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IJP Presentation.pptx
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- 2. Atul Kumar • Istarted my career with Hays as an Associate in November 2018 and was promoted to Senior Associate in December 2019. • My job profile as an associate was to deal with candidates queries through email and as a senior associate my responsibility increased as I was also a process senior. Training new employees, resolving team queries, creating SOPs and templates.
- 3. Process Overview in1 Slide • CCT works on candidates work life cycle from creating to closing their placements. • Candidates main point of contact at Hays once assignment has started. • Once they start working it is our responsibility to resolve their queries timely over phone and email. • Aim to build trusting, friendly yet professional relationships with candidates • Ensure that candidates queries get resolved under SLAs
- 4. Contribution to Process •Trained 8 employees in the process. • LSEG new client’s candidate profile creation project was completed ahead of the deadline, April 2023. • I have full knowledge of admin team and a fair knowledge of Vacancy management team. • Making MOM, SOPs and templates. • Leading team in the absence of manager.
- 5. Achievements • Awarded asEmployee of the year for year 2021-2022. • Awarded recognition award and received four shining stars to date. • My greatest accomplishment is when candidates and clients like and appreciate my work.
- 6. Dream Team: The30-60-90 Days Plan
- 7. First 30 Days- Assessment • The focus of the first 30 days will be on absorbing, learning and assessing as much as possible about the team. • Spend time understanding the team's existing strategy and past successes. • Understand their dynamics and recognize their strengths and weaknesses. • Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for the team's improvement.
- 8. Next 60 Days- Building • At this stage, I should be able to share my ideas freely, including trainings or skill-building initiatives. • Identify specific skills or competencies that I plan to enhance during this phase. • Emphasize how improved skills contribute to the team's overall success. • Develop plans to foster a culture of open communication and collaboration • Actively organize team bonding events, such as 'Fun Fridays,' to increase team cohesion.
- 9. The Final 90Days: Reflect, Adapt, and Thrive • This will be the time to reflect on overall performance and make any necessary change to improve and move forward. • Identify common challenges the team might face and strategies for addressing these challenges. Examples: resistance to change, communication issues, or skill gaps. • Emphasize the importance of open communication and feedback. Encourage team members to voice their thoughts, concerns, and ideas. • Assessing the team's current strengths and weaknesses, which might include team meetings, one-on-one discussions and strategies for motivation and recognition.
- 10. SWOT • Strengths –Pro-active, Positive attitude, Leadership & Team-Work, Strong convincing skills. • Weaknesses – My Curiosity of knowledge – I Dig into depth until I get the result in my work. • Opportunities - Auditing & Training • Threats – It may be difficult to handle the employees on senior associate level.
- 11. TOWS Strength Weakness Opportuniti es Threats SO ST WO WT Positive attitude whilegiving training and auditing Good Leader who can Lead all type of employees Will gain ourself as well while giving training and auditing Lead with positive attitude and focus on team work