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INTRODUCTION

The main aim of this project report is to study the HR techniques for Recruitment And Selection Process In Jubilant Organosys Ltd.

Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. This project report is prepared for the partial fulfillment of the award of degree of Master of business administration. Recruitment is a process to discover the sources of manpower to meet the requirements of the staking schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Basically there are 2 sources of recruitment Internal and External sources. Transfers and promotion is the category of the internal recruitment internal recruitment promotes greater loyalty and moral among the employees. External recruitment is mainly based on the campus selection process factory gate living is an important source of external recruitment by planning a notice on the notice board of the enterprise specifying the details of the job available. Personal selection and assessment activities are integral parts of organizational life. There is more pressure now on organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. Decisions about hiring and classifying applicants are based on expectations or predictions about their future work behaviors. When a company needs to recruit new staff or make promotion decisions about Page 2

employees, there are various methods of assessments at its disposal. Whatever selection procedure is used, it should yield the right type of information and lead to correct decisions being made.

The art of choosing men is not nearly so difficult as the art of enabling those one has chosen to attain their full worth.

Recruitment is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted in order to acquire new skills and promote organizational growth. Recruitment follows HR planning and goes hand in hand with selection process by which organizations evaluate the suitability of candidates. With successful recruiting to create a sizeable pool of candidates, even the most accurate selection system is of little use Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The next step is careful examination of the job and enumeration of skills, abilities and experience needed to perform the job successfully. Other steps follow: v v v v Creating an applicant pool using internal or external methods Evaluate candidates via selection Convince the candidate And finally make an offer

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Scope: To define the process and flow of activities while recruiting, selecting and appointing
personnel on the permanent rolls of an organization. Authorization: S.NO. Authorized Signatory 1 2 Head- Human resource Managing director

Amendments and deviations: Any amendments to and deviations from this policy can only be authorized by the Head-human Resources and the Managing Director. Exclusions: The policy does not cover the detailed formalities involved after the candidate joins the organization.

ACTIVITY FLOW
The organization philosophy should be kept in mind while formulating the recruitment procedure. The HR department would set the recruitment norms for the organization. However, the onus of effective implementation and compliance with the process rests with the heads of the respective functions and departments who are involved in the recruitment and selection process. The process is aimed at defining the series of activities that needs to be performed by different persons involved in the process of recruitment, the checks and control measures to be adopted and information that has to be captured. Recruitment and Selection is conducted by: i) HR & Branch Manager ii) Functional Head

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RECRUITMENT PLANNING Recruitment planning on the basis of budget A. The manpower planning process for the year would commence with the companys budgeting activity. The respective Functional heads would submit the manpower requirements of their respective functions/ departments to the board of Directors as part of the annual business plan after detailed discussion with the head of human Resource Function along with detailed notes in support of the projected numbers assumptions regarding the direct and indirect salary costs for each position. B. A copy of the duly approved manpower plan would be forwarded by the HR department for their further actions during the course of the year. The annual budget would specify the manpower requirement of the entire organization, at different levels, in various functions/departments, at different geographical locations and the timing of the individual requirements. It would also specify the requirement budget, which is the cost allotted towards the recruitment of the budgeted staff and the replacement of the existing employees. The manpower plan would also clearly indicate the exact time at which the incumbent should be on board in such a way that the Regional HR has adequate notice for the time lapses involved in sourcing any other activities. C. The Regional HRs would undertake the planning activity and necessary preparations in advance of the anticipated requirements, as monthly and quarterly activities on the basis of the approved budget, estimated separations and replacements therefore. D. The vacancies sought to be filled or being filled shall always be within the approved annual manpower budget and no recruitment process shall be initiated without the formal concurrence of the Head of the Regional HR under any circumstance. Head of the Regional HR shall also have the responsibility to monitor the appointments being considered at any point of time with specific respect to the duly approved manpower budgets.

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INTRODUCYION TO THE TOPIC RECRUITMENT & SELECTION Recruitment

Recruitment refers to the process of sourcing, screening, and selecting people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has four main types of agencies emplymeont agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and in-house recruitment. The stages in recruitment include urcinsog candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews. According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins 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. Page 6

Recruitment of candidates is the function preceding the selection, which helps 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. The main objective of the recruitment process is to expedite the selection process. 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.

RECRUITMENT NEEDS ARE OF THREE TYPES PLANNED

i.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

Agency types
The recruitment industry has four main types of agencies. Their recruiters aim to channel candidates into the hiring organizations application process. As a general rule, the agencies are paid by the companies, not the candidates.

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Traditional agency
Also known as a employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agencys books. Recruitment Consultants then endeavor to match their pool of candidates to their clients' open positions. Suitable candidates are with potential employers. Remuneration for the agency's services usually takes one of two forms: 1. A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% of the candidates starting salary), which usually has some form of guarantee, should the candidate fail to perform and is terminated within a set period of time. 2. It may still be legal for an employment agency to charge the candidate instead of the company, but in most places that practice is now illegal, due to past unfair and deceptive practices.

Websites
Such sites have two main features: job boards and a Rsum/Curriculum Vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a rsum to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance. Page 8

The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, co-workers, customers or others might see their resumes. Job search engines Whilst not an individual type of agency, the more recent trend is a job search engine. The emergence of vertical search engines, allow job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many other job search engines which index pages solely from employers' websites, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites. Headhunters A "headhunter" is industry slang for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally more aggressive than in-house recruiters. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Page 9

Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidates annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and cold call prospective recruitees. In-house recruitment Larger employers tend to undertake their own in-house recruitment, using their Human Resources department. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate employee referral schemes, and/or focus on campus graduate recruitment. Alternatively a large employer may choose to outsource all or some of their recruitment process (Recruitment process outsourcing). RECRUITMENT PROCESS 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 Page 10

 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

Recruitment Process: The recruitment process involves following steps: 1. 2. 3. 4. 5. 6. 7. Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through rsums, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an Applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing. Page 11

Onboarding "Onboarding" is a term which describes the introduction or "induction" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months. Internet Recruitment Such sites have two main features: job boards and a rsum/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a rsum to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance. Page 12

The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, co-workers, customers or others might see their resumes.

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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 recruitment 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.

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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

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1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

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Resourcing Process

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Sources of Recruitment Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

Fig. No. - 10

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Internal Sources of Recruitment

1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people. 5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. EXTERNAL FACTORS AFFECTING RECRUITMENT The external forces are the forces which cannot be controlled by the organisation. The major external forces are:

1. Supply And Demand

The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. Page 20

2. LABOUR MARKET
Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3. IMAGE / GOODWILL
Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up.

4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best

performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources. UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment. Page 21

COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors. Factors Affecting Recruitment The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are:

FACTORS AFFECTING RECRUITMENT

Fig. No. 11

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Recruitment Policy of a Company In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Page 23

Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

Recruitment Strategies
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: Recruitment Policy of a Company In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it Page 24

is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Page 25

Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

Recruitment Strategies
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organisation; it is almost a neverending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. Page 26

2. Candidates to target
The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:
o

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of recruitment
The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.

4. Trained recruiters
The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.

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How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc. SELECTION In the context of evolution, certain traits or alleles of a species may be subject to selection. Under selection, individuals with advantageous or "adaptive" traits tend to be more successful than their peers reproductively--meaning they contribute more offspring to the succeeding generation than others do. When these traits have a genetic basis, selection can increase the prevalence of those traits, because offspring will inherit those traits from their parents. When selection is intense and persistent, adaptive traits become universal to the population or species, which may then be said to have evolved. Overview Whether or not selection takes place depends on the conditions in which the individuals of a species find themselves. Adults, juveniles, embryos, and even eggs and sperm may undergo selection. Factors fostering selection include limits on resources (nourishment, habitat space, mates) and the existence of threats (predators, disease, adverse weather). Biologists often refer to such factors as selective pressures. Natural selection is the most familiar type of selection by name. The breeding of dogs, cows and horses, however, represents "artificial selection." Subcategories of natural selection are also sometimes distinguished. These include sexual selection, ecological selection, stabilizing selection, disruptive selection and directional selection (more on these below). Selection occurs only when the individuals of a population are diverse in their characteristics--or more specifically when the traits of individuals differ with respect to how well they equip them Page 28

to survive or exploit a particular pressure. In the absence of individual variation, or when variations are selectively neutral, selection does not occur. Meanwhile, selection does not guarantee that advantageous traits or alleles will become prevalent within a population. Through genetic drift, such traits may become less common or disappear. In the face of selection even a so-called deleterious allele may become universal to the members of a species. This is a risk primarily in the case of "weak" selection (e.g. an infectious disease with only a low mortality rate) or small populations. Though deleterious alleles may sometimes become established, selection may act "negatively" as well as "positively." Negative selection decreases the prevalence of traits that diminish individuals' capacity to succeed reproductively (i.e. their fitness), while positive selection increases the prevalence of adaptive traits. In biological discussions, traits subject to negative selection are sometimes said to be "selected against," while those under positive selection are said to be "selected for," as in the sentence Desert conditions select for drought tolerance in plants and select against shallow root architectures.

Types and subtypes Selection is hierarchically classified into natural and artificial selection. Natural selection is further sub classified into ecological and sexual selection Mechanisms of selection Distinct from patterns of selection are mechanisms of selection; for example, disruptive selection often is the result of disassortative sexual selection, and balancing selection may result from frequency-dependent selection and over dominance.

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Selection process Excellence, innovation and creativity are the foundations on which we build our business, and our staff comprises a handpicked team of the best possible people.

To build this team, we undertake an extremely thorough and comprehensive recruitment process, and seek applicants who satisfy a broad range of criteria in terms of their ability to make a positive, ongoing contribution to Macquarie.

Generally, this process includes applications, initial interviews, further interviews, psychological assessments and reference checking before an offer is made.

Applications

We use varied and strategic channels to invite the most appropriate people to apply for positions at Macquarie. These include encouraging our valued staff to refer their friends to us, advertising in selected publications, utilizing accredited recruitment agencies, building relationships with universities and specialist business colleagues and advertising vacancies online.

Interviews

The first interview is usually with a member of our professional recruitment team, and is used to determine your general suitability to Macquarie and discuss areas that may be of interest to you. You will be invited to subsequent interviews if we believe you are well suited to a position of interest, and these interviews are generally arranged with appropriate senior staff

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members. We may also assess your Asian language skills during the interview if this is a specific requirement for the role.

Psychometric assessments

Psychometric assessment is a standard component of the recruitment process at Macquarie. After initial screening through applications and interviews (as explained above), suitable applicants may then be requested to complete a psychometric assessment.

In conjunction with other recruitment tools, psychometric assessments assist managers and recruiters to select the applicant that is most suited to the essential criteria of the position in question.

There are two different versions of the psychometric assessment, the Operational Assessment and the Professional Assessment. Depending on the position you have applied for, you will be advised as to which version you are to complete.

Reference checks

We will always undertake reference checks before making you an offer. Referees will be people who have previously supervised you in a professional capacity. In some instances, we will also undertake further personal and financial checks if relevant to the position you have applied for.

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SELECTION PROCESS:
Eligible candidates will have to undergo a Selection Test. Based on merit and requirement the list of successful candidates for interview will be made available at www.ntpcjobs.net and will be emailed to such candidates. All short listed candidates will have to appear for Group Discussion and Personal Interview before the Company's Central Selection Board. The final list of candidates being offered, "Offer of appointment" will be made available online.

TEST CENTERS:
The selection test will be held in 27 cities as mentioned in the online Application system. Candidates have to choose any two cities as preference-1 and preference-2, as Test Center and no change in any circumstance will be considered subsequently. However, Jubilant Organosys Ltd. reserves the right to cancel or add any center depending on the response of the candidates for that area / center. Admission to the test will be on production of Admit Card, which is to be downloaded only from the site by the candidates.

ABOUT TEST:
The All India Test is scheduled on 12.07.2011 (Tuesday). The test can be taken in Hindi or English. Candidates will have to give their choice for appearing in Hindi or English at the time of applying for the post, which cannot be changed subsequently. The test will be in two parts. Part-I will consist of 120 multiple-choice questions of the relevant 6 disciplines as advertised. Part-II will consist of 50 multiple-choice questions on Executive Aptitude Test. 1/4th mark will be deducted for each wrong / multiple answered question.

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PROJECTED VACANCIES:
Category wise projected vacancies in each discipline are given Jubilant Organosys Ltd

Disciplines Vacancies Total Gen OBC (Non Creamy Layer) SC ST Electrical 160 88 44 18 10 Mechanical 220 117 78 21 4 Civil 60 20 37 2 1 Control & Instrumentation 90 54 33 2 1 Human Resource 30 13 11 5 1 Finance 40 17 11 8 4 Total 600 309 214 56 21 The total number of projected vacancies indicated above may increase / decrease at the discretion of Jubilant Organosys Ltd management. Further, 18 vacancies out of all categories & disciplines, are reserved for Physically Handicapped candidates. The type of disabilities required for various disciplines are as follows: Discipline Type of Disability Legend Electrical OL, HH OL : One Leg OA : One Arm OAL : One Arm & One Leg BA : Both Arms BL : Both Legs Page 33

HH : Hearing Handicapped LV : Low Vision B : Blind Mechanical OL Civil OL, OA, HH Control & Instrumentation OL, HH Human Resource OAL, OL, BL, OA, B, LV, HH Finance OA, OL, BL, HH

RESERVATIONS AND RELAXATIONS:

1. 01 Reservations and relaxations for SC / ST / OBC (non-creamy layer) / Physically Handicapped (degree of disability 40% or above) candidates will be provided as per Government guidelines. 2. Category (SC / ST /OBC/ PH) once filled in the online application form will not be changed and no benefit of other category will be admissible later on. The reserved category candidates are required to submit requisite certificate in the prescribed format of Government of India, issued by the competent authority, along with the registration slip and also at time of interview, if called for. 3. No registration fee will be charged from SC/ST & Physically Challenged category candidates. 4. All SC, ST and Physically Challenged candidates with at least 55% marks in qualifying examination are eligible to apply for the post. 5. The upper age limit is relaxed by 5 years for SC/ST, 3 years for OBC (Non-Creamy Layer) candidates. It is relaxed by 10 years for PH-General, 13 years for PH-OBC and 15 years for Page 34

PH-SC/ST candidates. 6. The OBC candidates who Jubilant Organosys Ltd to "Creamy Layer" are not entitled for OBC concession and such candidates have to indicate their category as General. The OBC (Non-Creamy Layer) candidates are required to submit requisite certificate in prescribed format of Government of India, from a competent authority issued in the current year. Further, such candidates will have to give a self-undertaking indicating that they Jubilant Organosys Ltd to OBC (Non creamy Layer) category at the time of interview, if called for. 7. Upper age is relaxed by 5 years for the candidates who had ordinarily been domiciled in the state of Jammu & Kashmir from 01.01.80 to 31.12.89.

SERVICE AGREEMENT BOND:

The selected candidates who Jubilant Organosys Ltd to General and OBC category will be required to execute a service agreement bond of Rs. 2,50,000/- to successfully complete the prescribed training and thereafter serve the company for at least 3 years. This amount is Rs. 125000/- for SC/ST and Physically Handicapped Category candidates.

HEALTH:
The candidate should have sound health. Before joining, candidates will have to undergo medical examination by the Jubilant Organosys Ltd Medical Board and the decision of the board will be final and binding. No relaxation in health standards is allowed. Further, the candidates with myopia and hypermetropia exceeding + 4.00, squint and color blindness, partial or full, need not apply.

HOW TO APPLY:
1. Eligible candidates have to apply through online registration system of NTPC only. To apply visit: www.ntpcjobs.net with your valid E-mail ID. The site is functional from 1300 hours of 27.01.2009 to midnight of 16.02.2009. Page 35

2. Candidate Jubilant Organosys Ltd. to General/OBC category is required to pay a nonrefundable registration fee of Rs. 500/-. The SC / ST / PH category candidate need not pay the registration fee. 3. State Bank of India has been authorized to collect the registration fee, in a specially opened account (No. 30605838329) at CAG branch, New Delhi, on behalf of Jubilant Organosys Ltd Candidate has to approach the nearby SBI branch with a printout of the pay-in-slip which is available on the application registration portal. The pay-in-slip printed from the portal should only be used for depositing the fee for proper crediting of amount in the allocated account. On receipt of the money the bank will issue a unique Journal Number and a Branch Code of the bank collecting the money. This journal number and the branch code are to be filled up by the candidate during online registration. In case the candidate deposit the fee in a wrong account, Jubilant Organosys Ltd will not be responsible. There will not be any other mode of money collection. 4. After applying online, candidate is required to download the registration slip generated by the system with unique registration number. 5.The candidate should send duly signed one printout of registration slip after affixing the colour photograph, caste / PH certificate (if applicable) and photocopy of the pay-in-slip in an envelop. Candidate can keep copy of registration slip and pay-in-slip for his future reference. 6. The candidate should write ET-2009 & registration number on the top of the envelope and should send the envelop by ordinary post to: 7.Please note that the registration slip should reach Jubilant Organosys Ltd on or before 02.03.2009. 8. All successfully enrolled candidates will be allowed to download the admit card from the site. Please note that the admit card will not be sent by post. Page 36

GENERAL INFORMATION AND INSTRUCTIONS: 1.Only Indian Nationals are eligible to apply. 2Before applying, the candidate should ensure that he / she fulfill the eligibility criteria and other norms mentioned in this advertisement as well as on the web site www.ntpcjobs.net. 3All qualifications should be full time regular courses from an Indian University / Institute recognized by AICTE / appropriate statutory authority. 4No manual / paper application will be entertained. 5TA/DA will not be paid to any candidate appearing for the examination. 6Candidature of the registered candidate is liable to be rejected at any stage of recruitment process or after recruitment or joining if any information provided by the candidate is false or is not found in conformity with eligibility criteria mentioned in the advertisement. 7Candidature of the registered candidate is also liable to be rejected if registration slip along with necessary documents is not received or received un-signed or without pay in slip or received after the closing date or registered online more than once. 8Candidates appearing in the final year semester examination should bring their identity card of the Institution / College. 9For queries candidates may visit the site and consult the Frequently Asked Questions (FAQ) section. 10 The admit card indicating roll number, name of the allocated test center and guidelines for the test will be made available on the same site to the candidates found apparently eligible based on the online data. The candidate has to down load his Admit card, Test Guidelines etc for appearing in the test from the site. Admit cards will not be sent by post. 11Candidates are advised to keep the E-mail ID to be entered compulsorily in the online Page 37

application form and should remain active for at least one year. No change in the E-mail ID will be allowed once entered. All future correspondence would be sent via E-mail only. 12Candidates employed with Government Departments / PSUs / Autonomous Bodies have to produce NOC at the time of Interview. Please note if called for interview without NOC you will not be allowed to appear for the same. 13In case any ambiguity / dispute arises on account of interpretation in versions other than English, English version will prevail. 14 Jubilant Organosys Ltd reserves the right to cancel / restrict / enlarge/ modify / alter the recruitment process, if need so arises, without issuing any further notice or assigning any reason thereafter. 15Legal jurisdiction will be Jubilant Organosys Ltd of Gajraula in case of any cause / dispute.

IMPORTANT DATES:
a. Commencement of online Registration of application by candidates 27.01.2009 (Tuesday)1300 Hours b. Last date for online registration of application by candidates 16.02.2009 (Monday) Midnight c. Last date of accepting registration forms with required documents by post from candidates 02.03.2009 (Monday) 1700 Hours d. Downloading of Admit card with Roll Number, test center name and Guidelines from the net. 31.03.2009, 1000 Hours To 12.04.2009, 0900 Hours e. All India Test in 27 cities 12.04.2009 (Sunday)

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RECRUITMENT VS SELECTION
Both recruitment and selection are the two phases of the employment process. The differences between the two are: 1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

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OBJECTIVES OF STUDY

The objectives of study are as follows:

To find out the awareness of selection procedure of the organization. To study the satisfaction level with the selection procedure. To study of the procedure Performance Management System And Recruitment And Selection Process In Jubilant Organosys Ltd. To study all those factor which attract to apply the organization. To study the concept of Recruitment process.

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SCOPE AND IMPORTANCE Scope:

The following scope of this project report is as follows: To understand and explore the importance of the Performance Management System and recruitment and selection process of the organization. Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost.

Importance:
The following importance of recruitment and selection are as follows: Role of PMS in the performance appraisal of employees in an organization. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

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Page 44

INDUSTRY PROFILE

The Indian Pharmaceutical Industry today is in the front rank of Indias science-based industries with wide ranging capabilities in the complex field of drug manufacture and technology. A highly organized sector, the Indian Pharma Industry is estimated to be worth $ 4.5 billion, growing at about 8 to 9 percent annually. It ranks very high in the third world, in terms of technology, quality and range of medicines manufactured. From simple headache pills to sophisticated antibiotics and complex cardiac compounds, almost every type of medicine is now made indigenously. Playing a key role in promoting and sustaining development in the vital field of medicines, Indian Pharma Industry boasts of quality producers and many units approved by regulatory authorities in USA and UK. International companies associated with this sector have stimulated, assisted and spearheaded this dynamic development in the past 53 years and helped to put India on the pharmaceutical map of the world. The Indian Pharmaceutical sector is highly fragmented with more than 20,000 registered units. It has expanded drastically in the last two decades. The leading 250 pharmaceutical companies control 70% of the market with market leader holding nearly 7% of the market share. It is an extremely fragmented market with severe price competition and government price control. The pharmaceutical industry in India meets around 70% of the country's demand for bulk drugs, drug intermediates, pharmaceutical formulations, chemicals, tablets, capsules, orals and injectibles. There are about 250 large units and about 8000 Small Scale Units, which form the core of the pharmaceutical industry in India (including 5 Central Public Sector Units). These units produce the complete range of pharmaceutical formulations, i.e., medicines ready for Page 45

consumption by patients and about 350 bulk drugs, i.e., chemicals having therapeutic value and used for production of pharmaceutical formulations. Following the de-licensing of the pharmaceutical industry, industrial licensing for most of the drugs and pharmaceutical products has been done away with. Manufacturers are free to produce any drug duly approved by the Drug Control Authority. Technologically strong and totally selfreliant, the pharmaceutical industry in India has low costs of production, low R&D costs, innovative scientific manpower, strength of national laboratories and an increasing balance of trade. The Pharmaceutical Industry, with its rich scientific talents and research capabilities, supported by Intellectual Property Protection regime is well set to take on the international market.

ADVANTAGE INDIA
Competent workforce: India has a pool of personnel with high managerial and technical competence as also skilled workforce. It has an educated work force and English is commonly used. Professional services are easily available.

Cost-effective chemical synthesis: Its track record of development, particularly in the area of improved cost-beneficial chemical synthesis for various drug molecules is excellent. It provides a wide variety of bulk drugs and exports sophisticated bulk drugs.

Legal & Financial Framework: India has a 53 year old democracyand hence has a solid legal framework and strong financial markets. There is already an established international industry and business community.

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Information & Technology: It has a good network of world-class educational institutions and established strengths in Information Technology.

Globalisation: The country is committed to a free market economy and globalization. Above all, it has a 70 million middle class market, which is continuously growing.

Consolidation: For the first time in many years, the international pharmaceutical industry is finding great opportunities in India. The process of consolidation, which has become a generalized phenomenon in the world pharmaceutical industry, has started taking place in India.

THE GROWTH SCENARIO

India's US$ 3.1 billion pharmaceutical industry is growing at the rate of 14 percent per year. It is one of the largest and most advanced among the developing countries.

Over 20,000 registered pharmaceutical manufacturers exist in the country. The domestic pharmaceuticals industry output is expected to exceed Rs260 billion in the financial year 2002, which accounts for merely 1.3% of the global pharmaceutical sector. Of this, bulk drugs will account for Rs 54 bn (21%) and formulations, the remaining Rs 210 bn (79%). In financial year 2001, imports were Rs 20 bn while exports were Rs87 bn.

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STEPS TO STRENGTHEN THE INDUSTRY

Indian companies need to attain the right product-mix for sustained future growth. Core competencies will play an important role in determining the future of many Indian pharmaceutical companies in the post product-patent regime after 2005. Indian companies, in an effort to consolidate their position, will have to increasingly look at merger and acquisition options of either companies or products. This would help them to offset loss of new product options, improve their R&D efforts and improve distribution to penetrate markets. Research and development has always taken the back seat amongst Indian pharmaceutical companies. In order to stay competitive in the future, Indian companies will have to refocus and invest heavily in R&D. The Indian pharmaceutical industry also needs to take advantage of the recent advances in biotechnology and information technology. The future of the industry will be determined by how well it markets its products to several regions and distributes risks, its forward and backward integration capabilities, its R&D, its consolidation through mergers and acquisitions, comarketing and licensing agreements.

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COMPANY PROFILE

Jubilant organosys ltd. is an integrated pharmaceutical industry player with a wide range of products and services for global life sciences companies. The company is one of the largest Custom Research and Manufacturing Services (CRAMS) and Drug Discovery and Development Services organizations in India. The company strives to accelerate the process of pharmaceutical drug discovery by partnering with innovator pharmaceutical companies offering them products and services across the drug discovery process. Jubilant has a presence in generic pharmaceuticals business in the US and supply dosage forms along with regulatory services to European generic companies. Jubilant has a presence across the pharmaceutical value chain right from services, custom research and manufacturing services, advance intermediate chemicals to active pharmaceutical ingredients, dosage forms and services.

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Jubilant also enjoys leadership in industrial products and performance polymer in India. Jubilant is one of the largest custom research and manufacturing services (CRAMS) companies and a leading manufacturer of Active Pharmaceutical Ingredients (API) in India, delivering products and services to the global life science industry by leveraging our R&D expertise, knowledge driven operation and global scale manufacturing capacities. Jubilant has strong R&D focus and has significantly invested into building this function into a key global competitive advantage. The companys R&D efforts are directed towards the development of application-specific products that have large commercial potential, both in the domestic and international markets. The company exports over thirty-five products to leading companies in more than sixty countries. The Company has a representative office in China and subsidiary in USA. Jubilant Organosys had revenues of around Rs. 1000 crores (US$ 200 million approx.) and has around 2000 employees in India and abroad. HISTORY . 2005 Acquires Target Research Associates, Inc., renamed Clinsys Inc.; a US based Clinical Research Organization (CRO) Acquires Trinity Laboratories, Inc. and its wholly owned subsidiary, Trigen Laboratories, Inc., renamed Jubilant Pharmaceuticals, Inc., a generic pharmaceutical company in USA having a US FDA approved formulations manufacturing facility.

Enters Clinsys Clinical Research Ltd. business by setting up wholly owned subsidiary Jubilant Clinsys Ltd.

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2004

Sets up medicinal chemistry services business through wholly owned subsidiary Jubilant Chemsys Ltd.

Enters formulations and regulatory affairs businesses by acquiring Pharmaceuticals Services Incorporated, N.V. and PSI Supply N.V., the pharmaceutical companies in Europe. 2003 Sets up a new state-of-the-art Research & Development Centre in Noida, near New Delhi equipped with all latest scientific instruments. 2002 Acquires the Active Pharmaceutical Ingredients business.

2001 New corporate identity: Jubilant Organosys Ltd. reflecting changed corporate and business profile. 2000 New corporate identity: Jubilant Organosys Ltd. reflecting changed corporate and business profile. 1998 Enters high value-added Pyridine derivates. Commissions Pyridine HBR and Cyano Pyridine plants. Forms marketing subsidiary in the USA. Acquires acetyl plant in western India. 1997 Commissions first Multi-purpose fine chemicals plant. Plant for food polymer commissioned. 1995 Gets ISO 9001 certification. 1990 1988 Commissions Pyridine & Picoline plant. Launches its first branded product: Vamicol, an adhesive product.

1987 Introduces new products in Performance Chemicals segments: Poly vinyl acetate emulsion for paint, textile, paper & packaging and woodworking industry. 1985 1983 1981 1978 Research & Development center gets recognition from Government of India Commercial production of Vinyl Acetate Monomer (VAM). Initial Public Offering. Listing on leading stock exchanges of India. Incorporated as Vam Organic Chemicals Ltd.

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Shyam S Bhartia Chairman & Managing Director

Hari S Bhartia Co-Chairman & Managing Director

Dr. J M Khanna Executive Director & President - Life Sciences

S N Singh Executive Director Chemicals

S Bang Executive Director Manufacturing & Supply Chain

H K Khan Director

Abhay Havaldar Director

Arabinda Ray Director

Dr. Naresh Trehan Director

Surendra Singh Director

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COMPANY GUIDING PRINCIPLES

OUR VISION

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OUR PROMISES

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OUR VALUE

We will carefully select, train and develop our people to be creative, empower them to take decisions, so that they respond to all customers with agility, confidence and teamwork

We stretch ourselves to be cost effective and efficient in all aspects of our operations and focus on flawless delivery to create and provide the best value to our customers

By sharing our knowledge and learning from each other and from the markets we serve, we will continue to surprise our customers with innovative solutions

With utmost care for the environment and safety, we will always strive to excel in the quality of our processes, our products and our services

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CORPORATE OVERVIEW
Jubilant Organosys is an integrated pharmaceutical industry player having presence across the pharmaceutical value chain. Jubilant is a collaborative and innovative provider of products and services to the global life sciences industry, striving to accelerate the process of pharmaceutical drug approval. Our range of offerings include drug discovery and development services, custom research and manufacturing services, advance intermediates, fine chemicals, active pharmaceutical ingredients, dosage forms and regulatory affairs services. Jubilant is a science active company with more than 25 years of chemistry knowledge in producing innovative products and processes by leveraging its R & D expertise, knowledge driven operations and global scale manufacturing capacities. Jubilant organosys has three subsidiary companies in India- Jubilant Biosys Ltd. for bio/ chemo informatics databases and drug discovery services, Jubilant Chemsys Ltd. for medicinal chemistry services and Clinsys Clinical Research Ltd. for clinical research.

JUBILANTS BUSINESS IS ORGANISED IN THREE SEGMENTS: Pharmaceuticals & Life Science Products Industrial Products Performance Polymers

Globally, Jubilant Organosys is a leading manufacturer in defined product segments, including select APIs (e.g., Carbamazepine and Citalopram), Pyridine and its derivatives, Solid polyvinyl acetate, Vinyl Pyridine Latex and Organic Intermediates (e.g., Ethyl Acetate and Acetic Anhydride). Page 57

JUBILANT WORLDWIDE
Jubilant has a strong international presence, having international subsidiaries in USA, Belgium, and China. PSI N.V. and PSI supply N.V., in which Jubilant Organosys holds 80% equity, are the Belgium based pharmaceuticals companies providing regulatory affairs services and supply of dosage forms to European generic companies. Jubilant pharmaceuticals, Inc., a subsidiary of Jubilant in USA, is a generic pharmaceutical company having a US FDA approved manufacturing facility in the USA. Clinsys Clinical Research Inc., a wholly owned subsidiary, is a clinical research organization (CRO) operating out of the USA. Jubilant products are sold across the globe in more than 50 countries.

PRODUCTS EXPORTED
Jubilants products touch different facets of life of our global customers. Starting from Pyridine, Picolines and their derivatives, which go into Pharmaceutical & Agrochemical industries, we offer products like Adhesives for general purpose & specialized applications; Choline Chloride for poultry feed; Vinyl Pyridine Latex for tyres; PVA solid for chewing gum. These are besides our strong acetyl range, which includes acetic acid, acetic anhydride and ethyl acetate.

CUSTOMER ORIENTATION
Divisions focus on customer gets reflected not only in customizing products to the requirements of different buyers, but also initiating and maintaining the specific service standards. The Division is also sensitive to the growing market demand of company products in global markets and believes in being close to the buyer, in the right earnest. It has established overseas offices in China and USA. Page 58

 R & D OVERVIEW
Jubilant is an innovative firm that leverages R & D, its potential and capabilities to exploit the existing and potential markets. Research, Development and Application studies form the backbone of jubilant organosys local and global presence. Jubilants R & D facilities are interdisciplinary- they include technical, marketing and economics skills generating new products/ processes/ services. Our research and experimental development comprises of creative yet systematic work, increasing the pool of knowledge in devising new applications. Jubilants laboratories spread over a combined area of 300,000 sq. ft., have over one thousand and twenty five skilled scientists and engineers engaged in research on new products, process developments and their possible applications across diverse industries.

OBJECTIVE OF R& D
The development of new products. Improvement in the quality and performance of our existing products. Increasing efficiencies in our manufacturing processes. Supporting the customer through product application. Jubilants R & D works closely with direct customers using specialized skills set, to ensure that new product development remains focused on the customers current and future needs, and supported by strong technical support services. The focus on the customer equips our team to understand and meet the needs of the Pharmaceuticals and Life Sciences industry. Jubilant believes innovation is necessary to generate new ideas, in design quality and process control, in technical assistance to production and customers, or just pure research.

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MANUFACTURING FACILITIES
Jubilant Organosys has four modern plants strategically located at Bhartiagram, Gajraula (100 kms. From New Delhi), Nira (near Pune, Maharashtra), Samlaya (near Vadodra, Gujrat) and Nanjangud (near Mysore, Karnataka).

GAJRAULA PLANT

Area1,520,000 sq. mtrs.

CertificationISO 9000 ISO14001 OHSAH 18000

No. of employees1037

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PRODUCTS PROFILE

PRODUCT DISCRIPTION
Jubilant operates in four business segments: LIFE SCIENCE PRODUCTS AND SPECIALITY CHEMICALS- It includes five companies Jubilant Organosys- One of the largest custom research and manufacturing services (CRAMS) companies. Jubilant Biosys- An innovative bioinformatics and chemo informatics service provider. Jubilant Chemsys- Jubilant services integrate the expertise of our scientists in the areas of Drug Discovery, Drug Development and Analytical Chemistry. Jubilant clinsys- One of the best clinical and bio analytical service provider. PSI & PSI Supply.

OIL & GAS- Jubilant Corporation has emerged as one of the leading private sector players in the Oil & Gas Exploration and Production (E & P) segment in India. The corporation has been in Page 62

the E & P business for the last thirteen years and has successfully bid for the development of the proven field at Kharsang in Arunachal Pradesh by teaming up with consortia in productionsharing contract where, post its takeover; oil production registered a major increase. FOOD- Jubilant Corporations business interest in food and retail segment is represented through Dominos Pizza and Monday to Sunday. DOMINOS PIZZA INDIA LIMITED- Dominos Pizza India Limited was incorporated in 1995. The first Dominos Pizza store was opened in India in January 1996, in New Delhi. Today, it has grown into a countrywide network of stores, with a team of over 2,000 people. Dominos pizza delivers fresh and ready to eat food in India by promising delivery within 30 minutes of placing the order, to its community of loyal customers all over the country. FOOD EXPRESS STORES (INDIA) LTD. MONDAY TO SUNDAY- Monday to Sunday is a chain of super stores, which operates in Bangalore. Its unique selling proposition is freshness. The outlets encompass the whole gamut of food products, frozen, chilled, fresh, packaged, canned and dry.

SERVICES
Oil & Gas services Power & Infrastructure Services Aerospace Services Automobile Services Software Solutions Financial Advisory Services

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PRODUCTS MANUFACTURED

Advance Intermediates and Fine Chemicals Facilities

Kilo Lab for grams to kilograms with reactor size of 20 to 630 lts. and total volume of 3,500lts. Pilot Plant for kilograms to tones with reactor size of 1to 3 KL and total volume of 12,500lts. Commercial scale plants for kilograms to tones with volume of 210 KL reactor size of 2 to 15 KL and total

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Acetyls that include Acetic Acid, Acetic Anhydride and Ethyl Acetate Single Super Phosphate Organic Manure

Application Polymers for coating, textile and paper / packaging industry. Consumer Products for woodworking industry. Speciality gases for beverages, engineering and health care industry.

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Pharmaceutical & Life Science Products

Our Pharmaceuticals and Life Science Products business, divided into four sub segments, is the largest Custom Research and Manufacturing Services provider and a leading player in Active Pharmaceutical Ingredients in India. We cater to global pharmaceuticals and life sciences industry. Our products and services cover the entire gamut from development and supply of intermediates for drug discovery to commercial supplies of intermediates, APIs and finished dosage forms.

The Company has competence and knowledge to undertake more than 30 complex chemical reactions. Whether it is advance intermediates, fine chemicals or active pharmaceutical ingredients, we can seamlessly scale up from mg to MT quantities.

Our subsidiary PSI in Belgium provides regulatory affairs services and dosage forms to generic pharmaceutical companies. Jubilant Pharmaceuticals, our subsidiary in USA, is a generic pharmaceutical company having a US FDA approved manufacturing facility for solid dosage forms.

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Drug Discovery & Development Services

Jubilant's subsidiaries, Jubilant Biosys, Jubilant Chemsys and Clinsys Clinical Research provide a range of functional as well as integrated services that help accelerate the discovery and development process within the global pharmaceutical and biotech industry. The subsidiaries located in the US and India provide innovative solutions to our collaborators and partners while creative business models help sustain these relationships.

Discovery Informatics - Log onto www.jubilantbiosys.com Discovery Research - Log onto www.jubilantbiosys.com, www.jchemsys.com Drug Development Services - Log onto www.jubilantbiosys.com Clinical Research - Log onto www.ClinsysCRO.com

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RESEARCH METHODOLOGY DEFINITION OF RESEARCH

The term research is also used to describe an entire collection of information about a particular subject. Research is defined as human activity based on intellectual application in the investigation of matter. The primary purpose for applied research is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. Research can use the scientific method, but need not do so. Scientific research relies on the application of the scientific method, a harnessing of curiosity. This research provides scientific information and theories for the explanation of the nature and the properties of the world around us. It makes practical applications possible. Scientific research is funded by public authorities, by charitable organisations and by private groups, including many companies. Scientific research can be subdivided into different classifications according to their academic and application disciplines. Historical research is embodied in the historical method.

RESEARCH OBJECTIVES

To find out the awareness of selection procedure of the organization. To study the satisfaction level with the selection procedure. To study of the procedure Performance Management System And Recruitment And Selection Process In Jubilant Organosys Ltd.

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To study all those factor which attract to apply the organization. To study the concept of Recruitment process.

TYPES OF RESEARCH

Quantitative research:- Quantitative research is descriptive and provides hard data on the
numbers of people exhibiting certain behaviours, attitudes, etc. It provides information in breadth and allows you to sample large numbers of the population. It is, however, structured and does not yield the reasons behind behaviour or why people hold certain attitudes. Techniques commonly used in HE/FE include postal surveys (particularly appropriate in the case of student populations where name and address information is available), telephone surveys (appropriate for surveys of employers), on-line or web-based surveys (very cost-effective for reaching audiences where e-mail penetration is high, such as students and university/college staff) and mystery shopping (in this case to test quantifiable aspects of the service).

Qualitative research:- Qualitative research allows you to explore perceptions, attitudes and
motivations and to understand how they are formed. It provides depth of information which can be used in its own right or to determine what attributes will subsequently be measured in quantitative studies. Verbatim quotes are used in reports to illustrate points and this brings the subject to life for the reader. However, it relies heavily on the skills of the moderator, is inevitably subjective and samples are small. Techniques include group discussions/workshop sessions, paired interviews, individual in-depth interviews and mystery shopping (where the researcher plays the role of a potential student, etc in order to replicate the overall experience).

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Secondary or desk research:- The collating and analysis of secondary data is called desk
research. Secondary data is data that already exists and may be found within your own organisation or is published by another party and readily available.

For the study I have undertaken both Quantitative and Qualitative research and also Secondary type of research.

RESEARCH DESIGN
Plan outlining how information is to be gathered for an assessment or evaluation that includes identifying the data gathering method(s), the instruments to be used/created, how the instruments will be administered, and how the information will be organized and analyzed.

TYPES OF RESEARCH DESIGN 1. Philosophical/discursive

This may cover a variety of approaches, but will draw primarily on existing literature, rather than new empirical data. A discursive study could examine a particular issue, perhaps from an alternative perspective (e.g. feminist). Alternatively, it might put forward a particular argument or examine a methodological issue. 2. Literature review This may be an attempt to summarise or comment on what is already known about a particular topic. By collecting different sources together, synthesising and analysing critically, it essentially creates new knowledge or perspectives. There are a number of different forms a literature review might take.

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3. Case study
This will involve collecting empirical data, generally from only one or a small number of cases. It usually provides rich detail about those cases, of a predominantly qualitative nature. There are a number of different approaches to case study work (e.g. ethnographic, hermeneutic, ethogenic, etc) and the principles and methods followed should be made clear.

4. Survey
Where an empirical study involves collecting information from a larger number of cases, perhaps using questionnaires, it is usually described as a survey. Alternatively, a survey might make use of already available data, collected for another purpose. A survey may be cross-sectional (data collected at one time) or longitudinal (collected over a period). Because of the larger number of cases, a survey will generally involve some quantitative analysis.

5. Evaluation
This might be an evaluation of a curriculum innovation or organisational change. An evaluation can be formative (designed to inform the process of development) or summative (to judge the effects). Often an evaluation will have elements of both. If an evaluation relates to a situation in which the researcher is also a participant it may be described as action research. Evaluations will often make use of case study and survey methods and a summative evaluation will ideally also use experimental methods.

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6. Experiment
This involves the deliberate manipulation of an intervention in order to determine its effects. The intervention might involve individual pupils, teachers, schools or some other unit. Again, if the researcher is also a participant (e.g. a teacher) this could be described as action research.

DATA COLLECTION
Data collection is a term used to describe a process of preparing and collecting data - for example as part of a process improvement or similar project. A method of data collection in which the situation of interest is watched and the relevant facts, actions and behaviors are recorded.

PRIMARY DATA COLLECTION METHODS

In primary data collection, you collect the data yourself using methods such as interviews and questionnaires. The key point here is that the data you collect is unique to you and your research and, until you publish, no one else has access to it.

SECONDARY DATA COLLECTION METHODS

All methods of data collection can supply quantitative data (numbers, statistics or financial) or qualitative data (usually words or text). Quantitative data may often be presented in tabular or graphical form. Secondary data is data that has already been collected by someone else for a different purpose to yours. For example, this could mean using:

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DATA SOURCES DATA COLLECTION METHOD RESEARCH INSTRUMENT SAMPLE SIZE SAMPLING UNIT SAMPLE PROCEDURE SAMPLING METHOD

: Primary & Secondary data. : Survey : Questionnaire : 200 : Employee of the company : Simple Random Sampling : Personal Interview

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FINDINGS AND ANALYSIS

Q.1. Does the recruitment system able to attract highly qualified and competent people?

S.No. 1. 2. 3. Yes No

Options

Percentage 85 % 15 % 0%

No Response

Table No. 1
0% 15% Yes No 85% No Response

Graph No. 1

INTERPRETATION:Recruitment procedure of the company, attracts the highest pool of highly qualified candidates, as the findings to this question says that 85% of the respondents are highly supporting this fact, whereas this fact is opposed by only 15% of the respondents. Findings reveals that employees of the organization are recruited strictly on the basis of their competency and qualification.

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Q.2. If yes, then do the selected candidates stay longer with the company?

S.No. 1. 2. 3. Yes No

Options

Percentage 50% 35% 15%

No Response

Table No. 2

15% 50% 35% Yes No No Response

Graph No. 2 INTERPRETATION:Maximum number of respondents believe that the selected candidates stay longer with the company. 50% respondents have chosen the option yes, 35% respondents have chosen the option no and remaining 15% respondents have chosen the option no response.

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Q.3. Does the recruiting programme able to help the firm create more culturally diverse work-force?
S.No. 1. 2. 3. Yes No No Response Options Percentage 92 % 2% 6%

Table No. 3

2% 6% Yes No 92%

No Response

Graph No. 3 INTERPRETATION:- Maximum number of respondents believe that the recruiting
programme able to help the firm create more culturally diverse work-force. 92% respondents have chosen the option yes. 2% respondents have chosen the option no and remaining. 6% respondents have chosen the option no response.

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Q.4. Does the recruiting programme able to generate an adequate no. of reasonably qualified applicants?
S.No. 1. 2. 3. Yes No No Response Options Percentage 80 % 15 % 5%

Table No. 4

15%

5% Yes No 80%

No Response

Graph No. 4 INTERPRETATION:Maximum number of respondents believe that the recruiting programme able to generate an adequate no. of reasonably qualified applicants. 80% respondents have chosen the option yes. 15% respondents have chosen the option no and remaining. 5% respondents have chosen the option no response. Page 79

Q.5. Does it increases the pool of job candidates at minimum cost?

S.No. 1. 2. 3. Yes No

Options

Percentage 55 % 30 % 15 %

No Response

Table No. 5

15% Yes No No Response

30%

55%

Graph No. 5 INTERPRETATION:Maximum number of respondents think that recruitment increase the pool of job candidates at minimum cost. 55% respondents have chosen the option yes. 30% respondents have chosen the option no and remaining. 15% respondents have chosen the option no response.

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Q.6. Balanced scorecard will be used to clarify the vision and strategy of organization and translate them into action.

S.No. 1. 2. 3. Yes No

Options

Percentage 50 % 35 % 15 %

No Response

Table No. 6

15% 50% 35% Yes No No Response

Graph No. 6 INTERPRETATION:Balanced scorecard will be used to clarify the vision and strategy of organization and translate them into action. 55% respondents have chosen the option yes. 30% respondents have chosen the option no and remaining. 15% respondents have chosen the option no response.

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Q.7. Which techniques is used to screen applicants?

S.No. 1. 2. 3. 4. 5. Options Interviews Resumes Reference checks Any other No Response Percentage 8% 90 % 2% 0% 0%

Table No. 7

0%

2% 0% 8%
Interviews Resumes Reference checks

90%

Any other No Response

Graph No. 7 INTERPRETATION:Maximum number of respondents say the techniques used to screen applicants are resumes. 8% respondents have chosen the option interviews. 90% respondents have chosen the option resumes. 2% respondents have chosen the option reference check and remaining. none of respondents have chosen the option any other and no response. Page 82

Q.8. Does the company have proper job description and job specification for recruiting the employees? S.No. 1. 2. Yes No No Response Options Percentage 90 % 8% 2%

3.

Table No. 8

2% 8% Yes No 90% No Response

Graph No. 8 INTERPRETATION:Maximum number of respondents say the company have proper job description and job specification for recruiting the employees. 90% respondents have chosen the option yes. 8% respondents have chosen the option no and remaining. 2% respondents have chosen the option no response. Page 83

.Q.9. Which type of interview is conducted by the company?

S.No. 1. 2. 3. 4. Options One-to-one interview Sequential interview Panal interview No Response Percentage 65 % 30 % 5% 0%

Table No. 9

5% 0% 30% 65%

One-to-one interview Sequential interview Panal interview No Response

Graph No. 9 INTERPRETATION:Maximum number of respondents say the company conduct the one-to-one interview mostly. 65% respondents have chosen the option one-to-one interview. 30% respondents have chosen the option sequential interview. 5% respondents have chosen the option panal interview and None have chosen the option no response. Page 84

Q.10. Does the interview help to obtain additional information from the applicant?
S.No. 1. 2. 3. Yes No No Response Options Percentage 80 % 10 % 10 %

Table No. 10

10%

10% Yes No 80% No Response

Graph No. 10 INTERPRETATION:Maximum number of respondents say the interview help to obtain additional information from the applicant. 80% respondents have chosen the option yes. 10% respondents have chosen the option no and remaining. 10% respondents have chosen the option no response.

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Q.11. Does it provide general information to the applicant such as company policies, job, products manufactured and the like?
S.No. 1. 2. 3. Yes No No Response Options Percentage 50 % 30 % 20 %

Table No. 11

20% 50% 30% Yes No

No Response

Graph No. 11 INTERPRETATION:Maximum number of respondents say it provide general information to the applicant such as company policies, job, products manufactured and the like. 50% respondents have chosen the option yes. 30% respondents have chosen the option no and remaining. 20% respondents have chosen the option no response. Page 86

Q.12. Does it help to build companys image among the applicants?

S.No. 1. 2. 3. Yes No

Options

Percentage 90 % 5% 5%

No Response

Table No. 12

5% 5% Yes No 90% No Response

Graph No. 12 INTERPRETATION:Maximum number of respondents say it help to build companys image among the applicants. 90% respondents have chosen the option yes.5% respondents have chosen the option no and remaining. 5% respondents have chosen the option no response.

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Q.13. Are you satisfied with the recruitment and selection programmes of the company?
S.No. 1. 2. 3. Yes No No Response Options Percentage 65 % 20 % 15 %

Table No. 13

15% 20% 65% Yes No

No Response

Graph No. 13 INTERPRETATION:Maximum number of respondents say that they are satisfied with the recruitment and selection programmes of the company 65% respondents have chosen the option yes. 20% respondents have chosen the option no and remaining. 15% respondents have chosen the option no response.

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Q.14. After selection do they conduct the orientation programme for the familiarity of the job and the company?
S.No. 1. 2. 3. Yes No No Response Options Percentage 70 % 10 % 20 %

Table No. 14

20% 10% 70% Yes No

No Response

Graph No. 14 INTERPRETATION:Maximum number of respondents say After selection do they conduct the orientation programme for the familiarity of the job and the company. 70% respondents have chosen the option yes. 10% respondents have chosen the option no and remaining. 20% respondents have chosen the option no response. Page 89

Q.15. How did you come to know about job vacancy in the company?
S.No. 1. 2. 3. 4. 5. Options Advertisement Consultancy Reference Others No Response Percentage 40 % 10 % 40 % 10 % 0%

Table No. 15

0%
10% 40% 40% 10%
Advertisement Consultancy Reference Others No Response

Graph No. 15 INTERPRETATION:Maximum number of respondents come to know about job vacancy in the company by advertisement and reference. 40% respondents have chosen the option advertisement. 10% respondents have chosen the option consultancy. 40% respondents have chosen the option reference and remaining. 10% respondents have chosen the option others. Page 90

Q.16. What all factors attracts you towards the company, while you apply for a job in Jubilant Org. Ltd.
S.No. 1. 2. 3. 4. Table No. 16 Options Companys Image Remuneration Others No Response Percentage 60 % 20 % 10 % 10 %

10% 20%

10%
Companys Image

60%

Remuneration Others No Response

Graph No. 16 INTERPRETATION:What all factors attracts you towards the company, while you apply for a job in Jubilant Org. Ltd.. 60% respondents have chosen the option company image. 20% respondents have chosen the option remuneration. 10% respondents have chosen the option others and remaining. 10% respondents have chosen the option no response.

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Page 92

CONCLUSION

There is more pressure now on organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. Personal selection and assessment activities are integral parts of organizational life. Decisions about hiring and classifying applicants are based on expectations or predictions about their future work behaviors. When a company needs to recruit new staff or make promotion decisions about employees, there are various methods of assessments at its disposal. Whatever selection procedure is used, it should yield the right type of information and lead to correct decisions being made. HRP helps determine the number and type of people an organization needs. Job analysis and job design specify the tasks and duties of jobs and the qualifications expected from jobholders. The next logical step is to hire the right number of people of the right type to fill the jobs. Hiring involves two broad groups of activities: (i) recruitment and (ii) selection. Before coming to details of recruitment, it is useful to not that hiring, contrary to popular perception, is an ongoing process and not confined to the formative stages of an organization. Employees leave the organization in search of greener pastures- some retire and some die in the saddle. More importantly, an enterprise grows, diversifies, takes over other units- all necessitating hiring of new men and women. In fact, the hiring function stops only when the organization ceases to exist. 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

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Recruitment is considered to be a thankless job. Even if the organization 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. Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. Participants will be able to conduct training programs in recruitment employed for training.. They will acquire knowledge of the training design, training methods and skills required for delivering a employee training program.

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Page 95

SUGGESTION

The following recommendations of the project report given by the researcher given as follows:-

Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment. The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate. The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

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Page 97

LIMITATION
The following limitations of the project report given by the researcher given as follows:-

The facilities or capabilities of the agency that originally collected the data might be questionable. Relevance: The data may not fit into the needs of investigation. There may be difference in the units of measurement, there may be surrogated data, discrepancy of class & data may pertain to some other period of time. Accuracy: It is observed that it is rather difficult to measure the degree of approximation used in the collection of information as well as the competence of the investigator in motivating the persons to supply the desired information. Difficulty to find secondary data that exactly the needs of some specific research investigation.

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BIBLIOGRAPHY

BOOKS:
Aswathappa K... Human Resource and Personnel Management, Fifth Edition Dale S. Beach (1980), The Management of People at Work,, Macmillan, Personnel, Fourth Edition., New York. Kothari C. R., Research Methodology Methods & Techniques ,Third Edition. Randall S. Schuler (1981), Personnel and Human Resource Management, West Publishing, New York.

WEBSITES:http:// www.jubl.com HTTP://www.jubl.com/careers.htm http://www.hrm.co.in http://www.pearsoned.co.in/garydessler

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QUESTIONNAIRE

Page 100

QUESTIONNAIRE

RECRUITMENT & SELECTION

Dear Sir /Madam I am a student pursuing my MBA from D.I.S.T.Dhampur and undertaking Recruitment Selection Process In Jubilant Organosys.I need your co-operation in furnishing the following information that is required in the successful completion of my project. I shell be grateful if you answer the following questions and give your honest opinion. Q.1. Does the recruitment system able to attract highly qualified and competent people? (a). Yes (b). No (c). No Responses

Q.2. If yes, then do the selected candidates stay longer with the company? (a). Yes (b). No (c). No Response

Q.3. Does the recruiting programme able to help the firms to create more culturally diverse work-force? (a). Yes (b). No (c). No Response

Q.4. Does the recruiting programme able to generate an adequate number of reasonably qualified applicants? (a). Yes (b). No (c). No Response

Q.5. Does it increases the pool of job candidates at minimum cost? (a). Yes (b). No (c). No Response

Q.6. Balanced scorecard will be used to clarify the vision and strategy of organization and translate them into action.? (a). Yes (b). No
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(c). No Response

Q.7. Which techniques is used to screen applicants? (a). Interviews (d). Any other (b). Resumes (c). Reference checks

(e). No Response

Q.8. Does the company have proper job description and job specification for recruiting the employees? (a). Yes (b). No (c). No Response

Q.9. Which type of interview is conducted by the company? (a). One-to-one interview (c). Panel interview (b). Sequential interview (d). No Response

Q.10. Does the interview help to obtain additional information from the applicant? (a). Yes (b). No (c). No Response

Q.11. Does it provide general information to the applicant such as company policies, job, products manufactured and the like? (a). Yes (b). No (c). No Response

Q.12. Does it help to build companys image among the applicants? (a). Yes (b). No (c). No Response

Q.13. Are you satisfied with the recruitment and selection programmes of the company? (a). Yes (b). No (c). No Response

Q.14. After selection do they conduct the orientation programme for the familiarity of the job and the company? (a). Yes (b). No (c). No Response

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Q.15. How did you come to know about job vacancy in the company? (a). Advertisement (c). Reference (e). No Response (b). Consultancy (d). Others

Q.16. What all factors attracted you towards the company, when you applied for a job in Jubilant Org. Ltd. (a). Companys Image (c). Others (b). Remuneration (d). No Response

Personnel Profile of Respondents

Name Age Department Year of joining

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