abhishreshthaa
Abhijeet S
The Vanguard Group is an American investment management company that manages approximately $1.4 trillion[1] in assets, based in Malvern, Pennsylvania. It offers mutual funds and other financial products and services to individual and institutional investors in the United States and abroad. Founder and former chairman John C. Bogle is credited with the creation of the first index fund available to individual investors, the popularization of index funds generally, and driving costs down across the mutual fund industry.
Vanguard is unusual among mutual-fund companies since it is owned by the funds themselves. In this structure, each fund contributes a set amount of capital towards shared management, marketing, and distribution services. The company says that this structure better orients management towards shareholder interests.[2] Other mutual-fund sponsors are expected simultaneously to make a profit for their outside owners and provide the most cost-effective service to funds for their shareholders.
Recruitment starts from the requisition by the line manager and ends on appointment /documentation.
· Role profile to fill a vacancy
· Approvals by line managers and HR manager
· Job/person specification
· Invite applicants through any of the following resources
Advertising Head hunters Direct Applicants Campus Campaign
· Short-listing of candidates
· Preliminary interviews
· Assessment canter/selection tests
· Final interviews
· Medical examination
· Appointment /documentation
Recruitment Process for Managers:
The process is same accept that after the preliminary interview the panel recommends few candidates who are tested for their managerial capabilities they have to go through stages of assessment .the candidate at the assessment center has three experienced and knowledgeful person who evaluate him at different stages. The different phases upon which the candidates assessed are:
· Case study analysis (to check the decision, making power)
· Presentation (to check the communication skills)
· Group discussions (teamwork abilities)
Training:
Training is a planned effort by a company to facilitate employees learning of job-related competencies. These competencies include knowledge, skills or behaviors that are critical for the successful job performance.
At PTC, there is a continuous assessment of the technical and managerial skills .for the further enhancement of these skills formal training programmes are offered at all levels. The employees are provided wit opportunities to put these skills into practice, in preparation for the move to a managerial role. Training is viewed at PTC as a way of creating intellectual capital. Employees are expected to acquire new skills and knowledge, apply them on job and share this information with other employees. The training is cross-functional for sharing of skills. The training programmes also include International Seminars.
Attitudinal Programs:
· NLP
· Caring Leadership
· Emotional Intelligence
In-house Courses:
· Leadership
· Influencing
· Creative Problem Solving
A new initiative has been taken which covers all employees is the course “lets lead change from inside out” in which employees are taught how to react to environmental and technological changes and how to cope with the situation.
Recruitment
Existing employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below:
A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search the“future interest” database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at External applicants can apply direct to the internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions
SELECTION PROCESS
The selection process should be:
•Transparent
•Timely and cost effective
•Equitable
•Free from conflict of interest
All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.
Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition.
Any skills tests (e.g. presentations) must be directly related to the role and measured against objective criteria, and presentations for one post must be assessed by the same persons. Candidates must be notified of the details of any skills test when they are invited for interview.
Interview questions must relate to the job requirements as exemplified in the person specification and the candidate’s suitability for the position. The person specification should be used as the basis for determining the interview questions. The choice of appointee will be determined by the majority view of the interviewers.
Vanguard is unusual among mutual-fund companies since it is owned by the funds themselves. In this structure, each fund contributes a set amount of capital towards shared management, marketing, and distribution services. The company says that this structure better orients management towards shareholder interests.[2] Other mutual-fund sponsors are expected simultaneously to make a profit for their outside owners and provide the most cost-effective service to funds for their shareholders.
Recruitment starts from the requisition by the line manager and ends on appointment /documentation.
· Role profile to fill a vacancy
· Approvals by line managers and HR manager
· Job/person specification
· Invite applicants through any of the following resources
Advertising Head hunters Direct Applicants Campus Campaign
· Short-listing of candidates
· Preliminary interviews
· Assessment canter/selection tests
· Final interviews
· Medical examination
· Appointment /documentation
Recruitment Process for Managers:
The process is same accept that after the preliminary interview the panel recommends few candidates who are tested for their managerial capabilities they have to go through stages of assessment .the candidate at the assessment center has three experienced and knowledgeful person who evaluate him at different stages. The different phases upon which the candidates assessed are:
· Case study analysis (to check the decision, making power)
· Presentation (to check the communication skills)
· Group discussions (teamwork abilities)
Training:
Training is a planned effort by a company to facilitate employees learning of job-related competencies. These competencies include knowledge, skills or behaviors that are critical for the successful job performance.
At PTC, there is a continuous assessment of the technical and managerial skills .for the further enhancement of these skills formal training programmes are offered at all levels. The employees are provided wit opportunities to put these skills into practice, in preparation for the move to a managerial role. Training is viewed at PTC as a way of creating intellectual capital. Employees are expected to acquire new skills and knowledge, apply them on job and share this information with other employees. The training is cross-functional for sharing of skills. The training programmes also include International Seminars.
Attitudinal Programs:
· NLP
· Caring Leadership
· Emotional Intelligence
In-house Courses:
· Leadership
· Influencing
· Creative Problem Solving
A new initiative has been taken which covers all employees is the course “lets lead change from inside out” in which employees are taught how to react to environmental and technological changes and how to cope with the situation.
Recruitment
Existing employees can view job openings on the internal web and apply direct to the SSC resourcing center electronically. Active recruiter then handles the application Process from receipt to job offer.The key stages in the Process are detailed below:
A job request is received from the employing department and this is discussed with the central resourcin team. A job requisition is completed and approval sought if it involves a new position of additional headcount. Once finalized the job is posted on the system and applications are invited from internal and external candidates as appropriate. At the same time the recruiter will search the“future interest” database for already registered potential candiates with the job profile details and interviews are scheduled The system then matches candid held in the active recruiter files. A shortlist is produced from the system, sent to the line manager The introduction of ActiveRecruiter into the business provides a number of avenues for people to apply for jobs at External applicants can apply direct to the internet site for specific jobs or for more general speculative job opportunities. Electronic links have been established with external web based recruitment organisations such as Monsterboard to provide further job postings opportunities to attract candidates to More conventional resourcing processes are also used including newspaper advertising and Search organisations for more senior positions
SELECTION PROCESS
The selection process should be:
•Transparent
•Timely and cost effective
•Equitable
•Free from conflict of interest
All recruitment will be based on agreed job descriptions and person specifications. Recruitment and selection must be conducted as an evidence-based process and candidates should be assessed against agreed selection criteria, based on relevant knowledge, skills, competencies, experience and qualifications to perform the role as outlined in the person specification. All decisions must be recorded.
Short listing must be undertaken by at least two individuals who are involved in the interviewing process. Interviews should normally be conducted by at least two people, and all interviews for one post must be conducted by the same people. In order to promote equality of opportunity selection committees should, wherever possible, be of mixed race and gender composition.
Any skills tests (e.g. presentations) must be directly related to the role and measured against objective criteria, and presentations for one post must be assessed by the same persons. Candidates must be notified of the details of any skills test when they are invited for interview.
Interview questions must relate to the job requirements as exemplified in the person specification and the candidate’s suitability for the position. The person specification should be used as the basis for determining the interview questions. The choice of appointee will be determined by the majority view of the interviewers.
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