Personnel Planning & Recruiting

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HRM Personnel Planning and Recruiting Personnel planning & recruiting in Avery Dennison Submitted By: Iftekhar Aziz (410 18 017) Rashidul Hassan (411 20 020) Iftekher Mahmood (411 20 058) Human Resource Management Dr. Serajul Hoque Professor Department of Marketing University of Dhaka Prof. Dr. Serajul Hoque

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A presentation on HR course completely done by me

Transcript of Personnel Planning & Recruiting

Page 1: Personnel Planning & Recruiting

HRM

Personnel Planning and Recruiting

Personnel planning & recruiting in Avery Dennison

Submitted By:

Iftekhar Aziz (410 18 017)

Rashidul Hassan (411 20 020)

Iftekher Mahmood (411 20 058)

Human Resource Management

Dr. Serajul Hoque

Professor

Department of Marketing

University of Dhaka

Prof. Dr. Serajul Hoque

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Company Overview

Conclusion

Recruitment

Introduction of Avery Dennison

Some features of Avery Dennison

Products of Avery Dennison

Definition

Job description & Specification

Workforce planning tool in Avery Dennison

Definition

Sources of recruitment

Employee referral scheme

Recruitment procedure

Workforce Planning

Wrapping up the topics

Contents

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Company Overview

Avery Dennison is a recognized industry leader that developsinnovative identification and decorative solutions for businesses andconsumers worldwide. Every day. Everywhere.

Every day, millions of people all over the world see Avery Dennisoninnovation in thousands of products --- from beverage labels andbusiness cards to retail tags and vehicle graphics, Avery Dennisonbrands are everywhere you look.

For 2009, sales were $6 billion and the Company ranked number 362 onthe 2010 Fortune 500 list of the largest U.S. industrial and servicecompanies.

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Avery Dennison Products

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Work force Planning

Process of analyzing on organization’s likely future needs for people in terms of

numbers, skills and locations.

It allows the organizations to plan how those needs can be met through recruitment.

It is vital for a company like Avery Dennison to plan ahead.

Because the company is growing, Avery Dennison needs to recruit on a regular

basis for its all business aspects.

Jobs are created as company increases the number

of machines to increase the capacity.

Vacancies arise as employees leave the company-

when they retire or resign-or getting promotion to

other positions within Avery Dennison.

New types of jobs can be created as Avery

Dennison changes its processes and technology.

Positions become

available because:

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Job Description

Job Specification

An important element in workforce planning is to have clear job descriptions and person specifications.

Job Description•The title of the job.•To whom the job holder is responsible.•A simple description of roles and responsibilities.

Job descriptions and persons specifications show how a job holder fits into

the Avery Dennison business.

They help Avery to recruit the right people. They also provide a

benchmark for each job in terms of responsibilities and skills.

These help managers to assess if staffs are carrying out jobs to the

appropriate standards.

Job SpecificationsA person specification sets outthe skills, characteristics andattributes that a person needs

to do a particular job.

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Workforce Planning Tool

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Workforce Planning Tool

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What is Recruitment?

Recruitment and selection are two of the most important functions of personnel management.

Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment.

6 Operating Authority

Hr

Head Of The Department

Unit-head (Plant & Factories)

Regional Director/General Manager

CEO (Subjected To Restriction)

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Recruitment

Sources:

Data base: Resumes which are live and active be stored

in a central place.

Head Hunt: Recruiters do the headhunting based on the

requirements. Comprehensive data-base contains each

position’s core competency skills.

Search Engines: Currently Avery use one of the leading

portal to access their unlimited database access and

unlimited job postings.

Consultants: If there are bulk requirements or niche

requirements, engagement of consultants at the discretion

of the management. Employee Referral: Employee refers his or her

friends to the company.

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Candidate selected

@ Level

Referral

incentive

Member BDT 5,000

Senior Member BDT 8,000

Lead Member BDT10,000

Principal Member BDT 15,000

To encourage Employees to refer individuals and build human

capital in the company

An individual is entitled to the candidate referral incentive only after the person

referred by him/her has served for one month with the organization.

All the references must bear the name and employee number of the employee. These details must be recorded in the interview assessment form.

Depending on the profile and seniority of candidates selected ,candidate referral incentive would differ.

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Employment Tests for High Potential candidates

Ability tests: Assist in determining how well an individual can perform tasks related to the job. When applicant claims to

know something, an achievement test is taken to measure how well they know it.

Aptitude test: Aptitude tests measure whether an individual’s has the capacity or latent ability to learn a given job if given

adequate training. Aptitudes tests help determine a person’s potential to learn in a given area.

Intelligence test: This test helps to evaluate traits of intelligence. The intelligence is probably the most widely administered

standardized test in industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities.

Interest Test: This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests

indicate which occupations are more in line with a person’s interest.

Personality Test: The importance of personality to job success is undeniable. Often an individual who possesses the

intelligence, aptitude and experience for certain has failed because of inability to get along with and motivate other people.

Projective Test: This test requires interpretation of problems or situations. For example, a photograph or a picture can be

shown to the candidates and they are asked to give their views, and opinions about the picture.

General knowledge Test: Now days G.K. Tests are very common to find general awareness of the candidates in the field of

sports, politics, world affairs, current affairs.

Perception Test: At times perception tests can be conducted to find out beliefs, attitudes, and mental sharpness.etc.

Medical Test: It reveals physical fitness of a candidate. With the development of technology, medical tests have become

diversified. Medical servicing helps measure and monitor a candidate’s physical resilience upon exposure to hazardous

chemicals.

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Employees are selected on the basis of qualification, ability, experience and character.

At the time of selection reference checks are solely at the discretion of the employer andcan be conducted at any point of the recruitment and/or selection process.

1st round of personal interview would be conducted by the HR. If the candidate foundsuitable, then he/she would be required to go through 2nd round of interview.

2nd round of interview would be conducted by the Head of the Department or any otherperson nominated by the Head of the department.

All candidates will be asked a standard format of questions and test, which will have beendecided by the HR and the concerned department, related to the job requirements and thecandidate’s suitability to undertake the role.

Avery Dennison, Bangladesh is an equal employment provider. As an employer it does notsee age/sex/race/region/caste/religion as employee’s disadvantage.

Discrimination

!!!!

…Never…

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