Bhuvnesh Kumar resume
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Bhuvnesh Kumar is a CFA Level I candidate with over 5 years of experience in banking, credit, operational risk, analytics, fraud management, and MIS. He is currently looking for new opportunities. Previously, he worked as an Assistant Manager at State Bank of India, where he assessed SME and commercial loan applications. As a Design Engineer at Freescale Semiconductor India, he verified designs using ROCOO methodology and tested CPRI technology for LTE. Bhuvnesh also has experience as a Manager of Risk at ICICI Prudential Life Insurance, where he developed dashboards, conducted fraud investigations, and improved risk processes. He holds an MBA from VG
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Job Analysis ( chapter 4 )
After studying this chapter, you should be able to:
1. Discuss the nature of job analysis, including what it is and how it’s used.
2. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
3.Write job descriptions, including summaries and job functions, using the Internet and traditional methods.
4. Write job specifications using the Internet as well as your judgment.
5. Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
RECRUITMENT AND SELECTION
The document provides information about a student group called "Defenders" who are presenting on the topic of recruitment and selection. It lists the group members and dedicates their project to their parents and teacher. It then provides definitions and stages of the recruitment process, including job analysis, sourcing candidates, screening and selecting candidates, and onboarding. It discusses sources of internal and external recruitment and the advantages and disadvantages of each. The next presenter is listed as Iqra.
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This document discusses employee testing and selection. It covers the importance of careful selection, basic testing concepts like reliability and validity, different types of tests including cognitive, personality, and honesty tests. It also discusses test validation methods, legal guidelines regarding equal employment opportunities, and considerations for background checks, reference checks, and substance abuse screening in the selection process. The overall purpose is to provide an overview of how testing and assessment can be used to select the right employees.
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1. The document discusses various methods that companies use for staffing and recruitment, including internal recruitment, informal recruitment through employee referrals, and formal recruitment using advertising, search firms, campus recruiting, and online recruiting.
2. It also covers candidate screening processes such as application reviews, interviews, reference checks, and tests to assess personality, cognitive abilities, technical skills, and aptitudes.
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DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
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1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
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The document discusses employee selection and the process of comparing job candidates' qualifications to the requirements of an open position. The goal is to maintain or increase organizational efficiency by selecting the most suitable candidates. Selection involves comparing employee characteristics to the job model or standard. There are three main models: model fitting for a single candidate, model selection for multiple candidates and one vacancy, and model classification for multiple candidates and vacancies. Effective selection tools like applications and weighted applications can help predict an applicant's potential workplace success by collecting verifiable background data and determining links to job performance.
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This document provides an overview of external selection methods used to evaluate external job applicants. It discusses preliminary issues like developing a selection plan and sequence. It then describes initial assessment methods like resumes, application blanks, biographical information, reference checks, literacy testing, and initial interviews. These initial methods are used to screen and reduce the number of applicants before more substantive assessment methods. The document provides details on each method, including what information they provide, their advantages and limitations, and available research on their validity and reliability when possible.
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Testing is used by many organizations to screen job applicants and determine their suitability for positions. There are two main types of tests - paper and pencil tests or job sample tests. For testing to be an effective screening tool, its reliability and validity must be established. Reliability refers to a test's ability to produce consistent results over multiple administrations, while validity refers to a test's ability to accurately predict what it is intended to measure, such as job performance. The two main techniques used to determine a test's validity are predictive validity and concurrent validity. Personality tests aim to assess an individual's attitudes and behaviors.
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The document discusses the employee selection process. It defines selection as determining applicants who meet job requirements and can fill vacant positions. The selection process involves establishing criteria, gathering applicant information, and making hiring decisions. Human resource departments screen applicants and submit qualified candidates to operating departments for final hiring decisions. The selection process aims to match applicant qualities to job requirements through tools like tests and interviews.
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After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
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Mrs. Amrita Chaurasia has over 10 years of experience in teaching finance and accounting. She has worked as an Associate at the Indian Institute of Management Indore since 2013, and has previously held positions as an Assistant Professor at Pioneer Institute of Professional Studies and Footwear Design & Development Institute. She assisted several faculty members in developing course materials and teaching courses. She is currently pursuing her PhD in management from DAVV Indore and has published several papers in her field.
Behavioral Assessment Systems
Assessments International offers behavioral assessment tools like Style View and Career View to organizations globally. Style View assesses decision-making styles of executives, evaluating them on scales like Decisive, Hierarchic, Flexible, and Integrative. Career View assesses career concepts and motives based on scales like Expert, Linear, Spiral, and Transitory. The tools are research-based and help with leadership development, succession planning, and career management. Assessments International partners with organizations to administer the tools online or in-person and provide detailed reports and feedback to clients.
Kunal aggarwal
Kunal Aggarwal has over 19 months of experience working as an Operations Delivery Associate at ZS Associates, where he is responsible for data management and quality checks to ensure accurate customer data for pharmaceutical companies. Prior to this, he worked as a Consultant at Ernst & Young, where he conducted research and analyzed risks for clients. Kunal holds a BBA from Guru Gobind Singh Indraprastha University and has experience with internships in e-commerce, banking, and securities. He is proficient in Microsoft Excel, Word, and PowerPoint as well as Informatica MDM.
Lokesh_CV
Lokesh Gupta is seeking a career in equity research and has over 1 year of experience as a research analyst performing technical analysis of stocks. He holds an MFC from University of Rajasthan and has completed several certifications in finance and securities. His technical skills include candlestick chart analysis, identifying trends and support/resistance, and using indicators like RSI, MACD, and moving averages. He is proficient in the technical analysis software Trade Tiger and stays up to date on FII activities and economic factors affecting the market.
Gourav Jain (ZE_MBA)
Gourav Kumar Jain is seeking a position that allows him to contribute to an organization's growth in a challenging environment. He has over 5 years of experience in operations management, audit, financial accounting and credit analysis. Currently he works as a Zonal Operational Executive at Real Mazon India Limited where he manages 53 locations and oversees accounting, inventory, and financial reporting. Previously he worked as an Accounts Executive at Jain & Company where he prepared financial statements and reports. He has a Master's in Business Administration and is proficient in accounting software like Xero, Epicor ERP and Kashflow.
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Bhuvnesh Kumar resume
- 1. Bhuvnesh Kumar • (+91) 704-230-0273 • bhuv.aries24@gmail.com • H.no.44, Khasra #112, Rajpur Khurd Extn. Colony, New Delhi, India, Pin-110068 • www.linkedin.com/in/bhuvneshkumarfinancialanalyst/ Professional Experience: Current: Looking for opportunity. CFA Level I candidate. I have 2.7 year experience in Banking/Credit. I also have 2.7 year experience in Operational Risk, Analytics, Fraud management, MIS and Dashboards. Assistant Manager June 2015 – January 2018 State Bank of India Warangal, Telangana, India Assess Small and Medium Enterprises (SME)/Commercial loans for financing. Conduct plant/manufacturing facility visits and assess legal and valuation reports. Conduct financial statement analysis and analyze CRA (Credit Risk Assessment), ratios (profitability/ liquidity/ debt service coverage etc.) and business and industry for the loan proposal (manufacturing / trading/ other concerns). Design Engineer August 2012 – August 2014 Freescale Semiconductor India Pvt Ltd Noida, UP, India Design IP Verification using Random On Chip Object Oriented (ROCOO) methodology Verification of Common Public Radio Interface (CPRI) working on LTE (Long Term Evolution) technology. Write Test Cases for verification and perform related checks, and analyze results. Manager Risk June 2008 – February 2011 ICICI Prudential Life Insurance Delhi, India Operational Risk measurement and analysis – Publish Operational Risk Dashboard for the company, Employee Governance dashboard and Mis-selling dashboard. Conduct Risk Investigations for suspected fraud cases or triggers and suggest preventive and corrective measures, plug loopholes. Developing & improving existing organization procedures and processes for minimizing people, processes and fraud related risk. Education: Masters in Business Administration 2006-2008 VGSOM, IIT Kharagpur Kharagpur, WB, India Bachelors of Electronics and Comm. Engg. 2002- 2006 UP Technical University Lucknow, UP, India Chartered Financial Analyst Level I (Pursuing) June - 2018 CFA Institute, USA Charlottesville, VA, USA Volunteer Work: Equity Research Intern August 2007 – November 2007 DBS Cholamandalam Securities Ltd. Chennai, India Fundamental Analysis of Jindal SAW (Submerged Arc Welded) Pipes company. Study of futures and options trading strategies, hedging for financial risk management. Assist different analysts in their routine work in financial/company/industry analysis. Finterest Group June 2005 – July 2005 VGSOM, Indian Institute of Technology Kharagpur, India Gorakhpur, India Coordinating the activities of the group like guest lectures, study sessions on important topics. Educate others about the importance of various finance areas like banking/ insurance/ investment banking/ financial markets and intermediaries etc. Ensure that activities are conducted in smooth manner and any blockages are resolved. Other Certification: JAIIB (Junior Associate in Banking) Certification: Passed in December, 2017 from the Indian Institute of Banking and Finance (IIBF).