This document provides an overview of recruitment and selection processes at Tata Group, an Indian multinational conglomerate. It discusses manpower planning, factors affecting planning, internal and external recruitment methods, strategic recruiting stages, and selection tools and standards. Tata Group recruits to acquire a high quality workforce to accomplish its long-term mission. The recruitment process involves attracting candidates, assessing suitability, and creating a positive employer brand. Selection involves evaluating applicants through interviews, tests, and other assessments to appoint the most suitable candidates.
Human Resources Management is about attracting, selecting, interviewing, developing, monitoring and keeping record of human capital in the organization.
Human Resources Management is about attracting, selecting, interviewing, developing, monitoring and keeping record of human capital in the organization.
Manpower planning, Recruitment and SelectionBhawini Sinha
“ Human resources can neither be created nor be purchased, it can only be preserved”
Every organisation tailors its recruitment and selection procedure according to their working environment
Effective manpower planning is the basis for effective recruitment and selection.
Internal as well as external sources of recruitment, both have their own merits and demerits.
HRM : Personnel Planning is fundamentally about matching human manpower forces to the strategic and operational needs of the organization and securing the full utilization of these manpower forces for obtaining fully, the goals and objectives of the organization. Here I'm focusing on HRM activities of a library,
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has the right number of people,the right kind of people, at right place, at right time.
The success of a commercial bank depends largely in the quality of service rendered to the regulars. Quality of service depends on the capability and the quality of the employees of the organization. Therefore, the authority of PBL has to be more careful in recruiting the right person for each job. As has been seen, the recruitment and assortment process of PBL has rooms for improvements. The policy and process should be revised and rechecked. So although the process they have been adopting so far has been somewhat effective, to adapt to the changing times, the process should be revised and modernized.
This presentation was prepared by me for Annual General Meeting in my previous Company. It was presented in front of M.D and D.G.M of company, to give insight into performance of HR Department during the calendar year.
It describes the innovative efforts taken by the Department and overall performance achieved by the Department during year of consideration.
Some information is hidden purposefully to follow business Ethics and to keep confidentiality.
Manpower planning, Recruitment and SelectionBhawini Sinha
“ Human resources can neither be created nor be purchased, it can only be preserved”
Every organisation tailors its recruitment and selection procedure according to their working environment
Effective manpower planning is the basis for effective recruitment and selection.
Internal as well as external sources of recruitment, both have their own merits and demerits.
HRM : Personnel Planning is fundamentally about matching human manpower forces to the strategic and operational needs of the organization and securing the full utilization of these manpower forces for obtaining fully, the goals and objectives of the organization. Here I'm focusing on HRM activities of a library,
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has the right number of people,the right kind of people, at right place, at right time.
The success of a commercial bank depends largely in the quality of service rendered to the regulars. Quality of service depends on the capability and the quality of the employees of the organization. Therefore, the authority of PBL has to be more careful in recruiting the right person for each job. As has been seen, the recruitment and assortment process of PBL has rooms for improvements. The policy and process should be revised and rechecked. So although the process they have been adopting so far has been somewhat effective, to adapt to the changing times, the process should be revised and modernized.
This presentation was prepared by me for Annual General Meeting in my previous Company. It was presented in front of M.D and D.G.M of company, to give insight into performance of HR Department during the calendar year.
It describes the innovative efforts taken by the Department and overall performance achieved by the Department during year of consideration.
Some information is hidden purposefully to follow business Ethics and to keep confidentiality.
Learning outcomes
• Discuss importance of talent recruitment
• Identify sources of talent
• Describe attracting talent from within and outside organisations
• Explain the talent acquisition process
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Business Valuation Principles for EntrepreneursBen Wann
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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
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2. CONTENTS
•
•
•
•
INTRODUCTION OF THE COMPANY
DO YOU AGREE?
MANPOWER PLANNING
FACTORS AFFECTING MANPOWER
PLANNING
• HOW DO ORGANIZATIONS STRUCTURE
THEIR RECRUITING DEPARTMENTS?
• INRERNAL &
EXTERNAL RECRUITMENT
4. INTRODUCTION
• TATA GROUP is an Indian Multinational
Conglomerate Company headquartered in
Mumbai, Maharashtra INDIA.
• TATA GROUP was founded in 1868 by
Jamsetji Tata as trading Company.
• It has operation in more than 80 countries
across 6 continents.
5. INTRODUCTION
• TATA GROUP has over 100 operating
companies each of them operates
independently.
• Out of them 32 companies are publicly listed.
• TATA POWER, TATA MOTORS, TATA
CHEMICALS ETC ARE OUT OF 32
COMPANIES.
• TATA RECIEVES 58% FROM
OUTSIDE INDIA.
6. DO YOU AGREE?
• Great companies “first got the right people
on the bus, the wrong people off the bus, and
the right people in the right seats – and then
they figured out where to drive it.”
• Good to Great: Why Some Companies Make
the Leap and Others Don’t – Jim Collins
7. MANPOWER PLANNING
• Manpower planning is a process by which
an organization ensure that:
– Right Number of people.
– Right Kind of People
– At the Right Time
– At the Right Place
8. FACTORS AFFECTING
MANPOWER PLANNING
• Sales & Production Forecast
• The effects of technological change on task
needs.
• Variation in efficiency, productivity, Work
study, New Motivation.
• Changes in Employment Practices.(use of
subcontracts or agency staff etc.)
9. WHAT IS RECRUITMENT
Recruitment is not about filing jobs that are
currently vacant- it is about making a
continuous, long-term investment to build a
high quality workforce capable of
accomplishing the organization’s mission now
and in the future
11. Main Functions of
Recruitment Process
• Three Main Functions of Recruitment
Process are:
– Attract a pool of suitable candidates
– Deter unsuitable candidates from applying
– Create a positive image of the organization
13. RECRUITMENT FROMINSINDE
ADVANTAGES
DISADVANTAGES
• Career plan for existing
workers &
morale,Motivator for
good performance.
• Relatively easier
assessment of
applicants as
information is
available, Reduced
recruitment costs
(travel expenses)
• Existing employees
may not bring-in new
ideas to their new job
(inbreeding).
• Lower level employees
may not have capacities
required at higher jobs.
14. SOURCING CHANNELS
INTERNAL
• Job Posting
• Skills Data Base
• Employee Referrals
by Other
Departments
EXTERNAL
• Advertisement
• Placement Agencies
• Internships
• Job Sites
• E-Recruiting
• Campus
15.
16. Recruitment Strategy: A Six Step
Approach
Recruitment strategy should answer the following questions
related to their target populations:
1.
Who is being targeted through the recruitment?
2.
Where is the appropriate place to recruit clients?
3.
When should recruitment be done?
4.
What messages should be delivered during
recruitment?
5.
How should the messages be delivered?
6.
Who is the most appropriate
person to do recruitment?
17. STRATEGIC RECRUITING
STAGES
HUMAN RESOURCE PLANNING
• How many employees are needed?
• When employees will be needed?
ORGANIZATIONAL RESPONSIBILITIES
• HR staff & operating managers
• Recruiting presence and image
• Training of recruiters
18. SELECTION
• The process of assessing candidates and
appointing a post holder
• Applicants short listed – most suitable
candidates selected
• Selection process – varies according to
organisation.
19. SELECTION TOOLS
• Interview – most common method
• Psychometric testing – assessing the
personality of the applicants –
• Measures of personality
• Honesty test (substitute to polygraph)
• Aptitude testing – assessing the skills of
applicants
• Measures of
proficiency, achievement, or knowledge
• Measures of mental ability or
intelligence
20. SELECTION TOOLS
• In-tray exercise – activity based around what
the applicant will be doing
• Presentation – looking for different skills as
well as the ideas of the candidate
• Assessment Centres – battery of tests
21. CHOICE OF SELECTION
METHODS
• Number of applicants
• Criticality of position
• Cost/effort involved
• Predictive validity
• Extent of preparation required
22. DETERMINING SELECTION
STANDARDS
Sources of Information about Applicants
• Application Forms
• Reference Checks
• Physical Examination
Selection Tests (Reliability & Validity)
The Selection Interview
23. RECRUITMENT: RETURN ON
INVESTMENT (ROI)
Recruitment return on investment (ROI)
understands and compares the
elements, costs and risks of a recruitment
related project to the expected benefits