Present Marked Variants Of the Horlicks 1) Junior Horlicks 2) Horlicks Regular 3) Horlicks Mother 4) Horlicks Lite and Lite Bite Marketing Demand of Different Variants “Horlicks ~ The great Family Nourisher. Horlicks is the leading Health Food Drink in India and as the „Most Trusted Drinks Brand‟ (Economic Times Survey‚ 2004) in India enjoys more than half of the Health Food Drink Market. t has a strong marketing network in India comprising over 1800 wholesalers and direct coverage of over
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------------------------------------------------- M2: Analyze your contribution to the selection process in a given situation In this essay I will be analyzing my contribution the recruitment process in given situations. I will also be discussing my performance during the role-play of an interview as an interviewer and an interviewee. Interviewer There were five separate documents that I had to prepare prior to the interviewing role-play. The completion of the documentations prepared‚
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A Project Study Report On Training Undertaken at ICICI PRUDENTIAL LIFE INSURANCE CO.LTD. Titled “Recruitment and Attrition Management” Submitted in partial fulfillment for the Award of degree of Master of Business Administration Submitted By: - Submitted To:- ANITA SINGHAL Ms. Sonali Singh Chauhan MBA Part 3rd Lecturer of MBA Department 2011 – 2013 PREFACE Theoretical knowledge without practical knowledge is of little value
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Nature and significance of recruitment‚ selection and employee turnover functions in an organisation “You have joined a service organisation of approximately 5000 employees operating in Australia as the HR Executive‚ the general manager has asked you to overhaul the current recruitment‚ selection and employee turnover functions of this organisation because of evidence of poor matching of new employees to their work roles and rising levels of staff turnover. Whilst you have some clear ideas about
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Business‚ HR and Staffing Strategy shaping the Recruitment and Selection Process Organizations are combinations of financial physical and human resources. Human resources refer to the skill‚ knowledge‚ and ability of individuals‚ and their inspiration to apply them on the job (Fitz-enz‚ 2000). The workforce of an organization is the human resource team acquired‚ deployed‚ and retained in the pursuit of organizational results such as market share profitability and customer satisfaction (Bowen
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different recruitment and selection approaches and case study Abstract This report introduces several methods recruitment and selection approaches in HRM and discussed their advantages and disadvantages‚ as well as cultural differences. While external recruitment is applied widely‚ internal recruitment is better used in large scaled companies. Personal reference can be applied in emergency situation regardless of its drawbacks. 1.0. Introduction The importance of recruitment and selection cannot
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Summary This paper discusses the relative impact of recruitment/selection‚ training‚ and development for organizational effectiveness. First‚ recruitment and selection is discussed. Job analysis is very important in the selection process because it provides a realistic job preview and it identifies relevant traits and abilities needed for the job. Furthermore‚ predictive validity of several selection methods are discussed from which work samples‚ GMA‚ tests‚ and structured interviews are appeared
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ABSTRACT Recruitment is one of the important activities under human resource management function which impact most critically on the performance of organisation. It is very clear and true that if recruitment is done poorly in organisation it will affect in the achievement of goal. This essay discusses on some of the advantages and disadvantages of external and internal recruitment. It will identify the different methods that organisation can choose under internal or external recruitment and also
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A PROJECT REPORT ON EXPLORATIVE STUDY ON RECURIMENT OF LIFE ADVISOR IN INSURANCE COMPANY. SUBMITTED IN PARTIAL FULLFILMENT OF THE REQUIREMENT OF BACHLOR OF BUSINESS ADMINISTRATION (B.B.A) JAI NARAYAN VYAS UNIVERSITY‚ JODHPUR. SUBMITTED TO SUBMITTED BY MISS. MIRDULA CHANDA MUSHFIK HASNEN RIJVI SUPERVISER B.B.A. III YEAR AISHWARYA COLLEGE OF EDUCATION E.NO 07/9176 PROJECT SUPERVISED BY:- ASHISH KHATRI (SALES MANAGER) KOTAK MAHINDRA LIFE INSURANCE
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PROJECT ON INDEX 1. INTRODUCTION ………………………………………..…Page 3 2. KFC CULTURE…………………………………………..…Page 4 3. MOTIVATION…………………………….………………...Page 7 4. TOP MANAGEMENT…………………….…………….….Page 7 5. SOCIAL RESPONSIBILITY……….………………….…..Page 9 6. LEADERSHIP……………………………………………… Page 10 7. RECRUITMENT & SELECTION PROCESS………….... Page 12 8. TRAINING & DEVELOPMENT PROCESS…………...... Page 14 9. PERFORMANCE OF APRAISAL PROCESS…………… Page 17
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