anum saleha

8/8/2019 Anum Saleha

1/14

BY ANUM SALEHA


2/14

INTRODUCTION ABOUT HRMy HR is the partner in your business that is the expert on

people and human behavior.

y Human Resources has grown as an industry to includeexperts in the field of Organizational Development,Change Management, Continuous ProcessImprovement, as well as those who gain impressive

training and enjoy significant tenure in Benefits Administration, Recruiting, Policy Analysis, andTraining.


3/14

TYCO FIREyOur Businesses: Tyco Fire have two segments, Fire and

Security, They have different brands which are: ADT, Simplex Grinnell,Tyco Fire & Integrated Solutions, Wormald, Scott, American Dynamics,

Ansul, Sensormatic, Software House.

y Headquarter is located in Singapore


4/14

HR DEPARTMENT OF TYCO FIRE &

SECURITY

The main HR activities done by TYCO FIRES HRdepartment are:

y HR Planningy Equal Employment Opportunity

y Staffing

y HR development

y Compensation and benefits

y Health, safety and security

y Employee and labor Relations Management


5/14

RECRUITMENT

y Recruitment is the process of finding and attracting capable applicantfor employment.

y The process begin when new recruit are sought and ends when their

applications are submitted, which involves identifying vacancies ornew positions, posting these positions, recruiting for them, andselecting, hiring, promoting, and transferring staff employees.

y They have a Man power acquisition Form in which they thoroughly

describe the job specifications, descriptions, benefits, job title, salarypackage which is first send to their headquarters at Singapore, andafter if get approved then they start the recruitment and selectionprocess.


6/14

POLICIES AND PROCEDURES OF

RECRUITMENT AND SELECTIONy Management: Tyco Fire receives applications from potential

employees on a regular basis, without any employee referrals oradvertisements.

y Non-Management: Non-management employees are recruitedthrough supervisors and union recommendations. Vacancies whenfilled with internal staff are done through nomination and not throughsoliciting applications from employees.


7/14

EXTERNAL RECRUITMENT CHANNELS

y Tyco Fire mainly focuses on external recruitment and

in that they only use different channels likeAdvertising, head hunters, and university recruitment.


8/14

y Tyco Fire usually offers permanent employment as against contractualemployment.

y Management staff is usually hired after three interviews. The concerndepartment supervisor conducts the first interview to checkcapabilitiesand knowledge.

y The second interview is scheduled with Human Resource manager and

the respective department head. Successful candidates are called forfinal interview with the general management.

SELECTION


9/14

INTERNAL SELECTION

y In Tyco Fire they dont believe in internal selectionbecause they dont have many employees to roll within

the organization thats why they mostly hire externally.


10/14

STEPS IN THE SELECTION PROCESSStep 1: PRELIMINARY RECEPTION: A preliminary

interview conducted in Tyco Fire as a courtesy, and then the applicantappears in person.

TYPES:

y ONE-TO-ONE INTERVIEW

y PANEL INTERVIEW


11/14

Step 2: REFERENCES AND BACKGROUND CHECKS

y This is very important step for Tyco Fire selection process because theyare not widely settled firm and they dont have much staff so beforehiring they emphasize more on background and references checks.

Step 3: SUPERVISORY INTERVIEW

y In Tyco Fire they dont particularly conduct supervisory interview itsjust that after the mail interview head of department or supervisory jusgo through all and if he feels like asking any questions then he ask. It

varies in job nature and work.


12/14

Step 4: REALISTIC JOB PREVIEWS

y In Tyco Fire, the head of department explain every thing to applicantregarding job and work he supposes to do. Working conditions andequipments are also shown them so that they know what sorts of

technologies are used.


13/14

Step 5: HIRING DECISION

y The hiring process involves more than just extendingan offer. To maintain good public relation head ofdepartment notify applicants who are not selected.

y And they ask them that they are interested in next jobopening. Even though they are not interested or thereis no future chance of job opening they keep therecord of unselected candidates for emergency use.

y There is no proper files are maintain for suchunselected employees but they place their resumes infile for future use.


14/14

THANK YOU

anum saleha

Documents