Recruitment and its importance, process and sourcesLearn By Watch
This slide contains information about what is recruitment, importance of recruitment, recruitment process and various internal and external sources of recruitment. Hope you will like it!!
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.
This project is a comparative study on the recruitment and selection process of 3 world renowned companies from different industries namely e-commerce, healthcare and IT
Recruitment and its importance, process and sourcesLearn By Watch
This slide contains information about what is recruitment, importance of recruitment, recruitment process and various internal and external sources of recruitment. Hope you will like it!!
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.
This project is a comparative study on the recruitment and selection process of 3 world renowned companies from different industries namely e-commerce, healthcare and IT
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.
Recruitment and selection, Recruitment polic, Promotion and Transfers, Placem...Santhanalaxmi Karthikvel
This material contain the collection of material related to recruitment and its policy. The selection process and the types of promotion and transfers. The criteria for promotion is also added. The material concludes with concept of Quality of Work Life
Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
MEANING & DEFINITION
RECRUITMENT NEEDS
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
RECRUITMENT PROCESS
SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
Recruitment and hiring process with process flow diagramKomalChhabra7
This document includes the steps of recruitment process with process flow/flow chart diagram. The document describes the process needs to be followed while identifying staffing needs in any organization.
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.
Recruitment and selection, Recruitment polic, Promotion and Transfers, Placem...Santhanalaxmi Karthikvel
This material contain the collection of material related to recruitment and its policy. The selection process and the types of promotion and transfers. The criteria for promotion is also added. The material concludes with concept of Quality of Work Life
Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
MEANING & DEFINITION
RECRUITMENT NEEDS
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
RECRUITMENT PROCESS
SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
Recruitment and hiring process with process flow diagramKomalChhabra7
This document includes the steps of recruitment process with process flow/flow chart diagram. The document describes the process needs to be followed while identifying staffing needs in any organization.
Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
This Presentation is made by Toran Lal Verma. The presentation deals with sales force management, process of recruitment, sources of recruitment, Process of Selection etc.
An appreciation of the ancient traders and Indigenous Bankers commercial merchants of Bengal and India before British colonization. The Marwadi Jain Family from Nagaur came to Murshidabad and became the Banker to Alvardi Khan of Bengal Nawabs. Fateh Chand Seth conspires against Siraj ud-dhaula of Bengal and supports the British army to dethrone the nawab of Bengal for his business prospects.
formal, informal communication, barriers to communication, effective communication, grapevine, rumors, gossips, personal, organizational, and semantic barriers of communication
Effective Communication in the organization, Barriers to Communication, personal barriers, cultural barriers, semantic barriers, organizational barriers
Types of Partners, Partner by Holding out, Mutual Agency, Contract of Agency, 3 Musketeers by Dumas, One for all, all for one, Merits of the Partnership in comparing with Sole Proprietory
Formal & Informal Communication, Effective Communication, Process of Communication, Barriers to Communication, Noise in the Communication, How to overcome barriers of Communication,
Types of Partners, Partnership Merits and Demerits, Partner by Holding out, Parter by estoppel, Registration of Partnership, The difference between a sole proprietorship and Partnership, features of Partnership act 1932, Mutual consent of Partners, Mutual agency
Hindu Undivided Family Business, Kartha, Copercenres, unlimited liability to Karta, Business ownership, the unique feature of Indian business professional communities
Best Indian Business Leaders, 6 best Leadership qualities, Sacrifice, Courage, leading, influencing, encouraging, Employer leadership qualities, Mrs. Meera H Sanyal, Ankita Bose is the co-founder and CEO of Zilingo, Microsoft without Bill Gates, Reliance Industries without Ambani's, Infosys without Narayana Murthy, Tata without J.R.D. Tata or Wipro without Azim Premji.
[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
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
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.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
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!
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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/
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
6. Recruitment Process
Definition: The Recruitment is the process of
analyzing the job requirements and then finding
the prospective candidates who are then
encouraged and stimulated to apply for the job in
the organization. The Recruitment programme
is designed to attract more and more
applicants such that the pool of candidates
applies for the job, and the organization has
more options to select the best out of them.
The recruitment process consists of five
interrelated stages which are as follows:
14. Recruitment Planning:
The recruitment process begins with the planning where in
the vacant job positions are analyzed and then the
comprehensive job draft is prepared that includes: job
specifications and its nature, skills, qualifications,
experience needed for the job, etc.
Here, the recruitment committee decides on the number
and the type of applicants to be contacted. The aim of any
organization is to attract more candidates as some of them
might not be willing to join, or some might not qualify for the
job position.
So the company has a sufficient number of candidates to
choose amongst them. The type of candidates required for
the job is well specified in terms of the task and
responsibilities involved in a job along with the qualification
and experience expected.
15. Strategy Development: Once the comprehensive job draft is
prepared, and the type and the number of recruits required are decided
upon; the next step is to decide a strategy that is adopted while recruiting
the prospective candidates in the organization. The following strategic
considerations should be kept in mind:
•Make or Buy Employees, which means the firm either decides to select
less skilled employees and invest in training and education programmes or
hire skilled professionals.
•Methods of Recruitment, the firm decide on the methods used for
recruiting the individuals. Such as the internet provides detailed information
about the prospective candidates and helps in shortlisting the best-qualified
individuals.
•Geographical Area, the next decision is related to the area from where
the candidates shall be searched. The firm looks for those areas where the
handful amount of qualified employees is concentrated, with a view to
curtailing a search cost.
•Sources of Recruitment, there are two sources of recruitment: Internal
source (within the organization), external source (outside the organization).
The firm must decide the source from where the candidates are hired.
16. Searching: Once the strategy is prepared the
search for the candidates can be initialized. It
includes two steps: source activation and
selling. The source activation means, the
search for the candidate activates on the
employee requisition i.e. until and unless the
line manager verifies that the vacancy exists,
the search process cannot be initiated.
The next point to be considered is selling,
which means the firm must judiciously select
that media of communication that successfully
conveys the employment information to the
prospective candidates.
17. Screening: The screening means to
shortlist the applications of the candidates
for further selection process.
Although, the screening is considered as
the starting point of selection but is integral
to the recruitment process. This is because
the selection process begins only after the
applications are scrutinized and shortlisted
on the basis of job requirements.
The purpose of recruitment here is to
remove those applications at an early
stage which clearly seems to be
unqualified for the job.
18. Evaluation and Control: Evaluation and control is
the last stage in the recruitment process wherein
the validity and effectiveness of the process and
the methods used therein is assessed.
This stage is crucial because the firm has to check
the output in terms of the cost incurred. The
recruitment is a costly process as it includes the
salaries of recruiters, time spent by the
management, cost of advertisement, cost of
selection, a price paid for the overtime and
outsourcing in case the vacancy remains unfilled.
Thus, a firm is required to gather all these relevant
information to evaluate the performance of a
recruitment process effectively.