.

A
STUDY
ON

RECRUITMENT AND SELECTION

AT

AGS HEALTH

Submitted by
S.SAI KUMAR
HT.NO: 201214684070
(2014 -2017)
Under the esteemed guidance of
Mrs. K. Mary Leena
(LECTURER)

Department of business administration

SIVA SIVANI DEGREE COLLEGE

(AFFILIATED TO OSMANIA UNIVERSITY)

KOMPALLY, SECUNDERABAD 500014

1
 ACKNOWLEDGEMENT

I would like to express my sense of gratitude to Mr. SYED, HR MANAGER, and my

project supervisor for his guidance and continuous support on this project, without his
endeavor the project would not have been successfully.
The wish to express my sincere thanks to Mrs. P. Mamatha, principal, Siva Sivani Degree
Collage for valuable suggestions, constant help and encouragement in every stage during the
preparation of project report.
The extent my humble thanks to K. Mary Leena, project guide for her
inspiring guidance, valuable suggestions and for rendering helpful hand in completion of
project.
I retract my deepest sense of gratitude and indebtedness to my family, friends and
other who provided me with their full corporation and support in successful completion of the
project.

2
 DECLARATION

I hereby declare that this project report titled “RECRUITMENT AND SELCETION” at
AGS HEALTH, submitted by me to the department of BACHLEOR OF BUSINESS
ADMINSTRATION as a record work done by me under the supervision and guidance of
K.MaryLeena lecturer of Siva Sivani Degree College.

This is a benefited work undertaken by me and it is not submitted to any other universities or
institutions for the award of any degree/diploma/certificate or published any time before.

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CONTENTS

S.NO NAME OF THE TOPIC PG. NO

1 Chapter -1
INTRODUCTION 5-10

2 CHAPTER -2
COMPANY PROFILE
3 CHAPTER-3
INDUSTRY PROFILE

4 CHAPTER -4
REVIEW OF LITERATURE

5 CHAPTER-5
RESEARCH METHODOLOGY
6 CHAPTER-6
DATA ANALYSIS
7 CHAPTER-7
FINDINGS
SUGGESTIONS
8 CONCLUSION

9 BIBILOGRAPHY

10 QUESTIONNAIRE

4
CHAPTER-I
INTRODUCTION

5
INTRODUCTION:

The word recruitment has many meaning and plays a important role. The most important
thing in that enterprise grows, diversifies, takes over other units all necessitating hiring of
new men and women, in fact recruitment functions stop only when the organization ceases to
exit. To understand recruitment in simple terms it is understood as process of searching for
obtaining applications of job from among from whom the right people can selected. To define
recruitment we can define it formally as it is a process of finding and attracting capable
applicants for employment. The process begins when new recruit are sought and ends when
their application in practice the activity extends to the screening applicants as to eliminates
those who are not qualified for job.
Selection is the process of picking individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization.
A formal definition – “it is the process of differentiating between applicants in order to
identify those with a greater likelihood of success in a job.”

Recruitment:

According to Edwin b. Flippo, recruitment is the process of searching the candidates

for employment and stimulating them to apply for a jobs in the organization”. Recruitment is
the activity that links the employers and the job seekers. A few definitions of recruitment are:
• Recruitment is a process of finding and attracting capable applicants for employment.
The process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are
selected.

• Recruitment is the process to discover sources of manpower to meet the requirement

of staffing schedules and the employ effective.

• Recruitment measures for attracting that manpower in adequate numbers facilitate

efficient working force.

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 Recruitment of candidates is the function preceding the selection. which helps create a
pool of prospective employees for the organization so that the management can select
the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even through specific
vacancies do not exist. Usually, the recruitment process starts when a manager
initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Recruitments needs are of three types:

Planned:
Planned needs are those needs arising from changes in organization and retirement
policy.

Anticipated:
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.

Unexpected:
Resignation, deaths, accidents, illness give rise to unexpected needs.
Purpose & important of recruitment:

The purpose and importance of recruitment are given below:

• Attract and encourage more and more candidates to apply in the organization.

• Create a talent pool of candidate to enables the selection of best candidate for
the organization

• Determination present and future recruitment of the organization in the

conjunction with its personnel planning and job analysis activities.

• Recruitment is the process which links the employees with the employees.

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 • Increase the pool of job candidates at minimum cost.

The help increase the sources rate of selection process by decreasing number
of visibly under qualifies or over qualified job applicants. It also helps to
reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time. It meets identifying
and preparing potential job applicants who will be appropriate candidates.it
increases organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

Selection:

Selection is a negative process and involves and elimination who do not have the
required skills and qualification for the job proposed. Also it is a process of
differentiating between applicants in order to identify and hire those with greater
likelihood of success in job.

The objective of selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates.it is a system of
function and devise adopted in a given company to ascertain whether the candidate’s
specifications are matches with the job specifications and recruitment or not.

Selection process or activities typically follow a standard pattern beginning with an

initial screening interview and concluding with the final employment decision. The
traditional selection process includes preliminary screening interview. Completion of
application form. Employment test, comprehensive interview, background
investigation, physical examination and final employment decision to hire.

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 Organization for selection

Recently the basic hiring process was performed in a rather unplanned manner in
many organizations. In some companies, each department screened and its own
employees. Many mangers insisted on screening their own employees as they thought
no one else could do that as efficiently as they themselves.

But now selection is centralized and handling by the Human Recruitment Department.
Some of these advantages:

• It is easier for the application because they can send their application to a single
centralization department.

• It facilitates contact with applicants because issues pertaining to employment can be

cleared through one central location.

• It helps operating mangers to concentrate on their operating responsibilities. This is

especially helping during the chief hiring period.

• It can provide for better selection because hiring is done by specialist trained in
staffing techniques.

• The applicant is better assured of consideration for greater variety of jobs.

• Hiring cost is cut because duplication of efforts is reduced.

• With increased government regulation on selection process. It is important that people

who know about these rules handle a major part of the selection process

9
 Essential of selection procedure

• Someone should have the authority to select.

• There must be sufficient number of applicants from whom the required number of
employees to be selected.

• There must be some standards of personnel with which a prospective employee may
be compared.

Factors affecting selection decision

includes :
• Profile matching

• Organization and social environment

• Multi correlation

• Successive hurdles

10
 CHAPTER-II
INDUSTRY PROFILE

11
INDUSTRY PROFILE

Healthcare Revenue Cycle Management

INDUSTRY
Revenue Cycle Solution

They are an analytics driven, technology enabled Revenue Cycle Management ("RCM")
Company providing medical billing, medical coding and business analytics services to
leading healthcare providers across the US.

Medical Coding

Medical coding is the transformation of healthcare diagnosis, procedures, medical services,

and equipment into universal medical alphanumeric codes. The diagnoses and procedure
codes are taken from medical record documentation, such as transcription of physician's
notes, laboratory and radiologic results, etc.
Medical coding certifications from AAPC are the gold standard in the healthcare industry. ...
AAPC medical coding certifications are a must for anyone interested in pursuing a career in
medical coding and billing. ... Additionally, certified medical coders typically earn 20 percent
more
Other medical classifications
Diagnosis
The categories in a diagnosis classification classify diseases, disorders, symptoms and
medical signs. In addition to the ICD and its national variants, they include:

Diagnostic and Statistical Manual of Mental Disorders (DSM)

DSM-IV Codes
DSM-5
International Classification of Headache Disorders 2nd Edition (ICHD-II)[18]
International Classification of Sleep Disorders (ICSD)

12
Online Mendelian Inheritance in Man, database of genetic codes
Read codes
SNOMED CT
Procedure
The categories in a procedure classification classify specific health interventions undertaken
by health professionals. In addition to the ICHI and ICPC, they include:

Australian Classification of Health Interventions (ACHI)

Canadian Classification of Health Interventions (CCI)[19]
Chinese Classification of Health Interventions (CCHI)
Current Procedural Terminology (CPT)
Health Care Procedure Coding System (HCPCS)
ICD-10 Procedure Coding System (ICD-10-PCS)
OPCS Classification of Interventions and Procedures (OPCS-4)
Drugs[edit]
Drugs are often grouped into drug classes. Such classifications include:

RxNorm
Anatomical Therapeutic Chemical Classification System
Medical Reference Terminology
Other
Classification of Pharmaco-Therapeutic Referrals (CPR)
Logical Observation Identifiers Names and Codes (LOINC), standard for identifying medical
laboratory observations
Medical Dictionary for Regulatory Activities (MedDRA)
Medical Subject Headings (MeSH)
List of MeSH codes
Nursing Interventions Classification (NIC)
Nursing Outcomes Classification (NOC)
TIME-ITEM, ontology of topics in medical education
TNM Classification of Malignant Tumors
Unified Medical Language System (UMLS)
Victoria Ambulatory Coding System (VACS) / Queensland Ambulatory Coding System
(QACS), Australia[citation needed]

13
Library classification that have medical components[edit]
Dewey Decimal Classification and Universal Decimal Classification (section 610–620)
National Library of Medicine classification
ICD, SNOMED and Electronic Health Record SNOMED.
The Systematized Nomenclature of Medicine (SNOMED) is the most widely recognised
nomenclature in healthcare. Its current version, SNOMED Clinical Terms (SNOMED CT), is
intended to provide a set of concepts and relationships that offers a common reference point
for comparison and aggregation of data about the health care process. SNOMED CT is often
described as a reference terminology.SNOMED CT contains more than 311,000 active
concepts with unique meanings and formal logic-based definitions organised into hierarchies.
SNOMED CT can be used by anyone with an Affiliate License, 40 low income countries
defined by the World Bank or qualifying research, humanitarian and charitable projects.
SNOMED-CT is designed to be managed by computer, and it is a complex relationship
concepts.
ICD.
The International Classification of Disease (ICD) is the most widely recognized medical
classification maintained by the World Health Organization (WHO).[23] Its primary purpose
is to categorise diseases for morbidity and mortality reporting. The United States has used a
clinical modification of ICD (ICD-9-CM) for the additional purposes of reimbursement. ICD-
10 was endorsed by WHO in 1990, and WHO Member states began using the classification
system in 1994 for both morbidity and mortality reporting. In the US, however, it has only
been used for reporting mortality since 1999. Because of the US delay in adopting its version
of ICD-10, it is currently unable to compare morbidity data with the rest of the world. ICD
has a hierarchical structure, and coding in this context, is the term applied when
representations are assigned to the words they represent. Coding diagnoses and procedures is
the assignment of codes from a code set that follows the rules of the underlying classification
or other coding guidelines.

Comparison:
SNOMED CT and ICD are designed for different purposes and each should be used for the
purposes for which they were designed.[24] As a core terminology for the EHR, SNOMED
CT provides a common language that enables a consistent language that enables a consistent
way of capturing, sharing, and aggregating health data across specialties and sites of care.[25]

14
It is highly detailed terminology designed for input not reporting. Classification systems such
as ICD-9-CM, ICD-10-CM, and ICD-10-PCS group together similar diseases and procedures
and organise related entities for easy retrieval.[25] They are typically used for external
reporting requirements or other uses where data aggregation is advantageous, such as
measuring the quality of care monitoring resource utilisation, or processing claims for
reimbursement. SNOMED is clinically-based, documents whatever is needed for patient care
and has better clinical coverage than ICD. ICD’s focus is statistical with less common
diseases get lumped together in “catch-all” categories, which result in loss of information.
SNOMED CT is used directly by healthcare providers during the process of care, whereas
ICD is used by coding professionals after the episode of care. SNOMED CT has multiple
hierarchy, whereas there is single hierarchy for ICD. SNOMED CT concepts are defined
logically by their attributes, whereas only textual rules and definitions in ICD.

Data Mapping[edit]
SNOMED and ICD can be coordinated. The National Library of Medicine (NLM) maps ICD-
9-CM, ICD-10-CM, ICD-10-PCS, and other classification systems to SNOMED.[26] Data
Mapping is the process of identifying relationships between two distinct data models. The full
value of the health information contained in an EHR system will only be realised if both
systems involved in the map are up to date and accurately reflect the current practice of
medicine

Medical Billing
Medical billing is a payment practice within the United States health system. The process
involves a healthcare provider submitting, and following up on, claims with health insurance
companies in order to receive payment for services rendered; such as treatments and
investigations.
Medical billing is the process of submitting and following up on claims with health insurance
companies in order to receive payment for services rendered by a healthcare provider.
Terminology
Read code SNOMED CT LOINC UCUM RxNorm
Laboratory
management
ELab LabKey Server STARLIMS webLIMS

15
Patient portals
athenaCommunicator Cerner Patient Portal MyChart
Personal
health records
Dossia Microsoft HealthVault Google Health (discontinued)
Practice
management
Billing
Kareo Medical Billing Practice Fusion Billing
Comprehensive
Clear Health Kareo Practice Management NueMD Open Hospital
Specialty
Dental Dentrix Open Dental SoftDent
Scheduling
EatherWay Kareo ZocDoc
Patient engagement
DoctorBase Kareo
Research
Behavioral PEBL Presentation PsychoPy Psychtoolbox for MATLAB PsyScope Cancer
Caisis Folding@home Clinical trials Pharmacovigilance Oracle Argus
Surgical
Assistive
HipNav
Transmission
eMix Microsoft Amalga Mirth Connect
Related
List of biomedical cybernetics software List of freeware health software List of open-source
health software Category:Health software

Accounts Receivable
Accounts receivable is a legally enforceable claim for payment held by a business for goods
supplied and/or services rendered that customers/clients have ordered but not paid for. These
are generally in the form of invoices raised by a business and delivered to the customer for

16
payment within an agreed time frame. Accounts receivable is shown in a balance sheet as an
asset. It is one of a series of accounting transactions dealing with the billing of a customer for
goods and services that the customer has ordered. These may be distinguished from notes
receivable, which are debts created through formal legal instruments called promissory notes.
The accounts receivable department uses the sales ledger, because a sales ledger normally
records.
Accounts Receivable Age Analysis
An Accountants Receivable Age Analysis, also known as the Debtors Book is divided in
categories for current, 30 days, 60 days, 90 days or longer. The analysis or report is
commonly known as an Aged Trial Balance. Customers are typically listed in alphabetic
order or by the amount outstanding, or according to the company chart of accounts. Zero
balances are not usually shown.

Bookkeeping
On a company's balance sheet, accounts receivable are the money owed to that company by
entities outside of the company. Account receivables are classified as current assets assuming
that they are due within one calendar year or fiscal year. To record a journal entry for a sale
on account, one must debit a receivable and credit a revenue account. When the customer
pays off their accounts, one debits cash and credits the receivable in the journal entry. The
ending balance on the trial balance sheet for accounts receivable is usually a debit.

Business organizations which have become too large to perform such tasks by hand (or small
ones that could but prefer not to do them by hand) will generally use accounting software on
a computer to perform this task.

Companies have two methods available to them for measuring the net value of accounts
receivable, which is generally computed by subtracting the balance of an allowance account
from the accounts receivable account.

The first method is the allowance method, which establishes a contra-asset account,
allowance for doubtful accounts, or bad debt provision, that has the effect of reducing the
balance for accounts receivable. The amount of the bad debt provision can be computed in
two ways, either (1) by reviewing each individual debt and deciding whether it is doubtful (a
specific provision); or (2) by providing for a fixed percentage (e.g. 2%) of total debtors (a

17
general provision). The change in the bad debt provision from year to year is posted to the
bad debt expense account in the income statement.

The second method is the direct write-off method. It is simpler than the allowance method in
that it allows for one simple entry to reduce accounts receivable to its net realizable value.
The entry would consist of debiting a bad debt expense account and crediting the respective
accounts receivable in the sales ledger.

The two methods are not mutually exclusive, and some businesses will have a provision for
doubtful debts, writing off specific debts that they know to be bad (for example, if the debtor
has gone into liquidation.)

Special uses
Companies can use their accounts receivable as collateral when obtaining a loan (asset-based
lending). They may also sell them through factoring or on an exchange. Pools or portfolios of
accounts receivable can be sold in capital markets through securitization.

For tax reporting purposes, a general provision for bad debts is not an allowable deduction
from profit a business can only get relief for specific debtors that have gone bad. However,
for financial reporting purposes, companies may choose to have a general provision against
bad debts consistent with their past experience of customer payments, in order to avoid over-
stating debtors in the balance sheet.

Related accounting topics

Associated accounting issues include recognizing accounts receivable, valuing accounts
receivable, and disposing of accounts receivable.

In the UK, most companies have a credit control department.

Other types of accounting transactions include accounts payable, payroll, and trial balance.
See also
Electronic billing
Debtors
Factoring (finance)

18
 Accounts payable
Balance sheet

The sales a business has made.

The amount of money received for goods or services.
The amount of money owed at the end of each month varies (debtors).
The accounts receivable team is in charge of receiving funds on behalf of a company and
applying it towards their current pending balances.

Collections and cashiering teams are part of the accounts receivable department. While the
collections department seeks the debtor, the cashiering team applies the monies received.

Non Voice
Non-Voice process in business process outsourcing (BPO) is a subsection of BPO in which
employees sitting behind a desk and fulfilling duties the customer may not see. Non-voice
business process outsourcing (BPO) is in which representatives don’t work not in call centers
or other areas where they would speak with customers, but are placed in position performing
back-office tasks; thus, they do not use their voice. Non-voice BPO does not test vocal skills;
it instead tests writing skills, because on the grounds that these workers frequently will
answer emails & live chat with customers. Unlike voice BPO, in which employees should
have the capacity to speak, non-voice BPO employees usually need formal training in their
specific field to fulfill their job duties. Some non-voice employees interact with customers via
email & chat support but not by phone.

• Identify and qualify suitable local companies.

• Supervise the work of the chosen local companies and ensure projects are executed on
time and with required quality.

• Manage commercial work required for consolidation of all local suppliers and provide
a single-window.

19
 CHAPTER-II
COMPANY PROFILE

20
HISTORY OF AGS HEALTH

AGS Health, Inc., a revenue cycle management company, provides medical billing and
medical coding services in the United States. It offers eligibility and benefits verification,
medical coding, denial management and AR follow-up, provider enrollment/credentialing,
charge capture, electronic and paper claims submission, payment posting, correspondence
and appeals, insurance and self pay follow-up, credit balance resolution, and coding audit
services, as well as training, shadow coding, reimbursement impact analysis, productivity
impact analysis, and clinical documentation improvement services for hospitals and
physicians. It also serves revenue cycle management companies, coding companies

INVESTORS
Apart from the audited data, which is published along with the relevant audit report, rest are
provisional.

Any other financial data or any other statement, past or forward looking or estimate given in
this website are based on the source ( where such source is disclosed ) or based on best
interpretation made by the management, which may not be accurate or may change from time
to time, not necessarily updated in the web site. Warranty, guarantee or any other averment
have a context and full texts of conditions attached to it, which may or may not be reflected
in the website.

AGS HEALTH is not responsible for any assumption made by any visitor of the website
based on any information or data in this website, and consequently will not be responsible for
any loss suffered by anyone, by solely relying on the content of this website, in any manner,
whatsoever. Anything in this website does not constitute a contract between the visitor of the
website and AGS HEALTH , whether implied or expressed.

This website is for general dissemination of information about AGS HEALTH and has no
other intention, expressed or implied.

Any data which are provided from a web link ( for example stock exchanges ) are owned by

21
the respective website and are only provided to the extent of the data available in the public
domain of such web site.

AGSHEALTH does not take any responsibility of accuracy or inaccuracy of any data, which
has originated in a website, outside of AGS HEALTH own website, and also not for its own
provisional data or information. The only financial data that can be relied upon is AGS
HEALTH Audited Financial Statement read along with the full text of its auditors' report.

CAREERS

AGS HEALTH is an equal opportunity employer. If you feel you have the fire in your belly
to work for a diverse healthcare organization like us and if you have the necessary
qualification and/ or experience to fit a role, please get in touch with us by sending your
carrers.agshealth.com do not forget to mention the functional responsibility and level that you
are looking for.

Also watch this space from time to time for any specific or specialized opening that they
have.

A.) Companys Factsheet

who we are
Seasoned management team with an outstanding award-winning track record
8 Pioneers in bringing offshore healthcare revenue cycle management to the
mainstream
8 World class quality and data security processes
8 Highly educated and motivated global workforce
8 Strong pipeline of managers with extensive project management experience
8 Global delivery model with a strong domestic client services team.

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What we do:
Business Analytics
Data Integration Solutions
Complete Revenue Cycle Management
• Charge Capture
• Medical Coding
• Coding Audit Services
• Eligibility and Benefits Verification
• Claims Submission
• Payment Posting
• Credit Balance Resolution
• A/R Management
• Denial Manageme
• Credentialing

How we do it:
People
8 College graduates from diverse academic backgrounds led by CPA equivalent
leaders
8 Certified by AHIMA and AAPC.
Process
8 Seamless implementation with deep domain expertise and effective
quality controls
8 Certified for compliance with several stringent standards including
ISO 9001:2008 (quality), HIPAA, ISO/IEC 27001:2013 (data security) and
SSAE 16/ISAE 3402 Type 1 (process controls).
Technology
8 Dedicated software, analytics and process excellence team with deep revenue
cycle expertise
8 Smart learning tools, workflow applications and proprietary document
management systems.

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Companys key facts
Professiona and facility billing and coding experts.
Stringent compliance and data security.
Blue chip client base.
Upto 50% lower costs.
16 million charts coded annually.
Expertise in over 50 billing systems and EMRs.
Managing $35 billion in receivables annually.
5000+ billing and coding specialists.

Our Core Values:

Meritocracy
› To be fair and unbiased in every decision we make
›Where rewards and recognition are based on merit.

Excellence
› To take pride in our job and deliver outstanding
quality in everything we do.

Respect
› To treat everyone with courtesy and
professionalism
› To appreciate diversity and differences

Innovation
› To constantly think of, and share ideas to work
better and smarter.

Teamwork
› To actively contribute towards our team’s goals
› To collaborate with other teams to achieve our
company’s goals.

24
AWARDS

9th Largest Revenue Cycle Firm in the US

Top 50 Most Promising Healthcare Technology Solution Providers
Ranked among the 2017 Global Outsourcing 100 for the fifth year in a row in the 'Leaders Category'
by the International Association of Outsourcing Professionals®
Ranked among the Top 25 Best Employers in India by AON Hewitt
Ranked among the 150 Great Places to Work in US by Becker’s Healthcare
Gold Stevie® Award Company of the Year Category (Fastest Growing Company - 2500 employees
and above) American Business Awards
Selected as this year's Top 100 Red Herring Asia Winners

CERTIFICATIONS
ISO 9001:2008
robust quality system with stringent controls

ISO/IEC 27001:2013
highest standards of data security

Compliance to HIPAA regulation

SSAE 16 /ISAE 3402 - Type1

suitably designed process controls

REVENUE CYCLE MANAGEMENT SOLUTIONS

Medical Coding
Facility Coding
Professional Coding
Coding Audits
Coding Denials
Clinical Documentation Improvement
Transaction Processing
Provider Enrollment / Credentialing
Eligibility and Benefits Verification
Charge Capture

25
Electronic and Paper Claims Submission
Edits / Rejections
Payment Posting
Refunds / Credit Balance
A/R Management
Denial Management
Correspondence and Appeals
Insurance and Self-pay Follow up
Business Analytics
DATA INTEGRATION SOLUTIONS
Interface Solutions
Interface experts can serve as an extension of your interface team
Project scoping, planning, implementation and delivery
Interface Monitoring and Support:
24 X 7 L1 monitoring and L2/L3 support
Areas of Expertise
HL7 v2.x and v3: Billing, Orders and Results, Registration/Scheduling, PACS/DICOM
HIE, Meaningful Use Compliance, CAC/HIM, ICD-10, Revenue Cycle
CDA/CCD
X12 5010: Claims, Eligibility, Claim status
Interface Engines: Mirth, Corepoint, Cloverleaf, Rhapsody, Ensemble and more
Highly experienced team of certified techno-functional interface experts
Why AGS?
50% lower cost
Proven track record delivering large, highly-complex interface solutions
Highly scalable, global delivery model
Targeted services customized to your organizational needs

II. Market including details of the Competition, past production figures for the
industry, existing installed capacity

Competition:
In world, there are 4-5 companies who can be considered as competitors. Among them -
UnitedHealth Group , Johnson & Johnson ,Cardinal Health are the major ones, besides uhg
and j&j can be claimed as distant competitors. It is pertinent to note that united health group
and johnson & johnson specialize in health care process,. segments of industry. Also, unlike

26
competitors, the company .

The company has been consistently investing in modernizing and expanding capacities so as
to achieve economies of scale. The current expansion will provide for the additional
capacities at a lower cost and will position the company to offer its customers better services
and face the competition past Production figures and existing Installed Capacity

However, the Company has shown consistently high utilization in the billing and coding
NEW YORK, Sept. 16, 2015 /PRNewswire/ -- AGS Health Inc., a global revenue cycle
management firm, today announced that it has been named to Modern Healthcare's listing of
the nation's 25 largest revenue-cycle management companies.

"It's a tremendous honor to be included in this list, a distinction that further validates an
unparalleled commitment to our customers," said Devendra Saharia, CEO of AGS Health.
"The revenue cycle industry faces critical challenges today and needs smart solutions quickly.
We help our customers succeed in this competitive environment by providing high-quality
and cost-effective solutions driven by technology-enabled processes and insightful, action-
oriented analytics."

As a leading revenue cycle management firm, AGS Health has also been recognized as a
Rising Star and ranked in the 2013, 2014 and 2015 Global Outsourcing 100 List by the
International Association of Outsourcing Professionals® (IAOP®). With a blue chip client
base, AGS Health manages $1.1 billion in receivables and codes 10 million charts annually at
30 to 40 percent lower costs for hospitals and large physician practices around the United
States. Led by CPA-equivalent leaders with extensive revenue cycle expertise, the company
provides seamless implementation with sophisticated domain expertise and effective quality
controls. AGS Health is certified for compliance with several stringent standards, including
ISO9001:2008 (quality), HIPAA, ISO/IEC27001:2013 (data security) and
SSAE16/ISAE3402 Type 1 (process controls). The company employs smart learning tools,
workflow applications and proprietary document management systems, and has expertise in
over 40 billing systems and applications.

Business Strategy:

27
 The Company’s Business Strategy is to develop globally competitive business in
healthcare and services by taking advantage from the cluster of scientific / technology
institutions and qualified, trained technical personnel available in world. Further the existing
businesses to be integrated deploying innovating technology and by widening the services
range within the business segments. Also the Company believes in a high degree of in house
components thus reducing the dependability on outside vendors at the same time it gives the
company the requisite flexibility to make to order as per customer’s specification and thus
providing enhanced customer satisfaction.

28
SWOT ANLAYSIS:
.

Strengths
-Few years of experiences in healthcare.
-diversified into many segments and
Billing , coding, Accounts receivable
etc
-good presences of the company in this
sector
-skilled workforce
-high profitability and revenue

Weaknesses -future productivity

-taxes

Opportunities
-expansion through strategic alliances
-growth in smart grid infrastructure
could increase demand
-population growth and urbanization in
demanding investment infrastructure
-emphasis on in house R&D for
technology development
- focus on technology intensive
services.
Threats
-political volatility has affected some of
its long term projects and still continue
to be a point of concern
-competition from private firms
-company brand value.
CLIENTS:

29
 Our clients partnership are the most valued ,vital aspects of what we do and who we are
without our clients ,our would have no meaning. we aim to go above and beyond to exceed
our clients expectations. We are only successful when our clients are successful.

ENVIRONMENTAL RESPONSIBILITIES

ags health objective is to be an economic, intellectual and social asset in each nation and
community in which we do business. Our Standards of Business Conduct clarifies the
extension of our values to our customers. It states that we will not establish or maintain a
business relationship with a clients if we believe that its practices violate local laws or basic
international principles relating to Anti corruption, bribery, labor standards or environmental
protection.

We expect our clients to adhere to environmental and social responsibility principles that are
similar to those valued in ags health. To clarify our expectations, ags health developed the
agshealth Environmental and Social Responsibility Code of Conduct. ags health expects our
clients to adhere to Environmental and Social Responsibility Code of Conduct. Our Code of
Conduct requires customers to adopt sound environmental, health and safety management
practices and Conventions that have been identified as fundamental to the rights of human
beings at work. ags health has programs in place to monitor our customers conformance with
the Code of Conduct.

STRATEGY
To be globally competitive in healthcare & achieve excellence through building of strength in
facilities, skill sets, commitment to quality & in time delivery resulting the satisfaction of our
customers.

Press release
AGS Health Named to the 2017 Global Outsourcing 100® List
NEWARK, N.J., Feb. 21, 2017 /PRNewswire/ -- AGS Health Inc., a global healthcare revenue cycle
management company has been named for the fifth year in a row to the prestigious 2017 Global
Outsourcing 100 list produced by IAOP® in the Leader Size category.

AGS Health Honored as Gold Stevie® Award Winner in 2016 American Business Awards(SM)
NEW YORK, June 22, 2016 /PRNewswire/ -- AGS Health Inc., a global healthcare revenue cycle

30
management company has been named the winner of the Gold Stevie® Award in the Fastest Growing
Company of the Year (2500 or more employees)...

AGS Health Wins Aon Hewitt 2016 Best Employer in India Award
NEWARK, New Jersey and CHENNAI, May 3, 2016 /PRNewswire/ -- AGS Health, a global leader in
revenue cycle management services for US based healthcare providers, has been recognized by Aon
Hewitt among the top 25 Best Employers in India for the year 2016.

AGS HEALTH NAMED TO BECKER'S HEALTHCARE '150 GREAT PLACES TO WORK IN

HEALTHCARE' LIST
NEW YORK, March 23, 2016 /PRNewswire/ -- AGS Health Inc., a global healthcare revenue cycle
management company has been named to the "150 Great Places to Work in Healthcare" by Becker's
Healthcare. The list features both U.S. healthcare provider...

AGS Health Recognized by CIO Review Magazine Amongst Top 50 Most Promising Healthcare
Technology Solution Providers 2015
NEW YORK, NEW YORK, Dec. 11, 2015 /PRNewswire/ -- AGS Health Inc., a global revenue cycle
management firm, today announced that it has been it has been included in CIO Review Magazine's
2015 list...

31
 CHAPTER-IV
REVIEW OF LITERATURE

32
 REVIEW OF LITERATURE:

DEFINITION:

Edwin Flippo defines recruitment and selection process as “ A process of searching for
prospective employees and stimulating and encouraging them to apply for jobs
inorganization”.
In simpler terms, recruitment and selection are concurrent processes and are void
without each other. They significantly differ from each others and are essential constituents
of the organization.it helps in discovering the potential and capabilities of applicants for
expected or actual organizational vacancies. It is a link between the jobs and those seeking
jobs.

RECRUITMENT:

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 the jobs, from among whom the 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 ends when their
applicants are submitted. The result is a pool of applicants from which new employees are
selected.” In this, the available vacancies are given wide publicity and suitable candidates are
encouraged to submit applicants so as to have a pool of eligibale candidates for scientific
selection.

NEED FOR RECRUITMENT

The need for recruitment may be due to the following reasons

• Vacancies due to promotions, transfer, retirement, termination, permanent disability
and labour turnover

• Creation of new vacancies due to the growth, expansion and diversification of

business activities of an enterprise. In addition, new vacancies are possible due to job

33
specification

PURPOSE AND IMPORTANCE OF RECRUITMENT

• Determine the present and future requirements of the organization on conjunction

with its personnel planning and job analysis activities

• Increase the pool of job candidates at minimum cost

• Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants

• Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time

• Meet the organization’s legal and social obligations regarding the composition of its
workforce

• Begin identifying and preparing potential job applicants who will be appropriate
candidates

• Increase organizational and individual effectiveness in the short term and long term

• Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applicants

SELECTION

Selection is defined as the process of differentiating between applicants in order to identify

those with a greater likelihood of success in a job.
Selection in basically picking an applicant from who has the appropriate qualification and
competency to do the job.

NEED AND IMPORTANCE OF SELECTION

34
 • Selection facilitates the procurement of well qualified and skilled workers in the
organization

• Selection of skilled personnel reduces the labour cost and increases the production

• Selection of skilled personnel also facilitate the expansion in the size of the business

• Proper selection of candidates reduces the cost of training because qualified personnel
have better grasping power and they can understand the technique of the work better and in no
time

• Proper selection of personnel reduces personnel problems in the organization

By Korsten (2003)

According to Korsten human resource management theories emphasize on

techniques of recruitment and selection outlet the benefits of interviews, assessment and
selection process. They further stated that recruitment processs.it may be internal or external
or may also be conducted online. Typically, this process is based on the levels of recruitment
policies, job postings and details, advertising, job application and interviewing process,
assessment, decision making, formal selection and training.

Jones (2006)

Suggested that examples of recruitment policies in the healthcare, business or industry sector
may offer insights into the processes involved in establishing recruitment policies and
defining managerial objectives.
Successful recruitment techniques involve an incisive analysis of the job, the labour market
scenario/conditions and interviews, and psychometric test in order to find out the
potentialities of job seekers. Furthermore, small and medium sized enterprises lay their hands
on interviews and assessment with the main concern related to job analysis, emotional
intelligence in inexperienced job seekers, and corporate social responsibility.it includes
several types of interviews ,role play, group discussion and group tasks and so on.

35
Any management process revolves around recruitment and failure in recruitment may lead to
difficulties and unwanted barriers for any company, including untoward effects on its
profitability and appropriate degrees of staffing or employee skills. According to these
theories, the recruitment process can be largely enhanced by means of Rodgers seven point
plan, Munro- Frasers five- fold grading system, personal interview as well as psychological.

Work by Alan price (2007)

In his work Human Resource management in a business context, formally defines

recruitment and selection as the process of retrieving and attracting able applications for the
purpose of employment. He states that the process of recruitment is not a simple selection
process, while it needs management decision making and broad planning in order to appoint
the most appropriate manpower. There existing competition among business enterprises for
recruitment and the most potential workers in on the pathway towards creating innovations
with management decision making and employers attempting to hire only the best applicants
who would be the best fit for the corporate culture and ethics specific to the company. The
would reflect the fact that the management would particularly shortlist able candidates who
are well equipped with the requirements of the position they are applying for, including team
work. Since possessing qualities of being a team player would be essential in any
management position.

From today's featured article

Ian O'Brien (born 3 March 1947) is a former breaststroke swimmer for Australia who won the
200 metre breaststroke at the 1964 Summer Olympics in Tokyo in world record time. In 1962
at the age of 15 he competed in his first national championships, winning the 220 yard
breaststroke. At the 1962 British Empire and Commonwealth Games in Perth, Western
Australia, he won both the 110 and 220 yd breaststroke and the 4 × 110 yd medley relay. He
won both breaststroke events at the 1963 Australian Championships, repeating the feat for the
next three years. After winning his gold medal at the Tokyo Olympics, he added a bronze in
the medley relay. O'Brien successfully defended both his breaststroke titles at the 1966
British Empire and Commonwealth Games in Kingston, Jamaica. He won five

36
Commonwealth Games gold medals and claimed a total of nine individual and six relay titles
at the Australian Championships. He retired from the sport at the age of 21, worked for 10
years as a television stagehand, and later launched a company that produced television
documentaries. In 1986 he was inducted into the Sport Australia Hall of Fame.

Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done only when there is effective matching. By selecting best candidate for
the required job, the organization will get quality performance of employees. Moreover,
organization will face less of absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates
who apply for the given job are tested.

But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates more
of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data.
While selection is a negative process as the inappropriate candidates are rejected here.
Recruitment precedes selection in staffing process. Selection involves choosing the best
candidate with best abilities, skills and knowledge for the required job.

The Employee selection Process takes place in following order-

Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligiblity criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews.
The candidates are given a brief up about the company and the job profile; and it is also
examined how much the candidate knows about the company. Preliminary interviews are also
called screening interviews.

Application blanks- The candidates who clear the preliminary interview are required to
fill application blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.

37
Written Tests- Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess
the potential candidate. They should not be biased.

Employment Interviews- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required job
or not. But such interviews consume time and money both. Moreover the competencies of the
candidate cannot be judged. Such interviews may be biased at times. Such interviews should
be conducted properly. No distractions should be there in room. There should be an honest
communication between candidate and interviewer.

Medical examination- Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.

Appointment Letter- A reference check is made about the candidate selected and then
finally he is appointed by giving a formal appointment letter.

38
 CHAPTER-V
RESEARCH METHODLOGY

RESEARCH METHODOLOGY:

39
 • Research was carried out at ags health to find out the “Recruitment and selection
process”.

NEED OF THE STUDY:

• The benefit of the study for the research in that it helped me to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent recruitment
and selection procedure.

SCOPE OF THE STUDY:

• The scope of the study was confined only to the shameerpet branch of HBL POWER
LIMITED in Hyderabad whereas the head-office is in shameerpet.

PRIMARY DATA:
• Primary data was collected through survey method by distributing questionnaires. The
questionnaires were carefully designed by taking into account the parameters of my study.

SECONDARY DATA:
• Data was collected from books, magazines, web sites, going through the records of
the organization, etc., secondary data is the data used previously for analysis and the results are
undertaken for the next process.

SAMPLING SIZE:
• A survey was conducted drawing 50 samples of company.

SAMPLING TECHNIQUE:
• A sample random sampling technique was adopted for the study.

OBJECTIVES:
• To analyze the actual recruitment process in Hyderabad battery private limited.

• To find whether the existing processes of recruitment and selection are taking place
scientifically or not.

• To analyze the satisfactory level of the employees about recruitment and selection.

• To review the importance and needs of recruitment and selection process

LIMITATIONS:

40
 • Being identifying and preparing potential job applicants who will be appropriate
candidates.

• Organization did not disclose full information.

• Data collected in this filed are not sufficient.

Evaluation and control of recruitment and selection is not having fair judgement

41
 CHAPTER-VI
DATA ANALYSIS
& INTERPRETATION

42
1. Does your company follow formal recruitment process

Options Yes No Can’t say

Responses 27 18 5
Percentage 54 36 10

Table:4.1

Graph no: 4.1

Inference: from the above table 54% employees said yes to the formal recruitment is used
and 36% employees said no to the formal recruitment are used and 10% are can’t say.

Interpretation: from the above graph shows that formal recruitment. most of the
employees satisfied to the formal recruitment and few of the employees satisfied formal
recruitment which are suggested by the employees to improve the recruitment and selection
policy of the company.

43
2. According to you, 3 rounds of interview in ags health are essential for an recruitment

Process

Strongly agree Agree disagree Strongly

disagree

Responses 25 15 10 0

Percentage 50 30 20 0

Table no: 4.2

Graph no: 4.2

Inference: from the above table 80% employees agree 3 rounds are essential in the
recruitment process.20% employees are not satisfied with the recruitment process.

44
Interpretation: from the above data shows the statement that 3 rounds are essential.it
depends upon the position for which the interview is being conducted.

3. Which sources of recruitment your company should follow

Options Promotion/transfer consultancy Campus reference Any other

placement
Responses 22 14 8 4 2
Percentages 46 29 17 8 0

Inference: from the above table is that 40% employees are used in the sources of
promotion/transfer. 20% sources used by consultancy and 17% sources are used in the
campus placement. 8% sources are used by the reference followed by the company.

Interpretation: from the above data some of the sources are used by them are
promotion/transfer and consultancy. Some are in favour of the campus placement and other

45
reference. Some have suggested advertising the vacancy in newspaper also.

4. Were you given same job description as discussed in the interview

Options Yes No
Responses 35 15
Percentage 70 30

Inference: from the above table it clearly shows that 70% candidates get exactly the same
job as described. 30% candidates not satisfied with job description.

Interpretation: from the above data states that almost all the employees got satisfied jobs
offered by them. This implies that AGS HEALTH have the organized manpower planning
and well organized recruitment policy.it is sign of overall growth and development.

46
 5. According to you on what basis candidates should be included in selection
process

Options Academic Experience Family All three

qualification background
Responses 15 22 8 5
Percentage 30 40 16 10

Inference: from the above table it clearly depicts that the 30% candidates are selected by
academic qualification. 40% candidates are in favour of experience. 16% were prefer by
family background and 10% candidates includes all three factors.

Interpretation: from the above data shows that the employees prefer experiences as a

47
criteria in select the candidate. Next they consider academic qualification should be given
importance while selecting the candidates only. Some are in favour of family background and
all three factors used in selection criteria by the company.
6. Do you think physical examination should be included in selection process

Options Yes No Can’t say

Responses 38 10 2
Percentage 76 20 4

Inference: from the above table 76% employees thinks that physical examination
should be included in selection process. 20% are not in favour of physical
examination in the selection procedure.

Interpretation: from the above data physical examination discloses the physical
characteristics of the individual of his efficient performance of the job that he may be
assigned.

48
 7. Are you satisfied with the overall recruitment & selection process of your
company

Options satisfied Neutral Dissatisfied

Responses 42 0 8

Percentage 84 0 16

Inference: from the above table 84% are satisfied with the recruitment and selection policy.
49
16% were not satisfied with the recruitment and selection policy followed by the AGS
HEALTH.

Interpretation: from the above data it is quite clear most of the employees were satisfied
with the recruitment selection policy and some have suggested to improve them.

8. According to you, the recruitment department in your organization is efficient

enough

Options Strongly agree disagree Strongly disagree

Agree
Responses 28 12 8 2
Percentage 56 24 16 4

Inference: from the above table it shows that 80% agree that recruitment department is
efficient enough in hiring. 20% employees are not in the favour of recruitment is efficient

50
enough in the organization.

Interpretation: from the above data half of the department agree that the recruitment is
efficient in hiring they satisfied from the persons recruited in organization.

9. The salary offered at the time of interview to the candidates is at par with the
market value

Options Strongly agree Agree Disagree Strongly disagree

Responses 18 20 5 7

Percentage 30 34 24 12

Inference: from the above table 64% employees satisfied that salary being offered to the

51
people at the time of joining.36% employees were not satisfied with the salary that are
offered to the people in the organization.

Interpretation: from the above data half of the department were satisfied are unware
of the salary being offered to the people at the time of joining.

10. You are satisfied with the recruitment and selection process in your organization

strongly agree Agree Disagree Strongly

Options disagree

Responses 32 10 3 5
Percentage 71 22 0 7

Inference: From the above table 83% employees were satisfied with the recruitment
process. 7% employees were not satisfied with the recruitment process in AGS HEALTH.

Interpretation: From the above data half of the employees are satisfied with the
recruitment process in AGS HEALTH. Some of the employees not satisfied with the
recruitment process in the organization.

11.When does your company hires new employees

Options Immediate need Yearly basis Both

Responses 41 6 3

Percentage 82 12 6

52
Inference: From the above table 82% company hires employees immediate need. 12%
employees hires new candidates yearly basis. 6% candidates were according to the both need
factor.

Interpretation: From the above data the company need hiring employees annually as well
as immediate need and company hires according to the need of the organization both factor
needs.

12. Which types of recruitment your company should follow

Inference: From the above table it clearly states that 20% employees are in need of
selecting the candidate. 55% employees were in need of personal interview and 15%
employees were satisfied with both sources written test and along with personal interview.

Interpretation: From the above data panel interview for selecting a candidate it includes
written test along with the personal interview. Employees suggested that even physical
examination should be included while selecting the candidate.

53
 CHAPTER-VII
FINDINGS, SUGGESTIONS

54
FINDINGS

• From the above table 27 employees satisfied 18 employees were not satisfied and 5
employees can’t say that organization follows recruitment process.

• From the above table 25 employees strongly agree 15 employees agree 10 disagree
that 3 rounds of interview in AGS HEALTH & essential for recruitment.

• From the above table in the organization 22 employees satisfied promotional/transfer

14 employees are consultancy 8 employees are camps placement 4 employees are
reference 2 employees are another that they sources of recruitment.

• From the above table 35 employees satisfied and 15 employees not satisfied that the
given same job description as discussed in the interview.

• From the above table 15 employees agree academic qualification 22 employees

experience 8 employees family background and 5 employees agree all three that the
candidates should be included in selection procedure.

• From the above table 38 employees satisfy 10 employees not satisfied that physical
examination should be included in selection procedure.

• From the above table 42 employees were satisfied 8 employees were not satisfied
with overall recruitment and selection process in the organization.

• From the above table 28 employees strongly agree 12 employees agree and 8

55
 employees disagree 2 employees strongly agree that requirement department in
organization is efficient.

• From the above table 18 employees strongly agree 20 employees agree 5 disagree 4
employees strongly disagree that salary offered at the time of interview to the
candidate is at par with the market value.

• From the above table 32 employees strongly agree 10 employees agree 3 employees
disagree 5 employees strongly disagree are satisfied with the recruitment and
selection process in the organization.

• From the above table 41 employees satisfied immediate need 6 employees are yearly
basis 3 employees are satisfied both that company hires new employees.

• From the above table 18 employees satisfied written test 22 employees personal
interview 6 employees satisfied written test and interview 4 employees any other that
AGS HEALTH follows the sources of recruitment.

SUGGESTIONS

• Efforts for making recruitment and selection should be follow formal recruitment
process in the organization.

• Recruitment is essential in the rounds of interview.

• Company involves various sources of recruitment and selection procedures.

• The management need to give the same job description as discussed in the interview.

• The management should include physical examination.

• The recruitment and selection activity is centralized and is conducted by the human
resources department

• Company increase the source of recruitment for selecting the right pool of candidate.

56
 • The entire process must be in the line with recruitment policy of the company.

• The activity of generating the pool of perspective employees in all level of position.

• Recruitment sources must follow one unique procedure.

• Certain changes should be made in recruitment and selection procedure and need to
maintain new sources of recruitment.

• Company should use campus placement as a sources of recruitment.

CONCLUSION

Recruitment as being one of the major topics and it is required by most of the organization
hence the study helped in understanding the various aspects of recruitment and selection
process. Mainly AGS HEALTH focuses on campus placement can attract qualified personnel
for vacant job in the organization. the internal selection of the organization also in an
economical means which also reduce costs, only after looking the efficiency of the existing
employees towards the company and his sincerity that employees will be selected, in AGS
HEALTH the effective selection process is adopted in the last 5 years.
It can be retained as such. Also the employees of AGS HEALTH are satisfied with
the recruitment and selection process. Also they are well aware about the various sources and
methods of recruitment and selection. Finally I can conclude that AGS HEALTH is one of the
best organizations which is providing qualitative services as well as keeping the employees
welfare and safety.

57
 BIBLIOGRAPHY

Websites:
• www.google.com

• www.about.com

• www.scribd.com

• www.agshealth.com

58
QUESTIONNAIRE:
NAME :
INSTITUTION : DESIGNATION :

Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years
Q2. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process ?
a. Yes
b. No
Q3. How well are the organization’s affirmative action needs clarified and
supported in the selection process?
a. Agree
b. Disagree
c. Strongly Agree
d. Strongly Disagree
Q4. Is the organization doing timeliness recruitment and Selection process.
a. Yes
b. No
Q5. Does HR provides an adequate pool of quality applicants ?

59
a. Yes
b. No
Q6. Rate the effectiveness of the interviewing process and other selection
instruments, such as testing?
a. Agree
b. Disagree
c. Strongly Agree
d. Strongly Disagree

Q7. Does the HR team act as a consultant to enhance the quality of the applicant
pre-screening process?
a. Yes
b. No
Q8. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No
Q9. Rate how well HR finds good candidates from non-traditional sources when
Necessary?
a. Agree
b. Disagree
c. Strongly Agree
d. Strongly disagree
Q10. How would you rate the HR department’s performance in recruitment and
selection?
a. Agree
b. Disagree
c. Strongly Agree
d. Strongly disagree
Q11. Does the HR Department is efficient in Selection Policy of the employees ?
a. Yes
b. No
Q12. Does the HR maintains an adequate pool of quality “protected class”
applicants?
60
a. Yes
b. No

61