PeakAlpha Investment Services Pvt.Ltd._Gulrukh Nasim
•
1 like•74 views
This document discusses HR best practices at PeakAlpha Investment Services. It summarizes the recruitment process, including job description analysis, referrals, and interviewing. It also describes revising the dress code and leave policies. A survey of HR practices in the BFSI sector was conducted covering topics like recruitment, engagement, performance management and learning. Suggestions include creating an employee website, documenting candidates, and establishing an organizational structure for succession planning. Limitations included the newness of PeakAlpha, budget constraints, and limited information from surveyed companies.
Report
Share
Report
Share
Download to read offline
Recommended
Best-practice-recruitment-and-selection-a-tool-kit
This document provides an overview of best practices for recruitment and selection. It discusses planning the recruitment process, performing job analysis, attracting candidates, shortlisting, interviews and assessments, reference checks, making a selection, and evaluation. The goal is to select the best candidate for the role using a standardized, fair process. Job analysis is identified as the most important initial step to determine the key criteria for the role. Attraction strategies are important to market the organization and role. Shortlisting helps filter candidates based on criteria. Behavioral interviews structured around key criteria are recommended over unstructured interviews. Reference checks, induction, and evaluation complete the process. Using this standardized best practice approach helps hiring managers select the most suitable candidates and avoid poor hiring
Talent acquisition PPT 2015
This document outlines strategies and goals for talent acquisition at Westgate for 2015. It discusses reducing time to fill roles from 55 to under 30 days to lower costs. It also covers leveraging social media for recruiting, implementing a candidate relationship management system, and aligning recruiting efforts across business units. The document recommends increasing recruiter and candidate satisfaction, enhancing the employer brand, and reorganizing talent acquisition to include dedicated recruiters for resort operations functions. Metrics such as time to fill, candidates per requisition, and time to interview and make an offer are identified.
RECRUITMENT AND SELECTION
The document discusses recruitment and selection at ONGC (Oil and Natural Gas Corporation Limited), an Indian global energy company. It outlines the processes of recruitment, finding and hiring qualified candidates, and selection, evaluating and selecting individuals for jobs. It then discusses methods of recruitment like campus placement, newspapers, and employment agencies. The objectives and methodology of the study into ONGC's recruitment and selection programs are presented, including questionnaires, interviews, and secondary research. Recommendations call for better awareness of programs and a more effective recruitment environment. The conclusion is that ONGC's recruitment sources are effective and selection is cost-effective when considering existing employee performance and sincerity.
Shipra Batra 6+
Shipra Batra has over 15 years of experience in human resources. She currently works as an HR Manager at Click Perfect, where she handles all HR functions. Previously, she worked as Assistant Manager - North India at VFS Global Services, where she managed recruitment, training, employee engagement, and other HR responsibilities. She has a MBA in Human Resources and relevant work experience in industries such as digital marketing and visa outsourcing.
Talent Acquisition Supplement
Recruiters in India face challenges in finding quality talent to fill important roles, as the number of applications has increased but few candidates actually meet job requirements. New tools and practices are helping recruiters hire better candidates more efficiently. Talent screeners and realistic job previews help reduce the number of irrelevant applications and improve applicant quality. Recruiters are also using more advanced background checks, behavioral assessments, and social media to identify the right candidates. These new approaches help recruiters spend less time and resources on hiring while improving hiring outcomes.
MANGAL JANI.
I have over 17 years of experience across Customer Service Management, Sales & Administration, Branch Management, Human Resource Management, Internal Auditing, Quality Assurance, Revenue Generation, Relationship Management, Liaison & Coordination and Team Management. I have innate sense of task prioritization, managerial aptitude and result oriented attitude towards accelerating organizational growth and that too in a high pressured and time bound environment.
I believe that one of my most distinguishing characteristics is the diversity of experiences I possess. As you review my resume, you would find my candidature a perfect fit for the above mentioned position. I have consistently proven my ability to handle operational and strategic levels of multiple responsibilities in crisis and pressure, while operating under rigorous deadlines.
Elin porter resume 2015
Elin Porter is a human resources professional with over 20 years of experience in various industries. She holds an SPHR certification and bachelor's degree in organizational communication and human resource management. Her experience includes strategic planning, organizational development, performance management, training, employee relations, policy development, benefits administration, and general HR management. She has worked in both union and non-union environments for companies of various sizes. Her experience also includes consulting work where she provided HR support, audits, investigations and other services.
5. recruitment & selection
The document discusses recruitment and selection processes. It defines recruitment as seeking and attracting job applicants, and selection as choosing the most suitable candidate. It covers recruitment factors, policies and sources. Internal sources include promotions, while external sources are advertisements, agencies, referrals, and educational institutions. Selection methods aim to be reliable, valid, generalizable and legal. Methods include application forms, tests of intelligence, aptitude, achievement, interests and personality. Interviews and reference checks are also used. Organizations evaluate selection programs based on placements, hires, offers, applicants and costs.
Recommended
Best-practice-recruitment-and-selection-a-tool-kit
This document provides an overview of best practices for recruitment and selection. It discusses planning the recruitment process, performing job analysis, attracting candidates, shortlisting, interviews and assessments, reference checks, making a selection, and evaluation. The goal is to select the best candidate for the role using a standardized, fair process. Job analysis is identified as the most important initial step to determine the key criteria for the role. Attraction strategies are important to market the organization and role. Shortlisting helps filter candidates based on criteria. Behavioral interviews structured around key criteria are recommended over unstructured interviews. Reference checks, induction, and evaluation complete the process. Using this standardized best practice approach helps hiring managers select the most suitable candidates and avoid poor hiring
Talent acquisition PPT 2015
This document outlines strategies and goals for talent acquisition at Westgate for 2015. It discusses reducing time to fill roles from 55 to under 30 days to lower costs. It also covers leveraging social media for recruiting, implementing a candidate relationship management system, and aligning recruiting efforts across business units. The document recommends increasing recruiter and candidate satisfaction, enhancing the employer brand, and reorganizing talent acquisition to include dedicated recruiters for resort operations functions. Metrics such as time to fill, candidates per requisition, and time to interview and make an offer are identified.
RECRUITMENT AND SELECTION
The document discusses recruitment and selection at ONGC (Oil and Natural Gas Corporation Limited), an Indian global energy company. It outlines the processes of recruitment, finding and hiring qualified candidates, and selection, evaluating and selecting individuals for jobs. It then discusses methods of recruitment like campus placement, newspapers, and employment agencies. The objectives and methodology of the study into ONGC's recruitment and selection programs are presented, including questionnaires, interviews, and secondary research. Recommendations call for better awareness of programs and a more effective recruitment environment. The conclusion is that ONGC's recruitment sources are effective and selection is cost-effective when considering existing employee performance and sincerity.
Shipra Batra 6+
Shipra Batra has over 15 years of experience in human resources. She currently works as an HR Manager at Click Perfect, where she handles all HR functions. Previously, she worked as Assistant Manager - North India at VFS Global Services, where she managed recruitment, training, employee engagement, and other HR responsibilities. She has a MBA in Human Resources and relevant work experience in industries such as digital marketing and visa outsourcing.
Talent Acquisition Supplement
Recruiters in India face challenges in finding quality talent to fill important roles, as the number of applications has increased but few candidates actually meet job requirements. New tools and practices are helping recruiters hire better candidates more efficiently. Talent screeners and realistic job previews help reduce the number of irrelevant applications and improve applicant quality. Recruiters are also using more advanced background checks, behavioral assessments, and social media to identify the right candidates. These new approaches help recruiters spend less time and resources on hiring while improving hiring outcomes.
MANGAL JANI.
I have over 17 years of experience across Customer Service Management, Sales & Administration, Branch Management, Human Resource Management, Internal Auditing, Quality Assurance, Revenue Generation, Relationship Management, Liaison & Coordination and Team Management. I have innate sense of task prioritization, managerial aptitude and result oriented attitude towards accelerating organizational growth and that too in a high pressured and time bound environment.
I believe that one of my most distinguishing characteristics is the diversity of experiences I possess. As you review my resume, you would find my candidature a perfect fit for the above mentioned position. I have consistently proven my ability to handle operational and strategic levels of multiple responsibilities in crisis and pressure, while operating under rigorous deadlines.
Elin porter resume 2015
Elin Porter is a human resources professional with over 20 years of experience in various industries. She holds an SPHR certification and bachelor's degree in organizational communication and human resource management. Her experience includes strategic planning, organizational development, performance management, training, employee relations, policy development, benefits administration, and general HR management. She has worked in both union and non-union environments for companies of various sizes. Her experience also includes consulting work where she provided HR support, audits, investigations and other services.
5. recruitment & selection
The document discusses recruitment and selection processes. It defines recruitment as seeking and attracting job applicants, and selection as choosing the most suitable candidate. It covers recruitment factors, policies and sources. Internal sources include promotions, while external sources are advertisements, agencies, referrals, and educational institutions. Selection methods aim to be reliable, valid, generalizable and legal. Methods include application forms, tests of intelligence, aptitude, achievement, interests and personality. Interviews and reference checks are also used. Organizations evaluate selection programs based on placements, hires, offers, applicants and costs.
Venu.vic
Venu Kandala has over 15 years of experience in human resources and finance roles. He is seeking new assignments in accounting, finance, human resources, or compliance. He has expertise in areas such as recruitment, developing HR strategies, implementing performance management frameworks, and accounting/financial tasks including payroll, budgeting, and accounts receivable/payable. He holds degrees in commerce, finance/HR management, and law, as well as IT certifications, and has worked in HR and administrative roles for various educational and technology companies.
Hr Plan For 2009
The HR plan for Transformers and Rectifiers India Ltd outlines several key initiatives for 2009-2010 including:
1) Defining KPIs and linking performance appraisals and compensation to both individual and company metrics and goals.
2) Revisiting HR policies and procedures to meet industry standards and prevent loss of talent.
3) Developing competency-based training programs, implementing a new performance management system, and rolling out an HRIS system.
4) Establishing a balanced scorecard approach and linking a portion of management bonuses to division and company performance.
Talent acquisition ppt
The document discusses talent acquisition strategies and best practices. It defines talent acquisition as finding and acquiring skilled human labor to meet organizational needs. The talent acquisition team is responsible for finding, assessing, and hiring candidates to fill roles. Key aspects of an effective talent acquisition model include quality of hires, turnaround time, and maximizing the number of hires. Quality can be ensured through validating qualifications, conducting reference and social media checks. Turnaround time involves defining timelines for each step from job posting to offer. Maximizing numbers involves setting targets for submissions, hires per recruiter and prioritizing requirements.
The Role of Recruitment and Selection in Managing Change
The document discusses the role of recruitment and selection in managing organizational change. It defines recruitment, selection, and change management. Recruitment and selection can directly contribute to change by bringing in new employees with different skills and perspectives. A case study is presented on an insurance company that implemented changes to its recruitment and selection processes to address issues like low staff retention. New selection methods and competency frameworks were introduced. Recruitment champions were also appointed to help lead the changes and meet recruitment objectives, demonstrating how recruitment and selection can be developed to effectively manage organizational change.
AnkitaTripathi
Ankita Tripathi has over 5 years of experience in human resources. She currently works as an HR Representative at Jabil Circuit India Pvt. Ltd. where she handles recruitment, employee onboarding, engagement, and other HR functions. Previously, she was an HR Executive at Amtek Auto Ltd. where she managed recruitment, onboarding, engagement, rewards, and training. She has an MBA in HR and relevant work experience.
Reserves Strategic plan - Standard Chartered Bank Case
CFVG, MBA 25
NGUYEN Hoang Quan
DANG Thuy Dung
NGO Hong Nhung
LA Huyen Trang
This thesis aims to understand about characteristics of Standard Chartered Bank, analyze reforming plan in term of organization structure as well as propose suggestions to improve performances and reduce drawbacks of this plan.
We apply qualitative and quantitative methods, using data in Standard Chartered Bank annual reports and feedbacks from employees of Standard Chartered Bank
Recruitment & Selection
This document provides information about Liaquat National Hospital and South City Hospital in Karachi, Pakistan. It discusses the history and facilities of both hospitals. Liaquat National Hospital was established in 1958 and has 700 beds across 32 specialties. South City Hospital was established in 2006 in response to another hospital being demolished, and it houses 124 beds across various departments like operating theaters and intensive care units. The document also discusses recruitment, selection, training and performance management processes at the two hospitals.
Hetal V. Parikh Resume
Hetal V. Parikh is a human resources professional with over 6 years of experience in HR operations. She is currently pursuing a PGCHRM from XLRI and has previously worked as an Assistant Manager of HR Operations at Kaya Ltd. and as an Associate of HR at BDO Consulting Pvt. Ltd., where she led teams and implemented various HR programs and processes. Her experience includes recruitment, training, performance management, payroll, and developing HR policies and procedures.
Resume hr manager -legal admin -consultant -mba 18 years
Hossam Hussein is a seasoned HR and legal executive with over 18 years of experience. He has expertise in all areas of HR including policy development, recruitment, performance management, and benefits administration. Mr. Hussein has experience managing HR departments of over 3,000 employees and has recruited over 2,000-5,000 staff through mass recruitment efforts. He aims to consistently meet goals and deliver mission critical results through his leadership and strategic planning skills.
Recruitment_Avinash Sullad
The document discusses recruitment, which involves generating a pool of qualified job applicants. It outlines the objectives of recruitment as making applicants aware of opportunities and attracting qualified candidates. Key methods covered include databases, job postings, advertisements, referrals, and agencies. Recruitment has purposes like deciding requirements, increasing the applicant pool at low cost, and improving selection success and organizational effectiveness. Reasons for recruitment include business expansion, new markets/products, attrition, and adding new skill sets. The document also discusses positive and negative effects, strategies, processes, methods, evaluation, and new approaches to recruitment.
Recruitment & selection
This document discusses recruitment and selection. Recruitment is defined as attracting job applicants and involves determining an organization's present and future needs, increasing the candidate pool at low cost, and meeting legal obligations. The recruitment process has five stages: planning, strategy development, searching, screening, and evaluation. Selection is differentiating between applicants to identify those most likely to succeed, and involves preliminary interviews, tests, references, employment interviews, decisions, exams, and contracts. Sources of recruitment include current employees, referrals, former employees, applications, ads, walk-ins, consultants, and e-recruiting.
Samuel Christopher Gibson_Resume
Samuel Christopher Gibson is a human resource specialist with over 10 years of experience working for multinational firms like E.I. DuPont Services Center India and Genpact. He has expertise in talent acquisition, talent management, onboarding, performance management, and implementing HR policies and processes. At his current role at DuPont, Gibson manages a team of 3 and is recognized as the backbone of the Hyderabad Service Centre hiring. He has consistently received awards for his contributions and achievements in hiring, implementation of talent management systems, and reducing time to hire. Gibson holds a B.Com Honors degree and is pursuing an Executive MBA.
Muhammad Adeel CV ASM
Muhammad Adeel is seeking a leadership role to utilize over 15 years of experience in finance, accounting, auditing and sales management. He has held roles such as Area Sales Manager for Unilever and Internal Audit Manager for a distribution company. He is pursuing CMA certification and has an MA in Economics. His experience spans industries including manufacturing, distribution and services.
Business Plan On HR Consultancy
PRO-GROWTH is a new human resources consulting firm located in Peshawar, Pakistan. It aims to provide HR services like recruitment, training, and employee relations to public and private organizations. The company plans to hire two employees and generate around $58,000 in sales in its first year through networking and word-of-mouth promotion. It requests a startup investment of $16,000 which will be used for initial expenses, assets, and working capital. The owners believe PRO-GROWTH can break even with around $5,766 in monthly revenue based on estimated fixed costs of $5,478.
Prashanth r human resource_profile
Prashanth R has over 8 years of experience in human resources with a focus on talent acquisition. He is seeking a challenging role in HR management with a reputable organization. His experience includes handling end-to-end recruitment cycles for both entry-level and senior roles. He has worked at various organizations including Ernst & Young, Blue Marble Smartware, and McKinsey & Company. His core competencies include recruitment, process management, client relationships, and staffing operations.
Process of recruitment and orientation
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Recruitment and hiring process with process flow diagram
The recruitment process begins with recruitment planning where vacant positions are analyzed and job descriptions are created. A recruitment strategy is then developed to identify the best sources for finding qualified candidates, both internally through promotions, transfers, and referrals, as well as externally through job boards, agencies, and campus recruiting. Candidates are sourced and screened by reviewing resumes, conducting phone interviews, and identifying the top candidates to move forward in the process. The final stage involves evaluating the effectiveness and costs of the overall recruitment effort.
SRK_TA Lead
Shilpi Raj Kasodhan has over 4 years of experience in talent acquisition and human resources. She has managed recruitment for large companies such as Sapient Nitro and HCL Services. Currently, she leads a team of recruiters at Sapient Nitro, where she is responsible for developing talent strategies, sourcing candidates, and conducting interviews. She has a strong track record of successfully filling roles across companies in a timely manner.
Factors affecting decision making
the presentation outlines the various factors that affect selection decisions in human resouces management
Professional_Dossier_Rahul Patel
Rahul Patel is a senior business manager with over 8.5 years of experience in IT recruitment, manpower planning, and other HR activities. He has worked with large companies like Aditya Birla and is currently with StraVis Enterprise Solutions in Bangalore, India. Rahul is skilled in global recruitment, budgeting, market intelligence, and process improvement. He is known as an influential leader capable of developing a multi-skilled workforce to meet corporate goals.
Hr System of Mobilink Pakistan
This document summarizes the human resource functions at Mobilink, a leading cellular company in Pakistan. It discusses Mobilink's human resource planning, recruitment and selection processes, training and development programs, compensation policies, and performance appraisal system. The document also provides suggestions for improving Mobilink's human resource department, such as establishing core competencies, implementing effective performance management plans, and simplifying the rewards system for employees.
HR planning and recruitment & selection process in bangladeshi organizations
The document discusses HR planning and recruitment processes in Bangladeshi organizations. It outlines the importance of human resources in helping organizations achieve their goals and objectives. It then discusses various aspects of recruitment in Bangladeshi organizations, including identifying vacancies, developing recruitment plans, sourcing candidates through various means like job portals and advertisements, screening applicants, and selecting candidates. It also notes some challenges to effective recruitment like maintaining speed and preparing for competition.
More Related Content
What's hot
Venu.vic
Venu Kandala has over 15 years of experience in human resources and finance roles. He is seeking new assignments in accounting, finance, human resources, or compliance. He has expertise in areas such as recruitment, developing HR strategies, implementing performance management frameworks, and accounting/financial tasks including payroll, budgeting, and accounts receivable/payable. He holds degrees in commerce, finance/HR management, and law, as well as IT certifications, and has worked in HR and administrative roles for various educational and technology companies.
Hr Plan For 2009
The HR plan for Transformers and Rectifiers India Ltd outlines several key initiatives for 2009-2010 including:
1) Defining KPIs and linking performance appraisals and compensation to both individual and company metrics and goals.
2) Revisiting HR policies and procedures to meet industry standards and prevent loss of talent.
3) Developing competency-based training programs, implementing a new performance management system, and rolling out an HRIS system.
4) Establishing a balanced scorecard approach and linking a portion of management bonuses to division and company performance.
Talent acquisition ppt
The document discusses talent acquisition strategies and best practices. It defines talent acquisition as finding and acquiring skilled human labor to meet organizational needs. The talent acquisition team is responsible for finding, assessing, and hiring candidates to fill roles. Key aspects of an effective talent acquisition model include quality of hires, turnaround time, and maximizing the number of hires. Quality can be ensured through validating qualifications, conducting reference and social media checks. Turnaround time involves defining timelines for each step from job posting to offer. Maximizing numbers involves setting targets for submissions, hires per recruiter and prioritizing requirements.
The Role of Recruitment and Selection in Managing Change
The document discusses the role of recruitment and selection in managing organizational change. It defines recruitment, selection, and change management. Recruitment and selection can directly contribute to change by bringing in new employees with different skills and perspectives. A case study is presented on an insurance company that implemented changes to its recruitment and selection processes to address issues like low staff retention. New selection methods and competency frameworks were introduced. Recruitment champions were also appointed to help lead the changes and meet recruitment objectives, demonstrating how recruitment and selection can be developed to effectively manage organizational change.
AnkitaTripathi
Ankita Tripathi has over 5 years of experience in human resources. She currently works as an HR Representative at Jabil Circuit India Pvt. Ltd. where she handles recruitment, employee onboarding, engagement, and other HR functions. Previously, she was an HR Executive at Amtek Auto Ltd. where she managed recruitment, onboarding, engagement, rewards, and training. She has an MBA in HR and relevant work experience.
Reserves Strategic plan - Standard Chartered Bank Case
CFVG, MBA 25
NGUYEN Hoang Quan
DANG Thuy Dung
NGO Hong Nhung
LA Huyen Trang
This thesis aims to understand about characteristics of Standard Chartered Bank, analyze reforming plan in term of organization structure as well as propose suggestions to improve performances and reduce drawbacks of this plan.
We apply qualitative and quantitative methods, using data in Standard Chartered Bank annual reports and feedbacks from employees of Standard Chartered Bank
Recruitment & Selection
This document provides information about Liaquat National Hospital and South City Hospital in Karachi, Pakistan. It discusses the history and facilities of both hospitals. Liaquat National Hospital was established in 1958 and has 700 beds across 32 specialties. South City Hospital was established in 2006 in response to another hospital being demolished, and it houses 124 beds across various departments like operating theaters and intensive care units. The document also discusses recruitment, selection, training and performance management processes at the two hospitals.
Hetal V. Parikh Resume
Hetal V. Parikh is a human resources professional with over 6 years of experience in HR operations. She is currently pursuing a PGCHRM from XLRI and has previously worked as an Assistant Manager of HR Operations at Kaya Ltd. and as an Associate of HR at BDO Consulting Pvt. Ltd., where she led teams and implemented various HR programs and processes. Her experience includes recruitment, training, performance management, payroll, and developing HR policies and procedures.
Resume hr manager -legal admin -consultant -mba 18 years
Hossam Hussein is a seasoned HR and legal executive with over 18 years of experience. He has expertise in all areas of HR including policy development, recruitment, performance management, and benefits administration. Mr. Hussein has experience managing HR departments of over 3,000 employees and has recruited over 2,000-5,000 staff through mass recruitment efforts. He aims to consistently meet goals and deliver mission critical results through his leadership and strategic planning skills.
Recruitment_Avinash Sullad
The document discusses recruitment, which involves generating a pool of qualified job applicants. It outlines the objectives of recruitment as making applicants aware of opportunities and attracting qualified candidates. Key methods covered include databases, job postings, advertisements, referrals, and agencies. Recruitment has purposes like deciding requirements, increasing the applicant pool at low cost, and improving selection success and organizational effectiveness. Reasons for recruitment include business expansion, new markets/products, attrition, and adding new skill sets. The document also discusses positive and negative effects, strategies, processes, methods, evaluation, and new approaches to recruitment.
Recruitment & selection
This document discusses recruitment and selection. Recruitment is defined as attracting job applicants and involves determining an organization's present and future needs, increasing the candidate pool at low cost, and meeting legal obligations. The recruitment process has five stages: planning, strategy development, searching, screening, and evaluation. Selection is differentiating between applicants to identify those most likely to succeed, and involves preliminary interviews, tests, references, employment interviews, decisions, exams, and contracts. Sources of recruitment include current employees, referrals, former employees, applications, ads, walk-ins, consultants, and e-recruiting.
Samuel Christopher Gibson_Resume
Samuel Christopher Gibson is a human resource specialist with over 10 years of experience working for multinational firms like E.I. DuPont Services Center India and Genpact. He has expertise in talent acquisition, talent management, onboarding, performance management, and implementing HR policies and processes. At his current role at DuPont, Gibson manages a team of 3 and is recognized as the backbone of the Hyderabad Service Centre hiring. He has consistently received awards for his contributions and achievements in hiring, implementation of talent management systems, and reducing time to hire. Gibson holds a B.Com Honors degree and is pursuing an Executive MBA.
Muhammad Adeel CV ASM
Muhammad Adeel is seeking a leadership role to utilize over 15 years of experience in finance, accounting, auditing and sales management. He has held roles such as Area Sales Manager for Unilever and Internal Audit Manager for a distribution company. He is pursuing CMA certification and has an MA in Economics. His experience spans industries including manufacturing, distribution and services.
Business Plan On HR Consultancy
PRO-GROWTH is a new human resources consulting firm located in Peshawar, Pakistan. It aims to provide HR services like recruitment, training, and employee relations to public and private organizations. The company plans to hire two employees and generate around $58,000 in sales in its first year through networking and word-of-mouth promotion. It requests a startup investment of $16,000 which will be used for initial expenses, assets, and working capital. The owners believe PRO-GROWTH can break even with around $5,766 in monthly revenue based on estimated fixed costs of $5,478.
Prashanth r human resource_profile
Prashanth R has over 8 years of experience in human resources with a focus on talent acquisition. He is seeking a challenging role in HR management with a reputable organization. His experience includes handling end-to-end recruitment cycles for both entry-level and senior roles. He has worked at various organizations including Ernst & Young, Blue Marble Smartware, and McKinsey & Company. His core competencies include recruitment, process management, client relationships, and staffing operations.
Process of recruitment and orientation
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Recruitment and hiring process with process flow diagram
The recruitment process begins with recruitment planning where vacant positions are analyzed and job descriptions are created. A recruitment strategy is then developed to identify the best sources for finding qualified candidates, both internally through promotions, transfers, and referrals, as well as externally through job boards, agencies, and campus recruiting. Candidates are sourced and screened by reviewing resumes, conducting phone interviews, and identifying the top candidates to move forward in the process. The final stage involves evaluating the effectiveness and costs of the overall recruitment effort.
SRK_TA Lead
Shilpi Raj Kasodhan has over 4 years of experience in talent acquisition and human resources. She has managed recruitment for large companies such as Sapient Nitro and HCL Services. Currently, she leads a team of recruiters at Sapient Nitro, where she is responsible for developing talent strategies, sourcing candidates, and conducting interviews. She has a strong track record of successfully filling roles across companies in a timely manner.
Factors affecting decision making
the presentation outlines the various factors that affect selection decisions in human resouces management
Professional_Dossier_Rahul Patel
Rahul Patel is a senior business manager with over 8.5 years of experience in IT recruitment, manpower planning, and other HR activities. He has worked with large companies like Aditya Birla and is currently with StraVis Enterprise Solutions in Bangalore, India. Rahul is skilled in global recruitment, budgeting, market intelligence, and process improvement. He is known as an influential leader capable of developing a multi-skilled workforce to meet corporate goals.
What's hot (20)
The Role of Recruitment and Selection in Managing Change
The Role of Recruitment and Selection in Managing Change
Reserves Strategic plan - Standard Chartered Bank Case
Reserves Strategic plan - Standard Chartered Bank Case
Resume hr manager -legal admin -consultant -mba 18 years
Resume hr manager -legal admin -consultant -mba 18 years
Recruitment and hiring process with process flow diagram
Recruitment and hiring process with process flow diagram
Similar to PeakAlpha Investment Services Pvt.Ltd._Gulrukh Nasim
Hr System of Mobilink Pakistan
This document summarizes the human resource functions at Mobilink, a leading cellular company in Pakistan. It discusses Mobilink's human resource planning, recruitment and selection processes, training and development programs, compensation policies, and performance appraisal system. The document also provides suggestions for improving Mobilink's human resource department, such as establishing core competencies, implementing effective performance management plans, and simplifying the rewards system for employees.
HR planning and recruitment & selection process in bangladeshi organizations
The document discusses HR planning and recruitment processes in Bangladeshi organizations. It outlines the importance of human resources in helping organizations achieve their goals and objectives. It then discusses various aspects of recruitment in Bangladeshi organizations, including identifying vacancies, developing recruitment plans, sourcing candidates through various means like job portals and advertisements, screening applicants, and selecting candidates. It also notes some challenges to effective recruitment like maintaining speed and preparing for competition.
Onboard, Not Overboard. Accelerating New Hire Training
In this webinar, we'll discuss five ways to accelerate the time it takes to get a new employee up to speed.
www.bizlibrary.com
RETENTION STRATEGIES of AXIS BANKER.pptx
Title: Essential Skills for Budding Entrepreneurs and Startup Founders
Introduction: Welcome, everyone, to today's presentation on the must-have skills for budding entrepreneurs and startup founders. In the dynamic landscape of entrepreneurship, certain skills are indispensable for success. Whether you're launching your first venture or embarking on a new startup journey, mastering these skills can significantly enhance your chances of thriving in the competitive business world.
Conclusion: In conclusion, entrepreneurship is a challenging yet rewarding journey that requires a diverse set of skills and qualities. By mastering the essential skills outlined in this presentation—vision and innovation, resilience and persistence, adaptability and flexibility, strategic thinking and planning, communication and networking, and financial literacy and resource management—budding entrepreneurs and startup founders can increase their likelihood of success and build thriving ventures in today's competitive business landscape. Thank you for your attention.
[End of Presentation]
Title: Essential Skills for Budding Entrepreneurs and Startup Founders
Introduction: Welcome, everyone, to today's presentation on the must-have skills for budding entrepreneurs and startup founders. In the dynamic landscape of entrepreneurship, certain skills are indispensable for success. Whether you're launching your first venture or embarking on a new startup journey, mastering these skills can significantly enhance your chances of thriving in the competitive business world.
Conclusion: In conclusion, entrepreneurship is a challenging yet rewarding journey that requires a diverse set of skills and qualities. By mastering the essential skills outlined in this presentation—vision and innovation, resilience and persistence, adaptability and flexibility, strategic thinking and planning, communication and networking, and financial literacy and resource management—budding entrepreneurs and startup founders can increase their likelihood of success and build thriving ventures in today's competitive business landscape. Thank you for your attention.
[End of Presentation]
Title: Essential Skills for Budding Entrepreneurs and Startup Founders
Introduction: Welcome, everyone, to today's presentation on the must-have skills for budding entrepreneurs and startup founders. In the dynamic landscape of entrepreneurship, certain skills are indispensable for success. Whether you're launching your first venture or embarking on a new startup journey, mastering these skills can significantly enhance your chances of thriving in the competitive business world.
Conclusion: In conclusion, entrepreneurship is a challenging yet rewarding journey that requires a diverse set of skills and qualities. By mastering the essential skills outlined in this presentation—vision and innovation, resilience and persistence, adaptability and flexibility, strategic thinking and planning, communication and networking, and f
Hr of mobilink 2
Mobilink is a leading telecommunications provider in Pakistan. The document outlines the key functions and practices of Mobilink's HR department, including recruitment, selection, orientation, training, performance management, compensation, and career development. It describes the department's role in attracting and developing employees to support the company's vision of being an innovative leader in the telecom industry.
SIP PROJECT REPORT
This document provides an overview of recruitment and selection processes. It begins with definitions of recruitment and discusses key aspects of the process such as job analysis, descriptions, specifications, and trends like outsourcing. It then covers sources of recruitment, including internal sources like promotions, transfers, and notice boards, as well as external sources like advertisements, agencies, and colleges. The document discusses locating candidates from both internal and external sources and the merits and demerits of each.
HR
Al Khairat Company is a profitable organization in Saudi Arabia that distributes school and office supplies. The document outlines the company's recruitment, selection, job analysis, interviewing, training, performance management, and compensation processes. It provides recommendations to improve these areas, such as adopting new recruitment technology, standardizing job analysis methods, improving interview questions and training programs, implementing a performance appraisal system, and enhancing compensation. The summary captures the key topics and recommendations discussed in the multi-section document.
A_PROJECT_REPORT_ON_RECRUITMENT_AND_SELE.pdf
The document provides details about a project report on recruitment and selection conducted by Sayan Maitra for partial fulfillment of an MBA program. It includes an executive summary that outlines the objectives and importance of recruitment and selection for organizations. It also describes the research methodology and tools used like questionnaires, interviews, and data analysis techniques. The report findings, limitations, and recommendations for improving recruitment and selection processes are discussed. Organizational profiles of Luxmi Group and Zedpoint where the author conducted research are also included.
A PROJECT REPORT ON RECRUITMENT AND SELECTION
This article discusses how to set up a formal recruitment and hiring process within an organization. It recommends first defining the HR strategy and clarifying recruitment goals. An individual, such as the head of HR, should be put in charge of recruitment. That person should directly report to the CEO. Committees or groups should also be involved in the process. The organization should have job descriptions, pay scales, and identify vacancies. The HR executive then decides how to fill openings, from critical roles to less important positions. Reference checks, interviews, and other steps ensure the right candidates are selected to meet the organization's needs.
Effective Recruitment Strategies for Business Success
Discover how to create recruitment strategies that drive business success. Explore practical approaches to attract and retain top talent.
Internship presentation on appollo ispat complex on hrm
A Study on the HR Planning, Recruitment, and Selection Activities and Practices of Appollo Ispat Complex Ltd.
M K Fleming Recruiter
The document provides a summary of an experienced human resources professional with over 15 years of experience in recruiting, retention, and compliance. She has held various HR leadership roles at organizations in the energy, biotech, and pharmaceutical industries. She is seeking a new contract, full-time, virtual or remote recruiting role utilizing her expertise in talent acquisition, applicant tracking systems, compliance, and sourcing passive candidates through social media and Boolean searches.
Resume dimple
Core HR experience of 9 years. Have experience in IT and BFSI sector. Currently handling a team and taking care of entire employee life cycle for Ahmedabad based IT organization.
Bhagyashri Patil SIP Presentation.pptx
This document summarizes a study conducted to measure the impact of training and development programs at SM Express Logistics Pvt Ltd in Mumbai. The study used a system level audit to evaluate existing training programs and identify areas for improvement. The objectives were to understand the types of training programs provided and evaluate their effectiveness. Key findings indicated training programs needed more structure and evaluation. Suggestions included committing more resources to training, linking training to business strategies, and providing ongoing skills development opportunities.
Advance Pathshala HR Practical Training Services
The document provides information about an HR training program offered by Advance Pathshala. The 80-85 hour program covers topics like payroll processing, statutory compliance with laws like EPF and ESI, performance management, recruitment, and more. It aims to provide practical skills and knowledge needed for entry-level HR roles. Trainees will learn through online and classroom sessions, assignments, and have opportunities for client project work and 100% placement assistance. The fee for the complete training program is INR 12,000 plus GST.
How to Transform Talent Acquisition in Asia Pacific through RPO
As the world of employment evolves in the diverse and complex markets in Asia Pacific, so do the tools, tactics and strategies to find the best talent. Learn how organizations in Asia Pacific can establish a world-class talent acquisition function using Recruitment Process Outsourcing as an enabler and make talent their biggest strategic competitive advantage.
Recruitment hrm
The document discusses recruitment policies, methods, and procedures. It begins by outlining learning objectives around describing the purpose of recruitment, explaining recruitment policies and processes, identifying components of good policies, and familiarizing sources and methods. It then defines recruitment and discusses the purpose and importance of having recruitment policies. Key points made include attracting candidates, creating talent pools for selection, determining staffing needs, and meeting legal obligations. The document also outlines factors affecting policy, components of policies, the recruitment process, and methods of recruitment including internal and external approaches. It closes by discussing advantages and disadvantages of different recruitment methods.
21791869 recruitment-selection-process-project-report
The document discusses recruitment and provides definitions, purposes, and factors affecting recruitment. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment include determining staffing needs, increasing the applicant pool at low cost, and reducing unqualified applicants. Factors like company policies, size, growth and external conditions like the job market affect recruitment. Effective recruitment provides quality applicants while ineffective recruitment increases costs. The recruitment process includes finding applicant sources, attracting candidates, and generating applications. Internal sources like current employees and external sources like job sites and ads are used.
Similar to PeakAlpha Investment Services Pvt.Ltd._Gulrukh Nasim (20)
HR planning and recruitment & selection process in bangladeshi organizations
HR planning and recruitment & selection process in bangladeshi organizations
Onboard, Not Overboard. Accelerating New Hire Training
Onboard, Not Overboard. Accelerating New Hire Training
Effective Recruitment Strategies for Business Success
Effective Recruitment Strategies for Business Success
Internship presentation on appollo ispat complex on hrm
Internship presentation on appollo ispat complex on hrm
How to Transform Talent Acquisition in Asia Pacific through RPO
How to Transform Talent Acquisition in Asia Pacific through RPO
21791869 recruitment-selection-process-project-report
21791869 recruitment-selection-process-project-report
PeakAlpha Investment Services Pvt.Ltd._Gulrukh Nasim
- 1. PEAKALPHA INVESTMENT SERVICES By Gulrukh Nasim “Recruitment, Policy Revision & Creation and HR Best Practices in BFSI Sector”
- 2. LEARNING OBJECTIVE Recruitment & Selection Policy Revision/Creation Survey Relationship Manager Operations Study HR practices in BFSI Sector and engage feasibility for PeakAlpha Investment Services. Dress Code Leave Exit
- 3. RECRUITMENT PROCESS Recruitment JD analysis Recruiting Agencies, Job Portals and Employee Referrals Communicating with candidates to bring out their true potential to select right fit More detail about their background, Reason for leaving the previous organization, etc. Checking In depth knowledge of candidates about the role-learned about questions to be asked Discussion about CTC, date of joining, Notice period On-boarding RM OpsCreate Requisition Sourcing Shortlist + Interview setup HR round Technical/ Functional round Selection Formal Offer 60 63 40 30 26 18 15 8 4 2 2 In Process
- 4. Policy revision/creation POLICY REVISION/CREATION Creation of Exit Policy Revision of Dress Code and Leave Policy ImplementFinalize/A pprove Review and Evaluate Consulted with the employees of PeakAlpha Draft policy Gather informatio n Need Identificati on Framed the policy Added policies regarding tattoos, footwear, piercings, accessories, and pattern of cloths such as to avoid loud colours, bold or offensive print, etc. Added maternity leave policy Covered all types of exit such as Resignation, Termination, Death, and Superannuation.
- 5. SURVEY OBJECTIVE- Study HR practices in BFSI Sector and engage feasibility for PeakAlpha Investment Services Target Audience- BFSI Sector (SBI, South Indian Bank, ICICI,ICICI Prudential, and ARA Mutual Fund Investment Services) Topics Covered- Recruitment, Employee Engagement, Performance Management, Learning & Development Survey
- 6. Questions asked Job Portals used by different companies for recruitment process Recruitment agency used by companies for selecting candidates Recruitment agency used by companies for selecting candidates Companies satisfied with the performance of the recruiting agencies The main sources of external hiring process-Portals, Agency or Walk ins Incentives offered to employees for successful referrals Employee Engagement programs being offered in the BFSI sector organizations The person responsible in employee engagement program in the BFSI sector organizations Training programs practiced in the BFSI sector organizations Leadership development programs practiced in the BFSI sector organization Appraisal system in the BFSI sector organizations Is your employee pay linked to their Performance ?
- 7. SUGGESTIONS For Induction there should be a website which would contain details of all employees in Peak Alpha Documentation of Résumé of rejected and selected candidates in computer Employer branding Skill repository of employees should be created so that it will help in forecasting future recruitment in PeakAlpha Organizational structure should be framed for succession planning as well as training program. Since PeakAlpha is a new organization, it should document all the necessary policies in order to give employees essential benefits and also clarity about the rules and procedures of the organization. This will also help in promoting organization’s culture. Organizations should conduct more employee engagement programs to keep employees motivated
- 8. LIMITATIONS Since the organization is new, not many people know about the organization which created constraints in the recruitment process Low budget for recruitment process Due to time constraints, many policies could not be covered While conducting the survey, time constraints were faced as three different projects were being undertaken It was difficult to get information regarding different areas of HR from one HR manager as they had different specialized departments for various HR functions in their organization and the information about each other department was limited Non availability of HRs for the survey