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Mrs. PREETI DUBEY
Rakesh Soni Narendra singhThakur Pooja Singh Baghel Romans soni Rakesh Ranjan Das Nilam Chouragade
Dabur pharma Company profile Company vision Recruitment process of Dabur pharma Selection process of of Dabur pharma
Dabur Pharma Limited is the leading Indian company for cancer research and anticancer products. Dabur Pharma Limited, a public limited company incorporated in March 2003, is an associate company of Dabur India Limited, a US $ 250 million healthcare company founded in 1884. Dabur Pharma Limited operates in Europe and in some other markets through its fully owned subsidiary- Dabur Oncology Plc. The Dabur group of companies have a legacy of trust and excellence in the healthcare business.
Dabur Research Foundation, established in 1979, is a premier research organization that focuses on innovative products in the therapeutic segment of Oncology. It also focuses on the development, through extensive R&D, of new patented oncology drugs and the manufacturing of generic oncology drug formulations and active pharmaceutical ingredients (API's). Dabur Research Foundation has a well-established R&D capability that has led to the development of a number of significant anticancer drug molecules Dabur Research Foundation has filed more than 130 patent applications worldwide with 40 patents granted. Today more than 160 scientists are engaged in research and product development at Dabur Research Foundation.
dedicated to the health well being every house hold
Selection Process of Dabur pharma
o o o o o o o Eligibility Criteria. Pre-Placement Talk. Written Test. Group Discussion. Personal Interview. Deliberations by the Company People. Announcement of the Results and Issuing the Offer Letters.
In its communication intimating the desire to hold the campus interview, the company specifies the minimum eligibility criteria. These include the average percentage marks in engineering, HSC and SSC, percentage marks at each semester or the year, acceptability of live or past ATKT, year down condition in the past, etc. Some of the companies specify height, weight and eyesight acceptability conditions also. Only those students who meet the eligibility criteria are permitted to appear for the campus interview.
The selection process generally starts with the µPre-Placement Talk¶ (PPT) by the company executives, who give information about the company. This includes activities carried out, organizational structure, volume of business in terms of annual turnover, expansion plans, working culture, training scheme, bond if any, salary structure etc. Questions are invited from the students at the end of the PPT.
While some small companies go directly for the personal interviews, many prefer to administer a written test to the candidates. The test consists of µobjective¶ type questions, and is usually for one to two hours. It aims to test the knowledge of the students in basic mathematics including oral computing ability, quantitative and verbal analytical ability, English language, programming skills (for software companies), quizsolving capability etc.
A topic (from any field ± academic, political, cultural, social, socio-economic etc) is given to a group of about 6 to 12 candidates (qualifying in the written test), who are asked to discuss it among themselves. The aim of this exercise is to identify who can speak on that topic logically, has fair amount of knowledge, can make an impact on the audience and in short, is a good team member and a good leader.
During the personal interview, each candidate is interviewed individually. The interviewing panel generally consists of the Technical Specialist and the Human Resources Specialist. In some cases, there is more than one specialist. Sometimes, the Technical specialists interview the candidate first, and then the candidate is sent to another cabin, to be interviewed by the Human Resources Specialist. A candidate has to satisfy both the specialists, to get selected.
Deliberations by the Company People
After the interviews of all the candidates are over, the company officials get down together, to deliberate over their findings, consolidate the results and prepare the offer letters.
Announcement of the Results and Issuing the Offer Letters
All the candidates interviewed are assembled together, and the names of the candidates finally selected are announced. Sometimes, some candidates are told that they are µon hold¶. This means that their selection would be finalized only after the company finishes campus interviews at all other colleges, and only if some vacancies remain unfilled at that stage. In the meantime a candidate kept µon hold¶ is free to appear for other campus interviews. The offer letters are issued at the time of the announcement of the result. In some cases, there are more rounds of interviews at the company office, before the final selection is made. In some cases, the offer letters are sent later.