Beruflich Dokumente
Kultur Dokumente
Q1. Explain the methods adopted to control recruitment and hiring process Ans. Most of the organisations irrespective of fact whether they are small, medium, or big scale companies have their own methods of hiring the candidates for the required positions. Sometimes, this process is dealt within the company itself or it is handled by some subcontractors or recruiting agencies. Following are some of the aspects of the recruiting process: o o o o o o o o o o o o o o o Get the candidates resume/CV from different job portals. Classify the candidates based on different criteria like experience, technology, so on. Send automated mails to sorted candidates for the interview. Schedule/reschedule the interviews. Manage many rounds of interviews for the candidate. Manage interviewers for different rounds of interview. Send automated mails and SMS alerts to keep the interviewers informed about the interview schedule. Handle interviewers remark and rating for the interviews. Send alerts for the scheduled interviews, hold candidates, joining candidates, so on. Get the soft copy of documents like experience letter, relieving letter, resignation letter, so on from previous company once the selection process ends. Manage background check result for the candidates. Get feedback report for ex-employees, ex-employee documents like experience letters, pay slips etc. Support different reports like hold candidates, selected candidates, candidate feedback report so on. Candidate information management Personal information of a candidate is collected from various sources like job portals, employee referrals so on. Personal information include full name, contact number, address, email ID, designation, so on. The resume or CV (curriculum vitae) of candidate is also managed, and the soft copies of these resumes are uploaded in different formats.
=======================X=======================X========================= Q2. What are the retention strategies adopted by organisations? Winter Drive November 2011 Sikkim Manipal University 1
=======================X=======================X=========================
CV/Resume Screening
Initial Interview
Job Offer These Steps which are involved in recruitment process can be explained as follows: 1. Online application: During this phase, the desired candidate applies for a job online or on company website. 2. CV/Resume screening: This is the second stage wherein the CV (curriculum vitae) of the applicant is screened by hiring managers to ensure if the candidate is fit enough for the post. 3. Initial interview: This is the most crucial stage wherein the candidate is asked to take up a written test. 4. Technical and competency interviews: Once the candidate clears the written test, the next stage would be technical competency round. This stage involves the recruiting managers ensuring if the candidate possesses required technical skills suitable for the position which can be in the form of either face-to-face questioning or a written test. 5. Job offer: This is the last stage of the interview process wherein the candidate receives an offer letter from recruiting manager after he clears all the interview rounds. =======================X=======================X========================= Winter Drive November 2011 Sikkim Manipal University 6
Organisational effectiveness and employee development occurs when there is a firm alignment between individual interests and organisational needs. To set the environment for talent reviews, it is essential to first identify the organisational requirements. The goal is to show any changing requirements, skills, and knowledge needed by the organisation. An assessment of an organisation includes the following steps: 1. Review of strategy and key challenges: Here, the constructive analysis about organisational strengths, opportunities, and challenges is done. This discussion sets the organisational framework for considering the workforce development. 2. Environmental scan: In addition to the review of strategy and challenges, organisational departments can perform a more detailed strategy review. An environmental inspection reviews the current and changing client requirements and requests for services. Workforce analysis: It is a systematic process in which an organisation identifies the critical jobs and competencies, needed for the current and future employees, and develops strategies to overcome any gaps. Its main priority is using information to obtain an overview of the workforce and targeting talent management initiatives which are given as: a) Identifying critical job roles for analysis and planning. b) Reviewing knowledge/skills/attributes needed. c) Determining employee population for review. d) Gathering demographic information. After recognising organisational priorities, the next step focuses on the roles and skills needed for the department to be successful. Identification of critical roles: The management team determines the key job functions and roles that will be the primary focus of the talent review discussions. Based on the requirement, a talent review committee focuses on any of these groups: a) All staff in a particular function or organisation unit. b) A specific group or job category of the employee population. c) A specific level of leaders, managers, or supervisors. Winter Drive November 2011 Sikkim Manipal University 7
=======================X=======================X=========================