Research And Analysis Of Hr Recruiting Event For A Financial Analyst Position

For this paper, I will specifically speak to the undergraduate recruitment and selection process at Liberty Mutual. It starts with HR Generalists working with the business to determine need, budget, job description, and specifications. Business provides information for HR to create the job profile in the company portal. Competencies are determined based on examination of previous employees’ performance in the same role. Typically, the key attributes possessed by all successful candidates make their way onto the job positing. In order to attract qualified candidates, recruiters attend information sessions, career fairs, and other networking events in partnership with colleges. Liberty also values internal employee referrals.

was introduced by four prime credit card organizations in particular Visa, Master Card, Discover and

Human Resource Management (HMR) is built upon many different areas. The way each organization allocates resources for each area is different. Since every organization is different and has different requirements, not every HRM process is going to be the same. The areas this paper will focused on are Equal Employment Opportunity (EEO) and the Commission (EEOC) which governs the EEO regulation, human resource planning, recruitment, and selection, compensation and benefits, safety and health, employee and labor relations, and human resources development. Even though each industry and organization is

What determines if a candidate is suitable for a position? There are many qualities to consider, but the responsibility falls on the human resource specialist. The responsibility of the human resources specialist is to hire the “right” candidate for opening positions within the company. In making these decisions he or she must ensure that the "right" candidate is selected for that position. Different recruitment strategies will be compared and contrasted to determine the right recruitment strategy to attract those potential candidates for specific positions based on the following industries:

Most companies understand that recruiting, developing, and retaining talented employees is critical. Talented employees provide organizations with a competitive advantage that is not easily reproduced. However, it takes a talented Human Resources (HR) department to place the right employees in the right jobs. Talent management applies to all employees of an organization, especially the HR department. A dedicated HR staff supports the company’s vision and mission. Therefore, it is vital to have a talented HR staff in place to support the organization’s objectives. This paper will examine the staffing of an HR department at Ohio Bath Solutions, LLC. First, the paper will analyze three HR functions: recruitment, compensation and benefits, and training and development. The paper will assess the impact of each function in adding value to the company’s HR department. Next, the paper will develop a job description for a compensation and benefits specialist position at Ohio Bath Solutions. Third, the paper will identify the best recruitment method and selection method that the company uses to attract talented candidates for the HR functions. Last, the paper will develop a compensation and benefits package for the new HR staff.

CITIGROUP: Citibank is a worldwide leading firm in the financial services industries. Born in 1998 from the fusion of Citicorp and Travelers Group, in 2005 resulted the third strongest firm in terms of market capitalization, the biggest in terms of assets and one of the “Big Four banks” of the United

Communicating human resource potentials to the general public might not be at the forefront of most human resources managers and personnel, but in the age of computer- and Internet-based networking the need to present an informative and effective face to the general public should be a concern for the human resources department at every major firm. Websites are now the expected means by which potential applicants, recruiters and job placement specialists, and other interested parties can learn about human resources initiatives at various companies. Though these public career websites or webpages are not a part of the traditional human resources information system, they must incorporate much of the same architecture and should provide a decent level of transparency into the company's human resources workings (Kavanagh at el, 2011). The following pages present a brief analysis of Ford Motor Company's career website as an illustration of these larger principles.

Recruitment is one of the critical functions of an organization; therefore, it requires massive financial and managerial efforts to access a right person. For an efficient and accurate recruiting, job analysis is ameliorated, however, very few HR managers and personnel are aware of the importance as well as the approaches to analyzing a job position to create a pool of right candidates. In fact, job analysis is the building block of the assessment of the potential candidates to make proper decisions regarding final selection. Job analysis is known as a process of identifying, collecting, describing, analyzing, and reporting critical information about the requirements of a job position (Torrington, 2009).

Acquiring the best talent in current day can be a task for any organization and its HR team. Currently it can be said that the task of simply filling open positions, negotiating compensation and benefits is no longer a major task of an HR team. Instead, the team is charged with recruiting the best talent available in order to assist the organization in achieving its goals and creating the highest possible profits for its shareholders. For that reason, this paper is a case study of OCBC Bank’s unique approach to talent management and development, compare OCBC’s approach to talent manangement and development to other organizations I am familiar with from both my current and past employers, describe to what extent I agree that OCBC’s approach to talent management and development is a primary contributing factor in its success and what can be other contributing factors, to what extent does OCBC’s approach to talent management and development fit other types of organizations or industries, what can be some limitations if it is applied elsewhere without modifications, from additional internet research on OCBC discuss how OCBC has performed recently, and what has it done more, less, or differently in the area of human resource management. In order to do so, I will begin with a description of talent management’s conceptualization.

Recruitment refers to a process by which an organisation identifies, screens and selects potential employees. It is known to be an important part of the HR department since it contributes to the human capital of the organisation which plays a vital role in the success of a company. (Parry and Wilson, 2009). The first and foremost step in the recruitment process is the job analysis, which consists of the job description and the job specification. The job description explains the responsibilities to be taken by the applicant, whereas job specification lists the skills required for completing tasks successfully in the company. After the job analysis, the organisation shortlists a target group. The organisation will then screen the applications of the shortlisted group of applicants on the basis of whether the applicants’ skills align with the specifications of the job and interest in the job. If the applicant is hired, they will work for the company throughout the duration specified in the job contract. (Melanthiou, Pavlou and

An important goal of management and the Human Resource Department (HRD) is having the right people, in the right place, at the right time (Armstrong, 1982). HRD uses recruitment to

Hiring the right person whose values, principles and goals that fit with the culture of the organisation with necessary training will go a long way toward ensuring employee loyalty and retention. Success in selection has always been the highlight of high performance HRM models whereas the cost of flawed decisions can be considerable to both the employer and employee. Knowledge about jobs and their requirements must be collected through a process known as job analysis (Werther et al., 2003, pg 119) in which information about jobs is systematically collected, evaluated and organised by the HRD. Pfeffer and Veiga (1999) highlighted the modus operandi in effective hiring and selection. Such selections usually deal with a large number of applicants and the selection process focus on the attributes and critical skill not only for the job but for the future of the organisation as well. Firm should also focus on using suitable hiring techniques that seeks out outstanding candidates who are not only possess technical expertise, but also highly committed and trainable.

The multinational company specializing in financial services is the definition of the American Express. The company is involved in the businesses of credit cards and businesses with traveler’s chequeen. However, the company is now involved in many other financial services to help the people meet their needs. The

The hiring process is an opportunity for managers to be an effective part of their organization’s strategic plan. Hiring managers are tasked with the responsibility of aligning their department’s goals with the goals of the overall organization. Managers can accomplish this by implementing the strategic steps of alignment, leadership and knowledge management, results-oriented performance culture, talent management, and accountability (Satterlee, 2013). These various steps and other hiring tools help human resource managers in their roles. As they become aligned with the organization the process begins with how to recruit and whom should they select.

In this project the different techniques adopted by the company towards this effect have been identified. ICICI PRUDENTIAL, which is multinational company, has been chosen for studying their methods of recruitment and