Study On Recruitment Procedure Improvement Plan Of ProteLight Pharmaceutical Company R&D Personnel

Recruitment and allocation is outstanding in human resources managementsystem, it is a prerequisite for implementation of enterprise development strategy andhuman resources planning, so enterprises should pay attention to it. In our country,more and more enterprises have taken hiring the right person and person-postmatching as an important guarantee for company’s survival and development.ProteLight is a company engaged in new drug’s preclinical R&D. After years ofdevelopment and accumulation, the number of research projects is increasing and thecompany has gradually entered the stage of rapid development. However,management system and its method are not suitable for company operating conditionscurrently. Facing the development opportunity of new medicine, the competitionbetween pharmaceutical enterprises is increasingly fierce, however the companycannot recruit the right person and the recruitment cannot be carried out in time. Allof these have seriously restricted the development of new R&D projects, which isnot good for implementation of enterprise strategy. Recruitment of R&D personnelcan not keep pace with enterprise development, the main reasons lie in below.Manager paying no attention to recruitment leading to construction of recruitmentprocedure is not standard. Selection procedure is too simple leading to the assessmentof applicant is not comprehensive. Recruitment is not based on post’s competencyleading to assessment of applicants is lack of quantitative evaluation. The recruitmentteam has few members and they are lack of professional knowledge and skills leadingto formation of hiring decision be not standard. The problems existing in recruitmentwill affect the quality of human resources input, so the company should design a scientific, standard and suitable improvement plan for recruitment procedure as soonas possible.In the course of study, I collected documents and materials of recruitment fromHownet, and applied knowledge of human resources I learned at school to study onrecruitment procedure improvement plan of ProteLight R&D personnel. I hopestudy of this paper can solve existing recruitment problem of the company.Improvements of R&D personnel recruitment procedure in this paper are from thefollowing aspects. To predict recruitment need of pharmaceutical R&D personnelshould be based on company development strategy and human resources planning,and analysis the company’s internal and external environment comprehensively, thenthe recruitment needs can be identified only when the demand of human resourcesexceeds its supply and this gap cannot be compensated through effective measures.To form a sound recruitment team should definite goal of the team first and selectrecruiters with professional knowledge and skills, and the responsibilities anddivisions among recruiters should be identified, in this case the recruitment can beoperated systematically. To construct selection procedure of recruitment should bebased on the post’s competency, and evaluate applicants through resume assessment,knowledge assessment, occupation interest assessment, interview and backgroundinvestigation, finally select candidates according to all the above assessments. Forimprovement plan of recruitment procedure can be implemented effectively, thecompany should take corresponding guarantee measures, including system guarantee,person guarantee and fund guarantee.As an innovative pharmaceutical R&D company, to survive and develop in amarket with fierce competition, ProteLight should depend on R&D personnel withinnovation. Effective recruitment is a starting point of attracting such talents, sowhether the recruitment system is scientific, reasonable or not has a crucial effect oncompany’s competitiveness.