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Talent
Aquistion
In Context of Yamaha India,
Newgen Software & ANA
Design Studio 
THE  TEAM
PRACHI BAMBANI
(2017SMN6506)
MAYANKA MISHRA
(2017SMN6667)
ISHANEE BAJPAI
(2017SMN6522)
VARUN DIXIT
(2017SMN6536)
SHRANIK JAIN
(2017SMN6668)
ROHIT RANA
(2017SMN6666)
ABHISHEK CHAUDHARY
2017SMN6543
What is
Talent
Acquistion?
Strategically managing the flow of talent
through an organisation.  
Its purpose is to assure that the supply of
talent is available to align the right people
with the right jobs at the right time based
on strategic business objectives.
why talent
acquisition?
Having the Right
People on Staff Is
Critical to Your Future
Success
An Effective
Acquisition Strategy
Reduces Risks
Workforce Planning
Build Your Brand
Source & Recruit
Leverage Recruiting tech
Efficient Onboarding Program
Data Analytics 
six key
elements
Step in Talent
Acquisition
Sourcing
Video
Interviewing
Digitization
Recruitment
Process
Outsourcing
Real Time
Engagement
Evaluation
Background
Screening
G
A
F
H
AVOID FINANCIAL RISK IN THE RECRUITMENT PROCESS
Aligning long-term staff planning with business strategy is essential. 
FILL THE TALENT PIPELINE
Your talent acquisition efforts need to be documented, ensuring that
you have the most qualified and relevant candidates at the ready,
when you’re ready.
HIRING ‘RAW TALENT’
For some companies, a candidate doesn’t necessarily need to have
the right qualifications and experience, as much as the ‘raw talent’ for
the job.
GO BEYOND ACTIVE CANDIDATES
Talent acquisition means attracting passive candidates, rather than
active candidates.
Comparison
RECRUITMENT
Types:
1) Permanent
2) Contractual
3) Casual
Process of Screening:
1) Technical Interview
2) HR Interview
1) Aptitude +Technical
2) Psychometric test
3) Technical Interview
4) HR Interview
ANA DESIGNNEWGENYAMAHA
Upto DGM Level:
1) Telephonic Interview
2) Technical Test
GM Level & Above:
1) Technical Test by HOD
2) Peronsal Interview by
Director
ONLINE JOB PORTAL, CAMPUS,
REFERRAL, NEWSPAPER
REFERRAL, ONLINE JOB PORTAL,
CAMPUS
GENERAL INVIGILATION
PERFORMANCE
EVALUATION
YAMAHA
1) Set Objective based
onrole Allocation
2) Review the Progress of
assignment throughout
the Evaluation Period
3) Assessment of the
level of Achievement at
the end of the
evaluation Period.
NEWGEN
1) Goal setting on quarterly
basis by Manager
2) Assessment at the end of
each quarter
3) Rating awarded out of
100 (CAP Score)
ANA DESIGN
For new entrant:
By Immediate manager/
Director after 3 M & 6 M of
joining.
General staff:
Half yearly and annual
assessment by Director
Ratings:
1) Exceptional Contributor
2) Contributor
3) Team Performer
4) Under Performance
RATING BASED TARGET AND RATING BASED
EVALUATION
GENERAL INVIGILATION
APPRAISAL
YAMAHA
Management By
Objective:
1) Applicable for Grade 9
and above.
2) Depends on the level
of achievement in each
of objectives together
with company
performance.
3) Not a guaranteed
compensation
NEWGEN
Recognition & Rewards
1) Pat on the Back
2) Your Contribution
3) Counts
4) Excellence
5) Rising Star
HR involvement in Rating
approval:
CPA score accumulation
defines limit of appraisal.
ANA DESIGN
Half Year Appraisal:
(Sept)
1) Self remarked duly filled
information evaluated by
HOD as per KRAs.
2) Planned vs actual
project completion dates
are evaluated for teams.
Annual Appraisal:
KRA assessment by
Director.
ANNUAL REVENUE IS DISTRIBUTED
AS A COMPONENT OF SALARY
BASED ON PROMOTIONS MAJORLY. CURRENT FINANCIAL HEALTH IS
CRITICAL IN DECISION MAKING
Manufacturing Industry
Best Practices
1) Poaching talent from competition.
2) Focus on employer branding.
3) Define and articulate employee value proposition.
4) Intrinsic Rewards
5) Enhanced learning opportunities
6) Health & Safety.
7) Developing future talents.
Out of box practices
:Talent Acquisition
Google, Amazon and Facebook's Secrets to Hiring the Best People
1) Begin telephone screens 15 minutes mid, 15 minutes late, or not
under any condition since they need individuals who are constantly
prepared.
2) Ask the contender to unravel your own, particular issues with the
goal that they can check is hopeful need any assistance or not
3) Ask similar inquiries again and again and over once more To test
consistency
4) Ask a question, then start typing very loudly - To find people who
remain focused despite distractions
 Recruiting, retaining the right employees can be
challenging, but the rewards of a well-constructed
strategy can be enormous,because effective recruiting is
the foundation on which any talent management
program is built.
This presentation compared recruitment, performance
evaluation and appraisal of 3 different companies of
different industries.
Organizations customized them to fit their specific
situations.
In the end, the key to effective talent acquisition lies in
thoughtfully answering a few essential questions:
 
      Whom should we recruit?
      What should our recruitment message be?
      How can we reach these specific people?
The examples of effective practices presented here
should help organizations answer these questions in
ways that will improve their applicant pools, the quality
of the people they hire, and ultimately the performance
and retention of these new employees.
conclusion
thank
you!

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Talent Acquisition in Human Resource Management Practices

  • 1. Talent Aquistion In Context of Yamaha India, Newgen Software & ANA Design Studio 
  • 2. THE  TEAM PRACHI BAMBANI (2017SMN6506) MAYANKA MISHRA (2017SMN6667) ISHANEE BAJPAI (2017SMN6522) VARUN DIXIT (2017SMN6536) SHRANIK JAIN (2017SMN6668) ROHIT RANA (2017SMN6666) ABHISHEK CHAUDHARY 2017SMN6543
  • 3. What is Talent Acquistion? Strategically managing the flow of talent through an organisation.   Its purpose is to assure that the supply of talent is available to align the right people with the right jobs at the right time based on strategic business objectives.
  • 4. why talent acquisition? Having the Right People on Staff Is Critical to Your Future Success An Effective Acquisition Strategy Reduces Risks
  • 5. Workforce Planning Build Your Brand Source & Recruit Leverage Recruiting tech Efficient Onboarding Program Data Analytics  six key elements
  • 7. G A F H AVOID FINANCIAL RISK IN THE RECRUITMENT PROCESS Aligning long-term staff planning with business strategy is essential.  FILL THE TALENT PIPELINE Your talent acquisition efforts need to be documented, ensuring that you have the most qualified and relevant candidates at the ready, when you’re ready. HIRING ‘RAW TALENT’ For some companies, a candidate doesn’t necessarily need to have the right qualifications and experience, as much as the ‘raw talent’ for the job. GO BEYOND ACTIVE CANDIDATES Talent acquisition means attracting passive candidates, rather than active candidates.
  • 9. RECRUITMENT Types: 1) Permanent 2) Contractual 3) Casual Process of Screening: 1) Technical Interview 2) HR Interview 1) Aptitude +Technical 2) Psychometric test 3) Technical Interview 4) HR Interview ANA DESIGNNEWGENYAMAHA Upto DGM Level: 1) Telephonic Interview 2) Technical Test GM Level & Above: 1) Technical Test by HOD 2) Peronsal Interview by Director ONLINE JOB PORTAL, CAMPUS, REFERRAL, NEWSPAPER REFERRAL, ONLINE JOB PORTAL, CAMPUS GENERAL INVIGILATION
  • 10. PERFORMANCE EVALUATION YAMAHA 1) Set Objective based onrole Allocation 2) Review the Progress of assignment throughout the Evaluation Period 3) Assessment of the level of Achievement at the end of the evaluation Period. NEWGEN 1) Goal setting on quarterly basis by Manager 2) Assessment at the end of each quarter 3) Rating awarded out of 100 (CAP Score) ANA DESIGN For new entrant: By Immediate manager/ Director after 3 M & 6 M of joining. General staff: Half yearly and annual assessment by Director Ratings: 1) Exceptional Contributor 2) Contributor 3) Team Performer 4) Under Performance RATING BASED TARGET AND RATING BASED EVALUATION GENERAL INVIGILATION
  • 11. APPRAISAL YAMAHA Management By Objective: 1) Applicable for Grade 9 and above. 2) Depends on the level of achievement in each of objectives together with company performance. 3) Not a guaranteed compensation NEWGEN Recognition & Rewards 1) Pat on the Back 2) Your Contribution 3) Counts 4) Excellence 5) Rising Star HR involvement in Rating approval: CPA score accumulation defines limit of appraisal. ANA DESIGN Half Year Appraisal: (Sept) 1) Self remarked duly filled information evaluated by HOD as per KRAs. 2) Planned vs actual project completion dates are evaluated for teams. Annual Appraisal: KRA assessment by Director. ANNUAL REVENUE IS DISTRIBUTED AS A COMPONENT OF SALARY BASED ON PROMOTIONS MAJORLY. CURRENT FINANCIAL HEALTH IS CRITICAL IN DECISION MAKING
  • 12. Manufacturing Industry Best Practices 1) Poaching talent from competition. 2) Focus on employer branding. 3) Define and articulate employee value proposition. 4) Intrinsic Rewards 5) Enhanced learning opportunities 6) Health & Safety. 7) Developing future talents.
  • 13. Out of box practices :Talent Acquisition Google, Amazon and Facebook's Secrets to Hiring the Best People 1) Begin telephone screens 15 minutes mid, 15 minutes late, or not under any condition since they need individuals who are constantly prepared. 2) Ask the contender to unravel your own, particular issues with the goal that they can check is hopeful need any assistance or not 3) Ask similar inquiries again and again and over once more To test consistency 4) Ask a question, then start typing very loudly - To find people who remain focused despite distractions
  • 14.  Recruiting, retaining the right employees can be challenging, but the rewards of a well-constructed strategy can be enormous,because effective recruiting is the foundation on which any talent management program is built. This presentation compared recruitment, performance evaluation and appraisal of 3 different companies of different industries. Organizations customized them to fit their specific situations. In the end, the key to effective talent acquisition lies in thoughtfully answering a few essential questions:         Whom should we recruit?       What should our recruitment message be?       How can we reach these specific people? The examples of effective practices presented here should help organizations answer these questions in ways that will improve their applicant pools, the quality of the people they hire, and ultimately the performance and retention of these new employees. conclusion