Recruiter profile
•Download as DOCX, PDF•
0 likes•239 views
This recruitment profile outlines the candidate's diverse career experience recruiting for various industries including telecom, aviation, power generation, IT, health/medical, fertilizer, dairy, business process outsourcing, and hospitality. They have recruited for major client companies within each industry such as PTCL, Zong, Royal Airport Service, K-Electric, IBM Global, Green Star Marketing, FFBL, Noon Dairy, Touchstone, and Hashoo Group. The candidate gained this experience working with the Islamabad Recruitment Company.
Report
Share
Report
Share
Recommended
Copy Of Irc (India) Ltd
IRC (India) Ltd is a leading logistics services provider in India, operating since 1963. It offers various third-party logistics services like transportation, warehousing, project freight handling. It has a network of over 90 branches across 28 states and 5 union territories in India. Some of its major clients include Maruti Suzuki, Hero Honda, GSK Consumer Healthcare, Apollo Tyres, and New Holland Tractors.
Meru Cabs - India's finest taxi services
Meru is a luxury radio taxi service in India that was the first and largest of its kind, changing how metered taxis operate. It provides modern, air-conditioned cabs available 24/7 through GPS dispatch technology. Meru cabs can be booked in advance by phone or SMS. The company aims to provide a world-class travel experience for urban commuters using advanced technology. Meru began in 2006 with just 30 cabs and has expanded to over 5,000 cabs operating in several major Indian cities.
Finder vehicle tracking service
Monico Limited was established in 1985 as a construction company in Bangladesh. It has since diversified and now operates several sister companies providing services in real estate, IT, agriculture, and pharmaceuticals. Monico Technologies Limited provides vehicle tracking and fleet management services in Bangladesh using GPS and customized digital maps. It launched its services in 2009 and has since covered most major telecom operators and large corporate clients in Bangladesh. The company's services provide real-time vehicle tracking, reports on location history and vehicle usage, and remote monitoring and management of fleets.
Meru Cabs SERVQUAL Model
This document discusses Meru Cabs, an Indian radio taxi service provider. It operates in several major Indian cities, including Bangalore where it has a fleet of 1500 taxis. The document outlines Meru Cabs' services, pricing structure for intra-city trips in Bangalore, marketing strategy focusing on reliability, and results from a customer satisfaction survey. It then analyzes service quality gaps and finds that Meru Cabs generally meets customer expectations and maintains high service standards and performance.
Meru Cabs
There is all that you would like to know about MERU CABS
Note: The price differntiation is only applicable for the city of Kolkata
Meru
The document provides an overview of Meru Cab Services, a leading radio taxi service provider in major Indian cities. It discusses Meru Cabs' introduction and growth, benefits to customers and society, training academy, business model involving contracts and earnings, use of technology for customer services, modern fleet of clean fuel vehicles with trained drivers, and marketing using the 7 Ps framework. The summary highlights Meru Cabs' radio taxi operations, customer services through GPS and call centers, benefits of safe and convenient travel, and focus on customers, employees, and environmental sustainability.
Meru Cabs - Strategic Presentation
Meru Cabs is one of the largest radio taxi operators in India with a fleet of over 10,000 cabs across major cities. It was one of the first companies to launch metered radio taxis in India in 2007. Meru Cabs provides 24/7 taxi services that can be booked through calls, websites or apps. It uses GPS technology for location tracking and dispatch. While Meru Cabs has a strong brand recognition, it faces stiff competition from startups like Ola and Uber that have expanded more widely across India and offer cashless payment options. To strengthen its position, Meru Cabs could partner with financial institutions for funding to replace older vehicles and improve driver training to reduce cancellations. It could
Meru Cabs
This document provides an overview of Meru Cabs, including:
- Meru Cabs is a pioneer in technology adoption and the largest radio taxi operator in India with over 14,000 cars serving over 1 million passengers per month.
- The input-process-output model of Meru Cabs involves inputs like capital, vehicles, technology which are processed through activities like booking, driving, maintenance and result in outputs like revenue, customer satisfaction, and feedback.
- Key subsystems that work together include administration, human resources, technology, accounts, operations, management, drivers, and training.
Recommended
Copy Of Irc (India) Ltd
IRC (India) Ltd is a leading logistics services provider in India, operating since 1963. It offers various third-party logistics services like transportation, warehousing, project freight handling. It has a network of over 90 branches across 28 states and 5 union territories in India. Some of its major clients include Maruti Suzuki, Hero Honda, GSK Consumer Healthcare, Apollo Tyres, and New Holland Tractors.
Meru Cabs - India's finest taxi services
Meru is a luxury radio taxi service in India that was the first and largest of its kind, changing how metered taxis operate. It provides modern, air-conditioned cabs available 24/7 through GPS dispatch technology. Meru cabs can be booked in advance by phone or SMS. The company aims to provide a world-class travel experience for urban commuters using advanced technology. Meru began in 2006 with just 30 cabs and has expanded to over 5,000 cabs operating in several major Indian cities.
Finder vehicle tracking service
Monico Limited was established in 1985 as a construction company in Bangladesh. It has since diversified and now operates several sister companies providing services in real estate, IT, agriculture, and pharmaceuticals. Monico Technologies Limited provides vehicle tracking and fleet management services in Bangladesh using GPS and customized digital maps. It launched its services in 2009 and has since covered most major telecom operators and large corporate clients in Bangladesh. The company's services provide real-time vehicle tracking, reports on location history and vehicle usage, and remote monitoring and management of fleets.
Meru Cabs SERVQUAL Model
This document discusses Meru Cabs, an Indian radio taxi service provider. It operates in several major Indian cities, including Bangalore where it has a fleet of 1500 taxis. The document outlines Meru Cabs' services, pricing structure for intra-city trips in Bangalore, marketing strategy focusing on reliability, and results from a customer satisfaction survey. It then analyzes service quality gaps and finds that Meru Cabs generally meets customer expectations and maintains high service standards and performance.
Meru Cabs
There is all that you would like to know about MERU CABS
Note: The price differntiation is only applicable for the city of Kolkata
Meru
The document provides an overview of Meru Cab Services, a leading radio taxi service provider in major Indian cities. It discusses Meru Cabs' introduction and growth, benefits to customers and society, training academy, business model involving contracts and earnings, use of technology for customer services, modern fleet of clean fuel vehicles with trained drivers, and marketing using the 7 Ps framework. The summary highlights Meru Cabs' radio taxi operations, customer services through GPS and call centers, benefits of safe and convenient travel, and focus on customers, employees, and environmental sustainability.
Meru Cabs - Strategic Presentation
Meru Cabs is one of the largest radio taxi operators in India with a fleet of over 10,000 cabs across major cities. It was one of the first companies to launch metered radio taxis in India in 2007. Meru Cabs provides 24/7 taxi services that can be booked through calls, websites or apps. It uses GPS technology for location tracking and dispatch. While Meru Cabs has a strong brand recognition, it faces stiff competition from startups like Ola and Uber that have expanded more widely across India and offer cashless payment options. To strengthen its position, Meru Cabs could partner with financial institutions for funding to replace older vehicles and improve driver training to reduce cancellations. It could
Meru Cabs
This document provides an overview of Meru Cabs, including:
- Meru Cabs is a pioneer in technology adoption and the largest radio taxi operator in India with over 14,000 cars serving over 1 million passengers per month.
- The input-process-output model of Meru Cabs involves inputs like capital, vehicles, technology which are processed through activities like booking, driving, maintenance and result in outputs like revenue, customer satisfaction, and feedback.
- Key subsystems that work together include administration, human resources, technology, accounts, operations, management, drivers, and training.
SAMA's talk in the Sudan House Officer Conference
SAMA's talk presented in the Sudan House Officer Conference by Bushra Ibnauf in Khartoum in July 2011.
Importance of Human Resource Management in 21st Century
Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century
Importance of human resource management
The document discusses the importance of human resource management (HRM) and its evolution in Pakistan. Until 2000, HRM in Pakistan primarily took a traditional approach of personnel management and dealing with trade unions. After 2000, HRM shifted to focus on maintaining HR policy and procedure manuals that outline job descriptions, candidate specifications, workforce demand, and HR planning. However, HRM is still inadequately practiced in Pakistan due to a lack of commitment from management, a belief that formal HRM is not needed, non-compliance with labor laws, and HRM practitioners' inability to prove its long-term benefits and implement credible systems.
Introduction,meaning,nature,scope of hrm
This document discusses the concept and scope of human resource management. It states that HR refers to the knowledge, skills, and abilities of an organization's members, and that HR is the most valuable asset of an organization. It also notes that while HR functions are managed by the HR department, all managers are responsible for managing human resources. The document then discusses the objectives of HRM, which include acting as a link between management and employees, maintaining an adequate workforce, and upholding ethics. Finally, it outlines the broad scope of HRM, noting that it encompasses personnel management, employee welfare, and industrial relations.
Nature and scope of hrm
This document provides an overview of human resource management (HRM). It defines HRM and discusses its scope, functions, objectives and evolution in India. HRM involves acquiring, retaining and motivating human resources in an organization. Its functions include staffing, development, compensation, and maintenance. The objectives of HRM are to meet societal, organizational, functional and personal objectives. HRM has evolved from a welfare focus in the 1920s-1930s to becoming a business partner by the 1990s in India. Studying HRM is important because people are an organization's core strength and competitive advantage.
Hrm nature and scope
The document discusses the nature and scope of human resource management. It defines HRM and explains its objectives such as helping the organization achieve its goals and ensuring effective utilization of human resources. The document also outlines the functions of HRM like recruitment, training, and performance appraisal. It describes the characteristics of HRM as diverse, strategic, and focused on business value. Additionally, it discusses the scope and importance of HRM at organizational, professional, social, and national levels.
HR CHALLENGES
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
Importance of hrm
Human resource management involves recruiting the right employees, training and developing their skills, evaluating their performance, and ensuring fair compensation and workplace practices. It aims to maximize employees' talents while meeting business needs. Key aspects of HRM include recruitment and selection, training, performance appraisal, management of trade unions, and employee development. HRM is important as it helps organizations operate cost-effectively, satisfies and retains employees, controls budgets, improves work life quality, and ensures legal compliance with discrimination, safety, and labor laws.
Hr functions and strategy ppt
Human Resource Management involves attracting, managing, motivating and developing employees. The key HRM functions are staffing, training and development, motivation, and maintenance. Staffing includes job design, analysis, recruitment, and selection. Training and development helps employees improve skills and prepares the organization for future needs. Motivation keeps employees enthusiastic about their work. Maintenance retains productive employees through welfare programs, health and safety initiatives, and internal communication. External factors like government regulations, labor unions, and management theories also influence HRM.
Basic of Human Resource Management
Human Resource Management involves four main processes: planning, attracting, developing, and retaining human resources or employees. Planning involves strategic HR planning and job design. Attracting involves recruiting and selecting candidates from internal and external pools. Developing involves orientation, training, performance appraisal, and development. Retaining involves compensation, labor relations, maintenance through career counseling and health programs, and separation procedures.
Role of HR Manager
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Challenges faced by a Human resource manager
Human resource managers face several challenges, including hiring the right employees, engaging long-tenured staff, succession planning, managing change, developing work culture during mergers and acquisitions, upholding ethics and values, balancing work and personal life, retaining employees, addressing stress and conflict, restructuring organizations, and managing a diverse global workforce. Key responsibilities involve selecting candidates that fit the company culture, maintaining employee morale, preparing for future leadership needs, adapting to shifts in policies and goals, blending different company cultures, setting ethical standards, providing flexibility, minimizing turnover, mitigating workplace issues, adapting organizational structures to changing conditions, and handling cultural differences internationally.
Challenges of hrm
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
Human resource management ppt
Human Resource Management outlines the definition, core elements, objectives, functions, scope, and challenges of HRM. It discusses the meaning of HRM as integrating employment relationships to help organizations and employees achieve their goals. HRM aims to acquire, develop, motivate, and retain committed employees to meet organizational objectives. It also covers the planning, organizing, directing, and controlling of human resources from recruitment to retirement.
Challenges of Human Resource Management
This document discusses the challenges of human resource management in modern organizations. It begins with an introduction on the importance of human resources to an organization's success. It then identifies several challenges HR faces, including globalization, workforce diversity, technological advances, changes in the political/legal and economic environments, information technology revolutions, and organizational restructuring. Additional challenges discussed include professional mobility, the growing importance of strategic HR, and factors like accommodating worker needs, increased managerial complexity, legislation/litigation, consistency, expertise, and human resource costs. The document emphasizes that effective HR management is needed to help organizations adapt to these ongoing changes in the business environment.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
Human Resource Management
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
Human resource management process
Human resource management involves recruiting, selecting, training, developing and managing employees to achieve organizational goals. It includes human resource planning to ensure the organization has the right people with the right skills. The key components of an HRM system are recruitment, training, compensation, performance management and career development.
Functions and Activities of HRM
Human resource management involves recruitment, management, and development of employees. It focuses on five key functional areas: staffing, rewards, employee development, employee maintenance, and employee relations. Staffing deals with hiring qualified candidates. Rewards involve compensation and benefits systems. Employee development analyzes training needs. Employee maintenance ensures workplace health and safety. Employee relations includes schemes for employee involvement and union negotiations. The document outlines the various activities of HRM such as recruitment, training, performance management, compensation, and employee surveys. It emphasizes that properly executing HRM functions is crucial to achieving organizational goals.
More Related Content
Viewers also liked
SAMA's talk in the Sudan House Officer Conference
SAMA's talk presented in the Sudan House Officer Conference by Bushra Ibnauf in Khartoum in July 2011.
Importance of Human Resource Management in 21st Century
Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century
Importance of human resource management
The document discusses the importance of human resource management (HRM) and its evolution in Pakistan. Until 2000, HRM in Pakistan primarily took a traditional approach of personnel management and dealing with trade unions. After 2000, HRM shifted to focus on maintaining HR policy and procedure manuals that outline job descriptions, candidate specifications, workforce demand, and HR planning. However, HRM is still inadequately practiced in Pakistan due to a lack of commitment from management, a belief that formal HRM is not needed, non-compliance with labor laws, and HRM practitioners' inability to prove its long-term benefits and implement credible systems.
Introduction,meaning,nature,scope of hrm
This document discusses the concept and scope of human resource management. It states that HR refers to the knowledge, skills, and abilities of an organization's members, and that HR is the most valuable asset of an organization. It also notes that while HR functions are managed by the HR department, all managers are responsible for managing human resources. The document then discusses the objectives of HRM, which include acting as a link between management and employees, maintaining an adequate workforce, and upholding ethics. Finally, it outlines the broad scope of HRM, noting that it encompasses personnel management, employee welfare, and industrial relations.
Nature and scope of hrm
This document provides an overview of human resource management (HRM). It defines HRM and discusses its scope, functions, objectives and evolution in India. HRM involves acquiring, retaining and motivating human resources in an organization. Its functions include staffing, development, compensation, and maintenance. The objectives of HRM are to meet societal, organizational, functional and personal objectives. HRM has evolved from a welfare focus in the 1920s-1930s to becoming a business partner by the 1990s in India. Studying HRM is important because people are an organization's core strength and competitive advantage.
Hrm nature and scope
The document discusses the nature and scope of human resource management. It defines HRM and explains its objectives such as helping the organization achieve its goals and ensuring effective utilization of human resources. The document also outlines the functions of HRM like recruitment, training, and performance appraisal. It describes the characteristics of HRM as diverse, strategic, and focused on business value. Additionally, it discusses the scope and importance of HRM at organizational, professional, social, and national levels.
HR CHALLENGES
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
Importance of hrm
Human resource management involves recruiting the right employees, training and developing their skills, evaluating their performance, and ensuring fair compensation and workplace practices. It aims to maximize employees' talents while meeting business needs. Key aspects of HRM include recruitment and selection, training, performance appraisal, management of trade unions, and employee development. HRM is important as it helps organizations operate cost-effectively, satisfies and retains employees, controls budgets, improves work life quality, and ensures legal compliance with discrimination, safety, and labor laws.
Hr functions and strategy ppt
Human Resource Management involves attracting, managing, motivating and developing employees. The key HRM functions are staffing, training and development, motivation, and maintenance. Staffing includes job design, analysis, recruitment, and selection. Training and development helps employees improve skills and prepares the organization for future needs. Motivation keeps employees enthusiastic about their work. Maintenance retains productive employees through welfare programs, health and safety initiatives, and internal communication. External factors like government regulations, labor unions, and management theories also influence HRM.
Basic of Human Resource Management
Human Resource Management involves four main processes: planning, attracting, developing, and retaining human resources or employees. Planning involves strategic HR planning and job design. Attracting involves recruiting and selecting candidates from internal and external pools. Developing involves orientation, training, performance appraisal, and development. Retaining involves compensation, labor relations, maintenance through career counseling and health programs, and separation procedures.
Role of HR Manager
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Challenges faced by a Human resource manager
Human resource managers face several challenges, including hiring the right employees, engaging long-tenured staff, succession planning, managing change, developing work culture during mergers and acquisitions, upholding ethics and values, balancing work and personal life, retaining employees, addressing stress and conflict, restructuring organizations, and managing a diverse global workforce. Key responsibilities involve selecting candidates that fit the company culture, maintaining employee morale, preparing for future leadership needs, adapting to shifts in policies and goals, blending different company cultures, setting ethical standards, providing flexibility, minimizing turnover, mitigating workplace issues, adapting organizational structures to changing conditions, and handling cultural differences internationally.
Challenges of hrm
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
Human resource management ppt
Human Resource Management outlines the definition, core elements, objectives, functions, scope, and challenges of HRM. It discusses the meaning of HRM as integrating employment relationships to help organizations and employees achieve their goals. HRM aims to acquire, develop, motivate, and retain committed employees to meet organizational objectives. It also covers the planning, organizing, directing, and controlling of human resources from recruitment to retirement.
Challenges of Human Resource Management
This document discusses the challenges of human resource management in modern organizations. It begins with an introduction on the importance of human resources to an organization's success. It then identifies several challenges HR faces, including globalization, workforce diversity, technological advances, changes in the political/legal and economic environments, information technology revolutions, and organizational restructuring. Additional challenges discussed include professional mobility, the growing importance of strategic HR, and factors like accommodating worker needs, increased managerial complexity, legislation/litigation, consistency, expertise, and human resource costs. The document emphasizes that effective HR management is needed to help organizations adapt to these ongoing changes in the business environment.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
Human Resource Management
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
Human resource management process
Human resource management involves recruiting, selecting, training, developing and managing employees to achieve organizational goals. It includes human resource planning to ensure the organization has the right people with the right skills. The key components of an HRM system are recruitment, training, compensation, performance management and career development.
Functions and Activities of HRM
Human resource management involves recruitment, management, and development of employees. It focuses on five key functional areas: staffing, rewards, employee development, employee maintenance, and employee relations. Staffing deals with hiring qualified candidates. Rewards involve compensation and benefits systems. Employee development analyzes training needs. Employee maintenance ensures workplace health and safety. Employee relations includes schemes for employee involvement and union negotiations. The document outlines the various activities of HRM such as recruitment, training, performance management, compensation, and employee surveys. It emphasizes that properly executing HRM functions is crucial to achieving organizational goals.
Viewers also liked (19)
Importance of Human Resource Management in 21st Century
Importance of Human Resource Management in 21st Century
Recruiter profile
- 1. Recruitment Profile: During my career life with Islamabad Recruitment Company I have a well-diversified experience of following industry with the following client companies Industry Client Companies Telecom PTCL Zong Aviation Royal Airport Service Civil Aviation Power Generation & Electrical K-Electric FFBL Information Technology Pakistan MNP Database , TERA DATA IBM Global National ICT R&D Fund Health & Medical Green Star Marketing Shifa Consultants Fertilizer FFBL JBL Dairy Noon dairy previously known as Noorpur Business Process Outsourcing Touchstone Makkays Mansha Brothers Hospitality Hashoo Group *Web Link http://www.irco.com.pk/about-us/partners