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Hrm project
1. HUMAN RESOURCE MANAGEMENT
PROJECT WORK
Developing HR Plans for the Given Company
INDEX
Chapter 1: About the company………..02
Chapter 2: Job Description……………….03
Chapter 3: Recruitment Plan……………..06
Chapter 4: Compensation…………….…...10
Chapter 5: Orientation Plan……………….13
Chapter 6: Staff Development Guide……16
Chapter 7: Training Plan……………………..19
2. 1
ABOUT THE COMPANY
This is an American multinational corporation and e-commerce company, providing
consumer-to-consumer and business-to-consumer sales services via the Internet. It is
headquartered in San Jose, California. This company was founded in 1995, and
became a notable success story of the dot-com bubble. Today it is a multibillion-dollar
business with operations localized in over 30 countries. The company manages an
online auction and shopping website in which people and businesses buy and sell a
broad variety of goods and services worldwide. In addition to its auction-style sales, the
website has since expanded to include "Buy It Now" shopping; shopping by UPC, ISBN,
online and other services.
A New Development Center, which opened in Bangalore, plays an important strategic
role in our global product innovation, research and development. Over the past decade,
India has grown tremendously as a global business and cultural center. Bangalore is
known as the “Silicon Valley of India,” due to the many multinational technology
companies that now call it home. So company is looking to higher3 Senior Analyst,
Business Analytics.
3. 2
JOB DESCRIPTION
PRIMARY PURPOSE OF THE ROLE
The Senior Business Analyst - managers the review and analysis of the organization’s business
intentions, services, processes and information needs to identify changes that lead to business
improvements.
Analysis and Solution Definition
To quickly understand the business issues and data challenges of the organization and the
industry.
To identify organization's strengths and weaknesses and suggests areas of improvement
accordingly.
4. 3
To review and edit requirements, specifications, business processes and recommendations
related to business issues.
Technical Recommendation and Testing
To identify, track, report and resolve issues in a timely manner.
To identify the changes and communicate them to development team in a timely manner.
To work with vendors to identify required changes and help them in implementing the
same.
CAREER PATH CORE SKILLS
Communication
To assist in the facilitation of team and client meetings.
To assist in the facilitation of meetings with vendors.
To provide/deliver informative, well-organized presentations.
To be able communicate difficult/sensitive information in a tactful manner.
Technical Understanding
Knowledge of Internet, Intranet, Extranet and client/server architectures.
Understands the e commerce business.
Problem Solving
To identify critical issues with ease.
To exhibit confidence and an extensive knowledge of emerging industry practices when
solving business problems.
To push creative thinking beyond the boundaries of existing industry practices.
PROFESSIONAL RESPONSIBILITIES
Leadership
To be able to generate enthusiasm among team members.
To challenge others so as to develop leaders while serving as a role model.
To promote innovative change.
5. 4
Teamwork
To facilitate effective team interaction.
To acknowledge and appreciate each team member's contributions.
ORGANIZATIONAL RESPONSIBILITIES
Innovator Development
To conduct effective progress evaluations in a timely manner.
To mentor those with less experience through informal channels.
To seek and participate in development opportunities above and beyond training required
by us.
To train other innovators through both formal and informal training programs.
Internal Operations
To suggest areas for improvement in internal processes along with possible solutions.
To lead internal teams/task forces.
Position Requirements
Education:
Postgraduate degree or equivalent experience required with CBAP certification.
Knowledge of PMBOK (Project Management Body of Knowledge) principles.
Experience:
3-5 years of progressive business analysis experience including hands on experience with
e-commerce businesses;
Excellent analytical and problem solving skills are essential;
Proven ability to understand complex situations, tasks or problems, analyse them using a
systematic approach and identify patterns and connections between situations that are not
inherently obvious;
6. 5
Proven ability to adapt and work effectively within a variety of situations including
changes in job demands; changing priorities or competing priorities;
Proven ability to identify opportunities for process and system improvements either in
existing designs or by adopting new functionalities in the software;
Ability to work well with diverse groups of people with a clear vision of business needs.
RECURITEMENT PLAN
1) Posting Period-
The nature of job that we are filling is that of a Professional Support Staff(PSS) so, minimum
posting period should be 10 business days from the ate that has been posted beginning the next
business day.
However, we will use the open until filled method where the profile will continue to be posted
until the position is finally filled.
2) Placement Goals-
The goal for this particular drive is to fill 3 positions of Senior Analyst in the function of
Business Analytics. One of the positions should be occupied by a female candidate, in order to
maintain diversity.
7. 6
3) Additional Advertising Resources-
The advertising sources to be utilised to attract candidates are:
External Sources
Internet Job Boards- Posting the advertisement on all the internet job portals in India like-
Naukri.com, Indeed.com, Monster Jobs, Shine.com, LinkedIn, Glassdoor, Times Jobs, etc.
This should also include diversity job boards, disability job boards and veteran job boards.
Print Advertisement- Advertisement should be run in all the local news dailies and also the
national dallies to attract talent from across the country and not just the home state.
Social Media- LinkedIn, Facebook apps like Glassdoor and Twitter will be utilised in attracting
talent and applications.
Internal Sources
Transfers-Company may invite applications from parallel functions and departments who are
interested in working for this profile.
Promotions- Company should also consider promoting the Junior Analysts who have displayed
sufficient skill in performing their work as well as handling the team.
Employee Referrals- Company should also invite recommendations and referrals from existing
employees for the posting.
4) Selecting Search Committee-
A selection committee should be formed comprising of the following members-
The HR manager
Project Manager, Business Analytics
Senior Analyst, Business Analytics
The search committee should preferably have members who have undergone the basic
recruitment training workshops or have prior experience in some previous recruitment drives.
5) Review Applicants and Shortlist
The search committee will now evaluate the list of applications received and give comments on
the profiles in lieu of the job description and requirements. After this process is over, the search
committee chair or his associate will then prepare an effective shortlist, which will be then sent
for approval to a senior HR manager. Once the approval is obtained, candidates can be contacted
for the selection process.
6) Selection Tests-
Since the job profile requires a person with effective technical and analytical skills, a selection
test should be conducted to narrow down the pool and ensure the capability of candidates.
8. 7
Sufficient time should be provided to the candidates to appear for the selection test. Since,
applications were invited from diverse platforms and geographies, a virtual selection test should
be designed and posted.
7) Conducting Interviews
Preparing for the Interview
Deciding the format of the interview and setting the order of questions to be asked to the
candidates.
Assigning parameters to be judged during the interview and assigning weights to those
parameters.
Setting a competent panel which should consist of the following people-
o HR manager
o External Technical Specialist
o Senior Analyst, Business Analytics
o Project Manager, Business Analytics
Kinds of interview questions to be included-
Puzzles and case studies
Core technical questions
Questions relating to prior work experience
Motivation for joining the job
Expectations from the job
Questions to judge industry specific knowledge
Candidate
Evaluation
Rating
0-3
Weight
1-3
Total
(Rating x
Weight)
Comments
Understanding of
Technical Skills for
Position
Relevant Experience
Relevant Education
or Training
10. 9
KSACs:
Development
Areas:
Final
Recommendation:
COMPENSATION PLAN
COMPENSATION STRUCTURE INCLUDING PAY MIX: we have to decide the
compensation and pay that we will give to senior analyst, business analytics, while deciding so
we have to take care of following components of compensation structure:
Base Salary— fixed pay that is taken into account based on an individual job role and his
responsibilities, experience, individual performance and expertise
11. 10
Annual Incentive Compensation Program— shows variable pay that is allocated to reward the
successful achievement of business goals annually, award opportunities are expressed as a
percentage of base salary that an individual received
Long-Term Incentive Program— for the retention and increasing the stockholder value the
individuals are given as stock-based awards and the interest is aligned toward executive
stakeholders as well
Benefits— additional compensation given to attract and retain capable employee.
Based on these factors the compensation of these senior business analyst can be formed as:
BASE PAY: since the job is located in Bangalore, being the silicon valley of India the salary
package are quite high and taking the national average around 737,485 Rs.
Salary based on the experience:
Less than 1 yr.: Rs 5, 50,000
1-4 yrs.: Rs 7, 70,000
5-9 yrs.: Rs 2,027,000
10-19 yrs.: Rs 2,550,000
Average salary On the basis of gender:
Male: Rs 825,000
Female: Rs2, 200,000
ANNUAL INCENTIVE COMPENSATION PROGRAM: the variable pay is given in the
form of bonus on the basis of their annual performance. It can varies from the range of 8,618 -2,
20,000 Rs based on performance. Again it depends upon the experience, gender, criticality of
project undertaken and the goals achieved.
LONG TERM INCENTIVE PROGRAM: the company will give stock provide stock purchase
plan , stock options, profit sharing , but these are given to employees that have work long enough
and are loyal to the company.
BENEFITS: the company will provide various monetary as well as non-monetary benefits
which are as follows:
HEALTH AND WELNESS BENEFITS: Whether the employee is single, in a family, or retiring,
the company offers a wide variety of competitive benefit programs to meet their needs. Benefits
that are provided are an important part of total compensation for the work they do for the
company. the company offers programs that help support mind and body that includes quality
healthcare insurance and wellness programs, the company also plans to help ensure your
financial security and in the years ahead, and time off programs so you need not to worry. The
company also provide long term disability plan
12. 11
FINANCIAL BENEFITS: the company provide a variety of plans to help ensure that financial
security in the years ahead because the company understand the feeling of financially secure
during their working years and through retirement is very much important to employees . The
company offers:
Retirement Savings and Pension Plans
Life Insurance and Disability Benefits
Credit Union Memberships
BALANCING WORK AND LIFE: the company offer various benefits as paid holiday, paid sick
leave, flexible working hours, sabbaticals, paid maternity and paternity leave, casual dress and
relocation expenses.
GLOBAL IMPACT PROGRAMS: the employees of our company around the globe strive to
have a positive impact on our customers, our communities and our planet, through community
engagement programs. Some ways our by which company employees are improving the
communities:
Matching Gifts
Green Teams
Skills-Based Volunteering
GIVE Teams
All these things and factors are included in the compensation and benefits for the job role of
senior analyst, business analysis.
Based on the average salary and the bonus taken the compensation stucutre for senior analyst is
shown in the form of table as follows:
Compensation Heads - Fixed Rs. (PM) Rs. (PA)
Basic 1,68,916 20,27,000
HRA 40% 67,566 8,10,800
Conveyance Allowance 800 9600
Personal Allowance 30% 50,675 6,08,100
Medical Reimbursement 3000 36000
LTA 8.33% 14,070 1,68,241
13. 12
Food coupons 500 6000
Total 3,05,027 36,59,741
Compensation Heads - Variable Rs. (PM) Rs. (PA)
Monthly Variable Allowance 9525 8477 1,,10,121
Quarterly Variable Allowance 1047 4188
Total 9525 114309
Annual Components/Retrials
Health Insurance NA 6000
Provident Fund 12% 20,269 2,43,239
Gratuity NA NA
Total 29,794 3,63,548
Total Gross 3,34,821 40,23,289
ORIENTATION PLAN
At our company we understand that assuming new duties and being in new surroundings may
cause lead to a feeling of uncertainty in an employee. We try our best to make a new employee
feel welcome and become a part of the team as soon as joining the company. We also provide the
new employee with all the information and respond to questions and address all their concerns
by a well-planned orientation.
We divide the plan into various segments for better and more effective implementation.
BEFORE ARRIVAL OF NEW EMPLOYEE:
14. 13
Orientation is the process that starts with the selection and continues through the probationary
period. Use the time between acceptance offer and actual starting date to maintain contact with
new employees. Following steps will be taken to ensure that the employee feels welcomed.
Give a welcome to the new Employee by providing the following information:
i) Time, date and place of reporting
ii) Their mentor on the first day
iii) Job description of the analyst position
iv) Position, title and salary
v) Length of probationary period
vi) Organizational chart for employee’s function or division
vii) Directions to the department
viii) Where to park
ix) Suggested office attire
Informing about the employees name, arrival date and overview of responsibilities to
other employees of the company.
Encourage support of others in welcoming the employee.
Assign a mentor.
Give business card.
Prepare meaningful and interesting tasks for first day and first week.
TRAINING OF THE NEW EMPLOYEE ABOUT THE TECHNICAL NEEDS OF THE
JOB:
At our company there is a need for use of technology related things which one must know,
including training and communications.
For this reason we Assign a Technology Consultant, who will be assisting the new employee
with the requisite technology and training to use it, which includes:
Inform about Technology needs and training.
Technology training for new employee.
A plan to brush up his existing technical skills that may be required for the job.
At our company Technology needs and training may include these items:
Appropriate software, including email is installed.
Familiarity of employee with the system in use
Overview of security
Confidentiality
Business ethics.
Information about security credentials- username, password, and PIN.
Knowledge of computer hardware and software.
15. 14
Telephone and Voice mail.
Information and training about other things involved.
EMPLOYEE’S FIRST DAY
Introduce new employee to other members of immediate staff
Familiarity of employee with other key departmental members.
Provide overview of our company by:
i) Organizational chart
ii) Structure
iii) Discussing departments functions at
iv) Goals, objectives, and culture
v) Explaining inter relationship of department with other departments.
vi) Describing place of employee within the department.
vii) Describing main function of other members in department.
Tour of Office to include these locations:
i) Work area
ii) Conference room
iii) Lounge area
iv) Vending machine
v) Restrooms
vi) Water fountain
vii) Copy machine
viii) Fax machine
ix) Supply room
x) Technician room
xi) Important dialler numbers
Provide general information to office and departmental policies and procedures:
i) Issuing required keys
ii) Employee’s work schedule
iii) Department working hours
iv) Breaks
v) Dress code
vi) Attendance
vii) Confidentiality issues
viii) Security
ix) No smoking policy
x) Customer service tenets
16. 15
STAFF DEVELOPMENT GUIDE
In line with the current benefits being provided at eBay, the Professional Support Staff (PSS) that
we are hiring, will be entitled to the following benefits:-
1. Health and wellness benefits
17. 16
Whether the employee is single, in a family, or retiring, the company offers a wide variety of
competitive benefit programs to meet their needs. Benefits that are provided are an important
part of total compensation for the work they do for the company. the company offers
programs that help support mind and body that includes quality healthcare insurance and
wellness programs, the company also plans to help ensure your financial security and in the
years ahead, and time off programs so you need not to worry. The company also provide long
term disability plans
Medical Insurance plan commences from the date of hiring
Dental Insurance
Delta Dental provides comprehensive coverage
Amount:- $2000 annually per person (maximum)
Vision Insurance
Partnered by Vision Service Plan (VSP)
Flexible Spending Accounts (FSA)
The Health Care and Dependent Care Flexible Spending Accounts (FSAs) allow use of tax-
free dollars to pay for eligible expenses. Employee set aside up to $5,000 per account and use
the convenient debit card for health care expenses.
Employee Assistance Program (EAP)
It is counselling service to help the employee and his/her family members with personal,
emotional or financial issues. The employee is automatically enrolled onto the programme
and can avail the benefits at no cost.
Life and Accidental Death & Dismemberment Insurance
The company provides twice the amount of each employee’s annual salary as part of his/her
life insurance and accidental cover. There are also other plans which covers the family of the
employee as well.
Short term & long term disability Insurance
Short term disability insurance coverage is 80% of salary. Long term disability coverage is
66 2/3% of salary. These benefits are at no cost to the employee.
Business Travel Accident Insurance
The company provides additional insurance and assistance while the employee travels on
behalf of the company
Wellness Program
The eHealth Highway is focused on helping employees takes charge of their health and
wellness.
18. 17
2. BALANCING WORK AND LIFE
The company offers various benefits as paid holiday, paid sick leave, flexible working
hours, sabbaticals, paid maternity and paternity leave, casual dress and relocation
expenses.
PTO
Employees who have worked for less than a year receive 16 days or 4.92 hours per pay
period along with an added day for each year of service uo tp 20 days per year
Holidays
10 holidays per year (and one floating holiday)
Sabbatical
Our company provides a paid time off for 4 weeks after 5 years of service.
Leave of Absence
Includes: Short and Long Term Disability, Family Medical Leave Act, Maternity Leave,
Personal Leave
Development Workshops
Development resources for all employees, including training for managers and career
development planning for all employees
Tuition Reimbursement
The company provides a reimbursement of up to $5,250 per year for expenses such as
tuition, books, and lab fees
Adoption Assistance Program A reimbursement up to $5000 per child is provided for
costs associated with the adoption of a child under 18.
Pet Insurance
The company provides a discounted pet protection plan.
Ergonomic Consultations
It provides help with the furniture and equipment to create a healthy and comfortable
working environment.
19. 18
3. FINANCIAL BENEFITS
The company provides a variety of plans to help ensure that financial security in the
years ahead because the company understand the feeling of financially secure during
their working years and through retirement is very much important to employees . The
company offers:
Retirement Savings and Pension Plans
Life Insurance and Disability Benefits
Credit Union Memberships
401(k) Plan
Employees are eligible for this program right upon hire. They hold an opportunity to
contribute pre-tax dollars and lower their taxable earnings.
Employee Stock Purchase Plan (ESPP)
The company provides the employees the opportunity to purchase stock at a 15%
discount, and lock in their premium for a 24-month period. Employees can contribute
from 1-10% of their pay to this plan.
Employee Referral Program
About 1/5th of our company new hires are through employee referrals and the person who
refers the hire receive up to $1000.
Incentive Plan
It is an element of the overall compensation plan which is designed to reward employees
for delivering measurable results.
4. GLOBAL IMPACT PROGRAMS
20. 19
The employees strive to have a positive impact on our customers, our communities and
our planet, through community engagement programs. Some ways our by which
company employees are improving the communities:
Matching Gifts
Green Teams
Skills-Based Volunteering
GIVE Teams
All these things and factors are included in the compensation and benefits for the job role of
senior analyst, business analysis.
TRAINING PLAN
21. 20
Benefits from Employee Training and Development
1. Increased job satisfaction and morale among employees
2. Increased employee motivation
3. Expanded efficiencies in procedures, bringing about monetary profit.
4. Increased innovation in strategies and products
5. Reduced employee turnover
6. Better company image, e.g., conducting ethics training
7. Risk management, e.g., training about sexual harassment, diversity training
Employee Training Program
The first step in developing a training program is to identify all of the topics required by the
company. Topics generally fall into the following broad categories:
Training Curriculum
1. Introduction to E-Commerce/Online Marketplace
Introduction to the curriculum
Introducing the employees to the overall agenda of the curriculum.
Online Marketplace
Introducing the employees to the online marketplace, where product or service
information is provided by multiple third parties, whereas transactions are processed by
the marketplace operator.
Advantages of Online Marketplace
Make the employees aware about the benefits of this business model so that they are
motivated to work for the company as they are working for all the people who are getting
the benefits of the solutions provided by the company.
2. Metrics and Analytics
Importance of Analytics in E-Commerce
The online marketing space is in constant shift as new technologies, services, and
showcasing strategies pick up prevalence and turn into the new standard. In order for
these business owners to survive and thrive, they need to be able to make better decisions
faster. This is where web analytics comes into play.
22. 21
Perform external and internal analysis to understand the pressures on the business and
root cause of a problem
Perform strategy analysis to understand your organization's business landscape
3. Overview of the business analysis discipline
What is business analysis?
The extent of the business analyst’s work
Responsibilities of the business analyst
Introducing the business analysis process
From methodology investigation to necessities designing
Best practices utilized all through the business investigation handle
4. Performing Strategic Analysis
Introducing strategy analysis
Identifying key settings
Performing underlying driver investigation
Internal analysis
Responding to business challenges through internal analysis
Identifying your key partners
External analysis
Optimizing organizational flexibility using external analysis
Investigating competitive pressures using Porter’s Five Forces
Analysing the business landscape using PESTLE
5. Analysing and Managing Your Stakeholders
Analyzing your stakeholders
Examining stakeholder impact for your project
Evaluating stakeholder attitude towards your project
Developing action-oriented business initiatives to address business needs and
opportunities
Managing your stakeholders
23. 22
Interacting with your stakeholders
Creating a stakeholder communication plan
Assessing your stakeholders
6. Defining the Solution
Exploring business and technical options
Forming scope from business goals and objectives
Writing the business requirements
Developing criteria and solutions
Making utilization of partiality outlines to evoke abnormal state criteria
A Comparing evaluation techniques
7. Making the Business Case
The structure of the business case
Creating a pyramid of data
Using client centred influence
Analyzing costs and benefits
Categories of expenses and advantages
Identifying unmistakable and elusive expenses and advantages
Investment evaluation utilizing an income conjecture
Evaluating risk and impact
8. The Requirements Engineering Framework
Defining requirements
The cost of poor requirements
Distinguishing between functional and non-functional requirements
Key sources of requirements
Planning the requirements communication process
Addressing regular pitfalls commonly experienced amid necessities advancement
Actors in the prerequisites designing procedure
Dealing with implicit and express information
Developing the requirements document
24. 23
Building the necessities list
Applying necessities channels
Developing all around framed necessities
9. Establishing the Requirements
The elicitation process
Elicitation devices and systems
Guidelines and agendas
Eliciting the requirements
Conducting viable meetings and workshops
Deploying perception systems
Getting client criticism by utilizing models
Analysing the circumstance utilizing perception procedures
Spotting non-useful prerequisites utilizing quantitative investigation
10. Analysing the Requirements
Organizing and prioritizing requirements
Arranging requirements by focus
Gap analysis techniques
Employing modelling techniques
Modelling the business setting
Shaping the business forms
Inspecting the necessities
11. Writing the Requirements Documentation
Creating formal requirements documentation
Structuring a standard functional requirement
Structuring a standard non-functional requirement
Creating agile requirements documentation
Developing and splitting user stories
Crafting, and elaborating on, use cases
Validating the requirements
25. 24
Stakeholders and their areas of concern
Types of approval
Managing the written requirements
Dealing with changing requirements
Sources of requirements change
Components of requirements management
12. Presenting the Business Solution
Delivering the prerequisites
Transferring the business arrangement
Supporting formative exercises
