A Master Paper on

Recruitment & Selection Process of Aristopharma Ltd.

Submitted To

Dr. Liza Khanam

Assistant Professor
Department of Management studies
Jagannath University

Submitted By

Bipasha Eva
(ID:18130202319)
Batch : 13th
Section: A

Department of Management studies

Jagannath University
 Letter of Transmittal

31stAugust, 2020
Assistant Professor Dr. Liza Khanam
Department of Management studies
Jagannath University
Subject: Submission of study on “Recruitment and Selection process of Aristopharma
Ltd.”
Dear Madam,
I would like to thank you for giving me the opportunity of doing the study on
“Selection and Recruitment process of Aristopharma Ltd.”. I have endeavor my
best to follow your guidelines for this study. I have collected all the possible
information which was needed to complete this study. It was a great challenge for
me. I enjoyed every bit of this challenge. I am earnestly thankful to you for your
guidance during the preparation of this Master paper. I hope you will appreciate
my collective effort put forth hereby.

Sincerely yours,

…………………….

Bipasha Eva
ID- M 18130202319
Batch- 13th
MBA (major in HRIS)
Department of Management Studies

i
 Letter of Declaration
I hereby declared that this Master paper or any part of it has not been submitted
elsewhere for the award of any degree or diploma at any university or institute.
Information derived from the published and unpublished work of others has been
acknowledged in the text and a list of reference is given below.

I have tried my best to present findings ideas as clearly as possible within the time
and resources available. I hope that the idea presented in this Master paper will
provide a clear picture about pharmaceutical industry and specially the matter.

……………………..

Bipasha Eva
ID- M 18130202319
Batch- 13th
MBA (major in HRIS)
Department of Management Studies

ii
 Supervisors Approval

I do hereby accept the Master Paper on “Recruitment and Selection process of

Aristopharma Ltd.” prepared by Bipasha Eva, ID- M- 18130202319, 13th batch,
MBA program( major in HRIS), Jagannath University. In preparing this Masters
paper, she has much time and effort, during the tenure of program, her devotion
sincerity and modesty were quite impressive and praise worthy.

The paper has been completed under my guidance and is a record of benefice work
carried out successfully. I am fully satisfied with the work.

I wish her every success in her career.

…………………………………

Assistant Professor Dr. Liza Khanam

Dept. of management studies
Jagannath University

iii
 Acknowledgement

At first I am grateful to my Almighty ALLAH to give me the opportunity to

complete my Master paper. As a student of MBA, Jagannath University, I would
like to express a great pleasure to prepare a Master paper on “Recruitment and
Selection process of Aristopharma Ltd.”. I am extremely thankful to my honorable
supervisor Assistant Professor Dr. Liza Khanam, Department of Management
studies, Jagannath University. Her tremendous support and direction, co-
operation, valuable advice and endless inspiration enable me to overcome all the
difficulties that occur during the preparation of my Master paper.

iv
 Abstract
This study on Aristopharma Ltd focuses on application of theories and concepts discussed in
business administration and how some of those concepts were applied in the Human Resource
Division at Aristopharma Ltd., a Pharmaceutical company in Bangladesh. Taking the working
period of the author as a scope to apply business knowledge into practice, this study provides key
insights on how a Human Resource Division more emphasize on Recruitment & Selection
Process and additionally how HR people can gain valuable knowledge from the MBA program.

The objective of the study is to identify how theories and concepts discussed in the MBA
program can be applied in the context of Recruitment & Selection Process at a Pharmaceuticals
organization in Bangladesh.

Number of secondary sources like text books, academic journals and web resources were
adopted in preparation of the master paper. Primary data came from the author’s day to day
practice at the organization as a trainee in Human Resource Division. Therefore, some bias on
the views expressed in the study cannot be ruled out. Yet, effort was given to minimize the bias
and produce an unbiased account of the project.

The Aristopharma Ltd is one of the top listed Pharmaceutical in Bangladesh. The
Pharmaceuticals industry faces severe competition within the oligopoly and as a result
organizations are highly performance driven. The often ruthless and competitive HR practice at
Pharmaceuticals organizations requires the HR expert to be able to understand performance
matrices and organizational issues. Hence, the management development programs are often
introduced within organizations and trainings are facilitated. The author gained valuable insights
on how and why organizations must be more adding values in terms Recruitment, HRIS, HR
Transaction, Performance Appraisal, Health& Safety Issues and how Human Resource Division
become a business partner.

The study provides recommends for both academia and practitioners. It recommends that
management training can also take the time constrains in industry into consideration and train
students to conduct academic projects like marketing plan within a specific number of hours and
thus introduce performance matrices at the early stage of training. Additionally, it recommends
that how Aristopharma Ltd. can run as a more HR driven firm.

Finally, the study concludes that although the scholarly domain focuses on theory development,
the Masters in Business Administration program allows professionals to apply business
knowledge into practice, as was in the case of the author’s work at The Aristopharma Ltd.

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 Table of Contents
Serial Topic Name Page No.
Preliminary pages Letter of Transmittal i
Letter of Declaration ii
Supervisors Approval iii
Acknowledgement iv
Abstract v
Chapter- 01 1.1 Introduction 1
Introduction 1.2 Origin of the Study 2
1.3 Objectives of the Study 2
1.4 Methodology 3
1.5 Limitations 4
1.6Structure of the Study 4
Chapter-02 2.1Introduction 6
Organizational 2.2 Organizations History 7
Overview 2.3 Vision 8
of 2.4 Mission 8
Aristopharma Ltd 2.5 Company Goal 8
2.6 Strength 8-9
2.7 Quality Policy of Aristopharma Ltd. 9
2.8 Quality Assurance 9
2.9 Organization Structure of Aristopharma 10
Ltd.
2.10 Human Resource Division at 11
Aristopharma Ltd.
Chapter-03 3.1 Recruitment Process 13
Recruitment and 3.2 Selection Process 13
Selection Process 3.3 Activities Undertaken for Recruitment 13
of Aristopharma and Selection
Ltd. 3.4 Steps of Recruitment and Selection 14
3.5 Work Related 15-16
Chapter-04 4.1 Findings 18
Findings 4.2 Mismatch between organizational and 19
academic
Chapter- 05 5.1 Recommendations for Future Strategic 21
Recommendations Actions
and Conclusion 5.2 Conclusion 22
References 23
 Chapter 1
Introduction

Page-1
Introduction
1.2 Origin of the Study
The main reason of this study is to become familiar with Human Resource Policies and Practices
of Aristopharma Ltd., especially with recruitment & selection process. We all know that
there is no alternative of practical knowledge which is more beneficial than theoretical aspects.
To Aristopharma like the other business, Human Resource is considered as the most important
resource and the key to all success. Training and Employee Development of these employees is
also important because they need to learn new skills, advance their knowledge, and meet the
challenges of technology in achieving high performance. Aristopharma Ltd. always concern
about recruiting and selecting the best candidates from the available. That is why I have
emphasized mostly on Recruitment and Selection Process in my master paper.

1.3 Objectives of the Study

The prime objective of the study is to examine Human Resource Policies and Practices of
Aristopharma Ltd..

The specific objectives of this report are given below:

➢ The main object of the report is to investigate the employee’s perception of the recruitment
and selection process of Aristopharma Ltd.
➢ To examine the various steps of recruitment and selection process .
➢ To identify the problems regarding recruitment and selection process .

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 1.4 Methodology
Methodology is an important part of the study. It is designed in such a way so that it
correspondent to achieve the objective of the study. It includes sampling procedure, data
collection procedure, and also procedure of analysis the data. The information used to prepare
this report has been collected from both primary source that has been collected formal and
informal interviews and secondary source that has been collected from annual reports, articles
and online which together provided more comprehensive information.

Sample area: Human Resource Department, Corporate Head Office of Aristopharma Ltd.

Sources of data collection: In order to make the report more meaningful and accurate, to
sources of data and information have been used. These are primary sources and secondary
sources.

I. Primary Data: Primary data is a type of information that is obtained directly from
first- hand sources by means of surveys, observation or experimentation. Primary
data have been collected from 4 Senior Executive (Human Resource Department)
and 10 Executive (Human Resource Department) of Aristopharma Ltd. through formal
and informal interviews.

II. Secondary Data: Secondary data is all the information collected for purposes other
than the completion of a research project and it’s used to gain initial insight into the
research problem. It is classified in terms of its source – either internal or external.
Secondary data have been collected from different Journal, Newspaper, Annual
Report, Selected Books published and unpublished data.

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1.5 Limitations
The limitations of the study arise from the inherent limitations of the methodology and methods
adopted. Firstly, the secondary information is often outdated and many web resources cannot be
verified and thus lack authenticity. Additionally, first hand observation of the author introduces
bias in the study that can minimize credibility of the findings. Attempts are made to minimize
these biases and prepare a credible study on the project.

1.6 Structure of the Study

The study discusses the organization under study , Aristopharma Ltd. and focuses on the tasks
related to Recruitment & Selection Process. It then provides insights on some academic concepts
that were applied to enhance the performance of the recruitment and selection tasks to let the
organization gain greater employee satisfaction.

Page - 4
 Chapter 2
The Organization Overview of Aristopharma Ltd.

Page - 5
The Organization

2.1 Introduction:
The pharmaceutical industry of Bangladesh is one of the most developed hi-tech sectors within
the country's economy. In 2020, there were 250 licensed allopathic drug-manufacturing units in
the country, out of which only 184 were in active production; others were either closed down on
their own or suspended by the licensing authority for drugs due to noncompliance to good
manufacturing practices or drug laws. The industry manufactured about 9,000 brands of
medicines in different dosage forms. There were, however, 2,495 wholesale drug license holders
and about 57,700 retail drug license holders in Bangladesh. Due to recent development of this
sector, the industry is exporting medicines to global markets, including the European market.
This sector is also providing 97% of the total medicine requirement of the local market.

Top 10 pharmaceutical companies:

1. Square Pharmaceuticals Ltd.

2. Incepta Pharmaceuticals Ltd.
3. Beximco Pharma Ltd.
4. Healthcare Pharma Ltd.
5. Opsonin Pharma Ltd.
6. Eskayef Pharma Ltd.
7. Renata Pharmaceuticals Ltd.
8. Acme Pharmaceuticals Ltd.
9. ACI Pharmaceuticals Ltd.
10. Aristopharma Ltd.

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2.2 Organization History:
Industrial development in this country by the Founder chairman Mahmud Hasan and his
successors have already established a number of innovative &import substitute industrial units
mainly in the pharmaceutical and related sectors; the seed that was planned in the year 1990 now
has become a tree. The way they walked through was not a smooth and plain one. After a
thousand miles walking the plant of Cephalosporin has now opened a new horizon in Bangladesh
pharmacy industry. From the inception they always believed in nation building activities. Their
cherished dreams had served the mankind and the man behind the mankind. This dream has
come into reality as a result of thousand miles throbbing walk of thousand people.

1990- Business started

1996- Manufacturing of injectable
1998- Manufacturing of antibiotic capsules
2000- Exports of products to South East Asia & the Middle East
2002- Manufacturing of suppositories in Bangladesh
2003- ISO 9001 certification
2003- Site development and planning for new factory
2016- Company name has open new facility for Cephalosporin Production.
2019- Company name has open new facility for Sterile Production.
2020- Company name has open new facility for Anticancer Production.

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2.3 Vision
Aristopharma Ltd. vision is to achieve significant business in prescription products by 2030 with
a strong presence in domestic and international market. Considering the above vision, under the
umbrella of MD Sir, Aristopharma Ltd. is an innovative and vision driven company designed to
confirm global standards like WHO cGMP, UK-MHRA and US-FDA. The finest and largest
Sterile manufacturing facility is under construction by active guidance of European Consultants.

Facilities and processes are of the highest quality which has been designed to achieve quality
products with vision to export in global market.

2.4 Mission
Their holistic approach is to ensure Health, Vigor and Happiness for all by manufacturing ethical
drugs and medicines of the highest quality at affordable prices and reaching out even to the
remotest areas by proper distribution network. They view themselves as partners with doctors,
their customers, their employees and their environment.

2.5 Company’s Goals

Aristopharma Ltd. is committed to maintain state of the art manufacturing facilities for ensuring
best quality products to the customers. The company is devoted to increase sales growth,
increase productivity, increase profit margin, improve company image & customer satisfaction
and ensure continual improvement.

2.6 Strengths

The largest Sterile Manufacturing facilities in Bangladesh. Total facility area is 3, 19162 sft
and clean class –200000 area is 43,726 sft.
Dedicated building for non-penicillin, non-cephalosporin, Sterile and non-steroid products.
More than eight billion tablet manufacturing facility per year considering single shift.
Designed the facility to meeting the requirements of WHO cGMP, UK- MHRA and US-FDA.
Environment controlled and monitored by integrated building management System (IBMS)
through introducing Zoning concept in all manufacturing areas.
Room to room automated differential pressure monitoring system to avoid cross
contamination.
In manufacturing area every airlock, pass box and doors containing interlocking system.
Fully automated production machineries from renowned sources incorporate with latest
technology for maintaining strict cGMP compliance in everywhere.

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 Each machine meets the requirement of 21 CFR part 11 compliances.
Introduce world renowned WFI (Water For Injection) generation system including loop to
meet up high standard water quality in everywhere.
Independent R & D Lab for developing new products, which containing sophisticated lab trial
equipment. Separate analytical lab also available here.
Separate QC Lab equipped with modern machineries like FTIR, TOC analyzer, HPLC, GC,
Atomic absorption spectroscopy, ICP etc.
Independent microbiology department to perform microbiological tests.
Strict safety profile is maintained throughout the plant. In view of this world renowned safety
devices are introduced for fire detection and fire protection.
Environment friendly modern ETP & Incinerator are available for managing solid and liquid
waste disposal.

2.7 Quality policy of Aristopharma

Absolute commitment to the highest standard quality product and service.

Improve market share and productivity.
This organization has adopted ISO 2001 and CGMP standards.
The quality management system shall be resourced with competent personnel, suitable
premises and up-to-date technology.

2.8 Quality Assurance

Aristopharma Ltd. stated belief that, "quality the Unit we count" is the cornerstone of the
company's Quality Assurance program.

The Company has adopted ISO-2001 and WHO CGMP (Current Good Manufacturing Process)
Standards and has been accredited with ISO-2001 certification in 2003. The entire manufacturing
procedure, starting with the incoming raw materials, through stringent intermediate
manufacturing process and packaging of products, to the dispatching of finished goods, requires
that analysts, pharmacists and instructors monitor and control each step. Even after the release of
finished goods, the quality control lab tracks post-distribution spot checks of all batches.

Aristopharma Quality Assurance Department is equipped with the most modern instruments and
is staffed with well trained and qualified personnel. All procedures for testing, sampling and
inspecting are clearly approved, implemented and documented. All instruments are regularly
calibrated and processes, machinery and premises validated.

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2.9 Organizational Structure of the Aristopharma Ltd.:

Chairman

Managing Director

Deputy Managing Director Deputy Managing Director

Directors

Corporate Office Plant

Marketing Manufacturing

Finance Quality Operation

PPIC R&D

Factory Admin &HR

Accounts

HR

Audit, Vat & Taxes

IT

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 2.10 Human Resource Division of the AristopharmaLtd.:

GM, HR

Sr. Manager

HR Transaction Recruitment & Training &Development Legal

Talent Management

Manager Manager Manager

Sr. Sr. Sr. Officer Sr.

Executiv Officer
Executiv Executiv Executiv
e e e e

Executive Executive

Executive

Page-11
 Chapter 3
Recruitment and Selection Process of
Aristopharma Ltd.

Page-12
3.1 Recruitment Process
Recruitment refers to the overall process of identifying, attracting, screening, short listing and
interviewing suitable candidates for jobs within an organization.

3.2 Selection Process

Selection is the process of picking and choosing the right candidate who is suitable for a vacant
job position of an organization.

3.3 Activities Undertaken for Recruitment and Selection process

The procedures of recruitment and selection process in Aristopharma Ltd. are generally driven
by a desire to be fair. However, there may in some cases need to be a better balance of fairness
and operating a quick and effective process. Careful consideration of policies and procedures
may identify unnecessarily bureaucratic practices.

Each year Aristopharma Ltd. recruit above 100 numbers of Officer those are mainly chosen for
field work. During my study I got the opportunity to take part in the recruitment and selection
process for this post. From the beginning to end Aristopharma Ltd. follows a very systematic
procedure which leads them to hire effective people. The below discussion is on the entire
process of recruiting and selection process of Aristopharma Ltd.

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3.4 Steps of Recruitment and Selection in Steps of Recruitment and Selection in Aristopharma
Ltd.:

Employee Budget

Requisition Recruitment

No
Justification
Requisition Yes
Approval

Advertisement

Receiving CV

Sort out

Written Test

Viva- voce
Selection

Approval from the Authority

Medical Check- Up

Job Offering

Appointment

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3.5 Works Related
➢ Employee Budget:
Every department prepares a budget of employee according to the requirements in their
department. It may be at the beginning of the year or when vacancy is created or someone
leaves one’s job. Aristopharma Ltd. hire around 400 employees each year. The budget
depends on the number of manpower requisition. The project that I worked in was more
than 1.5lac.

➢ Requisition:
After making employee budget they give a requisition to Human Resource Department
mentoring specific number of employee they need. Moreover, job description, job
specification and other requirements are mentioned here.

➢ Justification:
Given requisition is verified, justification and confirmed through analysis whether the
requisition is logical or not, If the Human Resource Department thinks the requisition is
reasonable it precedes the recruitment process otherwise they resend the requisition letter
to the particular department to verify their need.

➢ Approval:
After getting the authenticity of requisition, Human Resource Department gives a
recommendation on it. The requisition must be approved by top management.

➢ Advertisement:
When the requisition is approved they give advertisement in different ways to
attract the probable employees. The means they use to attract the employees are:

• Newspaper
• Jobs websites
• Sending mail to the existing employee

➢ Receiving CV:
From different means of media CVs are collected and piled up for initial screening

➢ Sort-out:
From here recruitment process ends and selection process starts. Most of the candidates are
rejected in the initial screening time because of inferior quality.

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➢ Written test:
They arrange for a written (in 100) to get quality students from different private and public
universities. Among them who get 50% number are selected for interview.

➢ Viva-voce:
After the written test every passed candidates get a chance to take part in the viva-voce. The
viva-voce conducts into two parts. First one is preliminary and other is final.

➢ Approval from authority:

Overall processes as well as the candidates are approved by the Approval Authority.

➢ Medical Check-up:
Medical checkup is mandatory for candidates.

➢ Job offering:
Finally, the job is offered to the candidates and is introduced with the organization polices.
Moreover, a negotiation of is occurred and asked the candidate whether he is agreed with the
terms and conditions of the organization and the offered salary if so then is told to join as early
as possible.

➢ Appointment:
If the employee is physically fit and agreed with all the terms and condition then the candidate is
appointed finally.

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Chapter-4
Findings

Page-17
 4.1 Findings of the project:
The findings of the project on the recruitment and selection process of Aristopharma are briefly
stated below:-

➢ Aristopharma encourages fresh graduates to start their career in their organization. The reason
behind recruiting fresh graduates is that they can create their manpower based on the
organization culture by providing relevant training which helps Aristopharma to create a
productive manpower.

➢ Aristopharma recruits post graduates besides graduates for the Officer post. However,
Aristopharma should emphasis on this regard as this recruitment criterion might discourage
potential fresh graduates to apply for the post and thus Aristopharma might fail to attract talented
candidate.

➢ Based on employee skills, educational background, experience of work employee can be

recruited in the organization.

➢ Aristopharma has a structured and standard selection process. This is strictly followed by the
selection board that is empowered by the organization to avoid any unfair activities during
hiring employees

➢ Aristopharma is among one of those successful companies which does not only conduct their
business activity just to earn money but also give enough emphasis on building a satisfying
stakeholders.

➢ Most of the employees are highly motivated and satisfied working with their seniors and
subordinates. However, management must be more concern of tackling employee grievance to
avoid any sort mismanagement

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4.2 Mismatch between assigned task & academic preparation recruitment cycle:

This is the recruitment cycle of Aristopharma Ltd. as well as the ideal format of recruitment
cycle that we have learnt in the book .How far I have seen Aristopharma always try to
follow this ideal format during the recruitment process going on. So, in this case I don’t find
that much of mismatch between academic process of recruitment that I have learnt in book
and actual recruitment process that Aristopharma follow. More or less they are same.

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 Chapter 5
Recommendations

Page-20
5.1 Recommendations for Future Strategic Actions
Aristopharma Ltd. has extremely wonderful and systematical working techniques. To
recommend Aristopharma Ltd. is quite difficult thing for me as an internee. The new changing
HR professionals carry with new responsibilities and confronts. But all things around us are
changing at an accelerating rate. Given the fast changing, dynamic global economy and the
increasing pressure of globalization, liberalization, consolidation and disintermediation, it is
essential that Aristopharma Ltd. has a robust recruiting and selection policies and procedures
that are sensitive to these changes. I have found some points to be noticed to Recruitment and
Selection section for betterment of Aristopharma Ltd. .

➢ To make recruitment and selection process more effective, top management as well as
executives should be aware about the length of time consumed for total hiring process.

➢ Top management should response promptly about their final selection decision to the HR team

➢ Top management should make the total recruitment and selection procedure easier and faster
to overcome all the drawbacks of present hiring procedure and to ensure that managers cut
down unnecessary bureaucratic rules and process.

➢ Aristopharma Ltd. should too much careful about Recruitment and selection process, so that
turnover rate is reduced than previous year as Aristopharma Ltd. is facing problem with the
huge turnover rate in the field force.

➢ The key to reducing bureaucracy for managers is to ensure that they are properly trained and
fully understand the implication of the legal framework; the aims of the authority and good
practice in recruitment and selection process.

➢ HR often faces difficulties to accommodate trainee as there is not enough room to conduct
training session. Therefore, HR should ensure a number of new training rooms to conduct
training smoothly.

➢ Aristopharma Ltd. should hire more employee in HR as they often face problem dealing with
huge field force.

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5.2 Conclusion
Aristopharma Ltd. represents an organization that thrives for continuous learning and
organizational development. For them, organizational development includes a creation of a
strongly-bonded culture; maintaining discipline; continuously adapting to changes resulting
from both internal and external environment; developing human resources through ongoing
development and evaluation initiatives; and completing tasks and goals within a given time
frame. Aristopharma Ltd continually focusing on corporate social responsibility and adapting
to changes will automatically lead to successful company. Thus, developing a strong HR
department for organization development is becoming an important aspect for the company.
The primary objective of this report was to analyze and understand the effectiveness of the
recruitment and selection process of Aristopharma Ltd As the research showed, the company
is continually applying development initiatives to enhance its recruitment and selection
procedures to ensure right people in the place. From my experience I have observed that
Aristopharma Ltd maintain their recruitment & selection process in a very systematic and full
planned way. In many organizations it is a common practice where in case of recruitment
decisions are influenced by many unexpected powerful authority which leads to an
inappropriate employee selection. However, Aristopharma Ltd being a reputed organization
with such a high profile hardly goes out of their principles and thus Aristopharma Ltd can
proudly declare that the entire recruitment process is appropriate and free from any sort of
unfair activities.

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References
➢ Dessler, Gary (2011). Human Resource Management(9th edition).
NewJersey:Prentice Hall

➢ French, WendellL. (2011)Human Resource Management (9th edition).

Boston, Massachusetts: Houghton Mifflin Company.

➢ Noe & John, HollenbeckR.Human Resource Management (10th edition).

Boston,Massachusetts: Irwin/McGraw-Hill.

➢ Aristopharma Ltd. , Annual Report 2018, Written & Edited by: Accounts & Finance
Department of Aristopharma Ltd.

➢ Aristopharma Ltd., Training Report 2020,ShampurUnit

➢ Recruitment and Selection process (16 August, 2020). In wikipedia

.http://en.wikipedia.org/wiki/index title Recruitment and Selection Process = 907866

➢ Ram prasath Srinivasan (June 23,2017) Recruitment and Selection process retrieved from
www.Slideshare.com

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