Chapter 1

Pharmaceutical Industry In India

The pharmaceutical industry in India today is one of the largest and most advanced and well
organized among the developing countries. This achievement is strengthened by an assurance with regard to
quality of the products. Over the last several years, policy inputs have been directed towards promoting the
growth of the industry and in helping it to achieve abroad base in term of the industry and in helping it to
achieve abroad base in term of the large range of the products and technologies needed to produce the from
as basic stage as possible.

The company was born of a vision founded in 1986 by Mr. P.V. Ram Prasad Reddy. MR. K.
Nityananda Reddy and a small highly committed set of professionals. Aurobindo Pharma became a public
company in 1992. It commenced its operations in 1988-89 with a single unit manufacturing semi synthetic
penicillin (SSPs) at Pondichery. Aurobindo Pharma had gone for public issue in 1995 by listing its shares in
various stock exchanges in the country.

At present, there are about 300 large and medium scale industrial companies includes 45
multinational companies (MNCs) and about 10,000 small scale enterprises in operation which form the core
of the pharmaceutical Industry in the country. These units produce varieties of formulations i.e., medicines
reading for consumption by patients and about 35 bulk drugs in chemicals having therapeutic value and
used for production of formulations. Today, India is in a position to fulfill the country's major requirement
of bulk drugs and almost all the demands for formulations.

The production of Drugs and Pharmaceutical Industry in growing constantly. Just

before a decide from now in 1992 - 93 the production of bulk drug was with Rs.l 1.5
billion and formulations was at Rs.60 billion which has been estimated to grow at Rs.65
billion for bulk drugs production and Rs.241 billion for formulation production during the
year 2002- 2003.

EVOLUTION OF PHARMACEUTICAL INDUSTRY

As the evolution process has started leading to origin of new varieties of
living beings, this influenced CHARLES DARWIN to publish a book called
'ORIGIN OF SPECIES' As the process continued, the small living microscopic
organisms started modifying into larger organisms which can be viewed with
human eyes. Thus, the life process finally gave life in the following order.
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Aquatic

Amphibian

Terrestrial
The terrestrial life, which is nothing but life on earth, had led to mammalian
life, which is nothing but human life. In the early stage of human life, man adopted
himself to the laws of nature, but through the ages he has strived in achieving a
measure of contraction in his environment. This led to struggling nature by
fighting against the drastic conditions to survive.
In the beginning, the law of nature of survival of fittest applied to man also.
During this struggle, new varieties of thoughts had developed and gained
knowledge to find out remedial measures. In these measures, health factor to
survive is also an important factor, which can be explained in simple stanza
'HEALTHIS WEALTH' as man gained knowledge to survive with medicines of
herbal, for curing diseases manufacture of different types of medicines.
Extracted from different areas has increased. This gives rise to various types
of treatment namely NATUROPATHYAYURVEDA, UNANI and others. All
these were extracts of plants and medical herbs, which are very effective. At this
stage there was no industry to manufacture. Finally the

PHARMACEUTICAL industry

laid a stone in the 1850's. There were developments with discoveries in the field of
science and progress in the field of microbiology, bio-chemistry and biotechnology
with this knowledge few companies manufactured various types of medicines.

A Human Resource Management System (HRMS, IHRMS), Human Resource

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Information System (HRIS), HR Technology or also called HR modules, or simply

"Payroll", refers to the systems and processes at the intersection between (HRM) and. It
merges HRM as a discipline and in particular its basic HR activities and processes with
the information technology field, whereas the programming of data processing systems
evolved into standardized routines and packages of (ERP) software. On the whole, these
ERP systems have their origin on software that integrates information from different
applications into one universal database. The linkage of its financial and human resource
modules through one database is the most important distinction to the individually and
proprietary developed predecessors, which makes this software application both rigid and
flexible.
The function of Human Resources departments is generally administrative and not
common to all organizations. Organizations may have formalized selection, evaluation,
and payroll processes. Efficient and effective management as progressed to an
increasingly imperative and complex process. The HR function consists of tracking
existing employee data which traditionally includes personal histories, skills, capabilities,
accomplishments and salary. To reduce the manual workload of these administrative
activities, organizations began to electronically automate many of these processes by
introducing specialized Human Resource Management Systems. HR executives rely on
internal or external IT professionals to develop and maintain an integrated HRMS. Before
the architecture evolved in the late 1980s, many HR automation processes were relegated
to mainframe computers that could handle large amounts of data transactions. In
consequence of the low capital investment necessary to buy or program proprietary
software, these internally-developed HRMS were unlimited to organizations that
possessed a large amount of capital. The advent of, and Software as a Service or Human
Resource Management Systems enabled increasingly higher administrative control of
such systems. Currently Human Resource Management Systems encompass:
1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training
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7. Performance Record
8. Employee Self-Service
The payroll module automates the pay process by gathering data on employee time
and attendance, calculating various deductions and taxes, and generating periodic pay
cheques and employee tax reports. Data is generally fed from the human resources and
time keeping modules to calculate automatic deposit and manual cheque writing
capabilities. This module can encompass all employee-related transactions as well as
integrate with existing financial management systems.
The work time gathers standardized time and work related efforts. The most
advanced modules provide broad flexibility in data collection methods, labor distribution
capabilities and data analysis features was outdated. Cost analysis and efficiency metrics
are the primary functions.
The benefits administration module provides a system for organizations to
administer and track employee participation in benefits programs. These typically
encompass insurance, compensation, profit sharing and retirement.
The HR management module is a component covering many other HR aspects from
application to retirement. The system records basic demographic and address data,
selection, training and development, capabilities and skills management, compensation
planning records and other related activities. Leading edge systems provide the ability to
"read" applications and enter relevant data to applicable database fields, notify employers
and provide position management and position control not in use. Human resource
management function involves the recruitment, placement, evaluation, compensation and
development of the employees of an organization. Initially, businesses used computer
based information systems to:

produce pay checks and payroll reports;

maintain personnel records;

Pursue.

Online recruiting has become one of the primary methods employed by HR

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departments to garner potential candidates for available positions within an organization.

systems typically encompass:

analyzing personnel usage within an organization;

identifying potential applicants;

recruiting through company-facing listings;

recruiting through online recruiting sites or publications that market to both

recruiters and applicants.

The significant cost incurred in maintaining an organized recruitment effort, crossposting within and across general or industry-specific job boards and maintaining a
competitive exposure of availabilities has given rise to the development of a dedicated, or
'ATS', module.
The training module provides a system for organizations to administer and track
employee training and development efforts. The system, normally called a if a stand alone
product, allows HR to track education, qualifications and skills of the employees, as well
as outlining what training courses, books, CDs, web based learning or materials are
available to develop which skills. Courses can then be offered in date specific sessions,
with delegates and training resources being mapped and managed within the same
system. Sophisticated allow managers to approve training, budgets and calendars
alongside performance management and appraisal metrics.
The Employee Self-Service module allows employees to query HR related data and
perform some HR transactions over the system. Employees may query their attendance
record from the system without asking the information from HR personnel. The module
also lets supervisors approve O.T. requests from their subordinates through the system
without overloading the task on HR department.

RECRUITMENT AND SELECTION

Recruitment

and selection refers to the chain and sequence of activities pertaining

to recruitment and selection of employable candidates and job seekers for an organization.
Every enterprise, business, start-up and entrepreneurial firm
65

has some well-defined

employment and recruitment policies and hiring procedures. The HR department of large
organizations, businesses, government offices and multilateral organizations are generally
vested with the responsibilities of employee recruitment and selection.
The Recruitment and Selection Process is one of the basic HR Processes.
Recruitment and Selection is very sensitive as many managers have a need to hire a new
employee and this process is always under a strict monitoring from their side. The
Recruitment and Selection Process must be simple and must be robust enough to operate
excellently in the moment of the insufficient number of candidates on the job market and
the process must be also able to process a large number of candidates within given time
limit.
The clearly defined Recruitment and Selection Process is a key to the success of any
Human Resources Department.

Critical steps in Recruitment and Selection Process

The Recruitment and Selection Process has several critical points. The
Recruitment and Selection Process is very sensible to the changes in the internal
organization of the company and to the changes on the external job market.
The whole Recruitment and Selection Process must meet several criteria:
1. The process must be easy to understand for the target audience of the Recruitment
and Selection Process. The process is not created for employees of HRM; the
process is developed mainly for the managers in the organization. The managers
are the most important clients of the Recruitment and Selection Process,

2. HRM has to follow the standard defined in the Recruitment and Selection Process.
HRM cannot afford to draw the nice process maps and document flows in the
organization and not to follow them. When HRM does not follow the rules
defined, then HRM cannot expect the managers to define such a process

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3. HRM must be able to get a buy-in from the managers in the organization to use
standards defined and to keep the process consistent. For example the graph
illustrates one of the most common mistakes in the Recruitment and Selection
Process. The HRM starts to fill the vacancy without a clear agreement about the
profile and job content of the vacancy to be filled. This mistake takes a long time
to correct and the whole cycle time of the recruitment gets too long and produces
confusion among all the participants in the process.

NEED FOR THE STUDY

1

Human resource is playing major role in the BHPV industry. It is very important
to select right person for the right job at the right time, which can perform the job
successfully with high standards.1

People with friendly and outgoing personality, self discipline are mainly needed
for this type of industry because a customer sees a company through its
employees.

The employees are mainly in contact with the customer depending upon the jobs
they are performing.

Recruitment and selection has been regarded as the most important function of
personal administration, because unless the right people are hired, even the best
plans of the organizations and control system would not do much good to the
organization.

Human resources are the assets to the organization. Any organization will get its
recognition through its employees performance, skills, innovativeness and their
professional knowledge.

Hence we can say selection and recruitment plays major role in the organization.
Because right people should be selected for the right job and at the right time. Its
the responsibility of the organization to hire that right personnel to increase their
productivity and overall performance of the organization.
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Thus, the study is conducted in BHPV. To know about their

recruitment and selection process and what are the internal and external
sources they are opting for recruitment.

OBJECTIVES OF THE STUDY

1. To know about the various recruitment sources of Aurobindo, Visakhapatnam.
2

To know about the selection process.

To know about the various tests conducted at the time of interview.

To know about the various recruitment techniques which are used to motivate the
candidates.

Data collection
The data for the present study is collected from primary and secondary sources.

1. Primary Sources:
Data is collected by personal discussions with senior officer-management
development and training manager and also contacts with various staff members of the
personnel department.

2. Secondary Sources:
The information regarding the study is also collected from various reports and
journals of Aurobindo and also from various textbooks.

LIMITATIONS OF THE STUDY

1

As the managers of the organisation are busy with their work schedule it was
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difficult to collect detailed data.

2

Time was the major constraint as the mentioned period was not enough to collect
the data in detail.

Survey was done only with the sample size of 100 as the employees of the
company work in shifts and as they are busy with their schedule.

Chapter 2

COMPANY PROFILE

ABOUT AUROBINDO PHARMA LTD

Aurobindo Pharma Ltd, head quarter is at Hyderabad. In India it manufactures generic
pharmaceuticals and active pharmaceutical ingredients. The company has received
approvals for several facilities from leading regulatory agencies like US FDA, UK
MHRA, WHO, Health Canada, MCC South Africa. The company's robust portfolio is
spread over 6 major therapeutic/ product areas encompassing (Antibiotics, Anti-Retrials,
69

CVS, CNS, gastroenterological, and Anti-Allergies) around 65 APIs in the non-antibiotics

and 55 API s in the antibiotic segment. The company is marketing these products
globally, in over 100 countries.

ACTIVE PHARMACEUTICALS INTGREDIANTS:

APIs contribute a major portion of the company's business. The product portfolio

is wide and caters to different therapeutic segments.

Aurobindo Pharma is a major player in segments like SSPs, cephalosporins,

antiviral and certain life style disease drug.

The company has grown rapidly by resolving complex chemistry generation drugs

in every category. Over a period, it has reduced its dependence on any single category .

The company has retained its leadership in SSPs, but has reduced its dependence

on this segment to one-third of its business. Sterile cephalosporin's Which involves

complex chemistry and are know to have entry barriers, constitute over 16 percent of the
revenues. The company has launched newer drugs like cephalosporin's (Contributes to a
quarter of total revenues); life style disease drugs and anti-HIV drugs which constitute the
balance.

The company enjoys world's largest product portfolio in anti-Aids and ranks

among the top in the world in SSPs and cephalosporin's, both oral and sterile.The
company's robust product portfolio is spread over 6 major product areas encompassing
(Antibiotics, Anti, Retroviral, CVS, CNC,

gastroenterological and Anti-Allergies) with around 65 APIs in the non-antibiotics

and over 55 APIs in the antibiotic segment. The company resolved chemistry in several
molecules and achieved significant breakthrough.

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REGULATORY AFFAIRS:The company has attracted competent regulatory staff from the industry, and formed a
good team i.e. developing non-infringing process submitting Drug-Master files. The focus
of the Company will be development of non-infringing processes, complex synthesis,
filing of DMFs / ANDAs for generic products. The company will position it self to
compete in the premium markets.

R&D INITIATIVES:The company will continue to build a significant presence in the area of knowledge
intensive initiatives. The company is also committed to technology driven scientific
research. In support of this agenda, Aurobindo Pharma has set up a sophisticated R&D
center with significant capital expenditure, housed in a building admeasuring 1,00,000
Sq.ft. The center equipped with the latest instrumentations facilities and over a hundred
scientists are striving for development of value added products through non infringing
processes.
The research center is carrying out medicinal chemistry, organic synthesis, analytical
research, pharmacology and novel drug delivery programmer. The planned benefits
include.
Expansion of the intermediates basket,
Introduction of a number of specialties that will add to the therapeutic group franchise in
the high growth therapeutic categories;
Development of non-infringing processes; and
Introduction of newer molecules in generic API and formulations.

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BRIEF HISTOTY OF AUROBINDO PHARMA

GENISIS & GROWTH:

The company was born of a vision founded in 1986 by Mr. P.V. Ram Prasad Reddy. MR.
K. Nityananda Reddy and a small highly committed set of professionals. Aurobindo
Pharma became a public company in 1992. It commenced its operations in 1988-89 with
a single unit manufacturing semi synthetic penicillin (SSPs) at Pondichery. Aurobindo
Pharma had gone for public issue in 1995 by listing its shares in various stock exchanges
in the country. The company is the market leader in the semi synthetic penicillin (SSPs)
drugs. It has a presence in the key therapeutic segments like SSPs, Cephalosporins,
antiviral, CNS, Cardio-Vascular etc., over the years the company has evolved into the
knowledge driven company. It is R&D focused has a multi product portfolio with multi
country manufacturing facilities and is becoming a marketing conglomerated across the
world.
Aurobindo Pharma created a name for itself in manufacturing of bulk activities. After
ensuring a firm foundation of cost effective production capabilities and a clutch of loyal
customers, the company entered the high margin specialty generic formulations segment
with a global marketing network. The formulation business is systematically organized
with a divisional structured and focused team for each key international market.
Aurobindo believes in gaining volume and market shares for every business segment it

72

enters. The Company holds two products approvals from US FDA for marketing in the
USA and looks forward for more to come in the near future.
The company has accelerated the DMF/ANDA filling program in its effort to build a
broad product portfolio for the regulated Markets cumulatively the company has filed a
total 52 DMFs (Drug master files) of which 22 with US FDA and 15 in Europe Approvals
from USFDA have been received for 2 products. 12 more applications have been filed
with EDQM and approvals for 3 products have been received.
15 Abbreviated New Drug Applications (ANDA) have been filed of which 11 are with the
USFDA and 4 in European Union Approvals for marketing have been received for three
products from the USFDA.
The company has adopted cost efficient Manufacturing processes and has continuously
widened the product portfolio. Older drugs have been replaced and new
introductions made to meet the needs of society. These is a constant up gradation in
product list the company applies a premium to remaining contemporary. The company
has identified international operations as a major engine of growth and has hence
expanded its global network of marketing and manufacturing operations joint
ventures/subsidiaries in China, Brazil and USA, will further expand its international
franchise.
All the key indicators of the company confirm the scorching pace of growth. For instance,
the turnover of Aurobindo Pharma has grown by 80% over the last 6 years (2000 to
2006). Net Profit grew by a healthy 70% in the same year. Over a period Aurobindo
Pharma has become a knowledge company with strong intellectual property. It is now
positioned to ride the challenges with strengthened fundamentals.
Aurobindo Pharma Ltd., has Ten manufacturing Units in and around Andhra Pradesh and
Tamilnadu. Unit XI Pydibimavaram dedicated to manufacture the following products.

73

Amoxicillin

Ampicillin

Cloxacillin

7ADCA

TACCAand

Latest HIV product

Related intermediates

Aurobindo Pharma Ltd., strongly supports the manufacturing process at its Manufacturing
units to discover & develop sterile. API and Pharmaceutical drug products of the highest
quality.

TOTAL UNITS OF AUROBINDO PHARMA LTD

Corporate Office Address

Registered & Corporate Office
Ameerpet, Hyderabad.
Research Center

74

Bachupally Village, R.R.Dist,

Andhra Pradesh.

UNIT-1

UNIT-II

UNIT-IX

Borapatla Village

Bottaram

Gundlamachunoor Village,

Medak District,

edak District,

Medak District,

Andhra Pradesh.

Andhra Pradesh.

Andhra Pradesh.

UNIT-III

NIT-IV

Bachupally Village,

Pashamylaram

Kudika Village,

R.R.District

edak District,

Cuddalore,

Andhra Pradesh

Andhra Pradesh.

Tamilnadu.

UNIT-V

UNIT-VI

UNIT-XI

Chemical Zone,

Chitkul Village,

Pydibhimavaram,

Pashamylaram,

Medak District,

Srikakulam District,

Medak District,

Andhra Pradesh.

Andhra Pradesh.

UNIT- VII

UNIT- VIII

UNIT-XII

Gaddapothar'am Village,

addapotharaVillag

Bachupally Village,

Medak District,

Medak District,

R.R.District,

Andhra Pradesh.

Andhra Pradesh.

Andhra Pradesh.

UNIT-X

Andhra Pradesh.

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Description of HR Department:

The General Manager is the Head of the Unit, under him Deputy General Manager who
looks after the administration. Under Deputy General Manager, the Manager (Human
Resource Development), who assist the Assistant Manager (Human Resource
Development).
Under the Assistant Manager, there are four executives. Executive I will see the regularity
works, Executive II will see the employee related job, Executive III will look the
transactions & Maintenance of contract workmen Transportation, Executive IV will
maintain the records in ISO certificate & Training Co-ordination. Each executive will
assist 3 to 2 Assistants in the Unit.

Functions & Responsibilities of HR Department

MANAGER:

Guiding the follow up with all executives for completing the jobs in time &

properly.

Making correspondence & listening to Government, Department i.e. DIC,

factories, Revenue, Police, Fire, Ground Water Department, Labor Department, AP

Excise etc.,

Attending all matters to Industrial relations enquiring and watching the activities

of personnel employed directly and indirectly.

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Conducting inquiries to theft matters as well as misconducts of employees,

contractors and their workmen.

Monitoring and guiding the security system and transportation arrangements.

Ensuring the renewals of statutory documents from time to time of all contractors.

Listening employee grievances and redressing them.

Maintaining public relations with all the leaders in surrounding villages &

organizing the welfare activities in the village & other places.

Initiating action on delinquent employees and contractors.

Counseling and clarifying the employees doubts in regard the Welfare other

amenities being provided by the management.

Apprising the day to day matters to Deputy General Manager & General Manager.

Recruitment:

The Aurobindo Pharma Ltd., recruit the workers, through employment exchange,

Internet and Consultancy.

After scrutiny the candidates are intimated for Written Test.

The interview is conducted for those candidates who passed the interview, basing

on there knowledge, they will select the right person on the right job.

77

After selection appointment order will be sent to selected candidates and intimates

the date of reporting.

The complete process of Recruitment, selection & Placement will look after by

respective departmental Heads and HR Department to some extent.

Training:

Employee Training :-

To lay down a procedure to provide training to all levels of employees.

The In charge - Human Resource, shall advise all functional heads to release their

training calendar before one month of commencing the training calendar.

On receipt of the training calendar, he co-ordinate with functional heads to

conduct training as per the scheduled dates.

The In charge -Human Resource also deputes one employee from Human

Resource Department to attend the training programs to provide necessary assistance to

conduct training programs.

The employee who attended the training program on behalf of Human Resource

Department should fill the Training records of the employees attended to the Programs
and the functional heads shall maintain the training format & evaluation records.

VISION
Vision of an organization has a long term orientation and is derived from organizational
philosophy. Vision represents the challenging portrait of what the organizational & its
members can be in the future, If the vision is established persistent and enthusiastic
communication of it through out the organization is required.

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The vision of the "AUROBINDO PHARMA LTD" "To be a leader in our operations in
India and to be a significant global player by 2006AD."

Our aim, to be a global player will lead to the establishment of operations in key

markets of the world, including the developed countries. We shall seek joint ventures with
partners in their country or region.

Aurobindo aspire to enrich their people their driving force to become highly

professional and technology based. By the turn of this decade Aurobindo shall be the
most admired companies in India.

MISSION
The Mission of "AUROBINDO PHARMA LTD" continuously strives to be a successful
Pharmaceuticals organization in research, innovation development. Manufacture and
marketing of safe effective and affordable Quality medicines there by helping people like
a better quality of life striving in pursuit of global leadership. In Aurobindo all HR are
marching a head in Harmony for a happier, healthier tomorrow with a common
slogan-------"LIVE BETTER LIFE."

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Wage and Salary Administration:The Wage & Salary Administration in the Aurobindo Pharma Ltd. is as follows.

GM

-----

Basing on his Technical Skills

DGM

-----

50,000 (include all perks it may 60,000 P.M)

Senior Manager

-----

50,000 (ALL)

Manager

-----

35,000 (ALL)

Dy. Manager

25,000 (ALL)

Asst. Manager

-----

20,000 (ALL)

Executive - IV

-----

17,000

Executive - III

-----

14,000

Executive - II

-----

11,000

Executive - I

-----

9,000 to 10,000

Staff Grade-I

-----

9,000

Staff Grade-II -----

8,500

Staff Grade-III -----

7,500

Staff Grade-IV

-----

6,000 (PM)

Trainees

-----

(Depends on their qualifications)

ForM. Sc

-----

4,000

B. Sc

-----

3,000

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For the Contract Workmen per day Rs. 103.40 there is authorized deduction from salary
those are:

PF

(PROVIDENT FUND)

Canteen
Provisional Tax
These deductions are not applicable to contract workmen.
For Increment, basing on their performance once in a year.
20% Bonus for the employees.
Apart these they are providing free transport facility for all the workers from
Visakhapatnam & Vizianagaram and they are providing medical facility in Lazarus
Hospital, Workmen Compensation scheme also there and many more facilities for the
workers.

Grievance Redressed:

In Aurobindo Pharma Ltd., the Grievance Redresser is through Step ladder.

The problem will come to Department through the ladder, means through the

immediate superior.
Trade Unions:There are no trade Unions in Aurobindo Pharma Ltd., this shows the
Relation between employer & workers and co-operation between the management &
worker.

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Collective Bargaining:If unions are not there, then there is no question of collective Bargaining.

Industrial Disputes:The environment of the Aurobindo Pharma Ltd., is very good, the relation between the
management & Workers are very cool, there are no big disputes in the organization,
routine disputes like late coming for water, for canteen etc., will clear within Hours.

CULTURE OF AUROBINDO
The culture of AUROBINDO PHARMA LTD is Harmonious.
The behavior and the value systems and the relationship with the external environment
are affectionate. Aurobindo culture made me to learn to cope up with the problems of
external adaptation and internal integration which is considered to be very valuable.

JOINT VENTURES
The company has setup in the process of setting JVS for API and dosage formulations in
various countries. This will further enhance the export of APIs and drug intermediates and
facilitate entry into the premium, regulated markets. These will supplement the existing
marketing presence through its subsidiaries/warehouses in Brazil, Hong Kong, Bangkok
and other location.

CORPORATE INFORMATION
Area of core competence:One of the largest Active Pharmaceutical Ingredients (API or Bulk Activities )

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manufacturer in Asia, Aurobindo Pharma has commercialized over 100 APIs. Man moth
capabilities, over 700% growth in the last six years and uncompromising product quality
underline the core competence of the company. Total Quality Management (TQM) is the
very essence of Aurobindo Pharma. Every detail is subjected to scrutiny-be it C GMP
Compliance, validation, stability studies documentation, safety, health or environmental
issues. This stead fast adherence to TQM has been highly rewarding and ensures that all
products are truly world class.

The Changing Variables:The company has cost and quality leadership in various segments like SSPs,
Cephalosporin's, antiviral, anti infective, anti ulcer ants, antipsychotic and cardiovascular. As a normal practice, the company undertakes cost efficiency measures for
maintaining its cost quality leadership by constantly reviewing its process to increase the
yields process efficiencies , recoveries etc.

Product Information:CNS Range

Anti-Depressants
Anti-convulsants
Hypnotics and Anti psychotics
Anti-Biotics and Anti Bacterial
Cephalosporins
Antibiotics & Anti Bacterial
Cephalosporins

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Cardio Vasculars
Anti-Hypertensive
Beta Blockers
Thiazide Diuretic
Anti-Thrombotic
Statins
Pencillins
Anti-Diabetics
Anti-Ulcerants

Others
Anti-Retrovirals
Anti-Fungals
Anti-Virals
Macrolides
Quinolones
Anti-Ffistamines
Anti-Cholinergic
Anti-Osteoporosis

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BUSINESS PROFILE
Aurobindo Pharma is a fast track integrated pharmaceuticals company head quartered in
Hyderabad, India, producing and marketing some of the most quality conscious Active
Pharmaceutical Ingredients (bulk actives) intermediates and specialty generic
formulations. In ranks among the top 5 pharmaceuticals in India and is a multi product,
multi technology, transactional company. Today the company's products are serving
consumers in India and over 100 other countries.

AUROBINDO PHARMA IN AN R&D DRIVEN:

Chemistry business house with a very broad product portfolio. The company has a
presence in fast growing life style disease drugs, anti infective drugs and key specialty
therapeutics.
The company is a known leader in the semi synthetic penciling and cephalosporins.
Indeed, Aurobindo seeks to attain significant market presence in every area of its
business. After creating a name for it in producing APIs and intermediates, Aurobindo
Pharma sees major growth in its specialty generic formulations business.
Aurobindo Pharma values its contribution to its customers and the medical profession.
The company has accordingly planned its strategies growth, proactively responded to the
changing requirements of the medical profession, and enabled its core customers to meet
their market needs.
The company sees its potential both in regulated and other global markets. In regulated
markets, Aurobindo Pharma visualizes profits aided by the thrust in building in tell actual
property. In the large growth segments of other global markets, the company will succeed
by virtue of its cost efficient production.

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Volumes have been ensured by expanding capacities in the remunerative demand pull
segments. In turn, this has provided economics of scale. Aurobindo Pharma takes care to
remain a quality conscious cost efficient producer.

RECRUITMENT AND SELECTION

RECRUITMENT:

It is the primary duty of the Human Resource Department to procure and maintain
an adequate qualified working force of carious personnel necessary for maintaining the
organization. It is a very important function even for the establishment and development
of the business. Procurement of efficient personnel leads the organization to success like
86

other elements as money, materials and markets.

DEFINITIONS OF RECRUITMENT:

Recruitment is the process of identifying the sources for prospective candidates

and to stimulate them to apply for the jobs.
"Recruitment is the development and maintenance of adequate manpower resources. It
involves the creation of a pool of available labor upon which the organization can depend
upon if it needs additional employees".

SOURCE OF RECRUITMENT:
The source of recruitment may be grouped in to two:
A) Internal Sources
B) External Sources

Internal Sources:
The internal sources include personnel already on the payroll of the organization.
Whenever any vacancy arises, somebody from within the organization may be looked in
to. Various internal sources are:
Promotion: It means shifting of an employee to a higher position carrying higher
responsibilities, facilities, status and salaries. Various positions of existing employees in
the organization are usually tilled on the basis of merit or seniority or a combination of
these.
Transfer: It refers to a change in job assignment. It may involve a promotion or
demotion or no change in terms of responsibility and status. A transfer may be either

87

temporary or permanent depending on the necessity of filling the jobs.

Retrenched Employees: If a particular organization retrench the employees due
to lay-off, the organization has got the statutory obligation under organizational
requirements.
External Sources:

1.Campus Recruitment:
Companies realize that campus recruitment is one Institution. Many big organizations
maintain close contacts with Educational Institution for recruitment to various jobs.
2.Advertising:
Advertising in newspapers and periodicals is one of the most important methods of
recruitment. The company needing manpower advertises details about the job,
requirements, salary prerequisites, duties and candidates from which to choose.
3.Employment Agencies:
The is Government as well as private employment agencies providing a nation-wide or
area-wise service in matching personnel demand and supply. In some cases, law requires
compulsory Notification of Vacancies to the Employment Exchange. Employment
seekers get themselves registered with these exchanges. These exchanges bring the job
givers in contact with job seekers.
4.Gate Hiring:
In a country like ours, where there are a large number of unemployed people, it is usual
to find job seekers thronging the factory gates. Whenever workers arc required, the
88

people who are available at the gate are recruited in necessary number.
5.Labor Unions:
In many organizations labor unions are regarded as a source from which to recruit
manpower. This facility increasing the sense of co-operation and in developing better
industrial relations. Hdwever this source of labor supply is not reliable since sometimes
labor unions support a candidate who is not fit for the job and is not acceptable to
management. This will be a hindrance to the organization.
6.Waiting Lists:
Many organizations prepare waiting lists of candidates who have gone through the
recruitment process but who have not been employed for the time being. When the need
arises, such candidates may be called for employment.
7.Labor Contractors:
In many Indian industries, workers are recruited through contractors who are themselves
the employees of these organizations.

8.Employee Recommendations:
In order to encourage the existing employees, some concerns have made a policy to
recruit further.Staff only from the applicants recommended by employees or employ
unions. Preference will be given to friends and relatives of existing employees.
9.Ex-employees:
Ex-employee means a person who has worked in the enterprise and has left
the organization and is now eager to return. Such employees require less initial training.
89

10.Data Banking:
The management can collect the bio-data of the candidates from the different sources like
Employment Exchange, Educational Training Institutes etc and feed them in the
computer. It will become another source and the company gets the particulars as and
when it needs to recruit.
11 .Deputation:
Many organizations take people on deputation from other organization such people are
given choice either to return to their original organization after a certain time or to opt for
the present organization.
Pre-requisites of a Good Recruitment Policy:
All organizations, big or small recruit people but only some of them have a consciously
worked out recruitment and selection policy. A recruitment policy will avoid hasty or illconsidered decisions. Hence there is a need of pre-planned recruitment policy.

The principal elements of a sound recruitment policy are as follows:

1. It should be in conformity with its general personnel policies if any or

organizations objectives.
2. It should be flexible enough to meet the changing needs of an organization.
3. It should be so designed as to ensure employment opportunities for its employees
on a long-term basis so that the goals of the organization should be achievable and
it should develop the potential of its employees.
4. It should match the qualities of employees with the requirements of the work for
90

which they are employed.

5. It should highlight the necessity of establishing job analysis.
6. It should assure employees of fairness in all employment relationships including
promotions and transfers.

OBJECTIVES OF RECRUITMENT:
1. To attract people with multi dimensional skills and experience that suits the
present and future organizational strategies.
2. To infuse fresh blood at all levels of the organization.
3. To induct outsiders with a new perspective to lead the company.
4. To develop an organizational culture that attracts competent people to the
company.
5. To search or head hunt people whose skills fit the company's values, strategies etc.
6. To devise methodologies for assessing psychological traits.
7. To seek out non-conventional development grounds of talent.
8. To search for talent globally not within the company.
9. To anticipate and find people for positions that does not exist yet.
PROCESS OF RECRUITMENT AND SELECTION IN :

1. Personnel department receives requisitions for recruitment from any department

and details about position, number, duties, qualifications etc.

2. Locating and developing the sources of required number and type of employees.
Identifying the prospective employees.
3. Developing techniques to attract the desired candidates.

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4. Stimulate as many candidates as possible to apply for jobs.

5. Evaluating the effectiveness of recruitment.
Recruitment Process
Personel department receives
requisitions for recruitment from any
department

Locating and developing the sources

of required number and type of
employees. Identifying the
prospective employees.

Developing techniques to attract the

desired candidates.

Stimulate as many candidates as

possible to apply for jobs

Evaluating the effectiveness of

recruitment

TECHNIQUES OF RECRUITMENT:

These are the means or media by which management contracts prospective employees or
provides necessary information or exchanges ideas of stimulates them to apply for jobs.
Management uses different types of techniques to stimulate the internal as well as
external candidates. They are:

Promotions:

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Most of the internal candidates would be stimulates to take up higher

responsibilities and express their willingness to be engaged in the higher-level hobs if
management gives them the assurance that they will be promoted to the next higher
levels.
Transfers:
Employees will be stimulated to work in the new sections or places if management
wishes to transfer them to the places of their choice.

Advertising:
It is widely accepted technique of recruitment. It provides the necessary information
to the candidates about the job and stimulating them to apply for the job. It includes
media like newspapers, Magazines of all kinds, radio, television etc

WALK-IN:
The busy organizations and the rapid changing companies do not find time to
perform various functions of recruitment.

CONSULT-IN:
The busy and dynamic companies encourage the potential job seekers to approach
them personally and consult them regarding the jobs. The companies select the suitable
candidates through selection process.
HEADHUNTING:
The company's request the professional organizations to search for the best
93

candidates particularly for the senior executive positions. The professional organizations
search for suitable candidates and advise the companies regarding the filling up the
positions.

Tele-Recruitment:

The technological revolution in telecommunication helped the organizations to use

internet as a source of recruitment. Organizations advertise the job vacancies through the
World Wide Web (www) internet. The job seekers send their applications through e-mail
or internet. Alternatively, job seekers place their CV's in the worldwide web/internet,
which can be drawn by the prospective employers depending upon their requirements.

Factors Affecting Recruitment:

The recruitment function of the organizations is affected and governed by a mix of

various internal and external forces. The internal forces or factors are the factors that can
be controlled by the organization. And the external factors are those factors which cannot
be controlled by the organization. The internal and external forces affecting recruitment
function of an organization are
5. UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the growth of
the economy (whether economy is growing or not and its rate). When the company is
not creating new jobs, there is often oversupply of qualified labor which in turn leads
to unemployment.

94

6. COMPETITORS
The recruitment policies of the competitors also affectt recruitment function of the
organizations. To face the competition, many a times the organizations have to change
their recruitment policies according to the policies being followed by the competitors

SELECTION:
After identifying the sources of human resources, the management has to perform
the function of selection the right employees at right time. The objective of the selection
decision is to choose the individual who can most successfully perform the job from the
pool of qualified candidates.
Selection means a process by which the qualified personnel can be chosen from
the applicants who have offered their services to the organization for employment. This
selection process divides the candidates for employment in to two classes those who will
be offered employment and those who will be rejected. Thus selection process is a
negative function because it attempts to eliminate applicants leaving only the best to be
placed in the organization.

SELECTION PROCESS:

The success of an organization significantly depends on the quality of personnel, which in

turn depends on the effectiveness of selection process. Various steps of selection process
may be described as:

95

1. Application Blank
2. Preliminary Interview
3. Screening Application Form
4. Employment Test
5. Interviewing
6. Medical examination
7. Reference Checks
8. Selection Decisions
9. Employment

l)Application Blank:
The application is the stalling point of selection process. Application forms
are used as the data, which can be a part of the suitability of the candidates.
Application blank contains written record of the following information.
a) Identifying information:
Such as family background, date and place of birth, age, sex, height, citizen,
marital status etc.
b) Information regarding Education:
It includes information regarding his academic career, subjects in school, degree
level, grades, divisions or place awarded, technical qualification etc.
c) Information regarding Experience:
This gives the details of past jobs such as nature of work, job responsibilities,
periods involved, designations, salaries with allowances, reasons for leaving the
present assignment etc.
d) Expected salaries and allowances and other fringe benefits.
96

e) Information regarding community activities:

This consists of details regarding extracurricular activities, hobbies, positions.
1) Preliminary Interview:
Preliminary or initial interview is often held in case of "at the gate" candidates.
This interview is usually of a short duration and is aimed at obtaining certain basic
information. If the candidate seems to possess the basic minimum required for
efficient job performance, he is given an application form for being filled out by
him.

2) Screening Application Forms:

Information on application forms is used for selection purposes. The detailed
information is sought from the prospective employees and such information is
used to screen the applicants who are found to be qualified for consideration of
employment. Based on screening only those candidates are called for further
process of selection.
3) Employment Tests:
An employment or selection test is an instrument designed to measure selected
qualities and abilities of a prospective incumbent. Such tests provide a sample
behavior that is used to draw inferences about the future behavior or performance of
an individual. The various tests that are used as selection tools are:
a) Intelligence Tests:
These are the measures of individual's capacity for reasoning, verbal,
comprehension, numbers, vocabulary, word fluency etc,
Such tests aim ot measure intelligence I.e, mental ability and alertness in making
decisions. They are used to eliminate the candidates who are insufficiently

97

intelligent.
b) Aptitude Tests:
Are a measure of the individuals capacity to learn a job if he is given adequate
training. They are used to determine the ability of the candidates for effective job
performance after the completion of training period.
c) Achievement tests:
Are used to ascertain whether the individual actually knows what he claims to
know. These are designed to measure knowledge or skill in a specific job or trade
such as mechanist, carpenter, plumber etc.
For e.g.; A typing test may measure the typing performance of a typist in terms of
speed, accuracy and efficiency.
d) Interest Tests:
Are used to predict whether a candidate is interested in a particular job or not and
will help to identity the kind of jobs that satisfy him. It is assumed that a person
who is interested in job can do much better than the person who is not interested.
Generally these tests measure interest in outdoor, mechanical, computational,
scientific, artistic, musical, clerical etc.

e) Personality tests:
Are designed to measure such personality characteristics as emotional stability,
tolerance for conflict, capacity to get along with others, patience etc. These are used to
project the personality of an individual who may be employed by the organization.
4) Interviewing:
It is the most widely used selection technique by all the kinds of organizations. It is
98

relied upon to a great extent in accepting or rejection a candidate. Interview is a

selection technique, which enables the employer to view the total individual and
directly appraise him and his behavior. Here the interviewer communicates with the
interviewee, responds to his answers, asks questions and got an opinion about the
interviewee. Generally the interviews may be classified as:
a) Direct Interview:
This is a straightforward, face-to-face question and answer situation. Questions are
based on job duties and other facets, including a probe of the candidate's background
information. It measure job knowledge and also the personal characteristics, attitude
and motivation.
b) Non-directive interview:
This is designed to let the interviewee speak his mind freely and interviewer plays a
listening role. The idea is to give the candidate complete freedom to tell himself
without any encumbrance of the interviewers questions.
c) Patterned Interview:
This is planned to a higher degree of accuracy, precision and exactitude. A list of
question and areas is carefully prepared. The interview gpes down a list of questions
asking them one after another.

d) Formal Interview:
This is held in a more formal atmosphere in the employment office, by the
employment officer with the help of a well-structured questionnaire. The time and
place of the interview are stipulated by the employment office.
e) Information Interview:
This may take place anywhere. The employer or a manager in the personnel

99

department may ask a few questions like name, place of birth, previous experience
etc. It is not planned.
f) Stress Interview:
This interview aims at testing the candidate's job behavior and level of withstanding
during the period of stress and strain. Interviewer tests the candidate by putting him
under stress by interrupting the applicant from answering, criticizing his opinions,
asking questions pertaining to unrelated areas etc.
g) Group Discussion Interview:
Here one topic is given to a group of candidates who assemble in one room and they
are asked to discuss the topic in detail. This type of interview helps the interviewer to
assess certain skills like initiativeness, dynamisms, inter-personal skills, presentation
etc.
h) Panel Interview:
Many organizations invite a panel of experts who are specialized in different
area/fields/disciplines to interview the candidates. So the panel interviews the
candidates, judges their performance individually and prepares a consolidated
judgment based on each expert's judgment and weightatge of each factor.
i)

Depth-Interview:
Here the candidates would be examined extensively in core areas of knowledge and
skills of the job. Experts in particular field examine the candidates by asking them to
explain even minute operation of job performance.

5) Medical Examination:
Certain jobs require certain physical qualities like clear vision, perfect hearing,
stamina, tolerance of hard working conditions, clear tone etc, Medical examination
reveals whether or not a candidate possesses these qualities.

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6) Reference Checks:
After completion of final interview and medical examination, the personnel
department will engage in checking references. Candidates are required to give the
names of reference in their application forms. These references may be from the most
familiar persons i.e., the previous employer, co-workers etc, A good reference check
will fetch useful and reliable information to organization.
7) Selection Decisions:
The managers concerned have to make the final decision whether to select or reject a
candidate. The manager has to take much care in taking the final decision.

8) Employment:
After taking the final selection decision the organization has to intimate this decision
to the successful as well as the unsuccessful candidates. The organizations send
appointment orders to successful candidates depending upon its time schedule.

IMPORTANCE OF SELECTION:
1) Procurement of skilled workers:
Selection is the process in which candidates are divided into two classes those
who are to be offered employment and those who are not. Through proper
selection process skilled workers are selected from among the prospective

101

candidates.
2) Reduces the cost of training:
Proper selection of candidates reduces the cost of training because qualified
personnel have better grasping power. They may understand the technique of the
work better in less time.
3) Solution to personnel problems:
Proper selection of individuals/ personnel reduces personnel problems in the
organization such as labor turnover, absenteeism and monotony etc.

RECRUITMENT PROCESS IN AURBINDO PHARMACEUTICAL

Right man at right place and at right time is the guiding path for setting up for
selection and recruitment procedure in any organization. The labor investigation
committee rightly observed that recruitment is the first step in employment of labor
and naturally the methods in the organization by means of which labor is brought into
the industry have a lot to do with the ultimate success of such employment. If proper
care is taken in the recruitment of labor force, the employers, the workers and the
community at large are bound to benefit to a great extent.
Recruitment policies and practices of different organizations are varied and
diverse. Organizations have to be fully aware of mandatory necessity of tapping the
right sources for ensuring that the best available talents are selected and inducted into
the organizations. The selection process and techniques of a large number of
organizations are inadequate of faulty resulting in poor outputs and ineffective
functioning. This is especially true to the public sector undertakings where the intakes
are substandard a necessitating recurring expenditure on training subsequent to their

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selection and induction into the organization.

OBJECTIVES OF RECRUITMENT:

1. To assess and plan the manpower requirements and the budget requirements of the
requisite human resources with required qualifications, skills, aptitude, merit and
suitability in accordance with the organizational requirements.
2. To ensure that the company attract and retain the best of personnel available in its
various areas of functioning.
3. To focus on the placements of employees in jobs to which they are best fitted
physically, mentally and temperamentally, where they have strong expectations of
being well adjusted to their work and to the working environment.
4. To help the company to fulfill the socio-economic commitment of the
Government in respect of weaker and minority sections (SC/ST/BC etc) of the
society.
5. To systematically build a model worth emulation by other enterprises both on
public and private sector.
RULES OF RECRUITMENT:

PROCEDURE FOR RECRUITMENT:

1. When posts are advertised on All India Basis in leading newspapers having all

103

India circulation (viz., The Hindu, Indian Express, Employment News etc) as well
as important regional dailies such advertisement contain particulars regarding
1. Name of the post and number of posts.
2. Pay scale of the post with admissible allowances and higher start in case of
candidates with exceptional qualification/experience.
2. Nature of vacancy whether permanent or temporary.
3. Qualification- Education, Technical required.
4. Experience required or preferred.
5. Minimum or maximum age limits.
3. Reservation of posts for SC, ST, OBC etc and concessions/relaxation given to
candidates as per rules.
6. Admissibility of traveling allowance for attending to test/interview.

10.

Terms of appointment and nature of selection i.e., written test or interview etc.

11. Mode of applying for the post, application fee, if any to be paid and other
information to be furnished by the candidates. All advertisements are routed
through the Director, Visual publicity, Government of India.
12. Whenever vacancies are advertised in the press or notified to the Employment
exchange, an internal circular about the same is issued and circulated to enable
and eligible internal candidates to apply. The internal candidates are considered
along with outsiders on equal footing.

The vacancies aroused because of promotion, transfers, resignations, deaths and other
discharges except vacancies caused owing to automatically fill up the vacancies without
waiting for any request from the concerned department.
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Absorbing the trained ITI apprentices who have successfully completed their training
under the Apprenticeship Act and passed the National Apprentice Certificate
Examination will normally make the recruitment in the semi skilled group.
In the officers cadre induction is normally made at grades by recruitment of management
trainees in the respective discipline that after successfully completion of training in
accordance with the relevant training schemes of the company and absorbed as regular
officers. Direct recruitment to these grades is also made in case where such training is not
envisaged.
The vacancies occurring will be considered as one group and will be filled up in the
ration of 3:1 between promotion and direct recruitment. 75% of such vacancies
(promotion quota) will be operated by direct induction at any level at the discretion of the
management as per the work requirements.
The posts in the grades will be normally filled from amongst internal candidates unless
otherwise decided by the competent authority. The post in the grades of Head of the
Department and above will be filled in by open advertisement on all India Basis that is
Composite Method, merit and qualifications being the principal criteria. For higher
technical posts the best qualified persons are to be recruited either through advertisement
on All India Basis or by personnel contact.

RECRUITMENT & SELECTION PROCESS IN AUROBINDO.

DATA ANALYSIS & INTERPREATATION:
Human Resources are the most strategic resources in any organization.
105

No other

resources can be fully unutilized to generate income and wealth to any organization or
nation without the active involvement of the human resource. Hence, human factors
considered for determining the efficiency and effectiveness of the organization. Without
recruiting the employees this cannot be made possible.
Keeping this in view, survey was conducted to the employees of Aurbindo
Pharmaceutical who belong to the different cadres.

In the light of the above, the

respondents opinions were taken and the perception of the employees have been
analyzed and interpreted with the help of the questionnaires.

QUESTIONNAIRES
1. As per Job analysis & Man Power Planning AURBINDO PHARMACEUTICAL is
following the recruitment process?
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Sl.No.

Options

No.of respondents

Percentage

1.

Very true

40

40

2.

Mostly true

50

50

3.

Partly true

10

10

4.

Not true

100

100

Total

Interpretation:
From the above analysis, recruitment process according to job analysis and manpower
planning is taken into consideration, 40% of the respondents expressed their view as very
true, 50% as mostly true, and remaining 10% respondents feels it is partly true and there
is no respondent who feels that AURBINDO PHARMACEUITCAL is not following the
recruitment process according to their manpower planning.

2.AURBINDO PHARMACEUITCAL has been adopting direct recruitment method?

107

Sl.No.
Options

No.of respondents

Percentage

1.

Very true

53

53

2.

Mostly true

27

27

3.

Partly true

17

17

4.

Not true

100

100

Total

Interpretation:
Majority of the respondents revealed that the management followed the direct
recruitment method and only few thinks that indirect recruitment is being followed by the
company 53% of respondents expressed their view as very true, 27% as most true, 17&
as partly true and 3% feels it is not true.

3.Number of women working is less in the organization?

108

Sl.No.

Options

No.of respondents

Percentage

1.

Very true

53

53

2.

Mostly true

27

27

3.

Partly true

20

20

4.

Not true

100

100

Total

Interpretation:
Here 53% of the employees reveal it as very true, 27% as mostly true, and remaining
20% as partly true. All the respondents in the AURBINDO PHRMACEUITICAL
revealed that number of working women is very less in the organization. From the above
analysis we can perceive that women employees are very rare because it is difficult for a
women to carry a work in a place like AUROBNDO PHARMACEUTICAL because it
leads to lot of health problem s especially for women.

109

4.Is company recruiting the employees with any reference?

Sl.No.

Options

No.of respondents

Percentage

1.

Very true

40

40

2.

Mostly true

36

36

3.

Partly true

16

16

4.

Not true

100

100

Total

Interpretation:
Majority of the employees revealed that the AURBINDO PHARAMACEUITICAL is
selecting the employees basing on references. 40% of respondents said it is very true,
36% as mostly true, 16% as partly true and only 6% of employees say that it is not true.
The above data provides the idea that AURBINDO PHARAMACEUJITCAL is not
giving importance to the talent and giving importance only to references.

110

5.Aurbindo pharmaceutical has been adopting flexible recruitment policy?

Sl.No.

Options

No.of respondents

Percentage

1.

Very true

50

50

2.

Mostly true

27

27

3.

Partly true

20

20

4.

Not true

100

100

Total

Interpretation :
After survey it has been found that almost all the employees of AURBINDO
PHARAMACEUITICAL feels that organization in followed flexible recruitment policy
which is a good sign for the organization. Only 1% of the employees feel that there is
same recruitment policy for all types of jobs. This data reveals that AURBINDO
PHARMACEUTICAL has flexible recruitment policy. Hence it is considered as a major
work.
6.Does organization conduct walk-in-interview, job fair, & company interviews?
Sl.No.

Options

No.of respondents
111

Percentage

1.

Very true

2.

Mostly true

20

20

3.

Partly true

20

20

4.

Not true

53

53

100

100

Total

Interpretation:
Above half of the respondents said that the organization is not conducting any job fair
and campus interviews. Only 7% of the employees said that it is very true about
conducting the campus interviews.

From the above analysis it is understood that

organization is not giving any career opportunity to the college students & not interested
in conducting any campus interviews.
7.Are you satisfied with the recruitment procedure in the company?

112

Sl.No.

Options

No.of respondents

Percentage

1.

Yes

87

87

2.

No

13

13

3.

Partly true

17

17

4.

Not true

100

100

Total

Interpretation:
Overall rate of satisfaction is being seen in the employees of AURBINDO
PHRMACEUITCAL regarding the recruitment process. 87% of the respondents say yes
and only 13% of the employees are not satisfied with the recruitment process. Here, it
explains that the AURBINDO PHARAMCEUITICAL is giving its best in recruiting the
employees.

8.Is Company attracting & retaining talent through its effective recruitment policy?
113

Sl.No.

Options

No.of respondents

Percentage

1.

Very true

43

43

2.

Mostly true

40

40

3.

Partly true

10

10

4.

Not true

100

100

Total

Interpretation:
From the above analysis it is observed that the company has been attracting and retaining
the candidates through its effective recruitment process, it is agreed by most of the
respondents. 43% of the employees say its very true, 40% of the employees say it is
mostly true, 10% of the employees say it is partly true and 7% of the respondents say it is
not true. They believe that manpower is the basic pillars for the organization.
9.While in selection process company prefers to recruit the talent through external
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sources?
Sl.No.

Options

No.of respondents

Percentage

1.

Very true

50

50

2.

Mostly true

23

23

3.

Partly true

17

17

4.

Not true

10

10

100

100

Total

Interpretation:
The management of the AURBINDO PHARMACEUTICAL prefers to recruit the people
through external sources. 50% of respondents said it is very true, 23% said as mostly
true, 17% said as partly true and very few people accepted that it is not true. In view of
the above response employee opinion is satisfactory.
10.While in selection process company prefers for educated people?
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Sl.No.

Options

No.of respondents

Percentage

1.

Very true

73

73

2.

Mostly true

17

17

3.

Partly true

10

10

4.

Not true

100

100

Total

Interpretation:
From the above analysis, Company prefers for the e4ducated people, 73% of the
respondents said it is very true. 17% said it as mostly true, and 10% of the respondents
agreed as partly true. From the response of the employees, the above data reveals that
the priority of educational qualification in selection process is strictly implemented by
the organization according to this we can understand that Aurbindo pharmaceutical
believes more the employees who are already existing rather than fresh employees.

116

11.While in selection process company prefers for experiences candidates?

Sl.No.

Options

No.of respondents

Percentage

1.

Very true

36

36

2.

Mostly true

36

36

3.

Partly true

28

28

4.

Not true

100

100

Total

Interpretation:
From the above analysis, 36% of respondents expressed their view as very true, 36%
mostly true, and 28% of the employees expressed that it is not true, that means for
organization is giving chance to experience candidates. Company is opening doors for
only the experience candidates.

117

12.How the modern sources and techniques of recruitment are using in the recruitment
process?
Sl.No.

Options

No.of respondents

Percentage

1.

Excellent

30

30

2.

Fair

50

50

3.

Good

17

17

4.

Poor

100

100

Total

Interpretation:
Most of the people agree that the modern sources and techniques in recruitment process
of the organization as fair to them. 9% respondents said it as excellent, and 5% said it as
good and very few said it as poor.

118

13.How often does the recruitment process will be conducted in the organization?
Sl.No.

Options

No.of respondents

Percentage

1.

Occasionally

53

53

2.

Monthly

27

27

3.

Quarterly

17

17

4.

Yearly

100

100

Total

Interpretation:
Most of the respondents agreed that recruitment process is to be conducted monthly in
the organization and 53% feels to be conducted occasionally and 17% says that it is to be
conducted quarterly, and very few responded as yearly. From the above analysis it is
cleared that the recruitment process is conducted frequently in the organization.

119

14.Is your organization is using any selection agencies or consultancy?

Sl.No.

Options

No.of respondents

Percentage

1.

Yes

53

53

2.

No

27

27

3.

Yes true

17

17

4.

Not true

100

100

Total

Interpretation:
From the above analysis it is clear that, most of the respondents agreed that the
organization is using selection agencies and consultancies in order to find out the right
person to the right job. 27% of the respondents said it as no and 17% of the respondents
said it as yes true, and only 3% said it as not true.

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15.Does the organization appoint any representatives who make the people know about
the vacancies in the organization?
Sl.No.

Options

No.of respondents

Percentage

1.

Yes

94

94

2.

No

3.

Partly Yes

4.

Partly No

100

100

Total

Interpretation:
Overall 94% of the employees expressed that AURBINDO PHARAMCEUTICAL
has appointed representatives who make people to know about vacancies in the
organization, 3% feels that it as no and remaining 2% said it as partly yes and 1%
responded as partly no.

In view of the above observation it is inferred that

organization has appointed its representatives to make the people to know about the
vacancies in the organization.

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16.What type of tests are mostly used in your organization for selecting employees?
Sl.No.

Options

No.of respondents

Percentage

1.

Aptitude test

73

73

2.

Personality test

17

17

3.

Achievement test

10

10

4.

Interest test

100

100

Total

Interpretation:
From the above analysis, 73% of respondents responded as aptitude test is mostly
used for selection process, and remaining 17% responded it as personality test,
remaining 10% said it as achievement test, and very few responded it as interest test.
From the above analysis it is clear that aptitude test is mostly used in selection
process. As it is considered as best technique to know ones ability.

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17.What does the organization use to attract external candidates?

Sl.No.

Options

No.of respondents

Percentage

1.

Advertisement

53

53

2.

Present employee
reference

27

27

3.

Recommendation

17

17

4.

All

100

100

Total

Interpretation:
From the above analysis, majority of the respondents said that organization is
attracting external candidates by advertising 27% responded it as present employee
reference, and remaining 17% felt that through recommendation, and few responded
it as all the above.

From the above analysis it is clear that AURBINDO

PHARMACEUTICAL is attracting the external sources by advertising. The best

resource for publicity which reaches every common men.

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18.How does your organization will specify the employee specification?

Sl.No.

Options

No.of respondents

Percentage

1.

Phisical

47

47

2.

Social

37

37

3.

Behavioral

10

10

4.

All the above

100

100

Total

Interpretation:
Majority of the employees revealed that the AURBINDO PHARMACEUTICAL is
specifying employee specification by its physical source, 37% responded as it as
social sources, 10% responded it as behavioral, and remaining 6% responded it as all
the above. From the above analysis it is clear that the organization is specifying
employee specification by its physical sources.

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19.Which are the qualifications that the organization look for while recruiting the
applicant?
Sl.No.

Options

No.of respondents

Percentage

1.

Good Communication skills

53

53

2.

Attitude

30

30

3.

Honest and pleasant to work with

13

13

4.

Skill required

100

100

Total

Interpretation:
Majority of the respondents felt that good communication skills are required for the
organization for recruiting an employee, remaining 30% felt that attitude is required,
13% felt that people with honest and pleasant to work with, and remaining 3% felt
that skill is required. From the above analysis it is clear that communication skills is
required for AURBINDO PHARMACEUTICAL for recruiting an employee.
20.Who conduct the final interviews in your organization?

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Sl.No.

Options

No.of respondents

Percentage

1.

HRD

66

66

2.

Concerned head of the department

16

16

3.

General Manager

16

16

4.

Skill required

100

100

Total

Interpretation:
From the above analysis, 66% of respondents responded that final interviews in the
organizations are conducted by HRD, 16% responded that it is held by concerned
head of the department, remaining 16% felt that it was conducted by General
Manager. From the above analysis, it is clear that final interviews in AURBINDO
PHARMACEUTICAL are conducted by HRD.

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Chapter 5
SUMMARY AND SUGGESTIONS

Recruitment represents the first contact that a company makes with

potential employees. It is through recruitment that many individuals will come to
know a company, and eventually decide whether they wish to work for it. A well
planned and well managed recruiting effort will result in high quality applicants.
The recruitment process should inform qualified individuals about employment
opportunities, create a positive image of the company. A recruiting programme
helps the firm in attract highly qualified and competent people. Ensure that the
selected candidates stay longer with the company make sure that there is match
between cost and benefit.
The role of selection in organizations effectiveness is crucial for at least,
two reasons. First work performance depends on individuals. The best way to
improve performance is to hire people who have the competence and the
willingness to work. Second, cost incurred in recruiting and hiring personnel
speaks volumes about the role of selection.

127

Aurobindo Pharma is a fast track integrated pharmaceuticals company head quartered in

Hyderabad, India, producing and marketing some of the most quality conscious Active
Pharmaceutical Ingredients (bulk actives) intermediates and specialty generic
formulations. In ranks among the top 5 pharmaceuticals in India and is a multi product,
multi technology, transactional company. Today the company's products are serving
consumers in India and over 100 other countries.

The project report has five chapters. The first chapter explains the
theoretical framework work on recruitment and selection. The second chapter
reveals in detail the methodology adopted and it also enumerates precisely the
objective and limitations of the study .The third chapter deals briefing of the study
of service sector industry and the organization. The fourth chapter presents the
analysis and interpretation of the data collected to questionnaires. The fifth chapter
narrates the findings and the conclusions for the topic.

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FINDIGS OF THE STUDY

129

Based on the information collected from the sample size of 20 respondents the following findings are
ascertained from the above analysis & interpretation

Most of the respondents have completed 10-35 years of service in the organisation and are post
graduates and have good educational background.

Majority of the respondents are assistant mangers, Senior Officers and

Deputy Managers.

Majority of the respondents are satisfied with the recruitment programmes conducted.

All the respondents felt that there is an improvement in the work area after completion of
recruitment

All the respondents agreed to the fact that training improves their skill & knowledge and also
supports their future personal requirements.

Most of the respondents recommended more number of recruitment programmes which would be
helpful in their work area and which improves their efficiency.

SUGGESTIONS
1.

Aurobindo

pharma ltd can conduct campus interviews to get potential candidates to the

organization.
2.

Depending upon the job description Aurobindo pharma ltd can take graduates.

3.

Aurobindo pharma ltd can motivate internal employees with promotions and good increments.

130

4.

Aurobindo pharma ltd. can recruit and select fresh candidates depending upon their skills and
knowledge. So that they can get a chance to prove themselves.

5.

Some online methods should be adopted in order to reduce the time and cost of recruitment and
also to improve the quality of selection process in the organization.

CONCLUSION
Recruitment is the process of searching for prospective employee and stimulating
them to apply for job. In Aurobindo, the recruitment process is as follows: A citizen of
India.
Sources of recruitment: In Aurobindo the following are the some of the sources of
recruitment i.e.employement exchange as per the provision of the employment exchange
Act-1959. through advertisement in the press. Campus interviews process.
Selection it is the process of ascertains the qualification experience, skills, knowledge
etc.of an applicant with view of appraising his suitable to a job. Different organizations
have different types of selection methods followed.

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BIBLOGRAPHY

Human Resource Management & Industrial Relations

- MISHRA
Human Resource and Personnel Management

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Dessler