Hi everybody,
How are you all? Hope you are doing fine. I have been away from this forum for a long time, and man, I think I have really missed so much.
Welcome to all the new members. Hope you are enjoying your experience as much as I do.
Can anybody help me by providing the Recruitment and Compensation Policy for the FMCG sector? If any of you are working, please share the same with me. I know these policy matters are really confidential; hence, you may hide the company name if you want. Or give me a broad overview of what is covered when making policies for recruitment and selection of sales staff in the FMCG sector.
Thanks to all of you.
Regards,
Tan
From India, Mumbai
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1How are you all? Hope you are doing fine. I have been away from this forum for a long time, and man, I think I have really missed so much.
Welcome to all the new members. Hope you are enjoying your experience as much as I do.
Can anybody help me by providing the Recruitment and Compensation Policy for the FMCG sector? If any of you are working, please share the same with me. I know these policy matters are really confidential; hence, you may hide the company name if you want. Or give me a broad overview of what is covered when making policies for recruitment and selection of sales staff in the FMCG sector.
Thanks to all of you.
Regards,
Tan
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Tan,
There is no specified policy for a particular industry. You need to first find out the kind of business you are in, such as whether the business is cost-effective, innovative, or quality-oriented. Once you are ready with this answer, you can design the recruitment policy.
There are two types of recruitment policies - build and buy.
For the build policy, you have to provide lots of training and development programs.
For buy policy - simply hire employees from outside.
There are two types of sources - formal and informal.
Formal sources include advertising, campus placement, and internet job postings.
Informal sources are through references (internal and external); external references could be through consultants.
If you are cost-effective - you can use the buy policy.
Quality-oriented company - build policy.
Innovative - buy policy.
Compensation policy:
1. What is the objective of the business - is it cooperative or competitive?
Kinds of salary:
- Fixed salary vs. variables.
- If you keep less fixed salary and high variable - you create competition within the company.
But for higher positions, fixed salary could be more than variable. This will help to develop performance.
-Salary can also be as per seniority or performance basis.
-Internal hierarchy-wise or as per the industry.
- Money and perks.
This means less salary but more perks, which help maintain the status of the superiors and control over their subordinates.
Hope this may help you to design the recruitment and compensation policy, but there is no fixed policy for the industry. You have to think and design it.
Others, please share your views.
- Sanjukta
From India, Mumbai
Acknowledge(0)Amend(0)
There is no specified policy for a particular industry. You need to first find out the kind of business you are in, such as whether the business is cost-effective, innovative, or quality-oriented. Once you are ready with this answer, you can design the recruitment policy.
There are two types of recruitment policies - build and buy.
For the build policy, you have to provide lots of training and development programs.
For buy policy - simply hire employees from outside.
There are two types of sources - formal and informal.
Formal sources include advertising, campus placement, and internet job postings.
Informal sources are through references (internal and external); external references could be through consultants.
If you are cost-effective - you can use the buy policy.
Quality-oriented company - build policy.
Innovative - buy policy.
Compensation policy:
1. What is the objective of the business - is it cooperative or competitive?
Kinds of salary:
- Fixed salary vs. variables.
- If you keep less fixed salary and high variable - you create competition within the company.
But for higher positions, fixed salary could be more than variable. This will help to develop performance.
-Salary can also be as per seniority or performance basis.
-Internal hierarchy-wise or as per the industry.
- Money and perks.
This means less salary but more perks, which help maintain the status of the superiors and control over their subordinates.
Hope this may help you to design the recruitment and compensation policy, but there is no fixed policy for the industry. You have to think and design it.
Others, please share your views.
- Sanjukta
From India, Mumbai
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Recruitment Policy 4.doc
Recruitment Policy Presentation.pp t