Summer Internship Project

ON
The study of “RECRUITMENT AND SELECTION PROCESS” at Kanav Healthcare ltd.
Submitted in Partial Fulfillment of the Requirement of B.com(h) Program of school of
Management,
The North cap University, Gurugram
May 2019

Under the Guidance Of

Name of the Guide – Ms. Mahima Aanand
Designation of guide –Assistant Professor
Submitted by
Name of student – Priyanka Yadav
Enrolment No-17 B.com. (h)

School of Management
THE NORTHCAP UNIVERSITY
SEC 23A, GURGAON -122017, HARYANA, INDIA
 PREFACE

Class room teaching helps the student by making conceptual base clear, but on-the-job training is

practical way, which helps the students to get the practical knowledge of the concept. Normally

the students are not aware of the requirements in the practical field keeping in view this fact, a

system of summer training has been established to make the students aware of actual difficulties

that come in the way of practical field, which is not taught in classroom teaching, so students are

given practical training in the course of their education.

Summer training at KHL has given me a great learning experience. I prepared a training report

on the topic “Recruitment process” the staff of HR department helps me a lot to prepare this

report.

I have tried my best to prepare this report in the very short period of 6 weeks.
 ACKNOWLEDGEMENT

I would like to express my profound gratitude to all those who have been instrumental in the
preparation of this internship report. I wish to place on records, my deep gratitude for the support,
direction, and supervision in every aspect from, KHL pvt ltd, my faculty, and friends. I would like
to express my deep sense of thankfulness to my organizational supervisor of this Internship
Program, Mr. Rohan Kothari, Team Leader, Recruitment and Selection– HR, KHL pvt ltd. for his
enormous help and endless support throughout the training period. To get accustomed with the
nature of KHL was quite a challenge for me; without his guidance, it would not have been possible
for me to continue and then end up with a successful internship. I would also like to show my
utmost gratitude to all the officials of KHL pvt ltd; especially the teams that I have worked in and
all the other teams in the organisation. I would like to mention the name of Sara Mehra, Assistant
Manager – HR for helping me understand all the aspects of recruitment of KHL staffs which helped
me throughout this internship report; the information that I as an intern had no access to. Final and
most importantly, I would like to concede the guidance of Ms. Mahima Aanand Assistant
Professor, School of Management, The Northcap University, for her expert advice and help in
preparing this report.
 CERTIFICATE

I, Mr./Ms. Priyanka Yadav Roll No. 17Bcom16 certify that the Summer Internship Report
entitled “The study of Recruitment and Selection” is done by me and it is an authentic work carried
out by me at Kanav Healthcare Private Limited (Name of the firm or company). The matter
contained in this has not been submitted earlier as part of any other assignment or for the award of
any degree, diploma to the best of my knowledge and belief.

Signature of the Student

Name of the Student: Priyanka Yadav

Date: 2nd November 2019

Certified that the summer internship report entitled “The study of Recruitment and Selection” done
by Ms. Priyanka Yadav Roll No. 17 Bcom16 has been done under my guidance.

Signature of the Supervisor

Name of the Supervisor: Ms. Mahima Aanand

Designation: Assistant Professor

Date: 2nd November 2019

 CONTENT

Serial Sub- Particulars Page No.

No. parts
1. Executive Summary
2. Introduction
2.1 Introduction to Industry
2.2 Introduction to Company
2.3 Topic: Recruitment and Selection
3. Job Profile
4. Issues and challenges faced
5. Key learnings
6. Recommendations
7. Conclusion
8. Annexure
 EXECUTIVE SUMMARY

This report is prepared on the basis of my six weeks practical experience at Kanav Healthcare
private Limited. This internship program helped me to learn about the practical scenario of a
healthcare Company.Kanav Healthcare Private Limited is a dynamic and leading countrywide
healthcare service provider. It is another concern company of Kanav Healthcare group. Kanav
Healthcare Private limited (KHL) started in 2012 as a healthcare organization. In 2012 Kanav
Healthcare Private limited began its journey as a private limited company. This report has been
presented based on my observation and experience gathered from the company. The organization
has many divisions and departments, but the focus is given more on the HRM in the as I only got
the opportunity to work in this division. The report is based on Recruitment & Selection process
at Kanav Healthcare Private Limited. The purpose of this report is to understand how the
recruitment & selection process are being determined. After knowing the scenario of Kanav
Healthcare Private Limited in terms of their Recruitment & Selection Process a lot of
recommendation came up. The report also consists recommendations and conclusion, according
to my point of view, which I think would improve the environment of the organization if
implemented.

.
INTRODUCTION

2.1 Industry overview

The healthcare sector is the sector of the economy made up of the companies that specialize in
products and services related to health and medical care. The healthcare sector includes publicly
traded companies that power all the dimensions of the healthcare industry. Example of these
countries include, but are not limited to, biotechnology company, health insurance providers,
pharmaceuticals company and company that manages clinics and hospitals. Companies that
produce professional and home health products for example, blood pressure monitors, elastoplasts,
orthopaedic, devices and surgical supplies are also included in this sector. It comprises of providers
of diagnostic, preventive, remedial and therapeutic services such as doctors, nurses, hospitals and
other private, public and voluntary organizations. It also includes medical-equipments and
pharmaceuticals manufacturers, health insurance firms. The modern healthcare sector is divided
into various sub sectors, and depends upon interdisciplinary teams of trained professionals and
paraprofessionals to meet health needs of individual and population. The healthcare industry is
one of the world’s largest and fast-growing industries. Consuming over 10% GDP of most of the
developed nations, healthcare can form an enormous part of a country’s economy. The healthcare
industry is typically divided into several areas

The sector comprises healthcare and allied sectors that include:

 Medical care providers that includes physician specialist clinics, nursing homes, hospitals.
 Diagnostic service centers and pathology laboratories
 Medical equipment manufacturers.
 Contract research organizations and pharmaceutical manufacturers.
 Third party support service providers.
2.1.1 Healthcare Industry in India

Healthcare in India features a universal healthcare system runs by the constituent states and union
territories in India. The constitution charges every state with “rising of the level of nutrition and
the standard of living of its people and the improvement of public health as among its primary
duties.

The national health policy was endorsed by the Parliament of India in 1983 and updated in
2002.However, the government sector is understaffed and underfinanced; poor services at state-
run hospitals force many people to visit private medical practitioners, Government hospitals, some
of which are among the best hospitals in India, provide treatment at taxpayer expense. Most
essential drugs are offered free of charge in these hospitals. Government hospitals provide
treatment either free or at minimal charges. For example, an outpatient card at AIIMS (one of the
best hospitals in India) costs a onetime fee of rupees 10 (around 20 cents US) and thereafter
outpatient medical advice is free. In-hospital treatment costs depend on financial condition of the
patient and facilities utilized by him but are usually much less than the private sector. For instance,
a patient is waived treatment costs if he is below poverty line. Another patient may seek for an air-
conditioned room if he is willing to pay extra for it. The charges for basic in-hospital treatment
and investigations are much less compared to the private sector. The cost for these subsidies comes
from annual allocations from the central and state governments. Primary health care is provided
by city and district hospitals and rural Primary Health Centres (PHCs). These hospitals provide
treatment free of cost. Primary care is focused on Immunization, prevention of malnutrition,
pregnancy, child birth, postnatal care, and treatment of common illnesses. The Indian healthcare
market is one of the prominent contributors to the country’s Gross Domestic Product (GDP) having
attracted large number of players- domestic as well as International during the past few years.
According to a report, The Indian healthcare market is currently estimated at US$103 billion and
is expected to reach US$120 billion by 2015.
2.2 Company overview

Kanav healthcare limited was established in 1996. Integral to the objective of creating a world
class healthcare system is the need to educate and train high quality medical manpower in
institutions that provide a nurturing and enabling environment. In pursuit of this vision KHL has
very successfully achieved critical mass and is now widely recognize as healthcare institution of
excellence in the delivery arena so as to offer superior services to the community. Whilst
continuing to grow KHL is putting emphasis on setup of excellence institutions in medical and
healthcare education which would include doctors, nurses, technician, healthcare management
personnel. KHL puts the patient at the center of their endeavor in healthcare delivery. The
centricity of patients provides the stature to nurses, doctors and other manpower who works in

their institutions. It has emerged as the fastest growing healthcare organization. KHL has recently
launched a string of retail health stores. KHL group over the last 6 years has emerged as the best
healthcare delivering organization with impeccable quality credentials. Synonym to this has been
the patient centricity. In line with its commitment the group will continue to engage in
strengthening and expanding the healthcare delivery network, improve the quality of health
services and augment medical and healthcare education infrastructure for teaching and training of

quality health manpower.

2.2.1 Mission

“To make quality healthcare services widely available to the community at large.”

2.2.1 Vision

“To create a world class integrated healthcare delivery system in INDIA, entailing the finest
medical skills combined with compassionate patient care”
2.2.2 Product range

 Kanav hospitals
Kanav hospitals enterprise limited has over 1600 beds across 5 hospitals across the country.
The hospitals are multi-speciality tertiary care facilities with centers of medical disciplines
including cardiology, cardio-thoracic surgery, reproductive medicines, etc.

 Reach hospitals
Kanav hospitals is proud to present its latest visionary developments: kanav reach
hospitals: an endeavor to bring world class healthcare to smaller urban centers and rural
INDIA. A concrete effort towards building a healthier nation starting from the grass-roots.

 Kanav pharmacy
kanav pharmacy, a division of kanav hospitals limited is one of India’s branded pharmacy
across the country. Accredited with International Quality Certification. Kanav pharmacy
offers genuine medicines round the clock, through the network of 24hour pharmacy. It also
provides customer care at any time of the day.

 Nurse station
Nurse station is a unique initiative where an kanav nurse is stationed at pharmacies to assist
the minor treatment and health emergencies. The objective of this is to provide quick
treatment in the most convenient way. The service is especially meant for the elderly who
find it inconvenient to wait for long hours. It is also of great help for patients who find it
difficult to move out of their houses and travel large distances for their treatment.

 Health knowledge city

As healthcare requirements escalate, the demand for resources will only increase, new
initiatives and concerted efforts to increase the healthcare cover in India will mean that the
current resource pool will have to be augmented tremendously. Rising global demand will
only increase the strain on trained resources. It is planning its advanced knowledge city in
 Andhra Pradesh is designed to train 1000 learners at one time and will offer courses for
medical staff and nursing staff and college students, etc.

2.2.3 Organization structure

Source: www.investopedia.com

The organization structure of Kanav healthcare has 6 different heads which includes HR head,
head operation, medical director, head marketing, unit head finance, unit head nursing. The HR
team is handled by head unit HR, consultants and doctors by medical director and vice-versa. The
house-keeping, security, food and beverages, maintenance and front office is handled by head
operations.
2.2.4 About Department: HUMAN RESOURCE MANAGEMENT

Human resource management involves all management decisions and practices that directly affect
or influence the people, or human resources, who work for the organization. In modern years,
amplified concentration has been devoted to how organizations manage Human Resources. This
augmented focus comes from the comprehension that an organization’s employees facilitate an
organization to attain its goals and the management of these human resources is vital to an
organization’s success.

2.2.4.1 Functions of Human Resource Management

The functions of human resource management are:

1. Staffing

2. Training and Development

3. Motivation

4. Maintenance.

By doing all these functions Human resource management complete its job. Staffing in HRM
Activities in HRM concerned with seeking and hiring qualified employees is Staffing. A company
needs a well-defined reason for needing individuals who posses specific skills, knowledge and
abilities to specify the job. Employee referrals can produce the best applicants for two reasons.
First, current employees screen applicants before referring them. Second, current employees
believe that their reputations with the firm will be reflected in the candidates that they recommend.
Recruiting is the initial step of staffing. Recruiting is the process of locating, identifying, and
attracting capable employees. Many companies are finding new employees on the 11 World Wide
Web. The source that is used should reflect the local labor market, the type or level of position,
and the size of the organization. Now the second step of Staffing, that is Strategic HR planning.
For that a company plans strategically. They set goals and objectives, these goals and objectives
may lead to the structural changes in the company. Third step is Selection. This process is attracting
qualified applicators and discouraging the unqualified applicants. By this a company can get its
desired employees of requirement. It has dual focus, attempting thin out the large set of
applications that arrived during the recruiting phase and to select an applicant who will be
successful on the job. To achieve this goal, companies can use a variety of steps. The employees
who are able to do all the steps and ensure good performance they get the job. HRM must
communicate a variety of information to the applicants, such as the organization culture.

2.2.4.2 Departmental hierarchy

source: www.investopedia.com

The departmental hierarchy of the Kanav healthcare includes 3 level of heads i.e. Deputy General
Manager-HR, HR In-charge, Executive. The deputy general manager makes the decision regarding
the functioning of the HR department then further strategies regarding the implementation of those
decisions is made by the HR in-charge and he keeps an eye on the well-functioning of the
department. Then finally all the decisions will be executed by the executive team.
2.2.5 SWOT ANALYSIS OF THE COMPANY

1. Strengths

Strengths are defined as what each business does best in its gamut of operations which can give
it an upper hand over its competitor. Following are the strengths of Kanav Healthcare ltd.

 Focus on continuous improvement: the group looks at services across various speciality
areas in medicine and the healthcare provider focuses on continuous improvement in all
aspects of its services giving paramount importance to research and development.
 Well trained and qualified professionals: it has a very good system for recruitment and
selection and it takes all possible step to ensure that the doctors who work with them are
the best in their disciplines. Their support staff like nurses, pharmacist, lab staff and others
are also highly qualified. The hospital gives importance to training and offers regular
training sessions to its all employees.
 Patient care: it understands the Importance of patient care and right from the design of its
facility such as emergency, trauma care and even entry and exit to, doctors and support
staff and specialized and advanced services the need of the patient is considered and given
maximum attention. Patient are made comfortable at every instant and all staff is asked to
display high level of sensitivity.
 Quality accreditation: the hospital ensures that all its system and facilities are in tune with
industry benchmarks and state of the art. In order to ensure this, the hospital has taken
certifications like NABH & JCI. This ensures standardization in the delivery of services by
qualified professionals.
 A wide network of hospitals: the group has a wide network of hospitals across most
leading cities of India. The hospital chain also has plans to expand into tier2 and tier3 cities.

.
 2. Weaknesses

Weaknesses are used to refer to the areas where the business or the brand name needs
improvement. Some of the key weaknesses are:

 Expensive services: the hospital is perceived as one of the expensive hospitals in the
market and many customers feel that they charge much higher than the average market
price for many of their services.
 Increase in the number of beds: the latest strategy of Kanav healthcare is to exploit the
available space to the maximum extent possible and they are trying to increase the size of
beds without increasing the size of hospital. This may prove to be a disastrous move for
the company in the long run.

3. Opportunities

Opportunities refers to those avenues in the environment that surrounds the business on which it
can capitalize to increase its returns. Some of them are:

 Growing health concerns: with more and more information available on the internet,
people are highly conscious of their health today. They are also aware that after 40 they
need to keep track of the signal of the body. This is making people approach specialists for
even small ailments providing a plethora of opportunities for hospitals.
 Corporate tie ups: business houses and corporates are concerned today about the health
and well-being of their employees. This makes them enter into tie ups with hospitals for
regular health check-ups of their employees. This is an opportunity for healthcare service
providers to capitalize on.
 Medical tourism: India is popular globally not just for the quality of its healthcare but also
for the quality of professionals who provide them. The nurses of India are wanted globally
for the prowess. The healthcare facilities in India are also relatively cheaper. All this makes
India a prime target for medical tourism.
 4. Threats

Threats are those factors in the environment that which can be detrimental to the growth of the
business. Some of the threats are:

 Competition: Kanav healthcare faces a lot of competition from market players such as
Fortis hospital, Apollo hospital, Hinduja and Narayana healthcare, etc.
 Prohibitive healthcare cost: the cost of healthcare is growing and this means that people
may find it difficult to afford quality healthcare. However, healthcare professionals may
find it difficult to bring down the expenses and thus may suffer losses if they have to reduce
prices.
2.2.6 PEST ANALYSIS OF THE COMPANY

The pest analysis is a common tool for helping you articulate and structure this type of analysis.
It focuses on the external environment and can be a useful piece of analysis to Inform the areas
that you will need to highlight.

The PEST framework allows you to evaluate anticipate and plan for external factors that affect
your organization

PESTLE analysis groups these factors into:

 P- political
 E- economic
 S- social
 T- technological
 L- legal
 E- environmental

1. Political factors
The political factors play a huge role in not only investment decision by transnational
corporations but also by companies such as – kanav Hospitals. Political environment and
other factors not only impact the cost of doing business but also long-term sustainability.
Some of the political factors are – governance system, democracy & institutions, military
coup chances, probability of armed conflict, law and order in market etc.

 Role of Non-Government Organization, Civil Society & Protest Groups – The country has
a vibrant civil society community and Kanav Hospitals should build bridges with them and
seek out areas of co-operations. Civil society groups are influential not only in policy
making but also in building a society wide narrative.
 Size of Government Budgets – both Local Governments and National Government – The
government at both national level and local levels are running deficit budgets which is
boosting growth in the short term but may lead to increase in inflation over medium term.
The bond rating of national government is investment grade.
 Democracy & Other Democratic Institutions – According to Felix Oberholzer-Gee, Tarun
Khanna, Carin-Isabel Knoop the democratic institutions are needed to be strengthened
further so that business such as Kanav Hospitals can thrive in an open, transparent and
stable political environment. Strengthening of democratic institution will foster greater
transparency and reduce the level of corruption in the country.
 Threat of Terrorist Attacks – We believe in the world of post 9/11, corporations such as
Kanav Hospitals have to live with operating under the shadow of a terrorist attack. The
prudent policy should be to take insurance and other types of hedging instruments to
mitigate the losses occurring because of the terrorist attacks.
 Likelihood of Entering into an Armed Conflict – From the information in the Kanav
Hospitals--First-World Health Care at Emerging-Market Prices case study, I don’t think
there is a likelihood of country entering into an armed conflict with a neighbouring
country.
 Role Local Governments Play – Local governments are highly influential in the policy
making process and implementation as most of the policies and regulations are
implemented by the local government as enforcement agencies mostly report to local
government in their own states regarding various laws.
 Judiciary Independence – In the matter of commercial and business decisions, judiciary of
the country is independent to a large extent. Business do face problem when the conflict
is between public interest and proprietary technology similar to ruling in South Africa
where government & judiciary allowed generic AIDS drug irrespective of patents of global
companies.
 Transition of Government and Changes in Policy – There is consistency in policy making
from one government to another. Secondly governments from all parties adhere to the
treaties made by the previous governments.

2. Economic factors
Economic factors of a country and region have a direct impact on the potential
attractiveness of a given market. Some of the economic factors that Kanav Hospitals should
 evaluate both in the present market and one in which it wants to enter are – inflation rate,
GDP growth rate, disposable income level etc.

 Inflation Rate – The inflation rate can impact the demand of Kanav Hospitals products.
Higher inflation may require Kanav Hospitals to continuously increase prices in line of
inflation which could lead to lower levels brand loyalty and constant endeavors to manage
costs. Cost Based Pricing could be a bad strategy under such conditions.
 Foreign Exchange Rate – Number of companies have incurred losses in past few years
because of forex risk in – Venezuela, Brazil, and Argentina. Kanav Hospitals should be
careful about the history of forex risk before entering new market. Many US companies
have incurred losses in Mexico in regular forex crisis in that country.
 Demand Shifts from Goods Economy to Service Economy – The share of services in the
economy is constantly increasing compare to the share of manufacturing, goods, and
agriculture sector.
 Government Spending – As mentioned in the political factors, government of the country
is running deficit budgets. The implication for Kanav Hospitals is that it can boost sales
of its product in short run but also expose Kanav Hospitals to medium term forex and
currency depreciation risks.
 Consumer Disposable Income – The household income of the country has increased
constantly in the last decade and half, compare to the USA market where household
income is still below 2007 levels and not increased in real terms since early 1980’s. Kanv
Hospitals can leverage this trend to expand the market beyond its traditional customers by
employing a differentiated marketing campaign.
 GDP Trend & Rate of Economic Growth – The higher GDP growth rate signals growing
demand in the economy. Kanv Hospitals can leverage this trend by expanding its product
range and targeting new customers. One way to start is by closely mapping the changes in
– consumer buying behaviour and emerging value proposition.
 Inequality Index / Ranking on Gini Index – Gini Index and level of inequality are a great
barometer for harmony and development of a society. If there is huge income inequality
in the society then the likelihood of conflict and crime increases. It can lead to uncertainty
and suppression of consumption in both short term and long term.
3. Social factor
Social factors such as demography trends, power structure in the society, women
participation in workforce etc have immense impact over not only the country's economy
but also on workforce talent availability and level of consumer demand.

 Power Structure in Society –Kanav Hospitals should carefully analyse both - What is the
power structure in the society? How it impacts the demand in the economy. For example:
the power structure in US economy is slowly moving towards the older generation as that
generation has higher disposable income compare to the younger generation.
 Types of Immigration & Attitude towards Immigrants – Given the latest developments
such as Brexit and Immigrant detention on Southern border of United States. Attitude
towards immigration has come under sharp focus. Kanav Hospitals should have
capabilities to navigate under this hyper sensitive environment.
 Birth Rate – Birth rate is also a good indicator of future demand. USA has avoided the
European Union style stagnant economy on the back of slightly higher birth rate and higher
level of immigration.
 Attitude towards Health & Safety – The attitude towards health and safety is often
reflected in the quality of the products and cost structures of manufacturing processes.
Kanav Hospitals has stringent norms for health and safety norms so in emerging
economies it may have to compete with players who don’t have high cost structures that
of Kanav Hospitals.
 Education Level in Society – Education level of the society impacts both the quality of
jobs and level of income. High level of education often results in better jobs, higher income
and higher spending on complex and aspirational products.
 Societal Norms and Hierarchy – What sort of hierarchy and norms are acceptable in
society also influence the types and level of consumption in a society. In highly
hierarchical societies the power of decision making often reside at the top
 Nature of Social Contract between Government & Society – Before entering into a market
Kanav Hospitals needs to understand the nature of social contract between government
and society. For example: it has been extremely difficult for US companies to enter UK
 health market as UK health system is a nationalized system and everything goes through
contracts at national level.
 Gender Composition in Labour Market Kanav Hospitals can use gender composition of
labour market to understand the level of liberal nature of the society, women rights, and
women’s say in matter of societal issues and consumption decisions. The gender
composition of labour market is a good indicator of disposal income of household,
priorities of the households, and related needs.

4. Technological factors
Technology is fast disrupting business models across various industries. Some of the
technology trends that are impacting the macro environment are – developments in
artificial intelligence, use of machine learning and big data analytics to predict consumer
behaviour, growing importance of platforms over service providers etc.

 Intellectual Property Rights and Patents Protection – Before entering new market Kanav
Hospitals should focus on the environment for intellectual property rights.
 Cost of Production and Trends –Kanav Hospitals should assess - What are the cost of
production trends in the economy and level of automatization. We at EMBA Pro believe
that in near future the sector most disrupted by technological innovation is manufacturing
and production.
 Level of Acceptance of Technology in the Society –Kanav Hospitals has to figure out the
level of technology acceptance in the society before launching new products. Often
companies enter the arena without requisite infrastructure to support the technology-
oriented model.
 Acceptance of Mobile Payments and Fintech Services – One of the areas where US are
lacking behind China is Mobile Payments. Kanav Hospitals should assess what are
preferred choice of mobile payments in local economy and chose the business model based
on it.
 Empowerment of Supply Chain Partners –Kanav Hospitals should analyse areas where
technology can empower supply chain partners. This can help Kanav Hospitals to bring in
more transparency and make supply chain more flexible.
 Integration of Technology into Society & Business Processes – Uber failed in China
because it tried to enter before smartphone were widespread in China. Kanav Hospitals
should build a strategy that can integrate societal values, infrastructure, and Kanav
Hospitals business model.
 Mobile Phone & Internet Penetration –Kanav Hospitals should assess the level of internet
and mobile phone penetration in the country as it will it in building a requisite business
model based on local needs and realities.
 Transparency & Digital Drive –Kanav Hospitals can use digitalization of various
processes to overcome corruption in the local economy.

5. Environmental factors

Environmental factors are fast gaining traction not only among consumers but also among
regulators and policy makers. Climate change and changing ecosystem is leading to the
extinction of more than 20% of species on the planet by the turn of this century.

 Corporate Social Responsibilities Culture – Are Kanav Hospitals present CSR efforts
applicable in the new market or does it need to have new initiative to cater to the
prospective market.
 Level of Consumer Activism Regarding Environmental Concerns –Kanav Hospitals needs
to know the level of consumer activism regarding environmental concerns is. It will help
Kanav Hospitals in both developing environmentally friendly products and thwarting PR
stumble blocks.
 Paris Climate Agreement and Commitment of National Government under the agreement
what are the commitments of the country under the Paris Agreement and what is the
general level of consensus regarding Paris Climate Agreement in the country. For-
example Trump not standing by US commitments created an environment of uncertainty.
 Environmental Regulation Impacting Absolute Cost Advantage Dynamics in the Industry.
 Influence of Climate Change – How climate change will impact Kanav Hospitals business
model and supply chain. For-example if the supply chain is not flexible it can lead to
 bottlenecks if shipments from one part of the world are delayed because of sudden climate
shift.
 Waste Management – What is the policy of waste management in the prospective market
and how Kanav Hospitals can adhere to the waste management requirements in that
market.
 – What is the per capita carbon emission of the country and what is the overall level of
carbon emissions of the country. This will help in better predicting the environment policy
of the country.

6. Legal factors

Legal factors often govern – conditions to enter the market, laws to operate in the market,
and procedure to resolve any dispute with other stakeholders. If the legal system is not
strong then Kanav Hospitals can face numerous challenges – from consumer petitions to
shakedowns from authorities.

 Transparency in Judiciary System & Processes – Transparency is essential for fair and
consistent decision making. If the process is consistent and transparent then Kanav
Hospitals can plan ahead with greater conviction.
 Consumer Protection Laws –Kanav Hospitals needs to know what are the consumer laws,
what is the rate of enforcement, what is the attitude of authorities towards consumer
protection laws, and what is the role activist groups in enforcement of consumer protection
laws.
 Adherence to Common Law – Is the country following common law which is uniform for
all parties – whether domestic or international. If there is arbitrariness in the judicial
process then Kanav Hospitals can’t be sure of the judgments.
 Intellectual Property Rights Protection –Kanav Hospitals should assess the level of
protection that intellectual property rights get under the legal system of the country.
 Independence of Judiciary and Relative Influence of Government – The judiciary
independence often reflect both strength and credibility of the institutions in the country.
 Laws regarding Monopoly and Restrictive Trade Practices – As a new player Kanav
Hospitals shouldn’t be worried about the monopoly and restrictive trade practices law.
 Employment Laws – What are the employment laws in the country and are they consistent
with the business model of Kanav Hospitals. For-example Uber employment system is not
consistent with French laws and it is facing challenges in the country.
2.3 RECRUITMENT AND SELECTION

Recruitment and selection are an important function in HRM designed to maximize employee

strength in order to meet the employer’s strategic goals and objective. In short, this the process of

sourcing, screening, shortlisting and selecting the right candidate for filling the required vacant

positions.

Recruitment is the process of attracting the most suitable candidate for the position. Selection is

the process of choosing the right candidate for the position. This module describes a series of

well tested steps to help you identify the right person, to ensure he or she will fit well your

business and to meet the various legal obligation of the employer.

2.3.1Background of the study

There is no doubt that the world of work is rapidly changing. As part of an organization then,

HRM must be equipped to deal with the effect of the changing world of work. For them this

means understanding the implication of the globalization, technology changes, workforce

diversity, decentralized workforce sites and employee involvement are the issues to confront.

Now it is a big challenge for the HRM to support the organization by providing the best

personnel for the suitable position in the shortest possible time. Start with recognizing the

vacancies and planning for them is a great task. Moreover, selecting attracting the suitable

candidates and selecting a best person in time is a challenge.

The overall aim of the recruitment and selections process is to obtain the right number and quality
of employees required to satisfy the human resources need of the organisation.
The four stages of recruitment and selection are:

1. Defining requirements: preparing job descriptions and specification, deciding terms and
conditions of employment,

2. Attracting candidates: reviewing and evaluating alternative sources for applicants, inside and
outside the organisation, advertising, possibly using agencies and consultants.

3. Selecting candidates: sifting applications, interviewing, testing, assessing candidates,

employment, taking references, employment contract

4. Induction: Induction to the work and the colleagues, to the organisation and its main objectives,
to terms of employment.

Each of the stages will be described more in detail below.

1. Defining requirements

Defining the requirements is based on what the job description says about the content of the
job and what the job specification says about the requirements in order to compile the content
of an internal announcement or and external advertisement regarding the specific recruitment.
It is important to check that the job description is up-to-date and accurately expresses the
present requirements. Defining the requirements also includes decisions about

► Are the tasks permanent or non-permanent?

► Is the job permanent or non-permanent?
► Which legal form of employment shall be applied?

2. Attracting candidates
There is often some form of internal announcement within the public administration before
external advertisements may be used. Furthermore, there might be provisions that make
advertisement in certain ways compulsory. The content of an internal announcement shall basically
have the same content as an external advertisement.
3. Advertising

The main purpose of a job advertisement is to attract all candidates that are suitable for the job and
only those. Therefore, the advertisement shall stimulate the suitable candidates to apply for the job
and at the same time tell persons that are not suitable that they would be unsuccessful. The
advertisement shall make it possible for the readers to asses if they are suitable for the specific job
or not. Comprehensive and accurate description of the job and its requirement will make this
possible.

Check the advertisement against the following check-list

1. The work organisation - its main occupation and location

2. The job - its title, main duties, location

3. Qualifications and experience- personal requirements, special

professional qualification, experience, aptitudes etc.

4. Rewards and opportunities - basic salary and other emoluments, other

benefits, opportunities for personal development, if any

5.Training that may be given

6.Conditions - any special factors and circumstances affecting the job

7.Applications - forms of application, closing date etc

8. The design and the content must be attractive. Advertisement is a way to

market the organisation.

9. Do not overburden with unnecessary information and use a nonbureaucratic

Language

10. Make it possible to seek additional information by contacting the

organisation.

4. Selecting candidate

Selecting people aims at finding a person who can meet the requirements described in the job
description and job specification. It is difficult to get the right people into the organisation but even
harder to get the wrong people out from the organisation, especially in public service organisations.
Mistakes in selecting candidates can have very serious consequences for the effectiveness of the
organisation. Three basic questions are vital for a successful recruitment

1.Can the candidate do the job - is he/she competent?

2. Will the candidate do the job - is he/she motivated?
3. How will the candidate fit into the organisation?

In order to provide answers to these questions, the selection process must not be
mechanical.
There might be formal legal provisions as well as policies about how the selection process should
be carried out and organised. The process must comply with such provisions and policies.

Sources of information about candidates

The selection of candidates is generally based on information about the candidates from
► Documents provided by candidates
► Interviews
► Selection tests
► Previous employers

For the public administration, there might be provisions of law or regulations stating that only
applications that have arrived before the closing date may be taken into consideration. When all
the applications have been received by the due date, the next task is to select those applicants who
appear to be the most suitable for the job. This task will be based on the published requirements
for the job and involves a critical study of the information provided by applicants, a comparison
of this information with job requirements and, finally a decision whether to accept or reject on this
stage. It is normally useful to carry out a preliminary sift to place the applicants in three categories

1. suitable,
2. not suitable and
3. possible.

Those responsible for processing applications need to be aware throughout, that they (1) have a
responsibility to their employer to be as careful and thorough as possible in selecting the most
suitable candidate and that they (2) have a responsibility to the applicants themselves to examine
their applications conscientiously and fairly. The selection task is important and difficult in general
terms and in the following, a few of the requirements for a successful selection are listed.

· Awareness of the essential nature of the task and its inherent problems.

Clear and comprehensive definitions of the criteria for effective Performance. Thorough training /
briefing for selectors to make them aware of the inherent problems and to develop necessary skills
for effective practice, for example training in interviewing skills.
A follow up system to check how well the predictions made in the selection process have turned
out in practice.
5.The selection interview

Selection interviews are carried out as one of the defined steps of the recruitment process. This
means that it is made clear in advance whether interviews shall be used or not, how many
candidates that should be interviewed and how the interview shall be organised. An interview can
be described as a conversation with a purpose. It is a conversation because candidates should be
induced to talk freely with their interviewers about themselves, their experience and their careers.
But the conversation has to be planned, directed and controlled to achieve the main purpose of the
interview, which is to make an accurate prediction of the candidate’s coming performance in the
job for which he or she is being considered. It is also important to use considered yardsticks or list
of questions when interviewing many for the same job, to compare the findings from the
interviews. The selection interview is also a valuable opportunity for an exchange of information,
which will enable both parties to make a decision. To offer or not to offer a job, to accept or not to
accept the offer.

Interviews

► A single one-to-one interview

► A series of one-to-one interviews at the end of which interviewers compare

views and discuss final conclusions.

► A board or panel interview with a group of interviewers

► A combination of one-to-one and board interviews

Whatever method is selected, it is important that the interviewee is at ease and that the method
ensures that all positive as well as negative factors are fully exposed. The requirements for the job
are always the basic checklist for the interview.
Selection tests

Selection tests are used to provide more valid and reliable evidence of levels of intelligence,
personality, characteristics, abilities, aptitudes and attainments than can be obtained from an
interview.

Psychological test

A psychological test can be defined as a carefully chosen, systematic and standardised procedure
for evolving a sample of responses from candidates, which can be used to assess one or more of
their psychological characteristics with those of a representative sample of an appropriate
population.

Intelligence tests

Intelligence tests measure general intelligence.

Personality tests

Personality tests assess the personality in order to make prediction about their likely behaviour in
a role

Ability tests

Ability tests measure job-related characteristics such as number, verbal, perceptual or mechanical
ability

Aptitude tests

Aptitude tests are job-specific test that are designed to predict the potential an individual has to
perform within a job
Attainment tests

Attainment tests measure abilities or skills that have already been acquired by training or
experience, ex typing test. The above serves as a general guidance and explanation of various tests.
Specialists must be used for each type or approach. Tests usually provide important and
complementary information about applicants, and, if applied, should be used within the overall
framework of methods and information required in the specific case linked to the specific
requirements of each job. A wide and general use of tests to ensure that only suitable candidates
will be admitted is normally not worth the cost and the time involved. Tests should be used only
for candidates that by other means are considered suitable. The meaningfulness of test should also
be considered in relation to the type of job (for example low level routine jobs) and the type of
employment (for example temporary employments).

6.Taking references

The purpose of the reference from previous employers is to obtain information about a candidate
and opinions about his or her personality and how he or she will fit for the new job. The factual
information is essential. It is important to confirm the nature of the previous job and other facts,
for example time of employment, how the candidate performed, his/her strong and weak side etc.
It is normal to take references from 2-3 previous employers. Telephone references is a good way
to get information The great advantage of a telephone conversation is that people are more likely
to give an honest opinion orally than if they have to commit themselves in writing. Written
references are another good way, while personal references may have less value. In some culture
it is regarded as unfair to collect information about a candidate in this way. Be cautious of attempts
by previous and present employers to give good references in order to get rid of the person.
2.3.2 OBJECTIVE OF THE STUDY
The recruitment procedure is just one of the most basic value included Human Resources
Procedures. The employment is particularly crucial for managers in the organization. The
managers make use of the employment process intensively, as well as contentment with Human
Resources is mostly concerning the fulfilment with the recruitment process.

The employment procedure is sensitive to the exterior and inner changes, and also it could be made
use of as the most effective indication for the future HR fads. By careful evaluation of Human
Resources Employment Actions, the Human Resources Administration group could predict the
trends in the work market simply.

Key Employment Refine Goals

The recruitment procedure is made to staff the organization with the brand-new staff members,
and also it utilizes several recruitment sources to draw in the best talent in the specified quality
and within a defined time.

The objective behind the study is to know overall about the KHL and to understand and critically
analyze the recruitment procedure followed at KHL.

 To understand the process of recruitment

 To know the sources of recruitment
 To critically analyze the functioning of recruitment procedures
 To identify the probable areas of improvement to make recruitment procedure more
effective

Thus, main purpose behind this project is to get a more practical approach towards Recruitment
process and getting a hand on experience of the same.
3. JOB PROFILE

I was working there as an intern so I don’t have to handle any core responsibilities. I only look
after the supporting work such as ID card activation, written exam coordination, calling interviews
for selected participants, coordinate interviews, coordinate and help new employees to complete
joining procedures, taking written exam and the main work was to updating the files of existing
employees and create files for new employees.

The work undertaken by me as an intern at KHL are as follows:

 ID card activation: to activate ID card, it is necessary to take relevant information from

information like name, designation, signature, division, picture, etc. and then complete
forms sends to the particular department.

 Update old files: before all employee’s files based on paper, which creates lot of problem
to maintain because it needs lot of space, paper, cabinet to keep them, spend time to search
and main problem was it has risk to lost. So now, we convert it from paper based to
computer based.

 Create new files: at a time more than 1 people can join in an organization and all of them
have different files which are created by us. Lots of documents we have to accumulate with
new files like joining forms, disclosure forms, declaration forms, gratuity form, conflict of
interest, medical reports, appointment letter, etc.

 Written exam coordination: coordinate written exam in exam period like guard the
candidate in the time of exam and solve the issues regarding the exam, if any.

 Schedule interviews: schedule interviews with the candidates according to the time span
available to the management and informing the candidates and interviewer about the
interview details.
 Screening resumes: screening or reviewing the application forms according to the job
specification and selecting the forms which matches the specification and rejecting the
others.

 Manage telephone calls: managing the telephonic interview and providing details on call
regarding the interview such as interview date and timings to the candidates.

 Address employee queries: manage and address the queries of employees and present
them to the relative heads and provide solutions to it. Major queries were related to the
policies and rules of the organisation.

 Post and update the advertisements: remove, update the advertisements on the job
boards and social networks and post new vacancies to the board.

 Reviewing the policy: as new employees were not aware of the rules and policies of the
company so providing the digital copy or hard copies to them.

 Update internal database: updating our database with the information of new employees
such as their contact details, employment forms, etc.

 Data gathering: gathering data such as employee’s working hour, leaves and bank
accounts, etc and sort them into a file format for decision related to their payroll.

 Coordinates events: coordinated events like workshops, seminars and meetings related to
HR and provide assistance in their smooth going and schedule timings and dates
accordingly.

 Excel and presentations: prepare list of all the data related to new employees and old
employees and sort them into different files and prepare excel sheets respectively.
4. ISSUES AND CHALLENGES FACED

 Unnoticed Work
 Uncooperative mentor
 Allotment of trivial work
 Recruiting fairly was the main challenge faced during internship as there were various
perspective needs to be undertaken which made it difficult.
 Using data driven recruitment- companies can use recruitment data and metrics to
constantly improve their recruitment process and make more informed decisions. But
collecting and processing data can be a hassle. This make it hard to track data and trends
accurately.
 Hiring fast- hiring teams wants to hire as far as possible because vacant positions cost
money and delays operation. The hiring process may be too long or hiring team might
struggle to reach a consensus, resulting in the best candidate finding jobs elsewhere
5. KEY LEARNINGS

 Regarding getting permission from the company- as one of my friend told that Kanav
hospitals they are permission for internship so I visited the hospital and met the asst. HR
then they said to get permission from the hospital.
 About working in the organisation- I had a memorable experience from joining the
internship programme at Kanav hospital. In addition to daily work I had great opportunity
of meeting different people working over there.
In these 6 weeks I have established a good relation with the employees in the organisation
through the programme. I broadened my views and improved my communication skills.
Besides, I found that having flexible mind and attitude which is very important in the
business world.
 About cooperation extended by management and employees- the management and
employees were very cooperative. They provided each and every detail required by me for
the project. The trainees in each of the departments helped me in with getting the required
information and also explain me the working of each of the departments in detail and they
also helped me to know how the theoretical concepts that I have learnt in my academics
was useful in the implementing them in the practical situation of the organization.
 About what I learnt in their internship training- it helped me to know the overall functioning
of the HR department in the organisation. How the employees are motivated and trained in
the organisation towards achieving their goals set by the organisation.
It helps me to understand the coordination between the different levels of the organisation
and also helped me to know the leadership skills and also to be as an initiator during the
different situation. It gave me a practical exposure to the various functional areas of which
I only had a theoretical knowledge so far.
 About my plan for future- this helped me gain self-confidence and improve my skills,
through this I would be able to implement my skill and knowledge in the organisation
where I would be given a chance to be an employee of the organisation and I build in
confidence where I can do my best to the organisation which I am a part of. Now if a job
is offered to me at Kanav hospitals or by any other organisation then I would be able oto
handle it and I will take up the offer as an opportunity to me.
6. RECOMMENDATIONS

As the customer input is high the organisation needs to increase its internal capacity. The
Staff shortage is one of the critical issues therefore the organisation should maintain its staff
level by providing various welfare schemes. The organisation should provide some attractive
schemes to their regular customers in order to maintain the customer loyalty. The organisation
should make the sitting arrangements in canteen, still requires more chairs to sit for customers.
7. CONCLUSION

Kanav hospital is known for rendering the best quality service in health sector. It is known as one
of the best healthcare-industry in India. The quality in service indicates the growth and standard
of the organisation.

The organisation’s management is expected to keep vigil to ensure that the quality in treatment is
maintained at appropriate levels and customers are satisfied at the every foot step of the
organisation.

Further it is highlighted that the organisation has to be responsible to the changing technical,
economic and financial scenario. However certain regions need measures to a greater extent to
increase profitability.

From the above discussion it can conclude such a way that since human resource management is
a continuously practicing issue so it plays a significant role on organizations overall performance.
If an organization wants to gain full benefit from human resource management it should follow all
the sections of HRM. As a small AMC few persons are recruited for its operations and
performances. But it will expand soon or later and then the number of HR employee may not be
enough to run the company. Committed and trustworthy employees are the most significant factors
to becoming an employer of choice, it is no surprise that companies and organizations face
significant challenges in developing energized and engaged workforces. However, there is
abundance of research to demonstrate that increased employee commitment and trust in leadership
can positively impact the company’s bottom line. In fact, the true potential of an organization can
only be realized when the productivity level of all individuals and teams are fully aligned,
committed and energized to successfully accomplish the goals of the organization. Thus, the
objective of every company should be to improve the desire of employees to stay in the relationship
they have with the company.
8. ANNEXURES

Excellence literally meaning unparalleled superiority, is the quintessence of Kanav hospitals. This
is reflected in many areas- be it infrastructure, technology or service or in the caliber and brilliance
of our medical fraternity.

Kanav hospitals rated as one of the best private hospital in India.

Kanav children hospital ranked as the best private paediatric hospital in India.

Billion hearts beating (BHB) campaign is a proud runner up in the corporate social responsibility
practice category, at the 5th Indy’s Awards 2017.
9. BIBLIOGRAPHY

Reference books:

K.S. ASWATHAPPA (1996) Human Resource Management, Himalaya Publishers, 5th edition

PHILIP KOTLER (2006) Human Resource Management 12th edition

SHASHI K GUPTA (2008) Human Resource Management, Kalyani Publishers Second Revised
Edition

Organisation document

1. Kanav journals – 2014

2. Free medical journal – 2014

Websites

http://www.kanavhealthcare.com

http://en.wikipedia.org/wiki/kanavhealthcare

www.investopedia.com