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objectives of the study and also gives the need, scope and the
company profile.
Chapter 6. Deals with findings that were arrived at after making the
data analysis.
findings.
CONTENTS
PAGE
INDEX NUMBER
CHAPTER I 1
Introduction 2-3
Objectives 4
CHAPTER II 9
Methodology 10
Limitations 11
CHAPTER III 12
CHAPTER IV 50
Introduction & Briefing about Recruitment and
selection 51-56
CHAPTER V 57
CHAPTER VI 68
CHAPTER VII 73
Suggestions 74
Questionnaire 75-77
Bibliography 78
CHAPTER-I
INTRODUCTION
Recruitment is the set of activities takes place in an organization to
most suitable candidates for the suitable job. After identifying the
interviews
time.
makes the company to lower the employee turnover at the same time
at AHS.
AHS.
• Cost effectiveness.
CHAPTER-II
METHODOLOGY
and experience required and critical skills that are essential for
effective performance.
identified from with in, search from the application data bank shall be
They were :
Placements agencies.
Campus recruitment
Employment exchanges
Employee reference
Online recruitment
• Selection
• Cost effectiveness
clearly known.
SOURCES OF DATA:
1. Primary data
2. Secondary data
3. Analysis of data
SAMPLING PROCEDURE:
LIMITATIONS
information.
ACHEIVEMENTS
BPO
Apollo Health Street is an end-to-end focused global healthcare
services company. We offer back-office services to commercial and
government health plans, managed care organizations, third party
administrators, pharmacy benefit management companies and other
payer organizations. Our processes significantly curtail the operational
cost of care administration and improve the bottom-line of our clients.
Our clientele is among the top five commercial payers in the US
market.
BPO PROVIDER
Apollo Health Street offers end-to-end healthcare focused services to
Physicians, Physician groups & Hospitals. Our HIPAA compliant
services, internationally recognized information management
processes and highly qualified professionals with industry-approved
accreditations deliver effective solutions to our clients. A combination
of our global delivery model, medical domain expertise, US market
knowledge and customer focus provides our clients with superior
service and reduction in total cost of delivery by 30%. Our key services
for physician groups and hospitals are:
Medical Transcription
BPO PAYER
• Claims Administration
• Network Management
• Back Support Services
Medical Management
Payer-side Service Offerings
IT DEVELOPMENT
e-Services
AHS end-to-end development capabilities
QA/QC Testing
Apollo has a well trained and certified Quality team specialized in
advanced technologies. Their skill set on the Quality front adds value
to our clientele as trouble shooting even in complexities are readily
identified and fixed. The QA testing procedures at Apollo meet
deadlines with adherence to a stringent quality testing norm. Apollo
offers a total solution for companies looking for quality QA testing. It is
this service of ours that gives you an edge over our competitors.
AHS Quality difference for Healthcare IT products
IT IMPLEMENTATION
We, at AHS follow a structured and well-defined implementation
process. This includes, pre-implementation, implementation and post-
implementation stage. Each stage has a series of well-defined steps
that are followed to ensure that our partner’s solution is accepted and
ready-to-roll with the client.
Infrastructure
Facilities
Apollo Health Street is a private company, incorporated in the United
States and registered under the state laws of Delaware. The corporate
office is located in Long Island, New York with 15 employees. We offer
our clients a global delivery model through our Onsite (Client location),
Onshore (US location) and Offshore (India) delivery capabilities
Our global delivery center is located in the Apollo Hospital Complex in
Hyderabad, India. We have about 600 professionals working out of this
delivery center for clients across the US and UK.
The Apollo group overall occupies more than 4 million square feet
across India (Hyderabad, Delhi, Madras, Bangalore, Bombay and other
centers). Our global delivery center currently occupies a fully furnished
office space of 40,000 square feet, accommodating 350 seats that can
seat close to 600 people on a 2 -shift basis
Library - We have a library housing magazines and journals on
various aspects of healthcare such as Health Information
Standards. Healthcare Financing, Healthcare Technologies and
region specific global healthcare trends
Firewall
Deployed high performance firewalls with high availability mode to
secure perimeter networks. All the servers/applications are placed
behind the firewall. All access to servers is compulsorily routed through
this firewall.
Anti-virus
We have deployed enterprise wide anti-virus protection on all servers,
desktops and gateway levels to scan inbound and outbound traffic for
SMTP, HTTP, FTP, and POP3 protocols.
Windows Authentication
Windows 2000-based network with Kerberos enabled logon.
Data Backup
Backup is done on a daily basis using SDLT drives. Monthly backups
are stored offsite. We undertake regular data
Internet Connectivity
Sufficient band width Internet connectivity from different service
providers with OFC & Radio last miles are installed for web connectivity
and redundancy. High performance routers with Internet load
balancers are configured in high availability mode.
Call Center
• Workstation security
• Server security
• Network security
• Web content security
the right number and right kind of people at the right places at the
right time, doing things which result in both the organisation and the
----Coleman
----Leon C.Megginson
OBJECTIVES:
organisation are:-
To recruit and retain the human resource required quantity and
quality.
,diversification etc.,
etc.
accordingly.
place.
hired ,even the best plans, organisation charts and control systems
the post due to limited vacancies, selection gives a way to be into the
organization and training the after cup taste. Once the person gets into
applicant attitude pays him a lot. Stringent rules and regulations are
-----Edwin B.Flippo
further subsystems.
candidates.
• Working conditions
• Promotional opportunities
• Government regulations.
• Government policies
• Recruitment sources
• Recruitment costs
the company. some companies prefer to recruit from within, since this
of thinking.
INTERNAL SOURCES
of recruitment.
External Sources:
organizations that are growing rapidly, or that have a large demand for
technical, skilled, or managerial employees. External source provide a
dealing with technical or skilled personnel who need not be offered any
national industrial training institute for engineers etc., all these provide
maintain complete bio data of their members and provide the same to
personnel department.
Similar organizations: Generally , experienced candidates are available
business. The management can get most suitable candidates from this
source.
latter’s intimacy with management. The trade union leaders are aware
different companies. The candidates can directly apply for the jobs
online and also the companies can get the data bases of the
SELECTION
the selection and the later varies depending upon the former.
examination for the qualified candidates after they are screened on the
the successful applicants are brought around the conference table and
solutions and select the sound solution. A selection panel thus observe
basing on its observation, judges the candidates’ skill and ability and
panel may also ask the candidate to write the summary of the group
asses the employee suitability to the job. Some of the important tests
are;
• Intelligent test
• Aptitude test
• Achievement test
• Situational test
• Judgement test
• Projective test
• Informal interview
• Formal interview
• Planned interview
• Patterned interview
• Non-directive interview
• Depth interview
• Stress interview
• Group interview
• Panel interview
workers.
formally. After this stage, the candidate becomes the employee of the
RECEIVING APPLICATIONS
SCREENING OF APPLICATIONS
EMPLOYMENT TESTS
INTERVIEW
REFERENCE CHECKING
MEDICAL EXAMINATION
FINAL SELECTION
SELECTION TESTS
The most vital technique of selection which gained significance in
evaluating the candidate’s suitability to the job. These tests are also
not.
TYPES OF TESTS
1. Aptitude tests
Intelligence tests
Mechanical aptitude
Psychomotor tests
2. Achievement tests
3. Situational tests
Group discussion
In basket
4. Interest tests
5. Personality tests
Objective tests
Projective tests
SELECTION OF INTERVIEWING
between two people, for a particular purpose. The most widely and
candidates.
To provide the candidates with the facts of the job and the
organizations.
organizational requirements.
for a job.
subordinate by superior.
their family,
case (grievance
collection interview).
PLACEMENT
the candidate reports for duty, the organization has to place him
CHAPTER-IV
HR DEPARTMENT AT AHS
2) Employee relation
3) Recruitment and selection
1) IT Sector
2) BPO Sector
The BPO is further divided into voice process and non voice process.
GENERAL POLICY
vacancy/new position.
internet / walk-in
Those who have not completed 18 years of age shall not be considered
SOURCES OF RECRUITMENT
Consultancies
Educational institutions
Jobsites or internet
Reference scheme
Media
Job Rotation
JOB ROTATION- The organization will look for a capable person for a
or job rotation.
institutions that they visited are St. Pious degree college, Badruka
Skill Set etc. as the required huge number of candidates for the voice
existed for a period of one month from deck 18 to jan 18. Other than
SELECTION PROCESS
The interview process at Apollo Health Street for the voice process and
VOICE PROCESS
The department for which candidates were chosen based on voice are
1) DCAV
2) MYSIS
3) AR Billing
The selection process include
1) PIR
2) VANC
3) OPS Round
4) Client Round
5) HR round
as a face to face and one to one interview where the candidates are
VANC – (Voice And Accent Round) This round is conducted by any one
of the voice and accent trainer at Apollo Health Street. In this round
the interviewer will test the voice and fluency of the candidate.
OPS Round – The operations Manager will conduct the interview once
Client Round- Once the candidate is through the OPS round he/she
will be lined up for a client round which will be time consuming as the
The department for which Recruitment for Semi- Voice candidates was
done was-
1) Contract Loading
2) Big Five
1) Typing test
2) Aptitude Test
3) OPS Round
4) HR Round
Typing Test – At Apollo Health Street the first round for non-voice
minimum of 30 words per minute and the minimum rate may increase
Aptitude Test – The next round is the Aptitude test where the
OPS Round – The operations Manager will conduct the interview once
30%
1
2
50% 3
4
5
10%
5%
5%
INTERPRETATION
2) no
2
30%
1
2
70%
Interpretation
1) Group discussion
2) Role play
3) Written examination
5) Telephonic interview
10%
25% 5%
1
10% 2
3
4
5
50%
INTERPRETATION
2) 2-6 hours
3) 6-8 hours
0% 10%
20% 1
2
3
4
70%
INTERPRETATION
Apollo Health Street takes more than a day to complete the whole
interview process for a candidate.
2) 1-2 weeks
3) 2-4 weeks
10%
25%
15%
1
2
3
4
50%
INTERPRETATION
1) Financial support
2) Knowledge gaining
3) Skill enhancement
4) Career growth
20%
1
2
50% 10%
3
4
20%
Interpretation
1) strongly disagree
2) disagree
4) 4) agree
5) strongly agree
5% 2%
10%
1
2
3
53%
4
30% 5
Interpretation
8.Are you satisfied by the way the vacancies are advertised by the HR
department
1)Yes
2)No
22%
1
2
78%
Interpretation:
78%of the people are satisfied with the way the vacancies were
advertised
9.Do you think Apollo health street spends too much in term of time
and cost for the
recruitment process ?
1) Strongly disagree
2) Disagree
4) Agree
5) Strongly agree
20%
1
35%
2
10% 3
4
10% 5
25%
Interpretation:
35% of the employees feel that Apollo spends too much of time and
cost for recruitment
10. Does the selection process at Apollo Health Street bring in the right
candidate for the right job?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagree
4) Agree
5) Strongly agree
5%
10%
1
35%
10% 2
3
4
5
40%
Interpretation:
Most people feel that Apollo health bring in right candidates through
recruitment process
11.How did you feel when you were facing the interview at Apollo
health street ?
1) Confident
2) Tensed
3) Stress
4) Relaxed
30%
1
40%
2
3
4
20%
10%
Interpretation :
FINDINGS
selection process.
interview process.
high
CONCLUSIONS
1. At Apollo health street most of the recruitment is done through
health street
mainly due to the client round where the recruiter needs to line
the candidates had to wait for long time to finish the initial
rounds.
effectively.
requirement.
QUESTIONNAIRE
1. How did you come to know about Apollo Health Street?
1) Employee reference
2) walk-in interview
3) website
4) newspaper
5) Consultancy.
1) Group discussion
2) Role play
3) Written examination
5) Telephonic interview
2) 2-6 hours
3) 6-8 hours
2) 1-2 weeks
6. What is the motive behind choosing the job at Apollo Health Street?
1) financial support
2) Knowledge gaining
3) Skill enhancement
4) Career growth
1) Strongly disagree
2) Disagree
4) Agree
5) Strongly agree
8. Are you satisfied by the way the vacancies are advertised by the HR
DEPARTMENT?
1) Yes
2) No
9. Do you think Apollo Health Street spends too much in term of time
and cost for the recruitment process?
1) Strongly disagree
2) Disagree
4) Agree
5) Strongly agree
10. Does the selection process at Apollo Health Street bring in the right
candidate for the right job?
1) Strongly disagree
2) Disagree
4) Agree
5) Strongly agree
11. How did you feel when you were facing the interview at Apollo
health street ?
1) confident
2) Tensed
3) Stress
4) Relaxed
www.apollohealthstreet.com,
www.google.com.
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