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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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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. Recruitment and Selection is conducted by: i) HR & Branch Manager ii) Functional Head Page 4 . However. Authorization: S. ACTIVITY FLOW The organization philosophy should be kept in mind while formulating the recruitment procedure. Authorized Signatory 1 2 Head. the checks and control measures to be adopted and information that has to be captured. 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.Scope: To define the process and flow of activities while recruiting. 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 HR department would set the recruitment norms for the organization.NO. selecting and appointing personnel on the permanent rolls of an organization.

D. at different levels. 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. It would also specify the requirement budget.RECRUITMENT PLANNING Recruitment planning on the basis of budget A. The Regional HR‟s would undertake the planning activity and necessary preparations in advance of the anticipated requirements. C. as monthly and quarterly activities on the basis of the approved budget. The annual budget would specify the manpower requirement of the entire organization. at different geographical locations and the timing of the individual requirements. 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. Page 5 . 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. in various functions/departments. which is the cost allotted towards the recruitment of the budgeted staff and the replacement of the existing employees. B. estimated separations and replacements therefore. The manpower planning process for the year would commence with the company‟s budgeting activity. 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. 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.

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

the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. The main objective of the recruitment process is to expedite the selection process. illness give rise to unexpected needs. the needs arising from changes in organization and retirement policy. As a general rule. RECRUITMENT NEEDS ARE OF THREE TYPES PLANNED i. deaths.e. 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. 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. Usually. UNEXPECTED Resignation. Agency types The recruitment industry has four main types of agencies. not the candidates. which an organization can predict by studying trends in internal and external environment. ANTICIPATED Anticipated needs are those movements in personnel.Recruitment of candidates is the function preceding the selection. accidents. Page 7 . the agencies are paid by the companies. Their recruiters aim to channel candidates into the hiring organization‟s application process.

who want to e-enable entirely or partly their recruitment process in order to improve business performance. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency‟s books. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). which usually has some form of guarantee. Page 8 . Remuneration for the agency's services usually takes one of two forms: 1. should the candidate fail to perform and is terminated within a set period of time.Traditional agency Also known as a employment agencies. Recruitment Consultants then endeavor to match their pool of candidates to their clients' open positions. but in most places that practice is now illegal. the recruitment website has evolved to encompass end-to-end recruitment. Websites Such sites have two main features: job boards and a Résumé/Curriculum Vitae (CV) database. It may still be legal for an employment agency to charge the candidate instead of the company. candidates can upload a résumé to be included in searches by member companies. Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors. Since the late 1990s. Fees are charged for job postings and access to search resumes. A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% of the candidate‟s starting salary). Suitable candidates are with potential employers. Alternatively. recruitment agencies have historically had a physical location. Job boards allow member companies to post job vacancies. 2. due to past unfair and deceptive practices.

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

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

 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 résumés, 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 résumé/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé 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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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.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. Page 14 .

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).Identifying the vacancy The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company.    Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making Page 15 .

the final interviews and the decision making. Short-listing 6. Arrange interviews 7. Page 16 .1. Advertising the vacancy 4.e. Managing the response 5. Conducting interview and decision making The recruitment process is immediately followed by the selection process i. conveying the decision and the appointment formalities. Identify vacancy 2. Prepare job description and person specification 3.

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Resourcing Process Page 18 .

Recruitment candidates from all the other sources (like outsourcing agencies etc. The sources within the organization itself (like transfer of employees from one department to other. No. .) are known as the external sources of recruitment.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.10 Page 19 . promotions) to fill a position are known as the internal sources of recruitment. SOURCES OF RECRUITMENT Fig.

then the company will have to depend upon internal sources by providing them special training and development programs.Internal Sources of Recruitment 1. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. 2. 3. EXTERNAL FACTORS AFFECTING RECRUITMENT The external forces are the forces which cannot be controlled by the organisation. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. Supply And Demand The availability of manpower both within and outside the organization is an important determinant in the recruitment process. Others are Upgrading and Demotion of present employees according to their performance. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. Recruitment such people. 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. 4. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company. The major external forces are: 1. 5. Page 20 .

IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. Image of a company is based on what organization does and affected by industry. physically handicapped etc. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. trade unions play important role in recruitment. POLITICAL-SOCIAL.LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example finance was taken up by fresher MBA‟s when many finance companies were coming up. 4. If the candidate can‟t meet criteria stipulated by the union but union regulations can restrict recruitment sources. there is often oversupply of qualified labor which in turn leads to unemployment.2. 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). 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. scheduled tribes. 3. This restricts management freedom to select those individuals who it believes would be the best performers. Also. Government of India has introduced legislation for reservation in employment for scheduled castes. Page 21 . For example. When the company is not creating new jobs. If there is surplus of manpower at the time of recruitment.

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. – 11 Page 22 . The internal forces or factors are the factors that can be controlled by the organization.COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organizations. No. To face the competition. Factors Affecting Recruitment The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

Creating a suitable recruitment policy is the first step in the efficient hiring process. 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. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people. Therefore. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. A clear and concise recruitment policy helps ensure a sound recruitment process. it is important to have a clear and concise recruitment policy in place. Page 23 .Recruitment Policy of a Company In today‟s rapidly changing business environment. To aid and encourage employees in realizing their full potential.

Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. Integrates employee needs with the organizational needs. task oriented and merit based selection. Optimization of manpower at the time of selection process. Weightage during selection given to factors that suit organization needs. Government policies on reservations. For formulating an effective and successful recruitment strategy. The level of performance of and organization depends on the effectiveness of its recruitment function. Recruitment costs and financial implications. the strategy should cover the following elements: Recruitment Policy of a Company In today‟s rapidly changing business environment.      Transparent. a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Need of the organization. Recruitment Strategies Recruitment is of the most crucial roles of the human resource professionals. Defining the competent authority to approve each selection. it Page 24 . Abides by relevant public policy and legislation on hiring and employment relationship. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. Therefore. Preferred sources of recruitment. FACTORS AFFECTING RECRUITMENT POLICY       Organizational objectives Personnel policies of the organization and its competitors.

It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. Page 25 . which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. To aid and encourage employees in realizing their full potential. Unbiased policy. Creating a suitable recruitment policy is the first step in the efficient hiring process. Optimization of manpower at the time of selection process. task oriented and merit based selection. A clear and concise recruitment policy helps ensure a sound recruitment process.is important to have a clear and concise recruitment policy in place. Weightage during selection given to factors that suit organization needs. 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. Transparent. To ensure that every applicant and employee is treated equally with dignity and respect.

Abides by relevant public policy and legislation on hiring and employment relationship. Need of the organization. FACTORS AFFECTING RECRUITMENT POLICY       Organizational objectives Personnel policies of the organization and its competitors. Identifying and prioritizing jobs Requirements keep arising at various levels in every organisation. 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. there is a need to identify the positions requiring immediate attention and action. Integrates employee needs with the organizational needs. It is impossible to fill all the positions immediately. it is almost a neverending process. Government policies on reservations. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. Recruitment Strategies Recruitment is of the most crucial roles of the human resource professionals. Page 26 . Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. Preferred sources of recruitment. For formulating an effective and successful recruitment strategy. The level of performance of and organization depends on the effectiveness of its recruitment function.   Defining the competent authority to approve each selection. Recruitment costs and financial implications. Therefore. the strategy should cover the following elements: 1.

The candidate‟s experience can range from being a fresher to experienced senior professionals. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. technical etc. 3. unemployed. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. Employee referral is one of the most effective sources of recruitment. 4. different industry. This covers the following parameters as well: o Performance level required: Different strategies are required for focusing on hiring high performers and average performers. He/she can be from the same industry. They should also be aware of the major parameters and skills (e.g.: behavioral. Which are the sources to be used and focused for the recruitment purposes for various positions. o Category of the candidate: the strategy should clearly define the target candidate.2. o Experience level required: the strategy should be clear as to what is the experience level required by the organization. Page 27 . 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. top performers of the industry etc.) to focus while interviewing and selecting a candidate.

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

such traits may become less common or disappear. Types and subtypes Selection is hierarchically classified into natural and artificial selection.g. for example. disruptive selection often is the result of disassortative sexual selection. Through genetic drift.to survive or exploit a particular pressure. or when variations are selectively neutral." while those under positive selection are said to be "selected for. In biological discussions. In the absence of individual variation. while positive selection increases the prevalence of adaptive traits. This is a risk primarily in the case of "weak" selection (e. Though deleterious alleles may sometimes become established." as in the sentence Desert conditions select for drought tolerance in plants and select against shallow root architectures. and balancing selection may result from frequency-dependent selection and over dominance." Negative selection decreases the prevalence of traits that diminish individuals' capacity to succeed reproductively (i. selection does not guarantee that advantageous traits or alleles will become prevalent within a population. Page 29 . their fitness). selection does not occur. In the face of selection even a so-called deleterious allele may become universal to the members of a species. selection may act "negatively" as well as "positively. Natural selection is further sub classified into ecological and sexual selection Mechanisms of selection Distinct from patterns of selection are mechanisms of selection. Meanwhile. an infectious disease with only a low mortality rate) or small populations. traits subject to negative selection are sometimes said to be "selected against.e.

initial interviews. building relationships with universities and specialist business colleagues and advertising vacancies online. psychological assessments and reference checking before an offer is made. innovation and creativity are the foundations on which we build our business. we undertake an extremely thorough and comprehensive recruitment process. You will be invited to subsequent interviews if we believe you are well suited to a position of interest. utilizing accredited recruitment agencies. To build this team. advertising in selected publications. this process includes applications.Selection process Excellence. These include encouraging our valued staff to refer their friends to us. ongoing contribution to Macquarie. Interviews The first interview is usually with a member of our professional recruitment team. and seek applicants who satisfy a broad range of criteria in terms of their ability to make a positive. and these interviews are generally arranged with appropriate senior staff Page 30 . and is used to determine your general suitability to Macquarie and discuss areas that may be of interest to you. and our staff comprises a handpicked team of the best possible people. Generally. Applications We use varied and strategic channels to invite the most appropriate people to apply for positions at Macquarie. further interviews.

Reference checks We will always undertake reference checks before making you an offer.members. In some instances. We may also assess your Asian language skills during the interview if this is a specific requirement for the role. After initial screening through applications and interviews (as explained above). suitable applicants may then be requested to complete a psychometric assessment. psychometric assessments assist managers and recruiters to select the applicant that is most suited to the essential criteria of the position in question. you will be advised as to which version you are to complete. Psychometric assessments Psychometric assessment is a standard component of the recruitment process at Macquarie. we will also undertake further personal and financial checks if relevant to the position you have applied for. In conjunction with other recruitment tools. Depending on the position you have applied for. Referees will be people who have previously supervised you in a professional capacity. Page 31 . the Operational Assessment and the Professional Assessment. There are two different versions of the psychometric assessment.

Part-II will consist of 50 multiple-choice questions on Executive Aptitude Test. The test will be in two parts. ABOUT TEST: The All India Test is scheduled on 12. Jubilant Organosys Ltd. Page 32 . which cannot be changed subsequently. The test can be taken in Hindi or English. Candidates have to choose any two cities as preference-1 and preference-2. "Offer of appointment" will be made available online. Based on merit and requirement the list of successful candidates for interview will be made available at www. Part-I will consist of 120 multiple-choice questions of the relevant 6 disciplines as advertised.07. as Test Center and no change in any circumstance will be considered subsequently. Admission to the test will be on production of Admit Card. 1/4th mark will be deducted for each wrong / multiple answered question. The final list of candidates being offered. Candidates will have to give their choice for appearing in Hindi or English at the time of applying for the post.ntpcjobs.SELECTION PROCESS: Eligible candidates will have to undergo a Selection Test.2011 (Tuesday). reserves the right to cancel or add any center depending on the response of the candidates for that area / center.net and will be emailed to such candidates. TEST CENTERS: The selection test will be held in 27 cities as mentioned in the online Application system. However. All short listed candidates will have to appear for Group Discussion and Personal Interview before the Company's Central Selection Board. which is to be downloaded only from the site by the candidates.

Further.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. HH OL : One Leg OA : One Arm OAL : One Arm & One Leg BA : Both Arms BL : Both Legs Page 33 . 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.

along with the registration slip and also at time of interview. BL. B. ST and Physically Challenged candidates with at least 55% marks in qualifying examination are eligible to apply for the post. 3. OA. OA. It is relaxed by 10 years for PH-General.HH : Hearing Handicapped LV : Low Vision B : Blind Mechanical OL Civil OL. The reserved category candidates are required to submit requisite certificate in the prescribed format of Government of India. 4. BL. 5. 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. 13 years for PH-OBC and 15 years for Page 34 . All SC. HH Finance OA. HH Human Resource OAL. 3 years for OBC (Non-Creamy Layer) candidates. The upper age limit is relaxed by 5 years for SC/ST. LV. 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. issued by the competent authority. 2. No registration fee will be charged from SC/ST & Physically Challenged category candidates. OL. HH Control & Instrumentation OL. if called for. HH RESERVATIONS AND RELAXATIONS: 1. OL.

125000/.02. HOW TO APPLY: 1. This amount is Rs. 6.for SC/ST and Physically Handicapped Category candidates. Further. need not apply.01. The site is functional from 1300 hours of 27. squint and color blindness.000/. 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. Further. partial or full.00. 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. 7.12. 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. Before joining.2009 to midnight of 16.PH-SC/ST candidates. if called for. from a competent authority issued in the current year.50. Eligible candidates have to apply through online registration system of NTPC only.89. To apply visit: www.net with your valid E-mail ID.to successfully complete the prescribed training and thereafter serve the company for at least 3 years.80 to 31. HEALTH: The candidate should have sound health. 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. Page 35 .ntpcjobs. 2. No relaxation in health standards is allowed. The OBC (Non-Creamy Layer) candidates are required to submit requisite certificate in prescribed format of Government of India.2009. Upper age is relaxed by 5 years for the candidates who had ordinarily been domiciled in the state of Jammu & Kashmir from 01.01. the candidates with myopia and hypermetropia exceeding + 4.

New Delhi. caste / PH certificate (if applicable) and photocopy of the pay-in-slip in an envelop.03. 4.2009. The candidate should write “ET-2009” & registration number on the top of the envelope and should send the envelop by ordinary post to: 7. to General/OBC category is required to pay a nonrefundable registration fee of Rs. In case the candidate deposit the fee in a wrong account. State Bank of India has been authorized to collect the registration fee. All successfully enrolled candidates will be allowed to download the admit card from the site. This journal number and the branch code are to be filled up by the candidate during online registration. Candidate can keep copy of registration slip and pay-in-slip for his future reference. 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. Page 36 . 8. in a specially opened account (No. 3.Please note that the registration slip should reach Jubilant Organosys Ltd on or before 02. The SC / ST / PH category candidate need not pay the registration fee.The candidate should send duly signed one printout of registration slip after affixing the colour photograph. 30605838329) at CAG branch. Candidate Jubilant Organosys Ltd.2. candidate is required to download the registration slip generated by the system with unique registration number. 6. On receipt of the money the bank will issue a unique Journal Number and a Branch Code of the bank collecting the money. 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. Jubilant Organosys Ltd will not be responsible. Please note that the admit card will not be sent by post. After applying online. 5. There will not be any other mode of money collection. 500/-.

net. 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. 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. 5TA/DA will not be paid to any candidate appearing for the examination. 4No manual / paper application will be entertained. 8Candidates appearing in the final year semester examination should bring their identity card of the Institution / College. The candidate has to down load his Admit card. 10 The admit card indicating roll number. 3All qualifications should be full time regular courses from an Indian University / Institute recognized by AICTE / appropriate statutory authority. 11Candidates are advised to keep the E-mail ID to be entered compulsorily in the online Page 37 .GENERAL INFORMATION AND INSTRUCTIONS: 1. 9For queries candidates may visit the site and consult the Frequently Asked Questions (FAQ) section.Only Indian Nationals are eligible to apply. Test Guidelines etc for appearing in the test from the site. Admit cards will not be sent by post. 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.ntpcjobs. 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. 2Before applying.

Downloading of Admit card with Roll Number. All India Test in 27 cities 12. 13In case any ambiguity / dispute arises on account of interpretation in versions other than English.application form and should remain active for at least one year.2009. Commencement of online Registration of application by candidates 27.2009 (Monday) 1700 Hours d. Last date of accepting registration forms with required documents by post from candidates 02. 0900 Hours e.2009 (Monday) Midnight c. 31.03. if need so arises. Please note if called for interview without NOC you will not be allowed to appear for the same.02. 15Legal jurisdiction will be Jubilant Organosys Ltd of Gajraula in case of any cause / dispute.04.03. 14 Jubilant Organosys Ltd reserves the right to cancel / restrict / enlarge/ modify / alter the recruitment process.2009. 1000 Hours To 12. without issuing any further notice or assigning any reason thereafter.2009 (Tuesday)1300 Hours b. IMPORTANT DATES: a. test center name and Guidelines from the net. All future correspondence would be sent via E-mail only.01.04.2009 (Sunday) Page 38 . No change in the E-mail ID will be allowed once entered. English version will prevail. Last date for online registration of application by candidate‟s 16. 12Candidates employed with Government Departments / PSUs / Autonomous Bodies have to produce NOC at the time of Interview.

3. 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. The differences between the two are: 1. 5. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization. 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. Page 39 . Recruitment is a positive process i.RECRUITMENT VS SELECTION Both recruitment and selection are the two phases of the employment process. 2. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee. 4. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.e. 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.

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Page 41 . To study the satisfaction level with the selection procedure.   To study all those factor which attract to apply the organization.OBJECTIVES OF STUDY The objectives of study are as follows:    To find out the awareness of selection procedure of the organization. To study of the procedure Performance Management System And Recruitment And Selection Process In Jubilant Organosys Ltd. To study the concept of Recruitment process.

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 Meet the organizations legal and social obligations regarding the composition of its workforce.  Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.  Attract and encourage more and more candidates to apply in the organization.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. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. Page 43 .  Create a talent pool of candidates to enable the selection of best candidates for the organization.  Begin identifying and preparing potential job applicants who will be appropriate candidates. Importance: The following importance of recruitment and selection are as follows:  Role of PMS in the performance appraisal of employees in an organization.  Recruitment is the process which links the employers with the employees.  Increase the pool of job candidates at minimum cost.

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i. It ranks very high in the third world. It is an extremely fragmented market with severe price competition and government price control. almost every type of medicine is now made indigenously. tablets. The leading 250 pharmaceutical companies control 70% of the market with market leader holding nearly 7% of the market share. Playing a key role in promoting and sustaining development in the vital field of medicines. which form the core of the pharmaceutical industry in India (including 5 Central Public Sector Units). the Indian Pharma Industry is estimated to be worth $ 4. Indian Pharma Industry boasts of quality producers and many units approved by regulatory authorities in USA and UK.. From simple headache pills to sophisticated antibiotics and complex cardiac compounds. pharmaceutical formulations. These units produce the complete range of pharmaceutical formulations. orals and injectibles. medicines ready for Page 45 . chemicals. in terms of technology. The pharmaceutical industry in India meets around 70% of the country's demand for bulk drugs.INDUSTRY PROFILE The Indian Pharmaceutical Industry today is in the front rank of India‟s science-based industries with wide ranging capabilities in the complex field of drug manufacture and technology. growing at about 8 to 9 percent annually.000 registered units. A highly organized sector. quality and range of medicines manufactured.5 billion. The Indian Pharmaceutical sector is highly fragmented with more than 20. drug intermediates. assisted and spearheaded this dynamic development in the past 53 years and helped to put India on the pharmaceutical map of the world.e. There are about 250 large units and about 8000 Small Scale Units. capsules. It has expanded drastically in the last two decades. International companies associated with this sector have stimulated.

Page 46 .e. supported by Intellectual Property Protection regime is well set to take on the international market. Technologically strong and totally selfreliant. It has an educated work force and English is commonly used. ADVANTAGE INDIA Competent workforce: India has a pool of personnel with high managerial and technical competence as also skilled workforce. particularly in the area of improved cost-beneficial chemical synthesis for various drug molecules is excellent. Legal & Financial Framework: India has a 53 year old democracyand hence has a solid legal framework and strong financial markets. with its rich scientific talents and research capabilities. strength of national laboratories and an increasing balance of trade. i. chemicals having therapeutic value and used for production of pharmaceutical formulations. It provides a wide variety of bulk drugs and exports sophisticated bulk drugs. The Pharmaceutical Industry. low R&D costs.. the pharmaceutical industry in India has low costs of production. Manufacturers are free to produce any drug duly approved by the Drug Control Authority. Following the de-licensing of the pharmaceutical industry. There is already an established international industry and business community.consumption by patients and about 350 bulk drugs. Professional services are easily available. industrial licensing for most of the drugs and pharmaceutical products has been done away with. Cost-effective chemical synthesis: Its track record of development. innovative scientific manpower.

Globalisation: The country is committed to a free market economy and globalization. THE GROWTH SCENARIO India's US$ 3.000 registered pharmaceutical manufacturers exist in the country. It is one of the largest and most advanced among the developing countries. Above all. Consolidation: For the first time in many years. Over 20. it has a 70 million middle class market. the international pharmaceutical industry is finding great opportunities in India.1 billion pharmaceutical industry is growing at the rate of 14 percent per year. The domestic pharmaceuticals industry output is expected to exceed Rs260 billion in the financial year 2002.3% of the global pharmaceutical sector. which is continuously growing.Information & Technology: It has a good network of world-class educational institutions and established strengths in Information Technology. the remaining Rs 210 bn (79%). imports were Rs 20 bn while exports were Rs87 bn. In financial year 2001. The process of consolidation. which accounts for merely 1. bulk drugs will account for Rs 54 bn (21%) and formulations. which has become a generalized phenomenon in the world pharmaceutical industry. has started taking place in India. Of this. Page 47 .

will have to increasingly look at merger and acquisition options of either companies or products. its consolidation through mergers and acquisitions. Core competencies will play an important role in determining the future of many Indian pharmaceutical companies in the post product-patent regime after 2005. Page 48 . comarketing and licensing agreements. In order to stay competitive in the future. its forward and backward integration capabilities. Indian companies will have to refocus and invest heavily in R&D. improve their R&D efforts and improve distribution to penetrate markets. 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 R&D. Research and development has always taken the back seat amongst Indian pharmaceutical companies.STEPS TO STRENGTHEN THE INDUSTRY Indian companies need to attain the right product-mix for sustained future growth. in an effort to consolidate their position. This would help them to offset loss of new product options. Indian companies.

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Jubilant has a presence across the pharmaceutical value chain right from services. advance intermediate chemicals to active pharmaceutical ingredients. The company is one of the largest Custom Research and Manufacturing Services (CRAMS) and Drug Discovery and Development Services organizations in India. dosage forms and services. is an integrated pharmaceutical industry player with a wide range of products and services for global life sciences companies. custom research and manufacturing services.COMPANY PROFILE Jubilant organosys ltd. Jubilant has a presence in generic pharmaceuticals business in the US and supply dosage forms along with regulatory services to European generic companies. Page 50 . 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.

. 2005 Acquires Target Research Associates... The company‟s R&D efforts are directed towards the development of application-specific products that have large commercial potential. renamed Jubilant Pharmaceuticals. Inc. Enters Clinsys Clinical Research Ltd. and its wholly owned subsidiary. Page 51 . knowledge driven operation and global scale manufacturing capacities. a US based Clinical Research Organization (CRO) Acquires Trinity Laboratories. HISTORY . Inc.. Inc. delivering products and services to the global life science industry by leveraging our R&D expertise. Inc. a generic pharmaceutical company in USA having a US FDA approved formulations manufacturing facility. The company exports over thirty-five products to leading companies in more than sixty countries. both in the domestic and international markets. Jubilant is one of the largest custom research and manufacturing services (CRAMS) companies and a leading manufacturer of Active Pharmaceutical Ingredients (API) in India. Jubilant Organosys had revenues of around Rs. The Company has a representative office in China and subsidiary in USA. 1000 crores (US$ 200 million approx.) and has around 2000 employees in India and abroad. renamed Clinsys Inc.Jubilant also enjoys leadership in industrial products and performance polymer in India. Jubilant has strong R&D focus and has significantly invested into building this function into a key global competitive advantage. business by setting up wholly owned subsidiary Jubilant Clinsys Ltd. Trigen Laboratories.

N. reflecting changed corporate and business profile. Plant for food polymer commissioned. the pharmaceutical companies in Europe. 2000 New corporate identity: Jubilant Organosys Ltd.. paper & packaging and woodworking industry. 2003 Sets up a new state-of-the-art Research & Development Centre in Noida. textile.V. an adhesive product. 1985 1983 1981 1978 Research & Development center gets recognition from Government of India Commercial production of Vinyl Acetate Monomer (VAM). Forms marketing subsidiary in the USA. Page 52 . reflecting changed corporate and business profile.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. near New Delhi equipped with all latest scientific instruments. Launches its first branded product: Vamicol. Listing on leading stock exchanges of India.V. Acquires acetyl plant in western India. 1987 Introduces new products in Performance Chemicals segments: Poly vinyl acetate emulsion for paint. 1997 Commissions first Multi-purpose fine chemicals plant. 2001 New corporate identity: Jubilant Organosys Ltd. 1998 Enters high value-added Pyridine derivates. 1995 Gets ISO 9001 certification. Incorporated as Vam Organic Chemicals Ltd. Initial Public Offering. Commissions Pyridine HBR and Cyano Pyridine plants. 1990 1988 Commissions Pyridine & Picoline plant. 2002 Acquires the Active Pharmaceutical Ingredients business. and PSI Supply N.

Naresh Trehan Director Surendra Singh Director Page 53 . J M Khanna Executive Director & President .Shyam S Bhartia Chairman & Managing Director Hari S Bhartia Co-Chairman & Managing Director Dr.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.

COMPANY GUIDING PRINCIPLES OUR VISION Page 54 .

OUR PROMISES Page 55 .

we will always strive to excel in the quality of our processes. so that they respond to all customers with agility. we will continue to surprise our customers with innovative solutions With utmost care for the environment and safety. train and develop our people to be creative.OUR VALUE We will carefully select. our products and our services Page 56 . 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. empower them to take decisions.

. Vinyl Pyridine Latex and Organic Intermediates (e. Jubilant organosys has three subsidiary companies in India. Solid polyvinyl acetate. Carbamazepine and Citalopram). Jubilant Chemsys Ltd. for clinical research. custom research and manufacturing services.g.  JUBILANT’S BUSINESS IS ORGANISED IN THREE SEGMENTS:  Pharmaceuticals & Life Science Products  Industrial Products  Performance Polymers Globally. Our range of offerings include drug discovery and development services..g. Page 57 . for medicinal chemistry services and Clinsys Clinical Research Ltd. advance intermediates. active pharmaceutical ingredients. striving to accelerate the process of pharmaceutical drug approval. for bio/ chemo informatics databases and drug discovery services. Pyridine and its derivatives. Jubilant Organosys is a leading manufacturer in defined product segments. fine chemicals. dosage forms and regulatory affairs services. including select APIs (e.Jubilant Biosys Ltd. Jubilant is a collaborative and innovative provider of products and services to the global life sciences industry. Ethyl Acetate and Acetic Anhydride).CORPORATE OVERVIEW Jubilant Organosys is an integrated pharmaceutical industry player having presence across the pharmaceutical value chain. 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.

which includes acetic acid. Jubilant pharmaceuticals. are the Belgium based pharmaceuticals companies providing regulatory affairs services and supply of dosage forms to European generic companies. a subsidiary of Jubilant in USA. in which Jubilant Organosys holds 80% equity.. Clinsys Clinical Research Inc. we offer products like Adhesives for general purpose & specialized applications. PSI N.JUBILANT WORLDWIDE Jubilant has a strong international presence. CUSTOMER ORIENTATION Division‟s focus on customer gets reflected not only in customizing products to the requirements of different buyers. Inc.. and PSI supply N. It has established overseas offices in China and USA. These are besides our strong acetyl range. Starting from Pyridine. which go into Pharmaceutical & Agrochemical industries. PRODUCTS EXPORTED Jubilant‟s products touch different facets of life of our global customers.V. Vinyl Pyridine Latex for tyres. is a clinical research organization (CRO) operating out of the USA. Page 58 . Picolines and their derivatives.. Belgium. and China. is a generic pharmaceutical company having a US FDA approved manufacturing facility in the USA. Jubilant products are sold across the globe in more than 50 countries. in the right earnest. The Division is also sensitive to the growing market demand of company products in global markets and believes in being close to the buyer.V. PVA solid for chewing gum. a wholly owned subsidiary. Choline Chloride for poultry feed. but also initiating and maintaining the specific service standards. acetic anhydride and ethyl acetate. having international subsidiaries in USA.

in technical assistance to production and customers. or just pure research. R & D OVERVIEW Jubilant is an innovative firm that leverages R & D. Development and Application studies form the backbone of jubilant organosys‟ local and global presence. its potential and capabilities to exploit the existing and potential markets.000 sq. Jubilant believes innovation is necessary to generate new ideas.  Improvement in the quality and performance of our existing products. process developments and their possible applications across diverse industries. Jubilant‟s laboratories spread over a combined area of 300. Page 59 .they include technical. The focus on the customer equips our team to understand and meet the needs of the Pharmaceuticals and Life Sciences industry. Research. Jubilant‟s R & D works closely with direct customers using specialized skills set.  Supporting the customer through product application. marketing and economics skills generating new products/ processes/ services. increasing the pool of knowledge in devising new applications. Our research and experimental development comprises of creative yet systematic work. and supported by strong technical support services. OBJECTIVE OF R& D  The development of new products.  Increasing efficiencies in our manufacturing processes. have over one thousand and twenty five skilled scientists and engineers engaged in research on new products.. Jubilant’s R & D facilities are interdisciplinary. in design quality and process control. ft. to ensure that new product development remains focused on the customer‟s current and future needs.

From New Delhi).  GAJRAULA PLANT Area1. Nira (near Pune. Karnataka). Gajraula (100 kms.000 sq. Maharashtra).520. of employees1037 Page 60 . CertificationISO 9000 ISO14001 OHSAH 18000 No. Gujrat) and Nanjangud (near Mysore. Samlaya (near Vadodra.MANUFACTURING FACILITIES Jubilant Organosys has four modern plants strategically located at Bhartiagram. mtrs.

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 Jubilant Biosys. Drug Development and Analytical Chemistry.  Jubilant clinsys.One of the best clinical and bio analytical service provider. OIL & GAS.One of the largest custom research and manufacturing services (CRAMS) companies.  Jubilant Chemsys.  PSI & PSI Supply.Jubilant Corporation has emerged as one of the leading private sector players in the Oil & Gas Exploration and Production (E & P) segment in India.It includes five companies  Jubilant Organosys.Jubilant services integrate the expertise of our scientists in the areas of Drug Discovery.An innovative bioinformatics and chemo informatics service provider. The corporation has been in Page 62 .PRODUCTS PROFILE PRODUCT DISCRIPTION Jubilant operates in four business segments: LIFE SCIENCE PRODUCTS AND SPECIALITY CHEMICALS.

in New Delhi. with a team of over 2. Its unique selling proposition is „freshness‟. Today. chilled.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.  DOMINO’S PIZZA INDIA LIMITED. MONDAY TO SUNDAY. packaged. FOOD.000 people. canned and dry.Monday to Sunday is a chain of super stores.  FOOD EXPRESS STORES (INDIA) LTD. to its community of loyal customers all over the country. Domino‟s pizza delivers fresh and ready to eat food in India by promising delivery within 30 minutes of placing the order. SERVICES  Oil & Gas services  Power & Infrastructure Services  Aerospace Services  Automobile Services  Software Solutions  Financial Advisory Services Page 63 . The outlets encompass the whole gamut of food products. which operates in Bangalore. it has grown into a countrywide network of stores.Jubilant Corporation‟s business interest in food and retail segment is represented through Domino‟s Pizza and Monday to Sunday. The first Domino‟s Pizza store was opened in India in January 1996. fresh. oil production registered a major increase. frozen.Domino‟s Pizza India Limited was incorporated in 1995. post its takeover.

Commercial scale plants for kilograms to tones with volume of 210 KL reactor size of 2 to 15 KL and total Page 64 . and total volume of 3.PRODUCTS MANUFACTURED Advance Intermediates and Fine Chemicals Facilities – Kilo Lab for grams to kilograms with reactor size of 20 to 630 lts.500lts. Pilot Plant for kilograms to tones with reactor size of 1to 3 KL and total volume of 12.500lts.

textile and paper / packaging industry. Page 65 . Consumer Products for woodworking industry.Acetyls that include Acetic Acid. engineering and health care industry. Speciality gases for beverages. Acetic Anhydride and Ethyl Acetate Single Super Phosphate Organic Manure Application Polymers for coating.

our subsidiary in USA. We cater to global pharmaceuticals and life sciences industry.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. APIs and finished dosage forms. The Company has competence and knowledge to undertake more than 30 complex chemical reactions. Page 66 . Our products and services cover the entire gamut from development and supply of intermediates for drug discovery to commercial supplies of intermediates. Our subsidiary PSI in Belgium provides regulatory affairs services and dosage forms to generic pharmaceutical companies. is a generic pharmaceutical company having a US FDA approved manufacturing facility for solid dosage forms. we can seamlessly scale up from mg to MT quantities. Jubilant Pharmaceuticals. Whether it is advance intermediates. fine chemicals or active pharmaceutical ingredients.

jubilantbiosys. The subsidiaries located in the US and India provide innovative solutions to our collaborators and partners while creative business models help sustain these relationships. 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.Log onto www.jubilantbiosys.com Drug Development Services .com Discovery Research .com.ClinsysCRO.com Clinical Research . Jubilant Biosys.Log onto www.jchemsys. Discovery Informatics .Log onto www.Log onto www.Drug Discovery & Development Services Jubilant's subsidiaries. www.com Page 67 .jubilantbiosys.

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Historical research is embodied in the historical method. Scientific research relies on the application of the scientific method. Research can use the scientific method. Scientific research is funded by public authorities. This research provides scientific information and theories for the explanation of the nature and the properties of the world around us. 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. by charitable organisations and by private groups. Research is defined as human activity based on intellectual application in the investigation of matter. a harnessing of curiosity. It makes practical applications possible. interpreting. Page 69 . 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. The primary purpose for applied research is discovering. but need not do so.RESEARCH METHODOLOGY DEFINITION OF RESEARCH The term research is also used to describe an entire collection of information about a particular subject. Scientific research can be subdivided into different classifications according to their academic and application disciplines. RESEARCH OBJECTIVES    To find out the awareness of selection procedure of the organization. including many companies.

is inevitably subjective and samples are small. however.Quantitative research is descriptive and provides hard data on the numbers of people exhibiting certain behaviours. etc in order to replicate the overall experience). It provides information in breadth and allows you to sample large numbers of the population. on-line or web-based surveys (very cost-effective for reaching audiences where e-mail penetration is high.Qualitative research allows you to explore perceptions. However. etc. individual in-depth interviews and mystery shopping (where the researcher plays the role of a potential student. structured and does not yield the reasons behind behaviour or why people hold certain attitudes. Qualitative research:. paired interviews. it relies heavily on the skills of the moderator. attitudes. To study the concept of Recruitment process. such as students and university/college staff) and mystery shopping (in this case to test quantifiable aspects of the service).  To study all those factor which attract to apply the organization. telephone surveys (appropriate for surveys of employers). Page 70 . It is. attitudes and motivations and to understand how they are formed. Techniques include group discussions/workshop sessions. 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. Techniques commonly used in HE/FE include postal surveys (particularly appropriate in the case of student populations where name and address information is available). Verbatim quotes are used in reports to illustrate points and this brings the subject to life for the reader. TYPES OF RESEARCH Quantitative research:.

Secondary or desk research:. Alternatively. Secondary data is data that already exists and may be found within your own organisation or is published by another party and readily available. A discursive study could examine a particular issue. the instruments to be used/created. For the study I have undertaken both Quantitative and Qualitative research and also Secondary type of research. There are a number of different forms a literature review might take. By collecting different sources together. RESEARCH DESIGN Plan outlining how information is to be gathered for an assessment or evaluation that includes identifying the data gathering method(s). rather than new empirical data.g. Page 71 . and how the information will be organized and analyzed.The collating and analysis of secondary data is called desk research. TYPES OF RESEARCH DESIGN 1. perhaps from an alternative perspective (e. synthesising and analysing critically. how the instruments will be administered. feminist). it might put forward a particular argument or examine a methodological issue. it essentially creates new knowledge or perspectives. but will draw primarily on existing literature. Philosophical/discursive This may cover a variety of approaches. Literature review This may be an attempt to summarise or comment on what is already known about a particular topic. 2.

ethogenic. of a predominantly qualitative nature. An evaluation can be formative (designed to inform the process of development) or summative (to judge the effects). generally from only one or a small number of cases. etc) and the principles and methods followed should be made clear. Evaluations will often make use of case study and survey methods and a summative evaluation will ideally also use experimental methods. It usually provides rich detail about those cases. Survey Where an empirical study involves collecting information from a larger number of cases. a survey might make use of already available data. Page 72 . hermeneutic. Case study This will involve collecting empirical data.3. A survey may be cross-sectional (data collected at one time) or longitudinal (collected over a period). Alternatively. collected for another purpose. it is usually described as a survey. If an evaluation relates to a situation in which the researcher is also a participant it may be described as „action research‟. perhaps using questionnaires. Because of the larger number of cases. ethnographic.g. a survey will generally involve some quantitative analysis. 4. Often an evaluation will have elements of both. 5. Evaluation This might be an evaluation of a curriculum innovation or organisational change. There are a number of different approaches to case study work (e.

you collect the data yourself using methods such as interviews and questionnaires. actions and behaviors are recorded. teachers. statistics or financial) or qualitative data (usually words or text). this could mean using: Page 73 . Experiment This involves the deliberate manipulation of an intervention in order to determine its effects.6. PRIMARY DATA COLLECTION METHODS In primary data collection.for example as part of a process improvement or similar project. Quantitative data may often be presented in tabular or graphical form. A method of data collection in which the situation of interest is watched and the relevant facts. until you publish. if the researcher is also a participant (e.g. The intervention might involve individual pupils. Secondary data is data that has already been collected by someone else for a different purpose to yours. The key point here is that the data you collect is unique to you and your research and. a teacher) this could be described as „action research‟. schools or some other unit. SECONDARY DATA COLLECTION METHODS All methods of data collection can supply quantitative data (numbers. no one else has access to it. DATA COLLECTION Data collection is a term used to describe a process of preparing and collecting data . Again. For example.

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 Page 74 .

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Findings reveals that employees of the organization are recruited strictly on the basis of their competency and qualification.No. – 1 INTERPRETATION:Recruitment procedure of the company.FINDINGS AND ANALYSIS Q. 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. Page 76 . Does the recruitment system able to attract highly qualified and competent people? S. 1. whereas this fact is opposed by only 15% of the respondents. 2. 3.1. – 1 0% 15% Yes No 85% No Response Graph No. Yes No Options Percentage 85 % 15 % 0% No Response Table No.

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.

Page 77

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.

Page 78

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

5. Does it increases the pool of job candidates at minimum cost? S. Yes No Options Percentage 55 % 30 % 15 % No Response Table No. 55% respondents have chosen the option yes. 2. Page 80 .No.Q. 30% respondents have chosen the option no and remaining. 15% respondents have chosen the option no response. – 5 INTERPRETATION:Maximum number of respondents think that recruitment increase the pool of job candidates at minimum cost. – 5 15% Yes No No Response 30% 55% Graph No. 1. 3.

S.No. 1. Yes No Options Percentage 50 % 35 % 15 % No Response Table No. 3. 55% respondents have chosen the option yes. 30% respondents have chosen the option no and remaining. 15% respondents have chosen the option no response. Page 81 . 2. – 6 INTERPRETATION:Balanced scorecard will be used to clarify the vision and strategy of organization and translate them into action.Q. Balanced scorecard will be used to clarify the vision and strategy of organization and translate them into action. – 6 15% 50% 35% Yes No No Response Graph No.6.

– 7 0% 2% 0% 8% Interviews Resumes Reference checks 90% Any other No Response Graph No. 4.Q.No. none of respondents have chosen the option any other and no response. 5. 1. 2. 2% respondents have chosen the option reference check and remaining. 3. Which techniques is used to screen applicants? S. Options Interviews Resumes Reference checks Any other No Response Percentage 8% 90 % 2% 0% 0% Table No. 90% respondents have chosen the option resumes. – 7 INTERPRETATION:Maximum number of respondents say the techniques used to screen applicants are resumes. 8% respondents have chosen the option interviews.7. Page 82 .

Yes No No Response Options Percentage 90 % 8% 2% \ 3. Table No. – 8 INTERPRETATION:Maximum number of respondents say the company have proper job description and job specification for recruiting the employees.No. 8% respondents have chosen the option no and remaining.8. 1. 2% respondents have chosen the option no response. 2.Q. Does the company have proper job description and job specification for recruiting the employees? S. – 8 2% 8% Yes No 90% No Response Graph No. Page 83 . 90% respondents have chosen the option yes.

30% respondents have chosen the option sequential interview. Which type of interview is conducted by the company? S.No. 2. 1.. Options One-to-one interview Sequential interview Panal interview No Response Percentage 65 % 30 % 5% 0% Table No. 5% respondents have chosen the option panal interview and None have chosen the option no response. 4. 3. – 9 5% 0% 30% 65% One-to-one interview Sequential interview Panal interview No Response Graph No. Page 84 .9. 65% respondents have chosen the option one-to-one interview. – 9 INTERPRETATION:Maximum number of respondents say the company conduct the one-to-one interview mostly.Q.

Page 85 . 3. 1. 80% respondents have chosen the option yes. Does the interview help to obtain additional information from the applicant? S.10. 2. – 10 10% 10% Yes No 80% No Response Graph No. 10% respondents have chosen the option no and remaining. 10% respondents have chosen the option no response.Q.No. – 10 INTERPRETATION:Maximum number of respondents say the interview help to obtain additional information from the applicant. Yes No No Response Options Percentage 80 % 10 % 10 % Table No.

job. 2. 20% respondents have chosen the option no response. – 11 INTERPRETATION:Maximum number of respondents say it provide general information to the applicant such as company policies. Page 86 . 3. – 11 20% 50% 30% Yes No No Response Graph No. products manufactured and the like? S.Q. Yes No No Response Options Percentage 50 % 30 % 20 % Table No.11. Does it provide general information to the applicant such as company policies. 50% respondents have chosen the option yes.No. products manufactured and the like. job. 1. 30% respondents have chosen the option no and remaining.

– 12 5% 5% Yes No 90% No Response Graph No.Q. Yes No Options Percentage 90 % 5% 5% No Response Table No. 3. – 12 INTERPRETATION:Maximum number of respondents say it help to build company‟s image among the applicants. 90% respondents have chosen the option yes. Page 87 .12.No.5% respondents have chosen the option no and remaining. 1. 2. 5% respondents have chosen the option no response. Does it help to build company’s image among the applicants? S.

Q. 2. Yes No No Response Options Percentage 65 % 20 % 15 % Table No. Are you satisfied with the recruitment and selection programmes of the company? S.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. 15% respondents have chosen the option no response. Page 88 .13. – 13 15% 20% 65% Yes No No Response Graph No. 3. 1. 20% respondents have chosen the option no and remaining.

After selection do they conduct the orientation programme for the familiarity of the job and the company? S. 20% respondents have chosen the option no response. 70% respondents have chosen the option yes.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. 1. Page 89 .Q. – 14 20% 10% 70% Yes No No Response Graph No. 10% respondents have chosen the option no and remaining. 2.14. 3. Yes No No Response Options Percentage 70 % 10 % 20 % Table No.

How did you come to know about job vacancy in the company? S. 5. 40% respondents have chosen the option advertisement. 4. 10% respondents have chosen the option others. Options Advertisement Consultancy Reference Others No Response Percentage 40 % 10 % 40 % 10 % 0% Table No.No.Q. 40% respondents have chosen the option reference and remaining. 2. 10% respondents have chosen the option consultancy.15. 1. Page 90 . – 15 0% 10% 40% 40% 10% Advertisement Consultancy Reference Others No Response Graph No. 3. – 15 INTERPRETATION:Maximum number of respondents come to know about job vacancy in the company by advertisement and reference.

60% respondents have chosen the option company image. 1.. Ltd. 2.Q. while you apply for a job in Jubilant Org.16. 4. Table No. 10% respondents have chosen the option no response. 10% respondents have chosen the option others and remaining. 3.No. What all factors attracts you towards the company. – 16 INTERPRETATION:What all factors attracts you towards the company. Ltd. while you apply for a job in Jubilant Org. S. 20% respondents have chosen the option remuneration. Page 91 . – 16 Options Company‟s Image Remuneration Others No Response Percentage 60 % 20 % 10 % 10 % 10% 20% 10% Company’s Image 60% Remuneration Others No Response Graph No.

Page 92 .

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. there are various methods of assessments at its disposal. Hiring involves two broad groups of activities: (i) recruitment and (ii) selection. HR should maintain the timeliness of the process Lack of motivation – Page 93 . diversifies.e. Personal selection and assessment activities are integral parts of organizational life. More importantly.CONCLUSION There is more pressure now on organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. HRP helps determine the number and type of people an organization needs. When a company needs to recruit new staff or make promotion decisions about employees. Whatever selection procedure is used. In fact. an enterprise grows. Job analysis and job design specify the tasks and duties of jobs and the qualifications expected from jobholders. contrary to popular perception. Before coming to details of recruitment.all necessitating hiring of new men and women. it is useful to not that hiring. The next logical step is to hire the right number of people of the right type to fill the jobs. the changes taking place across the globe. the hiring function stops only when the organization ceases to exist. is an ongoing process and not confined to the formative stages of an organization. takes over other units. Employees leave the organization in search of greener pastures. it should yield the right type of information and lead to correct decisions being made.some retire and some die in the saddle. i. Decisions about hiring and classifying applicants are based on expectations or predictions about their future work behaviors.

training methods and skills required for delivering a employee training program. The recruitment process should also be cost effective. reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. Therefore.” Page 94 . “Participants will be able to conduct training programs in recruitment employed for training. Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment.. They will acquire knowledge of the training design. Even if the organization is achieving results. adaptive and responsive to the immediate requirements. HR department or professionals are not thanked for recruiting the right employees and performers.Recruitment is considered to be a thankless job. Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. The process should be flexible.

Page 95 .

Employee referral is one of the most effective sources of recruitment. it is almost a never-ending process.e. It is impossible to fill all the positions immediately. Therefore. there is a need to identify the positions requiring immediate attention and action. technical etc.  The various parameters and the ways to judge them i. Like the rounds of technical interviews.: behavioural. written tests. psychometric tests etc. They should also be aware of the major parameters and skills (e. it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. the entire recruitment process should be planned in advance.SUGGESTION The following recommendations of the project report given by the researcher given as follows:-  Requirements keep arising at various levels in every organisation. HR interviews. Which are the sources to be used and focused for the recruitment purposes for various positions.) to focus while interviewing and selecting a candidate.  The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. Page 96 .  The strategy should define various sources (external and internal) of recruitment.g. To maintain the quality of the recruitment activities.

Page 97 .

Page 98 . discrepancy of class & data may pertain to some other period of time. There may be difference in the units of measurement. there may be surrogated data.  Relevance: The data may not fit into the needs of investigation.  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.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.  Difficulty to find secondary data that exactly the needs of some specific research investigation.

Fifth Edition  Dale S.co. Personnel.in http://www. Research Methodology Methods & Techniques . Beach (1980).Third Edition.in/garydessler Page 99 . R.  Kothari C. Personnel and Human Resource Management. Macmillan.pearsoned.  Randall S. Human Resource and Personnel Management. West Publishing. The Management of People at Work.jubl.jubl..co...htm http://www..com/careers.com HTTP://www. Fourth Edition. New York. WEBSITES:http:// www.BIBLIOGRAPHY BOOKS:  Aswathappa K. Schuler (1981).hrm.. New York.

QUESTIONNAIRE Page 100 .

Balanced scorecard will be used to clarify the vision and strategy of organization and translate them into action.2. No Page 101 (c). Q. No Response Q. No (c).6. Yes (b). No Response Q. No Response Q. Yes (b).S.4.1.5. No Responses Q. Yes (b). Yes (b). If yes.? (a). Does the recruiting programme able to help the firms to create more culturally diverse work-force? (a). Does the recruiting programme able to generate an adequate number of reasonably qualified applicants? (a). No (c). Yes (b). No Response Q.QUESTIONNAIRE RECRUITMENT & SELECTION Dear Sir /Madam I am a student pursuing my MBA from D. then do the selected candidates stay longer with the company? (a).T. I shell be grateful if you answer the following questions and give your honest opinion.Dhampur and undertaking “Recruitment Selection Process In Jubilant Organosys.I. No (c).3. Yes (b). No (c). Does the recruitment system able to attract highly qualified and competent people? (a). Does it increases the pool of job candidates at minimum cost? (a). No (c).”I need your co-operation in furnishing the following information that is required in the successful completion of my project. No Response .

Yes (b). No Response Q. No Response Q. No Response Q. No (c). No (c). No (c). No (c). Interviews (d). Panel interview (b). products manufactured and the like? (a). Yes (b). Does it provide general information to the applicant such as company policies. Does the interview help to obtain additional information from the applicant? (a). No (c).10. Resumes (c).12. Are you satisfied with the recruitment and selection programmes of the company? (a). Does it help to build company’s image among the applicants? (a). Which techniques is used to screen applicants? (a). No Response Q. Yes (b).Q. Yes (b). job.14. Yes (b). Does the company have proper job description and job specification for recruiting the employees? (a). No (c). No Response Q.8. Sequential interview (d). After selection do they conduct the orientation programme for the familiarity of the job and the company? (a).11. Any other (b).13. No Response Q. Reference checks (e). No Response Q. Yes (b). No Response Page 102 . One-to-one interview (c).7. Which type of interview is conducted by the company? (a).9.

Consultancy (d). (a). Advertisement (c).Q. What all factors attracted you towards the company.16. when you applied for a job in Jubilant Org. Others (b). No Response Personnel Profile of Respondents Name Age Department Year of joining Page 103 .15. Reference (e). How did you come to know about job vacancy in the company? (a). Ltd. Remuneration (d). Company‟s Image (c). Others Q. No Response (b).

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