A Project Report On Recruitment and Selection in GlaxoSmithKline Pharmaceuticals .......
A Project Report On Recruitment and Selection in GlaxoSmithKline Pharmaceuticals .......
A Project Report On Recruitment and Selection in GlaxoSmithKline Pharmaceuticals .......
ACKNOWLEDGEMENT
Gratitude is not a thing of expression; it is more matter of feeling. To acknowledge, it would be a word too small for the help and guidance extended by all the people involved in my mentors. There is always a sense of gratitude which one express towards others for their help and supervision in achieving the goals. This formal piece of acknowledgement is an attempt to express the feeling of gratitude towards people who help me in successfully completing of my training. My success at GlaxoSmithKline pharmaceutical limited was because of the contribution and guide provided to me by the institute itself. My sincere acknowledgements are due to them. To begin with, I would first like to thank to Mr. Satish Desai (H.R. Manager) for giving their precious time and relevant information and experience, I required without which the project would have been incomplete.
Executive Summary
The objective of the study is to analyze the actual recruitment process GlaxoSmithKline Pharmaceutical limited and to evaluate how far this process confirms to the purposes underlying the operational aspects of the industry. How far this process is accepted by it? The study on recruitment highlights the need of recruitment in GlaxoSmithKline Pharmaceutical Limited. Human Resource is a most valuable asset in the Organisation. Profitability of the Organization depends on its utilization is done properly Organization will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business. So right man should procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job does is highly essential. This information is obtained through Job Analysis, Job Description, and Job specifications. GlaxoSmithKline Pharmaceutical Limited procures manpower in a very scientific manner. It gets information by use of these important documents like Job Analysis, Job descriptions and Job specifications. Without these recruitment may be unsuccessful.
Headquartered in the UK and with operations based in the US, GSK is one of the industry leaders, with an estimated seven per cent of the worlds pharmaceutical market.
But being a leader brings responsibility. This means that GSK care about the impact that its have on the people and places touched by our mission to improve health around the world.
It also means that GSK must help developing countries where debilitating disease affects millions of people and access to life-changing medicines and vaccines is a problem. To meet this challenge, we are committed to providing discount medicines where they are needed the most.
As a company with a firm foundation in science, GSK have a flair for research and a track record of turning that research into powerful, marketable drugs. Every hour GSK spend more than 300,000 (USS562, 000) to find new medicines.
GSK produces medicines that treat six major disease areas asthma, virus control, infections, mental health, diabetes and digestive conditions. In addition, GSK is a leader in the important area of vaccines and is developing new treatments for cancer.
GSK also market other products, many of which are among the market leaders:
y Over-the-counter (OTC) medicines including Gaviscon and Panadol y Dental products such as Aqua fresh and Macleans y Smoking control products Nicorette/Niquitin
y
Mission
GSKs mission is to improve the quality of human life by enabling people to do more, feel better and live longer
Spirit
GSK undertake our quest with the enthusiasm of entrepreneurs excited by the constant search for innovation we value performance achieved with integrity. We will attain success as a world class global leader with
each and every one of our people contributing with passion and unmatched senses of urgency
Business Drivers
GSK face a highly competitive marketplace, populated by other excellent companies, with their own gifted people, and their own determination to succeed. GSK will beat the competition by achieving excellence in five areas that are primary drivers for our business.
Vision
GSK vision for the future is powered by their business drivers. It finds purpose and direction with their strategic intent. It is guided by our corporate culture that places people and capabilities and the pivot that changes and transforms situations.
To ensure the optimum utilization of resources, the companys operations have been divided in to various divisions Pharmaceuticals, Family Products, Production and Business Development. These operating Divisions receive support from finance and secretarial, personnel, technical and the other corporate services.
The company has five manufacturing units. Three are in Maharashtra. The factory at Worli, Mumbai, manufactures vaccines and pharmaceutical formulations. The Thane unit is for basic drugs manufacture, and the manufacture of formulations and fine formulations is undertaken. In Aligarh, Uttar Pradesh, special foods are manufactured and at Ankleshwar, Gujrat, basic drugs. The Head Office is at the Worli Establishment in Bombay and there are four branches and seventeen odd depots.
About Products
y Prescription medicines
Their pharmaceutical products include treatments for Asthma, HIV/AIDS, Malaria, Depression, Migraine, Diabetes, Heart failure, Digestive conditions and Cancer.
Vaccines
They also market over 25 vaccines to protect against illnesses such as hepatitis A and B, Diptheria, Tetanus, Whooping Cough, Typhoid and Influenza. Over 1300 of their scientists are dedicated to developing new vaccines.
Consumer Healthcare
They bring dental health products, over-the-counter medicines and nutritional drinks to millions of people. Many of our brands, such as Panadol, Aquafresh and Lucozade are familiar around the world.
Glaxos Research and Development The company continues to lay emphasis on development of costeffective technologies for the manufacture of bulk drugs. Several improvements have been made in the production processes of bulk drugs manufactured at the Thane and Ankleshwar plants. Glaxos Corporate Quality Policy Quality is of paramount importance to the success of our business. y The policy of the Glaxo group of complaints is to ensure that
customers worldwide receive products and services which are safe, effective and of the highest quality. y Their concept of Quality requires the adoption of a wide view of
quality and must not be confined to compliance with specification. The principles of Quality Assurance must be applied to all activities and systems from pharmaceutical product design and development through production, distribution and marketing, with continual evaluation and improvement, so generating customer confidence that the highest standards of quality are consistently achieved.
to achieving the corporate quality requirement. In an increasingly competitive environment our future depends on our reputation for quality and commitment to our customers. y This policy statement applies to all Glaxo group and associated
companies involved in the manufacture and / or distribution of primary and secondary products.
Introduction
HRP helps determine the number and type of people in an organisation needs. Job analysis and job design specify the task and duties of job and qualification expected from prospective jobholders. The next logical step is to hire the right number of people of the right type to fill the jobs. Hiring involves two broad groups of activities: y Recruitment y Selection Recruitment and selection needs can be explained in the diagram given below:
Recruitment Meaning and Definition :Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition of recruitment is: It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their application are submitted. The result is the pool of applicants from which new employees are selected
Purpose and Importance:Determine the present and future requirements in conjunction with personnel planning and job analysis activities. Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase success rate of selection process by reducing number of underqualified or over-qualified applications. Reduce the probability that job applicants once selected would leave shortly Meet legal and social obligations Identify and prepare potential job applicants Evaluate effectiveness of various recruitment techniques and sources for job applicants.
Factors Governing Recruitment:Given its key role and visibility, recruitment is naturally subject to influence of several factors. These include external as well as internal factors.
4. Cost
Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.
2. LABOUR MARKET
Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.
3. IMAGE/GOODWILL
Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up.
4. POLITICAL-SOCIAL-LEGAL-ENVIRONMENT
Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.
5. UNEMPLOYMENT-RATE
One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.
6. COMPETITORS
The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors.