...One of the most important functions of an organization's Human Resources Department is the recruitment of qualified employees. It is important that human resource management selects individuals with the background and skills that match the qualifications of the job opening. Once human resource professionals have done a job analysis, a job description can be created. The job description is used for recruiting the right individuals. Hiring the right applicants to fit the right positions, human resources can ensure that the new employee will quickly become productive and contribute to the production of the company. With such a large theatre of potential job candidates on the market these days, human resource personnel have to ensure that they are reaching the most people possible while not breaking the organizations bank in pursuit of the perfect candidate. There are many ways a company can recruit employees now days, from word of mouth to specific career websites. The hunt for the right employee will be based off the position the organization is looking for. If an organization is looking for an entry level position with no education or experience a popular choice is the newspaper classifieds. This is a great option for companies, because it works and it costs the company very little to take up a small section on the Sunday classifieds. Many organizations will use this method when recruiting for regional non-skilled employees that they will not pay relocation for. ...
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...DIVISIONAL HR MANAGER ADMINISTRATIVE ASSISTANTS (4) Recruitment and Selection Proposal HUMAN RESOURCES Recruitment and Selection (HRM782) Assignment 1 TABLE OF CONTENTS Page 3: Introduction Page 4: Proposed Job Advertisement Page 5: Selection Report Page 6: Resume Characteristics Report Page 8: Endnotes Page 9: Bibliography INTRODUCTION Successful candidates for the position of HR Administrative Assistant must exhibit the following competencies (as stated in the job description): Core – Excellent interpersonal skills, flexibility and dependability Functional – Client Service Orientation Job-Specific – Knowledge of MS programs, keyboarding skills of 60 wpm and a minimum of one year administrative experience. In addition to the above core competencies, we also need to gear our screening techniques to ensure we select the recruits with the highest levels of general cognitive abilities and conscientiousness. These predictors have been proven to be the most successful at guaranteeing above average job performance, and therefore the most benefit to the company as a whole.( Catano, V.M., W.H. Wiesner, R.D. Hackett and L.L. Methot. (2010). Recruitment and Selection in Canada, 4th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 174. ) Included in this report is a clearly worded job advertisement, with an in-depth selection proposal. In order to ensure...
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...Siva Sivani Institute of Management. Secunderabad, Andhra Pradesh. Synopsis on the book review session of ‘In search of European Excellence’ Author- Robert Heller. Reviewed By : Submitted to: Basumitra Chakraborty, H406 . Dr. Lt. Col. (Retd) R. M. Naidu. Date: 12/08/10 Ms. Sai Sireesha About the author: Robert Heller is one of the worlds’ leading authorities on management. He was the founding editor of Management Today and led it to number one position in Britain. He is the author of many acclaimed books like The Naked Manger, the Super managers etc. He writes monthly news letter with Edward de Bono, Letter to Thinking managers, and is a frequent visitor to management groups all over the world. He lives in North London , England. Contents 1. Introduction 1 2. The devolution of leadership 1 3. Driving radical change. 1 4. Reshaping the Culture. 1 5. Mobilizing the motivators. 2 6. Making teamwork work. 2 7. Total quality management. 3 8. Self Evaluation. 3 9. Critical Appraisal. 3 10. Conclusion. 3 Introduction: This book deals about the various management practices followed by various organizations of Europe. As management scenario...
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...“A Study On Recruitment Procedure Followed In Fresenius Medical Care (India) Pvt Ltd.” Chapter – I Introduction 1.1. Human Resource Management: Human Resource Management is the management of an organizations work force or Human Resource. It is responsible for attraction, selection, training and assement, rewarding of employee while, also overseeing organizational leadership and culture ensuring with employee and labour laws. The function was initially dominated by transactional work such as payroll and benefits administration but due to globalization, company consolidation, technological advancement and further research. Now Human Resource focus on strategic initiatives like merger and acquisition, talent management, succession planning, industrial and labour relation and diversity and inculsion. It is essential that Human Resource be made an integral part of an organization. Human Resource can be instrumental in developing a full analysis of each division and determining how function like recruiting and employee relation can support new and existing strategies. Human Resource is also an invaluable resource in evaluating how to facilitate the adoption of strategies, recruitment of new talent to sustain them and assure smooth transitions. As we concentrate on recruitment procedure, which is...
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...Journal Critique THE ROLE OF HUMAN RESOURCE PLANNING IN RECRUITMENT AND SELECTION PROCESS December 18, 2013 Done by Dawla Al-Mulla Moh'd Al-Mannai Introduction In “Role of Human Resource Planning in Recruitment and Selection Process,” Francis C. Anyim Ph.D, Joy Onyinyechi Ekwoaba, and Dumebi Anthony, Faculty of Business Administration in University of Lagos, Nigeria highlighted the theoretical view of challenges facing the HR planners and their role in recruitment and selection process: British Journal of Humanities and Social Sciences - August 2012, Vol. 6 (2) Summary Human resource management is the management of an organization’s most valued assets, that is, the people. And any human resource decisions or plans to response the pressure for continuous changes in recruitment and selection, utilization, development and future of the organization ought to be consistent with line functions such as finance, marketing and production etc. This article presents that the growing efforts to test or establish a link between good Human Resource Management based on high trust, high commitment and high productivity can provide an opportunity to embrace the high performance. In this regard, this article is geared towards establishing the importance and role of human resource planning as a corporate activity that drives other human resource functions notably recruitment and selection process. Critique Literature review...
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...BSBHRM506A Manage recruitment, selection and induction processes Assessment 1 1. Identify and recommend changes required in current policies and procedures. Changes I would make are as followed: Analyse the vacant position * Remove the needs analysis conducted by HR department * Permission to recruit form does not need to be approved by senior management Position Description * It should include the business background information and department information * Major responsibilities and duties to be listed * Who to report to Lodge an advertisement * Closing date for internal applicants * Internal and external advertisement for seven days * Use e-media as well as print media * Internal staff members to be emailed about job vacancy Short list applicants * Internal applicants not to be automatically short listed * Remove maybe pile * Limit on how many people will be interviewed * Rejection letter to be emailed rather then posted I would also make the time frame for the whole procedure to be within 30days as this is the general notice period given by employees and there needs to be an induction procedure included. 2. Develop revised recruitment, selection and induction policies and procedures for BS training BS Training – recruitment and selection guidelines Policy statement: BS Training is an organisation that seeks to employ the quality trainers and assessors with high levels of industry experience. It is an equal opportunity...
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...Recruitment Policy Corporate HR Ref: HR/Policy/Recruitment/05 Version: 01 Effective date of application: Recruitment Policy & Process I. Objective: • • • To streamline the Recruitment process, To ensure that we always hire the RIGHT people at RIGHT role at RIGHT time, and Also to thrive a strong Employer Branding to attract the best talents available in the Industry II. Scope: Covers all the vacant positions across the functions, levels & hierarchy. To enable HR to initiate the hiring process at any point of time during the year, the respective HOD / functional / Regional heads need to follow the below-mentioned steps – • • • Fill-up a ‘ Manpower Requisition Form (MRF) ’ (Refer Annexure I) Get the MRF approved by the concerned approving authorities (as per the Recruitment Approval matrix shown below), and Forward the approved MRF to HR III. Recruitment Quality Norm: In today’s knowledge driven business scenario, People are perceived as the most valuable assets of an organization and the optimum utilization of the skill, knowledge, attitude, they posses, are directly instrumental to the growth of any organization. Therefore, while recruiting a candidate for any role, position, level, function, it should always be ensured that there is no compromise in the quality of people, we hire. Besides checking the presence of role -specific key competencies & the behavioral attribu tes required to perform a job, few basic eligibility criteria should be considered, even...
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...JOBS EVERYDAY – THE RECRUITMENT EXPERTS THE CASE NARRATIVE It is Monday morning (March 5th 2012) – a beautiful sunny day in Bangalore. Sangeetha Kriplani stares at the meeting minutes from last Friday’s meeting, and sighs with anxiety. All senior staff from Jobs Everyday (JE) was gathered to be addressed by the CEO Praveen Joshi who was quite upset after the annual service review. “How come we are the last to know about some openings”, “Why is it that we take too much time to process the applications”, “No wonder the better candidates don’t wait to hear back from us!”, “I want to see different ... oh yes MUCH different results by the next review – Let’s hope we still exist by then!!!” etc. were some words that have been echoing in Sangeetha’s mind throughout the whole weekend. Sangeetha is the new Manager of the Business Analysis and Improvement team at Jobs Everyday, and has 6 Business Analysts (BA) working under her, all who have been at Jobs Everyday for years. She has been there for only 3 weeks and has felt that the other Business Analysts often show a cold shoulder to her... Sangeetha is passionate about processes, but has difficulty to get her Business Analysts colleagues to see the value of ‘process’ thinking. After one of her debriefs last Monday - she overheard at the lunch room one BA saying to the other “What is it with ‘Process-Sangeetha ?! ’... Just half an hour from now, Sangeetha has a second meeting with the senior management at Jobs Everyday, and...
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...AN ANALYSIS OF THE RECRUITMENT METHODOLOGY OF SALES OFFICERS IN A PRIVATE BANK (A CASE STUDY OF A PVT LTD YESBANK) BY KINSHUK DE CONTENTS Chapter 1. INTRODUCTION 1.1 AIM 1.2 BACKGROUND 1.3 INDIA’S BANKING SCENE 1.6 EMERGENCE OF PRIVATE SECTOR BANKS 1.7 NATURE OF PROBLEM 1.8 JUSTIFICATION 1.9 ATTRITION 2. RESEARCH METHODOLOGY 2.1 AIM 2.2 OBJECTIVE OF STUDY 2.2 RESEARCH TECHNIQUES 2.5 RECRUITMENT METHODOLOGIES 2.6 INTERNAL RECRUITMENT 2.7 EXTERNAL RECRUITMENT 3. CASE STUDY AT YESBANK 3.1 INTRODUCTION AND GROWTH IN BANKING SECTOR 3.2 YES BANK: AN OVERVIEW 3.3 YES BANK GROWTH 3.5 STRUCTURE OF YES BANK 3.6 HUMAN RESOURCES DEPARTMENT AT YES BANK 3.7 NATURE OF RECRUITMENT PROBLEM FACED AT YES BANK 3.8 RECRUITMENT PROCESS IN YES BANK 3.12 JOB DESCRIPTION 3.13 ANALYSIS OF METHODOLOGIES FOR RECRUITMENT OF SALES OFFICERS 3.14 JOB CONSULTANTS 3.19 ONLINE APPLICATIONS 3.22 REFERRALS 3.25 CAMPUS PLACEMENTS 3.27 DIRECT ADVERTISEMENT 3.28 INTERNAL RECRUITMENT 3.29 CURRENT SCENARIO AND TREND AT DELHI/ NCR REGION 3.30 ANALYSIS FROM INTERVIEWS 3.31 SURVEY OF EMPLOYEES 3.32 EFFECTIVENESS ...
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...Recruitment Services Service Specifications Document Revision History |Version |Date |Prepared by |Comments | |1.1 |22/10/2012 |L Dawson |Draft prepared for Statewide Recruitment Services transition to Hospital and Health Services 2012 | Contents |Summary of Service Items |4 | |Definitions and Acronyms |5 | |Detail of Service Items: | | |Workforce and Job Design |6 | |Options to Fill Vacancy |6 | |Advertising |8 | |Process applications |11 | |Selection ...
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...CIPD Assessment Report – Foundation (AR1) To be completed by candidate Centre name: | City of Glasgow College | Candidate name: | Allan Davidson | | CIPD Membership/ registration No: | | | | Qualification title: | Certificate in Human Resource Practice | Unit title(s): | Understanding Organisations and the Role of Human Resources | Unit code(s): | | Assessment activity (and assignment title if applicable) and the learning outcomes addresses: | Write a report on the HR Map | Date due for assessment: | 04 December 2012 | Extension request date | | | | Extension granted | Y/N | Actual date evidence submitted: | | Revised due date | | Candidate declaration: | * I confirm that the work/evidence presented for assessment is my own unaided work. * I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action. * I agree to this work being subjected to scrutiny by textual analysis software if required. * I understand that my work may be used for future academic/quality assurance purposes in accordance with the provisions of the Data Protection Act 1998. * I understand that the work/evidence submitted for assessment may not be returned to me and that I have retained...
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...Resources Department 5. Recruitment and selection processes 6. Learning and development 7. Improving HR in Focus Group: 10 key elements 8. Conclusions 9. References 1. Abstract Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (http://humanresources.about.com/od/glossaryh/f/hr_management.htm) 2. Introduction In our project we choose to study the human resources department in the company Focus Consult Group from Bucharest. We had as a main advantage the fact that one of us did an internship at this company last year and had the opportunity of observing how the HR department actually works within this firm. Moreover, another important reason was the fact that one of us assisted to a job interview. In this way it was easier for us to gather information about the recruitment and selection processes. The goal of this project is to find “What Is the Human Resource Department?” and how it actually performs its tasks. In order to answer this question we decided to study 3 main aspects regarding the HR department in the company: the recruitment and selection processes, the learning and development methods and ways of improving the HR in the company. 3. Presentation...
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...Week 1 Paper HRM/522 University of Phoenix Week 1 Paper HRM/522 The HR department does not have a clear mission or function defined and with the current organizational growth a Human Resource Plan (HRP) is needed. This plan must provide the mission of the HR department and detail the functions to provide a clear understanding of HR’s role and ensure alignment with the organizations strategic plan and goals. The organization will only experience long-term successfulness when the right people are in the appropriate positions at just the right time; the strategies for achieving the organizational objectives should revolve around having the right balance of talent, skills, and the aspiration to accomplish organizational objectives in a significant manner (Byars & Rue, 2008). HR Functions and Challenges Challenges that the HR department will encounter consist of finding a candidate pool large enough to fill the 50 vacant positions, finding potential employees that have the skills, qualifications and experience. Other challenges that exist are the implementation steps to develop a HRP in alignment with the organizational strategic plan and goals. With the organization looking to fill 50 positions the functions of the HR department must be clearly defined; this can be accomplished by developing the HRP. There are steps that must be taken to implement the HRP they include: • Determine organizational objectives • Determine Skills and expertise...
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...ChapterNo. | Topic | Page No. | 1 | Organizations Profile | 2-22 | 2 | Literature Review 2.1 Objective s of the study 2.2 Scope of the study 2.3 Human Resource Management2.4 HRM Environment in India2.5 Recruitment | 23242425-293031-40 | 3 | 3.1 Research Methodology3.2 Data Analysis and Data Interpretation | 41-4344-59 | 4 | 4.1 Findings4.2 Limitations4.3 Suggestions4.4 Conclusion | 60606161 | 5 | Reference | 62 | 6 | Bibliography | 62 | 7 | Appendix Copy of Questionnaire | 63 | ORGANIZATIONS PROFILE "TALENT SOURCE - Recruitment Consultant” We have an excellent track record of providing appreciable service to reputed companies in India and Overseas. Our administration office is located at a strategic location in the heart of the commercial capital of India, Mumbai. We have an efficient organizational setup and satisfying service. Management Our organization is replete with highly qualified and experienced personnel with expertise of high caliber in recruitment of manpower. WE are located at actual locations all over India and keep track of all categories of skilled personnel. Why Talent Source Each time we've tried to find, along with our clients, the most suitable solutions for their personnel' needs and we're proud to say that we've never had so far an unpleased...
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...| Issues and Challenges in Recruitment and Selection of Employees | | Contents Introduction 2 Recruitment 3 Recruitment & Selection Process 4 Importance of Managing the Recruitment and Selection Process 7 Issues in Recruitment & Selection 9 Challenges in Recruiting and Selection 11 Discussion and recommendations 14 Conclusion 20 References 21 Introduction Organisations today are increasingly transforming from regional company to a Multi-National Company. However; the effects of such operations do not end up with international markets and consumer products. In fact, Managers today are faced with several breath taking challenges of leading a true global workforce. As we can remember the good old days when we can find staff by advertising in the local newspaper, and graduates and apprentices were plentiful and grateful for a job. Due to the scaled- back university courses/intakes and apprenticeship schemes, the aging population and the resources have left Australia desperately short of qualified people, and thus, now HR managers are often required to think globally to fill out positions. Recruiting efficient staff in an international context is the process of identifying and attracting potential candidates outside the country and initiate the process of evaluating them for future employment. Once candidates are identified, organisations can begin their selection process. This process includes: collecting, measuring, evaluating information...
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