Introduction Historically, much debate exists surrounding the cultural role and its place within the labour market system. Research examining the labour market has posed that culture is peripheral within occupational sorting with regard to status attainment (Blau & Duncan, 1967; Tilly & Tilly, 1998). While comparatively, sociologists who are concerned with culture indicate that culture plays a crucial part in placing value on materials and […]

Many employers rely on job portals as a primary source of professional talent both on a stand-alone basis and also to complement traditional hiring methods. Evidently, there has been a paradigm shift in the way companies recruit their staff through online mode rather than the traditional hiring methods. Online recruitment has been credited for its value, efficacy and ease-of-use. The flourishing of the electronic recruitment […]

The main aim of any organisation is to make a profit or to achieve certain business objectives and to do this the business needs a special set of persons to advise them on how they go about achieving this objective. This department in question is the Human Resource Department that specializes in staffing among many other activities such as training, performance appraisal and selecting job […]

. In majority of organizations retention of talents acquired overtime is important for the purpose of the company’s viability and attaining a market competitive advantage. Many workers complain of lack of opportunities for advancement of their careers, unsatisfactory pay and overburdening workloads. These have been causes of adverse talents turnover. To overcome these, the company should strive to make all efforts towards retention of their […]

(Point 2) Organisation Benefits of attracting and retaining a diverse workforce: An increasing number of companies are realising the benefits of having a diverse workforce and as a result are incorporating equality and diversity objectives in their business strategies. Diversity is a widely-used concept which refers to visible and non–visible differences between individuals. There are six main strands of diversity: race, gender, disability, sexual orientation, […]

PROJECT REPORT on RECRUITMENT and selection PROCESS in an it organization w. s. r. t. to HCL By A project report submitted in partial fulfillment of the requirements for the degree of master of Business Administration of ___________ University, INDIA CONTENTS INTRODUCTION CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS PROFILE OF HISTORICAL DEVELOPMENT AND STATUS QUO OF HCL RECRUITMENT PROCEDURE IN HCL DATA ANALYSIS INCLUDING OPINION […]

Each firm has all different correctly processes so It Is difficult for applicants to prepare to apply. The reason why Korean firms should have complex recruiting system is that Korea economy is under bad situation. There are many news articles which say that the number of recruiting of each firm has fallen to historic lows. Korean firms should have complicated recruiting processes to choose a […]

In this report I will compare the purposes of all different recruitment resources documents used in the selection and recruitment process for a given organisation Job Specification What the job involves This allows the candidate to fully understand what the job role involves before apply for the job. It allows candidates to figure out if they’re suitable for the requirements which the organisation is looking […]

Recruitment and Selection Part 1 Produce a report, advising HiTech on how it should move forward as far as recruitment is concerned i. e. what advice would you give? Introduction HiTech International is one of the fastest –growing companies in the world. It currently employs over 30’000 people in 60 countries and has annual turnover in excess of $19billion. Located in West Dublin, HiTech European […]

Recruitment is described as “the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organisation can select each other in their own best short and long term interests” (Richardson, 2006). Recruitment as a facet of HRM is one of the activities that have a critical impact on […]