netrashetty
Netra Shetty
AnaSpec Inc. is a biotechnology company headquartered in Fremont, California. Located in the Silicon Valley, it is a provider of custom and catalog research peptides[1], antibodies, dyes, assay kits, synthesis reagents, oligonucleotides, and PCR kits. AnaSpec focuses on multiple technologies: peptides, detection reagents (including dyes and antibodies), combinatorial chemistry, oligonucleotides, and PCR
recruitment. It has given different names to both these functions that is: Descon Engineering is a multi dimensional engineering, construction and manufacturing company operating in Pakistan and the Middle East. With over million man hours of construction work executed in industrial and infrastructure projects, Descon employs over 34000 professionals and other personal.
Resourcing refers to internal recruitment the Descon that is; they try to attract candidates for vacant jobs from within the organization. Recruitment only refers to external recruitment that is locating candidates from outside the firm, which may include fresh graduates of people working in other firms. However, it must be noted that Descon prefers resourcing to recruitment.
4.1 The Resourcing Process
The resourcing process at Descon is conducted in a well planned in an efficient manner. Resourcing process can be summarized as:
• Identification of Job Vacancy
• Job Description forwarded by respective departments
• Determination of Grade and Designation
• Job Posting
• Candidates contact HR Department
4.1.1 Steps in the Resourcing Process
Now we will discuss all the steps involved in the resourcing process in turn.
1) Identification of Job Vacancy
If an employee of the company leaves the firm due to any reason. This may be deliberate resignation to move to another firm. This may also any other reasons such as, retirement, termination or death, a vacancy is formed at the respective department of the company. The department, carefully analyzed in all its respects identifies this vacancy and the job description is forwarded to the workers of the human resource department.
2) Job Description Forwarded By Respective Department
Then the department, in which the vacancy is created, sends a complete Job Analysis Information to the HR Department. Thus, the Department forwards a complete document to HR specialists so that they can analyze the job correctly and efficiently.
3) Determination of Grade and Designation
When respective departments have identified the vacancy and the job description has been sent to HR Department, the HR Department decides on the grade and designation of the vacancy.
4) Job Posting
This is the most common practice at Descon. Moreover; the reporting time is also specified within which the candidate should contact the HR Department.
5) Candidates contact HR Department
After job has been posted, the candidates who are interested contact the HR Department via mail, telephone or face to face. The candidates will include
• People working within the same branch of Descon.
• People working in some other branch of Descon.
4.1.2 Management’s View on the Resourcing Process
The management of Descon holds that resourcing or internal recruitment is better:
Because people not only seek a job at Descon but also find a prolonged career in the company, basically it is Project Company.
4.1.3 The Recruitment Process
In Descon recruitment refers to external recruitment only that is people are hired from outside the firm. The recruitment process involves the following steps:
• Internal unavailability of appropriate personal
• Screening of Available Resumes
4.2 Sop for Clerical/ Labor Job
Descon engineering is undertaking a major expansion in its capacity to provide comprehensive, multi discipline engineering services in petroleum oil and gas, power generation petrochemical and chemical industry sector for EPPC projects. It is project based organization. Descon is renowned of diverse offer of training and development measures. They provide state of art facilities to conduct internal or external training.
These trainings covers development of fresh gradates, project managers, department heads, technical staff and potential leader.
Market realities and sustainable competitive advantages are not the basis for success for successful organizations. For the success of an organization there are many factors that entangled with the organizational behavior and infrastructure. One of the important factor is human capital. Many companies believe their treasure is actually their human capital and it is the most important asset for them. The quantitative elements of a successful management generally include facts and figures. But if we speak about the qualitative aspects of the psychological result of perception and learning and reasoning will actually result either to make or break an organization.
Managing employees to contribute for the achievement of the strategic targets of the organization either individually or collectively is called Human Resources Management (HRM). It is common that all employees in an organization are having their own perceptions, their own mental maps and own goals and there exists differences in personalities of the individuals. The main responsibility of HRM lies on managing the psychology of individual as well as groups for achieving the organizational perspectives.
recruitment. It has given different names to both these functions that is: Descon Engineering is a multi dimensional engineering, construction and manufacturing company operating in Pakistan and the Middle East. With over million man hours of construction work executed in industrial and infrastructure projects, Descon employs over 34000 professionals and other personal.
Resourcing refers to internal recruitment the Descon that is; they try to attract candidates for vacant jobs from within the organization. Recruitment only refers to external recruitment that is locating candidates from outside the firm, which may include fresh graduates of people working in other firms. However, it must be noted that Descon prefers resourcing to recruitment.
4.1 The Resourcing Process
The resourcing process at Descon is conducted in a well planned in an efficient manner. Resourcing process can be summarized as:
• Identification of Job Vacancy
• Job Description forwarded by respective departments
• Determination of Grade and Designation
• Job Posting
• Candidates contact HR Department
4.1.1 Steps in the Resourcing Process
Now we will discuss all the steps involved in the resourcing process in turn.
1) Identification of Job Vacancy
If an employee of the company leaves the firm due to any reason. This may be deliberate resignation to move to another firm. This may also any other reasons such as, retirement, termination or death, a vacancy is formed at the respective department of the company. The department, carefully analyzed in all its respects identifies this vacancy and the job description is forwarded to the workers of the human resource department.
2) Job Description Forwarded By Respective Department
Then the department, in which the vacancy is created, sends a complete Job Analysis Information to the HR Department. Thus, the Department forwards a complete document to HR specialists so that they can analyze the job correctly and efficiently.
3) Determination of Grade and Designation
When respective departments have identified the vacancy and the job description has been sent to HR Department, the HR Department decides on the grade and designation of the vacancy.
4) Job Posting
This is the most common practice at Descon. Moreover; the reporting time is also specified within which the candidate should contact the HR Department.
5) Candidates contact HR Department
After job has been posted, the candidates who are interested contact the HR Department via mail, telephone or face to face. The candidates will include
• People working within the same branch of Descon.
• People working in some other branch of Descon.
4.1.2 Management’s View on the Resourcing Process
The management of Descon holds that resourcing or internal recruitment is better:
Because people not only seek a job at Descon but also find a prolonged career in the company, basically it is Project Company.
4.1.3 The Recruitment Process
In Descon recruitment refers to external recruitment only that is people are hired from outside the firm. The recruitment process involves the following steps:
• Internal unavailability of appropriate personal
• Screening of Available Resumes
4.2 Sop for Clerical/ Labor Job
Descon engineering is undertaking a major expansion in its capacity to provide comprehensive, multi discipline engineering services in petroleum oil and gas, power generation petrochemical and chemical industry sector for EPPC projects. It is project based organization. Descon is renowned of diverse offer of training and development measures. They provide state of art facilities to conduct internal or external training.
These trainings covers development of fresh gradates, project managers, department heads, technical staff and potential leader.
Market realities and sustainable competitive advantages are not the basis for success for successful organizations. For the success of an organization there are many factors that entangled with the organizational behavior and infrastructure. One of the important factor is human capital. Many companies believe their treasure is actually their human capital and it is the most important asset for them. The quantitative elements of a successful management generally include facts and figures. But if we speak about the qualitative aspects of the psychological result of perception and learning and reasoning will actually result either to make or break an organization.
Managing employees to contribute for the achievement of the strategic targets of the organization either individually or collectively is called Human Resources Management (HRM). It is common that all employees in an organization are having their own perceptions, their own mental maps and own goals and there exists differences in personalities of the individuals. The main responsibility of HRM lies on managing the psychology of individual as well as groups for achieving the organizational perspectives.
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