netrashetty
Netra Shetty
Sterling Commerce, an IBM company, provides business-to-business (B2B) commerce solutions that enable the sharing of information among people, business systems, and enterprise systems. The company offers integration products and services through its Business Integration Suite,[1] that address the business problems corporations face when seeking to integrate business processes internally and externally with their customers, partners, and suppliers. Sterling Commerce also provides supply chain execution solutions through its Selling and Fulfillment Suite,[1] that streamline the commerce lifecycle. In support of its solutions, the company also supplies education, consulting, implementation, customer support services, and complete outsourcing of B2B commerce solutions. Clients include companies and organizations in retail, healthcare, banking, distribution, financial services, logistics, manufacturing, local and federal governments, and communications and media sectors. Headquartered in the American city of Dublin, Ohio, Sterling Commerce has offices throughout North America, Europe, and Asia. On August 28, 2010, IBM closes $1.4B acquisition of Sterling from AT&T On May 24, 2010, IBM agreed to acquire Sterling Commerce from AT&T for $1.4 Billion USD.
anaging work
Manages own work in the most efficient and effective way
• Plans and prioritizes own work, breaking down the task.
• Uses available resources effectively (own time, systems, finances, people, information)
• Prepares well has everything at hand.
• Has an organized approach to work.
At a supervisory level:
• Delegates tasks effectively
• Coaches subordinate(s) to achieve tasks
Positive Indicators Contra Indicators
* Thinks ahead
* Approaches tasks without planning ahead, works on tasks as they come along
* Breaks work down in manageable tasks
* Fails to priorities effectively, unaware of difference between urgency and importance
* Develops work plans
* Does not manage own time effectively
* Prioritizes work distinguishing between importance and urgency
* Fails to have appropriate documents/materials to hand when needed
* Is aware of deadlines and resources conscious about costs and financial constraints
* Disorganized approach, lacks structure and planning
* Manages own time effectively - anticipates requirements
* Fails to distinguish between the different elements of the task
* Prepares well in advance
* Chooses task on the basis of preferences(rather than the demands of the work)
* Is able to organize own workload
* Devises unrealistic/unworkable plans
* Lack of awareness of available resources
* Inappropriate/inefficient use of resources
* Forgets things
2. Analyzing and understanding
Understands own role, responsibilities, tasks and solves problems.
• Seeks clarification by probing, questioning and challenging
• Anticipates and thinks around problems / issues
• Recognizes own limitations and other resources - knows when help is needed.
• Considers and evaluates all options - is able to weigh things up
• Makes sound judgments and decisions.
• Is able to be discreet and maintain confidentiality
Process of recruitment
Human resource planning
Identify HR requirements
Determine numbers, levels & Criticality of vacancies
Choose the resources & Methods of Recruitment
Analyze the cost & time involved
Start implementing the Recruitment program
Select and hire and
Evaluate the Program :
• The recruitment policies, sources &
methods have to be evaluated from time
to time
• Successful recruitment program shows
– No. of successful placements
– No. of offers made
– No. of applicants
– Cost involved
Selection
1.0 Introduction
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process. selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment
2.0 Factors (Conditions) for Selection Process
The basic idea in a selection process is to solicit maximum possible information
about the candidates to ascertain their suitability for employment, and given the fact that, there are factors which affect the seeking of such information(Prasad, 2005, p. 246), he proposed the following factors which determine the steps involved in a selection process;
Firstly, various steps involved in a selection process depend on the type of personnel to be selected. For example, more information is required for the selection of managerial personnel as compared to subordinate workers.
Secondly, selection process depends on the sources of recruitment and the method that is adopted for making contact with prospective candidates
e.g. In advertisement, selection process is more comprehensive and time-consuming, where as in the case of campus recruitment; the process is shortened and may be completed in a day.
Thirdly, selection process depends on the number of candidates that are available for selection. If the number is large enough, there is a need for creating various filtering points and reducing the number of applicants at each successive point. However, where the number of applicants is small, lesser number of filtering points are required.
3.0 Steps in Selection Process
The strategy and method used for selecting employees
varies from firm to firm and from one job to another.
Scholars of Human Resource Management such as Gupta, Prasad, and Armstrong6 suggested the following steps to be involved in employees’ selections process, though not necessary to be implemented chronologically:-
4.0.1 Preliminary Interview (screening applications)
Initial screening is done to weed out totally undesirable/unqualified
candidates at the outset. It is essentially a sorting process in which prospective candidates are given the necessary information about the nature of the job and the organisation, at the same time, the necessary information is also elicited from the candidates about their education, skills, experience, salary expected and the like.
It helps to determine whether it is worthwhile for a candidate to fill up the application form. At this juncture, test of authenticity for candidate’s relevant certificates is done.
4.0.2 Application Form
Application form is a traditional and widely used device for collecting
information from candidates. It should provide all the information relevant to selection, where reference for caste, religion, birth place, may be avoided as it may be regarded an evidence of discrimination.
anaging work
Manages own work in the most efficient and effective way
• Plans and prioritizes own work, breaking down the task.
• Uses available resources effectively (own time, systems, finances, people, information)
• Prepares well has everything at hand.
• Has an organized approach to work.
At a supervisory level:
• Delegates tasks effectively
• Coaches subordinate(s) to achieve tasks
Positive Indicators Contra Indicators
* Thinks ahead
* Approaches tasks without planning ahead, works on tasks as they come along
* Breaks work down in manageable tasks
* Fails to priorities effectively, unaware of difference between urgency and importance
* Develops work plans
* Does not manage own time effectively
* Prioritizes work distinguishing between importance and urgency
* Fails to have appropriate documents/materials to hand when needed
* Is aware of deadlines and resources conscious about costs and financial constraints
* Disorganized approach, lacks structure and planning
* Manages own time effectively - anticipates requirements
* Fails to distinguish between the different elements of the task
* Prepares well in advance
* Chooses task on the basis of preferences(rather than the demands of the work)
* Is able to organize own workload
* Devises unrealistic/unworkable plans
* Lack of awareness of available resources
* Inappropriate/inefficient use of resources
* Forgets things
2. Analyzing and understanding
Understands own role, responsibilities, tasks and solves problems.
• Seeks clarification by probing, questioning and challenging
• Anticipates and thinks around problems / issues
• Recognizes own limitations and other resources - knows when help is needed.
• Considers and evaluates all options - is able to weigh things up
• Makes sound judgments and decisions.
• Is able to be discreet and maintain confidentiality
Process of recruitment
Human resource planning
Identify HR requirements
Determine numbers, levels & Criticality of vacancies
Choose the resources & Methods of Recruitment
Analyze the cost & time involved
Start implementing the Recruitment program
Select and hire and
Evaluate the Program :
• The recruitment policies, sources &
methods have to be evaluated from time
to time
• Successful recruitment program shows
– No. of successful placements
– No. of offers made
– No. of applicants
– Cost involved
Selection
1.0 Introduction
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process. selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment
2.0 Factors (Conditions) for Selection Process
The basic idea in a selection process is to solicit maximum possible information
about the candidates to ascertain their suitability for employment, and given the fact that, there are factors which affect the seeking of such information(Prasad, 2005, p. 246), he proposed the following factors which determine the steps involved in a selection process;
Firstly, various steps involved in a selection process depend on the type of personnel to be selected. For example, more information is required for the selection of managerial personnel as compared to subordinate workers.
Secondly, selection process depends on the sources of recruitment and the method that is adopted for making contact with prospective candidates
e.g. In advertisement, selection process is more comprehensive and time-consuming, where as in the case of campus recruitment; the process is shortened and may be completed in a day.
Thirdly, selection process depends on the number of candidates that are available for selection. If the number is large enough, there is a need for creating various filtering points and reducing the number of applicants at each successive point. However, where the number of applicants is small, lesser number of filtering points are required.
3.0 Steps in Selection Process
The strategy and method used for selecting employees
varies from firm to firm and from one job to another.
Scholars of Human Resource Management such as Gupta, Prasad, and Armstrong6 suggested the following steps to be involved in employees’ selections process, though not necessary to be implemented chronologically:-
4.0.1 Preliminary Interview (screening applications)
Initial screening is done to weed out totally undesirable/unqualified
candidates at the outset. It is essentially a sorting process in which prospective candidates are given the necessary information about the nature of the job and the organisation, at the same time, the necessary information is also elicited from the candidates about their education, skills, experience, salary expected and the like.
It helps to determine whether it is worthwhile for a candidate to fill up the application form. At this juncture, test of authenticity for candidate’s relevant certificates is done.
4.0.2 Application Form
Application form is a traditional and widely used device for collecting
information from candidates. It should provide all the information relevant to selection, where reference for caste, religion, birth place, may be avoided as it may be regarded an evidence of discrimination.
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