صفحه 1:
۱۱0۲ عز اننایع۱8
مثل كار كردن با يخجال خانه
صفحه 2:
Setting a goal is not the
main thing. It is deciding
how you will go about
achieving i taying
with that p
Tom Landry (was an
aerican football player and
تكان ها ى خيلى تائهانى به نمودار رشد نيروى انسائى تمى دهیم
روند كذشته + كمى رشك
کم كم زيادش مى كرديم(باى برنامه ريزى روى زمين اسست
صفحه 3:
۳
عاد in
‘The recrtment and selection process is series of hurdles aimed at selecting the best candidat forthe jb. و
FIGURE 5-1 Stepsin
Recuitment and Selection
Process The recutment
and selection process s
series of hucles aed
atselecing he best
canciete forthe job
صفحه 4:
Employment (or personnel) Planning
Employment(or personnel) planning is the
process of deciding what positions the firm
will have to fill, and how to fill them.=-4t.»
embraces all future positions, from
maintenance clerk to CEO. Howeve ost
firms call the proq
fill executive jobs 3%
صفحه 5:
Forecasting Personnel
Needs
> Trend Analysis: Study of a firm's
past employment needs over a
period of years to predict future
needs.
> Ratio Analysis: A forecasting
technique for determining future
staff needs by using ratios between,
for example, sales volume and
number of employees needed.
> Scatter Plotting: A graphical method
used to help identify the relationship
between two variables.
صفحه 6:
Forecasting the Supply of
Inside Candidates
* Qualification Inventories: Manual
or computerized records listing
employees’ education, career and
development interests, la
special skills, and so on, t
in selecting inside candid
promotion.
— Manual systems and rep
charts
— Computerized skills inve
صفحه 7:
Forecasting the Supply of
Outside Candidates
۰ If there won’t be enough inside
candidates to fill the anticipated
openings (or you want to go outside
for another rei
outside candic
صفحه 8:
Employee Recruiting
* Finding and/or attracting applicants
for the emplover’s open position.
کی ندال خرجی
هايشان را بدان . سعى كن
کشفشان کنی!
صفحه 9:
Internal Sources of
candidates
* Job postings uss)
جای دیگر که مبخا
فیس دورس ۳۵۲۵ ۰
* Succession plann
صفحه 10:
Succession Planning
* Succession Planning -the ongoing
process of systematically identifying,
assessing, and developing
organizational le
performance.
— Identify key neq
— Develop inside
— Assess and cho
صفحه 11:
Outside Sources of
Candidates
— Recruiting Via the Internet
— Advertising
— Employment Agencies
—Temp Agencies and Alterna
— Off shoring and Outsourci
— Executive Recruiters
— On-Demand Recruiting Se
— College Recruiting,
— Referrals and.Wal
—Telecommuters/
Jee
صفحه 12:
Recruiting Via the Internet
۱ 6]
Ft sw! NTALENT
: Jobiran Sy,
2: ‘YaHOO! hotjobs: Mey
Ge A
J©Bcentral
Rlet-Temps
صفحه 13:
Other Recruiting Online
Option
* The DOT-jobs D
* Virtual Job Fairs
* Using Applicant
صفحه 14:
HOW ABOUT A BIT OF CREATIVE REJUVENATION?
۲
We need 2 talented Art Directors and Copywriter to
ignite our clients’ imaginations. Bialish) salaries for the best.
صفحه 15:
صفحه 16:
We’re looking for computer
engineers who like to solve
hai meee) ie
Call us on this number now:
صفحه 17:
| ee
۴
KINGMAN REGIONAL
MEDICAL CENTER (
صفحه 18:
SHARP.
Are you?
Let’s talk.
صفحه 19:
ag KS
صفحه 20:
صفحه 21:
| LOGO
صفحه 22:
Shit!
صفحه 23:
We Pay You Money To Have
Your Name On Our Business Cards!
صفحه 24:
Want to work at a better place?
you do yon woud be looking Wa youre موی
our, nd on ]
(Cb bona ene ere.
| har ads, uta ve havea
lana ar ova pop porn ane am per
ete ud ofthe sive cer comer saree
(eo ned enhstasi perio kepupine god
Wer ete as goving ato rey sate se
eve teen on gong dagen we hod
eta
سايم ايم ف مويه ان انيه مايا
‘a soe rachel Ni shook ond
Speck fen tron er eu pvt wo Re SST? ot
Fav Pe charts den your crc endplate
(Of an we maton cmt pte
اوه لتم ا anaes?
000 ree
ebaasingsnt en non cma to مله عم لصم م
erro
صفحه 25:
LIKE TO.
At the MeMaster University Annual Fund Phone Program, we
are looking for undergraduate students with excellent
communication and problem-solving skills who can think on
thair feet. We're students working together to raise funds for
bu cholarships, and other student programs. Positions
start at $10 per hour and there are many opportunities for
arivancement. Contact Natraj Ramachandran at 905-525-9140,
24617 or at ramachn@memaster.ca for more information
Pst iy te Ofice of Ami Acemcement
صفحه 26:
صفحه 27:
صفحه 28:
Rewind.
Fast forward.
صفحه 29:
21
RAF
مسو Ro. Nena. ره و
ی
وه وم رو ۲و ده و
nuns. هو
صفحه 30:
صفحه 31:
کارمندیابی و استخدام
۶ ثبت نام آنلا.
بررسی رزومه آفرد
۴ ور هام اوليه
* تطابققلا نیاز
۴ دعوت به مصاحبه
معرفی جهت آموزش
صفحه 32:
کارمندیابی و استخدام
یکی از مهم تريرسهوامل بنونظر اين شركت در
2
خوانی 5 ب با فرهنگ
یرای لک فدکس ات ٩۳
گوگل از یک سیستم متمرکز برای نیرو گیری استفاده
میکند.
ارجاع توسط کارمندان
استخدام از فارغ التحصیلان دانشگاه
استفاده از شبکههای اجتما
ee tie! 2 زب نيم هى بالقوه
۵ Sep
تبلیغات ذهنی
مسابقه
تبليقات مت
صفحه 33:
Face book is a new way for recruitment, People are
real in it
Antoine de Saint-Exupery (Aviator, writer }
تمام فعالیت های ۲٩8 در فوتبال کوچکش
el gall
بيشنهاد استاد براى كتاب نوشئن يا كار كردن
روی آن!
موضوع پیشنهامی پرایپایان نامه
روش استخدام - معرف
