The document discusses the recruitment process, including defining recruitment, identifying the challenges in recruiting and selecting employees, outlining the typical steps in the recruitment and selection process, and exploring the various internal and external sources and methods used for recruitment. Some of the key internal sources mentioned include job posting, rehiring former employees, and succession planning. External sources covered include job markets, employee referrals, competitors' organizations, universities/colleges, advertising, employment agencies, headhunters/executive recruiters, college recruiting, and using the internet/websites as a recruitment tool.
Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
these slides describe about the recruitment method generally, the orientation, and the development for new recruit within the organization (ugik sugiharto, GBS)
This presentation focuses on why is HR planning and forecasting done.It focuses on various methods of recruitment and selection.It also highlights the advantage of hiring recruitment services and the role of headhunters.
This slide is prepare in order to give a highlight for the fundamentals of Human Resource Management through specifying the focus of the topic as basics of HR, Job analysis and HRP as well as Recruitment and Selection
these slides describe about the recruitment method generally, the orientation, and the development for new recruit within the organization (ugik sugiharto, GBS)
This presentation focuses on why is HR planning and forecasting done.It focuses on various methods of recruitment and selection.It also highlights the advantage of hiring recruitment services and the role of headhunters.
This slide is prepare in order to give a highlight for the fundamentals of Human Resource Management through specifying the focus of the topic as basics of HR, Job analysis and HRP as well as Recruitment and Selection
Daily i-forex-report-1 by epic research 27 may 2013Epic Daily Report
We are a team of highly qualified and experienced analysts, who deliver their expertise in providing stock market calls for traders which include tips like Stock Tips, Commodity Tips, MCX Tips, Equity Tips and Intraday Tips. All services are provided through SMS and Instant Messenger.
International College of Progress – это набор интересных, развлекательных и развивающих курсов, которые в совокупности с общеобразовательными программами Ломоносовской школы помогут Вашему ребёнку почувствовать в себе силы для покорения больших высот и открытия новых горизонтов. Каждое из предложенных направлений даст ребёнку разностороннее развитие, заинтересует и расскажет новое, познакомит с различными сферами и областями, раскроет потенциал, сделает ещё более эрудированным и увлечённым. Общение и взаимодействие с педагогами и детьми из разных стран мира, возможность участия в соревнованиях и фестивалях российского и международного уровня, реализация любой идеи Вашего ребёнка - все это возможно в ICP
The presentation is specially compiled as a study material for the B.Com-I students in the context with Pakistani Retailing tradition. This topic is included in their course subject ITB (Introduction to Business). It was cared not to overloaded the slides with a lot of text and tried to portrayed the concept through visuals.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
IdealHire: Improving the Hiring Process for Growth and Success, presentation to Hampton Roads Defense and Homeland Security Consortium (DHSC) www.PentagonSouth.org
Concept of business ethics, the importance of ethics in business, myths about business ethics, morale reasoning, the morality of profit motive, ethics and philosophy, ethics and morality, benefits of business ethics, code of conducts; meaning and importance of social responsibility, the evolution of CSR, a morale argument of CSR, increasing relevancy of CSR, social responsibility and ethics, CSR domains.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
1. Decide what positions you’ll have to fill, by engaging in personnel planning and forecasting.
2. Build a pool of candidates for theses jobs by recruiting internal or external candidates.
3. Have applicants complete application forms and perhaps undergo an initial screening interview.
4. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates.
5. Finally, decide who to make an offer to, by having the supervisor and (perhaps) others on the team interview the final candidates.
Page 99
It is often therefore safer to promote employees from within, since you’re likely to have a more accurate view of the person’s skills than you would an outsider’s. Inside candidates may also be more committed to the company. Morale may rise, to the extent that employees see promotions as rewards for loyalty and competence. Inside candidates may also require less orientation and training than outsiders.
Employees who apply for jobs and don’t get them may become discontented; telling unsuccessful applicants why they were rejected and what remedial actions they might take to be more successful in the future is thus crucial.
When all managers come up through the ranks, they may have a tendency to maintain the status quo, when a new direction is what’s required.
Page 99
Job Posting
Personnel records are also important. An examination of personnel records (including application forms) may reveal employees who are working in jobs below their educational or skill levels. It may also reveal persons who have potential for further training or who already have the right background for the open job.
Rehiring
Today.thanks partly to high turnover in some high-tech occupations.rehiring former employees is back in style. For example, with many former employees finding that the life of a start-up entrepreneur is not all they’d hoped it would be, EDS executive Troy Todd in Plano, Texas, says his company rehired over 500 “boomerang” employees just between January and July 2000.
Page 100
Succession planning typically includes activities like these:
Determining the projected need for managers and professionals by company level, function, and skill
Auditing current executive talent to project the likely future supply from internal sources
Planning individual career paths based on objective estimates of future needs and assessments of potential
Career counseling in the context of the future needs of the firm, as well as those of the individual
Accelerated promotions, with development to prepare individuals for future roles as well as current responsibilities
Performance-related training and development to prepare individuals for future roles as well as current responsibilities
Planned strategic recruitment to fill short-term needs and to provide people to meet future needs
Actually filling the positionsvia recruiters, promotion from within, and so on.
Instructor’s Note:
Use this slide to visit professional journals and view and discuss job postings.
Page 101
Jerry Holder’s ongoing recruiting efforts for the workers he needs in the two Allegra Print and Imaging locations he manages in
Tulsa begin with help wanted advertising. Holder places “friendly” newspaper ads, written in warm, welcoming language, to
attract candidates for sales, production, and quality-control positions. The ads’ message is, “Let’s see if it fits. Come in and
see the place.” Holder then offers each prospect a shop tour and introductions to key employees.
Page 103
Instructor’s Note: Ask students -
Why turn to an agency?
Reasons include:
1. Your firm doesn’t have its own HR department and is not geared to doing recruiting
and screening.
2. Your firm has found it difficult in the past to generate a pool of qualified applicants.
3. You must fill a particular opening quickly.
4. There is a perceived need to attract a greater number of minority or female applicants.
5. You want to reach currently employed individuals, who might feel more comfortable
dealing with agencies than with competing companies.
6. You want to cut down on the time you’re devoting to interviewing.
Page 104
Job description – The better the employment agency understands the job to be filled, the greater the likelihood it will produce a reasonable pool of applicants.
Screening tools – Tests, application blanks, and interviews should be a proven part of the employer’s selection process.
Periodic candidate review – will server as a check on the effectiveness and fairness of the agency’s process.
Agency relationship – It may also make sense to designate one person to serve as the liaison between the employer and the agency.
Agency screening – Check with other managers or HR people to find out which agencies have been the most effective at filling the sorts of positions you need filled.
Page 107
Recruiters
They fill jobs in the $60,000-and-up category, although $80,000 is often the lower limit. The percentage of your firm’s positions filled by these services might be small. However, these jobs would include crucial executive and technical positions. For executive positions, headhunters may be your only source of candidates. The employer always pays their fees.
Two trends.technology and specialization.are changing the executive search business. Most recruiting firms are therefore establishing Internet-linked computerized databases the aim of which, according to one senior recruiter, is “to create a long list by pushing a button.
Executive recruiters are also becoming more specialized, and the large ones are creating new businesses aimed specifically at specialized functions or industries.
Page 109
College Recruiting Goals
The campus recruiter has two main goals. The main one is determining whether a candidate is worthy of further consideration. The other aim is to attract good candidates. A sincere and informal attitude, respect for the applicant as an individual, and prompt follow-up letters can help sell the employer to the interviewee.
There are two main problems with on-campus recruiting. First, it is expensive and time consuming. Second, as mentioned earlier, recruiters themselves are sometimes ineffective, or worse.
On-Site Visits Employers generally invite good candidates to the employer’s office or plant for an on-site visit. The invitation letter should be warm and friendly but businesslike, and should give the person a choice of dates to visit the company. Assign someone to meet the applicant, preferably at the airport or at his or her hotel, and to act as host. A package describing the applicant’s schedule as well as other information regarding the company.such as annual reports and employee benefits.should be waiting.
Internships
Internships can be winwin situations for both students and employers. For students, it may mean being able to hone business skills, check out potential employers, and learn more about their likes (and dislikes) when it comes to choosing careers. And employers, of course, can use the interns to make useful contributions while evaluating them as possible full-time employees.
Referrals and Walk-Ins
The firm posts announcements of openings and requests for referrals in its bulletin and on its wallboards and intranet; prizes or cash rewards are offered for referrals that culminate in hirings. Employee referrals have been the source of almost half of all hires at AmeriCredit since the firm kicked off its “you’ve got friends, we want to meet them” employee referrals program.
Page 112
A large and fast-growing proportion of employers use the Internet as a recruiting tool. The percentage of Fortune 500 companies recruiting via the Internet jumped from 10% in 1997 to 75% in 2000.
Page 119 – 120
A filled-in form provides four types of information. First, you can make judgments on substantive matters, such as whether the applicant has the education and experience to do the job. Second, you can draw conclusions about the applicant’s
previous progress and growth, a trait that is especially important for management candidates. Third, you can draw tentative conclusions regarding the applicant’s stability based on previous work record. Fourth, you may be able to use the data in the application to predict which candidates will succeed on the job and which will not.