...investigation into recruitment and selection for Wisite fire-fighting equipment (China) Table of Contents 1.0 Introduction…………………………………………………………………………3 1.1-Selected Research Paper…………………………………………………….3 1.2 -Structure of the report……………………………………………………….3 2.0 -Summary of purpose, rationale, and related literature……………………..3 2.1 -The purpose/rationale of the study………………………………………..3 2.2- Clarity of research question…………………………………………………4 2.3- Conceptual foundations……………………………………………………..4 3. 0- Research methodology and design……………………………………………6 3.1- Describe and evaluate the methodology adopted………………………6 3.1a. Research site/context…………………………………………………..6 3.1b. Methods of data collection……………………………………………..6 3.1c. Method of data analysis…………………………………………………6 3.1d. Sampling…………………………………………………………………..7 3.1e. Ethical issues…………………………………………………………….7 3.2 – Suitability of the Research Paper Methodology for Adaptation…….8 4.0 – Main Findings and Implications………………………………………………..8 4.1 – Outline the Main Findings of the Research……………………………...8 4.2 – Comments on Implications Presented……………………………………9 4.3 – Comments on Limitations Identified……………………………………..9 5.0 Conclusion………………………………………………………………………….10 5.1 – Highlights of Key Points…………………………………………………...10 5.2 – Suitability of Design for Reviewer’sResearch………………………….10 1.0- Introduction 1.1-Selected Research Paper The reviewer would select the research paper named the symptoms of and consequences to selection errors...
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...DAVID HALL AND DR. RAJENDRA KUMAR ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ADRIAN ALEJANDRO GALINDO LARA ------------------------------------------------- STUDENT ID L0174MVMV012 ------------------------------------------------- MBA SEMESTER 2 ------------------------------------------------- MANAGING HUMAN CAPITAL ------------------------------------------------- LECTURER DAVID HALL AND DR. RAJENDRA KUMAR ------------------------------------------------- ------------------------------------------------- MHC ASSIGNMENT | HRM-TQM PERSPECTIVES AND RECRUITMENT AND SELECTION METHODOLOGIES | MHC ASSIGNMENT | HRM-TQM PERSPECTIVES AND RECRUITMENT AND SELECTION METHODOLOGIES | PART “A” ESSAY 2327 WORDS (EXCLUDING REFERENCES) HUMAN RESOURCE MANAGEMENT AND TOTAL QUALITY MANAGEMENT PERSPECTIVES Table of Contents Table of contents 3 Abstract 4 Introduction 5-6 Literature Review/Discussion ..7-9 British Perspective 7-8 Latin American Perspective 8-9 Conclusion 9-10 References 11 ABSTRACT Nowadays in the modern organizations Human Resource Management (HRM) is a key issue not only for a competitive advantage in the business and the development or success of the companies is also a key point for the welfare of the organizations as an entity. The Management of the Human Resources is a matter of perspectives according to Audrey...
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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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...country uses the banks. In this competitive environment organizations are continuously improving their employees’ performance by improving their human resources practices. Researcher and scholars proved that HRM practices are necessary for organizations success. The objective of this research is to analyze the Effects of Human Resources Management Practices on Employee Performance.in this research three HRM practices consumption, selection, and recruitment is studied. Literature review Selection Once you have identified the technical skills and job attributes you are seeking in a new employee, you should consider the most effective way to identify and assess these in candidates.Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. Selection in HRM is very sensitive issue because it is directly related with the progress for all organizations. Recruitment refers to select right people, at right time in right place. Recruitment is another important practice in HRM....
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...13 Effectiveness of Online Recruitment and Selection Process : A Case of Tesco Aakash Gopalia Oxford Brookes University Abstract The purpose of this paper is to give an overall assessment of effectiveness of using internet to recruit and select people with the case reference to Tesco. For this research paper, exploratory, theory building approach is used. Online recruitment is effective in terms of saving cost of recruitment and selection. Case exploration about the effectiveness of online recruitment and selection depicts that it saves time to hire and reduces recruitment cost. Effectiveness of online recruitment and selection process can be used by other firms working in different industries, students working on internship programs on HRM, HR practitioners and researchers to develop further thesis and projects. Introduction Recently there has been significant increase in use of internet to recruit and select people has grown (Hopkins &Markham, 2003). Various research evidences show that online recruitments have become easy way to save cost and valuable time of firms (Hart, Doherty & EllisChadwick, 2000). Some recent studies on the effectiveness of internet in recruitment and selection have reflected the benefits delivered by Internet to the organizations. This research article evaluates the effectiveness of internet to recruit and select people with reference to the case of Tesco in terms of recruitment and admin cost, time to hire, market image ...
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...author of the relevant paper in the first instance or email copyright@brunel.ac.uk with details of your request. The Impact of Saudi Culture on Recruitment and Selection Practices in the Privet Sector in Saudi Arabia By Rajeh T. Albugamy Submitted to BBS Doctoral Symposium Brunel University 4th & 5th March, 2010 -2- Abstract The ultimate goal of recruitment and selection is to hire or get the right people for the right positions, i.e. qualifications; skills and merit are the criteria that should determine who would occupy the job rather than nepotism, favouritism or any other cultural elements (Alghailani, 2005). In Saudi Arabia like the other Arab countries , wasta for example, an Arabic term which means using connections for personal gains, is deeply rooted in the culture and having a big influence on people’s life and business among that obtaining a job depending on the strength of wasta (Hutchings and Weir, 2006). Employees in Saudi Arabia with strong family and tribal connections are often got promoted to higher positions (Mellahi, 2006). According to Al-Awaji (1971), the Saudi social-value system is based on three major subsystems: (1) Religion which is Islam for all Saudis, (2) Family and kinship, (3) Traditions. This research aims to explore the impact of the Saudi cultural factors on the recruitment and selection practices in the privet sector in Saudi Arabia...
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...A PROJECT REPORT ON “Recruitment and Selection at AVIVA LIFE INSURANCE” SUBMITTED TO UNIVERSITY OF PUNE BY SAUMYA MEHTA M.P.M. – IIIrd Semester (2006-08) CERTIFICATE This is to certify that Saumya Mehta student of SINHGAD INSTITUTE OF BUSINESS ADMINISTRATION & RESEARCH, Pune has completed her field work report at AVIVA Life Insurance on the topic of “Recruitment and Selection” and has submitted the field work report in partial fulfillment of MASTER IN PERSONNEL MANAGEMENT of the UNIVERSITY OF PUNE for the academic year 2006-08 She has worked under our guidance and direction. The said report is based on bonafide information. Mr. Anil Chand Project Guide Prof. R Ganesan Director Date:- Place:- SINHGAD INSTITUTE OF BUSINESS ADMINISTARATION AND RESEARCH, KONDHWA (BK) DECLARATION I hereby declare that the project titled “Recruitment and Selection” is an original piece of research work carried out by me under the guidance and supervision of Mr. Anil Chand. The information has been collected from genuine & authentic sources. The work has been submitted in partial fulfillment of MASTER IN PERSONNEL MANAGEMENT of Pune University. Place: Date: Saumya Mehta ACKNOWLEDGEMENT The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to brass tacks of things. I would like to add a heartfelt word for the people who have helped me in bringing out the creativeness of this project. To commence with things I would...
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...find, diagnose and fix problems. Although both organizational psychology and general psychology diagnose and solve problems, their practice areas and methodologies are very different. General psychology focuses on psychological disorders and helping individuals in their personal lives. Organizational psychologists are not trained to diagnose psychological disorders. Organizational psychologists focus their attention on individuals as a larger group, generally found in the workplace. The objective of an organizational psychologist’s work is usually to help an organization become more effective. Just as organizational psychology is a subfield of psychology, it is also a subfield of the broader field of industrial-organizational psychology, or I/O psychology. According to “Industrial and Organizational Psychology” (2014), “Industrial/Organizational (I/O) psychology is both the study of behavior in organizational work settings and the application of the methods, facts, and principles of psychology to individuals and groups in organizational and work settings” (para. 1). I/O psychology combines two major divisions: industrial psychology and organizational psychology (Huelsman, 2008). Industrial psychology could be considered psychology for human resources. Topic areas of industrial psychology include recruiting and selection, performance management, and learning and development. Organizational psychology includes topics such as personality, organizational behavior, and communication...
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...Summer Training Project Report ON Recruitment And Selection Submitted in Partial fulfillment of requirement of award of MBA degree of GGSIPU, New Delhi Submitted By: priyanka 015 2010-2012 Northern India Engineering College (Affiliated to GGSIPU) FC-26, Shastri Park, Delhi-110053 ACKNOWLEDGEMENT Connection, dedication and application are necessary but not sufficient to achieve any goal. These must be awarded by guidance. This is to express my earnest gratitude & extreme joy on being bestowed with an opportunity to work in an organization as respected and reputed as BHL, Noida. It is impossible to thank personally all the people who have helped me in completion of this informative project, but it would avail this opportunity to express my profound gratitude and indebtedness to the following people:- I am indebted to Mr. Mohan Kumar Sharma (Officer – Group HR, BAJAJ HINDUSTHAN LIMITED) who gave me the opportunity to work with the organization. I am extremely grateful to my guide and project coordinator Mr. Mohan Kumar Sharma (officer– HR) & Mr. Shankar Singh (Sr.Officer –HR) who removed every stumbling block in my endeavor to complete my project successfully. They proved to be a constant...
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...STUDY ON RECRUITMENT AND SELECTION PROCESS” AT “ICICI Life Insurance Company Ltd”. Objectives • To understand the current Recruitment Policies being followed at “ICICI Life Insurance Company Ltd.” conducted this study and to know how effectively it is being implemented in the organization. • To study the present Recruitment Policies “ICICI Life Insurance Company Ltd.” • To study the different methods of recruitment & selection depending on the requirements of the organization. • To find the relationship whether jobs offered based on qualification to the employees in the organization. • To study the level of job satisfaction in the organization. • To study the changes of recruitment policy in recent times in the organization....
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...Strategic Integration of Recruitment Practices and Its Impact on Performance in Indian Enterprises Ashok Chanda, Trapti Bansal & Rupal Chanda Abstract Recruitment and selection is a foundation of human resource management (HRM) practices and its integration to business is critical to achieve organisational strategic goals. However, little research has to date examined strategic integration in this specific human resource (HR) practice, and, therefore, little is known about the level and application of recruitment and selection strategic integration a situation that warrants greater investment due to the economic growth in India in a corresponding expansion of Indian enterprises. Consequently, this study investigates the level at which recruitment and selection practices integrate with business strategies and the relative effects of different levels of such strategic integration on organisational performance in 259 Indian enterprises. The results show the majority of Indian enterprises had a high level of recruitment and selection strategic integration in business strategy formulation and implementation. Moreover, the level of recruitment and selection strategic integration was positively related to growth in market share, profits and sales, employees’ satisfaction, employees’ productivity, and negatively related to employees’ turnover. The implications for HRM practitioners and further research are discussed. Introduction Recruitment and selection is the process of attracting...
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...[pic] University of Information Technology & Sciences (UITS) A Term Paper On Recruitment and selection process of Qubee Submitted By: • Md.Al amin Hossain Id.10410512 • Md.Arif Miah Id.10410508 • Nur Mohammad Id.10410518 Submitted To: Instructor Name: Ethica Tanzeen Lecturer, School of Business, U I T S. Submission Date: 8th august 2011 Letter of Transmittal 8th august 29011 Ethica tanzeen Lecturer, School of Business. UNIVERSITY OF INFORMATION TECHNOLOGY AND SCIENCES Subject: Application for accepting term paper on Recruitment and Selection process of Qubee. Dear madam, We have the pleasure to submit here with the term paper titled “Recruitment selection process of qubee” as a requirement for our Principles of management.(MGT 141) Based on discussion and survey, we have incorporated the necessary materials to finalize that term paper. We are particularly grateful to Ethica tanzeen(lecturer, School of Business) for his co-operation in helping us to achieve our purpose. We also acknowledge our gratitude...
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...confirm that this is my own work and that I have not plagiarized any of part of it. I have also noted the assessment criteria and pass mark for assignments. Due date: 21st December 2012 Student signature: Submitted date: 18th December 2012 Table of content 1.0 Introduction………………………………………………….………………………………………..3 2.0 Theoretical background of resourcing and staffing an organization..…………………………………………………..……………………………………..4 3.1 Recruitment………………………………………………….……………………………….5 3.2 Selection………………………………………………………..…………………………..10 3.0 Application some theories to the organization /UNDP/…………………….…………………...12 4.3 Principles of UN recruitment and selection……………………………………………..12 4.4 Condition for selection………………………………………………………………..…..13 4.5 Priority consideration of UNDP internal candidates……………………………………13 4.6 Recruitment and Selection Policies and Procedures for all UNDP Posts……………13 4.7 Common recruitment and selection standards for all staff…………………………….14 4.8 Recruitment and selection strategies and techniques………………………………....14 4.0 Conclusion…………………………………………………………………….……………………15 5.0 Reference……………………………………………………………………….…………………16 1.0 Introduction Nowadays, human resource management is becoming more important factor to success in any organizations. It is the management of workforce or human resource which is related to attract, recruit,...
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...2005, 60% of the employees have left the company. Notably, the employees joined other industries and not the financial sector. The lack of retention questions the reasons that the employees leave the company. This report is set out to the Human Resource Director of the Pearl & Mutual Benefit and Insurance Company and displays a coherent evaluation of best practices in the graduate selection process to ensure that only competent and passionate graduates are employed. Also, the time and the cost to achieve these recommendations are also stated in the report. Current scenario Currently, the graduate selection process at Pearl & Mutual Benefits and Insurance Company involves a panel that is chaired by the senior manager. The method includes the panelists determining the behavioral and motivational competencies of the applicants. The panelists then identify the most qualified candidates by giving each candidate a rating. However, it has been noted that there exist varied ratings provided by each different panelist. Various ratings demonstrate that the Senior Manager imposes their selection. There is a need to develop a different approach to determining graduates to be selected into the company. Despite the fact that drive skills, interpersonal strengths, and marketing skills are examined during the interview, there continues to be a retention problem of employees at Case & Mutual Benefit and Insurance Company. Employees’ are...
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...1.EXECUTIVE SUMMARY Executive summary: While studying the HR procedures it was conspicuous that the recruitment and selection procedures are of greater importance for any organization. As GlaxosmithKline Pharmaceuticals Ltd. is an esteemed organization in Nashik the response to recruitment advertisement was huge. During my training period I was a part of recruitment and selection procedure. My primary task was to screen the resumes of the applicants and thus to select the candidates for the interview sessions. The selection procedures included written tests and interviews. After every stage the selected candidates are moved to the next level while the rejected candidates are again called for the feedback. The objective with which the study was conducted are as follows, To understand: 1. The functioning of Recruitment and Selection. 2. To have exposure to recruitment process 3. Whether the recruitment process and selection process are satisfactory or not. The major findings about the recruitment and selection procedures are as follows, * The overall satisfaction level is high. * Job profile communication, evaluation of experience is the factors where Glaxosmithkline is scoring well. * The recruitment is mainly done through print media. * The selection procedures are having three phases. * The executives want the procedure to be future oriented. Following were the suggestions given for the improvement in the procedures. ...
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