Recruitment | Selection | Meaning | It is an activity of establishing contact between employers and applicants. | It is a process of picking up more competent and suitable employees. | Objective | It encourages large number of Candidates for a job. | It attempts at rejecting unsuitable candidates. | Process | It is a simple process. | It is a complicated process. | Hurdles | The candidates have not to cross over many hurdles. | Many hurdles have to be crossed. | Approach | It is a positive
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six months. Mr. Benjamin who was residing in the UK was running a catering service & he would like to come to Sri Lanka and settle down. Finance Manager of ABC Company met Mr. Benjamin at an exhibition in the UK and for Mr. Benjamin to find a job in Sri Lanka. Mr.De Silva offered to Mr.Benjamin come to Sri Lanka and work in ABC Company‚ He would be able to bring in at least 10 new
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to do. This helps in determining the qualities and qualifications genuinely required for the job. o Job description - Produce an outline of the broad responsibilities (rather than detailed tasks) involved in the job. o Person specification - Decide what skills‚ experience‚ qualifications and attributes someone will need to do the job as defined in the task analysis and job description. 2. Selection - Select your candidate being objective and unbiased. Choose the person who
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comparison and how to motivate new staffs in order to be an effective leader. CONTENTS Task 1.1 Relevant documentation to select and recruit the two new hire Before any position can be filled‚ we need to have a clear idea of requirement of that job. Without this information it is extreme difficult to decide what qualifications‚
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compel individuals to think in new and exciting ways. Creative thinking benefits the workplace with the development of many innovations and ideas that can be utilized to keep the company fluid‚ exciting and fruitful. Breaks Monotony A monotonous job bores employees who need to be given variety to excel. Change often provides the refreshment a worker needs to refocus his energy and increase his interest. Counsel employees on this fact as you share their new responsibilities with them. Talk about
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BTEC National Business Management Unit 13 – Investigating Recruitment and Selection Assignment 1 (P1):- Recruitment planning You are an administration assistant at Ashton Consultants. You have been asked to prepare a report (using the correct format) outlining how Alton Towers and Ashton 6th Form College plan recruitment using internal and external sources. You should structure your report as outlined below in task 1. This assignment assesses: P1 Identify how two organisations plan
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If you had conduct needs assessment for a new job at a new plant‚ describe the method you would use. Simply hiring and placing employees in jobs does not ensure their success. A new joinee needs to be trained fr his job role . I would conduct the needs assessment for the new job at the new plant ‚ using the following processes : Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace‚ and to determine whether training is an appropriate
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RECRUITMENT AND SELECTION PRACTICES IN A SELECTED ORGANISATION Papers published in the Journal of Management Practice electronic journal have been selected on the basis of their superior treatment of a particular subject of relevance to HRM. In most cases ‚ the paper will have it origins in assignment work in units offered for study by the Department of Human Resource Management and Employment Relations. Worthiness for inclusion in the JMP is determined initially by the unit leader/examiner and
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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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Introduction: Competency for any job can be defined as a set of human attributes that enables an employee to meet the expectations of his internal and external customers and stake holders. We have generally observed that only hard work‚ knowledge‚ sincerity towards work‚ and intelligence does not alone makes a person star performer in his/her profession. There are many other factors that actually help an individual practically in achieving success in performing job. For example we have observed that
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