Human Resource Management and Human Resource Development Definition: HRM is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier. We have chosen the term “art and science” as HRN is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required. Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. HRD programs create a team of well-trained, efficient and capable managers and subordinates. Such team constitutes an important asset of an enterprise. One organisation is different from another mainly because of the people (employees)working there in. According to Peter F. Drucker, "The prosperity, if not the survival of any business depends on the performance of its managers of tomorrow." The human resource should be nurtured and used for the benefit of the organisation. tH R Mi , organization: e Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. It can also be performed by line managers. « Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction andthe accomplishment of the organization's goals and objectives. Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value. « The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources -- for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure thatemployees have - and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. e HRM is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that it“s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals. Advantages / Importance of HR: e Meeting manpower needs: Every Organisation needs adequate and properly qualified staff for the conduct of regular business activities. Imaginative HRP is needed in order to meet the growing and changing human resource needs of an organisation. e Replacement of manpower: The existing manpower in an Organisation is affected due tovarious reasons such as retirement and removal of employees and labour turnover. HRP is needed to estimate the shortfall in the manpower requirement and also for making suitable arrangements for the recruitment and appointment of new staff. Meeting growing manpower needs: The expansion or modernisation programme may be undertaken by the enterprise. Manpower planning is needed in order to forecast and meet additional manpower requirement due to expansion and growth needs through recruitment and suitable training programs. Meeting challenges of technological environment: HRP is helpful in effective use of technological progress. To meet the challenge of new technology existing employees need to be retrained and new employees may be recruited. Coping with change: HRP enables an enterprise to cope with changes in competitive forces, markets, products, and technology and government regulations. Such changes generate changes in job content, skill, numberand type of personals. Increasing investment in HR: An employee who picks up skills and abilities becomes a valuable resource because an organisation makes investments in its manpower either through direct training or job assignments. Adjusting manpower requirements: A situation may develop in; an organisation when there will be surplus staff in one department and shortage of staff in some other department. Transfers and promotions are made for meeting such situations. Recruitment and selection of employees: HRP suggests the type of manpower required in an organisation with necessary details. This facilitates recruitment and selection of suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests and procedures is also possible as per the manpower requirements. Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in different departments as per the qualifications and also as per the need of different departments. Surplus or shortage ofmanpower Is avoided and this ensures optimum utilization of available manpower. Training of manpower: HRP is helpful in selection and training activities. It ensures that adequate numbers of persons are trained to fill up the future vacancies in the Organisation. Recruitment and Selection Process C lete R ; lif Levels of Companies Technologies and Domineer Portal Explanation Explanation of Job Description and Analyzing of Requirement Sourcing of Profiles from Portals Screening of profiles as per the requirement Calling the Candidates Formatting of profiles and Tracker's Preparation Maintenance of Database Training and Development Concept of Training and DevelopmentTraining Needs Identification Process Designing Annual Training Plans Training Execution Designing Employee Development Initiatives Designing Supervisory Development Programs Designing Management Development Programs What is Training ROI and how to Calculate Introduction to Best Trainer Skills, Knowledge and Abilities Induction and Orientation How to Design Induction Programs and Execution How to Design on the Job Training Programs and Monitoring How to evaluate effectiveness of Induction and on the Job Training Programs Probation Confirmation and HR Role Team Management Skills Understanding What is a Team Understanding Team Development Stages+ Understanding Team Development Stages + What is your Team Membership Orientation + How to improve your effectiveness as Team Member What is Team Leadership + Understanding my Orientation HR Recruitment: According to Edwin Flippo, "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the Organisation." Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. 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. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following CRUITMEN Ree == THE =a ChIALUENGE management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews,etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector Need for Recruitment The need for recruitment may be due to the following reasons / situations « Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and labour turnover. « Creation of new vacancies: due to growth, expansion and diversification of business activities of an enterprise. e In addition, new vacancies are possible due to Job respecification. The recruitment and selection is the major tunction of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews andrequires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled + Number of persons + Duties to be performed - Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates.e Conducting the interview and decision making The HR Role in Recruitment changed and HRM: « Decides about the design of the recruitment processes and to decide about the split of roles and responsibilities between Human Resources and Hiring Manager e Decides about the right profile of the candidate e Decides about the sources of candidates Decides about the measures to be monitored to measure the success of the process. A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal. But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The role of HR in Recruitment is very important asHRM is the function to work on the development of the recruitment process and to make the process very competitive on the market. As the job market gets more and more competitive, the clearly defined HR Role in Recruitment will be growing quickly. HRM is not a function to conduct all the interviews today, the main role of Human Resources Is to make the recruitment process more attractive and competitive on the job market. Scope of HR Recruitment: e HR jobs are one of most important tasks in any company or organization. ¢ To structure the Recruitment policy of company for different categories of employees. « To analyses the recruitment policy of the organization. e To compare the Recruitment policy with general policy. e To provide a systematic recruitment process.e It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. e It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres. Arecruitment agency provides you with career counseling which renders a crystal clear picture of what are the possible career options out there for you and which job option suits you the best. Object r e To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. ¢ Recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.¢ Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. « Recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. e The recruitment process exists as the organization hire new people, who are aligned with the expectations and they can fit into the organization quickly. Advantage of Outsourcing RecruitmentHiring of Consultancy Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing helps the HR professionals of the organisations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts, time and money on the routine work. + Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sizedorganizations. The major advantages of outsourcing performance management are: Result Qualitative/Quantitative + Cost Reduction +» Hiring of consultancy + Focus Management Effort * Time saving of Company Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as well as the consultancies that provide the service to the corporate. Apart from increasing their revenues, outsourcing provides business opportunities to the service providers, enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise. The advantages accruing to the corporate are: * Turning the management's focus to strategic level processes of HRM * Accessibility to the expertise of the service providers* Freedom from red tape and adhering to strict rules and regulations + Optimal resource utilisation * Structured and fair performance management. + Asatisfied and, hence, highly productive employees * Value creation, operational flexibility and competitive advantage Therefore outsourcing helps both the organisations and the consultancies to grow and perform better. Changing Role of Recruitment Intermediaries: Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers. But at the same time, one of the major threats faced by this industry is the growing popularity of e-recruitment. With the changing demand, technologies and the penetration and increasinguse of internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role, functions and the services. According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of application portal on their companys official website. Apart from that, the emerging popularity of the job portals is also growing. But the fact that the intermediaries or the consultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented candidates and the structured recruitment processes. The recruitment intermediaries save the organisations from the tedious of weeding out unsuitable resumes, co- coordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment.To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing vale added services to the organisations. They are incorporating the use of internet and job portals, making their services more efficient. Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future. Recruitment Management System Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organisation. It is one of the technological tools facilitated by the information management systems to the HR of organisations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. The features, functions and major benefits of the recruitment management system are 4explained below:¢ Structure and systematically organize the entire recruitment processes. « Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. * Helps to reduce the time-per-hire and cost-per- hire. e Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process. e Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes.+ Understand client's business and culture + Understand the job/position specifications + Understand roles and responsibilities of the prospective candidate * Develop a search plan and review with the client 2. Candidate Identification —Identify target sources — Extensive organization mapping, research & database search of the profile Provide status report to client about the available talent pool 3. Candidate assessment and Presentation Screen and evaluate candidates e Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit Discuss the shortlist with the client and send resumes4. Candidate interview, selection & Presentation of Offer + Facilitate interviews with the client Obtain feedback Participate in decision making process Provide inputs on candidate's desired compensation 5. Closure & Follow up Negotiate offer acceptance Execute Reference check, Compensation & Job Level Discussions Coordinate Joining Formalities and on boarding as per predefined date Closing review to understand client's level of satisfaction. HR Telephonic Interview Questions: + Tell me about yourself ? + Are you working somewhere or not ? * If working - Tell me about your job profile? + If Not working - Are you interested to work in our organisation?+ How much current CTC, you're getting in current organization? + How much you"re expecting form new organization? + How the notice period you required if you are selected? ¢ Why did you want to resign from your previous job? HR Challenges in Recruitment Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals — handling the recruitment function of the organisation- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching andraiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organisations. The major challenges faced by the HR in recruitment are: ¢ Adaptability to globalization - The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process e Lack of motivation — Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.¢ Process analysis — The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. e Strategic prioritization —- The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.Research MethodologyRESEARCH Research is common parlance refresh to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. The Advanced Learner's dictionary of current English lay down the meaning research is “a careful investigation and inquiry especially through search for new facts in any branch knowledge”. Introduction of the problem: To study the Selection & Recruitment at Asian Vivekanand Superspecialty Hospital. Research is an academic activity and as such the term should be used in a technical sense. According to Clifford woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions and reaching conclusion; and at last carefully testing the conclusion to determine whether they fit the formulating hypothesis.The systematic approach concerning generalization and the formulation of theory is also research. As such the term “Research” refers to the systematic method consisting of enunciating the problem, formulating a hypothesis, collecting the facts of data, analyzing the facts and reaching certain conclusion either in the form of solution towards the concerned problem or certain in certain generalization for some theoretical formulation. TYPES OF RESEARCH There are the following types of research, which are as follows:- 1. Descriptive vs. Analytical: Descriptive research includes surveys and fact- finding enquiries of different kinds. The majors’ purpose of descriptive research is description the set of affairs it exists at present. In analytical research, on the other hand, the research has to use facts or information already available, and analyze these to use fact or information already available, and analyze these to make a critical evaluation of material. 2. Applied vs, Fundamental: Research can either be applied research Or fundamental research. Applied research aims at finding a solution for an immediate problem facing a society or Industry/ation,Whereas Fundamental research is mainly concern with generalization and with the formulation of a theory. 3. Quantitative vs. Qualitative: Quantitative research is based on the Measurement of quantity or amount. It is applicable to phenomena that can be expressed in terms of quantity. Qualitative research, on the other hand is concerned with Qualitative phenomenon, that is, phenomenon relating to or involving quality or kind. 4. Conceptual vs. Empirical: Conceptual research is that related some Abstract idea or theory. It is generally used by philosophers and thinkers to develop new concepts or to reinterpret existing ones. On the other hand, Empirical research realizes on experience or observation alone, often without due regard for system and theory. It is a data based research. RESEARCH DESIGN “(A research design is the arrangement of conditions for collection and analyses of data ina manner that aims to combined relevance to the research purpose with economy in procedure”. In fact, the research design is the conceptual structure within which research is conducted; It isconstitute the blue print for the collection, measurement and analyses of data. DATA SOURCES The task of data collection begins after a research problem has been defined and research design/ plan chalked out. While deciding about the method of data collection to be used for study, the researcher should keep in mind two types of data. 1. Primary data 2. Secondary data 1. Primary data: These data are collected fresh & for the first time and thus happen to be original in character. Data collected by the investigator himself/ herself for a specific purpose. 2. Secondary data: These data are already collected by someone else and which have already been passed through the statistical process. The researcher would have to decide which sort of data he would be using for his study and accordingly he will have to select one or other method of data collection. Collection of Primary data :I collect primary data during the course of doing Internship in an experimental research but in case we do research of the descriptive nature and perform surveys, whether sample survey or census surveys, then we can obtain primary data either through observation or through personal interviews. This in other words means that there are several other methods of collecting data, particularly in surveys & descriptive researches. Important ones are: 1. Through questionnaire 2. Interview method 3. Observation method 4. Through schedules 5. Other methods Collection of secondary data Secondary data means data that are already available I.e.; they refer to data, which have already been collected and analyzed by someone else. When the researcher utilizes secondary data, then he has to look into various sources fromwhere he can obtain them. In this case he is certainly not confronted with the problems that are usually associated with the collection of original data. Secondary data may either be published data or unpublished data. Usually published data are available in: * Various publications of central, state and local governments. * Various publications of foreign governments or of international bodies and their subsidiary organizations. * Technical and trade journals. * Books, magazines and newspapers etc * Reports and publication of various Hospitals. * Reports prepared by research scholars, universities, economists etc * Public records and statistics.My Research is based on secondary data also which we have collected from various sources: * Annual reports + Websites + Journals + Previous Questionnaire In this research project, secondary data were used. Magazines, journals, annual reports, statements and periodicals were consulted to fetch the information about Selection & Recruitment. Research project is also based on the information collected from various websites and e-links.Data Analysis And InterpretationChart : 1 INTERPRETITION:- The above Pie Diagram shows that 70% of respondents adopts the process of recruitment & selection in their organization where as 20% don’t adopts and the rest 10% don’t know about it.Q2. If yes than how many stages are Involved In selecting the candidates? Answer : One () Two () Three () More than three () Sr. No. Options Percentage 1 ‘One a 2 Two 10 3 0 Three 4 More than Three 70 Table No. 02 @ ONE @ WO @ THREE CHART : 2 @ FouRINTERPRETITION: The above pie chart shows that 70% of respondents said that there are more than 3 stages in selection process. Where as 10% agreed to two stages, again 10% agreed to one stage and rest 10% agreed to three stages. Q3. Do you follow different recruitment process for different types of employees? Answer : Yes () No () Cannot Say () Sr.No.| OPtions percentage! 1 wo 60 No 20 3__|CannotSay| 20 Table No. 03 ers © x0 @ cor CHART : 3INTERPRETITION: The above pie chart shows that 60% of the respondents a followed different recruitment process for different types of employees where as 20% of respondents didn’t followed different recruitment process for different types of employees and rest 20% was not sure. Q 4, Is the organization doing timely recruitments & Selection Process? Answer : Yes () No () Cannot Say () Sr. No. Options Percentage 1 Yes 50 2 No 20 2 Cannot Say so Table No. 04 @ Yes @ NO @ CANNOT SAYINTERPRETITION: The above pie chart shows that 50% respondents sald yes organization doing timely recruitments & Selection Process, 20% said No, 30% said cannot Say. Q5. Is the HR department efficient In designing the Selection policy of the employees? Answer : Yes ( ) No ( ) Cannot Say ( ) Sr. No. Options Percentage 1 2 Yes No 60 30 3 Cannot Say 10 Table No. 05 @ yes @ No @ CANNOT SAY CHART : 5INTERPRETITION: The above pie chart shows that 50% respondents said that Yes HR department efficient in designing the Selection policy of the employees, 20% said No, 30% said cannot Say. Q6. Which amongst the following person takes final decision for selecting the employees? Answer : HR Manager () Recrulting manager () All Level manager () Any Other () @ HRMANAGER RECRUITING MGR ALL LEVEL MGR ANY OTHER CHART : 6 Sr. No. Options Percentage 4 HR Manager 40 2 |Recruiting Manager 40 3 All level Manager 10 4 Any Other 10 Table No. 06INTERPRETITION:The above pie chart shows that 40% respondents said that HR Manager takes final decision for selecting the employees, 40% said Recruiting Manager, 10% said All level Manager 10% say Any Other. Q7. Is the medical examination necessary for selecting an employee? Answer : Yes () No () Cannot Say () Sr.No. | Options _| Percentage 1 Yes 70 2 No 20 3 |CannotSay| 10 Table No. 07 @ YES @ NO @ CANNOT SAY CHART :7 INTERPRETITION:The pie chart shows that 20% respondents said Yes medical examination necessary for selecting an employee, 30% said No, 50% said cannot Say.Q 8. Are you satisfied with the recruitment & selection policy of your company? Answer : Yes () No () Cannot Say () Sr. Percenta No. Options ge 1 Yes 50 2 No 20 Cannot 3 Say 30 Table No. 08 @ Yes @ No @ CANNoT SAY CHART :8 INTERPRETIRION:The above pie chart shows that 50% respondents said that Yes they satisfied with the recruitment & selection policy of your company, 20% said No, 30% said cannot Say. Q 09. Are the important guidelines & technical support available in your organization? Answer : Yes () No () Cannot Say ()Findings, Conclusion, Suggestions, LimitationConclusion, Suggestions, Limitation FINDINGS: After a thorough study and discussion on the Organization recruitment & selection policy, to know its effectiveness in the organization a self designed questionnaire has been prepared to gather the views of employees. The questionnaire contains 13 questions related to recruitment & selection topic. The questionnaire has been distributed to 30 employees from various departments of various hospital and asked them to answer thequestions by selection the given choices. The responses of all the questions were summed up from all the answered questionnaires. These summed up responses were calculated to derive the percentages to make the Interpretation more meaningful, being represented In the form of ple chart. These are the findings: 1. The process of recruitment & selection which is followed by the organisation is helpful to meet the organisation manpower requirement to some extent. 2. The company should follow three stages in recruitment and selection process. 3. The company follow different recruitment process for different types of employees. 4. The organization is doing timely recruitments & Selection Process. ow . The HR department is efficient in designing the Selection policy of the employees.6. HR manager and recruiting manager takes final decision for selecting the employees. 7. In the organization medical examination is necessary for selecting an employee. 8. Employees said that they get Bonus incentives and perquisite rewards from the company. 9. The employees are satisfied with the recruitment & selection policy of their company. 10. Important guidelines & technical support available in their organization. 11.Company provide incentives to the employees. 12.There is a facility of felicitating an employee for long service in the felicitate organization. 13.Adequate performance of HR department in recruitment & selection process.NCLUSION: In conclusion it may be observed that the recruitment process of any company is an expression of intent and plans of management's design to attain the objectives of an organization and guide for management’s decisions plan of action and which governs the enterprise in its relationship with its employees. As we all know human resource is the most important part of any organization for its proper functioning. So it’s very necessary to have a well trained employees. So that they are fully fit for the jobs they are assigned to. In modern industrial organization the need for training of employees Is also widely recognized so as to keep the employees in touch with the new technological development. Hence every company must have a systematic training programmer for the growth and development of its employees. This study brings us to the conclusion that careful selection is very important for the growth and development of any organization. Because the success of the company Is depends on the employees, so the employee should be able to manage the things. The working efficiency and morale of the employees should be increased so that their productivity Is stepped up, the cost of production brought down and the quality of production improved. Every member should create an atmosphere of respect tor the human personality and human relations. By doing this project | have come to know that how training plays a vital role for the employees as well as for the organizations development/a skill acquired through training Is an asset for the organization and for the employees as well. In ASIAN VIVEKANAND SUPER SPECIALTY HOSPITAL most of the employees Teel that the HR department Is good. About Most of the managers says that they prefer both internal as well asexternal source for recruitment. About Most of the mangers go for direct recruitment and less number for mangers prefer indirect or third party. Mostly the manpower planning Is done Quarterly. ASIAN VIVEKANAND SUPER SPECIALTY HOSPITAL prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies. There varlous HR practices followed in the organization by having the study we can understand the type of program are conducted for the newly joined employees.SUGGESTIONS The outcome of the study illustrates that ASIAN VIVEKANAND SUPER SPECIALTY HOSPITAL has a good recruitment policy where the employees are recruited by each department as per the requirement from time to time. But there is still a scope for improvement of its recruitment policy. The following are some of the suggestion which enables the company to enhance its recruitment methodology. Time management is very essential and it should not be ignored at any level of the process. Recruitment policy is satisfactory in AVSSH but the periodicity of recruitment is being more which needs to be reduced. Communication, personal and technical skills need to be tested for employees The company needs to further focus on talent auditions and job fairs. The organization cannot develop a recruitment strategy without simultaneously formulating an employee retention plan. It is one thing to attract workers, but quite another to retain them.