This document outlines 3 assignments for a Certified Recruitment Analyst project, each analyzing the job requirements for a different position - Payroll Assistant, Clinical Support Nurse, and Program Manager. For each assignment, the document describes the job description, fundamental and motivational analysis, job element analysis, required knowledge and skills, behavioral traits, and sample interview questions. The purpose of the project is to develop comprehensive job specifications that accurately reflect the qualifications and skills needed for each role.
The document provides guidance for Royal Holloway University of London on best practices for recruitment and selection. It outlines 10 key steps: 1) identifying the vacancy by reviewing the job description, tasks, and required skills; 2) obtaining approval to recruit; 3) attracting suitable candidates through advertising; 4) shortlisting candidates; 5) using selection methods like interviews and tests; 6) obtaining references; 7) making the final selection; 8) conducting an appointment process; 9) providing induction training; and 10) complying with equality and diversity requirements to ensure a fair process. The document provides templates and advice for each step to help hiring managers conduct effective and lawful recruitment.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
The document provides information on Roadmap IT Solutions, an ERP software and services provider. It discusses Roadmap's history and international expansion since 2004. It highlights Roadmap's certifications and partnerships with Oracle. It also describes Roadmap ERP's implementations across industries and its capabilities to optimize business performance. The document is an overview of Roadmap presenting its history, credentials, solutions and customer reach.
Recruitment and selection is the process by which organizations find and hire new employees. It involves identifying job vacancies, advertising positions, screening applicants, interviewing candidates, and selecting new employees. The recruitment process aims to attract qualified people to apply for jobs in order to create a large talent pool for selection. Factors like a company's recruitment policies, human resource planning, size, costs, growth, the labor market, image, laws, unemployment rates, and competitors all influence recruitment strategies. The goal is to hire the best candidates efficiently in a fair manner.
This document outlines the recruitment and promotion policy of Artificial Limbs Manufacturing Corporation of India (ALIMCO). It details the recruitment process for trainees and regular employees. It discusses manpower planning, job classifications, recruitment procedures, selection process, and reservation policies. The recruitment of trainees involves written tests, interviews, stipends during training, absorption after successful completion, and a bond for 3 years of service. Regular recruitment can be through direct recruitment or transfers on deputation. The selection process involves shortlisting applications and reimbursing travel costs for interviewed candidates depending on the level of the position.
This document discusses the recruitment and selection process at IBM India. It describes the various stages: attraction, which involves job analysis and defining sources of recruitment; reduction through application screening and shortlisting; and selection using ability tests and structured interviews. IBM aims to select the most suitable candidates through a fair process to maximize performance and minimize costs associated with wrong hiring decisions. The stages ensure candidates are informed of outcomes and receive necessary feedback.
Talent Pipelining - You're Not as Attractive as You Think You AreLindsey Barnett
This document discusses talent pipelining, which is a proactive approach to recruitment where organizations identify critical roles, understand their employer brand, and build a pipeline of pre-qualified candidates. It notes that talent has more choice now and organizations are not always as attractive to candidates as they think. It also provides statistics on talent shortages globally and in Australia. The document emphasizes identifying critical roles to focus on, separating sourcing from recruiting roles, and communicating an authentic employer brand to engage both active and passive candidates.
The document provides guidance for Royal Holloway University of London on best practices for recruitment and selection. It outlines 10 key steps: 1) identifying the vacancy by reviewing the job description, tasks, and required skills; 2) obtaining approval to recruit; 3) attracting suitable candidates through advertising; 4) shortlisting candidates; 5) using selection methods like interviews and tests; 6) obtaining references; 7) making the final selection; 8) conducting an appointment process; 9) providing induction training; and 10) complying with equality and diversity requirements to ensure a fair process. The document provides templates and advice for each step to help hiring managers conduct effective and lawful recruitment.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
The document provides information on Roadmap IT Solutions, an ERP software and services provider. It discusses Roadmap's history and international expansion since 2004. It highlights Roadmap's certifications and partnerships with Oracle. It also describes Roadmap ERP's implementations across industries and its capabilities to optimize business performance. The document is an overview of Roadmap presenting its history, credentials, solutions and customer reach.
Recruitment and selection is the process by which organizations find and hire new employees. It involves identifying job vacancies, advertising positions, screening applicants, interviewing candidates, and selecting new employees. The recruitment process aims to attract qualified people to apply for jobs in order to create a large talent pool for selection. Factors like a company's recruitment policies, human resource planning, size, costs, growth, the labor market, image, laws, unemployment rates, and competitors all influence recruitment strategies. The goal is to hire the best candidates efficiently in a fair manner.
This document outlines the recruitment and promotion policy of Artificial Limbs Manufacturing Corporation of India (ALIMCO). It details the recruitment process for trainees and regular employees. It discusses manpower planning, job classifications, recruitment procedures, selection process, and reservation policies. The recruitment of trainees involves written tests, interviews, stipends during training, absorption after successful completion, and a bond for 3 years of service. Regular recruitment can be through direct recruitment or transfers on deputation. The selection process involves shortlisting applications and reimbursing travel costs for interviewed candidates depending on the level of the position.
This document discusses the recruitment and selection process at IBM India. It describes the various stages: attraction, which involves job analysis and defining sources of recruitment; reduction through application screening and shortlisting; and selection using ability tests and structured interviews. IBM aims to select the most suitable candidates through a fair process to maximize performance and minimize costs associated with wrong hiring decisions. The stages ensure candidates are informed of outcomes and receive necessary feedback.
Talent Pipelining - You're Not as Attractive as You Think You AreLindsey Barnett
This document discusses talent pipelining, which is a proactive approach to recruitment where organizations identify critical roles, understand their employer brand, and build a pipeline of pre-qualified candidates. It notes that talent has more choice now and organizations are not always as attractive to candidates as they think. It also provides statistics on talent shortages globally and in Australia. The document emphasizes identifying critical roles to focus on, separating sourcing from recruiting roles, and communicating an authentic employer brand to engage both active and passive candidates.
Deepak is an experienced HR professional with over 9 years of experience in talent acquisition, campus recruitment, and HR operations. He has a proven track record of successfully meeting recruitment targets across various industries including automotive, engineering, and IT. Currently, he works as an HR manager at Nexteer Automotive where he is responsible for recruitment, onboarding, and people analytics reporting across India.
The document discusses the processes of recruitment and selection. Recruitment is the process of identifying potential job candidates from internal sources like transfers, promotions, layoffs, or external sources like waiting lists, campus recruiting, or third-party recruiters. Selection is the process of evaluating candidates to choose the most suitable one, and involves screening applications, preliminary interviews, specialized application forms, testing, interviews, reference checks, medical exams, and final selection.
Recruitment, Selection and Hiring Policy of The City Bank Ltd.Musabbir Rahim
The document discusses the recruitment, selection and hiring process of The City Bank Ltd. It provides definitions and differences between recruitment, selection and hiring. It then details the bank's recruitment and selection process, which includes advertising openings, screening candidates, interviews, making job offers, medical tests and hiring. It also discusses internal recruitment policies and procedures. Major findings are that the bank uses centralized recruitment coordinated by HR, and the selection process can be time-consuming. Recommendations include improving the sorting of CVs, developing an online employee database, providing training, and making some selection decisions centrally to reduce time.
Recruitment and selection process of bank alfalahAwais Ulhaq
The recruitment and selection process at Bank Alfalah involves assessing needs based on strategic and tactical planning without fixed quotas. Candidates are attracted through advertisements and websites then screened through interviews and tests. Final selection involves comprehensive interviews and background checks. The process is evaluated for effectiveness by comparing results to expectations.
This curriculum vitae outlines Heba Mohsen Refaie Ibrahim's experience in human resources. She has over 10 years of experience in HR roles, including establishing HR departments from scratch and developing HR practices. Her most recent role is as an HR Specialist at Oteena, where she handles personnel, recruitment, training, compensation and benefits, and strategic HR management. She has a Bachelor's degree in Accounting from Cairo University and is fluent in English and French with strong computer skills.
Khalid Awaad is a Jordanian national seeking a senior HR management position with over 14 years of experience in Saudi Arabia and Jordan. He holds a BA in Administration from Al-Najah National University in Palestine. His most recent role was HR Manager at a medical marketing company where he managed all HR functions including recruitment, training, payroll, and compliance. Prior to that he held HR management roles at a construction company and shipping company where he planned and directed all HR operations.
The document provides a resume for N. Balaji, who has over 7 years of experience in human resources roles including recruitment, performance management, payroll administration, and employee engagement. Balaji holds an MBA in human resources and has worked for several companies in India and Oman, handling HR operations and recruiting over 400 professionals. The resume details Balaji's qualifications, experience in various HR functions, accomplishments, and contact information.
Recruitment, selection and training of workersGuerillateacher
The document discusses methods for recruiting and selecting workers including the differences between internal and external recruitment. It outlines the main stages in recruitment and selection such as job analysis, advertising openings, shortlisting applicants, interviewing candidates, and selecting a candidate. The document also examines benefits and limitations of part-time and full-time workers.
Ahsan Bham is seeking a career in Performance & Compensation in human resources. He has over 3 years of experience in human resources from positions at BankIslami Pakistan Limited and BMA Capital Management Limited. His skills include team management, leadership, analytics, communication, and presentation skills. He has an MBA in Finance, Marketing and HR from Iqra University.
PTCL is Pakistan's largest telecommunications company. It provides landline, broadband, mobile, and TV services. In 1996, it was formed through the merger of various telecom entities. It was later privatized in 2006, with the government of Pakistan and Etisalat retaining majority ownership. PTCL's vision is to be the leading ICT provider in the region through customer satisfaction and shareholder value. It utilizes various recruitment and selection methods including internal job postings, agencies, and colleges. New employee orientation and training programs are conducted to onboard and develop employees at its training centers. Recommendations to improve PTCL's processes include utilizing an applicant tracking system and reducing bias throughout the hiring process.
This document is Anne Delacruz's CV. She is seeking a human resources or administrative position where she can contribute to a company's growth using her over 10 years of experience in HR functions like recruitment, benefits administration, and training. Her experience includes roles in HR and administration for companies in the UAE and Philippines. She has a Bachelor's degree in Business Administration from the University of the Philippines.
Uzma Gulam Mohd Shaikh is seeking a position in human resources or overseas manpower where she can utilize her skills and experience. She has over 2 years of experience as an HR Executive for Al-Sofi Manpower Consultancy where she performed recruitment, vendor management, reporting, and onboarding duties. She has expertise recruiting for industries like construction, oil and gas, manufacturing, and more. Uzma holds a Bachelor's degree in Management Studies and is proficient in English, Urdu, and Hindi.
The document provides a summary of Sameer Sudhir Puranik's professional experience and qualifications. It includes details of his educational background such as postgraduate diploma in human resource management. It then outlines his over 10 years of experience in human resources roles for various companies in industries like oil and gas, power projects, and EPC projects. It describes his responsibilities and achievements in different HR positions he has held, including recruitment, performance management, and policy development.
The document is a resume for an individual seeking a position in HR, administration or payroll. It summarizes the candidate's 2 years of experience in secretarial work, 7 years of experience in HR/payroll administration and recruitment, and current role as a financial advisor. It also lists the candidate's education including an MBA and various skills and areas of expertise like HR systems, payroll administration, recruitment, and staff management.
Manoj Kumar K.R. is applying for the position of Senior HR Officer with over 12 years of experience in HR and administration roles. He has a strong background in recruitment, employee relations, training, and administrative tasks. His most recent role was as a Recruitment Manager for an Indian recruitment agency where he managed recruitment processes, negotiated salaries, and ensured compliance. He is seeking a new opportunity where he can continue utilizing his skills and experience.
Shiju Jose has over 11 years of experience in human resources and administration roles. He has held positions as an HR supervisor at Skyline Automotive-Hyundai and Mowasalat in Doha, Qatar. His responsibilities have included recruitment, training, employee relations, and administrative tasks. He holds a post-graduate degree in personnel management and bachelor's degree in economics.
Recruitment involves finding and attracting qualified candidates to apply for open jobs. It begins with advertising job vacancies and screening initial applicants. The goal is to increase the pool of candidates in order to select the best new employees. The recruitment process identifies talent needs, sources applicants internally and externally, and uses tools like interviews and assessments to evaluate candidates before making hiring decisions. Careful recruitment is important for organizational performance, costs, and legal compliance.
The Recruitment Plan Template I designed for Washington County while serving as the Talent Acquisition Business Partner for the Sheriff's Office, Community Correction Department, Juvenile Services Department, District Attorney's Office, Justice Court, Law Library and Cooperative Library Services.
Sandip Khairnar has over 8 years of experience in human resources management. He has expertise in areas such as recruitment, payroll management, training and development, and performance management. Currently he works as a lead technical recruiter at Rang Technologies, where he is responsible for all aspects of recruitment including identifying candidates, managing the hiring process, and achieving recruitment targets. He has previously held HR roles at companies in industries such as pharmaceuticals, BPO, automotive, and construction.
The document discusses the recruitment and selection process at Capital IQ, an investment data and analytics company, including sourcing candidates from both internal and external sources and putting applicants through multiple rounds of screening that may include tests and interviews at both the campus and Capital IQ facility levels. The process aims to identify the most qualified candidates for roles such as Technology Quality Analysts and Research Associates.
The document discusses the importance of technology in education. It outlines five key benefits: 1) developing technical skills like typing, online research, and software use; 2) increasing student motivation by providing positive feedback, appropriate challenges, and a sense of community; 3) gaining real-world knowledge and skills by exploring topics beyond textbooks; 4) facilitating in-depth understanding through active learning; and 5) encouraging active participation through group work and alternative learning experiences.
Theoretical and Experimental Investigation into High Current Hollow Cathode A...Ryan Downey, Ph.D.
This dissertation investigates hollow cathode operation through theoretical modeling and experimental testing. Chapter 1 introduces electric propulsion and the importance of hollow cathodes. Chapter 2 reviews multi-channel hollow cathode operation and parameters that affect the internal plasma column, such as mass flow rate. Chapter 3 discusses the history and state-of-the-art of hollow cathodes. Chapter 4 defines the role of this doctoral work. Chapter 5 describes the theoretical modeling methods and experimental setup used, including a Langmuir probe and optical pyrometry. Chapter 6 presents a single channel hollow cathode model. Chapter 7 reports the experimental results, including trends in discharge characteristics, plasma properties, and computational predictions of temperature profiles. The work provides insights into hollow cathode
Deepak is an experienced HR professional with over 9 years of experience in talent acquisition, campus recruitment, and HR operations. He has a proven track record of successfully meeting recruitment targets across various industries including automotive, engineering, and IT. Currently, he works as an HR manager at Nexteer Automotive where he is responsible for recruitment, onboarding, and people analytics reporting across India.
The document discusses the processes of recruitment and selection. Recruitment is the process of identifying potential job candidates from internal sources like transfers, promotions, layoffs, or external sources like waiting lists, campus recruiting, or third-party recruiters. Selection is the process of evaluating candidates to choose the most suitable one, and involves screening applications, preliminary interviews, specialized application forms, testing, interviews, reference checks, medical exams, and final selection.
Recruitment, Selection and Hiring Policy of The City Bank Ltd.Musabbir Rahim
The document discusses the recruitment, selection and hiring process of The City Bank Ltd. It provides definitions and differences between recruitment, selection and hiring. It then details the bank's recruitment and selection process, which includes advertising openings, screening candidates, interviews, making job offers, medical tests and hiring. It also discusses internal recruitment policies and procedures. Major findings are that the bank uses centralized recruitment coordinated by HR, and the selection process can be time-consuming. Recommendations include improving the sorting of CVs, developing an online employee database, providing training, and making some selection decisions centrally to reduce time.
Recruitment and selection process of bank alfalahAwais Ulhaq
The recruitment and selection process at Bank Alfalah involves assessing needs based on strategic and tactical planning without fixed quotas. Candidates are attracted through advertisements and websites then screened through interviews and tests. Final selection involves comprehensive interviews and background checks. The process is evaluated for effectiveness by comparing results to expectations.
This curriculum vitae outlines Heba Mohsen Refaie Ibrahim's experience in human resources. She has over 10 years of experience in HR roles, including establishing HR departments from scratch and developing HR practices. Her most recent role is as an HR Specialist at Oteena, where she handles personnel, recruitment, training, compensation and benefits, and strategic HR management. She has a Bachelor's degree in Accounting from Cairo University and is fluent in English and French with strong computer skills.
Khalid Awaad is a Jordanian national seeking a senior HR management position with over 14 years of experience in Saudi Arabia and Jordan. He holds a BA in Administration from Al-Najah National University in Palestine. His most recent role was HR Manager at a medical marketing company where he managed all HR functions including recruitment, training, payroll, and compliance. Prior to that he held HR management roles at a construction company and shipping company where he planned and directed all HR operations.
The document provides a resume for N. Balaji, who has over 7 years of experience in human resources roles including recruitment, performance management, payroll administration, and employee engagement. Balaji holds an MBA in human resources and has worked for several companies in India and Oman, handling HR operations and recruiting over 400 professionals. The resume details Balaji's qualifications, experience in various HR functions, accomplishments, and contact information.
Recruitment, selection and training of workersGuerillateacher
The document discusses methods for recruiting and selecting workers including the differences between internal and external recruitment. It outlines the main stages in recruitment and selection such as job analysis, advertising openings, shortlisting applicants, interviewing candidates, and selecting a candidate. The document also examines benefits and limitations of part-time and full-time workers.
Ahsan Bham is seeking a career in Performance & Compensation in human resources. He has over 3 years of experience in human resources from positions at BankIslami Pakistan Limited and BMA Capital Management Limited. His skills include team management, leadership, analytics, communication, and presentation skills. He has an MBA in Finance, Marketing and HR from Iqra University.
PTCL is Pakistan's largest telecommunications company. It provides landline, broadband, mobile, and TV services. In 1996, it was formed through the merger of various telecom entities. It was later privatized in 2006, with the government of Pakistan and Etisalat retaining majority ownership. PTCL's vision is to be the leading ICT provider in the region through customer satisfaction and shareholder value. It utilizes various recruitment and selection methods including internal job postings, agencies, and colleges. New employee orientation and training programs are conducted to onboard and develop employees at its training centers. Recommendations to improve PTCL's processes include utilizing an applicant tracking system and reducing bias throughout the hiring process.
This document is Anne Delacruz's CV. She is seeking a human resources or administrative position where she can contribute to a company's growth using her over 10 years of experience in HR functions like recruitment, benefits administration, and training. Her experience includes roles in HR and administration for companies in the UAE and Philippines. She has a Bachelor's degree in Business Administration from the University of the Philippines.
Uzma Gulam Mohd Shaikh is seeking a position in human resources or overseas manpower where she can utilize her skills and experience. She has over 2 years of experience as an HR Executive for Al-Sofi Manpower Consultancy where she performed recruitment, vendor management, reporting, and onboarding duties. She has expertise recruiting for industries like construction, oil and gas, manufacturing, and more. Uzma holds a Bachelor's degree in Management Studies and is proficient in English, Urdu, and Hindi.
The document provides a summary of Sameer Sudhir Puranik's professional experience and qualifications. It includes details of his educational background such as postgraduate diploma in human resource management. It then outlines his over 10 years of experience in human resources roles for various companies in industries like oil and gas, power projects, and EPC projects. It describes his responsibilities and achievements in different HR positions he has held, including recruitment, performance management, and policy development.
The document is a resume for an individual seeking a position in HR, administration or payroll. It summarizes the candidate's 2 years of experience in secretarial work, 7 years of experience in HR/payroll administration and recruitment, and current role as a financial advisor. It also lists the candidate's education including an MBA and various skills and areas of expertise like HR systems, payroll administration, recruitment, and staff management.
Manoj Kumar K.R. is applying for the position of Senior HR Officer with over 12 years of experience in HR and administration roles. He has a strong background in recruitment, employee relations, training, and administrative tasks. His most recent role was as a Recruitment Manager for an Indian recruitment agency where he managed recruitment processes, negotiated salaries, and ensured compliance. He is seeking a new opportunity where he can continue utilizing his skills and experience.
Shiju Jose has over 11 years of experience in human resources and administration roles. He has held positions as an HR supervisor at Skyline Automotive-Hyundai and Mowasalat in Doha, Qatar. His responsibilities have included recruitment, training, employee relations, and administrative tasks. He holds a post-graduate degree in personnel management and bachelor's degree in economics.
Recruitment involves finding and attracting qualified candidates to apply for open jobs. It begins with advertising job vacancies and screening initial applicants. The goal is to increase the pool of candidates in order to select the best new employees. The recruitment process identifies talent needs, sources applicants internally and externally, and uses tools like interviews and assessments to evaluate candidates before making hiring decisions. Careful recruitment is important for organizational performance, costs, and legal compliance.
The Recruitment Plan Template I designed for Washington County while serving as the Talent Acquisition Business Partner for the Sheriff's Office, Community Correction Department, Juvenile Services Department, District Attorney's Office, Justice Court, Law Library and Cooperative Library Services.
Sandip Khairnar has over 8 years of experience in human resources management. He has expertise in areas such as recruitment, payroll management, training and development, and performance management. Currently he works as a lead technical recruiter at Rang Technologies, where he is responsible for all aspects of recruitment including identifying candidates, managing the hiring process, and achieving recruitment targets. He has previously held HR roles at companies in industries such as pharmaceuticals, BPO, automotive, and construction.
The document discusses the recruitment and selection process at Capital IQ, an investment data and analytics company, including sourcing candidates from both internal and external sources and putting applicants through multiple rounds of screening that may include tests and interviews at both the campus and Capital IQ facility levels. The process aims to identify the most qualified candidates for roles such as Technology Quality Analysts and Research Associates.
The document discusses the importance of technology in education. It outlines five key benefits: 1) developing technical skills like typing, online research, and software use; 2) increasing student motivation by providing positive feedback, appropriate challenges, and a sense of community; 3) gaining real-world knowledge and skills by exploring topics beyond textbooks; 4) facilitating in-depth understanding through active learning; and 5) encouraging active participation through group work and alternative learning experiences.
Theoretical and Experimental Investigation into High Current Hollow Cathode A...Ryan Downey, Ph.D.
This dissertation investigates hollow cathode operation through theoretical modeling and experimental testing. Chapter 1 introduces electric propulsion and the importance of hollow cathodes. Chapter 2 reviews multi-channel hollow cathode operation and parameters that affect the internal plasma column, such as mass flow rate. Chapter 3 discusses the history and state-of-the-art of hollow cathodes. Chapter 4 defines the role of this doctoral work. Chapter 5 describes the theoretical modeling methods and experimental setup used, including a Langmuir probe and optical pyrometry. Chapter 6 presents a single channel hollow cathode model. Chapter 7 reports the experimental results, including trends in discharge characteristics, plasma properties, and computational predictions of temperature profiles. The work provides insights into hollow cathode
The document proposes a two-stage pilot program called "The Teen Agri-ADD-Venture Program" to rehabilitate at-risk teens through urban agriculture. Stage 1 involves a 6-month inpatient program focusing on rehabilitation through activities like gardening. Stage 2 transitions teens back into their community, where they will help develop a new urban agricultural area and receive continued support for 12 months. The goal is to help teens address issues leading to substance abuse and criminal behavior by providing alternatives and teaching life skills through hands-on experience in urban agriculture. The program aims to partner with organizations like Denver Urban Gardens and Douglas County Youth Initiative to help launch the new initiative.
1. The document defines algebraic expressions and terms. It explains that algebraic expressions show combinations of coefficients and variables in algebraic equations.
2. It defines like terms as terms that have exactly the same variables and unlike terms as terms that have different variables. Examples are given of simplifying expressions by combining like terms.
3. Rules and examples are provided for adding and subtracting algebraic expressions, including combining like terms and distributing coefficients. Exercises are included for students to practice simplifying, adding, and subtracting algebraic expressions.
Mobile usage has overtaken desktop, with 48% of mobile experiences starting on search engines. Responsive web design allows a single website to automatically fit any screen size, while adaptive design optimizes specifically for mobile limitations and opportunities. Responsive design is generally easier to develop and maintain than adaptive, but adaptive may be better for complex websites to avoid poor mobile user experience. Most clients are best served with a responsive solution.
The Right to Information Act was passed in 2005 in India to promote transparency, accountability, and better governance. Some key provisions include granting citizens the right to request information from public authorities, specifying timelines for responses, and exempting certain types of information like cabinet papers and personal information. The Act has uncovered several corruption scandals since its enactment and empowered citizens to expose issues like housing frauds and anomalies in public distribution systems. However, greater awareness efforts are still needed for citizens to fully utilize their rights under the Act.
This study examined the effect of modality (words vs images) and relatedness of stimuli (related vs unrelated items) on false recall. 131 university students completed an online test with 2 study lists, one containing related words/images and the other containing unrelated words/images. The study found a main effect of both modality and relatedness, with higher false recall for related items and words compared to images. This suggests memory tasks like eyewitness testimony may be susceptible to errors from false recall.
6.2 sustainability system design tools vezzoli 14-15 (34)Emanuela Emy
This document describes sustainability-orienting system design tools, including the Sustainability Design-Orienting (SDO) toolkit. The SDO toolkit is a modular software that supports orienting the system design process towards sustainable solutions. It includes processes for analyzing an existing system, identifying sustainable best practices, generating sustainable ideas, and checking the sustainability of developed concepts. The document provides details on the structure and components of the SDO toolkit and how it can be integrated into the design process to increase sustainability.
Este documento presenta un resumen de los pensamientos filosóficos de Kant, Hegel y la dialéctica moderna. Explica que Kant promovió la crítica y distinguió entre conceptos empíricos y puros, además de explorar cómo son posibles los juicios sintéticos a priori. Resume que Hegel propuso que todo lo racional es real según su dialéctica y que la idea se manifiesta en la lógica, la naturaleza y el espíritu. Finalmente, señala que
Seeking a customer service or administrative position where he can utilize skills in HR, sales, marketing, and customer service gained through previous experience as a customer service executive and recruiter. He has a strong work ethic and experience handling money, resolving conflicts, and providing excellent customer service.
The document discusses human resource management practices related to recruitment, selection, training, development, and performance appraisal of employees. It provides a step-by-step process for recruitment and selection that includes identifying vacancies, developing job descriptions, establishing a recruitment plan, selecting a search committee, reviewing applicants, conducting interviews, and selecting candidates. It also discusses identifying training needs, the difference between training and development, and methods for evaluating employee performance.
The document outlines the key stages of the employment cycle including:
1) Recruitment and selection involving defining job roles, advertising vacancies, selecting candidates, and onboarding new employees.
2) Performance management with probation reviews, appraisals, supervision meetings, and agreeing development activities.
3) Changes and termination such as contractual changes, termination of employment, and exit interviews.
The propose of making report is considered whose ideas and facts are most important for conveying the significance of the organization.
The scope of the report is given ……….
1. Decide what positions we’ll have to fill through personnel planning and forecasting.
2. Build a pool of candidates for these jobs by recruiting internal or external candidates.
3. Have candidates complete application forms and perhaps undergo an initial screening interview.
4. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates.
The document discusses staffing as a key management function. It defines staffing and describes the various aspects of the staffing process, including manpower planning, recruitment, selection, orientation, placement, and training & development. The staffing process ensures that organizations hire qualified employees and develop them into valuable organizational resources. It aims to match employee skills with organizational needs to maximize productivity.
This document provides an overview of human resource planning and staffing processes at Gordon College in Olongapo City, Philippines. It discusses the 5 steps of human resource planning: 1) conducting job analysis, 2) estimating human resource demand, 3) documenting current human resource supply, 4) estimating future internal human resource supply, and 5) estimating future external human resource supply. It then discusses recruiting job applicants, including the importance of developing an employer brand and considering internal versus external recruitment. The document also outlines factors that influence employee performance and motivation, including motivation, ability, role perceptions, and situational factors based on the MARS model. It discusses managing motivation through drives/needs, goals/expectations/feedback, and extrinsic
This presentation covers the chapter of Staffing from the Principles of Management. It tackles the Definition, Nature, Importance and the Need for Staffing. It also covers the Kinds of Staffing and its Process.
The document defines key terms related to human resource management and the employment cycle. It discusses the importance of training for achieving organizational objectives. It also explains the relationship between performance review and reward management, distinguishing between financial and non-financial rewards. Specifically, it notes that performance review is used to evaluate performance, identify areas for improvement, and provide a basis for rewards to motivate employees.
The document provides an overview of recruitment and selection processes. It discusses the importance of recruitment and selection functions in personnel management. Recruitment involves estimating vacancies, attracting applicants, and creating a pool of candidates for selection. Selection involves screening applicants through interviews, tests, and background checks to select the most suitable candidates. The document also discusses internal and external sources of recruitment, the recruitment planning process, and the typical steps involved in selection including preliminary interviews, tests, employment interviews, job offers, and final selection.
The document provides details about the recruitment and selection process at Tata Teleservices Limited (TTSL). It discusses the importance of human resource planning for organizational success. It outlines TTSL's recruitment objectives to hire qualified candidates who fit the organizational culture and values. It then describes the various stages of TTSL's recruitment process including generating hiring plans, identifying vacancies, using internal and external sourcing strategies, screening candidates, interviewing, making offers, and new hire onboarding procedures. The recruitment sources mentioned include internal job postings, employee referrals, consultants, job portals, advertisements. The selection process involves screening, tests, interviews and evaluating candidates.
This document discusses the recruitment and selection process at MotilalOswal in Hyderabad, India. It begins with an introduction to human resource management and recruitment. The recruitment process involves identifying vacancies, defining job requirements, advertising positions, managing responses, shortlisting candidates, conducting interviews, making hiring decisions, and onboarding new employees. The objectives of the study are to evaluate MotilalOswal's recruitment and selection process, understand employees' attitudes, and make suggestions for improvement. The review of literature provides background on recruitment, the importance of an effective process, and the typical stages involved, from planning to evaluation.
The document summarizes the key aspects of employment planning and procurement in human resource management. It discusses job analysis and defining job requirements. The procurement process involves deciding what positions to fill, recruiting candidates both internally and externally, screening applicants through interviews and tests, and making job offers. Employment planning assesses an organization's human resource needs and translates overall goals into required staff. It aims to prevent understaffing and overstaffing while ensuring the right employees are hired to achieve strategic objectives. Common recruitment sources, selection steps, and types of employment tests are also outlined.
This document provides an overview of the selection procedure used by Commercial Bank of Ceylon PLC to hire middle level managers. It describes the bank's profile and achievements. The selection process involves application evaluation, employment tests, interviews, background checks, and medical exams. Challenges include lack of a standard application format, tests not evaluating experience and skills, and potential biases in interviews. Suggestions are provided such as implementing a standard application, evaluating experience in tests, improving interview structure and environment, and handling potential biases in background checks. The conclusion emphasizes the importance of selecting right candidates for middle level roles to achieve organizational goals and avoid replacement costs.
Effectiveness of recruitment process and analysis of employess settlementSupa Buoy
This document provides an overview of Bajaj Allianz Life Insurance Company and discusses its recruitment process and full and final settlement of employees. Bajaj Allianz is a joint venture between Allianz AG of Germany and Bajaj Auto Limited, operating in both life and non-life insurance. The document outlines the company's vision, products offered, and benefits of insurance. It also describes Bajaj Allianz's national network of 55 branches across India and distribution channels. The recruitment process and factors affecting it are defined. Finally, the full and final settlement process for departing employees is explained.
The document provides details about the recruitment and selection process at GEO TV in Pakistan. It begins with an introduction and overview of recruitment, including definitions and the need for recruitment. It then describes the various sources of recruitment for GEO TV, including both internal sources like promotions, transfers, and former employees, as well as external sources like campus recruitment, advertisements, employment exchanges, and contractors. The document also discusses factors that influence the recruitment process, such as the labor market, unemployment rate, company growth, and recruitment policies.
An Example Of Job Analysis Report On Apple, Inc.
Job Analysis
Job Description Analysis Essay
Human Resource Planning and Job Analysis
Job Analysis Advantages And Disadvantages
The Benefits of an Accurate Job Analysis Essay
Job Analysis Paper
Job Analyis & Compensation
Job Analysis
Job Analysis and Job Design
Job Analysis Essay example
Human Resources , Job Analysis
Written Assignment #1: Job Analysis Essay
Job Analysis and Legal Implications
Report on Job Analysis Essay
Job Analysis
Theories Of Competency-Based Job Analysis
Advantages And Disadvantages Of Job Analysis
Job Analysis Essay
The following data reflect the frequency with which people voted.docxoreo10
The following data reflect the frequency with which people voted in the last election and were satisfied with the officials elected:
Satisfied
Voted
Yes
No
Yes
48
35
No
33
52
(a) What procedure should we perform? (b) What are H0 and Ha? (c) What is fe in each cell? (d) Compute . (e) With α = .05, what do you conclude about the correlation between these variables?
ASSESSMENT CONTEXT
Human Resource Management (HRM) is concerned with organising and looking after people in the workplace. On a day-to-day basis this includes recruitment, selection, training and development and assessing staff performance. An important part of HRM is workforce planning. This involves getting the right people in the right place at the right time. It also involves identifying the numbers of people required to enable the business to operate at full efficiency. These people need to have the right skills to do the job. Recruitment and selection are the most critical and significant human resources functions. Unless the organization has the best available employees, it will not be able to grow and flourish in the market. The drive and motivational levels of the employees need to be high to enable the company to attain its goals. All the steps of the recruitment and selection processes are equally important in attracting and retaining the right talent. A major part of management's job is ensuring that good policies and procedures are in place to ensure the successful recruitment and induction of high quality employees.
TASK 1. Analyse Strategic & Operational plans and policies
For this task, you are required to study the following 2 documents and answer the following questions: Search for this and answer the Q1, Q2, Q3 (I, ii, iii)
a) Tourism Australia enabling strategy (An extract from the Tourism Australia Corporate Plan 2016 – 2017)
b) Tourism Australia Recruitment Policy
Q1) Outline the recruitment and selection process for Tourism Australia. How does the Recruitment Policy ensure that suitable candidates are attracted to Tourism Australia?
Q2) What policies and procedures are in place to ensure that all shortlisted candidates are treated equally and that the selected candidate is likely to share Tourism Australia’s culture and values?
Q3) Explain the purpose of the following documents listed in the forms section at the end of the Recruitment Policy:
i) Behavioural Questions Manual
ii) Interview Guide Template
iii) Selection Assessment Form
TASK 2 Develop recruitment and selection policies and procedures and supporting documents
A job description should detail the purpose, tasks and responsibilities of the job. It is of great importance both in the recruitment process and the subsequent management of safe practice following appointment – for example it can help with induction and training. On the other hand, a clear and comprehensive job specification is the key tool for successful recruitment. The job specification enables the organisation to profile ...
This document discusses strategic recruitment and the recruitment process. It defines recruitment and outlines the key strategic recruiting components, sources of recruitment, stages of recruitment, and areas for measuring recruitment effectiveness. The goal is to strategically connect qualified candidates to job openings by understanding labor markets and making optimal recruitment decisions.
This document summarizes part two of an evaluation of ARI Inc.'s hiring process design and supply chain. It analyzes the strengths and weaknesses of ARI's in-house and job fair hiring processes. Several weaknesses were identified, including needing to refine the applicant prescreening process and improve efficiency at job fair booths. To address these weaknesses, a new prescreening form was added to online applications and two additional recruiters were allocated to job fair booths. The document also examines ARI's human capital supply chain and partnerships with schools to access pre-screened applicants. Updated process flow charts are provided to visualize the improved hiring and job fair recruitment processes.
Case II manufacturing automobile part - Djoko AWKafe Buku Pak Aw
This document discusses human resource management policies and procedures for a manufacturing company. It covers several key areas:
1. The recruitment process including testing, interviewing, and selection of qualified candidates.
2. Training programs with objectives of increasing skills, productivity, and profitability. Apprenticeships are suggested to prepare graduates for work.
3. Employee benefits such as insurance, wages, and services to improve efficiency and achieve organizational goals.
4. Job evaluation and salary determination procedures including analysis, evaluation, surveys, and setting pay levels based on position and performance.
5. Philosophies and policies regarding the relationship between employers and employees based on Indonesia's national philosophy of Pancasila
Similar to Accomplished CRA Thesis by John Michael Villagracia (20)
Accomplished CRA Thesis by John Michael Villagracia
1. Certified Recruitment Analyst Project
Submitted by
JOHN MICHAEL R. VILLAGRACIA
In partial fulfillment for the requirements and the award of
Certified Recruitment Analyst
By the
Carlton Advanced Management Institute (CAMI)
2014
Center of Excellence in HR-Certified Recruitment Analyst
P.O. Box 304
Greens Farms, CT 068388 USA
2. 1
TABLE OF CONTENTS
SECTION I 2 – 3
OBJECTIVES
SCOPE OF THE PROJECT
BRIEF OVERVIEW OF FINDINGS
CONCLUSIONS
BRIEF BACKGROUND OF CHOSEN INDUSTRY
COMPANY MISSION
ASSIGNMENT I 4 – 11
SECTION II: POSITION TITLE & JOB DESCRIPTION
SECTION III: FUNDAMENTAL ANALYSIS/ MOTIVATIONAL ANALYSIS
SECTION IV: JOB ELEMENT ANALYSIS
SECTION V: FUNCTIONAL KNOWLEDGE & SKILLS
SECTION VI: BEHAVIOR TRAITS
SECTION VII: QUESTIONS
ASSIGNMENT II 12 – 19
SECTION II: POSITION TITLE & JOB DESCRIPTION
SECTION III: FUNDAMENTAL ANALYSIS/ MOTIVATIONAL ANALYSIS
SECTION IV: JOB ELEMENT ANALYSIS
SECTION V: FUNCTIONAL KNOWLEDGE & SKILLS
SECTION VI: BEHAVIOR TRAITS
SECTION VII: QUESTIONS
ASSIGNMENT III 20 – 28
SECTION II: POSITION TITLE & JOB DESCRIPTION
SECTION III: FUNDAMENTAL ANALYSIS/ MOTIVATIONAL ANALYSIS
SECTION IV: JOB ELEMENT ANALYSIS
SECTION V: FUNCTIONAL KNOWLEDGE & SKILLS
SECTION VI: BEHAVIOR TRAITS
SECTION VII: QUESTIONS
3. 2
SECTION I
PROJECT SUMMARY
OBJECTIVES
To be able to standardize the job specifications as requested by Clients, and to have an
extensive understanding of the job requirement to be handled.
To be able to furnish the Recruitment process by doing extensive research on being able to find
qualified candidates, through the creation of comprehensive job descriptions.
To be globally competitive by following accepted recruitment standards and stipulations, in
accordance with the different elements of creating the actual job details.
SCOPE OF THE PROJECT
This project aimed to find out the exact aptitudes that are needed for specific job titles, as
follows:
Payroll Assistant
Clinical Support Nurse
Program Manager
It is thereby quintessential for these job titles to identify aligned knowledge and skill sets chosen
particularly for each, so that the candidates for these roles will be more likely to grow fundamentally
motivated and competently matched.
BRIEF OVERVIEW OF FINDINGS
In the process of developing the project, several realizations exist in having to handle the
recruitment for the position would aid tremendously in shortlisting people for the roles. It is established
in Section II of what the job roles are, and what not to miss and to rule out by the time Section III is
formed. The fundamental and motivational analysis also serves as a filter for the qualification of
candidates. The essence of the job titles are extracted in Sections IV and V (Job Element Analysis) by
grouping out the main responsibilities that the soon-to-be employee will be able to identify and deliver.
In Section VI, traits are highlighted as to how a candidate will fair into things such as image formation,
behavior and responses, and characteristics that should arise which were not touched in the previous
sections. Finally, sample questions are presented in Section VII, to act as further guidance through the
interview process.
CONCLUSIONS
In the creation of a comprehensive job role, no example is greater than the actual job
itself, which is why asking assistance from the people of the concerned job title is more
realistic in delivering the terms of the actual tasks and responsibilities for that role. Once
given, ruling the necessary task elements will be easier to develop in the composition.
Competencies are important in finding out the best candidates, and having a standard
set of needed competencies per job will definitely yield more suitable candidates.
4. 3
A globally competitive Recruitment process would utilize a broad job specification
construction, which will cover the bulk of the Recruitment basis. As such, the modern
Recruitment trend will also be in conjunction such as the current market strategies, the
industries that are having Bright Outlooks, the expanding business trends, etc.
BRIEF BACKGROUND OF CHOSEN INDUSTRY
The Clinical Processing Outsourcing (CPO) Company was originally formed for the
purpose of owning, operating and staffing hospitals around the world. Today, the company
delivers innovative URAC Accredited Clinical Process Outsourcing to clients in the United States
and deploys nurses from around the world to U.S. hospitals and other health care
organizations.
Over the past 40 years, it has employed more than 30,000 nurses, clinicians,
pharmacists and other health care professionals in the United States, the Philippines and
elsewhere around the world. As part of the oldest and most respected international health care
management system in the world, this company has a rich legacy and strong roots in
international recruitment and health care outsourcing services.
The Company is also credited with creating, developing and managing the novel
outsourcing service known as Clinical Process Outsourcing (CPO). Our CPO model was
developed to combine clinical expertise with business acumen to deliver the highest quality of
service and care in the most cost efficient manner. In this CPO model, U.S. payer, provider and
health care service companies are able to securely move some or all of their clinical and/or
administrative functions to the highly-trained and qualified staff—including pharmacists,
physicians, medical technologists, administrative personnel and nurses both here in the U.S.
and in the Philippines—thereby significantly reducing operational expenses and increasing the
quality and scope of their clinical abilities to achieve more positive patient care outcomes.
COMPANY MISSION
We are committed to providing intelligent, patient-centered Clinical Process
Outsourcing (CPO) solutions to lower costs and improve competency for health care providers.
5. 4
ASSIGNMENT I
SECTION II
JOB DESCRIPTION
Position Title: Payroll Assistant
Department: Support Services
Reports to: Human Resources Generalist – Payroll Lead
Location: Taguig City, Manila, Philippines
Responsibilities:
1. Receives and checks attendance sheet for payroll preparation.
2. Process payroll computation for Payroll Lead approval.
3. Coordinates with HR for the administration of benefits for payroll purposes.
4. Updates attendance records for SIL monitoring.
5. Updates changes in salary information and benefits in payroll file.
6. Prepares and update data on w/tax per employee.
7. Assists Finance Department in preparing reports for Philippine Mandated sectors (BIR, SSS,
PhilHealth, HDMF, DOLE, SEC and PEZA).
8. Secures services for Government related benefits.
9. Facilitates the processing of company’s benefits extended to employees (Government,
Private Entities, and Financial Institutions).
10. Assists the Payroll Lead in preparing reports for financial analysis on payroll and related
matters.
11. Assists for generating monthly financial schedules related to payroll.
12. Voucher preparation for payroll related transactions.
6. 5
Job Requirements:
Clerical — Knowledge of administrative and clerical procedures and systems such as word processing,
managing files and records, stenography and transcription, designing forms, and other office procedures
and terminology.
Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment,
selection, training, compensation and benefits, labor relations and negotiation, and personnel
information systems.
Computers and Electronics — Knowledge of circuit boards, processors, chips, electronic equipment, and
computer hardware and software, including applications and programming.
English Language — Knowledge of the structure and content of the English language including the
meaning and spelling of words, rules of composition, and grammar.
Administration and Management — Knowledge of business and management principles involved in
strategic planning, resource allocation, human resources modeling, leadership technique, production
methods, and coordination of people and resources.
Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
Economics and Accounting — Knowledge of economic and accounting principles and practices, the
financial markets, banking and the analysis and reporting of financial data.
Education:
Bachelors /College Degree/ Master’s Degree in Accountancy or equivalent.
Experience:
1 – 2 year(s) in a related field in Accounting/ Payroll/ Compensation and Benefits role
7. 6
SECTION III
FUNDAMENTAL ANALYSIS / MOTIVATIONAL ANALYSIS
Position Title: Payroll Assistant
Department: Support Services
Reports to: Human Resources Generalist – Payroll Lead
Basic Minimum Requirement Maximum Requirement
Educational Qualification
Bachelor’s Degree in Accountancy
(in a reputable university)
Master’s Degree in Accountancy
(in a reputable university)
Experience
1 year working experience in
related field
2 year(s) working experience in
related field
Work Schedule
Fixed mid-shift work schedules,
5 days a week
(9 hour schedule)
Flexible work schedules,
5-6 days a week
(9 hour schedule
and as needed/ required)
Location National Capital Region Central Luzon
Value and Self-image Minimum Requirement Maximum Requirement
Nature of employment Permanent Occasional Job Rotation
Benefits Minimum Requirement Maximum Requirement
Salary Php 20,000.00 (gross) Php 23,000.00 (gross)
Growth Opportunity Promotion after 1 year Promotion after 6 months
Job Aspects
Willing to be trained and willing
to learn
Lead Position
Dissonance Factors
Shifting/ Flexible work schedules
Must be able to sit at a desk throughout the
assigned shift
Work location may require going to other site offices
Trait Parameters
Attitude Orientation (Perseverance, Work Ethic)
People Skills (Energy Level)
Managerial Aptitude (Planning)
Team Orientation (Loyalty, Technical Expertise)
8. 7
SECTION IV & SECTION V
JOB ELEMENT ANALYSIS
S.No Job /Task
Knowledge/
Skills
Threshold Differentiator
1
Payroll
Support
K
- Knowledge in reports
generation/ data
management
- Knowledge in
processing Govt.
Mandated sectors in the
Philippines
- Knowledge in basic
financial analysis
- Knowledge in using SAP tool(s)
- Extensive knowledge in process
handling Govt. Mandated
sectors in the Philippines
- Well-versed in Financial
Analysis
S
- Coordination
- Analytical
- Detail-oriented
- Critical Thinking
- Complex Problem Solving
2
Records and
Data Upkeep
K
- Knowledge in using
data tracking software
and applications
- Knowledge of the
updated tax table in the
Philippines
- Knowledge in reports
generation/ data
management
- Well-versed with
administrative and clerical
procedures and systems
- Highly knowledgeable in Data
entry software
- Knowledgeable with current
salary trend in the market
S
- Detail-oriented
- Analytical
- Numerical
- Systems Analysis
- Monitoring
- Critical Thinking
Job Elements
Payroll Support
Records and Data Upkeep
Financial Transaction and Coordination
Benefits Processing
9. 8
3
Financial
Transaction
and
Coordination
K
- Knowledge in payroll
extensions and
applications
- Knowledge in basic
finance administration
- In-depth knowledge with
financial transactions, payroll
administration and clerical
applications
S
- Coordination
- Active Listening
- Monitoring
- Analytical
- Critical Thinking
- Complex Problem Solving
- Judgment and Decision Making
4
Benefits
Processing
K
- Knowledge in
processing Govt.
Mandated sectors in the
Philippines
- Familiarity with Private
Entity and Financial
Institution benefits
- Knowledge in benefit
information
dissemination for
employees
- Well-versed in handling Govt.
Mandated benefits in the
Philippines
- Extensive knowledge with
transcription and designing
forms
S
- Numerical
- Active Listening
- Reading
Comprehension
- Active Learning
- Social Perceptiveness
10. 9
SECTION VI
BEHAVIOR TRAITS
S. No Category Trait Definition
1 Attitude orientation
Perseverance
Pursues established work schedule
and goals tirelessly and to a
successful end despite any
situational obstacles; willing to go
the distance every time.
Work Ethic
Displays a consistently sound
attitude and a positive “can-do”
approach to all situations;
manifests a realistic aura of being
capable and ready to perform any
tasks that will contribute to good
of the organization.
2 People Skill Energy Level
Displays a steady, fast pace in
executing assignment, and an
innate ability to increase activity to
the maximum when necessary;
possesses suitable vitality and
endurance for present and future
assignments.
3 Managerial Aptitude Planning
Establishes short and long term
range objectives, course of action
for achievement, and syllabus of
specific tasks, proactive in setting
targets and task accomplishment.
4 Team orientation
Loyalty
Commits to a form contract to
work hard for the organization,
represent its best interest at all
times, and give its needs overall
performance top priority; has an
intrinsic dedication to cause,
organization and mission.
Technical Expertise
Possesses a superlative degree of
accrued and formal knowledge of
the assigned facet(s) of the
business; able to draw from and
succinctly apply that knowledge in
a proficient manner.
11. 10
SECTION VII
QUESTIONS
Basic Questions
Educational
Qualification
Would Accountancy be your first course choice back in college?
When did you start to love your chosen course?
What happened after you have graduated?
Experience How many years of experience do you currently have in this role?
Location
How many hours did you prepare in going to our office?
Are you amenable in working with our current location?
Are you willing to travel/ relocate?
Are you willing to work in our current site? How about in our other site?
Value and Self-Image Questions
Work Schedule
How many hours a week are your usual work hours?
Are you willing to work on weekends?
Are you willing to work on holidays?
Are you amenable to work in a shifting schedule?
Benefits Questions
Salary
What is your current basic salary?
Do you have allowances, health insurance, and other benefits?
How much would be your expected gross salary?
Is the salary that you mentioned negotiable?
Growth Opportunity
What were your expectations about your previous job and to what extent were
they met?
How do you want to improve yourself in the next year?
What challenges are you looking for in a position?
What are you looking for in terms of career development?
Job Aspects
What was the main reason for you to apply with us?
If you were given a chance to take up another role, other than what we
discussed, which would it be, and why?
Behavioral Traits Questions
Attitude Orientation
Perseverance
-Tell us about a time when you faced a difficult problem.
What methods did you use to sustain your ability to keep
going until you had fixed this problem?
-Tell us about a time when a project is put at risk. What
steps did you take to ensure the project was completed?
How did you respond to the pressure of this situation?
Work Ethic
-How would your last boss describe your work principle?
-What do you consider to be your most important work
ethic?
12. 11
People Skill Energy Level
-What do you do for your free time? Describe a typical day
in your daily routine.
-What five words would you say describe you best?
Managerial Aptitude Planning
-Describe how you develop a project team’s goals and
project plan.
-What have you done in order to be effective with your
organization and planning?
Team Orientation
Loyalty
-Give me some examples that clearly demonstrate your
values? Your loyalty? Your honesty? Your ethics and
integrity?
-Describe a situation where you were in the wrong and
others knew it. What did you do?
Technical Expertise
-What is your field of expertise and/or specialty?
-How do you keep track of all your acquired technical
knowledge and skills?
13. 12
ASSIGNMENT II
SECTION II
JOB DESCRIPTION
Position Title: Clinical Support Nurse
Department: Productions
Reports to: Team Lead/ Program Manager
Location: Taguig City, Manila, Philippines
Responsibilities:
1. The Nurse performs a medical assessment based on information received from treating
providers.
2. The Nurse may also reach out to providers to obtain additional information or clarification.
They may also review medical records and provide summaries to assist the claim examiner or
Client Nurse Case Manager in their management of the claim.
3. The expectations of this position include, but are not limited to, determining if there is
sufficient medical evidence of impairment in function based on the diagnosis, documented
symptoms; treatment provided and if the duration anticipated is reasonable.
4. Nurses will provide services in accordance with the policies, procedures, guidelines, and
technologies adopted and provided by the Client.
5. Provides optimum customer service.
6. Documents appropriate clinical information into the client system.
7. Maintains productivity, quality, and other service standards.
8. Participates in on-going training programs to ensure quality performance and compliance with
guidelines.
9. Other duties as assigned
Job Requirements:
Administration and Management — Knowledge of basic business and management principles involved
in strategic planning, resource allocation, human resources modeling, leadership technique, production
methods, and coordination of people and resources.
Chemistry — Knowledge of the chemical composition, structure, and properties of substances and of
the chemical processes and transformations that they undergo. This includes uses of chemicals and their
interactions, danger signs, production techniques, and disposal methods.
Customer and Personal Service — Knowledge of principles and processes for providing customer and
personal services. This includes customer needs assessment, meeting quality standards for services, etc.
14. 13
Education and Training — Knowledge of principles and methods for curriculum and training design,
teaching and instruction for individuals and groups, and the measurement of training effects.
English Language — Knowledge of the structure and content of the English language including the
meaning and spelling of words, rules of composition, and grammar.
Psychology — Knowledge of human behavior and performance; individual differences in ability,
personality, and interests; learning and motivation.
Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government
regulations, executive orders, agency rules, and the democratic political process.
Mathematics — Knowledge of basic arithmetic, algebra, geometry, calculus, statistics, and their
applications.
Medicine and Dentistry — Knowledge of the information and techniques needed to diagnose and treat
human injuries, diseases, and deformities. This includes symptoms, treatment alternatives, drug
properties and interactions, and preventive health-care measures.
Therapy and Counseling — Knowledge of principles, methods, and procedures for diagnosis, treatment,
and rehabilitation of physical and mental dysfunctions, and for career counseling and guidance.
Education:
Bachelors /College Degree/ Master’s Degree in Nursing and Professional License in the
Philippines and in the United States (Passed Board/Bar/Professional License Exam).
Experience:
At least 1 – 2 years hospital / bedside experience
1 – 3 year(s) in in Business Process Outsourcing/ Clinical Process Outsourcing in Health Care
(Health Plans, Workers' Compensation, Utilization Review, Auto-injury, Disability Intake and
Absence Management, etc.)
15. 14
SECTION III
FUNDAMENTAL ANALYSIS / MOTIVATIONAL ANALYSIS
Position Title: Clinical Support Nurse
Department: Productions
Reports to: Team Lead/ Program Manager
Basic Minimum Requirement Maximum Requirement
Educational Qualification
Bachelor’s Degree in Nursing
(in a reputable university)
Master’s Degree in Nursing
(in a reputable university)
Professional License
Active and Unrestricted License in
the Philippines
and the United States (any state)
Active and Unrestricted License in
the Philippines
and the United States (any state)
Experience
1 year combination of bedside
and CPO/BPO Industry
3 year(s) combination of bedside
and CPO/BPO Industry
Work Schedule
Fixed work schedules,
5 days a week
(9 hour schedule)
Shifting schedules,
5 days a week
(9 hour schedule
and as needed/ required)
Location National Capital Region Central Luzon
Value and Self-image Minimum Requirement Maximum Requirement
Nature of employment Permanent Occasional Job Rotation
Benefits Minimum Requirement Maximum Requirement
Salary Php 28,000.00 (gross) Php 35,000.00 (gross)
Growth Opportunity Promotion in 2 years Promotion in 1 year or less
Job Aspects
Good understanding of the U.S.
Nursing Guidelines
In depth knowledge of the U.S.
Nursing Guidelines
Dissonance Factors
Shifting work schedules
Must be able to sit at a desk throughout the
assigned shift
Work location may require going to other site
offices
Medical cases may be complicated and may take
time to read due to number of pages on record
Trait Parameters
Attitude Orientation (Adaptability, Perseverance)
People Skills (Communication, Energy Level)
Managerial Aptitude (Planning)
Team Orientation (Cooperation, Technical Expertise)
16. 15
SECTION IV & SECTION V
JOB ELEMENT ANALYSIS
S.No Job /Task
Knowledge/
Skills
Threshold Differentiator
1
Sound
Medical
Judgment and
Review
K
- Knowledge of basic
medical procedures and
assessments.
- Knowledge in
diagnoses, symptoms
and treatments of
diseases.
- Extensive and in-depth
understanding of medical
processes.
- Knowledge on CPT and ICD-9
S
- Critical Thinking
- Detail-oriented
- Decision Making
- Analytical
- Complex Problem Solving
2
Record
Acquisition
and
Verification
K
- Knowledge of
acquiring the necessary
medical record
pertaining to illness,
diagnosis, etc.
- Knowledge of basic
medical reviews and
charts.
- Well-versed with patient
charts, medical diagnosis and
other uncommon illnesses.
- Knowledge of medical software
utilized by different health care
providers.
- Knowledge of proper clinical
call
S
- Detail-oriented
- Active Listening
- Communication
- Multi-tasking
- Analytical
- Negotiation
- Persuasion
Job Elements
Sound Medical Judgment and Review
Record Acquisition and Verification
Work Quality and Consistency
Good Customer Relations
17. 16
3
Work Quality
and
Consistency
K
- Knowledge of Reports
and data publication/
generation.
- Knowledge of basic
Nursing State Guidelines
in the U.S.
- Knowledge of standard QA
metrics software and
applications.
- Well-versed with Nursing State
Guidelines in the U.S.
S
- Communication
- Active Listening
- Detail-oriented
- Monitoring
- Systems Evaluation
4
Good
Customer
Relations
K
- Knowledge of basic
customer needs,
meeting quality
standards for services,
and evaluation of
customer satisfaction.
- Experienced with Customer
Satisfaction strategies
-Knowledge of using client
specific software and basic usage
Voice over Internet Protocols
(VoIP)
S
- Communication
- Active Listening
- Social Perceptiveness
- Analytical
- Negotiation
- Persuasion
18. 17
SECTION VI
BEHAVIOR TRAITS
S. No Category Trait Definition
1 Attitude orientation
Adaptability
Proven ability to perform well
under changing conditions and
high stress; ability to relate to
varied personalities and absorb
new methods with practical
results.
Perseverance
Pursues established work schedule
and goals tirelessly and to a
successful end despite any
situational obstacles; willing to go
the distance every time.
2 People Skill
Communication
Can express needs and desires
effectively to co-workers and
superiors in a professional manner.
Energy Level
Displays a steady, fast pace in
executing assignment, and an
innate ability to increase activity to
the maximum when necessary;
possesses suitable vitality and
endurance for present and future
assignments
3 Managerial Aptitude Planning
Establishes short and long term
range objectives, course of action
for achievement, and syllabus of
specific tasks, proactive in setting
targets and task accomplishment.
4 Team orientation
Cooperation
Highly motivated toward selfless
service to co-workers, customers,
and organizational goals; looks at
tasks as a commitment to others
and organizational excellence.
Technical Expertise
Possesses a superlative degree of
accrued and formal knowledge of
the assigned facet(s) of the
business; able to draw from and
succinctly apply that knowledge in
a proficient manner.
19. 18
SECTION VII
QUESTIONS
Basic Questions
Educational
Qualification
Would Nursing be your first choice back in college?
When did you start to love the course?
What happened after you have graduated Nursing?
Professional License
When did you take up the local board exam?
What made you took up the US Licensure exam?
How did you prepare for the licensure exams?
Experience How many years of experience do you currently have in this role?
Location
How many hours did you prepare in going to our office?
Are you amenable in working with our current location?
Are you willing to travel/ relocate?
Are you willing to work in our current site? How about in our other site?
Value and Self-Image Questions
Work Schedule
How many hours a week are your usual work hours?
Are you willing to work on weekends?
Are you willing to work on holidays?
Are you amenable to work in a shifting schedule?
Benefits Questions
Salary
What is your current basic salary?
Do you have allowances, health insurance, and other benefits?
How much would be your expected gross salary?
Is the salary that you mentioned negotiable?
Growth Opportunity
What were your expectations about your previous job and to what extent were
they met?
How do you want to improve yourself in the next year?
What challenges are you looking for in a position?
What are you looking for in terms of career development?
Behavioral Traits Questions
Attitude Orientation
Adaptability
-Describe a major change that occurred in a job that you
held. How did you adapt to this change?
-Tell us about a situation in which you had to adjust to
changes over you had no control. How did handle it?
Perseverance
-Tell us about a time when you faced a difficult problem.
What methods did you use to sustain your ability to keep
going until you had fixed this problem?
-Tell us about a time when a project is put at risk. What
steps did you take to ensure the project was completed?
How did you respond to the pressure of this situation?
20. 19
People Skill
Communication
-Give an example of a time when you were able to
successfully communicate with another person, even
when that individual may not have personally liked you, or
vice-versa.
-Describe a time when you were able to effectively
communicate a difficult or unpleasant idea to a superior.
Energy Level
-What do you do for your free time? Describe a typical day
in your daily routine.
-What five words would you say describe you best?
Managerial Aptitude Planning
-Describe how you develop a project team’s goals and
project plan.
-What have you done in order to be effective with your
organization and planning?
Team Orientation
Cooperation
-Describe a situation in which you had to arrive at a
compromise. What was your role? What steps did you
take? What was the end result?
-Describe the types of teams you’ve been involved with.
What were your roles?
Technical Expertise
-What is your field of expertise and/or specialty?
-How do you keep track of all your acquired technical
knowledge and skills?
21. 20
ASSIGNMENT III
SECTION II
JOB DESCRIPTION
Position Title: Program Manager
Department: Productions
Reports to: Operations Manager
Location: Taguig City, Manila, Philippines
Responsibilities:
1. Serves as a liaison between US Account Client and the rest of the team by being able to
communicate updates from the Client and relaying performance stats made by the team.
2. Oversees management of day to day operations and overall success of the on-site program.
3. Monitors/manages daily staffing requirements to include daily work assignment supervision.
4. Leads an assigned team to meet performance requirements utilizing various management skills
including 1:1 coaching and mentoring.
5. Manages various report activities to ensure metrics are met.
6. Stays educated on all changing requirements for health processes.
7. Performs quality assessments through service observations and case reviews.
8. Assists with case preparation by attaching pertinent guidelines and summarizing information.
9. Monitors staff in ensuring that documentation is clear, concise, and meets established
specifications. Documentation must be grammatically correct with proper punctuation, capitalization
and grammar.
10. Provides help to staff in working and completing case prep, as assigned.
11. Provides guidance and coaching.
12. Participates in the orientation of newly hired staff.
13. Monitors and ensures optimum customer service.
14. Maintains and ensures productivity, quality and other service standards.
15. Participates in on-going training programs to ensure quality performance and compliance with
guidelines.
16. Understands company’s Quality Improvement Program and participates in on-going Quality
Assurance projects as needed.
17. Helps evaluate staff performance based on developed standards and metrics.
18. Additional tasks may include (but not limited to):
o Answering questions and reviewing cases from clinical and non-clinical staff , via phone ,
email or in person
o Handling escalated cases
o Conducting team meetings
o Other tasks as assigned
22. 21
Job Requirements:
Administration and Management — Knowledge of business and management principles involved in
strategic planning, resource allocation, human resources modeling, leadership technique, production
methods, and coordination of people and resources.
Customer and Personal Service — Knowledge of principles and processes for providing customer and
personal services. This includes customer needs assessment, meeting quality standards for services, etc.
Economics and Accounting — Knowledge of basic economic and accounting principles and practices.
Education and Training — Knowledge of principles and methods for curriculum and training design,
teaching and instruction for individuals and groups, and the measurement of training effects.
English Language — Knowledge of the structure and content of the English language including the
meaning and spelling of words, rules of composition, and grammar.
Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment,
selection, training, compensation and benefits, labor relations and negotiation, and personnel
information systems.
Public Safety and Security — Knowledge of relevant equipment, policies, procedures, and strategies to
promote effective local, state, or national security operations for the protection of people, data,
property, and institutions.
Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government
regulations, executive orders, agency rules, and the democratic political process.
Medicine and Dentistry — Knowledge of the information and techniques needed to diagnose and treat
human injuries, diseases, and deformities. This includes symptoms, treatment alternatives, drug
properties and interactions, and preventive health-care measures.
23. 22
Education:
Bachelors /College Degree/ Master’s Degree in Nursing and Professional License in the
Philippines and in the United States (Passed Board/Bar/Professional License Exam).
Experience:
3 – 4 year(s) in Account Management and relevant experience in Business Process
Outsourcing/ Clinical Process Outsourcing in Health Care (Health Plans, Workers'
Compensation, Utilization Review, Auto-injury, Disability Intake and Absence Management,
etc.)
1 – 2 year(s) hospital / bedside experience
24. 23
SECTION III
FUNDAMENTAL ANALYSIS / MOTIVATIONAL ANALYSIS
Position Title: Program Manager
Department: Productions
Reports to: Operations Manager
Basic Minimum Requirement Maximum Requirement
Educational Qualification
Bachelor’s Degree in Nursing
(in a reputable university)
Master’s Degree in Nursing
(in a reputable university)
Professional License
Active and Unrestricted License in
the Philippines
and the United States (any state)
Active and Unrestricted License in
the Philippines
and the United States (any state)
Experience
3 years managerial experience;
6 months hospital experience
4 years managerial experience;
2 years hospital experience
Work Schedule
Fixed work schedules,
5 days a week
(9 hour schedule)
Shifting schedules,
5 days a week
(9 hour schedule
and as needed/ required)
Location National Capital Region Central Luzon
Value and Self-image Minimum Requirement Maximum Requirement
Nature of employment Permanent Occasional Job Rotation
Benefits Minimum Requirement Maximum Requirement
Salary Php 60,000.00 (gross) Php 75,000.00 (gross)
Growth Opportunity Promotion in 4 years Promotion in 3 years or less
Job Aspects
Good understanding of the U.S.
Nursing Guidelines
In depth knowledge of the Health
Care Facet in the U.S.
Dissonance Factors
Shifting work schedules
Work location may require going to other site offices
Trait Parameters
Attitude Orientation (Adaptability) People Skills (Communication, Pressure bearing)
Managerial Aptitude (Delegation, Planning) Team Orientation (Cooperation)
25. 24
SECTION IV & SECTION V
JOB ELEMENT ANALYSIS
S.No Job /Task
Knowledge/
Skills
Threshold Differentiator
1
Administrative
Support
K
- Conventional
management through
effective group and
inter-group work
- Knowledge of
Escalation handling
- Advanced and contemporary
management and business
handling
- Application and awareness
of different philosophical
systems
S
- Judgment and Decision
Making
- Coordination
- Social Perceptiveness
- Communication
- Service Orientation
- Critical Thinking
- Analytical Skills
2
Staff
Monitoring
and
Management
K
- Knowledge of
Department
Organization
- Knowledge of Process
Implementation
- Knowledge of proper
Guidance and Outlining
of Tasks
- Knowledge of Employee
Monitoring Software
- Well-versed with Different
State Guidelines for Nurses
S
- Communication
- Time Management
- Monitoring
- Management of
Personnel Resources
- Operations Analysis
Job Elements
Administrative Support
Staff Monitoring and Management
Employee Performance Management
Quality Maintenance
Lifelong Learning
26. 25
3
Employee
Performance
Management
K
- Knowledge of Basic
Performance Metrics
- Knowledge of
Feedback and Coaching
Implementation
- In-depth knowledge of Group
behavior and Dynamics
- Knowledge of Societal trends
and Influences
S
- Communication
- Active Listening
- Monitoring
- Learning Strategies
- Social Perceptiveness
4
Quality
Maintenance
K
- Knowledge of Reports
and data publication/
generation
- Knowledge of Basic
Performance Metrics
- Knowledge of QA Calibration
execution
- Knowledge of QA Trends and
Appropriate Coaching
Summaries
- Extensive knowledge of QA
principles
S
- Active Listening
- Judgment and Decision
Making
- Reading
Comprehension
- Systems Analysis
- Systems Evaluation
- Quality Control Analysis
5
Lifelong
Learning
K
- Knowledge of Basic
Training Programs
relevant to job title/
field of expertise
- Knowledge of Basic
State Guidelines for
Nurses
- Well-versed with Essential
Training Programs and/or
Certifications relevant to job
title/ field of expertise
- Well-versed with Different
State Guidelines for Nurses
S
- Active Learning
- Instructing
- Learning Strategies
27. 26
SECTION VI
BEHAVIOR TRAITS
S. No Category Trait Definition
1 Attitude orientation Adaptability
Proven ability to perform well
under changing conditions and
high stress; ability to relate to
varied personalities and absorb
new methods with practical
results.
2 People Skill
Communication
Can express needs and desires
effectively to co-workers and
superiors in a professional manner.
Pressure Bearing
Creates a positive impression and
makes pressure felt in any given
situation with favorable results.
3 Managerial Aptitude
Delegation
Can assign responsibility and
authority in the interest of
improving expedience of action;
can effectively work through
people to accomplish desired ends.
Planning
Establishes short and long term
range objectives, course of action
for achievement, and syllabus of
specific tasks, proactive in setting
targets and task accomplishment.
4 Team orientation Cooperation
Highly motivated toward selfless
service to co-workers, customers,
and organizational goals; looks at
tasks as a commitment to others
and organizational excellence.
28. 27
SECTION VII
QUESTIONS
Basic Questions
Educational
Qualification
Would Nursing be your first choice back in college?
When did you start to love the course?
What happened after you have graduated Nursing?
Professional License
When did you take up the local board exam?
What made you took up the US Licensure exam?
How did you prepare for the licensure exams?
Experience How many years of experience do you currently have in this role?
Location
How many hours did you prepare in going to our office?
Are you amenable in working with our current location?
Are you willing to travel/ relocate?
Are you willing to work in our current site? How about in our other site?
Value and Self-Image Questions
Work Schedule
How many hours a week are your usual work hours?
Are you willing to work on weekends?
Are you willing to work on holidays?
Are you amenable to work in a shifting schedule?
Benefits Questions
Salary
What is your current basic salary?
Do you have allowances, health insurance, and other benefits?
How much would be your expected gross salary?
Is the salary that you mentioned negotiable?
Growth Opportunity
What were your expectations about your previous job and to what extent were
they met?
How do you want to improve yourself in the next year?
What challenges are you looking for in a position?
What are you looking for in terms of career development?
Behavioral Traits Questions
Attitude Orientation Adaptability
-Describe a major change that occurred in a job that you
held. How did you adapt to this change?
-Tell us about a situation in which you had to adjust to
changes over you had no control. How did handle it?
People Skill Communication
-Give an example of a time when you were able to
successfully communicate with another person, even when
that individual may not have personally liked you, or vice-
versa.
-Describe a time when you were able to effectively
communicate a difficult or unpleasant idea to a superior.
29. 28
People Skill Pressure Bearing
-What kind of feedback have you received about your
image?
-Do you make a conscious effort to convey a certain image?
Managerial Aptitude
Delegation
-How do you make the decision to delegate work?
-Do you consider yourself as a macro or micro manager?
How do you delegate?
Planning
-Describe how you develop a project team’s goals and
project plan.
-What have you done in order to be effective with your
organization and planning?
Team Orientation Cooperation
-Describe a situation in which you had to arrive at a
compromise. What was your role? What steps did you take?
What was the end result?
-Describe the types of teams you’ve been involved with.
What were your roles?