HRM

Assignment
 Acknowledgment
We would like to thank Prof. Ruchi Sao for providing us with the
opportunity to interact with industry professionals which gave us a
great opportunity to work on this Human Resource Management
project, which also allowed us to learn about many new things. It
presented us with insights into how the real world works. How
companies hire people and the hiring and management process.

We would also like to thank every

manager who took out valuable time
of their tight schedules to interact with
us and helped us in completing this
assignment.

The project improved thinking clarity,

concept application, knowledge,
confidence, and learning. We also
learned how to create a Job
Advertisement and Job Specification.

HRM Group Assignment 2

Talent Sourcing:
It is a process of identifying, screening, and queuing a qualified candidate for an organization.

People often confuse it with Recruitment, which is a process of converting the potential candidate
into your employee

Talent Aquisition

Talent
Talent Sourcing
Recruitment

HRM Group Assignment 3

 Managerial Consideration in Talent Sourcing

Managerial Considerations:

1. Know your company

2. Candidate Persona/Define your target
3. Create a Buzz
4. Identify and Contact potential talent

1. Know your company

It is vital to understand the employer for whom you are sourcing. We should know the
need of the employer i.e., the kind of employee he needs for that position. Knowing
your company includes knowing the work culture, payroll, job requirements and etc.
Job Description (JD) lies under this.

2. Candidate Persona/Define your target

We need to have the utmost clarity about whom to approach, for whom to look, and
where to look. It includes the kind of employee we are looking for. It includes
educational background, relevant work experience, and other skills.
Job Specification (JS) lies under this.

3. Create a Buzz

It is nothing but creating hype for the existing job requirement. There are various ways
to create hype. We have divided it into two ways.

1. Traditional Media (Newspaper, radio, magazine, Billboards)

2. Social Media (LinkedIn, Company sites, Career sites, Indeed)

4. Identify and contact potential talent

It is nothing but creating a pool of qualified candidates from which the recruiter
recruits its employee.

HRM Group Assignment 4

 Mr. Harsh
Jain
Company: Jenpact

Organization size: 2000+

Employee Location: Bhopal

Designation: Executive Sourcer

Tenure: 5+ year’s experience in

human resource management

Talent Sourcing Process Majorly External

Advertisement Job Portals, LinkedIn, Internal

Referrals

JS Criteria Experience, Soft Skills, Domain

Knowledge

HRM Group Assignment 5

 Mr. Robin
Clarence
Name: Robin Clarence

Company: MetLife GOSC

Organization size: 4000

Employees

Location: Noida

Designation: HR Business Partner

Tenure: 12+ year’s experience in

human resource management

Networking with potential

Talent Sourcing Process candidates via job Ads and
creating talent pipelines

Advertisement Job Portals, LinkedIn, Internal

Referrals

Skillset, Qualifications, Year of

JS Criteria experience

Social media presence is limited

Job Advertisement Constraints due to internal policy

HRM Group Assignment 6

 Job Advertisement.

As Jenpact does not usually hire freshers for any level of management so, we created an
advertisement that requires a minimum experience of 5 years. It also talks about the
Work culture and the work the employee will have to do once he/she joins the company.
We tried making the advertisement as much engaging and eye-catching as possible so
that the potential candidate would get attracted to have a look at the advertisement. We
also provided the company’s website and other social media handles from where
candidates can a fair idea about the company. This advertisement will be published
through social media like Linked in, Indeed, etc. because most of the professionals with
about 5 years of work experience are using social media for job search.

HRM Group Assignment 7

 Job Advertisement.

MetLife hires freshers as well as experienced professional. Here we have tried creating
an ad for MetLife for the post of Data Engineer with a minimum work experience of 2
years. It also clearly mentions what the new joinee will have to do as his/her daily task.
Motivational quotes have been used to catch the attention of the desirable candidates.
But according to the company policies the social media presence is kept minimum. The
advertisement is made colorful to make it eye-catching, also the we have mentioned
the website of company so the candidate can inquire further if he/she wants. The
advertisement will be published through traditional media like Newspapers, Magazine,
Billboards etc. because of the company’s policy for limited use of social media.

HRM Group Assignment 8

 Key Aspects To Be Kept In Mind While Preparing Job
Advertisement.

JOB TITLE: The Job advertisement must contain the job title. Here, the Area Sales Manager is
the job title for Jenpact and Assistant Manager for MetLife.

JOB REQUIREMENT: The requirements of the designations must be mentioned. What are the
key requirements for the post such as educational qualifications, Work experience, etc.

COMPANY & BENEFITS: This is something that is optional some companies choose to
mention this whereas some do not. Most companies do not mention it as they like to discuss it with
the candidate personally.

DUTIES & RESPONSIBILITIES: Duties and Responsibility must be mentioned, it is one of the
most important factors while preparing a job advertisement. In MetLife’s advertisement, what will
you do section shows the duties and responsibilities that a candidate will have to perform.

Organization Size:
Both organizations are mid-sized i.e., their employee strength is about 2000-3000
employees.

Expectations:
The company expects a qualified pool of employees to apply for the job.

Budget:
Budget allocation depends on the role and managerial levels but is generally
included in the overall budget and there is no specific budget allocation for any
advertisement.

Constraints while preparing the advertisements:

➢ While preparing the Job Advertisement for Jenpact there were no restrictions on the
use of social media so the advertisement is made suitable for all media.
➢ Whereas the use of social media is limited in MetLife so the advertisement must be apt
for traditional media.

HRM Group Assignment 9

 Job Description of Jenpact:

Inviting applications for the role Assistant Vice President Operational Risk
lead - Enterprise Risk Management.

Responsibilities:

➢ Prepare risk landscape and the internal / external risk drivers.

➢ Use risk management methodologies to identify, assess and treat the

prioritized risks.

➢ Conduct formal risk assessments to arrive at the Risk Map - top risks
that need prioritized attention.

➢ Constant monitoring of the risk mitigation strategies & emerging

risks and report periodically to vertical COO, Chief risk officer.

➢ Bring in thought leadership on global risks relevant to the IT / ITES

industry, emerging risks.

➢ Lead conversations with senior stakeholders across the corporate

Functions and Client Operations leaders on risks & audits.

Job Specification of Jenpact:

Qualifications we seek in you!

Minimum qualifications.
➢ CRISC / CISA / CIA / MBA or relevant Risk Management / Audit
degree.
➢ Relevant experience in a large organization in IT / ITES industry.
➢ Must have worked in the Operational Risk and Compliance domain
Preferred skills & Certification
➢ Good communication & strategic influencing skills.
➢ Exposure to Finance and Accounting domains ( P2P , O2C , R2R ) and
relevant industry best practices.

HRM Group Assignment 10

 Learnings:

o Things to be kept in mind while preparing a Job

Advertisement:

1. Use suitable language.

2. Accurate job title.

3. Clearly explain the role and responsibility.

4. Mention the required skills and qualifications.

o Managerial Considerations:

1. Know your company.

2. Candidate Persona/Define your target.

3. Create a Buzz.

4. Identify and Contact potential talent.

o Media:

1. Keeping in mind the requirements and the target audience.

2. The policies of the organization.

HRM Group Assignment 11