Personnel Planning & Recruiting
- 1. Prof. Dr. Serajul Hoque Personnel planning & recruiting in Avery Dennison Human Resource Management Dr. Serajul Hoque Submitted By: Professor Iftekhar Aziz (410 18 017) Department of Marketing Rashidul Hassan (411 20 020) University of Dhaka HRM Iftekher Mahmood (411 20 058) Personnel Planning and Recruiting
- 2. Contents Introduction of Avery Dennison Company Some features of Avery Dennison Overview Products of Avery Dennison Workforce Definition Planning Job description & Specification Workforce planning tool in Avery Dennison Definition Sources of recruitment Recruitment Employee referral scheme Recruitment procedure Wrapping up the topics Conclusion
- 3. Company Overview Avery Dennison is a recognized industry leader that develops innovative identification and decorative solutions for businesses and consumers worldwide. Every day. Everywhere. Every day, millions of people all over the world see Avery Dennison innovation in thousands of products --- from beverage labels and business cards to retail tags and vehicle graphics, Avery Dennison brands are everywhere you look. For 2009, sales were $6 billion and the Company ranked number 362 on the 2010 Fortune 500 list of the largest U.S. industrial and service companies.
- 5. Work force Planning Process of analyzing on organizations likely future needs for people in terms of numbers, skills and locations. It allows the organizations to plan how those needs can be met through recruitment. It is vital for a company like Avery Dennison to plan ahead. Because the company is growing, Avery Dennison needs to recruit on a regular basis for its all business aspects. Jobs are created as company increases the number of machines to increase the capacity. Positions become available because: Vacancies arise as employees leave the company- when they retire or resign-or getting promotion to other positions within Avery Dennison. New types of jobs can be created as Avery Dennison changes its processes and technology.
- 6. An important element in workforce planning is to have clear job descriptions and person specifications. Job Specifications A person specification sets out Job Description the skills, characteristics and attributes that a person needs to do a particular job. Job Description Job Specification The title of the job. To whom the job holder is responsible. A simple description of roles and responsibilities. Job descriptions and persons specifications show how a job holder fits into the Avery Dennison business. They help Avery to recruit the right people. They also provide a benchmark for each job in terms of responsibilities and skills. These help managers to assess if staffs are carrying out jobs to the appropriate standards.
- 7. Work force planning for Avery Dennison Work force Planning
- 10. What is Recruitment? Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. 6 Operating Authority Hr Recruitment and selection are two of the Head Of The Department most important functions of personnel management. Unit-head (Plant & Factories) Regional Director/General Manager CEO (Subjected To Restriction) m62 visualcommunications
- 11. Recruitment Sources: Data base: Resumes which are live and active be stored in a central place. Head Hunt: Recruiters do the headhunting based on the requirements. Comprehensive data-base contains each positions core competency skills. Search Engines: Currently Avery use one of the leading portal to access their unlimited database access and unlimited job postings. Consultants: If there are bulk requirements or niche requirements, engagement of consultants at the discretion of the management. Employee Referral: Employee refers his or her friends to the company.
- 12. To encourage Employees to refer individuals and build human capital in the company Candidate selected Referral All the references must bear the name and @ Level incentive employee number of the employee. These details must be recorded in the interview Member BDT 5,000 assessment form. Senior Member BDT 8,000 Depending on the profile and seniority of candidates selected ,candidate referral Lead Member BDT10,000 incentive would differ. Principal Member BDT 15,000 An individual is entitled to the candidate referral incentive only after the person referred by him/her has served for one month with the organization.
- 17. Employment Tests for High Potential candidates Ability tests: Assist in determining how well an individual can perform tasks related to the job. When applicant claims to know something, an achievement test is taken to measure how well they know it. Aptitude test: Aptitude tests measure whether an individuals has the capacity or latent ability to learn a given job if given adequate training. Aptitudes tests help determine a persons potential to learn in a given area. Intelligence test: This test helps to evaluate traits of intelligence. The intelligence is probably the most widely administered standardized test in industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities. Interest Test: This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests indicate which occupations are more in line with a persons interest. Personality Test: The importance of personality to job success is undeniable. Often an individual who possesses the intelligence, aptitude and experience for certain has failed because of inability to get along with and motivate other people. Projective Test: This test requires interpretation of problems or situations. For example, a photograph or a picture can be shown to the candidates and they are asked to give their views, and opinions about the picture. General knowledge Test: Now days G.K. Tests are very common to find general awareness of the candidates in the field of sports, politics, world affairs, current affairs. Perception Test: At times perception tests can be conducted to find out beliefs, attitudes, and mental sharpness.etc. Medical Test: It reveals physical fitness of a candidate. With the development of technology, medical tests have become diversified. Medical servicing helps measure and monitor a candidates physical resilience upon exposure to hazardous chemicals.
- 18. Discrimination !!!! Never Employees are selected on the basis of qualification, ability, experience and character. At the time of selection reference checks are solely at the discretion of the employer and can be conducted at any point of the recruitment and/or selection process. 1st round of personal interview would be conducted by the HR. If the candidate found suitable, then he/she would be required to go through 2nd round of interview. 2nd round of interview would be conducted by the Head of the Department or any other person nominated by the Head of the department. All candidates will be asked a standard format of questions and test, which will have been decided by the HR and the concerned department, related to the job requirements and the candidates suitability to undertake the role. Avery Dennison, Bangladesh is an equal employment provider. As an employer it does not see age/sex/race/region/caste/religion as employees disadvantage.