Introduction
The present project study is on “A Research Report on Role of Recruitment and Selection in Aurobindo Pharma limited at Hyderabad”. This study highlights the concept of Recruitment and Selection. The significance of this study also identifies the prevailing measures adopted by Aurobindo.com to retain an Employee. This study also helps the company to analyze its strength and weakness and to take proper corrective measures.
Aurobindo Pharma Ltd. Was incorporated in 26 Dec, 1986 by Mr. P.V. Ramprasad Reddy and Mr. K. Nityanand Reddy for manufacturing of Semo-Synthetic Pencillin bulk actives Viz, Ampicillin trihydrate and amoxicillin trihydrate at Pondicherry.
Aurobindo Pharma , currently having 6 manufacturing facilities to prevent cross contamination, each of these six manufacturing facilities are dedicated to manufacture bulk drugs, organic intermediates and formulations.
1. Company Market Position
Aurobindo Pharma registered a turnover of Rs. 502.84 Crores, for the financial year 2003-04. Currently, it stands fifth position in the pharma market.
Aurobindo Pharma , the confidence of about 600 reputed formulators in India and about 100 customers in 35 countries. Contribution from exports turnover are increasing year by year. The export turnover for the year 2003-04 is Rs. 2156 millions. Major revenue is getting from bulk drugs, and now it is concentrating more on formulations.
Major competitors in the pharma market were Dr. Reddy’s labs, Ranbaxy, Sun pharma, Orchid chemicals, wockhadrt, Glenmark, Alembic, Panacea, Unicure, Lupin, Cipla, Cheminor drugs etc. All India, Ranbaxy continues to be the leader with turnover of Rs. 1426.2 Crores. For the Financial year 2003-04.
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2. Recruitment and Selection:
Recruitment refers to the process of finding possible candidates for a job or function. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job center if they are targeting the unemployed.
Suitability for a job is typically assessed by looking for skills, e.g. Communication skills, Typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individuals’ off hand knowledge of software packages or their typing skills. At a more basic level written tests may be given to assess innumeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a C.V or to complete an application form to provide this evidence. Selection evaluating the qualifications, Experience, skill, Knowledge of an applicant in relation to the requirement of the job to determine his suitability of the job.
• In other words choosing the suitable candidate for a job from among the available applicants is called selection. The element of selection process includes organizational objectives, Job description, Job specification, Competency meddling, and recruitment policy, Selection.
• The second chapter includes the industry profile, which shows the evolution of the share market, the procedures and the current scenario.
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Skills are just something that you are good at or they are a part of you. Everybody in the world has a skill, but sometimes they are hard to find. When employers look for some one to hire they are looking for people with specific skills to fit the job. Each job has different skills that are accompanied with each job, but there are four main areas in which all employers look for when they want to ...
• The third chapter contains the company profile, which unveils the origin of the parent company, its mission and vision, its products and services, its subsidiaries and Aurobindo.com.
Introduction To Research Topic:
• Recruitment process in Aurobindo Pharma ltd
In our continuous endeavor to improve the selection process for recruitment at all levels in Aurobindo Pharma ltd, we have carried out an in-depth study of the competencies required to succeed in Aurobindo Pharma ltd. As per our research, the competencies which indicated success at the entry level in Aurobindo Pharma ltd are:
• Drive for results
• Process Orientation
• Interpersonal Effectiveness
• Analytical Thinking
• Innovation &
• Team Effectiveness
In order to assess the same we use a set of following tools
• A Mental Ability Tests (for candidates with 0-2 years of work experience)
• A Personality profiling system
The Mental Ability Test gives us a fair and objective assessment of candidates’ skills in the areas of verbal reasoning, numerical reasoning & diagrammatic reasoning. These are important skills for the role of an entry level manager and people who do well in these tests tend to do well in their jobs at Aurobindo Pharma ltd. The total time taken in this exercise is 2 hours with each of the three sections lasting 40 minutes. Candidates (at all levels regardless of the number of years of work experience) are also required to complete the Occupational Personality Questionnaire (OPQ ) before they appear for the interview, the results of which are integrated into our interview process.
• Mature Recruitment
To get started, fill in the profile form. We will create a login id number and password in case of successful registration. Your registration details will be emailed to you on your specified email ID. You must use the same to log on, to edit your resume and to know your hiring status in our company.
You can respond directly to a Current Opening or submit your profile into our Talent Database for consideration against future opportunities. If you have already applied, you can update your resume with the most recent information or choose to re-apply against a different position.
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1. Campus Recruitment
As a rapidly growing organization we look to induct post-graduate management talent from various business schools across the country. Enthusiastic and talented youth form the backbone of our banking operations and will become our future leaders. What we offer is the grooming needed to be the best. We offer a wide range of careers in all functions including – Finance, Marketing, Operations, Information Technology and Human Resources.
We are proud of our ability to nurture individuals and provide them the space and empowerment they need to hone their talents. Our size gives us the unique ability to provide fast growth and high responsibility early in one’s career as well as multiple avenues to reach the top.
If you are on the verge of completing your management education and believe that the amazing world of Banking is for you, there’s no better place to start than Aurobindo Pharma ltd.
3. CONCEPT OF RECRUITMENT
Byers and Rue defines Recruitment as the process of seeking and attracting a pool of people from which qualified candidates can be chosen for job vacancies.
According to Edwin B.Flippo, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in organizations.
Effectively, Recruitment is the process of getting the right kind of people to apply for the vacancies in an organization.
2. Factors Affecting Recruitment:
There are many factors that affect the Recruitment. Those factors are
1. Organizational Factors
2. Environmental Factors
1. Organizational Factors:
Several factors influence the success or failure of a recruitment program. The major factor that determines the success of a recruitment program is the reputation of the organization. Reputation depends on its size, area of business, profitability, management etc in addition to its philosophy and value.
Another factor that contributes to the success of a recruitment program is the geographical location of the vacant position. Prospective candidates might not be too eager to work in a remote place unless they belong to that place.
The channels and methods used to advertise the vacancy also determines the success of a recruitment program. The reach of the advertising has to be wide and its effect deep enough to attract the right talent.
The Research paper on Internal Sources Of Recruitment
1) INTRODUCTION – RECRUITMENT Definition – The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to ...
The emoluments that the company offers also influence the decision of a candidate and there by the success of the recruitment program.
2. Environment Factors:
The situation in the labor market, the demand for man power, the demographics, the knowledge and the skill set available all determine the response to the recruitment program. Culture, social attitude and beliefs also impact the effectiveness of a recruitment program.
3. Different Sources of Recruitment:
There are different sources of recruitment. Even there are different recruitment sources the recruiter should choose the suitable method which are suitable to the organization considering the factors of organization like Money, Time and reputation of the company.
They are:
1. Internal source
2. External source
1. Internal source:
Searching the talented person in the organization it self
Many organizations try and identify employees from with in the organization to groom to take on high responsibility. The human resource inventory, an outcome of human resource planning, forms basics for internal search.
When this method is done the HR collects the data of the employee like performance, personal data, qualifications and his behavior from his colleges. This method helps in maintaining good relations with employees and gets good results from them. It also boosts the morale of the employees as they feel important and values. It encourages competent and ambitious individuals as their performance is rewarded.
2. External source:
When the organizations decide to go in for external recruitment it has a much greater choice. They are
• Advertisement
• Employee referrals
• Educational Institutions
• Employment Agencies
• Self-appliers
• Advertisement:
When the organizations choose to go for advertisement, they want to choose an effective media which will reach effectively which reaches even remote areas. Whatever media may choose by the media the notification should be very clear with full requirements, last date for application and way to respond i.e. through e-mail, phone, or through postal
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• Employee referrals:
When recruitment is required it is easy method to get the required qualified employee through employee referrals. This method helps in motivating the employees and can extract quality of work from them, it is a good method to get the employees who to organization requirements.
• Educational Institutions:
During the placement season educational institutions, especially the reputed institutions ones turn in to hunting grounds for organizations looking for fresh talents. To get good organizations to their campus the educational institutions approach the organizations and invite them to their campuses. The organizations short listed the institutions which are providing the kind of resources that they are looking for. It also helps in maintaining good relations with the institutions for a long term. These relations help both the sides for a long relation.
• Employment Agencies:
In this we can classified again in to three parts like
1. Public or Government Agencies
2. Private agencies
3. Headhunters
1. Public or Government Agencies:
This is also known as Employment exchange. In this unemployers register their names in employment exchanges for their jobs, when vacancies are found they are filed with the registered qualified persons according to their seniority
2. Private agencies:
It is also just like employment registration but here
These agencies give main preferences to talent only not to seniority.
3. Headhunting:
In this method the organizations approach the private agencies and intimate to them whatever talent, skills and qualifications they are searching for.
