A PROJECT REPORT ON

“RECRUITMENT AND SELECTION PROCESS”

IN MACLEODS PHARMACUTICAL PVT.LTD

Submitted by
NAMRATA TAMANG
(19MC201034)

Under the supervision and guidance of

(Mrs. Munmun Goshwani)
School of Management & Commerce

Submitted to the
School of Management &
Commerce SRM University of
Sikkim
5th mile, Tadong
Gangtok,Sikkim - 737102
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 DECLARATION

I Namrata Tamang hereby,declare that the project report entitled “RECRUITMENT AND
SELECTION PROCESS” submitted to SRM School of Management & Commerce in partial
fulfillment of the original research work done under the supervision and guidanance of
Mrs.Munmun Goshwani, School of Management & Commerce, SRM University,Sikkim and that
it has not formed the basis for the award of any degree/ associateship/ fellowship of other
similar title to any candidate of any university.

Date:

Place:

Signature of the candidate

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 ACKNOWLEDGEMENT

As far as the project “RECRUITMENT AND SELECTION PROCESS” is concerned, initally I

would like to express my deepest thanks to my project guide Mrs.Munmun from School of
Management & Commerce for completing my project, whose help stimulating
suggestion,encouragement,writing this report and giving me an excellent and valuable guidance
during the completion of project.

I also thankful to Macleods Pharmatucial Ltd. Fot their guidance and constant supervision as
well as for providing necessary information regarding the project & also for their support in
completing the project.

My thanks and appreciation also goes to my friends and other faculties of University in
developing the project and people who willingly helped me out with their abilities.

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 ABSTRACT
Better recruitment and selection strategies result in improved organizational outcomes.
Recruitment and Selection has been prepared to put a light on Recruitment and Selection
process. The main objective is to identify general practices that organizations use to recruit and
select employees and, to determine how the recruitment and selection practices affect
organizational outcomes

Effective recruitment, selection and retention are critical organization success. They enable
companies to have performing employees who are satisfied with their jobs, thus contributing
positively to the organization.

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 TABLE OF CONTENTS

CHAPTER PARTICULARS PAGE NO.

COVER PAGE 1
DECLARATION 2
BONAFIDE 3
CERTIFICATE
ACKNOWLEDGEMENT 4
ABSTRACT 5
EXECUTIVE SUMMARY 9

I. INTRODUCTION
1.1 INTRODUCTION 11-12
1.2 INDUSTRY PROFILE 13
1.3 COMPANY PROFILE 15
1.4 PRODUCT PROFILE 16
1.5 OBJECTIVE OF THE 17
STUDY
1.6 NEED OF THE STUDY 18
1.7 SCOPE OF THE 19
STUDY
1.8 LIMITATIONS OF THE 21
STUDY
1.9 REVIEW OF 22-24
LITERATURE

II. RESEARCH
METHEDOLOGY
2.1 INTRODUCTION 26
2.2 RESEARCH DESIGN 27
2.3 DATA COLLECTION 28

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 2.4 STATISTICAL DATA 29

III. DATA COLLECTION

3.1 DATA ANALYSIS 31-40

IV. FINDINGS,
SUGGESTIONS,
RECOMMENDATION
4.1 FINDINGS 41
4.2 SUGGESTIONS 42
4.3 RECOMMENDATIONS 43

V. CONCLUSION 44
BIBLIOGRAPHY 45
APPENDIX 46-47

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8
 EXECUTIVE SUMMARY

The assignment is prepared to explain the process of Recruitment & Selection Which involves
identifying and attracting the potential candidates from within and outside the organization and
evaluating them for future employment. Today’s tight labour in the market is making it more
difficult for organizations to find, recruit, and select talented people. The competition for talent is
intensifying, as there is a huge talent in the market. This makes it more important for the
organizations to effectively select and retain quality candidates. Better recruitment and selection
strategies result in improved organizational outcomes. The more effectively organizations recruit
and select candidates, the more likely they are to hire and retain satisfied employees. The study is
based on the process of Recruitment & Selection of the candidates on the basis of which they
will be utilizing their skills for the growth and functions of the organization.

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10
INTRODUCTION

Recruitment and Selection is an important operation in HRM, designed to maximize employee

strength in order to meet the employer's strategic goals and objectives. In short, Recruitment and
Selection is the process of sourcing, screening, short listing and selecting the right candidates for
the filling the required vacant positions

Recruitment and Selection is the process of sourcing, screening, short listing and selecting the
right candidates for the filling the required vacant positions.

The Scope of Recruitment and Selection

The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations −

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  Dealing with the excess or shortage of resources
 Preparing the Recruitment policy for different categories of employees
 Analyzing the recruitment policies, processes, and procedures of the organization
 Identifying the areas, where there could be a scope of improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of resources

Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is
a very important task for any organization.

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INDUSTRY PROFILE

Macleods Pharmaceuticals Ltd.

Macleods Pharmaceuticals LTD is a Non-govt company, incorporated on 05 Jun, 1989. It's a

public unlisted company and is classified as'company limited by shares'.

Company's authorized capital stands at Rs 2500.0 lakhs and has 79.84272% paid-up capital
which is Rs 1996.07 lakhs. Macleods Pharmaceuticals LTD last annual general meet (AGM)
happened on 29 Sep, 2017. The company last updated its financials on 31 Mar, 2017 as per
Ministryof Corporate Affairs (MCA).

Macleods Pharmaceuticals LTD is majorly in Manufacturing (Metals & Chemicals, and products
thereof) business from last 33 years and currently, company operations are active. Current board
members & directors are BANWARILAL MURLIDHAR BAWRI, GIRDHARILAL
MURLIDHAR BAWRI, RAJENDRA MURLIDHAR AGARWAL, VINAYAK VASUDEV
SHIRODKAR, RUCHI RAJENDRA AGARWAL, ASHOK ANANT MAHASHUR, MIHIR
BIPIN SHAH and SUVARNA DADABHAU GHOLAP.

Macleods Pharmaceuticals LTD Details

CIN U24239MH1989PLC052049
Date of Incorporation 05 Jun, 1989
Status Active
Company Category Company limited by Shares
Company Sub-category Non-govt company
Company Class Public
Business Activity Manufacturing (Metals & Chemicals, and products thereof)
Authorized Capital 2500.0 lakhs
Paid-up Capital 1996.07 lakhs
Paid-up Capital % 79.84272

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Registrar Office City Mumbai
Registered State Maharashtra
Registration Number 52049
Registration Date 05 Jun, 1989
Listing Status Unlisted
AGM last held on 29 Sep, 2017
Balance Sheet last updated on 31 Mar, 2017

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COMPANY PROFILE

Macleods Pharmaceuticals Ltd operates as a global pharmaceutical company. The Company

develops, manufactures, and markets wide range of pharmaceutical products across several
major therapeutic areas including anti-infectives, cardiovascular, anti-diabetic, dermatology, and
hormone treatment. Macleods Pharmaceuticals serves customers worldwide.

It offers dispersible, bi-layered, coated, uncoated, and enteric coated tables; hard and soft gelatin
capsules; dry powder injections and syrups; and granules and liquid orals. The company provide
products in various therapeutic groups, such as anti-infective, cardiovascular, CNS, respiratory
inhalation etc.

Macleods Pharmaceuticals Ltd is an unlisted public company incorporated on 05 June, 1989. It is

classified as a public limited company and is located in Mumbai, Maharashtra. It's authorized
share capital is INR 65.00 cr and the total paid-up capital is INR 59.88 cr.

Macleods Pharmaceuticals Ltd's operating revenues range is Over INR 500 cr for the financial
year ending on 31 March, 2021. It's EBITDA has increased by 26.50 % over the previous year.
At the same time, it's book networth has increased by 27.20 %. Other performance and
liquidity.

Description: The company manufactures pharmaceutical products for various therapeutic

diseases

Products & Services: dispersible, bi-layered, coated, uncoated, and enteric coated tablets; hard
and soft gelatin capsules.

Category: Manufacturer.

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PRODUCT PROFILE

PRODUCT STRENGTH MOLECULE THERAPY FORM

NAME AREA

AB 100MG ACEBROPHYLLINE RESPIRATORY CAPSULE

PHYLLINE S

ACTIZO 40MG+240M ARTEMETHER+LUMEF ANTIMALARIA TABLETS

DT G ANTRINE L

ABZORB 100MG CLOTRIMAZOLEDUSTIN TOPICAL DUSTING

DUSTING G POWDER ANTIFUNGAL POWDER
POWDER

ACUCAL 200MG VITAMIN D3 VITAMINS TABLETS

ADMENTA 10MG MEMANTINE NEUROLOGY TABLETS

-10 HYDROCHLORIDE PSYCIATRY

AIZOLAM 0.5MG ALPRAZOLAMUSP NEUROLOGY TABLETS

PSYCIATRY

ANCIZEM- 120MG DILTIAZEMHCLUSP CARDIOLOGY CAPSULE

CD S

ARPELIFE 125MG+80M APREPTITANT ANITEMETIC CAPSULE

CAPSULES G S

AZTOR 5MG ATROVASTATIN CARDIOLOGY TABLETS

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OBJECTIVES OF THE STUDY
1. To make a study on the most preferably used recruiter source in the
companies. (internal\external) whether it is the case of junior, middle or senior
level.
2. To understand the recruitment strategies followed by the companies.
3. To identinfy the types of interviews conducted by the companies.
4. To understand the steps of recruitment procedure followed by the companies.

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NEEDS OF THE STUDY

An effective recruitment and selection policy not only fulfills the requirements of a job but
also ensures that an organization will continue to maintain its commitment to providing equal
opportunity to employees. Adherence to such a policy will let you hire the best possible
candidates for your organization

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SCOPE OF THE STUDY

 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees
 Analyzing the recruitment policies, processes, and procedures of the organization
 Identifying the areas, where there could be a scope of improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of the candidates.

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20
LIMITATION OF THE STUDY
1. Process consumes a lot of time

Recruitment is a lengthy process, and the recruitment agency might take a lot of time to find the
correct candidates. A recruitment team isn’t helpful when you want a candidate to fill a vacant
position immediately.

2. Communication gap

The only way to communicate with the recruitment team is via emails or telephones. There can
be times where the team doesn’t properly understand what the company wants and finds a wrong
candidate.

On the other hand, the company’s HR department is always there, so they can proactively search
according to the company’s need. They understand the business model in a better way as well.

3. Not practical for temporary hires

Hiring a recruitment team for finding candidates for project work isn’t ideal since the person is
only going to work for a limited time. So, you will only have to bear the load of finding
employees on a temporary basis.

In such circumstances, the cost of operation goes higher than the benefits the company gets on
by making the hire.

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LITERATURE REVIEW

An appropriate literature review provide available literature. The general purpose of reviewing
the related study is to develop a through understanding and insight into the work already done
and areas left untouched. These studies also enable to search out many more related problems as
suggestions for the future research. It is presumed that the survey of such studies will make the
present investigation more direct and up to the point. So, the different studies investigation most
of the aspect on the subject published in the form of books, articles have been studied. The
important among these have been briefly reviewed as follows.

 Work by Korsten (2003)

According to korsten, Human Resource Management theories emphasize on techniques of
recruitment and selection and outline the benefits of interviews, assessment and psychometric
examinations as employee selection process. They further stated that recruitment process may be
internal or external or may also be conducted online. Typically, this process is based on the
levels of recruitment policies, job postings and details, advertising, job application and
interviewing process, assessment, decision making, formal selection and training (Korsten 2003)

Successful recruitment techniques involve an incisive analysis of the job, the labour market
scenario/ conditions and interviews, and psychometric tests in order to find out the potentialities
of job seekers. Furthermore, small and medium sized enterprises lay their hands on interviews
and assessment with main concern related to job analysis, emotional intelligence in
inexperienced job seekers, and corporate social responsibility

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 Work by Alan Price (2007)

Price (2007), in his work Human Resource Management in a Business Context, formally
defines recruitment and selection as the process of retrieving and attracting able applications
for the purpose of employment. He states that the process of recruitment is not a simple
selection process, while it needs management decision making and broad planning in order to
appoint the most appropriate manpower. There existing competition among business
enterprises for recruiting the most potential workers in on the pathway towards creating
innovations, with management decision making and employers attempting to hire only the
best applicants who would be the best fit for the corporate culture and ethics specific to the
company (Price 2007). This would reflect the fact that the management would particularly
shortlist able candidates who are well equipped with the requirements of the position they are
applying for, including team work. Since possessing qualities of being a team player would
be essential in any management position (Price 2007).

 Work by Hiltrop (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizational strategies as well as organizational performance. He conducted his
research on HR manager and company officials of 319 companies in Europe regarding HR
practices and policies of their respective companies and discovered that employment
security, training and development programs, recruitment and selection, teamwork, employee
participation, and lastly, personnel planning are the most essential practices (Hiltrop 1999).
As a matter of fact, the primary role of HR is to develop, control, manage, incite, and achieve
the commitment of the employees. The findings of Hiltrop’s (1996) work also showed that
selectively hiring has a positive impact on organizational performance, and in turn provides a
substantial practical insight for executives and officials involved. Furthermore, staffing and
selection remains to be an area of substantial interest. With recruitment and selection
techniques for efficient hiring decisions, high performing companies are most likely to spend
more time in giving training particularly on communication and team-work skills (Hiltrop
1999). Moreover the finding that there is a positive connection existing between firm
performances and training is coherent with the human capital standpoint. Hence, Hiltrop

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 (1996) suggests the managers need to develop HR practices that are more focused on training
in order to achieve competitive benefits.

 Work by Silzer et al (2010):

Work of Silzer et al. (2010) was largely concerned with Talent management, and through their
work they were successful in resolving issues like whether or not talent is something one can be
born with or is it something that can be acquired through development. According to Silzer et al
(2010), that was a core challenge in designing talent systems, facing the organization and among
the senior management. The only solution to resolve the concern of attaining efficient talent
management was by adopting fully-executable recruitment techniques. Regardless of a well-
drawn practical plan on recruitment and selection as well as involvement of highly qualified
management team, companies following recruitment processes may face significant obstacles in
implementation. As such, theories of HRM can give insights in the most effective approaches to
recruitment even though companies will have to employ their in house management skills for
applying generic theories across particular organizational contexts. Word conducted by Silzer et
al (2010) described that the primary objective of successful talent strategies is to create both a
case as well as a blueprint for developing the talent strategies within a dynamic and highly
intensive economy wherein acquisition, deployment and preservation of human capital-talent
that matter,, shapes the competitive advantages and success of many companies (Silzer et al.
2010)

 Work by Taher et al. (2000):

Taher et al. (2000) carried out a study to critique the value-added and non-value activities in a
recruitment and selection process. The strategic manpower planning of a company, training and
development programme, performance appraisal, reward system and industrial relations, was
also appropriately outlined in the study. This study was based on the fact that efficient HR
planning is an essence of organization success, which flows naturally into employee recruitment
and selection (Taher et al. 2000). Therefore, demand rather than supply must be the prime focus
of the recruitment and selection process and a greater emphasis must be put on planning,
supervising and control rather than mediation.

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25
RESEARCH METHEDOLOGY
Research may be very broadly defined as systematic gathering of data and information
and its analysis for advancement of knowledge in any subject. Research attempts to find
answer intellectual and practical questions through application of systematic methods.
Webster’s Collegiate Dictionary defines research as "studious inquiry or examination;
esp: investigation or experimentation aimed at the discovery and interpretation of facts,
revision of accepted theories or laws in the light of new facts, or practical application of
such new or revised theories or laws". Some people consider research as a movement, a
movement from the known to the unknown. It is actually a voyage of discovery. We all
possess the vital instinct of inquisitiveness for, when the unknown confronts us, we
wonder and our inquisitiveness makes us probe and attain full and fuller understanding of
the unknown. This inquisitiveness is the mother of all knowledge and the method, which
man employs for obtaining the knowledge of whatever the unknown, can be termed as
research.
Research is, thus, an original contribution to the existing stock of knowledge making for
its advancement. It is the pursuit of truth with the help of study, observation, comparison
and experiment. In short, the search for knowledge through objective and systematic
method of finding solution to a problem is research. The systematic approach concerning
generalization and the formulation of a theory is also research.

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RESEARCH DESIGN

 Method used for this study is random sampling method.

 The study is based on primary data.
 The questionnaire was designed and given to 10 employees.
 Survey sample of 10 employees.
 The questionnaire was designed to access information about recruitment and selection
process from an employees within organization.

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DATA COLLECTION

Data collection is the process of gathering and measuring information on variables of

interest, in an established systematic fashion that enables one to answer stated research
questions, test hypotheses, and evaluate outcomes.
 Primary source of data, the questionnaire was designed and collected through
personal interview.
 Secondary source of data, the data and reviews collected from the website of the
company.

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SATISTICAL TOOLS

The statistical tool that has been used in that project is the data collected through
questionnaire and the interpretation through MS Excel by making pie charts.

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30
DATA ANALYSIS / INTERPRETATION

 Since how many years have you been working with this organization?

 INTERPRETATION

From the above chart we can interpret that between 0-5 years 40% of an employees have
been working, between 5-10years 20% of an employee have been working, between 10-
15years only 10% of an employee working and rest the 30% of an employee have been
working from more than 15 years.

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 Is the organization doing timeless recruitment and selection process?

 INTERPRETATION

From the above chart we can interpret that 80% of an employee says yes in doing
timeless recruitment and selection process whereas, 20% of an employee not.

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  Does HR provides an adequate pool of quality applicants?

 INTERPRETATION

from the above chart we can interpret that 70% of an employees believe that HR provides
an adequate pool of quality applicant.

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  Rate the effectiveness of the interviewing process and other selection
instruments such as testing?

 INTERPRETATION

From the above chart we can interpret that only 0% of the employees has rate the
effectiveness of the interviewing process and other selection instruments such as testing,
and 20% of the employees respectively. The majority of 80% of an employees has rated
excellent for the effectiveness of the interviewing process.

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  Does HR train hiring employees to marks the best hiring decisions?

 INTERPRETATION

From the above chart we can interpret that the entire employees agrees that the HR htrain
hiring employees to mark the best hiring decision.

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  How would you rate the HR department performance in recruitment and
selection?

 INTERPRETATION

From the above chart we can interpret that only 10% of the employees rate the
HR department performance in recruitment and selection.

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  Does the HR department is efficient in selection policy of the employee?

 INTERPRETATION

From the above chart we can interpret that the all employees satisfied in the efficient in
the selection policy of the employee.

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  Does organization clearly define the position object, requirement and
candidate specific in the recruitment process?

 INTERPRETATION

From the above chart we can interpret that all the employees in the company agrees that
the organization clearly defines its objects and requirement for processing the recruitment
and selection process.

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  How well are the organization affirmative action needs clarified and
supported in the selection process?

 INTERPRETATION

From the above chart we can interpret that the 40% of the employees thinks that the
company is not provided an affirmative action in order to support in the selection process.
And 40% and 30% of an employees thinks its excellent.

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  What kind of interviews is done here in order to recruit and select candidate.

 INTERPRETATION
From the above chart we can interpret that all kind is interview conducted in order to
select the best candidate for the organization.

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 4 . FINDINGS, SUGGESTIONS,RECOMMENDATION

FINDINGS

 The majority of people in macleoads have been working from more than 15
years.
 Candidates are getting job through their qualification .
 The company take various kind of interview in order to select candidates for their
organization such as, personal interviews, group discussion etc.
 The company also provide work from home facilities.
 The employees has been provided various benefits such as, job training,
free transport, health insurance, soft skills, cafeteria ,child care,
international relocation.

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SUGGESTIONS

 The company should provide, more facilities to their employees.

 Majority of the employees are satisfied with the selection and recruitment process.
 The company also provided the soft skills and job training to there employees, which
is mendatory within organization.

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RECOMMENDATION

 Experienced as well as those from diverse background may be considered, to avail the
innovation and enthusiasm of new candidates.

 Candidate may be asked to demonstrate their skills and knowledge through some kind of
mock drills, especially for critical roles.

 Selection process should be less time consuming.

 The interview should not be boring, monotonous and ready-made answers.

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 CONCLUSION

As I have come to the end of my study I had the following experiences while conducting this
study.

 It was a very enlightening experience for me as I got to learn new things through this
study.

 Various visit to the companies and ample interaction with the employees has broaden my
horizon and taught me as how the HR how the recruitment and selection processes made.

An effective recruitment and selection process reduces turnover, The recruitment and selection
process is the time we not only identify a candidate who has the experience and aptitude to do
the job that the organization are looking to fill, but also to find someone who shares and
endorses company’s core values. The candidate will need to fit in well within the company’s
culture. The selection and recruitment process should provide our company with an employee
who adapts and works well with others in company’s business.

The project study entitled “recruitment and selection process” has been carried out with special
reference to Macleods Pharmaceutical pvt.ltd. the sample questionnaire was distributed to the
employees indicate the positive result. However, the maximum employees are satisfied with the
recruitment and selection process.

As satisfied and motivated employees helps organization to higher level of inputs.

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BIBLIOGRAPHY

 indeed.com

 ambitious.com

 www.Macleods Pharmaceuticals Ltd.com

 Wikipedia.org

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 APPENDIX

QUESTIONNAIRE

 Since how many years have you been working with this organization?

a) 0-5 years

b) 5-10 years

c) 10-15 years

d) More than 15 years

 Is the organization doing timeliness recruitment and selection process?

a) Yes

b) No

 Does HR provides an adequate pool of quality applicants?

a) Yes

b) No

 Rate the effectiveness of the interviewing process and other selection instrument such as
testing?

a) Poor

b) Adequate

c) Excellent

 Does the HR train hiring employees to make the best hiring decisions?

a) Yes

b) No

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 How would you rate the HR department performance in recruitment and selection?

a) Poor

b) Adequate

c) Excellent

 Does the HR department is efficient in selection policy of the employee?

a) Yes

b) No

 Does organization clearly define the position object, requirement and candidate
specification in the recruitment process?

a) Yes

b) No

 How well are the organization action needs clarified and supported in the selection
process?

a) Poor

b) Adequate

c) Excellent

 What kind of interview is done here in order to recruit and select the best candidate?

a) Personal interview

b) Group discussion

c) Online

d) All of the above

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