1 SUMMER TRAINING PROJECT REPORT ON RECRUITMENT AND SELECTION AT

Submitted in partial fulfillment of the requirement of the award of Degree in Masters of Business Administration (Session 2011-2012)

ROORKEE INSTITUTE OF TECHNOLOGY

Submitted to Submitted by Mr. Anand rawat HARSHITA SINGH Assistant manager, HR MBA 1st year RIT, rookee.

ACKNOWLEDGEMENT

The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to brass tacks of things. I would like to add a heartfelt word for the people who have helped me in bringing out the creativeness of this project. To commence with things I would like to take this opportunity to gratefully and humbly thank to Mr. ANAND RAWAT (sr executive hr ) , Mr.PRASHANT , JUBILANT LIFE SCIENCES LTD , Roorkee,UK for being appreciative enough by giving me an opportunity to undertake this project in JUBILANT LIFESCIENCES LTD and also sincere thanks for all the valuable inputs which imparted more meaning to the project . I am also thankful to the Director of Roorkee Institute of Technology, puhana, Mr. Anil upadhayaya (H.O.D, MBA deptt) and faculties of MBA deptt -Ms Monika salar, Mr. Gunjan gupta, Mrs.shobha katiyar, Mrs.Gunjan dashmana for their whole support and guiding, constructive requisite encouragement in completion of the project.

HARSHITA SINGH

PREFACE

In our two year degree program of M.B.A of theirs provision for doing summer training after, II semester .the essential purpose of this project is to give an exposure and detailed outlook to the student of the practical concept which they have already studied research. For this purpose I was assigned the project for the RECRUITMENT AND SELECTION in JUBILANT LIFESCIENCES LTD. It is a matter of great privilege to get training from Jubilant Life sciences ltd. The project lasted for a period of eight weeks; it was informative, interesting and inspiring. I hope this report will provide an experiment outlook to the dynamic functioning in the HR department in jubilant life sciences ltd.

DECLARATION
I hereby declare that the project titled Recruitment and Selection is an original piece of research work carried out by me under the guidance and supervision of Mr. Anand rawat (assistant manager, HR, Jubilant life sciences, roorkee). The information has been collected from genuine & authentic sources. The work has been submitted in partial fulfillment of MASTER IN BUSINESS ADMINISTERATION of Uttrakhand Technical University. Place: Date: HARSHITA SINGH

CONTENTS
1. 2. 3. 4. 5. Executive summary ..6 Introduction...7 Significance of study.........8 Objectives of study9 Company profile (a) About the company11 (b) Vision,values,promises......12 (c) History ......13 (d) Board of directors..16 (e) Awards and certification17 (f) HR philosophy...18 6. Recruitment and selection (a) Meaning of recruitment..20 (b) Process of recruitment21 (c) Sources of recruitment....22 (d) Factors affecting recruitment..23 (e) Recruitment policy at jubilant.24 (f) Nature and purpose of selection..26 (g) Role of HR department in selection ...27 (h) Selection procedure.28 (i) Selection process at JUBILANT29 (j) Distinctive features of recruitment and selection31 7. Research methodology..32 8. Data analysis and interpretations...34 9. Findings.41 10.Limitations of study...42 11.Recommendations..43 12.Conclusions44 13.Annexure

(a) Questionnaire46

EXECUTIVE SUMMARY

The project titled RECRUITMENT AND SELECTION Undertaken in JUBILANT LIFESCIENCES LTD. Jubilant Life Sciences Limited, an integrated pharmaceutical and life sciences company, is the largest Custom Research and Manufacturing Services (CRAMS) player and a leading Drug Discovery and Development Solution (DDDS) provider out of India. Recently it has been ranked at No. 6 position amongst the Top 10 Global contract manufacturing & services outsourcing players of the pharmaceutical industry. The project report is about recruitment, selection process thats an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. Its a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. There are two types of factors that affect the Recruitment of candidates for the company Internal factors External factors The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard pattern, beginning with an initial screening interview and concluding with final employment decision.

INTRODUCTION

Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS: There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors The project report is all about recruitment and selection process thats an important part of any organization. Recruitment highlights each applicants skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the sales managers of the JUBILANT LIFESCIENCES LTD ROORKEE and tried to find out which methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower planning is required , what the various method used for recruiting the candidates and on what basis the selections is done. Jubilant Life sciences Ltd has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender.

SIGNIFICANCE OF STUDY
The benefits of the study for the researcher is that it help to gain knowledge and experience and also provide the opportunity to study and understand the prevalent recruitment and selection procedures of the company The key points of my research study at JUBILANT LIFESCIENCES LTD are: 1. To study the facts about the Jubilant as an organization. 2. To understand and analyze various HR factors including recruitment and selection procedure at Jubilant Life sciences Ltd. 3. To suggest any measures or recommendations for the improvement of the recruitment and selection procedures.

OBJECTIVES OF STUDY

1. To understand and critically analyze the recruitment and selection at JUBILANT LIFESCIENCES LTD ROORKEE. 2. To study the various sources of recruitment followed in the company. 3. To identify the procedure or process of recruitment and selection followed. 4. To identify the probable area of improvement to make recruitment and selection procedures more effective. 5. To know the managerial satisfaction level about recruitment and selection procedure

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COMPANY PROFILE

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ABOUT THE COMPANY JUBILANT LIFE SCIENCES LTD.

Jubilant Life Sciences Limited, an integrated pharmaceutical and life sciences company, is the largest Custom Research and Manufacturing Services (CRAMS) player and a leading Drug Discovery and Development Solution (DDDS) provider out of India. Recently it has been ranked at No. 6 position amongst the Top 10 Global contract manufacturing & services outsourcing players of the pharmaceutical industry. The Company provides Life Science Products and Services across the value chain, serving its customers globally with its ground presence in India, North America, Europe and China. The Company is well recognized as a Partner of Choice by leading life sciences companies worldwide.

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VISION, VALUES AND PROMISES

VISION : 1. To be among the top 10 most admired companies to work for. 2. To expand position of leadership in chosen area of business in India. 3. To continuously create new opportunities for growth in our stragic business. 4. To continuously achieve a appreciable return on invested capital of at least 10 point higher than the cost of capital. VALUES : 1. Inspiring confidence and team work in employees. 2. Always stretching to be cost effective and efficient in all aspects. 3. Sharing knowledge and learning from each other and form the markets served. 4. Excellent quality. PROMISES : Caring, Sharing, and Growing. Company will always with utmost care for the environment; continue to enhance values for its customer by providing innovative products and economically efficient solutions; and for its shareholders through sales growth, cost effectiveness and wise investment of resources.

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HISTORY
2011 Successful delivery of early milestones in drug discovery with AstraZeneca 2010 Jubilant Life Sciences (JLL) demerges its Agri & Performance Polymers; business to Jubilant Industries Limited (JIL) Jubilant Organosys Limited changes to Jubilant Life Sciences Limite 2009 Inauguration of Jubilant Kalpataru hospital at Barasat, KOLKATA,

2008 Drug Discovery partnership with Amgen Inc, USA

2007 Acquires Hollister Stier Laboratories in USA, a contract manufacturer of Sterile injectable vials and allergenic extracts.

2005 Acquired pharmaceutical company in USA involved in off patent drug development and supply, and owns US FDA approved manufacturing facility for solid dosage forms.

2004 Enters the medicinal chemistry arena by setting up Jubilant Chemsys..

2003 Sets up a new state-of-the-art Research & Development Centre in Noida, near New Delhi

14 equipped with all latest scientific instruments.

200 2

Acquires the Active Pharmaceutical Ingredients business

2001

New corporate identity: Jubilant Organosys Ltd. reflecting changed corporate and business profile

2000

Enters the Bio / chemo informatics arena by setting up Jubilant Biosys Ltd.

1998

Enters high value-added Pyridine derivates.

1997 Commissions first Multi-purpose fine chemicals plant. Plant for food polymer commissioned.

1995

Gets ISO 9001 certification.

1990

Commissions Pyridine & Picoline plant.

1988 Launches its first branded product: Vamicol, an adhesive product.

1987

Introduces new products in Performance Chemicals segments: Poly vinyl acetate emulsion for paint, textile, paper & packaging and woodworking industry.

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1985

Research & Development center gets recognition from Government of India.

1983

Commercial production of Vinyl Acetate Monomer(VAM).

1981

Initial Public Offering. Listing on leading stock exchanges of India.

1978

Incorporated as Vam Organic Chemicals Ltd.

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BOARD OF DIRECTORS

Shyam S Bhartia Chairman & Managing Director

Hari S Bhartia Co-Chairman & Managing Director

S Bang Executive Director Manufacturing & Supply Chain

Surendra Singh Director

H K Khan Director

Abhay Havaldar Director

Dr. Naresh Trehan Director

Dr. Inder Mohan Verma Director

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Shardul S Shroff Director

AWARDS AND CERTIFICATIONS

2011 Two Environmental Best Practices Award 2011, by CIISohrabji Godrej Green Business Centre, under Most Innovative Environmental Project and Most Useful Environmental Project for the Co-processing of Hazardous waste in Cement Kiln at our plant at Nanjangud, Mysore, India Golden Peacock Innovation Award 2011 for developing Niacin by Vapour Phase Catalytic Oxidation of Beta Picoline.

2010 Ernst & Young Entrepreneur of the Year 2010 for Life Sciences & Consumer Products to Mr. Shyam S Bhartia and Mr. Hari S Bhartia, Jubilant Life Sciences CII EHS Award 2010 - First Place for Excellence in EH&S systems at the Nanjangud Plant , among

18 Medium scale industries

2009 NDTV Profit Business Leader of the Year 2009 as the Best Pharmaceutical Company PHD Chamber Annual Excellence Award 2009 - for Good Corporate Citizen

HR PHILOSOPHY

Companys philosophy affirms its belief that people are the organizations major asset and that together they will sustain Jubilant as an institution with vitality and perpetuity. The consequent HR PHILOSOPHY articulates its belief and principles to Guide Companys HRM process. Jubilant philosophy is: 1. 2. 3. 4. Empower and energies employees (inspire confidence). Encourage internal employee growth (always stretch). Hire skills (sharing knowledge ) Measure talent and skills (excellent quality)

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RECRUITMENT AND SELCTION

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MEANING OF RECRUITMENT

The process of identification of different sources of personnel is known as recruitment. It is a linking activity that brings together those offering jobs and those seeking jobs. According to EDWIN B. FLIPPO: Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment refers to the attempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool .Recruitment precedes the selection process.

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PROCESS OF RECRUITMENT
Recruitment is the positive process as it attracts suitable applicants to apply for available jobs. The recruitment process consists of following steps: 1. Identifies the various sources of labour supply. 2. Assesses their validity 3. Chooses the most suitable source or sources. 4. Invites applications from the prospective candidates for the vacant jobs.

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SOURCES OF RECRUITMENT

1. Internal sources : Transfer Promotion Direct recruitment Casual callers Media advertisements Employment agencies Management consultants Campus recruitment Referals Labour contractors Telecasting

2.

External sources :

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FACTORS AFFECTING RECRUITMENT

1. Size of the organization and the kinds of human resource required 2. Effect of past recruitment efforts 3. Nature of labour market of the region 4. Extent and strength of unionization in the region 5. Working conditions ,wages and other benefits offered by other concerns 6. Social and political environment 7. Legal obligations created by various statutes

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RECRUITMENT POLICY AT JUBILANT Objective:

1. To employ the best talent 2. Establish a positive correlation between recruitment costs and effectiveness 3. To match as closely as possible, the desired criteria sought during the selection process- in terms of job description. All recruitment is carried out in accordance with the annual manpower planning .broadly recruitment activity is done at either entry level or lateral level to cater to Replacement vacancies Additional vacancies

Mode of sourcing:
External sourcing is more widely used in practice as compared to internal sourcing. Job advertisements, job portals, job posting, internal transfers, relocations, word of mouth and the service of placement consultants are some of the sourcing methods.

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1. ADVERTISEMENTS : The advertisement for a vacancy is drafted in consultations with the concerned departmental head and chief of division as and when it is to be released. 2. CONSULATANTS: Placement consultants are properly scanned on some parameters such as past history, market reputation, ability to deliver etc. A list of selected consultants is maintained by the HR. The job profile is communicated to the consultant and bio-data of the candidate is invited.

3. CAMPUS RECRUITMENT : Campus recruitment is carried out annually to induct fresh talent in the organization from selected institutes of repute. Campus recruitment covers recruitment and selection .the typical designation covered under campus recruitment is Management trainee Graduate engineer trainee Trainee research associates Summer trainees. 4. JOB PORTALS: The company posts their job requirements on its websites and other job portals like NAUKARI.COM, MONSTERINDIA.COM. Resumes and jobs are matched using basic criteria like skill, past experience and job location. 5. JOB POSTING: In order to promote in house talent, Jubilant initiated the job posting program. All permanent employees working in jubilant could apply for positions advertised in the jubilant-job posting program.

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6. EMPLOYEE REFERAL: This is the most important mode of sourcing. Jubilant has established this program to encourage employees to refer qualified external applicants to the organization and in turn award the recruitment efforts of all the employees.

NATURE AND PURPOSE OF SELECTION

Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process if selection leads to employment of persons who possess the ability and qualifications to perform the jobs which have fallen vacant in an organization. The basic purpose of the selection process is to choose right type of candidates to man various positions in the organizations. In order to achieve this purpose, a well organized selection procedure involves many steps and at each step unsuitable candidates are rejected. The aim of selection process is to reject the unsuitable candidates.

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ROLE OF HR DEPARTMENT IN SELECTION

Hr department plays an important role in the selection process. However it should be kept in mind that decision to add persons on the payroll in the particular department of the organization is not made by the hr department. The requisition for the employees must originate from the department where it is necessary to hire some persons to man particular jobs in the near future .for this purpose the use of standard requisition form by the departmental head is preferable as it make clear the number of vacancies ,types of jobs ,pay scale and any special characteristics required. After receiving the requisition the HR department will see the catalogue of job descriptions and job specifications to obtain the picture of the job and will tap some sources of recruitment according to the circumstances of the case. Selection process will start when some applications are received from the candidates .the HR department will classify and file the application and will screen out the applicants which are found unsuitable. After this it may call the other applicants for initial interview or employment test.

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SELECTION PROCEDURE

Preliminary interview

Receiving application

Screening of applications

Employment tests

REJECTIO N

Interview

Reference checking

(if found unsuita ble )

Final selection Medical examination

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SELECTION PROCESS AT JUBILANT

Great attention is paid to establish the best fit between job requirement on the one hand and the candidates qualification on the other. The following steps are followed in the process: Screening: The screening of bio datas is completed first by HR and then by the concerned head. The shortlisted candidates are then called for an interview. Selection: An application for employment is filled up by the candidates to facilitate the interview process. HR conducts the preliminary interview. A panel consisting of the concerned functional/ divisional heads and in case of key position also by the MD conducts the final interview. The chief of the division and the chief of the HR approve each selection

1.

2.

3. Reimbursement to outstation candidates: Outstation candidates are reimbursed to &fro travel fare as per the company travel policy for attending the interview.

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4.

Salary fitment: Once the selection has been made, a salary fitment is worked out for the candidate in accordance to his existing package .the fitment involves the comparative analysis of the pay packages of other employees in Jubilant at similar levels and functions. Once the candidate accepts the proposed offer he is offered a letter of intent along with a letter for medical examination.

5.

Letter of intent: This includes details of his position, date of joining, compensation etc.normally a lead time of one month is granted as he notices period for joining his duties. Medical checkup: An important part of the selection process is also to ensure that the employee is free from all kinds of diseases that can hamper his work. For this purpose every shortlisted candidate goes through a medical checkup to ensure his medical fitness.

6.

7. Letter of appointment: After the new incumbent join the organization, he is issued a formal letter of appointment giving the terms and conditions of employment in detail.

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DISTINCTIVE FEATURES OF RECRUITMENT AND SELECTION

1. Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization .on the other hand, selection means employment of workers or establishing a contractual relationship between the employer and the worker. 2. Recruitment is the positive process of searching for prospective employees, whereas selection is a negative process because it involves rejection of unsuitable candidates. 3. The purpose of recruitment is to create a pool of applicants for jobs in the organization .but selection aims at eliminating unsuitable candidates and ensuring most competent people for the vacant jobs. 4. Recruitment is the simple process as the candidates are required to fill in the prescribed forms and deposit the same with the employer .but selection is the complex process under which each candidate is required to cross a number of hurdles before getting the offer for a job.

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RESEARCH METHODOLOGY

Research is the careful investigation specially through search for new facts in any branch of knowledge. The purpose of the research is to discover answers to the questions through the application of scientific procedure. This project is the systematic presentation consisting of the enunciated problrm, formulated hypotheisis, collected facts or data, analyzed facts and proposed conclusion in the form of recommendation. This kind of research has the primary objective of development of insight into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action.

research process :

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1. 2. 3. 4. 5. 6. 7.

Formulating the research problem Choice of research design Determining the source of data Designing the data collection forms Determining sampling design and sampling size Analyzing the data Prepare a research report

Collection of primary data by :

1. 2. Personal interview Questionnaires collection

Collection of secondary data by:

1. 2. By going through records of the company By going through websites of the company

Sample design:
A complete interaction and enumeration of all the employees of jubilant was not possible, so a sample consisted of 30 employee was chosen.

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DATA ANALYSIS AND INTERPRETATIONS

A questionnaire was prepared for the purpose of getting feedback from the employees and manager regarding Recruitment and Selection procedure of the company. 30 employees are selected from different department and were distributed the questionnaire for the purpose of study. The percentage of people opinion were analyzed and expressed in the form of charts. The analysis of the data is done as per the survey finding. The data is represented graphically in percentage.

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Ques 1: does your organization plan the recruitment policy?

OPINION RESPODENTS PERCENTAGE

Yes No

30 0

100% 0%

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Analysis and interpretation 100% people said that, organization plan the recruitment policy.

QUES 2. Do you think that the present recruitment policy is helpful in achieving the goals of the company?
OPINION RESPODENTS PERCENTAGE

Yes No

15 6

50% 20%

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To some extent

30%

Analysis and interpretations 50% people said that present recruitment policy is helpful in achieving the goals of the company. 20% people said that present recruitment policy is not helpful in achieving the goals of the company. 30% people said that present recruitment policy is helpful to some extent in achieving the goals of the company.

QUES 3: through which source, the company recruit the employees?

OPINION RESPODENTS PERCENTAGE

Internal External Both

6 18 6

20% 60% 20%

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Analysis and interpretation 20% people said that company recruits the employees from internal sources 60% people said that company recruits the employees from external sources 20%people said that companies recruit the employees from both the sources

QUES 4 : is company use its own website for recruitment ?

OPINION RESPONDENTS PERCENTAGE

Yes No

27 3

90% 10%

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Analysis and interpretations 90% people said that the company uses its own website for recruitment 10% people said that the company not uses its own website for recruitment

QUES 5: which of the external source are used mostly for the recruitment in the company?
OPINION RESPODENTS PERCENTAGE

Consultants Campus recruitment

1 6

3% 20%

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Advertisement Employee referral

3 20

10% 67%

Analysis and interpretations 3% people said that consultants are used mostly for the recruitment in the company 20% people said that campus recruitment is used mostly for the recruitment in the company 10%people said that advertisements are used mostly for the recruitment in the company 67% people said that employee referral is used mostly for the recruitment in the company

QUES 6: does the employee referral method adopted for recruitment and selection of employees to give right person at right job?
OPINION RESPONDENTS PERCENTAGE

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Yes No

20 10

67% 33%

Analysis and interpretation 67% people said that employee referral method adopted for recruitment and selection of employees give the right person at right job 33%people said that employee referral method adopted for recruitment and selection of employees give the right person at right job

FINDINGS

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1.

Company plans the recruitment policy for the recruitment in the company

2. Present recruitment policy is helpful in achieving the goals of the company completely

3.

Company recruits the employees mostly through external sources

4.

Company basically mostly use its own website for the recruitment

5. Employee referral is basically the most important source and are widely used for the recruitment in the company

6. Employee referral method adopted for recruitment and selection of employees is almost successful to give right person at right job.

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LIMITATIONS OF STUDY
In spite of the best efforts there are always some problems or limitations associated with the research that cannot be removed but can be minimized only. In this survey also there could be certain error due to some factors. These factors are listed below: The sample size is very small as compared to total employees of the company which is large enough. So deduction drawn from the project cant be generalized. Scope of the project is limited to the present time only. That cant be generalized to the whole life for the company. Research is continuous process and is never ending activity. Any time taken for research activity could be inappropriate to certain factor. As this research is based upon responses provided by employees, so non responses and some wrong responses may play as the part of error. Due to the lack of the experience as researcher there may be some mistakes. Some of the Respondents were ignorant about the ranking of the attributes that created problem for them to fill the questionnaire. These limitations may have effect on findings of the work but not up to large extent and thus do not affect the findings of the work

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very significantly..

RECOMMENDATIONS

1. During the selection process, not only the experienced candidates but also the fresh candidates should be selected so as to avail the innovations and enthusiasm of new candidates. 2. Selection process should be the less time consuming. 3. Trainees for the summer internship in the company should be selected on the basis of impartial interview and candidates capability not on the basis of reputation of the institutes. 4. The attainment of goals and objectives of any organization depend on the type of quality of its manpower. To have right type of men at right job at right time the recruitment and selection procedure should be fair and impartial. 5. Stipend given to the trainee should be on the basis of the analysis of the valuable work done for the company and performance of the candidate in the company. Stipend given should be independent of the reputation and standard of the institutes. 6. This is indeed an important suggestion and authorities concerned should be immediately looked into it and try to implement it.

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CONCLUSIONS
This presents the summary of the study and survey done in relation to the Recruitment and Selection in JBILANT LIFE SCIENCES LTD. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. The company follows the rules and regulation involved in their recruitment and selection procedure of the organization .however there is some scope of improvement. The recruitment process at Jubilant to some extent is good but may not be done objectively and therefore some bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements of job profile so that main objective of selecting the candidate could be achieved.

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BIBLIOGRAPHY Text book- Human resource management by TN CHABBRA Company website- www.jubilant.com Text book-Human resource management by VSP RAO

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QUESTIONNAIRE Q1. Since how many years you are working with Jubilant Lifesciences Ltd.?
a. 0-5 Years c. 10 to 15 Years b. 5-10 Years d. More than 15 Years

Q2. Does your organization plan recruitment policy? a. Yes b. No Q3.

Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process ? a. Yes b. No Q4. Is the organization doing timeliness recruitment and Selection process. a. Yes b. No

Q2.What do you think that present recruitment policy is helpful in achieving the goals of the company? a. Yes b. No c. to some extent Q3.Through which source, the company recruits the employees? a. Internal b. External c. both Q4.Is company use own website for recruitment? a. Yes b. no

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Q5. Which of the external source are used mostly for the recruitment in the company?
a.

Consultants b. campus recruitment c. Advertisements d. employee referral Q. Does HR provides an adequate pool of quality applicants ?
a. Yes b. No

Q. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process? a. Yes b. No Q8. Does HR train hiring employees to make the best hiring decisions? a. Yes b. No

Q6. Does the employee referral method adopted for recruitment and selection of employees to give right person at right job? a. Yes b. No

Q. Rate how well HR finds good candidates from non-traditional sources when Necessary? a. Poor b. Adequate c. Excellent Q10. How would you rate the HR departments performance in recruitment and selection? a. Poor b. Adequate c. Excellent Q11. Does the HR Department is efficient in Selection Policy of

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the employees ? a. Yes

b. No

Q12. Does the HR maintains an adequate pool of quality protected class applicants? a. Yes b. No