The demand-supply analysis of talent pool of VXI Global Holdings B.V : a case study / Zamlord C. Asehan, Steven C. Jocson, and Nico R. Romanes.
Material type:
TextPublisher: Rosario, Cavite : Cavite State University-CCAT Campus, 2016Description: xiv, 90 leaves : illustrations ; 28 cmSubject(s): Employee selection | Employement interviewing | VXI Global SolutionsLOC classification: UM HF 5549.5 | As84 2016Summary: Asehan, Zamlord C., Jocson, Steven C., and Romanes, Nico R. The Demand- Supply Analysis of Talent Pool of XVI Global Holdings B.V.:A Case Study, Bachelor of Science in Business Management Major in Marketing Management. Cavite State University-Rosario Campus, Rosario,Cavite. April 2016. Adviser: Mrs. Lorna B. Moncada.
The VXI Global Holdings B.V is located at SM Cyber 2 Building, Bel-Air Makati City.
The general objective of the study was to analyze the talent pool of VXI Global Holdings B.V. Specifically, the study aimed to identify the factors that dictate on the increase or decrease of the manpower requirements needed by VXI Global; enumerate the different sources and its programs to supply the manpower of VXI; analyze different marketing strategies for each sourcing channels that will contribute to the foot count and its conversion to hire; specify different recruitment stages that affect the conversion from applicant to hires based on the market segmentations or qualifications required for each hiring accounts; identify the common reasons for failing to different recruitment stages; make recommendations to augment decreasing supply of quality applicants based on skills requirements.
Primary data were collected through personal interview with the talent acquisition senior officer of the company. Secondary data were collected from the records and files of the company, internet and other reading materials such as magazines available in the firm.
Descriptive analysis was used to identify and describe the demand-supply of talent pool of the company. Structure interview was also conducted by the researchers during their company immersion for more than 320 hours. Interviews and observations were conducted to support the study as basis of facts.
The result of the study identified that there is a huge demand of talents but the number of supplies are limited. The company needed to invest more money and in training the newly hired employees. Different programs are also implemented to attract more people to apply and be encouraged to be part of the company. The company doesn't measure their stability according to its strong brand name; they measure it by providing programs that leave a mark on the minds of the people.
| Item type | Current location | Collection | Shelving location | Call number | Copy number | Status | Date due | Barcode |
|---|---|---|---|---|---|---|---|---|
Thesis/Manuscripts/Dissertations
|
Cavite State University - CCAT Campus | Thesis/Manuscript/Dissertation | TH | UM HF 5549.5 As84 2016 (Browse shelf) | 1 | Available | T0003455 |
An Undergraduate Thesis (BSBM )-- Cavite State University-CCAT Campus, 2016.
Includes bibliographical references and appendices.
Asehan, Zamlord C., Jocson, Steven C., and Romanes, Nico R. The Demand- Supply Analysis of Talent Pool of XVI Global Holdings B.V.:A Case Study, Bachelor of Science in Business Management Major in Marketing Management. Cavite State University-Rosario Campus, Rosario,Cavite. April 2016. Adviser: Mrs. Lorna B. Moncada.
The VXI Global Holdings B.V is located at SM Cyber 2 Building, Bel-Air Makati City.
The general objective of the study was to analyze the talent pool of VXI Global Holdings B.V. Specifically, the study aimed to identify the factors that dictate on the increase or decrease of the manpower requirements needed by VXI Global; enumerate the different sources and its programs to supply the manpower of VXI; analyze different marketing strategies for each sourcing channels that will contribute to the foot count and its conversion to hire; specify different recruitment stages that affect the conversion from applicant to hires based on the market segmentations or qualifications required for each hiring accounts; identify the common reasons for failing to different recruitment stages; make recommendations to augment decreasing supply of quality applicants based on skills requirements.
Primary data were collected through personal interview with the talent acquisition senior officer of the company. Secondary data were collected from the records and files of the company, internet and other reading materials such as magazines available in the firm.
Descriptive analysis was used to identify and describe the demand-supply of talent pool of the company. Structure interview was also conducted by the researchers during their company immersion for more than 320 hours. Interviews and observations were conducted to support the study as basis of facts.
The result of the study identified that there is a huge demand of talents but the number of supplies are limited. The company needed to invest more money and in training the newly hired employees. Different programs are also implemented to attract more people to apply and be encouraged to be part of the company. The company doesn't measure their stability according to its strong brand name; they measure it by providing programs that leave a mark on the minds of the people.
In English text.
There are no comments on this title.