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Accentures war for talent in IndiaPresented by Group 11
Accentures war for talent in IndiaAccenture is a global management consulting, technology services and outsourcing company In 2007 it was planning to enhance its management consulting work in India. For this purpose Jill Smart ,Accentures global head of human resource was planning to hire 2000 new management consultants within an year Problems involved consultants business in recruitment of management
Unlike IT management consulting was not a readily scalable
Competition for India technical, intellectual and managerial talent
is intensified with the rapid growth of off shoring by leading international organization and professional service firm that served them.
Rise of Offshoring in IndiaIndia emerged as a leading global IT off shoring destination with over $18 billion in revenue and 44% share of the global market in 2005. Three underlying factors that help India becoming the clear leader were Availability of highly educated ,English speaking workforce Technological advancement Indian programmer conversant in older software language ,who
had cheaply written code eliminating Y2K problem for mainframe user around the world. Accenture,EDS and IBM were the first to open their delivery centre in India.
Accentures Approach: A Global Delivery Networky 2001 implemented Global Delivery Network y Global Delivery Centers located across 5
continents. y Currently, there are 141,000 professionals in more than 50 centers.
Global Delivery Center Hiring in Indiay 2001 hired 60 software programmers to staff
its first Indian IT services center to serve a financial services client. y 2002 more than 1000 professionals working at its Indian delivery centers.
BPO Hiring In Indiay Different & Diverse Talent Pool y Skills And Aspirations Different From IT Employees y Change In Candidate Sourcing, Management & On
boarding Processesy Buddy Assigned To Retain Candidate In Competitive
Environmenty Induction Programs For New Recruits
RECRUITMENT MODEL
Sourcing
Candidate Management
Onboarding
CAPABILITIES
CANDIDATE SOURCINGy Mapping Business Demand To Marketing
Intelligencey Creating A Market Plan To Meet this Demand y Managing Various Recruitment Channels To
Optimize Supply Of Resumesy Conducting Initial Screening & Verification
CANDIDATE MANAGEMENTy Screening & Organizing Tests to access Suitability y Three Level Of Interview:Initial
Interview With HR
Technical Interview Final
Interview
y Ensuring That Process Runs Smoothly
ONBOARDINGy Structured Onboarding Process y Multiple Touch Points With Candidates y Buddy Program For Peer & Joiner y Technology Portal To Help Candidate Know
About Company Processes
CAPABILITIESy Looking At Various Aspects Of Recruitment
Quality Of Cost Per
Delivery Cycle Time Monthly Joiners Per
Demand Fulfillment - Number Of Times Team Was Successfully Able To Hire Hire Capabilities Of The New Recruit
Joiner Total Recruitment Cost To Candidates Recruited Time Between Hire Request & Onboarding Recruiter - Joiners Per Recruit
Restructuring HRy Decentralized Model with Respective HR Teams
For IT, BPO & Consulting
Measuring Employee Engagementy Three Step Employee Engagement Model
SAY - Employee Spoke High For Their Firm To Colleagues, Clients &Potential Recruits STAY - Employee Showing Keen Desire To Be A Member Of The Organization STRIVE - Employee Puts Extra Effort & Demonstrate Behavior that Contributes To Company Success
y Employee Showing All Three Is Engaged y Engagement Survey Having 71 Questions Done On Six
Main Matrices (Score Required -3.65 Or Above)
Upgrading performancey Accentures HR team decided to adapt the
PCMM model . y The PCMM was an 1995 adaption of Capability Maturity Model(CMM). y Its main objective is to enhance human capital capabilities so as to influence business outcomes.
Implementing PCMMy Accenture India choose to apply PCMM to help
institutionalize its HR processes.y The challenge was to embed organizational
capability to enable growth.y Its adoption and experience with CMM globally
in software delivery lifecycle made them to feel that PCMM was natural progression in growing these needed capabilities.
y Prithvi Shergill, the HR lead and his core team of
three full time and two part-time HR professionals began working on certification process in February 2005.y In 2006, Accenture obtained level-five PCMM
certification in record time of only 15 months.
y Functional recruitment model and continuous
evolution of HR organization played an important role in achieving this feat.y HR organization, driven by specialization and
metrics, easily had sophistication required to respond quickly to PCMMs needs.
CONSULTING: THE GLOBAL NETWORKy Needed Management Candidates To Look After
Consulting Business Worldwidey First Company To Offer Offshore Consulting
Servicesy Labeled It As Global Talent & Innovation
Network(GTIN)y Management Consultants To Perform Roles Across
Seven Functions
NEW CHALLENGES IN TALENT MANAGEMNTy Accenture Perceived To Hire For IT And BPO
Servicesy Needed To Hire Industry Specialists, PhDs, CAs To
Look After Different Business Functionsy Needed To Determining Correct Sources For
Advertising & Attract The Right Talenty Needed To Offer Value Proposition To Attract And
Retain Talent
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