netrashetty
Netra Shetty
Arbitron is a consumer research company in the United States that collects listener data on radio audiences. It was founded as American Research Bureau (ARB) by Jim Seiler in 1949 and became national by merging with L.A. based Coffin, Cooper and Clay in the early 1950s. The company's initial business was the collection of television broadcast ratings.
The company changed its name to Arbitron in the mid 1960s, the namesake of the Arbitron System - a centralized statistical computer with leased lines to viewers' homes to monitor their activity. Deployed in New York, it gave instant ratings data on what people were watching. A reporting board would light up to indicate what home was listening to what broadcast.
RECRUITMENT & SELECTION PROCESS:
Their recruitment process includes both internal and external methods.
INTERNAL METHODS: The company uses :
EMPLOYEE REFERRALS- It is a recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among
the people they know. The logic behind employee referral is that “it takes one to know one”.The post for which they prefer this process is SALES MANAGER, SENIOR SALES MANAGER, ASSISTANT SALES MANAGER.Benefits of this method are as follows:
•Quality Candidates
•Cost savings
•Faster recruitment cycles.
•Incentives to current employees
On the other hand it is important for an organization to ensure that
nepotism or favoritism does not happen, and that such aspects do not
make inroads into the recruitment process.
JOB POSTING- For job posting they use ‘Intranet’.
Job Posting is an arrangement in which a firm internally posts a list of
open positions (with their descriptions and requirements) so that the
existing employees who wish to move to different functional areas may
apply. It is also known as Job bidding. It helps the qualified employees
working in the organization to scale new heights, instead of looking for
better perspectives outside. It also helps organization to retain its
experienced and promising employees.
EXTERNAL METHODS:
1. FORMER EMPLOYEES-The company hires back its best ex-employees especially for Senior Sales Manager post.
2. COLLEGES-From colleges they recruit candidates for Sales Manager & Sales Executives posts. The minimum salary package for the freshers is 1.8 lacs for Area Sales Manager,2.5 lacs for Sales Manager,3.5 lacs for Senior Sales Manager.
3. JOB FAIR-Recruiting method engaged in by a single employer or group of employers to attract the large number of applicants to one location for interviews.
4. ADVERTISING- Advertisements are the most common form of external recruitment.
They can be found in many places (local and national newspapers,
notice boards, recruitment fairs) and should include some important
information relating to the job (job title, pay package, location, job
description, how to apply-either by CV or application form, etc). Where
a business chooses to advertise will depend on the cost of advertising
and the coverage needed i.e. How far away people will consider
applying for the job.
*THROUGH PRINT AND ELECTRONIC MEDIA BOTH.
The company uses PASSES technique for selection.
P-Prospect
A-Approach
S-Seminar
S-Screening
E-Evaluation
S-Selection
• PROSPECT-They check whether the candidate is fit for the job or not.
• APPROACH-The company approaches with the candidates through emails or telephone.
• SEMINAR-The company then conducts seminar. For major seminars they hire hotels but for small ones they prefer company’s training room.
• SCREENING-They communicate the job profile to the filtered candidates.
• EVALUATION-They give them basically the sales target, or evaluate them on the basis of experience, age factor, communication skills. This is a kind of WORK SAMPLE TESTING.
• SELECTION-Finally they select the candidate on the basis of the results of evaluation.
INTERVIEWS:
They prefer STRUCTURED INTERVIEWS in which they prefer questions regarding family background, work experience and interpersonal skills.
METHODS OF INTERVIEWS:
ONE-ON-ONE INTERVIEW-Applicant meets one by one with the interviewer.
Interview process takes place as follows:
• INITIAL BRANCH LEVEL INTERVIEW-Branch manager takes such interviews mainly to select the localites who are best suited for the job.
• REGIONAL BRANCH INTERVIEW-Regional branch manager takes the interview & his decision to select or reject the candidate is final.
For a company that is facing different business issues that involves multiple stakeholders in various markets, the straight approach to coming up with its vision, values and strategic objectives is hideously insufficient. Another option regarding the approach is to set a strategic intent that focuses on the whole-system approach such as the one that is used and applied in the Appreciative Inquiry, a strength-based approach to scaling change. While still in its infancy as an approach to creating sustainable value, Appreciative Inquiry has been successfully used by many companies facing sustainability challenges. It allows participants to discover the best of their shared experiences and knowledge and tap into the larger capacity of the system for the process of cooperation. Thus, the efforts to determine and detail the positive core such as the past, present and future abilities of the whole system lead to a vision, values and strategic objectives that are incorporated with the societal stakeholders’ issues (Laszlo & Cescau 2008, p. 154).
It is important to consider that human resource development is the framework that is used in order to help the employees to develop their personal as well as organizational skills, knowledge as well as abilities. It includes the different aspects such as the opportunities of employee training, career development, performance management and development, coaching, succession planning, key employee identification, tuition assistance as well as organization development
The company changed its name to Arbitron in the mid 1960s, the namesake of the Arbitron System - a centralized statistical computer with leased lines to viewers' homes to monitor their activity. Deployed in New York, it gave instant ratings data on what people were watching. A reporting board would light up to indicate what home was listening to what broadcast.
RECRUITMENT & SELECTION PROCESS:
Their recruitment process includes both internal and external methods.
INTERNAL METHODS: The company uses :
EMPLOYEE REFERRALS- It is a recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among
the people they know. The logic behind employee referral is that “it takes one to know one”.The post for which they prefer this process is SALES MANAGER, SENIOR SALES MANAGER, ASSISTANT SALES MANAGER.Benefits of this method are as follows:
•Quality Candidates
•Cost savings
•Faster recruitment cycles.
•Incentives to current employees
On the other hand it is important for an organization to ensure that
nepotism or favoritism does not happen, and that such aspects do not
make inroads into the recruitment process.
JOB POSTING- For job posting they use ‘Intranet’.
Job Posting is an arrangement in which a firm internally posts a list of
open positions (with their descriptions and requirements) so that the
existing employees who wish to move to different functional areas may
apply. It is also known as Job bidding. It helps the qualified employees
working in the organization to scale new heights, instead of looking for
better perspectives outside. It also helps organization to retain its
experienced and promising employees.
EXTERNAL METHODS:
1. FORMER EMPLOYEES-The company hires back its best ex-employees especially for Senior Sales Manager post.
2. COLLEGES-From colleges they recruit candidates for Sales Manager & Sales Executives posts. The minimum salary package for the freshers is 1.8 lacs for Area Sales Manager,2.5 lacs for Sales Manager,3.5 lacs for Senior Sales Manager.
3. JOB FAIR-Recruiting method engaged in by a single employer or group of employers to attract the large number of applicants to one location for interviews.
4. ADVERTISING- Advertisements are the most common form of external recruitment.
They can be found in many places (local and national newspapers,
notice boards, recruitment fairs) and should include some important
information relating to the job (job title, pay package, location, job
description, how to apply-either by CV or application form, etc). Where
a business chooses to advertise will depend on the cost of advertising
and the coverage needed i.e. How far away people will consider
applying for the job.
*THROUGH PRINT AND ELECTRONIC MEDIA BOTH.
The company uses PASSES technique for selection.
P-Prospect
A-Approach
S-Seminar
S-Screening
E-Evaluation
S-Selection
• PROSPECT-They check whether the candidate is fit for the job or not.
• APPROACH-The company approaches with the candidates through emails or telephone.
• SEMINAR-The company then conducts seminar. For major seminars they hire hotels but for small ones they prefer company’s training room.
• SCREENING-They communicate the job profile to the filtered candidates.
• EVALUATION-They give them basically the sales target, or evaluate them on the basis of experience, age factor, communication skills. This is a kind of WORK SAMPLE TESTING.
• SELECTION-Finally they select the candidate on the basis of the results of evaluation.
INTERVIEWS:
They prefer STRUCTURED INTERVIEWS in which they prefer questions regarding family background, work experience and interpersonal skills.
METHODS OF INTERVIEWS:
ONE-ON-ONE INTERVIEW-Applicant meets one by one with the interviewer.
Interview process takes place as follows:
• INITIAL BRANCH LEVEL INTERVIEW-Branch manager takes such interviews mainly to select the localites who are best suited for the job.
• REGIONAL BRANCH INTERVIEW-Regional branch manager takes the interview & his decision to select or reject the candidate is final.
For a company that is facing different business issues that involves multiple stakeholders in various markets, the straight approach to coming up with its vision, values and strategic objectives is hideously insufficient. Another option regarding the approach is to set a strategic intent that focuses on the whole-system approach such as the one that is used and applied in the Appreciative Inquiry, a strength-based approach to scaling change. While still in its infancy as an approach to creating sustainable value, Appreciative Inquiry has been successfully used by many companies facing sustainability challenges. It allows participants to discover the best of their shared experiences and knowledge and tap into the larger capacity of the system for the process of cooperation. Thus, the efforts to determine and detail the positive core such as the past, present and future abilities of the whole system lead to a vision, values and strategic objectives that are incorporated with the societal stakeholders’ issues (Laszlo & Cescau 2008, p. 154).
It is important to consider that human resource development is the framework that is used in order to help the employees to develop their personal as well as organizational skills, knowledge as well as abilities. It includes the different aspects such as the opportunities of employee training, career development, performance management and development, coaching, succession planning, key employee identification, tuition assistance as well as organization development