Recruitment‚ Selection and Induction An induction is vital to ensure a new employee settles into the organisation with ease. It is important to give basic health and safety training and fire escape procedures as well as introducing the new employee to the work culture and values of the organisation. This is an important part of the development between the relationship of the employer and employee. This part is very important as after a bad induction the employee may decide to leave if the organisation
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extended and there are less overheating issues. Thus‚ Intel based notebooks are more recommended compared to AMD based notebooks. We can select fast CPU within numerous modifications of Intel CPUs based on Second Level CPU cache‚ FSB or Bus speed (data transfer speed between CPU and memory in MHz). The larger CPU cache and bus speed‚ the faster performance of laptops. As example‚ if there are two notebooks both equipped with Intel Pentium Dual-Core Processor‚ the one which has 1.86GHz‚ 533MHz FSB
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AND SELECTION Introduction Employing the right individual has the potential to‚ in the long run save the organisation money by reducing turnover. This highlights the importance of recruitment and selection of sales people. Various techniques should be employed to best avoid selecting the wrong individuals for the job. Effective recruitment processes are vital in attracting and retaining high quality staff (Marterel2005). This statement supports the argument that recruitment and selection is the
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KFC * 1. INTRODUCTION …… KFC is the world’s No.1 Chicken QSR. Leading in UK‚ Australia‚ South Africa‚ China‚USA‚ Malaysia and many more. Introduced many offerings for its growing customer base in India while staying rooted in the taste legacy of Colonel Harland Sander’s secret recipe. Products are made on the motto of“Crispy outside‚ juicy inside” . In India‚ KFC is growing rapidly and today has presence in 21 * 2. HISTORICALBACKGROUND…… In 1930’s Colonel Harland Sanders some distinguished
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ETHICS OF RECRUITING AND SELECTION Executives are often surprised to discover how many ethical dimensions exist in recruiting‚ probably because selection is typically viewed as a practical‚ rather than philosophical‚ decision-support system. Our experience has demonstrated that personal and corporate ethics influence not only who is selected‚ but how jobs are defined and who becomes a candidate. In the pages that follow‚ we will explore the implications of those (often subtle) ethical issues
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Professor Faleh Alshamari Submitted by: Wajeha Sultan Final Project Hashing: Open and Closed Hashing Definition: Hashing index is used to retrieve data. We can find‚ insert and delete data by using the hashing index and the idea is to map keys of a given file. A hash means a 1 to 1 relationship between data. This is a common data type in languages. A hash algorithm is a way to take an input and always have the same output‚ otherwise known as a 1 to 1 function. An ideal hash function is
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Recruitment and Selection Practice of NOKIA Executive summary: For this project‚ we have chosen the company NOKIA. Nokia is a mobile telecommunications company‚ and offers far more than just mobile phones for everyday use. Nokia is a global leader in mobile communications whose products have become an integral part of the lives of people around the world. Every day‚ more than 1.3 billion people use their Nokia to capture and share experiences‚ access information‚ find
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Big Data which companies are easily able to collect from their businesses‚ customers and employees. It explains the numerous advantages of using the data collected by companies effectively so that it can be used by the company in improving its efficiencies‚ sales‚ faster and quicker turnaround which in turn would lead to increase revenues and finally increased profits (which is what the stakeholders of the company are looking for).It illustrates the prominent fact that companies that are data-driven
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collect HR Data. It is important for organisations to collect and retain HR data as this will be key for strategic and HR planning. It will also help to have all the information necessary to make informed decisions‚ for the formulation and implementation of employment policies and procedures‚ to monitor fair and consistent treatment of staff‚ to contribute to National Statistics and to comply with statutory requirements. The key organisational reason for collecting information is to meet legislative
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STEPS IN SELECTION PROCESS: 1. Preliminary reception of Applications: The applications are the starting point of the selection process. Where application forms i.e.‚ application blanks are used the data can become a part of the employee’s record is hired. Further it provides factual information needed for evaluating the candidate’s suitability. 2. Preliminary Interview—Preliminary or initial interview is often held in case of "at the gate" candidates. This interview is usually of a short duration
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