HR Knowledge Session

Date: 23.08.19
 HR Basics
 HRP
 Job Analysis
 TA Process
 EVP
 Recruitment
 Selection
 Recent trends in TA
A strategic approach to identifying, attracting, and onboarding talent to efficiently
and effectively meet dynamic business needs.
 A process of forecasting
 Demand
 Supply

of right kind of people for the organization to achieve its goals

Demand Forecasting
Organization objectives & Quantitative Qualitative
policies
Trend Analysis Managerial Judgement
Demand forecast
HR Needs forecast Supply
HR forecast
Supply forecast Ratio analysis Delphi Technique
Regression Analysis
Work & Time Study
HR Programming Technique

HR Implementation
Supply Forecasting
Staffing tables Replacement Charts
Control & Evaluation Markov analysis Succession Planning
(Current State)

Surplus Shortage
 Difference between job description and
Job specification
 Job characteristic model: Hackman &
Oldham
 Job Rotation
 Job Enrichment
 Job Enlargement
 Job Evaluation methods
 Active
Target group
EVP sourcing
definition
strategies

Positive
Selection candidate
exposure
 TALENT ACQUISITION PROCESS
Feedback
Mail

YES NO
Sourcin Qualifying
Telephonic
g Call
Explanation of Round with
HM / NO Feedback Mail
further
process Hackerrank
Test

YES
Feedback
Mail

NO Feedbac
A4A Feed the Data in ATS
k

YES
Feedback
Call

Verbal NO Thank
Feed the Data in ATS
Offer you mail

YES
Coffee Assignin
Offer BG + DV Onboarding
with HM g Buddy
 Company
Active seekers • Read job ads, apply actively culture Tasks

Passive • Have a job, are open for new opportunities,

Product Offers
candidates observe the market but do not apply

• Are not interested in a new job opportunities

Non seekers by any mean Values People
Refers to creating a talent pool to select from
ACTIVE SOURCING STRATEGIES

Internal Source External Source

 Employee Referral  Walk-in Interview
 Promotion  Campus Recruitment
 Transfer  Management
Consultant/ Head Hunter
 Internal Advertisement
 Employment
Professional Agency
 Professional Social
Networking
 Advertisement
Yield Pyramid
Types of Transfer Basis for Promotion Types of Transfers
 General  Promotion Based on  Voluntary: Avoidable and
Seniority Unavoidable
 Production
 Promotion Based on Merit  Involuntary: Discharge and
 Replacement Downsizing
 Merit Cum Seniority
 Shift Promotion
 Remedial  Promotion by Selection
 Versatility  Time Bound Promotion
 Punishment or Penal
 Request or Personal
 Assessment Tools
Selection Outcome  Basic screening

False True  Preliminary role matching

Success Negative positive  Skill tests, Physical tests
error (High Hit)  Other tests for aptitude,
competence, thinking, etc.
True False
Failure  Psychometric profiling
Negative positive
(Low Hit) error  Assessment Centres & Simulations

Failure Success  Interviews – technical, leadership

etc.
Predicted Predicted
 Psychological assessments
Turnover Rate Cost to Hire

Time to Fill Quality of Hire

Structured Unstructured

Mixed Behavioral

Stressful Situational
 Candidate
Automation & AI Experience

Employer Branding Analytics

 Difference between Induction and Onboarding

 Difference between Recruitment and Selection

 Succession Planning

 Assessment Centre
Simraon Varma - +91-8800305576
Vipul Chainani - +91-7879135072