...Determining if an internal candidate is suitable to replace the President and CEO of Stonewall Industries is a process that should not be taken lightly. There are five executive level candidates from different departments that possess different skills and experiences. There are a few steps to outline before making a decision on whether an internal candidate will be suitable. The first step in deciding if an internal candidate was appropriate for replacing the President and CEO of Stonewall Industries is to conduct an inventory of heir apparents. This inventory would outline basic information on each candidate’s position at Stonewall Industries, as well as any other experience they may have had in previous positions. The inventory would also evaluate any relevant education, training, and years of service at Stonewall industries. This first step is very general, but will help to outline which level of experience the successful candidate must have in order to be the head of the company. After an inventory has been conducted, those candidates that have been pooled will be evaluated on their promotability to CEO, as well as potential to be CEO. This can also be described as a management inventory. This way, our group of consultants can outline Stonewall Industries’ strengths and weaknesses, and be able to plan training and development in anticipation of Jim Pender’s retirement. Next the group of candidates will be allocated into a succession planning rating system. This will...
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...RAILTEL CORPORATION OF INDIA LIMITED (A Government of India Undertaking under Ministry of Railways) 10th Floor, Bank of Baroda Building, 16, Sansad Marg, New Delhi-110001 website: www.railtelindia.com Advertisement No. RCIL/2007/P&A/44/6 RECRUITMENTS AS DEPUTY MANAGER (TECH), MANAGER (MARKETING), DEPUTY MANAGER (P&A) & MANAGER (P&A) RAILTEL CORPORATION OF INDIA LIMITED, a premier Public Sector Undertaking under Ministry of Railways has been incorporated in September 2000. RailTel is a telecom infrastructure provider and has been set up primarily to modernize and augment the existing infrastructure for providing communication facilities for Railways and other commercial users. RailTel offers career opportunities to bright, young and dynamic professionals and invites applications from Indian citizens for recruitment in Technical, Marketing and Personnel & Administration departments . The details of the vacancy position are as given below in this vacancy notice. 1. IMPORATANT DATES:04-06-2012 (08:00 Hrs) 21-06-2012 (23:59 Hrs) 23-06-2012 25-06-2012 (23.59 Hrs.) Opening date for on-line registration of application Last date for completion of Step-I of on-line registration Last date for depositing examination fee at State Bank of India Last date for completion of Step-II of on-line registration and closing of registration 2. Post code Number of vacancies : Designations & Departments Total Number of vacancies 100 31 5 Level Break-up of total number of vacancies UR SC ST OBC* (Only...
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...issued by Government of India. Post Number of Vacancies Unreserved Scheduled Scheduled Other TOTAL i.e., General Castes Tribes Backward (GEN/UR) (SC) (ST) Classes (OBC)# Officers in Grade ‘B’ (General) Direct 67 15 13 39 134* Recruitment - (DR) #Candidates belonging to OBC category but coming in the ‘Creamy Layer’ are not entitled to OBC reservation. They should indicate their category as ‘General (GEN)’. *Out of 134 vacancies mentioned above, 04 vacancies are reserved for candidates belonging to Persons with Disability (PWD) category - one vacancy each for Visually Handicapped (VH), Orthopedically Handicapped (OH), and two vacancies for Hearing Impaired (HI). Persons with Disability may belong to any category - GEN/SC/ST/OBC. Note for PWD candidates: (1) The degree of disability should be (i) Minimum 40% in case of Orthopedically Handicapped persons, (ii) Minimum 40% in case of Hearing Impaired- sense of hearing is non-functional for ordinary purposes of life; do not hear, understand sounds at all even with amplified speech; hearing loss more than 60 decibels in the better ear (profound impairment) or total loss of hearing in both ears, and (iii) For Visually Handicapped candidates either of the following conditions should be fullfilled: a. Total absence of sight. b. With visual acuity not exceeding 6/60 or 20/200 (Snellen) in...
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...from eligible Indian Nationals for the Common Preliminary Examination for following posts of Non Technical Popular Category(Graduate), Assistant Station Master and Traffic Assistant. Applications complete in all respects along with required enclosures should be sent by ORDINARY POST NORMALLY to the concerned Railway Recruitment Board as mentioned in para 15 of this notification, so as to reach on or before 11.06.2012 up to 17.30 Hrs. The applications can also be dropped in the box kept at the premises of concerned RRB offices, till the closing date. For candidates residing in Assam, Meghalaya, Manipur, Arunachal Pradesh, Mizoram, Nagaland, Tripura, Sikkim, Jammu & Kashmir, Lahaul & Spiti districts and Pangi sub-division of Chamba district of Himachal Pradesh, Andaman, Nicobar and Lakshwadeep islands and for candidates residing abroad, the closing date for receipt of applications by posts will be 26.06.2012 up to 17.30 Hrs. Candidates Please Note: 1) Stages of Exam. :a) Common Preliminary Examination (i.e. stage I) for all the notified categories. b) Main (Second stage) Exam for Cat No. 1&2 - followed by Verification of documents. c) Main (Second stage) Exam for Cat No. 3&4 – followed by verification of documents. d) Main (Second stage) Exam for Cat. No. 5&6, qualifying typing test followed by Verification of documents. e) Main (Second stage) Exam for Cat No.7&8, aptitude test followed by Verification of documents. 2) Preliminary Examination (i.e. stage I) will be...
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...process where the human resource managers review applications, select the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks. The first step, HR managers will take is to review the applications. Application review means reading each application that is received to determine whether the candidate possess the skills, education, job experiences and other qualifications required for the job position. The managers will then categorised those who will be interviewed and those who will be retained on file for a period of time. Testing candidates will be the second step and generally, involves testing candidates for job skills or knowledge to determine whether the candidate is qualified for the job position. Tests might include personality tests, skills tests and physical test. Once the HR managers choose who to send for testing, they will receive the results of the testing and will then narrow down the selection to few candidates. Interviews are managed and scheduled after the tests. An interview is the meeting between the job seeker and the employer to evaluate whether the candidate has the right qualifications for the job. Testing might already gave the HR managers a good idea of whether the candidates would be right for the job, face-to-face interview will tell him more about the candidate, lie personal hygiene, timeliness and manners. Once this step is done,...
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...BANKWISE & CATEGORYWISE VACANCIES (PROVISIONAL) SR. NAME OF CATEGORIES HORIZONTAL RESERVATION NO. ASSOCIATE PWD XS BANK SC ST OBC GEN TOTAL HI VI OH DXS EXS 1 SBBJ 238 182 280 700 1400 34 18 14 63 140 2 SBH 288 158 510 924 1880 18 18 18 81 180 3 SBM 125 52 216 407 800 7 9 8 35 81 4 SBP 295 11 260 594 1160 21 14 12 52 116 5 SBT 295 63 660 1482 2500 25 25 25 109 253 TOTAL 1241 466 1926 4107 7740 105 84 77 340 770 STATE-WISE VACANCIES IN STATE BANK OF BIKANER & JAIPUR (PROVISIONAL) States/UTs SC ST OBC Gen Total HI VI OH Total DXS EXS Total PWD XS Rajasthan 238 182 280 700 1400 34 18 14 66 63 140 203 TOTAL 238 182 280 700 1400 34 18 14 66 63 140 203 STATE-WISE VACANCIES IN STATE BANK OF HYDERABAD (PROVISIONAL) States/UTs SC ST OBC Gen Total HI VI OH Total DXS EXS Total PWD XS Andhra Pradesh 161 71 281 489 1002 10 10 10 30 44 98 142 Gujarat 0 0 2 4 6 0 0 0 0 0 1 1 H.P. 1 0 0 1 2 0 0 0 0 0 0 0 J & K 0 0 1 1 2 0 0 0 0 0 0 0 Karnataka 76 49 103 187 415 4 4 4 12 17 37 54 Kerala 0 0 2 2 4 0 0 0 0 0 0 0 M.P. 1 0 1 0 2 0 0 0 0 0 0 0 Maharashtra 39 38 106 212 395 4 4 4 12 18 39 57 Rajasthan 0 0 0 2 2 0 0 0 0 0 0 0 Tamil Nadu 10 0 14 26 50 0 0 0 0 2 5 7 TOTAL 288 158 510 924 1880 18 18 18 54 81 180 261 STATE-WISE VACANCIES IN STATE BANK OF MYSORE (PROVISIONAL) States/UTs SC ST OBC Gen Total HI VI OH Total DXS EXS Total PWD XS Karnataka 104 45 175 325 649 6 7 7 20 29 65 94 Kerala 1 0 2 4 7 0 0 0 0 0 1 1 Maharashtra 5 6 18 37 66 0 1 1 2 3 7 10 Tamilnadu 15...
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...UNIVERSITY OF LAGOS NIGERIA INTERNAL & EXTERNAL ADVERTISEMENT Applications are invited from suitably qualified candidates into the following positions: A. Medical Centre 1. Chief Medical Officer 2. Deputy Chief Medical Officer 3. Medical Laboratory Scientist 1 4. Assistant Medical Laboratory Technician B. Geography Department 1. Technologist II C. Works and Physical Planning Department 1. Builder II 2. Engineer II (Civil) 3. Quantity Surveyor II 4. Architect II D. Radio Unilag 1. Station Manager 2. Deputy Chief News Editor 3. Principal News Editor 4. Senior News Editor 5. Senior Production Officer 6. Studio Manager II 7. Senior Broadcast Engineer QUALIFICATIONS AND EXPERIENCE A. Medical Centre 1. Chief Medical Officer (CONMESS 7): Prospective candidates should possess M.B.B.S., BDS or equivalent plus NYSC Discharge Certificate or Evidence of Exemption. SSCE/NECO/WASC/GCE O/L credits in 5 subjects including English and Mathematics is compulsory. He/she must have at least 18 years relevant post qualification experience. Higher degree in relevant health discipline is mandatory OR Fellowship of Medical Post Graduate College or equivalent. In addition, candidate must be duly registered with the Medical & Dental Council of Nigeria. 2. Deputy Chief Medical Officer (CONMESS 6): Prospective candidates should possess M.B.B.S., BDS or equivalent plus NYSC Discharge Certificate or Evidence of Exemption. SSCE/NECO/WASC/GCE...
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...for Assistant Grade III in General, Depot, Technical and Account Cadres and Hindi Posts (AG-II and Typist) in the FCI, 2012 Closing Date: 25.11.2011 (Last Date : 02.12.2011 For candidates residing in Assam, Meghalaya, Arunachal Pradesh, Mizoram, Manipur, Nagaland, Tripura, Sikkim, Jammu and Kashmir, Lahaul and Spiti District and Pangi Sub Division of Chamba District of Himachal Pradesh, Andaman and Nicobar Islands, Lakshadweep and for candidates residing abroad. APPLICATIONS RECEIVED LATE WILL NOT BE ENTERTAINED.) Date of Examination : 04.2.2012 & 05.2.2012 Assistant Grade – III (AG-III) Posts (General/ Accounts/ Technical/ Depot) Date of Examination: 22.1.2012 Assistant Grade-II (AG-II) and Typist (for Hindi Posts) The Food Corporation of India (FCI), one of the largest Public Sector Undertakings, dealing with Foodgrain supply-chain management wishes to recruit young and skilled Category III personnel for manning posts in its depots and offices spread all over the country. Applications are invited from Indian Nationals who fulfill the prescribed qualifications and age etc. for the posts indicated below. Staff Selection Commission (SSC), Government of India, will make recruitment to these posts on behalf of the Food Corporation of India under special dispensation given by the Government. The candidates selected through this recruitment for posts in FCI will NOT, however, have the status of Central Government Civilian Employees. As such they will not be eligible for benefit of...
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...requires candidates to demonstrate the ability to plan to meet customer requirements through the development of a customer service plan. The candidate will develop a customer service plan for the simulated business ‘Innovative Widgets’. The candidate will gather the background information on the simulated business needed to produce the plan from their Student Workbook, from documentation provided throughout the course, and any supplementary information on the simulated business that you provide. You may want to provide supplementary information to aid learners in completing this assessment covering the following: * product standards that include: * dimensions * tolerances * pricing * material * delivery * policies and procedures for: * identifying customer needs that conform to the RATER model * responding to customer complaints * managing records and data. Planning the assessment * Recommended date for assessment: After Session 2. * Time required for assessment: 3 hours. * The candidate should submit: * a customer service plan; the plan must be submitted on A4 paper or in Word format if submitted electronically. * a one page reflection on design of customer service pla | Adjusting assessment for distance learning | This Assessment Task can be adjusted for distance learners. Recommended adjustments are provided below. Preparation: * email/send the Assessment Task to candidate * email/send...
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...To: Terry Lloyd-Executive Vice president From: John Munro-Vice president of production Subject: Recommendation for a primary and back-up candidate for the post of production manager. The Pittsburgh plant has been trying to hire a new production manager to replace the former Pittsburgh production manager. We have received a number of applications for this post both internally and externally. However after an initial screening, the list of potential candidates has been reduced to eight names. Apart from the interviewing process, the eight potential candidates were subjected to several selection devices for testing both their soft and hard skills. Of the eight potential candidates, my recommendation is to consider George martin as a primary candidate for the post and Jay Davis as a back-up candidate. Mr. Martin is a MA degree holder in industrial relations from Cornell University. He has 14 years of experience of which 6 years in the capacity of production manager. His personality and interview rating was amongst the highest and his intelligence test score was above average. Mr Martin works for one of Dynamo’s competitors and therefore it was difficult for him to provide references as he is concerned about his current employer reaction. Having said that, it is imperative to find out if there is a non-competition agreement that could prevent him from joining us. At this critical stage Pittsburgh plant is going through, I strongly believe that Mr. Martin’s qualification and experience...
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...to have a better understanding of many levels and job tasks within the organization. By allowing the future CEO to observe and perform tasks with the current CEO will facilitate a smooth transition when the time comes for the change. On the other hand, by recruiting an external candidate for the CEO position, an accommodation period is inevitable. As much as you try to find the right candidate with the desirable traits for the position of a CEO, this candidate has not lived the culture and you run the risk of this candidate never fitting in. How can a non-technically oriented leader like Paul Otellini succeed as CEO in a technical company such as Intel? Although Mr. Otellini did not have the technical background that most of his predecessors had, he obviously possessed the business acumen, not easily taught, required to succeed as a CEO of this company. Besides, because of Intel’s philosophy of grooming its own candidates, Mr. Otellini had the chance to acquire the necessary technical knowledge for such position. Why do some firms fail to plan effectively for executive succession? Evidently not every company has the same culture as Intel of hiring from inside, but hiring external candidates, just because they seem to have the executive position experience that a CEO requires with such responsibility. Also some times, companies might get absorb and distracted by corporate headhunters and celebrity CEOs believing this is the best future for the organization. Another...
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...government organization. Knowledge of Tally software, Computer Operation, Marathi and English typing & MS-CIT course. 30 years. Age limit Contractual Hiring Procedure & Terms and Conditions 1. Accountant with Computer Knowledge post will be hired purely on contractual basis, co-terminus with the project. 2. The selection of candidates will be done by inviting applications from eligible candidates through newspaper advertisement. 3. Qualifications and experience will carry 30 marks. 4. Ranking of candidates will be done based on academic qualifications and experience 5. The order of merit of the candidates will be prepared based on their score. 6. The candidates will then be called for personal interview which will carry 20 marks. 7. The merit list of candidates will be prepared based on the score of qualification, experience and interview all together. 8. The selected candidate will be informed by the Project Implementation Unit (PIU) Agriculture, specifying the terms of contractual appointment. 9. The continuation of contractual appointment will be subject to satisfactory annual performance with appraisal of the incumbents. 10. Selected candidate will perform duties under guidance of respective Project Director (ATMA) of the Districts....
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...Case Study of SG Cowen: New Recruits The recruiting committee of SG Cowen is facing an important decision in regards to selecting two persons from the pool of four remaining candidates after all definite “Yes” and “No” have been identified. Being the member of the Super Saturday hiring group from the company I would have to make a decision that would have a dual effect: Being an associate of the company I am vested in its success which depends in a great degree on the quality of the employees working for the firm, including the quality of the new hires. Potential mistake in identifying the right candidate who makes both functional and cultural fit for the company, especially giving approval to the candidate who turns a wrong fit later, might bear some negative impact on my credibility and reputation among the colleagues and supervisors. Based on the two premises outlined above, I believe that the most suitable of the four is the first candidate, Natalya Godlewska. Not only does she have very strong academic credentials both from her MBA and undergraduate studies, but she also has excellent references from her previous employee. Among other positive characteristics of this candidate are her determination, ambition, and readiness to work hard. She also made an impression of a go-getter with a “can-do attitude” who radiated positive energy. The reservations of the two members of the recruiting committee about her stiffness, being uncomfortable during small talk, and her...
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...because it does not take into account the experience the candidate may have. The plan starts out around the industry level and that is why most of the better-qualified candidates go to the competition. The better candidates like to know they are getting what they are worth. The riskier the plan the more experience the person should have. The plan that is the most attractive depends on the experience level of the person accepting the offer. The bonus level is attractive for people that are well established but for those that are breaking into the field the pressure to perform may be too much. So keeping it simple to start is the safest way to ensure long-term success. If you were going to be an offer receiver, which of the three plans would you choose, and why? I would choose the standard plan to start with and as I learned the job, I would make a more informed choice. A plan that does not force me to perform as soon as I walk in the door but does offer some incentive to improve is the perfect plan for me. All things take time and hard work to master especially something you want to be successful doing. The fact that I could still earn a bonus while learning would provide enough motivation for me to start meeting expectations as soon as applicable. Predict and justify if the HVP program will likely increase the job offer acceptance rate. The new plans allow flexibility and this should be attractive to new candidates. The standard plan seems to be the one that is the fairest...
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...Recruitment Strategies As Landslide Limousine prepares to open up their company, it is imperative that the right personnel are selected. In order to achieve the organizational goal of offering first-class limousine service to the Austin Texas area, there must be a consensus among leadership for an open-minded approach to select employees who emulate the diversity and culture of Austin. According to the 2010 census, the city of Austin has now crossed the threshold of becoming a Majority-Minority city. In essence there is not a specific ethnic or demographic majority and for good measure, the median age is 32 (AustinTexas.gov 2014). Knowing these factors will allow Landslide Limousine to select employees who are the face of the current and future city. There is an adage, which states you get what you pay for (Vonnegut 1967) and it is imperative for senior management to either invest in an outside firm or stay with in-house resources when it comes to the hiring of personnel for this location. Austin is a city which, has potential for growth yet many of the affluent are moving further west and east of the city and operating in the city has risks and benefits. How will Landslide Limousine attract customers and how will the employees fair in a market that is still in the process of reaching the top in Texas? Since the company expected revenue for the first year is -$50,000, utilizing in-house resources would be the first plan of action. In today’s society a quick and free...
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