GENPACT HUMAN

RESOURCE

Global leader in business

process and technology
management
 OVERVIEW
• Global leader in business process and technology
management.
• More than 42,500 employees.
• Follows SEP (smart enterprise process)
• Services are seamlessly delivered from a global network
of centers in 13 counties to meet client’s business
objectives, cultural and language needs, and cost
reduction strategy.
• Genpact’s culture is uniquely ingrained in Lean Six Sigma,
• successfully listed on the NYSE (New York stock
exchange) in August 2007 under the trading symbol ‘G’
• Company manages over 4,000 processes for more than
400 clients world wide.  
 HISTORY
• Began in 1997 as a business unit within
GE
• Main charter was to provide business
process services to GE’s business
• Became independent company in 2005
• New name, Genpact, conveys the
business impact company generate for
our clients.
 Awards and Accolades
• NASSCOM Ranks Genpact As the No.1 BPO
Company in India
• Genpact also secures the sixth position among
Top 20 IT-BPO employers in India.
• Top 10 Best Managed Global Outsourcing
Vendor, No.1 End-to-End Procurement
Outsourcing & No.2 F&A Outsourcing
Vendor ,Black Book of Outsourcing, 2009
• Best Corporate Volunteer Program,American
Chamber of Commerce in Romania
 Solutions offered at genpact

• Finance and accounting.

• Collections
• Human resource services
• Contact center
• Risk management sevices
• IT infrastructure sevices
• Banking and financial services.
 Corporate citizenship
“ Genpact cares for the community. Caring@Genpact, its
Corporate Social Responsibility (CSR) initiative, aims
to mesh its social and environmental principles into its
operational fabric. Genpact have institutionalized a
culture of giving among its employees through a
number of global platforms and programs, like payroll
giving and volunteerism. It provide its employees with
a single community engagement interface to volunteer
for community service events, including those related
to the elderly, the differently-abled and children” .
 Corporate governance
Genpact believe that integrity, compliance and
controllership are non-negotiable. This culture
is driven relentlessly across the organization,
and is reinforced repeatedly with its
employees. It adhere to the highest levels of
ethical business practices as articulated by
our Code of Conduct.

cont…
The Genpact Board
Genpact’s corporate governance practices begin with its independent Board of
Directors. All its directors possess rich multi-industry experience and are
recognized for their contribution in their chosen professions. They bring to the
Board varied perspectives and insights. The Board has established an Audit
Committee, a Compensation Committee and a Nominating and Governance
Committee to assist in fulfilling its duties and responsibilities.

Risk Management Framework

Its governance framework ensures that they have a process to identify,
measure, and manage risks responsibly. it conduct risk assessments annually at
the level of the entity, business segment and business process, leading to
effective statutory, policy and process compliances. The Board of Directors is
responsible for monitoring risk levels, while the management team oversees the
implementation of mitigation initiatives.

cont..
Code of Conduct

Genpact have adopted a Code of Ethical Business Conduct that

applies to all employees. Every employee is responsible for his or
her own actions, and proper business conduct and ethical
behavior are fundamental conditions of employment. Any
employee, regardless of job or title, who observes or becomes
aware of unethical or unlawful activity, is obligated to report
such activity immediately. Employees are also urged to discuss
any concerns regarding improper conduct with the appropriate
individuals. Genpact believe that our actions should always be
guided by our core values of honesty, trustworthiness, integrity,
dependability, respect, and citizenship. Its clients choose to
work with it because it provide them with services that drive
business value in an ethical, honest and transparent manner,
supported by a strong governance framework. Genpact’s rigorous
internal controls, business values and focus on controllership
help us create enduring client trust.
 Recruitment
• Selection procedure - Every candidate who wants to
work for Genpact undergoes a rigorous selection
process where it select people who view the BPO
industry as a serious career option. Depending on the
job profile, genpact test people on domain knowledge,
communication skills and analytical abilities. It looks
for individuals who have the required functional
knowledge, communication skills, an attitude to learn
and readiness to align with our values of leadership,
performance, passion, motivation, teamwork, integrity
and respect, which are vital to the Genpact culture
and the way it work.
 Sources of recruitment
• Recruitment through external agencies,
colleges, universities, etc.
• Internal recruitment called as parichay at
Genpact
• Hiring graduates, under graduates, and
professionals as per requirement

“ No retrenchment policy is followed at

genpact ”
 Parichay at genpact
• Parichay is an internal referral Program where
a current Employee of Genpact refers a
friend, relative or an acquaintance for a job
at GENPACT and in turn receives monetary
award/gift in case the referred candidate
joins GENPACT.
• The underlying principle behind the concept
of Parichay is that, it is beneficial for all
three parties involved “ The referrer, the
referee and Genpact.
 Hiring process
• There are 3 rounds in the Genpact
Hiring Session.
1.Aptitude
2.GD
3.Personal Interview
 New Hire Orientation (NHO)
& On boarding
• Onboarding Team of the respective region/site will help the new joinees
to fill all the joining forms & prepare their personal file. Onboarding
team also helps in filling of
• NSSN (National Social Security Number) forms & NSR (National Skills
Registry) registration
The following certificates/ document (both originals & copies) are
required at the time of joining:
• Appointment letter signed by you
• Photo Identity
• Date Of Birth Proof
• Graduation / Post Graduation certificates
• Relieving Letter (if applicable)
• Address Proof
• Photograph
• At the time of joining employees need to fill online forms & sign few
Joining forms. Joining forms include Integrity@Genpact, Statutory
Forms, Insurance enrollment, Tax Declaration & many more.
 Training and Development
• Training Programmes are aimed at both personal and
professional development. and are committed to
building talent through intensive functional training.
• Various trainings related to job and personality
development, communications is provided to its
employees from time to time.
• Corporate learning skills training
Genpact provides CLS trainings in different fields of
corporate world through trained and certified
facilitators. These are certified trainings which holds
immense importance in corporate experience.
 Growth opportunities in
genpact
• At Genpact, employees have the opportunity to grow laterally or
choose to become subject matter experts in a domain of their
choice. The Personal Development Plan is a ready reference
document for each employee listing his/her strengths,
short/long term plans, major development areas and steps to
address them.
• Genpact also provides its employees with the opportunity to
enroll in world-class leadership development programmes in
collaboration with international universities.
• Genpact leads the way with "Learn while you Earn" programmes.
• Over 2,500 employees are enrolled in these programmes,
studying for their MBA or IT/Finance certifications.
 My observation
After speaking to the candidates appearing
for interview I observed that :-
• The process of hiring is very time consuming.
• There are some interview rounds which are not
necessary. Sometimes there are more than 2/3 personal
interviews.
• Some times the selection process can take up to 2/3
days.
• The procedure for voice and accent round in interview is
very rigorous.
• There is no proper guiding channel for the candidates
regarding interviews.
 Suggestions
• The interview process should be more simplified.
• There should be fixed round of interviews.
• The criteria for selection should be same for all
candidates despite of their functional areas.
• There should be a proper guiding channel to
help the candidates to prepare for interviews.
• Pre telephonic interviews should be encouraged
so that efficient candidates can be identified in
first instance which will save time and will
improve selection quality.