• Recruitment,
employment and qualification of the personnel
• Development and improvement of the organizational and functional structure
• Planning of the succession in the management
• Career management, planning and development
• Improvement and development of the stimulation and motivation system
• Specialized consultations in the process of recruitment and integration
of the newly hired employees
• Planning and management of probation and intern programs
• Management of projects
• Development and organizational binding of job descriptions
• Development of systems for attestation of employees
Especially critical issue is
the process of recruitment, as our primal goal is to ensure the best candidature
for the corresponding position.
In order to get maximum efficiency and results in the execution of selection
of the personnel HR Center ENDO-MED applies
a methodic according to:
• Conditions of the labor market
• Requirements of the client and the business politics in regard to the
staff
• Organizational environment and climate
• Requirements and functional characteristics of the position, needed
qualification and preferred qualities of the personality
• Professional qualities and significant personal characteristics of the
candidates
We offer you expertise in
the realization of the activity of recruitment, which is classified
as follows:
1. INITIAL RECRUITMENT
Applied in case of initial
employment
1. THOROUGH
All complex activities of recruitment and selection of the candidates
are applied
2. PARTIAL
It is executed on a particular stage of the recruitment process
2. PERSONNEL AUDIT
After an extensive evaluation
and analysis of the professional and personal qualities of the employees
as well as the organizational environment the team of HR
Center ENDO-MED executes personnel audit and recommends alternative
steps in order to optimize people’s potential and business activities
aiming to accomplish an increase of the work efficiency.
The process of recruitment
is executed by the application of the following METHODIC*:
1. ASSIGNMENT DEFINISION:
a. Examination of the work environment and specifics
of business activity;
b. Determination of the requirements of the client
and his business politics in regard to the employment matters;
c. Coordination of the requirements and functional
characteristics for the position, the needed qualification and preferred
qualities of the individual;
d. Contract the parameters and deadlines of execution;
2. MARKETING STRATEGY:
to execute a marketing strategy in order to obtain maximum response
from the labor market:
a. Announcement of the positions in the mass media;
b. Utilizing web resources in order to make the positions
popular and targeting a special contingent of candidates;
c. Other means for attracting approved specialists
for the needs of the client; including unconventional ones;
3. APPLICANTS PROCESSING:
executing a methodic process of progressive and gradual selection of
the candidates in accordance with the assignment parameters.
a. Data processing – collecting the obtained results
from different information flows and their interpretation
b. Preliminary selection– selection on visible indicators
c. Test examination of the candidates – psychological
and professional:
1) Interview
2) Tests
3) Generalization of the results and preliminary analysis
4. RESULT ANALYSIS:
defining the degree of matching the leading group of candidates with
the criteria of the client:
a. Reading the examination results and interpreting
them
b. Selecting the leading group of candidates for the
direct work by précising their professionally significant personal qualities
c. Preparing a report – analysis for the execution
of the recruitment process and the individual characteristics of the
leading group of candidates
5. RECOMMENDATIONS:
introduction to the leading group of candidates and individual interview
with every applicant:
a. Presentation of the report – analysis for the execution
of the recruitment process and the individual characteristics of the
leading group of candidates
b. Meeting the candidates and individual interview
c. Realization of the candidature chosen by the client
6. SUBSEQUENT MONITORING:
Establishment of an effective monitoring over the realization of the
chosen candidature; collaboration and methodical help for the integration
of the chosen candidate in the specific work environment of the business,
if necessary.
*Note: The methodic is applied in a volume according
to the parameters of the task
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