Avery Dennison is a global leader in labeling and packaging solutions. The document discusses Avery Dennison's workforce planning and recruitment processes. It defines workforce planning as analyzing future staffing needs and how to meet them. Avery Dennison uses job descriptions and specifications in workforce planning. Recruitment sources include employee referrals, databases, agencies and websites. The recruitment process involves tests, interviews and reference checks without discrimination.

1. Prof. Dr. Serajul Hoque
Personnel planning & recruiting in
Avery Dennison
Human Resource Management
Dr. Serajul Hoque Submitted By:
Professor Iftekhar Aziz (410 18 017)
Department of Marketing Rashidul Hassan (411 20 020)
University of Dhaka HRM Iftekher Mahmood (411 20 058)
Personnel Planning and Recruiting

2. Contents
Introduction of Avery Dennison
Company Some features of Avery Dennison
Overview Products of Avery Dennison
Workforce Definition
Planning Job description & Specification
Workforce planning tool in Avery Dennison
Definition
Sources of recruitment
Recruitment Employee referral scheme
Recruitment procedure
Wrapping up the topics
Conclusion

3. Company Overview
Avery Dennison is a recognized industry leader that develops
innovative identification and decorative solutions for businesses and
consumers worldwide. Every day. Everywhere.
Every day, millions of people all over the world see Avery Dennison
innovation in thousands of products --- from beverage labels and
business cards to retail tags and vehicle graphics, Avery Dennison
brands are everywhere you look.
For 2009, sales were $6 billion and the Company ranked number 362 on
the 2010 Fortune 500 list of the largest U.S. industrial and service
companies.

4. Avery Dennison Products

5. Work force Planning
Process of analyzing on organization’s likely future needs for people in terms of
numbers, skills and locations.
It allows the organizations to plan how those needs can be met through recruitment.
It is vital for a company like Avery Dennison to plan ahead.
Because the company is growing, Avery Dennison needs to recruit on a regular
basis for its all business aspects.
Jobs are created as company increases the number
of machines to increase the capacity.
Positions become
available because:
Vacancies arise as employees leave the company-
when they retire or resign-or getting promotion to
other positions within Avery Dennison.
New types of jobs can be created as Avery
Dennison changes its processes and technology.

6. An important element in workforce
planning is to have clear job
descriptions and person specifications.
Job Specifications
A person specification sets out
Job Description
the skills, characteristics and
attributes that a person needs
to do a particular job.
Job Description
Job Specification
•The title of the job.
•To whom the job holder is
responsible.
•A simple description of roles
and responsibilities.
Job descriptions and persons specifications show how a job holder fits into
the Avery Dennison business.
They help Avery to recruit the right people. They also provide a
benchmark for each job in terms of responsibilities and skills.
These help managers to assess if staffs are carrying out jobs to the
appropriate standards.

7. Work force planning for
Avery Dennison
Work force Planning

8. Workforce Planning Tool

9. Workforce Planning Tool

10. What is Recruitment?
Recruitment means to estimate the available vacancies and to make
suitable arrangements for their selection and appointment.
6 Operating Authority
Hr
Recruitment and
selection are two of the Head Of The Department
most important functions of
personnel management. Unit-head (Plant & Factories)
Regional Director/General Manager
CEO (Subjected To Restriction)
m62 visualcommunications

11. Recruitment
Sources:
Data base: Resumes which are live and active be stored
in a central place.
Head Hunt: Recruiters do the headhunting based on the
requirements. Comprehensive data-base contains each
position’s core competency skills.
Search Engines: Currently Avery use one of the leading
portal to access their unlimited database access and
unlimited job postings.
Consultants: If there are bulk requirements or niche
requirements, engagement of consultants at the discretion
of the management. Employee Referral: Employee refers his or her
friends to the company.

12. To encourage Employees to refer individuals and build human
capital in the company
Candidate selected Referral
All the references must bear the name and
@ Level incentive employee number of the employee. These
details must be recorded in the interview
Member BDT 5,000 assessment form.
Senior Member BDT 8,000 Depending on the profile and seniority of
candidates selected ,candidate referral
Lead Member BDT10,000 incentive would differ.
Principal Member BDT 15,000
An individual is entitled to the candidate referral incentive only after the person
referred by him/her has served for one month with the organization.

17. Employment Tests for High Potential candidates
Ability tests: Assist in determining how well an individual can perform tasks related to the job. When applicant claims to
know something, an achievement test is taken to measure how well they know it.
Aptitude test: Aptitude tests measure whether an individual’s has the capacity or latent ability to learn a given job if given
adequate training. Aptitudes tests help determine a person’s potential to learn in a given area.
Intelligence test: This test helps to evaluate traits of intelligence. The intelligence is probably the most widely administered
standardized test in industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities.
Interest Test: This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests
indicate which occupations are more in line with a person’s interest.
Personality Test: The importance of personality to job success is undeniable. Often an individual who possesses the
intelligence, aptitude and experience for certain has failed because of inability to get along with and motivate other people.
Projective Test: This test requires interpretation of problems or situations. For example, a photograph or a picture can be
shown to the candidates and they are asked to give their views, and opinions about the picture.
General knowledge Test: Now days G.K. Tests are very common to find general awareness of the candidates in the field of
sports, politics, world affairs, current affairs.
Perception Test: At times perception tests can be conducted to find out beliefs, attitudes, and mental sharpness.etc.
Medical Test: It reveals physical fitness of a candidate. With the development of technology, medical tests have become
diversified. Medical servicing helps measure and monitor a candidate’s physical resilience upon exposure to hazardous
chemicals.

18. Discrimination
!!!!
…Never…
Employees are selected on the basis of qualification, ability, experience and character.
At the time of selection reference checks are solely at the discretion of the employer and
can be conducted at any point of the recruitment and/or selection process.
1st round of personal interview would be conducted by the HR. If the candidate found
suitable, then he/she would be required to go through 2nd round of interview.
2nd round of interview would be conducted by the Head of the Department or any other
person nominated by the Head of the department.
All candidates will be asked a standard format of questions and test, which will have been
decided by the HR and the concerned department, related to the job requirements and the
candidate’s suitability to undertake the role.
Avery Dennison, Bangladesh is an equal employment provider. As an employer it does not
see age/sex/race/region/caste/religion as employee’s disadvantage.