...Submitted By: Shriya Gera 120057 B. COM (H)-III B JESUS AND MARY COLLEGE Index Sr.no | Particulars | Page no. | 1 | Acknowledgement | 3 | 2 | Introduction | 4 | 3 | Recruitment Process Outsourcing: An Overview | 6-9 | 4 | Outsourcing Process Flowchart | 10 | 5 | Critical Requirement | 11 | 6 | Factors to be considered before selecting a Recruitment Consultant | 12 | 7 | Types of RPO | 13 | 8 | Benefits of RPO | 14-15 | 9 | Technique Use by RPO for Recruitment | 16 | 10 | Core and Non-Core Activities of Corporate HR | 17 | 11 | Choice of Outsourcing Model | 18 | 12 | Understanding Recruitment Process | 19 | 13 | Advantages of RPO | 20 | 14 | The ROI of RPO: Recruitment Expertise | 21-22 | 15 | RPO Process Model | 23 | 16 | The Big 3 Efficiency Metrics in Recruitment | 24-25 | 17 | Case Study | 26-29 | 18 | Conclusion | 30 | 19 | Bibliography | 31 | AKNOWLEDGEMENT I hereby thank Mrs. Renu Gupta (Mentor) for giving me an opportunity that led me to venture into an entirely new arena and discover the intricacies of recruitment process outsourcing world. It was during this project that I studied in greater details about the topic. During this journey I realized how different it is to practically implement the principals of management successfully. As I want to pursue a management degree in HR, this project was relevant to my future goals. Introduction Outsourcing the human resource (HR) processes is the latest practice being...
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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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...7 Steps to Effective Recruitment Having the right person, in the right place, at the right time, is crucial to organisational performance. Therefore recruitment is a critical activity and should incorporate the following steps: Step 1 - What’s the job? Gather information about the nature of the job. Think about: The content (such as the tasks) making up the job The job’s purpose The outputs required by the job holder How it fits into the organisation’s structure The skills and personal attributes needed to perform the role effectively. This analysis can form the basis of a job description and person specification. Step 2 - Prepare a job and person profile A person specification or job profile states the necessary and desirable criteria for selection. Increasingly such specifications are based on a set of competencies identified as necessary for the performance of the job. Include: skills, aptitude, knowledge and experience qualifications (which should be only those necessary to do the job - unless candidates are recruited on the basis of future potential , for example graduates) personal qualities relevant to the job, such as ability to work as part of a team. The document formed from the person specification can then be used to inform the criteria you use to shortlist applicants. Step 3 – Finding candidates Internal methods : Staff referrals Succession planning Secondments Job sharing It is important not to forget the internal...
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...Meaning of recruitment: According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: • A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. • It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Purpose & Importance of Recruitment: • Attract and encourage...
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...RECRUITMENT PROCESS We have identified that D’house Pancake Enterprise required to hire someone due to the some problems and issues that have arises in our company. There are a few stages of the recruitment process before we start with the interview session. Stage 1: Identify Problem At the early stage, we have identified the job that required the recruitment of new employees. The positions that to be filled are Junior Account Executive in Accounting Department, Junior Human Resources Executive in Human Resource Department and Marketing Officer in Marketing Department. These positions have to be filled to overcome any further issues and problems that will be encountered by our company. Stage 2: Promotion We begin to introduce our company to the public. The purpose of this approach is to attract more people to become part of our company. We have been using several medium in promoting the job vacancy. 1. Website * We have announced the job vacancy along with the requirements and specifications of the job in our website at dhousepancake.simplesite.com (Appendix 1) * The details of our company such as history, background etc. has been briefly stated in our website. This information is to ensure that the people who interested to the vacancy briefly know about our company before applying for the position. * The application form has been uploaded on the website to be filled up by the candidates before attending the interview session. (Appendix 2) 2. Poster ...
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...strengths of a candidate should perfectly fit the given requirements. Too often middle level manager concentrate on weaknesses of the candidates. It is in fact one of the one of the biggest mistakes in recruitment process to Cropp brand. Performance only can be built on strengths not on lacks. The candidate which fits best is most often also the perfect one for the job. It seems that it is relatively easy to check qualifications of a candidate for the job. As a rule is checking the biography, a list of recommendations, evidence of educational and professional qualifications. It is known, however, that only the review the documentation is not sufficient to know the real powers of a man. It often happens that middle level managers hire people because of their professional qualifications, technical, but fire employees because of the reasons inherent in the wider sphere of emotions, values and talents. The biggest difficulty is how to check during recruitment process the aspects like : honesty, emotional maturity, brand trust and engagement, ability to show respect, humility, willingness to long-term cooperation in the company. Another problem is when hiring manager is shortly experienced as a manager. Then is easy to mislead what is really important while taking recruitment decisions. It happened in Cropp team that a product manger chose the perfectly qualified specialist for current position, including also...
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...1. The recruitment and selection process Vacancy arise Job analysis Job description Person specification Job advertisement Application form, scanning and shortlisting Interviews, testing and selecting Vacancy filled 1.1. Vacancy arises Firstly, the company needs to be aware of what position is lacking employee and how many people do they need. They also need to know what kind of skills and tasks that the future employee(s) need to do. This leads to the next stage: Job analysis. 1.2. Job analysis Job analysis is a “detailed examination of the tasks (performance elements) that make up a job (employee role)” (BusinessDictionary.com, n.d.) It shows what the employees are expected to do. The job analysis itself has the following: job description, person specification. Below is an example of a job analysis: Job Analysis Information Sheet Job title: Assistant Administration Manager Date: 23/10/14 Job Code: 002WN1 Dept.: Administration Superior’s Title: Administration Manager Hours worked: 7:30 AM to 5 PM Job Analyst’s Name: Shelly 1. Job purpose Assist the manager provide support for the performance of administrative functions and duties. Maintain and organize records (e.g. department records, budget data…) 2. Job duties Provide secretarial services to the administration manager and the administrators as requested; maintain calendars; arrange the room for events and meetings; carry out research; collect data and prepare the necessary...
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...1.1 Prepare documentation to select and recruit a new member of staff Look Trendy Everyday 20 Eastwood Park Road, Kingston 10, Jamaica Tel: 1-876-275-9784 Recruitment- 1) Vacancy: Customer Service Executive * No. of persons needed: 1 2) Job Description: A Customer Service Executive is one who essentially belongs to an organization or service center and works as a bridging force between the customer and the organization. He tries to meet the needs of the customer within the ambit of the management. By his work, the organization should be pleased because the customer is happy and the customer becomes happy when his queries or problems are solved by the organization delivering the goods/service. The primary responsibilities of a Customer Service Executive would be : * Answer calls professionally to provide information about products and services, take/ cancel orders, or obtain details of complaints. * Keep records of customer interactions and transactions, recording details of inquiries, complaints, and comments, as well as actions taken. Process orders, forms and applications. * Follow up to ensure that appropriate actions were taken on customers' requests. * Refer unresolved customer grievances or special requests to designated departments for further investigation. 3) Advertise vacancy via: * Newspaper ads (Classifields) * Internet * Television 4) Short-list responses by identifying candidates with the required characteristics...
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...Term Paper Report on “Recruitment Process of IFIC Bank Ltd.” Supervised By senior Lecturer ZIAUR RAHMAN , MANAGEMENT DEPARTMENT of Business Administration MOULVIBAZER COLLEGE (NATIONAL UNIVERSITY) Submitted By MD.RAJU MIAH NO. BBA1537251 Major in Management Date of Submission: Student’s Declaration I am MD.RAJU MIAH, bearing ID1537251 BBA student of BBA program of National University of Bangladesh, Major in Management; do hereby declare that the internship report titled ‘ RECRUITMENT PROCESS OF IFIC BANK LTD.’ . The assigned work is done by me for partial fulfillment of my BBA degree, as a part of academic curriculum. It has not been submitted by me before for any other degree The process of finding and hiring the best-qualifiedcandidate (from within or outside of an organization) for ajob opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the newemployee to the organization. . At the strategic level it may involve the development of an employer brand which includes an 'employee offering'. The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and...
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...Human Resource Management Assignment 1 Recruitment process 1. Human resource planning: Why human resource planning? Every organisation need to do human resource planning. Every organisation has to plan for human resource because of the following reasons: Human resource planning need to be done because of the shortage of certain categories of employee and verity of skills despite the problem of unemployment. It is also need to be done because of the changes in technology, marketing, and management. Need for new skills and new categories of employees. Demographic changes like the changing profile of the workforce in term of age, sex and education is a reason to do human resource planning. Human resource planning is necessary to do because of the changes in organisation design, organisational structure, and government policies in respect to reservation, child labour, and working conditions etc. Pressure from trade unions and labour laws are also reason for human resource planning. (Cited at CITEHR website, 25/10/12) How human resource planning can be used? Human resource planning can be used to quantify the jobs for producing product and services. It is duty of human resource planning to determine future staff mix. Human resource planning assesses the level of staff to avoid unnecessary costs. It reduces delays in acquiring staff and prevents shortage/excess...
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...absenteeism and turnover in the industries. Dr. Md. Mamunur Rashid, 2014 Classification of Labor welfare 1.Statutory welfare 2.Voluntary welfare 3.Mutual welfare Dr. Md. Mamunur Rashid, 2014 Classification of Labor welfare as Per ILO 1.Intra-Mural Activities 2.Extra-Mural Activities Dr. Md. Mamunur Rashid, 2014 Labor welfare services are also following heads 1. Economical Services 2. Recreational Services 3. Facilitative Services Dr. Md. Mamunur Rashid, 2014 Labor welfare services are also following heads 1. Economical Services 2. Recreational Services 3. Facilitative Services Dr. Md. Mamunur Rashid, 2014 The benefits of Labor welfare Program 1. Increased productivity 2. More effective recruitment 3. Improve morale and Loyalty 4. Lower turnover and absenteeism 5.Good public relations 6.Reduced influence...
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...Finding Familiar Features in Lync 2010 If you’re used to using Microsoft Office Communicator 2007 R2, this side-by-side comparison guide will help you find familiar features and tasks in Microsoft Lync 2010. Presence and Search Features Sharing Features Phone and Video Features Presence and Search Features |Where do I… |In Communicator 2007 R2 |in Lync 2010 | |Set my status |[pic] |[pic] | |Search for someone |[pic] |[pic] | |Type a note about myself that others|[pic] |[pic] | |can see | | | |Change the view of my Contacts list |[pic] |[pic] | |Set my options |[pic] |[pic] ...
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...To identify recruits some of the most common ways to start the recruiting process is through university and professional job fairs and the in-store kiosks submissions. Posting using various forms permits for a larger pool of candidates. For example, an advertisement with the career services department of local colleges would solicit qualified candidates. A newly college graduate would be more apt to taking initiative. He or she can be found in school or through the use of one of the in-store kiosks. The selection process is based upon the questionnaire interest forms. Wal-Mart will look for a few different key factors such as, previous experience, knowledge and skill level, familiarity with protocol, education and background. This is crucial because he or she is aware of what is required of a manager. However, for other potential applicants the selection team bases the main focus upon the answers given on the assessment test. The exercises give candidates a chance to participate in a series of individual exercises that evaluates his or her ability to perform essential functions of the targeted job. The interview process is critical to hiring individuals. However, through the process the interview team would be able to gauge his or her potential and if they are truly the best fit for the position. Once the qualifications and experience of the applicant pool have been reviewed, screened and interviewed he or she is a potential best match for the position and are made an...
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...American Journal of Business and Management Vol. 1, No. 2, 2012, 70-75 The Recruitment and Selection Process of Pharmaceutical Companies in Bangladesh: A Case on GlaxoSmithKline Bangladesh Limited Laila Zaman* East West University, Dhaka, Bangladesh GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: GlaxoSmithKline Bangladesh Limited, recruitment and selection, pharmaceutical companies Introduction GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline...
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...Recruitment and Selection Process Paper Charles McIntyre CJA/214 August 16,2014 Marco Faggione The Recruitment and Selection Process of the SWAT Team Introduction The purpose of this paper is to help you to understand the recruitment and selection process of the SWAT Team in which Special weapons and tactics ( SWAT) teams are comprised of volunteers from within the police force who have advanced rescue, firearms, and medical response skills. This paper will also, include the salary of the SWAT team as well as the requirements and training. If you are interested in becoming a SWAT team member, you must meet experience requirements and undergo specialized training. Training Requirements To become a SWAT team member, you must be a police officer and possess full knowledge of police policies and procedures. You must also be in excellent physical shape and demonstrate advanced firearms proficiency. SWAT teams generally respond to high risk situations and members may work in a specialized position such as sniper, crisis negotiator, grenadier, or tactical emergency medical responder. The first step to becoming a SWAT team member is to join the police force and complete police academy training. Training usually lasts between 12-14 weeks. You can expect to complete courses in state and federal law, local ordinances, civil rights, accident investigation, traffic control, firearms, emergency response, self-defense, and patrol. Additional Experience Police departments typically...
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