netrashetty
Netra Shetty
AirTran Holdings (NYSE: AAI) is a Nevada corporation, based in Orlando, Florida, United States, that operates as an airline holding company. Its primary asset is AirTran Airways.[3]
MANPOWER COMPOSITION
The total manpower strength of Genus Overseas Electronics
Limited is 850, which includes all the employees from top-
level management to the ground staff. The number of
unskilled labour force is 100 out of the 845, as the manpower
of the organization mainly constitutes of skilled engineers and
MBA’s from reputed institutes with extensive work
experience.
The employee turn over ratio was slightly high last year due
to some internal problems, but now it’s balanced. There is no
particular season for the recruitment in the organization, it is
done as and when the need arises and according to the orders
which the company gets. Recruitment planning is done by the
HR department on a regular basis, which informs about the
manpower requirement of the company.
SOURCES OF RECRUITMENT
Recruitment is basically attracting the potential candidates for
employment. The company relies on internal sources as well
external sources for recruitment.
Internal sources for recruitment include promotions and lay-
offs; transfers are not induced, as the company is still new.
But company cannot rely on internal sources all the time as
the internal sources may dry-up in the due course of time and
sometimes it also leads to inbreeding, i.e. preventing outside blood to enter the organization. Hence the company also has to seek the external sources also for recruitment.
External sources for recruitment are:-
Media:
Advertisements are posted in newspapers giving the job
description and the job specification; the suitable candidates
contact the company on the specified date and time.
Placement agencies and job websites:
The company has also registered it self in numerous private
and govt. employment agencies which keep a record of a
number of candidates and those who suit the requirements of
the company are directed towards the organization for further
selection.
The co. also has tie ups with many job websites like:
naukri.com, monster.com, indiatimes.com etc. The co. posts
their requirements on the sites and the suitable candidates
may contact the company.
Campus recruitment:
Through this method co. comes to the campus itself of
reputed engineering colleges and business schools and selects
the candidates by interviewing them or by some written tests
followed by group discussion and personal interview. This is a
very important source of recruitment for the organization, as
specialization tests, knowledge tests, IQ test, physiological
tests etc. These tests are conducted because Genus Overseas
Ltd. generally requires highly qualified personnel suiting the
requirements of the jobs. Once the tests are conducted, those
who qualify the tests are called for personal interview.
This is the last stage for selecting the employee. It includes an
extensive interview of the candidate by a jury panel. It’s a
detailed interview considering all the aspects of the job for
which the candidate is suited. Each and every aspect of the
job is considered and discussed upon. Sometimes more
rounds of interviews also may be carried out to further short
list the candidates depending on the nature of the designation
of the job.
And finally once the interview is conducted and the
appropriate candidate is selected for the job he is sent for a 3
to 4 days induction program in which he is familiarized with
the nature of job and the functioning of the organization.
MANPOWER COMPOSITION
The total manpower strength of Genus Overseas Electronics
Limited is 850, which includes all the employees from top-
level management to the ground staff. The number of
unskilled labour force is 100 out of the 845, as the manpower
of the organization mainly constitutes of skilled engineers and
MBA’s from reputed institutes with extensive work
experience.
The employee turn over ratio was slightly high last year due
to some internal problems, but now it’s balanced. There is no
particular season for the recruitment in the organization, it is
done as and when the need arises and according to the orders
which the company gets. Recruitment planning is done by the
HR department on a regular basis, which informs about the
manpower requirement of the company.
SOURCES OF RECRUITMENT
Recruitment is basically attracting the potential candidates for
employment. The company relies on internal sources as well
external sources for recruitment.
Internal sources for recruitment include promotions and lay-
offs; transfers are not induced, as the company is still new.
But company cannot rely on internal sources all the time as
the internal sources may dry-up in the due course of time and
sometimes it also leads to inbreeding, i.e. preventing outside blood to enter the organization. Hence the company also has to seek the external sources also for recruitment.
External sources for recruitment are:-
Media:
Advertisements are posted in newspapers giving the job
description and the job specification; the suitable candidates
contact the company on the specified date and time.
Placement agencies and job websites:
The company has also registered it self in numerous private
and govt. employment agencies which keep a record of a
number of candidates and those who suit the requirements of
the company are directed towards the organization for further
selection.
The co. also has tie ups with many job websites like:
naukri.com, monster.com, indiatimes.com etc. The co. posts
their requirements on the sites and the suitable candidates
may contact the company.
Campus recruitment:
Through this method co. comes to the campus itself of
reputed engineering colleges and business schools and selects
the candidates by interviewing them or by some written tests
followed by group discussion and personal interview. This is a
very important source of recruitment for the organization, as
specialization tests, knowledge tests, IQ test, physiological
tests etc. These tests are conducted because Genus Overseas
Ltd. generally requires highly qualified personnel suiting the
requirements of the jobs. Once the tests are conducted, those
who qualify the tests are called for personal interview.
This is the last stage for selecting the employee. It includes an
extensive interview of the candidate by a jury panel. It’s a
detailed interview considering all the aspects of the job for
which the candidate is suited. Each and every aspect of the
job is considered and discussed upon. Sometimes more
rounds of interviews also may be carried out to further short
list the candidates depending on the nature of the designation
of the job.
And finally once the interview is conducted and the
appropriate candidate is selected for the job he is sent for a 3
to 4 days induction program in which he is familiarized with
the nature of job and the functioning of the organization.
Last edited: