...PHRM KÁTIA VASCONCELOS TABLE OF CONTENTS INTRODUCTION RECRUITMENT FUNNEL PHASE 1 - CV REVIEW PHASE 2 – PHONE INTERVIEW PHASE 3 - FACE TO FACE INTERVIEW PHASE 4 - COMPLETE ONLINE QUESTIONS PHASE 5 - PREPARE TASKS PHASE 6 - LINE MANAGER INTERVIEW PHASE 7 – MEDICAL EXAMS PHASE 8 – JOB OFFER COSTS AND TIME INVOLVED PHASE 1 – CV REVIEW PHASE 2 – PHONE INTERVIEW PHASE 3 – FACE TO FACE INTERVIEW PHASE 4 – COMPLETE ONLINE TEST PHASE 5 – PREPARE TASK PHASE 6 – LINE MANAGER INTERVIEW PHASE 7 – MEDICAL EXAMS PHASE 8 – OFFER TIME LINE FINAL CONCLUSIONS – OUTSOURCING? 3 5 5 5 6 7 7 8 9 9 11 11 12 12 13 13 14 14 14 17 ERROR! BOOKMARK NOT DEFINED. 2 INTRODUCTION The following assignment has the main objective to design a recruitment process for Harrods, a British institution operating for 162 years. With a unique reputation Harrods is associated with Britain, Luxury, Sensation and Service. In order to keep the standards of the organization...
Words: 3294 - Pages: 14
...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...
Words: 1473 - Pages: 6
...each and every decision taken, each and every work done and each and every result. Employees should be managed properly and motivated by providing best of their abilities as per the industry standards. There are many activities in HR that the employee’s working in the HR department needs to partake in to support an organisation. Below are three that I have decided to focus on Recruitment and selection: When it comes to recruiting for an organisation, an HR employee has a lot to get involved in. They are the ones that arrange, or provide assistance in posting vacancies, developing and implementing recruitment strategies, identifying and selecting candidates, assuring all pre-employment requirements are met, and confirming job offers. Advertising the job role is something an HR employee has to do. They can advertise job roles in many different ways such as internal emails. Most companies start out emailing internal employees about current job vacancies incase another employee would like to apply for the role or a friend or family member would. This is cost effective as no money is spent on advertising publicly; therefore if they are working within a budget, this is a good way to save money. Advertising publicly can become an expense. If an HR employee does choose to advertise publicly such as in the local paper, then they will have to work on writing the advertisement and sending the advertisement to the local papers. One way of advertising publicly without affecting any...
Words: 1642 - Pages: 7
...TERM PAPER ON: HRM: HRM PRACTICES BY NESTLÉ BANGLADESH LTD. i INSTITUTE OF BUSINESS ADMINISTRATION JAHANGIRNAGAR UNIVERSITY SPRING 2014 Term Paper on HRM Practices of Nestlé Bangladesh Ltd. TO: Shahriar Kabir Course Instructor HRM 201: Human Resource Management BY: Group members | ID | Zerin Tasnime | 1521 | Syeda Rifat Ara | 1531 | Mabia Khatun | 1538 | Yeasmin Akter | 2357 | S.M. Arifur Rahman | 2601 | Date of Submission: 03-03-2014 Letter of Transmittal March 3, 2014 TO Shahriar Kabir Institute of Business Administration Jahangirnagar University Subject: Submission of HRM practices by Nestlé Bangladesh Limited Dear Sir, This is our pleasure to submit the term paper on Nestlé, world’s largest health, nutrition and Wellness Company. We have prepared there on the reports is of the Study on Human Resource planning and personnel policies...
Words: 6941 - Pages: 28
...include Global Business Services, comprised of Ford Business Services Center and Ford Technology Services India. Located in Chennai, New Delhi and Coimbatore, these units support Ford globally in the areas of IT, accounting and finance, financial services and automotive operations support, global analytics and engineering services. Ford’s businesses in India employ 11,500 hard-working, dedicated men and women. As on Aug 1, 2013, Ford India sold 12,338 vehicles, highest ever in its history, in combined domestic wholesales and exports in July. Ford Service unit in Coimbatore is located in the address: Service Workshop - Coimbatore 296/2, Vilankurichi road, Thanneer Panthal, Peelamedu, Coimbatore – 641004 It employs around 450 people. The HR unit comprises of a Head, Officer and an Associate. At Ford Service, the quest to give better and more efficient service never stops. And in their endeavour to make the service even better, they are making a commitment on what the customers can expect when they give their car for service. To reinforce the importance of this initiative, Ford is making a set of promises as follows: * Explain to you the required vehicle servicing, estimated cost and time beforehand * Deliver the vehicle at the promised time * Ensure that the bill is within estimate and explain the bill in...
Words: 4352 - Pages: 18
...s the HR profession moving fast enough to capture the opportunities in emerging trends? Much of the work addressing this issue has defined the future of HR in terms of competencies, workforce demographics, or professional techniques or practices. Here we take a different departure point by starting with prominent emerging general trends and examining their potential effect on HR, now and in the future, and HR’s desired and actual role in addressing them. What we found was that while HR leaders generally feel their ideal role is one of broad leadership, their assessment of the current role often is far less than that. Our research at the Center for Effective Organizations was conducted with a consortium of 11 large companies: Citrix Systems Inc.; Electronic Arts Inc.; Gap Inc.; Lockheed Martin Corp.; Mattel Inc.; Rockwell Automation; Royal Bank of Canada; Sony Pictures Entertainment; Unilever; UPS Inc.; and The Walt Disney Co. Twenty to 30 HR professionals within each company participated in the consortium. We examined the trends of globalization, generational diversity, sustainability, social media, personal technology, mass customization, open innovation, big data and gamification. Beyond Tradition: Reach Out, Venture Out, Seek Out, Break Out Our findings suggest that human resources can make great progress by simply allocating more time, budget and expertise to the emerging trends that have the greatest potential effect on organizations. However, at a larger level...
Words: 2134 - Pages: 9
...PART TWO RECRUITMENT AND PLACEMENT | | | | | | |CHAPTER | |T Seven | | | | | | | | | | |7 | | |Interviewing | | | |Candidates | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter gives an overview of types of | | |Basic Features of Interviews |interviews and their features. It discusses...
Words: 3865 - Pages: 16
...Table of Contents 1 COMPANY PROFILE 2 2 HR HEAD PROFILE 2 3 HR Organizational Structure 2 4 HR Strategy 3 5 ANALYSIS OF THE HRM SYSTEM 5 5.1 Analysis and Job Design 6 5.2 HR Planning 6 5.3 Recruitment and Selection 6 5.4 Training and Development 7 5.5 Performance Management 8 5.6 Reward Management/Compensation 9 5.7 Employee Relations 9 6 CONCLUSION 10 7 REFERENCES 11 8 APPENDIX 1 – TRANSCRIPT OF INTERVIEW 11 COMPANY PROFILE Rede Eléctrica Nacional (REN) is a Portuguese energy company which operates in two major businesses and is the current concession holder for: * The transmission in very high voltage electricity and overall technical management of the National Electricity System; * The transport of high-pressure natural gas and overall technical management of the National Natural Gas System, guaranteeing the reception, storage and regasification of LNG and underground storage of natural gas. REN also operates in the telecommunications business via RENTELECOM, which includes a range of services, such as infrastructure, managed services and consultancy. The internationalization of REN's operations is a business that is taking its first steps, and received a new impulse with the entry of strategic international partners (State Grid and Oman Oil) into the company capital. REN seeks to be one of the most efficient European energy transmission system operators, while creating value for its shareholders within a framework...
Words: 7731 - Pages: 31
...Group: 2 Research Project Factors of HR Planning Affecting Company’s Competitive Advantage Prepared By: Trishita Chowdhury 081 358 030 Tahmina Jahan 082 302 030 Sharmin Akhter Khan 082 635 030 Tahasin Ali 093 0523 530 Tania Sultana 093 0541 030 Md. Abu Sayed 093 0216 030 Naved Mohammad Khan 101 0549 530 Prepared By: Trishita Chowdhury 081 358 030 Tahmina Jahan 082 302 030 Sharmin Akhter Khan 082 635 030 Tahasin Ali 093 0523 530 Tania Sultana 093 0541 030 Md. Abu Sayed 093 0216 030 Naved Mohammad Khan 101 0549 530 Prepared For AKM Mominul Haque Talukder (MHT) Senior Lecturer Course: Human Resource Planning Course Code: HRM 360 North South University Date of Submission: 11th April 2012 April 09, 2012 A.K.M. Mominul Haque Talukder Senior Lecturer, School of Business & Assistant Proctor North South University Bashundhara, Dhaka 1229 Dear Sir, Subject: Research Report on Level of Satisfaction of the employees of Avery Dennison. We have the honor to present to you the research report entitled ‘Factors of Human Resource Planning Affecting a Company’s Competitive Advantage’. The main purpose of this report was to assess the relationship between the seven different variables of human...
Words: 6462 - Pages: 26
...HR system Human resource (HR) management has traditionally focused on how employment-related policy decisions, such as selection, development, training, compensation, and work design, influence organizational effectiveness. Until the last decade or so, effectiveness was almost exclusively studied at the individual level of analysis (e.g., using individual performance ratings as the dependent variable). However, the field of HR has evolved such that significant emphasis is now placed on also understanding linkages between HR practices and effectiveness at the aggregate level (Becker & Gerhart, 1996), including facility level outcomes such as cost, productivity, quality, as well as firm level outcomes such as total shareholder return, profitability, and survival. The term, HR system, refers to the fact that different combinations of individual HR practices are possible and a key question is whether the effects are additive or, as hypothesized by several perspectives, is the effect of any one HR practice dependent on the nature of other HR practices? A second key question is whether the specific effect of any particular HR practice or HR system depends on contextual factors, such as organizational strategy. These two questions have to do with the issues of horizontal (or internal) fit and vertical (or external) fit, respectively. Although my focus is primarily on the business performance dependent variable, I recognize that effectiveness can be defined more broadly, for...
Words: 439 - Pages: 2
...What is HR audit? A healthy HR function in an organization is as important as the physical and mental well being of a human body. Typically the basic reason why organizations prefer to conduct an HR audit is to get a clear judgment about the overall status of the organization and also to find out whether certain systems put in place are yielding any results. HR audit also helps companies to figure out any gaps or lapses and the reason for the same. Since every company plans certain systems and targets, an HR audit compares the plans to actual implementation. The concept of HR audit has emerged from the practice of yearly finance and accounting audit, which is mandatory for every company, to be done by external statutory auditors. This audit serves as an examination on a sample basis of practices and systems for identifying problems and ensuring that sound accounting principles are followed. Similarly, an HR audit serves as a means through which an organization can measure the health of its human resource function. Organizations undertake HR audits for many reasons: 1 To ensure effective utilization of human resources. 2 To review compliance with tons of laws and regulations. 3 To instill a sense of confidence in the human resource department that it is well-managed and prepared to meet potential challenges and opportunities. 4 To maintain or enhance the organization's reputation in a community. An audit is a systematic process, which examines the important aspects of the function...
Words: 656 - Pages: 3
...Assessment Task Outcome 2& 3 Ankita Sharma Student ID:11153624 1.Four Activities for the Human Resource Management for Escape to Wild For the Escape to the wild company ,my job role is HR Management advisor to introduce the HR Functions and also explain the new procedures and policies which make the company succeed. (1)Human Resource Planning (HRP) HRP can be identifies as the strategy forecasting the organizations future requirements for different types of workers, their acquisitions, utilization, improvement, employee cost control, retention and supply to meet these needs. The HR Planning Process HRM Planing Process Factors considered when forecasting future HR requirements. * Demand for the organization’s good/services * Plans goals and objectives * Method of productions * Retirement, transfers, resignations * Death * Retrenchments (2)Recruitment This is the initial attraction and screening of the supply of prospective Human Resources available to fill a given position/s. In other words, it is the process of involving the attraction of suitable candidates to vacant positions from both internal and external sources of the organization. Eg: INTERNAL | EXTERNAL | Job posting | Advertising | Intranet | Job Placement Agencies | Succession plans | Internet | Referrals | Placement through Colleges and Universities | * Selection This is a systematic process of selecting the most appropriate and suitable person...
Words: 1676 - Pages: 7
...What is HR audit? A healthy HR function in an organization is as important as the physical and mental well being of a human body. Typically the basic reason why organizations prefer to conduct an HR audit is to get a clear judgment about the overall status of the organization and also to find out whether certain systems put in place are yielding any results. HR audit also helps companies to figure out any gaps or lapses and the reason for the same. Since every company plans certain systems and targets, an HR audit compares the plans to actual implementation. The concept of HR audit has emerged from the practice of yearly finance and accounting audit, which is mandatory for every company, to be done by external statutory auditors. This audit serves as an examination on a sample basis of practices and systems for identifying problems and ensuring that sound accounting principles are followed. Similarly, an HR audit serves as a means through which an organization can measure the health of its human resource function. Organizations undertake HR audits for many reasons: 1 To ensure effective utilization of human resources. 2 To review compliance with tons of laws and regulations. 3 To instill a sense of confidence in the human resource department that it is well-managed and prepared to meet potential challenges and opportunities. 4 To maintain or enhance the organization's reputation in a community. An audit is a systematic process, which examines the important aspects of the function...
Words: 656 - Pages: 3
...activities - seen as a new term for ‘personnel management’ * Distinctive approach to the management of people: distinct from personnel management - a distinct philosophy * Organizational Assets: Physical, Financial, Intangible, Human * Old Myths about HRM Old Myths | New Realities | People go into HR because they like people. | HR departments are not designed to provide corporate therapy or as social health-and -happiness retreats. HR professionals must create the practices that make employees more competitive, not more comfortable. | Anyone can do HR. | HR activities are based on theory and research. HR professionals must master both theory and practice. | HR deals with the soft side of a business and is therefore not accountable. | The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance. | HR focuses on costs, which must be controlled. | HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value, not reduce costs. | HR’s job is to be the policy police and the health-and-happiness patrol. | The HR function does not own compliance...
Words: 8657 - Pages: 35
...can assess and gain a deeper understanding about the candidates and the final step which is performance-simulation can actually assist managers in predicting and evaluating candidates’ future performance. However; there are some weaknesses concerning cost and time that were identified while the raw information is analyzed. Before each hiring period, the hotel has to prepare everything carefully in advance, from scheduling, setup to training and report and the period of 2 months trial simulation would be too long and wasted on disqualified candidates. Therefore, the weaknesses need minimizing to enhance the overall effectiveness and efficiency of the whole process. It is recommended that the Hotel should focus a lot in training staffs with related skills and applying internet and technology such as release online version of application forms, develop software and interview using video for the interest of time and finance. I/ Introduction The 4 stars Movenpick Hotel Hanoi is located in the heart of the city's central business district - 83A Ly Thuong Kiet Street, Hoan Kiem District,...
Words: 2755 - Pages: 12
