netrashetty
Netra Shetty
Bristol-Myers Squibb (NYSE: BMY), often referred to as BMS, is a pharmaceutical company, headquartered in New York City. The company was formed in 1989, following the merger of its predecessors Bristol-Myers and the Squibb Corporation. Squibb was founded in 1858 by Edward Robinson Squibb in Brooklyn, New York, while Bristol-Myers was founded in 1887 by William McLaren Bristol and John Ripley Myers in Clinton, New York (both were graduates of Hamilton College).
Lamberto Andreotti became the company's CEO on May 4, 2010. Former CEO James M. Cornelius remains chairman of the Board of Directors.
Bristol-Myers Squibb manufactures prescription pharmaceuticals in several therapeutic areas, including cancer, HIV/AIDS, cardiovascular disease, diabetes, hepatitis, rheumatoid arthritis and psychiatric disorders. Its mission is to "discover, develop and deliver innovative medicines that help patients prevail over serious diseases." Over the past several years BMS had been upping the price of its medicines to bolster profits. In 2008 Sprycel gained notoriety as the drug with the largest annual price increase, at 32%.
BMS' primary R&D sites are located in Princeton, New Jersey (formerly Squibb) and Wallingford, Connecticut (formerly Bristol-Myers), with other sites in Hopewell and New Brunswick, New Jersey, and in Braine-l'Alleud, Belgium, and Tokyo.
In the selection process four steps are used by the company. The first step includes comparing the similar traits the current company’s employees have. In doing this the company will know which trait they will deem as the most important requirement for the applicants. The company gathered data about their productive employees and they singled out the trait that unifies them, the company then checked if the applicants have such trait. The company has a t ally of all traits each employee has and then it cross references it with the traits their best personnel has. The second step includes the use of proven handwritten or computerized tests to determine which among the employees have the best chance to perform well in the organization. The handwritten or computerized tests concentrated on determining the human skills of the participants and it determined the best traits of the participants. The third step includes the interview with high ranking members of the company. This is done to determine how the applicant would maintain their composure amidst the pressure from high ranking members of the company. The questions in the third step are harder than the other interviews since this is the final interview and it is a factor in making hiring decisions. The last step is the analysis of all data acquired. In this step the members of the hr group of the company is on the process of determining which applicant fits the position. In this step the applicants were analyzed to see which fits well the available position and which applicant have the trait needed by the company. This writer was able to pass all parts of the selection process and was able to impress the interviewers.
Staffing
1. Assessing Human resource:
Assessing current human resources begins by developing a profile of the organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many employee an orginazation has cureently. In other words we can say it is data base system NIB bank limited is support information technology for enchancing bank servies, without the usage of computer no organization exsist in this world that’s why like other banks NIB bank limited have HRIS to find out information of its current employee. Usually HRIS shows following information:
Name of employee
Education of employee
Job position of employee
Name of branch in which he/she is working
Experience of employee
Salary level with respect to grade of the employee have
Specialized skills the employee have…etc
Lamberto Andreotti became the company's CEO on May 4, 2010. Former CEO James M. Cornelius remains chairman of the Board of Directors.
Bristol-Myers Squibb manufactures prescription pharmaceuticals in several therapeutic areas, including cancer, HIV/AIDS, cardiovascular disease, diabetes, hepatitis, rheumatoid arthritis and psychiatric disorders. Its mission is to "discover, develop and deliver innovative medicines that help patients prevail over serious diseases." Over the past several years BMS had been upping the price of its medicines to bolster profits. In 2008 Sprycel gained notoriety as the drug with the largest annual price increase, at 32%.
BMS' primary R&D sites are located in Princeton, New Jersey (formerly Squibb) and Wallingford, Connecticut (formerly Bristol-Myers), with other sites in Hopewell and New Brunswick, New Jersey, and in Braine-l'Alleud, Belgium, and Tokyo.
In the selection process four steps are used by the company. The first step includes comparing the similar traits the current company’s employees have. In doing this the company will know which trait they will deem as the most important requirement for the applicants. The company gathered data about their productive employees and they singled out the trait that unifies them, the company then checked if the applicants have such trait. The company has a t ally of all traits each employee has and then it cross references it with the traits their best personnel has. The second step includes the use of proven handwritten or computerized tests to determine which among the employees have the best chance to perform well in the organization. The handwritten or computerized tests concentrated on determining the human skills of the participants and it determined the best traits of the participants. The third step includes the interview with high ranking members of the company. This is done to determine how the applicant would maintain their composure amidst the pressure from high ranking members of the company. The questions in the third step are harder than the other interviews since this is the final interview and it is a factor in making hiring decisions. The last step is the analysis of all data acquired. In this step the members of the hr group of the company is on the process of determining which applicant fits the position. In this step the applicants were analyzed to see which fits well the available position and which applicant have the trait needed by the company. This writer was able to pass all parts of the selection process and was able to impress the interviewers.
Staffing
1. Assessing Human resource:
Assessing current human resources begins by developing a profile of the organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many employee an orginazation has cureently. In other words we can say it is data base system NIB bank limited is support information technology for enchancing bank servies, without the usage of computer no organization exsist in this world that’s why like other banks NIB bank limited have HRIS to find out information of its current employee. Usually HRIS shows following information:
Name of employee
Education of employee
Job position of employee
Name of branch in which he/she is working
Experience of employee
Salary level with respect to grade of the employee have
Specialized skills the employee have…etc