Recruitment of External Candidates as a Function of Human Resources Management in the Company

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Experience in built-up training center would be advantages. Good command of English and good presentation skill. This will include company policy or regulations design and other employee-related processes Advise managers on disciplinary issues including misconduct, policy practice violations, corrective actions, and termination. Review involuntary terminations and disciplinary decisions for fairness, consistency and potential legal liability Analyze existing and planned corporate employee policies, practices and initiatives to assess the effect on employees and to promote internal and external.

Recommend policy and practice changes based on internal trends and competitive benchmarking. Provide training and mentoring to employees and managers on performance management, conflict resolution, and other related topics. Consult with management level regarding high exposure employee relations issues.

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Partner with inside and outside counsel, as appropriate, develop resolution strategies for employee complaints. Works with the compliance department about lawsuits, complaint resolutions, understanding applicable law, and potential liability Responsible for ensuring and monitoring compliance with Company policies and procedures via interpretation and communication to company employees and managers. Provide coaching and assist HR management with the development and execution of corrective action and developmental action plans.

Establish metrics and measures of ER success that are aligned to business outcomes. Provide leadership and coordination of company Human Resource functions. Develop and implement corporate Human Resource strategy and programs. Create company strategic recruitment and selection plan.

Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees. Oversee compensation programs to ensure regulatory compliance and competitive salary levels. Oversee the design and development of compensation strategy and programs. Direct the administration of benefit programs, evaluate and recommend improvements to benefit programs.

Evaluate procedures and technology solutions to improve human resources data management. Recommend and maintain an organizational structure and staffing levels to accomplish company goals and objectives. Evaluate company culture and provide recommendations on changes to accomplish company goals and objectives.

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Evaluate and recommend human resource outsourcing opportunities and identify potential vendors. Develop and manage annual budgets for the division and perform periodic cost and productivity analyses. Recommend and establish company policies and procedures. Serve on planning and policy-making committees. Having strong experience in Thai labor law, ER, welfare and reward systems is required. Is self-motivated and has analytical, results-oriented and change management skills. Can work independently. Manage maintenance and accuracy of employee data, for reporting and distribution.

Monitor budget and utilize operational resources. Ensure services are in compliance with professional standards, state and federal regulatory requirements related to recordkeeping and reporting. Having own transportation with current license is a must. Must be fluent in English, both spoken and written. Compiling reports and data related to human resources functions, including compensation, employee performance, workforce development, and attendance tracking.

Working closely with human resources and information technology to ensure the integrity of human resources systems are also required in an HR analyst role.

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Create and implement processes and procedures to ensure and maintain HRIS data integrity Create, and keep current, documented HRIS processes and procedures Create and provide employee data reports for HR and other departments as needed Leads and participates in the Human Resource Information System HRIS related projects and develops business processes and procedures within the scope of authority Functions as Human Resource HR liaison with Information Technology IT , Payroll and other groups on HRIS related matters Ensures proper auditing procedures exist so that employee changes to the HRIS are coded according to policies, practices, and HRIS requirements Tests new processes and functionality prior to delivery and ongoing process improvements after implementation.

Monitors and analyzes data and trends to identify potential opportunities, needs, issues, and problems that could impact business results as it applies to HRIS. Data input, reporting, report checking, payroll calculation Carrying out payroll tasks relating to salary payment, overtime payment, income tax, EXPAT tax, and year-end tax In charge of the administration of the Social Security Fund and Social Welfare.

Issuing payroll reports as per client requests Coordinating with clients Other tasks as assigned. Manage the end-to-end recruitment process to meet business direction and strategies in the responsible function Support recruitment methods and techniques for attracting and sourcing candidates i. Support strategic recruitment projects i.

Manage, execute and follow up on production procedures. Have experience in accounting is preferable. Fluent in languages specifically in Thai and English. Excellent verbal and written communication skills. A very detailed oriented individual with the ability to multi-task and prioritize. Organize and maintain the filing system and follow up on pending matters. Schedule appointments and coordinate arrangements for meetings. Prepare bi-weekly regular reports, gathering and summarizing data including information updates required by the department Responsible for travel arrangements as well as supporting visitors i.

Improving and developing various kinds of administrative services for enhancing quality and efficiency. Controlling and taking care of all company drivers, messengers, and maids including outsourcing staff. Keeping the required financial records for income and expenditure as well as budgeting and forecasting.

Liaising with the company Accountants to ensure correct records are maintained and financial reports made.

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Running payroll and reporting. Using initiative and problem-solving skills to think of improved ways of doing things and sharing this with the rest of the team. Generally supporting any other member of the team as required to help ensure the office runs smoothly. Good command of English A professional, positive, energetic and flexible attitude Excellent organizational and prioritization skills Team-work oriented, capacity to work independently; personal commitment, efficiency, flexibility, experience in working effectively and harmoniously with colleagues from varied cultures and professional backgrounds at all levels Excellent communication and negotiation skills Ability to work well under pressure and to keep deadlines.

Providing support to the Human Resource Manager with travel arrangements, organizing meetings, etc. Controlling the company's gardens, maids, security guards, office supplies, purchasing functions. Assist HR in managing the overall HR process. Provide and ensure a smooth transition and relocation process for expatriate associates.

Assist associates in making their travel arrangements. Assist with organizing in-house activities which include seminars and presentations Assist with logistics of any events including securing the venue, materials preparation, attendee follow-ups, registration, etc. Manage all internal and external calls. Make appointments with customers and visit customers with a sales engineer. Interpret or translate the Thai language into English to support communication between sales engineer and customers.

Indoor sales activity such as promoting CCS to customers. Manage demo loaners and perform inventory record on demo loaners. Deliver demo loaners to customers. Must have strong interpersonal skills and be customer focused Must be proficient in English. Possess a valid driving license and own vehicle.

Performing administrative tasks. Dealing with suppliers. Ensuring that the organization complies with relevant legislation and regulations, and keeping board members informed of their legal responsibilities. Coordinating and liaising with regulators and authorities, including the SEC and SET on regulatory compliance, company secretarial work, and general commercial matters.

Preparing agendas for and taking minutes of board meetings and annual general meetings. Maintaining statutory books, including registers of members, directors, and secretaries. Dealing with correspondence, collating information and writing reports, ensuring decisions made are communicated to the relevant company stakeholders. Contributing to meeting discussions as and when required, and advising members of the legal, governance, accounting and tax implications of proposed policies. Monitoring changes in relevant legislation and the regulatory environment and taking appropriate action.

Maintaining the requester of shareholders and monitoring changes in share ownership of the company. At least 5 years experience in a related field. Excellent and proven communication skills and ability to establish rapport and sound relationships within and outside the company Hands-on, diligent and fast and effective troubleshooting. Able to establish relationships based on trust, confidentiality, and integrity.

Proficient in written and oral English. Communicating with business partners both Thai and foreign. In other words, it lays out everything you hope to see in an ideal prospective applicant. This should include a candidate's qualifications, work experience, skills, education, training and even traits that could make them fit in well, such as a good personality, positive outlook, ability to handle stress, etc.

Your recruitment strategy is how and where you plan to source applicants for the position, starting with whether you'd like to hire internally or externally.

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Internal sourcing involves recruiting from former employees, applicants and employee referrals, or promoting or transferring current employees. The majority of positions are filled through external recruiting sources, such as job sites, employment agencies, headhunters, job fairs, professional associations, etc.

There are benefits to both internal and external recruiting, and which option is best will vary by situation. Internal recruitment can result in increased loyalty and morale among employees, as well as the knowledge that your new hire will already be familiar with company culture and policies. Unfortunately, if you promote or transfer an existing employee, you'll also have to fill her former position, and by only looking at internal sources, you may be limiting your applicant pool and miss the opportunity to find a truly outstanding employee.

Public recruitment strategies can open you up to the largest candidate pool, but you may end up with far more unqualified applicants. Therefore, you'll need to do more work to create an intriguing and interesting job listing that includes the information from your job description and person specs. It's critical that you have someone proofread your ads to make sure they're grammatically and factually correct as well as free from anything that could be interpreted as discriminatory, especially if you wrote your listing in a unique or fun way.

Whether you recruit publicly or privately, internally or externally, it's also of the utmost importance that your recruitment strategy is fair, professional and unbiased. Once you start getting applications, you need to start thinning out the pool of applicants, which means you've entered the selection phase of the process.

Recruitment of External Candidates as a Function of Human Resources Management in the Company
Recruitment of External Candidates as a Function of Human Resources Management in the Company
Recruitment of External Candidates as a Function of Human Resources Management in the Company
Recruitment of External Candidates as a Function of Human Resources Management in the Company
Recruitment of External Candidates as a Function of Human Resources Management in the Company

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