GENPACT HUMAN RESOURCE

Global leader in business process and technology management

OVERVIEW
Global leader in business process and technology management. More than 42,500 employees. Follows SEP (smart enterprise process) Services are seamlessly delivered from a global network of centers in 13 counties to meet clients business objectives, cultural and language needs, and cost reduction strategy. Genpacts culture is uniquely ingrained in Lean Six Sigma, successfully listed on the NYSE (New York stock exchange) in August 2007 under the trading symbol G Company manages over 4,000 processes for more than 400 clients world wide.

HISTORY
Began in 1997 as a business unit within GE Main charter was to provide business process services to GEs business Became independent company in 2005 New name, Genpact, conveys the business impact company generate for our clients.

Awards and Accolades

NASSCOM Ranks Genpact As the No.1 BPO Company in India Genpact also secures the sixth position among Top 20 IT-BPO employers in India. Top 10 Best Managed Global Outsourcing Vendor, No.1 End-to-End Procurement Outsourcing & No.2 F&A Outsourcing Vendor ,Black Book of Outsourcing, 2009 Best Corporate Volunteer Program,American Chamber of Commerce in Romania

Solutions offered at genpact

Finance and accounting. Collections Human resource services Contact center Risk management sevices IT infrastructure sevices Banking and financial services.

Corporate citizenship
Genpact cares for the community. Caring@Genpact, its Corporate Social Responsibility (CSR) initiative, aims to mesh its social and environmental principles into its operational fabric. Genpact have institutionalized a culture of giving among its employees through a number of global platforms and programs, like payroll giving and volunteerism. It provide its employees with a single community engagement interface to volunteer for community service events, including those related to the elderly, the differently-abled and children .

Corporate governance
Genpact believe that integrity, compliance and controllership are non-negotiable. This culture is driven relentlessly across the organization, and is reinforced repeatedly with its employees. It adhere to the highest levels of ethical business practices as articulated by our Code of Conduct. cont

The Genpact Board

Genpacts corporate governance practices begin with its independent Board of Directors. All its directors possess rich multi-industry experience and are recognized for their contribution in their chosen professions. They bring to the Board varied perspectives and insights. The Board has established an Audit Committee, a Compensation Committee and a Nominating and Governance Committee to assist in fulfilling its duties and responsibilities.

Risk Management Framework

Its governance framework ensures that they have a process to identify, measure, and manage risks responsibly. it conduct risk assessments annually at the level of the entity, business segment and business process, leading to effective statutory, policy and process compliances. The Board of Directors is responsible for monitoring risk levels, while the management team oversees the implementation of mitigation initiatives.
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Code of Conduct
Genpact have adopted a Code of Ethical Business Conduct that applies to all employees. Every employee is responsible for his or her own actions, and proper business conduct and ethical behavior are fundamental conditions of employment. Any employee, regardless of job or title, who observes or becomes aware of unethical or unlawful activity, is obligated to report such activity immediately. Employees are also urged to discuss any concerns regarding improper conduct with the appropriate individuals. Genpact believe that our actions should always be guided by our core values of honesty, trustworthiness, integrity, dependability, respect, and citizenship. Its clients choose to work with it because it provide them with services that drive business value in an ethical, honest and transparent manner, supported by a strong governance framework. Genpacts rigorous internal controls, business values and focus on controllership help us create enduring client trust.

Recruitment
Selection procedure - Every candidate who wants to work for Genpact undergoes a rigorous selection process where it select people who view the BPO industry as a serious career option. Depending on the job profile, genpact test people on domain knowledge, communication skills and analytical abilities. It looks for individuals who have the required functional knowledge, communication skills, an attitude to learn and readiness to align with our values of leadership, performance, passion, motivation, teamwork, integrity and respect, which are vital to the Genpact culture and the way it work.

Sources of recruitment
Recruitment through external agencies, colleges, universities, etc. Internal recruitment called as parichay at Genpact Hiring graduates, under graduates, and professionals as per requirement No retrenchment policy is followed at genpact

Parichay at genpact
Parichay is an internal referral Program where a current Employee of Genpact refers a friend, relative or an acquaintance for a job at GENPACT and in turn receives monetary award/gift in case the referred candidate joins GENPACT. The underlying principle behind the concept of Parichay is that, it is beneficial for all three parties involved The referrer, the referee and Genpact.

Hiring process
There are 3 rounds in the Genpact Hiring Session. 1.Aptitude 2.GD 3.Personal Interview

New Hire Orientation (NHO) & On boarding

Onboarding Team of the respective region/site will help the new joinees to fill all the joining forms & prepare their personal file. Onboarding team also helps in filling of NSSN (National Social Security Number) forms & NSR (National Skills Registry) registration The following certificates/ document (both originals & copies) are required at the time of joining: Appointment letter signed by you Photo Identity Date Of Birth Proof Graduation / Post Graduation certificates Relieving Letter (if applicable) Address Proof Photograph At the time of joining employees need to fill online forms & sign few Joining forms. Joining forms include Integrity@Genpact, Statutory Forms, Insurance enrollment, Tax Declaration & many more.

Training and Development

Training Programmes are aimed at both personal and professional development. and are committed to building talent through intensive functional training. Various trainings related to job and personality development, communications is provided to its employees from time to time. Corporate learning skills training Genpact provides CLS trainings in different fields of corporate world through trained and certified facilitators. These are certified trainings which holds immense importance in corporate experience.

Growth opportunities in genpact

At Genpact, employees have the opportunity to grow laterally or choose to become subject matter experts in a domain of their choice. The Personal Development Plan is a ready reference document for each employee listing his/her strengths, short/long term plans, major development areas and steps to address them. Genpact also provides its employees with the opportunity to enroll in world-class leadership development programmes in collaboration with international universities. Genpact leads the way with "Learn while you Earn" programmes. Over 2,500 employees are enrolled in these programmes, studying for their MBA or IT/Finance certifications.

My observation
After speaking to the candidates appearing for interview I observed that : The process of hiring is very time consuming. There are some interview rounds which are not necessary. Sometimes there are more than 2/3 personal interviews. Some times the selection process can take up to 2/3 days. The procedure for voice and accent round in interview is very rigorous. There is no proper guiding channel for the candidates regarding interviews.

Suggestions
The interview process should be more simplified. There should be fixed round of interviews. The criteria for selection should be same for all candidates despite of their functional areas. There should be a proper guiding channel to help the candidates to prepare for interviews. Pre telephonic interviews should be encouraged so that efficient candidates can be identified in first instance which will save time and will improve selection quality.