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Recruitment and Selection at Unilever and Ukzn

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Submitted By nabidhossin
Words 6817
Pages 28
PROFIT & LOSS CALCULATION

COURSE OBJECTIVE: What is Aptitude ? Aptitude literally means a natural talent. It is something that comes with us by our birth. But it is to be explored and developed within by us and that can be achieved by understanding and practicing the concepts of aptitude. The candidates with good aptitude skills are considered better than others because they are fast at their mind and good at problem solving skills. Thus aptitude has become the most important soft skill these days. IMPORTANT FACTS: What is profit and loss? What is Profit? When a person does a business transaction and gets more than what he had invested, then he is said to have profit. The profit he gets will be equal to the additional money he gets other than his investment. So profit can be understood as the extra money one gets other than what he had invested. Eg: A person bought an article for Rs. 100 and sold it for Rs. 120. Then he got Rs. 20 extra and so his profit is Rs. 20. What is Loss? When a person gets an amount less than what he had invested, then he is said to have a loss. The loss will be equal to the deficit he got than the investment. Eg: A person bought an article at Rs. 100 and sold it for Rs. 90. Then he got a deficit of Rs. 10 and so his loss is Rs. 10. Cost Price (CP): The money that the trader puts in his business is called Cost Price. The price at which the articles are bought is called Cost Price. In other words, Cost Price is nothing but the investment in the business. Selling Price (SP): The price at which the articles are sold is called the Selling Price. The money that the trader gets from the business is called Selling Price. In other words, Selling Price is nothing but the returns from a business.

Marked/Market/List Price (MP): The price that a trader marks or lists his articles to is called the Marked Price. This is the only price known to the

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Recruitment and Selection at Unilever and Ukzn

...University of KwaZulu Natal (UKZN)’s Human Resource (HR) practices to that of Unilever and Johnson & Johnson (J&J). I will critically analyze the case study provided (Johnson & Johnson vs. Unilever) in comparison to university’s current HR practices. The focus will be on recruitment and selection processes, talent management and diversity management. In the case study between Unilever and Johnson & Johnson, the focus is on recruitment selection of managerial staff and also on development of managerial staff, for UKZN I will focus on general recruitment. RECRUITMENT AND SELECTION Recruitment and selection can be described as a process of identifying and hiring the best candidate who is right suited for the job and its requirements, the organizational environment and its culture. According to Robbins, et al. (2009, p. 450) the most important and critical decision HR personnel has to make is to effectively select the right people by figuring out the right match between individual’s ability, experience, attitude, skills and knowledge and job requirements. This is not always easy and in most cases not achievable as lot of factors like organization’s adherence to recruitment and selection policies, processes used, Government regulations e.g. Employment Equity Act, budget for recruitment and lastly the urgency to fill the position shift the focus of hiring the “best” suited candidates. Recruitment and Selection: Johnson & Johnson & Unilever Both Unilever and J&J specify a certain...

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