has expanded to ten outlets across the country and enhanced their workforce from twenty to three hundred. Although the company is already successful, they are still worrying about some problems that involve in training and development, recruitment and selection, pay and reward, employment law. * As the company has no human resource function, senior managers which had no proper qualifications and experience have been taken responsibility regarding to decide the initial salary levels and pay
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Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized
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media and social networking sites in recruitment and selection process. It primarily intends to provide an insight into good practices and usage of social networking services in HRM . In addition to this, it aims to identify if social networks can help in cost reduction of an organisation’s HRM activities . .“The Internet has drastically changed the face of recruitment. Employers must now actively market themselves by instituting a well-implemented e-recruitment program to find better quality candidates
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BA employs about 13,000 cabin crew staff and half of them planning to take industrial actions against the management due to changes of pay structure, travel concessions charges, failure to restore staff travel arrangements, disciplinary action taken against staff. Millions will see their wages are going to be frozen or benefits cut while strike persists at an airline, half of them expecting that rises in basic salary from February 2011. Therefore existing cabin crew expect a new top-up payment to
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Human Resource Management Case Study Report Contents Page Executive Summary Pg. 2 Introduction Pg. 3 Thiess Group Pg. 4 Sectors of Thiess Group Pg. 5 Advertising Pg. 7 Recruitment and Selection Process Pg. 8 Human Resource Department Pg. 10 Challenges/Problems with Recruitment & Selection Strategies Pg. 11 Conclusion Pg. 12 References Pg. 13 Appendix A – Thiess Interview Template
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Revised/Accepted October 1997 Employee selection: a question of structure Jean M. Barclay Glasgow Caledonian University, Glasgow, UK Keywords Employee selection, Interviews, Selection, United Kingdom Abstract The first part of a larger study into organisations’ use of structured interviewing techniques. Discusses reasons for continued popularity of interviewing in selection, despite its shortcomings. Considers the use of two structured interviewing techniques to improve selection: behavioural and situational
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Abstract Manpower planning has in the past relied too much on the forecasting of manpower requirements in an organization or a society. It should be more concerned with gaining a better understanding of people, and how to develop and match their skills to what organizations or societies require. Employees should be involved in the formulation of manpower policy objectives. Manpower planning involves a ‘stocktaking’ of the workforce and its skills; forecasting the future demand and supply of skills;
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Social Networking Sites in the context of Online Recruitment A thesis submitted in part fulfilment of the requirements for the award of BA Honours Management Author: Adeel Qurashi Mr Bill Sutherland 17th of April 2009 Robert Gordon University Aberdeen Business School Garthdee Road Aberdeen AB10 7QE Tel: + 44 1224 262000 Web: www.rgu.ac.uk Supervisor: Date: The Power of Social Networking Sites in the context of Online Recruitment II Abstract Abstract Social Networking
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PAKISTAN EDUCATIONAL FOUNDATIon RIMS PESHAWAR -------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------- Assessment Brief 1. Unit and Assessment Details Course Title: HND Business Unit Name: Human Resource Management Unit number: 21 QCF Level 04 Assessor: Mr. Assad Ullah Internal Verifier: Syed Kashif Shah Assessment Title: Traditional view of Personnel
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2.0 RECRUITMENT INTRODUCTION Recruitment is a process of attracting relevant people with specific requirements and appropriate qualifications to apply for jobs with a company; in this case, Best Glove (M) the leading glove manufacturing company in Malaysia which now planning to open new branches in Penang and Sabah. One of the criteria to be taken care of is recruitment methods that is best to be used for the company. Thus, below are the report on two (2) methods that are mostly used among the manufacturing
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