The document provides guidelines for recruiting and employing candidates at AMIANTIT. It discusses:
1) Procedures for recruiting Saudi candidates such as requiring a job requisition, candidate screening, interviews and making a job offer.
2) Two methods for recruiting non-Saudi candidates - issuing a new visa or transferring ("Nakal Kafala") a candidate's sponsorship.
3) Steps for the visa process including medical checks, documents required, and ticket booking for overseas or local candidates.
APTITUDE TEST : HR EXECUTIVE PROFILES
ELIGIBILITY -GRADUATES /MBA -M/F
CALL US 7906289471
SEND THE SOLVED TEST AT OUR EMAIL FOR SCREENING YOUR TEST SCORE FOR OFF CAMPUS PLACEMENTS
Send solved question paper at email : ranotra55@gmail.com
This document is a recruitment services agreement between two parties: a first party and Abdul Ghaffar & Sons Overseas Employment (second party). It outlines the terms of the agreement for the second party to provide recruitment services for the first party, including screening applicants, conducting interviews, processing visas and documents, and coordinating the recruitment and deployment of employees in Saudi Arabia according to the laws and timelines specified. The responsibilities of both parties are defined for issues like candidate selection, costs, termination of the agreement, and liabilities. The agreement is effective for two years unless terminated earlier in writing.
Mazagon Dock Recruitment 2021: Apply for 86 Apprentices Post, Graduate/Diplom...RajeshKKumar1
This document provides information about Mazagon Dock Shipbuilders Limited's (MDL's) notification for engaging graduate and diploma apprentices under the Apprenticeship Act (Amendment) Act 1973.
It announces 79 seats for graduate apprentices and 7 seats for diploma apprentices across various engineering disciplines. The minimum educational qualifications, stipends, reservation policies, physical standards, duration of training, selection procedure and eligibility criteria are described. Candidates who have completed their qualifying degree/diploma on or after April 2019 are eligible to apply online through the Government's NATS portal. Selection will be based on merit in the eligibility test for shortlisted candidates.
Standard Operating Procedures are the documents that explains in a step-by-step manner about the scope and purpose of an activity, the list of tasks, sequence of tasks, who need to perform, how to perform and expected quality, resources and time. SOPs are a great step towards process improvement. SOPs help the organization to freeze the current best practices of the organization and as and when things are improved the SOPs are revised to incorporate the new best practices. In other words, SOPs establish a baseline of performance that is expected within an organization.
This memorandum provides a standard operating procedure for human resources practices within the Surface Maintenance community of the California Army National Guard. It outlines responsibilities for remote designees and supervisors in regards to personnel actions such as submitting SF-52 forms, tracking personnel actions, conducting vacancy requests and performance appraisals, and administering awards. The SOP also provides guidance on using the DCPDS personnel system to efficiently process personnel actions in compliance with National Guard regulations and policies.
PESB- Public Enterprises Selection Board is seeking qualified candidates for “Director (Marketing) In Fertilizers and Chemicals Travancore ltd. (Fact)"
APTITUDE TEST : ACCOUNTS EXECUTIVE PROFILES
ELIGIBILITY -GRADUATES /MBA
CALL US 7906289471
SEND THE SOLVED TEST AT OUR EMAIL FOR SCREENING YOUR TEST SCORE FOR OFF CAMPUS PLACEMENTS
The document provides a side-by-side comparison of the 2009 and 2012 H-2B rules. Key differences include: the 2012 rules require registration with ETA, more stringent recruitment requirements, higher wage guarantees, improved protections for corresponding U.S. workers, and prohibitions on seeking fees from workers or imposing different terms for U.S. versus H-2B workers. The 2012 rules also define terms like full-time employment and corresponding workers. Overall, the 2012 rules enhance protections for U.S. and foreign workers in the H-2B program.
APTITUDE TEST : HR EXECUTIVE PROFILES
ELIGIBILITY -GRADUATES /MBA -M/F
CALL US 7906289471
SEND THE SOLVED TEST AT OUR EMAIL FOR SCREENING YOUR TEST SCORE FOR OFF CAMPUS PLACEMENTS
Send solved question paper at email : ranotra55@gmail.com
This document is a recruitment services agreement between two parties: a first party and Abdul Ghaffar & Sons Overseas Employment (second party). It outlines the terms of the agreement for the second party to provide recruitment services for the first party, including screening applicants, conducting interviews, processing visas and documents, and coordinating the recruitment and deployment of employees in Saudi Arabia according to the laws and timelines specified. The responsibilities of both parties are defined for issues like candidate selection, costs, termination of the agreement, and liabilities. The agreement is effective for two years unless terminated earlier in writing.
Mazagon Dock Recruitment 2021: Apply for 86 Apprentices Post, Graduate/Diplom...RajeshKKumar1
This document provides information about Mazagon Dock Shipbuilders Limited's (MDL's) notification for engaging graduate and diploma apprentices under the Apprenticeship Act (Amendment) Act 1973.
It announces 79 seats for graduate apprentices and 7 seats for diploma apprentices across various engineering disciplines. The minimum educational qualifications, stipends, reservation policies, physical standards, duration of training, selection procedure and eligibility criteria are described. Candidates who have completed their qualifying degree/diploma on or after April 2019 are eligible to apply online through the Government's NATS portal. Selection will be based on merit in the eligibility test for shortlisted candidates.
Standard Operating Procedures are the documents that explains in a step-by-step manner about the scope and purpose of an activity, the list of tasks, sequence of tasks, who need to perform, how to perform and expected quality, resources and time. SOPs are a great step towards process improvement. SOPs help the organization to freeze the current best practices of the organization and as and when things are improved the SOPs are revised to incorporate the new best practices. In other words, SOPs establish a baseline of performance that is expected within an organization.
This memorandum provides a standard operating procedure for human resources practices within the Surface Maintenance community of the California Army National Guard. It outlines responsibilities for remote designees and supervisors in regards to personnel actions such as submitting SF-52 forms, tracking personnel actions, conducting vacancy requests and performance appraisals, and administering awards. The SOP also provides guidance on using the DCPDS personnel system to efficiently process personnel actions in compliance with National Guard regulations and policies.
PESB- Public Enterprises Selection Board is seeking qualified candidates for “Director (Marketing) In Fertilizers and Chemicals Travancore ltd. (Fact)"
APTITUDE TEST : ACCOUNTS EXECUTIVE PROFILES
ELIGIBILITY -GRADUATES /MBA
CALL US 7906289471
SEND THE SOLVED TEST AT OUR EMAIL FOR SCREENING YOUR TEST SCORE FOR OFF CAMPUS PLACEMENTS
The document provides a side-by-side comparison of the 2009 and 2012 H-2B rules. Key differences include: the 2012 rules require registration with ETA, more stringent recruitment requirements, higher wage guarantees, improved protections for corresponding U.S. workers, and prohibitions on seeking fees from workers or imposing different terms for U.S. versus H-2B workers. The 2012 rules also define terms like full-time employment and corresponding workers. Overall, the 2012 rules enhance protections for U.S. and foreign workers in the H-2B program.
What should we expect with the changes in the Law of Staff Leasing? How it will affect the business and its employees? Every change is an opportunity! Learn more from our Q&A handbook by Adecco Group Russia!
Abdul Ahad Baig is seeking a new job with a salary of 7,000 AED. He has over 6 years of experience in HR and administration, including 1.5 years working in the UAE from 2014-2016. His most recent role was as an HR & Administrative Executive in Abu Dhabi from 2015-2016, and prior to that he held similar roles in Dubai and India from 2011-2014. He has experience in recruitment, employee relations, administration, and other HR functions. He holds an MBA in Human Resource Management and a bachelor's degree in Information Technology.
The document discusses various sections of labor laws in Bangladesh related to dispute resolution processes like conciliation, arbitration and roles of the labor court and appellate tribunal. It describes the procedures for raising disputes, conducting strikes and lockouts, settlement through conciliation and arbitration. It also outlines the powers and procedures of the labor court in trial of offenses and other cases, rights to appeal judgments to the appellate tribunal.
The Apprentices Act of 1961 governs apprenticeship training in India. It has been amended over time to update definitions and provisions. The Act establishes authorities at national, state, and regional levels to oversee apprenticeship programs. Employers are required to provide on-the-job training to a specified ratio of apprentices, and must pay stipends. Apprentices learn skills through a combination of classroom instruction and hands-on training at worksites.
This document provides a summary of key amendments made to the Bangladesh Labour Act of 2006 through subsequent legislation.
The key amendments include: [1] Expanding the definition of "partial disablement"; [2] Adding a definition for "agricultural worker"; [3] Modifying the definition of "gratuity" to include wages for 30 days or 45 days depending on length of service.
The document provides context for these legislative changes by reproducing the relevant sections of the original Bangladesh Labour Act of 2006 that were amended.
This document summarizes amendments made to the Apprentices Act through the Apprentices (Amendment) Act of 2014. Key changes include expanding the scope of apprenticeship training to non-engineering fields, allowing employers operating in multiple states to register with central authorities, and giving employers more flexibility in determining apprentice wages, hours and leaves. The amendments aim to simplify processes for employers and encourage them to engage more apprentices by allowing optional trades without government notification and engaging apprentices through agencies.
RiarGlobal LLP provide legal services for individuals who are not citizens of the India, with emphasis on their legal status here. This includes their legal rights, duties and obligations when living in and/or visiting the India, as well as the federally mandated requirements for entering and/or remaining in the India.
We are Mark HR Solutions Pvt Ltd. strive to achieve our mission which is “to offer an overall HR solution and staffing to our client.” Our mission has evolved bearing in mind our client requirements and expectations. For this, we go beyond boundaries to provide 100% client satisfaction, creating benchmarks or rather milestones with every association. This helps build the trust and relation between each other to work and grow together and achieve new heights.
WE RECRUIT THE RIGHT PERSON FOR THE RIGHT JOB FOR THE RIGHT PRICE WITHIN THE RIGHT TIME.
We maintain a voluminous data bank, so that we can provide placements in a very short span of time. The data bank is maintained in a very systematic manner. They can be easily accessed whenever required.
Our success is measured by the quality and quantity of what we provide on time, on budget, and optimally utilizing allocated resources. We keep our promises to our clients, to our customers, to ourselves. Our focus is on getting the job done, no matter what inevitable challenges arise, and in working together to find the solution
This document provides an overview of key sections (139-148) related to auditors under the Companies Act 2013. It summarizes the eligibility, appointment, resignation and removal of auditors. Some key points include:
- Auditors must be chartered accountants (individuals) or have a majority of CA partners (firms).
- Appointment is done by shareholders at the AGM for an initial period of 5 years.
- The same auditor cannot be appointed for more than one term of 5 years (individual) or two terms of 5 years (firm).
- Resignation of auditors requires notice to the company and ROC. Removal requires a special resolution of shareholders.
The document discusses key aspects of Bangladesh's Labor Law of 2006, including:
1. It outlines exemptions to the law's coverage such as government offices and educational institutions.
2. It describes the grievance procedure for workers under Section 33, including submitting grievances to employers within 30 days and ability to appeal decisions to labor courts.
3. It prohibits the employment of children and outlines medical examination and certificate requirements for employing adolescents between ages 14-18.
4. It discusses rights of laid off workers, including compensation equal to half wages for first 45 days of layoff and one-fourth wages for subsequent periods of 15 days or more of layoff. Employers can instead retrench workers under
This document provides a guide for contractor companies on Saudization planning. It discusses establishing Saudization goals based on contractual obligations, performing a gap analysis to identify Saudi workforce needs, and developing strategies to attract, employ and retain Saudi employees. The guide recommends developing HR policies and a Saudization plan, and utilizing support from government organizations to help meet Saudization targets. It also emphasizes the importance of ongoing evaluation and adjustment of the Saudization planning process.
The document outlines MGS's new vendor security application process for CBRE contractors providing goods and services to ORC. It describes the responsibilities of Company Security Officers, the multi-step application process, and includes templates for various forms. Applicants must complete consent and declaration forms, which are verified by their company's CSO and submitted along with request and verification forms to ORC for processing. The process typically takes 4 weeks, and cleared staff are tracked in a vendor security template. CSOs must maintain clearance records and ensure any issues with applications are quickly resolved.
The document outlines the SBCGT's policies on human resources management. It discusses conditions of service, recruitment and selection, performance management, training and development, leave, discipline, grievances, termination, retrenchment, compensation, temporary employees, health and safety, staff movements, HIV/AIDS, and succession planning. Key aspects include a recruitment authorization process, employment procedures, performance appraisals, manager responsibilities, and an induction program for new staff.
To operate as a recruitment agency or recruiter in Nigeria, a company must obtain a recruiter's license from the Ministry of Labour and Employment. There are two types of licenses - one for domestic operations within Nigeria and another for international operations placing Nigerians in foreign jobs. Obtaining a license requires submitting various documents including the company's registration information, management profiles, contracts, service handbooks, and payment of fees that range from N5,000 to N300,000 depending on the license type and if it is for a new application or renewal. The licensing process involves an inspection of the company's premises and approval from the Ministry before the license is issued.
The document outlines the 10 step process for obtaining a Director Identification Number (DIN) in India. Applicants must submit an online application form with identification documents, pay the requisite fee, and have their information verified. If signed by a practicing professional, the DIN will be approved immediately online if no duplicates are found. Otherwise, the MCA DIN cell will examine and process it within 1-2 days. Once approved, directors must notify companies of their DIN within 30 days using form DIN-2, and companies must then notify the ROC of director DINs within 7 days using form DIN-3. Form DIN-4 can be used for any post-approval changes to DIN details.
Bassem Eid Shaban is a 31-year-old accountant seeking a job opportunity. He has over 8 years of experience working as an accountant and collection specialist for insurance companies in Egypt. Bassem holds a bachelor's degree in accounting from Thebes Academy of Management and Information. He is proficient in Microsoft Office applications and accounting software. Bassem is reliable, hard-working, and able to work well under pressure.
Director Identification Number - ProcessVipul Parekh
The document outlines the step-by-step process for obtaining a Director Identification Number (DIN) in India. Applicants must submit an eForm DIN-1 along with identity documents and pay the fees electronically. If certified by a professional, the DIN will be approved immediately, otherwise the MCA will process it within 1-2 days and issue a provisional DIN. Directors must then intimate their DIN to any companies they serve within 30 days using Form DIN-2, and companies must inform the ROC of directors' DINs within 7 days using Form DIN-3. Form DIN-4 can be used to update any changes to DIN details.
This document outlines a project to provide over 300 workers to Saudi Aramco in Saudi Arabia for one year. It includes a list of 286 required positions, with 154 workers available from Oman and the remainder requiring visas. It describes 4 phases: 1) initiating planning with legal documents and visas; 2) organizing tasks, job descriptions and reporting structure; 3) controlling project activities through communication and issue resolution; and 4) completion reporting. Timelines and action plans are provided for obtaining visas and mobilizing workers within budget and requirements. Regular interim reporting to management is emphasized to track progress and address any issues.
Mazagon Dock Shipbuilders Limited (MDL), a government-owned shipbuilding company in India, is accepting online applications for 51 Senior Engineer positions in Mechanical and Electrical disciplines. Candidates must have a Bachelor's degree in the relevant engineering discipline with a minimum of 60% marks. Selection will be based on the candidate's GATE 2014 or 2015 score and a subsequent personal interview. Original documents will be verified at the interview. The positions are open to Indian nationals aged 28 years or younger as of November 26, 2015.
This document outlines the recruitment and promotion policy of Artificial Limbs Manufacturing Corporation of India (ALIMCO). It details the recruitment process for trainees and regular employees. It discusses manpower planning, job classifications, recruitment procedures, selection process, and reservation policies. The recruitment of trainees involves written tests, interviews, stipends during training, absorption after successful completion, and a bond for 3 years of service. Regular recruitment can be through direct recruitment or transfers on deputation. The selection process involves shortlisting applications and reimbursing travel costs for interviewed candidates depending on the level of the position.
These guidelines provide the process for accrediting cooperatives as collecting agents of the Philippines Social Security System (SSS). To qualify, a cooperative must be a primary cooperative registered with the Cooperative Development Authority for at least 3 years. It must also be a member of SSS. The guidelines outline the application process which involves submitting documents proving the cooperative's qualifications and financial viability. If approved, the cooperative can collect SSS contributions and payments from its members who are self-employed or voluntary SSS members.
What should we expect with the changes in the Law of Staff Leasing? How it will affect the business and its employees? Every change is an opportunity! Learn more from our Q&A handbook by Adecco Group Russia!
Abdul Ahad Baig is seeking a new job with a salary of 7,000 AED. He has over 6 years of experience in HR and administration, including 1.5 years working in the UAE from 2014-2016. His most recent role was as an HR & Administrative Executive in Abu Dhabi from 2015-2016, and prior to that he held similar roles in Dubai and India from 2011-2014. He has experience in recruitment, employee relations, administration, and other HR functions. He holds an MBA in Human Resource Management and a bachelor's degree in Information Technology.
The document discusses various sections of labor laws in Bangladesh related to dispute resolution processes like conciliation, arbitration and roles of the labor court and appellate tribunal. It describes the procedures for raising disputes, conducting strikes and lockouts, settlement through conciliation and arbitration. It also outlines the powers and procedures of the labor court in trial of offenses and other cases, rights to appeal judgments to the appellate tribunal.
The Apprentices Act of 1961 governs apprenticeship training in India. It has been amended over time to update definitions and provisions. The Act establishes authorities at national, state, and regional levels to oversee apprenticeship programs. Employers are required to provide on-the-job training to a specified ratio of apprentices, and must pay stipends. Apprentices learn skills through a combination of classroom instruction and hands-on training at worksites.
This document provides a summary of key amendments made to the Bangladesh Labour Act of 2006 through subsequent legislation.
The key amendments include: [1] Expanding the definition of "partial disablement"; [2] Adding a definition for "agricultural worker"; [3] Modifying the definition of "gratuity" to include wages for 30 days or 45 days depending on length of service.
The document provides context for these legislative changes by reproducing the relevant sections of the original Bangladesh Labour Act of 2006 that were amended.
This document summarizes amendments made to the Apprentices Act through the Apprentices (Amendment) Act of 2014. Key changes include expanding the scope of apprenticeship training to non-engineering fields, allowing employers operating in multiple states to register with central authorities, and giving employers more flexibility in determining apprentice wages, hours and leaves. The amendments aim to simplify processes for employers and encourage them to engage more apprentices by allowing optional trades without government notification and engaging apprentices through agencies.
RiarGlobal LLP provide legal services for individuals who are not citizens of the India, with emphasis on their legal status here. This includes their legal rights, duties and obligations when living in and/or visiting the India, as well as the federally mandated requirements for entering and/or remaining in the India.
We are Mark HR Solutions Pvt Ltd. strive to achieve our mission which is “to offer an overall HR solution and staffing to our client.” Our mission has evolved bearing in mind our client requirements and expectations. For this, we go beyond boundaries to provide 100% client satisfaction, creating benchmarks or rather milestones with every association. This helps build the trust and relation between each other to work and grow together and achieve new heights.
WE RECRUIT THE RIGHT PERSON FOR THE RIGHT JOB FOR THE RIGHT PRICE WITHIN THE RIGHT TIME.
We maintain a voluminous data bank, so that we can provide placements in a very short span of time. The data bank is maintained in a very systematic manner. They can be easily accessed whenever required.
Our success is measured by the quality and quantity of what we provide on time, on budget, and optimally utilizing allocated resources. We keep our promises to our clients, to our customers, to ourselves. Our focus is on getting the job done, no matter what inevitable challenges arise, and in working together to find the solution
This document provides an overview of key sections (139-148) related to auditors under the Companies Act 2013. It summarizes the eligibility, appointment, resignation and removal of auditors. Some key points include:
- Auditors must be chartered accountants (individuals) or have a majority of CA partners (firms).
- Appointment is done by shareholders at the AGM for an initial period of 5 years.
- The same auditor cannot be appointed for more than one term of 5 years (individual) or two terms of 5 years (firm).
- Resignation of auditors requires notice to the company and ROC. Removal requires a special resolution of shareholders.
The document discusses key aspects of Bangladesh's Labor Law of 2006, including:
1. It outlines exemptions to the law's coverage such as government offices and educational institutions.
2. It describes the grievance procedure for workers under Section 33, including submitting grievances to employers within 30 days and ability to appeal decisions to labor courts.
3. It prohibits the employment of children and outlines medical examination and certificate requirements for employing adolescents between ages 14-18.
4. It discusses rights of laid off workers, including compensation equal to half wages for first 45 days of layoff and one-fourth wages for subsequent periods of 15 days or more of layoff. Employers can instead retrench workers under
This document provides a guide for contractor companies on Saudization planning. It discusses establishing Saudization goals based on contractual obligations, performing a gap analysis to identify Saudi workforce needs, and developing strategies to attract, employ and retain Saudi employees. The guide recommends developing HR policies and a Saudization plan, and utilizing support from government organizations to help meet Saudization targets. It also emphasizes the importance of ongoing evaluation and adjustment of the Saudization planning process.
The document outlines MGS's new vendor security application process for CBRE contractors providing goods and services to ORC. It describes the responsibilities of Company Security Officers, the multi-step application process, and includes templates for various forms. Applicants must complete consent and declaration forms, which are verified by their company's CSO and submitted along with request and verification forms to ORC for processing. The process typically takes 4 weeks, and cleared staff are tracked in a vendor security template. CSOs must maintain clearance records and ensure any issues with applications are quickly resolved.
The document outlines the SBCGT's policies on human resources management. It discusses conditions of service, recruitment and selection, performance management, training and development, leave, discipline, grievances, termination, retrenchment, compensation, temporary employees, health and safety, staff movements, HIV/AIDS, and succession planning. Key aspects include a recruitment authorization process, employment procedures, performance appraisals, manager responsibilities, and an induction program for new staff.
To operate as a recruitment agency or recruiter in Nigeria, a company must obtain a recruiter's license from the Ministry of Labour and Employment. There are two types of licenses - one for domestic operations within Nigeria and another for international operations placing Nigerians in foreign jobs. Obtaining a license requires submitting various documents including the company's registration information, management profiles, contracts, service handbooks, and payment of fees that range from N5,000 to N300,000 depending on the license type and if it is for a new application or renewal. The licensing process involves an inspection of the company's premises and approval from the Ministry before the license is issued.
The document outlines the 10 step process for obtaining a Director Identification Number (DIN) in India. Applicants must submit an online application form with identification documents, pay the requisite fee, and have their information verified. If signed by a practicing professional, the DIN will be approved immediately online if no duplicates are found. Otherwise, the MCA DIN cell will examine and process it within 1-2 days. Once approved, directors must notify companies of their DIN within 30 days using form DIN-2, and companies must then notify the ROC of director DINs within 7 days using form DIN-3. Form DIN-4 can be used for any post-approval changes to DIN details.
Bassem Eid Shaban is a 31-year-old accountant seeking a job opportunity. He has over 8 years of experience working as an accountant and collection specialist for insurance companies in Egypt. Bassem holds a bachelor's degree in accounting from Thebes Academy of Management and Information. He is proficient in Microsoft Office applications and accounting software. Bassem is reliable, hard-working, and able to work well under pressure.
Director Identification Number - ProcessVipul Parekh
The document outlines the step-by-step process for obtaining a Director Identification Number (DIN) in India. Applicants must submit an eForm DIN-1 along with identity documents and pay the fees electronically. If certified by a professional, the DIN will be approved immediately, otherwise the MCA will process it within 1-2 days and issue a provisional DIN. Directors must then intimate their DIN to any companies they serve within 30 days using Form DIN-2, and companies must inform the ROC of directors' DINs within 7 days using Form DIN-3. Form DIN-4 can be used to update any changes to DIN details.
This document outlines a project to provide over 300 workers to Saudi Aramco in Saudi Arabia for one year. It includes a list of 286 required positions, with 154 workers available from Oman and the remainder requiring visas. It describes 4 phases: 1) initiating planning with legal documents and visas; 2) organizing tasks, job descriptions and reporting structure; 3) controlling project activities through communication and issue resolution; and 4) completion reporting. Timelines and action plans are provided for obtaining visas and mobilizing workers within budget and requirements. Regular interim reporting to management is emphasized to track progress and address any issues.
Mazagon Dock Shipbuilders Limited (MDL), a government-owned shipbuilding company in India, is accepting online applications for 51 Senior Engineer positions in Mechanical and Electrical disciplines. Candidates must have a Bachelor's degree in the relevant engineering discipline with a minimum of 60% marks. Selection will be based on the candidate's GATE 2014 or 2015 score and a subsequent personal interview. Original documents will be verified at the interview. The positions are open to Indian nationals aged 28 years or younger as of November 26, 2015.
This document outlines the recruitment and promotion policy of Artificial Limbs Manufacturing Corporation of India (ALIMCO). It details the recruitment process for trainees and regular employees. It discusses manpower planning, job classifications, recruitment procedures, selection process, and reservation policies. The recruitment of trainees involves written tests, interviews, stipends during training, absorption after successful completion, and a bond for 3 years of service. Regular recruitment can be through direct recruitment or transfers on deputation. The selection process involves shortlisting applications and reimbursing travel costs for interviewed candidates depending on the level of the position.
These guidelines provide the process for accrediting cooperatives as collecting agents of the Philippines Social Security System (SSS). To qualify, a cooperative must be a primary cooperative registered with the Cooperative Development Authority for at least 3 years. It must also be a member of SSS. The guidelines outline the application process which involves submitting documents proving the cooperative's qualifications and financial viability. If approved, the cooperative can collect SSS contributions and payments from its members who are self-employed or voluntary SSS members.
The document outlines the 9 step process for obtaining a work visa and residence permit in Egypt:
1. The client initiates the case and provides required documents.
2. The work approval application is submitted to the Egyptian Ministry of Manpower and a "Yellow Slip" approval is issued within 2-4 weeks.
3. The assignee applies for an entry visa at the Egyptian Embassy.
4. Upon entering Egypt, the assignee completes a medical exam within 3 days.
5. The final work permit application is submitted and a security clearance is conducted, taking 1 week.
6. A final work permit ("white card") is issued with 6 months validity.
7
1. The document is a loan application form from Invest Capital Company Building requesting information and documentation from applicants to process loan applications quickly and efficiently.
2. It lists the required information and supporting documents needed, including a completed application form providing personal and financial details, executive summary or business plan, articles of incorporation, proof of identity, and details of the loan purpose.
3. It also states that information provided must be fully completed, honest and accurate, and applications may be denied if information is withheld or appears false. Credit checks and use of personal data for processing and potential fraud prevention are also outlined.
1. The document is a loan application form from Invest Capital Company Building requesting information and documentation from applicants to process loan applications quickly and efficiently.
2. It lists the required information and supporting documents needed, including a completed application form, executive summary or business plan, financial statements, proof of identity, and details about the loan purpose.
3. The form also notes that credit checks may be performed, application details may be shared with credit agencies and for debt collection, and applicant information will be kept confidential except in specified circumstances such as with consent or for fraud prevention.
The document outlines the Performance & Credit Rating Scheme for Micro and Small Enterprises implemented by the Ministry of Micro, Small and Medium Enterprises. The key points are:
1) The scheme aims to rate MSEs on their performance and creditworthiness to help them improve and access cheaper credit. NSIC oversees empaneled rating agencies to conduct ratings.
2) Ratings are valid for one year. Fees are shared between MSEs and the Ministry based on turnover. Higher ratings signal better performance and financial strength.
3) The process involves MSEs requesting ratings and agencies analyzing submitted information to assign ratings within one month. Ratings consider operational, financial, business and management factors.
The document outlines the basic process for hiring an AIESEC trainee:
1) A company completes and signs a Job Specification Form providing details of the position.
2) AIESEC advertises the position and provides the top 3-5 candidate CVs for the company to review within 2 weeks.
3) The company chooses candidates to interview by phone. After selecting a candidate, the company completes an Acceptance Note and provides visa details if needed. AIESEC manages the visa process.
The timeline for the process includes uploading the position, selecting international candidates through phone interviews within 10-14 days, selecting an intern within 1-2 days, and the intern arriving within 1 month including
The document provides information about the recruitment and selection process at Indian Airlines. It discusses how recruitment takes place through advertisements and written tests followed by interviews. It outlines the composition of the selection panel and various steps involved in the recruitment process like issuing provisional joining letters, training periods, etc. It also describes the assessment sheets used for internal and external candidates, guidelines for selection boards, verification process before interviews and the different types of leaves and passage facilities provided by Indian Airlines.
IDFC Infrastructure Fund_Scheme information documentIDFCJUBI
The document is a Scheme Information Document (SID) for IDFC Infrastructure Fund, an open-ended equity scheme investing predominantly in equity and equity related securities of infrastructure companies.
Some key details include:
- The scheme aims to generate long-term capital growth through an active diversified portfolio of infrastructure sector companies.
- It offers a Growth and Dividend option under both a Regular and Direct plan.
- The minimum investment amounts, exit loads, and benchmarks are provided.
- Risk factors associated with equity investing, debt/money market instruments, and the infrastructure sector are outlined.
IDFC Infrastructure Fund_Scheme information documentTravisBickle19
The document is a Scheme Information Document (SID) for IDFC Infrastructure Fund, an open-ended equity scheme investing predominantly in equity and equity related securities of infrastructure companies.
Some key details include:
- The scheme aims to generate long-term capital growth through an active diversified portfolio of infrastructure sector stocks.
- It provides details on the scheme's investment objective, strategy, benchmark, and fund manager.
- Information is provided on the scheme's plans and options, minimum investment amounts, load structure, and ongoing fees and expenses.
Similar to Human Resources First Edition [Recruitment Manual] (20)
2. 1
Chapter Two: EMPLOYING PROCEDURES
INDEX
Chapter One: BEHIND THE COMPANY
AMIANTIT Group of
Companies…………………………………………..………. 2
Vision, Values &
Mission…………………………………………………………………. 3
AMIANTIT HR Department
Structure…………………….……………………... 4
Employing Saudi
Candidates……………………………………….…………………….5
Employing Non-Saudi
Candidates……………………………………………………..11
Forms and
References…………………………………………..……………………
……17
3. 2
Introduction – AMIANTIT
In 1968theSaudi AMIANTIT companywasfounded in Dammamin the
Kingdom of SaudiArabia,currentlyin thisperiod thecompanyownsmore
than 34factories - mostof areownedby Amiantit orbyjoint-stock
companies- thatarestationed in 16countriesaround theworld.
Thirtyoneof thesefactoriesmanufactures differentsetsof tubing
products, whiletherestsproducesrubberproducts, fiberglass,thermal
and acoustic insulation, notto mentionfiberglassbasedreinforcedplastic,
corrosiveresistantlining materialand poly-etherenfortubes, storage
tanks, floorsand insulation purposes.
TheAMIANTIT’stechnicalsection thatisderived from 11 technical
companiesmade itworldleaderin pipetechnology.
4. 3
Thecompany’ssaleofficesnetworkmakesitspipelinesystems,
technologiesand servicesaccessibleto ourcustomersin 70countries
worldwide.
AMIANTIT’slisted on theSaudistockmarket,itssalesin 2004 exceeded
800 million Riyals and1 billion Dollars,its stockequity reached 1 billion
Dollarsand 155 million Riyals.
Vision. Values. & Mission
Vision To havethebest employees.
Values
Trust, Perseverance, Cooperation
Mission
Hiring the bestemployees inour financial, technical,
productive administrations and others.
5. 4
AMIANTIT HR Department Structure
Human Resources
09
()
Employee Relations
Government Relations
Recruitment &
Development
Services
Security
6. 5
Employing Saudi Candidates
Theultimategoal fortheemployment department isto attractthebest
employeesforAMIANTIT’sfacilities and maximizeourpriorityto hire
competent Saudicitizens, to thisendwefollowtheseprocedures:-
1) In orderto begin theemploymentproceduresto recruitpersonal
whosenationalityis Saudi,an employmentrequisitiondocument (#1)
mustbereceivedfrom a Requester.
2) Theemploymentrequisitiondocument needsto include:-
Department/Section
ManagementPosition
Nationality
Basic Salary
Job Grade
Gender
Position No. and whether is to replacean employee or to hire one
for a new position
Theseinformationmustbe filledbyauthorizedpersonal.
3) RecruitmentManagerwillassigna newpositionto oneof the
RecruitmentStaff.
4) TheassignedRecruiterstarts thesearch forcandidates via looking
into sources (i.e. Websitessuchas bayt.comand unemployment forums),
afterwardsthe Recruiter willmakea short namelistof the
candidatesand includetheir C.V’sandsend itto theRecruitment
Managerfor evaluation.
5) The RecruitmentManager willevaluatetheC.V’sand approve/
disapproveof all, someor noneof thecandidates.
7. 6
6) If hereisan approval theRecruitmentCoordinator willstartthe
interviewarrangements. Note: Whether an approval or disapproval status
was given by the Recruitment Manager, he will send an e-mail confirmation to
the Recruitment Coordinator for a list status update.
7) TheRecruitmentCoordinatorwillupdatetheSharePointdatabase.
Interview Arrangements and Results
(1) TheRecruitmentCoordinatorwill startcontactingthecandidates
and theRequesterand informthem thedate,timeand locationof
the interview.(This is based on the table below)
(2) Thesecurity needsto beinformed aboutanyvisiting candidatesby
e-mailto allowthementrance. Note: at this point it’sexpected of the
candidates toarrive ontime.
(3) Duringtheinterview,a RecruitmentRepresentativewillneed to be
present.
(4) An interviewevaluationform(#2)
willbefilled in by the Requester
and sent to theRecruitmentDepartment.
(5)If theCandidatewasaccepted.TheRecruitmentCoordinator will
startpreparing an employmentsalaryofferform(#3)
forthe
Candidate,if not, a newpatch of C.V’swillbesentto theRequester.
Job Offer
S.No Candidate
Name
Mobile No. Date Day TIME Remark
1
2
3
8. 7
(1) The RecruitmentCoordinatorwillneed to requestfromthe
candidatethefollowing:-
Certifications
Scientific expertise
If the candidate’ssingle, an ID photo (AhwalCard)
If the candidate’smarried, a picture from a family card
Any Photosand/or certifications from training courses,
IBAN bank card
4 personalphotos
(2) The RecruitmentCoordinatorwillneed to prepare thenecessary
documents(#3)(#4)
forthecandidate.
(3) The information thatthe RecruitmentCoordinatorneedsto print
outbased on thedocument,asfollowsare:-
Name of the Candidate
Nationality
Job Title
BU/ORG*
Department
Cost Center
MaritalStatus
Grade**
Basic Salary
Transportation Allowance
Housing Allowance
*BU stands for Business Unit and ORG stands for organization
**The basicsalary will be specified based on the job grade and the candidates past
experience and qualification.
9. 8
(4) The RecruitmentCoordinatorwillneed to printthefinished
documentto havethefollowingpersonal’sconfirmation
date/signatures:-
The Recruitment & Development Manager.
The CorporateHRManager.
The BU/SBU Head.
SupportServicesDirector
CEO
*You must get the Recruitment & Development Manager, HR Manager, BU/SBU Head
BEFORE letting the Support Services Director and MD&CEO approval
(5) The RecruitmentCoordinatorwillneed to acquire thecandidate
signaturein theformof acceptance(#4)
,it mustbeincluded atthe
backof thedocument(#3)
*If the candidate refused to sign the form then it will be put under the rejected salary
folder.
(6) If thecandidatewrotedownhisnameand signaturethen the
RecruitmentCoordinator wouldproceedwith the Pre-Employment
Medical Statusarrangements.
Pre-Employment Medical Status
10. 9
1) TheRecruitmentCoordinatormust requestfromtheCandidatea
filled-inpre-employmentmedical fitnessassuranceform (#5)
, the
RecruitmentCoordinator willneed to assistthecandidate in guiding
him thelocationof AMIANTIT’s medicalclinic.
2) Therearetwo typesof theexpectedresults:-
o If theresultsarenegative, the RecruitmentCoordinatorwillneed
to informthecandidatethathecan’tworkin thecompanydue
to hismedicalcondition.
o If theresults arepositive,theRecruitmentCoordinatorwillwork
with thecandidatethedateof workandrequesthisresignationif
he wasstill an employeethatworksin another company, after
thatan employee contractwillbemadefor himbythe
Recruitment& DevelopmentDepartment.
Preparing an Employment Contract
11. 10
1) Beforepreparing thecontractfortheemployeeand having the
Recruitment& DevelopmentManagersignatureon thecontract,the
RecruitmentCoordinator mustmakesurewhetherand if thecandidate
was registered in theHuman ResourcesFundor not.
o If thecandidatewasregistered theRecruitmentCoordinator
mustassigna companycontract forhim.
o If thecandidatewasn’tregistered theRecruitmentCoordinator
mustassigna Human ResourcesFundcontractfor him.
2) TheRecruitmentCoordinatorwillprinttwohardcopies of the
contractandgivea copyto thecandidateandtheother oneto include
in hisfile.
3) Organizingthefilefortheemployeeand after thatitmustbesentto
a PersonalAffairs representative(------- before3 workingdays------)to
complete thefollowingemploymentprocedures:
EmployeeNumber
Job Title
Insurance
Employing Non-Saudi Candidates
12. 11
1
1
1
1
2
2
2
Therearetwo mainarrangementsforrecruiting personal from
overseas:-
New Visa Arrangement New E-wakala
Arrangement
Issuing New Visa
1) TheRecruitermustissuea newvisa for thecandidate, however
there are stepsthatthe RecruitmentCoordinatorwouldneedto do:-
A) Gettheapprovalfrom theRecruitmentManager to issuea newvisa
based on therequirement.
B) Send therequestto GovernmentRelationsCoordinatorandEmployees
RelationsManager(using e-mail message,CCtheERM).
C) Oncethevisa isissued, a GovernmentRelationsCoordinator willsenda
visa copy.
Issuing New E-wakala
1) OncetheRecruitergetthevisa copyfrom a GovernmentRelations
Coordinator,hewillhaveto issuean e-wakalato authorizeany
agencyto processthevisa.
2) TheRecruiterwillgettheagencydetails (e-wakala details) If the
RecruitmentandDevelopmentdepartment havea contract with any
agentin anycountry,wewillgo withthatagentbutif itdoesn’t have
a contractwith any agentin a specific country(i.e. Egypt), thenthe
Recruiterwill askthecandidateto lookforan agencynearbyhim or
suggesthiman agency.
3) OncetheRecruitergetthee-wakaladetails,hewillsend a mailto a
Coordinatorwho worksfortheagency and copythatinformation to
the RecruitmentManager.
13. 12
4) (Newe-wakala table(#6)
isan exampleforhowto issuenewe-
wakala,thefollowing detailsthatareshown atthetopcolumnare
required).
5) The above required details (Visa No, Sponsor I.D, Visa Category and
etc.) can be obtained from the visa copy or by contacting a
GovernmentRelationsCoordinator.
6) The agencies with whom the Recruitment & Development
department already have a contract with, also have their e-wakala
details.
7) Once the Recruiter get the e-wakala copy, he will need to send an
additional copy to theagent.
8) TheRecruiterwillneedto keep coordinating with the agentfor other
requirements.
9) Basedon therequirementfrom theagent, theRecruiter willneed the
required documents and get the attested ones from an Employ
RelationsRepresentative.
After issuinga newvisa and e-wakalaforthecandidate, the steps
foroverseasrecruitmentcontinuesfromstep1:-
1) Inform theagentforCV’sor proceed fora referredcandidate.
2) Job approvalandacceptance.
3) Thecandidatewill need to bein contactwith a hospitalto getthe
official required medical papers(Thisstep isdonebytheagency).
4) Visa stamping (Thisstep isdonebytheagency).
5) Bookingtickets, thisstep isdependenton two differentcases:-
o If thecandidate’sfromoverseas, then followthe“Requesting
a TicketforOversea Candidates”.
If thecandidate’s notfromoverseas, thenfollowthe“Requestinga Ticket
for LocalCandidates(page 14)
14. 13
Document Attestation Process in Home Country
1) As soon as we receive all mandatory documents (Original offer
letter signed by candidate, Affidavit – two formats, Original Degree
with Originallastyear marksheet,Original Passport, Colored IQAMA
copy(if candidateisin Saudi),theagencyimmediatelyuploadsallthe
documents on the Saudi cultural website & after that the agency
receivesapproval from Saudiculture.
(Time Duration for Said Process: within 2 weeks)
2) After the approval from Saudi culture agency make DD Draft in favor of
the concerned university, and updates the same online and submits
requested documents as per Saudi cultural to Saudi Cultural for University
verification.
(Time Duration for Said Process: within 1 week)
3) TheSaudi Culturalsendstheverificationletterto the University; itishere
all agenciesfaceproblem of delay*asthereis no timelimitforthisprocess
it is totally depending on the University to forward verified letter back to
Saudi Cultural. (Nowadays, to get this verification from the university is a
majorproblem forwhichalltheotherattestationgetsstuck.)
(Time Duration for said process: No time limit)
*It may take minimum 1.5 months or as the respective university responds.
4) Upon receipt of verified letter from the university, the Saudi Cultural
Stampingtakesplaceon DegreeCertificate.
(Time Duration for Said Process: Minimum 2 weeks)
5) AfterSaudicultureattestation processiscompleted theOriginal
documents willbesubmitted in SaudiEmbassyforfinalSaudiattestation.
(Time Duration for Said Process: Minimum 1 week)
15. 14
Requesting a Ticket for Oversea Candidates
1) Oncetheagentinformedyou thatthevisa isstamped. Requestthe
agentto send thepassportcopy,thevisa stampedpageand
expected dateof travelling and thesectorforthecandidate.
2) Oncethevisa stamped page andpassportcopyis received,send the
sameto theSupportServices Supervisor with theproposed
travellingdateand sector (whereto where)(i.e. Karachito Jeddah).
3) OncetheSupportServicesSupervisor sendsyou thebookingoption,
get theapprovalfrom theRecruitmentManager forthebooking.
4) Onceyou gettheapprovalfrom theRecruitmentManager,sendthe
approvalandthebooking to an EmployeeRelationsRepresentative
with thecompanynameand costcenter(companynameand cost
center can befoundon the job offer).
5) TheEmployeeRelationsRepresentative willreplyyouand Support
ServicesSupervisor withtheTOnumber (TravelOrder).
6) SupportServicesSupervisor willsendtheTOnumberto our ticketing
agentand then theticketing agentwillsendthetickets.
7) Onceyou gettheticketcopy, sendthesame to our agent.
8) At thesame timesend a mailto a TransportationCoordinator to
arrangetheairportpickup and accommodation.
Requesting a Ticket for Local Candidates
1) If youneed to arrange a domestic flight,then gettheid / iqama/
passportcopyof thecandidate.
2) OncetheId / Iqama / passportcopyisreceived, send thesameto
SupportServicesSupervisor.
3) OncetheSupportServices Supervisorsendsyou thebookingoption,
get theapprovalfrom RecruitmentManagerforthebooking.
4) Onceyou gettheapprovalfrom RecruitmentManager,send the
approvalandthebooking to an EmployeeRelation Representative
with thecompanynameand cost center(companynameand cost
center can befoundon thejob offer)
5) TheEmployeeRelationRepresentative willreplyyouand the
SupportServicesSupervisor withtheTOnumber(TravelOrder)
16. 15
6) TheSupportServicesSupervisor willsend theTOnumberto our
ticketingagentand thentheticketingagentwillsend the tickets.
7) Onceyou gettheticketcopy, sendthesame to our agent.
At thesame timesend a mailto a TransportationCoordinator to arrange
the airportpickup and accommodation if necessary.
Types of Non-Saudi Candidates
Therearetwo typesof non-Saudicandidates:-
I. Candidateswho requirea visa.(page 11)
II. Candidatesthataretransferringtheir sponsorship to Amiantit,the
processthatisrequired iscalled“NakalKafala”(Local Transfer).
Non-Saudi Candidate Local Transfer
1) For local transferafter the candidateaccepted thejoboffer, a
RecruitmentCoordinator willneed to sendhimfor a medical check-
up.
2) Afterreceiving the results(#5)
, theRecruitmentCoordinatorwillissue
him a demand letter(in addition to requestto hiscurrentsponsor
for givinghim a release).
3) TheRecruitmentCoordinator willneed to get a demand letter(#6)
signed and stampedbythemanagement.
4) TheRecruitmentCoordinator willhand over thedemandletterto the
candidate and inform him to get the below documents from his
currentsponsor:-
o OriginalPassport
17. 16
o Release letters from his sponsor (attested from the Chamber of
Commerce)
o Originaliqama
o 10 photos
5) Once the candidate submits the above documents, the Recruitment
Coordinatorwill issuehima temporary iqama(#7).
6) The Recruitment Coordinator will need to submit all the documents
with a requestform to theEmployeeRelations Manager.
7) After submitting the documents to Employee Relations Manager,
theywillinform theRecruitmentCoordinatorto getan onlinerelease
from thecurrentsponsor.
8) The Recruitment Coordinator needs to have the candidate receive
the online releasefrom hissponsor.
9) Once the online release is done, the Recruitment Coordinator will
need to reportbackto the EmployeeRelations Manager(#8)
,afterone
week or so, the Employee Relations Manager will send an address
letter to the sponsor (#9)
, than he will update the Recruitment
Coordinatorif thetransferprocessis done.
10) When the Employee Relations Manager tells the Recruitment
Coordinator to let the Candidate join, the Recruitment Coordinator
willdo so.
11) As per the Candidates request, The Recruitment Coordinator
will prepare the required documents. (i.e., contract and PC
arrangements,etc…)
References
23. 22
#
Visa No. SponsorI.D.
Visa
Category
Qty Nationality
Name of Recruiting
Agent to be Authorize
(with License No.)
Remarks
1
1300672449
(form visa
copy)
7000676747
(based on
the
company.
Mail already
sent with
the list of
company
and
numbers)
محاسب
عام (from
visa
copy)
1
(from
visa
copy)
مصرى
(from visa
copy)
Alarabi for
recruitment co.
license no, 92
(From agency. Contact
the agency to get it )
For Yahia –
Receivable
Accounts (your
reference
comment)
(#7)
(#8)