CONTENTS

Pg.No

1. CHAPTER-I 1-10

INTRODUCTION
NEED FOR THE STUDY
OBJECTIVES OF THE STUDY
METHODOLOGY
LIMITATIONS OF THE STUDY

2. CHAPTER-II 11-27

INDUSTRY PROFILE
COMPANY PROFILE

3. CHAPTER-III 28-52

THEORETICAL FRAMEWORK OF THE STUDY

4. CHAPTER-IV 53-68

DATA ANALYSIS & INTERPRETATION OF THE STUDY

4. CHAPTER-V 69-88

SUMMARY
FINDINGS
SUGGESTION
CONCLUSION
BIBLIOGRAPHY
ANNEXURE

1
 CHAPTER-1
 INTRODUCTION OF THE STUDY
 NEED FOR STUDY
 OBJECTIVES OF STUDY
 METHODOLOGY
 LIMITATIONS OF THE STUDY

2
 INTRODUCTION
Recruitment refers to the process of finding possible candidates for a job or function,
undertaken by recruiters. An employment agency or a member of staff at the business or
organization looking for recruits may undertake it. Advertising is commonly part of
recruiting process, and can occur through several means: through newspapers, using
newspapers dedicated to job advertisement, through professional publication, using
advertisements placed in windows, through a job center, through campus interviews, etc...
Once the required number and kind of human resources are determined, the
management has to find the places where required human resources are/will be available and
also find the means of attracting them towards the organization before selecting suitable
candidates for job. All this process is generally known as recruitment. Some people use the
term recruitment for employment. These two are not one and the same. Recruitment is only
one of the steps in the entire employment process. Some these two terms are not one and the
same either.
Technically speaking the function of recruitment precedes the selection
function and it includes only finding, developing the sources of prospective employees and
attracting them to apply for jobs in an organization, whereas the selection is the process of
finding out the most suitable candidate to the job out of the candidates attracted. Formal
definition of recruitment would give a clear cut about the function of recruitment.
The increasing competition in sourcing right talent and lack of potential
database of candidates paved the way of raise in the consultancy industry. Consultancies
serve organizations by providing suitable human resources at right time from their employee
database. Continuously changing technology demands resource with different skill sets and
thus the recruitment and selection process of consultancies keep in tune with the changing
needs of the industry.
Another reason for the organization to concentrate on the consultancies is to get
more time to focus in the core functions of the human resources in the organization.
Consultancies take behavior and attitude of the personal that influences the successful
performance and success of the organization. Consultancies conduct behavioral interviews
for picking up the resources with right attitude and by conducting various tests. Hence, there
is an increasing relevance of recruiting consultancies in the staffing activities of the
organizations. Thus, the important is ever growing and their contribution to the industry is
praise worthy.

3
Selection:

The aim of selection is to find a person who accepts the position and who gives
satisfactory service and performance in the long term. The system approach starts from the
position of well defined job and clearly analyzes person’s specifications.
Selection is not just a question of interviewing, although it is most popular device in
use. Selection is very much a process of deselecting. That is gradually eliminating candidates
until finally one is left on the list for a vacancy.
Some methods are more reliable than other but, to large extent. Selection is about
trying to minimize risk and maximizing certainty of making of the right decision.

In today’s highly complex and competitive situation, choice of right personnel has
far-reaching implication for an organization for an organization’s functioning. Employees
well selected and well placed would not only contribute to the efficient running of the
organization but also offer significant potential for future replacement. Hence, building and
manufacturing an effective human organization becomes the most important management
function.
The significance of selection is highlighted in many ways. Recruitment is concerned
with both engaging the required number of people, and measuring their quality. It is not only
a matter of satisfying a company’s needs, but also is an activity, which influences the shape
of the company’s future. In another way, selection is a process that not only helps to select
and fill a vacancy physically, mentally, and temperamentally but also helps to develop an
employee into a desirable employee. Selection process searches persons with potential who
would grow in the organization.
The organizational practices in selection in India very considerably. The process of
selection begins with the understanding and definition of the job to be performed by those
involved in selection. These are then converted into job specifications (qualifications), which
are made public.
Job opportunities would be published in such a way that they enable the
organization to draw upon prospective candidates from a wide cross-selection of the society.
Selection has no meaning if the applicants available for a vacancy are of the same kind in
terms of through techniques that are objectives reliable and valid ensure better choice of
employees.

4
 The selection consists of three stages-Recruitment, Screening and selection. The
first stage in selection is to make the vacancies known to a large number of people and the
opportunities that the organization offers. In response to this knowledge, potential applicants
would write to the organization. The process of attracting people to apply is called
recruitment. Flippo defines recruitment “as a process of searching for a prospective
employees and stimulating them to apply for a jobs”. In common language both
recruitment and selection are often used interchangeably but in technically, these two terms
are different. Recruitment is a process of attracting people while selection is a process of
choosing a few among those who have been attracted. Selection process begins after
recruitment process is ended.
There are many tools for recruitment process such as Employment Agencies,
Advertisements, Campus Recruitment, Deputation, word of mouth, Professional association,
Casual applications and Raiding.
In the overall process of Selection, Screening comes after the recruitment is
completed. Screening is a process of reducing the number of applicants to a few who have
better chances of selection than those screened out. Screening is generally done on two
counts-eligibility and suitability. There are many tools for the screening process such as
Preliminary Application, Tests of de-selection, screening interview.

Selection is choosing a few from those who applied. Selection can be defined as the
“the process of which the organization chooses from a list of screened applicants, the persons
or persons who best meet the selection criteria for the position available”. The main objective
of selection is to acquire such personnel who are most likely to meet the organization’s
standards of performance.

5
 NEED FOR THE STUDY

 To get an idea about the Recruitment and Selection Procedure held by VIJAYASRI
ORGANICS LTD.

 Recruitment and selection has been regarded as the most important function of
personnel administration, because unless the right people are hired, even the best plans
of the organizations and control system would not do much good to the organization.

 This study helps to know how the company recruits people with requisite skills such as
qualification, experience etc.
 In this study we learn what the best source to recruit the people and how to reduce the
cost of the recruitment.

 TO learn how to prepare the job description and to prepare the organization recruitment
policies.
 Identify distinct philosophies of recruiting and understand implications of each on
employee hiring.

6
 OBJECTIVES OF THE STUDY

 To study the Recruitment and selection in VIJAYASRI ORGANICS LTD.

 To Appraise proposed policies and practices of VIJAYASRI ORGANICS LTD.

 To understand the theoretical background on Recruitment and selection

 To analyze collected data and interpreting the data

 To suggest changes in recruitment and selection procedure wherever necessary and

know the drawbacks in Recruitment and selection system into the organization

7
 METHODOLOGY OF THE STUDY

Research Types

The Research conducted was descriptive in nature. The data were collected through a
field survey using questionnaires.

The research tools used in descriptive research are survey methods of all kinds, including
comparative and correlation methods.

Data Sources

Primary Data Sources

Primary data can be collected in market by three basis methods:
 Experimental method.
 Observation method.
 Survey method.

Secondary Data Sources

Secondary data was collected through the document provided by the HR department
such as policy decisions, reports regarding suggestion schemes etc. Books from various
authors of HRD, magazines, journals and annual reports of the company, feedback reports,
files of training department, brochures and company personal manuals etc.

Sample Size

A sample is a selection of units from the entire group called the population. Generally, a
sample must be optimum size; it should not be too large too small. Normally, the size should
be larger enough to give a confidence interval of desired width and as such the size of the
sample must be optimum. Here, the sample size chosen is ‘120’ for which the survey was
conducted.

8
 LIMITATIONS OF THE STUDY

The study was restricted to the employees of VIJAYASRI ORGANICS LTD. The result
cannot be generalized to employees of other organization.

 The information from the lower level employees could not able to collect since they were
busy.

 Some of the respondents were hesitated to give the necessary Information about my study,
because of the fear of the management.

 Some of the respondents were not interested to express their views freely; this may lead to
biased information.

 The process followed in other branches of the same company was not able to cover because
of its location in different regions.

 Those data which are collected from the questionnaire may not be 100% right data.

9
CHAPTER-II
INDUSTRY PROFILE

AND

COMPANY PROFILE

INDUSTRY PROFILE

10
Pharmaceutical is a knowledge-based, technology-intensive industry that is uniquely
placed to develop and commercialize the outcomes of India’s long term investment in
medical research.
The Indian pharmaceuticals industry comprises bio-medical research,
biotechnology firms, originator and generic medicines companies and service related
segments including wholesaling and distribution. The industry employed over 40,000
people (one third in manufacturing) in 2007-08 and turned over approximately $22 billion
in 2009-10. It spent $1.02 billion on research and development in 2008-09 and exported
$4.12 billion in the 2009-10 financial year. There are over 150 separate firms listed as
suppliers to the Pharmaceuticals Benefits Scheme (PBS).
The Indian market for pharmaceuticals is small in the context of global demand.
While the PBS allows for universal access to prescription products, the size of the
population means that sales are small.
India's population represents around 0.3 per cent of the world yet consumes
around one per cent of total global pharmaceuticals sales. Thus in 2009 India was the
12th largest pharmaceuticals market by sales, while being ranked 55th on population.
The expenditure on the PBS by Government has more than doubled over the last
ten years, from $3.2 billion in 1999-2000 to $8.3 billion (excluding patient contributions)
in 2009-10.
In 2009-10, the largest firm by PBS sales was Pfizer. Its sales represent 14.4 per
cent of the value of total sales made to the PBS. The top 10 suppliers by sales contributed
more than 67 per cent of the value of total sales made to the PBS. Alphapharm is the
largest firm by number of prescriptions on the PBS (accounting for 14.3 per cent of all
prescriptions dispensed under the PBS). The top 10 firms by the number of prescriptions
account for a total of just over 70 per cent of total prescriptions written. These data
suggest that the Indian market is serviced by a variety of suppliers which is consistent
with the global industry structure.

In the global context India is the fourth largest manufacturer of Pharmaceuticals

industry accounts of 8%,by volume, of global production .But in value terms its shares

11
only l.5 l of the world total. Indian Pharmaceutical industry provides direct employment
to more than5 ,00,000 people .But the sector is quite fragmented There are2 70 large r &d
driven Companies exclusive of MNCs and the entities in private and public sector. here
are also 5600( approx)s smaller incensed emetics manufacturers.

Indian pharmaceutical industry is likely to expand to $37 Billion by 2012-13 from

the level of $17 Billion in 2007-08.T his growth will essentially e driven by exports
performance. During next 5 years, export arc likely to post compounded average growth
of 2l%. During the same period domestic market groom is estimated at a modest l2%.
Further, an estimated $137 Balliol worth of drugs scheduled to go off patent the U.S and
Europe over next couple of years, the generic market is likely to expand to $ 91 Billion
by 2012-13 vis-à-vis $ 55 Billion in 2008-09. This will provide the industry a basket of
opportunity. The year2009-10 instead estimated growth of 15.6%. The current year i.e.
2011-12 likely to posts similar growth but with better profitability growth in exports in
2010-11.
.
Given the track record flow cost manufacturing, high quality research and
manufacturing facilities, India has got most US. F.D.A approved units outside the
U.S.A, skilled personnel, availability of technical expertise of high order and finally
IPR laws of the country. Pharmaceutical industry s quite poised or healthy and
sustainable growth in next 3 to 5 years. in the recent act the generics layers world over are
showing evenness collaborated with Indian manufacturers or meeting the global demand
due to the positive factors being

Attributed the Indian Parma’s actor se explained above. This is validated by threat
ups Announced by GSK, Pfizer and Merck with Dr Reddy’s laboratories limited,
Aurobindo Pham Limited and Orchid Chemicals and Pharmaceuticals limited
respectively. This Should in turn open the flood gate so opportunities for smaller
companies with appropriate facilities in place. This is also being perceived as the lead for
relatively smaller players like the Pharmacy Zeal Germany L. nodal limited overland or
regard U.K. Rhoda i U.K ecru.$ hose The Indian Pharmaceutical Industry today is in the
front rank of India’s science-based industries with wide ranging capabilities in the

12
complex field of drug manufacture and technology. It ranks very high in the third world,
in terms of technology, quality and range of medicines manufactured. From simple
headache pills to sophisticated antibiotics and complex cardiac compounds, almost every
type of medicine is now made indigenously.

Playing a key role in promoting and sustaining development in the vital field of
medicines, Indian pharma Industry boasts of quality producers and many units approved
by regulatory authorities in USA and UK. International companies associated with this
sector have stimulated, assisted and spearheaded this dynamic development in the past 53
years and helped to put India on the pharmaceutical map of the world.

Vijayasri is a synonym for commitment. Vijayasri a name which exemplifies firm effort,
skill and triumph. A pretty young company that is making its presence felt and making
brisk progress.Vijayasri very strongly believes in "Success lies in Innovation" and it has
passion to challenge every activity of yesterday.Vijayasri Research and Development
Centre is located at Unit –II, Hyderabad, with 5000 Sq ft. built-up area with state-of-the
art equipment and strongly strengthened by "Kilo-Lab" and a dedicated Analytical Lab.
R & D facility housed with highly skilled 25 process Chemists, 10 Analytical Chemists
and 5 Kilo-Lab Process Engineers making one of the advanced facilities in the
Pharmaceutically industry involved in the manufacturing of Active Pharmaceutical
Ingredients and Key Intermediates.Vijayasri is one of its kinds of the very few companies
which has close association with Indian pharmaceutical majors as their trusted supplier of
a wide range of highest quality products and services and has been able to carve a niche
in the pharmaceutical industry.

Vijayasri has come a long way since its inception in the year 1996 to be recognized as a
strong player in the field of pharmaceuticals with more than 650 employees and over 100
highly motivated skilled Chemists. Vijayasri manufactures a wide range of products at its
CGMP compliant facilities as a result of its combined strength in Research, Manufacture
and Marketing."Kilo-Lab" is used for Optimization of novel process, managed by
Chemical Engineers & Process Chemists jointly. "Kilo-Lab" is equipped with 10 Reactors
combination of all glass set-up, glass lined, SS 316 & SS304 Capacity ranging from 50

13
Liters to 1000 Liters and it has the capability of carrying various reactions that include
Pressure Reactions, Dry Reactions, High Temperature Reactions & Cryogenic Reactions.

Investments made in manufacturing have been in terms of putting up high-end Vijayasri

accords the highest emphasis to quality. Significant portion of the technologies that
ensure the highest levels of process compliance and product quality. Advanced, state-of-
the-art equipment has been used wherever required to ensure the highest technological
and quality standards. Vijayasri products pass through different quality checks, from the
inward entry of raw material dispatch of finished products.

The importance of having a strong quality based system has been recognized by the
organization due to which every individual in each department understand responsibilities
defined and follow them with utmost care avoiding any confusion thus delivering the best
Vijayasri accords the highest emphasis to quality. Significant portion of the investments
made in manufacturing have been in terms of putting up high-end technologies that
ensure the highest levels of process compliance and product quality. Advanced, state-of-
the-art equipment has been used wherever required to ensure the highest technological
and quality standards.vijayasri products pass through different quality checks, from the
inward entry of raw material to the dispatch of finished products.

The importance of having a strong quality based system has been recognized by the
organization due to which every individual in each department understand responsibilities
defined and follow them with utmost care avoiding any confusion thus delivering the best
results. A sturdy team spread across all our manufacturing locations and monitors quality
round the clock.

Indian industry developments have gained worldwide recognition. They include:

 CSL's development of a Swine Flu (N1H1) vaccine
 Developments in discovering the Gardasil vaccine for Human Papilloma Virus
through a partnership between Merck Sharp and Dohme and CSL

 Indian biotechnology company Cytopia's $274 million deal with Novartis to

develop orally active, small molecule therapeutics targeting JAK3 kinase for the

14
 prevention of transplant rejection and the treatment of multiple indications in
autoimmune diseases such as rheumatoid arthritis
 The development by Biota Holdings of the flu drug Relenza.
 Acrux's US$335 million deal (plus royalties) with Eli Lilly to market Acrux's US
FDA approved Axiron®.

The Department encourages the development of an internationally competitive

pharmaceuticals industry with policies which enhance the operating environment for the
industry by:

 Providing policy advice to the Minister for Innovation, Industry, Science and
Research (Innovation) on developments in the global pharmaceuticals industry and
how they might impact on the Indian operating environment
 Providing Secretariat support to the joint industry and Ministerial Pharmaceutical
Industry Working Group
 Assisting in implementing the recommendations of the Pharmaceuticals Industry
Strategy Group, in relation to increasing pharmaceuticals R&D, clinical trials and
manufacturing in India
 Contributing to the Pharmaceutical Benefits Pricing Authority’s (PBPA) work on
the pricing of pharmaceuticals for the PBS
 Working with key industry stakeholders including the Pharmaceuticals Industry
Council.

Global Context
The pharmaceuticals industry spans a spectrum of activity from the technology
intensive R&D segment associated with innovative drugs through to the production of
generic and over-the-counter medicines. The industry is dominated by horizontally and
vertically integrated multinational entities and is more research intensive than most other
industries.
Worldwide industry sales are projected to grow strongly at 7.5 per cent per annum
over the next five years. Espicom Business Intelligence estimate that the annual sales of

15
pharmaceuticals will reach US$852 billion in 2009 and project it will reach US$1,158.5
billion in 2014. The markets driving this change will be:
 Central/Eastern Europe, with 9.7 per cent growth per annum
 The Americas, with 7.3 per cent growth per annum
 Middle East and Africa, with 8.6 per cent growth per annum
 Asia/Pacific, with 4.9 per cent growth per annum
 Western Europe, with 6.8 per cent growth per annum.

These data show that the global market for drugs is large and growing, that
pharmaceuticals industry sales are concentrated in developed countries, that half of all
sales are made by the top 10 global companies, but that there is still a reasonable degree
of international competition at an industry level.
Industry R&D activity
Developing a new drug is expensive. Current estimates of the full cost of bringing
a new chemical or biological entity to market are around US$1.3 billion. Longer
development and approval times, larger and more complex clinical trials, increased
expenditures on new technologies, and shifts in product portfolios towards riskier, more
expensive therapeutic categories have contributed to a real increase in the development
costs.

Pharmaceuticals R&D expenditure is rising. Over the past two decades, the
percentage of sales allocated to R&D has increased from 11.9 per cent in 1980 to an
estimated 18 per cent in 2006 (for American owned firms). The number of products in
development and the number of firms doing R&D are both rising; however R&D
productivity continues to fall.
The industry spent $1.02 billion on R&D in India in 2008-2009. With 0.3 per cent
of the world’s population, India produces three per cent of global medical research and
has a proud history of seven Nobel laureates in medicine:
 Howard Florey (1945: development of penicillin)
 Frank Macfarlane Burnet (1960: research on organ transplantation)
 John Eccles (1963: research on the transmission of nerve impulses)
 Peter Doherty (1996: discoveries concerning the specificity of the cell mediated
immune defense)
16
  Barry Marshall and J. Robin Warren (2005: discovery of the bacterium
Helicobacter pylori and its role in gastritis and peptic ulcer disease).
 Elizabeth Blackburn (2009: research on telomeres, structures at the end of
chromosomes that protect the chromosome).

A feature of the Indian innovation system is the relatively high proportion of

government expenditure on R&D. In the health and medical area, this funding is allocated
through a variety of R&D providers and there is considerable interaction between these
entities. The bulk of the funding is provided through:
 The National Health and Medical Research Council (NHMRC)
 Specialized research institutes, e.g. Baker, Garvan, Queensland Institute of
Medical Research
 Universities
 The Commonwealth Scientific and Industrial Research Organization (CSIRO)
 Hospitals
 Cooperative Research Centres (CRCs).

COMPANY PROFILE

17
 Vijayasri is a synonym for commitment. Vijayasri a name which exemplifies
firm effort, skill and triumph. A pretty young company that is making its presence felt
and making brisk progress.

Vijayasri very strongly believes in "Success lies in Innovation" and it has passion
to challenge every activity of yesterday.

Vijayasri Research and Development centre is located at Unit –II, Hyderabad,

with 5000 Sq ft. built-up area with state-of-the art equipment and strongly strengthened
by "Kilo-Lab" and a dedicated Analytical Lab.

R & D facility housed with highly skilled 25 process Chemists, 10 Analytical

Chemists and 5 Kilo-Lab Process Engineers making one of the advanced facilities in the
Pharmaceutically industry involved in the manufacturing of Active Pharmaceutical
Ingredients and Key Intermediates.Vijayasri is one of its kinds of the very few companies
which has close association with Indian pharmaceutical majors as their trusted supplier of
a wide range of highest quality products and services and has been able to carve a niche
in the pharmaceutical industry.

Vijayasri has come a long way since its inception in the year 1996 to be
recognized as a strong player in the field of pharmaceuticals with more than 650
employees and over 100 highly motivated skilled Chemists. Vijayasri manufactures a
wide range of products at its CGMP compliant facilities as a result of its combined
strength in Research, Manufacture and Marketing.

"Kilo-Lab" is used for Optimization of novel process, managed by Chemical

Engineers & Process Chemists jointly. "Kilo-Lab" is equipped with 10 Reactors
combination of all glass set-up, glass lined, SS 316 & SS304 Capacity ranging from 50
Liters to 1000 Liters and it has the capability of carrying various reactions that include
Pressure Reactions, Dry Reactions, High Temperature Reactions & Cryogenic Reactions.
Investments made in manufacturing have been in terms of putting up high-end
Vijayasri accords the highest emphasis to quality. Significant portion of the technologies
that ensure the highest levels of process compliance and product quality. Advanced, state-

18
of-the-art equipment has been used wherever required to ensure the highest technological
and quality standards. Vijayasri products pass through different quality checks, from the
inward entry of raw material dispatch of finished products.

The importance of having a strong quality based system has been recognized by
the organization due to which every individual in each department understand
responsibilities defined and follow them with utmost care avoiding any confusion thus
delivering the best

Vijayasri accords the highest emphasis to quality. Significant portion of the

investments made in manufacturing have been in terms of putting up high-end
technologies that ensure the highest levels of process compliance and product quality.
advanced, state-of-the-art equipment has been used wherever required to ensure the
highest technological and quality standards.vijayasri products pass through different
quality checks, from the inward entry of raw material to the dispatch of finished products.

The importance of having a strong quality based system has been recognized by
the organization due to which every individual in each department understand
responsibilities defined and follow them with utmost care avoiding any confusion thus
delivering the best results. A sturdy team spread across all our manufacturing locations
and monitors quality round the clock. Vijayasri with its commitment towards total quality
concept has been established the ISO 9001:2000 Quality Management System and is
certified from illustrious Certification body

Vijayasri Organics Limited has four manufacturing facilities. The main state-of-
the art facility is located at Jawaharlal Nehru Parma City (JNPC), Port City
Vishakhapatnam and supported by three manufacturing facilities located at Hyderabad.

JNPC is a unique concept in API manufacturing location, which is spread over

2000 acres and developed jointly by Govt. of Andhra Pradesh and Ramey Environmental
Engineers. The JNPC has excellent infrastructure (Logistic Hub, Chemical Feed Stock)
and excellent environment for pharmaceutical manufacturing facilities.

19
 VOL invested about $12 million in API manufacturing facility at JNPC,
Vishakhapatnam and $12 million in its three intermediate manufacturing facilities. VOL
facility is build as per CGMP and US FDA standards.

VOL will have four production blocks with clean room facility for the
manufacture of drug substances. One production block has already started production and
second production block is under commissioning of equipments while the third block will
be completed by mid 2008.

All four manufacturing facilities of Vijayasri (Unit 1 located at Vishakhapatnam ,

Unit 2 located at IDA Bollaram, Unit 3 & 4 are located in IDA Jeedimetla area) have We
at “Vijayasri” provide utmost service in terms of supplying highest quality products &
services to all its Business Partners.

We are committed for continual improvement in terms of product quality &

services and we constantly work for reaching customer satisfaction in all aspects. We
stand for quality of our customer's products in which we involved. We are a growing
company with years of innovation committed to research and development with a proven
track record and we seek to encourage talented and enthusiastic professionals to join us in
our important journey. For applying to the current openings with us, we welcome those
interested to send in their updated resume to

Vijayasri Organics Limited considers issues of Safety, Health and Environment at

the work place as high priority. They are integral parts of our business objectives and we
shall strive to operate to provide highest level of protection to all personnel and the
environment

Vijayasri Organics Limited is a vibrant place to work and regards its Human
Resources as its most valuable asset. At Vijayasri, we offer an environment that supports
quality work, career growth and that nourishes initiative, while welcoming diversity in
backgrounds

Vijayasri shall accomplish this by:-

20
  Using and maintaining the infrastructure which are safe and do not pose any health
risk to
 all the personnel.
 Continuous improvement of processes and through new objectives and action plan
to
 prevent the accidents and minimize adverse environmental impact.
 Undertaking active process development work and establishing a high level of
safety
 through risk analysis, emergency preparedness and long term technological
planning.
 Regular technical communication and training the employees for necessary
expertise.
 •Economical usage of natural resource:

Vijayasri is a synonym for commitment. Vijayasri a name which exemplifies firm

effort, skill and triumph. A pretty young company that is making its presence felt and
making brisk progress involved in the manufacturing of active pharmaceutical ingredients
and key intermediates. Vijayasri is one of its kinds of the very few companies which has
close association with Indian pharmaceutical majors as their trusted supplier of a wide
range of highest quality products and services and has been able to carve a niche in the
pharmaceutical industry.

Vijayasri has come a long way since its inception in the year 1996 to be
recognized as a strong player in the field of pharmaceuticals with more than 650
employees and over 100 highly motivated skilled chemists. Vijayasri manufactures a
wide range of products at itsc compliant facilities as a result of its combined strength in
research, manufacture.

21
PERFORMANCE DURING 2O11-2012:

As you are all aware hat the economic secessionist pleading through but the world
and the effect on this score. Though minimal, affected the sales and profitability of the
industry and
also the Company. Directors have took measures to tide over the recession period with a
determination to achieve higher goals in production and sales during the course of the
current financial year.

Director’s inform that the company in spite of adverse bettors thieved a gross
turnover of Rs.243.97 crores as on 31.3.2012 as against the estimated sales of Rs.184.42
crores thereby crossed the projected figures and the positive results on this accounts is
due to the support given by our principal customers.

The sharp all in profits below the expected target is attributed mainly due to
the steep increase in the cost oft he in-put materials. Added to this, utilization of the
capacity offered by the second block of the factory was increased by undertaking the
production of new products, of or the stabilization of which some time has been lapsed.
This resulted in the loss of production during the initial stages of venturing the
production of new products.. The profit margins have been declined on account of
competition in the market. The aforesaid factors mainly contributed for the decline in the
net profit after taxes. The Company's performance in profit has and of matched the
growth top line. Because of cost pressure of raw materials especially produced by China
at the time of Olympics. The Directories peat perceptible growth in profitably during
2011-l2 along with health increase in turn over.

ESTIMATE FOR THE CURRENT FINANCIAL YEAR 2O11-12

The targeted turn over is estimated Rs. 350 cores. The marketability of our
product’s is good and encouraging. Renowned companies like Aurobindo Pharmacy,
Ranba-xy Laboratories besides our existing valued customer like Dr.Reddy's
Laboratories and Matrix Laboratories will be sourcing tom our Company. Another
esteemed customer in USA (Lonza) with whom we had a business to the tune of Rs. 20
cores during last year ,is expected to source additional product valued at Rs. 30 corset

22
his year by introducing new products viz., TRITIL-IRBISARTON which are likely to be
added this year. To cater to the requirements of RANBAXY the Company will be adding
new products viz VALSARTON and CANDYSARTOL in our Production use.
.
Directors are pleased to inform the share holders that recently CADILA Health
Care Limited visited our factory at Visakhapatnam and they evincedi interest o associate
with us. There by the Company is forging ahead with new products to suit the
requirements of the valued new customers like Ranbaxy, adila,Aurobindo Parma and
others by adding new products like Moxiflaxacin. CDCA, DBL, SABA, VALSARTON
and CANDYSARTON etc., in our basket of products. There will be all-round creativity
in Company's activities widening the customer range, maximization of production and
increase which should enhanced e imager built on performance and quality in profit
margins.

EMPLOYMENT GENERATION SCEHEMS IN THE PROCESS OF

PLANNING:

Directors have pleasure to place before you their future plans and schemes. The
company purchased 100 cores of land in Srikakulam Distinct keeping in view of long
term expansion lamas and of then ends the company.

To augment the human resources which is the pivotal for the accelerated growth of
the Organization e management linnet o organize b oriented raining primmest pith the
initial intake about 100 young boys who passed - class/ Intermediate/ ITI with an age
group of 16 to I8 years and impart them vigorous training for an year so as to make them
equipped with the necessary kills required or chemical industry. To aptly fund this
chaining programmed and also to defray boarding nd lodging expense of the famines, the
management reposes of collect Rs.12000 per year from each student. After successful
completion of the training programmed! They will be absorbed in the company on
apprenticeship assist. The candidates have to execute a bond with a surety to served he
Company for a period of 3 years after completion of the one year training in our training
cane. The training programmed will be of continuing nature i.e. every year the Company
Propose to take 100 trainees. This will address the need of skilled personnel by the
Company in particular and industry at large.

23
RELATIONS WITH EMPLOYEES:

In spite of inadequacy of labor force with the require skills at the factory in
Visakhapatnam area, our technical and non-technical officials and supervisory staff
extended their fuel cooperation and worked Reith dedication ensuring successful portion.

RELATIONS WITH BANK:

State Bank of Hyderabad having recognized our organization as one with

determined goals, objects and commitments extended their full cooperation and timely
help. Directors, with full gratitude, convey their thanks to the management and staff of
State bank of Hyderabad.

CONCLUSION:

Our ultimate limas nod philosophy ream manifested the following :-

Our production and other activities will be in tune with micro (industry level) and
macro economic factors and the changes that are taking place in the ecology. The changes
bring new thoughts - new thoughts lead to new Opportunities and innovative actions.

We always believe that success an only come to us through commitment and

devotion to the task we undertake. We always believe that there are two important factors
for a society to. Prosper inclusively first is wealth enervation and the other is celebrating
the value system by the employees. The combination of the two will render our
organization value-driven !strong and prosperous..

Integrated with the main organization under the barrier Vijayasri Organics
Limited. This Scheme may be symbolized with a banyan tree with widely spread
branches. Each of the 35 units is expected to be a profit center and 50%of the profit
generated by such Units may be contributed to the social activities the Company. is based
on the policy of unity in diversity. The units will work as divisions the Company. All the
35 units together with the main Company will be managed by the Board of Directors
constituted with renowned well skilled and experienced personnel.

24
SOCIAL RESPONSIBILITY OF THE COMPANY:

HOUSING FACILITY: In addition to 100 acres of land already purchased at

Phyadahimavaram for future expansion plans we propose to purchase addition 25-30
acres ofland nearby for a housing colony. With the progress in operationalization of the
proposed units, the company plans to build houses for providing accommodation to the
employees working at the units of the company within the reach of proposed units.
Another unique proposal is to develop a common kitchen for all the employees to take
their loud with nominal charges and tbr cooking and other activities, the spouses of the
Employees will be provided with jobs to run the kitchen and other related activities there
at.
PARTICIPATION IN SRIKAKULAM DISTRICT FOR ECONOMIC
DEVELOPMENT:

We have the following proposals labor future in collaboration with the

Govemment of
Andhra Pradesh/ Private Agencies/ Bodies to implement in phases;

 To stat health centers with provision of medicines and the required medical

Assistance.

 To provide drinking water facilities to the surrounding villages in Srikakulam

District where there is dearth such asdic facilities.

 To adopt Hospitals, Government Schools, Welfare Hostels with Government /

Private Agencies: support

Directors wish to conclude this report by quoting D r. A.P.J Abdul Kalama’s

Suggestion 15 steps in which our work culture is ended side entailed earlier.

1. Development as power economist strength.

2. Economic strength is powered by Competitiveness.
3. Competitiveness powered by knowledge power.
4. Knowledge power is powered by technology.

25
 5. Technology is powered by resource investment.
6. Resource investment is powered by revenues.
7. Revenues powered by volume and repeated less.
8. Volume and repeated sad leas powered by customer loyalty.
9. Customer loyalty is powered by quality and value of products.
10. Quality and value of products is powered by employee productivity.
11. Employee productivity is powered by employee loyalty.
12. Employee loyalty is powered by employee satisfaction.
13. Employee satisfactions powered by working environment.
14. Working environment is powered by Management reward ship.
15. Invisible leadership powers management reward ship.

Directors hope at all our stakeholders will continue extend their unstinting
cooperation for realization of the aims and objects of the company depicted the response
of the directors.

AUDITORS

Company's auditors is Mr Sudhakar & Co. Chartered Accountants are tire at the
ensuring annual general meeting. It is proposed to re-appoint Mr. Sudhaka & Co,
Chartered accountant as the auditors of the company from the conclusion of the annual
general meeting until the conclusion of next annual general meeting.

DIVIDEND

The company is not recommending an dividend n equities hardest ring the year
2018 – 2019

CUSTOMERS:

Our main customers are Dr.Reddy's Laboratories Limited (DRL), Matrix

Laboratories Limited, Lonza Limited etc who arc well reputed and renowned
pharmaceutical Manufacturing organizations with whose support and encouragement
endeavor to forge ahead with all developments and diversifications.

26
 Your Directors have pleasure to inform the members that the company always
aims to maintains standard in quality to satiety the needs of the customers with
appreciation and as a result of which they
encourage us with repeated do fodders.

EXPORTS

Company is striving to produce high quality and standard products to stand the
quality tests of the international pharmaceutical companies and in that direction company
is exploring all possible avenues to enlist itself as a trusted and renowned Exporter.

Taxes on income

Current income tax is computed and provided in the accounts as tax payable in
respect of taxable income for the period, duly giving effect to tax allowanced, educations
and exemptions termination accordance with reviling laws. The difference between
taxable income and the net profit or loss before tax for the year as per the financial
statements are identified and the tax affect of timing differences is recognize adds a
deferred asset liability. Deferred tax assets are recognized only if there is reasonable
certainty that they will be realised in the future and are reviewed for appropriateness of
their respective carrying values at each balance sheet date.

Claims

There are no claims against the company which are not acknowledge adds debt in
the accounts.
BOARD OF DIRECTORS:

 MR.S.V.J.RAJU
 MR.K.V.RAMARAO
 MR.I.SRINIVAS
 MR.M.GOPALAKRISHNA (IAS Retd)
 MR.AMITHABHA GUHA
 DR.K.LAHARI
 DR.P.A.JIWANI

27
  PROF.SUNIL UNNY GUPTAN
 MR D NARASIMHA REDDY
HEAD OF THE COMPANY

 Mr.A\S. Srinuvasa Rao as Plant head of vijayasri

 Mr.T.V.S.N.Raju HOD of the HR management

 3.Mr, D.Prathap kumar varma of the G.M (Finance & Accounts)

 4 Mr.NSSN Raju -Production Head

 5 Mr. V. Subba Raju - Lisioning and Projects Head

ACTIVE PHARMACEUTICAL INGREDIENTS

Vijayasri organic Limited is one of the largest active pharmaceutical ingredients
manufacturers. This relationship makes Vijayasri one of only two global generics
companies with a comprehensive, vertically integrated supply chain. Vijayasri produces
in a wide range of categories, including antibacterial, central nervous system agents,
antihistamines/anti asthmatics, cardiovascular, antiviral, ant diabetics, antifungal, proton
pump inhibitors and pain management drugs. Vijayasri also is one of the world’s largest
producers of API used to make generic which are used to treat people living with heart
problems.

CORPORATE SOCIAL RESPONSIBILTY

Vijayasri has always focused on creating and executing a strategy to address the
need for supply of affordable and high quality Anti-retroviral medications heart problems
for treatment of, giving hope to millions of patients affected, worldwide.

Vijayasri is committed to helping people infected heart problems with and will
continue to lower costs and increase capacities to make quality medicines available to
people across the globe and to continue to strive towards development of technologies
and expertise to manufacture “multiple syntheses” complex that will be converted into
finished dosage forms.

28
 CHEMICAL NAME PRODUCT

2-n-Butyl-4-chloro-5-formyl-1H-imidazole
Losartan Eprosartan
(BCFI) CAS No. [83857-96-9]
2-n-Butyl-4-chloro-5-hydroxymethyl-1H-
Losartan
imidazole (BCHMI) CAS No. [79047-41-9]
2-n-Butyl-5-formyl-1H-imidazole (BFI) CAS No.
Eprosartan
[68282-49-5]
Losartan, Irbesartan,
2-Cyano-4'-bromomethylbiphenyl (OTBB) CAS
Valsartan, Candesartan,
No. [14772-54-2]
Olmesartan
Losartan, Irbesartan,
2-(N-Triphenyl methyl tetrazolyl)-4’-bromo
Valsartan, Candesartan,
methyl biphenyl (TTBB) CAS No. [133051-88-4]
Olmesartan
Trityl Losartan CAS No. [133909-99-6] Losartan
Losartan CAS No. [114798-26-4] Losartan
4-methyl-3-oxo-N-phenyl-2-(phenylmethylene)
Atorvastatin
pentanamide (BIBIA) CAS No. [125971-57-5]
(±)-4-Fluoro-α-(2-methyl-1-oxopropyl)-γ-oxo-
N,β-diphenyl Benzene butanamide (Diketone) Atorvastatin
CAS No. [125971-96-96-2]
4-Hydroxy carbazole (4-HC) CAS No. [52602-
Carvedilol
39-8]
4-(2,3-Epoxypropoxy)Carbazole CAS No.
Carvedilol
[51997-51-4]
2-(2-Methoxyphenoxy)Ethylamine CAS No.
Carvedilol
[1836-62-0]
2-Ethoxy-1-[(2’-cyano[1,1’-biphenyl]-4-
yl)methyl]-1H-benzimidazole arboxilic acid Candesartan
methyl ester
2-n-butyl-1,3-diazaspiro[4,4]non-1-en-4-one
Irbesartan
(Imidazoline HCl) CAS No. [151257-01-1]
4-[[2-butyl-5-formyl-1H-imidazol-1- Eprosartan
29
yl]methyl]benzoic acid methyl ester
N-[(2'-Cyano[1,1'-biphenyl]-4-yl)methyl]-N-
Valsartan
valeroyl-L-valine methyl ester
(+)-3-(Aminomethyl)-5-methyl hexanoic acid Pregabalin
N-[(2'-Cyano[1,1'-biphenyl]-4-yl)methyl]-L-
Valsartan
valine methyl ester
N-[(2'-Cyano[1,1'-biphenyl]-4-yl)methyl]-N-
Valsartan
valeroyl-L-valine methyl ester

THERAPEUTIC
CHEMICAL NAME CATEGORY

Losartan Potassium CAS No. [124750-99-8] Antihypertensive

Valsartan CAS No. [137862-53-4] Antihypertensive
Irbesartan CAS No. [138402-11-6] Antihypertensive
Carvedilol CAS No.[72956-09-3] Antihypertensive
Pregabalin CAS No. [148553-50-8] Anticonvulsant
Montelukast CAS No. [151767-02-1] Antiasthmatic
Voriconazole CAS No. [137234-62-9] Antifungal

30
 The Government of India has decided to set up an integrated Steel Plant at
Visakhapatnam to meet the growing domestic needs of steel. VIJAYASRI
ORGANICS LTD was the effect of the persistent demands and mass movements. It is
another step towards increasing the country’s steel production.

The decision of the Government to set up an integrated steel plant was laid
down by the then Prime Minister Smt. India Gandhi. The Prime Minister laid the
foundation stone on 20th January 1971.

The consultant, M/s M N Dastur & Co (Pvt) Ltd. submitted a techno-economic

feasibility report in February 1972, and detailed project report for the plant, with an
annual capacity of 3.4 million tones of liquid steel.

The Government of India and USSR signed an agreement on 12th June 1979 for
the co-operation in setting up 3.4 million tones integrated Steel Plant. The project was
estimated to cost to Rs.3, 897.28 crores based on prices as on 4 th Quarter of
1981.However, on completion of the construction and commissioning of the whole
Plant in 1992, the cost escalated to Rs.8, 755 crores based on prices as on 2 nd Quarter
of 1994.

Unlike other integrated Steel Plants in India, VIJAYASRI ORGANICS LTD is

one of the most modern steel plants in the country. The plant was dedicated to the
nation on 1st August 1992 by the then Prime Minister, Sri.P.V.Narasimha Rao.

New technology, large-scale computerization and automation etc, are

incorporated in the Plant at the international levels and attain such labor productivity,
the organizational manpower has been rationalized. The manpower in the VSP has
been limited to17, 500 employees. The plant has the capacity of producing 3.0 million
tones of liquid steel and 2.656 million tones of saleable steel.

31
 It has set up two major Blast Furnaces, the Godavari and the Krishna, which
are the envy of any modern steel making complex.

The economy of a nation depends on core sector industries like iron and steel.
Steel is the basic input for construction, machines building and transport industries.
Keeping in view the importance of steel the following integrated steel plant with
foreign collaborations was constructed in the public sector in the post independence
era.

32
 ORGANIZATION CHART

CHAIRMAN CUM MANAGING DIRECTOR

Director
(Finance) Director Director Director Director
DGM
(Commercial) (Personnel) (Operations) Addl. GM
(Vigilance)
(M&HS) I/C
Addl. GM (Vig.)
ED (MM) (QATD) ACM
GM ED (Cordon)
ED (Works)
Addl. GM (Maint.)
(Finance) GM (P&A) (Services)
Addl. GM
(Mktg) Addl. GM Addl. GM
(P&IR) (Steel)
Company Addl. GM GM
Secretary (C, S & C) (Maint.)
Addl. GM DGM (Trg)
Addl. GM
(Mktg)
(Audio &
AGM - Services DGM (HRD)
Telco)
(Int. Audit) & Exports Addl. GM
DGM (Legal (CR&RM)
Affairs)

DGM
(System)

GM
(D&E)&
I/C PECS

33
VISION: To be a continuously growing world-class company.

Core We shall:
 Harness our growth potential and sustain profitable growth.

 Deliver high quality and cost competitive products and be the first choice of customers.

 Create an inspiring work environment to unleash the creative energy of people.

 Achieve excellence in enterprise management.

 Be a respected corporate citizen, ensure clean and green environment and develop vibrant

communities around.

Mission:
To attain 16 million tone liquid steel capacity through technological up -gradation,
operational efficiency and expansion, to produce steel at international standards of cost and
quality, and to meet the aspirations of the stakeholders.

Values:
 Commitment

 Customer satisfaction

 Continuous improvement

 Concern of environment

 Creativity and innovation

34
 CHAPTER-III
THEORETICAL FRAMEWORK OF THE STUDY

35
 THEORETICAL FRAME WORK

RECURITMENT AND SELECTION

RECURITMENT
Recruitment forms the first stage in the process, which continues with selection and cases
with the placement of the candidate. It is the next step in the procurement function; the first
makes it possible to acquire the number and types of people necessary to ensure the
continued operation of the organization. Recruiting for actual or anticipated organizational
vacancies. In other words, it is a linking activity bringing together those with jobs and those
seeking jobs.

As Yoder and other point out: “Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measures for attracting the manpower in adequate numbers to facilitated effective selection of
an efficient working force. “Accordingly, the purpose of recruitment is to locate source of
manpower to meet job requirements and job specifications.

Sources Of Recruitment

 Internal Sources
 External Sources

Internal Recruitment
Internal Recruitment is defined as filling a job opening form within the firm. It has the
advantages of stimulating preparation for possible transfer or promotion, increasing the
general level of morale, and providing more information about job candidates through
analysis of work histories within the organization.

A variety of internal recruitment methods are used for different levels of jobs. Lower
levels jobs such as manual and clerical jobs are often called nonexempt jobs because their
incumbents are not exempt from the minimum wage and overtime provision of the fair labor
standard act. These people are typically paid on hourly wage. In contrast, higher level
administrative, managerial, and professional employees are paid on a salary basis, and are
exempt from the overtime provisions of the fair labor standards act.

36
 Internal Sources

Present Employees
Organization considers the candidates from this source for higher-level jobs due to
reason.

 Availability of most suitable candidates for jobs relatively or equally to the external source.
 To meet the trade union demands.
 To the policy of the organization to motivate the present employees.

Present Temporary Employees

Organizations find this source to fill the vacancies relatively to the lower level owing to the
availability of suitable candidates or trade and pressure or in order to motivate them on the
present job.

Retrenched or Retired Employees

Generally a particular organization retrenches the employees due to lay-off. The organization
takes the candidates for employment from the retrenched employees due to obligation, trade
unions pressure and the like.
Sometimes the organization prefers to re-employ their retired employees as a token of
their loyalty to the organization or to postpone some inter-personal conflicts for promotions
etc.

Dependents of Deceased, Disabled, Retired and Present Employees

Some organizations with a view to developing the commitment and loyalty of not only the
employee but also his family members and to build up the image provide employment to the
dependents of deceased, disabled and present employees. Such organizations find this source
as an effective source of recruitment.

External Recruitment

37
 External Recruitment is defined as filling a job opening with the candidates from outside the
firm. Inevitably, the firm must go to external sources for lower-entry jobs, for positions
whose specifications cannot be met by present personnel.

External sources of recruitment lie outside the organization. Organizations search for

the required candidates from these sources for the following reasons:

 The suitable candidates with skill, knowledge, talent etc. are generally available.

 Candidates can be selected without any pre-conceived notion or reservations.

 Cost of employees can be minimized because employees selected from this source are

generally placed in minimum pay scale.

 Expertise, excellence and experience in other organizations can be easily brought into the

organization.

 Human resources mix can be balanced with different with different background, experience,

skill etc. 4- Latest knowledge, skill, innovative or creative talent can also be flowed into the

organization.

 Existing will also broadens their personality.

 Long-run benefit to the organization in the sense that qualitative human resources can be

brought.

Thus, the firm has a number of outside sources available, among which are following:

Advertising
There is a trend towards more selective recruitment in advertising. This can be affected in at
least tow ways. First, Advertisement can be placed in media read only by particular groups;
Secondly, more information about the company, the job, and the job specification can be
included in the advertisement to permit some self-screening. When time is limited, the daily
newspaper, particularly the Second edition, will reach the maximum number in the shortest
period.

38
Online Recruiting
Employers and recruiting agencies alike are learning that job applicant rarely respond
in sufficient numbers to newspaper ads or even to online job postings on the major internet
career sites. The problem with many of the big internet job sites is that when you find
desirable candidates by searching their resume databases, you're probably the 35 th recruiter to
contact them. To avoid this "jaded candidate" effect, the key is to focus on passive job
seekers. The Internet is still the most efficient tool to reach people in desired locations with
specific skill sets, but the methods that works best mainly target these passive job seekers,

Employment Agencies
Employment agencies are of two types: Public employment agencies and Private
employment agencies. The public employment agencies in the several states are well
regarded, particularly in the fields of unskilled, semiskilled, and skilled operative jobs. In
technical and professional areas, however, the private agencies appear to be doing most of
work. Many private agencies tend to specialize in a particular type of worker and e.g., sales,
office, executive, or engineer.

Management Consultant (Headhunters)

The third agency source consists of the management consulting, executive search, or
"headhunting firms". Agencies of this type are actually specialized private employment
agencies. They specialize in middle level and top level executive placement. The features that
distinguish executive search agencies from most private employment agencies are their fees,
their nationwide contacts, and the thoroughness of their investigations.
Internal References
When present employees are asked to recommend new hires, a type of preliminary
screening takes place. The present employees now both the company and the acquaintance
and presumably would attempt to please both. The separation rate of referred employees was
lower than that of those obtained through either want advertisements or employment
agencies.

Professional Organizations

39
 Professional organizations or associations maintain complete bio-data of their
members and provide the same to various organizations on requisition.

They also act as an exchange between their members and recruiting firms in
exchanging information, clarifying doubts etc. Organizations find the source more useful to
recruit the experience and professional employees like executives, managers, and engineers.

Data Banks
The management can collect the bio-data of the candidate from different sources like
employment exchange, educational training institutes, candidates etc and feed them in
computer. It will become another source and the company can get the particulars as when it
needs to recruit.

Leasing
To adjust to short-term fluctuations in personnel needs, the possibility of leasing
personnel by the hour or day should be considered. This practice has been particularly well
developed in the office administration field.

The firm not only obtains well-trained and selected personnel but also avoids any
obligation in pensions, insurance, and other fringe benefits.

Casual Applicants
Unsolicited applications both at the gate and through the mail constitute a much used
source of personnel. These can be developed through provision of attractive employment
office facilities and prompt and courteous replies to unsolicited letters.

Success in the function of recruitment can be judged by utilizing a number of criteria,

among which are, in order of increasing importance:

 The number of applicants.

 The number of offers made.

 The number of hiring' sand.

 The number of placements.

40
 The number of job applicants would appear to have least value in determining the
effectiveness of the program, for applicants can be attracted by methods that do not result. In
successful hiring's. The number of offers made is a better indication of the quality of the
recruits. The number of acceptances of hiring, getting closer to the real objective of securing
and adequate number of qualified personnel.

Campus Recruitment
In such type of recruitments organizations walk into the educational institutes to select
the crème layer of the institutions. The basic idea behind of doing such recruitment is to tap
the potential of the young minds and mould them according to their company standards, since
these young minds are easily malleable.

Campus Recruitment Techniques

The some of the campus recruitment techniques are as mentioned below.

 Short listing the institutes based on the quality of students intake, faculty facilities and past

track records.

 Selecting the recruiting team carefully.

 Offering the smart pay rather than high pay package.

 Presenting a clear image of the company and the corporate culture.

 Present the company but not over sell the company.

 Getting in early. Make an early bird offer.

 Focusing on career growth opportunities, which the company offers to the recruits.

 Includes young line managers and business school and engineering school alumni in the

recruiting team.

 Build the relationships with the faculty, administration and students to grab them before the

rivals do.

41
Similar Organizations
Generally experience candidates are available in organization producing similar
products or are engaged in similar business. The management can get most suitable
candidates from this source. This would be the effective source executive positions and for
newly established organizations or diversified or expended organizations.

Trade Unions
Generally, unemployed or underemployed persons or employees seeking change in
employment put a word to the trade unions leaders with a view to getting suitable
employment due to letters intimacy with management. As such the trade union leaders are
aware of the availability of candidates.

SELECTION PROCESS IN HR DEPARTMENT

Recruitment Different From Selection Process

Once the required numbers and kind of human resources are determined, the
management has to find the places where required human resources are/will be available and
also find the means of attracting them towards the organization before selecting suitable
candidates for jobs. All this process is generally know as recruitment. Some people use the
term "Recruitment" for employment. These two are not one and same.
Recruitment is only one of the steps in the entire employment process. These two
terms are not one and the same either. Technically speaking the function of recruitment
precedes the selection function and its includes only finding, developing the source of
perspective employees and attracting them to apply for jobs in and organization, where as the
selection is the process of finding out the most suitable candidate to the job out of the
candidates (i.e. recruited).

Meaning And Definition Of Selection Process

After identifying the source of human resources, searching for the perspective
employees and stimulating them to apply for the jobs in an organization, the management has
to perform the functions of selecting the right employees at the right time the obvious guiding
policy the selection is the intention to choose the best qualified and suitable jobs candidates
for each unfilled job.

42
 The objective of the selection is to choose the individual who can most successfully
perform the job pool of qualified candidates the selection procedure is the system of functions
and devices adopted in a given company to ascertain whether the candidates specifications
are matched with the job specifications and requirement or not. The selection procedure
cannot be effective until and unless:
 Requirement of the job to be filled, have been clearly specified (job analysis etc).
 Employee’s specifications (physical, mental, social, behavior etc) have been clearly specified.
 Candidates for screening have been attracted.
Thus, the development of job analysis, human resource planning and
recruitment are necessary to pre-requisite requires to the selection process. A break down in
any obvious process can make even the best selection system ineffective.

Selection is a process by which the qualified personnel can be chosen from the
applicants who have offered their services to the organization for employment. It is a
negative process of employment in which only a few who qualify for the job is offered
employment and others are denied the opportunities.

DALE YODER
He defined as the Selection process in which candidates for employment are divided into two
classes- those who are to be offered employment and those who are not.

Essential Of Selection Procedure

The selection process can be successful if the following requirement is satisfied.

 Someone should have the authority to select. This authority comes from the employment

requisition, has developed by an analysis of the work load and work force.

 There must be some standards of personnel with which a perspective employee may be

compared, i.e. a comprehensive to hob description should be available before hand.

 There must be a sufficient no applicants from whom, the required number of employees may

be selected.

43
 Significance Of Selection Process
Selection of personnel to man the organization is a crucial, complex continuing
function. The ability of an organization to attain its goals effectively and to develop in a
dynamic environment largely depends upon the effectiveness of its selection program. If right
personnel are selected the reaming functions of personnel management become easier, the
employee's contribution and commitment will be at optimum and level and employee and
employer relations will be congenial. In an opposite situation where the right person is not
selected, remaining function of personnel management, employee and employer relations will
not be effective. If the right person is selected, he is a valuable asset to the
organization and if faulty selection is made, the employee will become a liability to the
organization.

Using Selection Agencies/Consultants

Some private agencies/consultants India perform the function of recruitment and
selection so to enable the organizations to concentrate on their main functions. They
advertise, conduct test and interview and provide a short list. Some companies have started
using the services of these agencies as they provide expertise and reduce work load. The
organization has to take these following factors into consideration is selecting as agencies or
a consultants.

 Reputation effectiveness, sincerity and punctuality of the organization.

 Advertisement copy, design an media plans of various agencies.

 Amount of fee, payment period and mode

 Objectivity, fair and justice in selection

 Selection techniques to be adopted, particularly psychological test, interview method etc.

 Competency of the human resource of the agency/consulting firm

 The company has to do the following in case of using and agency or consultant:

 Briefing the agency about the requirement, terms and conditions and employment.

 Providing job and employee specifications and helping the consultant in modifying them.

 Checking and reviewing the draft of the advertisement.

44
Factor Effecting Selection Decisions
The goal of selection is to sort out or eliminate those judged unqualified to meet the
job and organizational requirements where as the goal of requirement is to create a large pool
of persons available and willing to work. Thus, it is said the recruitment tends to be positive
while selections tends to be somewhat negative. The number factors affect the selection
decisions of candidates, the important among them are as follows
Profile Matching
Tentative decisions regarding the selection of the candidates (who are known) is taken in
advance. The scores secured by these know candidates in various test are taken as standard to
decide the success failure of others candidates at each stage. Normally, the decision about the
known candidates is taken at interview stage. Possible care is also taken to match the
candidate’s bio-data with job specifications.
Organization and social environment
Some candidates who are eminently suitable for job may fail as successful employees due to
varying organization and social environment. Hence, candidate's specifications must
match not only the job specifications but also with organizations and social environmental
requirements.
Successive Hurdles
In this method hurdles are created at every stage of selection process. Therefore applicants
must successfully pass each and every screening device in case of successive hurdles.
Multiple Co-relations
It is based on the assumption that a deficiency is one factor can be counter balanced by an
excess amount of another a candidate is routed through all the selection steps before a
decision is made. The composite test score index is taking into accounting the selection test,
hence for border line cases multiple correlation method is useful and for other successive
hurdles method is useful.

Selection process:
Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment. Figure shows a generalized selection process. In
practice, the process differs among organization. Selection procedure for senior managers
will be long draw and rigorous, but it is simple and short while hiring shop-floor workers.

45
46
Factors Effecting Selection Decisions
The goal of selection is to sort out or eliminate those judged unqualified to meet the
job and organizational requirements where as the goal of requirement is to create a large pool
of persons available and willing to work. Thus, it is said the recruitment tends to be positive
while selections tends to be somewhat negative. The number factors affect the selection
decisions of candidates, the important among them are as follows.

Profile Matching
Tentative decisions regarding the selection of the candidates (who are known) is taken in
advance. The scores secured by these know candidates in various test are taken as standard to
decide the success failure of others candidates at each stage. Normally, the decision about the
known candidates is taken at interview stage. Possible care is also taken to match the
candidate’s bio-data with job specifications.

Organization and social environment

Some candidates who are eminently suitable for job may fail as successful employees due to
varying organization and social environment. Hence, candidate's specifications must
match not only the job specifications but also with organizations and social environmental
requirements.

c) Successive Hurdles
In this method hurdles are created at every stage of selection process. Therefore applicants
must successfully pass each and every screening device in case of successive hurdles.

d) Multiple Co-relations
It is based on the assumption that a deficiency is one factor can be counter balanced by an
excess amount of another a candidate is routed through all the selection steps before a
decision is made. The composite test score index is taking into accounting the selection test,
hence for border line cases multiple correlation method is useful and for other successive
hurdles method is useful.

47
Selection Procedure
There is no standard selection process that can be followed by all the companies in all
the areas. Companies may allow different selection techniques or methods depending upon
the size of the company, nature of the business, kind and number of persons to be employee,
government regulation to be followed etc, thus each company may follow any one or the
possible combination methods of selection in the order convenient or suitable to it. Following
are the selection methods generally followed by the companies.

Selection procedure employees several method of collecting information about the

candidates qualifications, experience, physical and mental ability, nature and behavior and
knowledge and aptitude and like for judging whether a given applicant is or is not suitable for
the job. Therefore, the selection procedure is not a single act but is essentially a series of
methods or stages by which different type of information can be secured through various
selection techniques. At each step, facts may come to light which are useful for comparison
with the job requirement specifications.

Steps In Scientific Selection Process

Job Analysis
Job analysis means that, the basis for selecting the right candidate every organization
should finalize the job analysis, job description, job specification and employee’s
specifications before proceeding to the next step of selection.

Recruitment
It refers to the process of searching perspective employees and simulating them to apply for
jobs in an organization. It is the basis for the reaming techniques and the latter varies
depending upon the former.

Application Form
Application form is also known as application blank. The technique of application blank is
traditional and widely accepted for securing information from the perspective candidates. It
can also be used as device to screen the candidates at preliminary level.

48
Written Examination
The organizations have to conduct written examinations for the qualified candidates after
they are screened on the basis of the application blanks so as to measure the candidate's
ability in arithmetical calculations, to know the candidates attitude towards the job to measure
the candidates aptitude, reasoning, knowledge in various disciplines, general knowledge and
English language.

Preliminary Interview
It is to solicit necessary information from the perspective applicants and to access the
applicant’s suitability to the job. This may be conducted by an assistant in personnel
department. The information thus provided by the candidate may be related to the job or
personnel specifications regarding the education, experience, salary expected, aptitude
towards the job, age, physical appearance and the physical requirements. Thus preliminary
interview is useful as a process of eliminating the undesirable and unsuitable candidates.

Group Discussions
The technique of group discussion is used in order to secure further information
regarding the suitability of the candidates for the jobs. Group discussion is a method where
groups of the successful applicants are brought around a conference table and are asked to
discuss either a case study or a subject-matter.

Test
The next stage in the selection process is conducting different process is as given
below. The objective of test is to solicit further information to access the employee suitability
to the job.

Types of Tests
Various types of classifying psychological test bring out and emphasize certain
characteristics. Most tests have time limits and are designated "speed" tests; while others,
classified as "power" tests, have no time limit but questions asked become progressively
more difficult. Tests may also be classified by the type of questions e.g., objective,
descriptive, or projective.

49
 Questionnaire
This approach is used when there are several positions and it is not feasible to bring
several employees together for an interview. One should prepare the questionnaire by
conducting one or more desk audits, brainstorm sessions or interviews. Because
questionnaires can be designed to gather different kinds of information they are also good at
clarifying information gathered in brainstorming, desk audits or during previous job analysis.
The Various

Methods of Tests are:

Intelligence Tests
The intelligence test is probably the most widely administered standardized test in Industry. It
is also one of the types developed by the specialized types of Intelligence tests were
reasoning, word fluency, verbal comprehension, numbers, memory and space.

Aptitude Tests
Aptitude tests measure whether an individual has the capacity or latent ability to learn a given
job if given adequate training. The use of aptitude tests is advisable when an applicant has
had little or no experience along the lines of the job openings.

 Mechanical Aptitude Test

 Psychomotor Test
 Clerical Aptitude Test

Achievement Tests
Achievement tests are concerned with one has accomplished. When
applicants claim to know something, an achievement test is given to measure how well they
know it.

 Job knowledge Test

 Work sample Test
Interest Tests
Most people realize that a person who is interested in a job or task will do much better than
one who is uninterested.

50
 Personality Tests
The importance of personality to job success is undeniable.
 Often an individual who possesses the intelligence, aptitude, and experience for a certain job
has failed because of inability to get along with and motivate other people.
 Objective Test Projective Test.

Final Interview

Final Interview is usually followed by testing this is the most essential step in the process of
selection the interviewer matches the information obtained about the candidates through
various means to the job requirements and to the information obtained through his own
observation during the interview.

Types of Interviews
 Formal Interview

 Informal Interview

 Planned Interview

 Patterned Interview

 Non Directive Interview

 Depth Interview

 Stress Interview

 Group Interview

 Panel Interview

Decision Making Interview

After the candidates are examined by the expert including the line manager of the
organization in the core areas of the job, the head of the department/selection concerned
interviews the candidates once again, mostly through informal discussion.

51
Significance of selection process
Selection of HR to man to organization is a crucial, complex and continuing function.
The ability of an organization to attain its goals effectively and to develop in a dynamic
environment largely depends upon the effectiveness of its selection programme. If right
personnel are selected, the remaining functions of personnel management become easier, the
employee contribution and commitment will be at optimum level anf the employee-employer
relations will be congenial. In an opposite situation where the right person.
Environmental factors affecting selection
Selection is influenced by several factors. More prominent among them are supply
and demand of specific skills in the labour market, unemployment rate, labour-market
conditions, legal and political considerations, company’s image, company’s policy, HRP, and
cost of hiring, the last three constitute the internal environment and the remaining form the
external environment of the selection process.
Preliminary interview
It was stated that the applications received from job seekers would be subject to
scrutiny so as to eliminate unqualified applicants. This is usually followed by a preliminary
interview the purpose of which is more or less the same as scrutiny of applications, that is,
elimination of unqualified applications. Scrutiny enable the HR specialists to eliminate
unqualified job seekers based on the information supplied in their application forms.
Preliminary interview, on the other hand, helps reject misfits for reasons, which did not
appear in the application forms, besides, preliminary interview, often called ‘courtesy
interview’, is a good public relations exercise.
Selection tests
Job seekers who pass the screening and the preliminary interview are called risks,
different types of tests may be administered, depending on the job and the company.
Generally, tests are used to determine the applicant’s ability, aptitude and personality, ability
tests assist in determining how well an individual can perform tasks related to job.
An aptitude test help to determine a person’s potential to learn in a given area. An example of
such test is general management aptitude test which many business students take prior to
gaining admission to a graduate business school programmed.

52
 Personality tests are given to a measure a prospective employees motivation function
in a particular working environment. Interest tests are used to measure an individuals’ activity
preferences. These tests are particularly useful for students considering many careers or
employees deciding upon career changes. Graphology is a test that seeks to predict success or
failure through ones handwriting. It is vastly used in the U.S but is yet to make its presence
felt in India.
Medical tests reveal physical fitness of a candidates with the development of
technology, medical tests have become diversified. Drug tests help to measure the presence
of illegal performance affecting drugs. Generic screening identifies generic predispositions to
specific medical problems. Medical servicing helps measure and monitor a candidate’s
physical resilience upon exposure to hazardous chemicals.
Choosing tests: tests may be chose based on the criteria of reliability, validity, objectivity
and standardization.
Reliability refers to standardization of the procedure of administering and scoring the test
results. A person who takes a test one day and makes a certain score should be able to take
the same next day or next week and make more or less the same score. Validity is a test
which helps predict whether a person will be successful in a given job. A test that has been
validated can be helpful in differentiating between prospective employees who will be able to
perform the job well and those who will not. Normally, no test will be hunred percent
accurate in predicting job success. A validated test increases possibility of success.there are
three ways of validating a test. The first is concurrent validity. This involves determine the
factors that are characteristics of successful employees and then using this factors as
yardsticks.
Predictive validity involves using a selection test during the selection process and then
identifying the successful candidates. The characteristic of successful and less-successful
candidates are then identified. Synthetic validity involves taking parts of several similar jobs
rather than one complete job to validate the selection test. When two or people can interpret
the results of the same test and derive the same conclusions the test is said to be objective.
Otherwise, the test evaluator’s subjective opinions may render the test useless. Subjectivity of
this kind nullifies the purpose of the objectivity and is the reason why some tests are not
valid.

53
 A test is a standardized is administered under standard conditions to a large group of
persons who are representatives of the individuals for whom it is intended. The purpose of
standardization is to obtain norms or standards, so that a specific test score can be meaningful
when compared to other scores in the group. When test is standardized, it is administered to a
large no. of people who are perfuming similar tasks.
Objectives of interviews
Interview has at least three objectives
1. Helps obtain additional information from the applicant
2. Facilitate giving the general information to the applicant such as company policies.
Job, products manufactured and the like; and
3. Helps build the company’s image the applicants.
Reference and background checks
Many employers request names, addresses, and telephone numbers or references for the
purpose of verifying information and, perhaps, gaining additional background
information on an applicant. Although listed on the application form, references are not
usually checked untill an applicant has successfully reached the fourth stage of a
sequential selection process. When the labour market is very tight, organizations some
times hire applicants before checking references.
Previous employers, known public figures, university professors, neighbors or friends
can act as references. Previous employers are preferable because they are already aware
of the applcant’s performance but, the problem with this reference is the tendency on the
part of the previous employers to over rates the applicant’s performance just to get rid of
the person.
Reference checks serve two important purposes. One purpose is to gain insight about the
potential employee from the people who have had previous experience with him or her.
This is a good practice considering the fact that between 20 to 25 percent of job
applicants there is at least one fraudster as the opening case shows.
The second purpose for reference checks is to assess the potential success of a
prospect. Who else can give an objective assessment of an individual than his or her
previous employer or a person known to him or her?
But one should guard against the following while considering to employ a prospect:
1. The prospect is likely to approach those persons who would speak well about him or
her.

54
 2. People may write favorable about the candidate in order to get rid of him or her.
3. People may not divulge the truth about a candidate. Lest in might damage or ruin his
or her career.
Selection decision
After obtaining information through the preceding steps, selection decisions- the most
critical of all the steps-must be made. The other stages in the selection process have been
used to narrow the number of candidates. The final decision has to be made from the pool of
individuals who pass the tests, interviews and reference checks.
The final decision indeed becomes a daunting task where there are large number of job-
seekers lined up for final selection, as happened to HR people in Infosys. In 2003, the
Banglorebased software giant received one million applications of which only 10000 were
finally hired.
The views of the line manager will be generally considered in the final selection because it
is he/she. Who is responsible for the performance of the new employee. The HR manager
plays a crucial role in a final selection.
Physical examination
After the selection decision and before the job after offer is made. The candidate is require
to undergo a physical fitness test. A job offer is, often, contingent upon the candidate being
declared fit after the physical examination. The result of the medical fitness test is recorded in
a statement and is preserved in the personal records. There are several objectives behinds a
physical test. Obviously, one reason for a physical test is to detect if the individual careers
any infection diseases. Second, the test assists in determining whether an applicant is
physically fit to perform the work. Third, the physical examination information may be used
to determine if there are stain physical capabilities which differentiate successful employees.
Fourth, medical check-up protect applicants with health defects from under taking work that
could be determent to themselves or might other wise endanger the employers property,
finally, such as examination will protect the employer from workers compensation claims
that are not valid because the injuries or illnesses were present when the employee was hired.
Job offer
The next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointment. Such a
letter generally contains a date by which the appointee must report on duty. The appointee
must be given reasonable time for reporting.

55
 This is particularly necessary when he or she is already in employment, in which case
the appointee is required to obtain a relieving certificate from the previous employer. Again a
new job may require movement to another city which means considerable preparation and
movement of property.
The company may also want the individual to delay the date of reporting on duty. If
the new employee’s first n joining the company is to go on training, the organization may
request that the individual delays joining the company untill perhaps a week before such
training begins. Naturally, this practice cannot be abused, especially if the individual is
unemployed and does not have sufficient finances.
Decency demands that the rejected applicants be informed about their non-selection.
Their applicants may be preserved for future use, if any, it needs no emphasis that the
applications of selected candidates must also be preserved for future references.
Contracts of employment
After the job offer has been made and the candidates accept the offer, certain
documents need to be executed by the employer and the candidate. One such document is
attestation form. This form contains certain vital details about the candidate which are
authenticated and attested by him/her. Attestation form will be a valid record for future
reference.
Ther is also a need for preparing a contract of employment. The basic information that
should be included in a written contract of employment will vary according to the level of the
job, but the following checklist sets out the typical headings:

56
CHAPTER-IV
DATA ANALYSIS
AND
INTERPRETATION

57
 DATA ANALYSIS AND INTERPRETATION

TABLE: 5.1

What methods of recruitment were used for selection in Vijaya Sri Organics
limited?

Options No. of. Respondents % of respondents

Direct 50 42%
Indirect 40 33%
Third party 20 17%
Others 10 8%
Total 120 100%

GRAPH: 5.1

No.of respondents

Direct Indirect Third party Others

DATA INTERPRETATION:
From the above table 42% of respondents are opted for “Direct method”, 33% of
respondents are opted for “Indirect method” ,17% of respondents are opted for “Third-
party” and 8% of respondents are opted for “Others”.

58
 TABLE: 5.2

Do you think innovative technique like stress test, psychometric test and
personality test should be used for selection?

Options No. of. Respondents % of respondents

YES 70 59%
NO 50 41%
Total 120 100%

GRAPH: 5.2

No.of respondents

YES NO

DATA INTERPRETATION:
From the above table 59% respondents are opted that innovative techniques are
being used and 49% respondents are opted that innovative techniques are not used.

59
 TABLE: 5.3

Which of the sources of recruitment and selection are used in Vijaya Sri Organics
limited?

Options No. of. Respondents % of respondents

External 35 29%
Internal 65 54%
Both 20 17%
Total 120 100%

GRAPH: 5.3

No.of respondents

External Internal Both

DATA INTERPRETATION

From the above table 29% respondents are opted for External ,54% of respondents are
opted for Internal and 17% respondents are opted for Both.

60
TABLE: 5.4
Which of the Internal methods does Vijaya Sri Organics LTD uses during
selection?

Options No. of. Respondents % of respondents

Written 15 12%
Group discussion 10 9%
Personal Interview 25 20%
GD and Interview 10 9%
All of the above 60 50%
Total 120 100%

GRAPH: 5.4

No.of respondents

Written Group discussion Personal Interview

GD and interview All of the above

DATA INTERPRETATION:
From the above table 50% respondents are opted all the methods are being used and 50%
are opted those various methods like Written, Group discussion, Personal interview and
GD & interview are being used.

61
TABLE: 5.5
Do you Think the medical examination is necessary for selecting an employee
in an organization?

Options No. of. Respondents % of respondents

Yes 90 75%
No 30 25%
Total 120 100%

GRAPH: 5.5

No.of respondents

Yes No

DATA INTERPRETATION:
From the above table 75% respondents are felt that medical exam is necessary and 25%
respondents are felt that medical exam is not necessary.

62
TABLE: 5.6
Are you regularly updated with the changes in the company recruitment?

Options No. of. Respondents % of respondents

Yes 70 58%
No 50 42%
Total 120 100%

GRAPH: 5.6

No.of respondents

Yes No

DATA INTERPRETATION:

From the above table 58% respondents are opted for Yes and 42% respondents are
opted as No.

63
TABLE: 5.7
Is there any contract (bond) signed by employees while joining the organization?

Options No. of. Respondents % of respondents

Yes 85 70%
No 35 30%
Total 120 100%

GRAPH: 5.7

No.of respondents

Yes No

DATA INTERPRETATION:
From the above table 75% respondents are felt mandatory that signing the contract while
joining the organization and 25% respondents are felt it is not mandatory that signing the
contract while joining the organization.

64
TABLE: 5.8
Are you comfortable with the HR policies of the company?

Options No. of. Respondents % of respondents

Yes 70 58%
No 50 42%
Total 120 100%

GRAPH: 5.8

No.of respondents

Yes No

DATA INTERPRETATION:
From the above table 58% respondents are felt comfortable with HR policies of the
company and 42% Respondents are not comfortable with HR policies of the company.

65
TABLE: 5.9
Which of the following external sources are used for recruitment in Vijaya Sri
Organics LTD?

Options No. of. Respondents % of respondents

Advertisement 10 8%
Internet 25 21%
Campus drives 25 21%
Consultancies 10 8%
All of the Above 50 42%
Total 120 100%

GRAPH: 5.9

No.of respondents

Advertisment Internet Campus drives Consultancies All of the above

DATA INTERPRETATION:
From the above table 42% respondents are opted all of the above sources are being used for
recruitment and 58% respondents are opted for various resources like
Advertisement,Internet,campus drives and consultancies.

66
 TABLE: 5.10
What does supervisor need to have to become a manager in Organization?

Options No. of. Respondents % of respondents

Qualification 50 42%
Experience 50 42%
Other skills 20 16%
Total 120 100%

GRAPH: 5.10

No.of respondents

Qualification Experience Other skills

DATA INTERPRETATION:
From the above table 42% respondents are opted for Qualification for supervisor
need to have become a manager in organization and other 42% respondents opted for
Experience and 16% respondents are opted for Other skills.

67
 TABLE: 5.11
How do does the corporate social responsibility can lead to attractive of
employees towards the company?

Options No. of. Respondents % of respondents

Yes 90 75%
No 30 25%
Total 120 100%

GRAPH:5.11

No.of respondents

Yes No

DATA INTERPRETATION:

From the above table 75% respondents are opted that corporate social responsibility
can lead to attractive employee towards the company and 25% are opted that corporate
social responsibility cannot lead to attractive employee towards the company.

68
TABLE: 5.12
Does development activity helps the management identifying, analyzing, forecasting
and planning changes needed in the company HR area?

Options No. of. Respondents % of respondents

Yes 90 75%
No 30 25%
Total 120 100%

GRAPH: 5.12

No.of respondents

Yes No

DATA INTERPRETATION:
From the above table 75% respondents opted for Yes that development activity
helps the management identifying, analyzing, forecasting and planning changes needed
in the company HR area.

69
TABLE: 5.13
Are you satisfied with the selection process in the organization?

Options No. of. Respondents % of respondents

Satisfied 70 58%
Dissatisfied 30 25%
To some extent 20 17%
Total 120 100%

GRAPH: 5.13

No.of respondents

Satisfied Not satisfied To some extent

DATA INTERPRETATION:
From the above table 58% of respondents “satisfied” in the organization. And
17% of respondents “to some extant” and 25% of respondents “dissatisfied” in the
organization.

70
TABLE: 5.14
How do you rate HR practices of the company?

Options No. of. Respondents % of respondents

Excellent 70 58%
Good 30 25%
Average 20 17%
Total 120 100%

GRAPH: 5.14

No.of respondents

Excellent Good Average

DATA INTERPRETATION:
From the above table 58% respondents are felt Excellent with HR practices of the
company and 25% respondents are Good with felt HR practices of the company.

71
TABLE: 5.15
Any suggestions for improvement of recruitment selection process?

Options No. of. Respondents % of respondents

Need to improve 65 54%
Not Required 55 46%
Total 120 100%

GRAPH: 5.15

No.of respondents

Need to Improve Not required

DATA INTERPRETATION:
From the above table in organization 54% respondents wants to need an
improvement of recruitment and selection process and 46% respondents are felt not
required for an improvement of recruitment and selection process.

72
CHAPTER-V
SUMMARY
FINDINGS
SUGGESTIONS
CONCLUSION
BIBLIOGRAPHY
ANNEXURE

73
 SUMMARY

The significance of selection is highlighted in many ways. Recruitment is concerned

with both engaging the required number of people, and measuring their quality. It is not only
a matter of satisfying a company’s needs, but also is an activity, which influences the shape
of the company’s future. In another way, selection is a process that not only helps to select
and fill a vacancy physically, mentally, and temperamentally but also helps to develop an
employee into a desirable employee. Selection process searches persons with potential who
would grow in the organization.

 To get an idea about the Recruitment and Selection Procedure held by VIJAYASRI
ORGANICS LTD .

 Recruitment and selection has been regarded as the most important function of
personnel administration, because unless the right people are hired, even the best
plans of the organizations and control system would not do much good to the
organization.

 This study helps to know how the company recruits people with requisite skills such
as qualification, experience etc.

 In this study we learn what the best source to recruit the people and how to reduce the

cost of the recruitment to find out whether consistency is being maintained in the

recruitment and selection process in the organization.

 To find out on what basis the selection process is conducted on the organization.

 To find out effectiveness of recruitment and selection in the company.

 The study was restricted to the employees of VIJAYASRI ORGANICS LTD. The result
cannot be generalized to employees of other organization.

 The information from the lower-level employees could not able to collect since they
were busy.

74
 Some of the respondents were hesitated to give the necessary Information about my
study, because of the fear of the management.

 Some of the respondents were not interested to express their views freely; this may
lead to biased information
 The Indian industry has been characterized by periodic cycle of under and over
production. The fluctuations in sugar cane production are sugar cane production has
been mainly due to.
 Fluctuation sugar cane average quality coupled by the variation in the price of sugar
cane in relation to these of competitive food crops.
 Diversion of sugar cane for the production of sugar and khandasari.
 Incidence of press, insects and diseases.
 National calamities like floods and droughts.
 Recruitment forms the first stage in the process, which continues with selection and
cases with the placement of the candidate. It is the next step in the procurement
function; the first makes it possible to acquire the number and types of people
necessary to ensure the continued operation of the organization. Recruiting for actual
or anticipated organizational vacancies. In other words, it is a linking activity bringing
together those with jobs and those seeking jobs.
 As Yoder and other point out: “Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measures for attracting the manpower in adequate numbers to facilitated effective
selection of an efficient working force. “Accordingly, the purpose of recruitment is to
locate source of manpower to meet job requirements and job specifications.

75
 FINDINGS

 21% of the employees are recruited through campus drives is more effective,42% of the

employee are recruited through advertisements, internet, and consultancies.

 58% of employees are satisfied about the selection process, 17% of employees are to some

extent about the selection process

 58% of employees feel that they are comfortable working with current HR policies of the

company

 Most of the Employees prefers Personal interview

 75% of employees felt that medical examination is necessary for selecting an employee in an

organization

 75% of development activity helps the management identifying, analyzing, forecasting and

planning changes needed in the company HR area

 54% of employees feel that they need to improvement of Recruitment and Selection process

 Most of the managers prefers “contract” signed by employees while joining an organization

76
 SUGGESTIONS

 Basically, the interview process is very general it would be conducted more effective if it is
well planned and organized one.

 Various source of recruitment may be opted to get cream input and to enhance quality output
and performance.

 A data bank may be operated to have fall back of resource.

 Maintain the effective employee’s turnover.

 Factors should be considered like quality of work, timeliness, need for supervision and the
managerial factors and job related factors to improve the ‘Employee participation in
management’.

 The organization can develop the existing ‘Employee participation in management’ which
helps at the career planning and support to improve the job performance of the employees.

 Channel of communication should be made empathetic for easy communication of objective

standards and evaluation techniques.

 Management has to appoint certain explicitly trained monitors in order to assess the
‘Employee participation in management’.

77
 CONCLUSION

We may keep on discussing about the squeezed market but the fact is that we are not
willing to accept change. We are not making an earnest effort to embrace change in the right
spirit. The need of the hour is to work out a way where it becomes a mutually beneficial
relationship between the employer and the employee. It is becoming imperative that
corporate must build trust among its employees by giving them the healthy working
environment.

Paradigm shifts in the business environment, future growth prospects, economic and
social networking, supply-demand ratio of employees, is an indicator that Corporate
Recruitment is no more a daily task, but an art to be mastered upon. .

78
 QUESTIONNAIRE

Name:
Occupation:
Age:

1.What methods of recruitment were used for selection in Vijaya Sri Organics limited?
a) Direct b) Indirect
c) Third party d) Others

2.Do you think innovative technique like stress test, psychometric test and personality
test should be used for selection?
a) Yes b) No

3.Which of the sources of recruitment and selection are used in Vijaya Sri
Organics limited?

a) External b) Internal
c) Both

4. Which of the Internal methods does Vijaya Sri Organics LTD uses during selection?
a) Written b) Group discussion c) personal interview d) Gd & interview
e) All of the above

5.Do you Think the medical examination is necessary selecting an employee

in organization?
a) Yes b) No

6.Are regularly update with the changes in the company recruitment?

a) Yes b) No

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7. Is there any contract (bond) signed by employees while joining the organization?
a) Yes b) No

8.Are you comfortable with the HR policies of the company?

a) Yes b) No

9. Which of the following external sources are used for recruitment in Vijaya
Sri Organics LTD?
a) Advertisement b) Internet c) Campus drives d) Consultancies
e) All of the above

10.What does supervisor need to have to become a manager in Organization?

a) Qualification b) Experience c) Other skills

11. How do does the corporate social responsibility can lead to attractive of employees
towards the company?
a) Yes b) No

12. Does development activity helps the management identifying, analyzing, forecasting
and planning changes needed in the company HR area?
a) Yes b) No

13. Are you satisfied with the selection process in the organization?
a) Satisfied b) Dissatisfied c) To some extent

14. How do you rate HR practices of the company?

a) Excellent b) Good c) Average

15. Any suggestions for improvement of recruitment selection process?

a) Need to improve b) Not required

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 BIBLIOGRAPHY

1.TEXTBOOKS
PERSONNEL / HUMAN RESOURCE MANAGEMENT-STEPHEN P.ROBBINS
(Prentic-hall of India private ltd…, NEW DELHI)

PERSONNEL / HUMAN RESOURCE MANAGEMENT --P.SUBBA RAO

(Himalaya publishing house, Mumbai)
HUMAN RESOURCE AND PERSONNEL MANAGEMENT -EDWIN.B.FLIPPO
-K.ASWATHAPPA
(Tata McGraw-Hill publishing company ltd., New Delhi)

1. JOURNALS
ANNUAL REPORTS AND MANULAS OF THE UNIPARTS INDIA
LIMITED

2. WEBSITES

www.vijayasri organics.com
www.google.com
www.wikipedia.com

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