RECRUITMENT ROUTE
Born and brought up in Chandigarh, Manu Kapila did his Bachelor's in Mechanical Engineering from Punjab Engineering College and went on to do his MBA (HR) from UBS, Panjab University. He has worked in varied industries, including an NGO. He joined Fortis in 2001 and over the last three years, has seen a tremendous amount of change in the healthcare industry-evolving from its nascent stage into one of the fastest growing industries in the country. Here he highlights the recruitment and HR programmes of his organization: At what levels does your organisation make fresh recruitments? At Fortis, fresh recruitments are made at the junior and middle levels, depending upon the departmental requirements as well as the available vacancies. When are you planning the next major recruitment drive or is it an ongoing process? Recruitment is an ongoing process at Fortis, except when there is a business expansion, whereafter a major recruitment drive is undertaken. What are the things that impress you or/and put you off in a job resume? At Fortis, things that impress us are updated and authentic information, clarity and conciseness. Things that put us off are unnecessary information, such as too many details regarding projects undertaken, papers presented etc. What are the things in an applicant's job history that can go in his favour and against him? The biggest factor that would go in favour of an applicant would be his commitment. This usually reflects in being acknowledged and rewarded in the previous organisation. The factors that would go against the applicant would be changing jobs frequently, not working in the related field or undesirable reasons for change, such as "didn't get along with superiors/subordinates" etc. What carries more weight — an interviewee's personality or qualifications/academic record? Depending upon the job profile, both are given weightage accordingly. For instance, in case of recruitment of Back Office Billing Assistant, qualifications and experience would matter more than the personality profile. Do you prefer it if a prospective employee raises the matter of salary or vice-versa? What are the norms that govern your salary negotiation? We always welcome it when a prospective employee raises the matter of salary. In fact, it is imperative to know the salary expectations of a prospective employee. Qualifications, experience, skills for a particular job are the factors that would govern salary negotiations. What are the in-house or outside skill upgradation opportunities provided to your employees? Fortis has a regular in-house training programme, with internal as well as external trainers. Continual medical education programmes are organised in-house and employees are also sponsored by Fortis for external training programmes. Additionally, certain categories of employees are being trained and rotated for multi-skilling. What is the system of rewards and incentives for good performers? We have a system of
annual appraisal — this system helps us identifying the people
based upon their performance and thus rewards and incentives are
based upon performance. — CKB
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