Human resources at ernst&young

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Human resources at ernst&young

  1. 1. 6/19/2013 1HRM-E&Y
  2. 2. ► GLOBAL► Headquarters: London, United Kingdom► 167000 people► 700 offices► 140 countriesINDIA► Over 4500 people► E&Y was ranked No. 1 in the Forbes Magazines The BestAccounting Firms to Work For in 2012.► The firm was ranked No. 1 in Business Weeks annual list ofBest Places To Launch a Career for 2008AMERICASFAR EASTEMEIAJAPANOCEANIA6/19/2013 2HRM-E&Y
  3. 3. 6/19/2013 3HRM-E&Y
  4. 4. 6/19/2013 4HRM-E&YINTEGRATED HR TRANSFORMATION FRAMEWORK
  5. 5. MANPOWER STRATEGIESORGANISATION STAFFING APPROACH6/19/2013 5HRM-E&Y
  6. 6. Forms astrategy tostick to budgetIdentifies no.of hours to begiven to clientEstimatesmanpowerrequiredMeets financedept for fundsAllocatesbudget basedon priorityServices deptCommunicateswith HR deptAssuranceDepartmentFinanceDepartmentHRDepartment6/19/2013 6HRM-E&Y
  7. 7. RECRUITMENTMETHODSEMPLOYEEREFERRALSWEBPORTALSCAMPUSRECRUITMENTDIRECTAPPLICATIONSHEADHUNTINGEXTERNALCONSULTANTSINTERNAL &INTERNATIONALRECRUITMENTJOB ANALYSIS(Nature & Requirement)PERSONNEL PLANNING(Number of jobs to be filled)6/19/2013 7HRM-E&Y
  8. 8. CAMPUS OTHERSMERIT MERIT+ONLINETESTWRITTEN TESTGROUP DISSCUSSIONHR ROUNDTECHNICAL ROUND I & IIPSYCHOMETRIC TESTSNumeric,Verbal andDiagrammatic6/19/2013 8HRM-E&Y
  9. 9. Phase III: EvaluationThe interviewer will concentrate on the competencies and qualities that willsatisfy the requirements of the position. These may include the following:• Technical skills and abilities • Client-service focus • Leadership• Flexibility • Teamwork • Motivation and initiative • Communication skills• Intellectual competenceAdditional focus on interviewee’s education, relevant experience and careergoals.Phase II: Employer questions (20–35 minutes )Phase II begins with the evaluation of the interviewee’s skills, abilities andother qualities that satisfy the requirements of the position. Theinterviewers style may be “Traditional interviewing” e.g. Your Strengthsor “Behavioral interviewing” e.g. Real Life stories.Phase I: Introduction (2–3 minutes)The introduction helps to establish a rapport. The interviewee should berelaxed and the process begins with personal introductions Later on theinterviewer gives an outline of the interview process.6/19/2013 9HRM-E&Y
  10. 10. Phase V: Close (2–3 minutes)The last phase in the process is the “close.”The employer may ask if theinterviewee has any final questions or doubts and then would brief aboutthe further procedure.Phase IV: Interviewee’s Questions (5–6 minutes)The interviewer’s evaluation continues throughout the interview with theinterviewee’s questions being as important as the ability to answer the employer’squestions. The questions should seek important information necessary for decisionmaking by the interviewer that may involve responsibilities of the position, careerpath, advancement, and further information about the organization.Phase VI: Follow-upIf the interview is successful, then the job is offered or the interviewee iscalled for further interviewing. Its important to be prepared after theinterview and before the joining ; by taking notes, including a summary ofmajor points discussed during the interview and understanding about thefunctioning and structure of the company.6/19/2013 10HRM-E&Y
  11. 11. • Requirements– Undergraduate degree in relevant field– Communication skills– English and local language– IT proficiency• Key Characteristics– Team-player– Leadership skills– High sense of motivation– Desire never to stop learning– Flexibility– Integrity6/19/2013 11HRM-E&Y
  12. 12. TECHNICAL TRAININGLEADERSHIP TRAINING6/19/2013 12HRM-E&Y
  13. 13. Learning•Training, WBL and class-room sessions•E&Y offers 16,000 courses on their learning management system.•Learning also includes building relationships and leading people.•They provide six million hours of learning a year.•Building general business skills and acumen.•Constantly refresh and enhance technical skillsExperiences•Business and community activities as well as on the job training•Client secondments, cross-border and cross-service-line placements, bothshort- and long-term, domestic and international, are a real possibility.•This enables the employees to work in different environments, whichoffer exciting and challenging experiences through a wide variety ofassignments.6/19/2013 13HRM-E&Y
  14. 14. On-the-job coaching• They occur in the context of daily work, that helps to gain a broaderperspective, increase clarity and address particular issues and challenges.• Coaching results in improved performance through practical learning and lessrework.Counselling – career developmentPerformance conversations allow the counselee and counsellor to look back andevaluate performance by bringing together and considering multiple views.These reviews help leverage your strengths and address your developmentneedsCounselling – performance reviews• They also create meaningful goals – both from an annual and a longer-termperspective• conversations should challenge you to explore your individual interests,aspirations, needs and options.MentoringMentoring provides support, insights and practical advice on a variety ofprofessional development and career topics.At EY, we encourage our experienced professionals to provide mentoring to lessexperienced colleagues, through initiatives such as the Career Advisor program6/19/2013 14HRM-E&Y
  15. 15. • Formal and Informal Learning opportunities• Knowledge Sharing Infrastructure• Professional Qualifications (ACCA, CIA, CISA, CFA, etc.)• EY Methodology Training• Soft Skills Training• Performance Management Process• Formal Career Counseling Program• Multi Source Feedback / 360° ProgramFacilities by theLearning and Career Development Team6/19/2013 15HRM-E&Y
  16. 16. KEY RESULTS AREACRITICAL ATTRIBUTESKEY PERFORMANCE INDICATORS AND TARGETSATTRIBUTE DESCRIPTIONS & PROFICIENCERY LEVELSPERFORMANCE APPRAISAL SYSTEMFIXED PAY VARIABLE PAYFOR POSITION FOR PERFORMANCEINCREMENTS VARIABLE PAYCAREER MANAGEMENTSUCCESSION PLANNINGTRAINING AND DEVELOPMENTEXIT MANAGEMENT6/19/2013 16HRM-E&Y
  17. 17. • Key results areas: management monitor the employee’s performance.•Critical attributes is seen to be a Successful organizations work on the critical driverprinciple of cascading the organization• Key performance indicators and targets: For employee scorecard across allemployee levels.• Attribute descriptors and proficiency levels: Engagement. to establish the linkbetween individual Employee performance and organizational goals.• Performance appraisal system engagement, management system depends on inturn, is seen its transparency, objectivity and Fixed pay Variable pay to have a highextent of alignment of individual correlation performance to organizational Forposition For performance . Further, the robustness to employee of a performancemanagement Increments Variable pay retention. system is dependent upon theextent of linkage of performance appraisal Link to other HR areas to other HRsystems and processes.•Career management given alongside provides Succession planning the performancemanagement.• Training and development framework detailing the components Exit managementof such a system as well as providing6/19/2013 17HRM-E&Y
  18. 18. 1. http://www.ey.com/US/en/Industries/Financial-Services/ accessed on 5th Feb 2013 at4.30pm2. http://www.ey.com/Publication/vwLUAssets/Armenia_Demo_Eng_opt/$FILE/Armenia_Demo_Eng_opt.pdf accessed on 5th Feb 2013 at 4.30pm3. http://www.ey.com/UK/en/Careers/Students/Graduate-Opportunities accessed on 5th Feb2013 at 4.30pm4. http://www.sqc.org.sa/sqcdocs/Ernst&YoungLeadingHRpractices.pdf accessed on 5th Feb2013 at 4.30pm5. http://www.slideshare.net/paramarth/ernst-amp-young-people-amp-organization-advisory-services accessed on 5th Feb 2013 at 4.30pmREFERENCESNandita Verma | Assistant Manager | People TeamGlobal Shared ServicesUnitech Infospace | Tower 3-B | 5th Floor| Old Delhi-Gurgaon Road | Sector 21, Gurgaon – 122 001 | India,Haryana, GSS - IndiaMobile: +91 9999499776| Nandita.Verma@xe02.ey.com6/19/2013 18HRM-E&Y
  19. 19. PRESENTED BYGROUP NO: 7Utkarsh Garg - 121Sangam Lalsivaraju- 138Sugandha Arora 140Dhruv Mahajan -141Nitish Dubey -1776/19/2013 19HRM-E&Y

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