netrashetty
Netra Shetty
Control Data Corporation (CDC) was a supercomputer firm. For most of the 1960s, it built the fastest computers in the world by far, only losing that crown in the 1970s after Seymour Cray left the company to found Cray Research, Inc. (CRI). CDC was one of the nine major United States computer companies through most of the 1960s; the others were IBM, Burroughs Corporation, DEC, NCR, General Electric, Honeywell, RCA, and UNIVAC. CDC was well known and highly regarded throughout the industry at one time.
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 iTunes?
4.3 Reference Check
Before an offer can be made to the selected candidates a reference check has to be done by the Hiring Manager. This manager would personally contact all the references to complete the Candidate Reference Check.
• Academic references
• Prior work references
• Financial references
• Law enforcement records
• Personal references
4.4 Compliance Review
Once the desired aspirant has been chosen by the department manager, certain documents to be assessed must be handed over to the human resources director, namely:
• Request to recruit form – offer section completed
• Affirmative action compliance report
• The rationale behind selecting the final aspirant
4.5 Medical Examinations
The applicant must endure a fitness assessment test. Often, the job is offered to an applicant only once it has been confirmed that he is physically stable and enjoys good health after having taken the test. The physical examination/test is done for following purposes:
• To detect if individual is carrying any infectious disease.
• Determines whether the applicant is fit to perform work.
• Determines if there are certain physical capabilities, which differentiate successful and less successful employees.
• Medical check-up protects the applicant from undertaking work that would be hazardous to his health (Stone 2005).
4.6 Appointment of Candidate
The Hiring Department forwards the Non-Academic Appointment Form to the Human Resources Department. The newly hired project manager has to complete all the forms and return them to the Human Resource Department before joining. The induction program cannot commence till all these formalities have been completed (San Jose State University Research Foundation 2004).
4.7 Induction Program
The induction program provides a planned introduction of the job, organization and the environment. It is a quintessential part of recruitment as it provides familiarity with the roles and responsibilities within the rules and norms of the organization`s culture (Stone 2005). Induction programs have been found to contribute to improved socialization and to increase organizational commitment. Helps to reduce new employees’ stress levels and assist them to settle into their new role more quickly. uses the buddy system – a method of linking every new employee with an existing employee who then assists them to settle into the workplace (San Jose State University Research Foundation 2004).
1. Performance Management – The performance management model that is being employed at Autoliv is congruent with the company’s objectives of sustainable growth, customer focus, employer of choice, world class manufacturing and social responsibility. These objectives were taken into consideration in measuring performance and employee contributions. Key performance indicators have been implemented for each of the organizational goals. The HR department with the coordination of the top management have defined the skills that are required of the employees in order for them to effectively and efficiently fulfill their job responsibilities.
2. Work Design – The organization also introduced changes in the way work is performed in Autoliv. In order to ensure that company objectives are achieved, the management and the HR team focused on quality, flexibility and customer focus.
3. Recruitment and Selection – The company seeks to attract, retain and motivate its employees. The company has redesigned its recruitment, selection and retention strategies in order to communicate its commitment to permanent workforce. Employee motivation is also given importance.
4. Training and Development – The HR department and the top management makes sure that its training and development initiatives support and deliver the organization’s business and change objectives. Autoliv has recognized that attracting, retaining, developing, and promoting employees with perceived potential to deliver the organization’s goals is critical to its success. Consistent with this approach is the commitment to valuing and developing the skills, knowledge and creative potential of its workforce.
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 iTunes?
4.3 Reference Check
Before an offer can be made to the selected candidates a reference check has to be done by the Hiring Manager. This manager would personally contact all the references to complete the Candidate Reference Check.
• Academic references
• Prior work references
• Financial references
• Law enforcement records
• Personal references
4.4 Compliance Review
Once the desired aspirant has been chosen by the department manager, certain documents to be assessed must be handed over to the human resources director, namely:
• Request to recruit form – offer section completed
• Affirmative action compliance report
• The rationale behind selecting the final aspirant
4.5 Medical Examinations
The applicant must endure a fitness assessment test. Often, the job is offered to an applicant only once it has been confirmed that he is physically stable and enjoys good health after having taken the test. The physical examination/test is done for following purposes:
• To detect if individual is carrying any infectious disease.
• Determines whether the applicant is fit to perform work.
• Determines if there are certain physical capabilities, which differentiate successful and less successful employees.
• Medical check-up protects the applicant from undertaking work that would be hazardous to his health (Stone 2005).
4.6 Appointment of Candidate
The Hiring Department forwards the Non-Academic Appointment Form to the Human Resources Department. The newly hired project manager has to complete all the forms and return them to the Human Resource Department before joining. The induction program cannot commence till all these formalities have been completed (San Jose State University Research Foundation 2004).
4.7 Induction Program
The induction program provides a planned introduction of the job, organization and the environment. It is a quintessential part of recruitment as it provides familiarity with the roles and responsibilities within the rules and norms of the organization`s culture (Stone 2005). Induction programs have been found to contribute to improved socialization and to increase organizational commitment. Helps to reduce new employees’ stress levels and assist them to settle into their new role more quickly. uses the buddy system – a method of linking every new employee with an existing employee who then assists them to settle into the workplace (San Jose State University Research Foundation 2004).
1. Performance Management – The performance management model that is being employed at Autoliv is congruent with the company’s objectives of sustainable growth, customer focus, employer of choice, world class manufacturing and social responsibility. These objectives were taken into consideration in measuring performance and employee contributions. Key performance indicators have been implemented for each of the organizational goals. The HR department with the coordination of the top management have defined the skills that are required of the employees in order for them to effectively and efficiently fulfill their job responsibilities.
2. Work Design – The organization also introduced changes in the way work is performed in Autoliv. In order to ensure that company objectives are achieved, the management and the HR team focused on quality, flexibility and customer focus.
3. Recruitment and Selection – The company seeks to attract, retain and motivate its employees. The company has redesigned its recruitment, selection and retention strategies in order to communicate its commitment to permanent workforce. Employee motivation is also given importance.
4. Training and Development – The HR department and the top management makes sure that its training and development initiatives support and deliver the organization’s business and change objectives. Autoliv has recognized that attracting, retaining, developing, and promoting employees with perceived potential to deliver the organization’s goals is critical to its success. Consistent with this approach is the commitment to valuing and developing the skills, knowledge and creative potential of its workforce.
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