netrashetty
Netra Shetty
Oracle Corporation (NASDAQ: ORCL) is an American multinational computer technology corporation that specializes in developing and marketing hardware systems and enterprise software products — particularly database management systems. Headquartered in Redwood Shores, California, United States and employing 105,000 people worldwide as of 1 July 2010 (2010 -07-01)[update].[3] It has enlarged its share of the software market through organic growth and through a number of high-profile acquisitions. By 2007 Oracle had the third-largest software revenue, after Microsoft and IBM.[4]
The corporation has arguably become best-known for its flagship product, the Oracle Database. The company also builds tools for database development and systems of middle-tier software, enterprise resource planning software (ERP), customer relationship management software (CRM) and supply chain management (SCM) software.
As of 2010[update], Larry Ellison, a co-founder of Oracle Corporation, has served as Oracle's CEO throughout its history. Ellison also served as the Chairman of the Board until his replacement by Jeffrey O. Henley in 2004. Ellison retains his role as CEO. On August 22, 2008 the Associated Press ranked founder Larry Ellison as the top-paid chief executive in the world.[5][6]
• Agency Human Resource Officers
Agency Heads typically assign the responsibility for implementing the
human resource program to their human resource officer, consistent with state
and agency policy. Agencies have the authority to effect most compensation
decisions within the guidelines of state personnel policies, rules, and
procedures. The agency human resource officer is responsible for planning,
developing, implementing, and evaluating human resource programs that
support the agency’s mission and objectives, and for providing programs that
train agency managers at all levels to assume their roles in compensation
management. Human resource professionals are responsible for making
consistent and sound recommendations to their agency heads and agency
management. Additionally, agency human resource officers have the authority
to initiate compensation studies and implement related decisions based on the
unique business needs of the agency.
• Agency Management
Managing and administering employee compensation at the agency level,
as prescribed by the Agency Head, is a critical component of the
Commonwealth’s Compensation Management System. Agency managers and
supervisors, at all levels, must have a working knowledge and understanding of
the principles and procedures of the Commonwealth’s Compensation
Management System to effectively manage their employees and their
compensation.
• Employees
Employees should initially discuss any concerns they may have about
compensation, including the assignment of their position to a Role, with their
supervisor and reviewer. If additional information is needed, employees may
go to their agency human resources officer or higher-level agency officials. As
a classified employee of the Commonwealth, each employee has the
responsibility to become knowledgeable of the Commonwealth's
Compensation Management System and the pay practices.
Employees may contribute to the compensation process by identifying their
respective job tasks or assisting in this process. Employees may also participate
on task forces, study teams, and oversight committees to develop new Roles,
competency models, skill inventories, and other tools to assist in compensation
decisions. Additionally, employees evaluate their own performance through
self-assessments and have greater opportunities to participate in salary
negotiations.
The recruitment process as we have discussed that is about to bring some potential candidates for an organization. However economic realities coupled with management trends such as rightsizing have resulted in a slightly different focus. More and more companies today are looking for part time or temporary employees and these all are available through different third party agencies and job centers whose working is to just allocate some potential candidates in different organizations as part time or temporary employees, they workers works on contract jobs as well.
There are some recruitment alternatives in the following, which are now a days in very great demand due to some different strategy for recruitment by companies. These includes,
Temporary Help services are one of the sources of providing temporary employees for jobs. Their might be some new such agencies and companies in our culture but so far its not so we have to find out such agencies if we want to use this all through other sources.
Employee leasing is another source of providing temporary employees. It sends different individuals by hiring them for some other company for some specific period of time. These leased employees are very well trend and skilled persons. They screened by the leasing firms and their training and development is done by the leasing firm, if it is required there. The acquiring organizations pay some fee for these employees to the leasing company, The workers working there return back to the leasing firm when the project for which they sanded is over.
Independent contractors are another source of temporary employees. They often referred as consultants. The company can hire some individual contractor for hiring employees within their premises or outside that.
Independent contractors arrangements benefits both for company and the candidates because the company has to regard this individual as an employee. It saves cost associated with full time or part time personnel, like social security taxes and workers compensation premiums. Additionally, such opportunity is also a means of keeping good individuals associated with your company.
5. RECRUITMENT DEFINED
The word RECRUITMENT refers to the process of gather, searching, keeping or offering potential candidates for the job. This is what we have been studied so far about recruiting but its not just to that. Its more than this.
In order to be successful and have competitive advantage in the market, you need to have some well organized and skilled workforce in your organization. Successful employee planning is designed to identify an organizations human resource needs. Once there needs are known, an organization will want to do something about meeting them. The next step, then in the staffing function assuming of course, that demand for certain skills, knowledge and abilities is greater than the current supply, is recruiting.
The activity makes this possible for a company to acquire the people necessary to ensure the continued operation of the organization. Recruiting is the process of discovering potential candidates for actual or anticipated organizational vacancies. In other perspective, it is a linking activity that brings together those with jobs to fill and those seeking jobs.
The recruitment process should be capable to give enough information about the job so the each and every candidates could analyze the required with his capabilities. It makes the whole process easy for the recruiter because by giving extensive information about the job separates the unqualified candidates form the list and that makes the list filtered.
The corporation has arguably become best-known for its flagship product, the Oracle Database. The company also builds tools for database development and systems of middle-tier software, enterprise resource planning software (ERP), customer relationship management software (CRM) and supply chain management (SCM) software.
As of 2010[update], Larry Ellison, a co-founder of Oracle Corporation, has served as Oracle's CEO throughout its history. Ellison also served as the Chairman of the Board until his replacement by Jeffrey O. Henley in 2004. Ellison retains his role as CEO. On August 22, 2008 the Associated Press ranked founder Larry Ellison as the top-paid chief executive in the world.[5][6]
• Agency Human Resource Officers
Agency Heads typically assign the responsibility for implementing the
human resource program to their human resource officer, consistent with state
and agency policy. Agencies have the authority to effect most compensation
decisions within the guidelines of state personnel policies, rules, and
procedures. The agency human resource officer is responsible for planning,
developing, implementing, and evaluating human resource programs that
support the agency’s mission and objectives, and for providing programs that
train agency managers at all levels to assume their roles in compensation
management. Human resource professionals are responsible for making
consistent and sound recommendations to their agency heads and agency
management. Additionally, agency human resource officers have the authority
to initiate compensation studies and implement related decisions based on the
unique business needs of the agency.
• Agency Management
Managing and administering employee compensation at the agency level,
as prescribed by the Agency Head, is a critical component of the
Commonwealth’s Compensation Management System. Agency managers and
supervisors, at all levels, must have a working knowledge and understanding of
the principles and procedures of the Commonwealth’s Compensation
Management System to effectively manage their employees and their
compensation.
• Employees
Employees should initially discuss any concerns they may have about
compensation, including the assignment of their position to a Role, with their
supervisor and reviewer. If additional information is needed, employees may
go to their agency human resources officer or higher-level agency officials. As
a classified employee of the Commonwealth, each employee has the
responsibility to become knowledgeable of the Commonwealth's
Compensation Management System and the pay practices.
Employees may contribute to the compensation process by identifying their
respective job tasks or assisting in this process. Employees may also participate
on task forces, study teams, and oversight committees to develop new Roles,
competency models, skill inventories, and other tools to assist in compensation
decisions. Additionally, employees evaluate their own performance through
self-assessments and have greater opportunities to participate in salary
negotiations.
The recruitment process as we have discussed that is about to bring some potential candidates for an organization. However economic realities coupled with management trends such as rightsizing have resulted in a slightly different focus. More and more companies today are looking for part time or temporary employees and these all are available through different third party agencies and job centers whose working is to just allocate some potential candidates in different organizations as part time or temporary employees, they workers works on contract jobs as well.
There are some recruitment alternatives in the following, which are now a days in very great demand due to some different strategy for recruitment by companies. These includes,
Temporary Help services are one of the sources of providing temporary employees for jobs. Their might be some new such agencies and companies in our culture but so far its not so we have to find out such agencies if we want to use this all through other sources.
Employee leasing is another source of providing temporary employees. It sends different individuals by hiring them for some other company for some specific period of time. These leased employees are very well trend and skilled persons. They screened by the leasing firms and their training and development is done by the leasing firm, if it is required there. The acquiring organizations pay some fee for these employees to the leasing company, The workers working there return back to the leasing firm when the project for which they sanded is over.
Independent contractors are another source of temporary employees. They often referred as consultants. The company can hire some individual contractor for hiring employees within their premises or outside that.
Independent contractors arrangements benefits both for company and the candidates because the company has to regard this individual as an employee. It saves cost associated with full time or part time personnel, like social security taxes and workers compensation premiums. Additionally, such opportunity is also a means of keeping good individuals associated with your company.
5. RECRUITMENT DEFINED
The word RECRUITMENT refers to the process of gather, searching, keeping or offering potential candidates for the job. This is what we have been studied so far about recruiting but its not just to that. Its more than this.
In order to be successful and have competitive advantage in the market, you need to have some well organized and skilled workforce in your organization. Successful employee planning is designed to identify an organizations human resource needs. Once there needs are known, an organization will want to do something about meeting them. The next step, then in the staffing function assuming of course, that demand for certain skills, knowledge and abilities is greater than the current supply, is recruiting.
The activity makes this possible for a company to acquire the people necessary to ensure the continued operation of the organization. Recruiting is the process of discovering potential candidates for actual or anticipated organizational vacancies. In other perspective, it is a linking activity that brings together those with jobs to fill and those seeking jobs.
The recruitment process should be capable to give enough information about the job so the each and every candidates could analyze the required with his capabilities. It makes the whole process easy for the recruiter because by giving extensive information about the job separates the unqualified candidates form the list and that makes the list filtered.