Human Capital Management

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MANAGING HUMAN CAPITAL

Suraj Rathi

(Executive MBA ID: L0012DOJA0312)

A) Assignment-3: As a new employee in the HR Division of an International company, you are required to complete a project on Recruitment and Selection. You can state your own terms of reference and make proposals upon how to achieve them.

INTRODUCTION3
RECRUITMENT PROCESS3
Registering the Vacancy3
Hiring Manager Recruitment Portal3
Internal Recruitment4
External Recruitment4
THE SELECTION PROCESS4
Capability Framework4
1) SHORTLISTING5
Things to consider while Shortlisting applications6
Conflict of interest6
Shortlisting internal candidates6
Re-employment6
2) INTERVIEWING & SELECTING6
CONDUCTING THE INTERVIEW6
Controlling the interview7
The Customer Orientation Questionnaire7
The Rating scale8
INDUCTION AND ON-BOARDING8

B) Assignment-6: You are required to present a paper at a senior HR management meeting on the subject of Change Management, advising your audience of the dynamics of this subject.

INTRODUCTION9
OBJECTIVES9
WHAT IS CHANGE MANAGEMENT9
CHANGE IMPLEMENTATION10
1)Idea for Change10
2)Change Initiaton11
3)Change Feasibility Study11
4)Design Phase11
5)Build & Test12
6)Change Implementation12
7)Dhange Delivery12
FACTORS INVOLVED IN CHANGE MANAGEMENT PROCESS13
Benefits Realisation through Change13
Business Transition13
Change Communication13
Customer Side of Change14
Risk and Issues Involved in Change Management14
Stakeholder Management14
Resource Management of Change Agents14
Changing the Organisation Culture15
The Culture of LIBOR (london interbank offered rate) Manipulation15 REFERENCES15

INTRODUCTION:

This paper aims to provide a complete revolutionary approach to the recruitment and selection process to the multinational company having spread across various geographies. To mange the human resource effectively it is highly recommended to create one logical view of the various physical locations, to achieve this ‘one view’ various web based online tools are proposed along their expected functions and significance. This guide aims to provide the essential tools, correspondence and process information alongside full advice on Best Practice Recruitment. These powerful tools can be created for various purposes and can be served through the life cycle of resources in recruitment and selection to on-boarding of the candidate as a result of this process, robust recruitment and referencing procedures are undertaken to ensure that colleagues appointed are capable of achieving the required level of competence within an acceptable timescale.

RECRUITMENT PROCESS

Registering the Vacancy:

It is essential that potential candidates are sourced efficiently using effective agreed and approved routes. First of all both HR and Line management must satisfy themselves that a vacancy exists, for this Hiring Manager has to initiate the vacancy through the online tool called ‘Hiring Manager Recruitment Portal’

Hiring Manager Recruitment Portal: In order to track all approvals of recruitment and its authorisation this tool must be developed and followed as a standard process. Once submitted, the Vacancy request will be routed to appropriate individuals for approval. Once all necessary approvals have been received, vacancies will automatically be posted to the internal vacancy portal for a minimum period of two weeks before actually posted to external job portals.

Internal Recruitment:

Approved vacancies will automatically be posted to internal job portal for job matching and then at companies website for external candidates if HR manager have exhausted all internal attraction routes like internal restructure & delegation, internal job board postings, recommend a friend initiatives, job matching team etc Now recruitment...
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