Académique Documents
Professionnel Documents
Culture Documents
o Technologies, Thane, Mumbai 1976 Master of Business Administration - HR Fourth Semester Talent Management 2 23rd March 2012
=======================X=======================X=========================
Registration Number || Learning Center Name || Learning Center Code || Course || Semester || Subject || SET No. ||
Directorate of Distance Learning, Sikkim Manipal University, II Floor, Syndicate Building, Manipal 576 104
Signature of the LC
Signature of Evaluator
Q1. Explain the methods adopted to control recruitment and hiring process Ans. Most of the organisations irrespective of fact whether they are small, medium, or big scale companies have their own methods of hiring the candidates for the required positions. Sometimes, this process is dealt within the company itself or it is handled by some subcontractors or recruiting agencies. Following are some of the aspects of the recruiting process: o o o o o o o o o o o o o o o Get the candidates resume/CV from different job portals. Classify the candidates based on different criteria like experience, technology, so on. Send automated mails to sorted candidates for the interview. Schedule/reschedule the interviews. Manage many rounds of interviews for the candidate. Manage interviewers for different rounds of interview. Send automated mails and SMS alerts to keep the interviewers informed about the interview schedule. Handle interviewers remark and rating for the interviews. Send alerts for the scheduled interviews, hold candidates, joining candidates, so on. Get the soft copy of documents like experience letter, relieving letter, resignation letter, so on from previous company once the selection process ends. Manage background check result for the candidates. Get feedback report for ex-employees, ex-employee documents like experience letters, pay slips etc. Support different reports like hold candidates, selected candidates, candidate feedback report so on. Candidate information management Personal information of a candidate is collected from various sources like job portals, employee referrals so on. Personal information include full name, contact number, address, email ID, designation, so on. The resume or CV (curriculum vitae) of candidate is also managed, and the soft copies of these resumes are uploaded in different formats.
=======================X=======================X========================= Winter Drive November 2011 Sikkim Manipal University Submitted By: Pritam DSouza Registration No. :571017160 2
Q3. What are the four major keys involved in promotion of ethical behaviour in the workplace? Ans. The four major keys involved in promotion of ethical behaviour in the workplace include: 1) Confess: When employees commit a mistake and fail to raise the issue to management so that the issue can be resolved then the situation becomes worse. Most of the times, problems increase rapidly and get larger. The situation becomes even worse when employees start blaming each other as to who was the culprit. When the employees commit mistake, the best way to resolve it is to inform their manager and take the blame. This blame game may result in complete disaster and hurt workplace morale. In most of the cases, blaming each other results in workplace enmity and work in an organisation comes to a halt. Employees who confess their mistakes are more consistent and trustworthy, and they also have the ability to perform damage control. Managers know that if the employees willingly come forward to confess their own mistake they will be less likely to cover something up. It also proves that they have better things in their mind for the organisation to develop. The warning to this point would be to not to allow the employee repeat the same mistake. 2) Follow the book: Another common mistake that employees do is attempting to resolve a problem by bending the rules. This results in creation of a new list of problems. Performing some acts such as backdating the documents or signing the documents for their managers might resolve the issue at that point. But, later those fraud activities will result in some serious problems once the culprit has been found out. Hence, it is better to confess to a problem and possibly be seen as not competent enough for committing such a mistake which is a worse case situation, than covering up a problem with no ethical values, without considering the outcome. Employees even though have good intentions sometimes become too absorbed in the thought of getting something done. 3) Good communication and information: In todays business scenario, it is evident that success of a business depends on good communication. Communication plays a crucial role in an ethical workplace because the way an employee communicates can either create or destroy the positive framework of a workplace. Some acts such as gossiping, which seem undamaging, may result in distrust and unfaithfulness through rivalry in the workplace. Open and consistent communication helps to keep employees and managers informed about the recent events. It also prevents problems and also helps in decision making in the company that are above board. Lack of communication or hiding motivations results in dilemmas around workplace ethics. 4) Consider the Problem Trio Greed, lust, or anger can be considered as the three major problems that are the root cause for failure in workplace ethics. The best example for greed is an employee who steals or performs illegal business dealings. Greedy decisions are the outcome of a wish to get more than they deserve from their position in the company. Lust is generally seen in improper relationships that are not accepted by any organisation. For example, a manager/assistant relationship can create a direct and negative impact on working environment and also serve to erode the organisations chain of command depending on wrong fraternisation. Anger is mostly seen in employees who have the feeling that the organisation owes them something because of poor working environment, bad Winter Drive November 2011 Sikkim Manipal University Submitted By: Pritam DSouza Registration No. :571017160 4
=======================X=======================X=========================
CV/Resume Screening
Initial Interview
Job Offer These Steps which are involved in recruitment process can be explained as follows: 1. Online application: During this phase, the desired candidate applies for a job online or on company website. 2. CV/Resume screening: This is the second stage wherein the CV (curriculum vitae) of the applicant is screened by hiring managers to ensure if the candidate is fit enough for the post. 3. Initial interview: This is the most crucial stage wherein the candidate is asked to take up a written test. 4. Technical and competency interviews: Once the candidate clears the written test, the next stage would be technical competency round. This stage involves the recruiting managers ensuring if the candidate possesses required technical skills suitable for the position which can be in the form of either face-to-face questioning or a written test. 5. Job offer: This is the last stage of the interview process wherein the candidate receives an offer letter from recruiting manager after he clears all the interview rounds. =======================X=======================X========================= Winter Drive November 2011 Sikkim Manipal University Submitted By: Pritam DSouza Registration No. :571017160 7
Organisational effectiveness and employee development occurs when there is a firm alignment between individual interests and organisational needs. To set the environment for talent reviews, it is essential to first identify the organisational requirements. The goal is to show any changing requirements, skills, and knowledge needed by the organisation. An assessment of an organisation includes the following steps: 1. Review of strategy and key challenges: Here, the constructive analysis about organisational strengths, opportunities, and challenges is done. This discussion sets the organisational framework for considering the workforce development. 2. Environmental scan: In addition to the review of strategy and challenges, organisational departments can perform a more detailed strategy review. An environmental inspection reviews the current and changing client requirements and requests for services. Workforce analysis: It is a systematic process in which an organisation identifies the critical jobs and competencies, needed for the current and future employees, and develops strategies to overcome any gaps. Its main priority is using information to obtain an overview of the workforce and targeting talent management initiatives which are given as: a) Identifying critical job roles for analysis and planning. b) Reviewing knowledge/skills/attributes needed. c) Determining employee population for review. d) Gathering demographic information. After recognising organisational priorities, the next step focuses on the roles and skills needed for the department to be successful. Identification of critical roles: The management team determines the key job functions and roles that will be the primary focus of the talent review discussions. Based on the requirement, a talent review committee focuses on any of these groups: a) All staff in a particular function or organisation unit. b) A specific group or job category of the employee population. c) A specific level of leaders, managers, or supervisors. Winter Drive November 2011 Sikkim Manipal University Submitted By: Pritam DSouza Registration No. :571017160 8
=======================X=======================X=========================