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The
concept of recruitment has changed a lot in the recent
years. The emphasis is much more on identifying present
needs, finding and attracting the right people for the
right position at the right time. The ability to attract
and hold on to talented employees is the single most reliable
predictor of overall excellence. It is also very important
to develop a relationship with the people, identifying
talent and offer them the challenge and personal development
opportunities they are looking for |
| Objective:
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HRC wants
to build capabilities in the core business areas to grow its
own timber in identified core competence areas
Develop
core competency locally to reduce dependency on expatriates/contracts
for base load activities
Recruit
high quality people with great adoption skills to cope up
with broad job scope over the ever-changing environment of
the business that will ensure sustainable development
To create
a learning organization by promoting a self development culture
and ensure feedback and desire for continuous improvements
become core values
To fulfill
it's business needs, HRC will recruit matures as well as graduates
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| Critical
Success Factors :
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Availability
of personnel with the desired skills
Mindset
of the people: Development of an output orientation
Improvement
of the status of technical professions
Development
of professional bodies
Defining
an enticing value proposition for prospective recruits ? Defining
the appropriate communication channels
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| Equal
Opportunity:
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HRC is an equal opportunity organization. It does not discriminate
on irrelevant criteria such as color, race, gender, religion,
ethnic origin etc. It believes in equal right for everyone in
every strata of the organization. HRC is an equal opportunity
employer. It employs based on an individual's merit only. Similarly
it rewards its employees based on performance only. HRC provides
equal opportunity to all its stakeholders, contractors, suppliers
and customers. |
