Broadcom Corporation is an American supplier of integrated circuits (ICs) for broadband communications. Henry Samueli and Henry Nicholas founded Broadcom in 1991 in Los Angeles, California. The company was moved to Irvine, California three years later.[1] In 1998, Broadcom became a public company and now employs over 8,300 people worldwide.

Broadcom is among the Worldwide Top 20 Semiconductor Sales Leaders. In 2009, Broadcom’s total revenue was $4.49 billion.


Assessing current human resources begins by developing a profile of the organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many employee an orginazation has cureently. In other words we can say it is data base system NIB bank limited is support information technology for enchancing bank servies, without the usage of computer no organization exsist in this world that’s why like other banks NIB bank limited have HRIS to find out information of its current employee. Usually HRIS shows following information:
 Name of employee
 Education of employee
 Job position of employee
 Name of branch in which he/she is working
 Experience of employee
 Salary level with respect to grade of the employee have
 Specialized skills the employee have…etc
1.1 Demand forcast of employee:
Demand forcast means that predicting how many employee an orgainazation will need in future. The methods which used are following:
 statistical methods
 Judgmental analysis
 Ratio analysis
 Regression analysis
NIB bank limited used statistical software in which through pi diagram mostly identified the demand and number of employees needed. Both ratio analysis and regression analysis are aspects of human resource management systems (HRIS) or (HRMS ) packages, and therefore provide more accurate and timely forecasts. This forcast have shows qunatitive and qualitative needed of future employees.
1.2 Predicting/ forcasting Supply of employee:
Forcast supply of employee means that in future what factors through which number of emplyees increase or decrease in a particular department. In NIB bank limited have following are the factors:
 Retirement
 Transfer in or out
 Sabbatical (long leaves)
 Contigent employees
 Illness
 Deaths
 New hires
 Resignation
1.3 Matching future demand of emloyee and future supply of emloyee:
HRM department of NIB bank limited match future demad of employee and future supply of employee if there is a gap HRM department moved towards recuritment and also for current employee.
Mostly HRM department have done recuritment process there is almost less chances that bank have no gap or less gap b/w future demand of employee and future supply of employee.
2. Recruiting:
Recruiting is the part of staffing. It define as,
“Process of discovering potential candidates for actual or estimated organization vacanies”
HRM department of NIB bank limited have not done too much recruiting efforts. The bank easily find out the candidate it needed. One thing more bank perform recuriting efforts only for current vacant job and it done recruiting by iteslf not with the help of other organization.

2.1 Goals of recruiting:
 HRM department first goal of recruiting to communicate the vacant job to required candidate
 Second goal of recruiting is provide enough information about job
2.3 Fator effect the recruiting efforts:
 NIB limited bank is newly estalished since 2003 it does not big with respect to assets and liablties as compard to other banks so size of bank is small that why it does less recruiting efforts.
 Unemployement rate is high in Pakistan so recruiting effort are low
 Bank will have good reputation so its image will good infront of general public due to safe working conditions, personal benefits, banking services, salary we can say that Bank will increase recruiting efforts in futures
 Bank have internal recruiting policy such as promote within wherever possible. The employee who show good performance can become the branch manager of bank.
2.4 Recruiting sources:
NIB bank used two source of recruiting
a. Internal search
b. External search
a. Internal search:
Internal search include referance from internal emloyees. Bank trust those employees who showed good performance, have long tenure with bank , orginaztion commitment behavior and offered them to recommend candidate of own choice matching with job requirements.
b. External search:
i. Advertisement
Newspaper (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein… etc)
ii. School, colleges, universities
Bank recurit fresh students from foregin unversities and from best universities, institues of Pakistan, some names are following:
 Institute of Business Administration
 Lahore University of Management Sciences
 Institute of Business Management
 National University of Science and Technolog
Recuriting alteranatives:
 Intership package
 Contract workers
 Contegent workers
 

jamescord

MP Guru
Broadcom Corporation is an American supplier of integrated circuits (ICs) for broadband communications. Henry Samueli and Henry Nicholas founded Broadcom in 1991 in Los Angeles, California. The company was moved to Irvine, California three years later.[1] In 1998, Broadcom became a public company and now employs over 8,300 people worldwide.

Broadcom is among the Worldwide Top 20 Semiconductor Sales Leaders. In 2009, Broadcom’s total revenue was $4.49 billion.


Assessing current human resources begins by developing a profile of the organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many employee an orginazation has cureently. In other words we can say it is data base system NIB bank limited is support information technology for enchancing bank servies, without the usage of computer no organization exsist in this world that’s why like other banks NIB bank limited have HRIS to find out information of its current employee. Usually HRIS shows following information:
 Name of employee
 Education of employee
 Job position of employee
 Name of branch in which he/she is working
 Experience of employee
 Salary level with respect to grade of the employee have
 Specialized skills the employee have…etc
1.1 Demand forcast of employee:
Demand forcast means that predicting how many employee an orgainazation will need in future. The methods which used are following:
 statistical methods
 Judgmental analysis
 Ratio analysis
 Regression analysis
NIB bank limited used statistical software in which through pi diagram mostly identified the demand and number of employees needed. Both ratio analysis and regression analysis are aspects of human resource management systems (HRIS) or (HRMS ) packages, and therefore provide more accurate and timely forecasts. This forcast have shows qunatitive and qualitative needed of future employees.
1.2 Predicting/ forcasting Supply of employee:
Forcast supply of employee means that in future what factors through which number of emplyees increase or decrease in a particular department. In NIB bank limited have following are the factors:
 Retirement
 Transfer in or out
 Sabbatical (long leaves)
 Contigent employees
 Illness
 Deaths
 New hires
 Resignation
1.3 Matching future demand of emloyee and future supply of emloyee:
HRM department of NIB bank limited match future demad of employee and future supply of employee if there is a gap HRM department moved towards recuritment and also for current employee.
Mostly HRM department have done recuritment process there is almost less chances that bank have no gap or less gap b/w future demand of employee and future supply of employee.
2. Recruiting:
Recruiting is the part of staffing. It define as,
“Process of discovering potential candidates for actual or estimated organization vacanies”
HRM department of NIB bank limited have not done too much recruiting efforts. The bank easily find out the candidate it needed. One thing more bank perform recuriting efforts only for current vacant job and it done recruiting by iteslf not with the help of other organization.

2.1 Goals of recruiting:
 HRM department first goal of recruiting to communicate the vacant job to required candidate
 Second goal of recruiting is provide enough information about job
2.3 Fator effect the recruiting efforts:
 NIB limited bank is newly estalished since 2003 it does not big with respect to assets and liablties as compard to other banks so size of bank is small that why it does less recruiting efforts.
 Unemployement rate is high in Pakistan so recruiting effort are low
 Bank will have good reputation so its image will good infront of general public due to safe working conditions, personal benefits, banking services, salary we can say that Bank will increase recruiting efforts in futures
 Bank have internal recruiting policy such as promote within wherever possible. The employee who show good performance can become the branch manager of bank.
2.4 Recruiting sources:
NIB bank used two source of recruiting
a. Internal search
b. External search
a. Internal search:
Internal search include referance from internal emloyees. Bank trust those employees who showed good performance, have long tenure with bank , orginaztion commitment behavior and offered them to recommend candidate of own choice matching with job requirements.
b. External search:
i. Advertisement
Newspaper (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein… etc)
ii. School, colleges, universities
Bank recurit fresh students from foregin unversities and from best universities, institues of Pakistan, some names are following:
 Institute of Business Administration
 Lahore University of Management Sciences
 Institute of Business Management
 National University of Science and Technolog
Recuriting alteranatives:
 Intership package
 Contract workers
 Contegent workers

Hello netra,

I am also uploading a document which will give more detailed explanation on Corporate Overview on Broadcom Corporation.
 

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  • Corporate Overview on Broadcom Corporation.pdf
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