INTERNATIONAL HUMAN RESOURCE MANAGEMENT Course Fall-20
SUBMITTED BY
Ramish Tanvir (59493)
Mehwish Iqbal (59578)
Tariq Mehmood (56908)
Saeed Ahmed (10603)
SUPERVISOR
Sir Dr Munawar Pahi
Top 8 human resources officer resume samplesserosjom
This document provides resources for human resources officers seeking employment, including resume samples of different formats (chronological, functional, curriculum vitae, etc.), cover letter samples, interview questions and answers, tips for writing resumes and preparing for interviews. It also lists additional useful materials on resumes, cover letters, interview preparation and career development located on the resume123.org website.
Here are the key points from the group on Training and Development:
- Training and development helps employees improve skills and knowledge to perform better in their roles.
- On-the-job training includes coaching, mentoring and shadowing more experienced employees.
- Off-the-job training takes place away from the work environment, such as seminars, conferences or online courses.
- Development focuses more on career progression through further education or new experiences.
- Benefits of training include improved performance, motivation and retention of employees. It also ensures employees can adapt to changes in technology and work processes.
- Training needs are identified through performance reviews comparing actual to required skills.
- Evaluation of training programs
Professional Human Recourse Management Certification Program by Naida Training Institute. The Best HR Course in Dubai Where you can trained by Most professional Trainers.
- HR History
- HR Function
- HR Role in 3 words
- Recruitment
- Job Analysis
- Purpose of interviews
- Types of interviews
- Interview's questions
- Training & development
- Performance Management
- HR needed qualifications
- HR job titles
Workshop 2Interviewing Skills and PreparationPresent.docxdunnramage
Workshop 2
Interviewing Skills and
Preparation
Presentation by
Sarah-Louise
Weller
Date:
w/c 1 Oct 2018
Interviewing Skills
Workshop 2 – Skills and Preparation
Workshops 3 & 4 – Mock interviews
Objectives
1. Explain what are the aims of recruitment
2. Understand how an employer selects an
employee for a role
3. Identify the problems with selection interviews
4. Know how to plan and conduct an interview
5. Describe how to give and receive feedback
Aims of Recruitment
• To obtain a pool of suitable candidates for vacant
posts
• To use a fair process and be able to demonstrate
that the process was fair
• To ensure that all recruitment activities contribute to
the organisational goal and a desirable
organisational image
• To conduct recruitment activities in an efficient and
cost effective manner
(Foot and Hook 2011)
Recruitment Questions
• What is a “suitable candidate”?
• Who decides this?
• How is it decided?
• How do you achieve a fair recruitment
process?
Job Analysis
Assessing or defining the components of the
post:
• Nature of the work performed
• Associated responsibilities and
accountabilities
• Skills and knowledge required
• Working conditions
• Outputs or performance standards expected
(Wilton 2013)
Job Description
Job descriptions relate to the task to be undertaken:
• Job Title
• Location
• Responsible to
• Responsible for
• Main purpose of the job
• Responsibilities/duties
• Working conditions
• Other matters
• Any other duties
(Marchington and Wilkinson 2013)
Person Specification
Person specifications outline the attributes required
for the position, including:
• Knowledge
• Skills – IT, foreign language,
• Previous experience – in a similar role, company
• Qualifications
• Personal qualities – professionalism, creativity etc.
It represents the selection criteria
Example of a Person Specification
Receptionist
Competency Frameworks
• Competency frameworks focus on the behaviours
of job applicants that are required to undertake
the role
• Often generic to an organisation rather than
specific to a job
• Person based rather than job based
• People analysis rather than job analysis
• A competency framework is a structure that sets
out the competencies required by individuals
required by individuals working within the
organisation.
Competency Frameworks
Most commonly sought:
• Communication skills
• People management
• Team skills
• Customer service skills
• Results-orientation
• Problem solving
(CIPD 2014)
Exercise: what competencies are employers looking for?
Work with a partner:
1. Think of a sector you might consider in the future
for a job and/or placement.
2. Think about the kind of roles that might exist.
3. Now add in the attributes or competencies that
you would expect to be important in these jobs.
4. Consider how you would evidence that attribute
or competency
Your list might look a bit like this…….
This document provides guidance on conducting effective employment interviews. It outlines steps to prepare for interviews such as arranging an appropriate space and developing job-related questions. During the interview, the recommended steps are to introduce the candidate, obtain relevant information, discuss the position, respond to questions, and conclude by expressing appreciation and informing the candidate about next steps. The document advises asking questions related to qualifications and avoiding illegal inquiries. It also warns against common pitfalls like being unprepared or making biased decisions. The goal is to consistently evaluate candidates and select the best person for the role.
HR for Student Activities | Recruitment and Selection Workshop Mohamed El-Baroudi
The document provides an overview of a recruitment and selection workshop. It begins with introductions and expectations. The workshop will cover topics like recruitment strategies, selection tools, developing recruitment plans, and onboarding. It also gives background on HR history and the evolution of HR functions. Job analysis, interviews, employment branding, and developing recruitment and selection plans are discussed. Case studies are included. The document provides a thorough overview of the recruitment and selection process and related HR concepts to be covered in the workshop.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
Top 8 human resources officer resume samplesserosjom
This document provides resources for human resources officers seeking employment, including resume samples of different formats (chronological, functional, curriculum vitae, etc.), cover letter samples, interview questions and answers, tips for writing resumes and preparing for interviews. It also lists additional useful materials on resumes, cover letters, interview preparation and career development located on the resume123.org website.
Here are the key points from the group on Training and Development:
- Training and development helps employees improve skills and knowledge to perform better in their roles.
- On-the-job training includes coaching, mentoring and shadowing more experienced employees.
- Off-the-job training takes place away from the work environment, such as seminars, conferences or online courses.
- Development focuses more on career progression through further education or new experiences.
- Benefits of training include improved performance, motivation and retention of employees. It also ensures employees can adapt to changes in technology and work processes.
- Training needs are identified through performance reviews comparing actual to required skills.
- Evaluation of training programs
Professional Human Recourse Management Certification Program by Naida Training Institute. The Best HR Course in Dubai Where you can trained by Most professional Trainers.
- HR History
- HR Function
- HR Role in 3 words
- Recruitment
- Job Analysis
- Purpose of interviews
- Types of interviews
- Interview's questions
- Training & development
- Performance Management
- HR needed qualifications
- HR job titles
Workshop 2Interviewing Skills and PreparationPresent.docxdunnramage
Workshop 2
Interviewing Skills and
Preparation
Presentation by
Sarah-Louise
Weller
Date:
w/c 1 Oct 2018
Interviewing Skills
Workshop 2 – Skills and Preparation
Workshops 3 & 4 – Mock interviews
Objectives
1. Explain what are the aims of recruitment
2. Understand how an employer selects an
employee for a role
3. Identify the problems with selection interviews
4. Know how to plan and conduct an interview
5. Describe how to give and receive feedback
Aims of Recruitment
• To obtain a pool of suitable candidates for vacant
posts
• To use a fair process and be able to demonstrate
that the process was fair
• To ensure that all recruitment activities contribute to
the organisational goal and a desirable
organisational image
• To conduct recruitment activities in an efficient and
cost effective manner
(Foot and Hook 2011)
Recruitment Questions
• What is a “suitable candidate”?
• Who decides this?
• How is it decided?
• How do you achieve a fair recruitment
process?
Job Analysis
Assessing or defining the components of the
post:
• Nature of the work performed
• Associated responsibilities and
accountabilities
• Skills and knowledge required
• Working conditions
• Outputs or performance standards expected
(Wilton 2013)
Job Description
Job descriptions relate to the task to be undertaken:
• Job Title
• Location
• Responsible to
• Responsible for
• Main purpose of the job
• Responsibilities/duties
• Working conditions
• Other matters
• Any other duties
(Marchington and Wilkinson 2013)
Person Specification
Person specifications outline the attributes required
for the position, including:
• Knowledge
• Skills – IT, foreign language,
• Previous experience – in a similar role, company
• Qualifications
• Personal qualities – professionalism, creativity etc.
It represents the selection criteria
Example of a Person Specification
Receptionist
Competency Frameworks
• Competency frameworks focus on the behaviours
of job applicants that are required to undertake
the role
• Often generic to an organisation rather than
specific to a job
• Person based rather than job based
• People analysis rather than job analysis
• A competency framework is a structure that sets
out the competencies required by individuals
required by individuals working within the
organisation.
Competency Frameworks
Most commonly sought:
• Communication skills
• People management
• Team skills
• Customer service skills
• Results-orientation
• Problem solving
(CIPD 2014)
Exercise: what competencies are employers looking for?
Work with a partner:
1. Think of a sector you might consider in the future
for a job and/or placement.
2. Think about the kind of roles that might exist.
3. Now add in the attributes or competencies that
you would expect to be important in these jobs.
4. Consider how you would evidence that attribute
or competency
Your list might look a bit like this…….
This document provides guidance on conducting effective employment interviews. It outlines steps to prepare for interviews such as arranging an appropriate space and developing job-related questions. During the interview, the recommended steps are to introduce the candidate, obtain relevant information, discuss the position, respond to questions, and conclude by expressing appreciation and informing the candidate about next steps. The document advises asking questions related to qualifications and avoiding illegal inquiries. It also warns against common pitfalls like being unprepared or making biased decisions. The goal is to consistently evaluate candidates and select the best person for the role.
HR for Student Activities | Recruitment and Selection Workshop Mohamed El-Baroudi
The document provides an overview of a recruitment and selection workshop. It begins with introductions and expectations. The workshop will cover topics like recruitment strategies, selection tools, developing recruitment plans, and onboarding. It also gives background on HR history and the evolution of HR functions. Job analysis, interviews, employment branding, and developing recruitment and selection plans are discussed. Case studies are included. The document provides a thorough overview of the recruitment and selection process and related HR concepts to be covered in the workshop.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
The recruitment process begins with human resource planning which is linked to the organization's strategic planning. HR planning involves forecasting future staffing needs based on strategic plans and current resources. The recruitment process then involves job analysis to understand job requirements, developing a sourcing strategy, publishing open positions and screening applications. Selection methods may include application reviews, interviews, tests and reference checks. It is important for interviews to be structured, ask relevant questions and avoid biases to select the best candidates.
This document outlines the structured interview protocol for a human resources manager position. It includes details on preparing for the interview such as developing questions and a rating scale. The interview will last 45 minutes and include the same set of questions for each candidate rated on a 5-1 scale. Interviewers will be trained on conducting effective interviews. The interview will take place in a quiet room to make candidates comfortable. Finally, the document provides the full set of 24 questions that will be asked of each candidate.
Staff Selection
By: Yaseen Taha
PDF created with pdfFactory Pro trial version www.pdffactory.com
Aims
´ To consider job descriptions.
´ To look at how the qualities needed to do the jobs are
established.
´ To review the selection process from advertising through
to appointment.
´ To outline procedures that might be used for the
induction of new employees.
PDF created with pdfFactory Pro trial version www.pdffactory.com
´ Job description
´ Collecting information
´ Defining the qualities required
´ Advertising a post
´ Selection interviewing
´ Preparation
´ Chairing
´ The stages of an interview
´ Questioning techniques
´ Assessment
´ Supplementing interviews
´ The induction of new employees
PDF created with pdfFactory Pro trial version www.pdffactory.com
Introduction
The starting point for any selection process is, not the
job description but the question’ Is the job really
necessary?” it is usually assumed that if somebody
leaves and there is a vacancy, it must be filled. It may
be the case that the duties can be redistributed or that
the post is not necessary
PDF created with pdfFactory Pro trial version www.pdffactory.com
What should be taken into account
while wording the form of job
description?
PDF created with pdfFactory Pro trial version www.pdffactory.com
1 .1 Job description
1 .1 .1 Forms of Job description
Title of job
Location
Principal objectives of the job
Main duties and skills employed
Working environment
PDF created with pdfFactory Pro trial version www.pdffactory.com
Job description form
1. Title of job: department:
Location:
Current postholder: post code:
2. Principal objectives of the job:
3. Responsibilities include briefly the number and titles of posts, and resources directly
managed:
3.1 personnel: 3.2 financial:
3.3 organization chart overleaf please show in chart how this post relates to the unit and
department
4. Main duties of the post: Approx % of time: skilled required:
5. Special conditions of service (e.g. regular overtime, shift work, unsocial hours, special
allowance etc.)
PDF created with pdfFactory Pro trial version www.pdffactory.com
´Training requirement
´Career opportunities
´Any special terms and conditions of service
PDF created with pdfFactory Pro trial version www.pdffactory.com
1 .1 .2 collecting information
If a well-designed job description form is invaluable, the
method of completion is equally important.
´ if post is already filled, ask present postholder to
complete it in pencil.
´ Discuss fully, asking questions to get full details.
´ Agree the final version and have typed.
´ Retain one copy and send a copy to postholder or to
new occupant.
´ Revise annually or on change of duties or incumbent.
PDF created with pdfFactory Pro trial version www.pdffactory.com
What are the qualities required of the a
particular job?
PDF created with pdfFac
The document discusses HR management practices, including the purpose of HR functions, major HR functions, recruitment and selection processes, training and development, and performance management. Specifically, it covers topics such as job analysis, types of recruitment, interviewing best practices, training needs assessment, and training delivery methods. The overall purpose of HR according to the document is to hire, retain, and develop talents to achieve organizational goals.
The document discusses best practices for developing an effective recruiting and retention strategy. It recommends identifying business and recruiting objectives, analyzing internal and external factors, and developing tailored sourcing strategies. A survey found that poor workforce planning had led to talent shortfalls and an inability to meet business goals for many companies. The document provides guidance on developing a recruiting strategy and metrics to track outcomes. It also offers tips for qualifying candidates, conducting interviews, and ensuring compliance with legal standards.
The document discusses recruitment and selection as a key function of human resources (HR), accounting for 40% of HR work. It outlines the recruitment process and importance of acquiring high-quality talent. Poor recruitment can result in long-term negative effects and high costs over 1-4 years of a candidate's salary. The document also discusses competencies, assessment techniques, types of interviews and non-interview methods used in recruitment and selection.
The document discusses several topics related to human resource management (HRM) including:
1. The top three challenges facing HR executives over the next 10 years will be retaining and rewarding employees, developing future corporate leaders, and creating a culture that attracts top talent.
2. Obtaining and optimizing human capital will be the biggest investment challenge for organizations.
3. The most effective tactics for attracting, retaining and rewarding employees will be flexible work arrangements, emphasizing trust and communication in corporate culture, and providing career advancement opportunities.
The document discusses the job analysis and requirements for a human resource specialist position. It includes a description of tasks and their importance, as well as knowledge, skills, and abilities needed. Key tasks include interviewing applicants, training employees, evaluating performance, and advising management. Important skills are communication, active listening, problem solving, decision making, and developing relationships. The document also provides job context, rewards, and qualifications needed for the role.
The document discusses the job analysis and requirements for a human resource specialist position. It includes a description of tasks and their importance, as well as knowledge, skills, and abilities needed. Key tasks include interviewing applicants, training employees, evaluating performance, and advising management. Important skills are communication, active listening, problem solving, decision making, and developing relationships. The document also provides context on rewards and qualifications for the role.
This document discusses the recruitment and selection process of sales personnel at Hemas, a Sri Lankan healthcare product distributor. It outlines Hemas' objectives in recruitment which include acquiring and retaining the best talent. The selection process is described in 7 stages from pre-interview screening to induction. Key factors like sources of recruitment, criteria for medical representatives, and a survey of factors affecting recruitment policy are also summarized. The conclusion emphasizes that selecting the right person for the right job is important for pharmaceutical companies to face market challenges.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
This document summarizes a presentation about successfully transitioning from military service to the civilian workforce. It discusses National Veterans Transition Services, Inc. (NVTSI) and their evidence-based REBOOT Workshop program, which addresses key transition domains like employment, education, living situation, and personal well-being. The presentation outlines challenges veterans face in transition, provides tools and resources to help match careers to interests and skills, and highlights the successful outcomes of NVTSI's REBOOT program in improving employment, education, retention, and overall quality of life for veterans.
The document provides an overview of the employee recruitment and selection process, including the typical steps an applicant goes through. It discusses recruitment methods like internal postings, referrals, and advertisements. It also examines selection tools such as application forms, interviews, tests, and assessment centers. The purpose is to understand how organizations attract and evaluate candidates for jobs.
The document provides an overview of the employee recruitment and selection process, including the typical steps an applicant goes through. It discusses recruitment methods like internal postings, referrals, and advertisements. It also examines selection tools such as application forms, interviews, tests, and assessment centers. The purpose is to understand how organizations attract and evaluate candidates for jobs.
The document provides guidelines for AIESEC Morocco's Experiential Program (EP) selection process, which has two pillars: candidate suitability with AIESEC values and project matchability. The multi-step process includes registration, an information session, assessment center exercises to evaluate skills/traits, and interviews to assess values/project fit. Review boards of 2-4 members use structured interviews, case studies, and a selection tool to evaluate candidates, determine selection, and provide feedback.
The document provides an overview of the recruitment and selection process. It discusses human resource planning, identifying demand and supply of employees. The selection process involves screening applicants through tools like interviews, tests and background checks. Interviews are a key part of selection and come in different formats like structured, unstructured and behavioral. The selection process aims to evaluate candidates and make the optimal hiring decision.
Us recruitment training for beginner 2013newarvind
This training program provides an overview of the recruitment process and aims to develop the skills needed to perform effective recruitment. Participants will learn about recruitment roles and careers, the full recruitment cycle and process, sourcing strategies including social media and head hunting, resume screening, interviewing, job specifications, documentation and using applicant tracking systems. The program covers both IT and non-IT recruitment and includes presentations, case studies, discussions and a question hour.
This document provides guidance for conducting interviews for supervisory and managerial positions. It discusses preparing for interviews, including reviewing job requirements and developing job-related questions. It recommends a five-step interview process: introduction, obtaining information, discussing the position, responding to questions, and concluding the interview. The document lists do's and don'ts for questions, potential interview pitfalls, and provides examples of different types of interview questions for various positions.
This document provides guidance on hiring new employees at COMPANY. It outlines the steps to take which include forming a selection committee, defining the job requirements, creating job descriptions, reviewing resumes, conducting phone and in-person interviews, selecting the best candidate, onboarding the new hire, and notifying relevant departments. The document also lists topics that should be avoided during interviews to comply with anti-discrimination laws and advises managers on necessary hiring paperwork and checklists.
The document provides an overview of Toyota's marketing strategy for segmenting, targeting, and positioning its products in global, regional, and national markets based on customer needs and market conditions. Toyota aims to offer "the right car for the right place" and has various vehicle options targeted at different demographic and professional groups. The document also discusses the launch of the 11th generation Toyota Corolla in Pakistan, including details on the new model variants and their key features.
The recruitment process begins with human resource planning which is linked to the organization's strategic planning. HR planning involves forecasting future staffing needs based on strategic plans and current resources. The recruitment process then involves job analysis to understand job requirements, developing a sourcing strategy, publishing open positions and screening applications. Selection methods may include application reviews, interviews, tests and reference checks. It is important for interviews to be structured, ask relevant questions and avoid biases to select the best candidates.
This document outlines the structured interview protocol for a human resources manager position. It includes details on preparing for the interview such as developing questions and a rating scale. The interview will last 45 minutes and include the same set of questions for each candidate rated on a 5-1 scale. Interviewers will be trained on conducting effective interviews. The interview will take place in a quiet room to make candidates comfortable. Finally, the document provides the full set of 24 questions that will be asked of each candidate.
Staff Selection
By: Yaseen Taha
PDF created with pdfFactory Pro trial version www.pdffactory.com
Aims
´ To consider job descriptions.
´ To look at how the qualities needed to do the jobs are
established.
´ To review the selection process from advertising through
to appointment.
´ To outline procedures that might be used for the
induction of new employees.
PDF created with pdfFactory Pro trial version www.pdffactory.com
´ Job description
´ Collecting information
´ Defining the qualities required
´ Advertising a post
´ Selection interviewing
´ Preparation
´ Chairing
´ The stages of an interview
´ Questioning techniques
´ Assessment
´ Supplementing interviews
´ The induction of new employees
PDF created with pdfFactory Pro trial version www.pdffactory.com
Introduction
The starting point for any selection process is, not the
job description but the question’ Is the job really
necessary?” it is usually assumed that if somebody
leaves and there is a vacancy, it must be filled. It may
be the case that the duties can be redistributed or that
the post is not necessary
PDF created with pdfFactory Pro trial version www.pdffactory.com
What should be taken into account
while wording the form of job
description?
PDF created with pdfFactory Pro trial version www.pdffactory.com
1 .1 Job description
1 .1 .1 Forms of Job description
Title of job
Location
Principal objectives of the job
Main duties and skills employed
Working environment
PDF created with pdfFactory Pro trial version www.pdffactory.com
Job description form
1. Title of job: department:
Location:
Current postholder: post code:
2. Principal objectives of the job:
3. Responsibilities include briefly the number and titles of posts, and resources directly
managed:
3.1 personnel: 3.2 financial:
3.3 organization chart overleaf please show in chart how this post relates to the unit and
department
4. Main duties of the post: Approx % of time: skilled required:
5. Special conditions of service (e.g. regular overtime, shift work, unsocial hours, special
allowance etc.)
PDF created with pdfFactory Pro trial version www.pdffactory.com
´Training requirement
´Career opportunities
´Any special terms and conditions of service
PDF created with pdfFactory Pro trial version www.pdffactory.com
1 .1 .2 collecting information
If a well-designed job description form is invaluable, the
method of completion is equally important.
´ if post is already filled, ask present postholder to
complete it in pencil.
´ Discuss fully, asking questions to get full details.
´ Agree the final version and have typed.
´ Retain one copy and send a copy to postholder or to
new occupant.
´ Revise annually or on change of duties or incumbent.
PDF created with pdfFactory Pro trial version www.pdffactory.com
What are the qualities required of the a
particular job?
PDF created with pdfFac
The document discusses HR management practices, including the purpose of HR functions, major HR functions, recruitment and selection processes, training and development, and performance management. Specifically, it covers topics such as job analysis, types of recruitment, interviewing best practices, training needs assessment, and training delivery methods. The overall purpose of HR according to the document is to hire, retain, and develop talents to achieve organizational goals.
The document discusses best practices for developing an effective recruiting and retention strategy. It recommends identifying business and recruiting objectives, analyzing internal and external factors, and developing tailored sourcing strategies. A survey found that poor workforce planning had led to talent shortfalls and an inability to meet business goals for many companies. The document provides guidance on developing a recruiting strategy and metrics to track outcomes. It also offers tips for qualifying candidates, conducting interviews, and ensuring compliance with legal standards.
The document discusses recruitment and selection as a key function of human resources (HR), accounting for 40% of HR work. It outlines the recruitment process and importance of acquiring high-quality talent. Poor recruitment can result in long-term negative effects and high costs over 1-4 years of a candidate's salary. The document also discusses competencies, assessment techniques, types of interviews and non-interview methods used in recruitment and selection.
The document discusses several topics related to human resource management (HRM) including:
1. The top three challenges facing HR executives over the next 10 years will be retaining and rewarding employees, developing future corporate leaders, and creating a culture that attracts top talent.
2. Obtaining and optimizing human capital will be the biggest investment challenge for organizations.
3. The most effective tactics for attracting, retaining and rewarding employees will be flexible work arrangements, emphasizing trust and communication in corporate culture, and providing career advancement opportunities.
The document discusses the job analysis and requirements for a human resource specialist position. It includes a description of tasks and their importance, as well as knowledge, skills, and abilities needed. Key tasks include interviewing applicants, training employees, evaluating performance, and advising management. Important skills are communication, active listening, problem solving, decision making, and developing relationships. The document also provides job context, rewards, and qualifications needed for the role.
The document discusses the job analysis and requirements for a human resource specialist position. It includes a description of tasks and their importance, as well as knowledge, skills, and abilities needed. Key tasks include interviewing applicants, training employees, evaluating performance, and advising management. Important skills are communication, active listening, problem solving, decision making, and developing relationships. The document also provides context on rewards and qualifications for the role.
This document discusses the recruitment and selection process of sales personnel at Hemas, a Sri Lankan healthcare product distributor. It outlines Hemas' objectives in recruitment which include acquiring and retaining the best talent. The selection process is described in 7 stages from pre-interview screening to induction. Key factors like sources of recruitment, criteria for medical representatives, and a survey of factors affecting recruitment policy are also summarized. The conclusion emphasizes that selecting the right person for the right job is important for pharmaceutical companies to face market challenges.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
This document summarizes a presentation about successfully transitioning from military service to the civilian workforce. It discusses National Veterans Transition Services, Inc. (NVTSI) and their evidence-based REBOOT Workshop program, which addresses key transition domains like employment, education, living situation, and personal well-being. The presentation outlines challenges veterans face in transition, provides tools and resources to help match careers to interests and skills, and highlights the successful outcomes of NVTSI's REBOOT program in improving employment, education, retention, and overall quality of life for veterans.
The document provides an overview of the employee recruitment and selection process, including the typical steps an applicant goes through. It discusses recruitment methods like internal postings, referrals, and advertisements. It also examines selection tools such as application forms, interviews, tests, and assessment centers. The purpose is to understand how organizations attract and evaluate candidates for jobs.
The document provides an overview of the employee recruitment and selection process, including the typical steps an applicant goes through. It discusses recruitment methods like internal postings, referrals, and advertisements. It also examines selection tools such as application forms, interviews, tests, and assessment centers. The purpose is to understand how organizations attract and evaluate candidates for jobs.
The document provides guidelines for AIESEC Morocco's Experiential Program (EP) selection process, which has two pillars: candidate suitability with AIESEC values and project matchability. The multi-step process includes registration, an information session, assessment center exercises to evaluate skills/traits, and interviews to assess values/project fit. Review boards of 2-4 members use structured interviews, case studies, and a selection tool to evaluate candidates, determine selection, and provide feedback.
The document provides an overview of the recruitment and selection process. It discusses human resource planning, identifying demand and supply of employees. The selection process involves screening applicants through tools like interviews, tests and background checks. Interviews are a key part of selection and come in different formats like structured, unstructured and behavioral. The selection process aims to evaluate candidates and make the optimal hiring decision.
Us recruitment training for beginner 2013newarvind
This training program provides an overview of the recruitment process and aims to develop the skills needed to perform effective recruitment. Participants will learn about recruitment roles and careers, the full recruitment cycle and process, sourcing strategies including social media and head hunting, resume screening, interviewing, job specifications, documentation and using applicant tracking systems. The program covers both IT and non-IT recruitment and includes presentations, case studies, discussions and a question hour.
This document provides guidance for conducting interviews for supervisory and managerial positions. It discusses preparing for interviews, including reviewing job requirements and developing job-related questions. It recommends a five-step interview process: introduction, obtaining information, discussing the position, responding to questions, and concluding the interview. The document lists do's and don'ts for questions, potential interview pitfalls, and provides examples of different types of interview questions for various positions.
This document provides guidance on hiring new employees at COMPANY. It outlines the steps to take which include forming a selection committee, defining the job requirements, creating job descriptions, reviewing resumes, conducting phone and in-person interviews, selecting the best candidate, onboarding the new hire, and notifying relevant departments. The document also lists topics that should be avoided during interviews to comply with anti-discrimination laws and advises managers on necessary hiring paperwork and checklists.
The document provides an overview of Toyota's marketing strategy for segmenting, targeting, and positioning its products in global, regional, and national markets based on customer needs and market conditions. Toyota aims to offer "the right car for the right place" and has various vehicle options targeted at different demographic and professional groups. The document also discusses the launch of the 11th generation Toyota Corolla in Pakistan, including details on the new model variants and their key features.
The Impact Of Motivation On Employee Performance In Shaheen Air International...Tariq Mehmood
This study examines the impact of motivation on employee performance in the aviation industry. The researcher hypothesizes that competitive salary, a flexible environment, promotion opportunities, job security, and benefits each positively impact employee performance. A survey of 100 employees finds that all the motivation factors are strongly correlated with each other and employee performance. The study concludes that properly motivating employees through these factors can enhance organizational performance and profits. The results provide guidance for motivating employees, especially in service sectors like aviation.
The Impact Of Motivation On Employee Performance In Shaheen Air International...Tariq Mehmood
This document appears to be a research proposal submitted by Tariq Mehmood to study the impact of motivation on employee performance at Shaheen Air International in Karachi, Pakistan. It includes letters of approval from the university supervisor and director, as well as an acknowledgement, table of contents, and introduction section outlining motivation, employee performance, and the background of Shaheen Air International. The objective is to understand how factors like salary, flexible environment, promotion, job security, and benefits impact motivation and employee performance.
Course:- Organizational Behavior
Faculty:-
Sir Mir Akbar Ali Khan
Group Members
M Owais 55012
Mehdi Abbass 55246
Ali Arshad 55017
Tariq Mehmood 56908
Sagar Kumar 5632
Course:- Organizational Behavior
Faculty:-
Sir Mir Akbar Ali Khan
Group Members
M Owais 55012
Mehdi Abbass 55246
Ali Arshad 55017
Tariq Mehmood 56908
Sagar Kumar 5632
Tesla Motor (Future Perspective) PowerPointTariq Mehmood
Tesla was founded in 2003 and is focused on accelerating the world's transition to sustainable transport. Its mission is to accelerate this transition and its vision is to create the most compelling car company of the 21st century by driving the world's transition to electric vehicles. The document discusses Tesla's future growth potential, including having 1 million robotaxis by 2020 and expanding internationally. It predicts that within 10 years, Tesla could have $1 trillion in revenue, though it has faced challenges with manufacturing complications and remaining profitable.
Tesla Motor (Future Perspective) Report Tariq Mehmood
Tesla was founded in 2003 to accelerate the world's transition to sustainable energy. Its mission is to transition the world to electric vehicles. The document discusses Tesla's strategy, recent profitability, strengths like battery technology, and future plans like expanding production in China and Europe and releasing new vehicles like the Tesla Semi, Roadster, and Model Y in 2020. It also covers Tesla's vision of having over a million self-driving taxis on the road by the end of 2020 and the impact of the COVID-19 pandemic on Tesla's operations and profit outlook.
Communication Plan of Organization PowerPointTariq Mehmood
This communication plan outlines a 4 phase process to communicate changes being implemented at PAF KIET to increase admissions and performance. Phase I involves gaining approval for the planned changes. Phase II focuses on creating need for change and the benefits. Phase III involves communicating progress and milestones. Phase IV confirms the success of changes and celebrates the results. The plan details technology, feedback mechanisms, addressing negative responses, and the goals of keeping all stakeholders informed throughout the process.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Galaxy Advertisers (Presentation)
1. Ramish Tanvir (59493) Tariq Mehmood (56908)
Mehwish Iqbal (59578) Saeed Ahmed (10603)
INTERNATIONAL HRM
C O U R S E
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DR.MUNAWAR PAHI
P R E S E N T E D T O
P R E S E N T E R S
2. C O N T E N T S
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1
How to conduct an interview: An interview
Write job title
Job description
Job specification
Recruitment process
Test (Types of test)
Interview process (type of interview)
Prepare for the interview (questions-10-15)
Ask questions related to the position
Gather more information with follow up questions
Take notes to help you remember important
information
Give candidates the chance to ask questions
3. Mehwish Iqbal (59578)
INTERNATIONAL HRM
C O U R S E
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DR.MUNAWAR PAHI
P R E S E N T E D T O
P R E S E N T E R 1
5. 1. Outdoor advertising.
2. Office / Working area / Warehouse in Gulshan-e-Iqbal.
3. Take NTN and GST.
4. Deals with 3D signs, Wall Paneling, Frontlit Fascia, and Backlit
Fascia.
5. Founded in August 2020.
6. Introduced Galaxy into different companies and in advertising
agencies.
ABOUT
GALAXY ADVERTISER
1
COMPANY INTRODUCTION
6. “We provide excellent services of advertising to
fulfill the requirements of our clients and do the
work right according to their needs. We give best
to the clients at low cost that help them to grow
their businesses and to achieve their marketing
goals.”
MISSION
2
COMPANY INTRODUCTION
7. VISION
3
COMPANY INTRODUCTION
“To be the biggest advertisement company
and bring new dimensional advertising
to them who see value in what we do.”
9. TITLES OF
REQUIREMENTS
DETAILS
Job Title
Human Resource
Manager
Job Location Gulshan-e-Iqbal
Responsibilities and
Duties
Described in next slide
Salary Package 35,000/- PKR
Benefits
Medical insurance,
Vacation, Networking
JOB DESCRIPTION (JD`s)
10. • HR strategies
and initiatives
• Making SOPs
• Manage R&S
process
• Supports PM
• Pay plan
programs
• Employee
Records
JOB RESPONSIBILITIES
• T&D programs
• Administrative
activities
11. RAMISH TANVIR (59493)
INTERNATIONAL HRM
C O U R S E
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DR.MUNAWAR PAHI
P R E S E N T E D T O
P R E S E N T E R 2
12. SKILLS
• HR functions (R & S, T & D, C & B, etc.)
• Labor laws interactions.
• Time-management ability.
• strong communication.
• Decision-making skills.
• Ethically Trainned.
EDUCATION
• MBA / MS (HR) or MPA
• Trainned (international)
EXPERIENCE
JOB SPECIFICATIONS
• Experience as HR officer/administrator
15. • Physical interview
4
• Test for selected candidates
5
• Final selection
6
• Used external source
1
• Pool of candidates
2
• Telephonic interview / Screening
3
R & S PROCESS
16. CCAT TEST EPP TEST
Critical thinking
problem-solving skills
Personality match to a
specific role
TEST FOLLOWED BY
GALAXY ADVERTISER
21. SAEED AHMED (10603)
INTERNATIONAL HRM
C O U R S E
P
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DR.MUNAWAR PAHI
P R E S E N T E D T O
P R E S E N T E R 3
22. • Tell me about yourself?
• Why should I hire you?
• Why do you want to work at our company?
• Can you work under pressure?
• What are your goals?
• What motivates you to do good job?
• Give me an example of your creativity.
• Where do you see yourself five years from now?
GENERAL INTERVIEW QUESTIONS
23. • What do you like most about working in human resources?
• Can you give a short description of an ideal HR workplace for
you?
• What are your future goals as an HR employee?
• What made you consider HR as a profession?
• What questions would you ask me if you were the
interviewer?
• What do you see as a major event, trend or change that will
change human resources in the next five years?
• What human resources subjects interested you the most
during your university days?
• Can you describe the reasons you think you are the best fit
for the HR manager position in our company?
JOB RELATED QUESTIONS
24. • Can you describe your management style?
• As an HR manager, what qualities do you possess that will
help you drive results in our company?
• How many years of experience do you have in HR?
• Describe a tough experience you had with a colleague or a
manager and how you handled it.
• What experience do you have leading a project team as an
HR manager?
• How skillful are you working with software systems in HR?
• What experience do you have handling conflict in an
organization?
• How have you handled leading a hiring team? Describe a
practical experience.
EXPERIENCE RELATED QUESTIONS
25.
26. • During the interview, you mentioned the
position requires the employee to travel once
a month. Can you explain more what this
travel consists of?
1
• In JD, it was mentioned that one of the
responsibility is to develop training and
development (T&D) programs for workers. So,
I want to ask whether the training will be on
job or off job training.
2
• Hello Mr. or Miss! I wanted to follow up with
you about the HR Manager position. I was
wondering if you could provide a timeline of
the hiring process.
3
FOLLOW UP QUESTIONS
27. What are the next steps in your hiring
process?
When and how will I hear from you?
Any chances of career development?
Are you providing any benefits with salary
package?
What do you expect me to accomplish in
the first 6 months?
QUESTIONS ASKED BY CANDIDATES
28. C O N T E N T S
P
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2
1.Explain how the selection process for an
emigrant differs from a national process.
2.As manager explain How to Managing
International Assignments.
3.What are the factors that should be
considered before selection of an expatriate
manager?
29. 1. SELECTION PROCESS OF EMIGRANT
VS NATIONAL CANDIDATE
Time
Difference
Geographical
Difference
Language
Difference
Employment
Cost
Difference
Family
Adjustment
Difference
Culture
Understanding
Difference
Immigration
Laws
Difference
30. TARIQ MEHMOOD (56908)
INTERNATIONAL HRM
C O U R S E
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P R E S E N T E D T O
P R E S E N T E R 4
36. Intellectual Capital
• Knowledge
• Skills
• Cognitive complexity
Psychological
Capital
• Internal
acceptance
• Strong
desire
Social Capital
• Trusted
relationship
• Supply chain
customer
37. • How many expatriate assignments have you completed?
• Experienced difficulties and how to control them?
• What factors made adjustment to the new environment
easier?
• What success / failure referred to expatriate assignment ?
• How to determine failure / success for international
assignments?
• How did employers measure assignments’ success / failure?
• How did you determine your success / failure of
international assignment?
• Why wish for international position?
QUESTIONS FOR EXPATRIATES