Organizational Review : Hp Enterprise Services

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Part Two:

2. Organisational Review:

HP Enterprise Services is Public Company with over 300,000 employees operating in the Information Technology and Services industry, they provide infrastructure technology, outsourcing services, applications services to business and government clients worldwide, delivering support how, when and where the customer wants.
HP has a hierarchical management structure and any HR issues are handled in the first instance by the immediate “Line manager” who escalates into a “Capability Manager” before an official request is made to HR.
Given the size of the organisation, the “Capability Manager” role is predominantly there to alleviate some of the pressure on the HR department, with many of the functions of HR
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This can be in the form of job descriptions and person specifications, defining the terms of reference for the planned roles.
• Planning recruitment campaigns.
Detailing the numbers and or types of employees. The likely source of potential candidates, with plans for alternative sourcing.
• Attracting Candidates.
Decide on the method of advertisement, whether to outsource to an agency or use online recruitment.
• Selecting Candidates

Sorting the CV’s or application forms received into a shortlist for interviews, decide on individual or panel interviews and finally the method of collecting references.

HP have a recruitment philosophy states the “Acquiring talent is one component of HP 's strategic workforce plan. HP 's goal is to have a workforce with the right skills, in the right place, at the right time, and at the right cost that is sufficiently flexible and agile to meet changing business requirements.” The scope of their policy applies to HP employees and applicants worldwide.
Although employee referrals are encouraged by HP and job postings are made visible through HP 's internal job site. All requisitions are tracked within an applicant tracking system and statuses updated as the
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