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Human Resource Management of JN-International Medical Corporation

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Netra Shetty
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Human Resource Management of JN-International Medical Corporation - January 27th, 2011

JN-International Medical Corporation is a U.S. based biopharmaceutical corporation which since 1998 has been focused on developing vaccines and diagnostics for infectious disease for developing countries. This private corporation (formerly known as Jeeri Neotech International, Inc) was founded in 1997 by Dr. Jeeri R. Reddy with the help of Dr. Kelly F. Lechtenberg in a small rural town, Oakland, Nebraska. From there it grew and expanded until in the year 2000 the corporation moved to Omaha, Nebraska. JN-International Medical Corporation (JNI) has overseas business offices and clinical trial centers located in Abidjan, Ivory Coast in Africa and in Kuala Lumpur, Malaysia, with vaccine cold chain facilities in Burkina Faso and Singapore. JNI partners with Global Health Organizations such as the Clinton Global Initiative,[1],the Global Business Coalition, New York[2] President's Malaria Initiative and PEPFAR.[3][4][5] JNI also partners with several other non-profit global health organizations,[6][7] NGOs, local governments and communities in developing countries to address the health issues related to HIV AIDS Malaria Tuberculosis and Bacterial Meningitis that scourges the underserved communities in West Africa, South East Asia and Latin America.

Recruitment:

After human resource planning it is necessary to develop the pool of job candidates in accordance with a human resource plan this is know as ‘Recruitment’. It can also be defined as, “Recruitment is the process of locating, identifying, and attracting capable applicants.” General conditions of recruitment in are as follows:

General Conditions:
1. Recruitment is done through human resources Department.
2. An Applicant’s knowledge, skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test.
3. Initially applicants may submit a hand written/typed application along with a legal bio-data and 2 passport sized photograph to HR department
4. They are required to fill the standard application from the Company Application.
Sources of Recruitment:
1. Current Employees
2. Internal and external Advertisements
3. Data Bank
4. Employment Agencies and consultants

There are two kinds of recruitments Internal & External.

Internal Recruitment:

Internal recruitment is the promotion-form-within concept. If a position is vacant management look into the organization for a capable employee to fill that position.

In internal recruitment is done for the managers of the higher grade and directors. When a position is vacant, the HR department views the past performance of the people working at lower levels than the vacant position and chooses the right person who is promoted to that position. But for the internal recruitment it is necessary that internal candidate has to be a confirm employees of of who have completed a one year of service in their existing designation. And these selected candidates are required to join the new position after getting clearance from. supervisor and will be on probation for a period of three months. For the higher management level internal recruitment is used but if there is no suitable candidate found in internal search then they go for the external recruitment.

External Recruitment:
When organization locates and attracts candidates outside the organization this is knows as external recruitment. In , the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the positions. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The line manager then sends the requisition form and role profile to the functional director for his approval and then it is forwarded to Human Resource Manager who confirms the availability of budget. And after this process it is sent to the human resource director for the final approval. After all these approvals line manager and Human Resource Manager work side by side to prepare person specifications and advertisement of the job.

There are some guidelines about the external recruitment in :

1. No candidate under age of eighteen can apply for the job.
2. Candidates can’t apply for the job if their blood relations work in PMCL-.
3. Heads are responsible for hiring procedures.
4. Human resources jointly with the department heads decide the salary range.
5. Minimum qualification must be a bachelor degree.
6. Candidates are required to successfully complete any job related selection test given to them.
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Sameena Begum
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Re: Human Resource Management of JN-International Medical Corporation - January 27th, 2011

good one & i want good project on HR & Marketing
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James Cord
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Re: Human Resource Management of JN-International Medical Corporation - March 29th, 2016

Quote:
Originally Posted by netrashetty View Post
JN-International Medical Corporation is a U.S. based biopharmaceutical corporation which since 1998 has been focused on developing vaccines and diagnostics for infectious disease for developing countries. This private corporation (formerly known as Jeeri Neotech International, Inc) was founded in 1997 by Dr. Jeeri R. Reddy with the help of Dr. Kelly F. Lechtenberg in a small rural town, Oakland, Nebraska. From there it grew and expanded until in the year 2000 the corporation moved to Omaha, Nebraska. JN-International Medical Corporation (JNI) has overseas business offices and clinical trial centers located in Abidjan, Ivory Coast in Africa and in Kuala Lumpur, Malaysia, with vaccine cold chain facilities in Burkina Faso and Singapore. JNI partners with Global Health Organizations such as the Clinton Global Initiative,[1],the Global Business Coalition, New York[2] President's Malaria Initiative and PEPFAR.[3][4][5] JNI also partners with several other non-profit global health organizations,[6][7] NGOs, local governments and communities in developing countries to address the health issues related to HIV AIDS Malaria Tuberculosis and Bacterial Meningitis that scourges the underserved communities in West Africa, South East Asia and Latin America.

Recruitment:

After human resource planning it is necessary to develop the pool of job candidates in accordance with a human resource plan this is know as ‘Recruitment’. It can also be defined as, “Recruitment is the process of locating, identifying, and attracting capable applicants.” General conditions of recruitment in are as follows:

General Conditions:
1. Recruitment is done through human resources Department.
2. An Applicant’s knowledge, skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test.
3. Initially applicants may submit a hand written/typed application along with a legal bio-data and 2 passport sized photograph to HR department
4. They are required to fill the standard application from the Company Application.
Sources of Recruitment:
1. Current Employees
2. Internal and external Advertisements
3. Data Bank
4. Employment Agencies and consultants

There are two kinds of recruitments Internal & External.

Internal Recruitment:

Internal recruitment is the promotion-form-within concept. If a position is vacant management look into the organization for a capable employee to fill that position.

In internal recruitment is done for the managers of the higher grade and directors. When a position is vacant, the HR department views the past performance of the people working at lower levels than the vacant position and chooses the right person who is promoted to that position. But for the internal recruitment it is necessary that internal candidate has to be a confirm employees of of who have completed a one year of service in their existing designation. And these selected candidates are required to join the new position after getting clearance from. supervisor and will be on probation for a period of three months. For the higher management level internal recruitment is used but if there is no suitable candidate found in internal search then they go for the external recruitment.

External Recruitment:
When organization locates and attracts candidates outside the organization this is knows as external recruitment. In , the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the positions. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The line manager then sends the requisition form and role profile to the functional director for his approval and then it is forwarded to Human Resource Manager who confirms the availability of budget. And after this process it is sent to the human resource director for the final approval. After all these approvals line manager and Human Resource Manager work side by side to prepare person specifications and advertisement of the job.

There are some guidelines about the external recruitment in :

1. No candidate under age of eighteen can apply for the job.
2. Candidates can’t apply for the job if their blood relations work in PMCL-.
3. Heads are responsible for hiring procedures.
4. Human resources jointly with the department heads decide the salary range.
5. Minimum qualification must be a bachelor degree.
6. Candidates are required to successfully complete any job related selection test given to them.
Hello friend,

Please check attachment for JN-International Medical Corporation Involved in Meningococcal Meningitis Therapeutics Development, so please download and check it.
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