Vivitar Corporation was a manufacturer, distributor and marketer of photographic and optical equipment originally based in Oxnard, California. Since 2008 the Vivitar name serves as Sakar International's photographic and optical equipment brand.

selection Procedure:

An organization is only as strong as the people who make it up, so at Philip Morris decisions about whom to select and whom to reject for organizational membership are critical to the company’s ability to derive competitive advantage through its human resource.



The qualities that Philip Morris USA looks for in employment candidates are:

· Leadership, and a willingness to take responsibility

· Problem-solving and decision-making ability

· Creativity and innovation

· Strong oral and written communication skills

· Broad, cross-functional business knowledge

· Technical and organizational ability

· Honesty, integrity, trustworthiness and dependability

· Team players

· Self-motivated and action-oriented people

· People who are flexible, able to adapt to change

· People with a passion for winning

As PM is an organization driven by people, applicants go through a rigorous procedure of selection.

Psychological and Personality Tests:

At PM USA different types of psychological tests are adopted for selection at different levels like Watson-Glaser Critical Thinking Appraisal, Minnesota Multiphasic Personality inventory is used for selection of executives. Myers Briggs Type Indicator is used to determine personality components.

The Panel Interview:

At PM USA HRM specialists use the panel interview method in which three to five interviewers take turn in asking questions and make their observations. The panel interview has higher validity as compares to traditional one-to-one interviews because of multiple inputs, greater acceptance of the decision and shorter decision time.

Performance Management:

To ensure that employee efforts are match with the strategic objectives of the organization. PM USA places great emphasis on performance management of employees.

When hiring new employees, jobs are carefully assessed so that the organizational expectations are clearly communicated to the employees. Job analysis is carried out via questionnaires. Workers at all levels including shop floor employees to managers are made fully aware of their job requirements.

To implement the corporate goals, the company commits resources, institutes appropriate management systems, accountabilities, monitoring processes and regular reviews to assure progress against the set objectives and to establish mechanisms for problem identification and remediation where appropriate.

Many employees face the difficult challenge of managing their job responsibilities while handling a wide range of personal obligations. The Philip Morris Company recognizes this and has developed five simple principles to guide them in their work/life efforts:

* Hold open and continual communication between employees and their supervisors.
* Implement practical solutions locally while developing flexibility to match the needs of their employees and their businesses.
* Conduct regular on-going reviews of the work/life programs to reflect the changes in employee and business needs.
* As the search for best work/life solutions for their people goes on, business needs remains a top priority for the organization
* Make optimal use of their size and scope so they can make quality services available to as many employees as possible.

Employees are given elaborate, regular feedback to help develop in their careers and personal life.

Philip Morris USA uses state of the art applications for performance management, “Mercury Interactive Enterprise Testing and Application Performance Management System”. This application is being used in Philip Morris for performance management of employees.
 
Last edited:

jamescord

MP Guru
Vivitar Corporation was a manufacturer, distributor and marketer of photographic and optical equipment originally based in Oxnard, California. Since 2008 the Vivitar name serves as Sakar International's photographic and optical equipment brand.

selection Procedure:

An organization is only as strong as the people who make it up, so at Philip Morris decisions about whom to select and whom to reject for organizational membership are critical to the company’s ability to derive competitive advantage through its human resource.



The qualities that Philip Morris USA looks for in employment candidates are:

· Leadership, and a willingness to take responsibility

· Problem-solving and decision-making ability

· Creativity and innovation

· Strong oral and written communication skills

· Broad, cross-functional business knowledge

· Technical and organizational ability

· Honesty, integrity, trustworthiness and dependability

· Team players

· Self-motivated and action-oriented people

· People who are flexible, able to adapt to change

· People with a passion for winning

As PM is an organization driven by people, applicants go through a rigorous procedure of selection.

Psychological and Personality Tests:

At PM USA different types of psychological tests are adopted for selection at different levels like Watson-Glaser Critical Thinking Appraisal, Minnesota Multiphasic Personality inventory is used for selection of executives. Myers Briggs Type Indicator is used to determine personality components.

The Panel Interview:

At PM USA HRM specialists use the panel interview method in which three to five interviewers take turn in asking questions and make their observations. The panel interview has higher validity as compares to traditional one-to-one interviews because of multiple inputs, greater acceptance of the decision and shorter decision time.

Performance Management:

To ensure that employee efforts are match with the strategic objectives of the organization. PM USA places great emphasis on performance management of employees.

When hiring new employees, jobs are carefully assessed so that the organizational expectations are clearly communicated to the employees. Job analysis is carried out via questionnaires. Workers at all levels including shop floor employees to managers are made fully aware of their job requirements.

To implement the corporate goals, the company commits resources, institutes appropriate management systems, accountabilities, monitoring processes and regular reviews to assure progress against the set objectives and to establish mechanisms for problem identification and remediation where appropriate.

Many employees face the difficult challenge of managing their job responsibilities while handling a wide range of personal obligations. The Philip Morris Company recognizes this and has developed five simple principles to guide them in their work/life efforts:

* Hold open and continual communication between employees and their supervisors.
* Implement practical solutions locally while developing flexibility to match the needs of their employees and their businesses.
* Conduct regular on-going reviews of the work/life programs to reflect the changes in employee and business needs.
* As the search for best work/life solutions for their people goes on, business needs remains a top priority for the organization
* Make optimal use of their size and scope so they can make quality services available to as many employees as possible.

Employees are given elaborate, regular feedback to help develop in their careers and personal life.

Philip Morris USA uses state of the art applications for performance management, “Mercury Interactive Enterprise Testing and Application Performance Management System”. This application is being used in Philip Morris for performance management of employees.

hello netra,

Here i am up-loading Overview on Vivitar, please check attachment below.
 

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