2023

Human Resource Management

Submitted To : Dr. Farah Samreen

Submitted By :
2021-BBIT-104
2021-BBIT-81
2021-BBIT-78
2021-BBIT-62

University OfBusiness
Institute of Engineering
and and Technology
Management
3/4/2023
 Declaration of Original Work

We Tahseen Ameer (2021-BBIT-104) , Nida Rasool (2021-BBIT-81) , Pakeeza Batool

(2021-BBIT-78) and Dua Fatima(2021-BBIT-81) hereby declare that We have read and
understood BPP’s regulations on plagiarism and that this is our original work, researched,
undertaken, completed, and submitted in accordance with the requirements of the University Of
Engineering and Technology.

Date: 8 March, 2023

Institute of Business and Management

University Of Engineering and Technology

Contents
1
I2c Profile....................................................................................................................................................3
Purpose...................................................................................................................................................4
Recruitment Process..........................................................................................................................4
Which Soft Skills Are Most Important................................................................................................5
HR EXECUTIVE MANAGER.................................................................................................................6
Recruitment Method.............................................................................................................................6
Test Type............................................................................................................................................7
CHIEF FINANCIAL OFFICER..............................................................................................................8
Recruitment Method.............................................................................................................................8
Test Type............................................................................................................................................8
SENIOR DATA SCIENTIST...................................................................................................................9
Recruitment Method ............................................................................................................................9
Test Type .........................................................................................................................................10
SENIOR SOFTWARE ENGINEER......................................................................................................11
Recruitment Method ..........................................................................................................................11
Test Type .........................................................................................................................................13
Appendices...............................................................................................................................................14
Company Logo.................................................................................................................................14
References................................................................................................................................................18

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 I2c Profile

i2c, Inc. is a Silicon Valley-based company that enables financial institutions, corporations,

brands, and governments around the world the ability to launch profitable next-generation

financial products. Our global, cloud-based platform supports virtually any prepaid, debit, or

credit program in plastic, virtual, or mobile form. Clients around the world rely on us to get to

market quickly with differentiated products that meet their customers' unique needs. The i2c

team is made up of nearly 400 smart, hard-working people in offices across the world. And we're

growing! Our executive team, as well as the Sales, Marketing, and Business Advisory groups,

are based in Silicon Valley and Singapore. IT Operations, Engineering, and Client Services are

focused on delivering world-class products and services from our Lahore facility. Together, we

serve clients on six continents and support end consumers in 216 countries and territories. As a

growing company operating in the center of an exploding industry, we routinely fill positions in

these key departments: Engineering The Engineering team specializes in web & mobile

applications, interfaces, telephony, graphics, application security, and transaction processing.

They work hard to develop highly configurable products that push boundaries within our

industry. IT Operations This team works 24/7/365 to ensure that our global data centers provide

99.99% uptime and foolproof data security for our clients. Their areas of expertise include

information security, network operations, server management, database management, software

change management, telephony, service delivery, and application performance management.

Information Security The Information Security team ensures internal and external audits of our

applications and networks, internal and external ethical hacking, automated security scanning,

and risk management. our commitment to information security is externally confirmed by its

yearly PCI-DSS certification and SSAE-16 validation.

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 Fig: I2c Software Projects

Purpose
I2C is committed to employing the best-qualified candidates while engaging in
recruitment and selection practices that comply with all applicable employment laws. It is the
policy of I2C to provide equal employment opportunities to all applicants and employees.

Authorization from the Human Resources (HR) Director is required to initiate any action for an
open position, including recruitment expenditures, advertising, interviewing, and offers of
employment.

Recruitment Process

 The hiring manager submits a completed requisition to the HR department.

 The HR department will assign a requisition number to assist in tracking and reporting.
 The HR department will meet with the hiring manager to discuss the position and
determine the most effective recruitment and selection process.
 Recruitment sources will include some or all of the following:
 I2C website.

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  Internal posting.
 Online job boards.
 Social media sites (Facebook and LinkedIn).
 Newspaper advertising.
 Retained agency search.
 Temporary agency placement.
 Employee referrals.
 The HR department and hiring manager will review the resumes of qualified candidates
to identify the most appropriate candidates for interviewing.
 The HR department will conduct telephone pre-screens of identified candidates and
schedule in-person interviews with the hiring manager.

Selection Process
This process applies to external hires only.

Hiring managers are responsible for conducting timely, effective interviews of qualified HR
candidates. The HR department is available to advise hiring managers on interview techniques
and final candidate selection.

Which Soft Skills Are Most Important

35% LISTENING

32% COMMUNICATION

30% CONFIDENCE

26% TEAMWORK

25% POSITIVE ATTITUDE

25% CREATIVITY

20% PERSUASION

 A candidate evaluation form will be completed for each candidate interviewed and will be
used to make a final candidate selection.

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 Upon the selection of the final candidate, the hiring manager and the HR department will
collaborate to develop an appropriate offer of employment (including position title,
compensation, etc.).
 The HR department or hiring manager will extend the verbal offer of employment to the
candidate selected. The HR department will prepare a written offer of employment that is
contingent upon the successful completion of required background checks.
 The HR department will conduct reference checks and background checks on the selected
final candidate.
 Upon receipt of an offer letter signed by the candidate and the successful completion of
background checks, the HR department will close out the requisition on the tracking report.

HR EXECUTIVE MANAGER
Recruitment Method
The recruitment method for an HR executive can vary depending on the
company’s size, industry, and budget. However, here are some general steps that can be
followed:

 Define the Job Description: The first step is to define the job description, outlining the duties
and responsibilities of an HR executive, and the required qualifications and experience.
 Job Posting: The next step is to post the job on relevant job portals, the company’s website,
social media platforms, and professional networks. The job post should include the job
description, required qualifications, and how to apply.
 Screening Resumes: Once the job posting has been done, the resumes will start coming in.
HR should screen resumes carefully to ensure that candidates meet the minimum
qualifications.
 Interviewing Candidates: After screening resumes, the HR team should invite the shortlisted
candidates for interviews. The interview process should be structured and consistent for all
candidates.
 Reference Checks: After interviewing the candidates, HR should check the references
provided by the candidates to ensure their authenticity.

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Making an Offer: Finally, HR should make an offer to the candidate who has been selected after
completing all the necessary pre-employment formalities such as background checks, medical
tests, etc.
Onboarding: Once the candidate has accepted the offer, HR should conduct the onboarding
process, introducing the candidate to the company’s culture, policies, and processes

Test Type
There are several types of tests that can be used for hiring an HR executive manager. The
specific tests used will depend on the organization’s needs, the role requirements, and the
preferences of the hiring team. Here are some common types of tests that may be used:

 Cognitive Ability Tests: These tests assess a candidate’s problem-solving skills, critical
thinking, and decision-making abilities. These tests are useful for assessing the candidate’s
ability to analyze complex HR problems and come up with effective solutions.
 Personality Tests: These tests assess a candidate’s personality traits, such as their
communication skills, work style, and interpersonal skills. These tests are useful for
assessing the candidate’s fit with the organization’s culture and work environment.
 Behavioral Interview Questions: These questions are designed to assess the candidate’s past
behavior and work experiences. This type of test helps to evaluate how the candidate has
dealt with HR-related challenges in the past.
 Role-play Exercises: These exercises simulate real-life HR scenarios and allow the candidate
to demonstrate their problem-solving and interpersonal skills in a practical setting. This type
of test is useful for assessing how the candidate would handle challenging HR situations.
 Situational Judgment Tests: These tests present the candidate with hypothetical HR scenarios
and ask them to select the best course of action. This type of test assesses the candidate’s
decision-making skills and ability to apply HR knowledge in real-life situations.

It is important to note that no single test can provide a complete assessment of a candidate’s
suitability for an HR executive management role. A combination of tests and assessments should
be used to evaluate the candidate’s skills, experience, and fit with the organization.

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 CHIEF FINANCIAL OFFICER
Recruitment Method
Recruiting a Chief Financial Officer (CFO) is a crucial task for any organization. Here are some
recruitment methods for hiring a CFO:

 Referrals: Ask for referrals from your professional network, including industry colleagues,
investors, and board members. Referrals can provide high-quality candidates who are already
known and trusted in the industry.
 Online Job Posting: Post the job opening on various online job portals such as LinkedIn,
Indeed, and Glassdoor. Make sure the job posting includes a clear job description,
requirements, and responsibilities to attract the right candidates.
 Headhunting: Engage an executive search firm or headhunter who specializes in recruiting
high-level executives. They can help you find qualified candidates who are not actively
looking for a job but may be interested in your offer.
 Job Fairs: Attend job fairs and industry events to network and find potential candidates. This
method can help you attract candidates who are passionate about your industry and already
have experience in the field.
 Social Media: Use social media platforms such as LinkedIn, Twitter, and Facebook to search
for potential candidates. You can also promote the job opening on social media to reach a
wider audience.
 Internal Promotion: Consider promoting from within the organization if there are qualified
candidates who have already demonstrated their skills and abilities. This method can help
you retain valuable employees and boost morale within the organization.

Regardless of the recruitment method, it’s important to have a clear understanding of the
qualities and experience you’re looking for in a CFO. Make sure to screen and interview
candidates thoroughly to ensure they have the necessary skills and experience to meet your
organization’s needs.

Test Type
The type of test that would be appropriate for hiring a Chief Financial Officer (CFO) would
depend on the specific needs and requirements of the organization. However, here are some
possible types of tests that could be considered:

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 Financial aptitude test: This test measures the candidate’s ability to analyze financial data
and make informed decisions based on that data. It can include questions related to financial
statements, accounting principles, financial ratios, and financial forecasting.
 Problem-solving and critical thinking test: This test evaluates the candidate’s ability to solve
complex problems and make critical decisions under pressure. It can include scenarios
related to financial management, risk assessment, and strategic planning.
 Behavioral assessment: This test examines the candidate’s personality traits, work style, and
leadership skills. It can provide insights into how the candidate might handle challenges,
interact with others, and manage a team.
 Technical knowledge test: This test assesses the candidate’s knowledge of financial
regulations, tax laws, and accounting standards. It can include questions related to financial
reporting, auditing, and compliance.
 Role-playing exercises: These exercises simulate real-world situations that the CFO may
face, such as negotiating with investors, presenting financial reports to the board of directors,
or managing a crisis. They can provide insights into the candidate’s communication skills,
confidence, and ability to handle pressure.

Ultimately, the most effective test will depend on the organization’s specific needs and the
qualifications and experience required for the CFO position. It is important to design a test that
accurately measures the candidate’s ability to perform the required duties and responsibilities of
the role.

SENIOR DATA SCIENTIST

Recruitment Method
Recruiting a senior data scientist requires a rigorous process that goes beyond just posting

job openings on job boards. Here is a suggested recruitment method for senior data scientists:

 Define the role: Start by defining the role and responsibilities of the senior data scientist you

are looking to hire. This should include the skills, experience, and qualifications required for

the job.

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 Source candidates: Use a combination of job boards, LinkedIn, and referrals to source

potential candidates. You can also consider working with recruiting agencies or hiring a

dedicated in-house recruiter.

 Screen resumes: Review resumes and cover letters to shortlist the most qualified candidates.

Look for candidates with relevant experience and skills.

 Conduct initial interviews: Conduct initial interviews with the shortlisted candidates to assess

their skills and experience. This could be a phone or video call.

 Technical assessments: Administer technical assessments to assess the candidates’ technical

skills. This could include coding challenges, case studies, or other technical exercises.

 In-depth interviews: Invite the most promising candidates for in-depth interviews with the

hiring manager and other members of the team. These interviews should focus on the

candidate’s technical skills, experience, and cultural fit.

 Reference checks: Conduct reference checks on the final candidates to verify their work

history and performance.

 Offer negotiation: Extend an offer to the top candidate and negotiate the compensation and

other terms of the employment contract.

 Onboarding: Once the candidate accepts the offer, provide a smooth onboarding process and

ensure that they have everything they need to succeed in their new role.

It’s essential to communicate clearly and efficiently with candidates throughout the recruitment

process, provide timely feedback, and maintain a positive candidate experience. This will help to

attract the best candidates and create a positive impression of your organization

Test Type

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The types of assessments that might be included in a senior data scientist test.

 Technical skills assessment: This may include a coding test or an assessment of your ability

to work with specific tools and technologies commonly used in data science, such as Python,

R, SQL, and data visualization libraries like matplotlib and seaborn.

 Data analysis and modeling exercises: You may be given a dataset and asked to perform

exploratory data analysis, develop predictive models, and interpret the results.

 Case study or business problem analysis: You may be presented with a real-world business

problem and asked to provide recommendations or solutions based on data analysis.

 Communication and presentation skills: As a senior data scientist, you will need to

communicate complex technical information to non-technical stakeholders. The test may

include a presentation or written report that demonstrates your ability to communicate

technical concepts clearly and effectively.

 Leadership and management skills: If the position requires leadership or management

experience, you may be asked to provide examples of your experience in these areas or be

given a hypothetical scenario to assess your decision-making and problem-solving skills.

It’s essential to prepare and practice in advance of the test to showcase your skills and

knowledge in data science

SENIOR SOFTWARE ENGINEER

Recruitment Method

Recruiting a senior software quality engineer can be a challenging task, as this

role requires a highly skilled and experienced individual with a deep understanding of software

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quality assurance practices. Here are some recruitment methods that can be used to find the right

candidate for this role:

 Job Boards and Professional Networks: Posting job listings on popular job boards such as

LinkedIn, Glassdoor, and Indeed, and networking with professionals in the field can be an

effective way to find qualified candidates.

 Referrals: Encouraging current employees and colleagues in the industry to refer candidates

can be an effective way to find potential candidates with the right skills and experience.

 Social Media Recruiting: Using social media platforms such as LinkedIn, Twitter, and

Facebook to advertise the job opening and reach a wider pool of potential candidates.

 Recruiting Events: Attending industry-specific events such as job fairs, networking events,

and conferences to meet potential candidates and discuss the job opportunity.

 Headhunting: Engaging with executive search firms or headhunting agencies to source

highly qualified and experienced candidates who are not actively looking for new job

opportunities.

 Skill Assessments: Conduct skill assessments, technical tests, and other forms of evaluation

to assess a candidate’s technical skills and expertise in software quality engineering.

 Employee Retention and Development: Retaining current employees and developing their

skills can help to fill senior positions within the organization. Encouraging employees to take

on leadership roles and investing in training and development programs can help to groom

future senior software quality engineers from within the company.

By using a combination of these recruitment methods, organizations can attract and identify the

best candidates for the role of senior software quality engineer.

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Test Type

A senior software quality engineer should have knowledge and experience in the

following areas:

 Software Testing: Should have a strong understanding of various testing methodologies such

as black-box, white-box, gray-box, and regression testing. Knowledge of automated testing

tools and frameworks is also essential.

 Test Planning: Should be able to plan and execute testing strategies, define test plans, create

test cases and scenarios, and manage test environments.

 Quality Assurance: Should have experience in quality assurance processes, such as quality

control, defect management, and risk management.

 Agile Development Methodologies: Should have knowledge and experience with Agile

methodologies such as Scrum, Kanban, and XP.

 Programming Languages and Scripting: Should have experience in programming languages

such as Java, Python, or C# and scripting languages like JavaScript or Bash.

 Communication Skills: Should have excellent communication skills to interact with

developers, product owners, and other stakeholders.

 Leadership Skills: Should be able to lead and mentor a team of software quality engineers.

The test for a senior software quality engineer may include theoretical questions and practical

exercises covering these areas. Additionally, the test may assess the candidate’s ability to

analyze complex problems, design and implement solutions, and work collaboratively with

cross-functional teams.

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 Appendices

Group Members

Tahseen Ameer

Email tahseenameer182@gmail.com

Registration No. 2021-BBIT-104

Nida Rasool
Email nidaijazfatima123@gmail.com

Registration No. 2021-BBIT-81

Pakeeza Batool
Email Pakeezabatool875@gmail.com

Registration No. 2021-BBIT-78

Dua Iqbal
Email

Registration No. 2021-BBIT-62

Company Logo

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Company Flyer

Company Brochure

15
Business Card

Website

16
Facebook Account

Instagram Account

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 References

 (Saba Usman, personal communication, March 3, 2023)

 I2c. (1982). ”Visit this website to collect information”.
https://www.i2cinc.com/platform/api/

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