Sector Information
Company Information
Mission, Vision, Values
Recruitment Process
Sourcing Mix
Knowledge and Skill required
Selection Process
Interview Questions of 3 different job titles
Infosys is an Indian global technology services company headquartered in Bangalore with over 145,000 employees worldwide. The document discusses Infosys' training and development department, which conducts various types of training need analysis and uses different training methods. It maintains a large training center campus in Mysore, which trains 12,000 new employees annually and features classrooms, halls, a food court, and employee facilities. The training programs cover induction, technical skills, soft skills, quality, and leadership.
Infosys is an Indian multinational corporation that provides business consulting, information technology and outsourcing services. It was founded in 1981 by seven engineers and is headquartered in Bangalore, India. Infosys has various HR policies covering recruitment and selection, training and development, compensation and benefits, health and safety, and employee relations. It recruits graduates from engineering and management institutes and provides extensive training programs to develop its employees.
Segmentation Targeting and Positioning on HDFC bankVai Jasani
The document discusses home loans and HDFC Bank. It provides information on:
1. Choosing a good housing finance company is important as a home loan is a long term commitment of 15-20 years. Factors like expertise, service quality, domain knowledge and transparency are critical.
2. Home loans make sense for long-term savings as they allow common people to own a home while saving money over time. With rising real estate prices, many opt for housing loans to buy their dream home.
3. Even if one can pay cash, loans are beneficial as they provide good returns while interest rates are lower than investment returns. Tax benefits also make loans preferable to full payment.
The document outlines various HR policies and processes at Tech Mahindra, including recruitment, selection, training, performance management, and compensation. It details the recruitment process which involves identifying vacancies, creating job descriptions, advertising positions, shortlisting candidates, conducting interviews, and making hiring decisions. It also describes the training and development program which aims to groom talent and consists of induction training, distance learning, and behavioral training, along with periodic assessments. The compensation and appraisal processes are also summarized.
HR PRACTICES IN INFOSYS TANVI SINGHVI.pptxAstha589814
Infosys has strong human resource practices that have made it a top employer. It recruits top talent through a rigorous selection process and provides intensive 14-week training. All employees undergo annual training and some receive leadership training. Infosys was one of the first companies to offer stock options and uses a variable compensation structure tied to individual, team, and company performance. The document discusses Infosys' recruitment, selection, training, performance management, and compensation practices in detail.
This document discusses EY's people strategy and development framework called EYU which stands for "Ernst & Young and You". The three core elements of EYU are learning, experiences, and coaching which help employees develop skills, gain experiences, and apply their learning on the job. EYU aims to help people achieve their potential by addressing both personal and organizational goals through opportunities such as training programs, leadership development initiatives, international assignments, and more. Metrics show EYU programs are highly rated and have helped EY achieve recognition as an employer of choice.
ICICI Bank is one of the largest banks in India with over 3,800 branches across the country. It offers a wide range of banking and financial services to both corporate and retail customers. ICICI Bank has a three-tier management structure - top level management sets strategy and policies, middle level management executes plans and communicates between top and lower levels, and lower level provides supervision of employees. The bank emphasizes diversity and has a 70% male to 30% female employee ratio, with programs to support work-life balance.
This document provides an overview of HDFC Bank and the banking industry in India. It discusses the key services banks provide, the evolution of banking in India through 3 phases, and provides an introduction to HDFC Bank including its founding, profile, network of branches and ATMs, board of directors, achievements, and initiatives around financial inclusion, corporate social responsibility, and corporate governance. HDFC Bank is one of India's largest private sector banks with over 4,700 branches across India and over 12,000 ATMs as of 2018.
Infosys is an Indian global technology services company headquartered in Bangalore with over 145,000 employees worldwide. The document discusses Infosys' training and development department, which conducts various types of training need analysis and uses different training methods. It maintains a large training center campus in Mysore, which trains 12,000 new employees annually and features classrooms, halls, a food court, and employee facilities. The training programs cover induction, technical skills, soft skills, quality, and leadership.
Infosys is an Indian multinational corporation that provides business consulting, information technology and outsourcing services. It was founded in 1981 by seven engineers and is headquartered in Bangalore, India. Infosys has various HR policies covering recruitment and selection, training and development, compensation and benefits, health and safety, and employee relations. It recruits graduates from engineering and management institutes and provides extensive training programs to develop its employees.
Segmentation Targeting and Positioning on HDFC bankVai Jasani
The document discusses home loans and HDFC Bank. It provides information on:
1. Choosing a good housing finance company is important as a home loan is a long term commitment of 15-20 years. Factors like expertise, service quality, domain knowledge and transparency are critical.
2. Home loans make sense for long-term savings as they allow common people to own a home while saving money over time. With rising real estate prices, many opt for housing loans to buy their dream home.
3. Even if one can pay cash, loans are beneficial as they provide good returns while interest rates are lower than investment returns. Tax benefits also make loans preferable to full payment.
The document outlines various HR policies and processes at Tech Mahindra, including recruitment, selection, training, performance management, and compensation. It details the recruitment process which involves identifying vacancies, creating job descriptions, advertising positions, shortlisting candidates, conducting interviews, and making hiring decisions. It also describes the training and development program which aims to groom talent and consists of induction training, distance learning, and behavioral training, along with periodic assessments. The compensation and appraisal processes are also summarized.
HR PRACTICES IN INFOSYS TANVI SINGHVI.pptxAstha589814
Infosys has strong human resource practices that have made it a top employer. It recruits top talent through a rigorous selection process and provides intensive 14-week training. All employees undergo annual training and some receive leadership training. Infosys was one of the first companies to offer stock options and uses a variable compensation structure tied to individual, team, and company performance. The document discusses Infosys' recruitment, selection, training, performance management, and compensation practices in detail.
This document discusses EY's people strategy and development framework called EYU which stands for "Ernst & Young and You". The three core elements of EYU are learning, experiences, and coaching which help employees develop skills, gain experiences, and apply their learning on the job. EYU aims to help people achieve their potential by addressing both personal and organizational goals through opportunities such as training programs, leadership development initiatives, international assignments, and more. Metrics show EYU programs are highly rated and have helped EY achieve recognition as an employer of choice.
ICICI Bank is one of the largest banks in India with over 3,800 branches across the country. It offers a wide range of banking and financial services to both corporate and retail customers. ICICI Bank has a three-tier management structure - top level management sets strategy and policies, middle level management executes plans and communicates between top and lower levels, and lower level provides supervision of employees. The bank emphasizes diversity and has a 70% male to 30% female employee ratio, with programs to support work-life balance.
This document provides an overview of HDFC Bank and the banking industry in India. It discusses the key services banks provide, the evolution of banking in India through 3 phases, and provides an introduction to HDFC Bank including its founding, profile, network of branches and ATMs, board of directors, achievements, and initiatives around financial inclusion, corporate social responsibility, and corporate governance. HDFC Bank is one of India's largest private sector banks with over 4,700 branches across India and over 12,000 ATMs as of 2018.
Banking sector is going to be the most watched sector in the coming quarters. There are reasons for this, RBI has reduced the CRR rate and repo rates. The debt/GDP ratio of the Government is scary at 80% essentially meaning that the Government cannot borrow much without jeopardizing stability of banking sector. Given project is an attempt to identify and analyse the vision and mission of HDFC bank, as well as comparing the position and strategies of the bank with its major competitor.
Project:
Provides all the crucial information on HDFC Bank Limited required for business and competitor intelligence needs.
Contains a study of the major internal and external factors affecting HDFC Bank Limited in the form of a SWOT analysis as well as a breakdown and examination of strategies of HDFC Bank Limited.
Major factors contributing the success of HDFC.
Industrial analysis of HDFC through Porter’s five forces model as well as comparing that with its competitor ICICI.
Analysis done on BCG matrix
With this project we have tried to understand the different business process identified by the bank, as well as analyzing its strength and weakness as compared to other banks. Our project is mainly concentrated on the comparative analysis of HDFC and competitor ICICI. The source of information is secondary that is through internet and different newspapers and sites of HDFC and ICICI as well as some of the journals.
HDFC Bank is one of the largest private sector banks in India that focuses on wholesale banking, retail banking, and treasury services. It has over 1,400 branches across India and provides services like loans, deposits, credit/debit cards, internet banking, and ATM access. HDFC Bank aims to become a world-class Indian bank through excellent customer service, innovative products, and maintaining high asset quality. It has a strong brand due to its reliable services and receives several awards for its performance. The bank sees opportunities in growing its rural customer base and acquiring other companies, but faces threats from new competitors and non-performing assets.
HDFC Bank has over 3,300 branches across India and leverages CRM technology like call center automation and data warehousing. The bank implemented a CRM solution from CRMnext in 2008 that provides a 360-degree view of customers and an integrated sales platform. HDFC Bank's CRM strategy focuses on customer experience management, cross-selling capabilities, and segmentation to improve relationships and sales. The bank has a wide range of personal, commercial, NRI, and investment products and services and competes primarily with ICICI Bank.
Infosys is an Indian multinational corporation that provides business consulting, information technology and outsourcing services. It has a vision to be a globally respected corporation providing best-in-class business solutions using technology and delivered by best-in-class people. Its mission is to achieve objectives in a fair, honest and courteous environment for clients, employees, vendors and society. Infosys uses strategies like global delivery model, moving up the value chain and a PSPD model for risk management, and focuses on markets like India, Middle East and Australia and new products and services in growing sectors.
Wipro was founded in 1945 as a vegetable oil company in India. It was led from a young age by Azim Premji, who transformed it into a consumer goods and later, IT company. It entered software development in the 1980s. Core values of intensity to win, acting with sensitivity, and unyielding integrity guide Wipro. The document outlines Wipro's HR practices including recruitment, training, performance management, compensation, and welfare benefits. It emphasizes the importance of values in the company's success.
The document discusses human resource management (HRM), defining it as acquiring, training, appraising, and compensating employees, both individually and as a group. It notes that HRM covers all employee levels and categories and is a continuous process involving both line managers and staff functions. The document also mentions proper utilization of employees, motivation, selective hiring, training programs, and maintaining a good working environment. It discusses an executive selection scheme and project-based training program.
1. Sector, Company, Product / Service (Overview)
2. Discuss the functions of HR managers in Infosys.
3. Define Organization structure and justify the structure for Infosys company.
Hr policies and practices at amazon (kartik jain)Kartik Jain
Amazon has over 566,000 employees globally and has experienced rapid growth over the past years. It employs a rigorous recruitment and selection process including 5 interviews that can last 2-3 hours each. Amazon also offers extensive training and development programs, competitive pay and benefits, and strives to create a unique work environment through various perks and amenities like on-site cafes, game rooms, and a dog-friendly policy. These HR policies and practices have helped Amazon attract and retain top talent.
This document is a project report on talent management survey conducted at Company Ltd. It includes an introduction outlining the objectives of studying Company's talent management process. The document also includes chapters on research methodology, Company's profile, introduction to talent management concepts, performance appraisal process, career planning, training and development practices at Company Ltd. It aims to understand Company's talent management procedures and suggest improvements.
Wipro is one of India's largest IT services companies that started as a vegetable oil company in 1947. It is the first Indian company to adopt six sigma. Wipro focuses on human resource planning and practices such as manpower planning, recruitment and selection through aptitude tests and interviews, extensive training and development programs tailored for different employee levels, performance appraisals to provide feedback and align goals, and employee welfare including education, medical, housing, sports, and insurance benefits.
Tata Consultancy Services has a rigorous recruitment and selection process across four levels - work force, frontline, middle management, and top management. For the workforce level, candidates apply online or via ads and undergo written and technical interviews. For frontline level, internal candidates are evaluated on performance while external candidates face additional assessments like group discussions. The middle management level involves fast-track programs and technical interviews for internal promotions or external hires. The top management level does not recruit externally and involves interviews and presentations for selection.
This presentation contains some brief introduction about Oracle Corporation and a campus placement procedure by this company in various technical institutions.
Wipro helps customers do business better by leveraging our industry-wide experience, deep technology expertise, comprehensive portfolio of services and vertically aligned business model.
Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.
Project Report on Study Of BPO HR ConsultancyKumari Swati
The mission of Corpgen is to be the world's best at helping employers achieve success through people by delivering value, advice and expertise at each step of the relationship with clients and candidates. They aim to accomplish this through seven core principles - having no ego, getting placements right, leading by example, valuing loyalty, supporting goal achievement, caring for employees, and maintaining a fun work environment. Corpgen's strategy guarantees to understand candidates' needs, refer genuine positions, maintain confidentiality, provide career guidance, introduce unadvertised opportunities, offer resume advice, and discuss unconsidered job areas - with the benefits of their services including no candidate fees and market awareness beyond advertised roles.
Narayana Murthy co-founded Infosys in 1981 and implemented strategies that made it one of India's largest IT companies. Infosys was the first company to push for offshore software development and follow US financial disclosure standards. Murthy focused on the challenging US market and globalized the Indian software industry through strategies like the Global Delivery Model. Infosys also emphasized rigorous HR practices including training, competitive benefits, and an employee stock option plan to attract and retain talent. These strategies and Murthy's leadership contributed significantly to Infosys' success.
HDFC was established in 1977 with the goal of encouraging home ownership through long-term housing finance. Over three decades it has become a world-class housing finance institution in India with a reputation for professionalism. It is professionally managed with an eminent board of directors. HDFC aims to develop close customer relationships and maintain its position as a premier housing finance provider in India while growing through diversification. It has several subsidiaries and associated companies including HDFC Bank, HDFC Life Insurance, and HDFC Asset Management. HDFC utilizes an information system including software like Microsoft Office, databases, and financial analysis tools to improve communication, deliver information efficiently, and support its strategic goals.
Wipro is an Indian multinational IT consulting and system integration services company headquartered in Bangalore, India. It was founded in 1945 as a manufacturer of vegetable oils but later transitioned to IT services. Wipro is now one of India's largest publicly traded companies and the seventh largest IT services firm worldwide, with over $8 billion in revenue. The company has over 1.5 lakh employees serving clients in over 60 countries. While initially focused on software services and BPO, Wipro has diversified into several other sectors like consumer care, lighting, healthcare and infrastructure engineering through spin-offs.
This document contains information about Prakhar Omar, an individual seeking employment. It includes their contact information and links to their social media profiles. Additionally, it outlines key details about Oracle Corporation, including its market position, financial performance, products/services, recruitment process, and interview questions. The document aims to provide all relevant information for Prakhar Omar to apply for roles at Oracle Corporation and successfully navigate the selection process.
NAC-Tech has been conceived as an industry standard assessment and certification program to ensure the transformation of a "trainable" workforce into an "employable" workforce, hence creating a robust and continuous pipeline of talent for the IT/Engineering Industry. It is targeted at final year and pre-final year students, who will be seeking employment opportunities in the IT / Engineering sector.
The intent behind assessing these students is to identify the level of talent which is available across India, especially in Tier II and Tier III cities and provide feedback to them on areas they need to work on to improve their employ-ability.
Conceptualization of NAC-Tech
In-depth meetings with the large recruiters in the industry were conducted to understand their recruitment practices, cause of attrition desired skills in a candidate, etc. Based on this, a job-skill matrix was developed which formed the basis for the design of this assessment program. Core and Working Committees from the industry were formed and constant interactions were made to make sure that the program was in line with the industry requirements. An evaluation committee was set up to finalize the vendors and decide on the approach to the pilot. Multi-tier evaluation of the vendors happened after the initial interaction. The identified vendors provided the content and technology to run the test. The companies that have helped develop the assessment program are - TCS, Wipro, Infosys, Accenture, Cognizant and HCL.
Banking sector is going to be the most watched sector in the coming quarters. There are reasons for this, RBI has reduced the CRR rate and repo rates. The debt/GDP ratio of the Government is scary at 80% essentially meaning that the Government cannot borrow much without jeopardizing stability of banking sector. Given project is an attempt to identify and analyse the vision and mission of HDFC bank, as well as comparing the position and strategies of the bank with its major competitor.
Project:
Provides all the crucial information on HDFC Bank Limited required for business and competitor intelligence needs.
Contains a study of the major internal and external factors affecting HDFC Bank Limited in the form of a SWOT analysis as well as a breakdown and examination of strategies of HDFC Bank Limited.
Major factors contributing the success of HDFC.
Industrial analysis of HDFC through Porter’s five forces model as well as comparing that with its competitor ICICI.
Analysis done on BCG matrix
With this project we have tried to understand the different business process identified by the bank, as well as analyzing its strength and weakness as compared to other banks. Our project is mainly concentrated on the comparative analysis of HDFC and competitor ICICI. The source of information is secondary that is through internet and different newspapers and sites of HDFC and ICICI as well as some of the journals.
HDFC Bank is one of the largest private sector banks in India that focuses on wholesale banking, retail banking, and treasury services. It has over 1,400 branches across India and provides services like loans, deposits, credit/debit cards, internet banking, and ATM access. HDFC Bank aims to become a world-class Indian bank through excellent customer service, innovative products, and maintaining high asset quality. It has a strong brand due to its reliable services and receives several awards for its performance. The bank sees opportunities in growing its rural customer base and acquiring other companies, but faces threats from new competitors and non-performing assets.
HDFC Bank has over 3,300 branches across India and leverages CRM technology like call center automation and data warehousing. The bank implemented a CRM solution from CRMnext in 2008 that provides a 360-degree view of customers and an integrated sales platform. HDFC Bank's CRM strategy focuses on customer experience management, cross-selling capabilities, and segmentation to improve relationships and sales. The bank has a wide range of personal, commercial, NRI, and investment products and services and competes primarily with ICICI Bank.
Infosys is an Indian multinational corporation that provides business consulting, information technology and outsourcing services. It has a vision to be a globally respected corporation providing best-in-class business solutions using technology and delivered by best-in-class people. Its mission is to achieve objectives in a fair, honest and courteous environment for clients, employees, vendors and society. Infosys uses strategies like global delivery model, moving up the value chain and a PSPD model for risk management, and focuses on markets like India, Middle East and Australia and new products and services in growing sectors.
Wipro was founded in 1945 as a vegetable oil company in India. It was led from a young age by Azim Premji, who transformed it into a consumer goods and later, IT company. It entered software development in the 1980s. Core values of intensity to win, acting with sensitivity, and unyielding integrity guide Wipro. The document outlines Wipro's HR practices including recruitment, training, performance management, compensation, and welfare benefits. It emphasizes the importance of values in the company's success.
The document discusses human resource management (HRM), defining it as acquiring, training, appraising, and compensating employees, both individually and as a group. It notes that HRM covers all employee levels and categories and is a continuous process involving both line managers and staff functions. The document also mentions proper utilization of employees, motivation, selective hiring, training programs, and maintaining a good working environment. It discusses an executive selection scheme and project-based training program.
1. Sector, Company, Product / Service (Overview)
2. Discuss the functions of HR managers in Infosys.
3. Define Organization structure and justify the structure for Infosys company.
Hr policies and practices at amazon (kartik jain)Kartik Jain
Amazon has over 566,000 employees globally and has experienced rapid growth over the past years. It employs a rigorous recruitment and selection process including 5 interviews that can last 2-3 hours each. Amazon also offers extensive training and development programs, competitive pay and benefits, and strives to create a unique work environment through various perks and amenities like on-site cafes, game rooms, and a dog-friendly policy. These HR policies and practices have helped Amazon attract and retain top talent.
This document is a project report on talent management survey conducted at Company Ltd. It includes an introduction outlining the objectives of studying Company's talent management process. The document also includes chapters on research methodology, Company's profile, introduction to talent management concepts, performance appraisal process, career planning, training and development practices at Company Ltd. It aims to understand Company's talent management procedures and suggest improvements.
Wipro is one of India's largest IT services companies that started as a vegetable oil company in 1947. It is the first Indian company to adopt six sigma. Wipro focuses on human resource planning and practices such as manpower planning, recruitment and selection through aptitude tests and interviews, extensive training and development programs tailored for different employee levels, performance appraisals to provide feedback and align goals, and employee welfare including education, medical, housing, sports, and insurance benefits.
Tata Consultancy Services has a rigorous recruitment and selection process across four levels - work force, frontline, middle management, and top management. For the workforce level, candidates apply online or via ads and undergo written and technical interviews. For frontline level, internal candidates are evaluated on performance while external candidates face additional assessments like group discussions. The middle management level involves fast-track programs and technical interviews for internal promotions or external hires. The top management level does not recruit externally and involves interviews and presentations for selection.
This presentation contains some brief introduction about Oracle Corporation and a campus placement procedure by this company in various technical institutions.
Wipro helps customers do business better by leveraging our industry-wide experience, deep technology expertise, comprehensive portfolio of services and vertically aligned business model.
Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.
Project Report on Study Of BPO HR ConsultancyKumari Swati
The mission of Corpgen is to be the world's best at helping employers achieve success through people by delivering value, advice and expertise at each step of the relationship with clients and candidates. They aim to accomplish this through seven core principles - having no ego, getting placements right, leading by example, valuing loyalty, supporting goal achievement, caring for employees, and maintaining a fun work environment. Corpgen's strategy guarantees to understand candidates' needs, refer genuine positions, maintain confidentiality, provide career guidance, introduce unadvertised opportunities, offer resume advice, and discuss unconsidered job areas - with the benefits of their services including no candidate fees and market awareness beyond advertised roles.
Narayana Murthy co-founded Infosys in 1981 and implemented strategies that made it one of India's largest IT companies. Infosys was the first company to push for offshore software development and follow US financial disclosure standards. Murthy focused on the challenging US market and globalized the Indian software industry through strategies like the Global Delivery Model. Infosys also emphasized rigorous HR practices including training, competitive benefits, and an employee stock option plan to attract and retain talent. These strategies and Murthy's leadership contributed significantly to Infosys' success.
HDFC was established in 1977 with the goal of encouraging home ownership through long-term housing finance. Over three decades it has become a world-class housing finance institution in India with a reputation for professionalism. It is professionally managed with an eminent board of directors. HDFC aims to develop close customer relationships and maintain its position as a premier housing finance provider in India while growing through diversification. It has several subsidiaries and associated companies including HDFC Bank, HDFC Life Insurance, and HDFC Asset Management. HDFC utilizes an information system including software like Microsoft Office, databases, and financial analysis tools to improve communication, deliver information efficiently, and support its strategic goals.
Wipro is an Indian multinational IT consulting and system integration services company headquartered in Bangalore, India. It was founded in 1945 as a manufacturer of vegetable oils but later transitioned to IT services. Wipro is now one of India's largest publicly traded companies and the seventh largest IT services firm worldwide, with over $8 billion in revenue. The company has over 1.5 lakh employees serving clients in over 60 countries. While initially focused on software services and BPO, Wipro has diversified into several other sectors like consumer care, lighting, healthcare and infrastructure engineering through spin-offs.
This document contains information about Prakhar Omar, an individual seeking employment. It includes their contact information and links to their social media profiles. Additionally, it outlines key details about Oracle Corporation, including its market position, financial performance, products/services, recruitment process, and interview questions. The document aims to provide all relevant information for Prakhar Omar to apply for roles at Oracle Corporation and successfully navigate the selection process.
NAC-Tech has been conceived as an industry standard assessment and certification program to ensure the transformation of a "trainable" workforce into an "employable" workforce, hence creating a robust and continuous pipeline of talent for the IT/Engineering Industry. It is targeted at final year and pre-final year students, who will be seeking employment opportunities in the IT / Engineering sector.
The intent behind assessing these students is to identify the level of talent which is available across India, especially in Tier II and Tier III cities and provide feedback to them on areas they need to work on to improve their employ-ability.
Conceptualization of NAC-Tech
In-depth meetings with the large recruiters in the industry were conducted to understand their recruitment practices, cause of attrition desired skills in a candidate, etc. Based on this, a job-skill matrix was developed which formed the basis for the design of this assessment program. Core and Working Committees from the industry were formed and constant interactions were made to make sure that the program was in line with the industry requirements. An evaluation committee was set up to finalize the vendors and decide on the approach to the pilot. Multi-tier evaluation of the vendors happened after the initial interaction. The identified vendors provided the content and technology to run the test. The companies that have helped develop the assessment program are - TCS, Wipro, Infosys, Accenture, Cognizant and HCL.
This document summarizes the growth of the e-commerce industry in India. It states that the e-commerce industry in India grew at 70% annually and is expected to grow to $40 billion by 2015. The key drivers of growth are the large internet user base of over 100 million in India, increased time spent online by users, and global growth of e-commerce. E-tailing currently makes up 80% of the e-commerce market share in India. The document also provides an overview of job requirements for a trainee client servicing role in e-commerce, including responsibilities of generating new business, education needs, required skills, desired personality traits, and compensation.
This webinar, from July 25, 2012, features it staffing thought leader and speaker Matthew J. Ripaldi and discusses how to get mid-market businesses to accomplish big goals while working with limited resources.
Topics discussed include:
• The impact of the economy on the job market
• The high costs of making the wrong hire
• Best practices for hiring & retaining IT talent
• Methods for incorporating metrics in an interview evaluation
Businesses are investing in IT to help leverage existing resources more thoroughly and find hidden nuggets to put to use. For this reason, there are now more jobs in the IT field than we've seen in quite a few years. It’s that inevitable fork in the road for an IT professional. As a result, a lot of folks are starting to take another look at the IT field as a career choice. What are employers looking for? Certifications? Experience? Degrees? Some combination of the three? Which is more valuable? The answer to these questions depends upon many factors. After all, not all IT certifications or college degrees or job experiences are the same.
These are questions that were addressed by our guest speaker, Gerald Smith at the October 2013 program meeting hosted by BDPA Cincinnati chapter. Gerald is a senior manager with Sogeti and an IT professional with a number of important certifications in program management and agile transformation. He has been a hiring manager looking over resumes and job seekers during his management career at Kroger and Luxottica Retail. Gerald is also a long-time BDPA supporter … once serving on the board as BDPA Cincinnati chapter VP-Strategy & Planning.
Vaibhav Patwardhan has over 3 years of experience in business development, recruitment, and staffing in fields such as IT, engineering, and education. He has a strong track record of sourcing and placing candidates in roles such as SAP, Oracle, and PeopleSoft. Patwardhan maintains connections through professional websites and keeps up to date on new job postings and hiring trends.
Marlabs is a growing technology company seeking graduate students and mid-level candidates for entry-level opportunities in areas such as .NET, SharePoint, BizTalk, SQL Server, Dynamics CRM, Java/J2EE, and iPhone/iPad development. Selected candidates will undergo a 6-8 week paid training program to enhance their skills before being assigned to client projects. The company has a diverse client portfolio and offers competitive compensation and benefits. Interested candidates should apply by emailing their resume with the desired job title.
Do you have the passion and drive to succeed? Bond with Marlabs, one of the most recognized employers in Information Technology Services. Global Company, Global opportunities!
The State of ePayables market research report, now in its 14th year, has become the most influential and widely-distributed report in its field. It is a must-read for all AP and finance professionals who want to understand the current trends in the market along with key performance data and best-in-class metrics.
Marlabs Graduate Students Job Opportunities - Fall 2011Hari Koman
Marlabs 2011 Job Opportunities for Graduate Students of Fall 2011. Details of various opportunities, technology programs, company credentials and Center of Excellence and Innovation centers are enclosed.
This document summarizes job opportunities at a technology consulting firm for graduate students in engineering and management. The firm has over 2,100 employees, revenues of $145M in 2014, and offers opportunities in areas like Microsoft technologies, Java, big data, and SAP. Selected candidates will undergo a paid 6-week training program and be placed on client projects or internal projects. The firm is hiring for various US locations and will sponsor housing, food, and transportation for the residential internship program.
Marlabs is a growing technology company seeking graduate students and mid-level candidates for various job opportunities across the United States. They offer intensive skill training programs and placements in client consulting projects or their Global Technology Center. Open roles include positions involving Microsoft technologies like .NET, SharePoint, SQL Server, and Dynamics CRM, as well as Java/J2EE development and iPhone/iPad development. Candidates who complete the training will receive industry-standard compensation and benefits packages.
Praveen N is seeking a senior role in recruitment and search management with over 6 years of experience in IT recruitment. He has experience managing recruitments, interacting with clients, providing hiring analysis, and mentoring junior recruiters. Praveen has recruited for various IT roles such as developers, database administrators, business analysts, and more. He is proficient in using applicant tracking systems and job boards to identify qualified candidates.
The document provides information on various job openings in Hyderabad, including positions for a recruitment executive, mechanical engineer, civil engineer, HR admin/team leader, full stack web developer, telecallers, software engineers, business development executive, and more. Links are provided for applying to each role. Details like company name, job requirements, qualifications, salary, and location are mentioned for each opening.
Praveen N is a senior recruitment professional with over 6 years of experience seeking a senior role. He has extensive experience in recruitment and search management, client relationship management, requirement analysis, screening, interviewing, and leadership. Praveen has worked as an HR executive and technical recruiter for various IT companies. He maintains a database of IT professionals and has recruited for technologies like ERP, data warehousing, and databases. Praveen aims to contribute to organizational success through his recruitment experience and skills.
IBM Smarter Workforce Summit Toronto 2015: What is Your Critical Skills Gap? IBM Smarter Workforce
This document discusses defining and addressing an organization's critical skills gap. It highlights that skills assessments can improve employee performance, quality of hire, productivity, and engagement. The document also outlines IBM's talent frameworks library which provides pre-defined competencies and job profiles to integrate talent management applications and drive a skills-based culture. It emphasizes that successful organizations rely on an integrated talent infrastructure with clear competencies and job profiles.
How do I start a data career in the 2020s?AI Guild
Your 1st or 2nd role.
"Awesome CV feedback. I am applying, and 50% of the companies invite me for an interview."
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Chapter 1 3
Introduction 3
Importance of Retailing 4
Economic Justification for retailing 4
GENERAL SERVICES 5
Facilitating Services: 6
Chapter 1 3
Introduction 3
Importance of Retailing 4
Economic Justification for retailing 4
GENERAL SERVICES 5
Facilitating Services: 6
Overview of Retail Sector 8
Summary 9
Chapter 2 10
TYPES OF STORES 10
Major Types of Retail Stores 10
Department Stores 10
Classification of Department Stores 11
Location of Department Stores 12
Future of Department Stores 14
Super Markets: 14
Advantages of supermarkets 15
Limitations of Supermarkets 15
Discount Houses 16
Chain Stores or Multiple Shops 16
Advantages of chain stores or multiple shops 17
Limitations of chain stores or multiple shops 17
Non-Store Retailing 18
Direct Selling 18
Advantages of Direct Selling 19
Limitations of Direct Selling 19
Online Retailing: 21
Automatic vending 22
Direct Marketing 23
Franchising 24
Summary 25
Chapter 3 26
RETAIL STRATEGY 26
Overview: 26
Function of a strategy 26
Retailers classified by marketing Strategies 26
OPERATING EXPENSES AND PROFITS 28
COMPETITIVE ADVANTAGE WITH SPECIAL REFERENCE TO PHYSICAL FACILITIES 28
LOCATION 29
DESIGN 29
LAYOUT 29
ASSESSING COMPETITORS CURENT STRATEGIES 29
TECHNOLOGY STRATEGY 31
Brief Description of the SEBI . meaning Of the SEBI.
Reasons for the establishment of SEBI.
Purpose of the SEBI and Role of SEBI
Function of SEBI
Conclusion
This document discusses market structure and defines the key types: perfect competition, monopoly, and monopolistic competition. Perfect competition has many small sellers and buyers, homogeneous products, free entry and exit, and transparent information. A monopoly has a single seller with a unique product and controls price and quantity. Monopolistic competition has multiple firms producing differentiated products facing downward sloping demand curves. The main differences are around the number of buyers and sellers, product homogeneity, and price uniformity across the types.
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What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
Oracle HR Practices
1. Rajat Bang
Student, Pune Institute of Business Management
Rajat.bang@yahoo.co.in
www.linkedin.com/in/Rajat-bang
HUMAN RESOURCE PRACTICES
2. SECTOR INFORMATION
• India is the world largest sourcing destination
• 67% of US$ 124-130 billion market
• 10 million employs workforces
• Cost of competitiveness is 3-4 times cheaper then the US
• India have largest qualified talent pool of technical graduates
• Cost saving of 60-70% to source countries
• Save US$ 200 billion in last 5 years
MARKET SIZE
• Indian IT sector is expected grow at a rate of 12-14 per cent for FY
2016-17.
• Current annual revenue expected to reach US$ 350 billion by FY 2025.
• Total spending on IT by banking and security firms in India is expected
to grow 8.6 per cent year-on-year to US$ 7.8 billion by 2017
• India’s internet economy is expected to touch 10 trillion (US$ 146.72
billion) by 2018, accounting for 5 per cent of the country’s GDP
3. TOP COMPANIES FOR
SOFTWARE AND
PROGRAMMING
Rank Organization Sales
(B$)
Market Cap
(B$)
1 Microsoft 86.6 407
2 Oracle 37.2 168.9
3 SAP 23.2 98.4
4 Salesforce.com 8.4 51.9
5 VMware 6.7 24.7
6 Fiserv 5.3 21.9
7 Adobe Systems 5 47.4
8 Symantec 5.4 11.7
9 Amadeus IT Holdings 4.3 19.6
4. Company information
Type: Public
Founded: June,16 1977, Santa Clara, California
Founder Larry Ellison, Bob Miner, Ed Oates
CEO: Safra Catz, Mark Hurd
CTO: Larry Ellison
Products: Central Processing Units, Oracle App. , Oracle DB,
Oracle Enterprise manager, Workstations,
Oracle Fusion Middleware
Employees: 136,263
Market share
.
Revenue: US$ 37.04 billion
Operating Income: US$ 12.60 billion
Net Income: US$ 8.90 billion
Total Assets: US$ 112.18 billion
Total Equity: US$ 47.28 billion
5. VISION
Our vision is to be a customer centric organization that simplifies solutions
for everyday business challenges.
MISSION
VALUES
Our mission is to provide unsurpassed service to our clients but extending
competent,custom-fit and cost-effective software solutions,while ensuring
prompt proactive and personalized services.
Integrity
Mutual respect
Teamwork
6. Oracle operates in many countries and the recruitment process differs from
geography to geography basis the laws of the land. However, they largely
follow a generic process to invite applications.
1. Apply Online-
a)Apply for a particular job
b)Upload your resume anyway
2. Evaluation-
a)Interviews and discussions
b)Assessments
3. Documentation-
a)First Round of documentation
b)List of documents
4. Offer-
a)Discuss your offer
b)Offer Acceptance
5. Joining-
a)Checking your credentials
b)Welcome to Oracle
Recruitment Process
7. Sourcing mix
Marketing Executive
• Walk-ins
• Campus Placement
• Job Fairs
• Job Portal
• Pipeline Candidate
Assistant Manager-
Finance
• Job Portal
• Social Media
• IJP
• Referral
• Promotion
Senior Executive-
Training and
Development
• Job Portal
• Social Media
• Campus Placement
• Promotion
• IJP
• Referral
8. Knowledge and Skill required
Marketing Executive
• Bachelor’s or Master’s
of Business and related
field
• Interpersonal skills
• Communication skills
• Analytical skills
Assistant Manager-
Finance
• Bachelor’s or Master’s
of Finance and related
field
• IT skills
• Interpersonal skills
• Numerical skills
Senior Executive-
Training and
Development
• Master’s of degree in
HR
• HR system and
database Knowledge
• Listening and
negotiation skills
• Conflict Management
9. Selection Process
The company conducts recruitment process every year to select new candidates. The
selection process of the company consists of 3 rounds. These rounds are as follows:
Written Exam
Technical Interview
HR Interview
The total time allotted to the written exam is 114 minutes. There is no negative marking in
the paper.
Verbal section consists of short reading comprehension passages. This section also
consists of basic grammar usage questions like fill in the blanks, synonyms, antonyms,
paragraph completion, error based, sentence completion, etc.
Quantitative Ability section consists of questions from the topics like algebra, time &
work, time, speed & distance, arithmetic, percentages, profit & loss, geometry, etc. This
section is of moderate level.
Reasoning section consists of questions based on puzzles, blood relations, statements &
arguments, coding decoding, data interpretation, data sufficiency, number series etc.
Coding section involves questions from subjects like Data structure and Algorithms, C &
C++ programming, JAVA. This section is of higher difficulty level. A person whose basics
are clear could easily excel in this section.
Essay/Paragraph Writing section is based on any situation or scenario which contains
minimum 200-400 word limit. It is also a computer based test.
10. Joining Formalities And Documentation Required
1. Photograph
2. Updated Resume
3. 10th, 12th Mark sheets and Certificates
4. Diploma / Graduate / PG - All Mark sheets Semester wise & Consolidated Mark sheets
5. Final Degree certificate / Provisional Certificate / Course Completion Certificate
6. Passport Copy / Acknowledgment copy of application
7. PAN Card / Acknowledgement copy
8. NSR Registration / Acknowledgement copy
Guidelines for document submission
a) Ensure the email size is not larger than 5MB.
b) If documents size is exceeding 5MB, one need to split the email into 2 and send 2 emails.
c) Zip all the documents in a folder.
d) Documents should be scanned saved in PDF format only and the size of the scanned
documents should be appropriate and visible clearly.
Note-
The documents should reach the company only as softcopy on or before the date mentioned.
The email id joining.documents@oracle.com is created only to receive the documents.
11. Interview Questions
The questions were related to-
1) Technical round ( language related questions from Java, Advance Java, Html)
Ex- a)What is Polymorphism, Data Abstraction and Function Overloading?
b)Swap two numbers without third variable?
c)String reverse without using function?
d)Static and Dynamic storage?
e)What do you know about Bigdata and Hadoop?
2)HR round
a) Marketing Executive
How will you increase the current client database?
Why you have chosen this company and what difference you can bring after joining?
How will you position the companies brand image strongly against the top players of the
sector?
How will increase the revenue and innovate the services provided to the customer?
What is the difference between marketing and selling?
b) Assistant Manager-Finance
Tell me about the first financial strategy that you will bring if you are recruited in the
company?
Explain the difference between costing and cost accounting?
What is working capital?
How is it possible for a company to show positive net income but go to bankruptcy?
12. c) Senior Executive- Training and Development
How will you train the employees to reduce the gap between the employees and
clients?
What steps will you take to enhance the employee behavior? To merge the goal of
the employee and company and align them in one direction?
Common questions asked by HR-
i. Introduce yourself. Tell something which is not in your cv in 18 seconds?
ii. What are your greatest strengths?
iii. What are your greatest weaknesses?
iv. Why do you want to work at our company?
v. Out of all the candidates that we have interviewed, why should we choose you
only?
vi. Tell us about the skills which are required for this position?
vii. Can you work under pressure?
viii. Are You Comfortable Working In A Team?
ix. In what areas do you need to improve your skills?
x. Where do you see yourself five years from now?