The document discusses recruitment and selection processes at CH Institute of Management & Communication. It describes the institute's departments and career opportunities. It then discusses the selection process, including preliminary interviews, employment interviews, reference checks, and job offers. It also addresses challenges in recruitment and selection like talent shortages. Common recruitment sources and advertising mediums are identified. The recruitment plan and stages in the selection process are outlined. Suggestions are provided for performance appraisal and improving the fire process. Various appraisal methods like checklists, rating scales, and rankings are defined.
Hindustan Unilever Limited (HUL) is an Indian consumer goods company and the largest FMCG company in India. It has over 35 brands spanning 20 categories. HUL has its corporate headquarters in Mumbai, which houses over 1,600 employees and provides various facilities. Some of HUL's key HR practices include recruitment and selection through various sources, performance management using 360 degree feedback, training and development programs to improve skills, competitive compensation and benefits, and initiatives to improve employee engagement such as being recognized as the best employer in various surveys. The objective of HUL's HR practices is to gain a competitive advantage through an effective and aligned workforce.
The Aditya Birla Group is an Indian multinational conglomerate founded in 1857. It operates in 40 countries with over 120,000 employees worldwide and has interests in sectors such as fibers, metals, cement, chemicals, and financial services. The group had revenue of approximately $45 billion in 2014, making it the third largest Indian private sector conglomerate. The group focuses on initiatives in education, healthcare, livelihood, and infrastructure development through its community centers and works in over 3,000 villages across India and other countries in Asia.
The document provides information about performance appraisal at Tata Motors. It first discusses Tata Motors, including its history, operations, and products. It then discusses performance appraisal in general terms. Finally, it describes research conducted to evaluate Tata Motors' performance appraisal process, including findings, conclusions, and suggestions.
The document discusses performance management systems at Hindustan Unilever Ltd. It provides context on the Indian FMCG sector and HUL's position as the largest FMCG company. It then describes the purpose and methods of PMS at HUL, including 360 degree appraisals and management by objectives. The process involves establishing standards, measuring performance, comparing to targets, and following up. Some common problems with PMS are also noted such as rating biases.
Reliance Industries Ltd is an Indian conglomerate founded in 1932 by Dhirubhai Ambani. It is currently led by Mukesh Ambani and had revenue of ₹6.592 trillion in 2020. The company operates across various sectors including textiles, petroleum, retail and telecommunications.
The document outlines Reliance's HR policies which focus on creating a respectful and empowering work environment. Key policies include merit-based recruitment, employee engagement initiatives like the R-Voice radio program, comprehensive leaves and benefits, and prohibitions against alcohol/drug abuse and unsafe workplace conduct. The goal is to attract and retain talented employees who uphold the company's values of excellence, integrity and accountability
Wipro was founded in 1945 as a vegetable oil company in India. It was led from a young age by Azim Premji, who transformed it into a consumer goods and later, IT company. It entered software development in the 1980s. Core values of intensity to win, acting with sensitivity, and unyielding integrity guide Wipro. The document outlines Wipro's HR practices including recruitment, training, performance management, compensation, and welfare benefits. It emphasizes the importance of values in the company's success.
Final Project Report on Recruitment & SelectionMdsamim143
The document is a summer training report submitted by Md. Samim for their Master of Business Administration (MBA) program. It discusses their training at Skope Business Ventures Pvt. Ltd., a recruitment firm, where they explored the topic of recruitment and selection processes. The report includes an introduction of the company, acknowledgements, table of contents, and initial chapters covering the objectives of the study and introductions to recruitment, factors affecting recruitment, sources of recruitment, and recruitment policies and philosophies.
Training and Performance Apprisal in WiproSarath Nair
Wipro is a leading global IT company that provides services such as consulting, technology and business process outsourcing. It has over 170,000 employees serving clients across six continents. Wipro offers extensive training programs to its employees at various levels to help them develop skills in digital technologies and ensure they have the necessary competencies. This includes awareness programs, virtual labs, immersive programs and a social learning platform called TopGear that has over 2000 learning assignments across 200 skills. Wipro also conducts training needs assessments through competency mapping to identify gaps and help employees enhance their skills and career growth.
The document discusses various aspects of human resource management including recruitment, selection, employment legislation, employee development, performance management, compensation and benefits, and the evolving role of HR professionals. It notes that the recruitment process identifies job vacancies and notifies potential candidates. Selection involves assessing applicants and appointing a post holder through methods like interviews, tests, and exercises. Employment legislation regulates areas like race, gender, and disability. Developing and training employees helps motivate them and improve business efficiency. Compensation and benefits are used to reward workers through both monetary and non-monetary means. The role of HR has expanded beyond traditional activities to require knowledge in new areas.
Talent management practices of wipro, presentation by sri harsha putta(2001073)SriHarsha704758
Wipro is an Indian multinational information technology, consulting and business process services company. It was founded in 1945 as a vegetable oil manufacturer and diversified into IT and consulting services. Azim Premji has led Wipro as Chairman since 1966, transforming it into a $5 billion company. The document discusses Wipro's history, awards, culture and human resource policies. It outlines Wipro's objectives in human resource management which include effective utilization of human resources and maintaining high employee morale. Key HR activities include recruitment, training, compensation and performance management.
Reliance HR Services handles recruitment for Anil Dhirubhai Ambani Group companies through a multi-step process. They begin with manpower planning to determine hiring needs. Candidates are sourced internally and externally, through methods like job portals, placement agencies, and campus recruitment. Shortlisted candidates undergo interviews. If approved, a job offer is made. The recruitment process takes 10-15 days on average. Reliance aims to hire qualified candidates with the needed experience and a history of stable employment.
Human resource practices in l&t (presentation on Larsen & toubro)manas agrawal
Larsen & Toubro (L&T) is an Indian multinational engaged in engineering, construction, and manufacturing which was founded in 1938 in Mumbai by two Danish engineers. L&T has grown to be one of the largest and most respected private sector companies in India with a global presence and offers diverse business services including construction, power, shipbuilding, infrastructure development, and more. The company has over 40,000 employees worldwide and is known for its innovativeness, financial performance, talent management practices, and quality of products and services.
Human resourses management on cadbury companyKedar Sonawane
This document provides an overview of human resource management. It defines HRM as planning, organizing, directing and controlling the procurement, development and maintenance of personnel resources. It describes the importance of HRM and key functions such as recruitment, selection, training, performance appraisal, compensation and benefits. The document also presents a case study of Cadbury company and its model village designed to provide good living conditions for workers. It concludes that HRM must continue adapting to changes and rising expectations of service levels.
This document summarizes the HR policies of Hindustan Unilever Limited (HUL), the Indian subsidiary of Unilever. It discusses HUL's recruitment and selection process, which involves finding requirements, attracting candidates from internal and external sources, and selecting candidates. It also discusses employee engagement through trust, recognition, communication and fun. Performance management uses 360 degree reviews and management by objectives. Training and development programs include the Customer Development trainee program and opportunities for movement and mentoring. Compensation and benefits include medical benefits, tuition assistance, counseling, relocation support, and company stock offers.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
This document discusses training and development practices at Infosys. It outlines that the goal of training is to improve employee performance and ensure competence. Infosys evaluates training needs at the organizational, job, and individual level and provides both on-the-job and off-the-job training programs. It also conducts formal evaluations of training and measures the impact on reaction, knowledge, behavior, attitudes, and productivity.
This document provides an overview of Hindustan Unilever Limited (HUL). Some key points:
- HUL is India's largest fast moving consumer goods company with 100 factories across India. It is majority owned by Unilever.
- HUL has a diverse portfolio of brands across personal care, beauty, home care, food and beverages, and other categories. Major brands include Lux, Lifebuoy, Dove, Sunsilk, Pepsodent, Brooke Bond, Kwality Wall's.
- HUL faces competition from other major FMCG companies in India. It employs strategies like rural distribution projects and working with self help groups to reach customers across urban and rural
Infosys has a structured recruitment process that considers applicants from all engineering branches. The process includes a written test assessing logical reasoning and verbal ability, followed by a technical and HR interview. Eligible candidates must have at least 70% marks throughout their academic career. The recruitment occurs primarily through campus hiring programs but also off-campus via their Career Plus program. While Infosys considers applicants from all backgrounds, their large applicant pool means the process can be time-consuming.
Dabur India Ltd is India's leading FMCG company with revenues of about US$750 million annually. Dabur Chyawanprash enjoys a market share of 61% in the chyawanprash category. The report analyzes the marketing strategies and mix of Dabur Chyawanprash, focusing on how Dabur pioneered the branded chyawanprash category in the 1950s and has invested heavily in product development, clinical studies, and consumer awareness since. Various recommendations are provided based on analyses like BCG matrix, Ansoff's product grid, and SWOT analysis.
This document provides an overview of performance appraisal methods used to evaluate employees. It discusses several common methods including 360 degree feedback, rating scales, critical incidents, essay method, work standards, ranking, forced distribution, result-based systems, and behaviorally anchored rating scales. Each method is defined in one to two sentences. The document aims to inform the reader about different performance appraisal techniques used by organizations.
Hindustan Unilever Limited (HUL) is India's largest consumer goods company. It offers many household brands like Dove, Lifebuoy, Lipton, Lux, and Pond's. The document analyzes HUL's product lines, market share compared to competitors, financial performance from 1998-2007, and future opportunities in India's growing consumer goods market. It finds that while HUL faces competition, opportunities for growth exist as India's per capita income and population rise, driving demand for consumer packaged goods. To strengthen rural distribution, HUL launched Project Shakti to empower women entrepreneurs.
This document is a project report submitted for a Master's degree in Business Administration. It examines job satisfaction, with a focus on employees at RTPP. The report includes an introduction to job satisfaction, definitions of job satisfaction, the importance of job satisfaction, dimensions of job satisfaction, theories of job satisfaction, and factors influencing job satisfaction such as personal factors, motivational factors, and the nature of work/job design. The project was conducted under the guidance of a professor and assistant professor to partially fulfill an MBA degree.
Check this list of MBA HR project topics. Full list of topics you can find here http://www.mbadissertation.org/best-topics-for-mba-final-project/
Training Initiatives at Godrej. This Presentation explains about the training initiatives which godrej has adopted. Training at Godrej is carried out with the help of various International consultants which provides training services for various companies all over the world.
Hindustan Unilever Limited is India's largest fast-moving consumer goods company with a presence in over 100 countries. It touches the lives of two out of every three Indians through its wide range of home and personal care products. HUL has over 15,000 employees and manufactures products in 40 factories across India, distributing to over 6 million retail outlets through a network of 2000 suppliers. The company is committed to innovation and sustainability and aims to add vitality to life through meeting everyday needs of consumers.
This document provides a project report on studying HR practices at ITC. It includes an introduction, objectives of studying HR practices, a company profile of ITC, and planned sections on recruitment, training, performance appraisal, employee welfare, productivity, research methodology, results and conclusions. ITC is an Indian conglomerate with businesses in FMCG, hotels, paper, agriculture, and IT. The report aims to understand and improve ITC's HR practices like recruitment, training, and performance management to increase employee and company performance.
Google has a unique organizational culture and HR strategies that have helped it become one of the top companies to work for. They hire only the best talent and provide an empowering work environment with perks like flexible hours, free food and activities. Their flat structure promotes collaboration and transparency. Performance is evaluated qualitatively rather than just metrics. Compensation is competitive with bonuses for team and individual achievements. Their people-first approach has allowed Google to attract top talent and drive innovation.
This document provides an overview of Capgemini, a global consulting, technology, and outsourcing firm. It discusses Capgemini's mission, vision, financial results, global presence, integrated services across consulting, technology, and outsourcing. It also describes Capgemini's delivery model, global delivery centers, strategic partnerships, areas of recognition, and commitment to corporate responsibility.
Final Project Report on Recruitment & SelectionMdsamim143
The document is a summer training report submitted by Md. Samim for their Master of Business Administration (MBA) program. It discusses their training at Skope Business Ventures Pvt. Ltd., a recruitment firm, where they explored the topic of recruitment and selection processes. The report includes an introduction of the company, acknowledgements, table of contents, and initial chapters covering the objectives of the study and introductions to recruitment, factors affecting recruitment, sources of recruitment, and recruitment policies and philosophies.
Training and Performance Apprisal in WiproSarath Nair
Wipro is a leading global IT company that provides services such as consulting, technology and business process outsourcing. It has over 170,000 employees serving clients across six continents. Wipro offers extensive training programs to its employees at various levels to help them develop skills in digital technologies and ensure they have the necessary competencies. This includes awareness programs, virtual labs, immersive programs and a social learning platform called TopGear that has over 2000 learning assignments across 200 skills. Wipro also conducts training needs assessments through competency mapping to identify gaps and help employees enhance their skills and career growth.
The document discusses various aspects of human resource management including recruitment, selection, employment legislation, employee development, performance management, compensation and benefits, and the evolving role of HR professionals. It notes that the recruitment process identifies job vacancies and notifies potential candidates. Selection involves assessing applicants and appointing a post holder through methods like interviews, tests, and exercises. Employment legislation regulates areas like race, gender, and disability. Developing and training employees helps motivate them and improve business efficiency. Compensation and benefits are used to reward workers through both monetary and non-monetary means. The role of HR has expanded beyond traditional activities to require knowledge in new areas.
Talent management practices of wipro, presentation by sri harsha putta(2001073)SriHarsha704758
Wipro is an Indian multinational information technology, consulting and business process services company. It was founded in 1945 as a vegetable oil manufacturer and diversified into IT and consulting services. Azim Premji has led Wipro as Chairman since 1966, transforming it into a $5 billion company. The document discusses Wipro's history, awards, culture and human resource policies. It outlines Wipro's objectives in human resource management which include effective utilization of human resources and maintaining high employee morale. Key HR activities include recruitment, training, compensation and performance management.
Reliance HR Services handles recruitment for Anil Dhirubhai Ambani Group companies through a multi-step process. They begin with manpower planning to determine hiring needs. Candidates are sourced internally and externally, through methods like job portals, placement agencies, and campus recruitment. Shortlisted candidates undergo interviews. If approved, a job offer is made. The recruitment process takes 10-15 days on average. Reliance aims to hire qualified candidates with the needed experience and a history of stable employment.
Human resource practices in l&t (presentation on Larsen & toubro)manas agrawal
Larsen & Toubro (L&T) is an Indian multinational engaged in engineering, construction, and manufacturing which was founded in 1938 in Mumbai by two Danish engineers. L&T has grown to be one of the largest and most respected private sector companies in India with a global presence and offers diverse business services including construction, power, shipbuilding, infrastructure development, and more. The company has over 40,000 employees worldwide and is known for its innovativeness, financial performance, talent management practices, and quality of products and services.
Human resourses management on cadbury companyKedar Sonawane
This document provides an overview of human resource management. It defines HRM as planning, organizing, directing and controlling the procurement, development and maintenance of personnel resources. It describes the importance of HRM and key functions such as recruitment, selection, training, performance appraisal, compensation and benefits. The document also presents a case study of Cadbury company and its model village designed to provide good living conditions for workers. It concludes that HRM must continue adapting to changes and rising expectations of service levels.
This document summarizes the HR policies of Hindustan Unilever Limited (HUL), the Indian subsidiary of Unilever. It discusses HUL's recruitment and selection process, which involves finding requirements, attracting candidates from internal and external sources, and selecting candidates. It also discusses employee engagement through trust, recognition, communication and fun. Performance management uses 360 degree reviews and management by objectives. Training and development programs include the Customer Development trainee program and opportunities for movement and mentoring. Compensation and benefits include medical benefits, tuition assistance, counseling, relocation support, and company stock offers.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
This document discusses training and development practices at Infosys. It outlines that the goal of training is to improve employee performance and ensure competence. Infosys evaluates training needs at the organizational, job, and individual level and provides both on-the-job and off-the-job training programs. It also conducts formal evaluations of training and measures the impact on reaction, knowledge, behavior, attitudes, and productivity.
This document provides an overview of Hindustan Unilever Limited (HUL). Some key points:
- HUL is India's largest fast moving consumer goods company with 100 factories across India. It is majority owned by Unilever.
- HUL has a diverse portfolio of brands across personal care, beauty, home care, food and beverages, and other categories. Major brands include Lux, Lifebuoy, Dove, Sunsilk, Pepsodent, Brooke Bond, Kwality Wall's.
- HUL faces competition from other major FMCG companies in India. It employs strategies like rural distribution projects and working with self help groups to reach customers across urban and rural
Infosys has a structured recruitment process that considers applicants from all engineering branches. The process includes a written test assessing logical reasoning and verbal ability, followed by a technical and HR interview. Eligible candidates must have at least 70% marks throughout their academic career. The recruitment occurs primarily through campus hiring programs but also off-campus via their Career Plus program. While Infosys considers applicants from all backgrounds, their large applicant pool means the process can be time-consuming.
Dabur India Ltd is India's leading FMCG company with revenues of about US$750 million annually. Dabur Chyawanprash enjoys a market share of 61% in the chyawanprash category. The report analyzes the marketing strategies and mix of Dabur Chyawanprash, focusing on how Dabur pioneered the branded chyawanprash category in the 1950s and has invested heavily in product development, clinical studies, and consumer awareness since. Various recommendations are provided based on analyses like BCG matrix, Ansoff's product grid, and SWOT analysis.
This document provides an overview of performance appraisal methods used to evaluate employees. It discusses several common methods including 360 degree feedback, rating scales, critical incidents, essay method, work standards, ranking, forced distribution, result-based systems, and behaviorally anchored rating scales. Each method is defined in one to two sentences. The document aims to inform the reader about different performance appraisal techniques used by organizations.
Hindustan Unilever Limited (HUL) is India's largest consumer goods company. It offers many household brands like Dove, Lifebuoy, Lipton, Lux, and Pond's. The document analyzes HUL's product lines, market share compared to competitors, financial performance from 1998-2007, and future opportunities in India's growing consumer goods market. It finds that while HUL faces competition, opportunities for growth exist as India's per capita income and population rise, driving demand for consumer packaged goods. To strengthen rural distribution, HUL launched Project Shakti to empower women entrepreneurs.
This document is a project report submitted for a Master's degree in Business Administration. It examines job satisfaction, with a focus on employees at RTPP. The report includes an introduction to job satisfaction, definitions of job satisfaction, the importance of job satisfaction, dimensions of job satisfaction, theories of job satisfaction, and factors influencing job satisfaction such as personal factors, motivational factors, and the nature of work/job design. The project was conducted under the guidance of a professor and assistant professor to partially fulfill an MBA degree.
Check this list of MBA HR project topics. Full list of topics you can find here http://www.mbadissertation.org/best-topics-for-mba-final-project/
Training Initiatives at Godrej. This Presentation explains about the training initiatives which godrej has adopted. Training at Godrej is carried out with the help of various International consultants which provides training services for various companies all over the world.
Hindustan Unilever Limited is India's largest fast-moving consumer goods company with a presence in over 100 countries. It touches the lives of two out of every three Indians through its wide range of home and personal care products. HUL has over 15,000 employees and manufactures products in 40 factories across India, distributing to over 6 million retail outlets through a network of 2000 suppliers. The company is committed to innovation and sustainability and aims to add vitality to life through meeting everyday needs of consumers.
This document provides a project report on studying HR practices at ITC. It includes an introduction, objectives of studying HR practices, a company profile of ITC, and planned sections on recruitment, training, performance appraisal, employee welfare, productivity, research methodology, results and conclusions. ITC is an Indian conglomerate with businesses in FMCG, hotels, paper, agriculture, and IT. The report aims to understand and improve ITC's HR practices like recruitment, training, and performance management to increase employee and company performance.
Google has a unique organizational culture and HR strategies that have helped it become one of the top companies to work for. They hire only the best talent and provide an empowering work environment with perks like flexible hours, free food and activities. Their flat structure promotes collaboration and transparency. Performance is evaluated qualitatively rather than just metrics. Compensation is competitive with bonuses for team and individual achievements. Their people-first approach has allowed Google to attract top talent and drive innovation.
This document provides an overview of Capgemini, a global consulting, technology, and outsourcing firm. It discusses Capgemini's mission, vision, financial results, global presence, integrated services across consulting, technology, and outsourcing. It also describes Capgemini's delivery model, global delivery centers, strategic partnerships, areas of recognition, and commitment to corporate responsibility.
The document discusses Oracle HRMS recruitment modeling and self-service functions. It describes the typical recruitment cycle as including preparation, selection, and appointment stages. It outlines how Oracle HRMS allows users to track applicant progress through the recruitment cycle and enter applicant details. The document also summarizes the self-service functions available for recruitment in Oracle HRMS, including viewing vacancies, applying for jobs, suitability matching, and creating and approving candidate offers.
Hindustan Unilever Limited (HUL) is India's largest fast moving consumer goods company. HUL has a detailed recruitment strategy and selection process. [1] The recruitment process includes manpower planning, specifying job requirements, and identifying vacancies. [2] The selection process evaluates applicants' qualifications, qualities, and experiences to choose candidates best suited for open positions. [3] HUL recruits three types of employees: fresh graduates, specialist experienced hires, and skilled labor.
The selection process at Samsung consists of 5 stages: 1) A Global Samsung Aptitude Test assessing aptitude and logical reasoning, 2) A technical paper with questions on programming languages and data structures, 3) Technical interviews on programming languages and puzzles, 4) An HR round with general questions to assess interests and skills, 5) A physical exam. If candidates pass each round, they are evaluated annually for performance-based compensation and potential promotion.
From Problem to Solution, Faster: Using Interviews to Improve your Process an...mdoerken
Jumping to building solutions is a nearly universal reaction, which often leads to building something—perhaps something even great—that fails to solve the problem at hand. However, responding and returning to the problem, and iterating quickly in feedback cycles centered around your customer, can lead to a better solution, faster.
This deck shares techniques you can start employing today to help you more quickly understand your customers' problem and arrive at a solution that supports their goals.
Presented at the Lean UX SF Meetup 9/3/13: http://www.meetup.com/Lean-UX-San-Francisco/events/134797112/
Facebook Recruitment and Employer Branding: Best Practices and Ideas From the...RiseSmart
Check out this joint guide from Work4™ and CKR Interactive to learn:
- Specific tactics for optimizing your social recruiting efforts on Facebook
- Best practices for effective employer branding
- The eight building blocks of social recruitment success
This document provides an overview of a project on the HR practices of Hindustan Unilever. It includes an executive summary that outlines the purpose of studying HUL's HR policies and processes. It then provides a brief company profile of HUL and introduces the various HR practices implemented, which are then explored in more detail in subsequent chapters. These HR practices covered include recruitment and selection, performance management, training and development, compensation, and employee engagement. The document aims to gain knowledge on how HUL approaches and carries out its HR functions.
Wipro helps customers do business better by leveraging our industry-wide experience, deep technology expertise, comprehensive portfolio of services and vertically aligned business model.
Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.
HDFC Bank's recruitment and selection process involves sourcing candidates internally and externally, processing applications promptly, conducting interviews to evaluate suitability, performing reference and background checks, making offers, and placing new hires on a 6-month probation period. Candidates are sourced through employee referrals, agencies, job postings, and campus events. Applications are processed within 5 days. Interviews may be one-on-one or panels and include tests for junior roles. Reference and background checks verify qualifications and employment history. Offers are prepared by HR according to grades. New hires are confirmed after a 6-month review of their performance.
Google provides many benefits to its employees including $8,000 per year for continuing education, $5,000 for adopting a child, and up to $2.5 lakh for staying at Google for one year. It offers over 120 hours of training per year and receives 2 million job applications annually. Google has a flat, non-hierarchical structure and open culture that values fairness. It offers amenities like on-site doctors, gyms, massages, shuttles, and free gourmet food. Performance reviews use a 360 degree feedback system. Training includes on-the-job, classroom, and lectures. Employees are paid above market rates but performance improvement plans exist for low performers. Benefits include unlimited sick
Hr recruitment and selection process in reliance communicationsaranya mano
This document provides an overview of recruitment and selection processes. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment are to increase the candidate pool at low cost, improve selection success rates, and reduce new hire turnover. Sources of recruitment discussed include internal methods like promotions, transfers, and referrals, as well as external sources like outsourcing agencies. Advantages of internal recruitment are lower costs and training needs, while disadvantages include unfilled vacated positions and lack of new perspectives.
recruitment and selection policy of reliancebunnysharma
This document provides details about Neha Goyal's summer training project on the recruitment and selection policies of Reliance Infrastructure Ltd. It includes an introduction, company profile describing Reliance Infrastructure and its business segments, and sections on the project profile describing the recruitment and selection process, market analysis, SWOT analysis, and research methodology for the project. The project was undertaken as a partial fulfillment of the BBM program at IIS University under the guidance of Vandana ma'am.
Capgemini's vision is that the business value of technology comes from and through people. Their mission is to create and deliver business and technology solutions that fit clients' needs and drive desired results. Capgemini in India has over 33,000 employees across 7 cities and has been operating in India since 2000. Reasons to join Capgemini include being part of a collaborative, multicultural, entrepreneurial, and professional team.
This document provides background information on IndiGo Airlines, including its history, expansion both domestically and internationally, and business model. It was founded in 2006 and focuses on low costs through strategies like a single aircraft type, no frills, and direct ticket sales. By 2012, it had become the largest airline in India in terms of market share through consistent emphasis on punctuality and low operating expenses.
Nestle uses various interview formats and questions to evaluate candidates for different job types and levels. Structured interviews are used for similar jobs while unstructured are used for complex roles. Questions assess situations, behaviors, job skills, and stress. Panel interviews allow comparison of candidates. Strengths include experienced interviewers and focus on selecting the right person. Weaknesses can include personal biases influencing decisions. Recommendations are to address biases, improve interviewer training, and standardize questions and settings.
Tata Consultancy Services has a rigorous recruitment and selection process across four levels - work force, frontline, middle management, and top management. For the workforce level, candidates apply online or via ads and undergo written and technical interviews. For frontline level, internal candidates are evaluated on performance while external candidates face additional assessments like group discussions. The middle management level involves fast-track programs and technical interviews for internal promotions or external hires. The top management level does not recruit externally and involves interviews and presentations for selection.
AN IMAGINARY PRODUCT GUMMIE NUMMIES SUBSTITUTE FOR CHEWBEARSMadhav Mahajan
A PROJECT MADE ON AN IMAGINARY PRODUCT CALLED GUMMIE NUMMIES -A SUBSTITUTE OF CHEWBEARS WHICH IS A NUTRTITIONAL CANDY FOR THE KIDS SO THAT THEY CAN GET THE NUTRIENTS NECESSARY FOR THEM WHICH THEY MIGHT NOT GET DUE TO LOW INTAKE OF HEALTHY FOOD AND MORE INTAKE OF JUNK FOOD.
As per PTU's MBA HRM Syllabus Unit No. 1: Human Resources Management: Meaning, Scope, Objective, Functions, Roles and Importance. Interaction with other functional areas. HRM &HRD a comparative analysis. Human Resource Management practices in India.
Human Resource Planning: Meaning & Concept, Process and importance, Methods of Human Resources Planning, Importance of HRIS.
Job Analysis, Job Description, Job Specification & Job Evaluation – Meaning, Concepts and Methods.
The document summarizes Surf Excel's marketing strategy and brand history. It discusses Hindustan Unilever Limited (HUL) as the parent company of Surf Excel and their large market share in detergents. It outlines Surf Excel's product innovations and positioning as a premium detergent brand offering whitest washes. The document also analyzes Surf Excel's segmentation, targeting, promotion strategies including memorable ad campaigns, and reviews their strengths, weaknesses, opportunities and threats.
Hindustan Unilever Limited (HUL) is an Indian consumer goods company and subsidiary of Unilever that is a market leader in Indian soaps, tea, and shampoos. HUL focuses on talent management practices like recruitment and selection through internal and external sources, training and development programs, performance management through 360 degree appraisals, employee engagement programs to build trust, and competitive compensation including benefits.
The SHRM India HR Awards were established in 2012 to recognize organizations that prioritize people management and view human capital as a key business driver. The 2014 awards saw a large number of nominations and introduced an international category for South Asia and the Middle East. SHRM India aims to enhance HR capabilities in the region and has partnered with Sri Lanka's HR association. The document congratulates all award winners and invites participants to the 2015 conference and awards.
UNTITLED of weavings manpower, solutionsArjunHArjunH
Weavings is a staffing company based in India that provides human resource solutions like temporary staffing, recruitment, and payroll management. They target medium and large organizations across various industries in India to capitalize on the country's growing economy and demand for manpower. The company offers a comprehensive suite of HR solutions through expertise in statutory compliance, HRIS, and payroll management. Key directors mentioned include Mr. Raju Shete as President, Asish Talwar as Managing Director, and Pravin Kale as GM – Manager.
HR World Solutions (HRWS) is a recruitment and HR outsourcing firm founded in 2009 by Harleen. She has over 10 years of experience in talent acquisition. HRWS provides executive search, recruitment process outsourcing, value-added services, and volume hiring. They cater to industries such as IT, automotive, FMCG, manufacturing, and more. HRWS uses a smart hire model combining tools like job fairs, assessments, and vendor management. They organized a large job fair in Ludhiana in 2015 that successfully placed candidates with participating companies.
This document discusses recruitment processes in the service sector. It defines recruitment and describes the key steps, which include identifying needs, planning, searching for candidates, screening, interviewing, and onboarding. Examples are provided of recruitment at major companies like Google, Emirates Airlines, Infosys, healthcare organizations, and Tata Consultancy Services. The recruitment processes at these companies emphasize sources of candidates, job descriptions, advertising open roles, shortlisting, interviews, and bringing new hires onboard. Effective recruitment is highlighted as reducing turnover through selecting candidates that are a good long-term fit.
The document provides an overview of the human resource profession. It describes the key expectations of the HR function as planning, attracting, recruiting, developing, and retaining talent to ensure business objectives are met. It outlines the main pillars and functions of HR, including resourcing and talent planning, learning and development, talent management, risk and compliance management, and business partnering. Finally, it lists some common roles within the HR field, such as HR generalist, HR manager, HR business partner, and specialists in areas like compensation, training, and employee relations.
Infosys is an Indian multinational IT company with over 168,000 employees serving clients in 45 countries. It has core values of customer focus, integrity, transparency, leadership by example, and fairness. Infosys recruits primarily from colleges and provides extensive training programs. It uses a variety of recruitment methods including campus hiring, websites, and lateral hiring. Selection involves panel interviews, presentations, situational and group testing. Performance is appraised using a 360 degree feedback system and iCount, which focuses on individual rather than relative performance. Training and development aims to continuously improve employees' skills and match them to business needs.
The document discusses the key challenges of human resource management in the new millennium. It notes that all corporate strengths depend on people. The top ten HR challenges according to a survey are leadership development, organizational effectiveness, change management, compensation, health and safety, staff retention, learning and development, succession planning, staffing/recruitment, and skill labor. Some specific challenges mentioned are developing future leaders, managing organizational changes, creating fair compensation systems, controlling healthcare costs, retaining skilled employees, and recruiting top talent.
The document outlines the group members, agenda, vision, mission, goals, objectives, HR policies, and organization structure of the HR department for Z&N electronic Company. The vision is to provide high quality electronic manufacturing services while encouraging employee creativity, motivation, and teamwork. The mission is to develop customer relationships, provide ongoing training for employees, apply cost-effective production systems, and ensure the highest quality products. The goals include leadership, investment, promotion of sectors and innovation, survival, growth, e-business technology, intellectual property, and export controls.
This document provides a summary of the human resources policies and practices of Pantaloon Retail (India) Limited, a large Indian retailer. It outlines the company's mission to serve customers and stakeholders by creating future consumption scenarios leading to economic development. The recruitment process sources candidates through databases and references, with minimum education and experience requirements varying by role. New employees undergo training programs. Performance is evaluated annually using rating scales or balanced scorecards to determine increments, promotions, and other compensation. Benefits include insurance, education assistance, and employee discounts. Absenteeism and high turnover, especially among salespeople, present ongoing challenges.
The document discusses the importance of talent management and developing HR standards in South Africa. It notes that attracting, developing, and retaining talent is a top strategic priority for organizations globally. Furthermore, talent affects a company's ability to implement strategy, capitalize on opportunities, and deliver leading products and services. The document then outlines South Africa's process of developing national HR standards over several phases from 2013 to 2014 through workshops with over 400 HR professionals. This included creating standards for the HR management system and specific HR practices like talent management, succession planning, and learning culture.
TeamLease is a large HR services company in India that provides staffing, permanent recruitment, regulatory consulting, and training services. It has experienced growth in recent years and acquired several new clients. The company is organized into different business units covering various areas of the labor market through employment, skills development, and education services. It aims to address challenges in the Indian labor market by innovating at the intersection of these areas. TeamLease has expanded its operations and sees opportunities to further grow its businesses and better serve clients and students.
Hindustan Unilever Limited (HUL) is the largest FMCG company in India, owned by Unilever. It has over 35 brands spanning 20 categories like foods, beverages, cleaning agents and personal care products. The presentation provides an overview of HUL's history, vision, brands, competitors using Porter's five forces model, their social responsibility initiatives, and awards. HUL has established itself as the market leader in India's FMCG sector through innovative products and strong brand loyalty.
The document discusses entrepreneurship, including why it is important, who can be an entrepreneur, and how to become an entrepreneur. It describes some key qualities of successful entrepreneurs like being innovative, taking risks, and having ambition. It provides examples of government assistance programs for entrepreneurs and successful entrepreneurs in India like N.R. Narayana Murthy of Infosys and Dhirubhai Ambani who started Reliance Industries. The document emphasizes the importance of having a business plan and obtaining financial and technical support to start and grow a business.
This document provides a summary of Hindustan Unilever Limited (HUL), including its history, executive profiles, research methodology, industry profile, comparative analysis findings, and recommendations. Some key points are: HUL is a leading Indian consumer goods company and subsidiary of Unilever; it has over 35 brands and revenue of Rs. 30,806 crores in 2014-15; a comparative analysis shows HUL has a larger market share than its nearest competitor ITC Limited; major findings include HUL running a rural health program and having nearly 100% manufacturing waste recycling.
Hindustan Unilever Limited (HUL) is India's largest fast moving consumer goods company with over 80 years of operations in India. HUL has a wide portfolio of brands across 20 categories and serves over 2 billion consumers. The company generates an annual turnover of Rs. 25,206 crores with over 16,000 employees. HUL has a long history starting from 1888 and has grown over the years through mergers and acquisitions to become the market leader. It focuses on product innovation, effective marketing strategies, and strong distribution network to maintain its leading position in the competitive Indian FMCG sector.
HUL was formed in 1956 through the merger of three companies and is now 67.25% owned by Unilever. It has over 16,500 employees across India. The company's vision is for sustainable growth and social purpose. It operates in soap, detergent, personal care, food and beverage products. In 2013-14, HUL had revenues of over 274 billion INR and net profits of over 38 billion INR. Brokerage analysts recommend buying HUL stock near 700 INR, expecting the price to rise to 740 INR in a week due to an anticipated upmove.
2. Team Members
• Bernard Fernandes (A011)
• Joylyn Fernandes (A012)
• Shrinivas Gajengi (A013)
• Biju Thomas (A051)
• Makrand Kolekar (A025)
• Haresh Chugh (A008)
• Sourav Modak (A032)
3. What is Recruitment?
• Recruitment is the
process of finding and
attracting capable
applicants for
employment. The result
is a pool of applicants
from which new
employees are selected.
6. About Hindustan Unilever
• Hindustan Unilever Limited (HUL)
is India's largest Fast Moving
Consumer Goods Company with a
heritage of over 80 years in India
• The Company has over 16,000
employees and has an annual
turnover of INR 27408 crores
(financial year 2013 - 2014).
7. Departments for Opportunities
• Product Team (R&D, Brand, SCM, Sales)
• Human Resources
• Finance
• Information Technology
• Customer Development
13. Campus Recruitment
• Every year dozens of management
trainees join the Unilever Future
Leadership Program (UFLP) and for 15
months they are coached and assessed.
• As per the latest Nielsen Campus Track-B
School Survey, Hindustan Unilever Limited
(HUL) has emerged as the No. 1 Employer
of Choice across all sectors for the 2015
graduating batch of B-School students,
across functions for the fourth year in a
row.
14. Other modes of recruitment
• Employees can refer their
friends for any position
• They could be incentivized
Employee
Referral
• The position can be filled
internally
• Succession Planning /
Internal placement
Internal
Recruitment
• HUL used to advertise in the
placement sections
Newspaper
advertisements
15. Our Rating
Unilever Career Portal
Other Job Portals / Recruitment Agencies
Social Media
Campus Recruitments
Employee Referrals / Internal
recruitment/Advertisements