You are on page 1of 67

CHAPTER-1

INTRODUCTION:

STATEMENT OF PROBLEM

1.1.2 RECRUITMENT POLICY:


1.1.3 EXTERNAL SOURCES:
1.1.4 METHODS OF RECRUITMENT:
1.1.5 SELECTION
1.1.6 ESSENTIALS OF THE SELECTION PROCEDURE:
1.1.7 SELECTION PROCEDURE:
1.2 COMPANY PROFILE
CHAPTER-2
REVIEW OF LITERATURE
CHAPTER-3
RESEARCH METHODOLOGY
3.1 OBJECTIVE OF THE STUDY
3.2 RECRUITMENT IN ORGANISATION:
3.2.1 RECRUITMENT:
3.2.2 SELECTION:
3.3. SCOPE OF THE STUDY
3.4 DATA COLLECTION
3.5 ANALYSIS OF DATA
3.6 LIMITATIONS OF THE STUDY
CHAPTER 4
DATA ANALYSIS & INTREPRETATIONS
CHAPTER 5
FINDINGS & SUGESSTIONS
5.1 FINDINGS
5.2 SUGGESTIONS
5.3 CONCLUSION
BIBLIOGRAPHY
QUESTIONNAIRE

CHAPTER-1
INTRODUCTION: STATEMENT OF PROBLEM

1.1.1 RECRUITMENT
Recruitment forms the first stage in the process, which continue selection and
cases with the placement of the candidate. It is second step in procurement
function of manpower planning. Recruitment is a linking activity bringing
together those with jobs and those seeking jobs.

According to Flippo:
"Recruitment is both positive and negative activity. It is often termed positive in
that it stimulates people to apply for jobs to increase the hiring ratio. Selection
on the other hand tends to be negative because it reject a good member of those
who apply living only the beat to be hired. "

According to Yoder:
"Recruitment is the process to sourc
e of manpower to meet the requirement of the staffing schedule and to employ
effective measures for attracting that manpower in adequate numbers to
facilitate affective selection of an efficient working force
Theory Regarding Recruitment:
2

Recruitment is a two way street: -- It takes a recruiter and a Recruiter. Just as


the recruiter has a choice whom to recruit and whom not. So also the
prospective employee has to make the decision if he should apply for that
organization join. The individual makes this decision usually on three different
bases; the objective factors critical contact, and subjective factors. The
objective factors theory views the process of organizational choice as being one
the weighing and evaluating a set of measurable characteristics of employment
offer such as pay, benefit, location, opportunity for advancement, the nature of
the work to be performed and educational opportunities.
The critical contact theory suggest that the typical candidate unable to make a
meaningful differential of organization's offer in term of objective or subjective
factors because of his limited or very short contact with the organization.
Choice can be made only when the applicant can readily perceive the factor
such as the behavior or the recruiter the nature of the physical facility, and the
efficiency in processing paper work associated with the application.

Factor affecting Recruitment:


All the organization whether large pr small engage in Recruiting activity it
differs with:
The size of organization.
The rate of growth of organization.
The employment condition in the community where the organization

located.
Working condition shall be and benefit package offered by the

organization.
Cultural economic and legal factor etc.

1.1.2 RECRUITMENT POLICY:


Such a policy asserts the objective of the recruitment and provides a framework
3

of implementation of the recruitment program in the form of procedure. As


Yoder and other observe:
Such a policy may involve commitment to board principal such as filling
vacancies with the best qualified individuals. It may embrace several issues
such as extend of promotion for with in, attitude of enterprise in recruiting its
old employer, handicap, minority, group woman employee, part time
employees, friends and relative of present employees. It may also involve the
organization system to be developed for implementing recruitment program and
procedures to the employed.
Therefore a well consider and preplan recruitment policy, based on corporate
goals, study of environment and the corporate needs may avoid hasty or illconsidered decision and may a long way to main the organization with the right
type of personal.
A good recruitment policy must contain these elements:
(A)

Organization objective both in the short term and long term must be
taken consideration as a basis parameter for recruitment decision and
needs of personal - area wise job family wise.

(B)

Identification of the recruitment needs to take decisions regarding the


balance of the qualitative' dimensions' of the would be recruits i.e. the
recruiter should prepare profile for each category of worker
accordingly work out the man specification decide the section,
department upper braches where the should be placed and identify the
particular responsibilities which may be immediately assigned to
them.

(C)

Preferred sources of recruitment, which would be tapped by the


organization e.g. for skilled or semi skilled annual workers internal
sources and employment exchanged may be preferred for highly
specialized categories and managerial personal, other sources besides
the former, may be utilized.
4

(D)

The cost of requirement and financial implication of the same.

There are several pre-requisites of a good recruitment policy:


1)

Abide by the relevant public policy legislation on hiring and


employment relationship.

2)

Provide employees with job security and continuous employment.

3)

Integrate organizational needs and employee needs.

4)

Provide each employee with freedom and opportunity to utilized


and developed knowledge and skilled to the maximum possible
extent.

5)

Treat all employees fairly and equitably in all employment


relationship.

6)

Provide suitable jobs and protection to handicapped, woman and


minority groups.

7)

Encourage responsible trade union.

8)

Be flexible enough to meet the changing needs of the


organization.

Sources of Recruitment:
Normally an organization can fill up its vacancies either through promotions of
people available in the organization or though the selection of people from
outside. Thus recruitment may be classified in two broad categories.
Internal sources
External sources

Internal Sources:
a. Present employees- whenever any vacancies occur somebody from

with in the organization is promoted transferred promoted or some


time demoted.
b. Retired and retrenched employees who want to return to the company

may be hired.
c. Dependents and relative of diseased and disabled employees

Advantages of internal sources: It improves the moral of employees.


Provide grater motivation for good performance.
It is a less costly source than going outside to recruit.
Greater promotion opportunities for the present employees.
Labor turns over reduced.

Disadvantages of internal sources:


Chances of favoritism.
It discourages the flow of new blood in to the organization.
As promotion is based on seniority the danger is that really capable

hands may not he chosen.

1.1.3 EXTERNAL SOURCES:


While vacancies through internal source can be filled up either though
promotion or transfer, recruiter tends to focus their attention on external source.
Normally following external source is utilized for different position. 1.
Advertisement:
Advertisement is the most effective means to search potential employees from
out side the organization. Employment in journals, newspaper, bulletins etc is
quite common is our country. It has a very wide reach. One advertisement in a
leading daily can cover millions of persons throughout the country. Cost per

person is very low it is used for clerical, technical and managerial jobs.

2. Employment Agencies:
In our country two types of employment agencies are operating. Public
employment agencies and private employment agencies.
a.

Public employment agencies: there are employment exchanges run by


the government, almost in all districts. Normally such exchanges
provide candidates for lower position like clerk and junior supervisor
etc.

b.

Private employment agencies: there are many consultancies and


employment agencies like ABC consultant, A.F. Ferguson and
company, personal and productivity services, S.B. Billimoria and
company etc. which provide employment services particularly for
selecting higher level and middle level executives.

3. Campus Recruitment:
Many organizations conduct preliminary search of prospective employees by
conductive interviews at the campuses of various institute, universities and
colleges. IIMs, IITs, engineering colleges. It is and universities are good sources
for recruiting well-qualified executives, engineers, medical staff, chemist,
pharmacist etc.
4. Employee recommendations:
The idea behind employee recommendation as a source of potential applicants
is that the present employees may have a specific knowledge of the individuals
who may be their friends, relatives. If the present employees are reasonably
satisfied with their jobs, they communicate these feelings give preference to
local people (sons of the sole) in recruitments, particularly at lower and middle
levels jobs.
7

5. Labor Contractors:
Manual workers can be recruited through a contractor who maintains close links
with source of such workers. This source is often used to recruit labor for
construction jobs. The disadvantage of this source is that when the contractor
leaves the organization people employed through him also go.
6. Gate Recruitment:
Gate recruiting is quite useful and convenient method at the initial stage of the
organization. When large number of such people may be required by the
organization. In some industries like jute the large number of workers work as
"badli" or "substitute" workers. A notice on the notice board of the company
specifying the details of the job vacancies can be put. It is very economical.

7. Similar Organizations:
Experienced employees can be recruited by offering better benefits to the people
working in similar organization. Newly established organizations of well-known
houses often lure experienced executives and technical experts from the public
sectors.

8. Deputation:
Many

organizations

take

people

on

deputation

from

other

organization/department of the same corporate. Such people are given choice


either to return to their original organization after a certain time or to opt for the
present organization.

9. Computer data Banks:


When a company desires a particular type of employee, job specification and
requirements are fed into a computer where they matched against the resume
data stored therein. The output is a set of resumes for individuals who meet the
requirements.
Advantages of External Sources:
It helps to bring new blood and new ideas into the organization.
Expertise and experience from other organization can be brought.
It doesn't change the present organizational hierarchy that much.
As recruitment is done from a wider market, best selection can be made.

Disadvantages of External Sources:


This source is more costly and time consuming.
The orientation and training of new employees is necessary.
If higher level of jobs is filled from external sources, motivation and

loyalty of existing staff are affected.

RECRUITMENT
Internal Sources
1 Transfers
2 Promotions

External Sources
1 Advertisement
2 employment
3 Agencies
4 Campus Recruitment
5 Labour Contractor
6 Similar Organization
7 Deputation
8 Employee
Recommendation
9 Computer Data Bank
Sources of Recruitment

1.1.4 METHODS OF RECRUITMENT:

Direct Method:
In this method organization sends traveling recruiters to educational and
professional institution.
One of the most widely used methods is that of sending of recruiters to
college and technical schools. Sometimes some organization open their
placement offices in the college and schools. The placement office
usually provides help in attracting student arranging interviews and
providing in MBA or this manner. Sometimes firms directly solicit
information from the concerned proffers about student with an
outstanding record. Other direct method includes sending recruiter to
seminars and conventions and using mobile officers to go to desired
centers.

Indirect Method:
This invoices mostly advertising in newspapers, on the Radio, in trade
and professional journals, Technical magazines and brochures. It is very
10

useful for blue collar and hourly workers as well as scientific


professionals and technical employees. Whenever necessary a blind
advertisement can be given in which only box no. is given, without
identifying the company.

Third Party Method:


Various agencies can be used to recruit, personnel. Public employment
exchanges,

management

consulting

firms,

professional

societies,

temporary help societies, trade union, and labor contractors are the main
agencies.

1.1.5 SELECTION
Selection is the process of choosing the most suitable persons out of all the
application. In this process relevant information about applicants is collected
through a series of steps so as to evaluate their suitability for the job to be fined.
Selection is a process of matching the qualifications of applicants with the job
requirements. It is a process of weeding out unsuitable candidates and finally
identifies the most suitable candidate.

Selection strategies play an extremely important role in new organizations and


in those that they are fast expanding. Through proper selection it is a possible to
desirable culture and desirable norms. Proper selection is a too in managerial
hand by which they can increase efficiency and productivity of the enterprise.
For the succession of the selection process one should have the authority to
select. This authority comes from the employment requisition, as developed by
an analysis of the work force.

11

There must be some standard or personnel with which a prospective employee


may be compared. A sufficient number of applicants are also necessary.

1.1.6 ESSENTIALS OF THE SELECTION PROCEDURE:


The nature of the selection weather faulty or staff. Faulty selection leads

to wastage of time and money and spoils the environment and the image
of company.
The policy of the company and the attitude of the management. As a

practice some companies usually hire more than the actual number
needed with a view to removing the unfit persons from the jobs.
The length of the probationary period. The longer the period, the greater

the uncertainty in the minds of the selected candidate about his/her future.

1.1.7 SELECTION PROCEDURE:


The selection procedure is concerned with recruiting relevant information about
an application. The objective of it is to determine whether an applicant meets
the qualifications for a specific job and to choose the applicant who is most
likely to perform that in job
According to Yoder - "the living process is a one or many 'go no-go' gauge.
Candidates are screened by the application) of their tools. Qualified applicants
go on to the next hurdle. While the unqualified are eliminated."

Steps in selection process:1.

Preliminary Interview:
A special interviewer or a high caliber receptionist in the employment
office usually conducts the initial screening. This interview is essentially

12

a sorting process in which prospective applicant are given the necessary


information about the nature of the in the organization. Necessary
information is also elicited from the candidates about their education,
skills, experience, salary expected etc.

2.

Application Blank:
An application blank is a traditional, widely accepted device for getting
information from a prospective applicant. The application form should
provide all the information relevant to selection. But reference to caste,
religion, birthplace may be avoided as it is regarded an evidence of
discrimination. Generally' an application form contains the following
information.
a. Identifying information: Name, Address, Telephone no.
b. Personal

information: Name, Age, Sex, Marital Status, and

Dependents.
c. Physical Characteristics: Height, Weight, and Eyesight.
d. Education:

Academic

education,

Professional

Degree,

work

experience, references etc.


3.

Selection Test:
Many organization hold different kinds of selection tests to know more
about the candidates. A test is a sample of some aspect of an individual's
attitudes behavior and performance. Tests are useful when the number of
applicant is large. In India the use of psychological and other tests is
gaining popularity.
4.

Employment interview:
It is face-to-face interaction between two persons for a particular purpose.

13

Selection test is normally followed by personal interview of the


candidate. It consists of interaction between interviewer and applicant. It
helps in obtaining information about the background, 'education training,
work history and interest of the candidate and giving Information to him
about the company and policies. As well as it is also helpful to
establishing friendly relationship between the employer and the
candidate.
It can be different types like information, formal, structured, unstructured,
depth, group and stress interview.
5.

Medical Examination:
It is carried out to ascertain the physical standards and fitness of
prospective employee. Either company's physician or a medical officer
approved for the purpose. It determines candidate's physical fitness for
the job. It prevents the employment of people suffering from
contingencies disease. It provides a record of the employee's health at the
time of selection. This record will .help in setting company's liability
under the workmen compensation act for claim for an injury.

6.

Reference checks:
Many organizations ask the candidates to provide the names of two or
three persons who know him well. The organization contacts them by
mail or telephone. In this way organization can get more information

7.

about the candidate like character, working etc.


Final Approval:
On the basis of the above steps the selection committee or personal
department recommends suitable candidates for selection. The candidate
short-listed by the department is finally approved by the executives of the
concerned departments. Employment is offered in the form of an

14

appointment letter, mentioning the post, the rank, the salary grade, and
the date by which the candidate should join and other terms and
conditions in brief.
8.

Placement:
After all the formalities are completed the candidate are placed on their
jobs, initially on probation basis. The probation period may range from 3
months to 2 years. During this period they are observed keenly and when
they complete this period successfully they become the permanent
employment of the organization.

15

1.2 COMPANY PROFILE

This chapter gives detailed information about the Industry Profile


Pharmaceutical Industry, Organizational Profile Grampus Pharmaceuticals
and

Performance

Management

System

in

Grampus

Pharmaceuticals

Organization

INDUSTRY PROFILE
The pharmaceutical industry in India is among the most highly organized
sectors. This industry plays an important role in promoting and sustaining
development in the field of global medicine. Due to the presence of low cost
manufacturing facilities, educated and skilled manpower and cheap labor force
among others, the industry is set to scale new heights in the fields of production,
development, manufacturing and research. In 2010, the domestic pharma market
in India was expected to be US$ 12.76 billion and this is likely to increase at a
compound annual growth rate of 9.9 per cent until 2012 and subsequently at 9.5
per cent till the year 2015.
16

Industry Trends
The pharma industry generally grows at about 1.5-1.6 times the Gross

Domestic Product growth


Globally, India ranks third in terms of manufacturing pharma products by

volume
The Indian pharmaceutical industry is expected to grow at a rate of 9.9 %

till 2012 and after that 9.5 % till 2015


In 2011-12, India exported drugs worth US$12.2 billion in to the US and

Europe followed by Central and Eastern Europe, Africa and Latin


America
The Indian vaccine market which was worth US$965 million in 2011-12

is growing at a rate of more than 20%


The retail pharmaceutical market in India is expected to cross US$ 13-15

billion by 2013
Challenges
Every industry has its own sets of advantages and disadvantages under which
they have to work; the pharmaceutical industry is no exception to this. Some of
the challenges the industry faces are:
Regulatory obstacles
Lack of proper infrastructure
Lack of qualified professionals
Expensive research equipments
Lack of academic collaboration
Underdeveloped molecular discovery program
Divide between the industry and study curriculum

17

Government Initiatives
The government of India has undertaken several including policy initiatives and
tax breaks for the growth of the pharmaceutical business in India. Some of the
measures adopted are:
Pharmaceutical units are eligible for weighted tax reduction at 150% for

the research and development expenditure obtained.


Two new schemes namely, New Millennium Indian Technology

Leadership Initiative and the Drugs and Pharmaceuticals Research


Program have been launched by the Government.
The Government is contemplating the creation of SRV or special purpose

vehicles with an insurance cover to be used for funding new drug


research
The Department of Pharmaceuticals is mulling the creation of drug

research facilities which can be used by private companies for research


work on rent
Pharma Export
In the recent years, despite the slowdown witnessed in the global economy,
exports from the pharmaceutical industry in India have shown good buoyancy
in growth. Export has become an important driving force for growth in this
industry with more than 50 % revenue coming from the overseas markets. For
the financial year 2012-13 the export of drugs is estimated to be $16.25 billion
as per the Pharmaceutical Export Council of India, which is an organization, set
up by the Government of India. A survey undertaken by FICCI, the oldest
industry chamber in India has predicted 16% growth in the export of India's
pharmaceutical growth during 2012-2013.
Key players in Indian Pharmaceutical Industry
There are several national and international pharmaceutical companies that
18

operate in India. Most of the country's requirements for pharmaceutical products


are met by these companies. Some of them are briefly described below:
Ranbaxy

Laboratories

Limited

is

the biggest pharmaceutical

manufacturing company in India. The company is ranked at the 8th


position among the global generic pharmaceutical companies and has
presence in 48 countries including world class manufacturing facilities in
10 countries and serves to customers from over 125 countries.
Dr. Reddy's Laboratories manufactures and markets a wide range of

pharmaceuticals both in India and abroad. The company has 60 active


pharmaceutical ingredients to manufacture drugs, critical care products,
diagnostic kits and biotechnology products.
Cipla

is an Indian pharmaceutical company renowned for the

manufacture of low cost anti AIDS drugs. The company's product range
comprises of anthelmintics, oncology, anti-bacterial, cardiovascular
drugs, antibiotics, nutritional supplements, anti-ulcerants, anti-asthmatics
and corticosteroids. Cipla also offers other services like quality control,
engineering, project appraisal, plant supply, consulting, commissioning
and know-how transfer, support.
Nicholas Piramal is the second largest pharmaceutical healthcare

company in India. The brands manufactured by the company include


Gardenal, Ismo, Stemetil, Rejoint, Supradyn, Phensedyl and Haemaccel.
Nicholas Piramal has entered into join ventures and alliances with several
international corporations like Cheissi, Italy; IVAX Corp; UK, F.
Hoffmann-La Roche Ltd., Allergen Inc., USA etc.

19

Glaxo Smithkline (GSK) is a United Kingdom based pharma company;

it is the world's second largest pharmaceutical company. The company's


portfolio of pharma products consist of central nervous system,
respiratory,

oncology,

vaccines,

anti-invectives

and

gastro-

intestinal/metabolic products among others.


Cadila Pharmaceuticals Ltd. is one of the largest privately held

pharmaceutical companies in India, headquartered at Ahmedabad, in the


state of Gujarat. Over the last five decades, it has been developing and
manufacturing pharmaceutical products and selling and distributing these
in over 50 countries around the world. An integrated healthcare solutions
provider with pharmaceutical product basket, it caters to over 45
therapeutic areas that include cardiovascular, gastrointestinal, analgesics,
haematinics,

anti-infectives

and

antibiotics,

respiratory

agents,

antidiabetics and immunologicals. The company focuses on providing


high quality, appropriately priced products to its customers and supports
all these with dedicated customer service. Cadila Pharmaceuticals has a
multicultural, multilingual and multinational workforce of more than four
thousand employees including over two hundred people outside India in
forty-nine countries of Africa, CIS, Japan and USA.

India's Domestic Pharmaceutical Market (12 Months Ended January 2013)

Company
Total Pharma
Market
Cipla
Ranbaxy

Size ($

Market Share

Growth Rate

Billion)

(%)

(%)

6.9

100.0

9.9

.36
.34

5.3
5.0

13.4
11.5

20

Glaxo Smithkline
Piramal Healthcare
Cadila

.29
.27
.24

4.3
3.9
3.6

-1.2
11.7
6.8

GRAMPUS PHARMACEUTICALS

Established in the year 2005, at Mohali, (Punjab, India), we, Grampus


Pharmaceuticals., are one of the prominent manufacturer and suppliers of a
wide range of Pharmaceutical Drugs. Our portfolio of products includes
Antibiotics/Infusion

(Parenteral),

allergic/Anti-asthmatics,

Anti-Malarial/Anthelmintics,

Cardiac/Diabetic,

Anti-inflammatory

AntiDrugs,

Energy Supplements, Ointments and many other medicines for treating


different health disorders. These are formulated by using the finest quality of
ingredients that are procured from authentic vendors of the market. Acclaimed
for their effective and fast results, these are recommended by many renowned
physicians and medicos.
To carry forward our business process efficiently and competently, we have
developed an outstanding manufacturing facility that is installed with the latest
machines and equipment. The entire formulation is done as per the WHO-GMP
certified norms under the guidance of experts, thus leaving no room for quality
degradation. Being a customer centric organization, we deliver our
consignments within the stipulated time frame.
Under the support and guidance of our mentor, Mr. NPS Sahota, we have
become a renowned organization in this domain. His exceptional management
skills and sound marketing strategies have helped us to earn a substantial market
share in a very limited time span.
Our Products

21

A professionally managed organization, we are engaged in the formulation of a


range of Pharmaceutical Drugs for treating different health disorders. These
are formulated by using quality approved ingredients that are sourced from
reliable vendors of the industry. Processed under the supervision of experts, our
drugs play an instrumental role in improvising the human life and help in
eradicating ailments, thereby, assuring better and healthier life.

Our range encompasses


Antibiotics/infusion(parenteral) medicines
malarial/anthelmintics medicines
Anti-allergic/anti-asthmatics drugs

Aardiac/diabetic medicines

Anti-inflammatory drugs

Analgesic/ antispasmodic drugs

Vitamin

Minerals

Protein

Nutritional supplements

Anti flatulent drugs

Anti ulcer and anti emetics drugs

Eye/ear drops

Nasal drops

Ointments

Pediatrics drugs, and other drugs

These are widely demanded owing to the following features:


Perfect compositions
Pure content
Efficacious
Long lasting shelf life
Zero side effects

22

Anti-

Infrastructure
We are backed by a sophisticated manufacturing facility that is furnished with
ultra modern machines and equipment. Spread over a vast area, it is segregated
into various independent sections like manufacturing, quality testing, R&D,
packaging and warehousing facility to conduct a hassle free production process.
Each division is equipped with the requisite facilities and is managed by
experienced professionals.

Quality Assurance
Being a quality driven organization, we maintain strict control over all
processes of procurement, processing, packaging, storage and transport. We
process our range of Pharmaceutical Drugs using supreme quality ingredients,
which are sourced from authentic vendors of the market. Every task is executed
as per standardised quality norms, thus leaving no room for quality degradation.
To ensure that our entire gamut meets the well defined industry standards, our
experts conduct a series of testing procedures on well-defined quality
parameters such as:
Zero side effects
Composition of the ingredients
Longer shelf life
Precise pH value
Effectiveness
Hygiene quotient

23

Research and Development


Being a quality driven organization, we lay great emphasis on research
activities. Therefore, we have developed an advanced research division that is
installed with all requisite facilities. It is managed by experienced professionals,
who keep a tab on the current medical researches, emerging diseases and other
allied disciplines and inform the same to the management. They also conduct
extensive market surveys regarding the performance of our offered range. These
professionals are also responsible for updating our manufacturing facilities as
per technological advancements.

Warehousing and Packaging


We know the perishable nature of our products; therefore, we have always laid
strong emphasis in preservation and appropriate storage of the products that we
process. For this, we have developed a modern warehousing unit that spreads
over a vast area. It is installed with all requisite facilities and is well-protected
against any hindrances.
Salient features of this unit:
Controlled temperature
Well lit
Managed by efficient personnel

For packaging our entire assortment, we use pharmaceutical grade packaging


material for packaging these drugs.

24

Why Us?
We have emerged as a leading organization in our domain owing to the
following factors:
Quality formulations
Effective quality control measures
Wide market reach
Competitive prices
Timely delivery

Products & Services


We are one of the leading manufacturer and supplier of a wide range of
Pharmaceutical Drugs that includes medicines such as capsules, tablets,
ointments, liquid syrups and injections such as anti allergic medicines,
antibiotics medicines, cardiac medicines, antacids medicines and many more.
These are formulated under the supervision of the expert professionals who uses
premium quality components in the formulation process.
Capsules (3)
We are involved in offering a wide range of Capsules that are formulated using
high quality components and advance processing machines. Our range includes
Keme-forte, Rabikin-DSR and Kenvit-ZG. These capsules are developed
under the able guidance of team of experts, who have in depth knowledge about
the formulation of the pharmaceutical capsules as per medical standards.

25

Injection (6)
We are one of the leading manufacturers and suppliers of a wide range of
Injections, which are used against severe viral infections. These products are
specially formulated with utmost care with the right compounds under the
hygienic and advanced technology laboratory. With stringent monitoring in all
the stages, these products have the right composition to provide instant relief
from viral infections without causing any side effects. Our available range of
products includes Kindec-25, Kindec-50, Bone-D3 and many more.

Suspension (4)
We are one of the leading manufacturers and suppliers of a varied range of
Suspension, which is widely used to fight against various viral infections. These
products are specially processed with the most advanced technologies using
optimum quality raw materials procured from the trusted and certified vendors.
With their rich experience and knowledge, we are able to provide these products
which are highly effective without any side effects. Some of our available range
of products includes Sucrasil, Sucrasil-o, Donsi and Keflox-NT.

26

Syrup (4)
We are one of the reputed organizations engaged in manufacturing and
supplying of a varied range of Syrup in the market. These products are
formulated under hygienic laboratories by our scientists using right compounds
for accurate composition. Our available products are highly effective and
provide instant relief from severe viral infections without any side effects to the
patient. Our available range of products includes Picowin, Dis-Q, Colikid and
many more.

27

THE GROWTH SCENARIO


The Industry is a largely fragmented and highly competitive with a large
number of players having interest in it.
Indian contract research industry growing at 40-50 per cent
The Indian contract research Industry has grown tremendously over the past few
years. It has witnessed the emergence of several CROs in the area of drug
discovery & development over the last decade.
India to capture US$ 350-400 million or 10 per cent of global clinical trials
by 2013.
India is emerging as a favored global destination for global drug development
companies. Recent changes in Indias healthcare policies and a maturing
regulatory environment have significantly brought down the risk of shifting
more clinical research from the developed countries to India. The clinical
research industry in India is presently estimated at over US$ 100 million.

New product launches underlie market growth


The market has been growing between 6-8 per cent over the last two years,
primarily driven by new launches and to some extent by volumes. In the last
two years, more than 3,900 new products (largely branded generics) have been
launched in India, contributing about US$ 355.6 million (million) worth of
market value. While the Indian pharma majors launched more than ten products
per year, global MNCs averaged one or two annually.

28

ORGANIZATION PROFILE:
DEPARTMENTS:
The main departments of Grampus Pharmaceuticals, India are explained below

1. PROJECT DEPARTMENT
The primary responsibility of the Project department is to install new
manufacturing process plants and machinery at the location specified.
The function of Project department ends only when they hand over the
commissioned assembly to manufacturing department In other words projects
acts as the internal supplier for manufacturing department.

29

2. MARKETING DEPARTMENT
THE HOLISTIC VIEW
The Marketing department of Grampus Pharmaceuticals is divided into subdivisions, each with specific objectives, working towards a common goal. While
Sales concentrates on bringing in the customers, CRM Marketing functions
towards catering their needs and so on.
A brief view on various sub divisions of marketing is as follows:

SALES / BUSINESS DEVELOPMENT


The Sales or the Business Development arm of the Grampus Pharmaceuticals
concentrates on bringing in Customers to the organization. In general, Sales are
in terms of MW of power to the organizations or individuals according to their
needs. The initial function of the sales department is Collecting database of all
prospects and to find their needs. The needs of these prospective customers are
analyzed. On acquiring an appointment, a Sales Presentation follows where the
various features and benefits of the product were explained to the customer. The
sales presentation is generally tuned according to the needs of the prospects and
the duration of appointment
In other words, Sales department identifies the suspects (by the database) and
converts them to prospects (by convincing them about the product) and then to
customers (by acquiring the order).

CUSTOMER RELATIONSHIP MANAGEMENT

30

The primary responsibility of the CRM department is to have a constant


relationship with the customers, understand their needs and act as a connecting
bridge between them and organisation. The primary responsibility of CRM
Marketing is to act as the Customers representative to the Organisation and
vice-versa till the Wind Turbine Generator is commissioned.

3. FINANCE DEPARTMENT
Finance Department is responsible in managing the finance in the Organization
optimally and to raise funds as required.
Duties and functions:
Financial reports to GRAMPUS PHARMACEUTICALS-monthly, half-

yearly and annual actuals estimates and budgets.


Statutory financial and legal returns.
Analysis of project cost with estimates and sales calculation.
Fund management to ensure financial are kept to d minimum.
Coordination with bankers, auditors and lawyers.
Overseeing the IT & HRD functions of Grampus Pharmaceuticals.
Installaton of

BOT project in Grampus Pharmaceuticals for Indian

operations.
Sales tax & service tax
Physical cash count checks Chennai and Pondicherry.
Passing of journal vouchers.
Checking and passing project costing information.
Miscellaneous

31

4. HUMAN RESOURCE DEPARTMENT


Mission of HR department:
To evolve HR practices that ensure competence and employee satisfaction.

Duties
Salary administration
Maintenance of statutory compliance
Maintenance of employees details
General administration
Maintenance of insurance for all company vehicles, and all other

insurance like workmen compensation, GPA, health, travel shield policy,


plant and machinery etc except insurance related to wind mills.

THE ROLES OF HR PERSONNEL ARE:


To collaborate with the senior management to formulate effective human

resource strategies, policies and programs to support the Organizations


goals and objectives, improve the effectiveness of management processes
and address employees needs.
To provide the functional/divisional heads with the information, tools,

systems and support services that enable them to effectively manage and
develop their human resources to achieve departmental goals
To make available to employees information, tools, systems and support

services that enable them to progress their careers in alignment with the
goals of the Organization.

32

33

THE HR FUNCTION IS MANAGED THROUGH THE


FOLLOWING KEY PROCESSES

HUMAN RESOURCE PLANNING

SEPARATION
RECRUITMENT

HRD

PERFORMANCE MANAGEMENT
INDUCTION

TRAINING & DEVELOPEMENT

34

CHAPTER-2
REVIEW OF LITERATURE
RECRUITMENT AND SELECTION
Winston & Creamer, (1997)
According to authors, Higher education is a human resource intensive
enterprise. It is not surprising, then, that recruitment and selection of staff
should be a very high priority in most if not all units and divisions of student
affairs. Recruitment and selection should include procedures directed to analyze
the need and purpose of a position, the culture of the institution, and ultimately
to select and hire the person that best fits the position. Recruitment and selection
policy should, then, be directed toward the following objectives:
Hire the right person.
Conduct a wide and extensive search of the potential position candidates.
Recruit staff members who are compatible with the environment and

culture.
Hire individuals by using a model that focuses on company objectives
Place individuals in positions with responsibilities that will enhance their

personal development.

Every position vacancy will be filled based upon a thorough position


analysis regardless of the level of the position or the extent of the search.
The diversity goals of the institution, division of student affairs, and the
35

unit will be addressed in all recruitment and selection processes.


Units may use different processes for recruitment depending upon the
circumstances surrounding the need to fill the position, but must take steps to
ensure that the values of the profession are applied in all procedures that are
used., Recruitment and selection committee' members should be properly
trained to assume the important responsibilities of recruitment and selection.
Supervisors should adhere to any institution-wide recruitment and selection
programs. This cannot, however, substitute for an understanding of procedures
and processes from a student affairs perspective.
Recruitment and selection will be planned, implemented, and evaluated to
ensure that each potential employee is provided equal opportunities to compete
for the position.

APPOINTMENTS PROCESS FOR CONSULTANT RECRUITMENT


Professor Fiona Patterson Dr Maura Kerrin (November 2007)
The design and implementation of valid assessment methods starts with a
thorough job analysis which defines the selection criteria required for the post.
When choosing a selection method, issues of reliability, validity, feasibility,
fairness and equity should be taken into account. It is important that the process
is seen to be fair by all candidates. Research shows that candidates favour
selection methods which are job relevant and less personally intrusive.
Applicants also value the opportunity to meet personally with recruiters and
have a preference for multiple opportunities to demonstrate their skills. They
also tend to prefer selection systems which are administered consistently for all
applicants. The selection methods should be developed carefully through
36

piloting with diverse populations. The selection process must be evaluated and
reviewed by monitoring candidates with respect to diversity and subsequent job
performance.
The evaluation of the selection process should lead to improvements aimed at
enhancing validity and reducing adverse impact. Individuals involved in
assessing candidates during the selection process should have received
appropriate training (for example in interview skills) and have been adequately
briefed about the selection criteria. Assessors should 'also be aware of unfair
discrimination and equal opportunity legislation, two aspects which have a
serious impact on the diversity of the organisation. Feedback should always be
provided as part of the selection process.
RECRUITMENT AND SELECTION: MEETING THE LEADERSHIP
SHORTAGE IN ONE LARGE CANADIAN SCHOOL DISTRICT
Anthony H. Normore, Florida International University (2004)
The purpose of this study was to investigate a recruitment and selection
program used to attract and retain aspiring and practicing school administrators
in North Western School District (pseudonym) - a large urban Canadian school
district in Ontario. The district recently developed and implemented a
recruitment and selection program in attempts to meet the leadership shortage
for its schools. For purposes of the article, recruitment and selection refers to
the processes and strategies school districts engage in to attract future leaders.
The article will focus on: (a) a description of the recruitment and selection
efforts, and; (b) perspectives from the participants about the process and its
effectiveness, followed by a discussion. An analysis of the findings is presented
and linked to the literature. Implications for practice and policy are discussed.
The role of the principal in successful schools has transcended the traditional

37

notion of functional management, power, behaviour style, and instructional


leadership. Today's principals face more complex expectations forged by a very
different student population and a new generation dissatisfied with the
educational status quo. At a time when many view the schools as one of the few
intact social organizations, students arrive with very different attitudes,
motivations, and needs than students of generations past.

CHAPTER-3
RESEARCH METHODOLOGY
Research methodology in a way is systematic representation of research or any
other problem. It is a written game plan for conducting any kind of research. It
tends to describe the steps taken by the researcher in studying the research
problem along with logical background.
It tends to describe the methodology for solution of the problem that has been
taken for the purpose of study. This plan throws light on the research problem,
the objective of study & limitation of study. Therefore in order to solve a
problem it is necessary to design a research methodology for problem as the
same way differ form problem to problem. Research methodology is a way to
systematically solve a research problem. It is a procedure that is followed step
by step to solve a particular research problem

Research design; A Research design specifies the methods and procedures for
conducting a particular study. It is the arrangement of the condition for
collecting and analysis of data in a manner that aim to combine relevance to the
research purpose. Descriptive Research is to undertaken for this project.

3.1 OBJECTIVE OF THE STUDY


The main objective of my project Recruitment And Selection is to study the
38

various methods and procedures of Grampus Pharmaceuticals for the


recruitment of employees. Recruitment is a pervasive function as all
organization. So my aim is to gather all the necessary information from the
respective authority i.e. HRD, accounts, research and development and
marketing etc. and to summarize an the information collected from various
departments and get a complete picture of recruitment and selection procedure
at Grampus Pharmaceuticals
1)

To study the recruitment & selection procedure of Grampus


Pharmaceuticals

2)

To study that what type of candidate do company prefer to select like


fresher or experienced.

3)

To study that what sources are used for the recruitment and selection.

4)

To study that the company conduct online recruitment or not.

3.2 RECRUITMENT IN ORGANISATION:


3.2.1 RECRUITMENT:
In the Grampus Pharmaceuticals recruitment of employees is done through two
sources, which are as under:
(1) INTERNAL SOURCES
(2) EXTERNAL SOURCES

(1).

Internal Sources:
a. Transfers.
b. Promotions.

Internal sources are very powerful, time and money saving sources in
Grampus Pharmaceuticals . They fill up their vacancies by transfer and
promotions of their employees with in the company. In some cases, if it is
not possible than other sources are applied.
39

(2).

External Sources:
a. Press advertisements.
b. Placement Agencies
c. Labour contractors
d. Campus recruitment
e. Data bank
f. Similar organization

a.

Press Advertisement:
Press advertisement is the most powerful sources of recruitment in the
Grampus Pharmaceuticals . Various newspaper such as Times Ascent,
Employment news etc, are approached for publishing the advertisement
for recruitment.

b.

Placement Agencies:
For better recruitment, Grampus Pharmaceuticals maintain strong contact
with placement agencies in Bhopal, Delhi, Indore etc. who makes their
own

commission

by

giving

better

recruitment

to

Grampus

Pharmaceuticals
c.

Labour Contractor:
Grampus Pharmaceuticals also have contacts with contractor for house
keeping, which include, cleaning of office, catering, security etc. such
contracts are only for few month or for few years.

d.

Campus Recruitment:
Grampus Pharmaceuticals recruit fresher candidate only from some
repudiated college by the campus selection. In the campus recruitment

40

Grampus Pharmaceuticals arrange the program in a college and select


appropriate candidates for the company.
e.

Data Bank:
Grampus Pharmaceuticals collect the resume by the data bank. This box
exists in the entrance gate or reception. When need only one or two
candidate than they collect resume by the data bank and calling the
candidate for recruitment.

f.

Similar organization:
Grampus Pharmaceuticals recruit by offering better benefit to the people
working in similar organization.

3.2.2 SELECTION:
It is process of weeding out unsuitable candidate are finally identify. The most
suitable candidate in the Grampus Pharmaceuticals
Selection Process:
In the Grampus Pharmaceuticals selection process completed in seven steps are
as follows-:
1. Application form
2. Selection test
3. Selection interview
4. Physical Exam
5. Reference check
6. Final Approval
7. Placement

1. Application form:
In the Grampus Pharmaceuticals application blank is widely accepted device for

41

getting information from a prospective applicant. In the application form gives


all the information relevant to selection. Check general information of the
candidate in the application blanks.
Name
Address
Telephone no.
Age
Sex
Marital status
Physical Characteristics
Education
Experience.

2. Selection Test:
Grampus Pharmaceuticals hold different kinds of selection test to know more
about the candidate. Test is useful for sort out unsuitable candidates.
3. Selection interview:
Those candidates who qualify the written test are allowed for final interview.
Selection in an interview is conducted in different phase in the Grampus
Pharmaceuticals Personal Interview.
a. Technical Interview.
b. H.R. Interview.

a. Personal Interview:Grampus Pharmaceuticals conducts first the personal interview. In the personal
interview talk about general information, hobbies etc to know the level of
confidence in the candidate.

42

b. Technical Interview:
Technical interview is the main interview for Engineers and other technical
persons, if the candidate comes for technical post, and the technical head
conducts the interview. Those who qualify in this round are forwarded for H.R.
interview.
c. H.R. Interview:
H.R. interview is a major part of the selection interview. In the H.R. interview,
check the number, which is given in written test, technical interview and other
test of the candidate.
H.R. interview is conduct by the H.R. department. The any H.R. employee with
the H.R. head may conduct it. In the Grampus Pharmaceuticals negotiation on
salary is done in H.R. interview. In this interview company gives 15 % on the
basic pay.
4. Physical Exam:
In the Grampus Pharmaceuticals after the selection interview candidates are
face the physical exam. In the physical exam company check the body of a
candidate in the hospital; check wait, height, eye sides and other disease.
Candidate should not suffer from any kind of disease. If candidates are able to
any disease than the candidate unfit to next exam.
5. Reference Check:
Reference check is as a guaranty who person know to you. That is mention in
the application form; references person should have name, address and
telephone no. in the Grampus Pharmaceuticals contacts them by mail or
telephone for the candidates.

43

6. Final Approval:
In the Grampus Pharmaceuticals check all the previous exam record (marks)
and take final decision about the candidate.
7. Placement:
The last step is placement in which they give the appointment letter to the best
candidate. The H.R. department after which a candidate can join the company
within 15 days issues all the placement order.
Time Period:
The whole process of recruitment and selection takes above 2 months in the
company.

3.3. SCOPE OF THE STUDY


It was not feasible to interview every employee of the company , so sampling
was done. The scope of the p[resent study are the employees of the Grampus
Pharmaceuticals This study is helpful in understanding the procedures adopted
by the company in recruitment and selections, their effectives and satisfactions
of the employees with regards to the procedures used. This studies tries to
understand the views of the employees regarding recruitment and selections
processes.
Sampling: it is simply the process of learning about the population on the basis
of the sample drawn from it. Thus in the sampling technique instead of every
unit of the universe only a part of the universe is studied and the conclusions are
drawn on that basis. for the entire universe. This process involves three
elements:

Selecting the sample

Colleting the data

44

Making an inference about the population.

Sampling unit: the sampling units selected for the study/were the employee
survey.
Sampling Technique: the following technique was used:
Convenience Sampling : in this type of sampling, the choice of the sample is
left completely to the convenience of the investigator.
Sample size: A sample is a subset of population units.
Using the above technique, a sample of 100 employees was selected.

3.4 DATA COLLECTION


Both primary and secondary data were used. .

Primary data collection:


Questionnaire: A questionnaire was designed in order to know about the
various aspects of the recruitment and selection procedures of the company
Grampus Pharmaceuticals. Structured questionnaires were used, as the
questions were predetermined, specific and concrete. Multiple-choice questions
were used. Care was taken not to add questions related to personal life or any
kind of strenuous questions.
The language was kept simple so that the respondents could easily understand
it.
Personal interview: In order to know about the hiring procedure i.e. the basis
for recruitments, recruitment and selection techniques etc. a personal interview
was conducted with the Senior Executive of the HR department. It was a

45

combination of structured as well as unstructured typed as the questions were


predetermined but no specific sequence was followed and no standardized
technique was used for recording it. The interview was kept short taking care of
the precious time of the interviewee. Oral investigation from Senior Officers is
also done at Grampus Pharmaceuticals
Secondary data was also used in order to find out the aspects of recruitment and
selection process.
Methods of Secondary Data was used in Grampus Pharmaceuticals
a) Reference by Books
b) Reference By Internet
c) Reference by Grampus Pharmaceuticals written data

3.5 ANALYSIS OF DATA


Collection of Data is of no use until it is properly recorded, organized and
deeply analysed. Analysis of the data is done either manually or by the use of
computers, various statistical and mathematical techniques are used for Data
Analysis. In this project Data is analysed through PIE CHARTS.

3.6 LIMITATIONS OF THE STUDY


The result have been drawn on the basis of information given by

responder response either might have crept in.


The study involve sampling method, the drop III or go through error

might 1 crept in.


Researcher limited experience may have led to some error.
Limited resources like limited time and money' makes my survey

difficult.
The sample size was only 100 so it was not possible to show clear

picture.
46

CHAPTER 4
DATA ANALYSIS & INTREPRETATIONS
4.1 Are you satisfied with the Recruitment & Selection policies
of Grampus Pharmaceuticals?

32%

68%

Yes

No

No

Yes
68

32

The above shows that 68% are satisfied with the Recruitment & Selection
policies of Grampus Pharmaceuticals whereas 32% were not.

47

4.2 What

type of candidate do you really prefer?

25%

75%

Experienced

Fresher

Fresher

Experienced
75

25

The above shows that the company prefers to recruit 75% experienced and 25%
fresher.

48

4.3 Is it right to recruit a fresher?

5%
33%
62%

Yes

Yes
62

No

Cant Say

No
33

Cant Say
5

The above shows that 62% say that it is right to recruit a fresher and 33% says
that it is not right to recruit a fresher whereas 5% are unable to express their
views.

4.4 What source of recruitment do you choose?

49

10%

13%
22%

43%
12%

Press Advertisement
Data Bank

Consultancy
Campus

Similar Organisation

Press

Consultancy

Data Bank

Campus

Advertiseme
nt
13

Similar
Organisation

22

12

43

10

The above shows that 13% are recruited by Press Advertisement, 22% by
Consultancy, 12% by means of Data Bank, 43% by means of Campus and 10%
by means of similar organization.

50

4.5 Are

internal promotion used in the company?

15%

85%

Yes

No

Yes
85

No
15

The above shows that 85% recruitment are carried out internally whereas only
15% are carried out by external sources.

51

4.6 Are Reference Checks necessary for every candidate?

5%

42%

53%

Yes

Yes
53

No

Cant Say

No
42

Cant Say
5

The above shows that 53% say that reference check is necessary whereas 42%
say that its not whereas 5% were unable to express their view for the same.

52

4.6 Are the employees satisfied with the recruitment


procedure of the company?

15%

85%

Yes

No

Yes
85

No
15

The above shows that 85% say that they were satisfied with the recruitment
process adopted by the company whereas 15% were unsatisfied.

53

4.7 Does the company conduct online recruitment?

12%

88%

Yes

No

Yes
12

No
88

The above shows that 12% say that the company conducts online recruitment
and 88% say that no online recruitment was conducted.

54

4.8 Does internal promotion are also used for Recruitment and
Selection Process?

39%

61%

Yes

No

Yes
39

No
61

The above shows that 39% say that the company uses internal promotion as for
recruitment where as 61% says that internal promotion were not used for
recruitments.

55

4.9 How important external and internal sources are for


recruitment?

3%
34%

63%

Important

Important
63

Not Important

Not so Important

Not Important
34

Not so Important
3

The above shows that 63% say that the internal and external sources are
important for recruitment whereas 34% say its not important and 3% say that
internal and external sources are not so important.

56

4.10 Are you satisfied with the time period which company
takes for recruitment and selection process?

28%

72%

Yes

No

Yes
72

No
28

The above shows that 72% say that they are satisfied with the time period the
company takes for recruitment and selection whereas 28% were not satisfied.

57

4.11 Since how much time are you working with this
company?

18%
37%

45%

1 year

2 years

1 year
37

3 years

2 years
45

3 years
18

The above shows that 37% say that they are working since last 1 year with the
company, 45% say they are working for last 2 years and 18% say that they are
working since last 3 years.

58

4.12 Are you satisfied with the tests taken during the
recruitment process?

32%

68%

yes

no

Yes
68

No
32

The above shows that 68% say that they are satisfied with the tests taken during
the recruitment process whereas 32% say that they are not satisfied.

59

4.13 Is the proper procedure selected for recruitment &


selection by the company?

25%

75%

yes

no

Yes
75

No
25

The above shows that 755 say that proper recruitment selection was adopted by
the company whereas 25% said the recruitment to be improper.

60

CHAPTER 5
FINDINGS & SUGGESTIONS
5.1 FINDINGS
1.

Mostly experienced candidate are recruited in Grampus Pharmaceuticals


for technical jobs.

2.

Vacancies are floated mostly through print media i.e. through newspaper.

3.

Interview are generally conducted in three phases:


Personal Interview
Technical Interview
H.R. Interview

4.

Internal promotions are also used in this company.

5.

Reference checks are an important part of their selection procedure.

6.

After selection probation period is of 2 months.

7.

They give 15 days time for joining after final selection.

8.

Candidates are selected only through the proper procedure of recruitment


and selection.

9.

The company takes 2 months time for completing the whole process of
recruitment & Selection.

10.

75% employees feel that fresher should be recruited for marketing


jobs.

11.

85 % employee are satisfied with the Recruitment procedure of the


Company.

12.

85 % employees feel that Recruitment should be from external sources


and 15 % external sources.

61

5.2 SUGGESTIONS
Grampus Pharmaceuticals Ltd. is the leading company in the area of telecom. It
has a well-organized Human Resource Department for helping and
maintaining the company, for achievement of its goal & Target.
I would like to mention some points that will help the organization in near
future.
The company should conduct online Recruitment, which will help them

to find most capable candidates from allover the world.


Grampus Pharmaceuticals Ltd can recruit the fresher candidates of

technical field and can trained them by on job training method so that
they can work effectively.
Grampus Pharmaceuticals should give emphasis on recruitment by

placement agencies as they can conduct the preliminary interview for the
company.
By involving placement agencies for conducting the preliminary

interview or short-listing the candidates according to the requirement for


the post, company can shorten the time period, which it takes for
recruitment & selection process.

62

5.3 CONCLUSION
Recruitment & Selection in Grampus Pharmaceuticals is good enough. To pick
out good quality people from the crowd. Recruitment is an important function
as it makes it possible to acquire the number and type of persons necessary for
the continued functioning of the organization. Careful recruitment of employees
is particularly important in India because the chances of mismatching the job
and the person are greater. Due to widespread unemployment the job seeker
tends to accept any job irrespective of his suitability. The basic purpose of
Recruitment is to locate the sources of people required to meet job requirements
and attracting such people to offer themselves for employment in the
organization.

BIBLIOGRAPHY
1.

H.R.M.

Dr B.C. Gupta

2.

Personnel Management

C.B. Mammoria

All the HR department

QUESTIONNAIRE
Represent the data through graphs so that the objectives of the study can be
analyzed.
Name

Age

Gender

Marital Status

Occupation

Working Experience

Income

No. of Family Members :


Family Income
Q.1

Are you satisfied with the Requirement & Selection policies of Grampus
Pharmaceuticals ?
Yes

Q.2

No

What type of candidates do you really prefer?


Yes

Q.3

Is it right to recruit a fresher?


Yes

Q.4

No

No

What source of recruitment do you choose?


Press Advertisement

Consultancy

Data Bank

Campus

Similar Organisation
Q.5

Are internal promotion used in the company?


Yes

Q.6

Are reference checks necessary for every candidates?


Yes

Q.7

No

No

Cant Say

Are the employees satisfied with the recruitment procedure of the


company?
Yes

Q.8

Does the company conduct online recruitment?


Yes

Q.9

No

No

Does internal promotion are also used for Recruitment and Selection
Process?
Yes

No

Q.10 How important external and internal sources are for recruitment?
Important

Not Important

Not so Important

Q.11 Are you satisfied with the time period which company takes for
recruitment and selection process?
Yes

No

Q. 12 Since how much time are you working with this company?

1 years

2 years

3 years

Q.13 Are you satisfied with the tests taken during the recruitment process?
Yes

No

Q. 14 Is the proper procedure selected for recruitment & selection by the


company?
Yes

No