Background of the Report An employee might more knowledgeable and skilful by training and development program or process that maintaining an effective level job performance.
Sources of Recruitment of Employees: Internal and External Sources Recruitment Article shared by: The searching of suitable candidates and informing them about the openings in the enterprise is the most important aspect of recruitment process.
The candidates may be available inside or outside the organisation. Basically, there are two sources of recruitment i. Best employees can be found within the organisation… When a vacancy arises in the organisation, it may be given to an employee who is already on the pay-roll.
Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organisation to work hard.
The employees can be informed of such a vacancy by internal advertisement. Transfer involves shifting of persons from present jobs to other similar jobs.
These do not involve any change in rank, responsibility or prestige. The numbers of persons do not increase with transfers. Promotions refer to shifting of persons to positions carrying better prestige, higher responsibilities and more pay.
The higher positions falling vacant may be filled up from within the organisation. A promotion does not increase the number of persons in the organisation.
A person going to get a higher position will vacate his present position. Promotion will motivate employees to improve their performance so that they can also get promotion.
The present employees of a concern are informed about likely vacant positions. The employees recommend their relations or persons intimately known to them.
Management is relieved of looking out prospective candidates. The persons recommended by the employees may be generally suitable for the jobs because they know the requirements of various positions.
The existing employees take full responsibility of those recommended by them and also ensure of their proper behaviour and performance.The report has attempted to point out recruitment and selection process in Nestle Bangladesh. We can get little information about recruitment and selection process in Unilever Bangladesh.
Recruitment and selection process Recruitment is the process of having the right person, in the right place, at the right time.
It is crucial to organisational performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process.
Recruitment Procedure Leadership Development starts from selecting the right person for the right job. This aspect is applicable in all selections including internal selection, Campus Trainees and lateral hires.
Hiring Process. Looking for a head start or a change in your career? Join our BIG family and be a part of our energetic team to drive Nestlé’s leading brands. Selection and Interviews - Pre-screening and shortlisting of resumes. - Only shortlisted candidates will be notified and invited for interviews.
- 1 or 2 interviews with the Hiring. Nevertheless, it is useful to try to differentiate between the two areas: Whitehill () describes the recruitment process as a positive one, ‘building a roster of potentially qualified applicants’, as opposed to the ‘negative’ process of selection.
The following was the recruitment process followed by Hyundai: Online test - Aptitude (include DI and verbal questions too) 60 question in 60 min., Technical 40 questions in 30 min.
Also 30 Psychometric question in 15 min.