netrashetty
Netra Shetty
American Eagle Outfitters (NYSE: AEO) is an American clothing and accessories retailer based in Pittsburgh, Pennsylvania. It was founded in 1977 by Mark and Jerry Silverman as a subsidiary of Retail Ventures, Inc., a company which also owned and operated Silverman's Menswear. The Silvermans sold their ownership interests in 1991.[3]. On March 16th at 10AM, American Eagle Outfitters opened its first store outside of North America at Mirdif City Centre in Dubai, United Arab Emirates. [4] American Eagle (also stylized as Am. Eagle, A. Eagle, A.E.O, Amer. Eagle, A.E., æ, and A.E. Outfitters) targets teens and young adults.[5] Some of the best selling products of American Eagle Outfitters are low-rise jeans, polo shirts, graphic T-shirts (with the AE logo and year established), henleys, boxers and briefs, outerwear, and swimwear.
Human Resource Management (HRM) is the branch of management that concerns itself with the management of an organization's most vital resources - the people who individually and collectively contribute to the organization's growth and development. Earlier referred to as "personnel management", HRM basically deals with staffing, developing the capabilities of people, retaining, and compensating them in keeping with their individual performances and organizational requirements.
The HRM discipline is an academic theory that believes that employees are individuals with varying needs and goals, and cannot be thought of as just production resources. The discipline takes a positive view of employees, and seeks to align their personal goals with those of the organization, thus leading to the development of the two in synergy. For this end, HRM also seeks to provide employees with adequate training and mentoring so that they gain an understanding of processes and systems typical of the organization.
HRM in modern organizations includes the activities concerning workforce planning, recruitment of talent, induction or onboarding, training and development, and compensation and performance appraisal. HRM may also extend to cover travel management, labor relations, and employee benefits administration.
It is the process of searching the potential candidate and offers him or her the job. It is positive in nature in the Indian context.
Process of identifying and hiring best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner
RECRUITMENT PROCESS
The recruiting procedure at a dealership is as follows:
For a particular city
For a particular Dealership
The dealership should release an advertisement.
Depending on availability of infrastructure
Interview of shortlisted/ qualified personnel
MEANING OF SELECTION
It is the process of searching the potential candidate. It is negative in nature in the Indian context. But it is positive in the US context.
Steps in Selection Process
Selection process consists of a series of steps, at each stage, facts
may come light which may lead to the rejection of the applicant. It is a
series of successive hurdles or barriers which an applicant must cross.
These hurdles or screens are designed to eliminate an unqualified candidate at any point in the selection process
There is no standards selection procedure to be used in all
organizations or for all jobs. The complexity of selection procedures increases with the level and responsibility of the position to be filled.
.
1} Preliminary Interview (screening applications)
Initial screening is done to weed out totally
undesirable/unqualified candidates at the outset. It is essentially a
sorting process in which prospective candidates are given the
necessary information about the nature of the job and the
organization, at the same time, the necessary information is also
elicited from the candidates about their education, skills,
experience, salary expected and the like. It helps to determine
whether it is worthwhile for a candidate to fill up the application
form.
2} Application Form
Application form is a traditional and widely used device for
collecting information from candidates. It should provide all the information relevant to selection, where reference for caste, religion,
birth place, may be avoided as it may be regarded an evidence of
discrimination.
3}Selection Test
Psychological tests are being increasingly used in employee
selection, where a test may involve some aspect of an individual’s
attitudes, behavior and performance. Tests are useful when the
number of applicants is large, as at best it reveals that the
candidates who scored above the predetermined cutoff points are
likely to be more successful than those scoring below the cutoff
point.
Selection of employees in an organization is a very critical practice for the Human Resource Management (HRM). Well though selection decisions from the HRM creates a big difference in the kind of employees an organization employs. If the HRM makes a poor selection, then they will end up with underperforming employees, which is the reason as to why proper and effective tools should be applied when selecting employees for any particular job in any organization. During selection processes a number of mangers are usually involved. However, as Bohlander and Snell (2004) line mangers ought to be given adequate information about the candidates so as to make a good selection.
Three selection tools that I would use for a hiring program at a supermarket
When hiring employees to work in a supermarket program, the three selection tools which the HRM should put in use are
1. Requesting for an application
2. Carrying out an interview
3. Giving references
These three tools are important and vital for selecting an employee for a supermarket since they give important and pertinent information about the person to be hired. The benefit of using these three selection tools is clear, to work in a supermarket does not require professional skills and generally the HRM is interested in knowing that the candidate to be employed poses essential skills and can easily adjust to the supermarket setting. Application from the candidate gives you the chance to review if the person has the required skills, carrying out an interview allows you to meet the candidate and see if he/she can handle the work, while references gives a chance to check behavior or character of the prospective employee.(Maund, 2001)
What I think is the best selection tool or combination of selection tools.
For the position of working in the supermarket, the three tools that have been discussed above will all be used in order to get the best candidate. Since working in the supermarket may involve handling cash transaction, it is important that the some in-depth information about the candidate is obtained. To get all these information, all the three tools has to be applied.
Justifying my choice by describing the advantages selected tools
First, the application letter will provide important information, the applicant letter will allow me to know whether the candidate is able to fluently read and comprehend English. Since having a job in the supermarket will need the person to have a good understanding of English language in order to understand each advert place on the various products. Supposing a candidate successfully writes an application without any difficulties, then it assures you that this candidate is qualified to handle supermarket work
4} Employment Interview
Interview is an essential element of selection and no selection
procedure is complete without one or more personal interviews,
where the information collected through application letter or
application forms and tests can be cross-checked in the interview,
where candidates demonstrates their capabilities and strength in
relevant to their academic credentials. selection in interview serves three purposes:
a) obtaining information about the background, education, training,
work history and interests of candidate
b) giving information to candidates about the company, the specific
job and human resource policies; and
c) establishing a friendly relationship between the employer and the
candidate so as to motivate the successful applicant to work for
the organization.
However, in practice interview becomes a one-sided affair serving
only the first purpose.
5} Medical Examination
Applicants who have crossed the above stages are sent for a
physical examination either to the company’s physician or to a medical officer approved for the purpose. Such examination serves
the following purposes:-
a) It determines whether the candidate is physically fit to
perform the job, where those who are physically unfit are
rejected.
b) It reveals existing disabilities and provides a record of the
employee’s health at the time of selection. This record will
help in settling company’s liability under the workmen
compensation Act for claim for any injury.
c) It prevents the employment of people suffering from
contagious diseases.
d) It identifies candidates who are otherwise suitable but require
specific jobs due to physical handicaps and allergies.
6} Reference Checks
The applicant is asked to mention in his application form, the names
and addresses of two or more persons who know him well. These may be his previous employers, heads of education institutions or public figures. These people are requested to provide their frank opinion about the candidate without incurring any liability. In government and public sector organizations, candidates are generally required to route their applications
through their present employers, if any. The opinion of referees can be useful in judging the future behavior and performance of candidate, but is not advisable to rely exclusively on the referees because they are generally biased in favor of the candidate.
(a) Most candidates are employed at the time of their application, and do not wish their employers to know they are looking elsewhere.
(b) Because of
(a) a prospective employer would be breaking a confidence if he or she asked for a reference before an offer of a job
had been made and accepted.
(c) By the time an offer has been accepted, selection is over and the
reference is too late to affect it.
(d) An offer may be made ‘subject to satisfactory references’, but as
most references are received after the candidate has started work,
they can only be used to warn managers of possible faults in the
candidate which in serious cases may eventually lead to warnings
followed by dismissal.
(e) Employers giving references are usually extremely cautious; many
references merely state the job title, the date of employment, and
reasons for leaving.
(f) References are occasionally biased, giving a good reference to hasten an employee’s departure or a poor one because of a grudge.
Therefore, the best references are obtained in person, where there
is a chance to see whether nonverbal behavior matches what is said. If
such a meeting cannot be arranged, telephoning is the next best alternative.
7} Final Approval
In most of the organizations, selection process is carried out by the
human resource department, where the decisions of the department are
recommendatory. The candidates shortlisted by the department are finally approved by the executive of concerned departments or units.
8} Employment.
Employment is offered in the form of an appointment letter
mentioning the post, the rank, the salary grade, the date by which the
candidate should join and other terms and conditions in brief. In some organizations, a contract of service is signed by both the candidate and the representative of the organization. It is at this point where a selected applicant is handled with a letter of offer for a job:
a) The wage or salary offered must not only be appropriate to the job
and attractive to the candidate but consistent with the earnings of
present employees.
b) The job must be named and any special conditions stated, for instance, the first year you will be under training at the head office,
then you will be transferred to up-country branches.
c) The candidate must know the essential conditions of employment,
such as hours of work, holidays, bonuses and fringe benefits.
d) Any provisos must be clearly stated, for example, your employment
will be subject to satisfactory references and medical examinations.
Appointment is generally made on probation of one or two years, where
upon satisfactory performance during this period, the candidate is finally
confirmed in the job on the terms employed with, whether permanent or
contractual basis.
9} Induction.
The process of receiving employees when they begin work,
introducing them to the company and to their colleagues, and informing
them of the activities, customs and traditions of the company is called induction. At this juncture various induction
courses are done to new recruit in order to acclimatize them with the new working environment.
10} Follow – up (Evaluation)
All selection should be validated by follow-up, it a stage where employee is asked how he or she feels about progress to date and the worker’s immediate supervisor is asked for
comments, which are compared with the notes taken at the selection
interview. If a follow-up is unfavourable it is probable that selection has been a fault; the whole process from job specification to interview is then reviewed to see if a better choice can be made next time.
Human Resource Management (HRM) is the branch of management that concerns itself with the management of an organization's most vital resources - the people who individually and collectively contribute to the organization's growth and development. Earlier referred to as "personnel management", HRM basically deals with staffing, developing the capabilities of people, retaining, and compensating them in keeping with their individual performances and organizational requirements.
The HRM discipline is an academic theory that believes that employees are individuals with varying needs and goals, and cannot be thought of as just production resources. The discipline takes a positive view of employees, and seeks to align their personal goals with those of the organization, thus leading to the development of the two in synergy. For this end, HRM also seeks to provide employees with adequate training and mentoring so that they gain an understanding of processes and systems typical of the organization.
HRM in modern organizations includes the activities concerning workforce planning, recruitment of talent, induction or onboarding, training and development, and compensation and performance appraisal. HRM may also extend to cover travel management, labor relations, and employee benefits administration.
It is the process of searching the potential candidate and offers him or her the job. It is positive in nature in the Indian context.
Process of identifying and hiring best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner
RECRUITMENT PROCESS
The recruiting procedure at a dealership is as follows:
For a particular city
For a particular Dealership
The dealership should release an advertisement.
Depending on availability of infrastructure
Interview of shortlisted/ qualified personnel
MEANING OF SELECTION
It is the process of searching the potential candidate. It is negative in nature in the Indian context. But it is positive in the US context.
Steps in Selection Process
Selection process consists of a series of steps, at each stage, facts
may come light which may lead to the rejection of the applicant. It is a
series of successive hurdles or barriers which an applicant must cross.
These hurdles or screens are designed to eliminate an unqualified candidate at any point in the selection process
There is no standards selection procedure to be used in all
organizations or for all jobs. The complexity of selection procedures increases with the level and responsibility of the position to be filled.
.
1} Preliminary Interview (screening applications)
Initial screening is done to weed out totally
undesirable/unqualified candidates at the outset. It is essentially a
sorting process in which prospective candidates are given the
necessary information about the nature of the job and the
organization, at the same time, the necessary information is also
elicited from the candidates about their education, skills,
experience, salary expected and the like. It helps to determine
whether it is worthwhile for a candidate to fill up the application
form.
2} Application Form
Application form is a traditional and widely used device for
collecting information from candidates. It should provide all the information relevant to selection, where reference for caste, religion,
birth place, may be avoided as it may be regarded an evidence of
discrimination.
3}Selection Test
Psychological tests are being increasingly used in employee
selection, where a test may involve some aspect of an individual’s
attitudes, behavior and performance. Tests are useful when the
number of applicants is large, as at best it reveals that the
candidates who scored above the predetermined cutoff points are
likely to be more successful than those scoring below the cutoff
point.
Selection of employees in an organization is a very critical practice for the Human Resource Management (HRM). Well though selection decisions from the HRM creates a big difference in the kind of employees an organization employs. If the HRM makes a poor selection, then they will end up with underperforming employees, which is the reason as to why proper and effective tools should be applied when selecting employees for any particular job in any organization. During selection processes a number of mangers are usually involved. However, as Bohlander and Snell (2004) line mangers ought to be given adequate information about the candidates so as to make a good selection.
Three selection tools that I would use for a hiring program at a supermarket
When hiring employees to work in a supermarket program, the three selection tools which the HRM should put in use are
1. Requesting for an application
2. Carrying out an interview
3. Giving references
These three tools are important and vital for selecting an employee for a supermarket since they give important and pertinent information about the person to be hired. The benefit of using these three selection tools is clear, to work in a supermarket does not require professional skills and generally the HRM is interested in knowing that the candidate to be employed poses essential skills and can easily adjust to the supermarket setting. Application from the candidate gives you the chance to review if the person has the required skills, carrying out an interview allows you to meet the candidate and see if he/she can handle the work, while references gives a chance to check behavior or character of the prospective employee.(Maund, 2001)
What I think is the best selection tool or combination of selection tools.
For the position of working in the supermarket, the three tools that have been discussed above will all be used in order to get the best candidate. Since working in the supermarket may involve handling cash transaction, it is important that the some in-depth information about the candidate is obtained. To get all these information, all the three tools has to be applied.
Justifying my choice by describing the advantages selected tools
First, the application letter will provide important information, the applicant letter will allow me to know whether the candidate is able to fluently read and comprehend English. Since having a job in the supermarket will need the person to have a good understanding of English language in order to understand each advert place on the various products. Supposing a candidate successfully writes an application without any difficulties, then it assures you that this candidate is qualified to handle supermarket work
4} Employment Interview
Interview is an essential element of selection and no selection
procedure is complete without one or more personal interviews,
where the information collected through application letter or
application forms and tests can be cross-checked in the interview,
where candidates demonstrates their capabilities and strength in
relevant to their academic credentials. selection in interview serves three purposes:
a) obtaining information about the background, education, training,
work history and interests of candidate
b) giving information to candidates about the company, the specific
job and human resource policies; and
c) establishing a friendly relationship between the employer and the
candidate so as to motivate the successful applicant to work for
the organization.
However, in practice interview becomes a one-sided affair serving
only the first purpose.
5} Medical Examination
Applicants who have crossed the above stages are sent for a
physical examination either to the company’s physician or to a medical officer approved for the purpose. Such examination serves
the following purposes:-
a) It determines whether the candidate is physically fit to
perform the job, where those who are physically unfit are
rejected.
b) It reveals existing disabilities and provides a record of the
employee’s health at the time of selection. This record will
help in settling company’s liability under the workmen
compensation Act for claim for any injury.
c) It prevents the employment of people suffering from
contagious diseases.
d) It identifies candidates who are otherwise suitable but require
specific jobs due to physical handicaps and allergies.
6} Reference Checks
The applicant is asked to mention in his application form, the names
and addresses of two or more persons who know him well. These may be his previous employers, heads of education institutions or public figures. These people are requested to provide their frank opinion about the candidate without incurring any liability. In government and public sector organizations, candidates are generally required to route their applications
through their present employers, if any. The opinion of referees can be useful in judging the future behavior and performance of candidate, but is not advisable to rely exclusively on the referees because they are generally biased in favor of the candidate.
(a) Most candidates are employed at the time of their application, and do not wish their employers to know they are looking elsewhere.
(b) Because of
(a) a prospective employer would be breaking a confidence if he or she asked for a reference before an offer of a job
had been made and accepted.
(c) By the time an offer has been accepted, selection is over and the
reference is too late to affect it.
(d) An offer may be made ‘subject to satisfactory references’, but as
most references are received after the candidate has started work,
they can only be used to warn managers of possible faults in the
candidate which in serious cases may eventually lead to warnings
followed by dismissal.
(e) Employers giving references are usually extremely cautious; many
references merely state the job title, the date of employment, and
reasons for leaving.
(f) References are occasionally biased, giving a good reference to hasten an employee’s departure or a poor one because of a grudge.
Therefore, the best references are obtained in person, where there
is a chance to see whether nonverbal behavior matches what is said. If
such a meeting cannot be arranged, telephoning is the next best alternative.
7} Final Approval
In most of the organizations, selection process is carried out by the
human resource department, where the decisions of the department are
recommendatory. The candidates shortlisted by the department are finally approved by the executive of concerned departments or units.
8} Employment.
Employment is offered in the form of an appointment letter
mentioning the post, the rank, the salary grade, the date by which the
candidate should join and other terms and conditions in brief. In some organizations, a contract of service is signed by both the candidate and the representative of the organization. It is at this point where a selected applicant is handled with a letter of offer for a job:
a) The wage or salary offered must not only be appropriate to the job
and attractive to the candidate but consistent with the earnings of
present employees.
b) The job must be named and any special conditions stated, for instance, the first year you will be under training at the head office,
then you will be transferred to up-country branches.
c) The candidate must know the essential conditions of employment,
such as hours of work, holidays, bonuses and fringe benefits.
d) Any provisos must be clearly stated, for example, your employment
will be subject to satisfactory references and medical examinations.
Appointment is generally made on probation of one or two years, where
upon satisfactory performance during this period, the candidate is finally
confirmed in the job on the terms employed with, whether permanent or
contractual basis.
9} Induction.
The process of receiving employees when they begin work,
introducing them to the company and to their colleagues, and informing
them of the activities, customs and traditions of the company is called induction. At this juncture various induction
courses are done to new recruit in order to acclimatize them with the new working environment.
10} Follow – up (Evaluation)
All selection should be validated by follow-up, it a stage where employee is asked how he or she feels about progress to date and the worker’s immediate supervisor is asked for
comments, which are compared with the notes taken at the selection
interview. If a follow-up is unfavourable it is probable that selection has been a fault; the whole process from job specification to interview is then reviewed to see if a better choice can be made next time.
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