ON THE JOB TRAINING REPORT

ON
“RECRUTEMENT AND SELECTION OF
MAX SUPER SPRCIALITY, HOSPITAL”

SUBMITTED IN PARTIAL FULFILMENT OF THE

REQUIREMENT OF THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
(HR)

SUPERVISED BY SUBMITTED BY
Prof. Yashwant Kumar Gupta Nancy
200521221220062

HIMACHAL PRADESH UNIVERSTY BUSINESS SCHOOL

HIMACHAL PRADESH UNIVERSTY
SUMMERHILL SHIMLA
 DECLARATION
I hereby declare that project Titled “Recruitment and Selection of Max Super Specialty
Hospital is an original piece of research work carried out by me under the guidance and
supervision of Mr. Shivraj Singh Nakai Senior Manager at MAX SUPER SPECIALITY
HOSPITAL, MOHALI and Dr. Anmol Sandhu and it was not submitted to any other
organization, university or institutions or published any time before. The information has been
collected from genuine & authentic sources. The work has been submitted in partial fulfillment
of the requirement of MBA to our University.
 ACKNOWLEDGEMENT
I take this opportunity to extend my sincere thanks to HIMACHAL PRADESH
UNIVERSITY and MAX SUPER SPECIALITY, HOSPITAL for offering a unique
platform to earn exposure and garner knowledge in the field of HUMAN RESOURCE
MANAGEMENT. First of all, I extend my heartfelt gratitude to my project guide Mr.
SHIVRAJ SINGH NAKAI, Senior Manager at MAX SUPER SPECIALITY, MOHALI for
having made my winter training a great learning experience by giving me his guidance, insights
and encouragement which acted as a continuous source of support for me during this entire
period. I would also like to thank Dr. ANMOL SANDHU of MAX SUPER SPECIALITY,
MOHALI for his help and guidance in sales and all my colleagues for their sincere cooperation.
Without which the success of this project wouldn’t had been possible.

Place:- Mohali(Chandigarh) NANCY

MBA-
202022
 EXECUTIVE SUMMARY
Theory and practice are the two eyes of the management education. Management education
without practical training at an organization remains incomplete. The training prescribed by
the HIMACHAL PRADESH UNIVERSITY student have various objectives like helping the
student to acquire knowledge, give an opportunity to know the difference between theory and
practice, enable the student to interact with experienced and knowledgeable persons of business
world .

As a student of BBA, I got an opportunity to undergo on a training. The training title is

“HUMAN RESOURCE MANAGEMENT OF MAX SUPER SPECIALITY ,
HOSPITAL”.

I successfully completed my training report within the specified time. It was really a thrilling
experience for me with senior officials of hospital and to interact with different members,
employees of the organization. It was an experience of enjoyment through hard work and
dedication.
 TABLE OF CONTENT

S.NO. TITLE PAGE NO.

Acknowledgement 1
Executive summary 2
1. Chapter 1: Introduction 4
Subsidiaries 6
Our values 7
Our milestone 7

2. Chapter 2: Organisation profile 11

Max healthcare 13
Networks 14
Centre of excellence 15
Other specialities 18
Vision and Mission 20

3. Chapter 3: Human resource management 22

Objectives 23
HRM Process 25
Functional area of HRM 27

4. Chapter 4: ( Recruitment and Selection 28

process)

Introduction 29
 Recruitment process 30
Selection process and steps 33
Recruitment and selection process 35

5. Chapter5: Project at Max Healthcare 37

(recruitment and selection)

Flow Chart of recruitment and selection process 38

at max

Literature Review and Research Methodology 43

Data analysis and interpretation 46
Findings 56
Suggestions and recommendations 57

6. Chapter6: Conclusion 58
References 59
 CHAPTER-1

INTRODUCTION

Max Healthcare Institute Limited ("Max Healthcare") is one of India’s largest healthcare
organizations. We operate 17 healthcare facilities (3400+ beds) across the NCR Delhi, Haryana,
Punjab, Uttarakhand and Maharashtra. Almost 85% of our bed capacity is in Metro/Tier 1 cities.
Apart from hospitals, Max Healthcare also operates a homecare business and pathology business
under brand names Max@Home and Max Labs respectively. Max@Home offers health and
wellness services at home while Max Lab provides Pathology Services outside our hospital
network.

Max Healthcare is promoted and led by Abhay Soi as its Chairman and Managing director and
co- promoted by KKR, the iconic Global Private equity fund.

The present amalgamated company was formed subsequent to the acquisition of 49.7% stake in
erstwhile Max Healthcare Institute Limited by Radiant Life Care Pvt. Ltd. (“Radiant”) and the
amalgamation of Max Healthcare with Radiant thereafter. The amalgamated entity assumed the
name Max Healthcare Institute limited. Prior to the amalgamation, Radiant was led and
promoted by Abhay Soi.

FOUNDER

Analjit Singh founded Max India Limited in 1985. The first Max healthcare centre was opened
at New Delhi in 2000 and it developed to become a hospital chain in India.

Honours and awards

 The Max Institute of Minimal Access, Metabolic & Bariatric Surgery has accredited as a
Centre of Excellence for providing state-of-the-art clinical services and surgical training
programmes for abdominal wall hernia surgery.
 Max Super Specialty Hospital, Saket was awarded the Federation of Indian Chambers of
Commerce & Industry award for Operational Excellence in Healthcare Delivery.

1
 Federation of Indian Chambers of Commerce & Industry awarded Max Super Specialty
Hospital, Patparganj with the Healthcare award for Operational Excellence in Environmental
Conservation.
 Max Healthcare was awarded the DL Shah National Award on 'Economics of Quality' from
Quality Council of India.
 Max Healthcare awarded with Service Excellence - Private Hospital by FICCI

Honours and awards

Padma Bhushan 2011

In 2015, he was awarded an Honorary Doctorate by Amity University, Noida.

At Max Healthcare, our vision is to be the most well regarded healthcare provider in India
committed to the highest standards of clinical excellence and patient care, supported by latest
technology and cutting edge research.

Every day we come to honour a higher purpose - To serve. To excel.

Abhay Soi (Chairman & Managing Director)

Subsidiaries of MAX Group

About Max India Limited

Max India Limited, a multi-business corporate, is part of the US$ 2 billion Max Group and is
the holding company for Max Healthcare, Max Bupa Health Insurance and Antara Senior
Living.

Focused on healthcare and allied businesses, the Company’s vision is to be the most admired
company for health and life care needs of its customers, patients and their families. This
vision is founded on a clear set of values that are shared across the Group – Sevabhav,
Excellence and Credibility.
Max India’s key operating businesses — Max Healthcare and Max Bupa Health Insurance —
are joint ventures with global leaders, Life Healthcare (South Africa) and Bupa Finance Plc.
(UK), respectively. These businesses have well-entrenched positions in their respective
categories, and are recognized for their outstanding service standards. The Company owns
2
 and actively manages a 46.4% per cent stake in Max Healthcare, a 76% stake in Max Bupa
Health Insurance and a 100% stake in Antara Senior Living.
Max India Limited is listed on the Bombay Stock Exchange as well as the National Stock
Exchange. The Max Group’s investor base includes marquee global financial institutions such
as Goldman Sachs, IFC Washington, Temasek, Fidelity and New York Life.

The other listed entities in the Max Group are Max Financial Services Limited, which holds
the life insurance subsidiary and Max Ventures & Industries Limited, which focuses on the
Group’s manufacturing activity through its speciality packaging films subsidiary.

Following the demerger of the erstwhile consolidated Max India Limited, the Max Group
continues to be bound together by common values and works together to benefit from
enterprise synergies.

About Max Healthcare:

Max Healthcare is the country’s leading provider of standardized, seamless and

international-class healthcare services. It is a joint venture between Max India and Life
Healthcare, South Africa,

With a base of over 2,100 doctors, 6400 other trained personnel, and over 2.2 million patients
from 80 countries, across its network of 13 hospitals, Max Healthcare is completely
committed to the highest standards of medical and service excellence, patient care, scientific
and medical education. With a strong presence in North India, with over 10 hospitals in Delhi
& NCR and others in Mohali, Bathinda and Dehradun, it offers treatment in over 30 medical
disciplines.
In FY2015, MHC reported revenues Rs.1,740 crore1, with EBITDA of Rs.170 crore, marking
a significant turnaround from the position four years ago when EBITDA was barely positive.
The newer hospitals (at Mohali, Shalimar Bagh, Bathinda and Dehradun) took great strides
during the year, accounting for a quarter of the total revenue. The hospitals at Mohali and
Shalimar Bagh turned profitable, well ahead of the normal market time for achieving
profitability.

3
 2015 also marked MHC’s journey of inorganic growth. In July 2015, the company concluded
its first- ever acquisition of the 340-bedded Pushpanjali Crosslay Hospital (expandable up to
540 beds) in NCR.

In November 2015, MHC announced a partnership with Smart Group wherein MHC would
acquire 51% stake in Saket City Hospital Pvt. Ltd., from Smart Health City Pte Ltd, the
Singapore based BK Modi Group company which manages and operates the Delhi based Saket
City Hospital (SCH). SCH, which started operations in 2013, has 230 operational beds and is
currently expanding to 300 beds. Max Healthcare plans to further expand the SCH facility by
~900 additional beds over the next few years, thereby expanding SCH’s capacity to 1200 beds,
and offering a combined capacity of almost 2000 beds in the heart of South Delhi. This addition
represents more than a 50% increase to Max Healthcare's current capacity, significantly
enhances access to quality healthcare in the NCR region, and will make Max Healthcare the
largest healthcare provider brand in New Delhi . MHC currently has a capacity of 2600 beds
across 13 hospitals.

Max Healthcare is also a pioneer in the introduction of technology to provide patients with the
highest standards in medical care. A few examples are the first Brain Suite in Asia at Max
Saket, Electronic Health Record System in use across Max Hospitals, and Bone Marrow
Transplant & HIPEC for cancer treatment in Max Patparganj. The hospitals are equipped with
the advanced medical equipment like state-of-the-art Cath labs, OTs with HEPA, Nuclear
Medicine, Gama Camera, LINAC for Radiotherapy and MRI and CT scan machines.

Committed to the promise of ‘Care for Life’, medical expertise meets personalised care at
Max Healthcare.
About Max Bupa
Max Bupa Health Insurance Limited is a 51:49 joint venture between Max India and Bupa
Finance Plc, UK, a leading international healthcare provider with 65 years of healthcare
knowledge. The Company brings together a combination of Bupa’s global health insurance
expertise and customer service expertise with Max India’s understanding and experience of

4
 the Indian health and insurance sectors.
Max Bupa offers quality health insurance services through a dedicated team of over 1000
people and its network of 26 offices across 16 locations – Delhi-NCR, Mumbai, Hyderabad,
Chennai, Bangalore, Pune, Ludhiana, Chandigarh, Jaipur, Surat, Kochi, Kolkata, Patna, Goa,
Jodhpur and Thane. The company has a customer base of 1.8 million and offers individual
and family-oriented health insurance policies for Indians across all age groups.
Max Bupa Health Insurance has a direct working relationship with a network of 3500 top
quality hospitals and healthcare providers and the Company plans to extend its network of
hospitals to other parts of the country. Max Bupa services customers directly without third
party involvement.
About Antara Senior Living
Antara is a beautifully conceived and crafted continuous care proposition - a comprehensive
ecosystem that embraces and encourages the idea that life can be just as magical as we get
older. With the perfect blend of lifestyle, lifecare, hospitality and sound financial thinking,
one could discover a new chapter in a well-lived life, where the genuine spirit of care is
expressed through careful attention to detail to craft a space where life is lived openly,
joyously and hassle-free. 5
With a 50,000 sq. ft. clubhouse, over 200 bespoke apartments ranging from 1400 sq. ft to 6600
sq. ft. and an operating team of over 200 people, the Antara community is based on the same
principles as that guiding Max India, which are Sevabhav, Credibility and Excellence.

Our Values

 COMPASSION:

We have a deeper level of patient understanding and are always empathetic to their needs. This
encourages a culture of providing a higher standard of patient-centred care. We respect each
other and our patients, and ensure that their needs are met with dignity. We rise to the occasion
each time for we recognise the positive social impact we can create.

5
  EXCELLENCE:

We ask more of ourselves and are always passionate about achieving the highest standards of
medical expertise and patient care. We understand that being the best is a continuous journey of
becoming better versions of ourselves every day.

 EFFICIENCY:

We create a responsive healing environment, by being nimble to the needs of our patients and
delivering what they really need with precision and timing. We are focused yet fast, personal yet
practical, advanced yet seamless in delivering the exact care our patients need.

 CONSISTENCY:

We always deliver on our commitment and ensure the highest level of patient care is met at
every stage, every time. We believe that only through consistency can we achieve our patients’
trust and fulfil our goals.

Our Milestone:

 2020
Listing on NSE and BSE

Max Healthcare listing on NSE and BSE

 2017
JCI Accreditation

Max Super Speciality Hospital, Saket is accredidated by the Joint Commission International(JCI)

 2016
Max Institute of Cancer Care, Lajpat Nagar

Max Institute of Cancer Care, a dedicated Cancer Care day-care centre opens in Lajpat Nagar in
June 2016
6
 2015
Max Smart Super Speciality Hospital, Saket

Saket City Hospital officially becomes Max Smart Super Speciality Hospital, Saket

 2015
Max Super Speciality Hospital, Vaishali

Pushpanjali Crosslay Hospital officially becomes Max Super Speciality Hospital, Vaishali

 2014
Max Multi Speciality Hospital, Greater Noida

Max Multi Speciality Hospital, Greater Noida - Secondary Care Hospital in Greater Noida

 2012
Max Super Speciality Hospital, Dehradun

Max Super Speciality Hospital, Dehradun, Max Healthcare opened its first Super Speciality
hospital in Uttarakhand in May 2012

 2011
Max Super Speciality Hospital, Bathinda

Max Super Speciality Hospital, Bathinda- Max Healthcare extended its footprint in North India
(in PPP with Govt. of Punjab) in September 2011.

 2011
Max Super Speciality Hospital, Mohali

Max Super Speciality Hospital, Mohali- Max Healthcare extended its footprint in North India (in
PPP with Govt. of Punjab) in September 2011.
7
 2011
Max Super Speciality Hospital, Shalimar

Max Super Speciality Hospital, Shalimar Bagh- Max Healthcare Consolidated its position in
Delhi & NCR through the launch of its 300 bedded Facility in Shalimar Bagh in November
2011.

 2009
NABH Accreditation

Max Healthcare receives NABH Accreditation for Blood bank

 2009
D L Shah National Award

Max Healthcare receives D L Shah National Award on 'Economics of Quality' by Quality

Council of India

 2008
Express Healthcare Awards

Max Healthcare receives Express Healthcare Awards for Excellence in Healthcare

 2007
Max Healthcare Certification

Max Healthcare receives NABH & NABL certification for its laboratories.

8
 2007
Max Hospital, Gurgaon

Max Hospital, Gurgaon - High End Secondary Care Centre in Gurgaon

 2006
Max Super Speciality Hospital, Saket

Max Super Speciality Hospital, Saket - First Multi, Super Speciality Tertiary Care Location

 2005
Max Hospital, Patparganj

Max Hospital, Patparganj - 1st Multispecialty Tertiary Care centre in East Delhi with 147 Beds,
3 OTs and 1 Cath Lab

 2004
Max Heart & Vascular Institute

Max Heart & Vascular Institute, Saket - First Super Tertiary Care Facility with Advanced
Cardiac Life Support Ambulances and Air Evacuation Service.

 2002
Max Hospital, Noida

Max Hospital, Noida - Focus on Mother and Child care with Non-invasive Cardiology,
Orthopaedics, ENT, Ophthalmology, Nephrology etc.

 2002
Max Hospital, Pitampura

Max Hospital, Pitampura – First hospital to be ISO certified & first high end secondary care
centre in North Delhi.
9
 2000
Max Medcentre, Panchsheel Park

Max Medcentre, Panchsheel Park – First Medcenter with OP facilities & day care surgeries

 1985
Max Foundation

Founded in 1985, Max India Limited is a Public Limited company listed in the NSE and BSE
with over 37,000 shareholders.

10
 Max Institute of Medical Excellence for Quality Health Professionals:

Max Institute of Medical Excellence (MIME) is an educational division of Max Healthcare

Institute Ltd. It is a dedicated medical center providing education and training for medical and
non-medical professionals to enhance their skills and competencies. Since its inception 16 years
ago, MIME has been proficient in conducting programs that are well crafted and benchmarked to
the highest standard.

Our Vision

To build a unique institution that drives excellence in healthcare delivery through academics,
education and training, by developing a highly skilled and committed workforce, and thereby
building a healthy society for posterity.

Our Mission

Offering programs and resources designed to train, educate and inspire students to become
change makers.

Our Goals
 Provide high quality training programs for healthcare professionals and prepare them for excellence
in clinical care delivery.

 Achieve excellence through dedicated and committed faculty.

 Leverage our state of art infrastructure along with our highly qualified faculty for the benefits for
our students.

 Enable our students to practice autonomously in a wide range of clinical and community settings.

 Develop individuals valued in healthcare as change catalysts who will transform the existing
healthcare system in India.

 Provide an intellectually stimulating and supportive environment that is respectful of diversity and
that fosters individual and collective pursuits.

11
 Provide career advancement and lifelong learning opportunities through a centre of excellence of
continuing education.

 Design and develop skilling workshops, short courses, and continuous skill up programs relevant to
the sector.

 Cultivate critical thinking, creativity, and ethical practices in healthcare professionals.

 Develop an institution with a sharp focus on service excellence.

 To place patient care at the forefront of all education and healthcare delivery initiatives.

 Deliver value-based healthcare outcomes for the community and improve quality of life.

 To build a financially self-sustainable model.

12
 CHAPTER 2

MAX HEALTHCARE

Max Healthcare Institute Limited ("Max Healthcare") is one of India’s largest healthcare
organizations. We operate 17 healthcare facilities (3400+ beds) across the NCR Delhi, Haryana,
Punjab, Uttarakhand and Maharashtra. Almost 85% of our bed capacity is in Metro/Tier 1 cities.
Apart from hospitals, Max Healthcare also operates a homecare business and pathology business
under brand names Max@Home and Max Labs respectively. Max@Home offers health and
wellness services at home while Max Lab provides Pathology Services outside our hospital
network.

Max Healthcare is promoted and led by Abhay Soi as its Chairman and Managing director and
co- promoted by KKR, the iconic Global Private equity fund.

13
 NETWORKS

ALL HOSPITALS:

Delhi NCR

 Max Super Speciality Hospital, Saket

 Max Super Speciality Hospital, Shalimar Bagh
 Max Smart Super Speciality Hospital, Saket
 Max Multi Speciality Centre, Panchsheel Park
 BLK-Max Super Speciality Hospital, Delhi
 Max Multi Speciality Centre, Noida
 Max Super Speciality Hospital, Patparganj
 Max Hospital, Gurgaon
 Max Super Speciality Hospital, Vaishali
 Max Institute of Cancer Care, Lajpat Nagar

Maharashtra

 Nanavati- Max Super Speciality Hospital, Mumbai

Uttarakhand

 Max Super Speciality Hospital, Dehradun

Punjab

 Max Super Speciality Hospital, Mohali

 Max Super Speciality Hospital, Bathinda

14
Centres of Excellence

Bariatric Surgery / Metabolic

Bariatric/obesity/weight loss surgery is a treatment option for patients suffering from morbid
obesity. It is considered to be one of the most effective methods for weight loss and long-term
weight maintenance. Moreover, this weight loss surgery causes significant improvement in
obesity-related comorbid conditions like Type 2 diabetes, high blood pressure, joint pain,
sleeping disorders like sleep apnea, heart diseases, infertility issues and more. The bariatric or
weight loss surgery cost in India is far less when compared to its western counterparts, even
though the same standard of care offered is at par with global standard’s.

Bone Marrow Transplant

A bone marrow transplant is a medical procedure performed to replace unhealthy bone marrow
stem cells with the healthy ones. This transplant is carried out to treat people with conditions
like leukaemia - Blood Cancer, multiple myeloma, severe blood diseases such as aplastic
anaemia, thalassemia, sickle cell anaemia and certain immune deficiency diseases. Typically, the
stem cells are collected via a peripheral vein. The whole bone marrow transplant procedure is
like donating blood or platelets. The stem cells from the bone marrow are in charge for
producing blood cells like platelets (thrombocytes), white blood cells (leukocytes) and red blood
cells (erythrocytes), which later are injected in a recipient after a short course of chemotherapy.

Max Institute of Cancer Care

At Max Institute of Cancer Care, we offer a holistic and integrated treatment by consolidating
views of experts in Surgical Oncology, Radiation Oncology, and Medical Oncology. Our best
cancer doctors at Saket, Patparganj, Vaishali, Shalimar Bagh, Gurgaon, Max Smart, Mohali and
Bathinda, specialize in treating cancers affecting Breast, Head and Neck, Lung, Gastrointestinal
tract and others.

15
Max Institute of Heart and Vascular Sciences

Cardiovascular disease (CVD) is often interchangeably used with the term heart disease. Max
Institute of Heart and Vascular Sciences, which is one of the best heart hospitals in India
provides treatment for conditions like heart defects, congenital heart disease, pulmonary heart
failure, and coronary artery diseases.

Endocrinology & Diabetes

Diabetes is one of the major causes of premature illness and deaths across the world. In the
absence of timely diagnosis and treatment, problems related to diabetes can increase
exponentially.

Gastroenterology, Hepatology & Endoscopy

Gastroenterology deals in treating diseases related to gastrointestinal tract and disorders

associated with it. The branch also includes the understanding of gastrointestinal organs, like the
functioning of the liver, digestion and absorption, removal of waste and several others. Any
gastrointestinal disorder can cause problems in stomach, oesophagus, pancreas, gallbladder,
liver, small and large intestines. A gastroenterologist has a broad scientific knowledge to provide
gastroenterology treatment and optimal health care for patients.

Kidney Transplant

Kidneys are very versatile organs, and most people can manage perfectly well with only 15%
kidney function. However, in the case of complete kidney failure, our kidneys are no longer able
to excrete the toxic waste products into the urine. The constant ratios of the waste products in the
bloodstream increases and we become ill. There are two types of kidney failure. In acute kidney
failure, which can occur because of a sudden trauma to the kidneys, the kidneys may stop
working for a short while and then partly or wholly recover.

Laparoscopic / Minimal Access Surgery

Minimal Access/Laparoscopic Surgery is a surgical technique which involves small (keyhole)

incisions instead of large cuts. The surgeon introduces a telescope with a video camera through
16
this incision into the body cavity and operates by viewing the internal parts on a TV monitor. In
traditional open surgery, the surgeon is unable to see directly into the patient without a large
incision. The video camera efficiently becomes a surgeon’s eyes in minimal access surgery,
since to perform the procedure; the surgeon uses the image from the video camera placed inside
the patient’s body.

Liver Transplant and Biliary Sciences

In liver transplant surgery, the patient’s old liver is removed completely and a new one from a
liver donor is put in the same place after joining the blood vessels and the bile duct. The donor
liver can be from a dead person where usually the whole liver is transplanted or more commonly
it is from a family member who donates part of his or her liver.

Max Institute of Neurosciences

The Institute of Neurosciences provides round-the-clock, comprehensive Diagnostic and

Therapeutic Neurology services, according to evidence based protocols set as per internationally
accepted guidelines. Our casualty services are available round-the-clock for diagnosis and early
management of Neurological emergencies like Status Epileptics, Stroke and Neuromuscular
Weakness, Encephalitis, Meningitis, other Neuroinfectious diseases and behaviour changes.

Max Institute of Musculoskeletal Sciences & Orthopaedics

Max Institute of Musculoskeletal Sciences offers comprehensive care for several Orthopaedic
afflictions including knee, hip, and joint problems. We are dubbed as the top orthopedic Hospital
in India and are equipped with a wide array of specialties ranging from Sports Medicine,
Paediatric orthopaedic services, arthritis Diagnosis to Treatment and Pain Management.

Surgical Gastroenterology

Digestive tract surgery has witnessed several path breaking developments over the last couple of
decades. With advancement in the available technology (particularly in imaging, anesthesia and
postoperative care) several existing surgical procedures were refined and a number of innovative
operations were introduced.

17
Urology

We at Max Healthcare, offer comprehensive treatment for various urological conditions. Our
state-of-the-art facilities specialise in providing services in the areas of urology, uro-oncology,
reconstructive urology, robotic surgery, kidney transplantation & laparoscopic andrology
services among others.

OTHER SPECIALITIES

Aesthetic And Reconstructive Surgery

Plastic surgery is performed to reshape normal structures of the body in order to improve the
patient’s appearance and self-esteem. Reconstructive surgery can be defined as surgery
performed on abnormal structures of the body, caused by congenital defects, developmental
abnormalities, trauma, infection, tumors or disease.

Audiology

Audiology deals with identifying and evaluating hearing disorders associated with adults,
children, or infants. The Audiology Department at Max Healthcare offers diagnostic evaluations
to people having hearing difficulties.

Audiology And Speech Therapy

Audiology combines medical science with the best available technology to come up with
concrete solutions to hearing or balance disorders. People who practice audiology are called
audiologists. Audiologists are accountable for managing and recuperation of disorders linked to
hearing as well as balance.

Dental Care

A good dental care means regularly brushing and flossing your teeth, going for frequent dental
check-ups, and consuming a healthy diet. Practicing these habits will prevent your gums from
getting damaged, control bad breath, and increase the life of your teeth.

18
Dermatology

The Department of Dermatology offers treatment for all skin, hair, nails and related diseases. We
provide services ranging from surgical, cosmetic and paediatric dermatology. We also specialise
in treating standard as well as advanced dermatology disorders like acne, psoriasis, eczema, hair
loss, sexually transmitted diseases and pemphigus.

Ear Nose Throat

An ear, nose and throat (ENT) specialist is a medical doctor trained in managing illnesses related
to the ears, nose, nasal passage, sinuses, larynx, oral cavity, upper pharynx, as well as structures
of the neck and face.

Emergency & Trauma

The Emergency department at Max Healthcare cares for over 2,50,000 + adult and paediatric
patients every year across our emergency departments. In an effort to deliver world class care,
our emergency department follows international protocols in acute care management,
particularly for heart attack(MI), stroke, abdominal emergencies and polytrauma.

Max Institute of Eye Care

We at Max Hospital deliver advanced eye care and specialize in eye surgery in India. We have
the pioneering technology and highly experienced team of doctors who aim at quick and best
recovery of our patients.

Gastro Intestinal & Hepatopancreatobiliary Surgical Oncology

Gastrointestinal cancer is the second most common type of cancer present among individuals and
represents a heterogeneous complex arrangement of several disorders and diseases. These are
divided into rare inherited forms and more frequent sporadic forms.

19
Health And Wellness

Health and wellness coaching enables you to understand the importance of social, emotional,
psychological, and spiritual dimensions of health. It essentially creates a self-directive roadmap
driven by the intrinsic motivation to improve your quality of life.

Infertility & IVF

IVF (In-Vitro Fertilization) is a type of assisted reproductive technology which involves a series
of procedures to treat fertility and assist with the conception of child. During IVF, mature eggs
are collected (retrieved) from your ovaries and fertilized by sperm in a lab. It is true that both
men and women have an equal likelihood of suffering from infertility.

Internal Medicine

Internal Medicine deals with the prevention, diagnosis, and treatment of infective & non
infective illnesses in adult patients. Internists (physicians) are skilled in managing patients who
are suffering from undifferentiated or multi-system diseases.

Interventional Radiology

Interventional Radiology (IR) is a super-speciality of radiology that provides image-

guided, minimally invasive techniques for precise diagnosis and delivery of precise treatment to
patients.

Lung Transplant

Lung transplant is needed when lungs become so damaged by disease that they can no longer get
oxygen and carbon dioxide in and out of the blood, this is called end-stage lung disease.

Mental Health And Behavioural Sciences

Mental illness is described as a wide range of emotional and mental conditions. Many people
suffer from mental health concerns and psychiatric problems from time to time. A mental health
concern can become a mental illness when some on-going symptoms and signs lead to
frequent stress that affects a person’s ability to function.
20
Nutrition And Dietetics

The nutrition advice that healthcare specialists offer should be followed religiously for better
recovery and good health. Medical treatment for several conditions like obesity, diabetes,
dyslipidaemia, renal dysfunction include diet therapy. Thus, nutrition is both a preventive and
therapeutic science.

Obstetrics And Gynaecology

Obstetrics mainly deals with taking care of pregnant women, unborn baby, labour, delivery as
well as the immediate period following childbirth.

Gynaecology deals with any condition related to the reproductive organs such as the uterus,
fallopian tubes, cervix, vagina, and ovaries.

Thoracic Surgery

Thoracic surgery provides services for the surgical treatment of non-cardiac, benign and
malignant diseases of the chest.

Max Institute of Medical Excellence for Quality Health Professionals:

Max Institute of Medical Excellence (MIME) is an educational division of Max Healthcare

Institute Ltd. It is a dedicated medical center providing education and training for medical and
non-medical professionals to enhance their skills and competencies. Since its inception 16 years
ago, MIME has been proficient in conducting programs that are well crafted and benchmarked to
the highest standard.

Our Vision

To build a unique institution that drives excellence in healthcare delivery through academics,
education and training, by developing a highly skilled and committed workforce, and thereby
building a healthy society for posterity.

21
 Our Mission

Offering programs and resources designed to train, educate and inspire students to become
changemakers.

Our Goals
 Provide high quality training programs for healthcare professionals and prepare them for excellence
in clinical care delivery

 Achieve excellence through dedicated and committed faculty

 Leverage our state of art infrastructure along with our highly qualified faculty for the benefits for
our students

 Enable our students to practice autonomously in a wide range of clinical and community settings

 Develop individuals valued in healthcare as change catalysts who will transform the existing
healthcare system in India

 Provide an intellectually stimulating and supportive environment that is respectful of diversity and
that fosters individual and collective pursuits

 Provide career advancement and lifelong learning opportunities through a center of excellence of
continuing education

 Design and develop skilling workshops, short courses, continuous skill up programs relevant to the
sector

 Cultivate critical thinking, creativity, and ethical practices in healthcare professionals

 Develop an institution with a sharp focus on service excellence

 To place patient care at the forefront of all education and healthcare delivery initiatives

 Deliver value-based healthcare outcomes for the community and improve quality of life

 To build a financially self-sustainable model

22
 CHAPTER – 3

HUMAN RESOURCE MANAGEMENT

Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human resources
(HR). A company or organization's HR department is usually responsible for creating, putting
into effect and overseeing policies governing workers and the relationship of the organization
with its employees.

HRM is employee management with an emphasis on those employees as assets of the business.
In this context, employees are sometimes referred to as human capital. As with other business
assets, the goal is to make effective use of employees, reducing risk and maximizing return on
investment (ROI).

Human resource is an important corporate asset and the overall performance of company
depends on the way it is put to use. In order to realize company objectives, it is essential to
recruit people with requisite skills, qualification and experience. While doing so we need to keep
present and future requirements of company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market
conditions. Recruitment is almost central to any management process and failure in recruitment
can create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

o Achieve organizational goals

HRM function starts here. One major HRM objective is to fulfil organizational goals. Utilizing
human resources to achieve business requirements and goals is very important for an effective
HRM.
Organizational objectives include workforce handling, staff requirements like hiring and
onboarding, payroll management, and retirement. To succeed at the organizational objectives,
23
HR requires efficient planning and execution. Without a set parameter for goals and mission and
resources, HRM is incomplete. After you know your resources and planning at the place,
achieving HRM objectives is not so difficult.

o Work culture
When it comes to handling HRM effectively and following objectives, employee and work
environment are the prior factors. Work culture plays an important role in defining HRM and
business performance.
An HR manager needs to be active while calling for strategies to foster better work culture.
Automated activities like leave approvals, reimbursement request acknowledgement, etc. can
help you. Quick operations and empowerment to employees help in creating positive vibes at the
workplace. Developing and maintaining healthy and transparent relations among team members
and teams contribute to building a good example of work culture. Adopting the right solutions
like employee management software can solve more than half of your job.

o Team integration
One of the prime roles and objectives of HRM is to make sure the team coordinates efficiently.
Easy communication is the need for teams at an enterprise. An HR here must ensure a tool to
assist in making the integration easier and smooth.
The proper connection between individuals is a must to ensure productivity. To make HR
management successful, you need to search for better integration portals to make data
availability easier for people. Functional objectives like team integration are to produce
streamlined operations and tasks.

o Training and Development

Workforce being effective and performing is two important and basic elements to work upon for
achieving your basic objectives at an organization. With proper training and providing future
opportunities, employees feel safe and organized.
Effective employment is highly dependent upon the training practices. Providing opportunities to
employees is one great step to ensure workforce management.

24
 o Employee motivation
The prime objective of HR folk is to keep things on the right path. Keep distractions and
negative vibes away. For this, the employees need to be attended to and kept motivated
throughout. How can HR motivate employees?
Give powers to them. Take their views on things. Involve them in weekly meets or decisions.
Even if it is a fresher, let them join. Keep the morale always high. Employee recognition like
yearly appraisal based on their performance can to help.
o Workforce empowerment
Talking about employee motivation, nothing can work better than empowering them.
Empowering them with tools like ESS (employee self-service) portal can help save HR efforts
too.
With the portal, employees can themselves apply for approvals and track them through their
mobile phones. Be it leave request, generating payslip, checking PF account, remaining leaves,
upcoming holidays, manager details, or anything, HR intervention is least required. Now, you no
more need to knock on HR’s desk for small queries.

o Retention
Providing leadership qualities and opportunities, a healthy working area, and employee retention
are some prime objectives and deliverables of the HR managers. Keeping employees retained
and motivated needs to be a top priority for HRM.
Employee experience needs to be carefully attended. Keeping your employees retained can help
maintain a good state of employee turnover. To keep it stable, the HR manager needs to learn the
best retention tips for business.

o Data and compliance

Functional and organizational objectives also include managing company/ employee data and
managing compliances. Managing payroll compliances and keeping the company out of any
penalties or fines is a huge challenge for HR people and managers.
Even a small error or miscalculation can owe you huge penalties and even may lose respect.
When committing to tasks like employment and payroll, you need to be careful about laws and
regulations. The objective here is to keep any unwanted claims at bay for smooth functioning.

25
 PROCESSES IN HUMAN RESOURCE MANAGEMENT

1. Recruitment

It is a positive process of posting job openings and attracting prospective employees to apply for
their desired job openings in an organisation so that the eligible candidate can be selected.

2. Selection

Selection is quite a necessary process in HRM. It involves eliminating the unsuitable candidates
through the process of tests or interviews and identifying the suitable ones, which are the best fit
for the positions.

3. Hiring

This entails to the process of officially offering the job to the ideal candidate and giving them the
date of joining.

4. Training and development

The hired candidates are given training and their skills are brushed so that they become more
efficient in their work and handle future challenges.

5. Performance management

There should be proper management of the work done and the future goals. Performance
management refers to appraising the performance of the employees and enhancing it. For such a
management, it is necessary to encourage the employees so as to raise their confidence
levels. This can be done by providing them with fair rewards so that they work in their optimum
productivity levels.

6. Remuneration to employees and benefits

Fair salary or remuneration plays a very important role in motivating an employee to accomplish
organisational goals. If the employees get rewards for their best performance, they will get job
26
satisfaction. The rewards not just includes salaries, but it also includes incentives and fringe
benefits.

7. Employee Relations

There should be a sound relation between the employee and the organisation. There are various
factors which motivate as well as demotivate the employees to stick with the organisation. These
factors include working environment, laboor law and relations, compensation, etc. The
employers must ensure all these factors to build employee relationships that in turn garner better
employee retention.

8. Conclusion

So, these were the core processes of HRM. All the processes should be cohesive and in
conformity with each other so that HR strategies can gain success

Functional area of HRM

• Human Resource auditing

 Human resources strategy planning
 Human resources planning
 Manpower planning
• Recruitment/Selection
 Induction
• Orientation
 Training
• Management development
 Performance appraisal
• Performance management
 Career planning/development
• Coaching
 Counselling’s
• Staff amenities planning
27
• Talent management
 Safety management
• Staff Communication
 Reward

28
 CHAPTER- 4

RECRUTEMENT AND SELECTION

INTRODUCTION:

Recruitment and Selection is an important operation in HRM, designed to maximize employee

strength in order to meet the employer's strategic goals and objectives. In short, Recruitment and
Selection is the process of sourcing, screening, shortlisting and selecting the right candidates for
the filling the required vacant positions.

The Scope of Recruitment and Selection:

The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.
The scope of Recruitment and Selection includes the following operations −

 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees
 Analyzing the recruitment policies, processes, and procedures of the organization
 Identifying the areas, where there could be a scope of improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of resources

Recruitment and selection are two different activities. The meaning of recruitment is the
mechanism of making interest for the people to apply for work and selection is the final decision
of a specific candidate for the particular position. For any organization it is important that the
people who are going to be Hire must have abilities, talent and perspective that you need. In long
term phase organization needs those types of employees who have the abilities to face the
challenges and can continue learning. So like this there are more chances for the organization to
get the competitive edge. Also for the long term aspect approach, proclivity and competency is
more important than present command and knowledge.

29
 RECRUTEMENT

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and
onboarding employees. In other words, it involves everything from the identification of a staffing
need to filling it.

Depending on the size of an organization, recruitment is the responsibility of a range of workers.

Larger organizations may have entire teams of recruiters, while others only a single recruiter. In
small outfits, the hiring manager may be responsible for recruiting. In addition, many
organizations outsource recruiting to outside firms. Companies almost always recruit candidates
for new positions via advertisements, job boards, social media sites, and others. Many
companies utilize recruiting software to more effectively and efficiently source top candidates.
Regardless, recruitment typically works in conjunction with, or as a part of Human Resources.

DEFINITION:

Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin
B. Flippo defined recruitment as “the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.” In simple words recruitment can be
defined as a ‘linking function’-joining together those with jobs to fill and those seeking jobs.
PURPOSE AND IMPORTANCE The general purpose of recruitment is to provide a pool of
potentially qualified job candidate

RECRUEMENT IN HRM:

Human Resource Management, otherwise known as HRM or HR for short, is the function of
people management within an organization. HR is responsible for facilitating the overall goals of
the organization through effective administration of human capital — focusing on employees as
the company's most important asset.Recruitment is the first step in building an organization's
human capital. At a high level, the goals are to locate and hire the best candidates, on time, and
on budget.

30
 Recruitment Process

Step Activity

1 Sending the resignation communication message to HR with request for initiating the
recruitment process

2 Manager-HR directs the hiring team to start the recruitment process

3 Logging into the employment website and contacting different recruiters

4 Sourcing, identifying, and collecting the resumes of the candidates

5 Receiving relevant resumes

6 Shortlisting the resumes

7 Sending the shortlisted resumes to the department manager

8 Schedule interview dates

9 Calling the candidates for interview

10 Interviewers complete the feedback form and the feedback is shared with the HR

11 This process repeats for many candidates till the best candidates are finalized.

12 The HR team negotiates the package and compensation

13 Final confirmation and agreements

14 Send offer letter

15 Offer accepted

31
 SELECTION
Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.

Different authors define Selection in different ways. Here is a list of some of the definitions −

Employee selection is a process of putting a right applicant on a right job.

Selection of an employee is a process of choosing the applicants, who have the qualifications to
fill the vacant job in an organization.

Selection is a process of identifying and hiring the applicants for filling the vacancies in an
organization.

Employee selection is a process of matching organization’s requirements with the skills and the
qualifications of individuals.

A good selection process will ensure that the organization gets the right set of employees with
the right attitude.

1. Objective

1) Assumes applicants use a very rational method for making decisions

2) Thus, the more information you can give them (e.g. salaries, benefits, working condition, etc),
the better applicants weight these factors to arrive at a relative “desirability” index.

2. Subjective

1) Assumes applicants are not rational, but respond to social or psychological needs (e.g.
security, achievement, affiliation)

2) Thus, play to these needs by highlighting job security or opportunities for promotion or
collegiality of work group, etc.

32
3. Critical Contact

1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g.
(promptness, warmth, follow-up calls, sincerity, etc.)

2) Research indicates that more recruiter contact enhances acceptance of offer, also experienced
recruiter (e.g. middle-aged) more successful than young or inexperienced recruiter - may be
especially important When recruiting ethnic minorities, women, etc.

Policies: Recruitment policy of any organization is derived from the personnel policy of the same
organization. However, recruitment policy by itself should take into consideration the
government’s reservation policy, policy regarding sons of soil, etc., personnel policies of other
organizations regarding merit, internal sources, social responsibility in absorbing minority
sections, women, etc.

Selection Process and Steps:

INTERVIEW

CHECKING REFERENCES

MEDICAL EXAMINATION

FINAL SELECTION

 Employment Interview − Employment interview is a process in which one-on-one

session in conducted with the applicant to know a candidate better. It helps the

33
 interviewer to discover the inner qualities of the applicant and helps in taking a right
decision.

 Checking References − Reference checking is a process of verifying the applicant’s

qualifications and experiences with the references provided by him. These reference
checks help the interviewer understand the conduct, the attitude, and the behavior of the
candidate as an individual and also as a professional.

 Medical Examination − Medical examination is a process, in which the physical and the
mental fitness of the applicants are checked to ensure that the candidates are capable of
performing a job or not. This examination helps the organization in choosing the right
candidates who are physically and mentally fit.

 Final Selection − The final selection is the final process which proves that the applicant
has qualified in all the rounds of the selection process and will be issued an appointment
letter.

RECRUTEMENT AND SELECTION PROCESS

Receive a job order

Source candidates

Screen applicants

Shortlist candidates

Interview candidates

Conduct testing

Extend a job offer

34
 1. Receive a job order
When you receive a job order from your client, you can get the recruitment process rolling. A job
order should include information about the position you’re filling and a well-written job
description.
The job description should tell potential applicants everything they need to know about the job,
including:
 Job title
 Detailed description of the job
 Required and preferred qualifications
 Location
 Salary range

2. Source candidates
Once you fully understand the open position, the next step of the recruitment and selection
process is to source candidates.
 Social media
 Online job boards
 Your recruiting database

 Referrals

3. Screen applicants
Screening applicants is a vital step in the recruitment and selection process. This is where you
can learn more about each applicant, which helps you narrow down your pool.
You can conduct telephone screenings and include a variety of pre-screening interview
questions. During screenings, ask behavioral interview questions that allow you to learn more
about the candidate’s personality and how they would function in the open position.

4. Shortlist candidates
Recruitment shortlisting is the process of advancing a few candidates from your pool. Your
shortlist of candidates should be around three people.
Take the time to learn about each candidate’s experiences, qualifications, and personality so you
35
can be confident you shortlist the right people.

5. Interview candidates
The face-to-face interview helps you and your client really get to know the candidates. You can
study their body language and ask more behavioral interview questions. The interview process
helps you and your client get a feel for the candidate’s work ethic.
Again, use an interview scorecard to rank candidates and compare them later. Rank candidates
on things like experience, education, and skills.

6. Conduct testing
To further test a candidate’s skills, you and your client might consider conducting job-fit tests.
A job-fit assessment test helps you and your client determine how the candidate would mesh
with the company.
A job-fit test can take anywhere from 30 minutes to one hour. It asks a series of questions
candidates must answer honestly.

7. Extend a job offer

The final stage of the selection process is actually selecting a candidate. Extend the job offer to
the candidate your client wants to hire.
The candidate might try to negotiate the salary your client offers. Talk with your client to see
whether the requested salary is possible.

36
 CHAPTER- 5

Human Resource Division of Max Hospital Mohali

The Max hospital Mohali that success depends on the collective effort of entire work
force.

Human resource division of max hospital has comprehensive policy and procedure that
practices best approaches with legal and ethical consideration.

The major purpose of human resource division is to introduce organizational policy and
related to employees of The Max hospital mohali.

It gives specific guidelines of operation of human resource division with a vision to maintain
the expected standards that are maintained.

It also provides specific direction regarding the assessment, evaluation, reward system and
long term benefits of employees of The Max hospital mohali.

It sends a clear picture about expected standards. The employees get idea of their present
status, growth and value addition process in the organization.

The human resource division is a central reference of employee relations and policies.
Each policy is a guideline to be used with discretion, understanding and management in the
spirit in which the policy is written.

37
HR functions:

• Recruitment and Selection

• Training and Development

• HR Transaction

 Transport Management
 Compensations and Benefits
 Performance Management

38
 FLOW CHART OF RECRUITMENT AND
SELECTION PROCESS OF THE MAX HOSPITAL

Receive manpower requisition from concerned division is this requisition justifies

Get final approval from HR Division and Board of director

Precede advertisement against vacant position (External/ Internal)

Collect and scrutinize resumes in connection with concerned division

Prepare shortlist and invite for written/ viva/ practical test

Prepare short list for final interview if required

Select the desire candidates by interview board

Take management approval

Check necessary papers like certificate, past employment history, driving license,
etc.

Provide appointment letter

39
Receiving manpower requisition form:

At first, concerned division/department must fill the manpower requisition form. In requisition
form, there are some aspects. These are:

Position details: Here, manger from concerned division/department will write down the
position name, department, division, type of vacancy, number of employee needed, date
by which personnel is required to join. There are two types of vacancy
These are:
i) Replacement
ii) New position

If vacancy is against replacement, managers must mention previous employee’s name and
resigning date. If the vacancy is against new position, then managers must show the
judgment.

This judgment is about why new position is raised. This judgment must be approved by
Human resource Division and board of director.

Job description: In job description, managers mention about task of vacant job. If job
description is same as their job description book, manager will write “as role play.
Job specification: In job specification, manager will point out skills that need to perform.
Here, he will portray about educational qualification, experience, and age limit. If
experience is not needed, manager will write that experience is not mandatory but
preferable.” Manager can add other points like employee must active, stress free mind
etc.
Approval: This box is just about taking signature. Here, manager, raised requisition, will
sign. Divisional Head, Head of HR and Deputy Managing director will sign also. After
singing divisional head, manager will send it to HR division. Then HR division will
examine it and HR Head will sign.

Attract applicants and collecting resumes

After approval managing director, Human resource division will start their recruitment tasks.
HR division will send the photocopy of manpower requisition form and it will keep the
40
 original copy. After that it will set how to draw applicants’ attention. There are two sources
for collecting resumes. These are:

1) Internal source:

 Employee referrals
 Notice board
 Transfer and promotion

2) External sources:

 Newspaper advertisement
 Online advertisement

 Sort out applicants:

After Collecting Resumes, HR division of The max hospital starts it selection process.
Resumes are chosen in two approaches. At first, HR division selects applicants’ resumes.
Next, they decorate resumes and send these resumes to concerned division/department.
After that, concerned department does the final selection and gives back to HR division.
 Make call list and informing candidates
Next work is to inform applicants for attending exam. For this, HR division makes call
list. This call list includes applicants’ name, father’s name, and mobile number and
remarks.
 Preparing candidates profile summary

Now HR Division will ready for preparing itself. They will make candidates profile summary.
Most of the candidates profile summary is prepared after written exam.

This candidate’s profile summary contains applicants’ name, father’s names, last education,
education institution, date of birth, experience, reference. This will help interviewee to
understand applicants in a moment written/Viva/Practical exam

41
For selecting final employee, HR division arranges some examinations where candidates will
give test. In written test. Written exam is divided on some categories. There are question about,
General knowledge and job related. Candidates must answer the job related question otherwise.
Otherwise they will not be passed. Then HR division checks the exam paper and attaches with
resumes.

After passing written exam, HR Division organizes viva. This viva board consists of three types
of people. Some are from HR Division, some are from concerned department. Another
interviewer is from other department.

Before starting interview, Recruitment and Talent Manager will give some overview about the
vacant job and question. Then he provides candidates profile summary, particular job
advertisement and resumes who pass in written exam. In viva, interviewer asks about applicants’
study and job related question.

They want to know about job responsibilities from candidates. Interviewers give some situation
to know that how candidates will response in given situation. They also ask candidates about
expected salary. If applicants have job experience, they also ask about job condition and reason
of leaving that organization. Interviewers basically evaluate some aspects from candidates.

These aspects are

 Job understanding
 Communication skill
 Leadership
 Decision making abilities
 Judgment abilities
 Technical skill

All interviewers will mark candidates. They will average all interviewers’ mark and select final
person. They also select additional two or three applicants. If first choice applicant is not
available, they can go for second and third best candidate.

42
If practical test is not needed, HR Division will done final result. Only for “Medical
Representative” and “Sales and Promotional Representative” position, HR division will publish
final result. If practical test is required, candidates must attend and pass the exam.

If any candidate passes written test and viva but he/she fails in practical exam, he/she will not be
a 4.3.11 Call the finally selected candidates allowed to be finally selected.

Call the finally selected candidates:

After final result, HR division ensures that finally first choice candidate will attended their
organization.

If first choice does not expect their condition, HR division will go for second best or third best
choice. Then HR division calls finally selected on fixed date to bring necessaries papers.

Employment Check List for new joiner:

New joiner has to handover some important documents. These documents are

 Updated resume: New joiner will resume.

 Employee information form: Employment form is another version of new joiners resume.
Here, new joiner will give information about his/ her name, permanent and present
address, phone number, email address, academic description, prior work experiences,
emergency contact etc.
 Certificate and Transcript: New joiner will give photocopy of all certificates. The
photocopies must be attested.
 Release order: If new joiner has previous job experience, he/she must get back release
order from previous organization. Otherwise, he will not be able to join here.
 passport size photograph: New joiner will give four copy passport size colored
photographs with his/her name and signature at the back
 National ID card photocopy: New joiner will give two photocopies of his/her Identity
Card.
 Joining letter: HR Division will provide joining letter. In joining letter, there will be
terms and conditions about job and organization. Here, new joiner will sign below the
joining letter.
43
  Nominee form: In nominee form, new joiner will mention not more than three persons.
who will get benefits if employee dies.
 Medical certificate: New joiner will submit medical certificate from max hospital mohali.
 Bank account: If new joiner has an account with axis bank he/she will provide the bank
account number.

HR Division justification:

When new joiner Submit his/her necessary papers, HR division will also justify new joiner’s
papers and information.

 Educational certificate: After submit educational certificate, at first, HR Division

will justify these certificates.
 Past employer: HR Division will contact with past employer. They will try to get
information from past organization.

If HR division does not find any problem with submitted papers, new joiner will get the
appointment letter.

44
 Literature Review

Recruitment:

Recruitment is the process of attracting individuals on a timely basis in sufficient numbers and
with appropriate qualifications, to apply for jobs within an organization.it is the process of
finding and attracting capable applicants for the employment process begins when new
recruitment are sought and ends when their applicants are submitted. The results is a pool of
applicants from which new employees are selected.

Selection:

Selection process is a decision making process. This step consists of a number of activities a
candidate who fails to qualified for a particular step is not eligible for appearing for the
subsequent step employee selection is the process of putting right men on the right job.it the
procedure of matching organization requirements with the skills and qualifications of people
effectively selection can be done only where there is effective matching moreover organization
will face less absenteeism and employees turnover problems.by selecting right candidate for the
required job organization will also save time and money.

45
 Research Methodology
Research methodology is a method to solve the research problem systematically. It involves
gathering data, use of statistical techniques, interpretations and drawing conclusions about
research data. Keeping in view the objectives of the study, data is collected from different
sources.
The purpose of this section is to describe the methodology carried out to complete the work. The
methodology plays a dominant role in any research work. The effectiveness of any research work
depends upon the correctness and effectiveness of the research methodology
Basic features of a research process are:

• Research always starts with a question or a problem.

• Its purpose is to find answers to questions through the application of scientific method.

• It is a systematic and intensive study directed towards a more complete knowledge of the
subject studied.

Methods of Data Collection:

Data collection is an elaborate process in which the researcher makes a planned search for all
relevant data and is the foundation of all researches. It is the raw material with which a
researcher functions. The task of data collection begins after a research 34 problem has been
defined and research plan is chalked out. While deciding about the method of data collection to
be used for the study the researcher should keep in mind two types of data viz., primary data and
secondary data.

Sources of Data:-

A. Secondary data:

Secondary data is the data already collected by others for purposes other than solution of the
problem at hand. In case of Secondary data the nature of data collection work is merely that of
compilation. Secondary data has several supplementary uses.

46
1. Internal sources:

• Company Records.

• Service Reports.

• Annual Report.

• Company Brochure.

• Company Library.

2. External sources:

• Web pages of organizations and journals.

• Reference Books.

• Magazines.

• Newspapers.

B. Primary data:

The data that is being collected for the first time or to particularly fulfill the objectives of the
project are known as primary data. In my study work, stratified simple random sampling was the
method of Data Collection.

Data Evaluation

All the data and information collected from the secondary sources and company officials was
filtered & only relevant data is introduced in the report which helped in achieving objective
of the project. This relevant data is finally evaluated to make the final report and to draw the
conclusion.

47
 Data analysis and Interpretation

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

a. 0-1 Years
b. 1-2 Years
c. 2- 5 Years
d. More than 5 Year

S No. Options Respondent Percentage

A 0-1 4 20%
B 1-2 6 28%
C 2-5 2 12%
D More than 5 year 8 40%

a b c d

20%

40%

28%

12%

Analysis:

This graph shows that 20% employees responded that their working in this company from less
than one year and 28% employees respond that their working on 2 year and 12%employees says
that they are working in this organization from 5 year and 40% employees responded that they
are working from more than 5 year.

48
Q2. Are you satisfied with your job?

a) Yes

b) No

S NO. Options No .of respondent Percentage%

1 Yes 14 72%
2 No 6 28%
Total 20 100%

yes no

0% 0%

28%

72%

Analysis:

It shows that 72percentage of the respondents are happy with their job. 28 percentages of
respondents are not happy with their job. The maximum number of the respondents is of an
opinion that they are satisfied with their job.

Minimum number of respondents is of the opinion that they are not satisfied with their job.

49
Q3. Is the organization doing timeliness recruitment and Selection process.

a. Yes

b. No

S NO. options Respondent Percentage

1 Yes 11 55%
2 No 9 45%
Total 20 100%

yes no

0% 0%

45%

55%

Analysis

This graph is show 55% yes the organization doing timeliness recruitment and Selection process.
And 45% show the organization not doing timelines recruitment and selection process.

50
Q4. Does HR provide an adequate pool of quality applicants?

a) Yes

b) No

S. No. Options Respondent Percentage

1 Yes 18 90%
2 No 02 10%
Total 20 100%

yes no

0% 0%

12%

88%

Analysis:

In this graph 88% employees says HR provides an adequate pool of quality applicants and 12%
says does not provides adequate pool of quality applicants

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Q5. Are you comfortable with HR policies of the company?

a) Yes

b) No

S No Options Respondent Percentage%

A Yes 16 80%
B No 4 20%
Total 20 100%

0% 0%

N0
20%

Yes
80%

Analysis:

There is 80% employees are comfortable with HR policies of company,and 20% people are not
comfortable with that policies.

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Q6.Does your company follow different recruitment process for different grade of employee?

1. Yes

2. No

Options Yes No Total

Responses 20 0 20
Percentage% 100 0 100%

yes no

0%

100%

Analysis:

There is 100% employees says company follow different recruitment process for different grade
of employee.

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Q7.How do you rate HR practices of the company?

S No options Respondents Percentage%

1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 10%
Total 20

Excellent Good Average Bad

10%

10%

50%

30%

Analysis:

50% the employees feel that HR department is good where and 30% say that its very good where
as 10% says its average and 10% employees feel it’s bad .some employees are not happy as they
have to spend a little more time if they have to take demo training session.

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Q8.Is there any contract signed by employees while joining the organization?

1) Yes

2) No

S No. options Respondent Percentage%

1 Yes 18 90%
2 No 2 10%
Total

yes no

0% 0%

10%

90%

Analysis:

Above chart shows that almost 10% employees said no and 90% said yes they have to sign a
bond while joining the organization .

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Q9. For internal recruitment, are the vacancies declared publicly?

A) Yes

B) No

S.No Options Respondent Percentage%

1 Yes 17 85%
2 No 3 15%
Total 20

Yes No

0% 0%

15%

85%

Analysis:

There is 85% employees says internal recruitment, are the vacancies declared publicly, and 15%
said no its not declared publicly.

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 Q10. Recruitment and selection process is effective for the organizational objectives

A) Strongly agree

B) Agree

C) Strongly disagree

D) Disagree

S. No Options Respondent Percentage

A Strongly agree 10 50%
B Agree 6 30%
C Strongly disagree 2 10%
D Disagree 2 10%
Total 20

A B C D

10%

10%

50%

30%

Analysis:

There is 50% employees strongly agree for , Recruitment and selection process is effective for
the organizational objectives and 30% agree, 10% Strongly disagree, and 10% disagree.

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 FINDINGS

 Most of the employees are working from more than 5 year.

 Most of employees says company follow different recruitment process for different grade
of employee.
 Most of the employees are satisfied with their job.
 Most of employees say that the organization doing timeliness recruitment and Selection
process.
 Most of employees are comfortable with HR policies of company, policies
 Most of employees says internal recruitment, are the vacancies declared publically.
 Mostly all the employees responded positively that they are getting their pay as per the
laws.
 Mostly the employee’s respondent that incentives schemes motivate them to work more.
 Most of employees strongly agree for , Recruitment and selection process is effective for
the organizational objectives

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 SUGGESTION AND RECOMMENDATIONS

From the findings I can suggest following things for the more effectiveness of recruitment and
selection process and HR policies.

 Recruitment must be done by analysing the job firstly which will make it easier and will
be beneficial from the company’s point of view.
 More emphasis should be given on internet and advertisement so that more and more
candidate applies for the jobs and it will be easy to find the right employee among them.
 The recruitment and selection procedure should not be too lenthy and time consuming.
 Company should try to use the internal recruitment process first because it incure less
cost and acts as a motivational factors to the employees.
 Provide training to employee so that they get better knowledge, skills and attitude.
 Company should amend some parts of their HR policies for better effectiveness.

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 CHAPTER – 6

CONCLUSION

On the whole, this internship was a useful experience. I have gained new knowledge, skills and
met many new people. I achieved several of my learning goals, however for some the conditions
did not permit. This internship has been an excellent and rewarding experience. I can conclude
that there have been a lot I’ve learnt from my work . Needless to say, the technical aspects of the
work I’ve done are not flawless and could be improved provided enough time.

It was a great journey working with so many local and international brands which concludes that,
it has been a great learning opportunity. The beginning of research from introductory part which
is focused on learning about the company. Then about job and its concept, definition,
importance, consequences, related expert theories and mainly practices of both marketing and
human resources, with the help of these things it was easy to understand term job satisfaction and
get some variables as per accordance and deep knowledge. The process of writing this research
study was a great experiment and experience. It was especially interesting to cooperate with the
organization and have the opportunity to observe the life of an employee so close.

Since human resource management is a continuously practicing issue so it plays a significant

role on organizations overall performance. As a small company, few persons are recruited for its
operations and performances. But it will expand soon or later and then the number of employees
may not be enough to run the company. Committed and trustworthy employees are the most
significant factors to becoming an employer of choice, it is no surprise that companies and
organizations face significant challenges in developing energized and engaged workforces.
increased employee commitment and trust in leadership can positively impact the company’s
bottom line. In fact, the true potential of an organization can only be realized when the
productivity level of all individuals and teams are fully aligned, committed and energized to
successfully accomplish the goals of the organization. Thus, the objective of every company
should be to enhance practices and improve the desire of employees to stay in the relationship
they have with the company in order to meet the targeted goal. Two main things that I’ve learned
the importance of are time-management skills and self-motivation.
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 References

 https://www.maxhealthcare.in/hospital-network/max-super-speciality-hospital-mohali
 https://www.techtarget.com/searchhrsoftware/definition/human-resource-management-
HRM
 https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm
 https://www.topechelon.com/blog/methods-recruitment-selection-process-example/
 https://blog.mitsde.com/processes-in-human-resource-management-hrm/

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