intercontinental journal of human resource … · intercontinental journal of human resource ......

www.icm

rr.or

g

75

Volume 1, Issue 9 (November, 2013)

INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW

Pee

r R

evie

wed

Jo

urn

al o

f In

ter-

Co

nti

nen

tal M

anag

emen

t R

esea

rch

Co

nso

rtiu

m

htt

p:/

/ww

w.ic

mrr

.org

A STUDY ON EFFECTIVENESS OF RECRUITMENT SELECTION PROCESS AT

APOLLO PHARMACY WITH SPECIAL REFERENCE TO CHENNAI

D. SANTHANA KRISHNAN

Assistant Professor, PG Department of International Business, SNR Sons College, Coimbatore -6

ABSTRACT

Recruitment represents the first contact that a company makes with potential employees. It is

through recruitment that many individuals will come to know a company, and eventually decide whether

they wish to work for it. A well-planned and well-managed recruiting effort will result in high-quality

applicants. High-quality employees cannot be selected when better candidates do not know of job

openings, are not interested in working for the company and do not apply. The recruitment process should

inform qualified individuals about employment opportunities, create a positive image of the company,

provide enough information about the jobs so that applicants can make comparisons with their

qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for

the vacant positions.

Key words: Recruitment, staffing, recruitment process, qualified individuals

1. INTRODUCTION

1.1 INTRODUCTION TO CONCEPT OF THE STUDY

Recruitment represents the first contact that a company makes with potential employees. It is

through recruitment that many individuals will come to know a company, and eventually decide whether

they wish to work for it. A well-planned and well-managed recruiting effort will result in high-quality

applicants. High-quality employees cannot be selected when better candidates do not know of job

openings, are not interested in working for the company and do not apply. The recruitment process should

inform qualified individuals about employment opportunities, create a positive image of the company,

provide enough information about the jobs so that applicants can make comparisons with their

qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for

the vacant positions.

The negative consequences of a poor recruitment process speak volumes about its role in an

organization. The failure to generate an adequate number of reasonably qualified applicants can prove

costly in several ways. It can greatly complicate the selection process and may result in lowering of

selection standards. The poor quality of selection means extra cost on training and supervision.

Furthermore, when recruitment fails to meet the organizational needs for talent, a typical response is to

raise entry-level pay scales. This can distort traditional wage and salary relationships in the organization,

resulting in avoidable consequences. Thus, the effectiveness of a recruitment process can play a major

role in determining the resources that must be expended on other HR activities and their ultimate success.

1.2 APOLLO PHARMACIES

It is the largest retail pharmacy chain in India with over 1000 retail outlets in India. Apollo

Pharmacies is moving towards offering e-prescription based services to the end user and the doctor. The

ISSN: 2320-9704- Online ISSN:2347-1662-Print

www.icmrr.org

www.icm

rr.or

g

76



Pee

r R

evie

wed

Jo

urn

al o

f In

ter-

Co

nti

nen

tal M

anag

emen

t R

esea

rch

Co

nso

rtiu

m

htt

p:/

/ww

w.ic

mrr

.org

Apollo Pharmacy Chain, a constituent of Apollo Hospitals Group are happy to introduce ourselves as

pioneers in the field of retail pharmacy with over 1200 outlets at Key locations all over India. Our

Presence currently spans across 18 States. Our round the clock pharmacies have a household name

ensuring the supply of genuine drugs with a focus on catering to the pharmacy needs of the community.

We are on continuous growth path reaching out to new areas are fulfilling the targets ever in the service

of society.

2. REVIEW OF LITERATURE

Andrea Ordanini and Giacomo Silvestri et. al (2008)1 conducted a study on “Recruitment and selection

services: Efficiency and competitive reasons in the outsourcing of HR practices”, this study investigates

the outsourcing decisions of recruiting and selection. It develops a predictive model based on efficiency

drivers, rooted in transaction cost economy (TCE), and competitive motivations, derived from the

resource-based view. This results the relevance of both categories of predictors, but they reveal how

efficiency motivations are more important for the decisions to outsource administrative R&S practices

while competitive issues matter more for the strategic side of R&S activity. Theoretical and managerial

implications are offered on the basis of such evidence.

Wesley A. Scroggins, Steven L. Thotvas, and Jerry A. Morris et al (2008)2 conducted a study on

“Psychological Testing in Personnel Selection, Part II: The Refinement of Methods and Standards in

Employee Selection” examines the development of methods and standards in employment testing with

particular emphasis on selection validity and utility, issues of selection fairness and discrimination in

selection are explored as they relate to psychological testing.

M Sutherland and A. Wocke et al (2011)3, conducted a study on “The Symptoms of and Consequences to

Selection Errors in Recruitment Decisions” find that the ability to select effective human capital has long

been viewed as the bedrock of the human resource function and a driver of organisational success. The

symptoms and attribution of, and the wide-ranging consequences to, these selection errors were

documented. Methods to rectify the selection error and the outcome of those attempts were also explored.

Recommendations based on these empirical findings are offered.

Elfi Furtmueller, Celeste Wilderom and Mary Tate et al (2011)4 conducted a research on “Managing

Recruitment and Selection in the Digital Age: E-HRM and Resumes” find that the understanding of the

different requirements of recruiters for offline and online resumes. They offer an analysis of the relevant

literature; interviews with recruiters; and content analysis of the resume fields of 40 e-Recruiting sites.

Based on that they identified a number of challenges in categorizing digital resume data and digital

matching between resumes and job advertisements. They identify areas for further research on the

maintenance and extension of online resume databases and derive recommendations for digital resume

design.

Sumi Jha and Som Sekhar Bhattacharyya et al (2012)5 conducted a study on “Study of Perceived

Recruitment Practices and their Relationships to Job Satisfaction” find that Employee job satisfaction is

determined by the presence of job pleasure and absence of job discontent. This study based on a survey

explores the relationship of job satisfaction (job discontent and job pleasure) with recruitment practices.

The relationship between Human Resource (HR) processes viz. manpower planning, job information and

job selection is established with job discontent and job pleasure. The paper provides theoretical insights

for the researchers. For managers this study provides scope to engineer their recruitment practices for

increased job pleasure and reduced job discontent amongst the employees which in turn will lead to

increased organizational performance.


www.icmrr.org

www.icm

rr.or

g

77



Pee

r R

evie

wed

Jo

urn

al o

f In

ter-

Co

nti

nen

tal M

anag

emen

t R

esea

rch

Co

nso

rtiu

m

htt

p:/

/ww

w.ic

mrr

.org

Mir Mohammed Nurul Absar (2012)6 conducted a study on “Recruitment & Selection Practices in

Manufacturing Firms in Bangladesh” this study aims at exploring differences and similarities between the

public and private sector manufacturing firms of Bangladesh with respect to recruitment and selection

practices, sources of recruitment, and selection devices.

Alan Schroffel (2012)7conducted a study on “The Use of in-Basket Exercises for the Recruitment of

Advanced Social Service Workers” this exploratory project is to attract qualified and motivated workers,

discourage less qualified workers, and reduce the excessive costs of training new workers who

precipitously terminate their employment. Despite some encouraging results, the small sample size and

lack of randomness as a generalizability issue limits the findings.

Gunnar Augustsson (2012)8 conducted a study on “The Organizational Control of Temporary Workers:

An Interview Study in Sweden” analyses the control by organizations of the extent to which their

temporary workers (temps) identify with their work and the client company. The findings shows that temp

and their duties are described as separated from each other, meaning that the individual temp may be used

according to the client company’s requests, regardless of the actual temp’s personal preferences. Thereof

the findings show a complex organizational control of temps’ identifications where temps appear to be a

human resource but not a person.

1Andrea Ordanini and Giacomo Silvestri et al (2008 ), “ Recruitment and selection services: Efficiency

and competitive reasons in the outsourcing of HR practices”, The International Journal of Human

Resource Management, Vol. 19, No. 2, February 2008, 372–391

2Wesley A. Scroggins, Steven L. Thotvas, and Jerry A. Morris et al (2008), “Psychological Testing in

Personnel Selection, Part II: The Refinement of Methods and Standards in Employee Selection”, Public

Personnel Management Volume 37 No. 2 Summer 2008

3M Sutherland and A. Wocke et al (2011), “The Symptoms of and Consequences to Selection Errors in

Recruitment Decisions”, S.Afr.J.Bus.Manage.Feburary2011, 42(4)

4Elfi Furtmueller, Celeste Wilderom and Mary Tate et al (2011), “Managing Recruitment and Selection in

the Digital Age: E-HRM and Resumes”, Human Systems Management 30 (2011), 243–259, DOI

10.3233/HSM-2011-0753

5Sumi Jha and Som Sekhar Bhattacharyya et al (2012), “Study of Perceived Recruitment Practices and

their Relationships to Job Satisfaction”, Synergy (January, 2012), Vol. X, No. I

6Mir Mohammed Nurul Absar (2012), “Recruitment & Selection Practices in Manufacturing Firms in

Bangladesh”, The Indian Journal of Industrial Relations, Vol. 47, No. 3, January 2012

7Alan Schroffel (2012), “The Use of in-Basket Exercises for the Recruitment of Advanced Social Service

Workers”, Public Personnel Management, Volume41, No. 1, Spring 2012

8Gunnar Augustsson (2012), “The Organizational Control of Temporary Workers: An Interview Study in

Sweden”, International Journal of Management, Vol. 29, No. 3, Part 1, Sept 2012.


www.icmrr.org

www.icm

rr.or

g

78



Pee

r R

evie

wed

Jo

urn

al o

f In

ter-

Co

nti

nen

tal M

anag

emen

t R

esea

rch

Co

nso

rtiu

m

htt

p:/

/ww

w.ic

mrr

.org

3. STATEMENT OF THE PROBLEM

The cost involved for recruitment is high for any corporate and it is very essential to take at most

care on its effective planning and implementation. The main problem taken for this study is about the

measurement of effectiveness of such cost consuming recruitment and selection process of Apollo

Pharmacy.

3.1 OBJECTIVES OF THE STUDY

1. To study the factors that attracts the respondents towards Apollo Pharmacy.

2. To analyze the respondents opinion with regard to interview process.

3. To measure the effectiveness of recruitment and selection process.

3.2 SCOPE OF THE STUDY

The study is confined to the employees of Apollo pharmacy, Chennai and this study is done to

identify their effectiveness in the recruitment and selection process for the betterment of the employees

as well as organization.

4. METHODOLOGY

The survey deals with the analysis and interpretation of data as collected through questionnaire. The

data is presented under Demographic Profile, Chi Square analysis to determine the relationship between

various parameters, Ranking the factors that attracted the employee, Mean and Standard Deviation

analysis

4.1 Rating Apollo Recruitment & Selection Process

From the below table, it can be seen that the expected value N is 34.2 and the observed value N

is 85 for the respondents who opined as highly satisfied ,45 respondents opined satisfied,6

respondents opined not so satisfied and 1 respondent opined dissatisfied.

Options Observed Value Expected Value

Highly satisfied 45 34.2

Satisfied 85 34.2

Not so satisfied 6 34.2

Dissatisfied 1 34.2

Total 137

4.2 Relationship between Educational Qualification and Option about face to face interview

From the below table, P value is lesser than the 0.05 so reject the null hypothesis. Hence there is

significant relationship between Educational Qualification and Option about face to face interview.

Educational Qualification Option about face to face interview

Chi Square 42.416 36.343

df 3 3

Asymp.sig .000 .000


www.icmrr.org

www.icm

rr.or

g

79



Pee

r R

evie

wed

Jo

urn

al o

f In

ter-

Co

nti

nen

tal M

anag

emen

t R

esea

rch

Co

nso

rtiu

m

htt

p:/

/ww

w.ic

mrr

.org

4.3 Ranking the factors which attract the Employee

From the below table ‘reputed name’ Factor holds the first rank and the least rank goes to the

factor ‘management culture’.

BASIS No. Of

Respondents

Mean Score Standard Deviation RANK

Salary 137 3.58 2.096 2

Nature of the Job 137 3.70 1.998 3

Career Opportunities 137 4.12 1.985 4

Reputed Name 137 2.12 1.934 1

Job Security 137 6.09 2.182 6

Management Culture 137 7.50 2.101 9

Benefits 137 5.23 1.982 5

Facilities 137 6.30 1.868 7

Good Working

Environment

137 6.35 1.958 8

4.4 Mean and Standard Deviation for statements related to interview details

From the below table, it can be seen that the statement company profile are with the mean of 1.47 and

0.718 as standard deviation; the nature of the job explanation holds mean value of 1.56 and standard

deviation as 0.746; clarification is with mean 1.64 and standard deviation 0.580, prior instruction is with

mean 1.73 and standard deviation 0.723 and the terms and conditions with mean 1.84 and standard

deviation 0.710.

5. FINDINGS

Most (35.8%) of the respondents are Pharmacy Aide.

Chi Square analysis to determine the relationship between various parameters about educational

qualification and face to face interview, Rating Apollo Recruitment & Selection Process.

Reputed name factor holds the first rank and the least rank goes to the factor management culture

Mean and Standard Deviation analysis about various interview modes and for statements related

to interview details.

Statements Mean Standard Deviation

Prior Instruction 1.73 0.723

Terms and Conditions 1.84 0.710

Clarification 1.64 0.580

Company Profile 1.47 0.718

Nature of the job 1.56 0.746


www.icmrr.org

www.icm

rr.or

g

80



Pee

r R

evie

wed

Jo

urn

al o

f In

ter-

Co

nti

nen

tal M

anag

emen

t R

esea

rch

Co

nso

rtiu

m

htt

p:/

/ww

w.ic

mrr

.org

6. RECOMMENDATION

It is observed that there is a long waiting time for candidates during the interview, the management can

reduce the waiting time of the candidates by proper time management and effective planning on time

schedule.

It is observed that the interview process is having enough notification for the personal interview; they are

comfortable with the interview panel and sufficient information regarding the next interview during the

selection process which can be still maintained in future.

It is observed that the candidates are not comfortable with the interview schedule so the company can go

for the better schedule by asking suggestion from the existing employees.

It is observed that the respondents showed their opinion as agree for the prior instructions given to them

about the selection process, for the terms and conditions of the company properly communicated and for

the clarification which is answered during recruitment process which can be made strongly agree by

having clear and proper description.

The respondents have a strong agreement on the explanation given during the interview about the

company profile and nature of the job so it should be still maintained without any pitfalls in future.

7. BIBLIOGRAPHY

1. Alan Schroffel (2012), “The Use of in-Basket Exercises for the Recruitment of Advanced Social

Service Workers”, Public Personnel Management, Volume41, No. 1, Spring 2012

2. Gunnar Augustsson (2012), “The Organizational Control of Temporary Workers: An Interview

Study in Sweden”, International Journal of Management, Vol. 29, No. 3, Part 1, Sept 2012

3. Sumi Jha and Som Sekhar Bhattacharyya et al (2012), “Study of Perceived Recruitment

Practices and their Relationships to Job Satisfaction”, Synergy (January, 2012), Vol. X, No. I

4. Mir Mohammed Nurul Absar (2012), “Recruitment & Selection Practices in Manufacturing Firms

in Bangladesh”, The Indian Journal of Industrial Relations, Vol. 47, No. 3, January 2012

5. Elfi Furtmueller, Celeste Wilderom and Mary Tate et al (2011), “Managing Recruitment and

Selection in the Digital Age: E-HRM and Resumes”, Human Systems Management 30 (2011),

243–259, DOI 10.3233/HSM-2011-0753

6. M Sutherland and A. Wocke et al (2011), “The Symptoms of and Consequences to Selection

Errors in Recruitment Decisions”, S.Afr.J.Bus.Manage.Feburary2011, 42(4)

7. Andrea Ordanini and Giacomo Silvestri et al (2008 ), “ Recruitment and selection services:

Efficiency and competitive reasons in the outsourcing of HR practices”, The International Journal

of Human Resource Management, Vol. 19, No. 2, February 2008, 372–391

8. Wesley A. Scroggins, Steven L. Thotvas, and Jerry A. Morris et al (2008), “Psychological

Testing in Personnel Selection, Part II: The Refinement of Methods and Standards in Employee

Selection”, Public Personnel Management Volume 37 No.2 Summer 2008.


www.icmrr.org

www.icm

rr.or

g

81



Pee

r R

evie

wed

Jo

urn

al o

f In

ter-

Co

nti

nen

tal M

anag

emen

t R

esea

rch

Co

nso

rtiu

m

htt

p:/

/ww

w.ic

mrr

.org

Book References

1. Donald R. Cooper,Business research methods ,9th Edition: Tata McGraw-Hill Education, 2006.

2. Andy Field, Jeremy Miles, Zoë Field, Discovering Statistics Using SPSS (Introducing Statistical

Methods), SAGE, 2012.

Website References

http://businesscasestudies.co.uk/business-theory/people/recruitment-and-selection.html#axzz2Q5MclQ4x

http://www.managementstudyguide.com/employee-selection-process.htm


http://www.google.co.in/search?tbo=p&tbm=bks&q=inauthor:%22Donald+R.+Cooper%22

http://www.google.co.in/search?tbo=p&tbm=bks&q=inauthor:%22Andy+Field%22

http://www.google.co.in/search?tbo=p&tbm=bks&q=inauthor:%22Jeremy+Miles%22

http://www.google.co.in/search?tbo=p&tbm=bks&q=inauthor:%22Zo%C3%AB+Field%22

www.icmrr.org

intercontinental journal of human resource … · intercontinental journal of human resource ......

Documents