netrashetty
Netra Shetty
Coventry Health Care, Inc. (Coventry) (NYSE: CVH) is a diversified national insurer in the United States.
Based in Bethesda, Maryland, Coventry operates health plans, insurance companies, network rental and workers’ compensation services companies. Coventry provides a full range of risk and fee-based managed care products and services to a broad cross section of individuals, employer and government-funded groups, government agencies, and other insurance carriers and administrators. It is currently ranked the third most successful prescription drug plan service in the United States.
SELECTION POLICY
• EEO
• main focus is on the qualification, skills, experience
• preference to internal source
• the head of the department who needs the a new employee makes the final decision
EEO
Metro hi tech is a well known organization nationwide does the right thing, they select a person for a job according to law of EEO. They completely follow Equal Employment Opportunity Law. What so ever, they select the person on merit, they don’t discriminate and that shows why Metro name is spoken among some of the country’s best organization of automobile industry.
MAIN FOCUS ON THE QUALIFICATION, SKILLS AND EXPERIENCES:
They select the people on their quality, qualification, experience and skills. They select candidates for the jobs in the organization only on external trade and not on the internal trade. Many organizations in the country select people because of they are well groomed or they are good looking, favoritism is practiced in many of organization throughout the world. People are selected because of gender, religion or race preferred by the employer or just because of they are attractive. But that is not the case in Metro, Metro in fact only
select the candidate on the basis of their external trade i.e. education, skills. They think that it does not matter what a person is by birth, the only thing that matters to them is what he has achieved so far in his life and how his education, skills or experience can help their organization.
First Preference To Internal Employees:
Metro prefers internal source than the external, it likes to select their own employees, like promoting them to vacant position rather than directly going to external sources, but if it thinks that internal employees are not suitable to fill a vacant position then it goes to external sources and hire and select the candidate from outside of their organization
THE HEAD OF THE DEPARTMENT WHO NEEDS THE A NEW EMPLOYEE MAKES THE FINAL DECISION:
Interview is conducted in Metro for selecting a person. Both HR manager and concerning manager are present in the interview. Concerning manager and Human Resource Manager both participate in selecting a candidate and then the final decision is made because they want to select the best candidate available to them, but the final decision is made by the concerning manager himself, because he has asked for the new employee.
SELECTION PROCESS
1. Receive C.Vs :
First of all in selection process C.V.s are collected of the candidates that apply in Metro for a particular job.
2. Short listing of Candidates:
First Human Resource Manager short lists the candidates on the basis of their C.Vs and after best candidates are separated from the others. The line manager of the department in which the job is vacant, short list the candidates also on the basis of C.Vs. That’s how the best supply of the candidates is got by Metro.
3. Interviews:
After short listing the candidates, candidates are called for a interview. Technical Interview is taken In Metro. Both Human Resource Manager and concerning Manager are present at the interview. Comfortable environment is provided to interviewee. As concerning manager knows all about the job for which they are selecting the employee so he asks technical questions related to job to see how a candidate reacts. They also give time to candidate to speak, they do not rush in the interviews, and candidates are completely provided with chance to speak. They notice the body language of the interviewee as well whether he is nervous or confident. Before concluding the interview they explain the job to interviewee also and then they close the interview in a very friendly manner, one of them even opens the door for the candidate to leave. That’s how
by providing candidate with proper time to speak and asking the relative analysis, they analyze that whether he is suitable for the job or not.
4. Final Selection:
By the combine decision of the HR manager and concerning manager, the best suitable candidate is selected.
5. References:
After the selection, references of that employee are contacted to get information about the previous reputation of the candidate. This helps Human Resource Manager to analyze the past life of the candidate.
6. Placement on the Job :
After checking out the references, candidate joins the organization after one month notice
Based in Bethesda, Maryland, Coventry operates health plans, insurance companies, network rental and workers’ compensation services companies. Coventry provides a full range of risk and fee-based managed care products and services to a broad cross section of individuals, employer and government-funded groups, government agencies, and other insurance carriers and administrators. It is currently ranked the third most successful prescription drug plan service in the United States.
SELECTION POLICY
• EEO
• main focus is on the qualification, skills, experience
• preference to internal source
• the head of the department who needs the a new employee makes the final decision
EEO
Metro hi tech is a well known organization nationwide does the right thing, they select a person for a job according to law of EEO. They completely follow Equal Employment Opportunity Law. What so ever, they select the person on merit, they don’t discriminate and that shows why Metro name is spoken among some of the country’s best organization of automobile industry.
MAIN FOCUS ON THE QUALIFICATION, SKILLS AND EXPERIENCES:
They select the people on their quality, qualification, experience and skills. They select candidates for the jobs in the organization only on external trade and not on the internal trade. Many organizations in the country select people because of they are well groomed or they are good looking, favoritism is practiced in many of organization throughout the world. People are selected because of gender, religion or race preferred by the employer or just because of they are attractive. But that is not the case in Metro, Metro in fact only
select the candidate on the basis of their external trade i.e. education, skills. They think that it does not matter what a person is by birth, the only thing that matters to them is what he has achieved so far in his life and how his education, skills or experience can help their organization.
First Preference To Internal Employees:
Metro prefers internal source than the external, it likes to select their own employees, like promoting them to vacant position rather than directly going to external sources, but if it thinks that internal employees are not suitable to fill a vacant position then it goes to external sources and hire and select the candidate from outside of their organization
THE HEAD OF THE DEPARTMENT WHO NEEDS THE A NEW EMPLOYEE MAKES THE FINAL DECISION:
Interview is conducted in Metro for selecting a person. Both HR manager and concerning manager are present in the interview. Concerning manager and Human Resource Manager both participate in selecting a candidate and then the final decision is made because they want to select the best candidate available to them, but the final decision is made by the concerning manager himself, because he has asked for the new employee.
SELECTION PROCESS
1. Receive C.Vs :
First of all in selection process C.V.s are collected of the candidates that apply in Metro for a particular job.
2. Short listing of Candidates:
First Human Resource Manager short lists the candidates on the basis of their C.Vs and after best candidates are separated from the others. The line manager of the department in which the job is vacant, short list the candidates also on the basis of C.Vs. That’s how the best supply of the candidates is got by Metro.
3. Interviews:
After short listing the candidates, candidates are called for a interview. Technical Interview is taken In Metro. Both Human Resource Manager and concerning Manager are present at the interview. Comfortable environment is provided to interviewee. As concerning manager knows all about the job for which they are selecting the employee so he asks technical questions related to job to see how a candidate reacts. They also give time to candidate to speak, they do not rush in the interviews, and candidates are completely provided with chance to speak. They notice the body language of the interviewee as well whether he is nervous or confident. Before concluding the interview they explain the job to interviewee also and then they close the interview in a very friendly manner, one of them even opens the door for the candidate to leave. That’s how
by providing candidate with proper time to speak and asking the relative analysis, they analyze that whether he is suitable for the job or not.
4. Final Selection:
By the combine decision of the HR manager and concerning manager, the best suitable candidate is selected.
5. References:
After the selection, references of that employee are contacted to get information about the previous reputation of the candidate. This helps Human Resource Manager to analyze the past life of the candidate.
6. Placement on the Job :
After checking out the references, candidate joins the organization after one month notice
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