netrashetty
Netra Shetty
Ball Corporation (NYSE: BLL), originally Ball Brothers Glass Manufacturing Company, is an American company famous for producing glass canning jars. Founded in 1880, it is currently headquartered in Broomfield, Colorado. The company has expanded into other areas such as avionics, space systems, metal beverage and food containers, aerosol containers and plastic containers.
recognizes that it is essential that they have the best people equipped with the right skills and knowledge to perform their roles to the highest standards. They went talented professionals, who seek self-development opportunities including continuing professional development. In return the Bank offers excellent training and development. They focus development on where they believe that they will get the greatest return, by developing employees strengths.
Recruitment:
To facilitate the recruitment process the candidates can apply online on the web portal or can personally handover their resume to the local branch office HR department. It is the aim of management to recruit young, bright, energetic and enthusiastic graduates and post graduates.
Who are they recruiting?
1. Bright, young graduate or a postgraduate, who cannot wait to start his/ her career in the financial services industry.
2. Consistent academic performer throughout his/her education.
3. Career-oriented person
4. Energetic, ambitious, innovative and business-oriented person.
Recruitment Criteria:
recruits the most talented individuals from the external market to supplement their internal pipeline of talent. Their Human Resources department provides guidance on the use of psychometric tests and has robust recruitment criteria to ensure that all candidates are treated fairly, equally and with respect. It has a global Graduate Recruitment Program; where in the region of 150 graduates are recruited each year on a management trainee program across all businesses, functions and countries.
Selection:
selects employee based on knowledge, skills and talent. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status. They are committed not just providing equality of opportunity to all employee, but also identifying what unique strengths each individual brings to the roles they carry out and the development of these strengths.
Employee health, well-being and safety:
believes that the health and wellbeing of their employees and their families is important. They are concerned not only about the physical health of their employees, but also their mental and emotional well-being. has policies & practices that provide for a safe and healthy working environment. They place importance on the safety and well-being of their staff, communities and on the effect its working and operational processes have on the environment. They are continually developing policies and practices designed to maintain the highest appropriate standards.
Compensation:
At , the compensation package provided to the employees can be divided into two categories. One comprises of the sales personnel who are compensated on their ability to meet their targets. Second is compensating the executives who are responsible for the overall functions of the Bank.
Compensating the Sales Force:
How the Bank presents itself to its corporate as well as individual customers is dependant upon the ability of its sales force. These are the individuals who take and active approach is getting the message out about the Bank’s products and services. How effectively the sales team markets the Bank and in run, how successful it is, is directly related to the sales compensation program.
The key to a successful sales compensation program is achieved in three steps:
1. Clearly defining sales goals that are realistic but challenging
2. Tracking and measuring performance against goals
3. Rewarding achievement with competitive and motivational compensation
Sales compensation packages typically comprise one or more of the following components:
1. Base Salary
2. Periodic incentives tied to short-term goals
3. Annual Incentives tied to longer-term sales activities
4. Commission-based incentives
5. Perquisites to facilitate sales efforts
HRP can help the organization through collecting the right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. Furthermore, HRP is the process of analyzing an organization’s human resource needs and developing plans, policies, and systems to satisfy those needs. It is important that the HRP and the management are setting the human resource objectives and deciding how to meet them thus, they must ensure that the organization is capable in meeting the human resource demands. In the process of HRP, the management should interface with the strategic planning and scanning the environment. Before the implementation of the strategies, there should a monitoring and inventory of the company’s current human resources, then forecast the demand for human resources. The external labor market can help the organization in making decisions in terms of the human resources. The forecast that had been created should be compared with the demand and supply, in order to plan the actions needed to deal with anticipated shortages or overages. The strategies applied in the organization should be first consulted on the employee and might implement the appropriate procurement of feedbacks in order to determine if the organization and the laborers are agreed on the strategies, and to promote the necessary actions to reach the effectiveness.
recognizes that it is essential that they have the best people equipped with the right skills and knowledge to perform their roles to the highest standards. They went talented professionals, who seek self-development opportunities including continuing professional development. In return the Bank offers excellent training and development. They focus development on where they believe that they will get the greatest return, by developing employees strengths.
Recruitment:
To facilitate the recruitment process the candidates can apply online on the web portal or can personally handover their resume to the local branch office HR department. It is the aim of management to recruit young, bright, energetic and enthusiastic graduates and post graduates.
Who are they recruiting?
1. Bright, young graduate or a postgraduate, who cannot wait to start his/ her career in the financial services industry.
2. Consistent academic performer throughout his/her education.
3. Career-oriented person
4. Energetic, ambitious, innovative and business-oriented person.
Recruitment Criteria:
recruits the most talented individuals from the external market to supplement their internal pipeline of talent. Their Human Resources department provides guidance on the use of psychometric tests and has robust recruitment criteria to ensure that all candidates are treated fairly, equally and with respect. It has a global Graduate Recruitment Program; where in the region of 150 graduates are recruited each year on a management trainee program across all businesses, functions and countries.
Selection:
selects employee based on knowledge, skills and talent. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status. They are committed not just providing equality of opportunity to all employee, but also identifying what unique strengths each individual brings to the roles they carry out and the development of these strengths.
Employee health, well-being and safety:
believes that the health and wellbeing of their employees and their families is important. They are concerned not only about the physical health of their employees, but also their mental and emotional well-being. has policies & practices that provide for a safe and healthy working environment. They place importance on the safety and well-being of their staff, communities and on the effect its working and operational processes have on the environment. They are continually developing policies and practices designed to maintain the highest appropriate standards.
Compensation:
At , the compensation package provided to the employees can be divided into two categories. One comprises of the sales personnel who are compensated on their ability to meet their targets. Second is compensating the executives who are responsible for the overall functions of the Bank.
Compensating the Sales Force:
How the Bank presents itself to its corporate as well as individual customers is dependant upon the ability of its sales force. These are the individuals who take and active approach is getting the message out about the Bank’s products and services. How effectively the sales team markets the Bank and in run, how successful it is, is directly related to the sales compensation program.
The key to a successful sales compensation program is achieved in three steps:
1. Clearly defining sales goals that are realistic but challenging
2. Tracking and measuring performance against goals
3. Rewarding achievement with competitive and motivational compensation
Sales compensation packages typically comprise one or more of the following components:
1. Base Salary
2. Periodic incentives tied to short-term goals
3. Annual Incentives tied to longer-term sales activities
4. Commission-based incentives
5. Perquisites to facilitate sales efforts
HRP can help the organization through collecting the right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. Furthermore, HRP is the process of analyzing an organization’s human resource needs and developing plans, policies, and systems to satisfy those needs. It is important that the HRP and the management are setting the human resource objectives and deciding how to meet them thus, they must ensure that the organization is capable in meeting the human resource demands. In the process of HRP, the management should interface with the strategic planning and scanning the environment. Before the implementation of the strategies, there should a monitoring and inventory of the company’s current human resources, then forecast the demand for human resources. The external labor market can help the organization in making decisions in terms of the human resources. The forecast that had been created should be compared with the demand and supply, in order to plan the actions needed to deal with anticipated shortages or overages. The strategies applied in the organization should be first consulted on the employee and might implement the appropriate procurement of feedbacks in order to determine if the organization and the laborers are agreed on the strategies, and to promote the necessary actions to reach the effectiveness.
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