...add something more) 1. Introduction Code Bridge is a coding and web designing company, which was founded by Kevin Hoogerwerf and Niels van den Daas in the Netherlands in the year 2013 The company develop APIS and custom systems for individuals and also for cooperation functioning. Code Bridge is specialized in PHP, JavaScript, Laravel/Lumens, elastic search and various Amazon Systems as EC2, S3 and RDS. The business deals with other languages than dutch. Following the innovative stream CodeBridge builds app for IOS or Android, additionally they ensure that the app is placed in the store and the team is in continuous standby for extension or eventual problems. Reviewing business' site, repairing links, add new features are also other duties that CodeBridge can fulfill. During this plan of approach we will describe the main objective of the research, the central research question and the sub-questions. We will also express the research methods that will be used in order to answer the questions and come up with the strategies. 1.1. Problem description The main problem is that CodeBridge being in the market for 3 years hasn't fully completed its staff. The affluence of employees per year is low. People are considered as the best asset or resource for any company in any industry, that is the reason why most of the companies are investing huge amount of capital in HRM process. Specifically, recruitment and selection process are vital,these two are the first and fundamental stages...
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...and effective recruitment and selection process ensures the successful hiring of qualified and diverse individuals who reflect a companies' positive image and can contribute to its growth. Careful and adequate attention must be given to each step of the process and those involved in the selection process should be properly equipped to ensure a successful hire. Several resources to include training, best practices and guidelines, are available to hiring managers, search committee members and support staff to assist with each step of the recruitment and selection process. In this essay a training program will be developed using some Kirkpatrick’s steps in developing a training program along with showing one way of how a recruitment and selection process may be done. 1 Table of Contents 1. Introduction-----------------------------------------------------------------------------------------3 2. Conduct a needs assessment---------------------------------------------------------------------3 3. Training objectives--------------------------------------------------------------------------------4 4. Method of training---------------------------------------------------------------------------------4 5. Evaluation-------------------------------------------------------------------------------------------5 6. Recruitment and selection process---------------------------------------------------------------6 7. Internal and external recruitment---------------...
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...Recruitment is defined as the process of attracting individuals on a timely basis in sufficient numbers, and with appropriate qualifications to apply for jobs with an organization. (Mondy, 12th Edition). Selection is defined as the process of choosing from a group of applicants, the individual best suited for a particular position and the organization. (Mondy, 12th Edition). The recruiting process may begin by identifying a vacancy, then preparing a job description which will entail the job title, accountability, responsibilities of the job, education requirements, skills and abilities, knowledge requirements and personal attributes. The organisation may recruit internally from within the company or externally, from outside the organisation such as recruitment agencies. The selection process may begin when all the candidates’ applications have been received. Shortlisting is the method used to choose suitable applicants from all the applications. Next, the final selection will be done through interviewing, testing and evaluations. Recruitment is closely connected to human resource management. It is a function of human resource management. Human resource managers are responsible for developing strategies for hiring the right kind of employees, designing the job description, formulating the contract between the employee and the company and organising training needs of the new recruits. Selection is closely connected to human resource management. It...
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...computer for some educational institutions. In 1998 Apple upgraded and released the iMac, then followed up in 2001 with Mac OS X, a brand new operating system. That’s when they began to open Apple retail stores. Later Apple introduced the iPod, iPhone, and iPad (unknown, n.d.). Recruiting process in Apple Inc Recruiting techniques that are used in Apple Inc. should be in a way to take full advantage of not only the magnitude of candidates, but to measure the screening procedure due to it’s executive resources (Zottoli, Micheal, & John, 2000). Dissimilar techniques will be suitable for different jobs. There is a mixture of methods, which will give Apple the greatest alternative for candidates. Internal recruitment is a great technique for recruiting. Internal recruitment is cost effective, and most of obtainable staff who have had first hand experience and knowledge within the company coordination and measures. Meanwhile it helps with the confidence and moral of the staff. Even though...
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...Introduction Exercise 2 – Setting up and designing a new workplace In Australia, the restaurant and catering industry turns over $9.3 Billion and employs around 217,000 people (Restaurant and Catering Association). The accommodation and food services share of employment in Australia represents 51.2% (Department of Industry, Innovation, Science, Research and Tertiary Education Report 2012) and New South Wales has around 50,000 food businesses which have registered their activities with NSW Health. Additionally, Department of Industry, Innovation, Science, Research and Tertiary Education Report 2012 states that the survival rate of a small business, by employment size between June 2007 to June 2011, is only 59.7%. The purpose of this report is to provide advice to Vivienne and her brothers on the steps they will need to take to setup, design and fill job positions for their new restaurant. Description of the Key Facts/Context (FACTS) The owner’s parents believe children should learn for themselves and while the parents are successful in Chinatown in Sydney there has been no mention of their experience in the business in Newcastle. All three siblings have completed, or in Vivienne’s case about to complete, degrees in Accounting, Law and Business however none of the siblings has experience in starting up a business or in managing a restaurant or staff. Nor do they have qualifications as a chef or in responsible service of alcohol or accredited tertiary education in hospitality...
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...Overcoming Adversities to Succeed in the Web-designing Business: Ajency.in Teaching Note 1. Overview The case on Ajency.in takes us into the world of two budding entrepreneurs Anuj and Avanti who have just started a web-design company. This case illuminates the road blocks faced by a start-up company. These are apparent in both, their professional as well as their personal lives. This case shows how the practical and forward thinking approach helped the two of them side-line their obstacles. 2. Issues raised in the case Some of the questions raised in the case are as follows: • Being a new age web based company, what were the non-conventional roadblocks faced by Ajency.in? There are many roadblocks faced by entrepreneurs, especially at the start-up stage. In the third world countries, still striving to develop conditions favorable for a fast and smooth entrepreneurial growth, every entrepreneur has to face various types of problems Four dimensions of difficulties faced by Entrepreneurs Infra-structural Facilities a) Availability site b) Securing of licenses c) Availability of technology d) Electricity and water connection Economic Climate a) Availability of finance b) Condition of the economy c) Competition Training and Guidance Facilities a) Access to entrepreneurial...
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...Resource Management at CocaCola Company has many advantages. It isa global company and it is impossible tocreate certain policies or proceduresapplicable in all divisions of thecompany, cultural and politicaldifferences need to be taken into account. JOB ANALYSIS AND DESIGNING Coca cola company HR department has itsown job description and job analysis inwhich they get the information aboutemployees work activities, humanbehavior, performance standard, jobcontext and human requirements and alsoother information related to his conduct. PLANNING AND FORECASTING Coca cola HR department involves incompany strategic planning and they alsomake sufficient planning for hiring newemployees in the future. They forecast forthe expected employees needs in theorganization. They forecast their employeeson the basis of change in technology andincreasing in productivity RECRUITMENT POLICY Coca Colas recruitment process is wellestablished .First of all HR Department give ads innews papers, company website, institutions etc.Then application form, from candidates withrequired documents and CV is asked for and thenanalyzed. Recruitment is both-Internal recruitmentExternal recruitment TRAINING POLICY After recruiting the fresh employee ,they aretrained for three months and also paidsalaries, after three months they become partof the firm. Coca Cola also give training to existingemployee, depending upon the...
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...process of recruitment and selection of employee, giving proper training and the developing skills, arranging proper orientation and induction, motivating, assessment of employee in terms of appraising performance, providing compensation and benefits, maintaining and retaining relations with the workers, managing wages and salaries, building employee commitment, maintaining employee health and safety and giving them an equal employment opportunity....
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...Diversity Training Plan Jennifer Perez HRM/326 May 23, 2016 Diversity Training Plan Many employers are unaware of the benefits of and ways to achieve workplace diversity. This Diversity and inclusion training plan provides this information. This plan is designed to be presented by an individual who is knowledgeable in diversity and business strategies and who is familiar with the company’s strategic business plan. By the end of this training the employee should be able to provide a clear understanding of what diversity is and what it is not, to raise a greater awareness and sensitivity to diversity issues that go well beyond the assumed categories, to recommend behavioral tools for fostering a more cohesive workplace and to define diversity. Companies who recognize that they are only as good as their employees devote a great deal of time and resources to hiring the most talented individuals. By striving to build and maintain a diverse workforce, they have access to a larger pool of candidates thus improving the odds of hiring the best people. Employers who put people first, regardless of their race, religion, gender, age, or physical disability have an advantage over competitors. (The Business Case for Diversity - Training for Supervisors, May 2016) Diversity is the quality or state of having many different forms, types, ideas, etc. Also defined as the...
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...1.5 The importance of recruitment and selection procedures for effective sales performance. Effective recruitment and selection of salespeople is one of the most crucial tasks of sales management. It entails finding people who match the type of sales position required by a firm. Recruitment and selection practices would differ greatly between order-taking and order-getting sales positions, given the differences in the demands of these two jobs. Therefore, recruitment and selection begin with a carefully crafted job analysis. [12] While motivation is a key management function the sales manager must have the right material, in terms of suitably qualified salespersons to motivate. That means selecting and recruiting to rigid criteria that are demonstrably relevant to successful achievement and high performance as salespersons and then training those persons to meet the standards and perform the selling job as suits the company’s products and markets. [11] The aim is to develop a formalized framework that sales managers responsible for all or part of selection and recruitment can adapt or adopt to reduce the risk of inappropriate selection of unsuitable salespersons. Typically each sales line manager is responsible for his or her own final selection of new members to his or her team. [11] Sales recruitment is a costly process, and poor selection results in: * Under-performance in sales activities * A distraction of management time as more supervision is needed * Additional...
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...Front Desk Job Description Front desk job description involves greeting and welcoming guests or clients, answering their queries, providing them with necessary information and maintaining records, receiving payments, etc. They are also responsible for promoting various offers and services of the organization they are working with. Front desk agents are the face of the company, hotel or hospital. They are the first ones to greet business associates, guests, patients, etc. Front desk job is an important job, because the impression one has about a particular place will depend on interaction one had with the front desk official. A rude, haughty front desk official will spoil one's impression about the place entirely. Thus, the primary role of a front desk official is to present the organization in the best possible manner. Front desk job description or receptionist job description will vary from one industry to another. An operations supervisor has many different functions in many different career fields. The main responsibility of an operations supervisor is to ensure that the processes and employees working under him are working smoothly and efficiently. An operations clerk handles office duties for a company’s top executive. Sounds simple, but the responsibilities of an operations clerk are vital in helping a company run smoothly. Operations clerks answer phones, greet clients, schedule appointments, type reports and letters written by chief officers, and handle an array...
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...------------------------------------------------- What is the process of selecting candidates? Selecting candidates involves two main processes: shortlisting, and assessing applicants to decide who should be made a job offer. It is a crucial stage in the overall recruitment process. This factsheet focuses on interviewing, psychometric testing and assessment centres. * For more on recruitment generally, see our factsheet Candidates’ applications may arrive as a curriculum vitae (CV) or an application form. Whatever form they are in, it’s important to make sure that everyone involved in the selection process, from the shortlisting stage onwards, understands not just the need to avoid unfair discrimination and the potential risk to the organisation’s reputation should a candidate make a tribunal claim, but the benefits a diverse workforce can bring to an organisation. Technology plays an increasingly important role in recruitment ranging from attracting candidates through to the selection process. Online recruitment can mean employers receive large numbers of applications from unsuitable candidates, but there are tools and techniques that can help slim down the number of potential candidates. A range of different methods can be used to assess candidates. Some are more reliable than others in terms of predicting performance in the job, and some are easier and cheaper to administer than others. Whatever method is used, recruiters should tell candidates in advance what to...
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...Tesco Recruitment And Selection Process Business Essay It is vital for the department manager to get a clear picture of what kind of persons are needed which can be accomplished by designing a job description along with a person specification. A job and person’s description is an organized process of assembly and interpreting information about the essential duties, tasks, and responsibilities of the job to be performed. An individual specification or job specification is important to any business as it allows the business to find the perfect “person- to-job-fit”. Furthermore, it is also vital that the skills, aptitudes, and information outlined in the person specification are directly related to the needs of the job: if this is not so expectations will not be met, and both employers and staffs will be disappointed. Recruitment may be internal or external as per the needs and necessities. The benefits of internal recruitment considered that saving can be made, as they know the company and the job very well and hence they need a shorter period of training. It is like extra money to all staff to work harder within a business which is basically called Incentives, Perks and Bonus etc. External recruitment helps to pull a wider range of talent and provides the chance to bring new experience and ideas to the company. It is very costly and expensive way of recruitment as full training needs to provide to the new recruits. There are numbers of stages, which can be defined and set...
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...remuneration, job purpose, accountabilities, qualifications and experience/skills required. The next step is to attract applicants for this position, by making an advertisement in a local newspaper and in a recruitment agency. When a good number of people have applied for this job, then the selection process will begin. A committee of three people (the production manager, the human resources manager and a production supervisor) will be the interview panel. Their responsibility is to assess the applicants’ resumes and application letters and classify them into three categories (yes, maybe no) according to how suitable they are for the position based on their qualifications and experience. For...
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...Personnel Selection The basic idea of personnel selection is to choose the best applicant for a job. There are several steps involved in a successful selection process. First, a job analysis is undertaken to determine exactly what the new employee will be doing. It usually consists of a job description and personnel specifications. The job description is a detailed description of what the worker does and the conditions under which he or she works. It is obtained by examining published analyses of similar jobs, interviewing people already doing the job, or observing people as they work on the job. Personnel specifications describe the characteristics of the person required for the position and might include such things as personality, physical ability, mental ability, experience, and motivation. There are numerous indicators involved in the process of employee selection, but the most common include application blanks, references, tests, and interviews. The application blank is virtually universal and is usually the initial step in the selection process. Customarily, the application requests routine biographical information, work experience, qualifications, and sometimes personal information (from finances to hobbies). Care is taken to meet guidelines of fair employment legislation. A common selection technique is to require that the applicant submit the names of several references who can testify to the applicant's abilities, or to provide several letters of recommendation...
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