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EXECUTIVE SUMMARY

Every organization needs to have well trained and experienced people to perform the
activities that have to be done. If current or potential job occupants can meet this
requirement, training is not important. When this not the case, it is necessary to raise the
skill levels and increase the versatility and adaptability of employees. It is being increasing
common for individual to change careers several times during their working lives. The
probability of any young person learning a job today and having those skills go basically
unchanged during the forty or so years if his career is extremely unlikely, may be even
impossible. In a rapid changing society employee training is not only an activity that is
desirable but also an activity that an organization must commit resources to if it is to
maintain a viable and knowledgeable work force.
The entire project talks about the training and development. Here we have discussed what
would be the input of training if we ever go for and how can it be good to any organization
in reaping the benefits from the money invested in terms like (ROI) i.e. return on
investment. What are the ways we can identify the training need of any employee and how
to know what kind of training he can go for? Training being covered in different aspect
likes integrating it with organizational culture. The best and latest available trends in
training method, the benefits which we can derive out of it. How the evaluation should be
done and how effective is the training all together. Some of the companies practicing
training in unique manner a lesson for other to follow as to how to train and retain the best
resource in the world to reap the best out of it.

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 OBJECTIVES OF THE STUDY

The main objectives of the study are as follows:

i. To understand the process of recruitment of Biological E. Limited

ii. To know the sources of recruitment at various levels and various jobs

iii. To critically analyze the functioning of recruitment procedures at Biological

E. Limited

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 CHAPTER-1
INTRODUCTION

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 INTRODUCTION

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and perks
setting and management, performance management, change management and taking care of
exits from the company to round off the activities. This is the traditional definition of HRM
which leads some experts to define it as a modern version of the Personnel Management
function that was used earlier.

We have chosen the term “art and science” as HRM is both the art of managing people by
recourse to creative and innovative approaches; it is a science as well because of the precision
and rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through

suitable methods such as training, promotions, transfers and opportunities for career
development. HRD programs create a team of well-trained, efficient and capable managers
and subordinates. Such team constitutes an important asset of an enterprise. One organisation
is different from another mainly because of the people (employees) working there in.

"The prosperity, if not the survival of any business depends on the performance of its
managers of tomorrow." According to Peter F. Drucker.

Uses of Human Resource Management in an organization:

 Human Resource Management (HRM) is the function within an organization that
focuses on recruitment of, management of, and providing direction for the people who
work in the organization. It can also be performed by line managers.

 Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management,
organization development, safety, wellness, benefits, employee motivation,
communication, administration, and training.

 HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall company direction and the accomplishment
of the organization's goals and objectives.

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  Human Resource Management is moving away from traditional personnel,
administration, and transactional roles, which are increasingly outsourced. HRM is
now expected to add value to the strategic utilization of employees and that employee
programs impact the business in measurable ways. The new role of HRM involves
strategic direction and HRM metrics and measurements to demonstrate value.

 The Human Resource Management (HRM) function includes a variety of activities,

and key among them is responsibility for human resources -- for deciding what
staffing needs you have and whether to use independent contractors or hire employees
to fill these needs, recruiting and training the best employees, ensuring they are high
performers, dealing with performance issues, and ensuring your personnel and
management practices conform to various regulations. Activities also include
managing your approach to employee benefits and compensation, employee records
and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry
out these activities themselves because they can't yet afford part- or full-time help.
However, they should always ensure that employees have -- and are aware of --
personnel policies which conform to current regulations. These policies are often in
the form of employee manuals, which all employees have.

 HRM is widening with every passing day. It covers but is not limited to HR planning,
hiring (recruitment and selection), training and development, payroll management,
rewards and recognitions, Industrial relations, grievance handling, legal procedures
etc. In other words, we can say that it’s about developing and managing harmonious
relationships at workplace and striking a balance between organizational goals and
individual goals.

Advantages / Importance of HR:

 Meeting manpower needs: Every Organisation needs adequate and properly qualified
staff for the conduct of regular business activities. Imaginative HRP is needed in order
to meet the growing and changing human resource needs of an organisation.

 Replacement of manpower: The existing manpower in an Organisation is affected due

to various reasons such as retirement and removal of employees and labour turnover.
HRP is needed to estimate the shortfall in the manpower requirement and also for
making suitable arrangements for the recruitment and appointment of new staff.

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  Meeting growing manpower needs: The expansion or modernization programme may
be undertaken by the enterprise. Manpower planning is needed in order to forecast
and meet additional manpower requirement due to expansion and growth needs
through recruitment and suitable training programs.

 Meeting challenges of technological environment: HRP is helpful in effective use of

technological progress. To meet the challenge of new technology existing employees
need to be retrained and new employees may be recruited.

 Coping with change: HRP enables an enterprise to cope with changes in competitive
forces, markets, products, and technology and government regulations. Such changes
generate changes in job content, skill, number and type of personals.

 Increasing investment in HR: An employee who picks up skills and abilities becomes
a valuable resource because an organisation makes investments in its manpower either
through direct training or job assignments.

 Adjusting manpower requirements: A situation may develop in; an organisation when

there will be surplus staff in one department and shortage of staff in some other
department. Transfers and promotions are made for meeting such situations.

 Recruitment and selection of employees: HRP suggests the type of manpower

required in an organisation with necessary details. This facilitates recruitment and
selection of suitable personnel for jobs in the Organisation. Introduction of
appropriate selection tests and procedures is also possible as per the manpower
requirements.

 Placement of manpower: HRP is needed as it facilitates placement of newly selected

persons in different departments as per the qualifications and also as per the need of
different departments. Surplus or shortage of manpower is avoided and this ensures
optimum utilization of available manpower.

 Training of manpower: HRP is helpful in selection and training activities. It ensures

that adequate numbers of persons are trained to fill up the future vacancies in the
Organisation.

HR TOPICS - FUNCTIONS
Recruitment and Selection Process

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 Complete Recruitment life cycle
 Levels of Companies
 Technologies and Domineer
 Portal Explanation
 Explanation of Job Description and Analyzing of Requirement
 Sourcing of Profiles from Portals
 Screening of profiles as per the requirement
 Calling the Candidates
 Formatting of profiles and Tracker’s Preparation
 Maintenance of Database
Training and Development
 Concept of Training and Development
 Training Needs Identification Process
 Designing Annual Training Plans
 Training Execution
 Designing Employee Development Initiatives
 Designing Supervisory Development Programs
 Designing Management Development Programs
 What is Training ROI and how to Calculate
 Introduction to Best Trainer Skills, Knowledge and Abilities
Induction and Orientation
 How to Design Induction Programs and Execution
 How to Design on the Job Training Programs and Monitoring
 How to evaluate effectiveness of Induction and on the Job Training Programs
 Probation Confirmation and HR Role
Team Management Skills
 Understanding What is a Team
 Understanding Team Development Stages
 What is your Team Membership Orientation
 How to improve your effectiveness as Team Member
 What is Team Leadership
 Understanding my Orientation

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HR Recruitment:

According to Edwin B. Flippo, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the Organisation."
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.
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.
Recruitment of candidates is the function preceding the selection, which helps create a pool
of prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.
Recruitment is almost central to any management process and failure in recruitment can
create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages,
or problems in management decision making and the recruitment process could itself be
improved by following management theories. The recruitment process could be improved in
sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system,
psychological tests, personal interviews, etc. Recommendations for specific and differentiated
selection systems for different professions and specializations have been given. A new
national selection system for psychiatrists, anesthetists and dental surgeons has been
proposed within the UK health sector
Need for Recruitment

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The need for recruitment may be due to the following reasons / situations
 Vacancies: due to promotions, transfers, retirement, termination, permanent
disability, death and labour turnover.

 Creation of new vacancies: due to growth, expansion and diversification of

business activities of an enterprise.

 In addition, new vacancies are possible due to job re specification.

The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organisations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions
for recruitment from any department of the company. These contain:
 Posts to be filled
 Number of persons
 Duties to be performed
 Qualifications required
 Preparing the job description and person specification.
 Locating and developing the sources of required number and type of
employees (Advertising etc).
 Short-listing and identifying the prospective employee with required
characteristics.
 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making

The HR Role in Recruitment changed and HRM:

 Decides about the design of the recruitment processes and to decide about the split
of roles and responsibilities between Human Resources and Hiring Manager
 Decides about the right profile of the candidate
 Decides about the sources of candidates
 Decides about the measures to be monitored to measure the success of the process

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A traditional role of HR in Recruitment was an administrative part of the whole process. The
HRM was responsible for maintaining the vacancies advertised and monitored, but the real
impact of HRM to the performance of the whole recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR Strategy was
changed. From making the process working to the real management of HR Processes and the
Recruitment Process was the first to manage.
The role of HR in Recruitment is very important as HRM is the function to work on the
development of the recruitment process and to make the process very competitive on the
market. As the job market gets more and more competitive, the clearly defined HR Role in
Recruitment will be growing quickly. HRM is not a function to conduct all the interviews
today, the main role of Human Resources is to make the recruitment process more attractive
and competitive on the job market.

Scope of HR Recruitment:
 HR jobs are one of most important tasks in any company or organization.
 To structure the Recruitment policy of company for different categories of employees.
 To analyses the recruitment policy of the organization.
 To compare the Recruitment policy with general policy.
 To provide a systematic recruitment process.
 It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
 It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.
 A recruitment agency provides you with career counseling which renders a crystal
clear picture of what are the possible career options out there for you and which job
option suits you the best.

Objective of HR
 To obtain the number and quality of employees that can be selected in order to help
the organization to achieve its goals and objectives.
 Recruitment helps to create a pool of prospective employees for the organization so
that the management can select the right candidate for the right job from this pool.
 Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time.

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  Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its
objectives.
 The recruitment process exists as the organization hire new people, who are aligned
with the expectations and they can fit into the organization quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an organization. HR
outsourcing helps the HR professionals of the organisations to concentrate on the strategic
functions and processes of human resource management rather than wasting their efforts,
time and money on the routine work.
Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also
provide economies of scale to the large sized organizations.
Outsourcing is beneficial for both the corporate organisations that use the outsourcing
services as well as the consultancies that provide the service to the corporate. Apart from
increasing their revenues, outsourcing provides business opportunities to the service
providers, enhancing the skill set of the service providers and exposure to the different
corporate experiences thereby increasing their expertise

Cost Reduction

Result Time saving of

Hiring of consultancy
Qualitative/Quantitative Company

Focus Management
Effort

The advantages accruing to the corporate are:

 Turning the management's focus to strategic level processes of HRM

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  Accessibility to the expertise of the service providers
 Freedom from red tape and adhering to strict rules and regulations
 Optimal resource utilisation
 Structured and fair performance management.
 A satisfied and, hence, highly productive employees
 Value creation, operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow and
perform better.

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand
of their services, both by the employers and the job seekers. With an already saturated job
market, the recruitment intermediaries have gained a vital position acting as a link between
the job seekers and the employers.
But at the same time, one of the major threats faced by this industry is the growing popularity
of e-recruitment. With the changing demand, technologies and the penetration and increasing
use of internet, the recruitment consultancies or the intermediaries are facing tough
competition. To retain and maintain their position in the recruitment market, the recruitment
intermediaries or consultants (as they are commonly known) are witnessing and incorporating
various changes in terms of their role, functions and the services.
According to a survey amongst top employers, most of them agree with the growing
influence of technology and the Internet on the recruitment processes. 70 per cent of
employers reported the use of application portal on their company’s official website. Apart
from that, the emerging popularity of the job portals is also growing.
But the fact that the intermediaries or the consultants are able to provide their expert services,
economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the
market, the candidates, understanding of the requirements, and most importantly, the assess
to the suitable and talented candidates and the structured recruitment processes. The
recruitment intermediaries save the organisations from the tedious of weeding out unsuitable
resumes, co-coordinating interviews, posting vacancies etc. give them an edge over the other
sources of recruitment.
To retain their position as the service providers in the recruitment market, the recruitment
intermediaries are providing value added services to the organisations. They are incorporating
the use of internet and job portals, making their services more efficient.

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Despite of the growing use of the internet, the recruitment intermediaries are predicted to
continue dominating the recruitment market in the anticipated future.
Recruitment Management System
Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organisation. It is one of the technological tools facilitated by the information
management systems to the HR of organisations. Just like performance management, payroll
and other systems, Recruitment management system helps to contour the recruitment
processes and effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management system are
4explained below:
 Structure and systematically organize the entire recruitment processes.
 Recruitment management system facilitates faster, unbiased, accurate and
reliable processing of applications from various applications.
 Helps to reduce the time-per-hire and cost-per-hire.
 Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the
company, the unsolicited applications, outsourcing recruitment, the final
decision making to the main recruitment process.
 Recruitment management system maintains an automated active database of
the applicants facilitating the talent management and increasing the efficiency
of the recruitment processes.
 Recruitment management system provides and a flexible, automated and
interactive interface between the online application system, the recruitment
department of the company and the job seeker.
 Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI.
 Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process.
 The Recruitment Management System (RMS) is an innovative information
system tool which helps to sane the time and costs of the recruiters and
improving the recruitment processes.
HR Recruitment Process

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1. Client need assessment
 Define objectives and specifications
 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospective candidate
 Develop a search plan and review with the client

2. Candidate Identification
 Identify target sources

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  Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
 Screen and evaluate candidates
 Personal Interviews with Candidates wherever possible - assess skills, interest
level and cultural fit
 Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
 Facilitate interviews with the client
 Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired compensation
5. Closure & Follow up
 Negotiate offer acceptance
 Execute Reference check, Compensation & Job Level Discussions
 Coordinate Joining Formalities and on boarding as per predefined date
 Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

 Tell me about yourself?
 Tell me about your job profile?
 How much current CTC, you’re getting in current organization?
 How much you’re expecting form new organization?
 How the notice period you required if you are selected?
 Why did you want to resign from your previous job?

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to find and
match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell
the position to the candidate) and wisdom to align the recruitment processes for the benefit of
the organisation. The HR professionals – handling the recruitment function of the
organisation- are constantly facing new challenges. The biggest challenge for such
professionals is to source or recruit the best people or potential candidate for the organisation.

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In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated
job market, where the practices like poaching and raiding are gaining momentum, HR
professionals are constantly facing new challenges in one of their most important function-
recruitment. They have to face and conquer various challenges to find the best candidates for
their organisations.
The major challenges faced by the HR in recruitment are:
 Adaptability to globalization – The HR professionals are expected and required to
keep in tune with the changing times, i.e. the changes taking place across the globe.
HR should maintain the timeliness of the process

 Lack of motivation – Recruitment is considered to be a thankless job. Even if the

organisation is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.

 Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be
cost effective.

THEORIES REGARDING RECRUITMENT

RECRUITMENT IS TWO WAY STREET:
Recruiter and a has a choice whom to recruit and whom not;
As per Behling et al, there are three ways in which a prospective employee makes a decision
to join an organization.
Accordingly, the following three theories of recruitment have been evolved:
 Objective factor theory
 Subjective factor theory
 Critical contact theory

These theories can be explained as follows:

Objective Factor Theory

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It assumes that the applicants are rational. As per this theory, the choice of organization by a
potential employee depends on objective assessment of tangible factors such as;
Pay package, Location, Opportunity per career growth, Nature of work and Educational
opportunities. The employer according to this theory considers certain factors among others;
educational qualification, years of experience and special qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of the job,
reputation of the organization and other similar factors plays an important role.
According to this theory, comp atibility of individual personality with the image of
organization is decisive factor in choosing an organization by individual candidate seeking
for employment. These subjective factors are; Personal compatibility for the position,
Competence and Best fit.

Critical Factor Theory

The critical factors observed by the candidate during his interaction with the organization
play a vital role in decision making. Recruiter being in touch with the candidate, promptness
of response and similar factors are important. This theory is more valid with the experienced
professionals.

There are instances when a candidate is unable to choose an organization out of alternative
based on Objective and Subjective factor(s) listed above. This is due to many reasons such
as limited contact and insufficient data with regards to the organization or its own inability
to analyze and come to ant conclusion. In such cases, certain critical factors observed by the
manager during interview and contact with personnel of the organization will have profound
influence in his decision process.

It must be noted that, the theoretical base given above by Behling et al was mostly
influenced by the working condition which existed in developed countries like The United
States of America and European countries. In these countries, vacancies are many and there
is scarcity of suitable hands unlike in developing countries like Cameroon where vacancies
are less and hands are more resulting to large scarce unemployment. The theoretical base
given above cannot be applied in developing countries except in hid paid jobs where higher
skills and better knowledge are the prerequisites. In such cases, candidates have variety of

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choices and he is the BACHELOR of his choice. In production, servicing and clerical jobs,
unemployment is where the number of job seekers far exceeds the vacancies.

In such a situation, candidates have little choice and such, grab whatever organization call
him or her for employment. In such a case, the potential organization is in a better place to
choose the candidates from the many available.

Hence, the recruitment process should be that of filtering and re-distributing potential
candidates not only, for actual or anticipated organization vacancies but also searching for
prospective employee.

From Behling’s review, it could be assessed that workers output will increase due to certain
objectives of motivating them through regular payment. This will help to influence their
working conditions thereby making them to be effective at work.

Problems arise when unemployment rate is high and the number of those seeking for jobs far
exceeds the vacancies that exist. In this case, candidates have little choice to be offered the
job in the institution. Though they possess the knowledge, education, the process should be
to filter and re-discover their potentials.

When this happens, right (qualified) employees should be placed in the right positions and
as a result, it will lead to an increase in productivity.

Due to the subjective factor of a candidate being best fit for the job, it is not the best
procedure to determine whether his output will increase or decrease but it should be assessed
from the critical factor observed during interview and the contact with the personnel of the
organization that will influence his productivity and his decision making.

Personality–Job Fit Theory

The personality–job fit theory postulates that a person's personality traits will reveal insight
as to adaptability within an organization. The degree of confluence between a person and the
organization is expressed as their Person-Organization (P-O) fit. This also referred to as a
person–environment fit. A common measure of the P-O fit is workplace efficacy; the rate at
which workers are able to complete tasks. These tasks are mitigated by workplace environs-
for example, a worker who works more efficiently as an individual than in a team will have
a higher P-O fit for a workplace that stresses individual tasks (such as accountancy). By

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matching the right personality with the right company workers can achieve a better synergy
and avoid pitfalls such as high turnover and low job satisfaction. Employees are more likely
to stay committed to organisations if the fit is 'good'.

In practice, P-O fit would be used to gauge integration with organizational competencies.
The Individual is assessed on these competencies, which reveals efficacy, motivation,
influence, and co-worker respect. Competencies can be assessed using various tools like
psychological tests, competency based interview, situational analysis, etc.

SELECTION
Selection is the process of choosing the best out of the available candidates. It adopts the
process through which more candidates are rejected and fewer candidates selected therefore it
is also called negative process.
In other words, it is the process of picking individuals with requisites qualifications and
competence to fill jobs in the organization.
DEFINITION OF SELECTION
It is the process of differentiating between applicants in order to identify those with a greater
likelihood of success in a job.
The techniques used are highly specialized. And the outcome of selection process is in the
form of finalizing candidates who will be offered job.

Interviewing can be carried out by individual (ex superior or departmental managers), by

panels of interviews or in the form of sequential interviews by different experts and can vary
from a five minute chat to a process of several days, ultimately personal skills in judgment
are probably the most important, but techniques to aid judgment include selection testing for:
 Aptitudes (particularly for school leavers)
 Attainments
 General intelligence.
(All of these need skilled testing and assessment) In more senior posts other techniques are;
 Leaderless groups
 Command exercises
 Group problem solving

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 Process of Selection
External Environment

Internal Environment

Pre Interview

Applications

Selection Test

Employment Interview

Rejected Reference and Background Analysis

Selection Decision

Physical Exam

Job offer

Employment Contract

Evaluation

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 SELECTION PROCEDURE
1. Screening of Application :
 All application received from various sources will be screened by the concerned
department and HR based on the job description and specification and the applicant
profile.
 Shorting of prima facile suitable candidates who should be called for test/interview
shall be prepared.
 The ratio between the number of vacancy and the number of candidate to be called for
test/interview should normally be 1:5.

2. TEST:
 Depending on the requirement of the job if required, management may conduct
written/aptitude/psychometric/physical or any other test as deem fit.
 Short listed application will be send formal letter for appearing test at least 15 days in
advance.
 Qualifying criteria for the test will be determined by the management depending on the
nature and requirement of the job.

3. INTERVIEW:
 All the candidates short listed for interview will be informed through a formal call letter
for attending interview at least 15 days in advance.
 The candidate will be interview by the interview panel or by 1 to 1 and by the video
conferencing.

4. FINAL INTERVIEW AND SELECTION

 Recommendation of the interview panel will be put up before the MD by the HR
Department for his approval.
 Candidates for the officer and above after interviewed by the panel will be finally
interview by the MD.
 Selection of candidates will be strictly on the basis of merit. Other things being
equal local candidates of U.P. will be given preference.

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RECRUITMENT IN BIOLOGICAL E. LIMITED
After its HR planning and job analysis the organization went for its recruitment process .

Their recruitment process involves a systematic procedures from sourcing the candidates to
arrange the candidates and conducting the interviews which requires many resources and
time.

SOURCES

INTERNAL SOURCES

 Job Transfer
 HRIS

Job transfer : The one of the organization internal recruitment source is job transfer to its
other branches and adding more meaningful tasks and duties to employees job.

Biological E. Limited do versatility transfers so that employees can gain varied job
experiences and to prevent the employees to develop proprietary interests in the job, materials
and equipment used on the job for the benefit of both ; the organization as well as employees

HRIS : The organization maintains a computerized systematic record, listing employees

education career and development interests , languages , special skills, and so on to be used in
forecasting inside candidates for recruitment purpose.

EXTERNAL SOURCES
 Advertisements
 Employee referral
 Walk IN
 E – recruiting {job portals- Naukri. Com}
 Consultancy firms

Advertisements – The organization goes for this source when they want to go for mass
recruitment and when they don’t get relevant CVs through job portals. As well to have a good
response of the relevant CVs they opt for this option.

Walk –In—The opt for this source when huge requirements for different disciplines are
required. In case of Walk- Ins the entire process ois completed on the same day, from

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screening to placement .The candidates come to the office on the given date and interview is
being conducted and if the candidate is being selected the ‘ Offer Letter’ is given to the
candidates.

E – Recruitment—They advertise job vacancies through Naukri.com. The job seekers send
their applications through e mail. The organization generally opts for this source for its
recruitment purpose. The HR person put the key words related to the job and screen out the
relevant CVs. They generally see 1yr old CVs.

Consultancy firms – when the organization don’t receive CVs from through the other sources
they go for this source ns for th
is purpose they pay consultancy fees to them {i.e.8.33% for each employees]

Process of recruitment in Biological E. Limited

PLANNING THE INTERVIEW

SCRUTINIZING AND SHORTLISTING THE CVs

BUILDING POOL OF CANDIDATES

ANALYSIS AND DISCUSSION

RECEIVING THE MANPOWER REQUISITION FORM

Limitations in the process

 Requirement of the job might not clear to the HR department
 Time consuming process
 Criteria for the job might not clear to the candidate.
 Difficult to evaluate the candidates.

Steps to overcome the limitations

 Proper outline of the requirement of the job for the job posting

 Recruitment source should be selected after proper analysis

24
  Proper maintenance of the applied candidate data for time consuming purpose

SELECTION
The selection procedure is the system of functions and devices adopted by Biological E.
Limited to ascertain whether the candidate specifications are matched woith the job
specifications and requirements or not.

In order to get selected for a position, job seekers have to go through and clear a number of
procedures including tests, screening, interviews, reference check etc.

Process of selection in Biological E. Limited.

Methods of Selection

As per the Biological E. Limited is concern it has also two methods of selection, test methods
and interview methods.

25
Tests:

The various tests that are being conducted to scrutinize the candidates are done by both
technical departments and HR department. The technical department is mainly concern with
the technical tests to judge the technical skills, where as,,

HR departments is concern with the other tests to judge the behavioral aspect of the
candidates. Technical tests being conducted are as follows;

 Technical comprehension
 Intelligence test
 Ability/ Achievement test

INTERVIEW

 Telephonic Interview
 Individual / personal interview

26
 COMPANY PROFILE
Established during the ‘Swadeshi Movement’ of India, Biological E. Limited (BE) started
during a time when the nation sought access to critical healthcare products. Founded and led
by Dr. DVK Raju, Biological E. Limited commenced its operations in 1953 as a biological
products company manufacturing liver extracts and anti-coagulants.

With an objective of transitioning from treating diseases to preventing them, Biological E.

Limited launched its Biotechnology Division (now Vaccines and Biologics Division) and
commenced large-scale production of DPT vaccines as early as 1962.

Biological E. Limited continues to evolve as an organisation and currently has three strategic
business units: Branded Formulations, Speciality Generic Injectables and Vaccines &
Biologics.

History

1962 First Indian private sector company to enter vaccines business

1963-68 Started large scale production of Sera & Vaccines.

Launched Anti-Tetanus Serum

1972-79 Launched Tetanus Toxoid, DTwP

2000-04 Forayed into R&D and started in-house production of HBV & Hib.
Built a new plant for bacterial, recombinant and viral vaccines

2005 Alliance with Intercell to develop & manufacture Japanese

Encephalitis vaccine

2009 Tetanus Toxoid WHO Pre-qualified

2012 ComBE Five (DTwP-HepB-Hib) received WHO PQ

2013 Japanese Encephalitis vaccine (JEEV) received WHO PQ

2014 DTwP & Td (adult) received WHO PQ

2017 Greenfield injectables facility operational

Measles & Rubella Vaccine launched

27
2019 Commercial operations commence in USA

First US generic product launch in Q3 2019

Measles & Rubella WHO Prequalified

CORPORATE PHILOSOPHY

At Biological E. Limited, our corporate philosophy is to help people celebrate life every day.
To this end, we strive to develop, manufacture and make available to the public, affordable
products that prevent and treat disease. Our organisational efforts are focused on actualizing
our corporate philosophy and our Mission, Vision and Values provide us a unifying
framework for doing so.

MISSION

Improve health & survival of people by providing equitable access to quality vaccines &
pharmaceutical products.

VISION

By 2025, become the largest Indian vaccines company and be among the top few Indian
companies in complex generics and specialty pharmaceuticals.

VALUES

Integrity

Quality

Innovation

Collaboration

Respect for the Individual

Sustainability

28
QUALITY & SAFETY PHILOSOPHY

Biological E. Limited is committed to delivering quality and safe products to its customers.
This is achieved through a well-defined quality management system. Our quality
management system is mandated and supported by executive management. While it is co-
ordinated by the quality management department, it is monitored by departmental self-audits,
internal facility audits and quality assurance compliance programs. Regulatory agency
inspections also help in assessing the robustness of our quality management system.

Biological E. Limited is committed to prevention of hazards, risks and negative

environmental impact, while developing, manufacturing, storing, handling and distributing its
products. We have a Safety, Health & Environment (SHE) team that is responsible for
monitoring and implementation of SHE policies / practices.
ACCOLADES

2023

The Directorate General of Foreign Trade, Department of Commerce, Ministry of Commerce

and Industry, Government of India, has given us the Four Star Export House status.

2022

Bagged 6th Rank in the Top 20 Biopharma Companies’ survey conducted in May 2022
by Bio Spectrum.

2021-22

Received the Outstanding Export Performance Award from the Ministry of

Commerce, Government of India, for 2021-22.

2017

Listed in Fortune India the next 500.

2014-15

Received the Outstanding Exports Award from the Ministry of Commerce, Government of
India.

2013-14

29
Received the Best Performer Award from the Ministry of Commerce, Government of India.

2012-13

Received the Gold Trophy from the Ministry of Commerce, Government of India for the best
export performance in Asia, Middle East & Africa regions

Certification

Authorized Economic Operator (AEO-T3) by the Ministry of Finance, Government of India

OHSAS 18001

ISO 14001

ISO 14001:2015

ISO 45001:2018

BUSINESS

BRANDED FORMULATIONS

Biological E Limited’s Branded Formulations business is largely India-centric. Over the

years, it has been a key contributor to the company’s business. Currently, we are among the
leading suppliers of Heparin and Noscapine-based cough medications in India. We have also
launched Enoxaparin in India with in-house API.

Apart from domestic retail marketing, Biological E Limited also supplies its medicines to
various Central Government Hospitals, State Government Hospitals, Public Sector
Undertakings and the Armed Forces.

30
SPECIALITY GENERIC INJECTABLES

The Speciality Generic Injectables (SGI) division, a subsidiary of Biological E. Limited,

which started in 2013, is the outcome of the company’s efforts to expand the geographical
footprint of its Branded Formulations division, which is India-centric. The choice of
operating in the injectables space through SGI is predicated on the company’s significant
experience in sterile manufacturing. The focus of this new division will be on the
development and commercialization of injectable products, primarily Non-Biological
Complex Drugs, but also certain routine injectables in order to build a portfolio of both
complex and routine injectable products.

The target markets for this division will be primarily the regulated markets, although other
markets will be explored as its product offerings continue to evolve.

The US operations of this division commenced in 2019. BE Pharmaceuticals Inc. operates out
of Cary, North Carolina, USA.

VACCINES & BIOLOGICS

Biological E. Limited (BE) started its journey in vaccine manufacturing in the year 1962 and
became the first Indian private company to enter into the vaccines business.

BE has modern manufacturing facilities that are well equipped for sterile manufacturing of
quality products. Its manufacturing facilities have been inspected by multiple regulatory
agencies.

BE has seven WHO pre-qualified vaccines and is working to expand its pipeline of generic
vaccines. Additionally, it is leveraging its past experience in the vaccines space to transition
to developing novel vaccines. BE is the largest producer of Tetanus Vaccine in the world and
leading supplier of Pentavalent Vaccine. It is also one of the leading suppliers of Polyvalent
Snake Antivenom in India.

BE is one of the leading vaccine companies in India and partners with global healthcare
agencies, including the WHO, UNICEF and Pan American Health Organisation in their
efforts to make life saving vaccines accessible globally. BE supplies its vaccines to more than
100 countries and has supplied more than 2 billion doses of vaccines in the last decade alone.

31
BEYOUND SCIENCE

CSR

We feel that our endeavours to positively impact the lives of people through CSR initiatives
is merely an extension of our corporate philosophy – to help people celebrate life every day.

Corporate Social Responsibility has been at the core of Biological E. Limited since the
beginning. We have positively impacted millions of lives, particularly those of children,
across the world. Biological E. Limited, in association with like-minded organisations, takes
the legacy of giving back to society forward in the realms of healthcare and education.

SUSTAINABILITY

Biological E. Limited is committed to working for the sustainability of its business as well as
the environment. We pursue business sustainability through innovation, operational
efficiency, enhancing our product offerings and expanding our geographical reach. We strive
for environmental sustainability through various initiatives that minimise the impact of our
activities on the environment so that this unique and invaluable legacy is available for future
generations.

AFFORDABLE ACCESS

We work with leading global agencies to supply lifesaving vaccines to the remote parts of the
globe at affordable prices. We supply our vaccines to more than 100 countries.

32
 CHAPTER-3

RESEARCH
METHODOLGY

33
 RESEARCH METHODOLOGY
RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in
any branch of knowledge’.

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.

The data has been collected from both the sources primary and secondary sources.

Scope of study:

The benefit of the study for the researcher is that it helped to gain knowledge and experience
and also provided the opportunity to study and understand the prevalent recruitment
procedures.

The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment

procedure at consultant.

DATA COLLECTION:

PRIMARY DATA:

Primary data was collected through survey method by distributing questionnaires to

employees. The questionnaires were carefully designed by taking into account the parameters
of my study.

Secondary Data:

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.

34
KIND OF RESEARCH

The research done by

RESEARCH DESIGN
Descriptive Research Design, It is concern with describing the characteristics of a particular
individual of a group.

Sample Design:

A complete interaction and enumeration of all the employees was not possible so a sample
was chosen that consisted of 25 employees. The research was taken by necessary steps to
avoid any biased while collecting the data

Sample Area: Dehradun

Tools of Analysis:

The data collected from both the sources is analyzed and interpreted in the systematic manner
with the help of statistical tool like percentages.

35
QUANTITATIVE RESEARCH:

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.

1 What is study about?

2 What is study being made?
3 Where will the study be carried out?
4 What type of data is required?
5 Where can the required data be found?
6 What will be the sample design?
7 Technique of data collection.
8 How will data be analyzed?

36
 CHAPTER-4

DATA ANALYSIS AND

INTERPRETATION

37
 DATA ANALYSIS AND INTERPRETATION

1. What Recruitment source is used in the Biological E. Limited?

35%
30%
30%
25% 25%
25%
20% New spaper/Journals
20% Employment Exchange
15% Campus
Internet
10%

5%

0%
e

et
s

ng

pu
al

rn
ha
rn

am

te
ou

xc

In
C
/J

E
er

t
en
ap

m
sp

oy
ew

pl
Em
N

INTERPRETATION

The above graph shows that 30% respondents source is from newspaper/journal, 20%
respondents source from employment exchange, 25% respondents source from campus while
remaining 25% respondents source from internet.

38
2. Are you aware of Recruitment policies and program in Biological E. Limited?

Aware 30 75%
Can’t say 4 10%
Unaware 6 15%

80% 75%
70%
60%
50% Aware
40% Can't Say
30% Unaware
20% 15%
10%
10%
0%
Aware Can't Say Unaware

INTERPRETATION

The above graph shows that 75% respondents aware, 15% respondents cant say while
remaining 10% respondents unaware.

39
3. Did you join this organization through well defined Recruitment and selection
procedures

Yes 38 95%
No 2 5%

95%
100%
80%
60% Yes
40% No

20% 5%
0%
Yes No

INTERPRETATION

The above graph shows that 95% respondents said yes and while 5% respondents said no.

40
4. Is the source of recruitment used by organization able to attract the applicants?

Strongly Agree Agree Can’t say Disagree Strongly Disagree

28 4 4 4 0
70% 10% 10% 10% 0

80%
70%
70%
60% Stongly Agree
50% Agree
40% Cant Say
30% Disagree
20% Srongly Disagree
10% 10% 10%
10%
0%
0%
Stongly Agree Cant Say Disagree Srongly
Agree Disagree

INTERPRETATION

The above graph shows that 70% respondents strongly agree, 10% respondents agree, 10%
respondents cant say, 10% respondents disagree.

41
5. Do you feel that recruitment policy of Biological E. Limited requires any change?

Yes 2 5%
No 38 95%

100% 95%
90%
80%
70%
60%
Yes
50%
No
40%
30%
20%
10% 5%
0%
Yes No

INTERPRETATION

The above graph shows that 5% respondents said no and remaining 95% respondents said
yes.

42
6. Do you think that the recruitment in your organization is free from all kind of biases?

Strongly Agree Agree Can’t say Disagree Strongly Disagree

26 8 2 4 0
65% 20% 5% 10% 0%

70%
65%
60%
50%
40%
30% 20% Strongly Agree
20%
5% 10% Agree
10% 0%
0% Can't Say
Disagree
ay
ee

ee

ee
re

S
r

Strongly Disagree
gr

r
Ag

Ag

ag
't

isa
an

is
ly

D
ng

ly
ro

ng
St

ro
St

INTERPRETATION

The above graph shows that 65% respondents strongly agree, 20% respondents agree, 5%
respondents cant say, 10% respondents disagree.

43
7. Exiting recruitment policy is satisfactory or not?

Strongly Agree Agree Can’t say Disagree Strongly Disagree

35% 10% 5% 20% 30%

40% 35%
35% 30% Strongly Agree
30%
25% Agree
20%
20% Can’t say
15% 10% Disagree
10% 5% Strongly Disagree
5%
0%

INTERPRETATION

The above graph shows that 35% respondents strongly agree, 10% respondents agree, 5%
respondents cant say, 20% respondents disagree while 30% respondents strongly disagree.

44
8. The Company’s performance with its present workforce is excellent?

70% 65%
60%
50%
40% 35% Yes
30% No
20%
10%
0%
Yes No

INTERPRETATION

The above graph shows that 65% respondents said yes and 35% respondents said no.

45
9. Do you feel that company should give preference to internal sources of recruitment
over external?

Yes 38 95%
No 2 5%

95%
100%
80%
60% Yes
40% No
20% 5%
0%
Yes No

INTERPRETATION

The above graph shows that 95% respondents said yes and 5% respondents said no.

46
. 10- Biological E. Limited has a well defined Recruitment policy, which ultimately favors
the goals and objectives of the Organization?

20%
Strongly agree
Agree
50%
30% Disagree

Interpretation

The above graph shows that 50% respondents strongly agree, 30% respondents agree, 20%
respondents disagree.

47
11. The Recruitment Policy is designed in conformity with the skill/ talent requirement of the
Organization?

15%
Strongly Agree
Agree
50%
35% Disagree

Interpretation

The above graph shows that 50% respondents strongly agree, 35% respondents agree, 15%
respondents disagree.

48
12. Uses the following sources of Recruitment?

Internal source
10%
External source
50%
40%
Both external
and internal

Interpretation

As the above graph shows that 50% of employees use internal source, 40% of
employees use external source and 10% of employees use both internal and external source of
Recruitment.

49
13. Transfer / Promotion are carried out to satisfy Recruitment need of the Organization?

20%
40% Strongly Agree
Agree
Disagree
40%

Interpretation

The above graph shows that 40% respondents strongly agree, 40% respondents agree, 20%
respondents disagree.

50
14. Advertisement gives clear information about job and Organization?

20%
Strongly Agree
Agree
50%
Disagree
30%

Interpretation

The above graph shows that 50% respondents strongly agree, 30% respondents agree, 20%
respondents disagree.

51
15. The job of the person is well identified in advance before the Recruitment of the person?

20%

Strongly Agree
Agree
50%
Disagree
30%

Interpretation

The above graph shows that 50% respondents strongly agree, 30% respondents agree,
20% respondents disagree.

52
 FINDINGS
 30% respondents source is from newspaper/journal, 20% respondents source from
employment exchange, 25% respondents source from campus while remaining 25%
respondents source from internet.
 75% respondents aware, 15% respondents cant say while remaining 10% respondents
unaware.
 95% respondents said yes and while 5% respondents said no.
 70% respondents strongly agree, 10% respondents agree, 10% respondents cant say,
10% respondents disagree.
 5% respondents said no and remaining 95% respondents said yes.
 65% respondents strongly agree, 20% respondents agree, 5% respondents cant say,
10% respondents disagree.
 35% respondents strongly agree, 10% respondents agree, 5% respondents cant say,
20% respondents disagree while 30% respondents strongly disagree.
 65% respondents said yes and 35% respondents said no.
 95% respondents said yes and 5% respondents said no.
 50% respondents strongly agree, 30% respondents agree, 20% respondents disagree.
 50% respondents strongly agree, 35% respondents agree, 15% respondents disagree.
 50% of employees use internal source, 40% of employees use external source and
10% of employees use both internal and external source of Recruitment.
 The above graph shows that 40% respondents strongly agree, 40% respondents agree,
20% respondents disagree.
 50% respondents strongly agree, 30% respondents agree, 20% respondents disagree.
 50% respondents strongly agree, 30% respondents agree, 20% respondents disagree.

53
 CONCLUSION
As per the study conducted and after analysis of the feedback from respondents, it can be
concluded that the process of Recruitment and Selection is excellent and is proving to be a
excellent tool in giving stability to its work force which in effect give rise to better
performance and productivity. Employee Turnover over the years have come down which
further suggests the efficacy of this system in Biological E. Limited. It could be a role model
for other Organizations to inculcate.

 Company should focus on Campus Recruitment.

 It has been seen that there has been too much of work load recently results into stress.
RHRS should come up with stress management activities.
 Refresher’s Training & updates regarding the products must be given to each employee
so that they can get the proper knowledge of the products.
 Front end should be there to deal with walk in customers.

54
 RECOMMENDATIONS

 The recruitment and selection should be categorized based on the company needs and
nature of work.
 The employees should be informed about the recruitment and selection activity well
in advance by the human resource department.
 The introduction of new recruitment policy should be easily applicable to all the
employees in the organizations.
 Requirement of manpower should be recognized by the human resource department
well in advance.
 The human resource department in the organization should refers to the process of
identifying and encouraging prospective employees to apply for the jobs, selection is
concerned with picking the right candidates from a pool of applicants.
 The induction program should be in way that will improve the status o employee’s in
the organization.
 Internal recruitment should be largely favored by the recruitment and selection
department in a organization.
 Recruitment should be mainly based on the intelligence of the employee’s.
 Recruitments should be such a way that it contribute to the goals of the organization.
 The organization should conduct only planned recruitment, which help to pick the
right people for right job.
 Group discussion should be involved in the recruitment and selection process, which
help in enhancing quality employee’s for the organization.

55
 LIMITATION OF THE STUDY

The study is subjected to the following limitations

 The study is based on the data provided by the company statements so, the
limitations of the company’s employees remaining are equally applicable.

 In some cases data is collected from the companies past records.

56
 THE SCOPE OF FUTURE IMPROVEMENT

The future of recruitment and selection is poised for significant evolution, driven by
advancements in technology, changes in workforce dynamics, and evolving organizational
needs. Here are some key areas where improvement is expected:

1. AI and Automation:
o Enhanced Screening: AI-powered tools can analyze resumes, match
qualifications with job descriptions, and identify the best candidates more
efficiently. Machine learning algorithms can also predict candidate success
based on historical data.
o Chatbots for Initial Engagement: Automated chatbots can handle initial
candidate interactions, answer frequently asked questions, and schedule
interviews, streamlining the process.
2. Data-Driven Insights:
o Predictive Analytics: Utilizing big data to forecast hiring needs, employee
turnover, and the effectiveness of different recruitment strategies can help in
making more informed decisions.
o Employee Analytics: Analyzing the performance and career progression of
current employees can provide insights into the characteristics of successful
hires.
3. Diversity and Inclusion:
o Bias Reduction: Tools and algorithms designed to minimize unconscious bias
in job descriptions, screening processes, and interviews can help create a more
diverse and inclusive workforce.
o Enhanced Outreach: Targeted recruitment strategies and platforms can help
reach underrepresented groups and ensure a more diverse pool of candidates.
4. Candidate Experience:
o Personalized Interactions: Tailoring the recruitment experience to individual
candidates through personalized communication and feedback can improve
engagement and satisfaction.

57
 o Virtual Reality (VR) and Augmented Reality (AR): These technologies can
provide immersive job previews and virtual office tours, helping candidates
better understand the work environment and role.
5. Skill-Based Hiring:
o Competency Assessments: Moving beyond traditional qualifications to assess
candidates based on their actual skills and competencies through practical tests
or simulations can lead to better job fit.
o Continuous Learning: Recognizing and valuing continuous learning and
upskilling can help in identifying candidates who are adaptable and eager to
grow.
6. Remote and Hybrid Work Considerations:
o Global Talent Pools: With the rise of remote work, organizations can tap into
a global talent pool, requiring new strategies for managing and integrating
remote teams.
o Virtual Onboarding: Developing effective virtual onboarding processes can
ensure that remote hires are successfully integrated into the company culture
and operations.
7. Blockchain and Secure Data:
o Credential Verification: Blockchain technology can be used for verifying
educational qualifications, work history, and other credentials, ensuring
authenticity and reducing fraud.
o Data Privacy: Enhanced data security measures will be crucial as recruitment
processes increasingly rely on digital data.
8. Gamification:
o Engaging Assessments: Incorporating game-like elements into the
recruitment process can make assessments more engaging and provide insights
into candidates' problem-solving skills and personality traits.

58
 QUESTIONNIARE
1. What Recruitment source is used in the BIOLOGICAL E. LIMITED?
Newspaper/Journals
Employment Exchange
Campus
Internet

2. Are you aware of Recruitment policies and program in BIOLOGICAL E. LIMITED?

1. Aware
2. Can't Say
3. Unaware

3. Did you join this organization through well defined Recruitment and selection
procedures
1. Yes
2. No

4. Is the source of recruitment used by organization able to attract the applicants?

Strongly Agree Agree Can't Say Disagree Strongly Disagree
5. Do you feel that recruitment policy of BIOLOGICAL E. LIMITED requires any
change?
1. Yes
2. No

6. Do you think that the recruitment in your organization is free from all kind of biases?
Strongly Agree Agree Can't Say Disagree Strongly Disagree

7. Exiting recruitment policy is satisfactory or not?

Strongly Agree Agree Can't Say Disagree Strongly Disagree

8. The Company’s performance with its present workforce is excellent?

1. Yes
2. No

59
9. Do you feel that company should give preference to internal sources of recruitment
over external?
1. Yes
2. No

10. BIOLOGICAL E. LIMITED has a well-defined Recruitment Policy, which ultimately

favors the goals and objectives of the Organization?
a) Strongly Agree b) Agree c) Disagree

11. The Recruitment Policy is designed in conformity with the skill / talent requirement
of the Organization?
a) Strongly Agree b) Agree c) Disagree

12. Uses the following sources of Recruitment

a) Internal source b) External source c) Both external or internal source

13. Transfer/ promotion are carried out to satisfy Recruitment need of Organization?
a) Strongly Agree b) Agree c) Disagree

14. Advertisement give clear information about job and organization?

a) Strongly Agree b) Agree c) Disagree

15 Manpower management always key to improve the Recruitment system?

a) Strongly Agree b)Agree c) Disagree

16. The job of the person is well identified in advance before the Recruitment of the person?
a) Strongly Agree b) Agree c) Disagree

60
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