SPANDAN 2018 | The Pulse of SFIMAR A study of the Campus Recruitment Process At Glenmark Pharmaceuticals Ltd Introduction Glenmark Pharmaceuticals is a leading research driven, integrated, global pharmaceutical organization, relentlessly striving to make the lives of patients better across the globe since 1977. Pharmaceutical Company headquartered in Mumbai, India that was founded in 1977 by Gracias Saldanha as a generic drug and active pharmaceutical ingredient manufacturer. Mr. Glenn Saldanha joined Glenmark in 1998 as the Director, and took over as Managing Director and CEO in 2001. He has led the transformation of the Company from an Indian branded generics organization into a research-driven and innovation-led organization. Their formulations business spans across various geographies primarily the US, India, Europe, Latin and America. With 17 manufacturing facilities and 5 R & D centres dedicated to the goal of enriching lives across the globe, they believe that the real forces behind their continued successes are its dedicated employees from across 50 Nationalities, committed to creating 'a new way foranew world’. Need for the Study Campus Recruitment affects the company, institute as well as the individual. It provides direction to the career path of an individual within a company as well as beyond the company i.e. in the individual's own career. Since there was no campus recruitment process 36 -Ms. Sasha D'souza MMS II Human Resource document available for the ‘Campus Recruitment Process' followed by Glenmark Pharmaceuticals Ltd., a need arose to prepare a process flow of the campus recruitment process, Literature Review With ever-increasing competition, the employers are more interested in recruiting on- campus to directly source the brightest and the best available talent in the Educational Institutions. On-campus recruiting offers a variety of methods that can work for any company, whether you are recruiting for five or 500. There are several advantages of campus recruitment, both for fresh out of college candidates and employers. Some of the advantages of campus recruitment are as follows: + It provides a platform to pick the best candidates for different job profiles. Most of the young job seekers are talented and ready to accept challenges. * The organizations conducting campus recruitment in a particular institute/college establish strong relationships with the concerned institute and its students. + The other big advantage of campus recruitment is the loyalty factor. The young graduates have high regards for their first company as they are emotionally attached to it,Objectives of the Study + To prepare the campus recruitment process document of Glenmark Pharmaceuticals Ltd. + To diligently comply with the campus recruitment process at Glenmark Pharmaceuticals Ltd Research Methodology + Research Design: - Descriptive Research. * Data Collection + Primary Data- Interview Guide + Secondary Data — Existing presentations on campus recruitment and selection process, internet and the company website. + Sample Size ~ 15 H.R. employees from the company who looked into the entire recruitment function in the organization. + Sampling technique ~ judgmental Sampling (for questionnaire) was used. The organization decided which employees are to be surveyed. (tdeatifiation + Pre Placement ot Business Talk Sree + Aptitude Tat + Networking Pan minihe Iteeiows Cempus Teaining samonth iiilowep *Gmonth fellowsp SPANDAN 2018 | The Pulse of SFIMAR Stage 1: Pre Placement Process at Glenmark IF: {8" May, 2017} + The company identifies the different business needs and vacancies. * The Human Resource Recruitment team decides which tier institutes and their geographical areas are to be targeted and the number of vacancies to be filled. + The candidate's compensation, probation period are discussed. + Once that is finalized, networking with the institutes begins. This can be done by contacting them via phone and sending an email invitation (including the job description and the campus placement format of student details) from our organization, requesting the institute to conduct a campus drive. When the institute accepts we go ahead to finalize campus drives dates and the requirements from the campus team. Stage 2: At Campus: {22nd May - 15"June, 2017} pan Pre Placement Talk * A presentation about the company is made during the pre-placement talk. + The presentation includes the information like selection procedure, company's milestones, organizational achievements, candidate's growth opportunities within the organization if selected, salary, employment benefits. * Usually this presentation ends up with a question and answer session with the students.SPANDAN 2018 | The Pulse of SFIMAR Aptitude Test + Following the pre placement talk, students undergo an aptitude test where the candidates’ customer focuses, target orientation; stress tolerance, reliability and communication skills are evaluated. + The use of online assessment a tool significantly reduces the recruitment time and improves the quality of hire, providing a good and stable resource. Panel Interviews + It is final round of the selection process, where the student's stability and his confidence level towards the particular position (in this case a sales & marketing position) is evaluated. + The interview focuses on overall personality of the candidate, The need for the job, sales acumen, interpersonal skills take priority in the selection of a candidate, Spot Offers * Once the student is selected, he will be given an offer letter. + Company's representative may provide guidelines about joining procedure / joining date and other prerequisites if needed Stage 3: Post Campus Vote of Thanks to Panellists: {19" June — 23"June, 2017} + We express our gratitude to the Senior HR & Sales Managers for their dedication & commitment towards the Campus Team. * We thank them for their presence and their support in selecting the future leaders for the organization by sending each and every one of thema “Thank you" note /email 38 Vacancy Identification: {23" June — 30"June, 2017} We map the vacancies at different locations topost the ETs. We take into consideration the candidate's preference of location and cluster i.e. Derma, Acute, Chronic, Institution, OTC or GCC. We try our best to place them in their area of preference but it all boils to the down to the vacancies available. Post offer follow up: {27th June - 9" July, 2017} * This involves Introductory / “Welcome to Glenmark” emails are sent to all the selected candidates. * We also inform them about the Induction schedule. Induction Programme: {10th July, 2017} The Induction is a six-day program aimed at giving the new ETs an overall perspective of the Company. It consists of a formal introduction to the ETs of organizational structure, work culture and its top management. The HR Campus team has toprepare the program schedule and coordinate the participations and the events. + The company emphasizes its objectives, vision and mission. Stage 4: DSM &ZSM training: {17th July onwards} + As the first step, the HR managers and the immediate superiors need to listen to concerns and engage with the ETs to resolve the issues concerning the new workspace. The supervisor can also play the role of a sounding board for the new ET's ideas.The HR team and the ET's immediate superior could build a routine of recognition and praise, which will encourage the ETs to be happy at work —and therefore stay. ‘The ETs could be given clear instructions and communication when it comes to what's expected of them. The managers could make sure the ETs are in the right roles, the ones that make the best use of their particular talents and skills. Post Joining Follow up: At the end of the first week, managers could determine how new ETs are settling in and ask them for feedback on how they are feeling and if they feel they have the right amount of supportand guidance The HR team could continue to interact and engage with the ET. 3 month follow up - ET & Manager: By the end of the third month, the manager could have drafted some personal objectives to give the ETs clear direction and focus. If the manager has any concems regarding their performance or ability, the HR could address them atthe earliest opportunity. Often, new starters simply need greater clarity orreminding of certain key requirement. 6 month Confirmation After successful completion of the probationary period, the ETs are appointed as permanent employees. Findings and Interpretations 1 Tier 3 institutes were targeted for the Campus Recruitment Process, 2017. The focus was on the Metropolitan Cities and institutes across India. Networking with institutes was done via telephone and invitation emails. 39 10. SPANDAN 2018 | The Pulse of SFIMAR General eligibility criterion is 60% aggregate, i.e., the student's average percentage score in all semesters. 60% was the minimum percentage required at SSC, HSC and B. Pharm levels with no back log. The Campus process has four main stages: * Introduction of the company/ Pre placement Talk «Aptitude test * Panel Interview (Technical + HR) * Spotoffers Group Discussion is considered as an elimination round for the selection of students. It is only used if the number of students is high. The panel consists of two personnel from the Human resources department and two from the Marketing & Sales department. The salary package offered to the Executive Trainees is between 3-5 lakh p.a. with a 6 month probation period. The Executives Trainees do not have a mentorship programme and are given on the job training. The Human Resource team sensitizes the Sales & Business Heads with respect to the support and guidance required of them towards the Executives Trainees, The Campus Team of Glenmark IF considers this recruitment process very effective. Suggestions Th e observations regarding the campus placements are as below: The initiation time for the Campus Recruitment could take priority in Human Resource Planning as campus placements are aseasonal activity.SPANDAN 2018 | The Pulse of SFIMAR + The geographic proximity would increase retention rates. Thus, placing students near / in their hometowns would guarantee a long term commitment from them. Conclusion The most important fact about Campus Recruitment is that the recruiters not only get brilliant, young & energetic candidates but it also gives room to original and fresh ideas. The end result of the Campus recruitment process is essentially a diverse pool of applicants. The younger generation can be trained and groomed well to suit the organizational requirements Campus Recruitments helps build brand image of the organization. It also helps build the organization's pipe line filled to counter unwarranted attrition & plan for succession. With Campus Recruitment the organization aims to develop future leadership within the organization. References * Glenmark Pharmaceuticals Ltd. - www.glenmarkpharma.com + https://www.linkedin.com/pulse/201409130 65436-76762275-advantages-of-campus- recruitment. + http://smartindia.co.in/wp- conten/uploads/2014/09/understanding-the- rectuitment-process.pdf + Ms. Vasudha Rao and Ms. Vanitha Navada, Study of Career Planning for HR Management Trainees (Employee Perspective). Mumbai: Radix InternationalJournal of Economics and Business Management - http://www.riere.org/busines Acknowledgement At the outset | wish to thank Mr.Vinod Shetty (Vice President- HR) for giving me this opportunity without hesitation. A special thanks Mr. Rahul Vijayvargiya, my Industry Guide and Mr.Matang Trivedi, (Senior Manager) of Glenmark Pharmaceuticals Ltd. for their constant support; patience and guidance that helped me complete my project successfully. | would also like to thank Prof.Sujeesha Naidu, my College Project Guide for her untiring valuable support and guidance that helped me throughout this project, 40