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As of 2013, CLP Group is a component of The Global Dow—a 150-stock index of the world's leading blue-chips. [13] The company has been a constituent of the Dow Jones Sustainability Index, the Dow Jones Sustainability Asia Pacific Index (DJSI Asia Pacific), and/or the Dow Jones Sustainability Asia Pacific 40 Index (DJSI Asia Pacific 40). [14]
The gas based power project is owned by CLP India Private Limited, a subsidiary of CLP Group of Hong Kong. [1] The plant was originally owned by Gujarat Paguthan Energy Corporation which was acquired by CLP India Private Limited in 2002. [2]
Mahatma Gandhi Super Thermal Power Project [1] is located at Jharli village in Jhajjar district of Haryana. The coal based power project was developed by CLP India Private Limited, a subsidiary of CLP Group .
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An example of a three-tier recruitment model: Tier 1 - Contact/help desk - This tier acts as the first point of contact where recruitment requests are being raised. If the requests are simple to fulfil or are queries in nature, resolution may take place at this tier. Tier 2 - Administration - This tier manages mainly the administration processes
[1] [2] Proponents of artificial intelligence in hiring claim it reduces bias, assists with finding qualified candidates, and frees up human resource workers' time for other tasks, while opponents worry that AI perpetuates inequalities in the workplace and will eliminate jobs. Despite the potential benefits, the ethical implications of AI in ...
National Recruitment Agency [1] is a Central Recruitment Agency established by the Government of India, that will conduct a Common Eligibility Test (CET) [2] for selection to all of the Group C and Group D employee posts in all central government establishments which includes all of the central public sector undertakings and all of the central autonomous bodies. [3]
The process of competency-based recruitment is intended to be fairer and a more realistic approach than other recruitment processes, by clearly laying down the required competencies and then testing them in such a way that the recruiter has little discretion to favour one candidate over another; the process assumes high recruiter discretion is ...