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Women stereotypes and discrimination
Prejudice against women in the workplace
Women stereotypes and discrimination
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Problems/Barriers to Effective Selection process
The main objective of hiring process is to select the best fit candidate for the company and for the job role under consideration. HR team and firm incorporates various tools, training and methods for the same but then also there are cases when firm hires the wrong candidate which could be attributed to any one of the following :
1. Preconceived Perception: Preconceived perception or personal opinion of recruiters could act as barrier in the selection process. If for example recruiter has preconceived perception that males are best suited for field job in place of females than he would give more weightage to male candidates and in the process can lose out good female candidate for the job.
2. No Training: Training is required for the recruiters but most of the
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Infosys engage itself to various activities to ensure the same. Infosys believes in ongoing training and career enhancement of its employees. Infosys provides and ensures work life balance for all its employees.
Robust and up to mark employee/people Management tools/techniques/procedures helps Infosys to deal with its employee issues effectively. It helps Infosys to make its employee more productive and innovative so that they can save time and cost for their clients.
1. Learning Environment: Infosys is known for its training and on-going learning activities. Mysore training center near Bangalore, India is globally recognized training center of Infosys. Infosys has created learning environment for its employee so that they learn and excel in their fields.
2. Fun, CSR, Values: At Infosys there are fun activities organized weekly, monthly to ensure work life balance and overall development of its employee. Infosys provides platform for various activities like art, sports etc. Infosys also engages itself for the improvement of society by helping poor and
Recruitment and selection impacts the success of every organization. Organizations with effective recruiting and selection result in positive outcomes that affects the products and services, and the perception of the organization. Having the right people for the job will increase profits and decrease costly turnovers. Even though organizations are operating in uncertain times, focusing on staying committed, and making certain they have the best talent will ensure future success. The bottom line of the organization will be impacted by setting a clear direction that employees can get behind, and making sure the right people are hired for the right job.
According to Herzberg’s two factor motivation theory, there are two types of motivating factors the first being hygiene factors. It is undeniable to say that CEO Jim Goodnight provides his staff with adequate accommodations at the work place. With the presence of benefits such as top of the line health care, flexible schedules, onsite childcare and much more, the level of dissatisfaction amongst SASS employees is limited. The ability to make your own schedu...
In 2009, a sale for 51% of stake in Satyam was put through a global bidding process. Tech Mahindra won the bid, paying 17.57 billion rupees for a 31% stake.
basis of merit and suitability. Also, employees hiring procedure should be done without regard of
Firms need to keep competitive with the industry and do in order to bring in the most talented people they need to make sure they are doing everything they can to recruit the best possible talent. In today’s business marketplace it is not only to create a product that consumers would want but to keep the company innovative and on the cutting edge of business, they will also need to hire the right talent. The human resource department and recruiting firms need to understand what the business world is looking for and how to achieve the goals of the company. Anyone can fill a position within a company but to get the right person is much harder to do. Understanding the goals and corporate environment that the business has developed, then it will more efficiently attract the best talent.
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
By making the employees a key part of what makes CSR work at Cisco is it helps keep employees engaged, motivated, and in an innovative environment to achieve personal and corporate success. One of the major purposes of Cisco’s products and services is to help connect people through technology. Their role in society in the 21st century is more important than ever. By donating money and the technology they developed, they are able to connect the global community to resources such as healthcare, education, and other critical human needs more easily. By trying to expand these services to poorer areas of the world, not only helps improve the human quality of life, but it also helps Cisco show how important CSR is to the business.
...ive, gains customer loyalty and attracts new customers, which allow it to maintain and expand its successes in the future.
...ch allow them to continually innovate and create revenue in existing and new markets their stakeholders are highly likely to accept their strategy. Siemens also put a heavy focus on their CSR, for example in 2013 Dow Jones named Siemens as the world’s most sustainable company for the second time running (Siemens csr), so this strategy and continuation of the sustainable beliefs ensures that they keep their environmental stakeholders satisfied as well as stakeholders who want Siemens to profit.
Sintalow Hardware PTE LTD is a business that supplies different types of valves, pipes and expansion joints for the construction industries and mechanical pipe systems for more than 30 years. We started our business since 1979 and we established a reliable and consistent quality of products that can reach a satisfying outcome from our valued customer.
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
Therefore, AIS has several roles. A main role is to integrate all information system for effective management within a company, connecting different departments with relevant information. Another role is to assist the organisation to make decisions by preparing different reports and evaluating information. It also provides a company with a control and safeguard internal information ((Kim and Solomon 2006).
Intellectual stimulation will allow me to think and be on my feet without ever getting bored at the job. Furthermore, security and economic rewards will make me feel as though I have a secure job with compensation for my duties in the workplace. Structure, acknowledgement, and convenience are important, but not as important. These are values that I look for in a career, but will not affect my decision if they are not provided in the workplace.
Infosys was founded in 1981 by Narayana Murthy and his six colleagues, they shared a vision of providing “a fair deal to the stakeholders: shareholders, employees and customers alike” (Evans & Barsoux, 2002, p.61). Infosys’ vision was to regain the top position for the Best Employee and Best Performer Company by 2007 (Delong, 2006). The head of HR leadership Hema Ravichander recognized that Infosys had some HR problems: From 1981-1991, Infosys had only one client and the organization was almost dissolved because of the bureaucratic and regulated Indian environment. Murthy was able to save the organization by energizing the rest of the co-founders (Delong, 2006). In 1991, Infosys shifted its focus from “Body-Shopping to Off -shoring” (Delong, 2006, p.4) at the same time India was facing economic liberalization. Infosys introduced off- shore development Center known as ODC and also introduced Global Delivery Model (GDM) which is a project management system. GDM afforded the organization to divide each project into components that was executed “independently and concurrently” at client site from remotely development centers.