Both HIV and hepatitis C are RNA viruses, but they are different types of RNA viruses; HIV is a retrovirus and HCV is a flavivirus. People with HIV are at higher risk of acquiring hepatitis C than those without HIV. At the time when many infectious diseases were being brought or kept under control with global vaccination efforts in the 1990s, the Human Immunodeficiency Virus (HIV), only identified in 1984, infected millions worldwide. While antiretroviral treatments have drastically improved life expectancy and quality of life for people living with HIV, preventing HIV infection is still a primary goal. Decades of effort have been spent, and continue to be made, toward developing an HIV vaccine. This particular virus, however, poses unique challenged to vaccine development.
he management of recruitment, selection, and induction activities are essential to bring the required talent in the workforce. The design of recruitment, selection, and induction activities is customized to the need of the workforce. However, the parameters of fairness, transparency, and justification are standardized in each of the policy rudiment.
The recruitment and selection process is the beginning step of resource management strategy of Majid Al Futtaim. Recruitment process defines the need of job, design job description, conduct job analysis, and hire right people for the right job. The selection phase choose the best suitable candidate who seems capable of meeting the job requirement. Recruitment process is designed as per the type of the job and need of workforce. For example, if MAF needed a line manager, the required candidate should have certain years of experience (minimum level decided by the company), required academic knowledge and specific interpersonal skills. However, in case of a computer analyst job, the company might need to take the test from candidate in order to assess the hands on experience and proficiency for the job (Simons, 2011). The recruitment strategy is responsible for getting the talented workforce available in the market by carefully scrutinizing the candidate’s profile and analyze his competencies and personality by taking interviews. Sometimes, in specific cases, companies also conduct more than one test or interview in order to get the detailed insight of candidate and compare him with other candidates in the pool.
3.1. Working of selection strategy
The selection strategy works on the law of recruitment and company’s rule of inducting an employee. Selection process is sensitive to company’s needs and require non biased and fair approach towards criteria and merit. Majid Al Futtaim executes the selection process by working onto employee profile and testifying the capability of candidate by taking different tests or interviews.
Having been a part of this multinational company, I know that Majid Al Futtaim is also prone to challenges of globalization in the process of recruitment and selection. For key positions in different regions, the company needs competent professionals who are experienced to work on international posts and manage diversified force working under them. the retirement, leave or turnover of leaders also produce the challenge of succession planning at these positions which can result in better connectivity of all international working units to the mainstream headquarters. Therefore, the diversity of culture is considered carefully in the process of scrutiny. If the employee possess specific talent, has a promising profile and experience; Majid Al Futtaim would prefer to hire the employee even when the cost of his management and setting at workplace is a bit higher than local workforce. This is to alleviate performance gap issues in the future that leads to company’s loss and failure in the market.
