RECRUITMENT AND SELECTION The recruitment and selection process is a matching activity between applicant and job and is fundamental to the functioning of an organisation. Inappropriate selection decisions reduce organizational effectiveness‚ invalidate reward and development strategies‚ are unfair on the individual recruit and are distressing for managers who have to deal with the personnel department’s mistakes. Definitions: Recruitment is the process which aims to attract suitably qualified
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Include Why Nokia ? History Mission statement Target Market Positioning 4Ps Brand personality Market Segmentation BCG Matrix SWOT analysis Nokia Corporation is a Finland based multinational company Headquarter -- Keilaniemi‚ Espoo‚ city neighboring Finland’s capital Helsinki. CEO -- Olli-Pekka Kallasvuo Chairman -- Jorma Ollila. Founder -- Fredrik Idestam in 1865. Nokia started as a pulp‚ rubber and cable manufacturer “ Nokia is world third richest
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proposal on RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education) By Benafsha Musafirzada Supervised By Nisar Khan Sir موسسۀ تحصیلات عالی رڼا RANA Institute of Higher Studies 2014 RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education) INTRODUCTION 1.1 Background of the Study This project is titled as study of Recruitment and Selection Process of MOE. In this project the readers will come to know about the process of Recruitment and Selection
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RECRUITMENT & SELECTION PROCEDURE INDEX 1.0 Scope 1.1 Purpose of the Procedure 1.1.1 Legal Requirements Recruitment and Selection Framework 2.1 Overview of the process Recruitment and Selection Provisions 3.1 Review the job and the need for it 3.1.1 Politically restricted posts 3.1.2 Unsupervised access to children or vulnerable adults 3.2 Design Selection Process 3.2.1 Panel Composition 3.2.2 Selection Tests 3.2.3 Interview Questions 3.3 Advertising 3.3.1 Advertising of vacancies 3.4 Short-listing
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Effective Recruitment & Selection “Matching and securing the right people in the right job!!” General Information Breaks/ Prayer Breaks Canteen Mobiles Attendance/Timekeeping Certificates Introductions Name Organization Job Title/Main Functions Hobbies Expectations of the Course Objectives Planning for human resource requirements of organization Identify and follow the necessary steps in selecting and hiring an employee. Plan the recruitment and selection criteria Short-list
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P ag e |1 NOKIA STUCK IN THE MIDDLE Two Sides of the Phone Introduction: WHATS GOING FOR NOKIA INDIA PAUL BALAJI‚ Managing Director of Nokia India‚works late into the night and is often up at 3 am.Work gets to the point of addiction‚ he says.You start thinking about it in your sleep as well‚to suddenly wake up and plan the next day or check response to mails sent around midnight. Giving him the jitters are not just market reports in his inbox of a general slowdown‚but even crying
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and help with the training and development of existing staff‚ the use of Competencies are now widely used in the selection and recruitment process with many benefits including improved accuracy of selection‚ removal of bias from the interview process and better matching of candidates to actual duties. Competency in Rec & Sel A competency based approach to recruitment and selection of staff can help an organisation make it an effective and successful investment of time‚ money and expertise. Such
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vacancies are used by managers and other involved in recruitment and selection? I wld remain staff about their legal obligations in meetings or provide specific training if required. * List the specialists that cld assist companies in their recruitment and selection activities? Recruitment agents‚ remuneration specialists‚ security checks staff‚ psychologists‚ medical specialists * Outilne a selection strategy /procedure in companies? Mc study Reviewing the Position Description and determining
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Nokia under Kairamo 1977-1988: Era of Growth Transformation from a paper and rubber concern to a major global electronics and telecom concern – RESTRUCTURING THE COMPANYS ORGANIZATION 1989 Nokia was influential in establishing the second generation network (2G) – allowed phones to work throughout Europe – INNOVATION / DIFFERENTIATION Nokias mergers and acquisitions activities – boosted revenues + adding valuable patents ‚ investments in R+D DIFFERENTIATION Nokia under Vuorilehto: Challenging Times
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phase of the business cycle within Shanghai in February 2013. Firstly‚ this essay will argue whether the Human Resource Department of Samsung will adopt an ethnocentric‚ polycentric‚ regiocentric or geocentric recruitment and selection strategy. Secondly‚ this essay will outline the selection criteria for determining as who will be selected for the new CEO position within Shanghai. Thirdly‚ this essay will propose the leadership style and traits that the appointed CEO must obtain. Fourthly‚ this
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