Executive Summary:

The General Electric Company is an American multinational corporation

incorporated in the State of New York. The Company operates through five segments:

1. Energy Infrastructure

2. Technology Infrastructure

3. NBC Universal

4. Capital Finance

5. Consumer & Industrial Products

The role of human resource management has evolved in recent decades. HRM no longer

just includes a supportive administrative function, relating to the organization’s human

resource transactions that are essential to its day-to-day operations. HRM is also, in GE

strategic function, where human capital is openly and importantly factored into the

organization’s corporate planning and strategy decision-making processes. With this

comes increasing recognition that senior HR professionals need to engage in corporate

strategic discussions, as advisor and partner of the executive management team.

At the same time, it behaves HR professionals to ensure that human resource

transactions are completed competently and efficiently, in accordance with GE policies.

It identifies four roles in a modern and service oriented HR function, whereby HR of GE

professionals ensure that Line manager friendly systems and procedures are available to

help management staff execute their people management role. For analytical purposes,

these are the various HR roles into the following functions or activities.

1) HR strategic planning

2) Organizational design

3) Diversity management

4) Recruitment, Hiring and Orientation

5) Performance management

6) Staff development

7) Remuneration and rewards

8) RISKS AND OPPORTUNITIES IN HUMAN RESOURCES

Page 1

Why we choose GE:

We have chosen GE because as we have found that GE and its

employees are committed to being a good corporate citizen through high ethical

standards, leadership in corporate governance, environmental compliance and

community engagement.

GE continues to earn the respect of the business world. Once again, GE topped Fortune

magazine’s top 500 companies. It holds 4th position consecutively for the second time.

GE is recognized as being among the world's best-run companies and was named the

World's Most Respected Company for 2010 for the sixth consecutive year by the

"Financial Times". GE was also presented with the Catalyst Award 2004 and 2009 for its

innovative, effective and measurable initiatives to advance women employees.

GE has a long and proud history of supporting the communities where its employees live

and work. Contributing more than $140 million and over one million volunteer hours

worldwide in 2010, GE is making an impact in local communities, educational standards

and the environment in its communities all over the world.

Page 2

Introduction About GE:

GE International:

"As one of the world’s most diverse and best performing global enterprises - recognized

repeatedly for leadership and innovation - they offer their employees an environment

where what they can imagine that they can make it happen, developing new

technologies and services to grow their businesses.

About the company:

GE traces its beginnings to Thomas A. Edison, who established Edison Electric Light

Company in 1878. In 1892, a merger of Edison General Electric Company and Thomson-

Houston Electric Company created General Electric Company.

Today GE is a diversified technology, services and financial services company with

operations in more than 100 countries and with over 287,000 employees worldwide.

The Company has 11 global businesses, ranging from Advanced Materials, Commercial

Finance, Consumer Finance, Consumer and Industrial, Energy, Equipment and Other

Services, Healthcare, Infrastructure, Insurance, NBC Universal, and Transportation.

GE is a company where possibilities are unlimited. It also tells us that we can change

jobs, change industries, even change career direction, without ever changing

companies. Our diversity provides limitless educational opportunities, which is

unmatched in world business. They invest $1 billion per year in training their people.

Brand worth:

The General Electric Company, or GE (NYSE: GE), is an American multinational

corporation incorporated in the State of New York. The Company operates through five

segments: Energy Infrastructure, Technology Infrastructure, NBC Universal (NBCU),

Capital Finance and Consumer & Industrial. In 2010, Forbes ranked GE as the world's

second largest company based on a formula that compared the total sales, profits,

Page 3

assets, and market value of several multinational companies. The

company has 287,000 employees around the world:

GE has the fourth most recognized brand in the world, worth almost $48 billion CEO

Jeffrey Immelt had a set of changes in the presentation of the brand commissioned in

2004, after he took the reins as chairman, to unify the diversified businesses of GE. The

changes included a new corporate color palette, small modifications to the GE Logo, a

new customized font (GE Inspire), and a new slogan, "Imagination at work" replacing the

longtime slogan "They Bring Good Things to Life",. The standard requires many

headlines to be lowercased and adds visual "white space" to documents and advertising

to promote an open and approachable company.

Founders:

Thomas Alva Edison: (February 11, 1847 – October 18, 1931)

He was an American inventor, scientist, and businessman who developed many devices

that greatly influenced life around the world, including the phonograph, the motion

picture camera, and a long-lasting, practical electric light bulb. Dubbed "The Wizard of

Menlo Park" (now Edison, New Jersey) by a newspaper reporter, he was one of the first

inventors to apply the principles of mass production and large teamwork to the process

of invention, and therefore is often credited with the creation of the first industrial

research laboratory.

Edison is considered one of the most prolific inventors in history, holding 1,093 US

patents in his name, as well as many patents in the United Kingdom, France, and

Germany. He is credited with numerous inventions that contributed to mass

communication and, in particular, telecommunications. Edison originated the concept

and implementation of electric-power generation and distribution to homes, businesses,

and factories – a crucial development in the modern industrialized world. His first power

station was on Manhattan Island, New York

Page 4

Elihu Thomson: (March 29, 1853 – March 13, 1937)

He was an engineer and inventor who was instrumental in the founding of major

electrical companies in the United States, the United Kingdom and France.

Edwin J. Houston: (Alexandria, Virginia 1847– New York 1914)

He was an American electrical inventor. He graduated from New York Central High

School in 1864. While teaching physics at Central High School in Philadelphia (a degree-

granting institution rather than an ordinary high school), he helped design an arc light

generator with his former student colleague Elihu Thomson. Together, they created the

Thomson-Houston Electric Company in 1879. In 1892, Thomson-Houston merged with

the Edison General Electric Company to form General Electric, with management from

Thomson-Houston largely running the new company. In 1894, Houston formed a

consulting firm in electrical engineering with Arthur Kennelly. Houston was twice

president of the American Institute of Electrical Engineers. He died from heart failure in

1914.

Charles Albert Coffin: (Fairfield, Maine, 31 December 1844 - 14 July 1926)

He was the first President of General Electric Corporation, which he helped to found. In

1883, he was approached by another Lynn businessman, Silas A. Barton, to bring to

town a struggling electric company from New Britain, Connecticut, finance it and to lead

it With the engineering work of Elihu Thomson, Coffin was able to build the company,

renamed Thomson-Houston up to be an equal to Thomas Edison's companies. During

this time they deployed power plants in the South, including two in Atlanta, Georgia to

run the electric light and in 1889, Joel Hurt's electric streetcar line.

When General Electric was formed from Thomson-Houston and Edison's companies,

Coffin was its first chief executive officer. The company was tested quickly during the

Panic of 1893, where Coffin negotiated with New York banks to advance money in

exchange for GE-owned utility stocks.

Page 5

Research Methodology

Objective of the Study:

To present an overview of recruitment activities of GE group

To identify the problem facing by GE group in case of recruitment process and

suggest corrective measures.

Data Collection:

We have collected both primary and secondary data with a pre-designed form to

conduct our study.

1. Primary date collected through:

a) Questionnaire method

2. Secondary data collected through:

a) Internal source

b) Company HR strategy

c) Company Statistics

3. External Sources

a) Journal and internet

b) Other official sources and records

Page 6

HR Department of GE:

The human resources are the most important assets of an organization.

The success or failure of an organization is largely dependent on the caliber of the

people working therein. Without positive and creative contributions from people,

organizations cannot progress and flourish. In order to achieve the goals or the activities

of an organization, therefore, they need to recruit people with requisite skills,

qualifications and experience. While doing so, they have to keep the present as well as

the future requirements of the organization in mind.

Human Resource Department of GE performs the most important task of recruiting the

right personnel for the right job and it is not only responsible for recruiting personnel

that are required by the company, but also for the training that may be needed to

develop the employees.

Human Resources Management department plays a vital role to the organization

success. Now a day, Manpower is considered as a valuable part for the efficient

productivity of an organization. But it is very tough & challenging job for efficiently

dealing with various manpower’s. Human Resource Department does this challenging

job for every organization through its regular and innovative HR activities. In This paper,

we have tried to trace out one of the functions of HR i.e. Recruitment procedure of GE

tried to identify problem facing by them in terms of Recruitment Process.

Page 7

Employees of GE:

The total numbers of employees in GE is 287,000 in 2010. In GE there

are 186,550 males and 100,450 are female.

Purposes and Importance:

The purpose of recruitment is to provide a pool of potentially qualified job candidates.

Specifically, the purposes are to:

Determine the present and future requirements of the organization in

conjunction with its personnel-planning and job-analysis activities.

The pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the number

of visibly, under qualified or overqualified job applicants.

Help reduce the probability that job applicants, once recruited and selected, will

leave the organization only after a short period of time.

Begin identifying and preparing potential job applicants who will be appropriate

candidates.

Induct outsiders with a new perspective to lead the company.

Male65%

Female35%

Employee of GE

Page 8

Infuse fresh blood at all levels of the organization.

Develop an organizational culture that attracts competent

people to the company.

Search or head hunt/head pouch people whose skills fit the company’s values.

Devise methodologies for assessing psychological traits.

Search for talent globally and not just within the company.

Design entry pay that competes on quality but not on quantum.

Anticipate and find people for positions that do not exist yet.

Increase organizational and individual effectiveness in the short term and long

term.

Evaluate the effectiveness of various recruiting techniques and sources for all

types of job applicants.

Recruitment represents the first contact that a company makes with potential

employees. It is through recruitment that many individuals will come to know a

company, and eventually decide whether they wish to work for it. A well-planned and

well-managed recruiting effort will result in high-quality applicants, whereas, a

haphazard and piecemeal effort will result in mediocre ones. High-quality employees

cannot be selected when better candidates do not know of job openings, are not

interested in working for the company and do not apply. The recruitment process

should inform qualified individuals about employment opportunities, create a positive

image of the company, provide enough information about the jobs so that applicants

can make comparisons with their qualifications and interests, and generate enthusiasm

among the best candidates so that they will apply for the vacant positions.

Page 9

Sources of the Recruitment:

Job opening can be filled internally, externally, employee references and

online by the HR department of GE. When job opening cannot be filled internally then

the HR department fills it from the other sources like External, employee references and

online source and that is from paper Ads, job agencies, educational institutions etc. GE

prefers outsourcing its employee. The following sources of recruitment percentage of

GE.

1) Internal Sources

2) External Sources

3) Online Sources

4) Employees References

Internal Sources

15%

External Sources60%

Employees Ref5%

Online Sources

20%Recruitment

Page 10

Recruitment Procedures in GE:

An eye on the future of GE group:

Successful human resource planning is designed to indentify an organization’s human

resource needs. GE‘s people are their most important assets. In human resources (HR)

their culture is about empowering us, both to contribute to their business objectives

and to achieve our own personal and career goals. They also keep an eye on the future

with their Leadership behavior’s initiative aiming to indentify the next generation of

leaders.

HR’s overall function is to devise and implement strategies and policies to ensure that

they have the right people with the right skills. Within that, there are numerous options

for us.

There are 4 ways to recruit the candidate from the different sources:

Following are the sources of recruitment:

Internal source

External source

Online source

Employees reference source

Internal source:

General Electric (GE) may decide to move people into open positions on the basis of

their suitable qualification, experience & supervisor’s recommendation. Alternatively

the job can be advertised internally through an Internal Job Posting. An Internal job

position need publicizing the open job to employees through the managers, e‐mail,

communication meetings, notice boards etc. The employees of GE can apply for the job

and then go through a selection process. The job posting lists the job feature and the

eligibility criteria for applying to the position.

Page 11

The merits of sourcing candidates internally are:

There is no substitute for knowing the candidate’s performance

and strengths.

Development with internal candidates you are likely to have a more accurate

view.

Commitment levels of internal candidates may be higher

Internal candidates will have a better understanding of the organization and the

industry and will take less time to settle down in the job.

Training & orientation time will be saved

Employee Morale will rise as they will see opportunities for job enhancement

and growth.

External source:

It is not possible for General Electric (GE) to get all the employees from the current staff

and a search for candidates. They start recruiting people from the other external

sources.

There are various sources of hiring candidates from the external market:

Advertisement

Placement Agencies/ Consultants

Educational Institutions

Recruiting from the Military

Advertisement:

It is an external source in which GE has got an important place in recruitment

procedure. The biggest advantage of advertisement for the GE is that it covers a wide

area of market and scattered applicants can get information from advertisements.

Newspapers and Television are the mediums that are used by GE.

Page 12

Placement Agencies/ Consultants:

At GE there are few professionals who look towards recruitment and

employment of people, they recruit people from the private agencies and the

individuals can apply for the job.

Educational Institutions:

GE also requires the fresh candidates while having the link with the professional

Institutions. These institutions serve as an external source for recruiting fresh graduates.

This kind of recruitment done through such educational institutions is called as Campus

or institutions base Recruitment. GE has special recruitment cells which help in

providing jobs to fresh candidates.

Recruiting from the Military:

GE has a long history of hiring enlisted military and expert and has appeared on GI Jobs

Magazine's Top Military Friendly Employers for the last five years. GE has dedicated a

careers webpage to U.S. Military experts Careers and more than 35 recruiters

participated in career fairs on military bases in 2010. Additionally, GE offers an entry-

level leadership program, Junior Officer Leadership Program, designed specifically for

military officers as well as supporting specialized programs.

Online source:

Applying online for a job at GE is simple. Following are the steps:

Upload your CV (resume) in the GE form

Complete your online registration

Complete the online questionnaire (in some Regions)

Submit your online application

If you are applying for a specific job listing or program, locate it via the Job Search

engine to see if there are any specific requirements for applying to that job or program.

Page 13

There are few things to be noted while completing the online form of GE:

There is no need to submit multiple resumes over a short time

period unless a significant change occurs.

A cover letter is not required.

There are also few steps which are very much necessary for the Candidate to apply for the job

at GE.

If candidate is identified as a good match for a current job opening, a member of

the recruiting team will contact the candidate via e-mail or making phone call to

conduct a first round interview. The focus of the interview is to determine

candidate’s qualifications, interest and availability.

If candidate complete the first round interview successfully, they will be invited

to a site interview. These interviews are often held at the location where

candidate intend to begin their career with GE, but this is not always the case.

The most qualified candidates receive an offer from GE. This typically occurs

shortly after the site interview. Candidates will receive a written offer that details

the position, salary, start date and sometimes, relocation assistance.

Employee references source:

GE has structured system where the current employees of the organization can refer

their friends and relatives for some position in their organization. Also, the office

bearers of trade unions are often aware of the suitability of candidates. Management

can inquire these leaders for suitable jobs. In GE these are formal agreements to give

priority in recruitment to the candidates recommended by the trade union. Unskilled

workers may be recruited at the factory gate these may be employed whenever a

permanent worker is absent. More efficient among these may be recruited to fill

permanent vacancies.

Page 14

A Career at GE is Opportunity for Life Long Learning:

When you work at GE, you work with people who have a passion for

excellence. Their obsession with finding better ways to do things creates exhilarating

work environments. And to fulfill this desire, GE invests nearly $1 billion a year in career

development for employees.

Our boundless environment also supports "horizontal learning". Through GE's

professional communities and networking forums, people talk to each other and share

knowledge: sales people share leads; engineers share technologies; and people share

ideas resulting in great innovations.

Growth and Self-Direction:

GE helps to map your career and move ahead. You'll have ongoing occasions to learn

from mentors and peers for dynamic career growth. You'll be amazed at the fluidity with

which you can move from challenge to challenge, within a specific business or across

businesses.

Performance Feedback and Coaching:

GE is proud of its annual performance and career review processes. You'll meet with

your manager for feedback on your performance. Through coaching and planning, your

manager will help you shape an action plan to achieve your short-term and long-term

career goals.

Career Development:

Mentoring is a developmental relationship that fosters personal and professional

growth. The best mentoring partnerships are formed when you take the initiative. Talk

to your peers, search out people with experience you can learn from, and talk to your

manager.

Page 15

Managers are excellent resources for information about career

development. They have often been in the same position as you, and

can provide valuable insight on what you need to achieve your full potential

Ability Edge Internships:

Ability Edge, a Career Edge program that serves as a national youth internship strategy.

This program offers six-, nine- and twelve month paid internships to graduates with

disabilities in effort for interns to gain work experience, learning, coaching and

networking. At GE since we believe the value of diversity is that it promotes innovative

thinking and more creative ideas, the Ability Edge program is another avenue for GE to

explore and reinforce our commitment towards it.

Leadership Development

The Corporate Leadership Development group's mission is to run training programmers

to develop high-performing leaders, introduce and drive cultural change, and spread key

corporate initiatives. These programmers can be held at business-owned training

facilities like the GE Energy Learning Center in Florence, Italy or at our head quarters in

Brussels. Such facilities bring people together to work, learn, and share across

boundaries. It is also where we introduce newly acquired companies to our culture,

offering them a network of peers enabling them to share best practices and business

successes.

GE also offers intensive management training through special leadership programmers.

These programmers are designed to accelerate learning for high performing employees,

using a variety of methods from e-learning to action learning, from boot camps to

leadership summits. A core curriculum is managed at a corporate level, but each GE

business complements these with business specific just-in time learning opportunities.

Page 16

All Leadership development programmers have similar core objectives:

Teach employees- focusing on leadership.

Communicate and strengthen our employee's commitment to GE and the GE

Values.

Build bridges across boundaries by letting people interact across businesses,

functions, and hierarchies.

Enhance our customer focus; build relationships with strategic customers and

other key stakeholders.

GE works at being a true learning organization instill learning not only as part of the

everyday work life but also counting on employees to help train their colleagues in their

field of expertise

Factors Affecting Recruitment:

The following are the Two important factors affecting Recruitment:-

Internal Factors:

Recruiting policy

Temporary and part-time employees

Recruitment of local citizens

Engagement of the company in HRP

Company’s size

Company’s growth and expansion

External Factors:

Supply and Demand factors

Unemployment Rate

Labor market conditions

Political and legal considerations

Social factors

Economic factors

Technological factors

Page 17

GE in Pakistan:

In 1985 Syed Bhais joined hands with world leader in technology M/s

GENERAL ELECTRIC, USA, by signing a Technical Services Agreement for the

manufacturing of kwh electricity meters and has got the honor to represent GE in

Pakistan for various products and solutions. With branding agreement in 2005 Syed

Bhais started exporting energy meters with GE brand.

On the behalf of GE Syed Bhais represents:

GE Energy

GE Multilin

GE Consumer & Industrial goods

Export of Meter Parts from GE

GE Branding Agreement

The company is presently structured in three businesses:

Metering &AMR

Transmission and Distribution

Lighting and Components

Page 18

Conclusions:

The globalization of business is forcing manager to struggle with

compiled issues as they seek to gain or sustain competitive advantages. GE is the one of

the large group of companies in the world. They enjoy outstanding recruitment

practices in each successful employee recruited. So, their recruitment is better fits in

their work group. They also share values, traits and behaviors that are highly regarded

for success in the organization. They reach the qualified applicants through the use of

innovative recruiting channels. Traditionally, employers have focused on assessment

methods that are highly correlated to the content of the job, hence most able to predict

ability to perform the required duties and tasks. However, GE has come to realize that

success of the candidate hinges on more than just the ability to carry out tacks and

duties well. The foundation of superior performance lies in the synergy created by a

close fit with the work group and with the organization’s culture. No process is complete

without evaluation of its success.

Page 19

Recommendations:

GE is a global company. The achievements made by the company over

the last couple of decades show the firms commitment to achieving global presence in

all corners of the world.

There are following recommendations which are improved by GE in their recruitment

process.

Internal candidates of GE who don’t get the job may get demovitaded.

Telling unsuccessful candidates why they were rejected and what corrective

action they need to take is critical. This needs to be done carefully and requires

the managers’ and Interviewers’ time.

There are a lot of candidates of GE who apply for the position and interviewing

all of them can be a time consuming exercise.

In the General electric company those candidates who move into the new role

may find it difficult to gain acceptance from a Group of previous peers.

It is mostly seen in the General Electric Company when a lot of managers come

up through the Ranks, they may have a tendency to maintain status ego, even

when a new direction is required.

Establish relationships with employees outside the country.

There are certain people who have experience in a particular area. They enjoy goodwill

and a stand in the company. There are certain vacancies which are filled by

recommendations of such people. The biggest drawback of this source is that the

company has to rely totally on such people which can later on prove to be inefficient

Page 20

Reference:

Fundamentals of Human Resource Management 8th ed.

David A. Decenzo, Stephen P. Robbins

www.wikipedia.org

www.gepower.com

www.geae.com

www.geindustrial.com

www.gehealthcare.com

www.ge.com.pk

www.syedbhais.com

Syed Bhais Pvt. Ltd

200-Firozpor Road,

Mr.Khwaja Asif Naeem

0300-6334033

HR Manager

LAHORE.

Page 21