netrashetty
Netra Shetty
The Bosch Brewing Company was a small brewery on the Keweenaw Peninsula, in the western part of the Upper Peninsula of the state of Michigan, United States. The company operated under different names from 1874 to 1973.
The founder of The Bosch Brewing Company, Joseph Bosch, was the son of a beer brewer, and had always wanted to enter the brewing business. His family came to the United States from Baden, Germany. In 1867 the family moved from Port Washington, Wisconsin to Houghton, Michigan, then to Lake Linden, Michigan a few years later. Joseph Bosch spent several years traveling, to Milwaukee, Cleveland, and Louisville to learn the art of brewing.
Key Elements in Recruitment and Selection Process
The Recruitment process
The purpose of the staffing process is to target workers most likely to perform the jobs in an organization efficiently. This entails an attempt to identify the kind of information necessary for predicting each candidate's probability to succeed or fail in adjusting to work prior to being hired by the organization (Tziner 1990). Today’s successful organizations need to hire the most qualified people they can at the most competitive price. Before an organization is able to hire an individual, it must locate qualified applicants who are interested in working for the organization. How does an organization attract these qualified people? Through the recruitment process and it represents one of the major responsibilities of the HRM function (Howitt 2001) It is a responsibility that if not effectively and efficiently completed can almost single-handedly ensure limited success for the organization. Recruitment is the process by which organizations discover, develop, seek, and attract individuals to fill actual or anticipated job vacancies (Korman & Kraut, 1999). Recruitment is directly related to both HRM planning and selection. Recruitment can be quite expensive when one considers the cost of advertising, agency fees, employee referral bonuses, applicant and staff travel, relocation costs, and recruiter salaries. Although recruitment can be quite expensive, organizations have not always treated it as systematically as other HRM functions, such as selection. However, in recent years organizations have increasingly recognized that failure to systematically recruit employees can impact their success (Sims 1998).There is every indication that organizations will continue to see the value of recruitment to their success. The magnitude of an organization’s recruiting effort and the methods to be used in that recruiting effort are determined from HRM planning. Recruitment follows HRM planning and job analysis and goes hand in hand with the selection process by which organizations evaluate the suitability of candidates for various jobs (Sims 2002). The actual act of identifying candidates or recruiting for the best personnel was formerly the sole and inclusive responsibility of the recruiter along with his or her other job responsibilities as time passed the sourcing job has been split into various people who have dedicated roles and job functions.
The current recruitment process focuses on making sure that the most qualified personnel can be hired by the company. In this process various things are considered and that includes the educational achievement, capabilities, educational background and skills of the applicant. Companies can either use their own HR to recruit personnel or they avail the services of employment agencies who will hire the staff for them. In some cases in house recruitment is used as an alternative recruitment process. The recruitment process involves around three steps. The first step is sourcing. In this step the main function is to let people know that there is a job vacancy in the company. In sourcing, the company makes sure that it leverages its techniques so that it can identify candidates in any easily accessible public forum. Sourcing requires the uncovering of candidate information via various methods to uncover data on people, their role, title, responsibilities and how they will fit in the job. This step involves advertising for the job and researching for possible applicants for the job. In advertising for the job, various means are used and that includes the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs.
Compensation
They provide PF( provident fund ), ESIC (Employee State Insurance Corporation ), Gratuity, Bonus .They provide motivational incentive on the basis of production .
NO work pressure
We found that the employees of this company were satisfied .They follow flexible timings which means that the employees are given a target which they have to finish within the time. Actions taken what if employees take leave more than schedule.
For Middle level employee
First a letter is sent to the employee , if the employee do not report within 3-4 days . If not replied within prescribed days then within 10-15days again a letter sent with a notice to warn the employee.
Final termination letter is issued in the name of the employee after 15 days if not reported.
For lower level employee relaxation is more than that for middle level employees which is total 45 days.
For low level employees
The casual leave provided by the company in 1 year is 8 days & for middle & higher level employees is 12 days. Earned leave provided for the employees vary from 15 – 30 days in a year but this money will be refunded only when an employee leaves the organization.
No structured feedback –
They have decentralized environment where free flow of communication is being followed .Employees can discuss their family matters as well as work related problems with their co-employees as well as higher level employees in order to seek guidance as well as financial help.
Good growth opportunity
Low level employees
Salary is fixed by State Government which is 3452 Rs in UP while company pays 4900 to 5000 Rs to each lab our which is fixed. So they have no growth opportunity.
Middle level employees
They have more opportunities as compared to low level employees. Marketing guys can get increment in their salary by selling more products. If middle level employees perform well on the job then they can be promoted easily without any time foundation for e.g. . Area Sales Officer can get promoted to Sales officer within a year or so on the basis of his performance for the company.
Transparency in work culture
Daily call report is maintained & viewed & target is analyzed on weekly basis & actions are taken accordingly.
Quality work
They manufacture 1600 Ayurvedic Medicines .Their core business is in Ayurvedic Medicines.They got Nagarjuna Award in 2005 in Jaipur & in 2009 in Delhi for best Quality by President of India. They are not only confined in selling products to their native country but also export their quality products.
Environment
To give the family atmosphere they celebrate the Birthdays & Anniversaries of their employees & give farewell to those who have worked for more than 5 years. This shows that they are socially active as well.
The founder of The Bosch Brewing Company, Joseph Bosch, was the son of a beer brewer, and had always wanted to enter the brewing business. His family came to the United States from Baden, Germany. In 1867 the family moved from Port Washington, Wisconsin to Houghton, Michigan, then to Lake Linden, Michigan a few years later. Joseph Bosch spent several years traveling, to Milwaukee, Cleveland, and Louisville to learn the art of brewing.
Key Elements in Recruitment and Selection Process
The Recruitment process
The purpose of the staffing process is to target workers most likely to perform the jobs in an organization efficiently. This entails an attempt to identify the kind of information necessary for predicting each candidate's probability to succeed or fail in adjusting to work prior to being hired by the organization (Tziner 1990). Today’s successful organizations need to hire the most qualified people they can at the most competitive price. Before an organization is able to hire an individual, it must locate qualified applicants who are interested in working for the organization. How does an organization attract these qualified people? Through the recruitment process and it represents one of the major responsibilities of the HRM function (Howitt 2001) It is a responsibility that if not effectively and efficiently completed can almost single-handedly ensure limited success for the organization. Recruitment is the process by which organizations discover, develop, seek, and attract individuals to fill actual or anticipated job vacancies (Korman & Kraut, 1999). Recruitment is directly related to both HRM planning and selection. Recruitment can be quite expensive when one considers the cost of advertising, agency fees, employee referral bonuses, applicant and staff travel, relocation costs, and recruiter salaries. Although recruitment can be quite expensive, organizations have not always treated it as systematically as other HRM functions, such as selection. However, in recent years organizations have increasingly recognized that failure to systematically recruit employees can impact their success (Sims 1998).There is every indication that organizations will continue to see the value of recruitment to their success. The magnitude of an organization’s recruiting effort and the methods to be used in that recruiting effort are determined from HRM planning. Recruitment follows HRM planning and job analysis and goes hand in hand with the selection process by which organizations evaluate the suitability of candidates for various jobs (Sims 2002). The actual act of identifying candidates or recruiting for the best personnel was formerly the sole and inclusive responsibility of the recruiter along with his or her other job responsibilities as time passed the sourcing job has been split into various people who have dedicated roles and job functions.
The current recruitment process focuses on making sure that the most qualified personnel can be hired by the company. In this process various things are considered and that includes the educational achievement, capabilities, educational background and skills of the applicant. Companies can either use their own HR to recruit personnel or they avail the services of employment agencies who will hire the staff for them. In some cases in house recruitment is used as an alternative recruitment process. The recruitment process involves around three steps. The first step is sourcing. In this step the main function is to let people know that there is a job vacancy in the company. In sourcing, the company makes sure that it leverages its techniques so that it can identify candidates in any easily accessible public forum. Sourcing requires the uncovering of candidate information via various methods to uncover data on people, their role, title, responsibilities and how they will fit in the job. This step involves advertising for the job and researching for possible applicants for the job. In advertising for the job, various means are used and that includes the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs.
Compensation
They provide PF( provident fund ), ESIC (Employee State Insurance Corporation ), Gratuity, Bonus .They provide motivational incentive on the basis of production .
NO work pressure
We found that the employees of this company were satisfied .They follow flexible timings which means that the employees are given a target which they have to finish within the time. Actions taken what if employees take leave more than schedule.
For Middle level employee
First a letter is sent to the employee , if the employee do not report within 3-4 days . If not replied within prescribed days then within 10-15days again a letter sent with a notice to warn the employee.
Final termination letter is issued in the name of the employee after 15 days if not reported.
For lower level employee relaxation is more than that for middle level employees which is total 45 days.
For low level employees
The casual leave provided by the company in 1 year is 8 days & for middle & higher level employees is 12 days. Earned leave provided for the employees vary from 15 – 30 days in a year but this money will be refunded only when an employee leaves the organization.
No structured feedback –
They have decentralized environment where free flow of communication is being followed .Employees can discuss their family matters as well as work related problems with their co-employees as well as higher level employees in order to seek guidance as well as financial help.
Good growth opportunity
Low level employees
Salary is fixed by State Government which is 3452 Rs in UP while company pays 4900 to 5000 Rs to each lab our which is fixed. So they have no growth opportunity.
Middle level employees
They have more opportunities as compared to low level employees. Marketing guys can get increment in their salary by selling more products. If middle level employees perform well on the job then they can be promoted easily without any time foundation for e.g. . Area Sales Officer can get promoted to Sales officer within a year or so on the basis of his performance for the company.
Transparency in work culture
Daily call report is maintained & viewed & target is analyzed on weekly basis & actions are taken accordingly.
Quality work
They manufacture 1600 Ayurvedic Medicines .Their core business is in Ayurvedic Medicines.They got Nagarjuna Award in 2005 in Jaipur & in 2009 in Delhi for best Quality by President of India. They are not only confined in selling products to their native country but also export their quality products.
Environment
To give the family atmosphere they celebrate the Birthdays & Anniversaries of their employees & give farewell to those who have worked for more than 5 years. This shows that they are socially active as well.
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