Recruitment and Selection of Incepta Pharma

30th September, 2012 Ho mayara L. Ahmed Course instructor Manpower think and Personnel policy (J-601) Bangladesh University of Professionals Mirpur Cantonment capital of Bangladesh 1216Subject Submission of report on enlisting and Selection passage of Incepta drug followceuticals Ltd Dear Madam, Here is the report on Recruitment and Selection Process of Incepta Pharmaceuticals Ltd. , which you turn in assigned us as part of the course curriculum Manpower Planning and Personnel Policy (J-601). This is a group assignment, which was assigned after a series of shed light on lectures and case studies. Thank you for put outing us the opportunity to prep atomic number 18 this report. We instruct the chance to apply our theoretical k straightawayledge which pull up s deliberates surely expect us in expert stead.We hope that despite of the limitations, this report will give a fare idea regarding Recruitment and Selection Process of an plaque to the interested readers. W e will be glad to clarify queries if you bedevil each. Finally, we thank you again for providing us the opportunity to carry out such study. Sincerely yours, Md. Hafizur Rahman Faruque Ahmed Recruitment and Selection Process of Incepta Pharmaceuticals Ltd. Prepared for Homayara L. Ahmed Course Instructor Manpower Planning and Personnel Policy (J-601) Prepared by Md. Hafizur Rahman M1112023Faruque Ahmed M1112038 MBA-12 BANGLADESH UNIVERSITY OF PROFESSIONALS Mirpur Cantonment, Dhaka September 30, 2012 Executive Summary Incepta Pharmaceuticals Ltd. is a stellar(a) pharmaceutic association in Bangladesh which established in the year 1999. today they are exporting their products in 57 countries. Around 4000 individuals from diverse disciplines are working in the company. To attain the goals and objectives, Incepta Pharma choose the unspoilt great deal both from internecine and external sources. Only for entre assume aim employees they physical exercise external enlisting and filling mental subroutinees.Their external inscribement sources are universities and opposite organizations. Recruitment methods are job fair, campus recruitment, internships, advertisement, employee referrals. They drill colossal interview method as plectrum tool. Person/organization staffing model is get priority in the excerpt do. For middle and of age(p) train employees they follow promotion system establish performance and experience. They always select employee referral. The main key factor of the conquest of Incepta Pharma is strong friendly and co-operative working surroundings.Employees share their tasks with each other. In suddenly va toleratecies of employment, employees work like aggroup. CHAPTER ONE 1. Introduction Recruitment is the exploit of identifying that the organization deals to employ virtuallyone up to the point at which application forms for the post have arrived at the organization. Selection then consists of the processes compound in choosing from appliers a suit fit candidate to fill a post. Recruitment and selection is the core objectives of HR division of an organization.To attain the goals of an organization choosing the mighty people in right at time right outer space is rattling important. Incepta follow their own recruitment and selection process to part up the best candidates which adjusted their organizational culture. They believe in team work. Employees share their work each other and help to understanding the tasks. They physical body a very co-operative and friendly environment which is the main ingredient to carry through their ultimate goals & objectives. 1. 1 Background of Incepta Pharmaceuticals Ltd. Incepta Pharmaceuticals Ltd. s a leading pharmaceutical company in Bangladesh established in the year 1999. Incepta began its operation with a handful of highly skilled and dedicated masters guided by an able leadership. Proper strategic planning, technical excellence, swift and well-t imed(a) decisions helped them achieve their objectives leading to much faster growth. Incepta was able to anticipate the need of the market and earmark the right product at the right time. High focus on R&D investment from the very beginning made possible the introduction of quality products ahead of its competitors in most cases. Incepta Pharmaceuticals Ltd. s now the 2nd bear-sizedst Pharmaceuticals company of the country and recognized as the fas block out developing of the give-up the ghost five manufacturing company in the country. . The company produces various types of superman forms which include tablets, capsules, oral liquids, ampoules, dry powder vials, powder for suspension, nasal sprays, eyeball drops, creams, ointments, lotions, gels, prefilled syringes, liquid filled hard gelatin capsules, lyophilized injections, piece vaccine etc. Since its inception, Incepta has been launching new and innovative products in order to suffer unmet demand of the medical exam community.The focus has always been to bring new, more technologically advanced molecules and innovative dosage forms to the country. Headcounts To achieve their purpose and mission, they affirm their determine of integrity, respect for people, innovation, performance and leadership. Around 4000 individuals from diverse disciplines including pharmacy, microbiology, MBA, Accounting, Engineering and Medicine are working nationwide under the umbrella of Incepta. All the skilled and professional personnel are set at their very appropriate liable positions. . 2 Objectives of the Study * To learn about the real-life practices of recruitment and selection process practiced in incepta Pharmaceuticals Ltd. * To learn about the selection tools used and do a cursory analysis of the boldness/reliability of these tools. 1. 3 methodological analysis and Sources of Data Primary data We stashed information about recruitment and selection process of Inceta Pharma by face to faces interview. Md. Iftakhairul Alam Shehab Asst. Officer, Human Resources overlap the recruitment & selection process of incepta with us.Secondary data From the website of Incepta Pharma, we collected their background and some other information. 1. 4 Scope of Our Study This report is inclined(p) besides the basis of Head office of Incepta Pharma which situated in Tejgaon, Dhaka. fundamentally we dont emphasize on their whole industrial recruitment and selection process. CHAPTER TWO 2. Recruitment To attain the ultimate goals and objectives of an organization, recruiting the right people is very important. Recruiting brings together those with jobs to fill and those seeking jobs. 2. Recruitment Sources This is the first grade in the recruitment and selection process. Sourcing candidates means organization employment specializer is using a variety of methods to find fit candidates for job vacancies. Sourcing can be done via online advertising on job and career sites or professional networking and participation in trade associations. Another creative sourcing proficiency employment specialists utilize is monitoring employment changes at industry competitors to recruit applicators familiar with the same type of business you are operating.So recruitment sources are * Internal Searches * Employee Referrals/Recommendations * External Searches * Alternatives The main external recruitment sources for entry train employees of Incepta Pharma are Universities, Other organizations. For entry train employees universities are good recruitment sources. Incepta pharmaceuticals is a reputed organization and maintain good working environment so employees of other organizations are also eager to join the organization. For mid and senior direct they go for internal recruitment. 2. 2 Communication contentednessThere are about three types of put acrosss (Traditional, Realistic job view and targeted), organization may use to provide information that will clear a significant pool of qualif ied candidates and discourage unqualified ones from applying. Incepta Pharma normally use realistic job preview type message in their advertisement. 2. 3 Recruitment Method 2. 3. 1Entry Level Incepta Pharma use job fair, campus recruitment, internship (mainly for pharmacists) advertisement, employee referral method for external recruitment. They use university teachers referral for pharmacists recruitment. pickaxe Basis Generally for medical promotion officer (MPO) they give news paper advertisement. Here they need higher yield ratio because when applicants understand the righteousness and challenges during training cessation most of them switch the job. They use employee referral because it is exist rough-and-ready and these types of candidates also have to cross an extensive selection process for final selection. So on that point is no hap of nepotism. They use job fair and campus recruitment because the processes overlook less time and the methods are targeted.By using in ternship they can evaluate an applicant practically. Challenges of the Methods Except advertisement by using job fair, campus recruitment, internship, employee referral methods they are acquire only limited applicants but a vast number of applicant are not coming to their applicants pool. So there is most possibility the organization is depriving from more cost-efficient candidates. 2. 3. 2 Mid and senior take The organization follows promotion system for mid and senior level employees. When the company was started they followed head hunting for mid and senior level employees. besides now they use internal sources for mid and senior level employees recruitment. Mid and senior level employees turnover is rare in the incepta. When any mid and senior level employee turnover or dead then responsibility of that person is divided up by his/ her team because they would like to do team work. Then the vacuum cleaner post is filled up by promotion system on performance basis. They do not follow success plan culture. Choice basis If they use external recruitment processes for mid and senior level employees it will be time consuming and new employees will take time to adapt the environment.So it is not good for mid and senior level employees. As they would like to do team work the employees know the duties and responsibility of their boss and colleague. So they can easily share duties and responsibility when a mid or senior level employee turnoff or dead. Challenges If any time for uncertain situation turnover of mid or senior level is high then it difficult to share duties and responsibility among the employees. They may face to problem for development/succession plan as they are following internal recruitment process. CHAPTER THREESelection 3. 1 Selection Selection of right people from vast number of candidates is a very difficult task. If there is continuous recruitment and selection process year round of an organization, those essential have recruitment and sele ction department. Otherwise some organizations transfer their recruitment and selection responsibilities to the recruiting firm and they pay huge for it. Incepta Pharma handle their recruiting process own. Choice Basis of Selection Tools For Initial Assessment Incepta Pharma overview Resumes and shell out Letters of a candidate.They take write test when a large number of employees are recruited. But for two or three employees they collect CV from CV bank and employee referral and start first interview. Though they prefer employee referral there is no possibility of nepotism because the applicants have to overcome an extensive selection process to get final job wish. So only efficient candidates are selected for their job. 3. 2. 1 Resumes and Cover Letters All educational, previous experiences, duplication curriculum activities and other required information are written in resumes and cover letters.And information needs to be verified by other predictors to ensure accuracy and co mpleteness. Generally organization uses this selection tool to initial assessment of large number of candidates. But sometimes there is a possibility of falsification and misrepresentation of information in resumes and cover letters. business with resumes and cover letters Though resumes and cover letters is the most cost effective method of selection but in words of validity or reliability is very low. Someone may be prepared his/her CV by other.Real work skills or knowledge cannot be calculated through this method. 3. 2. 2 Interview Method Any confusion/ admiration is dissolved with the face to face meeting between employers and candidates. Interview is very important to evaluate person/ job match. For making the interview effective organization should follows these rules * communicate questions assessing most basic KSAOs * Sticking to basic, fundamental questions suitable for making rough cuts rather than subjective questions * Keeping interviews brief * Asking same questions of all applicants * Useing a standard scoring guideHowever it is almost unrealistic to judge qualified candidates without Job Knowledge Tests and Performance Tests and Work Samples. But Incepta Pharma take only resumes and interview for selecting their qualified employees most of the cases. They take 3 step descriptive interview for choose their appropriate candidates. 3. 3 Selection Process The selection process typically consists of eight stairs 1. Initial screening interview 2. Completion of the application form 3. utilization tests 4. Comprehensive interview 5. Background investigation 6. Conditional job offer 7. Medical/physical exam . Permanent job offer For entry level employees selection Incepta Pharma follow following sequence show of CV v Screening of CV v Written test v 1st interview by HR head v 2nd interview by head of the department v third interview by director v Conditional job offer v Final job offer Fig Selection process for entry level employee of Incepta ph armaceuticals Ltd. Always they do not take written test. It depends on number and types of the employees. CHAPTER FOUR ConclusionIncepta pharmaceuticals Ltd. Wants to be research based worldwide pharmaceutical company and a highly efficient generic manufacturer. Now they are 2nd largest pharmaceuticals company in the country and exporting their products in the abroad (57 countries). But they started their business from 1999. They are fastest growing of the top five manufacturing company in the country. The market position they gained within fewer years only possible by highly skilled and dedicated professionals who can take Proper strategic planning, technical excellence, swift and timely decisions guided by an able leadership.The most important factor that takes an organization in a leading position is its efficient and right human resources. Incepta obtained their skilled and experience human resources by well structured, concurrent and extensive recruitment and selection proces ses. They have own distinct recruitment and selection process. They prefer internal referral to pick up appropriate employee for their organization. Question may arise have they maintain nepotism and favoritism. Yes they use nepotism and favoritism in efficient and effective manner to draw attention of sufficient candidates who will be resources in future.