This document summarizes and compares the talent acquisition strategies of three companies - Yamaha India, Newgen Software, and ANA Design Studio. It outlines their approaches to recruitment, performance evaluation, and appraisals. It also discusses best practices in the manufacturing industry for talent acquisition and some unconventional hiring practices of companies like Google, Amazon and Facebook. The conclusion emphasizes that effective talent acquisition lies in determining who to recruit, crafting the right recruitment message, and how to reach target candidates in order to improve hiring quality and employee performance.

1. Talent
Aquistion
In Context of Yamaha India,
Newgen Software & ANA
Design Studio

2. THE TEAM
PRACHI BAMBANI
(2017SMN6506)
MAYANKA MISHRA
(2017SMN6667)
ISHANEE BAJPAI
(2017SMN6522)
VARUN DIXIT
(2017SMN6536)
SHRANIK JAIN
(2017SMN6668)
ROHIT RANA
(2017SMN6666)
ABHISHEK CHAUDHARY
2017SMN6543

3. What is
Talent
Acquistion?
Strategically managing the flow of talent
through an organisation.
Its purpose is to assure that the supply of
talent is available to align the right people
with the right jobs at the right time based
on strategic business objectives.

4. why talent
acquisition?
Having the Right
People on Staff Is
Critical to Your Future
Success
An Effective
Acquisition Strategy
Reduces Risks

5. Workforce Planning
Build Your Brand
Source & Recruit
Leverage Recruiting tech
Efficient Onboarding Program
Data Analytics
six key
elements

6. Step in Talent
Acquisition
Sourcing
Video
Interviewing
Digitization
Recruitment
Process
Outsourcing
Real Time
Engagement
Evaluation
Background
Screening

7. G
A
F
H
AVOID FINANCIAL RISK IN THE RECRUITMENT PROCESS
Aligning long-term staff planning with business strategy is essential.
FILL THE TALENT PIPELINE
Your talent acquisition efforts need to be documented, ensuring that
you have the most qualified and relevant candidates at the ready,
when you’re ready.
HIRING ‘RAW TALENT’
For some companies, a candidate doesn’t necessarily need to have
the right qualifications and experience, as much as the ‘raw talent’ for
the job.
GO BEYOND ACTIVE CANDIDATES
Talent acquisition means attracting passive candidates, rather than
active candidates.

8. Comparison

9. RECRUITMENT
Types:
1) Permanent
2) Contractual
3) Casual
Process of Screening:
1) Technical Interview
2) HR Interview
1) Aptitude +Technical
2) Psychometric test
3) Technical Interview
4) HR Interview
ANA DESIGNNEWGENYAMAHA
Upto DGM Level:
1) Telephonic Interview
2) Technical Test
GM Level & Above:
1) Technical Test by HOD
2) Peronsal Interview by
Director
ONLINE JOB PORTAL, CAMPUS,
REFERRAL, NEWSPAPER
REFERRAL, ONLINE JOB PORTAL,
CAMPUS
GENERAL INVIGILATION

10. PERFORMANCE
EVALUATION
YAMAHA
1) Set Objective based
onrole Allocation
2) Review the Progress of
assignment throughout
the Evaluation Period
3) Assessment of the
level of Achievement at
the end of the
evaluation Period.
NEWGEN
1) Goal setting on quarterly
basis by Manager
2) Assessment at the end of
each quarter
3) Rating awarded out of
100 (CAP Score)
ANA DESIGN
For new entrant:
By Immediate manager/
Director after 3 M & 6 M of
joining.
General staff:
Half yearly and annual
assessment by Director
Ratings:
1) Exceptional Contributor
2) Contributor
3) Team Performer
4) Under Performance
RATING BASED TARGET AND RATING BASED
EVALUATION
GENERAL INVIGILATION

11. APPRAISAL
YAMAHA
Management By
Objective:
1) Applicable for Grade 9
and above.
2) Depends on the level
of achievement in each
of objectives together
with company
performance.
3) Not a guaranteed
compensation
NEWGEN
Recognition & Rewards
1) Pat on the Back
2) Your Contribution
3) Counts
4) Excellence
5) Rising Star
HR involvement in Rating
approval:
CPA score accumulation
defines limit of appraisal.
ANA DESIGN
Half Year Appraisal:
(Sept)
1) Self remarked duly filled
information evaluated by
HOD as per KRAs.
2) Planned vs actual
project completion dates
are evaluated for teams.
Annual Appraisal:
KRA assessment by
Director.
ANNUAL REVENUE IS DISTRIBUTED
AS A COMPONENT OF SALARY
BASED ON PROMOTIONS MAJORLY. CURRENT FINANCIAL HEALTH IS
CRITICAL IN DECISION MAKING

12. Manufacturing Industry
Best Practices
1) Poaching talent from competition.
2) Focus on employer branding.
3) Define and articulate employee value proposition.
4) Intrinsic Rewards
5) Enhanced learning opportunities
6) Health & Safety.
7) Developing future talents.

13. Out of box practices
:Talent Acquisition
Google, Amazon and Facebook's Secrets to Hiring the Best People
1) Begin telephone screens 15 minutes mid, 15 minutes late, or not
under any condition since they need individuals who are constantly
prepared.
2) Ask the contender to unravel your own, particular issues with the
goal that they can check is hopeful need any assistance or not
3) Ask similar inquiries again and again and over once more To test
consistency
4) Ask a question, then start typing very loudly - To find people who
remain focused despite distractions

14. Recruiting, retaining the right employees can be
challenging, but the rewards of a well-constructed
strategy can be enormous,because effective recruiting is
the foundation on which any talent management
program is built.
This presentation compared recruitment, performance
evaluation and appraisal of 3 different companies of
different industries.
Organizations customized them to fit their specific
situations.
In the end, the key to effective talent acquisition lies in
thoughtfully answering a few essential questions:
Whom should we recruit?
What should our recruitment message be?
How can we reach these specific people?
The examples of effective practices presented here
should help organizations answer these questions in
ways that will improve their applicant pools, the quality
of the people they hire, and ultimately the performance
and retention of these new employees.
conclusion

15. thank
you!