Recruitment and Selection in Lupin Ltd.

Submitted to:
Iffat Nseem
(Faculty guide)

Submitted by:
Priyanka
MBA- PM
2ND Year
Faculty of Management
JAMIA HAMDARD

RECRUITMENT & SELECTION

RECRUITMENT:
It is the process of finding and attracting capable applicants for the employment.
Recruitment is understood as the process of searching for and obtaining applicants for the
jobs, from among whom the right people can be selected.
RECRUITMENT PROCESS
Identify vacancy
Prepare job description & person specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interview
Conducting interview and decision making
SELECTION:
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.

ORGANIZATIONS OVERVIEW
Lupin in india is the world third largest in terms of volume and
stands 14th in terms of values.
Lupin was founded in 1968 by Desh Bandhu Gupta, then an
Associate Professor at BITS-Pilani, Rajasthan.
Lupin Limited, headquartered in Mumbai, India, is strongly
research focused. It has a program for developing New
Chemical Entities
The company has a state-of-the-art R&D center in Pune and is
a leading global player in Anti-TB, Cephalosporins (antiinfectives) and Cardiovascular drugs (ACE-inhibitors and
cholesterol reducing agents) and has a notable presence in the
areas of diabetes, anti-inflammatory and respiratory therapy.
Lupin first gained recognition when it became one of the
worlds largest manufacturers of Tuberculosis drugs.

VISION :
Lupin Pharmaceuticals, Inc. is committed to bringing innovative products
for the healthcare professional to improve the health and well being of
individuals.
Lupin Pharmaceuticals, Inc. is well positioned for growth in the US market.

MISSION :
Lupin's mission is to become a transnational pharmaceutical company
through the development and introduction of a wide portfolio of branded and
generic products in key markets.

Objective of the study

The present study revolves around the following basic objectives:

To study the recruitment and selection procedure followed in LUPIN
PHARMA LTD.
To study the various sources of recruitment followed in LUPIN
PHARMA. LTD.
To learn the process of recruitment and selection of the organization.

RESEARCH METHODOLOGY

PRIMARY DATA:
Questionnaire Surveys
Interviews
Focus Group Discussions Etc.
SECONDARY DATA:
External source:
books
journals
newspapers and
Internet.

DATA ANALYSIS AND INTERPRETATION

Q 1: When do you prefer to go for manpower planning?

S.N
O

OPINION

PERCENTAGE

YEARLY

20

QUARTERLY

50

NO FIXED TIME

30

Y EARLY
QUARTERLY
NO FIXED TIME

Around 50% of HR go for Quarterly manpower planning and

30 % do not follow any pattern and they dont have any fixed time
where as 20% go for yearly.

Q 2: What are the sources for recruitment and selection?

A)Internal B) External
C) Both

Sources of recruitment
S.N
O

OPINION

PERCENTAGE

INTERNAL

EXTERNAL

75

BOTH

18

About 75% HR prefer both internal as well as external source for recruitment
and selection. Whereas only 7% go for internal source and
18% go for external sources.

INTERNAL
EXTERNAL
BOTH

Q 3: What are the sources of recruitment you preferred?

A)Campus interview
B) Data Bank
C) Casual Applicant D) Placement Agencies

SOURCES FOR RECRUIMENT

S.NO

OPINION

PERCENT
AGE

Campus
interview

33

Data bank

34

Casual applicant

25

Placement
agencies

In DIMENSION 33% they go for campus interviews,

34% go for data bank,
25% from the casual application that are received and
0% go for any placement agencies.

CAMPUS INTERVIEW
DATA BANK
CASUL APPLICANT
PLACEMENT
AGENCIES

Q 4: What form of interview did you prefer?

A)Personal Interview
B) Telephonic Interview
C) Video Interview
D)Other Means

S.NO

OPINION

PERCENT
AGE

Personal
Interview

40

Telephonic
Interview

30

Video Interview

20

Other Mean

10

Form of interview
PERSONAL
INTERVIEW
TELEPHONIC
INTERVIEW
VIDEO INTERVIEW
OTHER MEANS

40% HR Prefer Personal interviews,

30% prefer to take telephonic interviews where as only
20% go for video conferencing and
Rest 10% adopt some other means of interviews
NOTE :- Other means like panel interview, Depth interview, Group
interview.

Q 5: Do you have a documented recruitment policy?

DOCUMENTED RECRUITMENT POLICY

S.NO

OPINION

PERCENTAGE

YES

100%

NO

0%

There is 100% of documented recruitment policy.

Y ES
NO

Q 6: Do you think the present recruitment policy fulfill the manpower

requirement of the company in accordance with the manpower plan?
MANPOWER PLANNING
S.NO

OPINION

PERCENTA
GE

Excellent

Very Good

Good

Average

40% HR Says manpower planning is Excellent.

30% HR Says manpower planning is very good.
20% HR Says manpower planning is good.
10% HR Says manpower planning is average.

Excellent
Very good
Good
Av erage

Q 9: Which types of technique is used for interview?

Technique for selection

S.NO

OPINION

PERCENTAGE

STRUCTURED

60

UNSTRUCTUR

10

ED
3

BOTH

30

60% HR Says used structured

30%HR Says used both and
10%HR Says used unstructured

Structured
Unstructured
Both

Q10. Does the organization clearly define the position, objectives to the
candidate at the time of recruitment process?

Define the position and objective to candidate

S.NO

OPINION

PERCENTAGE

YES

100

NO

100% HR clearly define the position, objectives, to the candidate at the

time of recruitment process.

YES
NO

FINDINGS:
In Dimension Group most of the employees feel thats
The HR department is good.
About 75% of the managers say that they prefer both internal as well
as external source for recruitment and selection.
About 65% of the mangers go for direct recruitment and selection and
less number for mangers prefer indirect or third party.
Mostly the manpower planning is done Quarterly and
30% do not follow any pattern they dont have any fixed time.
Dimension Group prefers to go for campus interviews and even casual
application that are received for recruitment and Data Bank but they
dont prefer placement agencies.
Most of the manager Prefer Personal interviews,
30% prefer to take telephonic interviews where as only
20% goes for video conferencing and rest
10% adopt some other means of interviews

CONCLUSION:
This presents the summary of the study done in relation to the recruitment and
selection in Lupin LTD. Most of the employees were satisfied but changes are
required according to the changing scenario as recruitment process has a great
impact on the working of the company as a fresh blood, new idea enters in the
company. Selection process is good but it should also be modify whenever
required.
The human element of organization is the most crucial asset of an organization.
Taking a closer perspective -it is the very quality of this asset that sets an
organization apart from the others.
The end result of the recruitment process is essentially a pool of applicants.
Next to recruitment, the logical step in the HR process is the selection of
qualified and competent people. As such, this process concentrates on
differentiating between applicants in order to identify and hire- those
individuals whose abilities are consistent with the organization requirements.

SUGGESTIONS:

1.During the selection process not only experienced but also the fresh
candidates should be selected.
2.Company should follow all steps of recruitment and selection for the selection
of the candidates.
3.Selection process should be less time consuming.
4.There must be proper communication regarding job profile, salary, location,
etc between the interviewer & the interviewee.
5.Evaluation & control of recruitment and selection should be done fair
judgment.
6. The goals and objectives of organization depend on the type of its manpower.