A

Report on
“RECRUITMENT AND SELECTION’’
With respect to
MEDICOVER HOSPITAL, VISAKHAPATNAM
As part of Corporate Internship

In partial fulfillment for the award of the degree of

Bachelor of Business Administration (BBA)

Submitted by
SHOLAPURAPU PRANITHA
Regd. No: 121132607034
Under the esteemed guidance of
DR. T. PHANIDER KUMAR,
Assistant professor, SIMS
&
Mr. CHANDRA SEKHAR
HR Manager, Medicover Hospital

SRINIVASA INSTITUTE OF MANAGEMENT STUDIES (SIMS)

PM Palem, Visakhapatnam.
2021-2024
 DECLARATION

I hereby declare that the project entitled “A STUDY ON RECRUITMENT

AND SELECTION” with reference to “MEDICOVER HOSPITALS” is prepared
by me under the guidance of Dr. T. PHANIDER KUMAR, Assistant Professor,
SIMS.

I also declare that this report is towards the partial fulfilment of the
requirement for the degree of Bachelor of Business Administration of Andhra
University has been the result of my own efforts and this report has not been
formed a basis for the award of any other degree or any other university.

Place: Visakhapatnam

Date: Signature of the candidate

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 CERTIFICATE OF PROJECT GUIDE

This is to certify that the report entitled “A STUDY ON RECRUITMENT AND

SELECTION” at “MEDICOVER HOSPITALS” has been prepared by in
SHOLAPURAPU PRANITHA partial fulfilment for the award of the degree of
Bachelor of Business Administration from Andhra University, Visakhapatnam
and has been carried out under my supervision and guidance and that no part of
report has been submitted for the award of any other degree / diploma.

Place: Visakhapatnam

Date: Signature of the project Guide

Signature of Head of the department Signature of the External Examiner

3
 ACKNOWLEDGEMENTS

With great pleasure, I express my deepest and heart full gratitude to

SRINIVASA INSTITUTE OF MANAGEMENT STUDIES for providing me an
opportunity to take on this project. This project is a result of the hard work & sincere
effort put by many hands.
I wish to express my heartfelt gratitude to the Director Dr. V SAI
PRASANTH, Srinivasa Institute of Management Studies, for giving me an
opportunity in taking up the project.
I would like to thank the Head of the Department, Dr. UMA SUNDARI
DWIBHASHYAM, Srinivasa Institute of Management Studies, for encouraging me
to take up the project.
I have great pleasure in expressing my profound gratitude and indebtedness to
Dr. T. PHANIDER KUMAR, Assistant Professor (SIMS) who is my project guide
and who has been a constant source of inspiration for me throughout the study of
project.
My special thanks to Mr. Chandra Sekhar HR Manager, Medicover Hospital
VISAKHAPATAM for his valuable suggestions and co-operation throughout the
project work.
Last but not least, my heartfelt gratitude to my family and friends for their
cooperation.

Place: Visakhapatnam

Date: Signature of the candidate

4
 TABLE OF CONTENTS

SL. NO CHAPTERS PARTICULARS PAGE. NO

1 1. INTRODUCTION 6

1.1 INTRODUCTION TO THE 7-9

INDUSTRY
CHAPTER 1

1.2 INTRODUCTION TO 10-11

HEALTHCARE INDUSTRY

1.3 HISTORY OF INDIAN 12-14

HEALTHCARE INDUSTRY

2 CHAPTER 2 COMPANY PROFILE 15-22

3 CHAPTER 3 QUESTIONNAIRE 23-26

BIBLIOGRAPHY 27

5
CHAPTER 1

6
 INTRODUCTION

HUMAN RESOURCE MANAGEMENT, AN OVERVIEW:

 Human resource management (HRM) is a function in organizations designed to

maximize employee performance in service of their employer’s strategic
objectives.

 HR is primarily concerned with how people are managed within organizations,

focusing on policies and systems.

 HR departments and units in organizations are typically responsible for a number

of activities, including employee recruitment, training and development,
performance appraisal, and rewarding (e.g., managing pay and benefit systems).

 HR is also concerned with industrial relations, that is, the balancing of

organizational practices with regulations arising from collective bargaining and
governmental laws.

 HR is a product of the human relations movement of the early 20th century, when
researchers began documenting ways of creating business value through the
strategic management of the workforce.

 The function was initially dominated by transactional work, such as payroll and
benefits administration, but due to globalization, company consolidation,
technological advancement, and further research, HR now focuses on strategic
initiatives like mergers and acquisitions, talent management, succession planning,
industrial and labor relations, and diversity and inclusion.

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 In start-up companies, HR's duties may be performed by trained professionals. In
larger companies, an entire functional group is typically dedicated to the discipline,
with staff specializing in various HR tasks and functional leadership engaging in
strategic decision making across the business. To train practitioners for the
profession, institutions of higher education, professional associations, and
companies themselves have created programs of study dedicated explicitly to the
duties of the function.

 Academic and practitioner organizations likewise seek to engage and further the
field of HR, as evidenced by several field-specific publications. HR is also a field
of research study that is popular within the fields of management and
industrial/organizational psychology, with research articles appearing in a number
of academic journals, including those mentioned later in this article.

Recruitment is a key responsibility of the HR department. While HR works in

many areas including employee engagement, employee development, statutory
compliance, data management and many other, one of the key areas of focus for
HR is to attract, select and onboard suitable candidates for the organization.

Recruitment is the process of attracting qualified candidates for a job role and
selection is the process of identifying and selection the right candidate for that job.
The contribution of each employee plays a pivotal role in the sustenance and
growth of business. Hence it is extremely important to select the right person for
the job. The same way as a square peg does not fit in role a round hole, a bad hire
can affect the overall business outcomes. The impact to your business when you
hire the wrong candidate is often much more than not hiring a person at all

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Recruitment is not only an operational activity but a key strategic activity for the
business.

The impact to your business when you hire to your business, when you hire the
wrong candidate is often much more than not hiring a person at all Recruitment is
not only an operational activity but a key strategic activity for the business.

The right process reflects on your company’s professionalism and portrays your
organization maturity in attracting and hiring the right talent. An effective process
helps in creation of a talent pool in a proactive manner, thus assisting in meeting
the medium – term and long-term business objectives.

Recruiting involves multiple stakeholders including senior level employees in your

company and can cost a lot in terms of time and money.

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 INTRODUCTION TO HEALTHCARE INDUSTRY

HEALTHCARE INDUSTRY:

The healthcare industry (also called the medical industry or health economy) is an
aggregation and integration of sectors within the economic system that provides
goods and services to treat patients with curative, preventive, rehabilitative, and
palliative care. It includes the generation and commercialization of goods and
services lending themselves to maintaining and re-establishing health. The modern
healthcare industry includes three essential branches which are services, products,
and finance and may be divided into many sectors and categories and depends on
the interdisciplinary teams of trained professionals and paraprofessionals to meet
health needs of individuals and populations.

The healthcare industry is one of the world's largest and fastest- growing industries.
Consuming over 10 percent of gross domestic product (GDP) of most developed
nations, health care can form an enormous part of a country's economy.
U.S. health care spending grew 4.6 percent in 2019, reaching $3.8 trillion or
$11,582 per person. As a share of the nation's Gross Domestic Product, health
spending accounted for
17.7 percent. The per capita expenditure on health and pharmaceuticals in OECD
countries has steadily grown from a couple of hundred in the 1970-ies to an average
of US$ 4'000 per year in current purchasing power parities.

BACKGROUND:

For the purpose of finance and management, the healthcare industry is typically
divided into several areas. As a basic framework for defining the sector, the United

10
Nations International Standard Industrial Classification (ISIC) categorizes the
healthcare industry as generally consisting of:

1. Hospital activities;
2. Medical and dental practice activities;
3. "Other human health activities".

This third class involves activities of, or under the supervision of, nurses, midwives,
physiotherapists, scientific or diagnostic laboratories, pathology clinics, residential
health facilities, or other allied health professions, e.g., in the field of optometry,
hydrotherapy, medical massage, yoga therapy, music therapy, occupational therapy,
speech therapy, chiropody, homeopathy, chiropractic, acupuncture, etc.
The Global Industry Classification Standard and the Industry Classification
Benchmark further distinguish the industry as two main groups:

1. Healthcare equipment and services; and

2. Pharmaceuticals, biotechnology and related life sciences.

The healthcare equipment and services group consist of companies and entities that
provide medical equipment, medical supplies, and healthcare services, such as
hospitals, home healthcare providers, and nursing homes. The latter listed industry
group includes companies that produce biotechnology, pharmaceuticals, and
miscellaneous scientific services.
Other approaches to defining the scope of the healthcare industry tend to adopt a
broader definition, also including other key actions related to health, such as
education and training of health professionals, regulation and management of health
services delivery, provision of traditional and complementary medicines, and
administration of health insurance.

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 HEALTHCARE INDUSTRY IN INDIA

Healthcare has become one of India’s largest sectors, both in terms of revenue and
employment. Healthcare comprises hospitals, medical devices, clinical trials,
outsourcing, telemedicine, medical tourism, health insurance and medical
equipment. The Indian healthcare sector is growing at a brisk pace due to its
strengthening coverage, services and increasing expenditure by public as well
private players.
Indian healthcare delivery system is categorized into two major components public
and private. The Government, i.e., public healthcare system, comprises limited
secondary and tertiary care institutions in key cities and focuses on providing basic
healthcare facilities in the form of primary healthcare center’s (PHCs) in rural
areas. The private sector provides majority of secondary, tertiary, and quaternary
care institutions with major concentration in metros and tier I and tier II cities.
India's competitive advantage lies in its large pool of well-trained medical
profession
India is also cost competitive compared to its peers in Asia and Western countries.
The cost of surgery in India is about one-tenth of that in the US or Western Europe

GOVERNMENT INITIATIVES:

Some of the major initiatives taken by the Government of India to promote Indian
healthcare industry are as follows:

• India could restart deliveries of Covid-19 shots to global vaccines haring

platform COVAX in November-December 2021 for the first time since April 2021.
The World Health Organization (WHO), which co-leads COVAX, has been

12
pushing India to resume supplies for the programme, particularly after it sent ~4
million doses to its neighbors and allies in October 2021.
• In September 2021, Prime Minister Mr. Narendra Modi while speaking at the
global COVID-19 summit said that India has shared its vaccine production with 95
countries and the UN peacekeepers. He also stated that India will supply COVID-
19 vaccines to other countries after increased production.
• The hospital industry in India, accounting for 80% of the total healthcare
market is witnessing a huge investor demand from both global as well as domestic
investors. The hospital industry is expected to reach $132 bn by 2023 from $61.8bn
in 2017; growing at 16-17%.
• The diagnostics industry in India is currently valued at $4 bn. The share of the
organized sector is almost 25% in this segment (15% in labs and 10% in
radiology).
• The primary care industry is currently valued at $13 bn. The share of the
organized sector is practically negligible in this case. 70,000 Ayushman Bharat
centers, which aim at providing primary health care services to communities closer
to their homes, are operational in India. The market size of AYUSH has grown by
17% in 2014-20 to reach
• $18.1 bn and the industry is projected to reach $23.3 bn in 2022. Health
insurance contributes 20% to the non-life insurance business, making it the2nd
largest portfolio. The gross direct premium income underwritten by health
insurance grew 17.16% year- on-year to reach $6.87 bn in FY20.

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INDUSTRY TRENDS:

Telemedicine:
Major hospitals have adopted telemedicine services and entered into a number of
PPPs. Telemedicine market in India is expected to rise at a CAGR of 20% during
2016-20, reaching $32 by 2020.
Artificial intelligence:

AI for keeping health records & providing best possible treatment to patients at the
right time.
Mobile & Wearable Devices:

India is emerging as a strong market for wearables, with approximately 722 million
units sold in 2019, expected to reach 1 billion by the end of 2022.
Robotic Surgeries:

India's surgical robotics market is estimated to expand at a CAGR of 20% (201725)

to hit the size of $350 by 2025.
Health Insurance:

The government-sponsored programs, driven by the Rastriya Swash Bhima Yojana

(RSBY), are expected to provide coverage a large number of people.
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CHAPTER 2

15
 COMPANY PROFILE

Medicover is a globally recognized healthcare brand with operations in 12

countries:
Germany, Sweden, Poland, Turkey, Belarus, Bulgaria, Georgia, Hungary, Romania,
Serbia, Moldova, Ukraine, and India.

Medicover is the leading Multispecialty Hospital chain in India. It is one of the

largest healthcare providers in Europe with a significant presence in India. The
Group provides a broad spectrum of Health care services and has an extensive
network of clinics, hospitals, specialty care facilities, Fertility Centers.

Medicover Hospitals is spread across Telangana, Andhra Pradesh, and Maharashtra

treating millions of patients every year with a clear focus on raising the standards
of health care in India. It has renowned medical teams who work with the greatest
technologies and international evidence-based protocols which offer the most
comprehensive treatment across all specialties of medicines.

Medicover has also established focus specialty centers-

• Medicover Women and Child Hospitals

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 •Medicover Cancer Institute
MEDICOVER’S GLOBAL HIGHLIGHTS:

• 24 Hospitals

• 125 Medical Centres

• 16 Fertility Centres in India and Europe

• 3500 Beds

• 6.1 million Medical Visits

• 2 million Patients Served Per Year

• 6 Public-Private Partnership

• 91 Medical Labs

• 92 million Lab Tests Per Year

• 25,000 Employees

CORE VALUES:

• Empowerment

• Integrity

• Passion for quality

• Entrepreneurship

• Teamwork
The Passion for Quality Value Division of Health Care Service has increased
emphasis as it is vital to deliver on our cause. All our values are important, but
our quality value enables us to live, to save life, to maintain and to improve life.

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MISSION:
" Caring for your health is all we do."

VISION:
"To be globally recognized for excellence in patient-centric healthcare,
multisuper-specialty expertise with precision treatment, affordable to patients. "

HISTORY:

Medicover Hospitals is a multinational hospitals chain in Europe and India.

Itis a part of European healthcare groups having its presence in 12 countries
across the world with 26 hospitals.

The Medicover group provides a broad spectrum of Health care services

and has a network of hospitals, cancer institutes, specialty care facilities,
Fertility Centers, and diagnostic labs. Medicover was established in 1995
and headquartered in Poland. Medicover Warsaw Hospital first opened in
Poland in 2009.

Medicover invested into Sahrudaya Healthcare Private Ltd., the holding

company of Max Cure. After acquiring the Max Cure Group, India, on
August 22, 2017, the company changed its name to Medicover Hospitals. It
now has 20 outlets in India, spread over three states i.e., Telangana, Andhra
Pradesh, and Maharashtra.

AREAS SERVED:

Belarus, Germany, Poland, Turkey, Bulgaria, Georgia, Hungary, Romania,

Serbia, Moldova, Norway, Denmark, Ukraine, and India.

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Medicover is a globally recognized healthcare brand with operations in 12
countries:
Germany, Sweden, Poland, Turkey, Belarus, Bulgaria, Georgia, Hungary, Romania,
Serbia, Moldova, Ukraine, and India.

Medicover is the leading Multispecialty Hospital chain in India. It is one of the

largest healthcare providers in Europe with a significant presence in India. The
Group provides a broad spectrum of Health care services and has an extensive
network of clinics, hospitals, specialty care facilities, Fertility Centers, and
diagnostic labs.

Medicover Hospitals is spread across Telangana, Andhra Pradesh, and Maharashtra

treating millions of patients every year with a clear focus on raising the standards
of health care in India. It has renowned medical teams who work with the greatest
technologies and international evidence-based protocols which offer the most
comprehensive treatment across all specialties of medicines.

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MEDICOVER’S NEW LOGO:

Warren Paley was also a contributor to the company rebranding. Thanks to his
input, Medicover became the company’s official name and a new logo was
introduced.

The first version was drafted on a piece of napkin, in the clouds, somewhere
between the US and Poland. The original Medicover logo (Warren's version), had
the word Medicover written across the top of the figure of the little man beneath it.
This was significant to Warren because to him it portrayed the company's emphasis
on complete "coverage and caring" for the individual.

2022 – NOW:
Medicover continues to grow and develop, investing in innovative solutions and
technologies with patients’ health needs and comfort in mind.

MEDICOVER FOUNDATION:

The Medicover Foundation was established in 2007, in order to fulfill the Medic
over’s social mission which is to convince children, young people and adults that
by making the right choices on a daily basis, they can make a real impact on their
physical and mental well- being. Medicover Foundation is established to enable the
resources and skills of the Medicover Group and people to have impact on the

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value of our charity projects, and to generate measurable positive changes in the
community.

The Foundation’s most ambitious project is Nationwide Program for Diabetes and
Prevention of Diseases of Affluence “PoZdro!”

INVESTING FOR GROWTH:

Medicover continues to invest in strengthening its current businesses and

developing new businesses to offer a wider range of healthcare services to its
customers.

DEVELOPING MEDICAL STAFF:

Medicover is the first private medical company to establish a partnership with a

public university in order to organize full-time studies in professional healthcare. In
2011, the first edition of AWF-Medicover Nursing Studies is launched.
Medicover Romania is the only private healthcare company having a partnership
with Carol Davila - the biggest nursing vocational school in Romania (2014).
Medicover Group is also a strategic partner of Queen Silvia Nursing Award –the
prize granted by Swedish Queen Silvia to those dealing with the elderly care.

MEDICOVER CODE OF CONDUCT:

Medicover’s customers and patients are key for us and our continued development,
just as our contribution to society. Our sustainability work is focused on the
following areas: prevention and education, quality of care and services, access to

21
care, environmental care and business ethics. We are committed to operate with
high ethical standards and to responsible commercial success.
Medicover Code of Conduct is the main framework for the way we do business and
ensure we translate our values into action.
The purpose of Medicover Code of Conduct is to ensure that all our employees and
business representatives are informed and comply to the fundaments for
Medicover’s business ethics and ways of working.
Medicover is accordingly committed to international and fundamental principles on
human rights, labor rights, the environment and the fight against corruption
throughout our operations. Together with local laws and regulations these are
principles that the Medicover business is committed to adhere to.

Key People:

• Fedrick Rag mark (CEO, Medicover Group)

• Dr G. Anil Krishna (Chairman & Managing Director)

• John Stubbington (COO, Medicover Healthcare Services)

• Dr Sharath Reddy (Executive Director)

• P. Hari Krishna (Executive Director)

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CHAPTER 3

23
 QUESTIONNAIRE

Name: Gender:

Designation: Employee Id:

Q1. Since how many years have you been working with this organization? a.

0-1 Years
b. 1-3 Years

c. 3-5 Years
d. More than 5 Years

Q2. Does the organization clearly define the position objectives, requirements and
job specifications in the recruitment process?
a. Yes
b. No

Q3. How well are the organization’s affirmative action needs to be clarified and
supported in the selection process?
a. Poor
b. Adequate

c. Excellent

Q4. Is the organization doing Recruitment and Selection process on regular basis.
a. Yes

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 b. No

Q5. Does HR provide an adequate pool of quality applicants? a.

Yes
b. No

Q6. Rate the effectiveness of the interviewing process and other selection
instruments, such as testing?
a. Poor
b. Adequate

c. Excellent

Q7. Does the HR team act as a consultant to enhance the quality of the applicant
pre- screening process?
a. Yes
b. No

Q8. Does HR train hiring employees to make the best hiring decisions? a.

Yes
b. No

Q9. Rate how well HR finds good candidates from non-traditional sources
whenever necessary?
a. Poor
b. Adequate
c. Excellent

25
 Q10. How would you rate the HR department’s performance in recruitment and
selection?
a. Poor
b. Adequate

c. Excellent

26
 BIBLOGRAPHY

1. Flippo, Edwin B., Personnel Management, Singapore: McGraw Hill Publishing

Company.

2. Subba Rao P., Essentials of Human Resource Management and Industrial

Relations Mumbai: Himalaya Publishing.

3. Aswat Appa, K., Human resources and Personnel Management, Tata McGraw
Hill Pub. Co., Ltd., New Delhi.

4. Krishnaswami, O.R., Methodology of Research in Social Sciences, Himalaya

Publishing House, Mumbai.

Websites:

www.google.com

https://www.medicoverhospitals.in/

www.humanresource.com

www.recruitmentandselection.com

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