Human Resource Management - Job analysis
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Overview of job analysis, job description and job specification is made. Here a random company is chosen and the job analysis is made. Job Analysis - Marketing Head
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Final Curriculum_Vitae
Manoj Kumar Garg is seeking a challenging career in the pharmaceutical domain. He has over 20 years of experience in direct marketing of medical devices, surgical products, IV fluids, and pharmaceuticals. Currently he is the Deputy General Manager of Sales and Marketing at Mahaveer Medicare, a division of Cipla, where he handles a team covering 22 states in India. His career highlights include achieving sales targets and developing distribution networks in various roles with companies like Core Healthcare, Becton Dickinson, Wockhardt, and Baxter.
Hq cv (int'l) me
Hameed Qureshi is a Relationship Manager at Bank Alfalah Limited in Multan, Pakistan. He has over 12 years of experience in financial management, marketing, and relationship management at various banks. He holds an MBA from Bahauddin Zakariya University and a BA from Government College University Lahore. Currently, his portfolio at Bank Alfalah amounts to Rs5,000M diversified across several sectors. Previously he worked at Soneri Bank Limited and Allied Bank Limited, successfully managing large portfolios and key client relationships.
Resume' Subhrajit Ghoshal
Subhrajit Ghoshal is seeking a higher position in sales and marketing, such as a regional or zonal head, to build on his 17 years of experience in sales and marketing for orthopedic, neurology, and OTC products. He is currently an Area Business Manager for Novartis India based in Mumbai, handling sales for Maharashtra and Goa, and has consistently exceeded sales targets. He is skilled in marketing, business development, brand and channel management, new product launches, team management, and training.
Virendra Thakur
Virendra Singh Thakur is seeking a role where he can utilize his leadership skills and positive attitude. He has over 5 years of experience in sales and marketing roles, most recently working as a Sales Executive at HBL Global Pvt. Ltd. for over 1.5 years. He has a B.Sc. degree from Barkattulah University Bhopal and enjoys traveling and listening to music in his free time.
Mahmood 74 new-1
Mahmood Hussain is seeking a challenging career that allows him to fully utilize his skills. He has a Bachelor's degree in Arts from Bahauddin Zakariya University. He has over 15 years of professional experience in sales roles for various pharmaceutical and consumer goods companies in Sahiwal, Multan, and surrounding areas. His responsibilities included managing sales teams, achieving targets, developing business, and monitoring competitors. He is skilled in communication, leadership, problem-solving and working independently or as part of a team.
Chandigarh buzz aug
This document provides a summary of activities from Cipla's Chandigarh office for the month of August. It recognizes top sales performers, welcomes new employees, and highlights educational and outreach events. Key points include congratulating individuals who achieved sales milestones or high rankings, introducing a new oncology drug, summarizing corporate initiatives like health screenings and doctor workshops, and listing employee birthdays for the month.
Set your objectives
This document discusses setting objectives and provides examples of Lakshmi Mittal's background. It emphasizes that objectives should clearly define where the organization is now, where it wants to be in the future, and how it will get there. Objectives should motivate people towards a common goal and provide focus. When setting objectives, one should be free from present or past circumstances and aim to exceed targets by 100% or more. Key performance indicators then help measure progress towards objectives.
Comp profile
Samruddhi Trading Services deals in agricultural commodities like grains, pulses, vegetables, and fruits. It sources these products directly from farmers and has long-standing relationships with cultivators. The management team has extensive experience in agriculture and includes the owner Mr. Tupe, a lawyer and farmer, and Mr. Mungee, an experienced trader. Samruddhi Trading Services aims to make trading easy for clients by sourcing quality products and providing reliable service with quick turnaround times.
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Final Curriculum_Vitae
Manoj Kumar Garg is seeking a challenging career in the pharmaceutical domain. He has over 20 years of experience in direct marketing of medical devices, surgical products, IV fluids, and pharmaceuticals. Currently he is the Deputy General Manager of Sales and Marketing at Mahaveer Medicare, a division of Cipla, where he handles a team covering 22 states in India. His career highlights include achieving sales targets and developing distribution networks in various roles with companies like Core Healthcare, Becton Dickinson, Wockhardt, and Baxter.
Hq cv (int'l) me
Hameed Qureshi is a Relationship Manager at Bank Alfalah Limited in Multan, Pakistan. He has over 12 years of experience in financial management, marketing, and relationship management at various banks. He holds an MBA from Bahauddin Zakariya University and a BA from Government College University Lahore. Currently, his portfolio at Bank Alfalah amounts to Rs5,000M diversified across several sectors. Previously he worked at Soneri Bank Limited and Allied Bank Limited, successfully managing large portfolios and key client relationships.
Resume' Subhrajit Ghoshal
Subhrajit Ghoshal is seeking a higher position in sales and marketing, such as a regional or zonal head, to build on his 17 years of experience in sales and marketing for orthopedic, neurology, and OTC products. He is currently an Area Business Manager for Novartis India based in Mumbai, handling sales for Maharashtra and Goa, and has consistently exceeded sales targets. He is skilled in marketing, business development, brand and channel management, new product launches, team management, and training.
Virendra Thakur
Virendra Singh Thakur is seeking a role where he can utilize his leadership skills and positive attitude. He has over 5 years of experience in sales and marketing roles, most recently working as a Sales Executive at HBL Global Pvt. Ltd. for over 1.5 years. He has a B.Sc. degree from Barkattulah University Bhopal and enjoys traveling and listening to music in his free time.
Mahmood 74 new-1
Mahmood Hussain is seeking a challenging career that allows him to fully utilize his skills. He has a Bachelor's degree in Arts from Bahauddin Zakariya University. He has over 15 years of professional experience in sales roles for various pharmaceutical and consumer goods companies in Sahiwal, Multan, and surrounding areas. His responsibilities included managing sales teams, achieving targets, developing business, and monitoring competitors. He is skilled in communication, leadership, problem-solving and working independently or as part of a team.
Chandigarh buzz aug
This document provides a summary of activities from Cipla's Chandigarh office for the month of August. It recognizes top sales performers, welcomes new employees, and highlights educational and outreach events. Key points include congratulating individuals who achieved sales milestones or high rankings, introducing a new oncology drug, summarizing corporate initiatives like health screenings and doctor workshops, and listing employee birthdays for the month.
Set your objectives
This document discusses setting objectives and provides examples of Lakshmi Mittal's background. It emphasizes that objectives should clearly define where the organization is now, where it wants to be in the future, and how it will get there. Objectives should motivate people towards a common goal and provide focus. When setting objectives, one should be free from present or past circumstances and aim to exceed targets by 100% or more. Key performance indicators then help measure progress towards objectives.
Comp profile
Samruddhi Trading Services deals in agricultural commodities like grains, pulses, vegetables, and fruits. It sources these products directly from farmers and has long-standing relationships with cultivators. The management team has extensive experience in agriculture and includes the owner Mr. Tupe, a lawyer and farmer, and Mr. Mungee, an experienced trader. Samruddhi Trading Services aims to make trading easy for clients by sourcing quality products and providing reliable service with quick turnaround times.
Hrm job analysis
The document discusses job analysis which is the systematic process of collecting information about all aspects of a job. It involves gathering data on responsibilities, skills, physical/mental requirements, and the job description and specification. A job specification outlines the specific knowledge, skills, and abilities required for a position. Human resource management uses job analysis for strategic planning, recruitment/selection, workplace/job design, training/development, performance appraisal, compensation management, and legal compliance. Common data collection methods include interviews, questionnaires, observation, and diaries/logs. The job analysis process involves collecting data, developing job descriptions and specifications, and informing various HRM functions.
Human Resource Planning and Job Analysis
The document summarizes key concepts from Chapter 5 of the textbook "Fundamentals of Human Resource Management" by DeCenzo and Robbins. It discusses human resource planning and job analysis. Specifically, it describes how human resource planning ensures an organization has the right number and types of employees with the necessary skills to achieve strategic objectives. It also explains different methods for conducting job analysis to define job responsibilities, requirements and working conditions.
Gary Dessler 10e.. ppt 01
This chapter introduces human resource management and its role in organizations. It discusses how HR helps companies achieve their strategic goals by engaging employees and influencing their behaviors. The chapter outlines the responsibilities of line managers, who oversee employees, and staff (HR) managers, who assist and advise line managers. It also describes metrics and measurements that are important for evaluating HR's contribution to organizational outcomes.
HRM Dessler CH# 03
This document discusses strategic human resource management and the HR Scorecard. It begins by outlining the strategic management process and defining key terms like vision, mission, strategy, and strategic plan. It then explains the importance of aligning HR with organizational strategy through a strategy-oriented HR system. The HR Scorecard is introduced as a 7-step approach to creating HR systems that support strategic goals. It involves defining strategy, identifying required outcomes, competencies, policies, and measures to monitor performance.
Job analysis
This document discusses job analysis, which is defined as the process of determining and reporting pertinent information relating to the nature of a specific job. It involves gathering information about the tasks, duties, responsibilities, skills, and qualifications required for a particular role. The key outcomes of job analysis are a job description, which outlines what the job entails, and a job specification, which outlines the qualifications and requirements for an individual in that role. Job analysis provides important information for functions like recruitment, performance management, training, compensation, and organizational planning. It follows a systematic process of studying jobs, collecting data, and developing descriptions and specifications.
HRM-JOB ANALYSIS
The document discusses job analysis, which is the process used to collect information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It outlines several key stages and methods of job analysis, including defining job tasks and requirements, developing job descriptions and specifications, setting performance standards, and determining important applications like selection, training, and compensation. Common methods of collecting job analysis information discussed are observation, interviews, questionnaires, previous studies, and work diaries.
Human Resource Planning
The document discusses human resource planning, including what it is, why it is important, and how it is done. It describes human resource planning as involving forecasting an organization's human resource needs and developing plans to meet those needs. The key aspects of human resource planning discussed are analyzing supply and demand, developing action plans to address surpluses or shortages, and linking it to the organization's strategic planning process.
Chapter 3 job analysis
This document summarizes key aspects of conducting a job analysis, including:
- Job analysis involves systematically exploring the tasks, duties, skills and conditions of a job.
- Common methods of job analysis include observation, interviews, questionnaires and technical conferences.
- The results of job analysis include job descriptions, specifications and evaluations, which are used for recruitment, selection, training and compensation.
Job analysis
This document discusses job analysis and job design. It defines a job and explains that job analysis is the systematic process of collecting information about a job such as duties, responsibilities, skills required, and work conditions. The key components of job analysis are the job description, which provides details of what the job entails, and the job specification, which outlines the qualifications needed. Job design involves configuring jobs to meet organizational needs while satisfying employees. Different techniques of job design discussed are job simplification, enlargement, enrichment, and rotation.
Job analysis HRM
Job analysis is the process of obtaining information about jobs to determine their duties, tasks, and activities. This information is used by HR managers to develop job descriptions and specifications that form the basis for recruitment, training, performance appraisal, and career development. The goal is to improve organizational performance and productivity. Job analysis involves studying workflows, reengineering processes, and designing jobs. It identifies the tasks, duties, responsibilities, knowledge, skills, abilities, and competencies required for each position. The results inform other HR functions like recruitment, selection, training, and compensation. Information can be gathered through interviews, questionnaires, observation, diaries, and computer systems.
Chapter 3 job analysis, strategic planning, job description and job specifica...
Job analysis is the systematic process of collecting information about jobs within an organization. It involves determining the tasks, duties, responsibilities, skills and qualifications required for each job. This information is then used to develop job descriptions and job specifications. Job analysis data helps inform important human resource functions like recruitment, training, performance management, compensation and safety. Common job analysis methods include questionnaires, observation, interviews and reviewing employee records. The critical information collected through job analysis includes work activities, physical and mental requirements, needed skills and qualifications.
Job Analysis – The Process And Its Uses
Job analysis is a systematic process of gathering information about jobs within an organization. It involves studying the tasks, duties, responsibilities, required skills and qualifications for a specific job. The key purposes of job analysis include organizational planning, recruitment and selection, training, performance evaluation, and compensation management. It provides essential information for defining job requirements and standards. The main steps in job analysis are job identification, data collection through techniques like observation, interviews and questionnaires, and analyzing the collected data.
Job Analysis ( chapter 4 )
After studying this chapter, you should be able to:
1. Discuss the nature of job analysis, including what it is and how it’s used.
2. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
3.Write job descriptions, including summaries and job functions, using the Internet and traditional methods.
4. Write job specifications using the Internet as well as your judgment.
5. Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Human resource planning ppt.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
HUMAN RESOURCE PLANNING
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.
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This document describes an open Associate Client Strategist position at Upward Brand Interactions. The role will lead client marketing efforts by executing strategies, coordinating all aspects of projects, programs, and campaigns. Strong communication skills and the ability to be self-motivated and tech-savvy are required. Upward offers benefits like 401k, health insurance, a good work-life balance, and professional development opportunities. It has over 50 employees across multiple Ohio offices and one in Europe.
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The HealthCare Initiative is a third generation, family owned executive search firm founded in 1974 that specializes in identifying and recruiting talented healthcare professionals. They have decades of experience working with top healthcare organizations and professionals to build long-term relationships. They focus only on the healthcare industry and work to understand each client and candidate's unique needs to develop a tailored recruitment process. Their philosophy is based on transparency, commitment, treating others with respect, and maintaining open communication.
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The document discusses the vision, mission, and objectives of an organization. It provides definitions and components of an effective vision statement, including that it should be a dream with a deadline, differentiate the company, and have five key elements - a sense of worthiness, ability to inspire, invitation to share, clear understandability, and achievability. The mission answers questions about the organization's reason for being and purpose, and objectives evolve from the mission to set specific, measurable goals.
National foods pakistan report
The objective was to visit any well reputable, large scale organization and Analyze the HRM functions on these lines; Recruitment, Selection, Training, Appraisal, and Compensation. For the purpose, we have chosen National Foods.
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Hrm job analysis
The document discusses job analysis which is the systematic process of collecting information about all aspects of a job. It involves gathering data on responsibilities, skills, physical/mental requirements, and the job description and specification. A job specification outlines the specific knowledge, skills, and abilities required for a position. Human resource management uses job analysis for strategic planning, recruitment/selection, workplace/job design, training/development, performance appraisal, compensation management, and legal compliance. Common data collection methods include interviews, questionnaires, observation, and diaries/logs. The job analysis process involves collecting data, developing job descriptions and specifications, and informing various HRM functions.
Human Resource Planning and Job Analysis
The document summarizes key concepts from Chapter 5 of the textbook "Fundamentals of Human Resource Management" by DeCenzo and Robbins. It discusses human resource planning and job analysis. Specifically, it describes how human resource planning ensures an organization has the right number and types of employees with the necessary skills to achieve strategic objectives. It also explains different methods for conducting job analysis to define job responsibilities, requirements and working conditions.
Gary Dessler 10e.. ppt 01
This chapter introduces human resource management and its role in organizations. It discusses how HR helps companies achieve their strategic goals by engaging employees and influencing their behaviors. The chapter outlines the responsibilities of line managers, who oversee employees, and staff (HR) managers, who assist and advise line managers. It also describes metrics and measurements that are important for evaluating HR's contribution to organizational outcomes.
HRM Dessler CH# 03
This document discusses strategic human resource management and the HR Scorecard. It begins by outlining the strategic management process and defining key terms like vision, mission, strategy, and strategic plan. It then explains the importance of aligning HR with organizational strategy through a strategy-oriented HR system. The HR Scorecard is introduced as a 7-step approach to creating HR systems that support strategic goals. It involves defining strategy, identifying required outcomes, competencies, policies, and measures to monitor performance.
Job analysis
This document discusses job analysis, which is defined as the process of determining and reporting pertinent information relating to the nature of a specific job. It involves gathering information about the tasks, duties, responsibilities, skills, and qualifications required for a particular role. The key outcomes of job analysis are a job description, which outlines what the job entails, and a job specification, which outlines the qualifications and requirements for an individual in that role. Job analysis provides important information for functions like recruitment, performance management, training, compensation, and organizational planning. It follows a systematic process of studying jobs, collecting data, and developing descriptions and specifications.
HRM-JOB ANALYSIS
The document discusses job analysis, which is the process used to collect information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It outlines several key stages and methods of job analysis, including defining job tasks and requirements, developing job descriptions and specifications, setting performance standards, and determining important applications like selection, training, and compensation. Common methods of collecting job analysis information discussed are observation, interviews, questionnaires, previous studies, and work diaries.
Human Resource Planning
The document discusses human resource planning, including what it is, why it is important, and how it is done. It describes human resource planning as involving forecasting an organization's human resource needs and developing plans to meet those needs. The key aspects of human resource planning discussed are analyzing supply and demand, developing action plans to address surpluses or shortages, and linking it to the organization's strategic planning process.
Chapter 3 job analysis
This document summarizes key aspects of conducting a job analysis, including:
- Job analysis involves systematically exploring the tasks, duties, skills and conditions of a job.
- Common methods of job analysis include observation, interviews, questionnaires and technical conferences.
- The results of job analysis include job descriptions, specifications and evaluations, which are used for recruitment, selection, training and compensation.
Job analysis
This document discusses job analysis and job design. It defines a job and explains that job analysis is the systematic process of collecting information about a job such as duties, responsibilities, skills required, and work conditions. The key components of job analysis are the job description, which provides details of what the job entails, and the job specification, which outlines the qualifications needed. Job design involves configuring jobs to meet organizational needs while satisfying employees. Different techniques of job design discussed are job simplification, enlargement, enrichment, and rotation.
Job analysis HRM
Job analysis is the process of obtaining information about jobs to determine their duties, tasks, and activities. This information is used by HR managers to develop job descriptions and specifications that form the basis for recruitment, training, performance appraisal, and career development. The goal is to improve organizational performance and productivity. Job analysis involves studying workflows, reengineering processes, and designing jobs. It identifies the tasks, duties, responsibilities, knowledge, skills, abilities, and competencies required for each position. The results inform other HR functions like recruitment, selection, training, and compensation. Information can be gathered through interviews, questionnaires, observation, diaries, and computer systems.
Chapter 3 job analysis, strategic planning, job description and job specifica...
Job analysis is the systematic process of collecting information about jobs within an organization. It involves determining the tasks, duties, responsibilities, skills and qualifications required for each job. This information is then used to develop job descriptions and job specifications. Job analysis data helps inform important human resource functions like recruitment, training, performance management, compensation and safety. Common job analysis methods include questionnaires, observation, interviews and reviewing employee records. The critical information collected through job analysis includes work activities, physical and mental requirements, needed skills and qualifications.
Job Analysis – The Process And Its Uses
Job analysis is a systematic process of gathering information about jobs within an organization. It involves studying the tasks, duties, responsibilities, required skills and qualifications for a specific job. The key purposes of job analysis include organizational planning, recruitment and selection, training, performance evaluation, and compensation management. It provides essential information for defining job requirements and standards. The main steps in job analysis are job identification, data collection through techniques like observation, interviews and questionnaires, and analyzing the collected data.
Job Analysis ( chapter 4 )
After studying this chapter, you should be able to:
1. Discuss the nature of job analysis, including what it is and how it’s used.
2. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
3.Write job descriptions, including summaries and job functions, using the Internet and traditional methods.
4. Write job specifications using the Internet as well as your judgment.
5. Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Human resource planning ppt.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
HUMAN RESOURCE PLANNING
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.
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Chapter 3 job analysis, strategic planning, job description and job specifica...
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NAME:
INSTUCTOR:
DATE:
Assignment 4
LEADERSHIP & MANAGEMENT – LEADERSHIP CONSULTANT Analysis
Due Date: Week 9
Note: All scenarios in this assignment are fictional.
Real Business
It can be difficult for a business to improve how it operates from inside the organization. Sometimes, an outside perspective is needed. The large discount retail store you work for wants to improve its in-store restaurant management team.
Your Role
Companies like Target and Walmart often works with outside consultants—people who are not employees of the company but who are hired on a contract basis to help with a specific project. As a Leadership Consultant, you’ve been hired by a large discount retail company to help the company improve its leadership structure and approach to management.
What Is a LEADERSHIP CONSULTANT?
A leadership consultant is a person called in to a company, be it a large corporation or a small business, to evaluate how it operates and make recommendations for improvement. Leadership consultants are typically hired when a business is struggling and needs to make changes in order to remain profitable. Such consultants are often highly educated in the field of business and have experience in managerial roles.
Instructions
Step 1: ORGANIZATIONAL STRUCTURE
Take a look at the Organization Chart provided by the company.
· Based on your knowledge of hierarchies, would you say that this team has tall structure or flat structure?
Underline your selection:
Tall Structure
Flat Structure
Explain your answer.
Step 2: HUMAN RESOURCES
The company would like to improve the culture of its team and the quality of its work. Its leadership has provided you with a Process Chart detailing how it currently applies Human Resources best practices.
· What step of the Human Resources Cycle is missing? Explain why it is important to include this part of the process.
Note: You should complete Steps 3 & 4 after reading the material in Week 9.
Step 3:.
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3. A company profile providing background on National Foods, including its product range, market coverage, and focus on developing products aligned with changing lifestyles.
4. Sections on planning strategy and goals, product development, SWOT analysis, product mix, brand identity, selection of brand, promotional strategies, distribution, and analysis/critical review.
Follow the leader
Liz Barrett has over 15 years of experience in the pharmaceutical and consumer goods industries. She worked in various sales and marketing roles at companies like Kraft Foods, Johnson & Johnson, Cephalon, and Pfizer. She developed leadership skills early on through roles like class president. Barrett credits her success to surrounding herself with great people and holding them accountable while supporting their aspirations. She advises others to demonstrate their value and earn opportunities to lead by taking on hard work and building a breadth of experience. Barrett hopes that 10 years from now, Pfizer will still be delivering on its purpose of working together for a healthier world.
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This document provides an overview of human resource development (HRD) at Infosys, a global technology company. It discusses key aspects of HRD including definitions, features, objectives, and the relationship between HRD and personnel management. Examples of HRD practices at various companies like Toyota and Wipro are also presented. The need for HRD is explained in terms of preparing employees for changing job requirements and developing organizational capabilities. Finally, the document outlines how HRD systems can contribute to individual, interpersonal, and organizational development dimensions.
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Macro Economics - Trade agenda
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Social marketing - Suicide prevention
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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
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7:个人信誉贷款加10分
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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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Human Resource Management - Job analysis
- 1. O V E R V I E W O F J O B A N A L Y S I S , J O B D E S C R I P T I O N A N D J O B S P E C I F I C A T I O N . B Y S U R Y A K U M A R T ( 1 4 M B A 1 0 7 3 ) V I T B S HUMAN RESOURCE MANAGEMENT
- 2. VESSChoc India Pvt Limited Director’s Corner Team Suryakumar T M.S.D.Vibhushan Raja CEO & Managing Director Director-Sales & Marketing Edwin Jovit I JaiSakthivel C B Chairman Head-Distribution Network
- 3. VESSChoc Profile VESSChoc is one of the leading Nutrition, Health and Wellness company. Our mission is to provide consumers the best tasting, most nutritious choices in a wide range of food and beverage categories from morning to night. The Company was founded in 2005 by Victor James, Chennai, India where our headquarters are still located today. We employ around 30,000 people and have factories or operations in almost every state in the country.
- 4. JOB ANALYSIS In order to expand our business, we need to recruit Assistant Marketing Head. As discussed earlier in the meeting, we would be recruiting 3 persons for this position for 3 locations in Hyderabad.
- 5. SKILLS REQUIRED Large cross functional graphs. Strategy Planning. Budgeting and Purchasing. Market Research. Excellent Communication skills.
- 6. JOB DESCRIPTION Be Focused on things that you do. Smart workers are needed to accomplish the job in an easier manner. Coordinating the production of a wide range of marketing communications. Assist with the collation of information for promotional literature. Make yourself updated in technology and new trends in marketing.
- 7. JOB SPECIFICATION Assistant Marketing Head. Sales & Marketing MBA Experience 5-10 years. Above 30 years.
- 8. MEDIUM OF ADVERTISEMENT Newspaper Magazines Social Network Job Portal
- 11. SELECTION PROCEDURE • Resume Short listing • Skype Interview • Psychometric Assessment • Personal Interview