Summary TITLE: “Study of recruitment and selection procedure” Duration: 2 months. Company: Young & Grow. This is a project about the study of recruitment procedure and selection procedure carried out at young & grow group of companies and to learn about the different processes used for recruitment. OBJECTIVE: The main objective was to study the recruitment procedure and know the various sources of recruitment used. The objective was also to study the selection process and to learn the selection
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There are two types of organisation structures‚ flat and hierarchal. Flat structure’s chain of command is short by having lots of people report to one managing director. On the other hand the span of control is wide. A business with this type of structure is Nike. A flat structure is also known as a matrix structure. A hierarchal structure’s chain of command is long. This is because fewer people are reporting to the managing director. While the span of control is narrow. A type of business that
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A Project On “Study on Recruitment Process” Human Resource Management Human Resource Management (HRM) is the function within an organization that focuses on recruitment of‚ management of‚ and providing direction for the people who work in the organization. HRM can also be performed by line managers. HRM is the organizational function that deals with issues related to people such as compensation‚ hiring‚ performance management‚ organization development‚ safety‚ wellness‚ benefits‚ employee
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Recruitment and selection process of the fast food industry This dissertation will discuss the recruitment and selection process of the fast food industry in London and case study about particular company. The practise of HRM in recruitment and selection process will also be discussed in this dissertation. In this chapter the background and motivation of this study is discussed along with the aims and objective. Moreover the research questions and the structure of this dissertation are discussed
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Unit 3: Organisations and Behaviour: Introduction: Organisational Behaviour (in short called as OB) is concerned with the study of the behaviour and interaction of people in restricted or organised settings. It involves understanding people and predicting their behaviour‚ and knowledge of the means by which their behaviour is influenced and shaped. Organisations are bodies or entities created for a stated purpose They may consist of one or more people. In the case of a sole trader or single operator
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GMR INFRASTRUCTURE LTD FACT BOOK Q1FY2014 0 Business Structure GMR has been presented with the prestigious ‘Most Admired Infrastructure Company – Overall’ at the 5th KPMG Infrastructure Today Awards 2012-13 in association with KPMG Delhi Airport (PAX Cap. 60 mn‚ FY13 Traffic 34.37 mn) Airports Hyderabad Airport (PAX Cap. 12 mn‚ FY13 Traffic 8.38 mn) Istanbul Sabiha Gokçen Airport (PAX Cap. 25 mn‚ FY13 Traffic 15.34 mn) Generation Assets in Operation: 836 MW‚ 6 Assets
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Indus Insights Recruitment Process 2014-15 Indus Insights Recruitment Process This information is confidential and was prepared by Indus Insights solely for its clients; it is not to be circulated/shared without prior consent 1 Recruitment Process • Pre Placement Talk • Aptitude Test • Written analytical test • Evaluates logical reasoning and data interpretation • Calculators are allowed • Multiple Interview Rounds • Guesstimates (sample questions present in the presentation) • Case
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Executive Summery Effective recruitment‚ selection and retention are critical to organizational success. They enable companies to have high performing employees who are satisfied with their jobs‚ thus contributing positively to the organization. On the contrary‚ in-effective recruitment methodology‚ selection and retention would result in mismatches which can have negative consequences for an organization. A misfit who is not in tune with organization’s philosophies and goals can reduce output
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HRM Case 4 – Rob Parson The given case describes the general hiring process of Morgan Stanley and how their employees are evaluated. The main purpose of this text is the evaluation of Rob Parson and whether or whether not he is suited for a promotion becoming managing director of a certain branch of the company. The text gives a description about Rob Parson past‚ academically in his job career prior to Morgan Stanley and how his colleagues describe him. In addition to this Paul Nasr is also described
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growth in the use of online recruitment and the transformation of electronic recruitment into one of the fastest growing recruitment techniques. The most often reported benefits of electronic recruitment include wider applicant outreach faster information exchange between potential employees and employers‚ lower costs of advertising‚ data accessibility and availability‚ reduced costs of communications‚ and improved organizational attraction. The drawbacks of recruitment are associated mainly with
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