Recruitment and Selection Process at Dabur India Ltd.

Recruitment and Selection Process at Dabur India Ltd.

This project entitled "Recruitment and Selection in Dabur India Ltd (DIL)" aims at studying the recruitment and selection procedure undertaken at this ever growing organisation. The project gives a brief idea as to how the whole process works. Every organisation has different policies, at times unique and it is very rare that the policy of one organisation matches to the policies of another organisation. It is true that the success of any organisation depends upon the old dictum: right person for the right job. At the same time it is all the more important to have right and tested combination of recruitment and selection policies to attract, select and appoint a desired lot and replenish it from time to time. The transformation from a family concern to FMCG industry has tested the recruitment and selection policies and the organisation. The sustainability and success of this living legend over hundred years has proved that the strategies adopted by this multinational are true to its needs and requirement. DIL has a strong work force of 2,500 employees.

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Recruitment and Selection Process of Prime Bank Limited

Recruitment and Selection Process of Prime Bank Limited

Better recruitment and selection strategies result in improved organizational outcomes. With reference to this context, the book entitled Recruitment and Selection Process of Prime Bank Limited: An In depth Analysis has been prepared to put a light on recruitment and selection process of Banking sector. The main objective of this book is to assess and evaluate the recruitment and selection strategy of Prime Bank Limited and make constructive recommendations for the improvement of the banks’ recruitment and selection process. The book also provides some suggestions that can help Prime Bank Limited in future for utilizing human resources as a distinctive competency. At the end of the book some suggestions are made to review the recruitment and selection policies of the bank that will lead to higher employee retention and improved organizational performance. This book is an in depth analysis of the recruitment and selection process as a key part of Human Resource Management in the field of private financial organization.

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Recruitment and Selection: Hiring the Right Person

Recruitment and Selection: Hiring the Right Person

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. A comprehensive set of Recruitment and Selection processes, when implemented effectively,enable organizations to recruit high talent at optimal costs and in the timelines required. Recruitment and Selection starts with a sound projection of workforce needs includes, generating a pool of qualified candidates and ends with getting the best candidate for a particular job in the organisation. It is to be hoped that the book will prove useful to anyone involved in Recruitment and Selection process especially those who have entered field recently and need guidance through the vastness of related literature and the complexity and diversity of aspects of Staffing Management.

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The benefit of recruiting and selecting the right person

The benefit of recruiting and selecting the right person

This book talk about how recruiting and selecting the right person can benefit an organisation; assess the recruitment and selection procedure of an organisation with the appropraite theories. Furthermore, the purpose of this book is to make initial analysis on various recruitment and selection process and its benefits to an organisation. Moreover, the book includes concepts such as legal, ethical, equal opportunities and diversity in recruitment and selection; improving the brand image of the company in the labour market and adopting of other selection methods.

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Physical Attractiveness: Does it matter in Recruitment and Selection?

Physical Attractiveness: Does it matter in Recruitment and Selection?

There is a blend of various personality traits on which the selection and recruitment of an employee is based upon and physical appearance in particular always matter once an organization goes for hiring new entrants. This book provides a comprehensive view of the employers and employees both in order to show the relationship of a candidate's general physical appearance, educational qualifications, dressing style, gender, attractive communication skills, and sometimes candidate’s photograph on resume with the process of selection and recruitment within organizations. The research analysis should shed some light on this exciting and different issue and should be especially useful to professionals in Human Resources field, or anyone else who may be involved in recruiting at any hierarchical level.

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Practice and problems of recruitment and selection

Practice and problems of recruitment and selection

The members of academic staff of higher education institutions are its prime asset. They need to be appropriately qualified, sufficiently knowledgeable and adequately skilled to provide diploma or degree level education. To realize this, the private higher education institutions must implement proper recruitment and selection of teaching staff. The present book investigated the practices and problems of the recruitment and selection of teaching staff in some private higher education institutions of Addis Ababa, . The book showed that majority of the human resource mangers of the education institutions do not exercise human resource planning which is believed to be the core issues of recruitment and selection of teaching staff thus, causing vacancies to remain unfilled, positions over populated and inefficiency escalating in the layoff and hiring process in general.

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Effective Recruitment and Selection System in Bangladesh

Effective Recruitment and Selection System in Bangladesh

One of an organization''s most important assets is its human capital. With the help of an effective workforce, organization would be able to fulfill its obligations towards service receivers or to respond effectively to local and national initiatives.Proper recruitment and selection process can ensure that the "Right person is appointed to the right Position".This book is a little effort from the author''s side on Effective Recruitment and Selection System of Miscellaneous Sectors in Bangladesh. The study reveals that effective recruitment and selection system help to increase productivity with reduced production cost and employee turnover –rate, promote the development of new products, convert the research findings into productivity, improve the staff''s knowledge structure, and also promote the Management of organization.

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Effects of selection and recruitment practices to staff productivity

Effects of selection and recruitment practices to staff productivity

Human Resource is the key resource for any given institution and productivity is the end results desired. This can only be achieved with the right Employees in place which can only be realized through good Selection and Recruitment practices. Mr. Naikuni. In his case study research, realized that organizations productivity depends on various variables including Selection and Recruitment. These main variables if poorly managed can lead to poor performance of employees and generally poor organization performance. In many public as in the Kenyan case institutions selection and recruitment process is affected by various factors ranging from; Political, Panel qualification, discrimination among others.

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Challenges Facing School- Based Teacher Recruitment In Mombasa, Kenya

Challenges Facing School- Based Teacher Recruitment In Mombasa, Kenya

The purpose of this study was to investigate challenges emanating from school based selection and recruitment of secondary school teachers in Mombasa County faced by Board of Governors (BOG). Although the Government of Kenya has strategies to enhance equality and distribution of teachers in Kenya, there have been challenges in decentralization of teachers’ recruitment in Kenya public secondary schools. Objective number one was to determine factors affecting teachers’ recruitment in secondary schools. Objective number two was to establish criteria used by BOG in selection and recruitment of secondary school teachers. Objective number three was to establish personnel and political factors that affect BOG members in their role of selection and recruitment of teacher’s recruitment. Objective number four was to determine other challenges BOG faced in teachers’ recruitment and how they were resolved.

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