The document discusses the recruitment and selection process at MAS Financial Services Ltd. It provides details about the company profile, recruitment stages including planning, sourcing, screening, and evaluation. The selection process stages involve preliminary interviews, tests, employment interviews, reference checks, job offers, and evaluation. Other HR responsibilities like workforce management, appraisals, grievances, and records are also summarized. The conclusion states that MAS follows effective recruitment and selection policies and suggests introducing psychometric testing to better understand candidates.
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
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Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
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. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
summer internship report - sourcing and recruitmentSwetaSaroha
this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.
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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. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
summer internship report - sourcing and recruitmentSwetaSaroha
this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.
Dear Students
We can help you to write total dissertation/project report.
Our 9 step method of project writing:-
Step 1) Helping you in Selection of topic.
Step 2) Group discussion / conference call with in team of professors.
Step 3) Helping you in Preparation of Synopsis/ proposal & sent to project guide
The Business Case for Workforce Management Solutions - White PaperInfor HCM
The widespread adoption of dedicated Workforce Management (WFM) solutions continues to gain momentum as organizations increasingly recognize that the level of control and visibility needed in managing their workforce resource is rapidly outstripping the capabilities provided by existing HR applications and processes. Unlike many other areas of their operations that have for a long time seen the adoption of sophisticated solutions to optimize value (such as Enterprise Resource Planning, Supply Chain Management, Customer Relationship Management, Business Intelligence, Business Process Management and so forth) - the management of the underlying human resource has remained a largely administrative, and often manual, undertaking. In our view this is a situation that has to change if organizations are to maximize the value from their workforce resources, while at the same time minimizing its cost and risk. To achieve this, organizations need to have a much greater level of visibility and control of their workforce resources and workforce processes. Without the underlying support that a capable Workforce Management Solution can provide, this can be difficult, if not impossible to achieve. As a result, the demand for Workforce Management Solutions is growing rapidly as organizations increasingly turn their attention to the ability of their workforce management processes to support some of their most pressing operational and strategic challenges.
This trend is also being driven by the evolving role of HR within organizations. What was traditionally regarded as purely an administrative function, HR teams are now being required to take a more strategic position as organizations increasingly recognize the impact of their workforce and its activities on their operational and strategic performance. As a result, HR responsibilities are extending beyond their traditional boundaries and are now becoming closely involved in helping to drive greater value from their workforce operations. Yet just as the role of HR is evolving, so too does the need for the IT solutions and service capabilities which are required to support, or even enable that transition to happen. If HR is able to successfully fulfill this new mandate, they must also take a fresh look at the tools and methods which are currently available to them.
Strategic Workforce Management (if it was easy, everyone would do it)Brandon Hall Group
The concept of strategic workforce management is everywhere today, but what does it really mean for your organization? Are your systems and processes ready to be strategic? After email, workforce management systems are often the most frequently accessed applications, but not all organizations are using them to their full potential. These systems are uniquely positioned to not only help you deploy your workforce and ensure compliance, but measure performance and improve productivity, agility and efficiency. Mollie Lombardi, Vice President and Principal Analyst for Brandon Hall Group's Workforce Management Practice and Ted Frederick, Vice President, Workforce Management at SumTotal discussed:
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Comprehensive presentation which provides an overview of workforce management, why organizations are choosing to automate and who should automate. The presentation concludes with a discussion of things to consider when selecting a vendor and with an actual case example.
Learn about the benefits of workforce management and how they can help improve your company's productivity! With the right resources and guidance, not only can you deliver better customer service, but you can save money as well.
Managing a workforce is hard. Thankfully, Workforce Management (WFM) tools can help you automate, optimize and manage scheduling in your contact center. Follow the slides to learn the top 6 workforce management challenges with solutions to overcome each.
A presentation on Recruitment and Selection for your better understanding.
Presented by Asish Raut
Studying M.COM
Central University Of Karnataka
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This Presentation is made by Toran Lal Verma. The presentation deals with sales force management, process of recruitment, sources of recruitment, Process of Selection etc.
UNIT- III SALES FORCEMANAGMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIPDr. Toran Lal Verma
UNIT- III SALES FORCE MANAGEMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIP. This slideshow deals with the recruitment of salesman, selection of salesman, the selection process, the process of recruitment, methods of recruitment, internal and external sources of recruitment types of interviews, the difference between recruitment and selection.
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
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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
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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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.
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/
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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.
2. INTRODUCTION OTHER HR RESPONSIBILITIES
COMPANY PROFILE -Workforce Management
RECRUITMENT -Appraisal Process
- Meaning and definition -Induction Process
- Recruitment process -Employee Grievances
SELECTION -Employee Engagement Activities
- Meaning and definition -Employee Record Updation
- Selection process -Joining Formalities
CONCLUSION
3. • “The Company is known by the people and its employees.” Human
Resource is the combination of quantitative and qualitative
assessment of human beings in the society.
• It does not mean only the number of people working in the
organization; but it is the aggregate of employees, employee
skills, knowledge, ability, talents, aptitude, and creativity.
• The success and failure of an organization depends to an extent as to
how much efficient, experienced, and capable employees are procured
and recruited
4. MFSL began its journey in the year 1988 to crave for itself a niche in the Finance Industry.
Name Of the company : MAS Financial Services Ltd.
Year of establishment : Started in1988, turned into corporate in 1995
Company’s Address : Mas Financial Services Limited
6, Ground Floor, Narayan Chambers,
Ashram Road, Ahmedabad-380009.
Phone : 07930016500
Fax : 30016611/645/656
Email : joby_joseph@mas.co.in
Managing Director : Mr. Kamlesh Gandhi
Nature of Ownership : Limited Company
Nature of Business : Providing various kinds of financial services
Home Loans, CV Finance, Two Wheeler Loans,
MSME Loans, Agri Loans, SME Loans
5. Meaning and Definition:
In simple terms Recruitment is understood as a process for searching and obtaining
applicants for jobs, from among the available recruits. A formal definition of
Recruitment is:
Recruitment forms the first stage in the process, which continues with selection
and cease with placement of the candidate. Recruitment makes it possible to
acquire the number and type of people necessary to ensure the continued
operation of the organization.
6. 1. Requirement Gathering
2. Strategy Development
3. Searching
4. Screening
5. Evaluation and Control
7. • The first stage in the Recruitment Process is planning.
• Planning involves the translation of likely job vacancies and information
about the nature of these jobs into a set of objectives is targets that
specify the number and type of applicants to be planned.
8. i. Make or Buy Employees
ii. Technological Sophistication of Recruitment and Selection Devices
iii. Geographic distribution of labour markets comprising job seekers
iv. Sources Of Recruitment
Internal sources
External sources
9. i. Source Activation:
Source Activation takes place when a job vacancy exists in the organization. If the
organization has planned and well and done a good job of developing its source and search
methods, activation soon results in a flood of application.
ii. Selling:
In selling the, both the Message and Media deserve attention in the organization. Message
refers to the employment advertisements. Media refers to the source of any recruiting
message. For example, Employment Exchanges, Advertises in Business magazines
10. • The purpose of screening is to remove from the recruitment process at an early
stage, those applicants who are visibly unqualified for the job.
• Effective screening can save a great deal of time and money.
• Care must be exercised to assure that potentially good employees are not lost.
11. • It is necessary as considerable costs are incurred in the recruitment
process.
• Statical information should be gathered and evaluated to know the
suitability of the recruitment process.
12. • Selection has been regarded as the most important function of HR
department.
• It ensures the organization that; it has right number, right kind of people
at the right place and at the right time.
Meaning and Definitions:
“It is the process of differentiating between applicants in order to identify
(and hire) those with the greater likelihood of success.”
13. 1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Checks
5. Selection Decision
6. Job Offer
7. Contract Of Employment
8. Evaluation of Selection program
14. 1. Preliminary Interview:
The purpose of this interview is to scrutinize the applicants, i.e.
elimination of unqualified applications.
2. Selection Tests:
Different types of selection tests may be administrated, depending on the
job and the company. Generally tests are used to determine the
applicant’s ability, aptitude, and personality.
3. Employment Interview:
The next step in the selection process is employment interview, an
interview is conducted at the beginning, and at the selection process of
the employment interview can be one- to-one interview or panel
interview.
15. 4. Reference and Background Checks:
Many employers request names, address, telephone numbers or
references for the purpose to verify information and gaining additional
background information of an applicant.
5. Selection Decision:
Selection decision is the most critical of all steps in selection process. The
final decision has to be made from the pool of individuals who pass the
tests, interviews and references checks.
6. Job Offer:
The next step in selection process is job offer. Job offer is made through a
letter of appointment. Such a letter generally contains a date by which the
appointee must report on duty
16. 7. Contract Of Employment:
Basic information is written in Contract of employment that varies
according to the levels of job. After the offer and acceptance of the job
certain document is the attestation form.
8 Evaluation of Selection program:
The broad test of effectiveness of the selection process is a systematic
evaluation .a periodic audit is conducted in the HR department that
outlines and highlights the areas which need to be evaluated in the
selection process
17. Other HR Responsibilities
• Workforce Management
Workforce management is all about assigning the right employees with the
right skills to the right job at the right time.
• Appraisal Process
A performance appraisal is a review and discussion of an employee's
performance of assigned duties and responsibilities. The appraisal is based on
results obtained by the employee in his/her job, not on the employee's
personality characteristics.
• Induction Process
An induction programme is the process used within many businesses to
welcome new employees to the company and prepare them for their new
role.
18. • Employee Grievances
Grievance may be any genuine or imaginary feeling of dissatisfaction or
injustice which an employee experiences about his job and it’s nature, about
the management policies and procedures.
• Employee Engagement Activities
These are the activities conducted for employees to let them do something
different than their daily routine work and make them freshen up and again
concentrate on their work with enthusiasm.
• Employee Record Updation
Updating the records and important details regarding the new employees and
the employees who are leaving the organisation.
19. • Joining Formalities
Joining formalities includes processes like collecting the documents from the
new joining employee , creating the employee code , email address , visiting
cards , and door access card.
20. • MAS Financial Services Ltd., is known for its excellence in the finance
industry today. The company follows a well defined sound and effective
recruitment and selection policies and procedures.
• Company can adopt Psychometric testing as one of the recruitment test
in order to understand candidates in a better way. And to know
candidates emotional intelligence, cohesiveness in group and leadership
qualities etc.
• Thus the company has scope to increase the number of the employees to
operate for its further establishment and expansion of business and to
acquire the best human resource in this competitive environment.