Level 2 Staffing: 1. How does Staffing take place? 2.

How does recruitment take place / explain the Recruitment process …. Online / advertisement / referral programs/ social networking sites 3. When you join the organization how do you get oriented into the new position? Induction & buddy program. 4. What all topics are taken up during Induction? How many days does it last .. Knowledge of People and Quality Processes and support department awareness 5. How are you made aware of open positions within the organization? Emails & Intranet 6. What are the different types of Separation? .. Self / ATG 7. How does Separation take place / Can you explain the Separation policyprocess..? ..HR Intimation / Notice period / feedback while leaving / In parallel MRF to HR / RMG

Communication & Coordination 1. How are you made aware of any organizational initiatives and new policy being introduced? Open Houses, emails from HR& BU Head. 2. How do you raise your opinion about the working condition in the Organization ? ESS & Open Houses. 3. Are you aware how conflict and problems are handled in the organization? “Guidelines to Resolve Conflicts & Disputes” doc exists at org level / grievance cell of RSI 4. What is the mode of communication in your team? Emails & Weekly Team meetings, Skip-levels, Team Huddles etc. 5. How you communicate team appreciation, if any? .. Team meet with CTO and HR appreciation Work Environment 1. How do you raise your concerns regarding inadequate working condition? ESS & Emails to Admin 2. When you make a request, are you aware of any timelines within which you can expect your problem to be resolved or responded to ..? where is it documented ? Department SLAs , also uploaded on intranet Performance Management 1. How are you made aware of the task you need to perform in the team? –KRAs are set in the beginning of the performance cycle.

Are you aware of the Organization’s goals / your project/process goals ? How are they tracked ? 4. How do you give your input regarding the training that was provided. Feedback forms – Immediate and Post two months 3. . Are you aware of an existing process by which compensation of an employee is fixed? Compensation management doc exists at org level in which Role-based Comp. Monthly at proj level & biannually at org. Are you aware of process that is used when a person is not performing? PIP. Are you aware how good performer are rewarded? What are the different performance awards that we have in RSI? Empl of the year. Are you aware of an existing document that talks about functional/technical/behavioral competencies for every role identified within the organisation? Competency-Framework—consists of criticality& desired level for each competency for all roles. Have you ever raised a training request for a PIP case in your team? If yes. Best Achiever of the month. How often is Performance Appraisal done? Annual process but performance and feedback are tracked continuously 7. Spot Awards.2.. What actions you take if your team member gets a PIP? Training / mentoring request. Individuals can nominate themselves. Training Request sent to HR keeping reporting officer in cc 4. 6. How are those objectives tracked and at what frequency. Matrix is defined for the salary fitment of an individual. Through letters—restructure and/or increment. 5. How does the organisation help you improve your performance to achieve your performance objectives? Training Calendar is prepared and published every month. mgr of the yr. how? … PIP form or request to HR Compensation 1. Counselling sessions. How you communicate the requirement for any specific training for self / team?. 2. How are you made aware of any compensation change. Constructive feedback Training and Development 1. level. 3. Level 3 Competency Analysis 1.. 2.

mentoring.2. What do you understand by Succession Planning? SP is done at org level where successors for critical roles are identified & developed for business continuity. How does the organization help you in achieving your career aspiration .. Career enhancements program like LDP/MDP/EME etc. How many proficiency levels we have for each competency? What are those? 4 – Beginner. LDP/MDP/EME. 3. Are you aware of an existing document that contains the competency levels of all employees in the org? How often is it updated? Comp Matrix updated every quarter or on event driven basis. 3. Are you aware of Promotion Guidelines? • At least 1 yr of service in the same designation. Intermediate. 2. Give an instance where you haven been involved in decision making . 3. certifications. career goals are documented by the individuals and discussed with the IO & RO. 4. Self Study. During every performance review cycle. • Availability of suitable position • Growth in responsibility & job complexity • Consistent performer • There should be trained and developed successor Participatory Culture 1. 2. Expert & Master. Biannual mailers from HR for Competency Updation / Updation at the time of performance appraisal Competency Development 1. Improvements & training needs are suggested/recommended. What are the different methods of competency development? T & D. Have you or your team member recently undergone any competency development exercise? Career Development 1. How are you made aware of any development needs required for your role? Role-based Training Matrix defined at org level : Individuals are made aware through online training module T&D System where trainings are defined as Optional & Mandatory. How does the organization keeps a track on employees current competency ? . Give instance There is a well defined career path at org level.

shared repository & recently launched RKX (RSI Knowledge exchange). 2. Are their any R&R conducted recently? 3. Can you give an instance of Competency Integration? Ans: People from different processes with excellent process knowledge were picked up to form BEG – a group of QAs & Trainers. Empowered WorkGroups Q1. How is the mentoring duration finalized for any mentoring relationship established for you / team member? . Do you have any CBA available in your organization? Ans: We have Library. Also. Team meetings. quality. . Are you aware of any structured mentoring programs at RSI? (Mentoring Relationship form  Mentor’s Evaluation Report& Mentee’s Feedback forms. internal trainings Level 4 Competency Based Assests 1.. RKX. not fixed / depends on problem area and mentee’s pre competency Competency Integration 1. Have you participated in any knowledge exchange exercise in RSI ? . quest.. Mentoring 1. 1 2. HR – competent in their domains & process knowledge – were utilized to do internal audits. What are EWG? Do you have any EWG in your organization? Ans: EWG are the workgroups which are assigned with certain responsibilities & authorities to carryout their business activities more effectively. They did not audit their own processes/functions but assisted each other in auditing different processes/functions. People from operations. we use VSS at project levels where process related information is kept for reference.2.

Mentoring. indicates how the process behaved in the past as also the expected range of the process performance. For Individuals there is a quantitative rating system depending on performance . Q2 Are you aware of any Process prediction models being used for people practices? Ans: Process Performance & Prediction models are used at org & project level. Process Stability is indicated through Control Charts where it is expected that all points lie between UCL & LCL We calculate Process Capability through Cp & Cpk – process capability index. For Projects/ Process / SBU and at the organization level there is BSC which carry quantitative targets and baseline values. This models are used by Quality/BEG Teams . Is the Performance Management Systems Quantitative at RSI ? How ? Yes . At project level one is C-BOT in collections process. corrective action can be taken well in advance. Competency Growth RMG : Recruitment SEPG : Defect Prediction 4. We use the Model to predict if the current data will violate the control limits in the future – using dependent and independent variables and take necessary action. Are you aware of anything called Process Performance and Prediction Models being used ? Who uses it ? How does it help ? Historical process data. . Quantitative Performance Management : 1. Performing a regression test. we arrive at a Model Equation which helps us to predict the performance of the process. when analyzed.PPIG. Performance Management. SEPG. IGCC.. CSG. BEG are at org. 2. Are you aware of anything called Process Stability & Capability ? Yes . The purpose of Prediction Model: To be able to predict the future trend of performance based on past data.. that in case of any major deviation. It is .. Can you name some of the PPMs ? HR : PPMs for T&D. So. HR Team and Process/Project managers. 3. level.

Certification programs. Knowledge exchange. Any instances of Innovation at org level. How you ensure your team to improve their capability continuously ? T&D. Level 5 Continuous Capability Improvement 1. Are you aware of any such reviews which take place for processes/projects ? Is there any formal target setting and rating system in place in the company? Continuous Workforce Innovation 1. Open nomination for trainings… 2. Does your organization support you to improve you activities /task. Do you have any instance of PWP which was developed by you or your colleague which benefited you in increasing your performance? 3..Cpk value of 1 indicates a good process. Best PWP Awards… (Best pratices Sharing). etc Organization Performance alignment How does your performance contribute to the organization goals ? BSC Approach Your Performance is appraised through the Performance Appraisal cycles. project level that you are aware of? Automation—reporting on quest. . recruitment mgmt sys. How does the organization help you improve performance of your work? Are you aware of any such process that exists? Competency Dev --. Are you aware of any such process that exists? Frequent Emails from People Practices Team – PCMM Quiz etc. Any recent drive / event at RSI which promoted Innovation @ Work? Innovate and Accelerate . 2. training & Dev system. Mentoring etc.T&D. RKX 4.

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