HR PLANNING‚ Recruitment and selection Human Resource Planning - The process that links the human resource needs of an organisation to its strategic‚ qualified‚ and competent enough to achieve the organisation’s objectives. - A vital organisational element for the maintaining a competitive advantage and reducing employee turnover Process of human resource planning 1. Assessing Human resources The assessment of HR begins with environmental analysis‚ under which the external (PEST) and internal
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Case Study Critique of Pfizer Incorporated and Intel Corporation HRMN 495 ORGANIZATION DESCRIPTION Pfizer is the world’s largest pharmaceutical company‚ with a workforce of 82‚000. The company grew rapidly in the 1990s through sales‚ along with the acquisition of Warner-Lambert and Pharmacia. After the acquisitions of the other companies‚ Pfizer’s HR department experienced problems because the three separate HR departments did not combine into one department. They operated with different
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HR Case study Organization : General Electric Company Industry : Diversified Abstract: GE is one of the world’s leading conglomerates with operations spread across eleven businesses. It has been adjudged as one of the top companies for executive development in the world in recognition of its ability to nurture executive talent. It further explains how a strong learning culture was developed at GE through innovative programs like Work-Out. It also details the various employee training and education
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HR Personnel and Management Policy is one example of how the culture of an organisation can be described and developed. It is about benefits and obligations between employers and employees‚ but it is also about formulating mutual understanding of what makes the organisation unique‚ that is the formal and informal norms‚ rules‚ habits‚ procedures or other institutional regulations. Personnel and Management Policy also systemises the work on organisational development and is meant to guide staff
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HR Case Study How to work with a lazy colleague Young is a colleague that I worked with at Tellhow Sci-Tech Co.‚ Ltd. He is one of the laziest person that I have ever known. During working hours‚ he spent most of the time playing games‚ talking to friends on the phone or taking “long breaks”. So when I was assigned to the same working team with him‚ I was worried and scared. And my nightmare turned out to be true. Our team was in charge of the new marketing strategy for our star product “Low
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analyze the Issues involved in the case * Annexure 02. * How would you handle Mr.Benjamin’s situation * Annexure 03. * Discuss the conclusion of the case * Annexure 04. * Recommend a sound Recruitment and Selection procedure for ABC Biscuit Company. * References ACKNOWLEDGEMENTS I would like to express my deep sense of gratitude to all those who helped me directly and indirectly in completing this case study work. My special thanks to Ms
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Nike: Hiring Gets Off on the Right Foot Technology is changing how companies recruit and select in ways that couldn’t have been anticipated a few years ago. While automated hiring technologies are still in their infancy‚ recruiters envision a world in which they can reduce the hiring cycle time by 90 percent‚ anticipate what skills will be in demand before they can be articulated‚ and call up information about a potential hire on their computer screens. Interactive voice response technology (IV’R)
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------------------------------------------------- Examine and describe the business environment relevant to the case study. * Describe the nature of the organization under consideration and its competitors- Provide general information about the market and customer base. Indicate any significant changes in the business environment or any new endeavors upon which the business is embarking. ------------------------------------------------- -------------------------------------------------
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BEST PRACTICE Getting 360 Feedback Right by MauryA. Peiperl 360-degree feedback is all the rage in companies big and small. But it is frequently bureaucratic‚ politically charged‚ and agonizing. The good news is that by understanding four paradoxes inherent to peer appraisal‚ managers can take some of the pain out of the process-and get better results in. IF A SINGLE E-MAIL can send the pulse racing‚ it’s the one from human resources announcing that it’s time for another
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Case – Study (HRP – 2nd Unit) PROMOTING THE PROTÉGÉ The die was cast. Prem Nath Divan‚ executive chairman of Vertigo‚ the country’s largest engineering project organization‚ decided to switch tracks for a career in academics. Divan was still 6 years short of the company’s retirement age of 65. His premature exit was bound to create a flutter at the Vertigo board. Having joined Vertigo as a management trainee soon after college‚ he has gradually risen through the hierarchy to take a board position
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