1. 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
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2. 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.
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3. 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,
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4. 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
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5. 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.
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6. 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
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7. 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.
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8. 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.
Employee of GE
Female
35%
Male
65%
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.
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9.  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.
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10. 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
Online Sources Recruitment Sources
20%
15%
Employees Ref
5%
External
Sources
60%
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11. 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.
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12. 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.
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13. 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.
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14. 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.
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15. 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.
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16. 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.
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17. 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
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18. 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
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19. 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.
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20. 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
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21. 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.
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