Nova Health Source

Presented ByAditya Goel Radhika Joshi Ambuj Rai Sonal Chauhan Pallavi Bangwal

Job Analysis

Cosmeticians specialize in skin care and provide an array of services. Most cosmeticians work in beauty salons, day spas, and hotel resorts. Cosmeticians may also be known as estheticians or skin care specialists. They work to improve the skins condition and restore its functions.

Sales Executive: A 'sales executive' is someone in a business (or sometimes in a shop/store) who handles the sale of the items traded. A person employed by a company to handle sales requirements of a company. Functions and qualities of sales executive are: 1. Prompt 2. Hard working 3. Ethical 4. Always listening 5. Asking the right questions 6. Sincere 7. Creative 8. Full of empathy 9. Positive 10. Organized Is a person who increases a company's profits by delivering clients a wide range of products and services. The primary job responsibilities of a sales executive first and foremost include maintaining a healthy relationship with the company's clients. a good sales executive must know what the customer does and does not want.

Three steps to develop an effective recruitment process are: Step 1: Ensure an up-to-date job description which contains information related to: Specific tasks and activities required for a job The knowledge, skills and abilities required for effective performance by the job incumbent. Step 2: Develop an effective recruitment strategy which considers: Appropriate sources of recruitment (i.e., advertisements, personal referrals, employment agencies, direct applications) Appropriate recruiters (e.g., supervisor or co-worker). Step 3: Evaluate the recruitment strategy to determine its efficacy. For example: Conduct a cost-benefit analysis in terms of the number of applicants referred, interviewed, selected, and hired Compare the effectiveness of applicants hired from various sources

Recruitment Strategies Identify & Prioritize jobs Select Candidates to be target Sources of recruitment Trained recruiters Evaluation of the candidate

Selection Criteria Identify the experience in candidates of relevant fields Identify the internal sources Train the internal sources & give them relevant post Look for the new candidates from outside

Selection and assessment methods CV and Application Form Interviews Ability Tests Personality Questionnaires Simulation Exercises - Group Exercises - Presentations - Role Plays

Advertisement Strategy We will follow these advertisement strategy for the recruitment of the Nova Health Source: Some newspapers like daily newspaper, employment newspapers Some online jobs like firstnaukri.com, monsterjobes.com, timesjob.com, naukri.com, shine.com Consultancies

Advertisement Strategy News Paper Advertisement for Sales Executives: Candidate must hold post graduate degree or diploma from well qualified institute or the University from all over India. English language must be known and must speak fluently. Experience candidates must be given advantage. No age limit. Interested candidate can mail us by log into www.novahealthcare.com by 26 Feb 2011.

Advertisement Strategy News Paper Advertisement for Cosmeticians: Candidate must be graduate from well known institute or the University from all over India. Candidate must know all the beauty products of Indian as well as foreign market. Candidate must have persuasive skills. Candidate must know basic English. Candidates can be male/female No age limit. Fresher can also apply. Interested candidate can mail us by log into www.novahealthcare.com by 28 Feb 2011.

Induction Process Induction Process includes: Plant tour Interaction with all the existing employees To make him/her understand the rules of the organization Induction manual includes Aim of the company Companys commitment to the employees Guidelines to the employees Benefits Leaves & holidays

1. How would you go about locating and recruiting staff for the new stores?

Solution:
Attract large number of applicants Attract highly qualified applicants Attract applicants willing to accept offer Fill vacancies quickly Hire people who perform well Hire people who will stay with the company

The company policy for the recruiting the candidate would be: To find the right person for the right job & at right place

2. What are your options? Option plan for these two jobs will be like: Internal source External source

references

3. How do the recruiting methods you consider compare with one another in terms of cost and how effective do you think each will be? Solution: The common recruiting methods are: CV and Application Form Interviews Ability Tests Our strategy for recruiting is to take the ability test, we can go for psychometric & technical tests to know about the candidates aptitude ability, this determines that how much candidate is effective in his/her work. For interviews we will go for stress interviews so that we can judge the candidate is having ability to work under stress or not.

4 Do you recommend the same recruitment plan for both the new stores?

Solution: No, according to group we do not recommend the same recruitment plan for the both stores since the requirement policy for recruitment of both the stores should be different as in case the shopping mall the requirement for the sales executive must be different. By considering these facts these are factors which differentiates:
Different Market to target

Different customer focus

Cultural differences Different segmentation strategies