...1. Identify and recommend changes required in current policies and procedures. * The changes necessary in current policies and procedures is that, first, they need to be updated or the specifications need to update. We also need to comply with laws on equal opportunity, anti- discrimination and WHS. Reference check should always be included if a new employee is hired and training a new staff and some induction and training about the job should always be undertaken beforehand. Finally, we should always add goals and objectives, mission and vision of the company. 2. Develop revised recruitment, selection and induction policies and procedures for BS Training. New employees come into organisations with different motives and expectations, and with a diverse range of backgrounds, interests, skills and experiences. Having a clear outline of how you find, appoint and induct your new workers will help you to get the best match for your organisation. It also helps to make your new employees feel valued. To attract new employees who fit in well with your organisation and contribute to your programs you need to know what sort of new employee roles you need and, importantly, the kind of people that you would like to have in those roles. Before you start writing your policy, you might like to read our section on Attracting and recruiting. Recruitment A recruitment policy helps to ensure that you are clear about: * What services you are providing * How you will bring...
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...Assessing Your Recruitment and Selection Practices Policies and Procedures The agency’s policies and procedures should thoroughly document the recruitment, assessment and selection processes. The policies and procedures should be accessible and understood by not only HR professionals but Managers and others involved in the hiring process. Ask yourself these questions to help assess whether or not your agency’s policies and procedures are current and include new requirements. Are recruitment, assessment and selection processes supported by written policies and procedures that are up-to-date, accurate and complete? (Ideally within 2 years.) How widely communicated are the agency’s written recruitment, assessment and selection policies to those who are involved in the process? (Ideally to all staff.) Does the agency utilize these policies and procedures for the recruitment, assessment and selection processes? Does the agency have a written policy describing procedures for the review of competencies and/or qualifications? Does the agency follow a formal recruitment, assessment and selection plan at the start of each recruitment? (Link to sample recruitment plan) Training Managers, supervisors, and personnel involved in the hiring process should receive comprehensive training in the agency’s full recruitment process and thoroughly understand proper interview and selection techniques. Who performs recruitment activities for the agency? (Ideally HR with...
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...BSBHRM506A Manage recruitment, selection and induction processes Assessment 1 1. Identify and recommend changes required in current policies and procedures. Changes I would make are as followed: Analyse the vacant position * Remove the needs analysis conducted by HR department * Permission to recruit form does not need to be approved by senior management Position Description * It should include the business background information and department information * Major responsibilities and duties to be listed * Who to report to Lodge an advertisement * Closing date for internal applicants * Internal and external advertisement for seven days * Use e-media as well as print media * Internal staff members to be emailed about job vacancy Short list applicants * Internal applicants not to be automatically short listed * Remove maybe pile * Limit on how many people will be interviewed * Rejection letter to be emailed rather then posted I would also make the time frame for the whole procedure to be within 30days as this is the general notice period given by employees and there needs to be an induction procedure included. 2. Develop revised recruitment, selection and induction policies and procedures for BS training BS Training – recruitment and selection guidelines Policy statement: BS Training is an organisation that seeks to employ the quality trainers and assessors with high levels of industry experience. It is an equal opportunity...
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...Summer Training Project Report ON Recruitment And Selection Submitted in Partial fulfillment of requirement of award of MBA degree of GGSIPU, New Delhi Submitted By: priyanka 015 2010-2012 Northern India Engineering College (Affiliated to GGSIPU) FC-26, Shastri Park, Delhi-110053 ACKNOWLEDGEMENT Connection, dedication and application are necessary but not sufficient to achieve any goal. These must be awarded by guidance. This is to express my earnest gratitude & extreme joy on being bestowed with an opportunity to work in an organization as respected and reputed as BHL, Noida. It is impossible to thank personally all the people who have helped me in completion of this informative project, but it would avail this opportunity to express my profound gratitude and indebtedness to the following people:- I am indebted to Mr. Mohan Kumar Sharma (Officer – Group HR, BAJAJ HINDUSTHAN LIMITED) who gave me the opportunity to work with the organization. I am extremely grateful to my guide and project coordinator Mr. Mohan Kumar Sharma (officer– HR) & Mr. Shankar Singh (Sr.Officer –HR) who removed every stumbling block in my endeavor to complete my project successfully. They proved to be a constant...
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...Contents Page List of Tables 2 Acknowledgement 3 1. INTODUCTION 1.1 Background of the Organization 4 1.2 Objectives of the Organization 4 1.3 Services and Customers or Market Segments 5 1.4 Organization Structure I 2. OBJECTIVES OF THE STUDY 7 3. REVIEW OF LITERATURE 7 4. ANALYSIS 25 4.1 Methodology 25 4.2 Analysis on 25 Planning Recruitment, Standard Recruitment Procedure and 25 Recruitment Procedure I. Confirming a Vacancy and Creating the JD’s 26 II. Placing Advertisements 27 III. Applying For a Position 28 IV. Short listing Candidates for Interview 28 V. Interviewing Candidates 30 VI. Using Tests and Presentations 32 VII. Making a Selection Decision 34 5. FINDINGS (Key issues) 35 6. RECOMMENDATIONS 36 List of Tables Page Table 1 (table which includes the guidelines to be used when 31 Interviewing candidates. For example: Time) Table 2 (The record sheet used when doing the presentations 33 and tests) ACKNOWLEDGMENT I sincerely acknowledge with thanks the time and expertise shared with me by everyone who contributed towards completing this project report. Special thanks to the HR manager, staff members at the British Council, Colombo who supported me to gather data on this particular area and for the valuable information provided by them in their respective fields. I am...
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... | | | |Staff Recruitment and Selection Procedure | | | | [pic] | | | |Version |3.0 | |TRIM file number | | |Short description |A procedure on recruiting and selecting staff at CSU | |Relevant to |All employees involved in recruiting and selecting applicants for continuing | | |or fixed-term appointments at CSU | |Authority |This Procedure has been approved by the Executive Director, Human Resources in| | |accordance with the Policy on Delegations and Authorisations - Delegation ...
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...Details Project: New recruitment and selection process Project Sponsor: Michelle White Project Manager: Jasmin Donaldson Start Date: 24/06/2015 Completion Date: 24/09/2015 Document Details Version | Modifications | Author | Date | 1 | Nil | Jasmin Donaldson | 23/06/2015 | | | | | | | | | | | | | Approvals This document requires the following approvals: Name | Role | Signature | Date | Version | Michelle Blake | Project Sponsor | | | | Kelsey Johnson | Senior Manager | | | | Scott Butterworth | Operational Manager | | | | Aymon White | Recruitment Specialist | | | | | | | | | | | | | | Distribution This document has been distributed to: Name | Role | Date of Issue | Version | Michelle Blake | Project Sponsor | 24/06/2015 | 1 | Kelsey Johnson | Senior Manager | 24/06/2015 | 1 | Scott Butterworth | Operational Manager | 24/06/2015 | 1 | Aymon White | Recruitment Specialist | 24/06/2015 | 1 | | | | | | | | | Introduction This project is focussing on introducing a new staff recruitment and selection process. The team and I plan on taking the current process and making it more manageable and thorough to ensure we are recruiting the right people for our organisation. This management plan will set out all the requirements to complete this project within the given timeframe of 3 months. Scope Management Approach The scope of the new recruitment and selection process includes creating new procedures, documents and criteria...
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...Recruitment and selection processes Assume that you are HR manager of BS Training .You are required to read the recruitment, selection and induction policies and procedures of BS Training and prepare a report. Your report should include the following: 1. Identify and recommend changes required in current policies and procedures. 2. Develop revised recruitment, selection and induction policies and procedures for BS Training. 3. Suggest how BS Training could use technology to improve the efficiency and effectiveness of the recruitment and selection process. 4. Identify relevant managers and other staff you need to consult during development of recruitment and selection policies and from who you will need support to make the new policies successful. 5. Identify the strategies you will use to obtain support from key personnel, particularly senior managers, for your new recruitment and selection policies at BS Training. 6. Create draft forms and documents that support your new recruitment, selection and induction process policies. 7. Explain how you will communicate your new policies and procedures to relevant staff and create a training plan to ensure they are able to follow your processes properly. You must provide: • A hard copy of your written report Your assessor will be looking for the following in your report: • Evidence and referenced sources e.g. reading reference materials, internet research and direct research (contacting and interviewing organisations) that...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...BSBHRM405A Support the recruitment, selection and induction of staff Release 1 BSBHRM405A Support the recruitment, selection and induction of staff Date this document was generated: 15 March 2013 BSBHRM405A Support the recruitment, selection and induction of staff Modification History Release Comments Release 1 This version first released with BSB07 Business Services Training Package Version 8.0. Replaces BSBHRM402A Recruit, select and induct staff. Unit Descriptor This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the Unit This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Licensing/Regulatory Information No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. Pre-Requisites Not applicable. Employability Skills Information This unit contains employability skills. Approved © Commonwealth of Australia, 2013 Page 2 of 9 Innovation and Business Skills...
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...Title HR Assignment Introduction The projected academic assignment is focusing on the Human Resource core aspects in the relation with the Tesco Express Outlet The projected tasks of the assignment are based on the four of the scenarios. The first scenario discusses on the profile of a graduate person from the Sunderland University who recently got job in the Tesco Express Outlet after completing his education. In such a way the candidate got an opportunity to make use of its marketing theory applications. In the second scenario it is presented that there is 1a new store & a new staff team for the candidate who is aware of the need for internal & external marketing. In the third scenario it has been presented that the 1store is located in a small town of 6500 peoples in the North East of England where there are only small individual shops with the limited range of products. Local peoples are not happy 1as the nearest supermarket is about 10 miles away. The projected shop 1has previously been a family run grocery store. Tesco hopes 1to move to a larger site for the potential business. In the fourth scenario it has been presented that the main competition in the market is of the 2 co-operative stores. One 1is at the top of the town of the main street which is the larger & the other is at the bottom of the town near harbour which is smaller. Regional Manager has expressed his views 2that Tesco’s long term hopes for a much larger store will be greatly improved if there...
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...“A Study On Recruitment Procedure Followed In Fresenius Medical Care (India) Pvt Ltd.” Chapter – I Introduction 1.1. Human Resource Management: Human Resource Management is the management of an organizations work force or Human Resource. It is responsible for attraction, selection, training and assement, rewarding of employee while, also overseeing organizational leadership and culture ensuring with employee and labour laws. The function was initially dominated by transactional work such as payroll and benefits administration but due to globalization, company consolidation, technological advancement and further research. Now Human Resource focus on strategic initiatives like merger and acquisition, talent management, succession planning, industrial and labour relation and diversity and inculsion. It is essential that Human Resource be made an integral part of an organization. Human Resource can be instrumental in developing a full analysis of each division and determining how function like recruiting and employee relation can support new and existing strategies. Human Resource is also an invaluable resource in evaluating how to facilitate the adoption of strategies, recruitment of new talent to sustain them and assure smooth transitions. As we concentrate on recruitment procedure, which is an...
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...International Journal of Innovation, Management and Technology, Vol. 1, No. 4, October 2010 ISSN: 2010-0248 Recruitment and Selection Process: A Case Study of Hindustan Coca-Cola Beverage Pvt.Ltd, Gangyal, Jammu, India Geeta Kumari, Jyoti Bhat and K. M. Pandey, Member, IACSIT Canada, Australia or South Africa. Our vision serves as the framework for our Roadmap and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth. Motivations and slogans of Coca-Cola People: Be a great place to work where people are inspired to be Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value. Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities. Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities. Productivity: Be a highly effective, lean and fast-moving organization. Winning Culture Winning Culture defines the attitudes and behaviors that will be required of us to make our 2020 Vision a reality. Live Values Values serve as a compass for our actions and describe how we behave in the world. Leadership: The courage to shape a better future Collaboration: Leverage collective genius Integrity: Be real Accountability: If it is to be, it's up to me Passion: Committed in heart and mind Diversity: As inclusive as our brands Quality: What we do, we do well Focus on...
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...increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they perform capital function and resource of the employer (Donnelly et.al, 1992). Since, human resource management is vital for an organization, to acquire an effective and efficient employee, Recruitment, as a human resource management function, is also one of the activities that impact most critically on the performance of an organization. Therefore, recruitment is the process which has to be done carefully. According to (Weihrich and Koontz, 1994),...
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...| REPORT FOR A RECRUITMENT SELECTION PROCESS | | | | | You have been asked by Johnsons Care Company to recruit a new Administrative Assistant for them. Write a report for a recruitment selection process that could be used to select this person | The purpose of this report is to understand the effective recruitment selection process from Johnson Company in recruiting the suitable candidate of Administrative Assistance in their organizations. Recruitment selection process is a procedure of engaging individual suitable qualifications with abilities to apply for a position in an organizations. We will look into the KSAOs model as an assessment of recruitment selection process for the position of Administrative Assistance in Johnson Company. KSAOs are the model that consist in Knowledge, Skills, Abilities, and Other characteristics that a basic applicant must possess in order to perform and excel successfully in the position. Moreover, KSAOs typically divided into two major categories which consist of technical and behavioral. From technical perspective, KSAOs measure attributes knowledge and “hard” technical skills, like the basic administrative and management in the warehouse for an administrative assistance position in this instance. Behavioral KSAOs measure “soft” skills which consist of the attitudes and approaches that applicants applied in the work strategy, such as the ability to collaborate and communicate on wide level of range with the warehouse...
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