...37 - 41 Automatic Resume Recommender system Using Artificial Immune Systems Approach Fatma Masooma Nigar Tel : +91-7398084314 Email: masoomanigar5@gmail.com Department of Computer Science,Jamia Hamdard University, Delhi, India Abstract: In today’s competitive world people across the globe post resumes over various sites of different organizations. Huge amount of documented resumes get stored. The HR manager needs the best among the stored documented resumes. The outcome of this research is a proposed architecture for classification,retreivel of the best selected resumes for the HR based on the ideas and principles of artificial immune system. Based on the research an attempt is made to automate the HR resume selection process by building an automated resume recommender system using the concepts of information extraction and artificial immune system. Keywords: Artificial immune system, information extraction, classification. 1. INTRODUCTION In today’s e-world, many of the applications are automated to ease the task carried out with accuracy. Many organizations across the globe are flooded with hundreds of resumes every month. The task of the HR manager is to create a job based on some criteria and filter out the best suitable resumes among the repository. Since the HR are having rich text of huge data, a computational tool shall help to ease down the task for them...
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...company had successfully received job applications from a large number of qualified candidates. The following essay elaborates on the interviewing process overseen by Synnex International’s Director of Human Resource Services. The first activity involves undertaking a process of reviewing the resumes and cover letters of potential job candidates. According to Sanders & Rochon (2006), the resume of a Human Resource manager should elaborate on a manager’s experience and level of knowledge with regard to Human Resource policies and practices, and how to effectively implement them in an actual work setting. A resume screening process involves weeding out candidates whose resume does not stand out (Eischen, 2007).Under strict supervision by the Director of Human Resource services, a team of external consultants will perform the resume screening process which will majorly involve reading through the resumes of all the job applicants. The first step of the screening process involves comparing the profiles of applicants with the job description of a Human Resource manager. Fabricant & Stark (2014) explain that identifying the skills sets of a job applicant helps recruiters to credit the resumes of job applicants who qualify for the job.This stage also...
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...ABHILASH GOYAL, ELECTRICAL ENGINEERING COCA COLA Supply Chain Operations Excellence Trainee OTHER COMPANIES INTERVIEWED WITH: ITC and Schlumberger Program- BTECH HIGHLIGHTS OF MY CAMPUS STAY CPI: 8.8 Volunteer in Ritambhara, participated in 2-3 robotics events etc. PRE-PLACEMENT PREPARATION - When it came to resume building, I mentioned my internship (which was in Samsung), projects I did and the co-curricular activities - I was confident about my aptitude and was focussing mainly core and analytics. - I didn’t prepare for GD but finally had to give GD in Coca Cola, ITC and Schlumberger. So you can never be too sure of what comes your way during the placements. PLACEMENT EXPERIENCE - I started my placement journey by getting shortlisted in Capital One on Day 1. They shortlisted 125 candidates on the basis of resume. Then they took a case study interview and reduced the number to 30. Then again took an aptitude test but finally didn’t give offer to anyone. - Then came Coca Cola on Day 2. They organised GD in the groups of ten each and then there was a single interview of about half an hour which mainly consisted of HR based questions. The topic of the GD was “Are Engineering students wasting time in studies ?”. The interview mainly focussed on the commitment to work with them and asked whether I did any activity depicting leadership skills. - Coca Cola shortlisted candidates with medium profile like moderate CPI with few extracurrecs. I had a target of gettng...
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...Anasa Sreekanth | 14453 IMBA-General | HRM Anasa Sreekanth | 14453 IMBA-General | HRM NEW MANAGEMENT TRAINEE SCHEME VARIYAS PVT LTD NEW MANAGEMENT TRAINEE SCHEME VARIYAS PVT LTD Goals of Management Trainee Scheme * Knowledge- Managers need knowledge of the financial, industrial and social environments in which their company operates. Knowledge of the products and services provided by their company are other essentials. They should distinguish between the acquisition of information about the company and its environments, and the capability to understand and use the information in relevant ways. * Planning Ability- Planning requires managers to define production or service goals, assess the company's internal and external situations, and structure work to accomplish the plan. The training objectives you prepare should enable you to determine how well management trainees developed their capabilities in and understanding of each of these areas, and how effectively they accomplished the required tasks. * People Relationships- Managers need to improve their skills of relating to people help and ability to direct their employees. Managers' abilities to represent the company with the public, government agencies, investors and vendors. * Leadership Capacity - Effective managers exhibit more directive traits, while others are more collegial. Leadership objective is to enable employees to perform at high levels, drills for providing reluctant employees with the motivation to...
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...Employee Selection Methods Christopher Holland Walsh College Author Note This paper is written to analyze three HR journal articles based on the topic chosen above. Table of Contents Abstract………………………………………………………………………………3 Introduction…………………………………………………………………………..4 Analysis………………………………………………………………………………5 The Art of Management Selection…………………………………………...5 One Firm Finds Passive Candidates Offer a Safe Selection Process………...6 Selecting Global Assignees…………………………………………………..7 Conclusion……………………………………………………………………………8 References……………………………………………………………………………9 Abstract Human resource departments has different ways of employee selection methods. It can be quite difficult for companies to find the right fit based off of the job description. These types of tools are there to assist the HR department to select an individual. The triangulation method gives an HR department the tool to decide whether or not to hire the individual. This paper will analyze three separate articles regarding the employee selection method topic that was chosen and will provide different methods and how the selection process actually works. There are dozens of different methods an HR department can use to hire a candidate, but it all revolves around what type of company it is, the size of the company, and what the job requirements are. Employee selection is usually the starting area for well-known talent management. ...
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...listeners and sustaining the interest with a meaningful conclusion. II. To prepare a study report on any product/service in comparison with another one that is comparable from technical specification to customer satisfaction. III. To present with the aid of slides (6 to 10) about the study conducted above to the rest of the class in about 10 minutes with the use of print for information and slides for graphs, pictures, images, video and animations etc. Note to teachers: • A teacher may guide only 6 to a maximum of ten students per year. This is to ensure active participation of each learner. • All 96 hours need NOT be contact hours by the teacher. Students may be encouraged to do activities on their own with peer group to ensure higher level of participation. • There are ten different tasks to be completed in the course of 96 hours. On completion of each task, record the result and the marks along with the initials of the learner for future reference, inspection and evaluation. • A few activities are suggested under each task. Teachers can improvise on the list and add more activities as they progress from one batch to another. • Students should not be compared with each other; instead they must be compared to the standards given against each task. • The standard suggested is minimum requirement,...
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...Functional Areas of Business Managment 521 May 4, 2013 Functional areas of business Technical assistance has become one of the most important aspects of business over the past ten years. More and more companies are implementing and or improving their technical use within the company. Whereas technical support is important, incorporating supportiveness throughout the business helps to make the work environment tranquil. Employees, no matter what age, who are comfortable and happy to come to work, are going to work effectively, efficiently, and diligently. Thus, helping the company excel and strive for greatness. Even though the older generation needs more training and support to gain technical knowledge, the importance of technical support within a business and management because technical support is needed for the advancement of a company and technical support is needed for running the business's day-to-day operations. Technical support is one of the major growing areas across a majority of businesses in the world today. There are an abundance of companies trying to implement new and advanced technology into their field. “According to statistics Canada (1996) less than one quarter of employed people used computers at work during the early 1980s; this figured increased to 48% in 1994” (Methot, 1998). Take the medical field for example; they are rapidly trying to change from actual paperwork to electronic paperwork. Not only to make the searching of data and information...
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...resource management is moving away from a mainframe technology to the world of virtual reality, with the Internet at its core. Although many forces drive this change, one of the most important is the globalization of business. As organizations spread their operations and personnel worldwide, the need for a truly global, integrated human resource information system has reached critical levels. The most obvious answer virtual human resource management on the World Wide Web. A 2006 survey of HR decision makers across 325 major organizations in North America indicates that 9 out of 10 firms use the Web for HR related activities such as benefit enrollment. This is in contrast to survey findings from 1977 which suggested that only 27 percent of surveyed organizations reported using Web for its HR systems. Over past 10 years, the number of U.S companies using Web for its HR system has more than tripled. The most uses of the Internet in manpower planning are in corporate communications, applicant and resume tracking, and benefits and retirement planning. In the area of recruiting, Humana Inc. has created one of the most advanced applicant identification and tracking systems in the world. Humana is an HMO with approximately 20,000 employees and 6 million subscribers. Their human resource recruiters can rapidly identify, contact and track qualified applicants for virtually any job opening in their organization. Their success revolves...
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...The Human Resources Department Usage of Social Media Sites as a Recruitment/Selection Tool. In 1997 only about 11 percent of U.S employers were using the web for outside recruiting, figure that has reach 80 percent today and is expected to reach 100 percent in the next few years. Social media, sometimes called social networking, is nothing more than a technology that facilitates human interaction. Different than a website or a resume, which are strictly one-way forms of communication, social media sites allow users to comment, share, or chat with each other, often in real time. Social media has also become an important tool for job seekers due in part to the new ways people are finding out about and getting fired from jobs. As you may already know, most jobs come about through networking, not applying on job boards or aimlessly sending out resumes. Social media tools make networking much easier and much more powerful due to their interactive nature. Thus when a job seeker really learns to use social networking well, his chances for finding opportunities multiply exponentially. Nowadays, social media also plays a part in how hiring managers are conducting their research on candidates. More than 80 percent of recruiters use LinkedIn. Additionally, 50 percent of hiring managers can determine whether a particular candidate’s personality is a good fit for their company just by seeing that person’s social media presence. Recruiters can and will Google you... Regardless of whether...
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...the importance of human resource to administer employers relations with employees. Such human resources services involve the recruitment for a company as well as over seeing benefit and compensation packages, temporary and permanent placement of qualified workers and ensuring training and future development are observed and meet the company's qualifications. Employment policies must take into account court decisions and legislations pertaining to a wide range of issues - age, race and disability discrimination; health and safety requirements, employment security, confidentiality; and sexual harassment, to name a few. Tyson suggests that the aim of the HR strategy process is concerned with devising ways of managing people, which will assist in the achievement of organizational objectives. Within these processes HR assists management in development and implementing policies, practices and philosophies to benefit the organization. Tyson recognizes that there is a lack of importance placed on the actual process that leads to the success of organizations and therefore could be seen as changes in the policies, practices and philosophies of organizations. Kane and Stanton realize that the planning process of the human resource function is key to the challenges of the future to organizations. They also discuss the importance of developing and understanding the appropriate process for organizations to...
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... | | |Email Address: gkopal50@gmail.com | | | | | | | | | | | |RESUME | | | | | | | | | | |Profile...
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...School of Information University of California, Berkeley May 4, 2006 Master’s Final Project Advisor: Yale Braunstein Members: Jinghua Luo Joshua Chao Jaime Parada Yun Kyung Jung TABLE OF CONTENTS EXECUTIVE SUMMARY .................................................................................................................... 4 1. INTRODUCTION ............................................................................................................................ 5 1.1 PROBLEM STATEMENT ................................................................................................................. 5 1.2 PROJECT GOALS ............................................................................................................................ 5 2. COMPETITIVE ANALYSIS............................................................................................................. 6 2.1 JOBBY ............................................................................................................................................ 6 2.2 MONSTER ..................................................................................................................................... 7 2.3 LINKEDIN ..................................................................................................................................... 8 2.4 FRIENDSTER ..................................................................................................................................
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...RECRUITMENT PROCESS AT TMI GROUP Talent Management Inputs & Services Pvt.Ltd.,Begumpet B.Megha Reddy [pic] Project Report Submitted To Dhruva College of Management In Partial Fulfillment Of PGDM Program (2013-2015 DECLARATION I do hereby give the undertaking that the present study is a bona fide work and I have not submitted it for the award of any degree or diploma in any college or University. (Full signature) B.MEGHA REDDY ACKNOWLEDGEMENT A Good start leads to a Fine end. The ideal way to begin documenting this project work would be to extend my earnest gratitude to everyone who has encouraged, motivated and guided me to make a fine effort for successful completion of this project. I would like to thank Aparna Reddy.B Manager-HR, Ganeshan Madhavi Assistant Manager-HR, Sowmya.G Executive-HR of TM Inputs & Services Pvt. Ltd. for giving me an opportunity by taking me as an internee in their organization. This proved to be a very good learning experience for me, where I could get an exposure to all the aspects of real time Core HR activities. I am very thankful to Dr.U.B.Raju, Dean of Dhruva College of Management for guiding me throughout the project. My sincere Gratitude to the College Management for...
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...boundaries, substance and objectives” of the original personnel management function (p. 693). A change came about within the military community when we became a nation at war for the past 12 years. As the strategic war fighting procedure changed so did the way our organization manages personnel. To have a successful operation, it is imperative that an organization has smart, self-motivated employees. In order to fill positions a carefully manage process must be used to advertise, recruit and select and retain these individuals. Human resource professional have to identify challenges, streamline their current HRM practices and determine if the methods employed are effective to current operations. Next, managers make recommendations to improve HR operations while being clear of the value added impact they will have to the organization showing measurable success. One of the biggest challenges faced by the military organization within the past fiscal year was the government shutdown, which forced the closure of installation entry points and suspension of non-essential services on the installation. The military human resources management teams were...
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...Recruitment and selection Organizations consists of number of people ranging from C level to entry level so the selection and hiring of these people carries absolute importance. Because of this action an organizations fate is decided either to failure or to success. Also aligning these resources with the vision, mission, goals and objectives all depends upon the right kind of people at the right place. Also the decision of hiring externally or internally is very critical as every organization uses different methods and techniques to acquire the best fit for their human resources. As per telenor, hiring had remained very critical. Telenor Pakistan are facing too many challenges, in which the hiring of the people is very important still from the date of their establishment for the reason of its excessive growth phase of its product development, as with the establishment of the its network they tend to employ more and more workers/executives and managers for the increasing ongoing activities. Different methods that Telenor Pakistan are using for hiring their employees are as follows Internal recruitments Internal recruitment stands for the recruitment within the organization, Telenor Pakistan believes that internal recruitment campaign is a successful move in attracting potentials employees of teams to the organization as it plays a critical factor in the success and hence creates a loyalty factor towards the employees for the organization. In order to continue this achievement...
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