netrashetty
Netra Shetty
The Brown-Forman Corporation is one of the largest American-owned companies in the spirits and wine business.
Some well-known brands of the corporation include Jack Daniel's, Southern Comfort, Finlandia Vodka, Woodford Reserve Bourbon, Canadian Mist, Early Times, Old Forester, Korbel champagne, Fetzer wine
Job description
Job title: cashier location: Gujrat
Report to: branch manager Job type: temporary
Job status: full time Job code: N34M
Responsibilities:
• Resolve customer complaints.
• Answer customers' questions, and provide information on procedures or policies.
• Cash checks for customers
• Compute and record totals of transactions.
• Count money in cash drawers at the beginning of shifts to ensure that amounts are correct and that there is adequate change.
• Issue receipts, refunds, credits, or change due to custom
• Process merchandise returns and exchanges.
• Receive payment by cash, check, credit cards, vouchers, or automatic debits.
Requirements:
• B.com or M.com degree
• Ability to operate all equipment necessary to perform the job
• Ability to process information/merchandise through register system
• Ability to communicate with associates and customers
• Ability to read, count, and write to accurately complete all documentation
Timing:
• Form 9.00 a.m. to 6.00 p.m from Monday to Thursday whilst lunch break is of one hour i.e. 1.00pm to 2.00 p.m.
• Friday timings include break fro lunch and prayers from 1.00 pm. To 3.00 p.m
• Timing for Saturday are from 9.300 am to 2.00 pm without break
• Sunday is designated as your official day off work
Salary:
• Salary :5000 to 8000 Rs.
4. Selection process:
Selection process is also the part of staffing. Bank have four step selection process
1. CV screening
2. written entry test
3. interview
4. selection and offer
1) CV screening:
In this step HR department discourage those candidate who do not meet the criteria of job and encourage those who meet with job criteria. HR department also take screening interview with the help of which
Positive points:
CV screening easily skipped the candidate who do not fit so the less time consumed for selecting desired employee
CV screening can reduce the overall selection process cost
CV shows qualifaction , experience, achievement etc of the candidate have which predict the future performance of candidate
CV have referances with the help of which bank investigate the information mentioned so bank trun away from the candidate who’s information is wrong
Negative points:
NIB bank collect paper CV’s the reason is that it does not advertise vacant job on net and also not collect mail CV so screening step become prolonged. As software timely recognize fitted the candidate but in other case candidate waite number of days for the call of interview and test.
Second negative point of paper CV screening of NIB bank is that its not fair because HR manager can perfer those candidate who have good interpersonal realations. So later on when employment tests and interview are taken, the candidate do not show satisfactory result, the time and selection process cost will be highly effected. Suppose, if by chance the candidate become employee of the bank through unfair selection process, the bank will not achive its goals.
Paper CV can lost or missplace easily.
2) Employment test:
In this step, candidates are called for test according to nature of their applied jobs.
NIB bank take following employment tests:
Tests of Cognitive ability
Physical tests
Intelligence Tests
Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability are intelligence tests.
Aptitude tests
Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability are aptitude tests.
Tests of physical abilities
Tests that measure static strength, dynamic strength, body coordination, and stamina are physical. Job related to guards and deliverers go through this sort of test.
Note:
Bank do not take employment test for each type of candidate. Some candidates are called for interview without taking test like cashier job
Positive points of employment test:
Show actual abilities of candidates
Predict the future performance of candidate
Candidate little bit aware about the job requirement
Reduce training cost
Identify the right people for the right job
For the future reduce the recruitment time and cost
Screen the candidates based on actual skills instead of blind resumes
Candidate himself or herself know the deficiency areas of their skills so they can trained themselves for other job
Negative points:
Can be time-consuming to develop if not purchased off
Are typically more likely to differ in results by gender and race than other types of tests so HR department cannot make one single tests for all candidates
Cognitive ability tests May be inappropriate for every jobs where only knowledge is not applied like gate keeper job
Only written tests are not the predictor of performance of candidate so bank should involve the candidate in actual behavior or task the job require
3) Interview:
After passing the employment test HR department calls for interview. To predict future job performance on the basis of applicant’s oral responses to oral inquiries basically checking communication skills, personal values and standards, judging personality of candidate.
Type of interview:
There are two type of interview generally like
Structured interview
Non- structured interview
NIB bank used structured interview type.
Structured sequential interview:
An interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form. NIB bank takes interview in three levels:
Initial interview
Penal interview
Business Head interview
Initial interview
This interview is take by HR manage to delivering the important information about job like job responsibilities, working conditions , salary range so that candidate own self decided whether they are fit with job or not
Penal interview
An interview in which a group of interviewers questions the applicant.
Business Head interview
The head of the department take interview to candidate.
Types of questions:
Situational:
A series of job-related questions that focus on how the candidate would behave in a given situation.
Job related:
A series of job-related questions that focus on relevant past job-related behaviors. These types of questions are asked from those candidates who have past experience of job.
Stress:
An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance. These sorts of questions are asked according to high designation of candidate.
Puzzle questions:
Recruiters for technical and finance job use questions to pose problems requiring unique solutions to see how candidates think under pressure.
Positive points:
Provide an opportunity for a two-way exchange of information.
Are typically less likely to differ in results by gender and race than other types of tests.
Are expected and accepted by many job applicants
Communication skills, personal standard and values, personality type can identify with the help of interview
Negatives points:
Are often more time-consuming to administer than paper and pencil or computerized tools
Can be costly to train interviewers
Interviewer cannot memorize each particular candidate interviewed, so final decision will be effected.
Some candidate showed good result in tests but in this step they will rejected due to lack of communication skills so Bank lose qualified employees
Keeping the interview standardize is tough because the job is changing due to dynamic environment of world
4) Selection and offer:
Head of department and HR department both select the candidate and offer the job after mutual agreement on the terms and conditions of employment and the date when the candidate will join the bank is mentioned on Letter of Appointment and send it.
Positive points:
Candidate mentally prepared himself or herself for job after taking appointment letter take necessary actions like searching hostel, knowing more about the job for which he/she hired etc.
Bank also makes arrangement for new candidate. HR department sign duties who will teach them
Some well-known brands of the corporation include Jack Daniel's, Southern Comfort, Finlandia Vodka, Woodford Reserve Bourbon, Canadian Mist, Early Times, Old Forester, Korbel champagne, Fetzer wine
Job description
Job title: cashier location: Gujrat
Report to: branch manager Job type: temporary
Job status: full time Job code: N34M
Responsibilities:
• Resolve customer complaints.
• Answer customers' questions, and provide information on procedures or policies.
• Cash checks for customers
• Compute and record totals of transactions.
• Count money in cash drawers at the beginning of shifts to ensure that amounts are correct and that there is adequate change.
• Issue receipts, refunds, credits, or change due to custom
• Process merchandise returns and exchanges.
• Receive payment by cash, check, credit cards, vouchers, or automatic debits.
Requirements:
• B.com or M.com degree
• Ability to operate all equipment necessary to perform the job
• Ability to process information/merchandise through register system
• Ability to communicate with associates and customers
• Ability to read, count, and write to accurately complete all documentation
Timing:
• Form 9.00 a.m. to 6.00 p.m from Monday to Thursday whilst lunch break is of one hour i.e. 1.00pm to 2.00 p.m.
• Friday timings include break fro lunch and prayers from 1.00 pm. To 3.00 p.m
• Timing for Saturday are from 9.300 am to 2.00 pm without break
• Sunday is designated as your official day off work
Salary:
• Salary :5000 to 8000 Rs.
4. Selection process:
Selection process is also the part of staffing. Bank have four step selection process
1. CV screening
2. written entry test
3. interview
4. selection and offer
1) CV screening:
In this step HR department discourage those candidate who do not meet the criteria of job and encourage those who meet with job criteria. HR department also take screening interview with the help of which
Positive points:
CV screening easily skipped the candidate who do not fit so the less time consumed for selecting desired employee
CV screening can reduce the overall selection process cost
CV shows qualifaction , experience, achievement etc of the candidate have which predict the future performance of candidate
CV have referances with the help of which bank investigate the information mentioned so bank trun away from the candidate who’s information is wrong
Negative points:
NIB bank collect paper CV’s the reason is that it does not advertise vacant job on net and also not collect mail CV so screening step become prolonged. As software timely recognize fitted the candidate but in other case candidate waite number of days for the call of interview and test.
Second negative point of paper CV screening of NIB bank is that its not fair because HR manager can perfer those candidate who have good interpersonal realations. So later on when employment tests and interview are taken, the candidate do not show satisfactory result, the time and selection process cost will be highly effected. Suppose, if by chance the candidate become employee of the bank through unfair selection process, the bank will not achive its goals.
Paper CV can lost or missplace easily.
2) Employment test:
In this step, candidates are called for test according to nature of their applied jobs.
NIB bank take following employment tests:
Tests of Cognitive ability
Physical tests
Intelligence Tests
Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability are intelligence tests.
Aptitude tests
Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability are aptitude tests.
Tests of physical abilities
Tests that measure static strength, dynamic strength, body coordination, and stamina are physical. Job related to guards and deliverers go through this sort of test.
Note:
Bank do not take employment test for each type of candidate. Some candidates are called for interview without taking test like cashier job
Positive points of employment test:
Show actual abilities of candidates
Predict the future performance of candidate
Candidate little bit aware about the job requirement
Reduce training cost
Identify the right people for the right job
For the future reduce the recruitment time and cost
Screen the candidates based on actual skills instead of blind resumes
Candidate himself or herself know the deficiency areas of their skills so they can trained themselves for other job
Negative points:
Can be time-consuming to develop if not purchased off
Are typically more likely to differ in results by gender and race than other types of tests so HR department cannot make one single tests for all candidates
Cognitive ability tests May be inappropriate for every jobs where only knowledge is not applied like gate keeper job
Only written tests are not the predictor of performance of candidate so bank should involve the candidate in actual behavior or task the job require
3) Interview:
After passing the employment test HR department calls for interview. To predict future job performance on the basis of applicant’s oral responses to oral inquiries basically checking communication skills, personal values and standards, judging personality of candidate.
Type of interview:
There are two type of interview generally like
Structured interview
Non- structured interview
NIB bank used structured interview type.
Structured sequential interview:
An interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form. NIB bank takes interview in three levels:
Initial interview
Penal interview
Business Head interview
Initial interview
This interview is take by HR manage to delivering the important information about job like job responsibilities, working conditions , salary range so that candidate own self decided whether they are fit with job or not
Penal interview
An interview in which a group of interviewers questions the applicant.
Business Head interview
The head of the department take interview to candidate.
Types of questions:
Situational:
A series of job-related questions that focus on how the candidate would behave in a given situation.
Job related:
A series of job-related questions that focus on relevant past job-related behaviors. These types of questions are asked from those candidates who have past experience of job.
Stress:
An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance. These sorts of questions are asked according to high designation of candidate.
Puzzle questions:
Recruiters for technical and finance job use questions to pose problems requiring unique solutions to see how candidates think under pressure.
Positive points:
Provide an opportunity for a two-way exchange of information.
Are typically less likely to differ in results by gender and race than other types of tests.
Are expected and accepted by many job applicants
Communication skills, personal standard and values, personality type can identify with the help of interview
Negatives points:
Are often more time-consuming to administer than paper and pencil or computerized tools
Can be costly to train interviewers
Interviewer cannot memorize each particular candidate interviewed, so final decision will be effected.
Some candidate showed good result in tests but in this step they will rejected due to lack of communication skills so Bank lose qualified employees
Keeping the interview standardize is tough because the job is changing due to dynamic environment of world
4) Selection and offer:
Head of department and HR department both select the candidate and offer the job after mutual agreement on the terms and conditions of employment and the date when the candidate will join the bank is mentioned on Letter of Appointment and send it.
Positive points:
Candidate mentally prepared himself or herself for job after taking appointment letter take necessary actions like searching hostel, knowing more about the job for which he/she hired etc.
Bank also makes arrangement for new candidate. HR department sign duties who will teach them