RECRUITMENT PROCESS
Workforce Planning
A continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.
Job Analysis
An in depth study of the job to select the best fitting candidate. This includes making Job Description and Job Specification.
Manpower Requisition
Manpower requisition forms are filled and forwarded by respective Hiring Managers to the HR department as per the genuine requirements of the department.
Job Rotation
As an internal measure to fill job vacancies, along with giving a varied experience to employees, job rotation gives a lot of positive impulse to the company
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Recruitment is purely on need basis, aiming towards acquisition of fresh, clear talent from across the best places throughout.
Pre Placement Offer/ Pre Placement Interview
The company, as of now, does not hold any exclusive policy for recruitment through PPO/PPI. However, in exceptional cases, arrangements may be made for the same.
Online recruitment
As an emerging trend, particularly for young men in the potential workforce, online strategies are being employed for effective recruitment. The company holds accounts with popular job portals, which enables both ways communication- from the candidate to the company and from the company to the candidate.
Outsourcing
The market is ever changing and more robust by the day. To not leave any stone unturned, leading consultants are hired to fulfil critical industry specific requirements. Though, final hiring decision lies with the company management.
Employee Referral Scheme
At GWRL, the ERS is a welcome way of recruiting candidates into the
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Release of advertisement along with job description via email by the HR department
2. Recommendation of candidate by the concerned employee, accepting acknowledgement from HR department
3. Candidate to undergo standard selection procedure
4. Hiring if selected
What’s in it for the employee: On selection of the candidate, the referrer will receive employee referral reward, as follows
MI-MIVB: Rs 5,000
MV and above: Rs 10,000, per candidate
Additional notes:
1. Referrer will not be allowed to participate in the selection process. However, if the candidate referred is for a vacancy in the same department/ function of the referrer, the employee may be involved in the selection process, provided involvement of senior management is there
2. Selection will be on the sole discretion of the management
3. In case of dispute, decision of the management will be final and abiding
The referral form is displayed below
Interview
Best interview method is chosen keeping in mind distance, cost and general convenience, both to the interviewer and the interviewee. Care is taken in terms of different interviewing aspects, including various organizational factors as enlisted in interview assessment sheets for groups 1, 2 and 3 and a prediction for workplace psychopathy and other relevant psychological factors of Machiavellianism,
The purpose of the change of HMR will focus on attracting a quality workforce to support the change by recruitment. According to Schermerhorn,
Any employer, of course wants a zero-tolerance workplace violence policies, improving workplace security measures, increasing training of employees, managers and supervisors. Therefore, when hiring new employees, it is critical to check for references. The referral has the duties and responsibility to be honest in disclosing reasons why a potential employee should be hire and things future employer should be aware to make inform hiring decision. Reference checking has become an important part of the hiring process due to workplace violence and lawsuits. Former employers or people who are reference can be sued when they involved in incident at a new workplace that might have been predicted based on prior behavior.
In order to determine the whether an outsourcing activities would have a positive or negative impact an evaluation of the activity should be undergone. This evaluation examines the required coordination, strategic control, and intellectual property characteristics of the activity (Chase & Jacobs, 2013, p.444). The required coordination aspect examines the difficulty to complete the activity with limited interaction due to geographical locations. Outsourcing an activity that would result in a large amount of back-and-forth exchange would not be wise to proceed (Chase & Jacobs, 2013, p.444).
As people and technology continue to evolve so do the ways we fight wars. There is currently a gap in the knowledge and skills between current Noncommissioned Officers (NCO) and the NCOs future operations will demand. This paper goes over what the NCO 2020 Strategy is and how it will close that gap. It will identify the reasons for the NCO 2020 Strategy, the end state, and tasks NCOs must complete in the interim to realize that end state. This paper starts with the statement of the overall vision and intent of this strategy before delving into the three Lines of Effort (LOE).
These situations (although not always the case) pose a threat to both the companies competitive advantages and the strategic goals of an organisation. It is then crucial that the correct hiring processes and requirements are set out by the HR department before the hiring processes begin, it also removes the impression that contingent workers are brought in to offset some of the fallings in the initial recruitment
HR Practices of Primark Primark is clothing retailer from Ireland which has operations in Austria, Belgium, France, Germany, Ireland, Portugal, Spain, Netherlands, United Kingdom and soon the United States. The company was founded and has its headquarters in Dublin, Ireland. It has around 51,250 employees worldwide as per the latest estimates. HR Management in the 21st Century: Challenges for the Future Recruitment and development: One of the most important challenges facing global organizations in the 21st century is building the ability to attract, recruit and retain the best talents amidst huge competition with competing organizations. In order to do so the company must create an environment where everybody enjoys working and using their
INTRODUCTION Adapted from the course module notes, there are two categories of theories and techniques in job design to motivate employees: 1. Content theories by Maslow, McClelland, Herzberg and Alderfer. 2. Process theories such as Job Rotation, Job Enlargement and Enrichment; Herzberg’s Two-Factor Theory, The Hackman and Oldham Model and Empowerment.
The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs. 1.2.
In addition, it identifies the applicant that fits best for the particular job opportunity because KSAO’s
Introduction I. (Attention Getter) Who here knows what outsourcing is or has ever heard of the term outsourcing? II. (Audience Adaptation) Despite all the bad press outsourcing receives, it is rising in popularity more than ever before, meaning it will continue to become more crucial
Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition states “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and when their applicants are submitted. The result is the pool of applicants from which new employees are selected”.
Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.
The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a
SP18 MGMT3341.02/03 - Human Resource Planning, Staffing, & Selection Team #6 - Heather Fralish, Craig Gil, Emerald Kormah, Jennifer Restivo, Bianca Tolentino Team Exercise: Chapter 2, Case Study (page 44-45) Integrating McDonald’s Business, Human Resource, and Staffing Strategies This week, we were asked to take a closer look into the business of McDonald’s and to discuss the importance of people to the organization. As we all know, all businesses thrive on one main person: their consumers. Without them, no business could be successful! But in order for the consumers to be happy, a business thus begins with another person: their workers.
P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.