Simplifying HR Process - form a.. CiteHR
CiteHRCiteHR
 
HOME RISE NEW TEAM →|
Home > Human Resource Section > Human Resource Management

ANTONY_XAVIER Started The Discussion:

Hi,

Are the following process same across the companies. How can we simplify the complexities in these process.

1. Recruitment.
2. Training and Development
3. Gratuity and Payment

Thanks and Regards
J A Xavier

Ajmal Mirza -  Member Since: Mar 2005
Hi Antony..

No the processes are not same across the company except perhaps the 3. Gratuity and Payment. It is similar in all the companies as is governed by the Law

as for

1. Recruitment.
Diffirent companies utilise different means of sourcing candidates at the same time companies have different interviewing techiniques, levels... Some recruite from the campus while others prefer centralised campus.. Some prefer walk-ins, while others prefer consultants... There are lots of ways that company handles its recruitment and most of times the company utilises more than one method of recruitment for its requirement

2. Training and Development

Again this depends on the training requirement of each individual company and the department... So it cannot be same for all the departments let alone the companies...

As for the How can we simplify the complexities in these process. It needs to be done individually for each process, problem.
It

ANTONY_XAVIER -  Member Since: May 2005
Dear Ajmal Mirza
Thank you for your ideas. In my survery and analysis, I find that most employers waste time and money in interviewing a wrong candidate. Is it because the interviewer was not sure whom is he / she going to meet or the process fails in the consultant level itself in not updating the profile clearly both to the inerviewer and the interviewee.

I feel like fine tuning on these process will surely help to identify a potential candidate without wasting much time and money.


Regards
J A Xavier

Ajmal Mirza -  Member Since: Mar 2005
Hi Antony
Quote:
I find that most employers waste time and money in interviewing a wrong candidate.
For this I have a suggestion...
  • 1. Make a special form for the vacancies. [common form can be made with various fields]
    2. Ask your potential candidates to fill up the form before the interview is conducted. That will ensure that you have all the information required of the candidate..
    3. Filter the candidates based on the requirement. This is enable you to interview only limited number of candidates with defined criteria.
    4. In case the candidates are through the consultants, give the consultant the required form and delegate the work of filtering the candidate [based on the form] at their end...

This should save lot of the interviewer's time as they will be interviewing the filtered candidates only

soms23 -  Member Since: Dec 2004
Hi,

We have been following a similar process. At first the shortlisted candidates take up a written test, and then 2 rounds of interview. I have short listed thousands of candidates for 8 positions, but nothing seems to work out.

Plz advise me.

1. Could my pattern of shortlisting be wrong?
2. Are the written tests too difficult that very few nos come to the interview round.
3. Are the rounds i.e test and interview in the right order or have i misse d out something.
4. What is the market trends of pass percentage in such written tests in the IT industry.

Regards,
Soumya Shankar

ANTONY_XAVIER -  Member Since: May 2005
Hi, Can anybody send me a flow chart of the recruitment process in the Insurance Industry? Regards J A Xavier




 
 
 
 





POSTING RULES OF CONDUCT
  • Do not post anything derogatory about any company or person.
  • Sharing articles from other websites should be done by posting a link to the original article.
  • To discuss sensitive issues create a pseudo/anonymous account.
  • Please avoid repeat posting your company profile - such accounts are removed automatically.
  • Found This Useful? +Vote Up This Via Google.  

    Why Vote? User validation is extremely important for good content to prosper.
    Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.



    3M Users, 100K+ Documents & 450K+ Discussions

    Share »


    Cite.Co helps people come together to solve each other's problems on all aspects of professional life.
    Community Support & Professional Insights. Login or Register.
    Email/Username    
    Password  

    About Us - Advertise - Contact Us - RSS   On Google+  
    All trademarks and copyrights held by respective owners. Member comments are owned by the poster.
    Privacy Policy | Disclaimer | Terms Of Service
    Facebook Page | Follow Us On Twitter | Linkedin Network