Challenge #1: Two programs are launching at the same time: Intel Foundation Donation

Matching to an international audience and Warmline in GAR. These programs are both highly
anticipated and popular. In no more than 250 words, please provide some creative ideas on
how you will you project manage the simultaneous launch of these two programs with minimal
supervision.

The following would be my approach / recommendation to ensure both programs

are launched successfully:

1. Conduct Assessment & Analysis.

- Ensure a data analysis is performed at the current stage to define the target
group. A thorough understanding of the target audience for both programs. For
example, the Warmline program may be more effective and well received by
employees in business groups with higher attrition.

2. Develop Goals and Objectives.

- Ensure clear, time-limited objectives are in place to measure the success of the
program at each & every milestone. Also, define the specific accomplishments
expected from the program.

3. Obtain Management Support.

- Management buy-in must include senior leaders at site, business groups and key
stakeholders such as BHR. The program objectives must be in alignment to
business outcome.

4. Communicate the Plan.

- There must be a clear definition to “What’s in it for me” to communicate the
program to employees. The usage of multiple methods communication such as
email, newsletter, success stories in other regions through multimedia etc. Virtual
Roadshows are also key as they will create necessary awareness of the program.

5. Evaluate the Success of the program.

- The success of each program must be categorically and qualitatively measured.
For example:
a. In the case of the Warmline Program, this would relate to the number of
employees reaching out to use the program versus case closure within SLA
b. With regards to the Intel Matching Program, it should relate to a measurement
of effectiveness of how the funds utilized for donation.

Challenge #2: State in 250 words or less how would you address the following typical
Warmline client situation? An employee’s work position is being eliminated. The employee’s
skill sets do not fit with the remaining available positions in his/her current organization. What
steps would you take to assess the employee’s current skills sets and the organization’s
available positions, and what other steps you would take to help resolve the employee’s
issue? Also include in your response why you are interested in performing in this role to help
our fellow employees.

The key element here would be to have a good connection or platform for
communication with the employees by applying effective listening and research skills,
and to seek first to understand, then only to be understood. The following would be the
steps or approach I would take:

1. Guide the employees to reflect and assess their skills, strength and passion. Using
this approach allows us to coach the employees to ask the right questions that will not
only help to reflect and determine their passion, but also provide good resources for
them to navigate and understand the available paths for their move forward.

- Review and re-evaluate the grade level expectations and skill sets required of
current available positions within the organization. Then guide the employees to
assess their own strengths against these expectations to determine if these jobs will
be a best fit for them to perform successfully.

- Encourage employees to sign up for a mentor to guide, share and help themý
navigate for career success.

- Create their own career development plan by ensuring they attendil the Career
Development Workshop and navigate through the information available in the Career
Development Pathway.

- Create a branding for themselves to understand how employees get qualified for
next role and relate them to skills relevant for the jobs they are or should be pursuing.

- Share useful tips and resources and guide the employees to navigate our full
slate of opportunities including jobs online, DOT assignment etc.

- I would also personally connect with BHRs and Talent Acquisition to

understand the available positions in other organization that match the employees'
career goals and skill sets.

Why this role or platform to help them? Throughout my career as a Business Human
Resource Partner, I have come across many employees feeling stuck in their career.
Often, there is a limitation as to what I can do for them. To have a platform such as this
role, which seeks to specifically help them not only to be unstuck but to prosper
further in their career, is a real dream position. And hence, given the opportunity, I too
have a responsibility not to leave any stone unturned in doing my best for our
employees.