recruitment and selection process
Research proposal on
RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education)
By
Benafsha Musafirzada
Supervised By
Nisar Khan Sir
موسسۀ تحصیلات عالی رڼا
RANA Institute of Higher Studies
2014
RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education)
INTRODUCTION
1.1 Background of the Study
This project is titled as study of Recruitment and Selection Process of MOE. In this project the readers will come to know about the process of Recruitment and Selection procedures of candidates in the organization.
1.1.1 Recruitment:
Recruitment refers to the process of finding possible candidates for a job or post that has been announced by the recruiters in an organization. Commonly jobs are being advertised by using different sources of recruitment such Internal and External Source of recruitment 1(Employment Agencies, Advertisement, and Promotion etc).Suitability for a job is typically assessed by looking for skills, e.g. Communication Skills, Work Experience, Qualification etc. The candidates for the job are requested to submit their Curriculum Vitae and those candidates who matches the job criteria are assessed first of all by a written test also they will be assessed by an interview.
1.1.2 Selection
The aim of selection is to find a person who accepts the position and who gives satisfactory service and performance in the organization. The system approach starts from the position of well-defined job and clearly analyzes person’s specifications. Selection is not just a question of interviewing it is very much a process of deselecting that is gradually eliminating candidates until finally one is left on the list for a vacancy. Selection is about trying to minimize risk and maximizing certainty of making of the right decision. Starting from the position where the recruitment process as produced a number of applicants, 2the important steps as follows: Short listing the candidates for the next stage. Set up test for
RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education)
By
Benafsha Musafirzada
Supervised By
Nisar Khan Sir
موسسۀ تحصیلات عالی رڼا
RANA Institute of Higher Studies
2014
RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education)
INTRODUCTION
1.1 Background of the Study
This project is titled as study of Recruitment and Selection Process of MOE. In this project the readers will come to know about the process of Recruitment and Selection procedures of candidates in the organization.
1.1.1 Recruitment:
Recruitment refers to the process of finding possible candidates for a job or post that has been announced by the recruiters in an organization. Commonly jobs are being advertised by using different sources of recruitment such Internal and External Source of recruitment 1(Employment Agencies, Advertisement, and Promotion etc).Suitability for a job is typically assessed by looking for skills, e.g. Communication Skills, Work Experience, Qualification etc. The candidates for the job are requested to submit their Curriculum Vitae and those candidates who matches the job criteria are assessed first of all by a written test also they will be assessed by an interview.
1.1.2 Selection
The aim of selection is to find a person who accepts the position and who gives satisfactory service and performance in the organization. The system approach starts from the position of well-defined job and clearly analyzes person’s specifications. Selection is not just a question of interviewing it is very much a process of deselecting that is gradually eliminating candidates until finally one is left on the list for a vacancy. Selection is about trying to minimize risk and maximizing certainty of making of the right decision. Starting from the position where the recruitment process as produced a number of applicants, 2the important steps as follows: Short listing the candidates for the next stage. Set up test for
References: 1 Ministry of education (2009), Recruitment and Selection process in MoU. 2 Alan Price (2008), Human resources management, Amazon.co.uk 3 Kaplan, R. S. & Norton, David, P. (2004), Strategy Maps: Converting Intangible Assets Into Tangible Outcomes, Boston, Harvard Business School Press. 4 Kaplan, R. S., Norton, David P. (2004), Measuring the Strategic Readiness of Intangible Assets, Harvard Business Review 82(2): 52-64. 5 Odiorne, George, S. (1984), Human Resources Strategies for the Nineties, Hax.