The document discusses recruitment and selection processes at Big Ideas HR Consulting Pvt. Ltd. It defines recruitment as the process of searching and obtaining job applicants, while selection identifies applicants with the greatest likelihood of success. The recruitment process involves planning, strategy development, searching, screening and evaluation. Selection tests, interviews, reference checks, job offers and contracts are part of the selection process used to differentiate qualified applicants. The company follows well-defined recruitment and selection policies to acquire the best human resources and has opportunities to expand its processes, such as through additional testing, to further strengthen its selection of candidates.
Significance of training and development - Manu Melwin Joymanumelwin
Training is crucial for organizational development and success. An employee will become more efficient and productive if he is trained well. Training and development are very vital in any firm that aims at progressing. Training simply refers to the process of acquiring the essential skills required for a certain job.
Dabur India Limited is India's leading FMCG company with interests in health care, personal care and foods. Dabur has a history of more than 100 years . The products of Dabur are marketed in more than 50 countries worldwide. The company has 2 major strategic business units (SBU) - Consumer Care Division (CCD) & Consumer Health Division (CHD). The origin of Dabur can be traced back to 1884 when Dr. S.K. Burman started a health care products manufacturing facility in a small Calcutta pharmacy. In 1896, as a result of growing popularity of Dabur product., in early 1900s, Dabur entered the specialized area of nature based Ayurvedic medicines. In 1919, Dabur established research laboratories to develop scientific processes and quality checks. In 1936, Dabur became a Dabur India (Dr. S.K. Burman) Pvt Ltd. Dabur became a Public Limited Company in 1986. When Dabur India roped in an outsider as its CEO, Ninu Khanna, rather than passing the reins to a family-member passes to Sunil Duggal, Dabur’s CEO since 2000 has taken the business to new heights by strategic acquisitions and has expanded the product portfolio to make Dabur a comprehensive FMCG company from an Ayurvedic products seller. Today, majority of the Board members at Dabur do not belong to the Promoter family.
PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
Hindustan Unilever's recruiting process begins with the requirements of several departments and follows best practices in its recruitment and selection process.
This is a part of my HR & Admin Class reporting task, researched and added some things to cover the general gist of it. Hope it could help you :)
[ Crediting isn’t required. A simple THANK YOU can bring a smile :) ]
It will be highly appreciated too - if you share it on your social media account and use the hashtag #InMyHeartJMKaynesBlog #iamjmkayne because it allows me to gain traffic. Alternatively, visit my website www.iamjmkayne.com.
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Significance of training and development - Manu Melwin Joymanumelwin
Training is crucial for organizational development and success. An employee will become more efficient and productive if he is trained well. Training and development are very vital in any firm that aims at progressing. Training simply refers to the process of acquiring the essential skills required for a certain job.
Dabur India Limited is India's leading FMCG company with interests in health care, personal care and foods. Dabur has a history of more than 100 years . The products of Dabur are marketed in more than 50 countries worldwide. The company has 2 major strategic business units (SBU) - Consumer Care Division (CCD) & Consumer Health Division (CHD). The origin of Dabur can be traced back to 1884 when Dr. S.K. Burman started a health care products manufacturing facility in a small Calcutta pharmacy. In 1896, as a result of growing popularity of Dabur product., in early 1900s, Dabur entered the specialized area of nature based Ayurvedic medicines. In 1919, Dabur established research laboratories to develop scientific processes and quality checks. In 1936, Dabur became a Dabur India (Dr. S.K. Burman) Pvt Ltd. Dabur became a Public Limited Company in 1986. When Dabur India roped in an outsider as its CEO, Ninu Khanna, rather than passing the reins to a family-member passes to Sunil Duggal, Dabur’s CEO since 2000 has taken the business to new heights by strategic acquisitions and has expanded the product portfolio to make Dabur a comprehensive FMCG company from an Ayurvedic products seller. Today, majority of the Board members at Dabur do not belong to the Promoter family.
PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
Hindustan Unilever's recruiting process begins with the requirements of several departments and follows best practices in its recruitment and selection process.
This is a part of my HR & Admin Class reporting task, researched and added some things to cover the general gist of it. Hope it could help you :)
[ Crediting isn’t required. A simple THANK YOU can bring a smile :) ]
It will be highly appreciated too - if you share it on your social media account and use the hashtag #InMyHeartJMKaynesBlog #iamjmkayne because it allows me to gain traffic. Alternatively, visit my website www.iamjmkayne.com.
♥ Follow Me on:
IG : https://www.instagram.com/jm_kayne/
FB Page : https://www.facebook.com/inmyheartjmkayne
Twitter : https://twitter.com/jm_kayne
Pinterest : https://www.pinterest.com/jmkayne/
God bless,
JM Kayne
Organizational activities that provide a pool of applicants for the purpose of filling job openings.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations.
2. INTRODUCTION
COMPANY PROFILE
RECRUITMENT
- MEANING AND DEFINATION
- RECRUITMENT PROCESS
SELECTION
- MEANING AND DEFINITION
- SELECTION PROCESS
CONCLUSION
3. “The Company is known by the people and its employees.”
Human Resource is the combination of quantitative and qualitative
assessment of human beings in the society. It does not mean only the
number of people working in the organization; but it is the aggregate of
employees, employee skills, knowledge, ability, talents, aptitude, and
creativity. The success and failure of an organization depends to an extent as
to how much efficient, experienced, and capable employees are procured
and recruited
4. Recruitment forms the first stage in the process, which
continues with selection and cease with placement of the
candidate. Recruitment makes it possible to acquire the number
and type of people necessary to ensure the continued operation of
the organization.
Meaning and Definition:
In simple terms Recruitment is understood as a process for searching
and obtaining applicants for jobs, from among the available recruits. A formal
definition of Recruitment is:
6. The first stage in the Recruitment Process is planning.
Planning involves the translation of likely job vacancies and
information about the nature of these jobs into a set of
objectives is targets that specify the number and type of
applicants to be planned.
7. • Make or Buy Employees
• Technological Sophistication of Recruitment and Selection Devices
• Geographic distribution of labour markets comprising job seekers
• Sources Of Recruitment
Internal sources
External sources
8. • Source Activation: Source Activation takes place when a job vacancy exists
in the organization. If the organization has planned and well and done a
good job of developing its source and search methods, activation soon
results in a flood of application.
• Selling: In selling the, both the Message and Media deserve attention in the
organization. Message refers to the employment advertisements. Media
refers to the source of any recruiting message. For example, Employment
Exchanges, Advertises in Business magazines
9. The purpose of screening is to remove from the
recruitment process at an early stage, those applicants who are
visibly unqualified for the job. Effective screening can save a
great deal of time and money. Care must be exercised to assure
that potentially good employees are not lost.
10. It is necessary as considerable costs are
incurred in the recruitment process. Stastical
information should be gathered and evaluated to
know the suitability of the recruitment process.
11. Selection has been regarded as the most important function of
HR department. It ensures the organization that; it has right number, right
kind of people at the right place and at the right time.
Meaning and Definitions:
“It is the process of differentiating between applicants in
order to identify (and hire) those with the greater likelihood of success.”
12. • Preliminary Interview
• Selection Tests
• Employment Interview
• Reference and Background Checks
• Selection Decision:
• Physical Examinations
• Job Offer
• Contract Of Employment
• Evaluation of Selection program
13. • Preliminary Interview:
The purpose of this interview is to scrutinize the applicants,
i.e. elimination of unqualified applications.
• Selection Tests:
Different types of selection tests may be administrated,
depending on the job and the company. Generally tests are used
to determine the applicant’s ability, aptitude, and personality.
14. • Employment Interview:
The next step in the selection process is employment
interview, an interview is conducted at the beginning, and at the
selection process of the employment interview can be one- to-one
interview or panel interview.
• Reference and Background Checks:
Many employers request names, address, telephone
numbers or references for the purpose to verify information and
gaining additional background information of an applicant.
15. • Selection Decision:
Selection decision is the most critical of all steps in
selection process. The final decision has to be made from the pool
of individuals who pass the tests, interviews and references
checks.
• Physical Examinations:
After selection decision and before the job offer is made,
the candidate is required to undergo a physical fitness test. A job
offer is often; contingent upon the candidate being declared fit
after the physical examinations.
16. • Job Offer:
The next step in selection process is job offer. Job offer is made through a letter of
appointment. Such a letter generally contains a date by which the appointee must report on duty
• Contract Of Employment:
Basic information is written in Contract of employment that varies according to the levels of
job. After the offer and acceptance of the job certain document is the attestation form.
• Evaluation of Selection program:
The broad test of effectiveness of the selection process is a systematic evaluation .a periodic
audit is conducted in the HR department that outlines and highlights the areas which need to be
evaluated in the selection process
17. Sprylogic Technologies Ltd., a technology-oriented company is known
for its excellence in the software industry today. The company follows a well
defined sound and effective recruitment and selection policies and procedures.
Company can adopt Psychometric testing as one of the recruitment
test in order to understand candidates in a better way. And to know candidates
emotional intelligence, cohesiveness in group and leadership qualities etc.
Thus the company has scope to increase the number of the employees
to operate for its further establishment and expansion of business and to acquire
the best human resource in this competitive environment.