being honest about the treatment
 Showing compassion and empathizing with the patient's problem
 Maintaining high professional ethics and standards

Our Medicines
There are hundreds of herbs, formulations and preparations used by doctors in Ayurvedic
treatment. The careful selection and sourcing of herbs, minerals and oils from the best
sources, strict hygiene and high quality control standards are critical in the manufacturing of
these medicines and products.
Jiva manufactures over 500 classical Ayurvedic formulations and 90 proprietary products that
confirms to international standards of manufacturing practices. We set high standards of
safety, purity and efficacy in these medicines and products.
Jiva Ayurveda's manufacturing unit at Faridabad, India, is ISO 9001:2008 and HACCP
(Hazard analysis and critical control points) certified. It is also GMP (Good manufacturing
practices) certified, which means it confirms to guidelines recommended by top international
agencies in the manufacture and sale of medicines and products. Meticulous care is taken at
every phase of the manufacturing cycle to ensure the finest quality of medicines and
products.
Quality Compliance
We maintain the highest standards of quality and purity of products by ensuring the following
at our manufacturing, processing and packaging facility:
 Top quality herbs and raw materials sourced from organic farms
 We don't use GMO (Genetically modified organism) products in manufacturing
 Clearly defined and controlled manufacturing process
 Quality control processes supervised by master Vaidyas
 Well-trained factory staff

 Strict guidelines of hygiene
 Manufacturing facility designed to prevent cross-contamination and mix-ups
 State-of-the-art environment control in storage and manufacturing to prevent contamination
of raw materials
 Machines calibrated and maintained as per NABL (National Accreditation Board Laboratory)
standards to ensure precision in the manufacturing process
 Use of cutting-edge packaging technology
A Tradition of Quality
Jiva's manufacturing unit employs more than 10 master Vaidyas (traditional experts in
Ayurveda), who have years of expertise in the selection, preparation and formulation of herbs
targeted at restoring health and balance. This knowledge has been traditionally maintained
from many generations for thousands of years.
We source herbs from gardens and farms that follow a sustainable and organic process of
cultivation and harvesting. Our medicines and products undergo a meticulous process of
manufacturing to ensure that these formulations provide maximum benefits to the body, mind
and emotions.

SWOT Analysis
Strengths
 Global Presence
 Expertise Ayurvedic Treatment
 Work experience
 Better infrastructure
 Total Ayurveda Products
 Effective Consultation
 Traditional practices
Weakness
 Lack of Financial resources
 Marketing deficiencies
 Poor Training Facilities
 Lack of technological facilities
 More Focus on Tele-medication
 Lack of employee retention practices
Opportunities
 Untapped Global Ayurveda Market
 New technological Treatment
 Presence in rural market
 Increasing international Market Share of Ayurvedic products
Threats
 Increased competition
 Limited advancement in field
 Training and development obstacles
 Recent discoveries
 Expensive FMCG products
 Diminishing Ayurveda knowledge

Organization Structure
Director
ManagingDirector
HR
AGM (Associate General Manager)
Manager
AssistantManager
SeniorExecutive
Executive
RSM
GM
ASM
SO (Sales Officer)
Assistant Manager
SeniorExecutive
Executive
Manager
BE
(BusinessExecutive)
General Manager HR
FinanceMarketing
Marketingh

Selection Process of Doctors
1. An applicant first interacts with the HR executive’s to share his experience and some basic
details regarding his education, personal and professional responsibilities.
2. History taken round is done by a dummy patient he tells his/her issues and doctor have to
handle his queries and diagnose/ prescribe the Ayurveda medicines or treatments.
3. The applicant then goes through the Telephonic/personal interview process with senior
Doctor’s to test his knowledge in Ayurveda and modern.
4. Then applicant goes through the OPS operational round to analyze the applicant key skills
and his confidence and knowledge about his work profile for which he has applied.
5. At last the HR manager interacts with the candidates who have passed the above rounds to
check whether he is capable of working in our companies working environment or not and
how long he can work with us.
Applicant’s Selection Process:
WRITTEN
TEST
HISTORY
TAKEN
TI/PI
OPS ROUND
HR ROUND

Abilities Test
How the Performance is judged?
 Selection is done when the candidate is able to prove his knowledge in Ayurveda and
able to handle the queries of chronicle disease’s.
 He is able to handle the dummy patient effectively and efficiently and provide his the
correct diagnose.
 Able to identify the diseases or key issue in written test case and write its diagnosed
properly by advising Ayurvedic treatments & Ayurvedic medicines.
 One who has good communication skills, and shows keenness and interest in
Ayurveda.

Competitors Analysis
The Patanjali Ayurveda Limited is an Indian FMCG company. Manufacturing units
and headquarters are located in the industrial area of Haridwar while the registered
office is located at Delhi The company manufactures mineral and herbal products. It
also has manufacturing units in Nepal under the trademark Nepal Gramudhyog and
imports majority of herbs in India from Himalayas of Nepal. According
to CLSA and HSBC, Patanjali is the fastest growing FMCG Company in India.
 Competition offered By Patanjali:
 Patanjali offers better pay scale to all BAMS graduates.
 Offering direct clinical practice/ training in clinics.
 Better perks and benefits.

Dabur (Dabur India Ltd.) (Devanagari: डाबर, derived from Daktar Burman) is
India's largest Ayurvedic medicine & related products manufacturer. Dabur was
founded in 1884 by SK Burman, a physician in West Bengal, to produce and dispense
Ayurvedic medicines.
o Competition offered By Dabur:
 Dabur is offering to practice in research field for BAMS graduates.
 They are particularly in developing of FMCG product in Ayurveda.
 Excellent product diversification in healthcare.
 Strong brand image exists as an Employer Brand.

Shree badiyanath was founded in 1918 by Late Pt. Ram Dayal Joshi and Vaidya Ram
Narain Sharma. The Company now as five large well equipped factories situated at
Patna, Kolkata, Jhansi, Naini (Allahabad) and Nagpur. Its registered office is in
Kolkata. Baidyanath products are sold throughout the country through 1000 Sales
Centre’s and 1, 00,000 agencies.
o Competition offered by Badiyanath:
 Baidyanath exist from 1971 as trusted old Ayurveda brand.
 Have rich experience in Ayurveda.
 Have more than 700 patents in Ayurveda.
 Exist as a trusted famous Ayurveda brand.

Roles &Responsibilities:
 Coordination with Technical panel and understanding their requirements, defining job
positions.
 Resourcing, screening and short listing resumes through various job portals or else
internal reference, head hunting.
 Short listing the resumes based on desired skills and experience.
 Calling & Scheduling the desired profile candidates.
 History taking of all the doctors acting as a dummy patient for assessing their patient
handling skills.
 Conducting telephone and Personal interviews in coordination with departmental
heads.
Data Source:-
The source of project depends on accurate data. That’s why data collecting the
appropriate data, which differ considerable in context money, cost, time and other
resources at the disposal researcher.
There are two types of data collection methods available:-
1) Primary Data Collection Method.
2) Secondary Data Collection Method.
In this project the data has been collected from both the sources primary and
secondary sources.

Primary Data:
Primary data was collected through survey method by sending mail of questionnaires
to all employees. The questionnaires were carefully designed by taking into account
the parameters of my study.
SecondaryData:
Data was collected from web sites, going through the records of the organisation, etc.
It is the data which has been collected by individual or someone else for the purpose
of other than those of our particular research study. Or in other words we can say that
secondary data is the data used previously for the analysis and the results are
undertaken for the next process the problem. It studies the main area where the
problem lies and also tries to evaluate some appropriate courses of action.
Sample Design:
A complete interaction and enumeration of all the employees was not possible so a
sample was chosen that consisted of 10 employees. The research was taken by
necessary steps to avoid any biased while collecting the data.

Data Analysis:
1) What form of interview does your organization prefer?
Telephonic 2
Personal Interview 6
Video Interview 0
Any other 2
Interpretation:
Majority of employees prefer to take the personal interview as it help to
analyse the attitude of applicant and his authenticity, but organization also
conducts telephonic interview but does not conductany video interview.
Telephonic
20%
Personal
Interview
60%
Video Interview
0%
Any other
20%
Preferred

2) What source you adoptto sourcing candidate?
Source Preference
Employee referral 1
Campusrecruitment 1
Advertising 2
Consultancy 0
Jobportals 1
Website 1
Recruitment
software
3
All of the Above 2
Interpretation:
The company uses all types of resources for finding the doctors butmostly they
prefer their own recruitment software, companies, Website & Employee
referral. They are the most reliable sources for them.
Employee
referral
9% Campus
recruitment
9%
Advertising
18%
Consultancy
0%
Job portals
9%
Website
9%
Recruitment
software
28%
All of the Above
18%
Preference

3) Average time spent to interview one candidate before sending his
Profile to the interviewer?
Time Duration Taken
5 min 5
5-10 min 3
More Than 10
min 2
Interpretation:
Majority takes the 5 minute’s to interview the candidate just to analyse
the capability of the applicant and digging out the information, the
final interview process in done later on.
5 min
50%
5-10 min
30%
More Than 10
min
20%
Time Taken

4) Which portal did company mostly used for hiring?
Portals Preferences
Naukri.com 6
Indeed.com 3
LinkedIn 1
Glassdoor 0
Interpretation:
The company mostly uses naukri.com to sourcethe candidates it also uses
LinkedIn and indeed but not on regularly basis and company is present on
the glassdoor but never uses it even the employees are not aware of it.
Naukri.com
60%
Indeed.com
30%
Linkedin
10%
Glassdoor
0%
Preferences

5) Which portal did company mostly use to promote organization culture?
Social Promotion
Facebook 6
Jiva
Website 3
LinkedIn 1
Glassdoor 0
Interpretation:
The company majorly uses the 2 platform for its promotion Facebook & Companies
web site to promote its culture but they should also promote it on other platform to
like LinkedIn and Glassdoor they 2 are mostly used platform used by professionals to
promote their company.
Facebook
60%
Jiva Website
30%
Linkedin
10%
Glassdoor
0%
Promotion

6) Any Software or ERP tools used for Data storage in your organisation?
Interpretation:
Yes the company employees say’s that they have the software for the data
storage of employees to keep records. Not only of employees but future
prospectus candidates data are also being kept in the software.
Yess
100%
No
0%
ERP Software used

7) What is the back-out percentage of candidates after being offered?
Interpretation:
There are 10-15% candidate who back-out after being offered for job it’s
a quiet high per cent for backout ratio the major issues for the back out is
salary offered.
1 to 5
15%
5 to 10
35%
10 to 15
40%
15 to 20
10%
Candidate Back Out Percent
Ratio
Candidate
Back Out
Percent
1 to 5 2
5 to 10 3
10 to 15 6
15 to 20 1

8) What are the parameters for selecting a candidate according to your
present requirement? (Rate from 1-5 and 1 being the highest)
Parameters Ratings
Communication Skills 2
Subject Knowledge 3
Patient Handling 1
Attitude/ Personality 3
Computer Knowledge 1
Conclusion:
According to the Survey the subject knowledge and Attitude/personality
is equally important for the interviewer’s communication then come to
the second most priority the candidate can be trained on the other
parameters.
Communication
Skills
20%
Subject
Knowledge
30%
Patient
Handling
10%
Attitude/
Personality
30%
Computer
Knowledge
10%
Ratings

9) Do you think innovative techniques like stress interview, psychometric
test and personality test should be used for selection?
Interview
Innovative
Techniques
Yes 4
No 6
Interpretation:
60% of surveyed employees believe that innovative techniques will not
help them in hiring of their candidates it will only increase their cost of
hiring only 40% belief that it would help in selection and retention of
their employees in organisation.
Yes
40%
No
60%
Innovative Techniques

10) Do you have a procedureto calculate your hiring cost?
Procedure
Availability
Hiring
cost
Yes 6
No 4
Interpretation:
Majority employees agree that organisation have a procedure to calculate
hiring cost but they do not calculate it on regularly. It is only calculated
when a CME or recruitment drive is conducted in other states.
Yes
60%
No
40%
Hiring cost

11) Do you have a procedureto calculate ROI of expenditure on L&D?
And Induction per employee?
Procedureexist ROI per
Employee
Yes 3
No 7
Interpretation:
The organization does not calculate the ROI on expenditure of L&D on per employee
they calculate the cost of training on per employee but does not calculate its return on
expenditure.
Yes
30%
No
70%
ROI per Employee

Findings:
 It’s been found that company is not able to keep pace with time as many times the
interviews are not scheduled on given time and candidate give up the process due to
shortage of time limit.
 Training is not very effective as the company is not using new technological resources
and they have shortage of space.
 Organization is not following the modern ways of recruitments they are still using old
ways of recruitments.
 The company is not having ways to calculate to ROI expenditure on L&D per
employee.
 The companies employees are not motivated for work they lack in team spirit each of
them just care about their personal target and not have human touch with each other.
My Learning:
 The company’s HR employees play a very crucial role in organization from hiring of
employee to resignation of employee.
 Your attitude defines you work style.
 You can be trained in your domain knowledge, communication, but not in attitude.
 The induction program in organization is very crucial, in this tenure the employee
decides how much time he will work in organization.
 Motivation is the key factor in employee’s performance.
 Time management is very essential and it should not be ignored at any level of the
process.
 Many sourcing strategies were applied for hiring of different positions.
 Team spirit plays a key role in team performance.
 Employee behavior represents the organization’s behavior.
 Organization grows when it creates a continuous learning environment in company.

Conclusion
This study suggests that when Talent acquisition Process is established in organization but
organization has to move with time and has to use the modern ways of recruitments as
organization is facing high attrition rate many employees are abscond even pay scale of
company is not up to industry scale this is result of failure of company’s talent acquisition
process. By adopting modern ways of recruitments the organization can resolve the many
issues in company. Talent acquisition Process affects a lot on the organizational activities
regarding its growth. The requirements and skilful then cost will reduce and organization
must grow. All the study has proven the fact there is directly and indirectly relationship is
present between these variables and these variables effect on the Talent Acquisition Process.
All the independent variables are Recruitment sources, Interviews Transparency,
communication, Social media, Hiring manager and Job Descriptions are all very important in
the Recruitment and Selection Process because by the missing of any one factor there is
chance the whole Talent acquisition Process will be affected by these factors. There is no
doubt others factors also effect on the Talent acquisition Process but these are important and
require more attention. That is why I choose these variables and my recommendation are
analysed by the proper analytical tools to give organisation genuine results.

Recommendations:
 The candidates called for interview should be allotted timings and it
should not overlap with each other.
 The Pay scale should be according to the industrial level to recruit and retain the
candidate in long run.
 Better recruitment can be done through advertising in an effective way.
 The employee lacks the motivation among their teams; they should use different
motivational methods so that they can extract best out of their employees.
 The Company should promote its culture on Facebook career page it helps Jiva to
make itself as an employer brand.
 The company should promote the good work of its employees on Facebook and
other social platform to not just in any one section of their website it help the
organization in both ways in generation of new customers and attracting new
talent.
 The company should promote its satisfied patient feedback healed by their
doctor’s to motivate the employee and attract new talent.
 The company should make a video of its employee engagement practices and
share it on your career page.
 There is lots of employee engagement practices were found but employee
retention policies should be revised as there is very high attrition in organization.
Providing accommodation to the candidates.
 Organization is still following old practices of only Telephonic interview , there
are Skype, Facebook, Google duo and many more video calling apps through
which the cost of company and candidates can be saved, as company provide the
TA to any candidate who is travelling from more than 1000km but not below that,
this can save the money & time of organization.
 Nowadays there are video interview also takes place which are more beneficial as
they keep the record of interview and can be analyzed later on also by some other
interviewer.
 The organization should promote its employee engagement practices and
organization culture on website and social platform’s.

Annexure-B
1. Does your organization plan the recruitment policy?
a) Yes
b) No
2. What form of interview does your organization prefer?
a) Telephonic
b) Personal Interview
c) Video interview
d) Any other
3. Do you think the present recruitment policy for Doctors profiles is helpful
in achieving goals of the company?
a) Yes
b) No
4. What source you adopt to source candidates?
a. Employee referral
b. Campus
recruitment
c. Advertising
d. recruitment agencies
e. Job portals
f. Companies Website

5. Average time spent to interview one candidate before sending his profile to the
Interviewer?
A. 5 minutes
b. 5 to 10 minutes
c. More than 10 minutes
6. Which portal did company mostly use for Hiring of Doctors?
A. Naukri.com
B. LinkedIn
C. Indeed
D. Glassdoor
7. Which platform did company mostly use to promote your organization culture?
a) Facebook
b) Jiva website
c) LinkedIn
d) Glassdoor
8. Any software or ERP tools used for data storage in your organization?
a) Yes
b) No
9. What is the back out percentage of candidates after being offered?
a) 1-5
b) 5-10
c) 10-15
d) 15-20

10. What are the parameters for selecting a candidate according to your present
requirement? (Rate from 1-5 and 1 being the highest).
11. Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
a) Yes
b) N o
12. Do you have a procedure to calculate your Hiring Cost?
a)Yes
b) N o
Parameters Ratings
Communication skills
Subject Knowledge
Patient Handling
Attitude/ Personality
Computer Knowledge

14. Which is the biggest challenge that you face in the whole process of
recruitment of doctors?
---------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------
15. If you were to suggest one change in the recruitment and selection Process
what would that be?
-------------------------------------------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------------------------------------------

References:
 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases.
Himalaya Publication.
 Futuristic Human Resource and Strategic management By – Rajnesh Jain
 Essentials of HRM and IR - P.Subba Rao.
 Personal Management - C.B.Memoria.
 Research Methodology -C.R.Kothari.
 Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication
 http://recruitment.naukrihub.com/meaning-of-recruitment.html
 http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&I
temid=34
 www.masters-in-human-resources.org
 Jiva.com
 http://greenjobinterview.com/our-solutions/green-job-live/
 https://www.ibef.org/industry/healthcare-presentation

Talent Acquisition performance at Jiva Ayurveda

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