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Recruitment process IBM
 

Recruitment process IBM

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The slide is about the recruitment process of various IT companies in general. IBM

The slide is about the recruitment process of various IT companies in general. IBM

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    Recruitment process IBM Recruitment process IBM Presentation Transcript

    • Submitted By
      Gaurav Gupta
      Rajesh Banerjee
      Ram KishorePawar
      MBA July 10’
      IILM-Business School
      RECRUITMENT AND SELECTION PROCESS OF AN IT COMPANY
      Friday, July 08, 2011
      1
    • INTRODUCTION TO HRM
      The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein.
      Recruitment is distinct from Employment and Selection
      Friday, July 08, 2011
      2
    • RECRUITMENT
      The means of attracting them towards the organization before selecting suitable candidates for jobs.
      Recruitment is only one of the steps in the entire employment process.
      Friday, July 08, 2011
      3
    • FACTORS AFFECTING RECRUITMENT
      2) EXTERNAL FACTORS
      •Supply and Demand factors
      •Unemployment Rate
      •Labor market conditions
      •Political and legal considerations•Social factors•Economic factors•Technological factors
      1) INTERNAL FACTORS
      •Recruiting policy•Temporary and part-time employees•Recruitment of local citizens•Engagement of the company in HRP•Company’s size•Cost of recruitment•Company’s growth and expansion
      Friday, July 08, 2011
      4
    • RECRUITMENT RELATION WITH OTHER FACTOR
      Friday, July 08, 2011
      5
    • SELECTION
      Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization.
      The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates
      Friday, July 08, 2011
      6
    • STEPS IN SELECTION PROCESS
      Friday, July 08, 2011
      7
    • RECEPTION
      To create a favorable impression on the applicants’ right from the stage of reception
      Friday, July 08, 2011
      8
    • SCREENING INTERVIEW
      Generally planned by large organizations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection
      Friday, July 08, 2011
      9
    • APPLICATION BLANK
      Application blank or form is one of the most common methods used to collect information like—
      •Personal data (address, sex, telephone number)•Marital data•Educational data•Employment Experience•Extra-curricular activities•References and Recommendations
      Friday, July 08, 2011
      10
    • SELECTION TESTING
      Attempts to asses intelligence, abilities, personality trait, performance, simulation tests . Some of the commonly used employment tests are:
      •Intelligence tests•Aptitude tests•Personality tests•Achievement tests
      Friday, July 08, 2011
      11
    • SELECTION INTERVIEW
      Interview is the oral examination of candidates for employment.
      The most essential step in the selection process
      Interviewer matches the information obtained about the candidates through various means to the job requirements.
      Friday, July 08, 2011
      12
    • MEDICAL EXAMINATION
      Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc.
      Medical examination reveals whether or not a candidate possesses these qualities.
      Friday, July 08, 2011
      13
    • REFERENCE CHECKS
      Once the interview and medical examination of the candidate is over, the personnel department will engage in checking references
      Candidates are required to give the names of 2 or 3 references in their application forms
      Friday, July 08, 2011
      14
    • HIRING DECISION
      The line manager has to make the final decision now – whether to select or reject a candidate after soliciting the required information through different techniques.
      Friday, July 08, 2011
      15
    • SELECTION PRACTICES OF RENOWNED COMPANIES
      Siemens India– It uses extensive psychometric instruments to evaluate listed candidates. It also prepares a personality questionnaire to understand the candidate’s personality.
      PepsiCo India-- Company uses competency based interviewing technique that look at candidate’s abilities in terms of strategizing, lateral thinking, problem solving in the real environment.
      Friday, July 08, 2011
      16
    • RECRUITMENT PROCESS OF IBM
      For a student, the process begins with sending the resumes, through the Campus TPO's(Training and Placement Officer).
      This is then followed by an independent selection process involving a round of discussions. This is where the student's interests and skills are matched with the existing business problems that ISL(India Software Lab) projects plan to solve. A selection offer is made once a match is found.
      Friday, July 08, 2011
      17
    • ELIGIBILITY CRITERION OF IBM
      Internship Program
      ISL has an Internship Program wherein students interested in doing their engineering projects for a period of 6 months
      Extreme Blue Program
      It is a premier internship for top notch students pursuing software development degrees
      CAS(Centre Advance Study)
      ISL offers M.Tech, M.S and Ph.D students, access to the IBM research areas, technical staff and other resources, with the goal of solving research problems of the utmost importance, through its Center for Advanced Studies (CAS) program
      You should have a minimum aggregate of 70% in Engineering (till the last semester till which the exams have been declared)
      However, for all IITs, IISCs and colleges in Maharashtra, a minimum aggregate of 60% is enough.
      Friday, July 08, 2011
      18
    • Friday, July 08, 2011
      19
      THANK YOU