This document provides an overview of HR management practices including recruitment and selection. It discusses the purpose of HR functions in supporting organizational goals by hiring, retaining and developing talent. It then covers various HR processes like job analysis, recruitment methods, interview types, performance management and training. For recruitment, it explains developing job descriptions, attracting candidates, screening applications, interviewing and selecting candidates. For training, it outlines using the ADDIE model to analyze needs, design programs, develop materials, implement training and evaluate effectiveness. The presentation aims to help attendees learn how to recruit and develop top talent for an organization.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
A Perspective Shift: Succession PlanningScott Patchin
Succession planning is not easy, but the process is pretty simple. Approach the topic from what it is, what it is not, and the barriers to leaders doing it - then learn a practical way to get started. This is a keynote workshop that can be delivered to groups of 100 to 1000, and 50% of it is hands on using a tool that will increase the engagement of your people in the process. I also do a live, unrehearsed conversation of what a conversation looks like.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
A Perspective Shift: Succession PlanningScott Patchin
Succession planning is not easy, but the process is pretty simple. Approach the topic from what it is, what it is not, and the barriers to leaders doing it - then learn a practical way to get started. This is a keynote workshop that can be delivered to groups of 100 to 1000, and 50% of it is hands on using a tool that will increase the engagement of your people in the process. I also do a live, unrehearsed conversation of what a conversation looks like.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Because Great Interviewers Are Made, Not Born: The Key to Hiring SuccessBizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process.
However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success.
In this webinar, interviewing experts, John Reynolds and Dr. Patrick Hauenstein discuss common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
In this webinar, you'll learn:
Common mistakes during the interview process
Critical skills every recruiter and hiring manager must learn
How to make better hiring decisions with more potential for success
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
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
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Because Great Interviewers Are Made, Not Born: The Key to Hiring SuccessBizLibrary
Effective interviewer skills are critical for making accurate hiring decisions and are at the core of any selection process.
However in many organizations, interviews are poorly conducted and interviewers do not possess the skills to accurately predict employee success.
In this webinar, interviewing experts, John Reynolds and Dr. Patrick Hauenstein discuss common interviewer mistakes and the interviewer training required to correct or prevent them from occurring.
In this webinar, you'll learn:
Common mistakes during the interview process
Critical skills every recruiter and hiring manager must learn
How to make better hiring decisions with more potential for success
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
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
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
HR Summit and Expo Africa 2015 - Seminar Presentation by Brent Herman, Lead C...The HR Observer
Competency mapping is an essential process of identifying the key knowledge, skills and attributes required for specific job functions to execute organisational strategy. Join this session for expert guidance on how to develop a competency framework to drive high performance.
Cargills (Ceylon) PLC & Nestle Lanka PLC financial position and the performa...Dulakshi Ranadeera
Chapter 1
1.1. Earnings per Share
1.2. Dividend per Share…
1.3. Market Value…
1.4. Cash Flow
1.5. Profitability Ratios
1.6. Net Asset per Share
1.7. Solvency Ratios
1.8. Liquidity Position
2. Chapter 2
2.1. Nestle Lanka
2.1.1. The level of the corporate governance and legal procedure of the company
2.1.2. Compliance for legal procedure
2.1.3. Employee relations and relationship with shareholders
2.1.4. Social Responsibilities of the organization
2.1.5. Share information
2.1.6. Market share Percentage
2.2. Cargills (Ceylon) PLC
2.2.1. The level of the corporate governance and legal procedure of the company
2.2.2. Compliance for legal procedure
2.2.3. Employee relations and relationship with shareholders
2.2.4. Social Responsibilities of the organization
2.2.5. Share information
2.2.6. Market share Percentage
Chapter 3
- 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
www.missionindiaconsultancy.com so check for your career growth and development this your choice want to see live then go to youtube.com check our new trailer missionindiaconsultancy.com
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 workshop focuses on finding the employees that fit your organizational culture and values.We discuss four major steps in the recruiting process and how you can improve each of those steps in your own recruiting process to increase the quality of the candidates. By delivering skills and experience you are able to manage a recruiting process yourself and will find an employee that fit your organization and will stay for the company as long as possible.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department.
Personal Branding To Stand Out & Differentiate YourselfMohamed Yasser
Learn how to stand out of the crowd and differentiate yourself by personal branding strategies, treat yourself as a brand that delivers a unique value in your career field, personal branding will help you stand out and differentiate yourself away of competitors.
Career Facts & Tricks حقائق وحيل عن المستقبل المهنىMohamed Yasser
تعلم اكثر عن التحديات الموجودة فى سوق العمل العربى والمصرى تحديدا والعقبات التى يمكن ان تواجها فى بداية حياتك المهنية وتعرف على بعض الحقائق الخاصة بسوق العمل والمسار المهنى وكيفية التغلب عليها والبدأ بنجاح لكى تحقق اهدافك
LinkedIn Guide to Personal & Business MarketingMohamed Yasser
Learn how to use Linkedin in personal & business marketing to get more career and business opportunity through the next:
Build a Great Linkedin Profile
Win Linkedin Search Ranking
Keep Your Privacy
Build a Company Page on linkedin for marketing
How to networking on Linkedin,
Marketing through Linkedin network
Build a Linkedin Groups
Build Online Visibility on Linkedin
Create a Call To Action to your customers on Linkedin
Lead Generation & marketing on Linkedin
build a Mail List through linkedin
Advanced marketing activities on Linkedin to turn your connections into customers
Redesign Your Career With (Business Model You)Mohamed Yasser
Replace your career plan with the personal business model, whether you want to improve in your career, change jobs, or start your own business. This methodology teaches you step-by-step how to define and redesign your Personal Business Model "the logic by which you create and deliver value". Business model you Book founded by Dr. Tim Clark.
How To Interview Like a Marketer "Personal Branding in Interview"Mohamed Yasser
How To Interview Like a Marketer "Personal Branding in Interview"
- How to Impress Interviewers
- Sell Yourself
- Show yourself as the best one for the job
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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➢ Vietnam Food Expo with Lotte Wellfood
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Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
2. What is the purpose of HR function?
The popular purpose is:
3. What is the purpose of HR function?
The real purpose is:
A Supportive Function To:
Hire, Retain, Develop the
best talents to achieve
organization’s goals.
18. “Take our 20 best people away
and I will tell you that
Microsoft would become an
unimportant company”
-Bill Gates
19. By the end of this module, YOU shall
be able to:
Know how to recruit these 20 people
20. By the end of this module, YOU shall be able
to:
Define the Recruitment and identify it’s process
Define Job Analysis, its elements and uses
Identify Methods for gathering Job Analysis Information
Identify the types of Recruitment (advantages and disadvantages)
Identify the Recruitment channels and process
Identify purposes of Interview and the main types of selection interviews
List and explain main errors that can undermine an interview’s usefulness
Establish hiring criteria and build a competency model
Deal with different mentalities
Conduct an effective Interview (Prepare – Start – Manage – Close)
Finish the Recruitment
21. Road Map
S Main Topics
1
Main Introduction
Personnel planning
Job analysis
2 Recruitment
3 Selection
22. What is Recruitment?
• The process of finding and hiring the best-qualified employees who
have the skills to fulfill the organization’s needs.
• Simply … try to get the right person for the right job.
23. Important Definitions
Employment or personnel planning
The process of deciding what positions the firm will have to fill, and
how to fill them.
Succession planning
The process of deciding how to fill the company’s most important
executive.
Sourcing
Sourcing is the stage which encompasses candidate attraction.
Selection
A process involving a range of techniques & methods designed to help
match, assess and select the most appropriate individual based on their
skills, knowledge and experience.
30. Advantages Vs. Disadvantages
Types of
Recruitment
Advantages Disadvantages
Internal
•Less cost and less time
•Less training and
orientation required
•More accurate view of
candidate’s skills
•Candidates have a
stronger commitment to
the company “Motivate
other employees”
•Other positions will be
vacant
•Failed applicants become
discontented
External
•Builds teams of HR
experts
•expand the pool of
qualified candidates
•Cost to hire is high
•More time consuming
•More training and
orientation required
38. Types of Interview
Types of
Interviews
One to one
Interview
Panel
Interview
Mass
Interview
Case study
Interview
On-Job
Interview
39. Competency Model
• Competencies
Demonstrable characteristics of a person that enable performance
of a job.
• Definition
Choose one definition for every competency.
• Behavioral Indicators “BIs”
A behavioral indicator is used to provide an objective description
of the behavior that you might view from the candidate that
provides evidence that they either have or do not have the
competence that you are assessing.
• Assessment cases “Questions”
You ask questions that elicit facts you want to know instead of
opinions to provide a comprehensive picture of the interviewee.
40. Types of Competencies
• General Competencies (core) ……….… Activity
• Technical Competencies (Functional) … Committee
• Leadership Competencies ……………... Head of Committee
STAR technique
• Situation
• Task
• Action
• Result
43. How to deal with different mentalities?
• Talkative (summaries what he said to stop him politely)
• Aggressive (be cool with him and try to make him came
down and smile)
• Silent (motivate him to speak)
• Funny (use booker face)
• Ego (ask him advanced questions and let him speak about his
disadvantages or you get it)
• Liar (lying signs + STAR technique)
45. How to tell the applicant about his
Interview on phone?
• Say Hi
• Introduce yourself
• Tell him, his application is accepted
• Tell him the time and place of the Interview
• Ask him to bring a personal photo
• Ask him if he has any questions
• Summarize what you said again
46. How to prepare for the Interview?
• Review the job description and competency based on interview.
• Review your question bank and interview guide.
• Review well the applicant Resume / application.
• Have a paper and pencil to take notes.
• Give yourself enough time between interviews.
• Have a room conducive to an formal interview.
• Go to get the person.
• Shake hands.
47. How to start the interview?
• Smile.
• Begin with ice breaking.
• Introduce yourself.
• Start with general questions.
• Ask the interviewee to tell you more about him self.
48. How to manage the interview?
• Maintain eye contact
• Take notes about every thing the interviewee says
• Speak 30% of the interview and let the 70% for interviewee
• Notice interviewee self confidence.
• Focus on every word in the application and ask him about it.
• Ask questions directly and in sequence from what he say.
• Use STAR technique to evaluate the interviewee’s responses
and actions.
• Do not help or motivate.
• Control the interview and handle different mentalities.
• Take care of your body language.
49. How to close the interview?
• Thank the interviewee for his time.
• Tell him about the result announcing time and way.
• Ask him if he has any question about the interview and give him 2 min. to say
anything he didn’t mention during the interview.
• Ask interviewee to evaluate the interview and evaluate you and himself during the
interview.
• Thank him with smile and say nice to meet you.
50. Interview Result
1) You will call him and
say “congrats” … You
accepted to be one of
us.
2) Start the Induction
Program.
Accepted
Not
Accepted
1) You will send a
rejection letter via
E-mail.
2) Ask him to follow
your organization on
the social media and
apply at the next
recruitment.
62. Development
D
1-Types of training programs:
•Orientation (induction)
•Skill development
2-Delivery methods:
•Classroom training
•Self-directed study
•E-learning
•Blended learning
•On-the-Job training
63. 1. Orientation (optionally followed by induction)
• Orientation is an initial phase whereby new employees acquire
general knowledge about organizational goals, strategies, benefits,
job responsibilities and company policies.
64. 2-Skill and knowledge development:
• Employee skill and knowledge development is an ongoing challenge.
• Most people can expect their job descriptions to change as
organizations realign strategies to maintain a competitive advantage
70. Implementation
I
1. Scheduling the program
–Selecting a facilitator
–Selecting a facility (location)
–Environmental considerations
–Space requirements
–Seating arrangements
2. Announcing and implement the program
73. • The effective way to increase interest
in an upcoming training program is to
launch an internal marketing
campaign.
1. Scheduling the program
-Environment considerations
77. Few considerations for comfortable classrooms are good seating, acoustics, vision site-
line, room design, lighting, temperature, ventilation and media equipment.
Breaks should be carefully planned to keep participants refreshed and alert
3. Announcing and implement the program
83. 1.Setting performance expectations & Standers
(Values, Goals, employee objectives, targets, tasks, activities, behavior, ..etc)
2. performance appraisal
3.Feedback & Rewarding (maintaining a dialogue between
supervisor and employee to keep performance on track)
performance management phases:
84. 1.Setting performance expectations
(Values, Goals, employee objectives, targets, tasks, behavior, ..etc)
Values: are principles, standards or qualities considered
worthwhile and desirable (they are usually expressed in the
mission statement)
Goals are the means and measures that reflect the success of the
organization.
Organizations’ Goals (Strategic Goals) are developed, set and
achieved to ensure attaining the mission and vision.
85. Values Examples:
Highly regarded values include :
•Putting the customer first (internal/external)
•Treating employees as well as treating customers
•Conducting business fairly and honestly
•Demonstrating creativity and innovation
•Utilizing teamwork to achieve goals
86. Results
(WHAT) What does the organization want employees to
produce?
Behavior
(HOW) How does the organization want employees to
perform?
1.Setting performance Standards:
(Values, Goals, employee objectives, targets, tasks, behavior, ..etc)
87. Results (WHAT):
•Using the S.M.A.R.T. model when writing objectives is
a good example of setting results standards.
Specific
Measurable
Achievable (Action oriented)
Realistic
Time bound
88. Competency Points Behavior Standard
Team Work
1
Establishes and maintains good working
relationships; is co-operative and helps
when needed
1
Actively contributes; gets involved;
volunteers
1
Respects the effort and time of others; is
punctual for meetings
1
Shares own knowledge and expertise to help
others
1
Listens to colleagues and recognizes their
knowledge and skill
Behavior (HOW):
89. Role Profile:
The role profile (needed behaviors to perform
the job duties) should be part of the job
description.
•Employee competencies are then
compared to the role profile of the
job.
92. Performance appraisals accomplish three purposes:
1.Provide feedback and counseling
2.Help in allocating rewards & opportunities
3.Help in determining employees’ aspirations and planning
development needs.
98. Hope this presentation Was
Beneficial to All of You
العلم تعلم من خيركموعلمه
علما وزدنا علمتنا بما انفعنا اللهم
99. Mohamed Yasser
HR Generalist | Talent Branding consultant| I Help Talented
People Shine, Discover & Show Their Brand Value.
Find More About Me:
Eman Elbana
Talent Management & HR Head | Freelance Recruiter | Trainer
| I enjoy helping youth showing up their talent to make their
community a better place.
Find More About Me:
Mobile: 01062959003
Email: eman.elbana10@gmail.com
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