Executive Summery Effective recruitment, selection and retention are critical to organizational success. They enable companies to have high performing employees who are satisfied with their jobs, thus contributing positively to the organization. On the contrary, in-effective recruitment methodology, selection and retention would result in mismatches which can have negative consequences for an organization. A misfit who is not in tune with organization’s philosophies and goals can reduce output, productivity, customer satisfaction, relationship and over all quality of work. Training a wrong hire can also be expensive.
Effective recruitment is therefore not only the first step towards organizational excellence, but important cost control mechanisms as well. INTRODUCTION The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience.
While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term “Recruitment” for employment.
These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i. e. , recruited). Background of the Company
The pharmaceutical market of Bangladesh very much dynamic and competitive and is comparable to those of developed countries. It is a matter of great pleasure that this sector successfully fulfils major portion of local demand of pharmaceutical products and at the same time it is moving forward to explore the international market for chemicals and pharmaceuticals products. The contribution of pharmaceuticals companies in Bangladesh to the national economy is encouraging. The investment in this sector is increasing which speaks about the potentiality in this sector.
This sector satisfies the demand of the local market and also goes for export to explore the international market. Nuvista Pharma is one of the well-known performer in Pharmaceticul Industry in Bangladesh. Organon (Bangladesh) Limited has been operating in Bangladesh since 1964. Until 30 June 2006, it was a subsidiary of Organon International, a renowned global bio-pharmaceutical company, concentrating on gynecology, anesthesia, fertility and neuroscience. On 1 July 2006, Organon International divested its entire stake in Organon (Bangladesh) Ltd. o local management. Subsequently the name of the Company was changed to Nuvista Pharma Limited in December 2006. Nuvista Pharma Ltd. markets a specialized range of products, comprising mainly hormones and steroids. It manufactures tablets, capsule and injections at its own manufacturing facilities in Tongi, Gazipur, and also imports finished medicines from Organon International. The company in every other respect remains the same. It continues to import world renowned and trusted Organon brands for the benefit of millions of people in Bangladesh.
Nuvista Pharma Limited also continues to source the highest quality APIs from The Netherlands, other European sources, Japan and the USA to ensure the highest quality of its manufactured medicines. Through the commitment to women’s health care, it has contributed significantly to three areas of vital importance: Contraception, Fertility and Menopause. It has some of the most innovative prescription medicines for Anesthesia, Male Hormone Therapy and Corticosteroids, products that contribute to the health of people and their quality of life.
In Bangladesh, Nuvista Pharma Limited is the market leader in: Commercial Segment of Contraception Plain Corticosteroids Synthetic Oxytocin Progestogens Anabolic Steroids Anti Spasmodics Haemostatics Fertility Anesthesia Hormone Therapy (both Female & Male) Nuvista Pharma Ltd. employs modern technologies in its production and quality control facilities to meet international and local standards and regulations. The Company produces a specialized range of specialized world-class products, mainly hormones and steroids.
A Quality System of global standards is maintained with the assistance of international consultants. Development is a continuous process at Nuvista Pharma Ltd. New equipment and machinery are regularly purchased to increase capacity and improve quality. In 2005, a new 4-storied, state of the art, Quality Assurance and Quality Control building was constructed. In 2007 the tablet facility was upgraded to further strengthen the cGMP status. Major projects are currently in hand to significantly develop and improve the overall manufacturing facilities of the Company.
Recruitment & Selection: 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. ” Recruitment is a ‘linking function’-joining together those with jobs to fill and those seeking jobs.
It is a ‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected. Selection is the process of choosing from a group of applicants those individuals best suited for a particular position. Most managers recognize that employee selection is one of their most difficult, and most important, business decisions. This process involves making a judgment -not about the applicant, but about the fit between the applicant and the job by considering knowledge, skills and abilities and other characteristics required to perform the job Selection procedures are not carried out through standard pattern and steps in this.
Process can vary from organization to organization some steps performed and considered important by one organization can be skipped by other organization Recruitment and Selection Process in Nuvista Pharma Ltd. Recruitment and Selection Policy: Recruitment and selection decisions significantly affect the Company’s ability to meet its business planning needs and strategic objectives. It is important to invest time and energy into recruiting high caliber staff.
The process is two-way; not only are appointment committee members assessing the best person for the position but applicants are also deciding whether the Company is an organization they wish to work in. The costs of a poor selection decision are substantial and often extend over many years. The Company is committed to a systematic approach to recruitment and selection in order to attract, select and appoint the best staff through a fair and merit based process. Senior managers are accountable for ensuring compliance with the Company’s recruitment and selection policy and processes.
It is essential that all staff involved in these processes be given the opportunity to become fully familiar with them. This will maximize their effectiveness and ensure that the Company recruits quality staff on a consistent basis. It will also ensure that recruitment and selection practices reflect our Equal Employment Opportunity Policy and the framework of relevant employment legislation. Company’s recruitment and selection process is the best way to achieve success in the business world. According to Dr.
Stuart Greenfield, contributor to the American Society for Public Administration, “implementing more effective processes to recruit candidates and select ‘the best and the brightest’ will improve one’s ability to meet one’s organization’s human resource needs. ” Scope This policy and procedure applies to continuing appointments and normally to fixed term appointments in excess of one year, but may be appropriate in other circumstances. Purpose
• To ensure a consistent, fair and merit based approach in accordance with Equal Opportunity Policy and relevant employment legislation To meet or exceed business planning needs and strategic objectives
• To maximize the effectiveness of the University’s recruitment and selection practices. Recruitment Process The recruitment process in Nuvista Pharma involves identifying the vacancies, preparing the job description and person specification, advertising, managing the response, short-listing, arranging interviews, conducting interviews, decision making, convey the decision and appointment action. This means that a lot of time and resources have to be invested before the right candidate is selected.
This Process starts with the Job analysis. After Job analysis, they find out the job description that they search from Job incumbent A job description must be returned with the ‘Approval to fill vacancy’ form. Posts will not be advertised without a Job Description. The purpose of job descriptions is to provide clarity as to the scope, purpose, content that the post covers and the range of competence required to be able to fulfils the post. They go through the Job advertisement, CV collection, Initial Scrutiny, Interview Calling and short listing the Candidates.
Job Advertisement: For job advertisement they specially consider the pre sated format of web advertisement. They take the service of Job websites like www. bdjobs. com & www. prothomalo-jobs. com. In case of paper advertisement, they only go for it when they hire Sales Representative for their all depose in all districts. From Job advertisement they get huge responses from the required candidate. They collect the CV from this website and through mail. CV Collection: The recruitment process includes a written test to judge particular skills of a candidate.
A lot can be judged about the candidate from his CV. A proper presentation of his CV in an organized and refined manner speaks a lot about the individual. His mindset and attitude can be judged according to his CV. After collecting the CV they take a scruitining process in CV evolution. Better, experienced and candidates with specific skills and attributes are short listed initially for the interview. Interview Call: Next come to the interview, which is an important and crucial part of the recruitment process. They call the interview via phone. This is also a Telephonic Interview.
The HR Department calls the candidate for interview from the pre selected CV’s. From the Telephonic Interview, they also make a judgment. For interview they select an Interview committee for take interview properly. Concerns like the location of the interview, the time table, the structure of the question strategy, style of taking the interview are decided beforehand so that nothing is left out and all the issues are properly addressed. Short List: After a successful Interview session, they make a Short List of successful Candidates from which they call the candidates for further selection process.
Selection Process Selecting a suitable candidate can be the biggest challenge for any organization. The success of a organization largely depends on its staff. Selection of the right candidate builds the foundation of any organization’s success and helps in reducing turnovers. Though there is no fool proof selection procedure that will ensure low turnover and high profits, Nuvista Pharma Ltd generally follows the following steps – Viva: This is generally the starting point of any employee selection process. Pre selected applicants are called for the Viva.
The Interview team consisting the HR Dept Representative, Department Head, and others managers are taking the Viva of pre selected successful candidates from interview. Final Viva: It helps them in obtaining more information about the prospective employee. It also helps them in interacting with the candidate and judging his communication abilities, his ease of handling pressure etc. The HR Directors & Specific Department Heads taking the final viva of the successful candidate. After successful completion of Final Viva, the successful candidate finally selects by the company for further process. Application Form
A candidate who passes the final viva and is found to be eligible for the job is asked to fill in a formal application form. Such a form is designed in a way that it records the personal as well professional details of the prospective employee. Checking References Most application forms include a section that requires prospective candidates to put down names of a few references. References can be classified into – former employer, former customers, business references, reputable persons. Such references are contacted to get a feedback on the person in question including his behavior, skills, conduct etc.
Credit Checks Nuvista checks the financial condition of a prospective employee. If a person faces the burden of heavy loan or debt, it would want to know that. Physical Examination If all goes well, then at this stage, a physical examination is conducted to make sure that the candidate enjoys sound health and does not suffer from any serious ailment. Job Offer A candidate who clears all the steps is finally considered right for a particular job and is presented with the job offer. An applicant can be dropped at any given stage if considered unfit for the job.
Only after successfully clearing all the hurdles, an applicant can enjoy the feeling of being selected for a particular job in Nuvista Phrama Ltd. Conclusion Workforce planning is vital if a business is to meet its future demands for staff. It allows a business time to train existing staff to take on new responsibilities and to recruit new staff to fill vacancies or to meet skill shortages. Successful businesses realize one of their most important assets is their workforce. Developing a strong, capable employee roster requires a recruitment and selection process that identifies strong candidates both inside and outside the company.