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Introduction
INTRODUCTION
RECRUITMENT
Recruitment is sometimes confused with employment. The two are not one and
the same. Recruitment is just one step in the process of employment.
Recruitment is a linkage activity bringing together those with jobs and those
seeking jobs. When more persons apply for jobs then there will be scope for
recruiting better persons.
DEFINITION :
RECRUITMENT POLICY :
4) It should match the qualities of the employees with the requirements of the
work for which they are employed.
SOURCES OF RECRUITMENT
Internal Sources –
1) Present Employees :
Promotions and transfers among the present employees can be a good Source of
internal recruitment.
2) Employee Referrals :
These are another internal source of recruitment. Some retired employees may
be willing to come back to work.
4) Previous Employees :
Those who have previously applied for jobs can be contacted by mail
External Sources :
2) Advertisement:-
3) Employee exchanges:-
It is also the source of recruitment it provides the multi talented applicants to the
organization.
4) Campus Recruitment:-
Colleges, universities, research laboratories, sports fields and institute are fertile
ground for recruiters, particularly institutes. The Indian Institutes of
Management (IIMs) and the Indian Institutes of Technology (IITs) are on the
top of list of avenues for recruiters.
There are some recruiting agencies or consultancies which are provide suitable
applicants.
8) Displaced Persons:-
Radio and television are used but sparingly and that too by government
development only .Companies in the private sector are hesitant to use the media
because of costs and also they fare that such advertising will make the
companies look desperate and damage their image.
SELECTION
The Executive Board shall assess all the candidates on the basis of the
established selection requirements.
In this assessment the Executive Board shall take into account:
The work of the pre-selection panel;
The need that the specialist fields of the members of the Scientific
Committee shall cover the most relevant scientific fields linked to
fundamental rights, in accordance with the mission and objectives of
FRA;
The Executive Board shall submit to the Management Board a list of
most eligible candidates. This list should include more than eleven and
fewer than twenty-two names. This list will also include merit points and
a conclusion concerning the suitability as a member of the Scientific
Committee for each candidate.
The Chair of the Executive Board shall present the results of the selection
process to the Management Board, including a record of the candidates
not included in the lists mentioned above as well as on candidates deemed
ineligible.
APPOINTMENT:
1. On the basis of the list submitted by the Executive Board, the Agency’s
Management Board shall appoint the members of the Scientific
Committee, after having consulted the competent committee of the
European Parliament. The candidates not appointed shall be put on a
reserve list.
The reserve list shall be valid for the duration of the term of the appointed
Scientific Committee. In case of a vacancy, the Management Board shall
appoint a new member from the reserve list. The filling in of a vacancy shall be
for the rest of the duration of the term of the Scientific Committee.
RECRUITMENT AND SELECTION
Recruitment and selection are the two phases of the employment process. The
differences between the two are:
ADVERTISING
Reaching any target market can be extremely difficult. Through niche websites
like RD, you can guarantee that the people using the service have an interest in
your field. As more and more people turn to online means for their information
and service needs, an active web presence is vital for any organization, large or
small. Utilizing all the benefits of online advertising and adding the clout
already held by Australia's leading industry news provider, Specialist News, ads
placed with RD are a great way to generate interest in new products and
services, or to improve awareness of your brand
Chapter 2
COMPANY PROFILE
COMPANY PROFILE :-
It has many doctors who are specialists in their respective fields.The list of those doctors with
their speciality are enlisted below.
Doctors List
Name Speciality
Being multispeciality hospital,it provides treatments in various fields such that a wide range
of patients can be covered under single window.In consideration with betterment of patients
and their feasibility, such wide specialities are must to cope with the emergencies of severe
conditions.Thus,the list of all those specialities provides of hospital are listed below.
sthesiology
Bariatric Surgery
Cardiology
Chest Physician
Critical Care
Dentistry
Dermatology (Skin)
Emergency Medicine
ENT (Otolaryngology)
Gastroenterology
Gynecology
Hematology
Interventional Radiology
IVF & Infertility
Joint Replacement Surgery
Micro-Biology
Minimal Access Surgery
Nephrology
Neurology
Oncology
Ophthalmology
Pathology
Pediatrics
Plastic & Reconstructive Surgery
Pulmonology
Radio-Diagnosis
Reconstructive Surgery
Rheumatology
Spine Surgery
Surgical Oncology (Cancer Surgery)
Urology
There are also different services provided by the hospital which are as below:
Services
Blood Banking
Integrated pharmacy
If we talk about the methods of payment of the charges and bills whatever the patients have
to pay for the services and treatments they have been through.Thus, those methods of
payments used by the hospital are listed below:
Modes of Payment
Cash
Master Card
Visa Card
Debit Cards
Cheques
American Express Card
Credit Card
So,these all are the detailed information about the MEDITRINA HOSPITAL,NAGPUR.It
the epitomic document of the services,staff,specialities and all about the hospital.
Chapter 3
Review of literature
LITERATURE REVIEW
People are integral part of an organisation today. No organisation can run without its
human resource. In today’s highly complex and competitive situation, choice of right
person at the right place at the right time has far implications for an organisation’s
functioning. An employee well selected and well placed would not only contribute to
the efficient running of the organisation but also offer significant potential for future
replacement. Thus hiring is an important function. The process of hiring begins with
human resource planning which helps to determine the number and type of people an
organisation needs. Job analysis and job design enables to specify the task and duties
of jobs and qualifications expected from prospective job. HRP, job analysis and job
design helps to identify the kind of people required in an organisation and hence
hiring. It should be noted that hiring is an ongoing process and not confined to
formative stages of an organisation. Employees leave the organisation in search of
greener pastures, some retire and some die in the saddle. More importantly an
enterprise grows, diversifies, take over the other units until all necessitating hiring of
new men and women. In fact the hiring function stops only when the organisation
ceases to exist.
Recruitment:
Companies recruit the candidates and, employ them, train and develop
them and utilize the human resources of these candidates. This
strategy is called In-sourcing. Companies formulate and implement this
strategy when the corporate strategy is stable.
Out sourcing:
To search for talent globally and not just within the company.
To design entry pay that competes on quality but not on quantum.
To anticipate and final people for positions that do not exists yet.
Selection:
Recruitment:
1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists
are used. in scouting, representatives of the organisation are sent to
educational and training institutions. these travelling recruiters exchange
information with students, clarify their doubts, simulate them to apply
for jobs conduct campus interviews and short list candidates for further
screening.
2. Indirect method:
Advertisement in news paper, journals, on the radio and television are
used to publicise vacancies. A well thought out and clear advertisement
enables candidates to assess their suitability so that only those
possessing the requisite qualification will apply.
3. Third party method:
Various agencies can be used to recruit personnel. Public employment
exchanges, management consulting firms, professional societies,
temporary help societies, trade unions, labour contractors are the main
agencies.
4. Internet recruitment:
Various job sites are now available on the internet. The organisation can
create profile on such sites so that various resumes of applicants can be
viewed and matched with the requirements of the job and as much as
applicants can be called because almost 25% of net users in India search
for jobs through internet.
Chapter 4
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Research covers the search for and retrieval of information for a specific
purpose. Research has many categories from medical research to literacy
research. Research is essentially a fact finding process which influences
decision making. It is a careful search or inquiry into any subject or subject
matter, which is an endeavor to discover or find cut valuable facts, which would
be useful for further application or research is studies conducted towards long
range questions or advancing scientific knowledge.
COLLECTION OF DATA
1) Primary Data
2) Secondary Data
1) Primary Data:-
Data have also been collected by visiting the actual line. This gives
the actual reason of job satisfaction and dissatisfaction. Since some workers
were not ready to give their fair opinion while filling the questionnaires.
Methods applied for collection of data:
Secondary Data:-
The secondary data on the other hand are those, which have already been
collected by someone else and which have already been passed through the
statistical process.
For secondary data collection the research instruments are.
INTERPRETATION
DATA ANALYSIS AND INTERPRETATION
MEDITRINA
yes 19 76%
NO 6 24%
Total 25 100
24%
76%
INTERPRETATION: -
From the above chart it is seen that the respondent from the
MEDITRINA 76% are happy and 24% are unhappy.
2) HOW DO YOU FEEL ABOUT INTERVIEW PANEL?
MEDITRINA
Excellent 7 28%
Good 5 20%
Satisfied 10 40%
Poor 3 12%
Total 25 100
12%
28%
40%
20%
INTERPRETATION: -
From the above chart it is seen that the MEDITRINA 28% respondents
feel excellent, good 20%,satisfied 40%, poor 12% about interview panel.
3) DID THE COMPANY MEET YOUR EXPECTATIONS?
MEDITRINA
Yes 10 40%
NO 15 60%
Total 25 100
yes NO
40%
60%
INTERPRETATION: -
From the above chart it is seen that MEDITRINA 60% respondent are
satisfied , not satisfied are 40% .
4) ARE YOU HAPPY WITH THE PAY SCALE?
MEDITRINA
yes 22 88%
NO 3 12%
Total 25 100
yes NO
32%
68%
INTERPRETATION: -
From the above chart it is seen that the MEDITRINA respondent are
happy 63% ,unhappy 32% are with the pay scale.
5) DID COMPANY MANAGING COMMITMENT WHICH IS GIVEN
TO YOU AT THE TIME OF INTERVIEW?
MEDITRINA
yes 22 88%
NO 3 12%
Total 25 100
yes NO
12%
88%
INTERPRETATION: -
From the above chart it is seen that the MEDITRINA respondent are
says yes 88%,No 12% for managing commitment at the time of interview.
6) HOW DO YOU COME TO KNOW ABOUT OPENINGS IN
COMPANY?
MEDITRINA
Friends 4 16%
Internet 10 40%
Newspaper 10 40%
Other 1 4%
Total 25 100
4%
16%
40%
40%
INTERPRETATION: -
From the above chart it is seen that the MEDITRINA respondents come
to know from friends 16%, internet 40%,newspaper 40% ,&other 4% about the
opining in companies.
7) DO YOU WANT TO REFER MORE FRIENDS TO COMPANY?
MEDITRINA
yes 12 48%
NO 13 52%
Total 25 100
yes NO
48%
52%
INTERPRETATION:-
From the above chart it is seen that the MEDITRINA employees want to
refer their friends 48%, don’t want to refer their friends 52%.
8) DID YOU HAVE THE RIGHT DESIGNATIONS?
MEDITRINA
yes 20 80%
NO 5 20%
Total 25 100
yes NO
20%
80%
INTERPRETATION:-
From the above chart it is seen that all the employee are satisfied in the
MEDITRINA respondent are satisfied 80% and 20% respondent are not
satisfied with their job designation.
9) WHAT SHOULD BE THE BEST RECRUITMENT SOURCES
ACCORDING TO YOUR PREFERENCE?
MEDITRINA
Internal 3 12%
External 10 40%
Both 12 48%
Total 25 100
12%
48%
40%
INTERPRETATION:
MEDITRINA
yes 15 60%
NO 10 40%
Total 25 100
Yes No
40%
60%
INTERPRETATION:
MEDITRINA
yes 13 52%
NO 12 48%
Total 25 100
Yes No
48%
52%
INTERPRETATION:
MEDITRINA
Satisfied 10 40%
Unsatisfied 15 60%
Total 25 100
Satisfied Unsatisfied
40%
60%
INTERPRETATION:
17% 17%
Three-six
Two- five
one- three
66%
Interpretation:-
In above chart we found that 66% members are two- five , 17% members are three –six and
one –three are there is the interview to select the candidates in the organization.
\
14) What are the main criteria in selection of an employee in the organization. ?
0%
17%
33%
Type of job
Qualification
Performance
Any other
50%
Interpretation:-
In above chart found that 50 % manager are think that qualification is the main criteria in
selection of an employee in the organization, 33% manager are think that performance is the
criteria, and 17% manager are think that type of job is the main criteria in selection process of
an employee in the organization.
15) How were you been selection in the organization ?
33%
Yes
No
67%
Interpretation:-
In above chart we found that 66% are used option yes and 33% are used option is no in the
select organization .
16).Are you satisfied with the current selection process followed by your organization ?
Option Response Percentage
Highly satisfied 1 17%
Satisfied 5 83%
Highly dissatisfied 0 0%
Neutral 0 0%
0% 0%
17%
Highly satisfied
Satisfied
Highly dissatisfied
Neutral
83%
Interpretation:-
In above chart found that 83% majority of manager are satisfied with the current selection
process, 17% majority of manager are highly satisfied with the current selection process in
the organization. And no one manager will dissatisfied with current selection process in the
organization.
Chapter 8
CONCLUSION
CONCLUSION
3) The satisfaction survey concludes the result that these people need a little
more attention from the part of HR department.
5) The conclusion from above study survey is that 75% satisfied with
recruitment process in MEDITRINA .
Chapter 9
SUGGESTION
SUGGESTION
The MEDITRINA should improve the pay scale so that employee feels
satisfactory with the job.
Bibliography
BIBLIOGRAPHY
Books-
K.Ashwathappa(4th edition)
Websites:-
www.google.com
www.Meditrina .co.in
www.HRCommunity.com
Chapter 11
Annexure
ANNEXURE
1. Yes
2. No
1. Excellent
2. Good
3. Satisfactory
4. Poor
1. Yes
2. No
4. Are you happy with the salary what you offered from the company?
1. Yes
2. No
1. Yes
2. No
6. How do you come to know about openings in company?
1. Friends
2. Internet
3. News Paper
4. Others
1. Yes
2. No
1. Yes
2. No
1. Internal Recruitment
2. External Recruitment
3. Both
10. Did you fully know about the company policies before joined in this
company?
1. Yes
2. No
1. Yes
2. No
1. Satisfactory
2. Unsatisfactory.
13) How many members are there is the interview to select the candidates?
Three-five
Two-five
One-three
14) What are the main criteria in selection of an employee in the organization. ?
Qualification
Performance
Any other
Type of job
Yes
No
16).Are you satisfied with the current selection process followed by your organization ?
Highly satisfied
Satisfied
Highly dissatisfied
Neutral