HRM
Personnel Planning and Recruiting
Personnel planning & recruiting in Avery Dennison
Submitted By:
Iftekhar Aziz (410 18 017)
Rashidul Hassan (411 20 020)
Iftekher Mahmood (411 20 058)
Human Resource Management
Dr. Serajul Hoque
Professor
Department of Marketing
University of Dhaka
Prof. Dr. Serajul Hoque
Company Overview
Conclusion
Recruitment
Introduction of Avery Dennison
Some features of Avery Dennison
Products of Avery Dennison
Definition
Job description & Specification
Workforce planning tool in Avery Dennison
Definition
Sources of recruitment
Employee referral scheme
Recruitment procedure
Workforce Planning
Wrapping up the topics
Contents
Company Overview
Avery Dennison is a recognized industry leader that developsinnovative identification and decorative solutions for businesses andconsumers worldwide. Every day. Everywhere.
Every day, millions of people all over the world see Avery Dennisoninnovation in thousands of products --- from beverage labels andbusiness cards to retail tags and vehicle graphics, Avery Dennisonbrands are everywhere you look.
For 2009, sales were $6 billion and the Company ranked number 362 onthe 2010 Fortune 500 list of the largest U.S. industrial and servicecompanies.
Avery Dennison Products
Work force Planning
Process of analyzing on organization’s 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.
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.
Positions become
available because:
Job Description
Job Specification
An important element in workforce planning is to have clear job descriptions and person specifications.
Job Description•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.
Job SpecificationsA person specification sets outthe skills, characteristics andattributes that a person needs
to do a particular job.
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Workforce Planning Tool
Workforce Planning Tool
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What is Recruitment?
Recruitment and selection are two of the most important functions of personnel management.
Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment.
6 Operating Authority
Hr
Head Of The Department
Unit-head (Plant & Factories)
Regional Director/General Manager
CEO (Subjected To Restriction)
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
position’s 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.
Candidate selected
@ Level
Referral
incentive
Member BDT 5,000
Senior Member BDT 8,000
Lead Member BDT10,000
Principal Member BDT 15,000
To encourage Employees to refer individuals and build human
capital in the company
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.
All the references must bear the name and employee number of the employee. These details must be recorded in the interview assessment form.
Depending on the profile and seniority of candidates selected ,candidate referral incentive would differ.
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 individual’s has the capacity or latent ability to learn a given job if given
adequate training. Aptitudes tests help determine a person’s 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 person’s 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 candidate’s physical resilience upon exposure to hazardous
chemicals.
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 andcan 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 foundsuitable, 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 otherperson nominated by the Head of the department.
All candidates will be asked a standard format of questions and test, which will have beendecided by the HR and the concerned department, related to the job requirements and thecandidate’s suitability to undertake the role.
Avery Dennison, Bangladesh is an equal employment provider. As an employer it does notsee age/sex/race/region/caste/religion as employee’s disadvantage.
Discrimination
!!!!
…Never…