Recruitment and Selection is the core function of the HR Department. It refers to the complete process of attracting‚ selecting and hiring the appropriate candidate for the job position in the organization. According to Edwin Flippo‚ “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.” It is the activity which links the employers and the job seekers. The process begins when new recruits are sought and ends when their applications
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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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programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR‚ as evidenced by several field-specific publications. Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning
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Management. Recruitment and selection report. February 2008 1770 Words Human Resources Management. Human Resources Management (HRM) is described by Michael Armstrong in A Handbook of Human Resource Management Practice as “strategic and coherent approach to the management of an organization’s most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business” . One of the main parts of HRM is the process of recruitment
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December 18‚ 2008 Institute of Business Management Karachi Dear Ms. Javed The attached report requested by Ms. Samra Javed to identify whether gender biases are occurring in recruitment and selection in Pakistan or not. This report over views ➢ The factors behind gender biases in recruitment and selection. ➢ The benefits organizations are getting from this practice. ➢ This practice is lowering the morale of the males and is increasing the crime rate. Primary
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Analysis of ICICI Bank and its comparison with HDFC Bank 1|Page Contents Profile of the banks……………………………………………………………………………………….3 Financial Analysis of the two banks …………………………………………………………………... 4 Growth Strategies that ICICI bank can adopt…………………………………………………………9 Strategic Analysis………………………………………………………………………………………..10 Recommendations……………………………………………………………………………………….13 2|Page 1. Profile of the banks ICICI Bank ICICI Bank is India’s second-largest bank and offers a wide
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MENTON BANK OVERVIEW A large regional bank seeks to develop a stronger customer orientation and deliver more services through electronic technology instead of human tellers. Three branches have been selected as test sites for a new customer service program. Tellers‚ whose job was previously defined in operational terms‚ are now known as customer service representatives (CSRs) and are expected to engage in limited selling of the bank’s growing array of services. This move to a selling role has been
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World Bank has undergone significant change in its purpose and membership since its inception in 1944” (world bank‚ 2003). As a result‚ there are many people criticize regarding its current governance and accountability. They are discussed that bank’s governance system is undemocratic‚ largely because borrowing countries that are impacted the most by bank projects have minimal voice in bank’s decisions about loan and projects and the selection of the bank president is unilateral. The World Bank also
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Challenges in recruitment and selection practices Recruiting‚ selection and hiring of employees is the most important job of a Human Resource person. Cooper‚ et al‚ (2003) it cannot be blunder that the success of any firm depends on the quality of human resources and talents in the firm. The quality of the organization’s products and services will suffer if unsuitable people are employed. In the CIPD view point it believes that effective recruitment is central and crucial to the success of day
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REPORT OF INDEPENDENT VALUERS ACCOUNTANTS’ REPORT LEGAL OPINION GENERAL INFORMATION DOCUMENTS AVAILABLE FOR INSPECTION LIST OF STOCKBROKERS AND INVESTMENT BANKS ON THE NAIROBI STOCK EXCHANGE 2 3 4 5 7 8 9 4 5 8 23 32 35 37 46 48 5 54 87 89 95 97 Appendix I 23. CDS FORM 1. LIST OF CONTACTS ISSUER ISSUER : EQUITY BANK LIMITED Registered Head Office‚ NHIF Building 4th Floor‚ P.O. Box 7504-00200 NAIROBI Name / Title of Contact Persons Mr. James Njuguna Mwangi Chief Executive
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