Project 12

Recruitment & Selection
Part a
Page 1
Chapter 1
Introduction to
pharma industry
CHAPTER - 1
INTRODUCTION TO PHARMA INDUSTRY
Page 2
PHARMACEUTICAL INDUSTRY
The pharmaceutical industry develops, produces, and markets
drugs licensed for use as medications. Pharmaceutical companies are
allowed to deal in generic and/or brand medications and medical
devices. They are subject to a variety of laws and regulations regarding
the patenting, testing and ensuring safety and efficacy and marketing of
drugs.
HISTORY
The earliest drugstores date back to the middle Ages. The first
known drugstore was opened by Arabian pharmacists in Baghdad in
754, and many more soon began operating throughout the medieval
Islamic world and eventually medieval Europe. By the 19th century,
many of the drugstores in Europe and North America had eventually
developed into larger pharmaceutical companies.
Most of today's major pharmaceutical companies were founded
in the late 19th and early 20th centuries. Key discoveries of the 1920s
and 1930s, such as insulin and penicillin, became mass-manufactured
and distributed. Switzerland, Germany and Italy had particularly strong
industries, with the UK, US, Belgium and the Netherlands following suit.
Legislation was enacted to test and approve drugs and to require
appropriate labeling. Prescription and non-prescription drugs became
legally distinguished from one another as the pharmaceutical industry
matured. The industry got underway in earnest from the 1950s, due to
the development of systematic scientific approaches, understanding of
human biology
(including
DNA) and
sophisticated manufacturing
techniques.
Page 3
Numerous new drugs were developed during the 1950s and massproduced and marketed through the 1960s. These included the first oral
contraceptive, "The Pill", Cortisone, blood-pressure drugs and other
heart medications. MAO Inhibitors, chlorpromazine (Thorazine), Haldol
(Haloperidol) and the tranquilizers ushered in the age of psychiatric
medication.
SOCIAL IMPORTANCE OF PHARMACEUTICAL INDUSTRY

The pharmaceutical industry combines synthetic organic
chemical technology and segmentation technology into one of the most
powerful tools that modern science processes for influencing the world
around us, perhaps equally important as the discovery of the potential
of nuclear fission (with its joint promise of never power sources and its
threat of large scale distraction) are the alleviation of disease and the
corresponding extent ion of man's life span.
The advent send availability of the new life saving drugs is just
an example of a topic where engineers should be aware of the complex
social integration which may result from the use of particular chemical
products. It is area where science and technology have a combined
impact on all the people, whether within the country or worldwide. It is
an area where technology and its application should not be learnt
without the knowledge of consequences of its use. We are encountering
such an interaction in various environment areas. Manufacture of plastic
or pesticides without adequate overall consideration may result in air or
stream pollution in a given area with possible consequent damage to
animal, plant and even human life. One of the social consequences of
pharmaceutical manufacturing and use in population growth in India,
The effect of life saving drugs have been major cause of longer life
expectancy and decrease death rate. The corresponding pharmaceutical
Page 4
industry contribution to decrease birth rates in the form of a

contraceptive chemicals or device has not had an equally dramatic
impact due to the social reluctance to change, in long standing behavior
patterns.
In spite of these interaction obviously, the pharmaceutical
industry will continue to grow as long as it develops new products to
improve health and save.
The
pharmaceutical branch deals with the manufacture, scale distribution,

isolation, identification, action and reaction of drugs with analysis and
development of new drugs and an industry operating with above aim is
called 'pharmaceutical industry'.
INDIAN PHARMA INDUSTRY

The demand for pharmaceutical products in India is significant
and is driven by low drug penetration, rising middle-class & disposable
income, increased government & private spending on healthcare
infrastructure, increasing medical insurance penetration etc.
The Indian pharmaceutical industry is growing at about 8 to 9
percent annually according to A Brief Report Pharmaceutical Industry in
India, published in January 2011. The Pharmaceutical industry in India
meets around 70% of the country's demand for bulk drugs, drug
intermediates,
pharmaceutical
formulations,
chemicals,
tablets,
capsules, orals and injectables. There are approximately 250 large units
and about 8000 Small Scale Units, which form the core of the
pharmaceutical industry in India (including 5 Central Public Sector
Units).
CURRENT SCENARIO
Page 5
India's pharmaceutical market grew at 15.7 per cent during

December 2011. Globally, India ranks third in terms of manufacturing
pharma products by volume. According to McKinsey, the Pharmaceutical
Market is ranked 14th in the world. By 2015 it is expected to reach top
10 in the world beating Brazil, Mexico, South Korea and Turkey. More
importantly, the incremental market growth of US$ 14billion over the
next decade is likely to be the third largest among all markets. The US
and China are expected to add US$ 200bn and US$ 23bn respectively.
McKinsey & Companys report, India Pharma 2020: Propelling
access and acceptance, realizing true potential, predicted that the
Indian pharmaceuticals market will grow to US$55 billion in 2020; and if
aggressive growth strategies are implemented, it has further potential
to reach US$70 billion by 2020. While, Market Research firm Cygnus
report forecasts that the Indian bulk drug industry will expand at an
annual growth rate of 21 percent to reach $16.91 billion by 2014. The
report also noted that India ranks third in terms of volume among the
top 15 drug manufacturing countries.
Further, McKinsey reports Healthcare grew from 4 per cent of
average household income in 1995 to 7 per cent in 2005 and is
expected to grow to 13 per cent by 2025.
DIAGNOSTICS OUTSOURCING / CLINICAL TRIALS

According to the estimates, the Indian diagnostics and labs test
services, in view of its growth potential, is expected to reach Rs159.89
billion by FY2013. The Indian market for both therapeutic and diagnostic
antibodies is expected to grow exponentially in the coming years.
Further, more than 60% of the total antibodies market is currently
dominated by diagnostic antibodies.
Page 6
Some of the major Indian pharmaceutical firms, including Sun

Pharma, Cadila Healthcare and Piramal Life Sciences, had applied for
conducting clinical trials on at least 12 new drugs in 2010, indicating a
growing interest in new drug discovery research.
GENERICS
India tops the world in exporting generic medicines worth US$
11 billion. The Indian generic drug market is to grow at a CAGR of
around 17 per cent between 2010-11 and 2012-13.
Over the next few years, it is expected that the patent laws will
provide impetus to the launch of patent-protected products. Such
products have the potential to capture up to a 10% share of the market
by 2015, implying the market size of US $2bn.
RESEARCH & DEVELOPMENT

According to Battelle R&D magazine, gross expenditure on R&D
(GERD) by India for 2012 was projected to be US$ 41 billion in
purchasing power parity terms, which works out to 0.8 per cent of GDP.
This is low both in absolute terms and as a proportion of GDP compared
to other countries. This is partly because the size of the R&D base and
absorption capacity is not commensurate with requirements.
As per estimates in 2010-11, largest R&D expenditures attracted
from pharmaceutical sector. R&D intensity for the pharmaceuticals
sector was much higher than that for other sectors. Although there have
been substantial increases in growth rates of patents filed in India
during the last decade, the share of patents filed for work in India
through indigenous research is less than 20 per cent of the total. A
Page 7
White Paper on R&D prepared by consultancy firm Deloitte in July 2011

estimates that more than 300 MNCs have set up R&D centers in India.
DEMAND
The demand for pharmaceutical products in India is significant
and is driven by many factors like low drug penetration, rising middleclass & disposable income, increased government & private spending on
healthcare infrastructure, increasing medical insurance penetration,
changing demographic pattern and rise in chronic lifestyle-related
diseases;
adoption
of
product
patents,
and
aggressive
market
penetration driven by the relatively smaller companies.
MAJOR PHARMACEUTICAL COMPANIES

India based pharmaceutical companies are not only catering to
the domestic market and fulfilling the countrys demands, they are also
exporting to around 220 countries. They are exporting high quality, low
cost drugs to countries such as the US, Kenya, Malaysia, Nigeria, Russia,
Singapore, South Africa, Ukraine, Vietnam, and more. Currently, the US
is the biggest customer and accounts for 22 percent of the sectors
exports, while Africa accounts for 16 percent and the Commonwealth of
Independent States (CIS) places around eight percent of orders, as per
Research and Market report.
For most of the pharma companies, domestic business
contributes in the range of 20-50% of the overall revenue. US business
contribution stands at 20-30% and remaining comes from the own
markets.
Page 8
LEADING INDIAN PLAYERS BY SALES

Company
Sales in US $mn
Year End
Cipla
6,368.06
March 2011
Ranbaxy Lab
5,687.33
December 2010
Dr Reddy's Labs
5,285.80
March 2011
Sun Pharma
1,985.78
March 2011
Lupin Ltd
4,527.12
March 2011
Aurobindo Pharma
4,229.99
March 2011
Piramal Health
1,619.74
March 2011
Cadila Health
2,213.70
March 2011
Matrix Labs
1,894.30
March 2010
Wockhardt
651.72
December 2011
Page 9
Chapter 2
COMPANY PROFILE
CHAPTER - 2
Page 10
COMPANY PROFILE
NAME: Kemwell Biopharma Pvt. Ltd.
CORPORATE HEADQAUTER:
Nelamangala, Bangalore Rural, India
FACILITIES: 6 in India, 1 in Sweden

EMPLOYEES: Over 1000 worldwide
CUSTOMERS: Include 5 of the top 10 pharma companies
COUNTRIES: Supply to over 80 countries worldwide
SERVICE: Pre-formulation development to commercial manufacturing
REGULATORY APPROVALS: USFDA, EU and JAPANESE regulations
A) BACKGROUND AND INCEPTION OF THE COMPANY
Kemwell
is
100%
customers-oriented
company
with
deep
expertise in contract development and manufacturing services for

pharmaceutical products. The company has outsourced experience of
25 years.
Page 11
Headquartered in Bangalore, India. Kemwell has six facilities in

India and one in Sweden, catering to 5 top 10 pharma companies of the
world. Throughout the journey, Kemwell has maintained their pure play
status as a 100% contract services provider without foraying into any
branded products of their own. This has strengthened their core value
and work culture that the "CUSTOMER COMES FIRST, ALWAYS"
This commitment to respecting IP rights and working
collaborative with their customers has won the confidence of the top
pharma companies of the world, with companies like GSK and PFIZER
trusting Kemwell to supply some of their highest selling products for
decades.
Today Kemwell services companies such as Allergen, Bayer, GSK,
J&J, Pfizer, AstraZeneca and Novartis, manufacturing 4 of top 10 brands
sold in India and employing over 1000 people worldwide.
Kemwell has the experience, expertise and infrastructure in
place to meet customer every need. Discover how their development
and manufacturing solutions can keep you competitive:
Kemwell is a leading provider of contract manufacturing and
development services for pharmaceutical products in India and Sweden.
It is one of the largest formulations in India serving Blue-chip
multinational/India pharmaceutical companies for over twenty years.
B) NATURE OF BUSSINESS CARRIED

The nature of business carried by Kemwell Biopharma Pvt Ltd is to
receive order and produce medicine products like (incertprod) in
accordance with customer requirement and deliver the same on time.
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C) VISION AND MISSION STATEMENT

VISION:
"To be a global leader in pure play contract manufacturing with high
values
and
social
conveniences
by
innovation,
quality,
cost
effectiveness and integration thoroughly highly skilled and motivation

man power". To become one of the best employees in industry.
To become 800$ company by 2020 by establishing good brand value.
MISSION:
"To be a leading global partner to pharmaceutical and
biotechnology industries offering services ranging from formulation
development to cGMP compliment commercial manufacturers"
Headquartered in Bangalore, India, kemwell operates
manufacturing facilities in India & Sweden and employs over 1000
people worldwide. Kemwell is a 100% family owned company, with a
focus on long-term goals.
QUALITY POLICY:
Kemwell meets current good manufacturing practices-(cGMP) as
per international quality guidelines and continues to investing people,
process equipment to ensure that kemwell remains a quality leader in
every aspect of our business. Our quality system is 'Foundation of our
operations and trough comprehensive SOPs, rigorous training and a
range of process controls; we ensure that all products meet the highest
quality standards.
THE QUALITY SYSTEMS:

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Quality system conforms to cGMP conditions and has WHO GMP

certification in India and has been inspected by the USFDA, EMEA and
Japanese regulatory authorities in Sweden.
Facilitation are fully approved and periodically audited by
corporate quality teams of our customers.
Encompassed all GMP rated activities at the site including
manufacturing, laboratory and validation.
System in place for deviations, complaints, and change control,
documentation control, CAPA, validation, pest control, training etc.
COMMITTED TO QUALITY COMPLIANCE:

The company is dedicated to strict cGMP compliance and holding
of all finished pharmaceutical produced at kemwell are in accordance
with the applicable sections of cGMP regulations. A continuing employertraining program, equipment and process validation and a selfinspection program are part of our commitment to quality assurance.
The entire company is committed to ongoing quality improvement
process. Special emphasis is placed on thorough documentation and
review
of
the
entire
manufacturing
and
control
process.
The
documentation system and customized batch documents are reviewed

and updated as necessary to maintain quality standards.
Kemwell maintains a 100% commitment to pure-play contract
manufacturing for their customers, who include five of the top ten
pharmaceutical companies in the world namely, Bayer, GlaxoSmithKline,
Johnson & Johnson, Novartis, AstraZeneca and Pfizer. Kemwell has no
branded products of its own in the market to avoid conflicts of interest
with our customers.
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In order to meet the unique and dynamic needs of each -client,

kemwell has built world-class infrastructure in manufacturing, quality
control and quality assurance systems, R&D labs and organization, they
currently manufacture five of the top ten brands in India and supply to
over eighty countries worldwide from Sweden.
Kemwell has entered into an exciting new phase of R&D services.
They are investing to expand the breadth and depth of our services to
support projects from formulation to finished products. The labs will be
equipped for formulation and analytical development, including stability
studies, method development and validation etc. in Sweden: they can
also provide services for OP release. Kemwells sites in India and
Sweden can work in harmony to provide you the best solution from both
worlds.
QUALITY ASSURANCE:
The experienced quality assurance staff can provide quality
assurance support
and
internal
and
external
studies
to
assure
compliance with GLP and/or GMP, as appropriate. They can also provide
assistance in establishing new compliance programs. In 2008, Kemwell
set up a new R&D facility in Bangalore in partnership with world's
leading pharmaceutical company, GlaxoSmithKline (GSK) .This R&D
center has been set up cater to GSK's global healthcare development
projects.
D) PRODUCT/SERVICE PROFILE
CLINICAL SUPPLIES:
Page 15
Kemwell offers clinical manufacturing from lab-scale to commercial, in a

wide range of pharmaceutical drug product dosage forms for both small
molecules and large molecules.
Core Expertise:
cGMP manufacturing through phase I, II & III
Solids
Liquids, Semi-solids etc,,
LIQUIDS:
Kemwell has been manufacturing liquids for the Indian market since
1985 and is one of Indias largest liquid manufacturers.
Manufacturing services
Solutions
Syrups
Pilot scale, clinical (CTM) scale, and commercial manufacturing.
ORAL SOLIDS:
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Kemwells oral solids facilities in India and Sweden are fully cGPM
commercial
manufacturing facilities, meeting USFDA AND EMEA
requirement.
Manufacturing services:
Tablets (immediate release, controlled release)
Capsules (immediate release, controlled release)
Orally Disintegrating tablets (ODT)
Sachets and stick packs
Bulk packing
SEMI SOLIDS:
The semi-solid capabilities at kemwell, like the oral solids capability, are
available at both the Bangalore, India.
Ointments
Creams, Gels etc.,
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STERILE PRODUCT:
Kemwell technical team has experience in developing immediate and

controlled release sterile inject able formulations including clear
solutions, suspension and emulsions.
Aseptic processing and filling of small volume parenterals (small
and large molecules)
Stability testing
Comprehensive analytical services and microbiology testing etc,,
PACKAGING SERVICE:
Kemwell offers a range of packaging solutions. All kemwell production

sites have their own packaging lines and each operate in separate,
dedicated areas. Secondary packaging and labeling are available in
each facility.
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SERVICE PROFILE:
KEMWELL SERVICES
- Pre formulation
- Formulation Development
- Analytical development
Drug discovery Drug development and
Commercial manufacturing
- Clinical trial manufacturing
- Scale-up
- Commercial manufacturing
& packing
Sales
&
distribution
R&D SERVICES:
The company has now entered into an exciting and innovation
new phase of R&D services. They are investing to expand their services
to support projects from drug formulation to finished products. They are
trying to built well equipped labs and infrastructure for formulation and
analytical
and
development,
including
stability
studies,
method
development and validation, etc. Kemwell's sites in India and Sweden

can work together to provide you the best solution and services.
QC SUPPORT:
EU Gateway release and testing: we offer this service to

companies who wish to import products into the EU and
required full analytical testing and QP release.
Release Testing and stability studies
Reference standards Qualification
Cleaning validation
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Microbial testing & Preservative Testing
VALUES:
Built
on
integrity,
respect
and
responsibility
kemwell
commits to:
Manufacturing and developing high-quality products in a
cGMP-conforming
plant
meeting
application
regulatory
requirements.
Assuring security of supply by effective supply chain
management.
Providing superior customer service and support.
Performing services in a transparent, efficient and costeffective manner.
Hiring, training and retaining the most capable talent in the
industry to provide our customers with the highest level of
expertise
possible
and
long-term
continuity
of
our
personnel.
Being highly flexible in all our services to serve our
customers, needs to the fullest extent.
Maintaining integrity and honesty in dealings with each
other and with clients, suppliers, government officials and
others.
Continuously
innovation
customers,
manufacturing
to
provide
and
solutions
development
to
our
problems
through our staff's extensive experience.

Respecting the requirement of secrecy regarding IP and
building foolproof internal systems and policy controls to
safeguard confidentiality.
Contributing 10% of total pretax earnings annually to
support the community.
MANUFACTURING SERVICES:
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Contract manufacturing in one among the services that brings

your product quickly and efficiently to market, kemwell team has
necessary resource which including people, facilities and equipment in
order to cater the client needs such as modifying an existing product,
adding a new product to the portfolio or increasing the current
manufacturing capacity. The company also provides expert solutions in
product development, sourcing, manufacturing and distributions.
CUSTOMER SERVICES:
Customer service excellence in our supply network
Kemwell has evolved into a highly flexible and adaptable
organization. Our customers range from emerging biotechnology to
established international pharmaceutical companies. Kemwell maintains
its
commitment
to
continuous
development
of
productivity
and
customer service
End-to-end
solutions,
including
client
specific
documentation, delivery, inventory reporting and change
control requirement etc.

Customized including
equipment, technology and facilities.

cost efficient provider of contract manufacturing and
development services
100% commitment to pure play contract manufacturing. No
products of its own.

Full proof internal systems and policy controls to safeguard
confidentiality.
Emphasis on understanding clients needs.
Flexibility and transparency in business transaction.
client
specific
investment
in
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SAP(system application and process) to value-add kemwell's

role as an integrated supply-chain partner and ensure
efficient operations
Kemwells business success and growth depends on success
and growth of the clients.
E) AREA OF OPERATION
Kemwell operate in internationally. It has clients not only within
India but also across the globe. Supply products to over 80 countries
worldwide.
India Development and manufacturing services
Sweden analytical and manufacturing services
USA marketing and sales
F) OWNERSHIP PATTERN
A family business is two or more members within the
management team are drawn from the owning family. Family businesses
can have owners who are not family members. Family businesses may
also be managed by individuals who are not members of the family.
However, family members are often involved in the operations of their
family business in some capacity and, in smaller companies, usually one
or more family members are the senior officers and managers.
Headquartered in Bangalore, India, kemwell operates
manufacturing facilities in India & Sweden and employs over 1000
people worldwide. Kemwell is a 100% family owned company.
Page 22
G) COMPETITORS INFORMATION
The toughest competition for the company mainly is from the global
giants like
Wintech pharmaceuticals
SUN pharma
Himalaya
H) INFRASTRUCTURAL FACILITIES
Kemwell has built world-class infrastructure in project
management, manufacturing, quality control, quality assurance, R&D
labs and training facilities. As the plant located outskirts of Bangalore
the company provided transportation facility to its employees at free of
cost.
Kemwell Biopharma Pvt. Ltd. is situated at Tumkur Road the
company is providing the following infrastructural facilities.
1) Water- Kemwell facility for drinking as well as for processing the
water. The water which is used in the processing is also further be
Page 23
reused in gardening and by this it acts as the role model in the area of
environmental friendliness.
2) HRDC: the company also organize a number of training programs in
team building, organizational development, productivity techniques and
different languages etc.,
3) Canteen: the canteen in kemwell provides hygiene food with great
taste which is same as that homemade.
4) Latrine and Urinals: kemwell is providing closed door latrines and
urinals of prescribed types separately for male and female employees.
5) Other facilities: kemwell is also providing much more other
facilities to employees medical, transportation etc.,
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I) ACHIEVEMENTS / AWARDS AND CERTIFICATION

The best contract manufacturer in India per customer survey by
OPPI (organization of pharmaceutical producers in India)-2010
CMO Leadership award- 2012
Kemwells facility in Bangalore secures EMEA certification - 2008
Page 25
J) WORK FLOW MODEL
Raw Material received at stores
Preparing checklist (material name, batch number, under

details)
COA (Certificate of Analysis)
Pack size (quality)

Material in warden in SAP
Stores will affect under test
QC (will do sampling)
QC (approves the material)

Affix pass level
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Material issued to production
Finished goods comes back to

stores
Dispatched to customers
K) FUTURE GROWTH AND PROSPECTS
The companys strategy has been to continuously grow itself in

contract manufacturing and nothing else. Kemwell never looked at
putting its own brands in the market and competing with its customers.
It is best to be a pure play player in contract manufacturing. And that is
the reason why company was getting so many orders.
As the contract manufacturing market is maturing, CMOs
worldwide are becoming more competitive, striving to make a global
presence, and providing expert one-stop shops. To sustain in this
intensely competitive market place, Kemwell have maintained itself as a
pure play partner with high-level niche capabilities and options for
collaborations and alliances.
Kemwell will continue its commitment to pure-play contract
manufacturing, and build on its extensive experience in manufacturing.
The company sees high opportunities for supplying monoclonal
antibodies in future. It is committed to provide these services in a timely
and cost-effective manner.
The global contract development and manufacturing market in
the formulation space is around US $35 billion and of this, only less than
one per cent is outsourced to India. However, the growth of outsourcing
to India is much faster (12 15 per cent) than the growth of the overall
industry (6 8 per cent). Kemwell is poised to grow at a CAGR of 20 25
per cent over the next five years. Most of its growth will come from
servicing customers in the U.S., Europe and India. For its biologics and
pharmaceutical business, it plans to target small and medium
pharmaceutical companies in Europe and the U.S. The company has
commenced aggressive marketing and business development efforts in
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all three geographic areas with a larger team and more marketing
through print advertisements and participation in various exhibitions. It
is also evaluating various acquisition opportunities in both India and in
the overseas market to add to its services in both pharmaceutical
development and commercial manufacturing, which will be funded
internally with some component of debt.
Chapter 3
MCKENSEYS 7S
FRAME WORK
Page 28
CHAPTER - 3
MCKENSEYS 7S MODEL
The 7-S model is better known as McKinsey 7-S. This is because the two persons
who developed this model were Tom peters and Robert Waterman, have been consultants
at McKinsey and company at that time. They published their 7-S model in their article
Structure Is Not Organization (1980) and in the books The Art of Japanese
Management (1981) and In Search of Excellence (1982). Those seven elements are
distinguished in so called hard Ss and Soft Ss. The hard elements (green circles) are
Page 29
feasible and easy to identify. They can be found in strategy, statements, corporate plans,
organizational charts and other documents.
The four Soft Ss however are hardly feasible. They are difficult to describe since
capabilities, values and elements of corporate culture are continuously developing and
changing. They are highly determined by the people at work in organization. Therefore it
is much more difficult to plan or influence the characteristics of soft elements. Although
the Soft factors are below the surface, they can have great Impact of the hard structures,
strategies and system of the organization.
The 7-S m framework of McKinsey is a Value Based Management (VBM) model
that describes how one can holistically and effectively organize a company. Together these
factors determine the way in which a corporate operates
Hard Elements
Soft Elements
Strategy
Shared Values
Structure
Skills
Systems
Style
Staff
STRATEGY
Strategy is the plan of action an organization prepares in response to, or
anticipation of, changes in its external environment. Strategy is differentiated by tactics or
operational actions by its nature of being premeditated, well thought through and often
practically rehearsed.
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The main strategy used by kemwell is not going for own brand products.
Associated with world top pharmaceutical companies as customers.
STRUCTURE
Business needs to be organized in a specific form of shape that is generally referred
to as organizational structure. Organizations are structured in a variety of ways, dependent
on their objectives and culture. The structure of the company often dictates the way it
operates and performs. Traditionally, the business have been structured in a hierarchical
way with several divisions and developments, each responsible for a specific task such as
human resource management, production and marketing.
Managing director
COO (chief operating

VP (corporate)
officer)
Finance director
VP
GM
AGM
Manager
Asst.
Manager
Senior
executive
VP
CFO
GM
AGM
Manager
Head HR
GM
GM
AGM AGM
Manager
Manager
Asst.
Manager
Asst.
Manager
Asst.
Manager
Senior
executive
Senior
executive
Senior
executive
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Executive
Junior
Executive
Executive
Executive
Junior Executive
Junior
Executive
Executive
Junior
Executive
Figure 3: organization structure of kemwell
SYSTEM
Every organization has some system or internal process to support and implement
the strategy and run day-to-day operations. These processes are normally strictly followed
and are designed to achieve maximum effectiveness.
Kemwell follows a particular process for recruitment which is very small but
effective in order to meet its strategy. Even though process is very small recruitment has
been effective.
SKILL
In this framework, skills refers to the distinct capabilities of dominating attributes
that distinguish a firm from its competitors.
Friendly, knowledgeable staff: although many firms claim to have a competitive
advantage with their staff, high quality knowledgeable employees are especially important
in recruiting employees for organization.
SKILL MATRIX
Skill
Managerial skill
Employment
Administrative
skill
Technical skill
Labor skill
Page 32
Managing
Director
COO(chief
operating officer)
Yes
Yes
No
No
Yes
Yes
No
No
HR. Manager
No
Yes
Yes
No
Employees
No
No
Yes
Yes
STYLE
Kemwell biophama follows participative type of leadership, where team manager
and team leader are very supportive.
All organizations have their own distinct culture and management style. It includes
the dominant values, beliefs and norms which develops over time and become relatively
enduring features of the organizational life. It also entails the way managers interact with
the employees and the way they spend their time.
STAFF
Organization exist because of its the people, who make the real life difference to
the success of the organization in the increasingly knowledge-based society. The
importance of selection of efficient human resource for the organization has thus got the
central position in the strategy of the organization, away from the traditional model of
capital and land. It is also important for the organization to instill confidence among the
employees about their future in the organization and future career growth as an incentive
for hard work.
More than 650 employees are working in this branch at different shifts. All
employees in Kemwell biopharm are very hard working, committed to their work and
helping in nature. Thus, there is good and healthy working climate. Employees not only
Page 33
sincerely complete the responsibility given to them but also assume responsibilities in their
work.
SHARED VALUES
All members of the organization share some common fundamental ideas or
guiding concept around which the business is built. This may be to make money or to
achieve excellence in a particular field. These values and common goals keeps employees
working towards a common destination as a coherent team and are important to keep the
team spirit alive.
Kemwell follow the RITE values to achieve their mission.
R- Responsibility towards the community and environment.
I- Integrity in all aspects.
T- Transparency and Trust.
E- Excellence in everything we do.
Page 34
Chapter 4
SWOT ANALYSIS
Page 35
CHAPTER 4
SWOT ANALYSIS
STRENGTHS
high technology oriented company

Large exporter of pharmaceutical products
Latest global management practices in contract manufacturing
with 100% commitment

trusted
partner
for
manufacturing services
Leader in contract manufacturing in India
customized ERP system
seamless integration with customer systems
pharmaceutical
development
and
Page 36
Latest manufactures of Nasal drops, tablets, liquid orals and
creams in India
Accreditation with GMP (good manufacturing process) standards
Includes WHO manufactures of top 5 brands out of 10 in India
WEAKNESS
Kemwell has no branded products

the thought competition from global companies like GLAXO and
others
The problem in patenting the products
The global growth of diseases
The increase in opportunities in contract manufacturing of
pharmaceutical products
The expansion of market leading to global market.
OPPORTUNITIES
The global growth of diseases

The increase in opportunities in contract manufacturing of
pharmaceutical product.
The expansion of market leading to global market.
THREAT
Heavy competition from the global companies.

Decreasing profit margin on pharmaceutical product.
Page 37
Chapter 5
LEARNING
EXPERIENCE
Page 38
CHAPTER - 5
LEARNING EXPERIENCE
Human resource management is a diverse subject and to learn
the basics of human resource one need to be consistent with his efforts.
Through this project have learnt basis of H.R activities such as employee
expectations, interviewing skills, selection and recruitment, payroll, file
maintenance,
comp-off
and
exit
interview.
Human
resource
management has been the most important field of management in any

industry. The learning experience was great with Kemwell Biopharma
Pvt. Ltd., where have learnt many things about the functioning of the
company.
The study allowed to have insight and firsthand experience of
the scenario in the competitive environment outside the realms of the
organization.
Have observed and coordinated as a part of performance
appraisal program conducted in the organization where have learnt
about the appraisal technology followed in the organization. The
organization also permitted to attend open house sessions which helped
to understand how employees discuss their problems and suggestion
with HR team and top management
Page 39
Part b
Page 40
General
introduction
Page 41
GENERAL INTRODUCTION
THEORETICAL BACKGROUND OF THE STUDY
Recruitment and selection is one of the most important
management functions. The whole process represents a significant
investment in both financial and other resources. Recruitment and
selection are two of the most important functions of personnel
management. Recruitment procedure selection and helps in selecting a
right candidate.
Recruitment means to estimate the available vacancies and to
make suitable arrangements for their selection and appointment.
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 states It is the process of finding and attracting
capable applicants for the employment. The process begins when new
recruits are sought and when their applicants are submitted. The result
is the pool of applicants from which new employees are selected. In
this, the available vacancies are giving wide publicity and suitable
candidates are encouraged to submit applications so as to have a pool
of eligible candidates for scientific selection.
In recruitment, information is collected from interested
candidates. For this different source such as newspaper advertisement,
employment exchanges, internal promotion, etc. are used. In the
recruitment, a pool of eligible and interested candidates is created for
selection of most suitable candidates. Recruitment represents the first
contact that a company makes with potential employees.
Page 42
According to EDWIN FLIPPO, recruitment is the process of

searching for prospective employees and stimulating them to apply for
jobs in the organization.
A selection means picking up an individual who perfectly
matches the job requirement. Recruitment starts with searching
perspective candidates while selection starts with the process of
selecting the right candidate from the application resulted after
recruitment. Recruitment ends with the collection of applications from
potential applications resulted after recruitment. Recruitment ends with
the collection of applications from potential applicants while selection
ends with the selection of right candidates from the pool of application.
Recruitment is a positive process because it results in the pool of
applications while selection is called the negative process because it
eliminates all the other candidates that are left the selection of right
candidate.
Recruitment and selection processes are important in an
organization for selecting the right candidates for a job and thus
contributing to growth of organization. In organization recruitment and
selection in mainly the task of Human Resource department. People
confuses with the words recruitment and selection because both words
are used in context of inviting and selecting new candidates for
vacancies in organization to deal with responsibility of that particular
job. But the meanings of these words are very much different from each
other.
Recruitment and selection are two of the most important
functions of personnel management. Recruitment precedes selection
and helps in selecting a right candidate. Recruitment is am process to
discover the sources of manpower to meet the recruitment of the
Page 43
staffing schedule and to employ effective measures for attracting the

manpower in adequate number to facilitate effective selection of
efficient personnel. Recruitment refers to the process of screening, and
selecting qualified people for a job at an organization or firm, or for a
vacancy in a volunteer-based organization or community group. While
generalist managers or administrators can undertake some components
of the recruitment process, mid and large size organizations and
companies often retain professional recruiters or outsource some of the
process to recruitment agencies. External recruitment is the process of
attending and selecting employees from outside the organization.
Staffing in one basic function of management. All managers have
responsibility of staffing function by selecting the chief executive and
even the foremen and supervisors have a staffing responsibility when
they select the rank and file workers. However, the personnel manager
and his personnel department are mainly concerned with the staffing
function. Every organization needs to look after recruitment and
selection in the initial period and thereafter as and when additional
manpower is required due to expansion and development of business
activities.
Right person for the job is the basic principle in recruitment and
selection. Ever organization should give attention to the selection of its
manpower, especially its managers. The operative is equally important
and essential for the orderly working of an enterprise. Every business
organization/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection
of suitable candidates is essential. Human resource management in an
organization will not be possible if unsuitable persons are selected and
employment in a business unit.
Page 44
CHARACTERISTICS OF RECRUITMENT AND SELECTION

For Recruitment, the attraction of qualified candidates with the
broadest methods available is the primary characteristic. Second to this
is not attracting unqualified, over-qualified or marginal candidates. Good
recruitment will get the greatest number of possible individuals with the
fewest
number
that
will
need
to
bescreenedout.
Good Selection is at least a two step process. The first is removing

those candidates which are not suitable for either the task or the
institution environment. The next is ordering those which are suitable by
approximate rank with the best being highest on the list. This selection
process is often combined with personal interviews and background
checks. The selection should be timely.
DEFINITIONS
RECRUITMENT
"It is the process of stimulation prospective employees to apply for a
particular job
OR
"Recruitment is defined as a process to discover the sources of
manpower to meet the requirement of the staffing schedule and to
employ effective measures fir meet the requirement of the staffing
schedule and to employ to employ effective measures for attracting the
Page 45
manpower in adequate numbers to facilitate effective selection of an

effective workforce"
SELECTION
"It is the process of choosing the right person for the right job at the
right
time form
among the pool
prospective candidates, Using
appropriate selection tools and technique."

OR
"Perform the function of selecting the right man at right job and at the
right time after identifying the sources of human resources, searching
for prospective employees and stimulation helps to apply for jobs in an
organization, the management has to me.
POLICY ON RECRUITMENT AND SELECTION PROCESS OF

KEMWELL
PURPOSE & OBJECTIVES
To provide clear cut guideline about the recruitment and

selection process followed at KEMWELL Biopharma Pvt
Ltd.,To attract people with multidimensional skills and
experience that suits the present and future organizational
needs and strategies.

To infuse fresh blood at all level of the organization.
To develop an organizational culture that attracts competent
people to the company.

Recruitment
shall
be
as
per
formally
approved
organizational structure and head count.
Page 46
Recruitment shall be the responsibility of the concerned

departmental head/immediate supervisor and the human
resources function.
RECRUITMENT
AND
SELECTION
PROCESS
FLOW
CHART
OF
KEMWELL
Man power budget from
functional head
Approval from the COO
HR collects the
requirements
Recruitment Initiation
Internal
sources
External
Resume short listing

Call for interview
Interview
Salary composition
Checking reference
Make the offer
Medical examination
If rejected
Follow up with prospective

employee
Reporting for duty
Page 47
RECRUITMENT AND SELECTION PROCESS OF KEMWELL
An Overview
Importance of Human Resource Management
1. Attract highly qualified and competent people.
2. Ensure thats the selected candidate stays longer with the company.
3. Make sure that there is match between cost and benefit.
4. Helps the organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on
training and supervision. Further ion more, when recruitment fails to
meet organizational needs for talent, a typically response is to raise
entry level pay scales. This can distort traditional wages and salary
relationship in organization, resulting in unavoidable consequences.
Thus the effectiveness of the recruitment process can play a major role
in determining the resources that must be expended on other HR
activates and their ultimate success.
Manpower planning
Manpower planning means different things to different
organization.
To
some
company's
manpower
planning
means
management development to others. It means estimating manpower

needs, while some other may define manpower planning as organization
planning. Although the team "manpower planning can be defined, 'as
the process by which an organization ensures that it has the right
Page 48
number of people and the right kind of people at the right places, at the
time doing things for which they are economically most useful'.
Manpower planning involves

Manpower planning is a continuous process. In operational
terms it involves the analysis of the current and future manpower
resources terms and requirement to ensure that such needs and
resources are always kept in proper in terms of quantity.
Need of manpower planning

All said and done, it cannot be define that the quality of
manpower can be responsible for significant difference in the short and
long run performance of past management or among companies, As
Ralph Besse once said "There is nothing we can do about performance
of past management or the qualification of today's management but
tomorrow's management can be as good as today's manager care to
make it".
All functional heads are required their manpower plan including
trainees, at the beginning of the financial year. This shall be approved
manpower of the function/unit for the year. The manpower plan shall
cover the head count and cost of all the categories of employees
engaged by the organization at any point in time.
Monthly MIS shall be published and reviewed by the respective
functional heads to track their man power budget with respect to head
count and cost.
Page 49
The COO shall have the final authority to approve the changes in
head count. All the functions shall prepare their organization chart basis
the approved manpower. The COO of KEMWELL shall approve the
organization structure.
However in case of changes in business expansion, restructuring
or any other development of this nature, the respective functional head
shall propose the amendment to the organization structure for COO's
approval.
Manpower planning by functional heads: The various functional
head finalize the man power requirements annually for various
departments and forward it to the COO for approval, after which it
reaches the HR department. This exercise is carried out annually on
March 31st every year.
Recruitment initiation
Once an employee has resigned the company, the HR will
intimate the HOD of the same department to replace the position if
required. HOD will raise a manpower requisition form.
Resume collection
Resumes are collected by the HR Department from various
sources.
Page 50
INTERNAL
EXTERNAL
Employee referral
Database
Consultants
Campus Recruitment
Mode of recruitment:
Employee referrals
The exiting employees are given an option to refer their friends
or relative and the referred candidates are selected, employees will be
rewarded suitably as per employee referral policy. It is done by
interactive detailed as it was publish internally in the company web
page which is accessed by employees, they can refer friends but not
family members according to manpower requirement rise.
Data base
A data base covering old employees and other unsolicited
applications and are used for future purposes when the need arises.
Consultants
When vacancies cannot be filled internally, consultants are hired and an
agreement is drafted and position is filled.
Page 51
Appointments of consultants
Normally the consultants approach the HR department or
employee
to
explore
the
opportunity
for
partnering
with
the
organization. In specific cases HR department may explore suitable

partners for specified shill requirement.
It is recommended that the consultant be empanelled on the basis of
following:
Consultants over all experiences

Specific knowledge/experiences in industry segment.
past track record of performance, key claims etc.,
Recruitment changes, credit period, replacement terms etc.,
The company shall enter into a standard contract with each of the
empanelled consultant before awarding the assignment
Internal & press

Internet/job portals provide access to the best talent pool in the
world. Contracts with job portals shall be finalized at the head office.
Campus recruitment
In certain situations campus recruitment is one of the potential
sources of recruitment. HR will initiate campus recruitment.
Screening of applications:
Once the resumes are collected from above sources, HR
department
will
initiate
screening
of
the
resumes,
then
the
departmental heads will short list the resumes which will inter be sent
back to the HR department in order to call candidates for interview.
Selection of candidates:
Page 52
The candidate shall be selected through interview. There shall

be separate selection committee at all location that will make the
recommendation for the selection. Selection procedure will be carried
out only for the candidates who have completed who have completed
18 years. The recommended structure of selection committee is as
follows
LEVELS
INTERVIEWED BY APPROVING
AUTHORITY
Trainee to Deputy Manager
HOD & Functional head, COO
Manager & Above
Functional head, COO
Short-listing Applicants
Short-listing applications against criteria:
Immediately after the closing date, all original applications
received, together with a Summary Information Sheet, will be sent by
Human Resources to the Chair of the Recruitment Panel, who should
forward copies of the applications to the concerned HOD of the
department and arrange for short-listing to take place.
By checking required essentials of positions the concerned H
departments HOD's
should complete a Candidate Short-listing Form
covering all the essential and desirable Qualifications, Professional

Memberships, Experience, Key Knowledge and Expertise selection
criteria.
Page 53
The HOD and HR should short-list the applications against the criteria
included on the candidate Short-listing Form. It is the HR responsibility
to ensure that the views of all department members are collected and
considered in order to ensure that the short-listed candidates are agreed
by the Panel.
The Chair of the Recruitment Panel is responsible for ensuring that any
disabled candidates who meet the essential criteria are included as part
of the short-list. Human Resources can provide advice in this regard.
Applications should be treated as confidential and kept securely so that
they are available, should there be any enquiries, during the process or
afterwards.
TYPE OF INTERVIEW
There are two types of interview are employed depending upon the
recruitment:
Telephone interview (applicable only for outstation

candidates):
The candidates will be put through a series of basic questions to
ascertain their knowledge, skills, and abilities.
Generally this is used more in case of out station candidates.
Personal interview:
This is a type of face to face interview conducted by the departmental
heads as well as HR department. The travelling expenses of outstation
candidates will be reimbursed by the company as per the rules in
Page 54
existence... The 2nd class sleeper or bus fare will be reimbursed. As fare
will be reimbursed in special cases with the approval of COO
Interview is conducted on the lines of interview assessment sheet, After
holding the interview, if the candidate is short listed, then salary
comparison with existing employees is carried out as per as company
budget.
And decision will be taken whether to make the offer or not.
CARRY OUT INTERVIEW/ASSESSMENT(s)

The Chair of the Recruitment Panel is responsible for ensuring
that, during the interview/assessment process:
"Evidence of qualifications deemed to be essential is checked
initially, and, if possible, verified, ensuring photocopies are retained;
"Any reasonable adjustments required by disabled candidates,
during the selection process, are incorporated. Human Resources can
provide advice in this regard;
"Detailed, objective, clear notes are made by individual panel members,
as appropriate;
"Best practice is followed regarding obtaining information on previous
convictions with due regard to the Rehabilitation of Offenders legislation
and the Code of Practice on Criminal
RECORDS CHECKING
"Candidates are informed when to expect to be advised of the outcome.
Human Resources can provide specific advice, guidance, training and
skills development
Page 55
MAKING THE FINAL SELECTION

After the assessment, the Recruitment Panel members should
review candidates performances during the selection process and reach
their decision based on the evidence gathered. The decision should be
reached:
systematically and objectively, on the basis of evidence obtained
throughout the selection process;

Selection decisions recorded on the Interview/Assessment Report
Form must be fair and objective, based on the requirements of the
job, as specified in the Role Profile.
MAKING AN OFFER
A decision to make an offer may be made at this stage.
If there are several suitable candidates, it may be appropriate to hold
rather than reject these until the outcome of the offer to the most
suitable candidate is known.
DETERMINING APPROPRIATE SALARY

Human Resources must be consulted to provide detailed guidance and
advice on determining appropriate offer salary levels within the grade.
When deciding upon an appropriate salary to be offered, consideration
will normally be given to the following objective criteria:
The level, breadth, depth and complexity of the individuals

knowledge and understanding of different aspects of the job and,
as appropriate, expert, professional and theoretical knowledge;

Current salary and monetary benefits (e.g. bonus) of successful
candidate;
Page 56
Comparative salaries of existing employees in similar roles/grades
within the Faculty;

Equal pay principles that all staff should receive equal pay for the
same or broadly.
CHECKING REFERENCES
This step involves checking of references mentioned in the
resume and establishing the validity of the same.
OFFER LETTER
After approval of COO and salary comparison, the offer latter
with all terms and conditions of employment will be drafted and handed
to the selected candidates after obtaining the signatures.
DELEGATION
OF
AUTHORITY
FOR
SIGNING
ON
APPONITMENT LETTERS
The delegation of authority for signing an offer and appointment
letter is mentioned below
LEVEL
SIGNING AUTHORITY
Trainee to Senior Management
Head-Human Resource
Top Management
COO(Chief Operating Officer)
MEDICAL EXAMINATION
Appointment of all employees will also be subject to be certified
medically fit by a company designated doctor.
Page 57
The new recruit shall get him/her medically examined and submits
the report on the date of joining.
The following tests are mandatory as part of the medical examination:
(Medical insurance requirements)
It
General medical check-up

routine test including urine, and chest x-ray
Blood test-TC/DC, ECG
Vision check
shall
be
the
responsibility
of
the
recruitment
executive
to
communicate this policy in writing to all those to whom offer of

employment has been extended.
* pre Employment medical check-up: company has tied up with Suresh
hospital Bangalore for free medical check-up for candidates, for
outstation candidates medical check-up amount will be reimbursed by
the company after once they join the company.
FOLLOW UP WITH PROSPECTIVE EMPLOYEE

After the offer is made to prospective employee follow up is
done every fifteen days to ensure that the candidate will report on the
joining date.
REPORTING FOR DUTY AND JOINING FORMULATION

The selected candidate shall report on the date of joining
mentioned in the offer letter and he/she will be placed on the job. The
joining formalities are conducted by the HR and induction will be done
as per induction policy.
POWER TO AMEND
Page 58
The management reserve the right to withdraw or amend the

policy at its own discretion as it deems fit, from time to time. The
decision of the management shall be final and binding.
RESEARCH
DESIGN
Page 59
STATEMENT OF PROBLEM
For all companies there is a need to recruit or replace staff
members with the right individuals is essential. Thus the recruitment
becomes an ongoing process. It is necessary to reduce the recruitment
cycle time of the companies to save the cost and time involved in the
entire recruitment process. Therefore this research aims to study end to
end recruitment in all details and suggest ways of reducing the time and
cost involved in the recruitment process.
OBJECTIVES OF THE STUDY
To study the company current position.

To study and understand the recruitment technique used in the
organization.
To evaluate selection process of the organization.
To study the satisfaction level of employees regarding the
recruitment and selection process used by the organization
SCOPE OF THE STUDY

The Scope of the study was based on knowing about the
organization, its important for the organization to provide good and
qualitative
efficiency
of
recruitment
process.
Providing
recruited
Page 60
candidates should be prospective candidates and a talented so that

organization can survive in this era of globalization.
It also helps in knowing the process of obtaining and using job-related
information from applicants, Developing methods and ways measuring
the results like the time to hire, cost-Per-Hire and effectiveness of the
recruitment source etc.
LITERATURE
REVIEW
1. Neeraj kumari (2012):
Better recruitment and selection
strategies result in improve organization outcome. With reference to this

context, the project paper entitled recruitment and selection process
has been prepared to put a light on recruitment and selection process.
The main objective is to identify general practice that organization use
to recruit and select the employees and, to determine how the
recruitment and selection practices affect organizational outcomes at
SCM
global,
the
data
was
collected
through
well
structured
questionnaires. The source of data was from both primary and

secondary. The company consider portals as most important medium of
hiring employees. The employees working in the organization consider
the employee references are one of the most reliable source of hiring
new employees.
Bibliography
Neeraj kumari (2012): A study of the recruitment and selection process
SMC global industrial engineering letter ISSN 2224-6096 Pp 34-38
2. Ewart Keep and Susan James (February 2010): Within

general
discussions
about
skills,
education,
training
and
their
Page 61
relationship with the labor market, recruitment and selection (R&S) is

often either wholly absent as a topic or is regarded as being of relatively
marginal importance. The supply of skills has generally been seen as
central, with the process of its absorption into employment within
organizations viewed as a relatively unproblematic, minor issue. The
silence of policy debates on the topic is mirrored by the world of
research.
In the main, however, the focus of this work has generally
been quite
narrow and has often failed to locate the use of
qualifications as part of the R&S process within any wider framework

that might link this aspect of R&S with wider issues concerning why and
how employers have specified their skill acquisition
Needs in the way they have, and how these choices then impact on and
inter-relate with the deployment of R&S techniques and sources of labor.
They also often fail to pay much regard to how qualification usage
relates to employers conceptualizations of the skills that they are trying
to hire. Moreover, the bulk of both these strands of research are based
on survey data that offers a description of a particular pattern of
employer behavior, but can provide only limited explanation for why it
occurs as it does.
Bibliography
Ewart Keep and Susan James (February 2010): Recruitment and
Selection SKOPE Research Paper No. 88 ISSN 1466-1535 Pp-710.
3. Robert D. Gatewood et.al: Selection is more closely related

to recruitment than it is to other HR functions, because both recruitment
and selection are concerned with placing individual into jobs. We define
recruitment as those organizational activities that influence the number
Page 62
and types of individuals who apply for a position (such as choosing

recruitment sources, developing what will be stated in recruitment ads,
and
deciding
how
much
money
will
be
spent).
These
same
organizational activities also affects applicants decision whether are no

to accept the job offer.
Bibliography
Robert D. Gatewood, Hubert S. Feild, Murray R. Barrick: Human
Resource Selection Pp-307-315
RESEARCH METHODOLOGY
Research methodology explains the various steps that are
generally adopted by the researcher in studying the research problem
along with logic behind them.
RESEARCH DESIGN
The study adopts Descriptive research design. Descriptive design
is one which givens a snapshot of the prevailing environment. It is used
to provide a summary of some aspects of the environment when certain
aspects of the problem are speculative in nature.
SOURCES OF DATA
QUESTIONNAIRE DESIGN
Proper care has been taken to ensure that the information needs
match the objectives. The basic cardinal rules of Questionnaire design
Page 63
like
using
simple
and
clear
words,
the
logical
and
sequential
arrangement of questions has been taken care of.
DATA COLLECTION PROCEDURE

PRIMARY DATA:
A primary data is a data, which is collected for the first time for a
particular interest to have more information. Here the primary data was
collected using a structured questionnaire from the employees of
KEMWELL pharmaceutical.
SECONDARY DATA:
The secondary data was collected from the company records,
various magazines, journals, and various web sites.
DATA SOURCE:
The data was collected through both primary and secondary data
sources.
Primary data was collected through a questionnaire. The
research was done in the form of Mail.
DATA ANALYSIS AND INTERPRETATION

Analysis is the process of placing the data in an ordered form,
combining them with the existing information and extracting the
meaning from them. In other words, analysis is an answer to the
question what message is conveyed by each group of data. Which are
otherwise raw facts and are unable to give a meaningful information.
The raw data become information only when they are analyzed and put
in a meaningful form. The statistical tools used for analysis in this study
are
Page 64
1.
Percentage analysis
2.
Cross Tabulation
PERCENTAGE ANALYSIS
The data collected through the survey process was tabulated. A
percentage analysis was done, which helps to develop frequency
distribution for the different factors considered in the study. The
percentage analysis gives the number of people who have rated the
factor in a certain way
The analysis gives the extent to which a particular factor has been
achieved (or) rated by each employee.
TOOLS FOR DATA COLLECTION

Sample design
It is a logical and systematic plan prepared for directing a
research study. It is indispensable for a research project.
Sampling plan
It is a procedure of using a small number of units of a given
population as a basis for drawing conclusion about the whole
population. A sample is a subject or some part of a population. The
purpose of sampling is to estimate some characteristics of the
population.
Sampling unit
Page 65
The sampling unit is the person, place or object about which or

from which the information is required for research in case of study
conducted on attrition rate an entire employees could be a sampling
unit.
Sampling size
The sampling size consisted of employees of Kemwell. The
sample of 100 employees has been drawn working is different
departments of Kemwell Biopharma Pvt. Ltd.
Sampling method
The two major methods are probability and non-probability
sampling techniques. The study requires probability method therefore
the sample was chosen at random. Hence this study was done with
simple random tool which is one of the most popular methods of
sampling.
Page 66
DATA ANALYSIS
AND
INTERPRETATION
TABLE 2.1
Does HR provide adequate information about vacant position in
organization for internal reference?
Percenta
Parameters
No of respondents
Yes
85
ge
85%
No
15
15%
TOTAL
100
100
Source primary data (2013)
Page 67
GRAPH 2.1
Does HR provide adequate information about vacant position in
Analysis:
From the
above table it is
found that 85%
of
agree
that
the
human
resource
department
provide
respondent
adequate
information about the vacancies in the organization for internal

reference.
Interpretation:
The above graph identifies that the human
resource department supports the internal source of recruitment by

providing the complete information.
TABLE 2.2:
What is the maximum time for the vacant position to be closed?
Parameters
7 days
15 days
1 month
Within 3
month
TOTAL
No of
respondents
10
45
38
Percentage
10%
45%
38%
7%
100
100%
Page 68
GRAPH 2.2
What is the maximum time for the vacant position to be closed?
Analysis:
From the above table it is found that 45% of the respondents agree that
within 15 days the recruitment for the position in the organization will
takes place.
Interpretation:
The above graph shows that the organization recruits the candidates for
the vacant position within 15 days to 1 month. The organization
conducts recruitment process twice in a week that shows the
importance given by the management towards recruitment and
selection process.
TABLE 2.3:
How frequent it is updated and adhered to?
Paramet
No of
Percent
Page 69
ers
Daily
7 days
15 days
Monthly
TOTAL
respondents
0
35
60
5
100
age
0%
35%
60%
5%
100%

GRAPH 2.3
How frequent it is updated and adhered to?
Analysis:
From the above table found that 60% of respondents agrees that for
every 15 days once the internal updates regarding vacant position will
take place in the organization.
Interpretation:
From the above graph it is analyzed that the organization will provide
adequate information regarding vacant position to the employees who
are presently working for the organization. This shows that management
gives more importance to internal recruitment.
Page 70
TABLE 2.4:
Which source of recruitment is used in the organization?
Parameters
No of
Percentage
Internal source
external source
depends on situation and
respondents
36
30
34
36%
30%
34%
position
TOTAL
100
100%
GRAPH 2.4
Which source of recruitment is used in the organization?
Analysis:
Page 71
From the above table it is found that 36% of respondents found that
internal source of recruitment will be preferred in the organization for
the vacant position and 34% depends on situation and position.
Interpretation:
The study reveals that the organizations always give first importance to
internal recruitment. Where the organization always prefer to recruit the
candidates who are referred by the present employees.
TABLE 2.5:
The most important quality the organization looks for in a candidate:
Parameters
No of
Percentage
Knowledge
work experience
Teamwork
Discipline
All
TOTAL
respondents
8
23
17
5
47
100
8%
23%
17%
5%
47%
100%
GRAPH 2.5
The most important quality the organization looks for in a candidate:
Page 72
Ana
lysis:
As per the response from the employees, 47% employees believe that
the organization look all the qualities in candidates while doing
recruitment and selection.
Interpretation:
The above graph shows that maximum number of respondents agree
that the organization possess all the qualities like knowledge, work
experience, team work and discipline.
TABLE 2.6:
Since how many years have you been working with this organization?
Parameters
No of
Percentage
0-3
3-6
6-10
more than 10 years
TOTAL
respondents
60
26
6
8
100
60%
26%
6%
8%
100
Page 73
GRAPH 2.6
Since how many years have you been working with this organization?
Analysis:
From the above table it is found that 60% of respondents are working in
the organization between zero to three years.
Interpretation:
As per as the response given by the employees, we can analyze that the
employee are working from past three years. Maximum employees are
Page 74
experienced employees who are working from past 3 years for the
organization.
TABLE 2.7
Is the organization doing timeliness recruitment and selection process?
Parameters
No of
Percentage
Yes
No
TOTAL
respondents
68
32
100
68%
32%
100%
GRAPH 2.7
Is the organization doing timeliness recruitment and selection process?
Analysis:
In the above table it is analyzed that 68% of respondents agree that the
organization performs regular recruitment and selection process for the
candidates in the organization.
Page 75
Interpretation:
From the above graph it is analyzed that the organization regularly
conducts
recruitment
and
selection
process.
This
shows
that
organization provides more employment opportunities.
TABLE 2.8:
Do you think criteria for short listing of candidates used by the
organization in satisfaction?
Parameters
No of respondents
Yes
79
No
21
TOTAL
100
Percentage
79%
21%
100%
GRAPH 2.8
Do you think criteria for short listing of candidates used by the
Page 76
Analysis:
From above table it is analyzed that 79% of respondents are satisfied
the criteria used by the organization for short listing the candidates.
Interpretation:
In the above graph it is analyzed that the maximum respondents agree
that the organization follow the good criteria for short listing the
candidates in order to make effective recruitment and selection process.
TABLE 2.9:
Does the HR team act as a consultant to enhance the quality of the
applicant pre-screening process?
Parameters
Yes
No
TOTAL
No of respondents
81
19
100
Percentage
81%
19%
100%
Page 77
GRAPH 2.9
Does the HR team act as a consultant to enhance the quality of the
applicant pre-screening process?
Analysis:
As per the response from the employees, 81% of respondents agree that
the human resource team work as a consultant to enhance the quality
of application prescreening process.
Interpretation:
From the above graph it is analyzed that human resource team act as
consultant in order to make cost effective recruitment and selection,
even organization give importance to cost and performs recruitment
and selection process with cost advantage.
TABLE 2.10:
Does the HR department is efficient in selection policy of the
employees?
Parameters
No of respondents
Percentage
Page 78
Yes
No
TOTAL
72
28
100
72%
28%
100%
GRAPH 2.10
Does the HR department is efficient in selection policy of the
employees?
Page 79
Analysis:
From the above table it is found that 72% of respondents agree that
human resource department if efficient in selection policy of the
employees.
Interpretation:
From the above graph it is analyzed that the human resource
department is very much efficient in selection policy and procedure.
Proper policies and procedures are formed by the management for
recruitment and selection process.
TABLE 2.11
Does the job responsibilities and job description are clearly defined to
the candidates appearing for selection process?
Parameters
Yes
No
TOTAL
No of respondents
64
36
100
Percentage
64%
36%
100
GRAPH 2.11
Page 80
Does the job responsibilities and job description are clearly defined to
the candidates appearing for selection process?
Analysis:
From the above table it is found that 64% of respondents agree that the
job responsibilities and job description are clearly defined to candidates
appearing for selection process.
Interpretation:
The above graph identifies that the human resource department clearly
describe job responsibilities and job description for the candidates
during selection process.
TABLE 2.12
Selection process of candidates done in the company:
Parameters
No of
Percentage
By Reservation
Through Influence
On the basis of
respondents
0
5
54
0%
5%
54%
Page 81
Qualification
on basis of Experience
TOTAL
41
100
41%
100%
GRAPH 2.12
Selection process of candidates done in the company
Analysis:
From the above table it is found that 54% respondents agree that
selection of candidates is done on the basis of qualification and 41% on
the basis of experience.
Interpretation:
From the above graph it is analyzed that the organization select the
employees on the basis of qualification and experience.
TABLE 2.13
Rate of effectiveness of the interviewing process and other selection
instruments, such as telephonic interview:
Page 82
Parameters
No of
Percentage
Poor
adequate
Excellent
TOTAL
respondents
8
70
22
100
8%
70%
22%
100%
GRAPH 2.13
Rate of effectiveness of the interviewing process and other selection
instruments, such as telephonic interview:
Analysis:
Page 83
In the above table it is analyzed that 70% of respondents agree that the
organization have effective interviewing process and other selection
instruments.
Interpretation:
From the above graph it is analyzed that the instruments used for
selection process such as face to face interviewing and telephonic
interviewing is more effective.
TABLE 2.14:
How would you rate the HR department's performance in recruitment
and selection?
Parameters
Poor
Adequate
Excellent
TOTAL
No of respondents
15
70
15
100
Percentage
15%
70%
15%
100%
GRAPH 2.14:
Page 84
How would you rate the HR department's performance in recruitment

and selection?
Analysis:
From the above table it is analyzed that 70% of respondents agree that
the human resource department is good in recruitment and selection.
Interpretation:
From the above graph it is analyzed that the organization having good
human resource department. This shows that the HR department
activity is adequate in recruitment and selection.
TABLE 2.15:
Does organization prefers referred candidates?
Parameters
Yes
No
TOTAL
No of respondents
92
8
100
Percentage
92%
8%
100%
GRAPH 2.15:
Page 85
Does organization prefers referred candidates?
Analysis:
From the above table it is found that 92% of respondents agree that the
organization prefers referred candidates for the vacant position.
Interpretation:
From the above graph it is analyzed that the organization always prefer
the candidates which is been referred by the present employees
working in the organization.
TABLE 2.16
After selection what kind of training did you face for the placement?
Parameters
Induction Training
Job training
Both
TOTAL
No of respondents
11
8
81
100
Percentage
11%
8%
81%
100%
Page 86
GRAPH 2.16
After selection what kind of training did you face for the placement?
Analysis:
From the above table it is found that 81% of respondents agree that
they have undergone both induction training and job training after
selection.
Interpretation:
From the above graph it is analyzed that the human resource
Page 87
department is very much efficient in providing training to new

employees who has selected to the organization.
TABLE 2.17
Are you satisfied with your Salary?
Parameters
no of respondents
Yes
68
No
32
TOTAL
100
Percentage
68%
32%
100%
GRAPH 2.17:
Are you satisfied with your Salary?
Analysis:
From the above table it is found that 68% of respondents are satisfied
with the salary given by the organization.
Interpretation:
Page 88
From the above graph it is analyzed the employees of the organization

are satisfied with their salary provided by the organization. This shows
that employees are provided well compensation facilities.
TABLE 2.18
Does organization have clear stated recruitment and selection policy?
Parameters
Yes
No
To some extent
TOTAL
No of respondents
76
5
19
100
Percentage
76%
5%
19%
100%
GRAPH 2.18
Does organization have clear stated recruitment and selection policy?
Page 89
Analysis:
By the above table it is found that 76% of respondent agree that
the organization have clearly stated recruitment and selection policy.
Interpretation:
As per as above graph it shows that the human resource
department follows clearly stated recruitment and selection policy in the
organization. The HRD give complete information about the vacant
position to all the employees.
Page 90
FINDINGS
Page 91
FINDINGS
Most of the respondents agree that HR department provide all the information
about the vacancies in the organization in order to support internal recruitment.

The study has found that the 45% of respondents agree that in the organization the
vacant position will remain for a period of 15 days and some position will be open
for nearly one month.

The majority of respondents 60% of employees agree that the organization 15 days
once updates internally regarding vacant position.

The study has found that the organization recruits candidates from both external
and internal source for vacant position and also recruitment is depend on situation
and position.
From the study it is found that organization look forward all the qualities like
knowledge, work experience, team work and discipline in candidates.

The study has found that the organization is failed to retain its employees for long
term.
Frequently recruitment and selection process is taking place in the organization.
Page 92
HR department has framed criteria for short listing of candidates to maintain
quality in recruitment and selection process.

Most of the respondents agree HR team play major role as consultants to enhance
quality of applicants pre-screening policies.

Majority of the respondents agree that the policies of the organization are clearly
articulated to the candidates.

Organization gives importance for both qualification and experience during
selection of candidates.
Majority of employees feels that human resource department perform adequate in
recruitment and selection.

It is found that the organization prefers referred candidates for the vacant position.
It is found that the employees under go both Induction training and Job training
after placement.
Majority of the employees are attracted of better salary elsewhere is found that the
most effective reason for employee attrition.
Page 93
SUGGESTIONS
Page 94
SUGGESTIONS
The presently company is conducting recruitment twice in the week, if it is
conducted twice in a month that the organization can recruit more effective
candidates.
The company can provide proper motivation the employees to retain them in the
organization for long period of time that increases the retention rate.
Morale of the organization can be high and organization can shape employee career
goal for future prospects.
It would be better if the company concentrate on the employee compensation
facilities, that provides motivation to the employees and they work effectively for
organization.
The policies of the organization can be clearly articulated to the staff for better
work performance and it can be friendly to adopt.
The organization can conduct performance appraisal technique in order to identify
the best performers and the performers should be awarded and rewarded to improve
the attrition rate.
From hypothesis testing it is identified that, approximately 24% of the employees
have stated that they are either not aware of HR policies or aware of HR policies
only to very less extent. Company has to improve in this area because it is state it is
prove that employees are not aware that the company has a clear statement of
recruitment and selection policy.
Page 95
Conclusion
CONCLUSION
Page 96
The present project entitled A study on recruitment and

selection with reference to Kemwell Biopharma Pvt. Ltd., The main
objective is to find out the recruitment and selection process of the
employees conducted in the organization. The employees opinion
expressed in the questionnaire are diverse about the fields where they
agree that the recruitment and selection process in the organization is
not so effective the employees require certain changes the process
conducted in organization.
The work force and the organization being around 650
employees it may not be possible to implement the suggestion of all the
employees. Also the management see the broader picture which is in
the benefit of whole company management has to consider not only the
present but also the future prospectors of the organization. It is always
interest of the company to take employees into confidence and explain
the real picture.
From the analysis we can conclude most of the employees feel
that the presently company is conducting recruitment twice in the week,
if it is conducted twice in a month that the organization can recruit more
effective candidates
Majority of employees are satisfied with the monitory benefits
provided in the organization and also satisfied with the training facilities
given to them.
Page 97
annexure
Page 98
QUESTIONNAIRE
PLEASE FILL THE FOLLOWING DETAILS:
1) Name of the Respondent:
2) Designation of the respondent:
3) Pay scale of the employees: a) 10,000 15,000
b) 15,000 20,000
c) 20,000 and above
4) Education status of the employees:
5) Gender: Male
\ Female
6) Questionnaires:
1. Does HR provide adequate information about vacant position in
a) Yes
b) No
2. What is the maximum time for the vacant position to be closed?

a) 7days b) 15days c) 1 month d) with in 3 month
3. How frequent it is updated and adhered to?
a) Daily
b) 7 days
c) 15 days
d) monthly
4. Which source of recruitment is used in the organization?

a) Internal source
b) external source
c) depends on situation
and position
Page 99
5. Which is the most important quality the organization looks for in

a candidate?
a) Knowledge
b) work experience
c) Discipline
d) teamwork
e) other
6. Since how many years have you been working with this
organization?
a) 0-3
b) 3-6
c) 6-10
d) more than 10 years
7. Is the organization doing timeliness recruitment and selection

process.
a) Yes
b) No
8. Do you think criteria for short listing of candidates used by the

a) Yes
b) No
9. Does the HR team act as a consultant to enhance the quality of

the applicant pre-screening process?
a) Yes
b) No
10. Does the HR department is efficient in selection policy of the

employees?
a) Yes
b) no
11. Does the job responsibilities and job description are clearly
defined to the candidates appearing for selection process?
a) Yes
b) No
12. How is selection of candidates done in your Company?

Page 100
a) By Reservation
Qualification
b) Through Influence
c) On the basis of
d) on basis of Experience
13. Rate of effectiveness of the interviewing process and other

selection instruments, such as telephonic interview?
a) Poor b) adequate
c) excellent
14. How would you rate the HR department's performance in

recruitment and selection?
a) Poor b) adequate c) excellent
15. Do you think organization prefers referred candidates?
a) Yes
b) No
16. After selection what kind of training did you face for the
placement?
a) Induction Training
b) Job training
c) Apprenticeship Training
d) Training for promotion
17. Are you satisfied with your Salary or do you expect more from
your
a) Yes
work?
b) No
18. Do you have a clearly stated recruitment and selection policy?

a) Yes b) No c) To some extent
Page 101
BIBLIOGRAPHY
BIBLIOGRAPHY
WEBSITES:
Page 102
www.kemwellpharma.com
www.kemwellbiopharma.com
www.googal.com
COMPANY SOURCES:
Company Magazine
Human Resource Manual
Kemwell internal Portal
Company Annual Report.
BOOKS:
Employee Selection by Lilly.M.Berrt, Thomson Publication

Hiring and Keeping the Best People by HBS press.
Page 103

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Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

SOCIAL IMPORTANCE OF PHARMACEUTICAL INDUSTRY

Recruitment & Selection

industry contribution to decrease birth rates in the form of a

pharmaceutical branch deals with the manufacture, scale distribution,

INDIAN PHARMA INDUSTRY

Recruitment & Selection

India's pharmaceutical market grew at 15.7 per cent during

DIAGNOSTICS OUTSOURCING / CLINICAL TRIALS

Recruitment & Selection

Some of the major Indian pharmaceutical firms, including Sun

RESEARCH & DEVELOPMENT

Recruitment & Selection

White Paper on R&D prepared by consultancy firm Deloitte in July 2011

penetration driven by the relatively smaller companies.

MAJOR PHARMACEUTICAL COMPANIES

Recruitment & Selection

LEADING INDIAN PLAYERS BY SALES

Recruitment & Selection

Recruitment & Selection

Nelamangala, Bangalore Rural, India

FACILITIES: 6 in India, 1 in Sweden

A) BACKGROUND AND INCEPTION OF THE COMPANY

expertise in contract development and manufacturing services for

Recruitment & Selection

Headquartered in Bangalore, India. Kemwell has six facilities in

B) NATURE OF BUSSINESS CARRIED

Recruitment & Selection

C) VISION AND MISSION STATEMENT

effectiveness and integration thoroughly highly skilled and motivation

THE QUALITY SYSTEMS:

Recruitment & Selection

Quality system conforms to cGMP conditions and has WHO GMP

COMMITTED TO QUALITY COMPLIANCE:

documentation system and customized batch documents are reviewed

Recruitment & Selection

In order to meet the unique and dynamic needs of each -client,

Recruitment & Selection

Kemwell offers clinical manufacturing from lab-scale to commercial, in a

Recruitment & Selection

Recruitment & Selection

Kemwell technical team has experience in developing immediate and

Kemwell offers a range of packaging solutions. All kemwell production

Recruitment & Selection

development and validation, etc. Kemwell's sites in India and Sweden

EU Gateway release and testing: we offer this service to

Recruitment & Selection

Microbial testing & Preservative Testing

through our staff's extensive experience.

Recruitment & Selection

Contract manufacturing in one among the services that brings

documentation, delivery, inventory reporting and change

control requirement etc.

equipment, technology and facilities.

products of its own.

Recruitment & Selection

SAP(system application and process) to value-add kemwell's

Recruitment & Selection

Recruitment & Selection

Recruitment & Selection

I) ACHIEVEMENTS / AWARDS AND CERTIFICATION