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목차
1. Recruitment Policy
2. Internal Recruitment
3. External Recruitment
4. Local Sources
5. International Sorces
6. Permanant Part-time and Casual Employment
7. Hiring Women and Members of Minority Groups
8. Employing Children
9. Salary Policy
10. Termination Policy
11. Comment for Recruitment
2. Internal Recruitment
3. External Recruitment
4. Local Sources
5. International Sorces
6. Permanant Part-time and Casual Employment
7. Hiring Women and Members of Minority Groups
8. Employing Children
9. Salary Policy
10. Termination Policy
11. Comment for Recruitment
본문내용
Introduction
Recruitment is the process whereby a firm attracts or finds capable individuals to apply for employment. Of course, the objective is to find these applicants at the lowest possible cost. This process begins when new recruits are sought, and ends when applicants have submitted application forms or resumes. The result is a pool of job-seekers from which the firm can then the select the most qualified. Smart companies recruit employees they can retain, and retention depends on getting the right people in the right job in the first place. So, while getting a large pool applicants is important, getting the right type of applicant is even more important. (http : //www.geocities.com/Athens)
1. Internal recruitment
It is form of hiring employees within the organization which get on the right track, the firm is steady state.
Advantages
Internal recruitment may lead to increased morale for employees; the organization is perceived to reward good performance or loyalty.
Often, one promotion leads to another vacant position and this chain effect contributes further to increased morale.
Human Resource data is immediately available for any employee recruited internally.
The employee's work habits are known and previous performance appraisals are on record.
An internal recruit will be familiar with the firm. This employee will be familiar with the firm's products, clients, organizational policies, and corporate culture.
the firm might be able to save money insofar as orientation sessions for such an employee may not be necessary.
Recruitment is the process whereby a firm attracts or finds capable individuals to apply for employment. Of course, the objective is to find these applicants at the lowest possible cost. This process begins when new recruits are sought, and ends when applicants have submitted application forms or resumes. The result is a pool of job-seekers from which the firm can then the select the most qualified. Smart companies recruit employees they can retain, and retention depends on getting the right people in the right job in the first place. So, while getting a large pool applicants is important, getting the right type of applicant is even more important. (http : //www.geocities.com/Athens)
1. Internal recruitment
It is form of hiring employees within the organization which get on the right track, the firm is steady state.
Advantages
Internal recruitment may lead to increased morale for employees; the organization is perceived to reward good performance or loyalty.
Often, one promotion leads to another vacant position and this chain effect contributes further to increased morale.
Human Resource data is immediately available for any employee recruited internally.
The employee's work habits are known and previous performance appraisals are on record.
An internal recruit will be familiar with the firm. This employee will be familiar with the firm's products, clients, organizational policies, and corporate culture.
the firm might be able to save money insofar as orientation sessions for such an employee may not be necessary.
키워드
- 가격2,500원
- 페이지수6페이지
- 등록일2010.01.14
- 저작시기2008.5
- 파일형식기타(docx)
- 자료번호#574372
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