1. Standard Chartered Bank Standard Chartered PLC is a British multinational banking and financial services company headquartered in London‚ United Kingdom. It operates a network of over 1‚700 branches and outlets (including subsidiaries‚ associates and joint ventures) across more than 70 countries and employs around 87‚000 people. It is a universal bank with operations in consumer‚ corporate and institutional banking‚ and treasury services. Despite its UK base‚ around 90% of its profits come
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Contents Introduction________________________________________________ _______1 Definition Importance of Recruitment and Selection_______________________________1 Methods of recruitment______________________________________________2 Internal recruitment External recruitment Selection Techniques________________________________________________2 Assessment centres__________________________________________________3 Interviews__________________________________________________
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Rezoana Tanim for her knowledgeable lectures and guidance in helping to build confidence and guideline in making this project. Last but not the least many thanks to Mr. Rafat Anwar‚ Assistant Manager - Credit Risk Control‚ Wholesale Banking‚ Standard Chartered Bank‚ for his time and support to make this report more informative and valuable. Letter of Transmittal December 21‚ 2013 Tasnim Rezoana Tanim Department: School of Business North South University Bashundhara Residential Area‚ Dhaka Subject:
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CITY OF VINCENT POLICY MANUAL CHIEF EXECUTIVE OFFICER - HUMAN RESOURCES RECRUITMENT AND SELECTION POLICY NO: 5.2.1 POLICY NO: 5.2.1 RECRUITMENT AND SELECTION OBJECTIVES To: • ensure all recruitment and selection procedures comply with the City’s Equal Opportunity Policy; • ensure that all appointments are made on merit; • provide natural justice and fair treatment; • attract sufficient applications from potential candidates for appointment with the skills‚ qualities
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will be divided into two parts‚ which are the recruitment section and selection section. The analysis is done based on the human resources theories of recruitment and selection‚ and the theories are supported by the application practices in Deloitte Malaysia. In recruitment section‚ the theories of employer branding‚ e-recruitment & social media‚ university & campus recruitment‚ and recruitment & executive search firms are applied. As for the selection section‚ the theories of application form‚ interview
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The Americas Europe/Africa World Headquarters— Pittsburgh 412.257.0600 Düsseldorf 49.2159.91680 Recruitment and Selection London 44.1628.810800 Monterrey (Mexico) 52.8.368.0033 Toronto 416.675.2724 Other major offices in Atlanta‚ Buenos Aires‚ Chicago‚ Dallas‚ Denver‚ Detroit‚ Los Angeles‚ Montreal‚ New York‚ Ottawa‚ San Francisco‚ Santiago‚ São Paulo‚ St. Louis‚ and Vancouver Practices Paris 33.1.41.96.86.86 Survey Other major offices in Helsinki
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vision statements on the following components: STANDARD CHARTERED BANK Historical Background The Standard Chartered Group is an unusual banking business. Although its roots are British‚ its area of operations‚ its network and indeed its profits stream are overwhelmingly international. The name Standard Chartered comes from the two original banks from which it was Founded – The Chartered Bank of India‚ Australia‚ and China‚ and the Standard Bank of British South Africa. James Wilson following
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Unit 13 Recruitment and Selection Task 3 M1 Compare the purposes of the different documents used in selection and recruitment process of a given organisation * When comparing‚ you will need to compare the different documents with each other in the context of vacancy and note the different types of information and how it will be used in the process Letter: Letters are used by people applying for the job vacancy‚ they use it to decide whether they are suitable for the job role or not. Applicants
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Recruitment and selection forms a core part of the central activities underlying human resource management: namely‚ the acquisition‚ development and reward of workers. It frequently forms an important part of the work of human resource managers – or designated specialists within 13 work organizations. However‚ and importantly‚ recruitment and selection decisions are often for good reason taken by non-specialists‚ by the line managers. There is‚ therefore‚ an important sense in which
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There are four major types of legislation that affect recruitment and selection in a non-unionized workplace within Alberta. Those types of legislation being: • Constitutional law • Human Rights law • Employment Equity legislation and • Labour law/employment standards and related legislation Constitutional law as a whole is the supreme law of Canada and has precedence over all other legal means; it consists of a series of Acts and orders passed since 1867 by the British
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