netrashetty
Netra Shetty
Assurant is a specialty insurance company headquartered in New York City. Assurant’s four businesses provide a wide range of insurance products and related services, including creditor-placed homeowners insurance, manufactured housing homeowners insurance, credit insurance, individual health and small employer group health insurance, group dental insurance, group disability insurance, group life insurance, pre-funded funeral insurance, and extended warranties for electronics, appliances, and vehicles. The Fortune 500 company distributes its insurance products and services through various distribution channels.[3]
There are numerous ways in which we can recruit employees to fill the job vacancy. However, if we use the wrong type of media, we can end up spending a lot of time re-advertising, re-interviewing or employing the wrong person. Advertising job vacancies is the right type of selecting employees because it clearly describes the responsibilities involved for the job (Graham and Bennett, 1998). Interview is another important parameter to recruit right person for the right job because it is the two way selection device; applicant learns about the job and the manager learns about the applicant.
Recruitment agencies and job centre will recruit and generally keep an up-to-date database of experience potential employees. They take the time out of advertising, interviewing and selecting candidates, and can hand you a ready made employee to fit your job specification. They offer part full-time candidates. If a specialist candidate is required, a job agency has the expertise to attract the right person. Newspaper or specialist magazine, this is an method as it reaches a large audience in a short space of time, often resulting in a significant amount of interest.
One can also target an area or specialist profession as there are multitudes of magazines and newspapers on offer to choose from. However, you may find that the more specialized or selective you become, the more you have to pay to the advertisement, so it can work our quire expensive. Additionally, if you want to attract the right candidate, you need to have some publishing skills to produce an attractive advertisement. You can of course use a specialist publishing company to design the right ad, but this will again cost you money.
In the recruitment process the candidates who either charted institute of personality and development (CIPD) qualified or prepared to undertake the training are to be recruited. Because, these candidates can easily understand the prisoners since they have the direct impact on the work while undergoing the training. Person recruited to the organization should purely be on the basis of personal qualifications that suit the nature of job and not directing towards their genders, ethnic, age and other relative factors .
Selection completes the stage of creation of the workforce. The prison managers have to select the staffs and other employees from among the pool recruited. The HR manager has to short list the candidates for the selection process. Selection is a process of ensuring that the candidate has a precise picture of what the organization is offering, so that applicant can make a sensible choice, and that the organization effectively evaluates and appoints the best possible candidate for the particular position (Voss et al, 1992).
Selection is a decision making activity, if the recruitment process is open, selection decision making normally take place (Townley, 1994). Right person approach is entirely concerned with the individual. The person chosen is the one who fits. Organizational selection strategy implies the need for particular kinds of work to be done with the right kind of people. Selection is the process of searching for and then identifying an appropriate match between the individual, the job, the work group, and organization.
PERFORMANCE APPRAISAL
-The Performance Appraisal techniques seemed quite dull without proper leveraging.
- Graphic Rating Scale alone will be a less reliable tool for performance evaluation, although interview will help to a certain extent.
- A viable and effective solution could be ‘CRITICAL INCIDENT METHOD’ which would ensure that the person is judged on his actions at various time frames of his job.
- Critical Incident Method, rates the employee on the basis of his response (good or poor ) to critical situation i.e. a contingency.
- Thus it also gives us an idea as to which employees and how much capable they are of taking the responsibilities in absence of a leader or in a tight situation.
ENTERTAINMENT PROGRAMS
-The working environment is becomes quite boring due monotony of work at premises. Some entertainment program such informal meeting in small parties can be arranged to keep the employees afresh in spite of the work load and pressures.
- Further picnics on short trips can be arranged to develop a bond among the co-workers, because its while enjoying that people come closer and that closeness can reap benefits when they get back to serious work.
- It will also make the employees feel that life is much more than just working at office like place.
THE ROLE OF HR IN QUALITY MANAGEMENT
-Quality programs rely so heavily on well-trained, committed employees that it’s hard to separate the two.
-Thus at , the HR department has made it a point to stress heavily on quality factors right from the beginning to all stages of training and even after that.
- Due to giant appliances used for the steel production which require utmost care while setting them up for the production, as a minor fault can disastrous or might spoil an entire lot of production, which could prove huge losses.
- Thus to make it very clear that even a very low margin of error is not acceptable, the mistakes are heavily discouraged by monetary fines and even demotion or termination in extreme cases.
LEADERSHIP ASPECT
-At LTD. a very sound leadership technique is used wherein the employees feel themselves to be very much a part of the organization.
- As each employee every year gets a chance to give feed back and suggestions for his own as well the organization’s development, he is highly motivated to work at an emotional level for the organization.
- The only recommendation that we could give that a gap of an year for providing a feedback is too long a period. We suggest to carry on the same practice at intervals of six months.
There are numerous ways in which we can recruit employees to fill the job vacancy. However, if we use the wrong type of media, we can end up spending a lot of time re-advertising, re-interviewing or employing the wrong person. Advertising job vacancies is the right type of selecting employees because it clearly describes the responsibilities involved for the job (Graham and Bennett, 1998). Interview is another important parameter to recruit right person for the right job because it is the two way selection device; applicant learns about the job and the manager learns about the applicant.
Recruitment agencies and job centre will recruit and generally keep an up-to-date database of experience potential employees. They take the time out of advertising, interviewing and selecting candidates, and can hand you a ready made employee to fit your job specification. They offer part full-time candidates. If a specialist candidate is required, a job agency has the expertise to attract the right person. Newspaper or specialist magazine, this is an method as it reaches a large audience in a short space of time, often resulting in a significant amount of interest.
One can also target an area or specialist profession as there are multitudes of magazines and newspapers on offer to choose from. However, you may find that the more specialized or selective you become, the more you have to pay to the advertisement, so it can work our quire expensive. Additionally, if you want to attract the right candidate, you need to have some publishing skills to produce an attractive advertisement. You can of course use a specialist publishing company to design the right ad, but this will again cost you money.
In the recruitment process the candidates who either charted institute of personality and development (CIPD) qualified or prepared to undertake the training are to be recruited. Because, these candidates can easily understand the prisoners since they have the direct impact on the work while undergoing the training. Person recruited to the organization should purely be on the basis of personal qualifications that suit the nature of job and not directing towards their genders, ethnic, age and other relative factors .
Selection completes the stage of creation of the workforce. The prison managers have to select the staffs and other employees from among the pool recruited. The HR manager has to short list the candidates for the selection process. Selection is a process of ensuring that the candidate has a precise picture of what the organization is offering, so that applicant can make a sensible choice, and that the organization effectively evaluates and appoints the best possible candidate for the particular position (Voss et al, 1992).
Selection is a decision making activity, if the recruitment process is open, selection decision making normally take place (Townley, 1994). Right person approach is entirely concerned with the individual. The person chosen is the one who fits. Organizational selection strategy implies the need for particular kinds of work to be done with the right kind of people. Selection is the process of searching for and then identifying an appropriate match between the individual, the job, the work group, and organization.
PERFORMANCE APPRAISAL
-The Performance Appraisal techniques seemed quite dull without proper leveraging.
- Graphic Rating Scale alone will be a less reliable tool for performance evaluation, although interview will help to a certain extent.
- A viable and effective solution could be ‘CRITICAL INCIDENT METHOD’ which would ensure that the person is judged on his actions at various time frames of his job.
- Critical Incident Method, rates the employee on the basis of his response (good or poor ) to critical situation i.e. a contingency.
- Thus it also gives us an idea as to which employees and how much capable they are of taking the responsibilities in absence of a leader or in a tight situation.
ENTERTAINMENT PROGRAMS
-The working environment is becomes quite boring due monotony of work at premises. Some entertainment program such informal meeting in small parties can be arranged to keep the employees afresh in spite of the work load and pressures.
- Further picnics on short trips can be arranged to develop a bond among the co-workers, because its while enjoying that people come closer and that closeness can reap benefits when they get back to serious work.
- It will also make the employees feel that life is much more than just working at office like place.
THE ROLE OF HR IN QUALITY MANAGEMENT
-Quality programs rely so heavily on well-trained, committed employees that it’s hard to separate the two.
-Thus at , the HR department has made it a point to stress heavily on quality factors right from the beginning to all stages of training and even after that.
- Due to giant appliances used for the steel production which require utmost care while setting them up for the production, as a minor fault can disastrous or might spoil an entire lot of production, which could prove huge losses.
- Thus to make it very clear that even a very low margin of error is not acceptable, the mistakes are heavily discouraged by monetary fines and even demotion or termination in extreme cases.
LEADERSHIP ASPECT
-At LTD. a very sound leadership technique is used wherein the employees feel themselves to be very much a part of the organization.
- As each employee every year gets a chance to give feed back and suggestions for his own as well the organization’s development, he is highly motivated to work at an emotional level for the organization.
- The only recommendation that we could give that a gap of an year for providing a feedback is too long a period. We suggest to carry on the same practice at intervals of six months.
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