Process Improvement (not only recruitment but also Organization Development,Employee Relations, marketing and branding to support business expansion plan and the bank's reputation in THAILAND.
The Healthcare Industry faces an ever-increasing competitive environment for their workforce. This webinar will explain why Recruitment Process Outsourcing (RPO) is becoming so popular for healthcare organizations and best practices that should be considered when selecting a prospective partner. The scalable solution of RPO provides ROI typically in reductions in cost per hire, improved hiring metrics with greater candidate access and streamlined recruitment processes.
Learn more at: http://www.rpoassociation.org/webinar-abcs-of-healthcare-rpos
As we come into 2016, we Are fighting nursing staffing shortages. There are aging baby boomers are retiring and entering the medicaid and medicare system at an astonishing rate and bottlenecks in nursing education are only adding to the constraint of the nursing talent pipeline. Whatever your reason, here are several ideas to think outside the box and fill your positions with quality nurses
It’s no secret that recruiting for healthcare is challenging. Click through this webcast from LinkedIn to hear now new recruiting strategies can get you the top candidates for niche roles.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Emphasis on the importance of human resource planning early on in the start-up process by looking at the legalities of hiring employees, the process of recruiting and how to manage and pay employees.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
The Healthcare Industry faces an ever-increasing competitive environment for their workforce. This webinar will explain why Recruitment Process Outsourcing (RPO) is becoming so popular for healthcare organizations and best practices that should be considered when selecting a prospective partner. The scalable solution of RPO provides ROI typically in reductions in cost per hire, improved hiring metrics with greater candidate access and streamlined recruitment processes.
Learn more at: http://www.rpoassociation.org/webinar-abcs-of-healthcare-rpos
As we come into 2016, we Are fighting nursing staffing shortages. There are aging baby boomers are retiring and entering the medicaid and medicare system at an astonishing rate and bottlenecks in nursing education are only adding to the constraint of the nursing talent pipeline. Whatever your reason, here are several ideas to think outside the box and fill your positions with quality nurses
It’s no secret that recruiting for healthcare is challenging. Click through this webcast from LinkedIn to hear now new recruiting strategies can get you the top candidates for niche roles.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Emphasis on the importance of human resource planning early on in the start-up process by looking at the legalities of hiring employees, the process of recruiting and how to manage and pay employees.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
Annual business plan hr template : play this in slide show modeVipul Saxena
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
Patient recruitment & retention is highlighted as the key factor in ensuring study success, the area of patient retention in clinical trials is often overlooked. Retention of patients throughout the life of a clinical trial is however extremely vital from scientific as well as economic point of view. Poor recruitment & retention negatively impacts on the overall evaluable data for regulatory submissions. Dropped participants must be replaced which incurs further expenditures and time delays. Subject dropout rates are estimated to range from 15-40% of enrolled participants in clinical trials.
The success of a commercial bank depends largely in the quality of service rendered to the regulars. Quality of service depends on the capability and the quality of the employees of the organization. Therefore, the authority of PBL has to be more careful in recruiting the right person for each job. As has been seen, the recruitment and assortment process of PBL has rooms for improvements. The policy and process should be revised and rechecked. So although the process they have been adopting so far has been somewhat effective, to adapt to the changing times, the process should be revised and modernized.
The Lab Consulting is about Immediate, Self-Funding Non-Technology Improvement. We help clients succeed in their most important business improvement efforts.
Job Analysis in HRM
Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link
between human resources management and the overall
strategic plan of an organization
This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.
Annual business plan hr template : play this in slide show modeVipul Saxena
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
Patient recruitment & retention is highlighted as the key factor in ensuring study success, the area of patient retention in clinical trials is often overlooked. Retention of patients throughout the life of a clinical trial is however extremely vital from scientific as well as economic point of view. Poor recruitment & retention negatively impacts on the overall evaluable data for regulatory submissions. Dropped participants must be replaced which incurs further expenditures and time delays. Subject dropout rates are estimated to range from 15-40% of enrolled participants in clinical trials.
The success of a commercial bank depends largely in the quality of service rendered to the regulars. Quality of service depends on the capability and the quality of the employees of the organization. Therefore, the authority of PBL has to be more careful in recruiting the right person for each job. As has been seen, the recruitment and assortment process of PBL has rooms for improvements. The policy and process should be revised and rechecked. So although the process they have been adopting so far has been somewhat effective, to adapt to the changing times, the process should be revised and modernized.
The Lab Consulting is about Immediate, Self-Funding Non-Technology Improvement. We help clients succeed in their most important business improvement efforts.
Job Analysis in HRM
Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link
between human resources management and the overall
strategic plan of an organization
This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Similar to Bank of China (Thailand) 2011_by Baitong (20)
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
5. Recruiting& Hiring Work Flow
2. Selection
1. Request > HR: Posting available job to the right source and
> Business Line Manager: “Job Requisition Form” searching Potential Applicants from All
(Position Description& Selection Criteria) after fill Recruitment Channels
out return to HR > HR: Submit resume to Line Manager to consider
and arrange the interview schedule
4. Hiring 3. Interview
> HR: Asking for Approval From Reporting
Line - Deputy Manager- GM > HR+ Business Line Manager: Interviewing
> HR: Offers the salary & package > HR: Testing
5. Signing Employment 6. New Staff Onboard
Contract
> Admin+ IT "Welcome Kit for New Staff“
> HR: Preparing Employment Contract and
FREE health check document @ the hospital > HR: Orientation