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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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The HR department would set the recruitment norms for the organization. Authorized Signatory 1 2 Head. 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 onus of effective implementation and compliance with the process rests with the heads of the respective functions and departments who are involved in the recruitment and selection process. the checks and control measures to be adopted and information that has to be captured. Recruitment and Selection is conducted by: i) HR & Branch Manager ii) Functional Head Page 4 . selecting and appointing personnel on the permanent rolls of an organization. ACTIVITY FLOW The organization philosophy should be kept in mind while formulating the recruitment procedure. Exclusions: The policy does not cover the detailed formalities involved after the candidate joins the organization.NO.Scope: To define the process and flow of activities while recruiting. Authorization: S.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. However.

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

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

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

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

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

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

 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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A general recruitment process is as follows. Page 14 . Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.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.

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. Conducting the interview and decision making Page 15 . Locating and developing the sources of required number and type of employees (Advertising etc). These contain: • Posts to be filled • Number of persons • Duties to be performed • Qualifications required   Preparing the job description and person specification. Arranging the interviews with the selected candidates.

Page 16 . the final interviews and the decision making. Conducting interview and decision making The recruitment process is immediately followed by the selection process i. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. conveying the decision and the appointment formalities.e. Short-listing 6. Managing the response 5. Arrange interviews 7.1.

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Resourcing Process Page 18 .

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

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

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

The internal forces or factors are the factors that can be controlled by the organization. To face the competition. And the external factors are those factors which cannot be controlled by the organization. Factors Affecting Recruitment The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. – 11 Page 22 . many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organizations. The internal and external forces affecting recruitment function of an organization are: FACTORS AFFECTING RECRUITMENT Fig. No.

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. a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Creating a suitable recruitment policy is the first step in the efficient hiring process. To aid and encourage employees in realizing their full potential. Unbiased policy. Therefore. which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly.Recruitment Policy of a Company In today‟s rapidly changing business environment. Page 23 . To ensure that every applicant and employee is treated equally with dignity and respect. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people. COMPONENTS OF THE RECRUITMENT POLICY        The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment A recruitment policy of an organization should be such that:     It should focus on recruiting the best potential people.

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

To ensure that every applicant and employee is treated equally with dignity and respect. Page 25 .is important to have a clear and concise recruitment policy in place. Creating a suitable recruitment policy is the first step in the efficient hiring process. Transparent. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people. Optimization of manpower at the time of selection process. Weightage during selection given to factors that suit organization needs. To aid and encourage employees in realizing their full potential. Unbiased policy. 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. task oriented and merit based selection. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. 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.

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

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

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

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

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

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

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

are reserved for Physically Handicapped candidates. The type of disabilities required for various disciplines are as follows: Discipline Type of Disability Legend Electrical OL. 18 vacancies out of all categories & disciplines. HH OL : One Leg OA : One Arm OAL : One Arm & One Leg BA : Both Arms BL : Both Legs Page 33 . 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 : Hearing Handicapped LV : Low Vision B : Blind Mechanical OL Civil OL. B. OA. HH Control & Instrumentation OL. 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. No registration fee will be charged from SC/ST & Physically Challenged category candidates. All SC. The upper age limit is relaxed by 5 years for SC/ST. BL. 3. OA. HH RESERVATIONS AND RELAXATIONS: 1. if called for. OL. issued by the competent authority. The reserved category candidates are required to submit requisite certificate in the prescribed format of Government of India. along with the registration slip and also at time of interview. BL. LV. 3 years for OBC (Non-Creamy Layer) candidates. HH Human Resource OAL. It is relaxed by 10 years for PH-General. ST and Physically Challenged candidates with at least 55% marks in qualifying examination are eligible to apply for the post. 2. OL. 4. HH Finance OA. 5. 13 years for PH-OBC and 15 years for Page 34 . 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.

To apply visit: www.01. The OBC (Non-Creamy Layer) candidates are required to submit requisite certificate in prescribed format of Government of India. 7.PH-SC/ST candidates. This amount is Rs. 6.89. Further.12.ntpcjobs. partial or full.50. The site is functional from 1300 hours of 27. No relaxation in health standards is allowed. Eligible candidates have to apply through online registration system of NTPC only.00. 125000/. squint and color blindness. HOW TO APPLY: 1. 2. 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. 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. the candidates with myopia and hypermetropia exceeding + 4.for SC/ST and Physically Handicapped Category candidates. 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. need not apply.2009. HEALTH: The candidate should have sound health.2009 to midnight of 16.80 to 31. Before joining. Page 35 .000/. from a competent authority issued in the current year.to successfully complete the prescribed training and thereafter serve the company for at least 3 years. Upper age is relaxed by 5 years for the candidates who had ordinarily been domiciled in the state of Jammu & Kashmir from 01. 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.01.net with your valid E-mail ID.02. Further. if called for.

This journal number and the branch code are to be filled up by the candidate during online registration.03. After applying online. Please note that the admit card will not be sent by post. There will not be any other mode of money collection. Page 36 . State Bank of India has been authorized to collect the registration fee.Please note that the registration slip should reach Jubilant Organosys Ltd on or before 02. 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. 5. 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. 6. Candidate can keep copy of registration slip and pay-in-slip for his future reference.2009. In case the candidate deposit the fee in a wrong account. All successfully enrolled candidates will be allowed to download the admit card from the site. in a specially opened account (No. 500/-.2. caste / PH certificate (if applicable) and photocopy of the pay-in-slip in an envelop. 3. to General/OBC category is required to pay a nonrefundable registration fee of Rs. 4. candidate is required to download the registration slip generated by the system with unique registration number. New Delhi. Candidate Jubilant Organosys Ltd. The SC / ST / PH category candidate need not pay the registration fee. On receipt of the money the bank will issue a unique Journal Number and a Branch Code of the bank collecting the money.The candidate should send duly signed one printout of registration slip after affixing the colour photograph. The candidate should write “ET-2009” & registration number on the top of the envelope and should send the envelop by ordinary post to: 7. 8. Jubilant Organosys Ltd will not be responsible. 30605838329) at CAG branch.

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

04. test center name and Guidelines from the net.02.2009. English version will prevail. 0900 Hours e.03.2009 (Sunday) Page 38 .2009 (Monday) 1700 Hours d. 14 Jubilant Organosys Ltd reserves the right to cancel / restrict / enlarge/ modify / alter the recruitment process.01. 13In case any ambiguity / dispute arises on account of interpretation in versions other than English.2009. 15Legal jurisdiction will be Jubilant Organosys Ltd of Gajraula in case of any cause / dispute. 1000 Hours To 12.2009 (Tuesday)1300 Hours b. 12Candidates employed with Government Departments / PSUs / Autonomous Bodies have to produce NOC at the time of Interview. Last date of accepting registration forms with required documents by post from candidates 02. Commencement of online Registration of application by candidates 27. without issuing any further notice or assigning any reason thereafter. 31. Please note if called for interview without NOC you will not be allowed to appear for the same. IMPORTANT DATES: a.application form and should remain active for at least one year.04. All India Test in 27 cities 12.03. if need so arises. Downloading of Admit card with Roll Number.2009 (Monday) Midnight c. All future correspondence would be sent via E-mail only. Last date for online registration of application by candidate‟s 16. No change in the E-mail ID will be allowed once entered.

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

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

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

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the Indian Pharma Industry is estimated to be worth $ 4. The pharmaceutical industry in India meets around 70% of the country's demand for bulk drugs. The Indian Pharmaceutical sector is highly fragmented with more than 20.000 registered units. orals and injectibles.e. tablets. capsules. pharmaceutical formulations. growing at about 8 to 9 percent annually. Playing a key role in promoting and sustaining development in the vital field of medicines. chemicals. International companies associated with this sector have stimulated. It has expanded drastically in the last two decades. assisted and spearheaded this dynamic development in the past 53 years and helped to put India on the pharmaceutical map of the world. The leading 250 pharmaceutical companies control 70% of the market with market leader holding nearly 7% of the market share. There are about 250 large units and about 8000 Small Scale Units.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. Indian Pharma Industry boasts of quality producers and many units approved by regulatory authorities in USA and UK. which form the core of the pharmaceutical industry in India (including 5 Central Public Sector Units). It is an extremely fragmented market with severe price competition and government price control. drug intermediates.5 billion. A highly organized sector. quality and range of medicines manufactured. It ranks very high in the third world. in terms of technology. These units produce the complete range of pharmaceutical formulations.. medicines ready for Page 45 . almost every type of medicine is now made indigenously. i. From simple headache pills to sophisticated antibiotics and complex cardiac compounds.

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

Consolidation: For the first time in many years.3% of the global pharmaceutical sector. which accounts for merely 1. Page 47 . THE GROWTH SCENARIO India's US$ 3. imports were Rs 20 bn while exports were Rs87 bn. It is one of the largest and most advanced among the developing countries.1 billion pharmaceutical industry is growing at the rate of 14 percent per year. Globalisation: The country is committed to a free market economy and globalization.000 registered pharmaceutical manufacturers exist in the country. the international pharmaceutical industry is finding great opportunities in India. In financial year 2001. which is continuously growing. has started taking place in India. Above all. Over 20. Of this. bulk drugs will account for Rs 54 bn (21%) and formulations. The process of consolidation. which has become a generalized phenomenon in the world pharmaceutical industry.Information & Technology: It has a good network of world-class educational institutions and established strengths in Information Technology. it has a 70 million middle class market. the remaining Rs 210 bn (79%). The domestic pharmaceuticals industry output is expected to exceed Rs260 billion in the financial year 2002.

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

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

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

2001 New corporate identity: Jubilant Organosys Ltd. paper & packaging and woodworking industry. 1997 Commissions first Multi-purpose fine chemicals plant. near New Delhi equipped with all latest scientific instruments. Incorporated as Vam Organic Chemicals Ltd. reflecting changed corporate and business profile. Listing on leading stock exchanges of India. 2000 New corporate identity: Jubilant Organosys Ltd. Launches its first branded product: Vamicol. Initial Public Offering. Forms marketing subsidiary in the USA. Page 52 . 1987 Introduces new products in Performance Chemicals segments: Poly vinyl acetate emulsion for paint. 2003 Sets up a new state-of-the-art Research & Development Centre in Noida. reflecting changed corporate and business profile.2004 Sets up medicinal chemistry services business through wholly owned subsidiary Jubilant Chemsys Ltd. 1990 1988 Commissions Pyridine & Picoline plant. Commissions Pyridine HBR and Cyano Pyridine plants. textile. Acquires acetyl plant in western India. N. Enters formulations and regulatory affairs businesses by acquiring Pharmaceuticals Services Incorporated.V. an adhesive product. 1985 1983 1981 1978 Research & Development center gets recognition from Government of India Commercial production of Vinyl Acetate Monomer (VAM). Plant for food polymer commissioned.V.. the pharmaceutical companies in Europe. 1998 Enters high value-added Pyridine derivates. and PSI Supply N. 2002 Acquires the Active Pharmaceutical Ingredients business. 1995 Gets ISO 9001 certification.

Shyam S Bhartia Chairman & Managing Director Hari S Bhartia Co-Chairman & Managing Director Dr. Naresh Trehan Director Surendra Singh Director Page 53 . J M Khanna Executive Director & President .Life Sciences S N Singh Executive Director Chemicals S Bang Executive Director Manufacturing & Supply Chain H K Khan Director Abhay Havaldar Director Arabinda Ray Director Dr.

COMPANY GUIDING PRINCIPLES OUR VISION Page 54 .

OUR PROMISES Page 55 .

we will continue to surprise our customers with innovative solutions With utmost care for the environment and safety. so that they respond to all customers with agility.OUR VALUE We will carefully select. confidence and teamwork We stretch ourselves to be cost effective and efficient in all aspects of our operations and focus on flawless delivery to create and provide the best value to our customers By sharing our knowledge and learning from each other and from the markets we serve. we will always strive to excel in the quality of our processes. our products and our services Page 56 . train and develop our people to be creative. empower them to take decisions.

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

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

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

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

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

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

500lts. Commercial scale plants for kilograms to tones with volume of 210 KL reactor size of 2 to 15 KL and total Page 64 .500lts.PRODUCTS MANUFACTURED Advance Intermediates and Fine Chemicals Facilities – Kilo Lab for grams to kilograms with reactor size of 20 to 630 lts. Pilot Plant for kilograms to tones with reactor size of 1to 3 KL and total volume of 12. and total volume of 3.

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

Jubilant Pharmaceuticals. The Company has competence and knowledge to undertake more than 30 complex chemical reactions. is a generic pharmaceutical company having a US FDA approved manufacturing facility for solid dosage forms. We cater to global pharmaceuticals and life sciences industry. Whether it is advance intermediates. Page 66 . fine chemicals or active pharmaceutical ingredients.Pharmaceutical & Life Science Products Our Pharmaceuticals and Life Science Products business. APIs and finished dosage forms. divided into four sub segments. our subsidiary in USA. we can seamlessly scale up from mg to MT quantities. Our subsidiary PSI in Belgium provides regulatory affairs services and dosage forms to generic pharmaceutical companies. Our products and services cover the entire gamut from development and supply of intermediates for drug discovery to commercial supplies of intermediates. is the largest Custom Research and Manufacturing Services provider and a leading player in Active Pharmaceutical Ingredients in India.

ClinsysCRO. www.com Discovery Research .jubilantbiosys.jchemsys.Log onto www. Jubilant Biosys.Drug Discovery & Development Services Jubilant's subsidiaries.jubilantbiosys. 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.com Drug Development Services .com Page 67 .Log onto www.com.Log onto www.com Clinical Research . Discovery Informatics .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.

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

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

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

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

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

: Survey : Questionnaire : 200 : Employee of the company : Simple Random Sampling : Personal Interview Page 74 .DATA SOURCES DATA COLLECTION METHOD RESEARCH INSTRUMENT SAMPLE SIZE SAMPLING UNIT SAMPLE PROCEDURE SAMPLING METHOD : Primary & Secondary data.

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whereas this fact is opposed by only 15% of the respondents. Yes No Options Percentage 85 % 15 % 0% No Response Table No. 3. Does the recruitment system able to attract highly qualified and competent people? S. Page 76 . 2. Findings reveals that employees of the organization are recruited strictly on the basis of their competency and qualification.1. attracts the highest pool of highly qualified candidates. 1. as the findings to this question says that 85% of the respondents are highly supporting this fact. – 1 INTERPRETATION:Recruitment procedure of the company.FINDINGS AND ANALYSIS Q. – 1 0% 15% Yes No 85% No Response Graph No.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.

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

Table No. – 3

2% 6% Yes No 92%

No Response

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

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

Table No. – 4

15%

5% Yes No 80%

No Response

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

Q. – 5 INTERPRETATION:Maximum number of respondents think that recruitment increase the pool of job candidates at minimum cost. Page 80 . Does it increases the pool of job candidates at minimum cost? S. 55% respondents have chosen the option yes. 1.5. 2. Yes No Options Percentage 55 % 30 % 15 % No Response Table No.No. 3. 30% respondents have chosen the option no and remaining. – 5 15% Yes No No Response 30% 55% Graph No. 15% respondents have chosen the option no response.

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

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

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

Which type of interview is conducted by the company? S. Page 84 . 3.9.Q. 5% respondents have chosen the option panal interview and None have chosen the option no response. 4. 1.No. 30% respondents have chosen the option sequential interview. 2. 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. Options One-to-one interview Sequential interview Panal interview No Response Percentage 65 % 30 % 5% 0% Table No. – 9 5% 0% 30% 65% One-to-one interview Sequential interview Panal interview No Response Graph No..

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

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

Q. – 12 5% 5% Yes No 90% No Response Graph No.12. 3. – 12 INTERPRETATION:Maximum number of respondents say it help to build company‟s image among the applicants. 5% respondents have chosen the option no response. 1. 2.5% respondents have chosen the option no and remaining. Yes No Options Percentage 90 % 5% 5% No Response Table No. 90% respondents have chosen the option yes. Page 87 . Does it help to build company’s image among the applicants? S.No.

1. – 13 15% 20% 65% Yes No No Response Graph No. – 13 INTERPRETATION:Maximum number of respondents say that they are satisfied with the recruitment and selection programmes of the company 65% respondents have chosen the option yes. 3. 15% respondents have chosen the option no response. 20% respondents have chosen the option no and remaining. 2.13.Q.No. Yes No No Response Options Percentage 65 % 20 % 15 % Table No. Are you satisfied with the recruitment and selection programmes of the company? S. Page 88 .

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

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

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

Page 92 .

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

adaptive and responsive to the immediate requirements. The process should be flexible. Even if the organization is achieving results. HR department or professionals are not thanked for recruiting the right employees and performers.. The recruitment process should also be cost effective.” Page 94 .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. reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. They will acquire knowledge of the training design. “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. training methods and skills required for delivering a employee training program. Therefore.

Page 95 .

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

Page 97 .

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

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

QUESTIONNAIRE Page 100 .

Yes (b). Does it increases the pool of job candidates at minimum cost? (a). No (c).2. No (c). Yes (b).1.3. Yes (b). No (c).QUESTIONNAIRE RECRUITMENT & SELECTION Dear Sir /Madam I am a student pursuing my MBA from D.”I need your co-operation in furnishing the following information that is required in the successful completion of my project. No Page 101 (c). Yes (b). No Response Q. then do the selected candidates stay longer with the company? (a). No Response Q.6.5.? (a). Balanced scorecard will be used to clarify the vision and strategy of organization and translate them into action. No Response Q. If yes.S. No Response Q. Yes (b).4. Yes (b). No Response .T. No Responses Q. No (c). Does the recruitment system able to attract highly qualified and competent people? (a).Dhampur and undertaking “Recruitment Selection Process In Jubilant Organosys. No (c). Q.I. Does the recruiting programme able to generate an adequate number of reasonably qualified applicants? (a). I shell be grateful if you answer the following questions and give your honest opinion. Does the recruiting programme able to help the firms to create more culturally diverse work-force? (a).

Sequential interview (d). Yes (b). Does it provide general information to the applicant such as company policies. No Response Q. Interviews (d). Does the company have proper job description and job specification for recruiting the employees? (a).Q. Does the interview help to obtain additional information from the applicant? (a). No Response Q. Any other (b).9. No Response Q. No (c). Which type of interview is conducted by the company? (a).7. No Response Q. Yes (b). job. Panel interview (b). Yes (b). Does it help to build company’s image among the applicants? (a).14. After selection do they conduct the orientation programme for the familiarity of the job and the company? (a). No Response Q. Yes (b). Resumes (c).11. No Response Page 102 . No (c). Yes (b). Which techniques is used to screen applicants? (a).12.10. Are you satisfied with the recruitment and selection programmes of the company? (a). No (c). One-to-one interview (c). No (c).13. Reference checks (e).8. No Response Q. Yes (b). No (c). No Response Q. products manufactured and the like? (a). No (c).

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

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