Hr process
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Lupin has a rigorous hiring process focused on compliance and preventing fraud. They conduct strict background checks with external experts and take strict action if any fraudulent information is provided. The training process includes a 10-day induction program to inform new employees about company values and culture, and employees receive continuous skill development training. Lupin also sponsors select employees to pursue doctorate degrees completely to encourage research.
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HR Process & Policy Study – Indian Oil Corporation Limited
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Similar to Hr process
The concept of recruitment
[1] The document discusses the concept and process of recruitment. It defines recruitment as the process of finding and attracting job applicants.
[2] The recruitment process involves identifying vacancies, advertising positions, short-listing candidates, interviewing, and making hiring decisions. The goal is to create a pool of candidates for selection.
[3] Recruitment sources can be internal through promotion or transfer, or external through methods like advertisements, employment agencies, and references. Factors like globalization, motivation, and strategic priorities present challenges to HR professionals in recruitment.
The concept of recruitment
[1] Recruitment is the process of finding and attracting capable job applicants. It begins when new recruits are sought and ends when their applications are submitted, creating a pool for selection.
[2] The objectives of recruitment are to attract qualified candidates, create a talent pool for selection, and meet future hiring needs. It is a continuous process of developing applicant pools even without current vacancies.
[3] Key factors affecting recruitment are adapting to globalization, lack of motivation for recruiters, analyzing efficient processes, and prioritizing strategic needs to meet market changes. Knowledge process outsourcing is a growing sector with opportunities for postgraduates in fields like research, analytics, and management.
Recruitment and selection
The document discusses the recruitment and selection process in organizations. It begins by outlining the importance of recruitment and selection for filling vacancies and achieving organizational strategies. It then describes the various internal and external sources used for recruitment, such as promotions, referrals, advertisements, employment agencies. The selection process involves initial screening, application forms, tests, interviews, background checks, conditional offers, and medical examinations to evaluate candidates and select the most suitable one. The key steps in the recruitment and selection process are also outlined.
Human resource management
This document discusses various aspects of human resource management including staffing, selection, recruitment, orientation, performance appraisal, and motivation. It provides details on the selection process including job analysis, recruitment, interviews, reference checks, medical examinations, and final selection. The importance of orientation for new employees and different types of training programs like apprenticeship are described. Performance appraisal criteria and processes are outlined along with some common criticisms. The document also distinguishes between job evaluation and merit rating, and discusses various incentive schemes and leadership approaches in managing human resources.
Icici life insurance
The document provides an overview of the insurance industry in India. It discusses the liberalization of the insurance sector that allowed private and foreign companies to enter. There are rules governing Indian and foreign companies, including minimum capital requirements and limits on foreign ownership. Many international insurance companies have formed joint ventures with major Indian companies. The challenges for the insurance sector include developing suitable products, training agents, expanding insurance to lower income groups, and adapting business models for the Indian market.
Recruitment sources in hrp
recruitment,selection evaluation and factors influencing them,training,strategies for orienting new employees..
CH 4.pptx
The document discusses employee recruitment, selection, and orientation processes. It defines recruitment as finding and attracting job applicants, and selection as choosing candidates that best fit open positions. Recruitment sources can be internal, like promotions, or external through advertising. The selection process involves screening applications, testing candidates, interviewing, reference and background checks, medical exams, and final approval. Orientation socializes new hires by familiarizing them with company policies, culture, jobs, and expectations. The goal is to quickly integrate new employees and increase productivity.
Recruitment and selection
The document outlines the recruitment and selection process at Apple Inc. It discusses the 6 step process: 1) commence recruitment and develop documentation, 2) announce positions, 3) advertising, 4) review applications, 5) multiple interviews including group, phone, in-person, and one-on-one interviews, and 6) reference checks. Apple seeks candidates with vision, innovation, passion for the company's products, a drive for excellence, and a focus on contributing and engaging with customers.
Pepsi Co Pakistan Human Resource Management Department
it include Pepsi Co Pakistan information, and Human Resource Department process and the main focus is on Recruiting, Selection Process and Performance Appraisal
Organization and management - Q2-W3-Recruitment (1).pptx
Here are the processes of staffing identified in the statement:
1. Separation
2. Recruitment
3. Job analysis
4. Training and development
5. Selection
6. Orientation
7. Performance appraisal
8. Transfer
9. Promotion
10. Demotion
recruitment.pptx
The document discusses recruitment, selection, placement and promotion processes in organizations. It defines each process and outlines the typical steps involved. Recruitment involves finding and attracting job applicants, using sources like advertisements, agencies or campus recruitment. Selection identifies the most suitable candidates by screening and interviewing applicants. Placement determines the appropriate job for selected candidates. Promotion advances high-performing employees to roles with greater responsibility and status. The document provides details on factors, policies, sources and strategies involved in each human resource management process.
Recruitment
The document discusses various topics related to recruitment, selection, placement, promotion, credentialing and retention of nurses. It defines each topic and describes the relevant processes. For recruitment, it outlines the steps involved including identifying vacancies, preparing job specifications, advertising positions, shortlisting candidates, and conducting interviews. Selection involves differentiating suitable applicants through processes such as testing and interviews. Placement determines the appropriate job for new hires while promotion involves advancing employees to higher roles. Credentialing and retention help verify qualifications and encourage staff to remain in their jobs long-term.
Recruitment
This document discusses recruitment, selection, placement, promotion, credentialing and retention of nurses. It defines each term and describes the processes involved. Recruitment involves finding and attracting job applicants, while selection is the process of choosing candidates that are the best fit. Placement and promotion moves involve internal changes in position or responsibilities. Credentialing verifies qualifications. Retention strategies aim to encourage nurses to remain in their organization and can include training, orientation, job satisfaction, trust-building, empowerment, and recognition.
2. Recruitment and Selection
The document discusses recruitment and selection processes. It defines recruitment as finding and attracting capable applicants, and selection as choosing the most suitable candidates. It describes the different sources of recruitment like internal and external sources. It also discusses the purpose, importance, factors, and types of recruitment needs. The document then explains the selection process and compares recruitment with selection. Finally, it provides examples of how the COVID-19 pandemic has affected recruitment processes.
HRM Complete (HRM structure, Recruitment, Selection, Orientation, Training & ...
The document summarizes the recruitment and selection process at Interloop Textile Mill. It discusses the various stages including recruitment both internally and externally, the selection process involving application forms, references, tests and interviews. It also outlines the orientation and training provided to new employees to help them adjust and develop their skills. The performance management and career development processes are also summarized.
METHDS OF RECRUITMENT1
This document discusses recruitment methods used in India. It defines recruitment and describes the purpose of recruitment as locating potential job applicants. There are two main categories of recruitment: internal recruitment which sources within the existing workforce, and external recruitment which sources outside applicants. Common internal methods include promotion, transfers, and employee referrals. Common external methods discussed are campus recruitment, job advertisements in newspapers/online, employment agencies, and walk-ins. The document provides details on each method's advantages and disadvantages in an Indian context.
ANSH KHANDELWAL SELECTION AND RECRUITMENT (1).PPTX
This presentation covers recruitment and selection in human resource management. It defines recruitment as the process of finding prospective job candidates, and discusses the purpose and importance of recruitment, as well as internal and external factors that influence it. The presentation outlines common recruitment sources and processes, including identifying openings, job postings, screening resumes, interviews, assessments, background checks, and making a job offer. It also defines the selection process as choosing the right candidate for a position and describes the typical steps, from initial application to assessing qualifications and checking references, in order to make the final hiring decision.
HR POLICY- COCA COLA
The document outlines various HR policies and processes at Coca-Cola, including job analysis, recruitment, performance appraisal, training, compensation, and grievance handling. It describes the steps in each process, such as defining jobs and setting standards for performance appraisal, using both internal and external recruitment sources, and having a step ladder process for handling grievances. The overall objective is for HR professionals to understand Coca-Cola's core HR strategies and management processes.
Recruitment.pptx
The document discusses recruitment and the recruitment process. It defines recruitment as the process of attracting job applicants and encouraging them to apply for open positions within an organization. The document outlines internal and external sources for recruitment, including current employees, former employees, schools and job sites. It also discusses different recruitment methods such as job postings, employee referrals, advertising, and the use of employment agencies. The goal of recruitment is to attract qualified candidates and encourage unqualified ones to self-select out of the application process.
Recruitment seminar by Kiran Bhardwaj
Recruitment, Process, credentialing, Selection, Difference in recruitment and selection, Placement, promotion, retention, personnel policy, termination
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Pepsi Co Pakistan Human Resource Management Department
Pepsi Co Pakistan Human Resource Management Department
Organization and management - Q2-W3-Recruitment (1).pptx
Organization and management - Q2-W3-Recruitment (1).pptx
HRM Complete (HRM structure, Recruitment, Selection, Orientation, Training & ...
HRM Complete (HRM structure, Recruitment, Selection, Orientation, Training & ...
ANSH KHANDELWAL SELECTION AND RECRUITMENT (1).PPTX
ANSH KHANDELWAL SELECTION AND RECRUITMENT (1).PPTX
Recently uploaded
Webinar - How to Craft a Winning Compensation Strategy
Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
The Rules Do Apply: Navigating HR Compliance
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
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
How to write job description to attract talents
JD must blend with job responsibilities, work culture, benefits, and work mode
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
加急制作美国密歇根州立大学毕业证（msu毕业证书）本科文凭原版一模一样
原版一模一样【微信：741003700 】【美国密歇根州立大学毕业证（msu毕业证书）本科文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
原版定制【微信:bwp0011】《(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
高仿迈阿密大学毕业证（um毕业证）硕士文凭证书原版一模一样
原版一模一样【微信：741003700 】【迈阿密大学毕业证（um毕业证）硕士文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
Hr process
- 1. HUMAN RESOURCE HIRING PROCESS IN LUPIN Akhilesh Prasad (B-63)
- 2. INTRODUCTION • lupin has been tagged as one of the best companies to work. It is the humble opinion of HR that they were just the facilitators to this transformation and they give a lot of credit to their workers for being compliant with them and the company for having faith in their vision for the company by helping them enact various policy • Emphasize is give to all areas that involve the development satisfaction, compliance and finally retention of the skilled employs • Prior research has helped in identifying the two major problems that have been persisting in Pharma companies in relation with HR these are compliance and fraudulence in job application
- 3. Recruitment and Training • One of the most primary responsibilities of the Human Resource function is to recruit and train new employees. • Lupin does not conduct campus recruitment process for hiring employees at Management Institutes. • However on campus recruitment is conducted for the hiring of the employees at various Post Graduate institutes for the Research and Development function. • The recruitment process is conducted internally; however for certain occasions Lupin conducts these recruitment processes in alliance with outside partners. • Although the company recruits from various universities across India, some of the preferred universities of the company are SPPU, SIU, and Manipal University
- 4. Recruitment and Training • Strict background checks are conducted for the verification of the credentials mentioned by the candidates applying for jobs at the company. • The background checks of credentials are done with the help of experts from outside the company. • The number of cases where fraudulent information has been provided by a candidate is significantly low at Lupin and it is in fact lower than the industry average. • In an eventuality of fraudulent information being provided by any candidate, strict action is taken against them at any stage of the process, and even after the confirmation of the employment by having the concerned person leave the company. • Though the company faces this problem in a very small number almost all cases are observed at the technical level employment. The problem is not faced in the higher managerial positions.
- 5. Recruitment and Training • Strict background checks are conducted for the verification of the credentials mentioned by the candidates applying for jobs at the company. • The background checks of credentials are done with the help of experts from outside the company. • The number of cases where fraudulent information has been provided by a candidate is significantly low at Lupin and it is in fact lower than the industry average. • In an eventuality of fraudulent information being provided by any candidate, strict action is taken against them at any stage of the process, and even after the confirmation of the employment by having the concerned person leave the company. • Though the company faces this problem in a very small number almost all cases are observed at the technical level employment. The problem is not faced in the higher managerial positions.
- 6. Recruitment and Training • There are rigorous and continuous training programs at the company for its employees at every level. • New employees go through a 10 day induction program called as Udbhav. • This program is conducted at the company’s learning center at Lonavala. • During the induction program, new employees are informed about the values, culture, ethics and the business values of the company. • The employees are also given an insight into the Lupin Research and Development. The same induction workshop is conducted for managers for a period of 6 days. • Employees go through a routine of continuous skill development with the company training its employees every year which includes a two day program on business communication
- 7. Recruitment and Training • In order to encourage research at the company, employees are also given an opportunity to pursue their doctorates which is completely sponsored by the company. • Select few candidates go through a rigorous selection process and the selected candidates are sponsored by the company including their stay and travelling in regard to the research work.