Table of Contents:

Preface Dedication Acknowledgement Executive summary

Ch 1 Ch 2 Ch 3 Ch 4 Ch 5 Ch 6 Ch 7 Ch 8 Ch 9 Ch 10 Ch 11 Ch 12 Ch 13 Ch 14 Ch 15 Ch 16 Ch 17

Industry Introduction Overview of Organization Organization structure, Org Hierarchy, Management HR Practices Hr Planning Recruitment Selection Orientation Training & Development Compensation & Benefits Performance Management Career Development Conclusion Limitation Bibliography Annexes Glossary

PREFACE:

People are a companys most important assets. They can make or break the fortunes of a business. In todays highly competitive business environment placing the right people in the right position is very critical for the success of any organization. The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit that will, contribute significantly towards the Company's effectiveness. It is also becoming increasingly important, as the Company evolves and changes, that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure ensures that these criteria are addressed In this project I have studied Recruitment and Selection process of Edifier and attempted to provide some ways so as to make recruitment more effective and to reduce the cost of hiring an employee. I would be delighted to receive readers comments which maybe valuable lessons for my future projects.

DEDICATION:

I dedicate this Project affectionately to the following: My parents My Subject Teacher My Friends

ACKNOWLEDGEMENT:

I wishes to thank several people. I would like to thank my Teacher, Friend for their support. I would like to thank my parents for their unending love and support. I would also like to thank College Principle Mr. Rao Adil for his help and for his direction with this project.

Executive Summary:

In todays rapidly changing business environment, organizations have to respond quickly to requirements for people. The Financial market has been witnessing growth which is manifold for last few years. Many private players have entered the economy thereby increasing the level of competition. In the competitive scenario it has become a challenge for each company to adopt practices that would help the organization stand out in the market. The competitiveness of a company of an organization is measured through the quality of products and services offered to customers that are unique from others. Thus the best services offered to the consumers are result of the genius brains working behind them. Human Resource in this regard has become an important function in any organization. All practices of marketing and finances can be easily emulated but the capability, the skills and talent of a person cannot be emulated. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Therefore a recruitment practice in an organization must be effective and efficient in attracting the best manpower.

INDUSTRY INTRODUCTION:

Woofer is the term commonly used for a loudspeaker driver designed to produce low frequency sounds, typically from around 40 hertz up to about a kilohertz or higher. The name is from the onomatopoeic English word for a dog's bark, "woof" (in contrast to the name used for speakers designed to reproduce high-frequency sounds, tweeter).

The most common design for a woofer is the electrodynamics driver, which typically uses a stiff paper cone, driven by a voice which is surrounded by a magnetic field. The voice coil is attached by adhesives to the back of the speaker cone. The voice coil and magnet form a linear electric motor. When current flows through the voice coil, the coil moves in relation to the frame according to Fleming's left hand rule, causing the coil to push or pull on the driver cone in a piston-like way. The resulting motion of the cone creates sound waves as it moves in and out.

OVERVIEW OF ORGANIZATION:

Edifier Technology Co., Ltd was founded in Beijing in 1996. Edifier aims to provide quality sound equipment at an affordable price. Focusing on the design and high-end audio electronics for both lifestyle and multimedia markets, Edifier aims at providing a wide selection of products. Today, Edifier is recognized for its development and use of acoustic technology, high quality manufacturing standards, as well as the quality in the design and production of audio electronics citation needed Today Edifier is a multinational company, with offices in Beijing, Shenzhen, Hong Kong, Canada, Australia and Argentina, with manufacturing facilities in Beijing and Dong Guan, China. It also has distributors appointed in over 60 countries globally and over 3,000 employees producing more than eight million units annually In December 2011 Edifier announced the acquisition of 100% equity in Japan-based Stax Ear speakers. Edifier manages R&D, product design and assembly, transducer design and manufacturing, tooling, final assembly and global marketing and sales for all Edifier branded products. Edifier Technology Co., Ltd., established in Beijing in 1996, and began to expand into international markets in 1997 while establishing its international headquarters and research center in British Columbia, Canada. Today, Edifier products are distributed in many countries and markets across Europe, America, Asia and the Middle East. In 2004, the company enhanced its commitment to acoustic research and development and product engineering by opening a research and design facility in Vancouver, British Columbia.

PRODUCTION LINES:

Speakers

R series: Mainstream S series (2.0): High-end e series: Multimedia oriented M series: Mainstream (small-sized) MP series: Portable Tube amplifier series: High-end C series: Mainstream (external amplifier) X series: Multimedia Oriented iF series: iPod docks

Headphones

H series: High-end M series: Mainstream K series: Headset Headphone Amplifier

Mini Theaters

DA series: Mainstream S series (5.1): High-end

S5.1 Desktop S5.1m Desktop

ORGANIZATION STRUCTURE:

HR PRACTICES:
Several attempts have been made from time to time by different researchers to identify the type of HRM practices in different sectors. Initially Pfeiffer (1994) identified 16 practices which denote best practice. This was later refined to the following seven practices: 1. Employment security 2. Selective hiring 3. Self-managed teams/team working 4. High compensation contingent on organizational performance 5. Extensive training 6. Reduction in status difference 7. Sharing information

HR PLANNING:

Recruitment:

SELECTION PROCESS:

Initial screening Pre employment test Work Sampling Weighted application form Comprehensive interview Assessment centers Effectiveness of Interviews Issues related to interview Background Information Medical and Physical Test Permanent job offer Conditional Job Offer

ORIENTATION:

Manager or supervisor meets with the new employee to: o review the employee orientation process and discuss plans for the day/week o review the position description, job posting, and discuss performance expectations (expected outcomes for the position) o review of hours of work, dress code, flexible work arrangements (if applicable) o review security processes, including access cards, codes, keys o review information on office hours, building opening and closing hours,
o

o o o o

after hour entry/exit process identify location of washrooms, lunchrooms, common areas, mail room, library, stationary cupboard, etc. identify fires exits, first aid kit, OH&S information board, OH&S department representative, first aid attendant review computer and telephone set-up, use and protocol review Groupwise email system and protocols provide staff directory discuss any pertinent office procedures (vacation coverage, calling in sick, office supplies, etc.) direct to department and government website identify team member who will assist in the orientation and key departmental contacts review Corporate Employee Orientation Program, including the online learning tool

o o

TRAINING & DEVELOPMENT:

Training is expensive, Without training is more expensive. (Faiz Bajwa) Training is a process of altering employee behavior and attitude in such a way that increase the probitability of goal attainment, it involves changes of Skills Attitude Knowledge Management development activities attempt to instill sound reasoning pricess TO ENHANCE ONES ability to understand and interpret knowledge

TRAINING PROCESS:

Determine the org Mission

Job Description

Training and Assessment

Decide Important Objectives

Evaluate Curiculam

Evaluate the traing Result

COMPENSATION & BENEFITS:

Obtain Company Employee ID Submit personal information for the employee record in the HR information system, SAP-HR Complete HR Information Form Complete Payroll Direct Deposit Enrollment Form Complete Federal and Provincial Income Tax Forms Complete Statement of Previous Service Complete Province of NS Application for Group Benefits (health & dental) Complete Basic Group Life Enrolment and Optional Group Life Assurance Application Complete Employee Self-Identification Survey (voluntary) Review Employee Self-Serve (ESS)

PERFORMANCE MANAGEMENT:

Supervisors Role in the PMP: Planning:

Explain to the employee how they help the agency provide services to the public and other agencies. Work with the employee to define Accountabilities and performance standards. Make sure they understand the Accountabilities and expectations about their work. Explain the five Behaviors, what is expected from the employee and why. Let the employee know they are responsible for taking an active role in managing and assessing their performance throughout the year.

Coaching: Provide frequent informal coaching.

Point out the good work that the employee is doing. Help the employee whose performance is lagging to bring their work up to par. Identify ways that the employee can develop and improve, and work with the employee to create development plans. Ask the employee for suggestions, so that they are encouraged to take an active role.

CAREER DEVELOPMENT

CONCLUSION:

The Edifier HR department has to change in many ways. The rate of change is likely to increase quickly and public and political expectations of service levels will continue to rise. We need to be able to continue to attract talented people who will be committed, involved in their work, will achieve high levels of performance and deliver excellent value for money. Good leadership is essential for effective change, and this is one of the main themes. We are committed to improving our leadership at all levels, and to becoming an organization where leaders lead by personal example and inspire others.

APPROVAL CERTIFICATE

This is to certify that this Project Report entitled Recruitment & Selection Process of Edifier Company Ltd. is the result of research work carried out by Mr. FAIZ BAJWA under the guidance and supervision.

Signature Prof. Zaib Zafar

Signature Mr. Rao Adil

BIBLIOGRAPHY
Internet Books Newspaper Teachers Friends Column

GLOSSARY
Agency Shop:
A union security arrangement whereby employees must pay union dues to the certified bargaining unit

Compensation Administration:
The Process of managing a companys compensation program.

Carrier:
The sequence of employment position that a person held over is life.

Globalization:
A process of integration and interaction among the people, companies, Govt. of different nation accelerated by information technology.

Job Evaluation:
Specifies the realty value of each job in organization.