netrashetty
Netra Shetty
Avnet, Inc. (NYSE: AVT) is a technology Business-to-business B2B distributor headquartered in Phoenix, Arizona. Electronics Supply & Manufacturing magazine reports that Avnet Inc., a Fortune 500 company, may be the world's largest franchised distributor of electronic components and subsystems. Avnet has 16 centers and locations in more than 34 countries
Recruitment is the practice of attracting a collection of eligible candidates for an available post through particular measures like publicity, broadcasts and announcements (Dessler et al 2007, p.168). has its recruitment in accordance to ADA (Americans with Disabilities Act), along with a strong implementation of Equal Pay Act (1963), Civil Rights Act (1991), Congressional Accountability Act (1995) and other legislations laid down by the US government (See Appendix 9). It is rather note-worthy that has shown its capability in demonstrating such a cohesive branding know-how all through their commodities, promotion, vending and distributing, assisting clients, and hiring or appointing candidates.
3.1 Commence Recruitment
The Director of Human Resources at Headquarters in Cupertino completes the following documents before there is an announcement for a position:
• Recruitment request form
• Job description
• Job classification and suggested salary range
• Interview questions
• Test/Skill evaluation tools
• Criteria for evaluating candidates
3.2 Announcement of Positions
The Human resource department announces the open position and draft advertisements. The job descriptions are circulated to about 340 agencies, universities and organizations. The Hiring Unit has to bear the cost of all other advertising expenses.
3.2.1 Advertisements
Advertising is a prominent source to build a pool of Candidates:
• Print media – Newspapers: State, national or local; Other: specialist magazines/journals (See Appendix 8)
• Other media – radio, television
• Decisions must be made as to which media to use and how the advertisement should be designed to target suitable applicants
3.2.2 Online Advertisements
This refers to recruitment conducted online; taking advantage of ease of use and the wide audience that can be tapped into using the web (Dessler et al 2007)
Collins states, "the process focuses on the premise that a successful project manager must master two primary skill sets: the project manager's technical skills and leadership skills” (Collins 1998). The logic behind such a calculated but decisive selection process is to successfully unite the recruitment process with the enterprising techniques of the establishment so as to help increase its efficiency (Stone 2005, p. 211)
4.1 Receiving complete Application/Resume and begin the Review Process
Applicants are accepted or rejected on the basis of their qualifications and experience in the field of engineering management. The criterion for selection is determined before the actual screening takes place. Once the screening is complete using the criteria of performance and experience, the Hiring Unit interviews at least three applicants.
4.2 Committee/Face to Face Interviews
The interview includes questions that are relevant to the job under focus. The interviewing panel members have to fill the interview evaluation form for each applicant interviewed which is submitted to the Human Resource department. The COO reviews the search committee for all new hires for Project manager level.
Sample Questions:
• What is most important to you in a job?
• Why should we hire you?
• What are your strengths and weaknesses?
Technical Interview:
• Are you familiar with OS 9?
• If a customer asks you to sync music from their iPod to computer, what do you say?
• How do you answer a customer who wants to share music with his friend via
The rapid and ground-breaking developments in technology and globalization and the development of a knowledge-based economy over the past few decades have necessitated tremendous, concomitant changes in the human resources (HR) space.
The role of HR management has changed significantly in the modern business context. What was better known as Industrial Relations/Personnel a few decades ago began to be called HR, and is today becoming better known as Human Capital Management (HCM). This, however, is not merely a change in euphemism for the department that manages employee-related issues—it is representative of a significant metamorphosis, or evolution, of the HR function into an entity that is increasingly being considered a strategic part of organizational development and success. The previous HR focus on process and administration of the organization has now shifted to employee engagement and obtaining the most effective performance from employees. Thus, enhancing human capital is the future face of HCM.
The most significant factor that has contributed to this change is the transformation of the nature of work itself. Over the span of just a few generations, society has moved from being largely agrarian to industrial to knowledge-based. Thus, from a requirement for manual skills, we have moved to the need for knowledge (the sum total of a person's experience, education and expertise
Recruitment is the practice of attracting a collection of eligible candidates for an available post through particular measures like publicity, broadcasts and announcements (Dessler et al 2007, p.168). has its recruitment in accordance to ADA (Americans with Disabilities Act), along with a strong implementation of Equal Pay Act (1963), Civil Rights Act (1991), Congressional Accountability Act (1995) and other legislations laid down by the US government (See Appendix 9). It is rather note-worthy that has shown its capability in demonstrating such a cohesive branding know-how all through their commodities, promotion, vending and distributing, assisting clients, and hiring or appointing candidates.
3.1 Commence Recruitment
The Director of Human Resources at Headquarters in Cupertino completes the following documents before there is an announcement for a position:
• Recruitment request form
• Job description
• Job classification and suggested salary range
• Interview questions
• Test/Skill evaluation tools
• Criteria for evaluating candidates
3.2 Announcement of Positions
The Human resource department announces the open position and draft advertisements. The job descriptions are circulated to about 340 agencies, universities and organizations. The Hiring Unit has to bear the cost of all other advertising expenses.
3.2.1 Advertisements
Advertising is a prominent source to build a pool of Candidates:
• Print media – Newspapers: State, national or local; Other: specialist magazines/journals (See Appendix 8)
• Other media – radio, television
• Decisions must be made as to which media to use and how the advertisement should be designed to target suitable applicants
3.2.2 Online Advertisements
This refers to recruitment conducted online; taking advantage of ease of use and the wide audience that can be tapped into using the web (Dessler et al 2007)
Collins states, "the process focuses on the premise that a successful project manager must master two primary skill sets: the project manager's technical skills and leadership skills” (Collins 1998). The logic behind such a calculated but decisive selection process is to successfully unite the recruitment process with the enterprising techniques of the establishment so as to help increase its efficiency (Stone 2005, p. 211)
4.1 Receiving complete Application/Resume and begin the Review Process
Applicants are accepted or rejected on the basis of their qualifications and experience in the field of engineering management. The criterion for selection is determined before the actual screening takes place. Once the screening is complete using the criteria of performance and experience, the Hiring Unit interviews at least three applicants.
4.2 Committee/Face to Face Interviews
The interview includes questions that are relevant to the job under focus. The interviewing panel members have to fill the interview evaluation form for each applicant interviewed which is submitted to the Human Resource department. The COO reviews the search committee for all new hires for Project manager level.
Sample Questions:
• What is most important to you in a job?
• Why should we hire you?
• What are your strengths and weaknesses?
Technical Interview:
• Are you familiar with OS 9?
• If a customer asks you to sync music from their iPod to computer, what do you say?
• How do you answer a customer who wants to share music with his friend via
The rapid and ground-breaking developments in technology and globalization and the development of a knowledge-based economy over the past few decades have necessitated tremendous, concomitant changes in the human resources (HR) space.
The role of HR management has changed significantly in the modern business context. What was better known as Industrial Relations/Personnel a few decades ago began to be called HR, and is today becoming better known as Human Capital Management (HCM). This, however, is not merely a change in euphemism for the department that manages employee-related issues—it is representative of a significant metamorphosis, or evolution, of the HR function into an entity that is increasingly being considered a strategic part of organizational development and success. The previous HR focus on process and administration of the organization has now shifted to employee engagement and obtaining the most effective performance from employees. Thus, enhancing human capital is the future face of HCM.
The most significant factor that has contributed to this change is the transformation of the nature of work itself. Over the span of just a few generations, society has moved from being largely agrarian to industrial to knowledge-based. Thus, from a requirement for manual skills, we have moved to the need for knowledge (the sum total of a person's experience, education and expertise
Last edited: