Problems/Barriers to Effective Selection process
The main objective of hiring process is to select the best fit candidate for the company and for the job role under consideration. HR team and firm incorporates various tools, training and methods for the same but then also there are cases when firm hires the wrong candidate which could be attributed to any one of the following :
1. Preconceived Perception: Preconceived perception or personal opinion of recruiters could act as barrier in the selection process. If for example recruiter has preconceived perception that males are best suited for field job in place of females than he would give more weightage to male candidates and in the process can lose out good female candidate for the job.
2. No Training: Training is required for the recruiters but most of the
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Infosys engage itself to various activities to ensure the same. Infosys believes in ongoing training and career enhancement of its employees. Infosys provides and ensures work life balance for all its employees.
Robust and up to mark employee/people Management tools/techniques/procedures helps Infosys to deal with its employee issues effectively. It helps Infosys to make its employee more productive and innovative so that they can save time and cost for their clients.
1. Learning Environment: Infosys is known for its training and on-going learning activities. Mysore training center near Bangalore, India is globally recognized training center of Infosys. Infosys has created learning environment for its employee so that they learn and excel in their fields.
2. Fun, CSR, Values: At Infosys there are fun activities organized weekly, monthly to ensure work life balance and overall development of its employee. Infosys provides platform for various activities like art, sports etc. Infosys also engages itself for the improvement of society by helping poor and
The recruiting process is an essential part of any organization and it pays to do it properly. When the right person is chosen for a job and is treated and trained well, these people tend to stay with the organization longer. This initial and ongoing investment will be very rewarding for the organization. In order to recruit people, organizations must have a strategic plan in place, identify vacancies, and have detailed job descriptions that describe the job. The Human Resource department will provide recruiters the needed information to start the process of filling the candidate pool. Recruiters will do
According to Herzberg’s two factor motivation theory, there are two types of motivating factors the first being hygiene factors. It is undeniable to say that CEO Jim Goodnight provides his staff with adequate accommodations at the work place. With the presence of benefits such as top of the line health care, flexible schedules, onsite childcare and much more, the level of dissatisfaction amongst SASS employees is limited. The ability to make your own schedu...
Firms need to keep competitive with the industry and do in order to bring in the most talented people they need to make sure they are doing everything they can to recruit the best possible talent. In today’s business marketplace it is not only to create a product that consumers would want but to keep the company innovative and on the cutting edge of business, they will also need to hire the right talent. The human resource department and recruiting firms need to understand what the business world is looking for and how to achieve the goals of the company. Anyone can fill a position within a company but to get the right person is much harder to do. Understanding the goals and corporate environment that the business has developed, then it will more efficiently attract the best talent.
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
Recruiting, the process of searching for prospective employees for organizational vacancies is a highly competitive field where recruiters innovate the newest and most effective strategies and tools to find quality talent. The career that will be focused on is a Recruitment Manager, which is a position that leads the recruitment process as well as overseeing the Human Resource Recruiters (HR recruiters). The HR recruiter 's role is to identify what resources are needed in the organization, and then the recruitment process begins. A successful recruitment effort will attract a large amount of qualified applicants and not attract unqualified applicants. This objective will save time and money from processing unqualified
The issue that most organizations faced today is selecting the best candidate from a large pool of applicants. Employers need to review their hiring processes to ensure that they hire the best candidates for the job with the minimum amount of legal risk. Many organizations use the simple interview process to eliminate potentially poor fits. However, this process can be extensive if an organization is expanding to a new facility and trying to hire a large number of employees such as 1,200 in a short period of time. The Human Resources (HR) personnel does not have to spend lengthy hours interviewing candidates if other structured mechanisms for selecting candidates are put in place to make the process smoother and more efficient.
They have to bear the cost of sending their workers for training in term of information technology (IT) and information system (IS) because some of them does not have a expertise in IT.
Infosys is the third largest Indian Multi National Company that provides Information Technology, Business Consulting, Software engineering and Outsourcing services. Infosys was founded in 1981 by Seven Software engineers with a capital of Rs.10000, turned to be the most reputed company with 160405 employees, earning billions of income, assets and equity in the three decades of glory. Though the success continues, Infosys suffers the lack of Employee Retention and so the high employee turnover ever of 18.7%. Infosys is undoubtedly one of the most respected IT companies in India has been showing remarkable results on revenue and income every year. No Indian IT company has a better “Job security” proven than Infosys.
Information system is software that helps you sort out and examine data. Information system can make it possible to answer questions and solve any problems that are related to the organization. There are a lot of organizations that works with big amounts of data. They are essential values or facts and they are prepared in a database. Information system turns unprocessed data into information’s that are useful for decision-making in an organization.
Therefore, AIS has several roles. A main role is to integrate all information system for effective management within a company, connecting different departments with relevant information. Another role is to assist the organisation to make decisions by preparing different reports and evaluating information. It also provides a company with a control and safeguard internal information ((Kim and Solomon 2006).
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
After reviewing the case analysis of SAS Institute, it is clear to see that they are well organized company. SAS Institute is design with a well put together cultural background. They distribute great employee motivation amongst their company, willingly to create a happy work place for all employees. Quickly into overviewing this case analysis, I was able to see multiple times they offer great attributes to any member apart of their organization. This allows employees to come to an understanding that their job of just working means much more than clocking in and out every day. Throughout the case there is multiple times were we readers are first introduced to chief executive officer/ founder of the company Jim Goodnight. Mr. Goodnight not being
...ive, gains customer loyalty and attracts new customers, which allow it to maintain and expand its successes in the future.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
Inform functions: An organization needs a vast amount of information to function and operate a business. The top management would require timely and accurate information for the various departments to make effective decisions.