Need Help Understanding Key Objectives and Responsibilities in HR Project?

Hi,

I have a doubt regarding an HR project.

Could you please clarify the following points for me:

1. What are the key objectives of the project?
2. Who is responsible for each task in the project?
3. When is the deadline for the project completion?

Thank you in advance for your assistance.

Best regards

Projects:

You can carry out a number of projects such as:

A. How a recruitment/selection process is conducted in an IT company.
B. How a recruitment/selection process is conducted in an ITES company.
C. How a recruitment/selection process is conducted in a non-IT company.
D. You can make a comparison of A/B, B/C, or A/C.
E. How competence-based recruitment/selection is done.
F. How recruitment/selection is linked to corporate strategy.
G. How online recruitment/selection is done?
H. How recruitment/selection outsourcing is carried out.

Regards,
Leo Lingham

Hi,

How can we evaluate a recruitment program in an organization? I would be glad for any advice, guide, or link to read.

Regards,
Lakshmi

Evaluation of Recruitment/Selection

The evaluation can be done in two levels.

1. QUALITATIVE LEVEL

CHECK

- Is there a policy on R/S?
- Is there a procedure?
- Is there a process?
- Is there a plan?
- Is there a budget?
- Is it linked to HR planning?
- Is it an outcome of the corporate plan?
- Is it an outcome of corporate objectives?
- Is it an outcome of corporate strategy?
- Is it an outcome of HR strategic planning?

=======================================

Recruitment and Selection Process

PRE-INTERVIEW

- Preparation of recruitment/selection document for the position
* Vacancy requirement/timing
* Job position authorization
* Job requisition
* Job analysis
* Job description
* Job person specification
* Working standards
* Guidance to recruitment/selection
* Establishment of control system
etc.

- Appointment of recruitment panel
- Advertising
* Preparing advertisement
* Media selection
* Positioning
- Response handling
* Initial interview online or by telephone
* Shortlisting for interviews
* Interview arrangement
* Sending shortlisted candidates
* Interview pack sent to shortlisted candidates
etc.

DURING INTERVIEW

- HR interview
- Panel interview
- Manager interview
- Interview form completion
- Conducting tests (personality/psychometric, etc.)
- Initial final list of candidates
- Reference check

POST-INTERVIEW

- Letters sent to unsuccessful candidates
- Successful candidates sent for a medical checkup
- Manager/department agrees on a start-up date for the successful candidate
- Successful candidates informed
- HRM creates a personal fact file
- HRM sends a letter of appointment/contract
- HRM sends out a welcome pack
- Appointment file is archived
- Unsuccessful candidates' forms are destroyed after, say, 6 months
etc.

===========================================

YOU CAN ADD MORE ELEMENTS IF YOU HAVE,

DEPENDING ON THE ORGANIZATION.

NOW YOU CAN

- Check all elements have been followed very closely.
- Then rate each element out of a maximum of 10 points.
- If an element is missing, it is rated 0.

=======================================

2. QUANTITATIVE LEVEL

- Actual expenses vs. budgeted for this particular project
- Actual time taken vs. budgeted time for this project
etc.

YOU CAN ADD ANY NUMBER OF CRITERIA FOR THIS PROJECT, DEPENDING ON THE ORGANIZATION.

Hope this is useful to you.

Regards,

LEO LINGHAM

I am working on a project in the manufacturing industry focusing on recruitment and selection. I need help and suggestions on how to proceed.

Please guide me on the next steps and any best practices to ensure the success of this project. Thank you.

Hi, I'm doing my project in a hospital on the topic of recruitment and selection of doctors and nurses. Kindly tell me how to proceed further and how to collect information on my topic.

Kindly, can anybody help me out to proceed further with my project?

Regards, Vijji

Hi, I am personally interested in the results of a project. It will be interesting to find out the actual connection between the educational qualifications and the performance of the personnel. This has to be assessed subject-wise, based on technical skills, etc. The results that will come out of this can bring a paradigm shift in the way we recruit people.

S.K. Sundararajan 9282103900