Commission’s website “www.sscmpr.org”) ADVERTISEMENT NO. 4/2012 APPLICATIONS ARE INVITED FROM ELIGIBLE CANDIDATES FOR THE UNDERMENTIONED POST :Category MPR-1: Draughtsman Grade-I in 506 Army Base Workshop‚ Ministry of Defence‚ Khamaria‚ Jabalpur (MP) Vacancy : 02 (01-OBC& 01-UR) Classification : General Central Serivice‚ Group ‘B’ (Non Gazetted) Non-Ministerial. P.S. : Pay Band-2‚ ` Rs.9300-34800‚ Grade Pay:- `.4200 Age : Not exceeding 30 years (Relaxable upto 5 years for Central Government Civilian Employees
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Recruitment and Selection: A Study on BEXIMCO Pharmaceuticals A Research Paper Submitted to: Abdul Kader Nazmul Assistant Professor & Head‚ Dept. of Management‚ As a partial fulfillment of the requirement for the HRM course Prepared by: Nahrin Musharraf Sumayea Mahmuda Rezwana Haque Muhammad Shaikh Shahrukh Fall’2009 Dhaka [pic] AMERICAN INTERNATIONAL UNIVERSITY-BANGLADESH Acknowledgement At the very beginning we would like to express our deepest
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INDEX Sr.no | Chapter | Page.no | 1. | Introduction to Indian Oil Corporation Limited | 2-10 | 2. | Gujarat Refinery‚ IOCL | 11-13 | 3. | Recruitment Process at IOCL‚ Gujarat Refinery. | 14-17 | 4. | Job Qualification | 18-21 | 5. | Sources of Recruitment | 22-27 | 6. | Factors Affecting Recruitment | 28-32 | 7. | Selection Committee for Recruitment at IOCL‚ Gujarat Refinery. | 33 | 8. | Special Provisions of Recruitment at IOCL Gujarat Refinery. | 34-35 | 9. | Experience |
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PROJECT REPORT ON SUMMER INTERNSHIP IN NALCO [pic] NAME:- KIRAN BALA SAHU ROLL NO.:- MBA-12-024 [pic] ACKNOWLEGDEMENT I take this opportunity to express my deep gratitude to all the employees of Smelter Plant‚ Nalco‚ Angul. Also I am indebted for the rich guidance‚ knowledge and suggestions provided by my faculty guide Prof. JyotirmayeeAcharya and Dr. BadalRath. I am grateful to Mr.A.K.Ray( Manager (HRD) ) for his
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change in the quantity demanded and the vacancy rate when there is a particular rental rate. The decision to be made was the monthly rental rate for two-bedroom rental apartments on temporary leases. The Property Manager needed to bring the vacancy rate from 28 percent to 15 percent and to maximize the revenue. To start‚ the vacancy rate was at 40 percent‚ revenue was 1.56 (in millions)‚ surplus 800‚ quantity demanded 1‚200 and rental rate $1‚300. The vacancy rate down to 15 percent‚ the following
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The Government should go ahead in order to accommodate the overspill and the fast growing population ‚ alleviate socio-economic problems in inner cities by creating a pleasant environment with adequate amenities and job vacancies and boost Hong Kong economy‚ Although there are some voices arguing that the North East New Territories New Development Plan are not a good policy by saying that the plan will destroy our beautiful natural landscape‚ the truth is with good urban planning‚ those three new
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the company. Internal Recruitment: filling vacancies from within the business through promotion‚ retraining or relocation. Newsletters – Advantages: The owner knows how well the employee works and the promotion will cause the employee to work harder It is cheaper and quicker to recruit Disadvantages: No new/different ideas can be introduced as this source of recruitment is looking to fill vacancies from within the existing workforce Another job vacancy is now available and would need to be filled
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Supply and Demand Simulation The University of Phoenix online simulation entitled "Applying Supply and Demand Concepts" starts with the description of a fictional small town‚ Atlantis‚ and the rental market for two bedroom rental apartments. Below we will discuss the key points of supply and demand covered in the simulation‚ and by David Colander in the Book Economics‚ along with real world examples and results for the simulation. In this simulation the reader is a property manager for GoodLife
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Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME. Vacancy is known in two situations (generally): • An employee leaves and there is a vacancy created • Business Growth The vacancy is intimated to the HR department by the concerned technical department. Ensure that judgment of abilities‚ experience and qualifications is made against the requirements of the position in question. 1. Defining the Requirement - Decide what vacancy you have. If you need to fill a new role quickly you
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represent a few ideas on how the recruitment and selection process and/or its indicators can be measured: Lead time or Hiring cycle e.g. time taken to fill an employee vacancy from advertisement to offer‚ acceptance of position and start of work. Explanation: This is a measure of the organisation’s efficiency in filling employee vacancies measured by the number of hours consumed by the whole process. Internal Promotion e.g. % employees promoted from within the company; or % of vacant positions filled
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