Companies often make the mistake of thinking the best programmer will be the best manager of programmers. This is rarely the case, as programming and managing are different skills.
The problem is, as you know, that it’s super obvious that the best programmer is the best. Your “soft” skills are less quantifiable. You do need to toot your own horn. Let’s figure out a way to do that.
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Filed under Articles, Employee Relations, HR, Recruitment & Selection
This article is a case study indicating that how a CEO tells why HR should work hand-in-hand with finance in a merger. If one look at the acquisition strategy of most companies, the earlier is to get in the process, the more it is skewed to finance and less to HR. At Thoratec, HR couldn’t go out and spend a lot of money without working with finance, but finance, on the other hand, shouldn’t make assumptions about cost of labor and cost of benefits without talking to HR about it. A good HR department is going to force the general manager to communicate increasingly and more. If the current economic downturn continues and layoffs persist, more and more CFOs might find HR officials checking their work when their companies are thinking about a merger. Read more…
Organizations need to maintain their pond, which requires restocking periodically and keeping in balance, eliminating the need to start over. In nowadays’ knowledge economy, which has created an intensely competitive market for human capital, organizations must invest as much in developing their talent within their organization as they do in recruiting it. Read More…
Filed under Employee Relations, HR, Recruitment & Selection
Medha Servo Drives Pvt. Ltd., founded in 1984, is focused on rail transportation. Since inception, Medha has used Research and Development as a tool for success and today they are proud to be known for their product range, domain knowledge, design expertise, quality and manufacturing capabilities. Medha have designed and manufactured various world-class high-tech electronics products for application on locomotives, coaches, railway stations and yards.
They specialize in designing and engineering their products to withstand shock and vibration, wide temperature variations, and electrical disturbances that are typical of harsh locomotive environment. Their strength lies in designing, customizing and integrating systems that involve multiple functional domains such as control electronics, power electronics, fail safety and mechanical construction. Medha’s product specialization covers Control Electronics, Power Electronics and Signaling. The requirements of these domains are very complex and safety critical. There are verification and validation processes at each stage of designing and manufacturing activities. Medha’s core strength and competency. Click here to read more…
Filed under Recruitment & Selection
The recruitment of cutting-edge users is difficult since these users usually are not registered in recruitment databases. Cutting-edge users are advanced, early-adopters of technology and sometimes referred to as opinion leaders. Telecom research projects performed at Ericsson Research involve products and services 2-3 years ahead of the market; early-adopters and cutting edge users are therefore an important user group.
The findings from the study show that recruitment is hard; it is especially difficult to recruit active and conversational respondents from a user database. Providing incentives and using personal communication were shown to be successful strategies to convince users to participate in a study.
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Filed under Articles, HR, Recruitment & Selection
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside.
The advantages of internal recruitment are that:
1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for ‘fitting in’.
2. The organisation is unlikely to be greatly ‘disrupted’ by someone who is used to working with others in the organisation.
3. Internal promotion acts as an incentive to all staff to work harder within the organisation.
4. From the firm’s point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success ‘on paper’.
Click here to read Disadvantages…
Filed under Recruitment & Selection
AbstractCase Study on Human Resource Management practices are now considered as one of the key contributing factors to the success of an organization. The organizations are putting increased emphasis on the policies and practices of HRM to gain competitive advantage. Throughout the whole case study several HRM practices related to the supply chain department of Square Pharmaceuticals Ltd. are discussed. These HRM practices include human resource planning, recruitment and selection, induction, training, performance appraisal, employee development, compensation plan, etc. This discussion has provided the opportunity to analyze the HRM practices of a business organization and to find out the facts which are creating barriers to effective HRM. In the last part of this paper some recommendations are provided for Square to gain competitive advantages through HRM practices.
IntroductionHuman Resource Management (HRM) is a relatively new concept in Bangladesh. It was few years ago that this was considered as a part of the administrative functions of an organization. There was no individual identity for HRM. But as time passed people recognized the importance of HRM in organizations. They realized that HRM is not just to hire people. Apart form hiring, HRM has lots of functions which help an organization to gain competitive advantage (Islam, 2006). Effective HRM practices support business goals and objectives. That is why effective HRM practices are strategic. It can improve the performance of an organization by improving customer satisfaction, innovation and productivity. So from HR planning, recruitment and selection to training, performance appraisal, compensation, all practices of HRM are now considered as equally important as any other aspects of the organization such as marketing, financing, etc.
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Filed under Articles, Employee Relations, Free Cases, HR, Recruitment & Selection
As the world’s leading food processing and packaging solutions company, Tetra Pak is committed to making food safe and available wherever it’s needed. The company’s commitment extends far beyond protecting the contents inside a package. To continue attracting top talent, Tetra Pak modernized recruiting processes with Taleo to gain the competitive edge in hiring. “A key component of our HR transformation was providing potential job candidates with a streamlined application process. Taleo’s solution has accomplished that goal … click here to know how
Filed under HR, Recruitment & Selection
A lot of companies these days outsource their HR functions in order to focus primarily on their core competencies. This case study reveals how a HR company with its expertise in Recruitment and Selection helped its client to develop a skilled work force. Read ahead
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Filed under BPO, Business Strategy, Free Cases, HR, Recruitment & Selection
Current economic conditions are forcing many companies to significantly cut workforce operating costs. While this may be necessary to remain solvent during difficult times, if done poorly it is just as likely to exacerbate an already difficult situation.
To learn how to ensure that workforce cost reductions are done effectively. Read more to know how….