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SUMMER TRAINING PROJECT REPORT

On

(Human Resource Management System)


Recruitment Process at Asian Vivekanand
Superspecialty Hospital

Towards partial fulfillment of


Master of Business Administration (MBA)
School of Management, Babu Banarasi Das University, Lucknow

Submitted by

( ANUBHAV BHARDWAJ )
IIIrd Semester
Roll No-1170672025

CERTIFICATE FROM THE
ORGANISATION

BONAFIDE
DECLARATION

To
The Dean
School of Management
BBDU , Lucknow

Subject : Declaration
Respected Sir
I Anubhav Bhardwaj (1170672025) hereby declare
that report entitled “A Detail Study on Selection &
Recruitment Process at Asian Vivekanand
Superspecialty Hospital” is an original work
developed and submitted by me under the guidance
of Prof. Shadab Abdullah.
The empirical findings in this report are not copied
from any report and are true and best of my
knowledge.

Anubhav Bhardwaj Place: Lucknow


1170672025 Dated: 

ACKNOWLEDGEMENT
With immense please I’m presenting “A Detail
Study on Selection & Recruitment Process at Asian
Vivekanand Superspecialty Hospital” project report
as a part of the curriculum of Master of Business
Administration. I wish to thank all the people who
gave us unending support in preparing this project
report.

I express my profound thanks to Dean of School of


Management,Project guide Mr . Shadab Abdullah
and to all those who have indirectly guided and
helped me in preparation of this project report.
I would also like to extend our gratitude to all staff
and colleagues of School of Management who
provided moral support , a conductive work
environment and much needed inspiration to
conclude the project in time.

Thanking you
Anubhav Bhardwaj

INDEX

INTRODUCTION

Asian Vivekanand a 250 bedded Super Specialty


Hospital a part of Asian group of hospitals is
managed and controlled by Asian Institute of
Medical Sciences , a 350 bedded Superspecialty
Hospital situated in Delhi NCR. Asian Vivekanand
Hospital is the first Super Specialty hospital of
Western UP. It is Equipped with State of Art
Medical Equipment and ancillary facilities.
Hospital Provides comprehensive and
compassionate patient care with highest
standards of medical service in an ethical manner
along with extraordinary customer satisfaction.
The Hospital would cater to the needs of entire
Western UP & Uttaranchal at affordable cost.
Asian Vivekananad Super Specialty Hospital
Offers State- of- the- Art facilities in Cardiology
(Invasive & non-invasive), General Surgery,
Orthopedics, Oncology (surgical and medical), 
Mother & Child, General Medicine, Critical Care,
Neurosciences (surgical and medical),
Gastroenterology, Nephrology, ENT & 24×7
emergency.  All this makes Asian Vivekanand
Hospital, a complete solution for all healthcare
problems.
Centre of Excellence

• Asian Centre for Advanced


Imaging
• Asian Centre for Advanced
Surgery
• Asian Centre for Bone & Joints
• Asian Centre for
Gastroenterology
• Asian Centre for Mother &
Child
• Asian Centre for Neurosurgery
• Asian centre for Renal Disease
& Urology
• Asian Heart Centre
1 - CENTRE FOR ADVANCED
IMAGING

Imaging technologies are used for better


diagnosis and treatment by creating detailed
images of the heart of internal body structures.
Under these technologies, doctors use x-rays,
ultrasound, magnetic field and computer software
to do the job. A contrast agent is needed in some
imaging techniques while high-frequency sound
waves are used in other tests, such as ultrasound,
for clarity and better results. Advanced Imaging is
totally digital where no processing is needed of a
film. These techniques bring better resolution and
superior diagnostic flexibility with scan review
and reporting faster than earlier. For doctors, it
will now be easy to move through 3D images of
the body and get a complete picture of the body
areas.
The department of Advanced Imaging at Asian
Vivekanand Hospital
The department of Advanced Imaging at
Vivekanand Hospital is engaged in clinical
analysis and medical
intervention through creation of visual
representations of the interior of the body. The
department is helped by advanced medical
imagining techniques to get detailed visual
representations of body organs and tissues.
Diagnosis and treatment of diseases is done
using medical imaging that helps bring clear
visual depictions of internal body parts or
structures hidden by the skin and bone.
Advanced Imaging Techniques at Asian
Vivekanand Hospital.  
At Asian Vivekanand Hospital, we leverage the
rapid advancements in imaging technique to
deliver world-class patient care, and also to meet
our cutting-edge research targets. Together with
using plain radiographs, our doctors use new
imaging techniques to treat patients with clarity
and precision using computer and its
accompanied technology. We benefit from the
most up-to-date equipment to get great results
with the visualization of disease processes in the
body. We rely on foremost technological pieces of
Computed Tomography (CT) to get the maximum
out of the medical imagining landscape. They help
get the thorough and detailed images of the
human anatomy i.e. CT.
Advanced imagining equipment at Asian
Vivekanand Hospital .  
At Asian Vivekanand Hospital, we consistently
strive to deliver world-class treatment and patient
care. The hospital is equipped with a wide range
of advanced imaging equipment for diagnosis of
complex of diseases and ailments. Our equipment
include –
CT Scans
Computed Tomography (CT) scan or CAT scan is
to get image data using a limited beam. A
computer is then used to integrate the data and
fetch the cross sectional images of the body
organs and tissues.
IVPs
IVP or Intravenous Pyelography is an x-ray
examination of different body parts such as the
urinary bladder, ureters and kidneys. In this study,
the quality of x-ray image is boosted with the use
a contrast material.
Ultrasounds
Ultrasound imaging uses high frequency sound
waves to get images from within the human body.
This method does not use radiation. This is why,
it’s considered very helpful in examining internal
organs such as liver, kidneys, testicles etc.
X-rays
Physicians use x-ray or radiography to view
broken bones in a simple and quick manner. X-ray
images are done for the spine, skull etc. With x-
ray, the body gets exposed to a minute dose of
radiation to get images of the internal organs.
2-ASIAN CENTRE FOR ADVANCED
SURGERY
Timely surgical intervention to complex ailments
or diseases is important to save lives. Advanced
surgeries are performed to treat life-threatening
diseases. An advanced surgery is not possible
without the support of state-of-the-art equipment
and use of the technology. Only highly skilled
surgeons know how to conduct advanced surgical
procedures including Laparoscopic, Microscopic
and Laser Surgery. Advanced surgeries can be
needed to treat different systems and body parts
including lungs, breast, liver, pancreas, colon,
rectum, etc.

The Department of Advanced Surgery at Asian


Vivekanand Hospital
The Department of Advanced Surgery at Asian
Vivekanand Hospital is backed by advanced
medical equipment to provide the most complex
of surgeries in medical sciences. The department
is managed by a team of highly skilled surgeons
and offers surgeries using the latest surgical and
diagnostic tools. All types of surgical procedures
are conducted including Laparoscopic and Open
Surgeries with excellent results. Our experienced
and qualified surgeons work with other specialists
to treat complex conditions through timely
surgical intervention. The department offers
consultation and surgery for different medical
conditions including liver, pancreas, lungs, breast,
colon etc.

Advanced Surgery – Facilities


At Asian Vivekanand Hospital, we are fully
equipped to provide surgical intervention to
patients facing complex disorders or diseases. We
have the infrastructure in place to provide
advanced surgery and treat patients with excellent
results. Our facilities include –
• Modular Operation Theatres
• OTs fitted with advanced LED Trilux Aurinio
Lighting
• OTs equipped with a Trilux Media Bridge
• Infection prevention through separate AHUs
• Latest operative equipment in all OTs
• Operating Microscopes
• Laparoscopic equipment

Types of advanced surgeries at Asian Vivekanand


Hospital
We conduct Laparoscopic and Open surgeries to
treat a variety of ailments or problems in patients.
Each surgery type is conducted to treat a variety
of diseases.
Here are details of each surgery type –
1 - Laparoscopic Surgery
Laparoscopy is done to examine the organs inside
the abdomen. Only small incisions are made in
this low-risk and minimally invasive procedure. A
laparoscope is inserted through the incision and
images are sent to a video monitor. The doctor
can see the inside in this kind of surgery without
open surgery to identify and diagnose the pain of
pelvic or abdomen.
Following organs are examined with laparoscopy-
• Liver
• Stomach
• Pancreas
• Spleen
• Appendix
• Gallbladder
• Small and large bowel
• Pelvic organs

3-ASIAN CENTRE FOR BONE &
JOINTS

Orthopaedics is the branch of medicine


that involves diagnosis, management
and treatment of bone and joint
problems or ailments. The branch
engages in the study of a whole host of
diagnostic, therapeutic and surgical
orthopaedic services to treat problems
in children and adults like for their
bone, joint or connective tissues. An
orthopaedic surgeon is a physician who
conducts surgery, casting and bracing
to treat problems of the bones and
joints apart from treating injuries to
bones and joints.
When to see an orthopaedic Doctor?
Some signs or symptoms are such that you
should not ignore and see an orthopaedic doctor
immediately. They include –
• Pain in muscles, joints, or tendons that stays
longer than a few days
• Swelling or bruising around the joint
• Injury to the joint
• Joint pain that grows more intense at night or
after the rest
• Any joint or limb deformity
• Difficulty in standing or walking
• Restricted motion of the back or stiffness
• Problems in performing daily functions due to
bone or joint issues
The Department of Bone and Joints at Asian
Vivekanand Hospital
The Department of Bone and Joints at Asian
Vivekanand Hospital provides world-class
diagnostic, therapeutic and surgical orthopaedic
services to people of all age groups. We deliver
superior clinical outcomes with bone, joint or
connective tissue disorders. We bring to you
advanced orthopaedics care for all types of
problems in adults and children alike. We provide
world-class and evidence-based treatment to a
range of orthopaedic disorders. We are committed
to redefining the space of patient-care and clinical
research by providing the highest standard of
specialized orthopaedic services to patients. We
have a state-of-the-art infrastructure involving all
the latest equipment and tools including
Computer Navigation System for joint
replacement surgery, High Definition Cameras and
Arthroscopic Equipment. A modern rehabilitation
department, experienced rheumatologists for
arthritis patients and experienced
physiotherapists help us remain at the forefront of
superior orthopaedic services.
Bone and Joint – divisions at Asian Vivekanand
Hospital
Our bone and joint department has different
divisions to treat a variety of orthopaedic
disorders in people of all ages. The divisions
include –
• Paediatric Orthopaedic (dealing with deformity
correction and fractures ( in children)
• Rheumatic Disorders (treatment of arthritis
problems)
• Rehabilitation (physiotherapy services)
• Sports Injuries (treating knee ligaments and
meniscal injuries, wrist & ankle injuries)
• Primary and Revision Joint Replacements (for
the treatment of elbow, hip, ankle, hand, wrist,
knee & shoulder)
• Adult Reconstruction
Facilities at Asian Vivekanand Hospital
We have an enviable set-up of world-class
facilities at Asian Vivekanand Hospital to treat a
variety of orthopaedic disorders. Our facilities
include –
• A team of qualified and experienced
orthopaedic surgeons
• High tech orthopaedic procedures with
superior clinical results
• Modular operation theatres laced with laminar
air flow and HEPA filters
• Hi-tech instruments
• Image Intensifiers ( C –arm)
• Digital X-ray
• 64 slice CT
• 3 Telsa MRI
• Intra-op multi – pacemonitoring
• Excellent Post-operative care & rehabilitation
• Well-equipped ICUs
• Zero postoperative infection occurrence
• Physiotherapy services
4-ASIAN CENTRE FOR
GASTROENTEROLOGY

The Department of Gastroenterology


at Asian Vivekanand is a state-of-the-
art facility providing excellent
diagnostic & curative facilities, with
the most experienced specialists for a
wide spectrum of Gastro-intestinal
problems like:
• Gaseous Distension
• Dyspepsia
• Jaundice
• Constipation
• Bleeding from Mouth & Rectum
5-ASIAN CENTRE FOR MOTHER &
CHILD

Dedicated Mother & Child unit working


in tandem to provide excellent care
including safe deliveries (Normal & C/S),
nursing care for new born & excellent
emergency services in NICU & PICU.
Asian Vivekanand also has state-of-the-
art LDR suites which enable mothers to
give birth in a comfortable and friendly
environment.
• Gynaecology
• Obstetics
• Paediatrics
• Neonatology

6-ASIAN CENTRE FOR
NEUROSURGERY

The Centre for Neurosciences at Asian Institute of


Medical Sciences provides comprehensive care in
Neurosurgery.
Fully equipped to treat all kinds of disorders of the
brain & spine including head injury, brain
hemorrhage, brain tumours, stroke, slip disc etc.
• Neurosurgery
• Minimally Invasive Spinal Surgery
• Stroke Clinic
• Epilepsy Clinic
 
7-ASIAN CENTRE FOR RENAL
DISEASE & UROLOGY

The Centre for Renal Care offers all forms of


dialysis- haemodialysis, SLED, CRRT, Peritoneal
dialysis  and provision to dialyse hepatitis and
HIV+ patients along with renal transplant facilities.
The Centre also has services for nocturnal
dialysis as well as private dialysis facility for the
comfort and convenience of patients.
• Haemodialysis
• Nocturnal Dialysis
• Plasmapheresis
• Hemoperfusion
• Peritoneal Dialysis
• Private Dialysis
• Isolation Dialysis
Urologic Diseases
The urinary tract is your body’s drainage system
for removing urine. Urine is composed of wastes
and water. The urinary tract includes your
kidneys, ureters, and bladder. To urinate normally,
the urinary tract needs to work together in the
correct order.
Urologic diseases or conditions include urinary
tract infections, kidney stones, bladder control
problems, and prostate problems, among others.
Some urologic conditions last only a short time,
while others are long-lasting.
• Female Urology – which focuses on
conditions of a woman’s reproductive and
urinary tract
• Male Infertility – This focuses on problems
that prevent a man from conceiving a baby
with his partner.
• Neurourology – This focuses on urinary
problems due to conditions of the nervous
system.
• Pediatric Urology – which focuses on urinary
problems in children
• Urologic Oncology – which focuses on
cancers of the urinary system, including the
bladder, kidneys, prostate, and testicles.

8- ASIAN HEART CENTRE
The Heart Centre provides comprehensive cardiac
care to patients which includes non-invasive,
interventional and surgical facilities.
• Preventive Health Check-up
• Angiography
• Angioplasty
• Cardiac Surgery
The center is equipped with state-of-the-art
equipment for all type of procedures.
• Echocardiography machine for Echo, TEE &
Stress Echo. • Pediatric Cardiology
• Artis Zee Siemens conduct all type of
Angiographies and Angioplasties including
Coronary, Peripheral, Renal & Carotids.
As per the order of NPPA, our stent prices are as follows:-
Sr. No. Company Stent Name MRP
24,999/-(all
Xience PRO
inclusive)
1 Abbott
Xience V 29,600 + Tax
Xience Prime 29,600 + Tax
2 Boston Scientific Promus Element 29,600 + Tax
3 Medtronic Endeavor 29,600 + Tax
Yukon Choice Flex 29,600 + Tax
Translumina
4 Yukon Choice PC
Therapeutic 29,600 + Tax
Elite
Metafor 29,600 + Tax
5 Meril
Biomime Aura 29,600 + Tax
6 Lancer Neohexa 29,600 + Tax
7 Biotronic Orsiro 29,600 + Tax
8 Vascular Concept Pronova-XR 29,600 + Tax
9 Terumo Ultimaster 29,600 + Tax
CHAIRMAN’S MESSAGE

Great ideologies have greater responsibilities and


the goals in healthcare are to safeguard,
encourage and at times cultivate the social fabric
of society as a whole. We at Asian Group are
earnestly and continuously striving our best to
scale newer heights in the pursuit of excellence.
All our hospitals have become a name that spells
assurance for the well-being of the patients. We
are committed to make available to the public the
benefits of the most modern and technological
developments in the field of medical sciences
which are a blend of technology along with
impeccable patient care.

With a career in Medicine spanning over thirty


years, I stand here grateful to the almighty,
despite being from a humble background, I met a
few gracious souls who guided me in my journey
of life. My father solicited inspiration and taught
me the value of discipline, perseverance and a
regulated life.

My professor from APN Forest and colleague at


the University of Edinburg taught me that surgery
is an art. If you want to realize your dream then
you just need to back it up with conviction and the
tools would surely come around to fulfill it.
Through our essence of high teamwork we bring
together all necessary disciplines and skills from
many resources of our organization to serve our
patients better and attempt to set a league of its
own.
Life is our greatest gift, where every moment is as
new as it is special. Life is about living every
second to the fullest. About making every day an
experience to enjoy and cherish. We at Asian
Group cherish every moment spent in making
your life healthier. We have a dream of delivering
world-class medical care in the whole of India with
the best medical talent and we aim that our
hospital leaves an indelible mark in the heart of
every patient and their family members.
Vision
To be the most trusted healthcare
partner for people through our
unsurpassed quality & care and by
striving to provide accessible,
affordable and best available
healthcare services in India.

Specific Information of the Organisation

Biomedical Waste Policy


January-2018
RED YELLOW BLUE White G.TOTAL
884Kg 876Kg 895Kg 182Kg 2837Kg
February-2018
RED YELLOW BLUE White G.TOTAL
716Kg 848Kg 886Kg 155Kg 2605Kg
March-2018
RED YELLOW BLUE White G.TOTAL
957Kg 950Kg 977Kg 181Kg 3065Kg
April 2018
RED YELLOW BLUE White G.TOTAL
947kg 958kg 963kg 111kg 2927Kg
May 2018
RED YELLOW BLUE White G.TOTAL
888 kg 885 kg 920 kg 151 kg 2844 Kg
June 2018
RED YELLOW BLUE White G.TOTAL
902 kg 902 kg 900 kg 168 kg 2872 Kg
July 2018
RED YELLOW BLUE White G.TOTAL
942 kg 958 kg 964 kg 171 kg 3035 Kg
CONTACT US

Asian Vivekanand Super Specialty Hospital


Kanth Road Moradabad (UP)
Phone:  +91 591 2551100
Email: info@asianvivekanand.com
 
ENQUIRY FORM

Name :
Email :
Phone :
Message :
PART II
Objectives of the study :
1.To achieve the particular knowledge
, understanding, and obtaining
experience on the operational
aspects of the Hospital and HRM as
well.
2.To focus on the theoretical
knowledge in the field of Human
Resource Department.
3.To analyze Human Resource
Practices and examine the
recruitment and Selection procedure
of Asian Vivekanand Super Specialty
hospital.
4.To assesss and evaluate the
existing recruitment and selection
procedure of Asian Vivekanand Super
Specialty hospital.
5.To find the shortcoming of existing
recruitment and selection procedure
of Asian Vivekanand Super Specialty
hospital.
Scope of study:
The benefit of the study for the
researcher is that it helped to gain
knowledge and experience and also
provided the opportunity to study and
understand the prevalent recruitment
procedures.
The key points of my research study are:
i. To Understand and analyze various
HR factors including recruitment
procedure at consultant. 


ii. To suggest any measures/


recommendations for the
improvement of the recruitment
procedures 

Human Resource Management and Human
Resource Development
Definition:
HRM is the process of managing people in
organizations in a structured and thorough
manner. This covers the fields of staffing (hiring
people), retention of people, pay and perks setting
and management, performance management,
change management and taking care of exits from
the company to round off the activities. This is the
traditional definition of HRM which leads some
experts to define it as a modern version of the
Personnel Management function that was used
earlier.
We have chosen the term “art and science” as
HRM is both the art of managing people by
recourse to creative and innovative approaches; it
is a science as well because of the precision and
rigorous application of theory that is required.
Human Resource Development (HRD) means to
develop available manpower through suitable
methods such as training, promotions, transfers
and opportunities for career development. HRD
programs create a team of well-trained, efficient
and capable managers and subordinates. Such
team constitutes an important asset of an
enterprise. One organisation is different from
another mainly because of the people (employees)
working there in. According to Peter F. Drucker,
"The prosperity, if not the survival of any business
depends on the performance of its managers of
tomorrow." The human resource should be
nurtured and used for the benefit of the
organisation.
Uses of Human Resource Management in an
organization:
• Human Resource Management (HRM) is the
function within an organization that focuses on
recruitment of, management of, and providing
direction for the people who work in the
organization. It can also be performed by line
managers. 


• Human Resource Management is the


organizational function that deals with issues
related to people such as compensation, hiring,
performance management, organization
development, safety, wellness, benefits,
employee motivation, communication,
administration, and training. 


HRM is also a strategic and comprehensive


approach to managing people and the workplace
culture and environment. Effective HRM enables
employees to contribute effectively and
productively to the overall company direction and
the accomplishment of the organization's goals
and objectives.
Human Resource Management is moving away
from traditional personnel, administration, and
transactional roles, which are increasingly
outsourced. HRM is now expected to add value to
the strategic utilization of employees and that
employee programs impact the business in
measurable ways. The new role of HRM involves
strategic direction and HRM metrics and
measurements to demonstrate value.
• The Human Resource Management (HRM)
function includes a variety of activities, and
key among them is responsibility for human
resources -- for deciding what staffing needs
you have and whether to use independent
contractors or hire employees to fill these
needs, recruiting and training the best
employees, ensuring they are high performers,
dealing with performance issues, and ensuring
your personnel and management practices
conform to various regulations. Activities also
include managing your approach to employee
benefits and compensation, employee records
and personnel policies. Usually small
businesses (for-profit or nonprofit) have to
carry out these activities themselves because
they can't yet afford part- or full-time help.
However, they should always ensure that
employees have -- and are aware of --
personnel policies which conform to current
regulations. These policies are often in the
form of employee manuals, which all
employees have. 


• HRM is widening with every passing day. It


covers but is not limited to HR planning, hiring
(recruitment and selection), training and
development, payroll management, rewards
and recognitions, Industrial relations,
grievance handling, legal procedures etc. In
other words, we can say that it‟s about
developing and managing harmonious
relationships at workplace and striking a
balance between organizational goals and
individual goals. 


Advantages / Importance of HR:


• Meeting manpower needs: Every Organisation
needs adequate and properly qualified staff for
the conduct of regular business activities.
Imaginative HRP is needed in order to meet the
growing and changing human resource needs
of an organisation. 


• Replacement of manpower: The existing


manpower in an Organisation is affected due to
various reasons such as retirement and
removal of employees and labour turnover.
HRP is needed to estimate the shortfall in the
manpower requirement and also for making
suitable arrangements for the recruitment and
appointment of new staff. 


• Meeting growing manpower needs: The


expansion or modernisation programme may
be undertaken by the enterprise. Manpower
planning is needed in order to forecast and
meet additional manpower requirement due to
expansion and growth needs through
recruitment and suitable training programs. 


• Meeting challenges of technological


environment: HRP is helpful in effective use of
technological progress. To meet the challenge
of new technology existing employees need to
be retrained and new employees may be
recruited. 


• Coping with change: HRP enables an


enterprise to cope with changes in competitive
forces, markets, products, and technology and
government regulations. Such changes
generate changes in job content, skill, number
and type of personals. 


• Increasing investment in HR: An employee who


picks up skills and abilities becomes a valuable
resource because an organisation makes
investments in its manpower either through
direct training or job assignments. 


• Adjusting manpower requirements: A situation


may develop in; an organisation when there
will be surplus staff in one department and
shortage of staff in some other department.
Transfers and promotions are made for
meeting such situations. 


• Recruitment and selection of employees: HRP


suggests the type of manpower required in an
organisation with necessary details. This
facilitates recruitment and selection of suitable
personnel for jobs in the Organisation.
Introduction of appropriate selection tests and
procedures is also possible as per the
manpower requirements.
• Placement of manpower: HRP is needed as it
facilitates placement of newly selected persons
in different departments as per the
qualifications and also as per the need of
different departments. Surplus or shortage of
manpower is avoided and this ensures
optimum utilization of available manpower. 


• Training of manpower: HRP is helpful in


selection and training activities. It ensures that
adequate numbers of persons are trained to fill
up the future vacancies in the Organisation. 


Recruitment and Selection Process
Complete Recruitment life cycle 


• Levels of Companies
• Technologies and Domineer
• Portal Explanation
• Explanation of Job Description and Analyzing
of Requirement Sourcing of Profiles from
Portals
• Screening of profiles as per the requirement
• Calling the Candidates
• Formatting of profiles and Tracker‟s
Preparation
• Maintenance of Database
• Training and Development
• Concept of Training and Development
• Training Needs Identification Process
Designing
• Annual Training Plans
• Training Execution 


• Designing Employee Development Initiatives


• Designing Supervisory Development Programs
• Designing Management Development Programs
• What is Training ROI and how to Calculate
• Introduction to Best Trainer Skills, Knowledge
and Abilities Induction and Orientation
• How to Design Induction Programs and
Execution
• How to Design on the Job Training Programs
and Monitoring
• How to evaluate effectiveness of Induction and
on the Job Training Programs
• Probation Confirmation and HR Role
• Team Management Skills
• Understanding What is a Team
• Understanding Team Development Stages

• Understanding Team Development Stages


• What is your Team Membership Orientation


• How to improve your effectiveness as Team


Member What is Team Leadership
• Understanding my Orientation

HR Recruitment:
According to Edwin Flippo, "Recruitment is the
process of searching for prospective employees
and stimulating them to apply for jobs in the
Organisation."
Recruitment is a continuous process whereby the
firm attempts to develop a pool of qualified
applicants for the future human resources needs
even though specific vacancies do not exist.
Usually, the recruitment process starts when a
manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.
It is the process to discover sources of manpower
to meet the requirement of staffing schedule and to
employ effective measures for attracting that
manpower in adequate numbers to facilitate
effective selection of an efficient working force.
Recruitment of candidates is the function
preceding the selection, which helps create a pool
of prospective employees for the organisation so
that the management can select the right candidate
for the right job from this pool. The main objective
of the recruitment process is to expedite the
selection process.
Recruitment is almost central to any management
process and failure in recruitment can create
difficulties for any company including an adverse
effect on its profitability and inappropriate levels of
staffing or skills. Inadequate recruitment can lead
to labor shortages, or problems in management
decision making and the recruitment process
could itself be improved by following

"
management theories. The recruitment process
could be improved in sophistication with Rodgers
seven point plan, Munro-Frasers five-fold grading
system, psychological tests, personal interviews,
etc. Recommendations for specific and
differentiated selection systems for different
professions and specializations have been given. A
new national selection system for psychiatrists,
anesthetists and dental surgeons has been
proposed within the UK health sector
Need for Recruitment
The need for recruitment may be due to the
following reasons / situations
• Vacancies: due to promotions, transfers,
retirement, termination, permanent disability, 

death and labour turnover. 


• Creation of new vacancies: due to growth,


expansion and diversification of business
activities of an enterprise. 


• In addition, new vacancies are possible due to


job respecification. 

The recruitment and selection is the major
function of the human resource department
and recruitment process is the first step
towards creating the competitive strength and
the strategic advantage for the organisations.
Recruitment process involves a systematic
procedure from sourcing the candidates to
arranging and conducting the interviews and
requires many resources and time. A general
recruitment process is as follows: 

Identifying the vacancy: 

The recruitment process begins with the
human resource department receiving
requisitions for recruitment from any
department of the company. These contain: 

• Posts to be filled

• Number of persons

• Duties to be performed • Qualifications
required 


• Preparing the job description and person


specification. 


• Locating and developing the sources of


required number and type of employees 

(Advertising etc). 


• Short-listing and identifying the prospective


employee with required characteristics. 


• Arranging the interviews with the selected


candidates. 

• Conducting the interview and decision making 

The HR Role in Recruitment changed and HRM: 


• Decides about the design of the recruitment


processes and to decide about the split of roles
and responsibilities between Human
Resources and Hiring Manager 


• Decides about the right profile of the candidate 


• Decides about the sources of candidates 


Decides about the measures to be monitored to


measure the success of the process.

A traditional role of HR in Recruitment was an
administrative part of the whole process. The HRM
was responsible for maintaining the vacancies
advertised and monitored, but the real impact of
HRM to the performance of the whole recruitment
process was minimal.

But as the role of Human Resources in the
business was increasing, the HR Strategy was
changed. From making the process working to the
real management of HR Processes and the
Recruitment Process was the first to manage. 

The role of HR in Recruitment is very important as
HRM is the function to work on the development of
the recruitment process and to make the process
very competitive on the market. As the job market
gets more and more competitive, the clearly
defined HR Role in Recruitment will be growing
quickly. HRM is not a function to conduct all the
interviews today, the main role of Human
Resources is to make the recruitment process
more attractive and competitive on the job market. 


Scope of HR Recruitment:
• HR jobs are one of most important tasks in any
company or organization. 


• To structure the Recruitment policy of


company for different categories of employees. 


• To analyses the recruitment policy of the


organization. 


• To compare the Recruitment policy with


general policy. 


• To provide a systematic recruitment process. 



• It extends to the whole Organization. It covers
corporate office, sites and works 

appointments all over India. 


• It covers workers, Clerical Staff, Officers, Jr.


Management, Middle Management and 

Senior Management cadres. 


A recruitment agency provides you with career


counseling which renders a crystal clear 

picture of what are the possible career options out
there for you and which job option suits you the
best.

Objectives of HR 


• To obtain the number and quality of employees


that can be selected in order to help the
organization to achieve its goals and
objectives. 


• Recruitment helps to create a pool of


prospective employees for the organization so
that the management can select the right
candidate for the right job from this pool. 

• Recruitment acts as a link between the
employers and the job seekers and ensures the
placement of right candidate at the right place
at the right time. 


• Recruitment serves as the first step in fulfilling


the needs of organizations for a competitive,
motivated and flexible human resource that
can help achieve its objectives. 


• The recruitment process exists as the


organization hire new people, who are aligned
with the expectations and they can fit into the
organization quickly. 

Advantage of Outsourcing Recruitment/Hiring
of Consultancy 

Traditionally, recruitment is seen as the cost
incurring process in an organization. HR
outsourcing helps the HR professionals of the
organisations to concentrate on the strategic
functions and processes of human resource
management rather than wasting their efforts,
time and money on the routine work. 


• Outsourcing the recruitment process helps to cut


the recruitment costs to 20 % and also provide
economies of scale to the large sized
organizations.

The major advantages of outsourcing
performance management are:
• Result Qualitative/Quantitative
• Cost Reduction
• Hiring of consultancy
• Focus Management Effort
• Time saving of Company

Outsourcing is beneficial for both the corporate


organisations that use the outsourcing services as
well as the consultancies that provide the service
to the corporate. Apart from increasing their
revenues, outsourcing provides business
opportunities to the service providers, enhancing
the skill set of the service providers and exposure
to the different corporate experiences thereby
increasing their expertise.
The advantages accruing to the corporate are:
• Turning the management's focus to strategic
level processes of HRM
• Accessibility to the expertise of the service
providers

• Freedom from red tape and adhering to strict
rules and regulations


• Optimal resource utilisation


• Structured and fair performance management.


• A satisfied and, hence, highly productive


employees


• Value creation, operational flexibility and


competitive advantage
Therefore outsourcing helps both the
organisations and the consultancies to grow and
perform better.
Changing Role of Recruitment Intermediaries:
Recruitment consultancies, agencies or
intermediaries are witnessing a boom in the
demand of their services, both by the employers
and the job seekers. With an already saturated job
market, the recruitment intermediaries have gained
a vital position acting as a link between the job
seekers and the employers.
But at the same time, one of the major threats
faced by this industry is the growing popularity of
e-recruitment. With the changing demand,
technologies and the penetration and increasing
use of internet, the recruitment consultancies or
the intermediaries are facing tough competition. To
retain and maintain their position in the
recruitment market, the recruitment intermediaries
or consultants (as they are commonly known) are
witnessing and incorporating various changes in
terms of their role, functions and the services.
According to a survey amongst top employers,
most of them agree with the growing influence of
technology and the Internet on the recruitment
processes. 70 per cent of employers reported the
use of application portal on their company‟s
official website. Apart from that, the emerging
popularity of the job portals is also growing.
But the fact that the intermediaries or the
consultants are able to provide their expert
services, economies of scale, up to 40 percent
savings in the recruitment costs, knowledge of the
market, the candidates, understanding of the
requirements, and most importantly, the assess to
the suitable and talented candidates and the
structured recruitment processes. The recruitment
intermediaries save the organisations from the
tedious of weeding out unsuitable resumes, co-
coordinating interviews, posting vacancies etc.
give them an edge over the other sources of
recruitment.
To retain their position as the service providers in
the recruitment market, the recruitment
intermediaries are providing vale added services to
the organisations. They are incorporating the use
of internet and job portals, making their services
more efficient.

Despite of the growing use of the internet, the
recruitment intermediaries are predicted to
continue dominating the recruitment market in the
anticipated future.

Recruitment Management System


Recruitment management system is the
comprehensive tool to manage the entire
recruitment processes of an organisation. It is one
of the technological tools facilitated by the
information management systems to the HR of
organisations. Just like performance management,
payroll and other systems, Recruitment
management system helps to contour the
recruitment processes and effectively managing
the ROI on recruitment.
The features, functions and major benefits of the
recruitment management system are 4explained
below:
• Structure and systematically organize the
entire recruitment processes. 


• Recruitment management system facilitates


faster, unbiased, accurate and reliable 

processing of applications from various
applications. 


• Helps to reduce the time-per-hire and cost-per-


hire.

• Recruitment management system helps to


incorporate and integrate the various links like 

the application system on the official website
of the company, the unsolicited applications,
outsourcing recruitment, the final decision
making to the main recruitment process.

• Recruitment management system maintains an


automated active database of the applicants
facilitating the talent management and
increasing the efficiency of the recruitment
processes.

• Recruitment management system provides and


a flexible, automated and interactive interface
between the online application system, the
recruitment department of the company and
the job seeker.

• Offers tolls and support to enhance


productivity, solutions and optimizing the
recruitment processes to ensure improved ROI. 

• Recruitment management system helps to
communicate and create healthy relationships
with the candidates through the entire
recruitment process.

• The Recruitment Management System (RMS) is


an innovative information system tool which
helps to sane the time and costs of the
recruiters and improving the recruitment pro.

"
RECRUITMENT PROCESS

" 

1. Client need assessment
• Define objectives and specifications
• Understand client's business and culture
• Understand the job/position specifications
• Understand roles and responsibilities of the
prospective candidate
• Develop a search plan and review with the client
2. Candidate Identification
—Identify target sources

—Extensive organization mapping, research &
database search of the profile
Provide status report to client about the available
talent pool
3. Candidate assessment and Presentation Screen
and evaluate candidates 


• Personal Interviews with Candidates wherever


possible - assess skills, interest level and 

cultural fit 


Discuss the shortlist with the client and send


resumes 

4. Candidate interview, selection & Presentation of
Offer
• Facilitate interviews with the client
• Obtain feedback
• Participate in decision making process
• Provide inputs on candidate's desired
compensation

5. Closure & Follow up
• Negotiate offer acceptance
• Execute Reference check, Compensation & Job
Level Discussions
• Coordinate Joining Formalities and on
boarding as per predefined date
• Closing review to understand client's level of
satisfaction.

HR Telephonic Interview Questions:
• Tell me about yourself ?
• Are you working somewhere or not ?
• If working - Tell me about your job profile?
• If Not working - Are you interested to work in
our organisation?
• How much current CTC, you‟re getting in
current organization?
• How much you‟re expecting form new
organization?
• How the notice period you required if you are
selected?
• Why did you want to resign from your previous
job? 


HR Challenges in Recruitment
Recruitment is a function that requires business
perspective, expertise, ability to find and match
the best potential candidate for the organisation,
diplomacy, marketing skills (as to sell the position
to the candidate) and wisdom to align the
recruitment processes for the benefit of the
organisation. The HR professionals – handling the
recruitment function of the organisation- are
constantly facing new challenges. The biggest
challenge for such professionals is to source or
recruit the best people or potential candidate for
the organisation.
In the last few years, the job market has
undergone some fundamental changes in terms of
technologies, sources of recruitment, competition
in the market etc. In an already saturated job
market, where the practices like poaching and
raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of
their most important function- recruitment. They
have to face and conquer various challenges to
find the best candidates for their organisations.
The major challenges faced by the HR in
recruitment are:
• Adaptability to globalization – The HR
professionals are expected and required to
keep in 

tune with the changing times, i.e. the changes
taking place across the globe. HR should
maintain the timeliness of the process 


• Lack of motivation – Recruitment is


considered to be a thankless job. Even if the
organisation is achieving results, HR
department or professionals are not thanked
for recruiting the right employees and
performers.

• Process analysis – The immediacy and speed
of the recruitment process are the main
concerns of the HR in recruitment. The
process should be flexible, adaptive and
responsive to the immediate requirements.
The recruitment process should also be cost
effective. 


• Strategic prioritization – The emerging new


systems are both an opportunity as well as a
challenge for the HR professionals. Therefore,
reviewing staffing needs and prioritizing the
tasks to meet the changes in the market has
become a challenge for the recruitment
professionals. 

Research
Methodology
RESEARCH

Research is common parlance refresh to a search


for knowledge. One can also define research as a
scientific and systematic search for pertinent
information on a specific topic.

In fact, research is an art of scientific
investigation. The Advanced Learner’s dictionary
of current English lay down the meaning research
as “a careful investigation and inquiry especially
through search for new facts in any branch
knowledge”.

Introduction of the problem:


To study the Selection & Recruitment at Asian
Vivekanand Superspecialty Hospital. Research is
an academic activity and as such the term should
be used in a technical sense. According to Clifford
woody research comprises defining and
redefining problems, formulating hypothesis or
suggested solutions; collecting, organizing and
evaluating data; making deductions and reaching
conclusion; and at last carefully testing the
conclusion to determine whether they fit the
formulating hypothesis.
The systematic approach concerning
generalization and the formulation of theory is
also research. As such the term “Research” refers
to the systematic method consisting of
enunciating the problem, formulating a
hypothesis, collecting the facts of data, analyzing
the facts and reaching certain conclusion either in
the form of solution towards the concerned
problem or certain in certain generalization for
some theoretical formulation.
TYPES OF RESEARCH

There are the following types of research, which
are as follows:-
1. Descriptive vs. Analytical: Descriptive research
includes surveys and fact- finding enquiries of
different kinds. The majors’ purpose of descriptive
research is description the set of affairs it exists
at present. In analytical research, on the other
hand, the research has to use facts or information
already available, and analyze these to use fact or
information already available, and analyze these
to make a critical evaluation of material.

2. Applied vs. Fundamental: Research can either


be applied research Or fundamental research.
Applied research aims at finding a solution for an
immediate problem facing a society or Industry/
Business origination,Whereas Fundamental
research is mainly concern with generalization
and with the formulation of a theory.
3. Quantitative vs. Qualitative: Quantitative
research is based on the Measurement of quantity
or amount. It is applicable to phenomena that can
be expressed in terms of quantity. Qualitative
research, on the other hand is concerned with
Qualitative phenomenon, that is, phenomenon
relating to or involving quality or kind.
4. Conceptual vs. Empirical: Conceptual research
is that related some Abstract idea or theory. It is
generally used by philosophers and thinkers to
develop
new concepts or to reinterpret existing ones.

On the other hand, Empirical research realizes on
experience or observation alone, often without
due regard for system and theory. It is a data
based research.
RESEARCH DESIGN
“A research design is the arrangement of
conditions for collection and analyses of data in a
manner that aims to combined relevance to the
research purpose with economy in procedure”. In
fact, the research design is the conceptual
structure within which research is conducted; it is
constitute the blue print for the collection,
measurement and analyses of data.
DATA SOURCES
The task of data collection begins after a research
problem has been defined and research design/
plan chalked out. While deciding about the
method of data collection to be used for study, the
researcher should keep in mind two types of data.
1. Primary data
2. Secondary data
1. Primary data: These data are collected fresh &
for the first time and thus happen to be original in
character. Data collected by the investigator
himself/ herself for a specific purpose.

2. Secondary data: These data are already


collected by someone else and which have
already been passed through the statistical
process. The researcher would have to decide
which sort of data he would be using for his study
and accordingly he will have to select one or other
method of data collection.


Collection of Primary data :


I collect primary data during the course of doing
Internship in an experimental research but in case
we do research of the descriptive nature and
perform surveys, whether sample survey or
census surveys, then we can obtain primary data
either through observation or through personal
interviews. This in other words means that there
are several other methods of collecting data,
particularly in surveys & descriptive researches.
Important ones are:
1. Through questionnaire


2. Interview method 


3. Observation method 


4. Through schedules 


5. Other methods 


Collection of secondary data


Secondary data means data that are already
available i.e.; they refer to data, which have
already been collected and analyzed by someone
else. When the researcher utilizes secondary data,
then he has to look into various sources from
where he can obtain them. In this case he is
certainly not confronted with the problems that
are usually associated with the collection of
original data. Secondary data may either be
published data or unpublished data. Usually
published data are available in:
• Various publications of central, state and local
governments.


•  Various publications of foreign governments


or of international bodies and their subsidiary
organizations. 


• Technical and trade journals. 


• Books, magazines and newspapers etc 


• Reports and publication of various Hospitals. 


• Reports prepared by research scholars,


universities, economists etc 


• Public records and statistics.



My Research is based on secondary data also
which we have collected from various sources:
• Annual reports
• Websites
• Journals
• Previous Questionnaire
In this research project, secondary data were
used. Magazines, journals, annual reports,
statements and periodicals were consulted to
fetch the information about Selection &
Recruitment. Research project is also based on
the information collected from various websites
and e-links.
Research plan:-

Data sources : Primary and Secondary


Data approaches : Questionnaire
Sample size : 30
Sample Unit : Employees of Various Hospitals of
Moradabad
Sample Area : MORADABAD U.P.
Sample procedure : Convenience Sampling
Research Design : Descriptive
Data Analysis
And
Interpretation
Q 1. Do you adopt the process of recruitment & selection in
your organization?
Yes () No () Cannot Say ()

Options
Sr. No. Percentage

1 70
Yes

2 No 20

10
3 Cannot Say

Table : 1
YES NO CANNOT SAY

10%

20%

70%

Chart : 1

INTERPRETITION:-
The above Pie Diagram shows that 70% of
respondents adopts the process of recruitment &
selection in their organization where as 20% don’t
adopts and the rest 10% don’t know about it.
Q2. If yes than how many stages are involved in selecting the
candidates? Answer : One () Two () Three () More than three ()

Sr. No. Options Percentage

1 One 10

2 Two 10
3 10
Three

4
More than Three 70

Table No. 02

ONE TWO THREE FOUR

10%
10%

10%

70%

CHART : 2
INTERPRETITION:
The above pie chart shows that 70% of respondents said that
there are more than 3 stages in selection process. Where as
10% agreed to two stages, again 10% agreed to one stage and
rest 10% agreed to three stages.

Q 3. Do you follow different recruitment process for different


types of employees?
Answer : Yes ( ) No ( ) Cannot Say ( )

Sr. No. Options Percentage

1 Yes 60
2 No 20
3 Cannot Say 20

Table No. 03

YES NO CANNOT SAY

20%

20% 60%

CHART : 3
INTERPRETITION:
The above pie chart shows that 60% of the
respondents a followed different recruitment process
for different types of employees where as 20% of
respondents didn’t followed different recruitment
process for different types of employees and rest
20% was not sure.

Q 4. Is the organization doing timely recruitments &


Selection Process?
Answer : Yes ( ) No ( ) Cannot Say ( )

Sr. No. Options Percentage

1 Yes 50

2 No 20

3 30
Cannot Say

Table No. 04

YES NO CANNOT SAY

30%

50%

20%
INTERPRETITION:
The above pie chart shows that 50% respondents said yes
organization doing timely recruitments & Selection
Process, 20% said No, 30% said cannot Say.
Q 5. Is the HR department efficient in designing the Selection
policy of the employees?

Answer : Yes ( ) No ( ) Cannot Say ( )

Sr. No. Options Percentage


1 Yes 60
2 No 30
3 Cannot Say 10

Table No. 05

YES NO CANNOT SAY

10%

30%

60%

CHART : 5
INTERPRETITION:
The above pie chart shows that 50% respondents said that Yes
HR department efficient in designing the Selection policy of the
employees, 20% said No, 30% said cannot Say.

Q 6. Which amongst the following person takes final decision


for selecting the employees?

Answer : HR Manager () Recruiting manager () All Level


manager () Any Other ()

Sr. No. Options Percentage

1 HR Manager 40

2 Recruiting Manager 40

3 All level Manager 10

4 Any Other 10

Table No. 06
HR MANAGER
RECRUITING MGR
ALL LEVEL MGR
ANY OTHER

10%

10%
40%

40%

CHART : 6
INTERPRETITION:The above pie chart shows that
40% respondents said that HR Manager takes final
decision for selecting the employees, 40% said
Recruiting Manager, 10% said All level Manager 10%
say Any Other.
Q 7. Is the medical examination necessary for selecting
an employee?
Answer : Yes ( ) No ( ) Cannot Say ( )

Sr. No. Options Percentage


1 Yes 70
2 No 20
3 Cannot Say 10
Table No. 07
YES NO CANNOT SAY

10%

20%

70%

CHART : 7
INTERPRETITION:The pie chart shows that 20%
respondents said Yes medical examination
necessary for selecting an employee, 30% said
No, 50% said cannot Say.
Q 8. Are you satisfied with the recruitment &
selection policy of your company?
Answer : Yes ( ) No ( ) Cannot Say ( )
Sr. Percenta
Options
No. ge
1 Yes 50
2 No 20
Cannot
3 30
Say
Table No. 08

YES NO CANNOT SAY

30%

50%

20%

CHART : 8
INTERPRETIRION:The above pie chart shows
that 50% respondents said that Yes they
satisfied with the recruitment & selection policy
of your company, 20% said No, 30% said cannot
Say .
Q 09. Are the important guidelines & technical
support available in your organization?
Answer : Yes ( ) No ( ) Cannot Say ( )
Sr. No. Options Percentage

1 Yes 70
2 No 20
3 Cannot Say 10
Table No.09

YES NO CANNOT SAY

10%

20%

70%

CHART : 09
INTERPRETITION : The above pie chart shows that 70%
respondents said Yes important guidelines & technical
support available in your organization, 20% said No, 10%
said cannot Say.
Q 10. Does the company provide any type of incentives to
employees?
Answer : Yes ( ) No ( ) Cannot Say ( )

Sr. No. Options Percentage

1 Yes 70
2 No 20
3 Cannot Say 10
TABLE :10
YES NO CANNOT SAY

10%

20%

70%

CHART : 10
INTERPRETITION :The above pie chart shows that 70%
respondents said Yes the company provides incentives to
employees, 20% said No, 10% said cannot Says.

Q 11. Is there a facility of felicitating an employee


for long service in the felicitate organization?
Answer : Yes ( ) No ( ) Cannot Say ()
Sr. No. Options Percentage
1 Yes 40
2 No 40
3 Cannot Say 20
TABLE : 11
YES NO CANNOT SAY

20%
40%

40%

CHART : 11
INTERPRETITION:The pie chart shows that 40%
respondents said Yes there a facility of felicitating
an employee for long service in the felicitate
organization, 40% said No, 20% said cannot Say.
Q12. How would you rate HR department performance
in recruitment & selection?

Answer : Poor ( ) Adequate ( ) excellent ( )

Sr. No. Options Percentage

10
1 Poor
2 Adequate 60
3 Excellent 30
Table No. 12
POOR ADEQUATE
EXCELLENT

10%
30%

60%

CHART : 12
INTERPRETITION:The above pie chart shows that 60%
respondents said that Adequate performance of HR
department in recruitment & selection, 30% said
Excellent, 10% said Poor.
Findings,
Conclusion,
Suggestions,
Limitation
Findings,
Conclusion,
Suggestions,
Limitation

FINDINGS:
After a thorough study and discussion on the
Organization recruitment & selection policy, to
know its effectiveness in the organization a
self designed questionnaire has been prepared
to gather the views of employees.

The questionnaire contains 13 questions
related to recruitment & selection topic. The
questionnaire has been distributed to 30
employees from various departments of
various hospital and asked them to answer the
questions by selection the given choices.

The responses of all the questions were
summed up from all the answered
questionnaires. These summed up responses
were calculated to derive the percentages to
make the interpretation more meaningful,
being represented in the form of pie chart.

These are the findings:
1. The process of recruitment & selection which
is followed by the organisation is helpful to
meet the organisation manpower requirement
to some extent. 


2. The company should follow three stages in


recruitment and selection process. 


3. The company follow different recruitment


process for different types of employees. 


4. The organization is doing timely recruitments


& Selection Process. 


5. The HR department is efficient in designing


the Selection policy of the employees. 

6. HR manager and recruiting manager takes
final decision for selecting the employees. 


7. In the organization medical examination is


necessary for selecting an employee. 


8. Employees said that they get Bonus


incentives and perquisite rewards from the
company. 


9. The employees are satisfied with the


recruitment & selection policy of their
company. 


10. Important guidelines & technical support


available in their organization.

11.Company provide incentives to the


employees. 


12.There is a facility of felicitating an employee


for long service in the felicitate organization. 


13.Adequate performance of HR department in


recruitment & selection process. 

CONCLUSION:
In conclusion it may be observed that the recruitment
process of any company is an expression of intent and
plans of management’s design to attain the objectives
of an organization and guide for management’s
decisions plan of action and which governs the
enterprise in its relationship with its employees. As we
all know human resource is the most important part of
any organization for its proper functioning. So it’s very
necessary to have a well trained employees. So that
they are fully fit for the jobs they are assigned to. In
modern industrial organization the need for training of
employees is also widely recognized so as to keep the
employees in touch with the new technological
development. Hence every company must have a
systematic training programmer for the growth and
development of its employees. This study brings us to
the conclusion that careful selection is very important
for the growth and development of any organization.
Because the success of the company is depends on
the employees, so the employee should be able to
manage the things. The working efficiency and morale
of the employees should be increased so that their
productivity is stepped up, the cost of production
brought down and the quality of production improved.
Every member should create an atmosphere of respect
for the human personality and human relations. By
doing this project I have come to know that how
training plays a vital role for the employees as well as
for the organizations development/a skill acquired
through training is an asset for the organization and
for the employees as well. In ASIAN VIVEKANAND
SUPER SPECIALTY HOSPITAL most of the employees
feel that the HR department is good. About Most of the
managers says that they prefer both internal as well as
external source for recruitment. About Most of the
mangers go for direct recruitment and less number for
mangers prefer indirect or third party. Mostly the
manpower planning is done Quarterly. ASIAN
VIVEKANAND SUPER SPECIALTY HOSPITAL prefers
to go for campus interviews and even casual
application that are received for recruitment but they
hardly prefer placement agencies. There various HR
practices followed in the organization by having the
study we can understand the type of program are
conducted for the newly joined employees.
SUGGESTIONS
The outcome of the study illustrates that ASIAN
VIVEKANAND SUPER SPECIALTY HOSPITAL has a
good recruitment policy where the employees are
recruited by each department as per the requirement
from time to time. But there is still a scope for
improvement of its recruitment policy. The following are
some of the suggestion which enables the company to
enhance its recruitment methodology.
• Time management is very essential and it should
not be ignored at any level of the process. 


• Recruitment policy is satisfactory in AVSSH but the


periodicity of recruitment is being more which
needs to be reduced. 


• Communication, personal and technical skills need


to be tested for employees 


• The company needs to further focus on talent


auditions and job fairs. 


• The organization cannot develop a recruitment


strategy without simultaneously formulating an
employee retention plan. It is one thing to attract
workers, but quite another to retain them. 

• H.R Department should be more practical and
efficient so that the recruitment and selection
become more effective. 


• Stress should be given on proper maintenance of


database of application for future recruitment in the
organization. 


• The company should follow new traits trends in the


recruitment process. 


• The stress should be given on knowledge and the


experience should be the major criteria for
selection of employees. 


• More stress should be given to recruit qualification


& skills percentage for scrutinizing the application
of prospective candidates. 

VARIOUS QUESTIONNAIRE THAT
ARE USED IN ASIAN VIVEKANAND
SUPER SPECIALTY HOSPITAL

Name of Candidate:
Post applied for:
Experience:
Age: .yrs Sex: M/F
Qualification:

Q.1 What is the full form of BMW ?


A: Bio Material Waste
B: Bio Medical Waste
C: Bio Medicated Wastage
D: Bio Medicine waste
Q.2 There are how many steps in
Hand washing?
A:5 C:6
B:7 D:8
Q.3 Malaria is caused by ?
A:
B:
C:
D:
Q.4 Full form of T.B. is ?
A: Tele Baccilus
B: Tuberclorite
C: Tuberclosis
D: Tube Clotting
Q.5 What is the correct cycle of
CPR?
A: 30 x 20 (3) B: 20 x 10 (5)
C: D:
Q.6 What is the emergency number
of Asian Hospital?
A
B
C
D
Q.7 What is NABH ?
A:
B:
C:
D:
Q.8