A

SUMMER TRAINING REPORT

ON
RECURITMENT AND SELECTION PROCESS IN VIVEKANAND
MEDICAL INSTITUTE

Submitted for the partial fulfillment of the requirement of the degree

Masters of Business Administration (MBA)

Session (2017-2019)

UNDER THE SUPERVISION OF: SUBMITTED BY:

Prof. Dharamveer Rahul Sharma

MMIM MBA 3rd SEM

MM, (DEEMED TO BE UNIVERSITY) ROLL NO-12177062

MULLANA, AMBALA

SUBMITTED TO:

M.M. INSTITUTE OF MANAGEMENT

MAHARISHI MARKANDESHWAR (DEEMED TO BE
UNIVERSITY), MULLANA, AMBALA -133207 (HARYANA),
INDIA

1
 DECLARATION

This is to certify that I Rahul Sharma student of M.M.I.M , Mullana, Ambala studying in
MBA 3rd Sem. Roll No.12177062 has under gone project and have submitted a project report
in the title “RECURITMENT AND SELECTION PROCESS IN VIVEKANAND
MEDICAL INSTITUION” as Chosen by myself for the fulfillment of degree of Masters of
Business Administration, MBA from M.M.U.
I solemnly declare the work done by me original and no other of it has been to any
other university for award of any other degree, diploma and fellowship, on similar title or
topic.

RAHUL SHARMA

2
 ACKNOWLEDGEMENT

I RAHUL SHARMA would like to acknowledge the contribution of the following groups
and individuals to the development of my project.

I feel highly obliged and indebted to Mr. RAVINDER KUMAR who extended his whole
hearted help and support during my training period and Prof. DHARAMVEER of
management department, also to all the faculty members for not only providing the moral and
organization support but also inspiring encouragement during the course of the work.

Last but not least wish to avail myself of this opportunity, express a sense of gratitude and
love to my friends and beloved parents’ for their manual support, strength, help, and for
everything

RAHUL SHARMA

3
 CERTIFICATE

This is to certify that RAHUL SHARMA has completed the project ended
“RECURITMENT AND SELECTION IN VIVEKANAND MEDICAL INSTITUTE”
under my supervision. To the best of my knowledge, the report consists of result of the
empirical study conducted by the student. In my opinion, the work is of requisite standard
expected of a MBA student. There for, I recommended the same to be sent for evaluation.

Prof. Dharamveer
(Assistant Professor)

4
5
 TABLE OF CONTENTS

S.No. TOPIC

1 Introduction:-
 Company 7
 Introduction of the Hospital 8-21
 Topic review 22-30

2 Literature Review 31-40

3 Research Objective 41
Research Methodology
Types of Research 44
Data Collection Method
Sampling Technique
Primary &Secondary

4 Analysis and Interpretation of Data 45-55

5 Findings 56
Conclusion 57
Bibliography 58
Annexure 59-60

6
 CHAPTER 1

Vivekanand Medical Institute

7
HOSPITALS

Clinic is a medicinal services organization giving patient treatment specific staff and gear.
The best known kind of clinic is the general doctor's facility, which has a crisis office. Locale
doctor's facilities the real medicinal services office in its district, with vast no of beds for
serious care and long haul mind. Particular doctor's facility incorporate injury focuses,
Rehabilitation doctor's facilities, kids' healing centers, seniors (geriatric) doctor's facilities,
and doctor's facilities for managing particular therapeutic needs, for example, mental issues
and certain sickness classes. Particular doctor's facility can help lessen social insurance costs.

Healing facilities have scope of offices for e.g. medical procedure and critical care and master
units, for example, cardiology. A few healing centers have outpatient offices and some have
constant treatment unit's .Common help units incorporate a drug store, pathology, and
radiology. Clinics are typically supported by people in general division, by wellbeing
associations (for benefit or non benefit), by medical coverage organizations, or by
foundations, including direct altruistic gifts. Generally, healing centers were established and
supported by religious requests or altruistic people and pioneers.

Today healing facilities are to a great extent staffed by proficient doctors, specialists and
medical caretakers; while previously, this work was generally performed by the establishing
religious request.

Clinics are normally supported by people in general area, wellbeing associations' (for benefit
or not-for-profit), medical coverage organizations, or philanthropies, including direct
altruistic gifts. Verifiably, healing facilities were regularly established and supported by
religious requests, or by magnanimous people and pioneers.

At present, doctor's facilities are to a great extent staffed by proficient doctors, specialists,
nurture, and associated wellbeing experts,, while previously, this work was typically
performed by the individuals from establishing religious requests or by volunteers.
Nonetheless, there are different Catholic religious requests, for example, the Alexia's and the
Bon scours' sister that still spotlight on healing center service in the late 1990s, and in
addition a few other Christian categories, including the Methodists and Lutherans, which run
doctor's facilities. As per the first significance of the word, healing centers were initially
"spots of cordiality", and this importance is as yet safeguarded in the names of a few

8
organizations, for example, the illustrious doctor's facility Chelsea Royal Hospital set up in
1681 as a retirement and nursing home for veteran troopers.

19th century

English doctor Thomas Percival (1740– 1804) composed an extensive arrangement of

medicinal direct, 'Restorative Ethics, or a Code of Institutes and Precepts, Adapted to the
Professional Conduct of Physicians and Surgeons (1803) that set the standard for some course
readings. In the mid-nineteenth century, healing facilities and the restorative calling turned
out to be more professionalized, with a revamping of doctor's facility administration along
more bureaucratic and managerial lines. The Apothecaries Act 1815 made it obligatory for
restorative understudies to rehearse for in any event a large portion of a year at a healing
facility as a major aspect of their preparation.

Florence Nightingale spearheaded the advanced calling of nursing amid the Crimean War
when she set a case of empathy, pledge to tolerant care and steady and keen clinic
organization. The principal official medical attendants' preparation program, the Nightingale
School for Nurses, was opened in 1860, with the mission of preparing medical caretakers to
work in doctor's facilities, to work with poor people and to instruct. Songbird was
instrumental in transforming the idea of the clinic, by enhancing sanitation gauges and
changing the picture of the doctor's facility from a place the wiped out would go to kick the
bucket, to a foundation gave to recovery and mending. She likewise underscored the
significance of factual estimation for deciding the achievement rate of a given mediation and
pushed for regulatory change at healing centers.

20th century and beyond

By the late nineteenth and the starting twentieth century, restorative headways, for example,
anesthesia and clean systems that could make medical procedure less hazardous, and
accessibility of further developed indicative gadgets, for example, X-beams kept on making
healing facilities a more alluring choice for treatment. The quantity of hospitalizations in the
United States kept on developing and achieved its crest in 1981 with 171 affirmations for
each 1000 Americans and 6933 healing facilities. In the cutting edge time, healing facilities
are either subsidized by the legislature of the nation in which they are arranged, or survive
monetarily by contending in the private area (various clinics additionally are as yet upheld by
the chronicled sort of magnanimous or religious affiliations). A doctor's facility is a social

9
insurance foundation furnishing understanding treatment with specific restorative and nursing
staff and medicinal gear. The best-known kind of doctor's facility is the general clinic, which
normally has a crisis division to treat pressing medical issues running from flame and
mischance casualties to a heart assault. A locale doctor's facility ordinarily is the significant
medicinal services office in its district, with huge quantities of beds for concentrated care and
extra beds for patients who require long haul mind. Particular clinics incorporate injury
focuses, restoration healing facilities, kids' doctor's facilities, seniors' geriatric doctor's
facilities, and doctor's facilities for managing particular therapeutic needs, for example,
mental treatment see mental doctor's facility and certain ailment classes. Particular doctor's
facilities can help lessen human services costs contrasted with general clinics.

A training clinic consolidates help to individuals with instructing to restorative understudies

and medical attendants. The restorative office littler than a healing center is by and large
called a facility. Doctor's facilities have a scope of division's medical procedure and earnest
care and pro units, for example, cardiology. A few healing centers have outpatient divisions
and some have perpetual treatment units. Normal help units incorporate a drug store
pathology and radiology.

Doctor's facilities are typically subsidized by the general population division, wellbeing
associations' (for benefit or philanthropic), medical coverage organizations, or philanthropies,
including direct beneficent gifts. Generally, healing facilities were frequently established and
supported by religious requests, or by beneficent people and pioneers

Right now, doctor's facilities are to a great extent staffed by proficient doctors, specialists,
nurture, and associated wellbeing professionals, though previously, this work was generally
performed by the individuals from establishing religious requests or by volunteers. Be that as
it may, there are different Catholic religious requests, for example, the Alexia's and the Bon
Secours Sisters that still spotlight on healing facility service in the late 1990s, and in addition
a few other Christian divisions, including the Methodists and Lutherans, which run doctor's
facilities. As per the first importance of the word, doctor's facilities were initially "spots of
cordiality", and this significance is as yet saved in the names of a few foundations, for
example, the Royal Hospital Chelsea, built up in 1681 as a retirement and nursing home for
veteran troopers.

10
TYPES OF HOSPITAL

General

The best-known sort of clinic is the general doctor's facility, which is set up to manage
numerous sorts of infection and damage, and regularly has a crisis office to manage prompt
and critical dangers to wellbeing .Larger urban areas may have a few doctor's facilities of
changing sizes and offices. A few healing facilities particularly have their own emergency
vehicle benefit.

A locale doctor's facility normally is the significant human services office in its district, with
huge quantities of beds for escalated mind and long haul mind.

"Region doctor's facility" alludes particularly to a class of social insurance office made right
away. After World War 2 to address a deficiency of doctor's facility beds in numerous
neighborhood networks. .

Region doctor's facilities are shaped by neighborhood districts, have Boards that are
separately chosen by their nearby networks, and exist to serve neighborhood needs. They are
an especially imperative supplier of human services to uninsured patients and patients with
restorative. Sorts of particular healing facilities incorporate injury focuses, restoration clinics,
youngsters' doctor's facilities, seniors' (geriatric) doctor's facilities, and doctor's facilities for
managing particular medicinal needs, for example, mental issues (see mental doctor's
facility), certain ailment classes, for example, heart, oncology, or orthopedic issues, et cetera.

Specific clinics can help decrease medicinal services costs contrasted with general healing
centers. For instance VMI Hospital Palampur orthopedic unit, this is had practical experience
in orthopedic. It as of late finished the objective of 1000 TKR which is extremely an
incredible accomplishment.

11
Teaching
An instructing doctor's facility joins help to individuals with educating to medicinal
understudies and nurture and frequently is connected to a therapeutic school, nursing school
or college.

12
Facilities

The medicinal office littler than a doctor's facility is for the most part called a center, and
regularly is controlled by an administration office for wellbeing administrations or a private
organization of doctors (in countries where private practice is permitted). Facilities for the
most part give just outpatient administrations.

Office

Revival room bed after injury mediation, demonstrating the exceedingly specialized gear of
present day doctor's facilities. Clinics comprise of divisions, customarily called wards,
particularly when they have beds for inpatients, when they are once in a while likewise called
inpatient wards. Clinics may have intense administrations, for example, a crisis office or pro
injury focus, consume unit, medical procedure, or critical care. These may then be sponsored
up by more master units, for example, the accompanying:

• Emergency division

• Cardiac Sciences

• Critical mind unit

• Neonatal emergency unit

• Neurosciences

• Oncology

13
• Obstetrics and gynecology, maternity ward

• Ophthalmology

• Orthopedics

• E.N.T

• Gastroenterology

• General medical procedure

• Dental

• Physiotherapy and Rehabilitation

• Radiology

Moreover, there is the bureau of nursing, frequently headed by Nursing Superintendent. This
office is in charge of the organization of expert nursing practice, research, and strategy for the
healing facility. Nursing pervades all aspects of a doctor's facility.

14
Vivekanand Medical Institute have both inpatient and outpatient divisions and furthermore
have perpetual treatment units Regular help units incorporate a dispensary or drug store,
pathology, and radiology. On the non-therapeutic side, there regularly are medicinal records
offices, arrival of data divisions, data administration, clinical designing, biomedical, feasting
administrations, .and security office. What's more, there is the bureau of nursing, frequently
headed by Nursing Superintendent. This office is in charge of the organization of expert
nursing practice, research, and arrangement for the healing facility. Nursing saturates all
aspects of a healing facility.

Vivekanand medical institute have clinics have both inpatient and outpatient offices and
furthermore have endless treatment units.

RECRUITMENT AND SELECTION

Enrollment, determination, Enrollment is the way toward distinguishing that the association
needs to utilize somebody up to the time when application shapes for the post have touched
base at the association. Choice at that point comprises of the procedures associated with
browsing candidates a reasonable contender to fill a post. Preparing comprises of a scope of
procedures engaged with ensuring that activity holders have the correct abilities, information
and states of mind required to assist the association with achieving its targets. Selecting
people to fill specific posts inside a business should be possible either inside by enrollment
inside the firm, or remotely by enlisting individuals from outside.

The upsides of inward enrollment are that:

1. Impressive investment funds can be made. People with inside information of how a
business works will require shorter times of preparing and time for 'fitting in'.

2. The association is probably not going to be incredibly 'upset' by somebody who is

accustomed to working with others in the association.

15
3. Inside advancement goes about as a motivating force to all staff to work harder inside the
association.

4. From the company's perspective, the qualities and shortcomings of an insider will have
been evaluated. There is dependably a hazard appended to utilizing an untouchable who may
just be a win 'on paper'.

The hindrances of selecting from inside are that:

1. You should supplant the individual who has been advanced.

2. An insider might be less inclined to make the fundamental reactions required to get the
organization working all the more viably.

3. Advancement of one individual in an organization may annoy another person.

Outside enlistment

Outside enlistment makes it conceivable to draw upon a more extensive scope of ability, and
gives the chance to acquire new understanding and thoughts to the business. Hindrances are
that it is all the more expensive and the organization may wind up with somebody who ends
up being less compelling practically speaking than they did on paper and in the meeting
circumstance. There are various stages, which can be utilized to characterize and set out the
idea of specific occupations for enlistment purposes: Employment investigation is the way
toward analyzing occupations keeping in mind the end goal to recognize the key prerequisites
of each activity. Various critical inquiries should be investigated: the title of the activity to
whom the representative is capable for whom the representative is capable a basic depiction
of the part and obligations of the worker inside the association. Occupation investigation is
utilized with a specific end goal to:

16
1. Pick representatives either from the positions of your current staff or from the enlistment of
new staff.

2. Set out the preparation prerequisites of a specific employment.

3. Give data which will help in basic leadership about the sort of hardware and materials to be
utilized with the activity.

4. Recognize and profile the encounters of representatives in their work errands (data which
can be utilized as confirmation for staff improvement and advancement).

5. Recognize zones of hazard and risk at work.

6. Help in setting rates of pay for work errands.

Occupation investigation can be done by coordinate perception of representatives at work, by

discovering data from meeting work holders, or by alluding to archives, for example,
reference booklets. Data can be gathered specifically from the individual completing an
undertaking and additionally from their supervisory staff. Some extensive associations'
particularly utilize 'work examiners'. In many organizations, nonetheless, work investigation
is relied upon to be a piece of the general abilities of a preparation or staff officer.

Job Description

A set of working responsibilities will set out how a specific representative will fit into the
association. It will in this way need to set out: the title of the activity to which the worker is
mindful for whom the worker is mindful a straightforward portrayal of the part and
obligations of the worker inside the association. A set of working responsibilities could be
utilized as an occupation marker for candidates for an occupation. Then again, it could be

17
utilized as a rule for a worker or potentially his or her line administrator as to his or her part
and duty inside the association.

Occupation detail

A vocation detail goes past a simple depiction - also, it features the psychological and
physical traits expected of the activity holder. For instance, an occupation particular for a
student administrator's post in a retail location incorporated the accompanying:

'Supervisors at all levels would be relied upon to indicate duty. The organization is searching
for individuals who are extreme and gifted. They ought to have a pizzazz for business; know
how to offer, and to work in a group.'

Occupation examination, portrayal, and determination can give helpful data to a business
notwithstanding filling in as enlistment instruments. For instance, staff evaluation is a
methods for checking staff execution and is a component of advancement in present day
organizations. In a few organizations, for instance, workers and their quick line directors talk
about close to home objectives and focuses for the coming day and age (e.g. the following a
half year). The evaluation will then include an audit of execution amid the past a half year,
and setting new targets. Employment subtle elements can fill in as a valuable reason for
building up discourse and targets. Sets of expectations can be utilized as reference focuses for
refereeing in question regarding 'who does what' in a business. Determination includes
methods to distinguish the most fitting contender to fill posts. A viable choice methodology
will along these lines contemplate the accompanying: holding the expenses of choice down
ensuring that the aptitudes and characteristics being looked for have been distinguished,
building up a procedure for distinguishing them in competitors ensuring that the competitors
chose, will need the activity, and will remain with the organization.

Holding the expenses of choice down will include such factors as holding the meetings in an
area, which is open to the talking board, and to those being met. The meeting board must
have accessible to them all the vital documentations, for example, application shapes
accessible to think about before the meetings happen. A short rundown must be comprised of
reasonable applicants, so the meetings don't need to occur a second time, with new
occupation notices being put. The abilities required ought to have been distinguished through
the procedure of employment investigation, depiction and detail. It is critical at that point to

18
recognize methods for testing whether hopefuls meet these necessities. Testing this out may
include: talking with applicants requesting that they get engaged with reenacted work
situations soliciting them to give tests from past work inspiring them to fill in identity and
insight tests giving them genuine work reproductions to test their capacities. Enlistment and
preparing.

New laborers in a firm are generally given an acceptance program in which they meet
different specialists and are demonstrated the aptitudes they should learn. By and large, the
initial couple of days at work will basically include perception, with an accomplished
specialist demonstrating the 'new hand' the ropes. Numerous expansive firms will have a
point by point preparing plan, which is done on an 'in-house' premise. This is especially valid
for bigger open organizations, for example, banks and insurance agencies. In conjunction
with this, staff might be urged to go to school courses to learn new aptitudes and get new
capabilities. Preparing in this way happens in the accompanying ways:

1. At work - learning abilities through involvement with work

2. Off the activity - learning through going to courses.

Advancement inside a firm relies upon procuring capabilities to complete a further developed
activity. In bookkeeping for instance, learner bookkeepers will be relied upon to pass exams
set by the Association of Chartered Certified Accountants (ACCA). In the meantime, a
contender for advancement must demonstrate a pizzazz for the activity. It is the obligation of
the preparation office inside a business to ensure that staff with the correct aptitudes are
coming up through the firm or being enrolled from outside.

The Association of Chartered Certified Accountants has 300,000 individuals and understudies
all through the world. It is an expert body setting principles for the bookkeeping calling. To
be legitimately qualified, bookkeepers more likely than not passed examinations that make
them qualified for participation of at least one expert bookkeeping bodies, for example,
ACCA. Ordinarily bookkeepers will enhance their insight and experience by taking courses
run and composed by ACCA amid their expert preparing empowering them to create and
upgrade their vocations. Acceptance is the way toward acquainting new representatives with
an association and to their work duties in that association.

19
 VIVEKANAND MEDICAL INSTITUE

Vivekanand Medical Institute Palampur HP, India. This hospital kangra region, providing
health care services in more than 30 disciplines. The company provides patient services
including Nuclear Medicine and Cardiac Imaging, Central Labs, Radiology, Interventional
Cardiology.

20
 VIVEKANAND MEDICAL INSTITUTE

Contact For Pediatrics, General Surgery, Orthopedics, Gynecology, Neurology, ENT, General
Medicine, Dental, Ophthalmology, Physiotherapy, Gastroenterology, Cardiology, ECG, Echo,
Ultrasound, TMT, EEG, Color Doppler, X-Ray.

Detail of Vivekanand Medical Institute

Private Hospital (TRUST BASED)

Administrative : Kl Dubey

Email id : info@vmipalampur.com

Ph. No : 0189 423 6010

Helpline No : 098177-8617

21
Hospital design and planning is directly connected with department relations planning, which
describes and shows the functional relations (how Hospital department are sheared in
functions) of each department with the rest of hospital departments. This planning play vital
role, that is related and reflected directly to decreasing the hospital design and construction
cost, increasing the effectively use of spaces, materials and human resources and insuring

high performance and safe operation.

22
TOPIC OVERVIEW

Enlistment is a positive procedure of hunting down planned workers and empowering them to
apply for the employments in the association. At the point when more people apply for
occupations at that point there will be a degree for enlisting better people.

The activity searchers as well, then again, are looking for associations offering them business.
Enlistment is a linkage action uniting those with employments and those looking for
occupations. In straightforward words, the term enrollment alludes to finding the source from
where potential representatives might be chosen. The logical enlistment process prompts
higher profitability, better wages, high spirit, decrease in labor turnover and upgraded
notoriety. It animates individuals to apply for employments; thus it is a positive procedure.

Definition:-

As indicated by Edwin B. Flippo, "It is a procedure of looking for forthcoming

representatives and invigorating and urging them to apply for occupations in an association."
He additionally expounds it, naming it both negative and positive.

He says, "It is regularly named constructive in that it invigorates individuals to apply for
occupations, to build the employing proportion, i.e. the quantity of candidates for an
occupation. Choice, then again, has a tendency to be negative since it rejects a decent number
of the individuals who apply, leaving just the best to be contracted. "

As per Dale Yoder:-

“Enrollment is the procedure to "find the wellsprings of labor to meet the prerequisites of the
staffing plan and to utilize compelling measures for drawing in that labor in sufficient
numbers to encourage successful choice of a proficient working power."

Elements Influencing Recruitment:

All endeavors, huge or little, need to draw in themselves in enrollment of people. Various
elements impact this procedure. A portion Of The Main Factors Are Being Discussed Below:

23
1. Size of the Enterprise:

The quantity of people to be selected will rely on the extent of an undertaking. A major
venture requires more people at standard interims while a little endeavor utilizes just a couple
of representatives. A major business house will dependably be in contact with wellsprings of
supply and will attempt to draw in an ever increasing number of people for making an
appropriate choice. It can bear to spend more sums in finding imminent applicants. So the
measure of an endeavor will influence the procedure of enrollment.

2. Work Conditions:

The work conditions in an economy incredibly influence enlistment process. In immature

economies, work openings are restricted and there is no lack of forthcoming competitors. In
the meantime reasonable hopefuls may not be accessible as a result of absence of instructive
and specialized offices. On the off chance that the accessibility of people is more, at that point
determination from extensive number turns out to be simple. Then again, if there is a
deficiency of qualified specialized people, at that point it will be hard to find appropriate
people.

3. Compensation Structure and Working Conditions:

The wages offered and working conditions winning in an endeavor incredibly impact the
accessibility of staff. In the event that higher wages are paid when contrasted with
comparative concerns, the venture won't confront any trouble in making enrollments. An
association offering low wages can confront the issue of work turnover.

The working conditions in a venture will decide work fulfillment of representatives. An

endeavor offering great working conditions like appropriate sanitation, lighting, ventilation,
and so on would give more occupation fulfillment to representatives and they may not leave
their present employment. Then again, if representatives leave the occupations because of
inadmissible working conditions, it will prompt new enrollment of new people.

4. Rate of Growth

The development rate of an endeavor likewise influences enlistment process. A growing

concern will require customary work of new representatives. There will likewise be
advancements of existing workers requiring the topping off of those opportunities. A stale

24
undertaking can enroll people just when exhibit occupant clears his situation on retirement,
and so on.

PROCESS OF RECRUITMENT

1) The procedure of enrollment starts with the sending of the "Expected set of
responsibilities" by the organization. The expected set of responsibilities includes the
accompanying prerequisites:

2) This first point, elucidates to the scout, for which required position, the hopeful is
required. The scout at that point makes utilization of the information that is accessible to
him, or makes new information of the competitors. Since I experienced the preparation in
work consultancy, there was pre-recorded information officially accessible. In this
manner, the selection representative can contact the individual and can influence him to
go to the planned meeting for the required post.

3) Examining the Job portrayal

4) The Job portrayal given by the organization tells the scout, the total understanding of the
position empty and furthermore gives the information of what the organization is looking
for in the required applicant. Understanding the entire JD (Job depiction) just can assist
the selection representative with moving to the subsequent stage. On the off chance that
the enrollment specialist neglects to comprehend the need of the organization from the JD
gave, at that point the greater part of the means attempted by the spotter would end up
being a disappointment.

5) Finding the required competitor

6) The real work of the selection representative starts here. The organizations are stacked
with numerous duties, because of which they put the weight of the enlistment and choice
of the required hopefuls on an occupation consultancy firm. Since these organizations
fundamentally, are into the matter of enrolling just, so they are having considerably more
extensive viewpoint and assurance for the entrance and determination of the activity
searchers, in addition to the activity suppliers.

25
7) Here, there are some real apparatuses that a spotter put to use to, with a specific end goal
to create new information, which includes the required applicants pertinent to the given
set of working responsibilities.

8) "Occupation PORTALS", ordinarily called "Entries", in middle of enrollment specialists,

are the real wellspring of giving the information required to the relative expected set of
responsibilities. The scouts have the entrance to these entries, by paying a sum to these
entryways. These entrances contain the information of hopefuls from relatively all aspects
of the world, running from a more extensive part of capabilities and encounters.

9) These activity entries have some exceptionally well known names among them.
"NAUKRI.COM", "SHINE.COM" and "MONSTER.COM" are a portion of the real
occupation entries that are having the bio-information of a large number of hopefuls. The
activity looking for applicants transfer their resumes on these entrances, to open up their
profiles to the selection representative and to refresh themselves by the most recent and
the pertinent open doors in the market.

10) The activity entries have a particular territory called the "EMPLOYER'S ZONE" ,
through which the enrollment specialist can make his/her own record and can post the
applicable activity and can send welcomes to the coveted and qualified competitors. The
coveted competitors would then be able to answer to the message sent by the scout,
through his/her own particular message.

11) These activity entryways give an extremely effective strategy for posting the activity by
the business or scout. The selection representative can post the activity through the "Hunt
Post" strategy or he/she can basically look for the coveted applicants through "cutting
edge seek" and can discover the resumes of different competitors. These entrances have
an extraordinary element in which a portion of the entries give the contact number of the
possibility to the business without charging any expense, and a few entryways don't give
this offer to the business.

12) Interviewing the applicant

13) After the applicants have been shortlisted by the enrollment specialist, the competitors are
required the meeting. For this reason, the selection representative set up a legitimate way
to deal with influence the competitor, to comprehend the activity for which the hopeful is
required and furthermore talk with him/her based on their capability and encounters.

26
14) In a portion of the cases, the enrollment specialist is the special case who directs the
meeting without anyone else's input. An another angle when the enlistment procedure is
given over to a selecting office, the applicants are called upon and met by the office
individuals as it were. The organization dependably would have predicted the enrollment
specialist about the sort of hopefuls required, for a particular employment.

15) Job Analysis

16) The following and the preeminent piece of the activity method is "Occupation
investigation". At the point when the selection representative at long last get the required
hopeful, at that point he/she needs to set up a logical type of the work, the worker needs to
do. This entire procedure is classified "Employment investigation". Employment
investigation, essentially, is the strategy for deciding the obligations and aptitude
necessities of an occupation and the sort of individual who ought to be contracted from it.
(Reference: Human asset Management, eleventh release,

17) Occupation investigation additionally delivers data that will be utilized for composing Job
Descriptions. Occupation examination is further important to help a few human asset
administration exercises. In the event of enrollment and choice process, work
investigation gives data about what the employments involves and what human qualities
are required to play out these exercises. This data, as sets of expectations and
determinations, enables supervisors to choose what kind of individuals to enlist and
contract.

18) Expected set of responsibilities is again a result of employment investigation. Jon

depiction is a rundown of a vocation's obligations, duties, detailing connections, working
conditions and supervisory obligations. Set of working responsibilities at that point
additionally helps in preparing and advancement process, since it records the activity's
particular obligations and essential abilities.

19) Accordingly work examination, is an a fundamental apparatus that is required by the

enrollment specialist in influencing the possibility to comprehend the activity deliberately
and legitimately. Certain different exercises identified with HR like Performance
Appraisal, pay and Legal compliances are likewise subject to the Job investigation
method.

27
20) In this way, the entire enrollment and choice process from the side of an enlistment
organization is finished.

21) Presently the inquiry emerges that if the entire enrollment process experiences such an
efficient, improved and step-wise way, at that point for what reason do organizations
contract enlistment offices for this reason?

22) The response to this issue lies in a few layers. The organizations depend on the enrollment
offices for various reasons that they can satisfy by essentially procuring an enlistment
office rather doing it without anyone's help. A portion of the explanations behind their
procuring the selection representatives are;

23) To save the time doing the recruitment.

Since the enlistment procedure is an extremely delayed and time-limitation movement, that
requires sharp perception and understanding of the competitor's point of view, capability and
approach towards the activity, so the organization, by contracting an enrollment office, spare
that season of theirs, to achieve some other assignment. The HR branch of an organization
manages a considerable measure numerous exercises identified with lawful consistence of the
organization, the pay techniques and methods for the representatives and so forth so the ideal
opportunity for procuring the new applicants turn into an intense activity for the office, all
things considered they need to commit their chance for a delayed and a cautious approach of
finding the correct possibility for the empty position in the association. So the association
thinks that its less demanding to contract an enrollment office with the end goal of the
enlistment and determination of the applicants.

The enlistment organization, having its due consideration and business approach towards
procuring the correct possibility for the correct activity, pay its full and premier consideration
towards the employing of the hopefuls. In this way, by sparing the season of the association,
they likewise give the expected possibility to being the representatives for the specific
association.

Convenience of coordination

With regards to the comfort of coordination inside the association and the enrollment
organization, it turns out to be significantly less demanding to arrange with each other in

28
regards to the Job portrayals, the meeting taking care of and the last determination of the
competitors. The organization thinks that its simpler to interface with the scouts to examine
just a couple of essential focuses on the enlistment procedure and not on the whole choice
process. Along these lines, it winds up less demanding for the association to arrange with the
organization, as opposed to taking care of the drawn out procedure of determination
themselves. Likewise, the association can keep a beware of the exercises of the enlistment
organization by utilizing a person to keep up and record the advancement made by the office
and to keep any kind of misconception in regards to any activity imperative.

The coordination procedure between the association and the enrollment office, is a central
point of the effective finish of the enlistment and choice procedure of the hopefuls. Thus, it
must be extremely exact and should be in due understandings inside the two firms. Because
of this comfort, the association put their means forward in employing an enrollment
organization as opposed to giving this procedure independent from anyone else.

Determination is the way toward picking the most appropriate contender for the empty
position in the association. As it were, choice means getting rid of inadmissible candidates
and choosing those people with essential capabilities and capacities to fill the occupations in
the association.

Meaning of Selection

As indicated by Dale Yoder "Choice is the procedure in which possibility for business are
isolated in two classes, the individuals who are to be offered work, and the individuals who
are definitely not. Steps Involved in Selection Procedure:

A logical and intelligent determination method prompts logical choice of applicants. The rule
concluded for choosing a possibility for a specific employment changes from organization to
organization. In this manner, the choice technique taken after by various associations,
commonly, winds up long as it is an issue of getting the most reasonable possibility for which
different tests are to be done and meetings to be taken. The strategy for choice ought to be
efficient with the goal that it doesn't leave any degree for perplexities and questions about the
decision of the chose applicant.

29
Brief points of interest of the different strides in choice system are given as takes after:

1. Welcoming applications:

The planned hopefuls from inside the association or outside the association are called for
applying for the post. Point by point expected set of responsibilities and occupation particular
are given in the notice to the activity. It pulls in countless from various territories.

2. Getting applications:

Point by point applications are gathered from the applicants which give the vital data about
close to home and expert subtle elements of a man. These applications encourage
examination and correlation of the hopefuls.

3. Examination of utilizations:

As the point of confinement of the period inside which the organization should get
applications closes, the applications are dealt with. Inadequate applications get rejected;
candidates with un-coordinating employment particulars are likewise dismissed.

4. Composed tests:

As the last rundown of applicants winds up prepared after the investigation of uses, the
composed test is led. This test is led for understanding the specialized learning, attitude and
enthusiasm of the applicants. This procedure is helpful when the quantity of candidates is
substantial. All the time; chance is given to possibility to substantiate them by leading another
composed test.

30
5. Mental tests:

These tests are directed separately and they help for discovering the individual quality and
expertise of a man. The sorts of mental tests are bent test, knowledge test, engineered test and
identity test

6. Individual meeting:

Competitors substantiating themselves fruitful through tests are met personally. The
questioners might be individual or a board. It by and large includes officers from the best
administration.

The hopefuls are made a few inquiries about their experience on another activity, their family
foundation, their interests, and so on. They should portray their desires from the said work.

7. Reference check:

By and large, no less than two references are requested by the organization from the
candidate. Reference check is a kind of crosscheck for the data given by the competitor
through their application frame and amid the meetings.

8. Restorative examination:

Physical quality and wellness of an applicant is should before they takes up the activity.
Notwithstanding great execution in tests and meetings, hopefuls can be dismissed based on
their evil wellbeing.

9. Last determination:

At this progression, the hopeful is given the arrangement letter to join the association on a
specific date. The arrangement letter determines the post, title, compensation and terms of
work. For the most part, starting arrangement is on post trial supervision and after particular
era it ends up perpetual.

10. Position:

This is a last advance. A reasonable activity is apportioned to the named competitor so they
can get the entire thought regarding the idea of the activity. They can land changed in
accordance with the position and perform well in future with all limits and qualities.

31
 CHAPTER 2

LITERATURE REVIEW

History of Human Resource Management

The History of Human Resource Management is the key and sound way to deal with the
administration of an association's most esteemed resources - the general population working
there who exclusively and aggregately add to the accomplishment of the destinations of the
business. The expressions "human asset administration" and "HR" (HR) have to a great extent
supplanted the expression "work force administration" as a portrayal of the procedures
engaged with overseeing individuals in associations. Human Resource administration is
developing quickly. Human asset administration is both a scholastic hypothesis and a
business rehearse that locations the hypothetical and pragmatic methods of dealing with a
workforce. Human asset administration has its foundations in the late and mid 1900's. At the
point when there are less work at that point there are all the more working with apparatus.
The logical administration development started. This development was begun by Frederick
Taylor when he expounded on it a book titled 'The Principles of Scientific Management'. The
book expressed, "The main question of administration ought to be to anchor the most extreme
flourishing for the business, combined with the greatest success for every worker." Taylor
trusted that the administration should utilize the strategies utilized by researcher to research
and test work aptitudes to enhance the effectiveness of the workforce. Additionally around a
similar time came the modern welfare development. This was normally an intentional
exertion by managers to enhance the conditions in their manufacturing plants. The exertion
additionally stretched out into the worker's life outside of the work put. The business would
attempt to give help to representatives to buy a home, restorative care, or help for training.
The human relations development is the real impact of the cutting edge human asset
administration. The development concentrated on how representatives aggregate conduct and
how worker sentiments. This development was impacted by the Hawthorne Studies.

32
Utilitarian region of HRM

• Human asset inspecting

• Human asset key arranging

• Human asset arranging

• Manpower panning

• Recruitment/choice

• Induction

• Orientation

• Training

• Management advancement

• Compensation advancement

• Performance examinations

• Performance administration

• Career arranging/advancement

• Coaching

• Counseling's

• Staff comforts arranging

• Event administration

• Succession arranging

• Talent administration

• Safety administration

• Reward

33
 Responsibility of HR department in large organization

Position Job Responsibilities

HR Executive committee, organization planning, HR planning &
policy, Organization development

Manager, recruitment & Recruiting, Interviewing, Testing, Placement & Termination

employment

Manager , Job analysis and evaluation, surveys, Performance appraisal,

compensation & compensation administration, bonus, Profit sharing plans,
benefits Employee benefits.
Manager, Training & Orientation, Training, Management development, Career
Development Planning & development

Manager, Employee EEO relations, contract compliance, staff assistance programs,

relations Employee counseling.

Table1: Responsibility of HR department

34
Edwin Flippo characterizes Recruitment and determination process as "A procedure of
hunting down planned workers and empowering and urging them to apply for occupations in
an association."

In less complex terms, enrollment and choice are simultaneous procedures and are void
without each other. They fundamentally contrast from each other and are basic constituents of
the association. It helps in finding the potential and capacities of candidates for expected or
real hierarchical opening. It is a connection between the occupations and those looking for
employments.

Work by Korsten (2003) and Jones et al. (2006):

As per Korsten (2003) and Jones et al. (2006), Human Resource Management speculations
stress on methods of enrollment and determination and layout the advantages of meetings,

appraisal and psychometric examinations as worker choice process. They additionally

expressed that enrollment procedure might be interior or outer or may likewise be led on the
web. Normally, this procedure depends on the levels of enrollment arrangements, work
postings and subtle elements, publicizing, work application and talking process, appraisal,
basic leadership, formal determination and preparing (Korsten 2003).

Jones et al. (2006) recommended that cases of enlistment strategies in the medicinal services,
business or modern division may offer bits of knowledge into the procedures engaged with
setting up enrollment arrangements and characterizing administrative destinations.

Fruitful enlistment procedures include a sharp investigation of the activity, the work advertise
situation/conditions and meets, and psychometric tests with a specific end goal to discover the
possibilities of employment searchers. Moreover, little and medium measured undertakings
lay their hands on meetings and appraisal with principle concern identified with work
examination, passionate insight in unpracticed employment searchers, and corporate social
duty. Different ways to deal with determination laid out by Jones et al. (2006) incorporate a
few sorts of meetings, pretend, gather exchanges and gathering assignments, et cetera.

35
Any administration procedure spins around enrollment and disappointment in enlistment may
prompt challenges and undesirable boundaries for any organization, including untoward
impacts on its gainfulness and improper degrees of staffing or representative aptitudes (Jones
et al. 2006). In extra, deficient enrollment may result into absence of work or preventions in
administration basic leadership, and the general enlistment process would itself be able to be
progressed and revised by agreeing to administration hypotheses. As per these hypotheses,
the enlistment procedure can be to a great extent improved by methods for Rodgers seven
point plan, Munro-Frasers five-overlay reviewing framework, individual meetings, and also
mental tests (Jones et al. 2006). Work by Alan Price (2007): Cost (2007), in his work Human
Resource Management in a Business Context, formally characterizes enrollment and
determination as the way toward recovering and pulling in capable applications with the end
goal of business. He expresses that the procedure of enlistment is certainly not a
straightforward determination process, while it needs administration basic leadership and
wide arranging keeping in mind the end goal to choose the most suitable labor. Their current
rivalry among business undertakings for enrolling the most potential laborers in on the
pathway towards making developments, with administration basic leadership and bosses
endeavoring to contract just the best candidates who might be the best fit for the corporate
culture and morals particular to the organization (Price 2007). This would mirror the way that
the administration would especially waitlist capable competitors who are all around outfitted
with the prerequisites of the position they are applying for, including collaboration. Since
having characteristics of being a cooperative person would be basic in any administration
position (Price 2007). Work by Hiltrop (1996):Hiltrop (1996) was effective in showing the
connection between the HRM hones, HRM-authoritative procedures and in addition
hierarchical execution. He directed his examination on HR director and friends authorities of
319 organizations in Europe with respect to HR practices and arrangements of their separate
organizations and found that work security, preparing and advancement projects, enlistment
and choice, cooperation, worker support, and in conclusion, staff arranging are the most basic
practices (Hiltrop 1999). Indeed, the essential part of HR is to create, control, oversee, induce,
and accomplish the dedication of the representatives. The discoveries of Hiltrop's (1996)
work likewise demonstrated that specifically enlisting positively affects hierarchical
execution, and thusly gives a considerable handy knowledge to administrators and authorities
included. Moreover, staffing and determination stays to be a zone of considerable intrigue.
With enrollment and choice methods for proficient employing choices, high performing
organizations are well on the way to invest more energy in giving preparing especially on

36
correspondence and collaboration aptitudes (Hiltrop 1999). Also the finding that there is a
positive association existing between firm exhibitions and preparing is reasonable with the
human capital stance. Thus, Hiltrop (1996) recommends the supervisors need to create HR
rehearses that are more centered around preparing keeping in mind the end goal to
accomplish focused advantages.

37
Work by Jackson et al. (2009) and Bratton and Gold (1999):As examined by Jackson et
al. (2009), Human asset administration approaches in any business association are produced
to meet corporate destinations and appearance of key designs through preparing and
advancement of work force to achieve a definitive objective of enhancing authoritative
execution and in addition benefits. The idea of enlistment and determination for an
organization that is seeking after HRM approach is affected by the condition of the work
showcase and their quality inside it. Besides, it is essential for such organizations to screen
how the condition of work advertises associates with potential volunteers by means of the
projection of a picture which will affect and strengthen candidate desires. Work of Bratton
and Gold (1999) recommend that associations are presently creating models of the sort of
representatives they want to enlist, and to perceive how far candidates relate to their models
by methods for dependable and substantial procedures of determination. In any case, the
analysts have additionally observed that such models, to a great extent got from competency
systems, encourage quality in organizations by producing the suitable information against
which the activity searchers can be evaluated. In any case, enlistment and determination are
likewise the underlying phases of an exchange among applications and the organization that
shapes the work relationship (Bratton and Gold 1999). This relationship being the pith of an
organization's labor advancement, inability to recognize the significance of deciding desire
amid enrollment and determination can prompt the loss of superb occupation searchers and
take the underlying phase of the work relationship so down as to make the achievement of
attractive HRM results to a great degree troublesome. In the feeling of Bratton and Gold
(1999), enlistment and choice practices are basic attributes of a discourse driven by "front-
end" stacking procedures to build up the social relationship among candidates and an
association. In this relationship, the two gatherings settle on choices all through the
enrollment and determination and it would be pivotal for an organization to understand that
brilliant activity searchers, pulled by their perspective of the association, may be lost at any
level except if applications are accommodated practical association and work depiction. In
perspective of Jackson et al. (2009) and Bratton and Gold (1999) candidates have a particular
perspective of assumptions regarding how the organization will treat them; enrollment and
determination goes about as a chance to elucidate this view. Besides, one method of building
up the view, proposed by Bratton and Gold (1999), are practical occupation reviews or RJPs
that may appear as contextual investigations of representatives and their general work and
encounters, the chance to "cover" somebody at work, work tests and recordings. The principle
goal of RJPs is to consider the desires for work searchers to end up more reasonable and

38
pragmatic. RJPs tend to bring down introductory assumptions about work and an
organization, along these lines making a few applications select themselves; anyway RJPs
additionally increment the level of association duty, work fulfillment, worker execution,
evaluation and occupation survival among work searchers who can proceed into business
(Bratton and Gold 1999) Jackson et al. (2009).

Work by Silzer et al (2010):

Be that as it may, the procedure of enlistment does not stop with utilization of candidature
and choice of the suitable hopefuls, however includes managing and holding the workers that
are chosen, as expressed by Silzer et al. (2010).

Work of Silzer et al. (2010) was to a great extent worried about Talent administration, and
through their work they were fruitful in settling issues like regardless of whether ability is
something one can be conceived with or is it something that can be gained through
advancement. As indicated by Silzer et al (2010), that was a center test in planning ability
frameworks, confronting the association and among the senior administration. The main
answer for resolve the worry of achieving proficient ability administration was by receiving
completely executable enrollment methods. Despite a well-drawn handy arrangement on
enlistment and choice and in addition inclusion of very qualified administration group,
organizations following enrollment procedures may confront noteworthy obstructions in
usage. Thusly, speculations of HRM can give bits of knowledge in the best ways to deal with
enrollment despite the fact that organizations should utilize there in house administration
abilities for applying bland hypotheses crosswise over specific authoritative settings. Word
directed by Silzer et al (2010) depicted that the essential goal of fruitful ability systems is to
make both a case and in addition an outline for building up the ability procedures inside a
dynamic and exceptionally concentrated economy wherein procurement, sending and
safeguarding of human capital-ability that issue,, shapes the upper hands and accomplishment
of numerous organizations (Silzer et al. 2010).

39
Work by Taher et al. (2000):

Toward that end Taher et al. (2000) did an examination to scrutinize the esteem included and
non-esteem exercises in an enlistment and determination process. The vital labor arranging of
an organization, preparing and improvement program, execution evaluation, remunerate
framework and modern relations, was likewise properly sketched out in the investigation.
This examination depended on the way that productive HR arranging is a quintessence of
association achievement, which streams normally into representative enlistment and choice
(Taher et al. 2000). Thusly, request instead of supply must be the prime focal point of the
enlistment and determination process and a more prominent accentuation must be put on
arranging, managing and control as opposed to intercession. Expanding this guideline, a
practical way to deal with enrollment and determination process was illustrated, and the
examination found that an association is effective just when the esteem it charges surpasses
the cost engaged with deciding the procedure of basic leadership or item. As it were, esteem
included and non-esteem included exercises related with an organization's enrollment and
choice process impacts its part in making roused and gifted workforce in the nation (Taher et
al. 2000). Hence, the examination recognized the holding up time, assessment time and
recording time as non esteem included undertakings and the cost of notice as the main esteem
included action in the general procedure. Taher et al. (2000) examined the enlistment and
choice segment of Bangladesh Open University. It was discovered that at whatever point the
enlistment and determination division of BOU got an enrollment demand of new candidates
from different areas, the authorities neglected to in a split second promote the opportunity in
different media. The college needed to take after some long consecutive strides preceding
doing as such. After the opening is freely publicized, what took after were the bureaucratic
customs and intricacies together with examination and supervision by two divisions along
these lines causing superfluous holding up in the enrollment and determination process that in
the long run expands the cost of enlistment by keeping the association's picture in question.
The investigation likewise saw some measure of redundancy occurring at each progression of
enlistment where the uses of candidates coursing around excessively numerous offices for
checks. This dull work has a tendency to connect with pointless people for a solitary
assignment that outcome in superfluous postponement in the choice and unjustifiable wastage
of labor.

40
After watchful thought of comparative issues in the BOU, Taher et al. (2006) suggested for
changing the enlistment procedure by expressing that right off the bat forms like occupation
examination and looking inward and outer sources must be trailed by coordinate promotion of
the post as the HR's own obligation, and not by any moderate authorities. This will wipe out
the non-esteem exercises. Furthermore, Taher et al (2000) proposed a 'framework' to be
acquainted with facilitate the separate office to ponder the shortlisted competitors, which
should be possible just by the demand of the HR division. A restorative help must be looked
for by BOU with respect to the physical or mental capacities of candidates for the activity
work and also their specialists pay and hazard. A methodology should be contrived relating to
the protection and secrecy of therapeutic reports. Therefore, this security and decline in
twelve esteem included movement of the restorative exam can be managed successfully by
testing the candidates by means of contracted medicinal guides, or in-house specialists.
Utilization of a PC based HR framework ought to be introduced in BOU to deal with the pool
of data about workers and to make the association to take in the nick of time HR enrollment
and choice choices.

In this manner, any association is urged to improvement ongoing enrollment procedures that
must endeavor to create a pool of suitably qualified and very much experienced people in
order to successfully start the determination systems and choices. Generally, the potential
applications are urged to apply for the open opportunities and furthermore the significant
offices can take part in selecting the best possibility to update the division's execution (Taher
et al. 2000).

41
 CHAPTER 3

RESEARCH OBJECTIVES

The target of the investigation is to break down and fundamentally inspect the enlistment and
determination system taken after by Vivekanand Medical Institution. Following are the
targets of concentrate for which I joined Vivekanand medicinal foundation.

To think about the enrollment and choice system taken after by Vivekanand Medical
establishment.

To think about the different wellsprings of enlistment followed in Vivekanand Medical

organization.

To think about the level of fulfillment of the workers with respect to enrollment and
determination methodology received by the clinic.

Better enrollment and determination techniques followed in Vivekanand therapeutic

establishment.

The representatives working in the organization consider the worker references are a standout
amongst the most solid wellspring of contracting the new representatives.

To know the perception of employee regarding recruitment and selection process.

42
 REASERCH METHODOLOGY

In regular day to day existence person needs to confront numerous issues viz. social,
conservative, budgetary issues. These issues in life call for adequate and compelling
arrangements and for this reason, inquire about is required and a procedure connected for the
arrangements can be discovered.

Research was completed at Life Line Hospital to discover the "Enlistment and choice
process".

Necessities of the capacity in Hospitality Management the HR assume a crucial part in

friendliness industry. These parts delegated takes after: Job examination, labor arranging and
planning work-in Recruitment, choice and preparing of representatives. Occupation
assessment, states of work and welfare of representatives. Advancement, retirement and end
of work.

Human Resource administration has turned out to be one of the basic capacities in an
association. No association can manage without this office. Human Resource is the capacity
or division in an association that is has the undertaking to select, prepare, spur, remunerate,
reject, fire and additionally care for the welfare of workers in an association.

43
 Data Collection Methods

Primary Data:-

Primary data was collected through survey method by distributing questionnaires to branch
manager and other sales manager. The questionnaires are carefully designed by taking into
account the parameters of my study.

Secondary Data:-
Data was collected from books, magazines, web sites, going through the records of the
organization, etc. It is the data which has been collected by individual or someone else for the
purpose of other than those of our particular research study. Or in other words we can say that
secondary data is the data used previously for the analysis and the results are undertaken for
the next process.

Sample Size:-
Scope of study:
Area : Vivekanand Medical Institute, HP, India
Number of Respondence: 20
Sample : Randomly

44
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

Q1.Do you know the roles and responsibility of recruiter of Vivekanand medical institute?

Title Respondent % age of people

YES 20 100%

NO 0 0

TOTAL 20 100%

Table no 4.1

25

20

15
Respondence

10 % age of people

0
Yes No Total

INTERPRETATION:

From the above graph it is clear that 100% age of people know roles and responsibility of
recruiter in the hospital

45
Q2. Do you know the present policy of recruitment in the hospital?

Title Respondent % age of people

YES 15 75%

NO 5 25%

TOTAL 20 100%

Table no 4.2

25

20

15
Respondent
%age of people
10

75% 100%
25%
0
YES NO TOTAL

INTERPRETATION:

From the above graph it is clear that 80% age of people know the present policy of
recruitment in the hospital and 20% age of people not know the policy of recruitment of the
hospital.

46
Q3. Do you know about the procedure adopted by hospital for selection?

Title Respondent %age of people

YES 14 70%

NO 6 30%

TOTAL 20 100%

Table no 4.3

25

20

15

Respondent
%age of people
10

70% 100%
30%
0
YES NO TOTAL

INTERPRETATION:

From the above graph it is clear that 70% age of people know about the procedure adopted by
the hospital for selection and 30% age of people not know the procedure adopted by the
hospital for selection.

47
Q4. What are the main sources of Recruitment in hospital?

Title Respondent %age of people

INTERNAL 15 75%

EXTERNAL 5 25%

TOTAL 20 100%

Table no 4.3

25

20

15
Respondent
% age of people
10

0
Internal External Total

INTERPRETATION:

From the above graph it is clear that 75% age of people give response as Internal and 25%
age of people give response as External it is clear that most of people response that the
Internal source are more preferable.

48
Q5. Do you know about the various sources of recruitment?

Title Respondent % age of people

YES 6 30%

NO 14 70%

TOTAL 20 100%

Table no 4.5

25

20

15

Respondent
%age of people
10

70% 100%
30%
0
YES NO TOTAL

INTERPRETATION:

From the above graph it is clear that 30% age of people know the various sources of
recruitment and 70% age of people not know the various sources of recruitment.

49
Q6.Are you satisfied with the existing selection procedure adopted by the hospital?

Title Respondent % age of people

YES 10 50%

NO 10 50%

TOTAL 20 100%

Table no 4.6

25

20

15
Respondent
10 %age of people

50% 50% 100%

0
YES NO TOTAL

INTERPRETATION:

From the above graph it is clear that 50% age of people satisfied with the existing selection
procedure adopted by the hospital, and 50% age of people specified with the existing
procedure adopted by the hospital.

50
Q7. In case of higher level jobs, is the selection made with consent of Board members?

Title Respondent % age of people

YES 16 80%

NO 4 20%

TOTAL 20 100%

Table no 4.7

25

20

15
Respondence

10 %age of people

80% 100%
20%
0
Yes No Total

INTERPRETATION:

From the above graph that most of people give response that the selection is made with the
consent of all the board member and 20% age of people give response that the selection is not
made with the consent of all the board member.

51
Q8. Do the selection of vacant posts carried out using employee referral program?

Title Respondent % age of people

YES 10 50%

NO 10 50%

TOTAL 20 100%

Table no 4.8

25

20

15
Respondent
10 %age of people

50% 50% 100%

0
YES NO TOTAL

INTERPRETATION:

From the above graph it is clear that 50% age of people give response as “YES” and 50% age
of people give response as “NO”. It is clear that most of people response that the selection of
vacant posts carried out using employee referral program.

52
Q9. According to you selection through reference is good?

Title Respondent % age of people

YES 15 75%

NO 5 25%

TOTAL 20 100%

Table no 4.9

25

20

15
Respondent

10 %age of people

75% 100%
25%
0
YES NO TOTAL

INTERPRETATION:

From the above graph it is clear that 75% age of people give response as ‘YES’ and 25% age
of people give response as ‘NO’. it is clear that most of people response that the selection
through reference is good.

53
Q10. Do referral selection helps to boast the morale of employee?

Title Respondent %age of people

YES 16 80%

NO 4 20%

TOTAL 20 100%

Table no 4.10

25

20

15
Respondent
%age of people
10

80% 100%
20%
0
YES NO TOTAL

INTERPRETATION:

From the above graph it is clear that 80% age of people give response as ‘YES’ and 20% age
of people give response as ‘NO’. So it is clear that most of people response that the referral
selection helps to boast the moral of employee.

54
Q11. Employee’s opinion as the present appraisal system.

Options Responses

Fully satisfied 2

Satisfied 4

Can’t say 6

Dissatisfied 8

No of people 20

Chart no 4.11

Responses

2
4
Fully satisfied
Satisfied
6
20 Can’t say
Dissatisfied
No of people
8

INTERPRETATION:

The analysis concludes that 8 employees are not satisfied with present appraisal system.

4 employees are satisfied with present appraisal system.

6 employees cannot say anything.

2 are fully satisfied with present appraisal system.

55
 CHAPTER 5

FINDINGS

According to survey, Recruitment differs from hospital to hospital for each category.

Hospital does utilize internet sites for the recruitment processed for findings the talented
candidates.

According to survey, it is observed that the companies are utilizing the job description in
order to make screening process more efficient.

Presently recruitment is done manually. That is if a company or organization needs employee

s they make an announcement through newspaper.

The major challenges faced by hr. manager in recruitment of it personnel are adaptability to
globalization, lack of motivation, process analysis and strategic prioritization.

The main source of recruitment is employee reference consultant etc. It is found that latest
recruitment trend this company are outsourcing of recruitment process and e-recruitment.

Both internal as well as external sources of recruitment used.

The recruitment and selection process is decentralized.

Consultancies (40%) and advertisement (25%) are the two main external sources of
recruitment.

56
 CONCLUSION

This study suggest that when Recruitment and Selection process is properly established and
implemented then organization will must grow because all the employees will be according to
the requirement. Recruitment and Selection process affects a lot on the organization activities
regarding its growth because if the people will be according to the requirement and skill full
then cost will reduce and organization must grow. All the study has prove the fact there is
directly and indirectly relationship is present between these variable and these variables affect
on the Recruitment and Selection process. All the independent variables are Recruitment
sources. Interviews and Recruiters are all very important in the recruitment and selection
process because by the missing of any one factor there is chance the whole Recruitment and
Selection process will be affected by these factors. There are no doubts others factors also
affect on Recruitment and Selection process but there are main and require more attention.
That is why I choose these variables.

57
 BIBLIOGRAPHY

 V.S.P.Rao, “Human Resource Management”, Excel Books Publications, Second

Edition.
 Robbins, “Organizational Behavior”, Pearson Publications, Thirteen Editions.
 Berry, john W, “Addressing the recruitment and diversity crisis “American libraries,
33.2(2002), 7.
 Tennant, Roy. “The digital librarian shortage”. Library journal, 125:7 (2002), 32.
 Dr. C.R Kothari, (2008) Research Methodology.
 Linked In.com
 Management Study Guid.com
 https://www.ukessays.com/
 www.Wikipedia.com
 www.vmipalampur
 www.learningmate.com
 www.scribd.com
 hrm.com
 www.en.wikipedia.org

58
 ANNEXTURE

Q1.Do you know the roles and responsibility of recruiter of Vivekanand Medical Institute?

YES NO

Q2 Do you know the present policy of recruitment in the hospital?

YES NO

Q3. Do you know about the procedure adopted by hospital for selection?

YES NO

Q4. What are the main sources of Recruitment in hospital?

YES NO

Q5. You know the various source of recruitment?

YES NO

Q6. Are you satisfied with the existing selection procedure adopted by the hospital?

YES NO

Q7. In case of higher level jobs, is the selection made with consent of Board members?

YES NO

59
Q8. Do the selection of vacant posts carried out using employee referral program?

YES NO

Q9. According to you selection through reference is good?

YES NO

Q10. Do referral selection helps to boast the moral of employee?

YES NO

Q11. Employee’s opinion as the present appraisal system.

YES NO

60