1.

MEANING:
Talent Acquisition is the process employers uses to analyse their long term
talent needs in the context of business goals, identify and develop the best talent sources,
then execute the methods through recruiting, evaluating and on boarding candidates. It is
generally a feature of the HR branch working in close collaboration with genius acquisition
specialists, with inputs from senior executives.
Talent acquisition plays a very important role in finding and hiring a right candidate
for the business, because hiring a right candidate is a very crucial element for the
organizations business plans and directly affects its success. Without the right employees,
business is likely to struggle with poor productivity, bad decision making and unmotivated
staff. This will cause lot of loss to the business and the standing business may collapse.
While managing the talent acquisition work being a HR head and team leader we
have to face many challenges. HR head have to follow all the steps very carefully and he/she
should be able to tackle the challenges which is going to come between managing the talent
acquisition. Some of the challenges which are faced by HR head are explained below:
CHALLENGES FACED BY TALENT ACQUISITION TEAM

 Attracting the right candidates:

Being a HR head searching a right candidate become
very crucial job. Finding the right candidate in a pool full of unqualified talent, we
know that the option that are available are very limited. The HR head will choose the
best person rather than choosing the fit one for the job. It’s always not the number
of candidate apply for the jobs, but the best way to hire is from the smaller quantity
of more qualified talent. HR head should always be clear about the requirement of
role in the organization.

 Engaging qualified candidates:

Good candidates are often contacted regularly by
recruiters. It becomes harder for the employee to maintain their own mail to stand
out. Candidates with hard to find skill are often considering several job offer at the
same time. HR head need to put extra effort into persuading good candidate to
choose our company over other competitors company. Before contacting a good
candidate HR has to do some study about the candidate. They should know what
motivate and makes happy so that we can offer them the same and appoint good
candidate for the required position.

 Hiring Fast:
Hiring teams wants to hire as fast as possible because the vacant position
may cause high cost and will delay the operation. Although it totally depends on the
industry were we work, because hiring a person may take several week as well as
month too. It will leads to put pressure on hiring which in result will make them
frustrating. This process may take too much time and will result in hiring a best
candidates.
  Using data driven recruitment:
Companies can use recruitment data and metrics to
constantly improve their recruiting process and make more informed decision. As we
know collecting data and processing it will be hassle free. Spreadsheet is a one way
to track the data but it also required manual power which will be result in human
error. This makes it hard to track data and trends accurately. Hiring team needs ways
to compile and organize data in an efficient and streamlined way.

 Building a strong employer brand:

A good employer brand helps you to attract and
engage better candidates. Organization that invest in employer branding are three
times more likely to make a quality hire. Nevertheless, it is a complicated procedure
that encompasses everything from promoting your culture on social media to
ensuring a positive candidate experience. It is a continuous, team effort that requires
you to deviate from your usual responsibilities and gain the support of your co-
workers.

 Recruiting fairly:
Unconscious biases are frequently the root cause of many
businesses inability to hire candidates from diverse backgrounds. In addition to our
legal obligation to provide equal opportunities, hiring objectively is beneficial to our
business, because it enables us to hire the most qualified candidate without
prejudice. As a result, our workplace will be inclusive, demonstrating to prospective
employees that we are a meritocracy and enabling us to reap the benefits of
diversity.
CONCLUSION:
This are the some challenges that are faced by the hiring team. There are many more
challenges which are faced by the organization. Such challenges can be resolved by investing
in recruitment tools and technology like the Applicant Tracking system (ATS) and
Recruitment CRM software and training to Hiring team to make the process easy. Also,
diversifying the recruitment process helps by using social media for job posting, attending
job fairs, etc.
2. MEANING:
Employee performance appraisals are standard practice that are followed in
many organization. Performance appraisal refers to the process of evaluating the
performance of an employee over a certain time period with the intention of assessing ways
to improve their success.
It usually takes the form of yearly or quarterly process at work that entails
comparing each employee’s performance and output to the predetermined set of goals for
that year or quarter. The performance assessment process can assist in deciding on pay rises
and promoting by analysing an employee’s skills, strengths, and gaps (provided a pay for
performance framework is in place.
There are two ways of methods which can be helped in analysing the performance
of an employee i.e. Traditional and Modern Method. Traditional method of employee
engagement strategies that have been used in the past are no longer effective. Because they
place more emphasis on evaluating an employee’s past work than on enhancing future
performance, many organization see the entire process as pointless.
However by adapting the modern method of performance appraisal which can be more
occupied to modern demand, the performance appraisal process can be extremely
beneficial in defining company’s goals, improving employee engagement and employee
retention. The following are some modern appraisal method with some examples:
1. Management by Objective:
In this approach, management and employees collaborate to
decide what goals should be prioritized, organise them, and convey them. Managers
discuss the viability of reaching those goals after setting explicit objectives,
occasionally reviewing progress. They check whether a target is clear, achievable,
time sensitive, measurable, and realistic using SMART technique. Under this
method, employees are reviewed on their result and if they success, then they are
rewarded with salary hike and promotion else they need to go through further
training.
An example of MBO would be a company that has a quarterly
objective to earn 30% o0f overall revenue from their marketing efforts.

2. 360 degree feedback:

An employee’s performance is assessed using a multifaceted
approach that takes into account input from peers, manager and clients. A practical
way to acquire a thorough knowledge of a worker’s proficiency while removing
biased reviews.
This modern method of performance appraisal system is also used to find the
requirement of training and development. Under 360 degree appraisal, employee
related information like his or her skills, behaviour and abilities are gathered from
clients, peers and supervisors.
An example of 360 degree appraisal appreciating the employee who
takes the initiative in teams meeting and submits existing ideas. Do not dampen the
 enthusiasm of your employees. Such positive approach can help solve problems, or
come up with a new solution for the product to help increase profits.

3. Behaviourally Anchored Rating Scale (BARS):

This approach is sometimes regarded
as the most successful since it is successful in highlighting both the qualitative and
quantitative advantages of the performance appraisal process. Employers can
compare employee performance to particular behavioural instances that are tied to
numerical ratings using the BARS system.
BARS succeeds in providing clear standards, improving feedback, and
providing accurate performance analysis and consistent evaluation. Its primary
drawback is, like most other performance review methodologies, when done
manually it poses the risk of being skewed by distortions caused by bias.
Example of BARS depends on various situation of a person the salesperson
uses various sales techniques to help customers imagine how our product would
improve their everyday lives. A customer service can be review base on the
response given to customer inquiries. Responding in a friendly and polite manner
and thanking them to choose our company.

4. Psychological Appraisal:
This method of performance evaluation seeks to examine
an employee’s potential performance rather than how they have previously
performed.
A qualified psychologist evaluates a through in-depth interviews,
psychological exams, and private discussions. The employee examines various
elements, including leadership qualities, personality traits, emotional intelligence,
cognitive ability and other features.
An example of this is going on a first job. If the jog is perceiving as positive,
one might feel happiness and joy and would like to go on which will help to create a
long term effect.

5. Assessment Centre Method:

In this method, employees are assessed to participate
in activities like in basket exercise, role-playing that are important for successful
performance of the actual job. At the conclusion of the assessment meeting, the
reviewers analyse the data they have acquired and provide their feedback regarding
the employee’s strength and faults.
An example of this is Group Discussion where participants are split into
groups and each group has given a topic to discuss. Then we need to observe the
skill they are using to discuss the topic and what the outcome they are bringing to
this are.
 6. Human Resources Accounting Method:
This method takes employees as assets
evaluating their performance in monetary terms. Performance appraisal is analysed
based on the cost incurred and contributions provided by the employees, where
contribution should remain higher than the expenditure incurred on the employees.
An example of Human Resources Accounting is in Marketing team
where company mainly focused on the sales provided by each employee in the team
against the cost incurred by the company to train them and giving every possible
benefit so that they can achieve the target.
CONCLUSION:
Performance Appraisal is not only an evaluation process of a person’s
performance with reward/ punishment as an outcome of it. Rather, its intent is to align and
improve the performance of an individual to meet the overall organizational goal.

3. A) Definition:
The training process comprises of a series of steps that needs to be
followed systematically to have an efficient training programme. The Training is a systematic
activity performed to modify the skills, attitudes and the behaviour of an employee to
perform a particular job.
Training is an essential activity that is undertaken by the organization to enhance the
skills of the employees by helping them in acquiring new knowledge and skills which are
required to perform their present jobs more efficiently. It usually a short term skills
development exercise that is meant for non-managerial employees to learn a job or
overcome their deficiency in the performance of a present job.
The training process is a carefully thought out, step-by-step procedure that should
be followed while choosing a training programmed. An organization invests in training with
the goal of getting certain desired result. The organization may see significant financial gain
if the training is successful.
The training process is a systematic process which should be flow through various
steps lets learn about this steps and decided whether the training process which is followed
by Apex’s is accurate or not, or it is successful or unsuccessful.
STEPS OF TRAINING PROCESS

 Decide if Training is needed:

Step 1 is to decide whether there is a need for training
or not. May be training is not necessary of current employees but those who are
fresher to the organization they should have a proper training to know the working
culture of an organization.
Determine What Type of Training is needed:
Step 2 is to determine what type of training an
 employee required. Organization should define the learning objective. Goals and
objective of training becomes the foundation of the training initiatives. Hence,
determining the training objectives gives a direction to the entire learning program.

 Designing a Training Program:

Once the objective of the training is determined, it is
time to analyse the factors that need to be considered while designing training
program. Factors like who will be the trainer, who needs to be trained and what will
be the method through which the training program will be conducted.

 Implementation of Training program:

After deciding the above factors, then it’s time
for implementation of that program. There should be proper environment created
which is conducive to learning. It should be preferably a participative approach and
trainer should promote role playing and interactive games to keep the trainees
involved.

 Evaluation and Follow Up:

Training evaluation is done to check whether the goals and
objectives of the training have been achieved or not. Feedback needs to be taken
from the participants on the training result. A follow up can be done by asking the
supervisor whether the trainee is applying the method which have been thought
them at the time of training.
This is the systematic process through which an organization should give training to their
employees, but the training process of Apex is not a proper process. Hiring a new employee
and not giving them a proper training about their profile will be unfair to them. As every
organization has their own culture which new trainees are not aware about. It not only
demotivates employee but also make company look weak. Apex’s current process will not
be bringing any success and will also not help employees to improve their performance.

3.B) In order to make sure that staff members are informed of and using the most
recent and pertinent knowledge and skills, ongoing training is required in all sectors. This is
especially crucial when it comes to compliance related issues.
To keep pace with new concepts and technologies, workplace skills, training, and
values are continually evolving. Employees are speaking out increasingly frequently on the
importance of meaningful work and career possibilities. In fact, one of the causes of
employees leaving to advance elsewhere is a lack of training and growth.
Successful businesses improve their methods of learning and growth on purpose.
What works for one organization may not work for another because every organization
faces different challenges and has different requirement. However, there are several best
practices. Let’s learn about some strategies that will help Apex to improve their training
program.
1. Set a goal: To get the best result, start by aligning organization goals with training
and development programmes. Although it may seem straightforward, this action is
frequently skipped. Working towards a predetermined objective is a crucial training
tip since it results in increased productivity and quality as well as customer and staff
satisfaction.

2. Engage with your employees: For training plans to be successful, it is essential to

comprehend employee needs and secure buy in. It’s crucial to think about employee
pleasure while accelerating your company’s capacity to accomplish business
objectives. When their ideas and participation are considered as part of the training
strategy, individual are more likely to believe the organization wants them to learn
and progress.

3. Create a formal program: From goal setting to implementation and measurement,

effective training methods are repeatable and iterative. Even though the themes are
changing, set aside time for training programmes so the initiative won’t be forgotten
as things grow busier.

4. Start Small and Stay Small: A strategy should remain small and doable once it
gained traction and is successful for all parties involved. Your ability to adapt and
modify your training programmes in response to needs depends on maintaining
reasonable expectation and a flexible structure.

5. Provide various training types: Not all employees learn the same way, so it’s
essential that companies offer many different types of training method. Evaluate
how our training program can be more inclusive of all learning styles,

6. Measure the outcomes: Measuring the result of our training plans is an essential
last step. None of these suggestion is useful if we don’t know how they have affected
our projects, after all. A good starting point is to measure employee’s feedback data
against previously set metrics and goals.
These are some points which can be used for the improvement of training program and
achieved the goals set by the organization. It will help employee to be more focused
towards the target set by the organization for them.