2. Some Ground Rules first… Please switch off your phones; lets help all learn I am not a teacher and you are not a student; we are all learners Please feel free to interrupt me in case of any doubt Please participate and let us all learn 2
3. Agenda HR Planning Affirmative Action Measurement and improvement using Recruitment Process Outsourcing 3
9. Decreases compensation costUnlikely Combination Leadership Engine, 10% Potential Performance Exit, 5% The solid Performer, 70% Borderline, 10% Get no comp inc
10. Maximizing Value of Compensation Deferred Compensation No risk, payment guaranteed Becomes payable to employees on certain future dates You can increase the value! Example You have Rs 100 to distribute to 100 people Assume attrition to be 15%, hence 15 people would not collect this money, you spend Rs 85. If you decide to distribute Rs 118, you will only pay Rs 100 Thus everyone gets 18% more than earlier!! Will have positive impact on attrition Add to this, a more effective Variable Compensation Plan 5
11. Agenda HR Planning Affirmative Action Measurement and improvement using Recruitment Process Outsourcing 6
12. Affirmative Action Proactive Approach Supplementary to efforts of Govt. for giving better opportunities to SC & STs, in all levels of employment, incl. self-employment J.JIrani’s report Improve the opportunities for underprivileged sections Constructive measures for social equity and greater inclusiveness in workplace business partnerships capacity building Working with Government, society & political system To bridge the gaps relating to SCs & STs Within stipulated timeframe 7
13. What is Affirmative Action ? A policy or program for giving preferences to certain (usually under-represented) groups. Or A collaborative effort towards social equity and justice to the under-represented sections of society 8
14. Overseas Perspective Affirmative Action is present worldwide to support under represented sections ‘AA’ customized to local needs & occurs mainly in Admissions in schools & universities Employment (in case of handicap & women employees) Representation in the National Assembly Qualification for Public scholarships Govt. & corporate contracts Ownership in business 9
23. Cost of Recruitment – Traditional vsRPO Productivity & Predictability Value Hiring Problems Time Note: Assuming CTC of Rs. 10L and consultant’s cost as %age of CTC. 18
24. Sample Benchmark INFERENCE: Candidate Average salary expectations from competitor organizations is 8.61 L/a. A range of 8.5 L/a – 9 L/a can be kept as a compensation benchmark for profiles with Exp Level between 5 - 7 Years. 19
26. Recruitment Team RPO CUSTOMER SERVICE ANALYTICS CENTER TRANSACTION CENTER GOVERNANCE CENTER RPO Model Rejection Database _ _ Talent Sources Data Entry into Central Recruitment Portal Initial Screening (CV / Telephonic) Screening Results Pre-Assessment Scoring and Analysis + + Headhunting _ Online Portals Interview Line up & co-ordination Line/Client Interview Feedback Collation HR Interview Interview Decision Alumni + Ad Campaigns Online Offer Letter Generation Confirmation Receipt, Process transferred to HR Ops … Trend Analysis Recommendations 21 Note: The process steps shown here are representative. Actual process steps may vary across clients.
27. Graphical Structure of Technical Solution 22 RPO Provider Direct Interface with the line managers Client
