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FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT

MGT1023

J COMPONENT REVIEW-3

SLOT: D2+TD2

GUIDED BY: Prof. Ramaseshan H.

TEAM MEMBERS

Manish K 15MIS0028
Chandan 15MIS0107
Santhim 15MIS0120
Praneeth 15MIS0170
Tanzeel 15MIS0178
John Paul 16MIS0375
Srikanth P 16MIS0267

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CONTENTS
Chapter Topic Page No.

No.

1 Introduction 3

2 Company Profile 3

3 Organization Hierarchy 5

4 Questions And Responses 6

5 Recommendations 11

6 Literature Review 12

7 Recruitment And Selection In Clarus RCM 13

8 Conclusion 21

9 References 22

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RECRUITMENT AND SELECTION
Introduction
Recruitment is the process of attracting individuals on a timely basis in sufficient numbers and
with appropriate qualification, to apply for jobs within an organization. The process of
searching prospective employees with multidimensional skills and experience that suits
organization strategies in fundamental to the growth of the organization, this demands more
comprehensive strategic perspective recruitment. Organizations require the services of large
number of personnel, these personnel occupies the various positions created to the process of
organization. Each position of the organization has certain specific contributions to achieve the
organizational objectives. The recruitment process of the organizational has to be strong
enough to attract and select the potential candidates with right job specification. The
recruitment process begins with human resource planning and concludes with the selection of
required number of candidates, both HR staff and operating managers have responsibilities in
the process.

Company Profile
Clarus RCM caters to the professional needs of providers throughout the health care industry.
We aim to be a leading, world-class provider of healthcare revenue cycle management services
with the help of our key execution principles. They are quality, accuracy, timeliness,
transparency, cost avoidance and customer satisfaction, powered by the best in class
technology solutions. Clarus acts as a fully integrated extension of healthcare provider business
office, helping clients improve their revenue. Our robust RCM initiative, leverages technology
enabled solutions that can be replicated to most of the practice management platforms. We
have certified subject matter experts supporting healthcare providers, globally. Clarus assures
timely payments and absolute customer satisfaction. Our innovative service methodology
increases the ease of doing business with us, apart from significantly reducing overhead costs
for our clients. Our team of experienced business professional’s work in conjunction with you
and your practice to custom-tailor a revenue cycle solution best suited to your needs.
At Clarus, infrastructure development is seen as a valuable investment and a major asset to the
company. We have state-of-the-art operating centres, spread across the nation. All these
satellite centers are interlinked and are also linked to large client sites through high-bandwidth
communication links.
The superior facilities and infrastructure at Clarus ensure a great, friendly working atmosphere
for our highly competent staff. It is skillfully supported by various support groups that work
around the clock to ensure smooth and uninterrupted flow of operations. Our ongoing
infrastructure development not only keeps up with the latest technological innovations in the
market place but also meets the rigorous security requirements of the clients.

Our systems are capable of generating extensive reports that provide critical information about
productivity, quality and customer satisfaction. Reports are tailored as per requirements. All,

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customer client communications, through all three mediums namely email, chat and calls are
recorded and stored for future reference.
We work with more than one Internet Service Providers (ISP) for our Internet connectivity.
This ensures redundancy if there is a failure of connectivity at one ISP. Sufficient Internet
bandwidth has been made available to prevent congestion. Encryption is used for connectivity
between our office and the clients office.

Vision
To REVOLUTIONISE the healthcare industry with quicker turnaround time, transparency,
bare minimum denials and cost effective.
Benefits RCM clients Attain
 We promise to deliver Class Leading services at a cost unmatched by any other billing
company
 Adhere to stringent quality metrics to ensure appropriate coding practice and prevent
revenue loss for our clients
 Cautious, accurate and timely submissions of claims by our skilled team ensure that
payers revert back on claims acceptance within 1-2 business days. Assured increase
in client’s cash flow
 Our perfect cash posting solution and resourceful denial management makes AR
calling our last resort
 Quicker turnaround time for claim submission and cash posting
 Increase collections rate by 8% to 10% by using technology enabled solutions.
 Prompt follow up on open claims starting from 30 days of ageing
 Dedicated managers for every account with monthly MIS reporting
 Up to 20% reduction in operating cost and 10% increase in revenue
 Faster collection cycle
 Decrease in AR days and avoid financial delays
 Highly skilled billing experts
 Enhanced customer experience
 Improved employee retention and reduced training costs.

Name of the organization person: Ms. Sharanya


Role: HR Manager

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Organization Hierarchy

MD AND CEO

Board of Directors

General Manager

Marketing Manager HR Manager Finance Manager

Project Manager

(M,F,HR)

Team Leader

Project trainee

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Questions And Responses
1. How to identify job vacancies in the organization?

For the company to consider for a new opening they’ll want to know what’s in it for
them. So, we look around. Perhaps a department lacks a comprehensive training
program, or maybe no one has developed a much needed social media strategy. Maybe
the marketing department is down a person who has never been replaced. We try
matching up these opportunities to your own expertise, and think about what we can
offer. Sometimes we hire someone from the inside or we completely open the new role
for external hiring process depending upon the approvals given by the head of that
department and the company.

2. How does the company do job analysis?

The company will be doing their job analysis by collecting data from the external
sources and experience on what the employees for a particular job will be doing. The
work must be productive such that we will collecting data using different tools, other
companies and previous experience from our organization.

3. How does the company generate the job descriptions and


specifications?

We will be generating the job descriptions and specifications from the job vacancies
and the job analysis done by our HR managers. First we will be creating a sample job
description and get reviewed by the committee, then we will be posting the job
description.

4. How does the company decide whether to conduct internal hiring or


external hiring?

In deciding whether to hire from within or outside the firm, we normally consider the
nature and level of the job, characteristics of the firm and industry, and a firm’s human
resource management policies, such as intensive recruitment and screening policies and
training. Internal hiring should be preferred to external hiring when knowledge and
skills specific to the firm are important, when promotions are crucial for motivating
current workers, when the costs of a hiring mistake are particularly large, and when an
additional vacancy is not too costly.

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5. How does the company source candidates?

The organization basically get its source of candidates from different platforms suitable
for organization mainly from referrals and the job portals like internshala, job monster
and also advanced system like applicant tracking system. Apart from these a new set of
additions came into play when the social media platforms emerged and also use of bill
boards when necessary.

6. Does the company appoint external hiring consultants?

Yes, the company will be using external hiring consultants when a large and huge
projects come to the organization and sudden employees are required on contract based.

7. Which are the platforms the company uses predominantly

The company uses mainly platforms such as applicant tracking system, internshala,
naukri, job monster and other social media platforms. Newspaper as a medium for
walkins.

8. Does the company prefer walk-ins?

Yes the company prefers walk-ins but not in a general case scenario but when the
company gets more projects and temporary employees are required to work on contract
basis.

9. What is the employee referral policy?

The basic requirement is that the person must be known for the employee and he should
be assessed such that he can work in the company and possess the required skill set for
the job description.

10.What kind of background checks and due diligence does the


company conduct?

The first and the foremost check is the criminal record check and drug abuse check
apart from those we check the academics of the person, the certificates and internships
he previously done and mentioned in the resume.

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11.What is the screening process for candidates?

The screening process consists of different screening tests such as job knowledge tests,
integrity tests, emotional intelligence tests and personality tests.

12.Does the company have any diversity/inclusion policies while hiring?

No the company doesn’t have any diversity/inclusion policies, any one with the
required skill is welcomed in our organization.

13.Which kind of entry level tests are used?

Preliminary test:

The applicants received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview the purpose
of which is more or less the same as scrutiny of application, that is, eliminate of
unqualified applicants. Scrutiny enables the HR specialists to eliminate unqualified
jobseekers based on the information supplied in their application forms. Preliminary
interview, on the other hand, helps reject misfits for reason, which did not appear in the
application forms.

Selection test:

Job seekers who pass the screening and the preliminary interview are called for tests.
Different types of tests may be

administered, depending on the job and the company. Generally, tests are used to
determine the applicant’s ability,

aptitude and personality.

The following are the type of tests taken:

1. Ability test

2. Aptitude test

3. Intelligence test

4. Interest test

5. Personality tests.

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14.Are there any psychometrics tests?
No, we don’t believe in psychometrics test. So we don’t conduct it.

15.How many rounds of interviews are there?

First round – This is your pre-employment screening/assessments and phone interview.


Perfect placement for video screening tool (HireVue, WePow, etc.).

Second round – Face-to-face with hiring manager and any other key stakeholders (i.e.,
people this person might be asked to support from other functions).

Third round (if needed) — Face-to-face or video phone (Skype-type) interview.


Executive sign off. Really only needed if your line executive doesn’t have faith in the
hiring manager.

There are three rounds of interviews.

16.Which format of interviews are conducted?

Panel interview

This is an interview where the panel members will interview the candidate, here the
real capacity of the applicant will be revealed. A series of questions will be asked as
quickly as possible and the applicant has to satisfy the panel members through his
answers.

17.What are the medical/ fitness tests the company conducts?

After the final interview the applicants who have crossed the above stages are sent to
physical examination either to the company physician or to a medical officer approved
for the purpose. Such examination serves the following

purposes:

 It determines whether the candidate is physically fit to perform the job. Those
who are unfit are rejected.
 It reveals existing disabilities and provides a record of the employee‟s health at
the time of selection. This record will
 help in settling company‟s liability under the Workmen Compensation Act for
claim for an injury.

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 It prevents the employment of people suffering from contagious disease.
 It identifies candidates who are otherwise suitable but require specific jobs due
to physical handicaps and allergies.
18.What is the process to tell the candidate that he has been rejected?
Let the candidate know ASAP
Many hiring managers wait until the end of the hiring process before they notify
unsuccessful candidates. Some even wait until their new hire has started work. This is
just disrespectful.Your candidate may be delaying applying for other roles or even
turning down offers in the hope of securing the gig at your company. Once you have
made your decision, let the applicant know. Put them out of their misery as quickly as
possible. Respect other people’s time and they are more likely to respect yours.
19.Is there a probation period?
Yes, there is a probation period of 6 months.
20.What if the candidate chosen is not suitable how do you deal with it?
First we will be finding the root cause to the problem, if there is any personal issues/
work environment issues we will be counselling him with the HR. If it is related to his
skill set, we give him a warning and provide 3 months to adapt. If they don’t we fire
them. We will also be fine tuning the selection process.
21.When is the compensation structure decided?
It is decided two weeks before the employee joins.
22.How long is the recruitment process?
The recruitment process is about 2 months.
23.For what roles does the organization hire predominantly?
For data entry profession.
24.What if the selected candidate is not able to work in your
organization?
We will fire them.

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RECOMMENDATIONS

1. Maintain a job forecast on how many openings might come and people you are
selecting for a post and finally how many are joining your organization.
2. Write effective job descriptions with the use of tools to easily attract the applicants.
3. Use new technologies to source for candidates such as professional media platforms
and gamification.
4. For hiring internal employees assess also the parameters such as ability to learn/
how much he learnt in the organization, commitment to organization.
5. Reduce walk-in interviews as the selection percentage from the process is very low
and difficult to find the right candidates.
6. Implement a procedure that the referrals must be interviewed by the employee who
is referring.
7. Introduce training periods for small amount of time say three months.
8. Convey the message to the candidate regarding his status immediately.
9. When we find more not worthy candidates are found, change or update the selection
process and screening tests. Select based on previous work experience.
10. Background check with the details mentioned in their resumes regarding previous
work, internships and projects.

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Literature review
Introduction

People are integral part of an organisation today. No organisation can run without its human
resource. In today‟s highly complex and competitive situation, choice of right person at the
right place at the right time has far implications for an organisation‟s functioning. An employee
well selected and well placed would not only contribute to the efficient running of the
organisation but also offer significant potential for future replacement. Thus hiring is an
important function. The process of hiring begins with human resource planning which helps to
determine the number and type of people an organisation needs. Job analysis and job design
enables to specify the task and duties of jobs and qualifications expected from prospective job.
HRP, job analysis and job design helps to identify the kind of people required in an
organisation and hence hiring. It should be noted that hiring is an ongoing process and not
confined to formative stages of an organisation. Employees leave the organisation in search of
greener pastures, some retire and some die in the saddle. More importantly an enterprise grows,
diversifies, take over the other units until all necessitating hiring of new men and women. In
fact the hiring function stops only when the organisation ceases to exist.

Recruitment:

According to Flippo, “Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organisation.” It is the activity which
links the employer and the job seekers. According to Yoder, “Recruitment is a process to
discover the sources of manpower to meet the requirements of the staffing schedule and to
employ effective measures for attracting that manpower in adequate number to facilitate
effective selection of an efficient working force”.

“Recruitment is the development and maintenance of adequate manpower resources. It


involves the creation of a pool of available labour upon whom the organisation can draw when
it needs additional employees”.

In sourcing:
Companies recruit the candidates and, employ them, train and develop them and utilize the
human resources of these candidates. This strategy is called In-sourcing. Companies formulate
and implement this strategy when the corporate strategy is stable.
Out sourcing:
Some service companies depend for their human resources on such external organization
whose core business is to provide human resources. This strategy is called Out-sourcing. Out-
sourcing strategy is more suitable for both the fast growing and diversifying companies.
 To search for talent globally and not just within the company.
 To design entry pay that competes on quality but not on quantum.
 To anticipate and final people for positions that do not exists yet.

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Selection
Selection process is a decision making process. This step consists a number of activities. A
candidate who fails to qualify for a particular step is not eligible for appearing for the
subsequent step. Employee selection is the process of putting right men on the right job. It is a
procedure of matching organisational requirements with the skills and qualifications of people.
Effective selection can be done only where there is effective matching. By selecting best
candidate for the required job, the organisation will get quality performance of employees.
Moreover, organisation will face less absenteeism and employee turnover problems. By
selecting right candidate for the required job, organisation will also save time and money.
Proper screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.

Recruitment and selection in Clarus RCM


Recruitment:
Recruitment techniques are the means or media by which the management contacts
prospective employees or provides necessary information or exchange of ideas order to
stimulate them to apply for jobs.
1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists are used.
in scouting, representatives of the organisation are sent to educational and
training institutions.These travelling recruiters exchange information with
students, clarify their doubts, simulate them to apply for jobs conduct campus
interviews and short list candidates for further screening.
2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to
publicise vacancies. A well thought out and clear advertisement enables
candidates to assess their suitability so that only those possessing the requisite
qualification will apply.
3. Third party method:
Various agencies can be used to recruit personnel. Public employment exchanges,
management consulting firms, professional societies, temporary help societies,
trade unions, labor contractors are the main agencies.
4. Internet recruitment:
Various job sites are now available on the internet. The organisation can create
profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicants can be called
because almost 25% of net users in India search for jobs through internet.

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Procedure followed when a vacancy arises:

MANAGING DIRECTOR

PROJECT
MANAGER

T he vacancy is informed

GENERAL
MANAGER

Starts the recruitment

HR
MANAGER

RECRUITMENT
The M.D. gives
Permission for Recruitment

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Sources of recruitment

RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

RETIRED EMPLOYEES CONSULTANTS

INTERNET
PRESENT EMPLOYEES

JOB CENTERS

NEWS PAPER

Reasons for selecting the sources:


1. Referrals

 Referrals are the existing employees working in the same organization. Clarus RCM
selects referrals as their source since it are an economical way of recruiting.

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 This is also a fastest means of recruitment.
 In case of emergency to place an employee in particular position can be done easily
through referrals. Since referrals they bring candidates for the job from outside.

2. Newspapers

 Newspaper is a media through which information can be spread all over the country.
 Job seekers are able to get information about the vacancies through newspapers.
 Newspapers are cost effective.
 Coverage is high.

3. Internet
 Internet is a modem source used for recruiting the candidates.
 The time consumed in giving the information and making it to reach the people is
less.
 Internet is selected as a source of recruitment for the following reasons also.
 It is a fastest means of source.
 Coverage is high
4. Consultants
 Consultants are a source through which more number of candidates can be
recruited and selected.
 Consultants help organization at the when there is an emergency.
 It is also selected for the following reasons.
Factors affecting recruitment:

Internal External

Recruitment policy Supply and demand

HR planning Labour market

Size of the firm Socio, political and legal factors

Growth and expansion Competitors

Internal factors:

Recruitment policy:
The recruitment policy of an organisation specifies the objective of the recruitment
and provides a frame work for the implementation of recruitment strategy. It may
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involve organisational system to be developed for implementing recruitment
strategies and procedures by filling up vacancies with best qualified people. The
recruitment policies of an organisation are affected by the following factors 
Organisational objectives.
a. Personnel policies of the organisation
b. Govt. policies on reservation  Preferred source of recruitment  Need of the
organisation.
c. Recruitment costs and financial implications.

2. Human resource planning:

Effective human resource planning helps in determining the gaps present in the
existing manpower of the organisation. It also helps in determining the number of
employees to be recruited and what qualifications they may possess.

3. Size of the firm:


The size of the firm is an important factor in recruitment process. If the organisation
is planning to increase its operations and expand its business, it will think of hiring
more personnel which will handle its operations

4. Cost:

Recruitment incur cost to the employer, therefore, organisation try to employ that
source of recruitment which will bear a lower cost of recruitment to the organisation
for each candidate.

5. Growth and expansion:

Organisation will employ or think of employing more personnel if it is expanding its


operations.

External factors:

1. Supply and demand:

The availability of manpower both within and outside the organisation is an important
determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the market for the professionals demanded
by the company, then the company will have to depend upon internal sources by
providing them special training and development programmes.

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2. Labour market:

Employment conditions in the community where the organisation is located will


influence the recruiting efforts of the organisation. If there is surplus of the manpower
at the time of recruitment, even informal attempts at the time of recruiting like notice
board display of the requisition or announcements in the meeting etc will attract more
than enough applicants.

3. Socio, political and legal factors:

Various govt. regulations prohibiting discrimination in hiring and employment have


direct impact on recruiting practices. E.g. if Govt. introduces legislations for
reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. it becomes an obligation for the employer. Also trade unions play an
important role in recruitment. This restricts management freedom to select those
individuals who it believes would be best performers.

4. Competitors:

The recruitment policies of the competitors also affect the recruitment function of the
organisation. To face the competition, many a times the organisation has to change
their recruitment policies according to the policies being followed by the competitors.

Selection process:

General criteria that are followed during the process of selection in Clarus
RCM

1. Internal selection:
The candidates who are being selected internally need not undergo the selection
process. Since the company already knows the employees ability. Only if the existing
employee is good technical ability he will be selected and the selection will be done
to fill the vacancy. Moreover if there is a vacancy in the company first they will try to
fill it internally. The team leaders who works under the project managers will be given
priority, since he know what the works is, how to deal the clients, etc.
Criteria’s that are followed for internal selection in Clarus RCM:

 The revenues the existing employee made.


 His efficiency.

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 The employee’s technical ability.
 Work experience of the employee.
 Doing the selection internally is cost effective.
 Time is not wasted.

2. External selection process

The selection process in company refers to the person come through external source
of recruitment has to undergo the below selection process; this selection process has
a series of hurdles which the applicants has to go through.

TECHNICAL TEST

TECHNICAL INTERVIEW

PANEL INERVIEW

DIRECT INERVIEW

MEDICAL EXAM

REJECTED

Tests
1. Technical test and Interview:
The test refers here is technical test. It conducts test for the qualified candidates after
they are screened on the basis of the application blanks so as measure the
candidate’s ability in technical side.
Also the short listed candidates are supposed to go through the technical interview in
which the technical knowledge of the candidate is checked. The candidates who
crack this interview have to go through the panel interview.

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2. Panel interview
This is an interview where the panel members will interview the candidate, here the
real capacity of the applicant will be revealed. A series of questions will be asked as
quickly as possible and the applicant has to satisfy the panel members through his
answers.

3. Direct interview:
This is the final round of the entire selection process. In this round the personal
details of the candidates, his expectation towards the company will be known and
according to the applicants attitude towards the job the applicant will be selected.
4. Medical:
After the final interview the applicants who have crossed the above stages are sent to
physical examination either to the company physician or to a medical officer
approved for the purpose. Such examination serves the following purposes:
 It determines whether the candidate is physically fit to perform the job.
 Those who are unfit are rejected.
 It reveals existing disabilities and provides a record of the employee’s
health at the time of selection. This record will help in settling company’s
liability under the Workmen Compensation Act for claim for an injury.
 It prevents the employment of people suffering from contagious disease.
 It identifies candidates who are otherwise suitable but require specific jobs
due to physical handicaps and allergies.

Types of interviews that are adopted during selection process in Clarus RCM

Members involved in external selection process:

Selection process Members

Tests Technical Engineers

Technical interview HR manager and Senior Technical Persons

Panel interview HR managers, HR persons, Project Manager

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Direct interview Project Manager

Budget allocated for recruitment and selection process in Clarus RCM


The budget for the recruitment and selection process for company will be allotted every year.
Around 25% of the profit is been allotted for the recruitment and selection process as a whole
in a year for the company. Since candidates will be recruited every year for other designations
also.

Conclusion

Recruitment as being one of the major topics is required by most of the organization. Hence
the study helped in understanding the various aspects of recruitment and selection process. In
the CLARUS RCM the sources of recruitment is effective, the internal selection of the
organization also in an economical means which also reduce costs, only after looking the
efficiency of the existing employee towards the company and his sincerity that employee will
be selected, in CLARUS RCM the effective selection process is adopted in the last 5 years. It
can be retained as such. Also the employees of CLARUS RCM are satisfied with the
recruitment and selection process. Also they are well aware about the various sources and
methods of recruitment and selection.

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References
 Leisink, P., & Steijn, B. (2008). Recruitment, attraction, and selection.
Motivation in public management: The call of public service, 118-135.
 Bartram, D. (2000). Internet recruitment and selection: Kissing frogs to
find princes. International journal of selection and assessment, 8(4), 261-
274.
 Whitaker, K. S. (2003). Principal role changes and influence on principal
recruitment and selection: An international perspective. Journal of
educational administration, 41(1), 37-54.
 Roberts, G. (1997). Recruitment and selection: A competency approach.
CIPD Publishing.
 Zhao, H., & Liden, R. C. (2011). Internship: A recruitment and selection
perspective. Journal of Applied Psychology, 96(1), 221.
 http://www.clarusrcm.com/

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