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Siemens, founded by Werner von Siemensin 1847 in Berlin, is a global powerhousewith activities in nearly 190 countriesincluding Pakistan
405,000 employees work at 1,640locations around the globe, including 176R&D facilities
Deals in: Energy , Industry and Healthcare
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Siemens enjoys a leading position in Pakistan in theareas of Power Generation, Power Transmission andDistribution, Automation and Control, Industrial and
Infrastructure Solutions, Medical Solutions andInformation Technology Solutions
With a workforce of 1,400 employees, Siemens is thelargest employer of engineering graduates in the
country. It is currently providing employment to morethan 4000 people across the country.
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SIEMENS Engineering-PaK
Values Responsible Committed to ethical and
responsible actions
Excellent Achieving high performance
and excellent results
Innovative Being innovative to create
sustainable values
VisionTo remain market leader and technology pace
setter in the engineering and electronics
industry by utilizing the high-tech
engineering expertise of the Siemens Group
worldwide. To maintain our strong and
prominent local presence.
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To identify the recruitment &
selection process at
Siemens
Strengths and Deficiencies
Recommendations
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4Success Recruiting Management
provides online, centralized access to
all the recruiting processes to quicklyand effectively source the right talent.
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Recruiting Managers Role Identifying the recruiting administrator, recruiting source person and
HR generalist for the job requisition. Working with the hiring manager to identify and invite interviewers Searching and recruiting internal candidates and external
candidates.
Hiring Managers Role Initiates and submits job requisition for approval Works with recruiting manager and recruiting source person through
recruiting preparation and posting process Works with recruiting manager to identify interviewers Conducts interviews Evaluates candidates and makes hiring decision Drives the on-boarding process
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Step1: Obtain Documentary information
such as procedure manuals and written
instruction.Step 2: Ask about more general aspect
such as the job purposes, the main
activities.
Step 3: Ask the jobholders about the job.Step 4: Observe the jobholders to see
what they actually do.
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Systematic exploration of activities within ajob
Identification of the duties, responsibilities,
and accountabilities of a job
Pre-requisite to many functions (e.g.,recruitment, selection,
appraisal, compensation
JD, JS, JE)
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1. Job Description (job profile)
2. Job SpecificationQualification required for a job
Skill required for a job
Experience required for a job
3. Job Offerings
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Job Profile of Executive Engineer Sales
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Demand & Supply forecasting
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Face to Face interviewFace to Face interview
Interviewdetails
Two wayprocess
Skills, competencies andexperience of the candidate
Chance to know about theorganization
Telephone interviewTelephone interview
The role and responsibilities of the job position
Apply onlineApply online
Candidate applies for vacancy through thewebsite http://www.siemens.co.uk/careers/en
Siemens recruitment team review theapplication & match with their requirements
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Offer & AcceptanceOffer & Acceptance
initial verbal offer of employment followed by a written contractual offer
Background/Probity ChecksBackground/Probity Checks
identity, integrity and credential checkemployment subject to satisfactory probity
checks.
References and background checksReferences and background checks
Two references
Aptitude TestAptitude Test
numeric reasoning, verbalreasoning and an occupational
personality questionnaire
tests are assessed by qualifiedpsychologists and experts
skills tests and/or pre-employmentmedical examinations.
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Following are the basic stages of Graduate
Recruitment Process
Stage One: Online Application
Stage Two: Interview One
Stage Three: Interview Two
Stage Four: Assessment Centre
Stage Five: Our Offer
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PURPO
SEOF
THE PRO
CEDURE Recruiting and selecting the right people isparamount to the success for everycompetitive firm.
Our ideal Recruitment and Selection
Procedure model provides guidelines andpolicies to assist supervisors hire the bestpeople on merit
It must comply with the firms over-all strategyand employment polices and procedures
All hiring supervisors are required to have theappropriate KSAs to ensure quality employeeintake
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A. OVERVIEW OF PROCESS
Assess the need for the job and ensure adequatefunding
Review the job description to ensure that it meets thepresent and future requirements
Design the selection process Draft the advertisement and select the advertising
media Short list using the person specification only
Interview and test short-listed candidates Validate references, qualifications and background
checks Make appointment
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B. REVIEW THE JOB AND THE NEED FOR ITC. REQUEST FOR PERSONNEL ACTIONVacant Position
The job classification, description and qualifications desired ofreplacement personnel should be provided by the department
head at that time. Information includes: Education or technical training required ADA requirements, lifting, vehicle operation, physical demands,
etc. Hours of work; Officials to whom applicants are to be referred. Recommendations of any known applicants. Additional information felt useful in preliminary screening.
D. ADVERTISING Job Posting Employee Priority Posting
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Screening ApplicantsArranging the Interview The InterviewSelection Tests Hiring DecisionReference ChecksCriminal Background
Checks
Drug ScreeningEmployment OfferPost Interview
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Increased Selection
Automatic Screening
Good candidates slip through the cracks
Overwhelming Response
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To publish the career opportunity smartly
Use a multi-interview approach
To emphasize on Criminal BackgroundChecks
Managers must have adequate knowledge
about the system
To use the system wisely (e.g. apply filters to decreaseoverwhelming number of response)
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Process Technology
Enhance efficiency
Decrease cost
Competitive edge
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SIEMENS Engineering Limited-PAK
Whatever the question is we are
providing the answers.
As we have been successfully doing
for more than 160 years around the
globe.
Answers to the toughest questions.
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