ACKNOWDGEMENT.

Without their help and support, other people cannot complete a project report. This is by no means an
exception.

At the very opening of this report, I would want to express my profound gratitude to everyone who
supported me in this quest. Absent their active direction, assistance, collaboration, and encouragement.
In the report, I would not have advanced.

Ms. Niluka provided me with diligent direction and encouragement to complete this job, and for that, I
will forever be grateful.

I owe a huge debt of appreciation to my faculty's business management seniors for their invaluable
advice an I would want to express my gratitude to ICBT Campus for this chance.

I also express my gratitude to my parents and other family members who have always helped me both
financially and morally with profound reverence.

Last but not least, I want to express my gratitude to all of my friends who either directly or indirectly
assisted me in finishing this project report.
Executive.
Table.
Task 1.

1.1 INTRADUCTION.

Successful human resources should pinpoint the organization's demands for human resources.
Once the needs are determined, the hiring or acquiring procedure begins. Finding possible
applicants for current or upcoming organizational openings is known as recruitment. Or, from a
different angle, it serves as a connecting activity that connects those looking for work and those
with open positions. The best recruitment strategy will draw in a lot of skilled candidates who
will accept the position if it is offered. A strong recruiting effort should draw in the qualified and
deter the unqualified; it should also present information so that unqualified candidates can
choose themselves out of consideration for a position. The cost of processing ineligible
candidates will be reduced because to these two goals.

The process of selection people with the necessary qualifications to fill positions in an
organization is known as selection. Choosing the best applicant is only one aspect of selection.
It's an effort to find a satisfying middle ground between what the applicant can and wants to
achieve and what the company needs.

Recruitment and Selection Methods in Apple company .

Introduction.

The practice of management encompasses a wide range of actions and practices within an
organization, especially in relation to the goals, plans, and policies of the company. Planning,
organizing, staffing, directing, and managing are just a few of the tasks that fall under this
category. The staffing function of the general management process includes the human resources
and management element of management, which is very important in every organization.
It puts an emphasis on issues like hiring, managing, and controlling the workforce in an
organization. Concerns with recruiting (recruitment and selection), remuneration and benefits,
communication and motivation, and performance are all part of human resource management.

1.2 Recruitment and Selection Methods in Apple Inc. Company

A global firm engaged in the production and distribution of electronics and computer software,
Apple Inc. is the organization selected for this project. Being a well-known business whose
endeavors are impacted by technological breakthroughs, it is crucial to have the greatest
personnel who can guarantee that the business expands in step with those advancements.

It is a business that places a high value on its people because it understands that they are the
foundation of the success and prosperity of the firm. In this company, the human resources
division looks to hire individuals with the finest computing expertise. Every firm's hiring and
selection procedures are crucial, and since they deal with the most valuable resource an
organization has—its people—they should be regarded carefully.

Since they are the ones in charge, the human resource needs to be managed properly. the
employees who support the organization's use of other resources to guarantee that great
performance is achieved Because of this, and as a result of the employees' efforts, there is
maximum profitability. The organization's human resource management must ensure efficiency,
effectiveness, and economy.

The procedure must start with effective recruiting and selection, which enables the hiring of
competent and suitable staff. Various approaches of hiring and choosing people can be used,
based on their qualifications and the management body's judgments.

The approaches should always be consistent with the objectives and policies of the organization.
Some of the approaches include looking for candidates outside the organization and using
external recruitment techniques, where the specific company or organization forms connections
with other businesses that deal with hiring.
In order to see if any current employees have the potential to fill the open positions,
management may also choose to use internal recruitment techniques. The four sub processes
of requisition, sourcing, selection, and closing make up the general division of the recruitment
process.

Apple Inc. Company improves its staff by using both internal and external recruitment and
selection techniques. Some of the selection techniques used include interviews, where the
short-listed candidates or job applicants are subjected to a series of tests in the form of
questions. The goal is to gather sufficient information about the candidates, such as details
about their abilities that would not otherwise be discernible from applications and other
documents, such as confidence.

The interview could also be combined with some practical tests that help gauge clearly the skills
possessed by a candidate since general question and answer interview procedure may not be
appropriate as the job applicant could only be vast with the theoretical aspect as opposed to
the application part that is very essential when it comes to Apple Inc. Corporation.

The second strategy used by Apple Inc. involves assigning certain sample tasks that are related
to the actual job throughout the hiring process. This is a very efficient way of selection since it
provides a clear picture of the specific candidate because the work sample is viewed as an
accurate representation of the actual job. As a result, it promotes selection decisions that are
well-informed and appropriate.

Assessment centers, on the other hand, are methods used in the selection process that strive to
uphold objectivity and justice to the maximum level feasible. They base their work on the idea
that no single method of selection could be completely effective, therefore they integrate
numerous ways in an effort to reduce any errors that might occur from depending solely on
one. Although it is somewhat expensive and time-consuming, this method is incredibly
successful and efficient.
Psychometrics are also used in the recruitment and selection process as a tool. This requires
using psychometric tools to assess the mental state of the specific candidates.

The goal of this approach is to acquire in-depth data that may help with understanding people,
allowing for behavior prediction and improving well-informed hiring and selection decisions.
The psychometric tools are created in such a way that they can identify the precise talents
needed for a given position.

It is a method that is appropriate and linked to the following advantages: it improves selection
accuracy, maximizing the organization's performance, it encourages employee retention, which
is essential, by matching their skills with the tasks they are given, and it prevents costs that
could be incurred by both individuals and the organization as a whole as a result of subpar
hiring decisions that would result in inefficiency.

Additionally, it maximizes each person's abilities and talents by emphasizing organizational

development activities. Additionally, it enables better career growth management by matching
each person's aspirations and abilities with the opportunities already available in the
organization, which leads to high job satisfaction and excellent performance of the entire
organization.
Task 02.

introduction.