That the people of an organization are its most valuable resource is not in dispute. Given how closely companies are often matched on product or service offerings and prices, their people become the key differentiator and contributor toward their success in the market.
2(Name)Human Resource Management IIRecruitment and Selecti.docxeugeniadean34240
2
(Name)
Human Resource Management II
Recruitment and Selection
(Author’s Name)
(School Name)
Table of Contents
3Executive summary
4Introduction
4Human Resource Management
5GTEC Background
5GTEC’s Concept of Human Resources Management
6GTEC Recruitment and Selection Strategies
6Job requirements and job analysis
7Recruitment and selection for a vacancy
71)Job Specification at GTEC
7Policy
7Best Practice
8Evaluation
82)Job advertisement
8Policy
8Best Practice
8Evaluation
93)Short listing
9Policy
9Best Practice
9Evaluation
94)Selection and Interview
10Policy
10Best Practice
10Evaluation
10Key Players in GTEC Recruitment and Selection and their Training
11Conclusions
12Recommendations
13References
Appendix 1 Job Description
Appendix 2 Job Centre Advert-Technical helpdesk Operator
Appendix 3 Employment Contract
Executive summary
This report provides the analyses and evaluates the Recruitment and Selection process by the Human Resources Department of GTEC Distribution, a company that sells CCTVs and provide security system services. Presently GTEC Distribution has 30 employees.
Human resource management deals with the management of people in order that the organisation will quickly and efficiently achieve its objectives. Under human resources management, the employees are the vital resources of the organisation and they all contribute in planning and strategic management. Under HRM, the process of strategic management makes efficient utilization of the talents and capabilities of all the organisation’s employees.
Under GTEC’s concept of Human Resources Management, the HR department is a key factor in the continuous growth of the organization. It is also the belief of the company that the continued success of the organization is due to their good and effective employer/employee relationship. The company is small, so there are less hierarchy levels, making communications and fulfilment of tasks easier.
The initial phases of recruitment at GTEC distribution is handled by a recruiting company. The policy of the company is to recruit the best talents from a pool of applicants. The job specifications are therefore written precisely, so individuals can be matched with the requirements of specific jobs. GTEC advertises their job vacancies and let the recruitment company receive the responses. Only the CVs of those people who qualify are sent to GTEC. The short-listed candidates are then evaluated by the HR Department of GTEC and those that best meet the qualification are chose for the interview.
Generally, the company follows the best practices, as the HR personnel are highly trained people and the company sends them to seminars and conferences to update and upgrade their knowledge. In the hiring process, the HR Department collaborates with the Head of the Department in need of new personnel for the technical know-how aspects of the interview. For a small company, GTEC Distribution is doing very well, and is looking forward to more product.
Professional certification is a common practice in all types of industries worldwide. It signifies an individual’s knowledge and expertise to employers, peers and clients. It also helps in defining and maintaining industry standards.
This guide offers a high-level information about HR Certifications available in the market. It is intended to help HR professionals to find out about certifications in specific fields.
All the certifications mentioned in this guide require some sort of assessment to be obtained, hence, mere attendance of a training course is not enough to get certified.
That the people of an organization are its most valuable resource is not in dispute. Given how closely companies are often matched on product or service offerings and prices, their people become the key differentiator and contributor toward their success in the market.
2(Name)Human Resource Management IIRecruitment and Selecti.docxeugeniadean34240
2
(Name)
Human Resource Management II
Recruitment and Selection
(Author’s Name)
(School Name)
Table of Contents
3Executive summary
4Introduction
4Human Resource Management
5GTEC Background
5GTEC’s Concept of Human Resources Management
6GTEC Recruitment and Selection Strategies
6Job requirements and job analysis
7Recruitment and selection for a vacancy
71)Job Specification at GTEC
7Policy
7Best Practice
8Evaluation
82)Job advertisement
8Policy
8Best Practice
8Evaluation
93)Short listing
9Policy
9Best Practice
9Evaluation
94)Selection and Interview
10Policy
10Best Practice
10Evaluation
10Key Players in GTEC Recruitment and Selection and their Training
11Conclusions
12Recommendations
13References
Appendix 1 Job Description
Appendix 2 Job Centre Advert-Technical helpdesk Operator
Appendix 3 Employment Contract
Executive summary
This report provides the analyses and evaluates the Recruitment and Selection process by the Human Resources Department of GTEC Distribution, a company that sells CCTVs and provide security system services. Presently GTEC Distribution has 30 employees.
Human resource management deals with the management of people in order that the organisation will quickly and efficiently achieve its objectives. Under human resources management, the employees are the vital resources of the organisation and they all contribute in planning and strategic management. Under HRM, the process of strategic management makes efficient utilization of the talents and capabilities of all the organisation’s employees.
Under GTEC’s concept of Human Resources Management, the HR department is a key factor in the continuous growth of the organization. It is also the belief of the company that the continued success of the organization is due to their good and effective employer/employee relationship. The company is small, so there are less hierarchy levels, making communications and fulfilment of tasks easier.
The initial phases of recruitment at GTEC distribution is handled by a recruiting company. The policy of the company is to recruit the best talents from a pool of applicants. The job specifications are therefore written precisely, so individuals can be matched with the requirements of specific jobs. GTEC advertises their job vacancies and let the recruitment company receive the responses. Only the CVs of those people who qualify are sent to GTEC. The short-listed candidates are then evaluated by the HR Department of GTEC and those that best meet the qualification are chose for the interview.
Generally, the company follows the best practices, as the HR personnel are highly trained people and the company sends them to seminars and conferences to update and upgrade their knowledge. In the hiring process, the HR Department collaborates with the Head of the Department in need of new personnel for the technical know-how aspects of the interview. For a small company, GTEC Distribution is doing very well, and is looking forward to more product.
Professional certification is a common practice in all types of industries worldwide. It signifies an individual’s knowledge and expertise to employers, peers and clients. It also helps in defining and maintaining industry standards.
This guide offers a high-level information about HR Certifications available in the market. It is intended to help HR professionals to find out about certifications in specific fields.
All the certifications mentioned in this guide require some sort of assessment to be obtained, hence, mere attendance of a training course is not enough to get certified.
Get certified in human resources chrp chrm dubaiITI Institute
Get Certified in Human Resources CHRP CHRM Dubai, HR certification training will be held in Dubai Abu Dhabi, UAE, Qatar, Saudi Arabia, from the American Certification Institute, USA.
Register today : http://itiinstitute.org/coursesuae/certified-hr.html
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
The definition of talent management is the meticulously planned, strategic process of bringing on the right personnel and assisting them in reaching their full potential while keeping organizational objectives in mind.
Stop losing your best talent! Mini case studyHedda Bird
At risk of losing your top talent? Enjoy this short case study showing what one company did to stem the loss of its best engineers to the competition ( and no - it wasn't a pay rise!).
Key insight - letting people know they are valued and you have plans for them makes a lot of difference - sounds obvious, but challenging in practice!
Emerging Trends in Global Human Resource ManagementHanna Global
Human resources management has evolved considerably and experienced a major transformation in form and function. Driven by a number of significant internal and external forces, human resources management has progressed from a maintenance function to what may now be regarded as the source of sustained competitive advantage for organizations operating in the global economy. In order to successfully steer any organization towards profitability, it is necessary for the management to recognize the role of the human resources department. The management also needs to invest a considerable amount of time to learn the changing scenario in the HR department, in order to survive the competition
Data-Centered Talent Management Is A Must For Sustainable Success!aNumak & Company
The skills gap has expanded as a result of new technology. Artificial intelligence (AI), data, and advanced analytics all necessitate people working successfully and ethically alongside and managing machines. Talent management planning should help establish and then support an organization's ideal path, whether it's through recruiting, training (including an evaluation and skilling effort), the external market, or an ecosystem partner.
Customers and employees alike want more effort, responsibility, and transparency, therefore diversity and inclusion must remain a top concern. Because research continues to show that a more diverse workforce produces better business results, personnel management strategies should track the progress of DEI programmes and encourage additional action. This includes managing a multigenerational workforce, eliminating unconscious bias in recruiting and the employee life cycle, and evaluating candidates based on their potential rather than their resumes.
By applying RPA to HR Management, one can expect that the speed and accuracy of data processing will be improved, followed by a reduction of overall costs of HR for an organization is done. Read more - https://www.tmi.org/blog/robotic-process-automation-in-hr-operations
Get certified in human resources chrp chrm dubaiITI Institute
Get Certified in Human Resources CHRP CHRM Dubai, HR certification training will be held in Dubai Abu Dhabi, UAE, Qatar, Saudi Arabia, from the American Certification Institute, USA.
Register today : http://itiinstitute.org/coursesuae/certified-hr.html
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
The definition of talent management is the meticulously planned, strategic process of bringing on the right personnel and assisting them in reaching their full potential while keeping organizational objectives in mind.
Stop losing your best talent! Mini case studyHedda Bird
At risk of losing your top talent? Enjoy this short case study showing what one company did to stem the loss of its best engineers to the competition ( and no - it wasn't a pay rise!).
Key insight - letting people know they are valued and you have plans for them makes a lot of difference - sounds obvious, but challenging in practice!
Emerging Trends in Global Human Resource ManagementHanna Global
Human resources management has evolved considerably and experienced a major transformation in form and function. Driven by a number of significant internal and external forces, human resources management has progressed from a maintenance function to what may now be regarded as the source of sustained competitive advantage for organizations operating in the global economy. In order to successfully steer any organization towards profitability, it is necessary for the management to recognize the role of the human resources department. The management also needs to invest a considerable amount of time to learn the changing scenario in the HR department, in order to survive the competition
Data-Centered Talent Management Is A Must For Sustainable Success!aNumak & Company
The skills gap has expanded as a result of new technology. Artificial intelligence (AI), data, and advanced analytics all necessitate people working successfully and ethically alongside and managing machines. Talent management planning should help establish and then support an organization's ideal path, whether it's through recruiting, training (including an evaluation and skilling effort), the external market, or an ecosystem partner.
Customers and employees alike want more effort, responsibility, and transparency, therefore diversity and inclusion must remain a top concern. Because research continues to show that a more diverse workforce produces better business results, personnel management strategies should track the progress of DEI programmes and encourage additional action. This includes managing a multigenerational workforce, eliminating unconscious bias in recruiting and the employee life cycle, and evaluating candidates based on their potential rather than their resumes.
By applying RPA to HR Management, one can expect that the speed and accuracy of data processing will be improved, followed by a reduction of overall costs of HR for an organization is done. Read more - https://www.tmi.org/blog/robotic-process-automation-in-hr-operations
Explore the latest HR challenges for 2023 and beyond. From managing a diverse and remote workforce to creating a culture of automation. Learn how to tackle the most pressing HR issues by discovering creative solutions to stay ahead of the curve - https://www.tmi.org/about-talent-management-institute
#hrchallenges #hr #workforce #workforceculture #hrleaders #employees #talent #tmi
Digital transformation in HR management doesn't occur overnight; it requires a sequence of well-defined stages. Understanding the six stages of HR management is crucial for any organization looking to achieve a successful digital transition. https://www.tmi.org/
Talent Acquisition is the process of identifying, attracting, selecting, and retaining highly qualified individuals. This means that talent acquisition involves a key part of the employee journey.
Retaining talent with the right mix of employee engagement and opportunities to upskill and reskill is critical for an organization desirous of long-term success https://www.tmi.org/blog/why-great-talent-is-the-most-precious-resource
TMI’s Factsheet highlights talent management opportunities in 2019. It focuses on the Talent management roles and importance of talent managers to prevent talent deficit.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
1. Talent Management Institute (TMI)
TMI offers credentials, knowledge, and standards that aim to overhaul the use of human capital to
facilitate organizational success. It wants to make talent management the engine that powers
organizations toward future success. Here are three of the certifications from TMI:
• Global Talent Management Leader (GTML™):
From the Talent Management Institute, the GTML™ is among the most prestigious certifications
to help mid-career HR and talent management professionals ascend their career ladders into the
positions of global heads of HR and talent management. Fleshed on the only global talent
management knowledge standards, GTML™ focuses on how business results can be driven and
optimized with a multi-cultural approach and mindset toward talent management for a globally-
diversified organization employing workers from different cultures.
• Talent Management Practitioner (TMP™)
2. TMP™ validates that the modern HR practitioner has immense potential and promise. It is an
excellent first step in launching a talent management career, especially given the plateaued
growth in traditional HR positions. TMP™ reengineers the understanding of the role of talent, with
a solid grounding on the globally tested TMI Universal Knowledge Framework (TMI-UKF™).
• Senior Talent Management Practitioner (STMP™)
Targeted at a mid-career HR professional seeking a high-demand talent management role,
STMP™ facilitates a transformation into a qualified HR specialist. Candidates have advanced
3. skills in dealing with a dynamic business landscape, changing workforces, and HR
accountabilities to the business.