ACKNOWLEDGEMENT

I here seen many acknowledgement where say how wonderful and

supportive their book or report until now to just slimmed over these
remarks with the thought yeah well, you have to say that, I guess .It
was only when I got involved in this report and actually sat to write
it. That I discovered it is impossible to take on project of any side like
this unless you really do have the full support of your family teachers
and instructions.
First of all I wish to express my gratitude to SALUD CARE (I) PVT.
LIMITED IN ROORKEE with out which constant support and
encouragement I would not have completed the project successfully.
I would also like to thank my professors Director Dr. Venus Jain Shri
ram college of management of studies who time of guided me with
their voluble suggestion and made this encleavour a successful one.
My overriding debt continues of my parent and friends for their
heartful cooperation and encouragement.
I thank of them
Name: - Pavitra Kumar
Roll No.:- 8550595

Declaration
I undersigned hereby that the project report written and submitted by
me under the guidance of Ms. Swati Upadhyay (Supervisor) is my
original work. The empirical findings and conclusion in this report are
based on the primary data as well as supported by secondary data. I
have not copied from any other report submitted this year of any of
the pervious year.
I understand that any such copy is liable to be punished
in a wet the university authorized.

Name: - Pavitra Kumar

Roll No.:- 8550595

PREFACE
2

Management of means the manner in which a given task of executed

and supervised. It also implies accomplishing a task with in a limited
resource available and the skill in the manipulation of the resources.
Management is the lifeblood of an organization. Management is said
to be art of getting things done through and with people in the
formally organized GP.
Human resources management is the relevant to all kinds of
organization

including

commercial

banks,

firms,

hospital

insurance

education

companies

and

institutions,
government

organizations. It is longer restricted to just hiring and firing of the

people. Its scope has been widened to include human

resource

development , human relations, leadership motivation, management of

change, etc .in fact

the

field of human resources management

encompasses an integration of social science such as psychology

sociology, economics and public administration as they affect human
resources in the organization

Recruitment and selection process

occupies a Significant place in the scope of HR management.

It become more important of look towards both in public and private
sector although it is very difficult of find out 100% perfection.

CONTENTS

PART A ...05

COMPANY PROFILE OF SALUD CARE (I) PVT. LIMITED ..

..........06

PRODUCT PROFILE.
..44

PART B....51
INTRODUCTION OF THE TOPIC52
RESEARCH METHODOLOGY..79
OBJECTIVE..84
DATA INTERPRETATION....86
ANALYSIS.102
FINDINGS.108
LIMITATION.111
SUGGESTIONS..113
CONCLUSION..115
BIBLIOGRAPHY...117
QUESTIONNAIRE ....120

Company Profile
Salud care (I) Pvt. Ltd. is your home for high quality
branded and generic pharmaceutical products. We
have been in Pharma trade since decades and our
Directors are associated with Pharmaceutical
business for over 30 years. We take great pride in
our ability to serve our customers around the nation,
quickly
and
precisely.
We have a team of dedicated professionals who
understand your need for prompt and efficient
service for our customer satisfaction. Our aim is to
manufacture medicines at reasonable cost for health
care facilities.
This dream has matured into a reality with our Plant
at ROORKEE, Uttaranchal, and services spread
across number of states in India.
To stay ahead in the
Evolution curve our
optimiced Utilisation
increased focus on the

present Growth and Market

organisation merits a more
of corporate resources and
core competency.

To complement our corporate growth strategy our

organisation Salud Care (I) Pvt. Ltd. proposes to you
the perfect partnership. The perfect answer to your
organisations requirement of high quality Medicines,
which adhere to the global Pharmaceutical quality
management standards
To match our sales ambition our ISO 9001-2000
Certified Factory at Roorkee is also lending strong
hand with production capacity of 4 lacs tablets per
shift , 2.5 lacs capsules per shift, 25,000 bottles of
7

liquid preparation per shift, 10,000 sachets (Dry

Powder) per shift, 5,000 tubes (Ointments/Creams)
per shift, 5,000 bottles of Lotion/Shampoos per
shift. Our Beta-Lactam plant will be ready very soon.
Our cephalosporin injections, cephalosporin with
tazobactum injections, Amoxycillin with clavulanic
acid oral & parenteral preparations are expected to
contribute substantially to fulfill our corporate
objective.
Our Sales & Marketing department is headed by
Marketing Director and Supported by Marketing
Controller, Product Management Team, Sales &
Marketing Team.
Production department is headed by Production
Director and supported by Factory Manager,
Production Manager and his team including Chief
Chemist & Quality Assurance
Quality control department is managed by Quality
Control / Quality Assurnce Manager saperately and
his team.
We are aggressively marketing in West Bengal,
Bihar, Orissa, Jharkhand, U.P., M.P. and Rajasthan.
We are all set to launch in Assam, Chhatisgarh and
Maharashtra.
Our present field force is nearly 250 inclusive of
Business Officers and Managers. We aim to increase
it upto 300 by this financial year.
Our turnover in the financial year 2007-08 is over
Rs. 14 crore compared to turnover of Rs.6.5 crore in
2006-07 and Rs. 4.2 crore in 2005-06.
SALUD and ALDUS are two
ethical
division of
marketing while DULAS is the generic division.
SALUD

DIVISION

Our products of SALUD division all set to be

established as leading brand in the market
are HIGADO with
a
turnover
of
nearly 2 crore,ELZIN with
a
turnover
of
nearly 1.3 crore, HOLD with
a
turnover
of
over 1 crore, SALCEF with
a
turnover
of
nearly 1 crore andADIRON with a turnover of
over 90 lacs in 2007-08.
Paediatric product range of SALUD like SB KID,
AZITO Suspension,
SLEP
Syrup,
RALOP
Syp., SALMOZYME DROPS, HOLD L Syrup, ELZIN
TR, ELZIN DX, ELZIN Expectorant are well
prescribed and are going to contribute significantly
to corporate turnover.
For Gynaecological disorders range products
of SALUD like ADIRON Cap. & ADIRON Syp., CALSAL
PLUS Tab., AZITO 250 & AZITO 500 Tab., SALCEF
250 & SALCEF 500mg. Tab., LEVOSAL 500
& LEVOSAL 750mg. Tab., ACEFEN P, HOLD Tab.,
ADPRO Powderare well prescribed brands.
SALUD Products & their Chemical Compositions
ALDUS
DIVISION
Newly launched ALDUS Division products for Gynae
like NOMOSIC
Tab.,
ALDULAN
Tab.,
C-PREG 50 & CPREG 100, CLARO Suspension, AFS-3
Kit are showing great promise and are expected to
make substantial contribution to corporate sales.
ALDUS Products & their Chemical Compositions
DULAS
DIVISION
DULAS Division which was launched about six
months back is showing great promise with well
acceptance of generic brands likeCIPROSAL Tab.,
CIPROSAL T Tab., SALDERMA Skin Cream,
DICLOSAL
Ointment,
SAZIN-AP
Expectorant,

SALKOFF, CIPSAL Syp., SALZYME SYP., FERIPLEX

Syp., SALURIL.

Manufacturing..

OUR

INFRASTRUCTURE

Tablets, Capsules, syrups, Dry Powders, Ointments

and lotions are manufactured under stringent quality
control as per international guidelines under close
supervision of professional.
INSTALLED PRODUCTION CAPACITY
GENERIC AND BRANDED PRODUCTS OF

4.0 lac tablets per shift

10

OF

BOTH

2.5 lac capsules per shift

25,000 bottles (Liquid) per shift
10,000 Sachets (Dry Powder) per shift
10,000 Tubes (Ointment / Cream ) per shift
5000 Lotions/Shampoos per shifts

Salud Care (I) Pvt. Ltd. has been engaged in the

marketing of pharmaceutical products like Oral
Liquid, Tablets, Capsules, and Ointment & Powder
since 2003. It is kolkata based company. Recently
Salud Care setup its own manufacturing plant in
Uttarakhand State of India in Roorkee city having
state of the art technology following all GMP
guidelines of WHO-GMP. The company manufactures
a range of vitamins, antibiotics, Dermatologicals,
Antacids, Antidiarrhoels, Tranquilizers, etc for
consumption by humans.
The products are
manufactured as per the master formulation,
compiled by trained staff at Salud Care, with an
adherence to purity and high standards. All products
are subsequently manufctured and packaged in
strict accordance to good manufacturing practice.
The products are manufactured for Salud Care (I)
Pvt. Ltd. and marketed by them and distributed &
marketed through huge retailer network to
customers. Currently Salud Care manufactures
more than fifty of the most successful "Own brand"
products in India.
In-House staff training is quality and hygiene
orientated with accent on professionalism and
proactive care, following as per cGMP .

11

Organizational structure of the company

Looking at organizing as a process requires that several fundamentals
be considered.
In the first place, the structure must reflect objectives and plans
because activates derive form them.
In the second place, It must reflect the authority available to an
enterprises management .Authority in a given organization is a
socially determined right to exercise discretion as such, it is subject to
change.
In the third place organization structure like any plan must reflect
its environment. Just as the premises of a plan may be economic
technological political social or ethical so may be
organization structure .It must be

those of an

designed to work to permit

contributions by members of a groups, and to help people gain

objectives efficiently in a changing future, In this sense a workable
organization structure can never be static. There is no single
organization structure that works best in all kinds of situations. An
effective organization structure depends on the situations.
In the fourth place since the organization is staffed with people the
grouping of

activates and

the authority relationships of an

organization structure must take into account people limitations and

customs. This is not say that the structure must be designed around
individuals of around goals and accompanying activities. But an
important consideration is the kind of people who are to staff it.
The Logic of Organizing

12

Although steps 1 and2 are actually part of planning the organizing

process consists of the following six steps.

Establishing enterprise objectives

Formulating supporting objectives, policies and plans.

Identifying and classifying the activities

necessary to

accomplish these

Grouping these activities in the

material resources available

light of the human and

and the best way under

the

circumstances of using them.

Delegating to the head of each group the authority necessary

to perform the activities.

Tying the groups together horizontally and vertically through

authority relationships and information flows.

Some

Misconceptions

Organizing

does

not

imply

extreme

occupational specialization which in many instances makes labor

uninteresting tedious and
Unduly restrictive.
There is nothing in organization itself that dictates this. To say take
should be specific is not to say they must by limited and mechanical .
Whether they should be broken down into minute parts- as on a
typical assembly line or be defined broadly enough to encompass
13

the design production and sate of a machine is for the organizer to

consider in light of the results desired. In any organization, jobs can
be defined to allow little or no personal leeway or the widest possible
discretions.
One must not forget that there is no best way to organza and that the
application of structural organization theory must take into account
the situations.

14

0. Introductions
2. Manpower planning
3. Organisation structure
A. Grade structure & Designations
4. Recruitment
A. Recruitment process
B. offer & Appointment
C. Confidentiality of company information
D. Travel Reimbursement Policy for candidates
5. Probation & Confirmations
6. Compensations Review and benefits Planning
A. Compensations Structure grade wise
B. Income tax
c. Salary payment
D. Cash Reimbursement Produce
E. Procedure for claiming annual reimbursements
LTA
Medical
F. Credit Cards
G. Imprest Cash
I . Visiting Cards
J. Confidentiality of Salaries
7. Induction
A. Offices staff
B. Field staff
8. Attendance Recording
A Office Staff
9. Annual Holidays
15

10. Leave policy

A. Office staff
B. Field Staff
C. Compensatory off
D. Leave Approval procedure
11. Travel Policy
A. Office Staff
B. Field Staff
C. Travel Plan Approval Procedure
D. Outstation Daily Allowance for Field staff
E Classification of Cities
F. Daily Allowance For Field staff
G. Procedure For claming Daily Allowance
H. Communications Expenses For field Staff
I. Expense Approval Procedure
J. Reimursement of Local Expenses
12. Social Security Schemes
A. Provident Fund
B. Employee Deposit Link Insurance Scheme
C. Employees State insurance Scheme
D . Gratuity
E. Group Medical Policy
F. Superannuation Policy
G. Child Scholarship Scheme
H. Long service Awards
I . Marriage Gift
J. Car parking
13. Events
A. Annual Party
16

B. Annual Picnic
14. Perks for Senior Managers
Annual Dinner
Annual Executive Health Check up
Reimbursement of Petrol Expenses
Car Scheme
15. Loan Policy
A. Loan Policy
B.Computer Loan Scheme
16. Library Policy
17. Transfer Policy
18. Training Policy
A . Office staff
A. Field Staff
A. Analysis & Identification of Training Needs
A. Extent Training Policy
19. Policy for Conduction & Discipline
Application
Conduct
Acts of Misconduct
Penalties for Misconduct
Procedure for dealing with cases of Misconduct
Special procedure in certain cases
20 Separation
A. Retirement
B. Resignations

17

CHAPTER 1 INTRODUCTION
I am pleased to present to you the human Resources Policy Manual
updated.
The HR Policy Manual is a compilation of various personnel Polices.
Produres and practices applicable to employees in the Managements
Cadre

of the reflects

the Companys philosophy

and approach

towards employees.
As

Managers who lead teams of employees, It becomes your

responsibility to administer the company Personnel Policies with

fairness and time lines. This document is thus meant to support you in
your roles as an administrator of the companys Personnel Policies .
All the policies

contained in the

Manual becomes effective

immediately and replaces and past communications on the subjects

covered under the Manual . The Manual is designed to lend itself for
further amendments . As and when such amendments arise these
shall be sent to you and which you may appropriately incorporate in
the manual.
The HR Policy Manual is a property of the Company and should be
returned to the Company When asked for . Double or Clarifications if
any, of the Contents may be referred to the HR Functions.

18

 The Company is running

the clock

with rotation weekly off

assigned to the employees. In four different shifts as mentioned below.

Sl.Ni

Shift

Shift Timing

1.
2.
3.
4.

A Shift
B Shift
C Shift
G Shift

0700 Hrs- 1500 Hrs

1500 Hrs 2300 Hrs
2300Hrs 0700 Hrs
0900 Hrs 18 Hrs(inclusive
lunch interval)

All the

employees working in A,B and C shifts will follow

minimum 8 hours work with a break of 30 minutes.

Department head will allocate shift rotation and weekly off to the
employees Department will prepare a shift rotation chart for his
department on monthly basis , display a copy of the same in the
department and forward a copy to HR department .All the employees
have to strictly follow the shift rotation chart . if threw is any charges
in the shift schedule the concerned department head will
communicate in wring to HR Department in writing.
CHAPTER 2 MANPOWER PLANNING
The annual Manpower budget is prepared every year in the month of
March, on the basis of business plans and manpower forecast for the
next financial year.
Human Resource Department Co- ordinates with the respective head
of the department in forecasting the requirement of manpower. The

19

total manpower requirement (estimate for the last two quarters and
plan for the next year)are compiled and incorporated in the budget is
verified by HR and submitted to controlling department

for budget

discussions and approval by the Management . The approved

manpower budget is guideline for Recruitment, Training, Promotions
, Transfers etc.
CHAPTER -3
B. APL has been

structurally grouped as Operative, Central an

manufacturing unit. It has been structured on the basis of different

product groups .The Central Division is the support functions such as
finance, Controlling ,IT Logistics Customers Support ,M.D.s Office
Human Resources & Administration & Corporate Communications &
Knowledge Unit. The present Organisation Chart is annexed
(Annexure l) .

20

3- A GRADERS & DESIGNATIN UNDERS VARIOUS GRADERS

The Grade structure of the Company is as follows
Grade

Designation

Description

G-2

General Manager

- All General Managers

G-1

Asstt. General Manager

- All Asstt General Managers

M-4

Sr. Manager

-All Sr. Managers

M-3

Manager

- All Managers

M-2

Dy Mananger

- All Dy Managers

M-1

Asstt. Manager

- All Asstt. Managers

E-2

Officer

- All Sr. Officer

E-1

Officer

- All Officers, Sr. System

Administration,Production
Executive

E-

Asstt Officer

- All Asstt. Officers , Sr.

Chemist
,Sr. Accountant System
Administrator, Shift , /
Microbiologist.
S-4

Supervisor

- All Supervisors, Chemist Jr.

Chemist.

S-3

Staff

- All Supervisors, Chemist, Jr.

Chemist Keeping Supervisor ,
AHU, Fitter, Electrician , House
Keeping ,

S-2

Jr. Asstt.

-Jr. Operators and Jr. Asstt.

Driver Checker .
21

S-1

Workers

Temporary / Workers

- Peon / Workers/ Helper

- Temporary Workers

Recruitment :4.1 No Candidate shall be asked to join the company before a formal
offer letter is issued.
4.2 Re- employment of ex-employees will not be considered as a
matter

of policy. In exceptional circumstance when such practice

becomes imperative , The managing Director will be the final deciding

authority .Employment of relatives of employees will also be
discouraged.
4.3 Incase of any false information provide by the short listed /
selected candidate during or after the recruitment process is over shall
automatically result in his / her disqualification for the position. If the
evidence of proving false information is found after the issuance of
Offer Letter the offer shall stand stand automatically withdrawn.
4.4 Candidiated selected for appointment will go through a complete
medical check up by the physician appointed by the Company, If asked
by the Management to do so.
4.5 Compensation for Short notice to the previous employer shall by
considered under very special situations only and shall be approved
and communicated by the HOD and HR jointly.
4.6 In case a prospective employee does not join the Company on the
date specified on the Offer with out any information. The other shall
stand withdrawn .
4-C Offers & Appointment
The short listed candidate shall be issued an offer letter only if the
candidated has principally accepted to join the company based on the

22

conditions of the offer as discussed. The offer letter shall contain the
designation and the expected joining date as well as the location.
The offer Letter shall be sent long with the joining Report (Annexure
V) From and the Bank Account Opening Form after thorough scrutiny
of the relevant documents & Reference Checks.
The appointment

Letters shall be issued to the new employee on

receipt of complete documentation including the relieving letter form

the previous employer. The Appointment letter will contain cost to the
company.
The Appointment letter shall contain the designation the location and
the effective date. It shall provide monthly break up of salary as well
as terms and condition of Appointment probation and termination. The
daily allowance and HQ Shall be mentioned on the letter for filed staff
A copy of the letter shall be returned duly signed by the new employee.
The Appointment letter will be signed only by the Managing Director/
Director Concerned.
The employees Shall provide a photograph for Their identity Card. HR
Shall personal file for the Employee.
HR Shall Prepare an Orientation Programme for the new employee and
organize his/ her programme.

23

4- D CONFIDENTIALITY OF COMPANY INFORMATION

All employees during their tenure in our Company and even after
cessation of employment with the Company will not engage in any
gainful assignment, Which is found to be confiscating with the business
interest of the company, in manner. Further all the employees are
obliged to keep

confidential and information data proprietary

knowledge gained during the employment with the Company.

4- E TRAVEL REIMBUSEMENT POLICY FOR CANDIDATE
In case of interviews organized. The candidates called from locations
outside Roorkee. Will be reimbursed with the Travels Expense as
follows:GARADE

TRAVEL ALLOWANCE

S- 1&S-4

2nd Class Train Fare/Bus Fare (Return)

E & E -2

3rd AC Train Fare / AC Bus

M1 to G

A. C. Sleeper 2 Tier (Return)

a) For claiming the travels Reimbursement the candidates are required

to produce the copy of the tickets. The reimbursement.
b) Travel arrangement will be done by candidates Themselves.
CHAPTERS -5 PROBATON AND CONFIRMATION
a) All new entrants will be on probation for a minimum period of six
months. In the normal course a probationer will be expected to serve
the period of probation before being confirmed in writing in the
services of the company.
b) No. employee can be given an extension more than twice for three.
Month. In other words no employee will be on probation for more than
12 months . (This does not include the training period of the employees
recruited as trainess).
24

c) A probatyioners in all the Grades may separate from the service of

the Company by giving one month notice or salary in lieu of notice.
6-A COMPENSATION STRUCTURE GARADE WISE
Variable payments - Basic HRA Other Allowance
Fixed Payments Conveyance , Medical
Annual / Periodic payments:
Variable payments Performance incentive

Fixed

payments

Leave

Travel

Assistance,

Medical

Reimbursement
Statutory payments : Provident Fund, Employee ,State Insurance
scheme Gratuity

S-1

To S-4

Basic

Variable

Variable

HRA

50% Of BASIC

50%OF BASIC

CONVEYANCE ALLOWANCE
OTHERS

VARIABLE

VARIABLE

OTHERS ALLOWANCE

VARIABLE

VARIABLE

The compensation structure is as follows:

6-B INCOME TAX

TDS on salary and others income shall be made as per computation of
income and income Tax norms for each financial year.
All employees shall provide an Investment Declaration in the format.
Tax deduction shall be based on the

declaration and

the final

computation shall be based on the documentary evidence provided by

the employee by the date specified.

25

6-C SALARY PAYMENT

All employee are required to open a Bank Account with PNB or any
other bank nominated by the Company and intimate their Account
Number to HR department. Salaries as well as all related payment
shall be paid through Bank.
6- D CASH REMBURSEMENTS PROCEDURE:
Application for cash reimbursement should be made in prescribed
format (Annexure VII) to the HR department between 26 th and the
last working day

of every month. Supporting are required to be

attached for petrol claims, While details of conveyance require to be

maintained.
6-C PROCEDURE FOR CLAMIMING REIMBURSEMENT
i)

LEAVE

TRAVEL

ASSISTANCE

&

MEDICAL

REIMBURSEMENT SCHEME
It is the intention of the company that Leave Travel Assistance
(L.T.A.) of 15 day Basic Salary per annum & medical reimbursement
scheme should be introduced from the Net CTC cost of the current
employees & its policy will be introduce later on.
6- F IMPREST CASH
Field staff will be provide with lmp rest Cash after completing 15
days in the Organisation as per need.
Imprest cash shall not be released unless all employment related
document are submitted to HR.
6- H VISITING CARDS

26

All employees in Grade E and whose nature of work demands the

use of Visiting/ Business Cards will be provide with the Cards within
15 days of Joining the Company.

6-I CONFIDENTIALITY OF COMPENSATION

Every employees salary is determined based on numerous factors
qualifications

, years & quality of experience job scope,

communication skills etc.

Every employees

has the responsibility

to maintain total

confidentiality regarding his / her compensation Any discussion or

exchange of information in this respect would be considered as a
very serious violation of Companys code of conduct.
Chapter 7 INDUCTION
INDUCTING NEW EMPLOYEES
A new employees will be inducted into the Organisation through the
various Division to help the employee understand the functioning of
the various Divisions. This also helps in orienting the employees
rightly to orgahization culture and expectations.
7-A INDUCTON FOR OFFICE STAFF
The HR Department shall prepare an induction Training Schedule,
Which shall be forward to the concerned H.O.D at least two days in
advance so that

necessary arrangements

can be made. The

Orientation for various Departments / Division shall be done by

H.O.D. or shall be delegated by the H.O.D. to a person of the
Department who shall cover all relevant areas and shall adhere to the
schedule.
The Induction Training Schedule shall consist of one hour of
intervention each from the various Departments as follows:
27

A HUMAN RESOURCE
The Induction Training Schedule shall consists of one hour of
intervention each from the various Department as follows:
A. HUMAN RESOURCE
The Employee shall be briefed about Company Policies Organisation
Structure and shall be handed over induction Manual which he shall
familiarize himself with. H.R. Department

shall

ensure all

Nomination forms and joining formalities are completed arrange for

his workstation organize stationary and assist the employee in setting
down.
B. FINANCE & CONTROLLING
The employee

shall be briefed

about the functioning of the

Department expectations from employees and Generation of MIS. A

brief on Budgets, Reporting Imprest Cash and its settlement, Tour
Advance and any other information as required.
F. FACTORY
The Department of the new employee shall be scheduled to meet him
/her Depending on the knowledge requirements of the employees in
his / her job the immediate superior will draw up training program
consisting of briefings meetings with colleagues and also set aside
time for reading of files and documents that may have to be used by
the employees on the job. The induction training will also involve
visits to factors and markets if the job of the employees so requires.
28

The Induction Training shall conclude with the new employees

introduction to the colleagues and the other superiors in the office by
the immediate superior.

CHAPTER 8 ATTENDANCE POLICY

ATTENDANCE POLICY
Attendance to many has trivial connotations. On serious inspection
it will be proven that small things like coming on time go a long way
in improving efficiency and the corporate image of a Company.
1.31 The regular official timings shall be 9.00am to 6.00 pm.
1.32 An employee can report to work anytime between 8.45and to
9.15 a.m. All employees will be available in the office from 900 a.m.
to 5.30 p.m.
1.33 There shall be no additional grace period provide for any reason.
1.34 Anyone reporting later than 9.15 would be marked half day and
those working for less than 4 hours a day shall be marked absent.
Working less than 8.4 hours, but more than 4 hours shall be treated as
half day.
1.35 There shall be threes slots for the lunch time as follows:
12.30 p.m. To 1.00p.m.
1.00p.m. to 1.30p.m.

1.30 p.m. to 2.00 p.m.

The employees can select any one slot as per their convenience and
get the same approved form their HOD and intimate about the same to

29

HR. However, All employees of the same department shall not have
the same for lunch.
1.36 All employees shall be required to swipe their

Access/

Attendance cards every time while moving in and out of the office
and register their timing. All access doors have an anti pass back
facility which access in case the card is not used at all exit / entry
points. The time recorded shall be net or all time spent outside the
office . Sometime during working hours shall be discouraged.
1.37 Wherever the Company does not have Access/ Attendance Card
System. All

employees shall be required to sign the muster

maintained at the Reception .In case the muster is not updated the
employee would be treated as absent.
1.39 Employees shall always keep their Access cards in safe custody
and report loss of card immediately to HR. A lost card shall attract a
penalty of Rs. 100/- .Employees who do not bring their access cards
shall be denied entry to office. However in exceptional cases he/she
shall obtain a Visitors card from the security before entry to the
office. The concerned employees shall inform the Receptionist
indicating the Number of the Visitors Card he/ she is using for the
day. Without such information attendance shall not be marked.
1.4 EXCLUSIONS
1.41 The Receptionist shall report at 9.00 a.m. regularly .
1.42 The HODs shall ensure the presence of a minimum number of
employees in the department from 9.00a.m. to 6.00 p.m. to take care
of the department.
1.43 it shall be the prerogative of the HOD to ask certain employees to
report to work at a particular time if the situations demand.
2 WEEKLY OFF

30

2.1 The factory shall run 7 day in a week. Office shall be working
from Monday to Saturday, and Sundays shall be weekly off.
2.2 The office shall remain closed from 7.00 p.m. and 7.00 a.m. on
weekdays and if the works so demand shall be kept open as long as
the last employees the office. Employees staying beyond 8.00 p.m.
require the permission of their H.O.D.
2.3 The office shall remain closed on Sundays. Any employees who
would require to come to office on Sunday shall inform HR in writing
befors 5.00 p.m. on the previous last working day and shall arrange
for keys to the office to be collected from the main Security office. In
case the field staffs are required to be in the office on a Saturday for
meetings peior permission has to be taken.
3. ATTEMDAMCE IN CASE EMPLOYEE IS ON DUTY
Employees who are required go out for Company work within the
city during

the office hours are required to submit duty slip dully

approved by HOD in order t avoid any irregular entries in their

Attendance Records.
4. ATTENDAMCE IN CASE AN EMPLOYEE IS ON TOUR
It would be the responsibility of the concerned employees to keep
the HR Department informed about employees proceeding on tour in
order to avoid any irregular entire in the attendance Record of the
employees tour . If an employees wants to go on leave . he must get
approved at least 3 days in advance accept emergency . In case of
emergency employees must inform to his HOD and HR immediately.
CHAPTER 9 ANNUAL HOLIDAYS
APL will observe the following

10 holidays

below:31

every year as per

1. New year 2. Republic Day 3. Holi (Dhuledi)4. Independence

5. Raksha Bandhan 6. Gandhi Jayanti 7. Dussehara 8.
Deepawali
9. Janmastami 10. Ram Navami
CHAPTER 10 LEAVE POLICY
10-A LEAVE RULES
These leave rules are applicable to all confirmed employees
except the workers at the factory.
The year for the purpose of calculation of leave is the calendar year
(January to December). Any employees joining the service of the
company during the year will be credited with pro rata leave till
December.
A . PRIVILEGE LEAVE
ENTITLEMENT

QUANTUM

All confirmed employees

15 days for each completed year of

Service.
CARRY FORWARD

15 days

ENCASHMENT

Nil

B. OTHER LEAVES

Applicability all employees (Not covered under The ESI ACT) can

apply for Sick leave

Quantum of Leaves : Each employees is eligible for 7 days of

Sick leave during one Calendar Year.

CASUAL LEAVE (CL):
Applicability : All confirmed employees can apply for Casual Leaves.
C. MATERNITY LEAVE
32

1. ELIGIBILITY

All permanent lady employees after

completion of one year of service in the

Company.
2. RULES
a) A females employees who is covered under the Employees State
insurance Scheme , Shall be granted maternity leave as provide in the
said scheme.
b) A female employees who is not covered under the scheme shall be
allowed Maternity leave as per Benefits Act - 1961. (i.e. 12 weeks/
90days)

33

CHAPTER 11 TRAVEL POLICY

11-A TRAVEL POLICY FOR OFFICE STAFF IS BASED ON ACTUAL
EXPENSES INCURRED WHERE MASS EXPENSES WHICH ANY
EMPLOY CAN INCURR AS PER HIS GRADES MENTIONED BELOWTRAVEL REIMBURSEMENTS TABLE (Accommodation and Daily
Allowance)
Garde
Mode of Travel
Accommod
Daily
Remarks
ation (in
Allowance
Rs. Per
day)
S-1 & S-2
Rail Sleeper / Bus
300
150
30% reduction in
DA
in
case
Breakfast
and
one
meal
is
claimed at actual
as entertainment
S-3 & S-4
Rail II AC /AC Bus
450
200
30% reduction in
DA
in
case
Breakfast
and
one
meal
is
claimed at actual
as entertainment
Rail II AC / Ist
30% reduction in
E to M-1
Class / economy
DA
in
case
only
incase
of
700
300
Breakfast
and
emergency & Special
one
meal
is
approval by MD.
claimed at actual
as entertainment
Rail AC / Ist Class /
30% reduction in
M-2 to M-4 Air Economy only
DA
in
case
incase of emergency
1200
400
Breakfast
and
& Special approval
one
meal
is
by MD.
claimed at actual
as entertainment
Rail AC / Ist Class /
30%reduction in
G-1 & G-2
Air Economy only
DA
in
case
incase of emergency
1500
400
Breakfast
and
34

& Special approval

by MD.

one
meal
is
claimed at actual
as entertainment

In addition laundry expenses of Rs. 200/- shall be allowed if the tour is for 4
more days at a time.
11-B TRAVEL POLICY FOR FIELD STAFF
11- D CLASSIFICATION OF CITIES
Sr No.
1

A CLASS CITIES
All Metro Cities

B- CLASS CITIES
Allahabad

35

11-B TRAVEL POLICY FOR FIELD STAFF

11- D CLASSIFICATION OF CITIES
Sr No.
1
2.
3.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.
0.

A CLASS CITIES
All Metro Cities
All state Capitals

B- CLASS CITIES
Allahabad
Ludhiana
Udaipur
Cochin
Cuttack
Mangalore
Manipal
Baroda
Agar
Amritsar
Indore
Ponicherry
Coimbatore
Calicut
Hubli
Kanpur
Varanasi
Madurai
Vijayawada
Pune
Surat
Aurangabad
Nagpur
Kolhapur
Jodhpur

36

All cities other than A & B Class will be classified as C Class

cities.
11-D TRAVEL/ TOUR PALN APPROVAL PROCEDURE
The duly completed tour/ plan shall be submitted for approval of
marketing Manager as per their schedule:
11- E DAILY ALLOWANCE FOR FIELD STAFF
A separated chart will be issued as per need.

H.Q. Head Quarter is a place town city where an employee is

posted
Ex- HQ is a location outside of headqaters and where the work
can be finished in the same day. If the work cant be done one the
same day an employee can clain outstation travel allowance as per the
travel policy.

In addition out station travel expense shall be reimbursed on

actual only on production of tickets subject to maximum ceiling as per

entitlements.
11-F COMMUNICATION EXPENSES FOR FIELD STAFF
The monthly ceiling for Communication expenses are already in
practice.
11- G REIMBUSEMENT OF LOCAL EXPENSES FOR OFFICE
STAFF
1. Employees in Grade M1 and above will be entitled to travel by
taxies OR AC bus when on outdoor official work.

37

2. Employees

in Grade S-3 S-4 will be entitled for local bus/

Rickhaw / auto fare upto Rs.150.00 p.d.max.on. actual basis.

3. Employees in grades below Grade S-1 & S-2 (sub staff) will be
entitiled to travel only by bus or Rickway up to Rs . 100.00p.d. max
on actual basis. However taxis atuo rickshaws may be allowed when
loads / cash are to be transported.
4. Employees not provided with a company car using own means of
conveyance i.e. Car / Two wheeler for official purpose may claim
reimbursement from company at the rate of Rs. 500 per k.m. incase of
a car and Rs. 1.50 per K.M. in the case of a two wheeler.
5. It is to be noted that expense can be claimed only if these have
actually been incurred and have to supported with tickets for train
fare and bills for food where applicable . Any mis representations
made in claiming reimbursements will be viewed as a serious lalpes
of integrity.
6. The claims mentioned above should be made once in a month
along with monthly claim.
7. This policy will not apply to sales personnel who are in receipt of a
daily allowance as per a separate policy in respect of them.
REFRESHMENT POLICY
As per Circular

38

CANTEEN POLICY
The company has availed facility

of in house canteen for the

employees at the fair price.

TIMINGS: Shift timings as well as Tea / Lunch/ Dinner timings are
as follows:
Shift Timings:
S. No.
01
02
03
04

SHIFIT
G- Shift
A- Shift
B- Shift
C- Shift

TIMINGS
(9:00AM TO 6: 00PM)
(7:00AM TO 3: 00PM)
(3:00PM TO 11: 00PM)
(11:00PM TO 7: 00AM)

Tea / Lunch Timings :

S. No.
01
02
03
04

SHIFIT
G- Shift
A- Shift
B- Shift
C- Shift

B. FAST/ LUNCH /DINNER

1:00 PM TO 1:30 PM
12:00 PM TO 12:30 PM
8:00 PM TO 8:30 PM
5:00 AM Snacks

TIMINGS
(10:30AM & 3: 30PM)
(10:30AM & 2: 00PM)
(4:30PM & 10: 00PM)
(12:30PM & 5: 00AM)

ENTITLEMENT
Employees are entitled for tea as per his/her duty shift as:
S. No.
01
02
03
03

SHIFT
G- Shift
A- Shift
B- Shift
C- Shift

ENTITLEMENT
TEA 2 TIMES
TEA 2 TIMES
TEA 2 TIMES
TEA 2 TIMES

39

The management reserves the right to reduce/ Change / discontinue/

replace or rename this benefit / facility / as it may desire at any time
without any reason.

CHAPTER 12 SOCIAL SECURITY SCHEMES

GOVERNMENT RELATED FUNDS AND BENEFITS
12- Social security Laws
All employees whether paerments or probationer will be covered as
per laws applicable by the Government.
OTHER COMPANY WELFARE POLICIES
12 A GROUP MEDICLAIM POLICY
It is under consideration and will be applicable later on.
12. B LONG SERVIC AWARDS
Long service awards will be present to the employees on the annual
party as follows :
No. of years of services
Gift worth Rs.
5Years

Rs. 1000/-

10 Years

Rs. 5000/-

15 Years

Rs. 7000/-

20 Years

Rs. 9000/-

Years of service completed as on December 31st shall be taken in to

account for calculation of service of an employee
12- C MARRIAGE & CILD BIRTH
As a token of best wishes from the Company to its employees on
getting married / birth of child they shall be presented with Gift
Cheques as follows:
S-1 to S-2
S-3 to S-4
E to M-1

:
:
:

Rs. 250/Rs. 500/Rs. 1000/-

40

M-2 to M-4

Rs. 1100/-

An employee getting married shall send a wedding Card to HR as

intimation.
12-D BIRTHDAY
Employees will be greeted by the management on their birthday
13B ANNUAL FUNCTION
Annual function of AXA will be organized every year. All employees
will participate and their family
CHAPTER 16 LIBRARY POLICY
The objective of the Library Policy is to inculcate and nurture the
reading habits of the employees towards self improvement and
productivity.
CHAPTER 18 TRAINING & DEVELOPMENT
18 A PFFOCE STAFF
Training and development programs will be centrally organized and
coordinated by the HR department. These programs will be designed
to help employees acquire knowledge, skills and attitudes necessary
for improved performance of present and future jobs.
18- B FIELD STAFF
Field / sales staff will primarily be impacted with regular product
Training Organised

and coordinated by the product Management

team. Programs designed for the development needs of field / sales

staff will be organized and coordinated by the product Management
team in coordination with the HR Function.
18- C ANALYSIS AND IDENTIFICATION OF TRAINING
NEEDS
This exercise

shall be conducted annually during the appraisal

exercise each year. The training needs shall be identified by the

41

HODs during the appraisal discussion and be noted as a part of

appraisal.
Based on

the feedback received from the HODs The HR &

Administration department will then finalise the Training Calendar

for the next year and publish the same in the month of February.
The HR department will than organize and conduct these programs
during the year.
18 D PROCEDURE FOR TRAINING NOMINATION
Based pm training need Analysis condiucted by HR the mix of the
training programs shall be decided in consultation with the HODs
Catering to different levels across organization.
Employees shall be provided the training calendar for the entire year.
Each employee in consultation with his HOD may plan minimum of 4
man days for the year of any other minimum number of training days
as decided from time to time.
Nomination Procedure for various types of training programs shall
be as below.
ROLE SPECIFIC
The target participants in the case are based on the training needs
analysis. HR Shall identify the participants in consultation with the
MD/HODs.
NEED BASED.
An overview of such training shall be given to all the employees
along with a formal invitation by HR department.
The employees can assess based on the overview given to them on
the relevance of the training for their role.
The request for enrollment can be given to HR in consultation with
the concerned HOD With in week of invitation.
42

As the

batch size is limited we shall finalize on the number of

participants on a first come first serve basis.

The final confirmations

shall be communicated to the concerned

employees along with the venues details.

INDIVIDUAL EMPLOYEE NOMINATIONS:
Employees can also be nominate for some training programs
pertaining to their specific function / technical need.
The employee in consultation with his HOD may fill in the Training
brochure are least a week prior to the program date for approval.
An approval by the MD Shall be obtained and communicated to the
concerned employee.
HR shall make arrangements for enrolling the employee in the
training program.
No cancellations shall be allowed for such training nominations.
INTERNAL TRANERS
As a steps towards brining

in a culture

of functional in house

Trainings , our employees having expertise in certain area shall be

identified as internal trainers.
The employees identified as internal trainers shall be trained
professionally , so that they can deliver their expertise to other
employees.
20- A RETIREMENT
The age pf retirement will be 58 years. The employee who are due
for retirement are information

about their retirement in writing

preferably 6 months in advance by HR Department.

20- B RESIGNATION
Permanent employees resigning from the services of the Company
are required to give 90 days notices .There may be exceptions at
Management discretion.
43

Employees on probation are required to serve one month notice

period.
The Company will also have to give employee the above mentioned
notice period while termination his services form the Company.

44

Product made by the company

Amoebicides / Antiprotozoals

Analgesics / Antipyetics

Antacids

Anti Arthritis

Anti-TB Drugs

Ant allergic Drugs

Antibiotics / Antibacterial

Anticoagulant and Antithrombotic Agents

Ant diabetic

Ant emetics

Antifungal

45

Ant migraine

Drugs

Antiosteoporotic Agents

Antisychotic

Antispasmodics

Antiviral

Appetites stimulants

Benign Prostatic Hyperplasia Drugs

Cerebral Vasodilators

Cough and cold

Erectile Dysfuncton Therapy

Eye and Drops

Grovit powder

Forall powder

Soul tab

Soul-d tab

46

Soul sups

Soul- d sups

Coral tab

Otwin capsule

Labott tab

Lucan tab

Zone tab.

Zigma cap.

Rbian z cap.

Haemostatic Preparation

Product Brand

Hormone Replacement Therapy

Immunosuppressant

Irritable Bowel Syndrome

Motility Regulators

Nasal Preparation

47

Pregnancy Testing kit

Systemic Corticosteroids

Topical Corticosteroids

Urinary Smooth Muscie Contractor

Haemostatic

48

Product under Development

Active ingredient
Nicosulfuron
Flumetsulam
Heloxifop methyl
Flumioxazin
Thiadiazuron
Nicosamide
Amidosulfuron
Mefenacet
Propoxycarbazone
Triflumuron
Difilufenica
Pencycuron
Sulcotrione
Cadusafose
Flufenacet
Epoxiconaozole + Carbendazim
Kresoximmethyl
Propiconaole + Difenconazole
Epoxiconzole +Tebuconazole

49

Pesticides used by the company

Agrochemicals

Pesticides
Fungicide

Herbicide

Insecticide

Organic products

Plants Growth Regulator

Rodenticide

Products under Development

50

Herbicides
Active ingredient

Formulation

2,4-D Amine

480g/ SL , 720g/l SL,

860g/l SL

2,4-D Acid

Butachlor

60% EC

Fluazifop-p-butyl

12.5%EC, 12.5% SC

Glyphosate

41%SL ,62% IPA

Oxadiazon

25% EC

Paraquat

20% SL

Atrazine

90% WDG

Acetochlor

50% EC, 70% EC

,90%EC

Alcohol

48% EC

Ametryn

50% SC

Picloram +2,4-D

20% + 20%

Amine
Triclopyr

48% SL

51

52

53

Today

business organizations

are facing

electrifying

pace of

changes . it seems change has taken charge of running the business

realities of the coming future will demand the ability to quickly and
globally offer product and services

to customer

whose

repaid

integration of the business process to make the service

to the

customer happen . There is a need for internal process to keep pace

with the service demand.
In the organization building process several factors continue to play a
critical role in an ongoing organization. One of the

factors

integrating the systematic HRD linkages is the RECUITMENT AND

SELECTION PROCESS.
Recruitment is a linking function joining together those to with jobs to
fill and those seeking jobs. Recruiting makes it possible to acquire the
number and types of people necessary to ensure the continues
operation of the organization. Recruiting is the discovering of
potential application for actual or anticipated organizational
vacancies. It is a systematic means of findings and including available
candidate to apply to the company or enterprise for employment. It is

54

said to be positive in its approaches it seeks to attract as many

candidates as possible.
Selection is a process of picking indidual with requisite qualification
and competence to fill job in the organization. It is a process of
differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job.

Features of recruitment
Recruitment is a positive function as it seeks to develop a pool of
eligible persons form which most suitable ones can be selected.
The basic propose of recruitment is locate the sources of people
required to meet
Jobs requirements and attracting such people to offer then for
employment in the organization.
Recruitment is the linking activity as it brings together those with
jobs and those seeking jobs.
Recruitment is the process of a series of activities rather then a
single act or event.
Recruitment is a pervasive function as all organization is reciting
activity.

55

But the volume and nature of recruitment varies with the size, nature
and environment of the particular organization.

Purpose of recruitment
The main purpose of recruitment is as under:
To begin indentifying and preparing potential job applicant who
will be appropriate candidates.
To increase the pool of job candidates at the minimum cost.
To help in increase the success rate of the selection process by
reducing the number visibly under qualified and job applicants.
Help to reduce the probability that job applicants once recruited
and selected will leave the organization only often

a short

period of time.
To increase organizational effectiveness in the short term and
long term.

56

Objective of recruitment
Increase the pool of job candidate at minimum cost.
Help in increasing the success rate of selection process help to
reduce the profitability that job applicants once recruited and
selected. We leave the organization only after a short period of
time.
Begin identifying and preparing potential job applicants who
will be appropriate candidate.
Meet the organization legal and social obligation regarding the
composition of its workforce.
Increase organization and individual effectiveness in the short
run and long run.

57

 Evaluate the effectiveness of various recruiting techniques and

sources for the all type of job applicants.

TYPES OF RECRUITMENT
Recruitment is divided into four parts:
1. Internal methods
2. Direct methods
3. Indirect method
4. Third party method
Internal method is further divided into various parts.
a. Promotions and transfers:
This is a method of filling vacancies form within through transfers
and promotions
A transfer is internal movement within the save grade from one job
to another
58

It may lead to changes in duties and Responsibilities working

conditions etc but not necessarily salary.
Promotion on the other hand involves movement of other employee
form a lower level position accompanied by changes in duties
resonsibities status and values.
b. Job Posting :
Job posting is another way of hiring people from within . In this
method the organization publicizes job opening on bulletin boards
electronic media and similar outlets.

c. Employee referral :
Employees referral means using personal contacts to locate job
opportunities. It is a recommendation form a current Employee
regarding a job applicant. The logic behind employee referral is that
it makes on to know one

59

WHO DO ORGANZATINS PREFER INTERNAL SOURCES

FOR RECRUITMENT
Internal sources includes : (a) present permanent employees (b)
present temporary / casual employees (c) retrenched or
Retired employees (d() dependents of deceased, disabled, disabled
retired and present employees
(a) Present Permanent Employees:

Organizations consider the candidates form this source for higher

level due to:
1. Availability of most suitable candidates for jobs relatively or
equally to the external source.
60

2.To meet the trade union demands.

3. To the policy of the organization to motivate the present employees
(b) Present Temporary or Casual Employees:
Organization find this source to fill the vacancies relatively at the
lower level owing to the availability of suitable candidates or trade
and pressure or in order to motivate them on the present job.
(c) Retrenched or Retired Employees:
Genearally a particular organization retrenches the employee due to
lay off. The organization takes the candidates for employment from
the retrenched form the retrenched employees due to obligation trade
union pressure and the like.
Some time the organizations prefer to re-employ their retire
employees as a token of their loyalty to the organization or to
postipone some inter personal conflicts for promotion etc.
(d) Dependents of Deceased Disabled Retired and Present
Employees :
Some organizations with a view to developing the commitment and
loyalty of not only the employee but also his family members and to
build up images provide employment to the dependents of deceased
disabled and present employees.
Such organizations find this source as an effective source of
recruitment.
61

 Why do organizations prefer internal Sources?

Organizations prefer this sources to external source to some extent
for the following reasons.
(a) Internal recruitment can be used as a technique of motivation.
(b) Morale of the employees can be improved.
(c) Suitability of the internal candidates can be judged better than the
external candidates as known devils are better than unknown
angels.
(d) Loyalty commitment a sense of belongingness and security of the
present employees can be enhanced.
(e) Employees psychological needs can be met by providing an
opportunity for advancement.
(f) Employees economic needs for promotion higher income can be
satisfied.
(g) Cost of selection can be minimized.
(h) Cost of training induction , orientation, period of adaptability to
the organization can be reduced.
(i) Trade unions can be satisfied.
(j) Social responsibility towards employees may be discharged.
(k) Stability of employment can be ensured.

62

But organization do not excessively rely on internal source as too

much consumption of

even sugar tastes bitter. The excessive

dependence on this source result in in breeding discourage flow of

new blood into the organization. Organization would become dull
and back number without innovations new ides excellence and
expertise Hence organization depend on internal source to the extent
of motivation and then depend on external sources.
Where are suitable candidates available in required number ? How
can they be informed about the availability of job sand about the
jobs and organization? How we deal with first question as the answer
to it deals with the sources of recruitment and answer to the second
question deals with the techniques of stimulating the prospective
candidates (or techniques of recruitment).

Generally the learns of human resource management may feel that

source and techniques of recruitment are oneand the same. But they
are different . Sources are those where prospective employees are
available like

employmentexchanges while techniques are those

which stimulate the prospective employees to apply for jobs like

nomination by employees advertising promotion etc. Mangement has
to fine out and develop sources of recruitment as early as possible
because of high rate of time lapse.
63

External source
External sources lies outsides and organization. Here the
organization can have the services of :
Employees working in an organization
Job aspirants registered with employees exchanges
Students from reputed education institution
Candidates referred by unions, friends, existing employees etc.
Unsolicited applications / welkins.
Main external sources are as follows
Advertisement in newspaper:

64

Senior posts are largely filled by this method. This hood is however
followed by companies in 3 different ways.
There are some companies which do not do their own advertising. On
the other hand they send their requisition to certain specialized
agencies which advertise position

in leading newspaper without

exposing the name of the client company. The applications received

form the candidate by the agencies are duplicated and mailed to the
clients.
There are some companies which although to their own advertising
but give only box number. Box number advertising generally do not
draw good candidate who feel that it is not which while to apply
without knowing employers name. Both first and second types are
called blind advertisements.
There are some companies

which expose their names in their

advertisements.
Gross cost per line :This arrived at by dividing the total cost of recruitment by the number
of individual hired.
Gate hiring.
The candidate on the basis of their qualification of according to the
job requirement of the company get into the organization and the
administration will select the appropriate.
65

Evolution of external recruitment

1. External sources of recruitment have both merits and demerit. On

the plus side, the following may be cited.
2. The organization will have the benefit of new skills talent and new
experiences if people are hired from external sources.
3. The management will be able to fulfill reservation requirements
in favor of the disadvantaged section of the society.
4. Scope of resentment heartburn and jealousy can be avoided by
recruiting from outsides.
The demerits are:
66

1. Better motivation and increased morel associated with

promoting own employees are lost to the organization.
2. External recruitment is costly
3. If recruitment and selection process are not properly carried

out changes of right candidates being and wrong application

being selected occur.

Advantages of internal sources of recruitment

A. Familiarity :
The organization and its employees are familiar top each other.
The organization knows the ability and the skills of the likely
candidates since they are insider similarly employees also know
about the working condition and the job requirements of the
vacancies.
B. Better utilization of internal talent:
Reliance on internal recruitment enables the enterprise to make the
best use of the capabilities of its employees. For example some

67

employees may be so talented that they deserve promotion or

some may do better on transfer to other jobs.
C. Economy :The cost of recruiting internal employees is minimal. The
enterprise need not incur any expenditure on informing and
including employees to apply.
D. Motivational value :
Internal recruitment is a source of encouragement and motivation
for employees. The employees can look for promotion and transfer
with hope and thereby do their jobs well as to earn the desired
promotion / transfer.

Limitation of recruitment and selection

1. Restricted choice :
Internal recruitment

restricts the option and freedom for the

enterprise in choosing the most suitable candidates for the vacancies.

It has a narrow base. The enterprise may have to compromise on
quality of its choice of candidate.
2. Inbreeding :
If the enterprise depends too much on internal recruitment, it
means that the enterprise denies itself fresh talent and new blood
available outside. Existing employees even if promoted or
68

transferred

may continue to work and be behave in the same

habitual ways without any dynamism.

3. Absence of competition:In the absence of competition from qualified candidates from
outside employees are likely to expect automatic promotion by
seniority and sure prospect. Thus they may lose the derive for
proving their worth.
4. Conflict There may be chance of conflict and infighting

among those

employees who aspire for promotion to the available vacancies.

Those who are not promoted are unhappy and their efficiency may
decline.
A part from the above limitation actually an enterprise connot
fully rely on internal sources of recruitment . Suitable candidates
may simply not to be available internally for some vacancies. In
such case the enterprise has to look for external sources of
recruitment however these drawbacks may be minized by job
analysis and skill inventory.

69

70

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p
lican
t N
T

P
re
se
n
te
m
p
lo
y
e
e

71

Professionalortrade
Advertisements
Em
ploym
entexchanges
Campusrecruitment
Wa ll - INSa nd
Wirte - ins

Consultants
Contractors
Displacedpersons
Competitors
E- recruiting

HRplanning

Recriting
equired
personnel

Findinganddevloping
sourcesofpotential
em
ployees

Selecting
qualified
Personnel

Searchforperspectives
em
ployee
a)developingtech.
B)attractingcandidates

Pla c in g
se le c te d
p e rso n n e l
o n jo b s

Evaluating
effectiveness
ofrecruiting

P
ersonn
elresearch Transferofnewjob
Internalsources Jobposting U
p
g
rad
in
gissam
ep
osition
Experience

P
rom
otiontohigherjob

m
ployeereferals P
Externalsources E
rovidin
gin
form
ation
Advertising
Scouting

Clarifyingdoubts

RE C RU IT M E N T PR O C E SS
JOB FAIRS :
72

Organized players are conducting job fairs and career expos creating
for aspirants another platform to interact with best companies . On
line recruitment websites continue to be one of the most favored
destinations for job seekers as well as employers. An aspirant may not
necessarily find a new job at a career expo \,but at least can stay
updated about current openings and trends in the industry.
Job fairs are gaining popularity
Job fairs organized gathering in which employers set up booths and
meet with prospective employees .These are usually organized by
universities or professional associations. While the concept of job
fairs may not be new, they were thus far limited by their scope and
hence did not have universal appeal. With time however the scale on
which they are conducted has improved and now they are a viable
proposition for both employers as wall as job seepkers.
Job fairs present an unparalleled opportunity for anyone looking for a
new job (a fresher or someone with experience). As one component in
a dedicated information gathering process attending a job fair is an
invaluable experience.
At these events , companies participate with a view of attracting the
best talent available in the industry. Each company is looking is that
all the companies are looking for employable talent and hence the
aspirant has an audience that is willing to hear hi and evaluated him.
The job aspirant can thus reach out to all the prospective employees
in the span of a day and stand to gain a great career. The drivers pool
of talent available at a job presents a wide choice to employers and is
cost effective tool.
If there arent enough candidates coming to the fair to visit an
employers booth participating in job fair is not viable. The job fair
model instead of being primarily focused on just people for junior
73

level positions can be re- designed to make it more conducive for

senior level position as well.
Job fairs today are considered as a serious recruitment platform.
Candidates should be serious about their options. They should not
come to job fairs for window shopping. A candidate should identify
the right organization and go through the recruitment process with
the company.
Experts advise that

someone attending such an event should do

sufficient research before they arrive at the venue. Often I is possible

to obtain information about the participant in a job fair before the
event. It is a good idea to shortlist the companies that one would be
interested in, even if it is just two or three organizations.
Further it is better to obtain information about the kind of positions
available in the company also. As part of their research candidates
should also plan in advance about what they could learn and gather
information about prospective employers. Job
remember that companies are quite

serious

seekers must

when it comes to

recruitment . Hence they shout avoid casual attire and opt for a
formal one instead Based on the companies requirements , if would
also be wise if the aspirant can customize the resume as per the
employer, rather mass producing a generic resume it is hard to know
jus how valuable a job fair might be, without actually attending, it
But by in prepared with an open mind, The aspirant is likely learns.
Something valuable . One mighty meet an employers who sound
really terrific. The chances are the candidate might be introduced to
new options which he had not considered before.. The candidate must
be in a positive frame of mind to accept the new options where he
may end up with faster career growth than what the had originally
planned.
74

HOW TO RECRUIT AN EMPLOYEE:

Often an essential component

of organizational

training and

development.
Employee surveys provide a picture of your organization needs.
These surveys can be used to solicit employee opinions on a variety
of issues such as the companys success inn communicating its
mission to employees, or local issues such as quality of the working
environment. These survey often contain a series of multiple choice
items grouped along one or more dimensions of the organization. The
type of items included in these surveys may concern areas such as:

1. Creativity
2. Innovation
3. Satisfaction
4. Senior Management
5. Interpersonal Relations
6. Functional Expertise
7. Compensation
8. Ability to Listening
9. Customer Service
10. Communication
11. Obtaining Results
12. Analytical Thinking

75

13. Mentoring
14. Strategic Leadership
15. Teamwork
16. Adaptability
17. Staff Development
18. Leadership

The

results of this

type of feedback process provide an

understanding how the employee perceives the organization along

different dimensions. This process helps the organization (Human
Resources Department) understand how the employees.
Perceive them. This feedback :
Is essential to facilitating development and organizational
Change
Allows the organization to focus on needs and leverage its
strengths
Informs the organization on which actions with create problems
for the employees
Provides management with employees feedback (Both positive
and negative) on the internal health of the organization.

76

Measures

the impact of current programs. Policies and

procedures
Can be used to motivate employees and improve job satisfaction
the purpose of this document is to provide a guide to assist those
who are conducting an employee survey.
Employees Survey:
Uses for Employees Surveys includes:
Focusing of Employees Development programs
Enhancing Management/ Employee Relations
Training Needs Assessment
Evaluation of Training
Organizational Climate Survey
Customer Satisfaction survey

77

RECRUITMENT OF A MANAGER

After the organizational position

are identified, managers are

obtained through recruitment, selection, placement, and promotion.

There are basically two sources of managerial personnel: People
from within the enterprise may be promoted or transferred, and
managers may be hired from the outside. For internal promotions,
a computerized information system may help to identify qualified
candidates. It can be used in conjunction with a comprehensive
human resource plan: Specifically it can be utilized to anticipate
staff requirements new opening striations development needs and
careers planning.
There

are also

several

external sources available

and the

enterprises may use different methods in finding qualified managers

. many employment agencies public and private and executive
recruiters (sometimes called headhunters) locate suitable candidates
for positions. Others sources for managers

are professional

associations educational institutions referrals from people within

78

the enterprise and of course unsolicited applications form persons

interested in the firm.

Recruitment of Managers :
Recruiting and attracting candidates

to fill the

positions in the

organization structure.
Before recruiting begins, The positions requirements which should
relate directly to the task must be clearly identified. This makes is
easier to recruit candidates from the outside.
Enterprises with a favorable public image find it easer to attract
qualified candidates. A company such as IBM (International Business
Machines) has a well recognized image while small firms which
frequently offer excellent growth and development opportunities may
have to make great efforts to communicate to the applicant like kinds
of products. Services and opportunities the firm offers.
Recruitment in the public sector has many similarities to recruitment
in the private sector . However government regulations or policies
may demand may demand that managers adhere to special hiring
guidelines . For example legislation may require that potential
employee live within a municipalitys boundaries . Another difference
is that applicants for public sector positions often have to competitive
79

tests such as civil services examinations although an increasing

number of privately owned enterprises are using written and oral tests
as well.
Unfortunately the selection process in government is not always as
objective and retinal as it should be and the practice of making
decision in criteria other than competence is probably not unusual. It
is unthinkable for

a major corporation to put a person without

considerable managerial experience in charge of 5,000 people yet in

government this is not uncommon. Thus in order to improve the
effectiveness and efficiency of government a better selection process
is required.

80

81

Research
Research refers to search of knowledge . Research involves collection
of data from primary and secondary sources and expression in
quantitative

terms. In other word

we can say that a careful

investigation or enquiry especially through search for new facts in

branch of knowledge.
Prof. C.R. Kothari has

describe the research as search for

knowledge through objective and systematic

method of finding

solution to a problem
M.H. Gopal has defined the research as it is essentially

systematic inquiry seeking facts through objective verifiable method

in order to discover the relationship among them and to reduce from
them board principal or laws.

82

Research Methodology
Before embarking on the details of research methodology and
technique, it seems appropriate to present a brief overview of the
research process consist of serial necessary to effectively carry out
research and the desired sequencing of these steps.
1)

Formulating the research problem

2)

Extensive literature survey

3)

Developing the hypothesis

4)

Preparing the research design

5)

Determining the sample design

6)

Collecting the data

7)

Execution of the report

8)

Analysis of data

9)

Hypotesis testing

10)

Generalization and interpretation

11)

Preparation of the report or the presentation of the results.

83

Scope of the study

The scope of the project is to access the recruitment and selection
process in SALUD CARE(I) PVT. LIMITED and

to provide

suggestion for improvement.

Nature of the study
The research study is descriptive in nature. The major purpose of
descriptive research is descriptive of the state of affairs as it exists at
present.

84

Collection of data
We can collection the data through two methods:

Primary data of collection mean which data collect by first time.

Primary data can be collection either through experiment or through

survey. Data can be collected by following way.
By observation

Through personal interviews

Through telephone interviews

By mailing of questionnaires

Through schedules
Secondary data of collection : Secondary data are the data which

have already been collection by some other persons and have passed
through statistical process.
Select the method of data collection:

Secondary data of collection

85

86

Objective of the study

To

Study the existing recruitment policies of AXA

PARENTERALS LIMITED.

To observe the impact of recruitment policies on personal of

AXA PARENTERALS LIMITED.

To find out the ways for improving recruitment policies.

87

88

Table -1
Methods of recruitment procedure

Replies
Open advertisement
Campus recruitment
Total

No. of respondents
129
11
140

8%

92%

Fig : 1

[ 92% employees are recruited through the open advertisement

and 8 % employees are recruited through campus recruitment]

89

Table -2
Satisfaction about recruitment procedure
Replies
Satisfied
Dissatisfiefd
Total

No. of respondents
136
4
140

3%

97%

Fig : 2

[ 97% employees are satisfied with their recruitment procedure and 3%

employees are dissatisfied with their recruitment procedure]

90

Table -3
About training after recruitment
Replies
Yes
No
To some extent
Total

No. of respondents
65
25
50
140

38%
52%

10%

91

[After their recruitment 52% employees got the training and 38% employees does
not got the training and 10% employees are in the category of to some extent]

Table -4
About companies internal recruitment procedure is well defined or not
Replies
Open advertisement
Campus recruitment
Total

0%

No. of respondents
129
11
140

21%

79%

92

[79% employees said that companies internal recruitment procedure are well
defined and shared with all employees and 0% employees said no and 21%
employees said to some extent]

Table -5
About Pf and gratuity
Replies
Poor
Fair
Good
Best
Total

32%

No. of respondents
0
20
75
45
140

0% 14%

54%

93

[No one said that their pf and gratuity are poor, 14% said it is fair, 54% good
and 32% said best]

Table -6
About the need to be aware of the recruitment system in detail
Replies
Yes
No
To some extent
Total

No. of respondents
75
40
25
140

19%

53%

28%

94

[53% employees think all employees need to be aware of the recruitment

system in detail, 28% think no, and 19% employees are in the category of to
some extent.]

Table -7
Satisfaction about pay package
Replies
Yes
No
To some extent
Total

No. of respondents
73
14
53
140

38%

52%

10%

95

[52% employees are satisfied with their pay package and 10% are not
satisfied with their pay package and 38% employees are to some extent]

Table -8
About the need to be aware of the recruitment system in detail
Replies
Satisfied
Dissatisfied
Neutral
Total

No. of respondents
97
18
25
140

13%

69%
18%

96

[69% employees are satisfied with their colligues behaviour, 13% employees
are not satisfied with colligues behaviour and 18% employees are neutral.]

Table -9
Satisfaction about superiors behaviour
Replies
Satisfied
Dissatisfied
Neutral
Total

No. of respondents
123
2
15
140

11%

1%

88%

97

[88% employees are satisfied with superiors behaviour, 1% are not satisfied
and 11% employees are neutral with superiors behaviours.]

Table -10
Satisfaction about working environment
Replies
Yes
No
Total

No. of respondents
101
39
140

28%

72%

98

[72% employees are satisfied from working environment in SALUD CARE

(I) PVT LIMITED, and 28% employees are not satisfied from working
environment in SALUD CARE (I) PVT LIMITED.]

Table -11
Source about recruitment followed by SALUD CARE (I) PVT LIMITED
Replies
Internal
External
Both
Total

No. of respondents
84
34
22
140

16%

24%

60%

99

[24% people said that internal sources are followed by SALUD CARE (I)
PVT LIMITED and 60% people said about external sources, and 16% people
said bothtypes of sources are followed by SALUD CARE (I) PVT LIMITED.]

Table -12
Reasons for employees leaving SALUD CARE (I) PVT LIMITED
Replies
Better pay packets
Growth opportunities
Total

No. of respondents
101
39
140

28%

72%

100

[72% employees leaving SALUD CARE(I) PVT. LIMITED for better pay
packets, 28% for growth opportunities]

Table -13
Companies training policies after recruitment
Replies
Yes
No
Total

No. of respondents
101
39
140
5%

95%

101

[95% people said that company give any special training after recruitment
and 5% people said that company not give any special training after
recruitment]

Table -14
Types of interview prepared by organisation
Replies
Structured
Unstructured
Total

No. of respondents
125
15
140

11%

89%

102

[89% people said that structured interview is prepared by the organization

and 11% people said that unstructured interview is prepared by the
organisation.]

Table -15
Satisfaction about existing recruitment procedure
Replies
Satisfied
Dissatisfied
Total

No. of respondents
133
7
140
5%

95%

103

[95% people are satisfied with existing recruitment procedure and 5% people
are not satisfied with existing recruitment procedure.]

104

DEFENITION AND CONCEPT

RECRUITMENT
DEFINITION:
Recruitment is the discovering of potential applicants for actual of
anticipated organizational vacancies.
Recruitment is a process to discover the source of manpower to
meet the recruitment of staffing schedule and to employee effective
measures for attracting that manpower in adequate numbers

to

facilitate efficient working forces.

CONCEPT :
Recruitment has been regarded ad the most important function of
personnel administration, because unless the right type people are
hire, even the best plans organization chart and control system
would not do much good.

105

Recruitment forms the first

stage in the process which continues

with selection and ceases with the placement of candidates. It is the

next step in the procurement function, the first being the manpower
planning. Recruiting makes it possible to acquire the number and
type of people necessary to ensure the continues operator of the
organization.

SELECTION
DEFINATION :
Selection process is concerned with securing relevant information
about an applicant. This information is secured in a number of steps
and stages.
The objectives of selection process is to determine whether

an

applicant meets the qualification for a specific job and to choose the
applicant who is most likely to be perform well in that job.
CONCEPT:
An effective selection program is a non random process because
those selected have been chosen on the basis of the assumption that
they are more likely to be better employee than those who have been
rejected.

106

The traditional

selection process includes preliminary

screening

interview.
Completion of application form employment tests. Comprehensive
interview.

Completion of application form employment

tests.

Comprehensive interview.
Background

investigation,

physical

examination

and

final

employment decision to hire

RECRUITMENT AND SELECTION IN

SALUD CARE (I) PVT. LIMITED
Advertisement in newspaper:
Senior posts are largely filled by this method. This met hood is
however followed by companies in 3 different ways.
There are some companies which do not do their own advertising. On
the other hand they send their requisitions to certain specialization
agencies which advertise
divulging the name of the

position in leading newspaper without

client

company.

The applications

received form the candidate by the agencies are duplicated and mailed
to the clients.

107

There are some companies which although do their own advertising

but give only box number. Box numbers advertisements generally do
not draw good candidates who feet that it is not worthwhile to apply
without knowing employers name . Both first and second types are
called blind advertisements.

There are some companies which divulge

their names in their

advertisements.
Gate hiring.
The candidate on the basis of their qualification or according to the
job requirement of the company get into the organization and the
administration will select the appropriate candidate for interview on
the gate itself on the need and requirement of the job.
Newspaper adds:
It means that the requirement of the candidate for the job is to the
published in the newspaper. The candidate who fulfills their need for
job and read the advertisement in the newspaper

approach the

company to get call for interview.

Newspaper

helps in recruiting

the candidate because

through

newspaper every thing is to be informed in detail. It also helps the

company in the sense by saving
108

their time because though

advertisement in newspaper will ensure only those candidates to

approach the company which fulfill the needs of the organization.

Comparative study of recruitment and selection between

SALUD CARE(I) PVT. LIMITED and other companies

Method

sunitac
Pharmaceutical

Advertisement

other
company

Yes

no

Made or recruitment
1. direct
2. indirect

gate hiring
newspaper
Advertisement

gate hiring
newspaper
advertisement

Third party method

1. Private employment

no

yes

2. Search firms

yes

yes

3. Gate hiring and

Contraction no

yes
109

110

From the research and conducted following are the findings

enumerated under the heads Positive and Negative aspects.

Positive:
SALUD CARE(I) PVT. LIMITED has

a comprehensive

Recruitment and NCR is the that coordinated various Recruitment

Programmer not only for its own employees but also for job seekers.
A decaled document on the Recruitment System at SALUD CARE(I)
PVT. LIMITED is also available consisting of the

information

required regarding the concerned topic.

The Recruitment policy conducted are excellent in terms of external
internal and by training Walk-in- interview.
The programs are regularly updated as per the changing trends and
needs.

111

The employees s after recruited feet a level of enhavement in their

competency and efficiency .

Negative: -

It was found that most of the employees were unaware of the

Recruitment system document though they have been working in the
organization for many years.
Employees are sent for Overtime, employees leasing at a short notice
without prior information,
Due to official the employees do not easily feet comtertable.
The task of EVALUATION is not carried out effectively and also
ignored.

112

113

LIMITATIONS

As no body and nothing is perfect in this world, in the same way no study can
be considered as fully reliable at one glance. There are number of
uncontrollable factors acting as limitations in conducting the study.
Some of such limitations encountered by me in this study are as follows

The most important factor which limits the research is the

time factor. I have very limited time to complete research.

The next limitation is some respondents gave biased response

for fear of their position in the company. This may have
influenced the results.

The sample size chosen is not sufficient it was small.

114

Some respondents were not willing to give answers of the

questionnaire.

115

SUGGESTIONS

The main suggestion given by the respondents during their interviews are as
follows:

The recruitment progamme should be more need based.

Duration of the recruitment should be appropriate. It should

not be too long or too short.

Quality of delivery or method or presentation can be improved.

New delivery methods and technology should be used.

Some flexibhty

must be in recruitment.

Faculty should be well quailed & experienced.

116

 The distribution

of recruitment programme should be more

proper.

117

Conslusion

The study at SALUD CARE(I) PVT. LIMITED revealed that the employees
of the organization are satisfied from the recruitment system. Through the
analysis of the esponses of the employees it seems that the employees are
aware of the various Recruitment policiesby the organization. The company
has a well defined HR-MANUL which includes all the information
regarding social security , advances, incentive schemes and facilities being
provided to the employees. The mean score of the respondents have showed
that they are aware of the policies & schemes adopted by the company. This is
the reason for maximum employees retention. The strong human resource
enhances the public image of the organization as SALUD CARE(I) PVT.
LIMITED is one of the NAVRATNAS of the Indian public sector
undertaking.
118

Finally an organization with maximum employees retention and healthy

working environment further enhances the image of company.

119

120

BIBLIOGRAPHY
TEXT BOOKS
Human resources and personnel management by C. B. gupta
Human resources management by L.M. Prased
Human resources and personnel management by William B. Werther
and Keith Davis
Human resources and Indutrial relation by P.C. Tripathy
Human resources management by M.M.VERMA & R.K. Agarwal
Human resources management by K. Ashwathappa
Human resources management by T.V. Rao
Human resources management by Nair Banerjee
Personnel management by C. B. Mamoria
Personnel Management by Edwin Flippo
Human resources management by Gary Desseler
WEB SITES
www.humancapitalonline.com
www.google.com
www.indiainfoline.com
www.benifits.com
JOURNALS
Human capital
121

HR magazine
Business today
HRM review

122

123

QUESTIONNAIRE
FOR EMPLOYEES
ANALYSIS OF RECRUITMENT POLICIES OF SALUD CARE(I)
PVT. LIMITED

RESPECTED SIR /MAM,

I am a student of BACHLOR OF BUSINESS ASMINISTRATION (BBA).
As a part of out summer training, I am conducting a study. I would request
you to please spare some of your time in answering these questions.

1. What was the method of your recruitment?

Through open advertisement
Through campus recruitment
2. Are you satisfied with your Recruitment procedure?
Satisfied

dissatisfied

neutral

3. Does company gave any special training after your recruitment?

Yes

no

4. Are your companys internal recruitment procedure is well defined &

shared with all the employees?
Yes

no

to same extent
124

5. How do your rate your PF and gratuity benefits?

Poor

fair

good

best Does

6. Do you think all employees need to be aware of the recruitment system in detail?
Yes

no

to same extent

7. Are you satisfied with the package?

Yes

no

to same extent

8. Are you satisfie to your employers behaviour?

Yes

no

neutral

9. Are you satisfie with your reporting officer that guide you in identifying your need?
Satisfied

dissatisfied

neutral

10. Are you satisfie from working environment in this organization?

Satisfied

dissatisfied

neutral

DEPARTMENT:

SUGGESTIONS:

125

ANALYSIS OF RECRUITMENT POLICIES OF

SALUD CARE(I) PVT. LIMITED QUESTIONNAIRE
1.What are the various sources of recruitment followed by SALUD CARE(I) PVT.
LIMITED?
Internal

external

both

2. What are the reasons for employees leaving your organizations?

Better pay packets
Shift learning
Nature of the work
Growth opportunities
Organisations culture
3. Do you company give any special training after recruitment to every employees?
Yes

no

to some extent

4. what type of interview is prepared by SALUD CARE(I) PVT. LIMITED?

Structured

Unstructured

Both

5. Are you satisfie that existing recruitment procedure can be more effective?
Satisfied

dissatisfied

neutral

126