netrashetty
Netra Shetty
Sterling Ledet & Associates, Inc. is a chain of United States software training centers incorporated in the state of Georgia on August 29, 1996.[1] The company is an authorized training provider for Adobe Systems,[2] Quark, Inc.,[3] and Apple Inc..[4]
The company's focus is on graphic arts software training and related professional services for use in web, print, video, and multimedia applications. It provides both publicly scheduled classes in cities across the United States and privately scheduled, custom training. Classes are instructor-led, hands-on workshops typically two to three days in length.
The headquarters of the company is in Tucker, Georgia, a suburb of Atlanta. One of the Denver training centers of the company is operated for Quark, Inc.[5] The company has also operated training centers for Apple,[6] and Enovation, a Fujifilm company. It is a member of the Adobe Solutions Network training center program, the QuarkAlliance program, and the Apple Authorized Training Center (AATC) program.
Noteworthy instructors for the company include Dan Margulis, author of Professional Photoshop. The company principal and CEO is Sterling Ledet, board member of the Atlanta Chapter of Entrepreneurs' Organization.
Positive Indicators Contra Indicators
* Interested in finding out more about things - looks beyond the surface
* Takes things as read - is not interested in finding out more
* Generates varied solutions to problems
* Makes similar mistakes more than once, on a number of occasions
* Comes up with ideas, makes suggestions
* Accepts systems and procedures even if they appear to be inefficient
* Is proactive
* Fails to learn from mistakes
* Works with minimum direction, using own initiative
* Tends not to perform well if left to own initiative or without close supervision
* Looks for possible improvements to increase efficiency
* Lacks interest and curiosity in what going on around them
* Learns from past successes and failures
* Will not volunteer opinions / ideas
6. Relationships:
Has good working relationships with others, both within and outside the organization.
* Builds informal working relationships
* Co-operates with others, is a team player
* Understands and is sensitive to the needs of other people
* Persuades and negotiates - is able to gain commitment
* Confronts problems and is assertive when necessary
* At supervisory level:
* Is able to supervise and motivate others
Positive Indicators Contra Indicators
* Able to build and maintain relationships with people at all levels
* Has problems in gaining other's commitment
* Develops a network of contacts
* Doesn't change his approach according to the audience
* Is friendly whilst behaving in a business-like way
* Has an unprofessional image to others
* Works well with others and in a Team environment
* Takes constructive criticism personally
* Will offer help and support to others
* Is not assertive when required - tends not to stand up to people, gets walked over
* Is open and approachable
* Avoids confronting/dealing with problems
* Is aware that different people may need to be approached in a different way
* Lets problems go rather than confronts them
* Has an appreciation of people's needs
* Unwilling to admit to problems/mistakes
* Able to persuade and convince others
* Will not ask others for help
* Is able to be assertive
* Unconvincing in discussion with others
* Prepared to say 'no' when necessary
* Admits to problems and mistakes
* Prepares to ask for help if in difficulty
* Is able to take constructive criticism
7. Communication:
Communicates confidently and clearly with others
• Is clear and concise in communication
• Effectively communicates own needs
• Liaises and consults with others
• Is able to communicate effectively in writing
Positive Indicators Contra Indicators
* Expresses themselves clearly and to the point
* Unclear in communication
* Is articulate - able to convey their needs to others - purpose, importance and consequences
* Talks around the subject
* Is courteous, tactful, helpful and shows sensitivity
* Written communication can be too lengthy or ambiguous
* Actively listens
* Drafts letters that are not appropriate or are not well written (grammar, punctuation)
* Has a confident manner and projects credibility both face to face and over the telephone
* Lacks confidence in communication
* Keeps others informed
* Poor written communication skills
* Able to write memo's and draft letters as appropriate
* Tends not to listen to what others have to say
*
* Fails to give others the information they need
8. Commitment:
Displays commitment and self-motivation
• Completes and finishes tasks, not giving up
• Is conscientious and takes pride in their work
• Works to high standards
• Is reliable and consistent - not letting others down
Positive Indicators Contra Indicators
* Perseveres with tasks until completion
* Lacks motivation
* Takes responsibility
* Demonstrates a lack of concern with their own standards and quality of work
* Is enthusiastic and positive in approach to work
* Loses interest easily - leaves tasks unfinished
* Prepared to put in extra time when required
* Poor attendance
* Sets high standards and strives to achieve them
* Not willing to put in extra time/effort when needed/necessary
* Concerned in projecting a good image of the department/company
* Pessimistic approach - only sees the negative
* Is reliable - can be depended upon by others
* Lack of concern for others
* Is willing to go beyond the job if required
* Lets others down - cannot be counted on
Recruitment
Recruitment
• Tata owned Jaguar-Land Rover (JLR) has
announced a major drive to recruit 600
engineers and technical staff to work on its
700-million-pounds projects
• Besides, there are a "significant number"
of vacancies in its purchasing, finance and
human resources departments. It is also
launching a programme aimed at recruiting
Problem of booming B Schools
• Headhunters scouting around for MBAs
• 2000 witnessed an alarming rise in
number of institutes, offering management
education both at the undergraduate & PG
• All these needs atleast 200 MBAs for
teaching faculty
• Most of MBAs join industries
• Management are worried
• Where to find qualified & eligible MBAs…?
Recruitment is the process of searching
for prospective employees and
stimulating them to apply for jobs in the
organizations.
Selection starts where
recruitment ends
In simple terms:-
It is a process of searching for and obtaining applicant for job, from among whom right people can be selected.
In Formal Terms:
It is a process to find and attract capable applicant for employment. The process begins when new recruits are sought and ends when their applicants are submitted.
This result is a pool of applicants from which new employees are selected.
Purpose of Recruitment
- Determine the present and future requirements of the organizations.
- Increase the pool of job applicants at minimum cost.
- Help increase the success rate of selection process.
- Help reduce the probability that job applicants once recruited and selected, leave the organization after a short period of time.
- Meet the organizations legal and social obligations regarding the compositions of its work force.
- Begin identifying and preparing potential job applicants who will be the appropriate candidates.
- Increase organizational and individual effectiveness in short & long term.
- Study the effectiveness of various recruiting techniques and sources for all types of job applicants.
Factors governing Recruitment
1) External Factors
a) Unemployment Rate
b) Political and legal considerations.
c) Constitutions which prohibits discriminations.
d) Preferences to son of the soil
e) Company Image
2) Internal Factors
a) Recruiting Policy
b) Temporary & Part – Time employees.
c) Preference to local citizens in MNC.
d) Size
e) Cost.
A good recruitment policy is that which :
• Complies with government policies
• Provides job security
• Provides employee development
opportunities
• Flexible to accommodate changes
• Ensures its employees long-term
employment opportunities
• Cost effective for the organization
SOURCES OF RECRUITMENT
1. Internal search
rnal Search
HRIS
Job portals
Notice boards
Circulars
2. External search
Advertisements
Educational institutions
Employment agencies
Interested applications
Employee referrals
The company's focus is on graphic arts software training and related professional services for use in web, print, video, and multimedia applications. It provides both publicly scheduled classes in cities across the United States and privately scheduled, custom training. Classes are instructor-led, hands-on workshops typically two to three days in length.
The headquarters of the company is in Tucker, Georgia, a suburb of Atlanta. One of the Denver training centers of the company is operated for Quark, Inc.[5] The company has also operated training centers for Apple,[6] and Enovation, a Fujifilm company. It is a member of the Adobe Solutions Network training center program, the QuarkAlliance program, and the Apple Authorized Training Center (AATC) program.
Noteworthy instructors for the company include Dan Margulis, author of Professional Photoshop. The company principal and CEO is Sterling Ledet, board member of the Atlanta Chapter of Entrepreneurs' Organization.
Positive Indicators Contra Indicators
* Interested in finding out more about things - looks beyond the surface
* Takes things as read - is not interested in finding out more
* Generates varied solutions to problems
* Makes similar mistakes more than once, on a number of occasions
* Comes up with ideas, makes suggestions
* Accepts systems and procedures even if they appear to be inefficient
* Is proactive
* Fails to learn from mistakes
* Works with minimum direction, using own initiative
* Tends not to perform well if left to own initiative or without close supervision
* Looks for possible improvements to increase efficiency
* Lacks interest and curiosity in what going on around them
* Learns from past successes and failures
* Will not volunteer opinions / ideas
6. Relationships:
Has good working relationships with others, both within and outside the organization.
* Builds informal working relationships
* Co-operates with others, is a team player
* Understands and is sensitive to the needs of other people
* Persuades and negotiates - is able to gain commitment
* Confronts problems and is assertive when necessary
* At supervisory level:
* Is able to supervise and motivate others
Positive Indicators Contra Indicators
* Able to build and maintain relationships with people at all levels
* Has problems in gaining other's commitment
* Develops a network of contacts
* Doesn't change his approach according to the audience
* Is friendly whilst behaving in a business-like way
* Has an unprofessional image to others
* Works well with others and in a Team environment
* Takes constructive criticism personally
* Will offer help and support to others
* Is not assertive when required - tends not to stand up to people, gets walked over
* Is open and approachable
* Avoids confronting/dealing with problems
* Is aware that different people may need to be approached in a different way
* Lets problems go rather than confronts them
* Has an appreciation of people's needs
* Unwilling to admit to problems/mistakes
* Able to persuade and convince others
* Will not ask others for help
* Is able to be assertive
* Unconvincing in discussion with others
* Prepared to say 'no' when necessary
* Admits to problems and mistakes
* Prepares to ask for help if in difficulty
* Is able to take constructive criticism
7. Communication:
Communicates confidently and clearly with others
• Is clear and concise in communication
• Effectively communicates own needs
• Liaises and consults with others
• Is able to communicate effectively in writing
Positive Indicators Contra Indicators
* Expresses themselves clearly and to the point
* Unclear in communication
* Is articulate - able to convey their needs to others - purpose, importance and consequences
* Talks around the subject
* Is courteous, tactful, helpful and shows sensitivity
* Written communication can be too lengthy or ambiguous
* Actively listens
* Drafts letters that are not appropriate or are not well written (grammar, punctuation)
* Has a confident manner and projects credibility both face to face and over the telephone
* Lacks confidence in communication
* Keeps others informed
* Poor written communication skills
* Able to write memo's and draft letters as appropriate
* Tends not to listen to what others have to say
*
* Fails to give others the information they need
8. Commitment:
Displays commitment and self-motivation
• Completes and finishes tasks, not giving up
• Is conscientious and takes pride in their work
• Works to high standards
• Is reliable and consistent - not letting others down
Positive Indicators Contra Indicators
* Perseveres with tasks until completion
* Lacks motivation
* Takes responsibility
* Demonstrates a lack of concern with their own standards and quality of work
* Is enthusiastic and positive in approach to work
* Loses interest easily - leaves tasks unfinished
* Prepared to put in extra time when required
* Poor attendance
* Sets high standards and strives to achieve them
* Not willing to put in extra time/effort when needed/necessary
* Concerned in projecting a good image of the department/company
* Pessimistic approach - only sees the negative
* Is reliable - can be depended upon by others
* Lack of concern for others
* Is willing to go beyond the job if required
* Lets others down - cannot be counted on
Recruitment
Recruitment
• Tata owned Jaguar-Land Rover (JLR) has
announced a major drive to recruit 600
engineers and technical staff to work on its
700-million-pounds projects
• Besides, there are a "significant number"
of vacancies in its purchasing, finance and
human resources departments. It is also
launching a programme aimed at recruiting
Problem of booming B Schools
• Headhunters scouting around for MBAs
• 2000 witnessed an alarming rise in
number of institutes, offering management
education both at the undergraduate & PG
• All these needs atleast 200 MBAs for
teaching faculty
• Most of MBAs join industries
• Management are worried
• Where to find qualified & eligible MBAs…?
Recruitment is the process of searching
for prospective employees and
stimulating them to apply for jobs in the
organizations.
Selection starts where
recruitment ends
In simple terms:-
It is a process of searching for and obtaining applicant for job, from among whom right people can be selected.
In Formal Terms:
It is a process to find and attract capable applicant for employment. The process begins when new recruits are sought and ends when their applicants are submitted.
This result is a pool of applicants from which new employees are selected.
Purpose of Recruitment
- Determine the present and future requirements of the organizations.
- Increase the pool of job applicants at minimum cost.
- Help increase the success rate of selection process.
- Help reduce the probability that job applicants once recruited and selected, leave the organization after a short period of time.
- Meet the organizations legal and social obligations regarding the compositions of its work force.
- Begin identifying and preparing potential job applicants who will be the appropriate candidates.
- Increase organizational and individual effectiveness in short & long term.
- Study the effectiveness of various recruiting techniques and sources for all types of job applicants.
Factors governing Recruitment
1) External Factors
a) Unemployment Rate
b) Political and legal considerations.
c) Constitutions which prohibits discriminations.
d) Preferences to son of the soil
e) Company Image
2) Internal Factors
a) Recruiting Policy
b) Temporary & Part – Time employees.
c) Preference to local citizens in MNC.
d) Size
e) Cost.
A good recruitment policy is that which :
• Complies with government policies
• Provides job security
• Provides employee development
opportunities
• Flexible to accommodate changes
• Ensures its employees long-term
employment opportunities
• Cost effective for the organization
SOURCES OF RECRUITMENT
1. Internal search
rnal Search
HRIS
Job portals
Notice boards
Circulars
2. External search
Advertisements
Educational institutions
Employment agencies
Interested applications
Employee referrals
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