Tiger
•Download as DOCX, PDF•
0 likes•96 views
Tiger Tyagarajan, President and CEO of Genpact, is recommended to improve profitability and ethics. The recommendations include: 1) Eliminating the marketing department since Glassdoor provides free publicity, and transferring staff to aggressively recruit experienced women over 30. 2) Upgrading the applicant tracking system to comply with US labor law by removing the social security number requirement. 3) Eliminating HR recruiters who tell candidates to lie on resumes to fit ideal profiles instead of candidates' actual experience. Implementing these recommendations could save costs while improving recruitment practices.
Report
Share
Report
Share
Recommended
TestimonialLetter
Ram Meena was employed as a Data Management Assistant at Chase Strategic Investment Group from November 2012 to February 2016. He was extremely skilled in his role and showed good judgment as a mature team member. His unconventional thinking helped solve practical issues efficiently. His manager highly recommends him and considers him a model team member who consistently delivers with a strong work ethic.
Human Resources Employee Engagement Statistics
2010 will be a year when businesses that address employee engagement issues will see greater profitability and better shareholder return. There is no question that employee attrition is a danger this year, the question is, what are you doing to re-engage.
Network marketing Recruiting
we're often told what to do when it comes to network marketing recruiting but we're not often told what NOT to do! here's 3 you should avoid come recruiting your network marketing prospects!
7 Reasons Your Managers Are Terrible Coaches
1) Managers who hold regular meetings with employees have more engaged staff, yet many managers cancel or reschedule meetings due to being too busy.
2) Bad managers simply tell employees what to do, while great managers involve staff in decision making. However, many managers are uncomfortable giving feedback or having difficult conversations.
3) Research shows employees want more constructive criticism and information from their boss on what to improve, yet over 60% report receiving too little feedback and a quarter get no feedback at all.
Marketers Time Management: What's happening to it, how they cope, and how to ...
Earlier Workfront surveys have found that marketers almost never feel like they have enough time to get through their burgeoning workloads. Our new State of Marketing Work Report confirms that marketers, on average, have less time than their colleagues to get stuff done. But why? Read on for 7 findings that shed light on this mystery…
Coaching Remote Workers? Be Like Brad
How do your leaders manage remote workers? It can be challenging for managers to coach a team they don’t see every day. Meet Brad. He’s not only a great leader, he’s a great coach, even from afar. View this infographic to see how you can be more like Brad.
Adam AT&T reccommendation
Mike Anderson has provided valuable work for AT&T's wireless team in Northern California. The author has enjoyed working with Mike for some time due to his ability to understand new processes and develop practical solutions as well as his intelligence and professionalism. The author looks forward to further opportunities to work with Mike and values his contributions in helping improve organizational performance.
James Turner - Recommendation for Mayank Gupta
This letter from James Turner, Manager of Sales Systems at Novartis Consumer Health, provides a personal recommendation for Mayank Gupta. Turner has worked with Mayank for several years on SAP projects and found him to be pleasant, dedicated, and positive. Mayank is able to understand complex requirements, present innovative ideas, and implement sustainable solutions, including forecasting and reporting tools used regularly by Turner's group. Turner highly recommends Mayank as a bright, energetic team player who would be a great asset to any organization.
Recommended
TestimonialLetter
Ram Meena was employed as a Data Management Assistant at Chase Strategic Investment Group from November 2012 to February 2016. He was extremely skilled in his role and showed good judgment as a mature team member. His unconventional thinking helped solve practical issues efficiently. His manager highly recommends him and considers him a model team member who consistently delivers with a strong work ethic.
Human Resources Employee Engagement Statistics
2010 will be a year when businesses that address employee engagement issues will see greater profitability and better shareholder return. There is no question that employee attrition is a danger this year, the question is, what are you doing to re-engage.
Network marketing Recruiting
we're often told what to do when it comes to network marketing recruiting but we're not often told what NOT to do! here's 3 you should avoid come recruiting your network marketing prospects!
7 Reasons Your Managers Are Terrible Coaches
1) Managers who hold regular meetings with employees have more engaged staff, yet many managers cancel or reschedule meetings due to being too busy.
2) Bad managers simply tell employees what to do, while great managers involve staff in decision making. However, many managers are uncomfortable giving feedback or having difficult conversations.
3) Research shows employees want more constructive criticism and information from their boss on what to improve, yet over 60% report receiving too little feedback and a quarter get no feedback at all.
Marketers Time Management: What's happening to it, how they cope, and how to ...
Earlier Workfront surveys have found that marketers almost never feel like they have enough time to get through their burgeoning workloads. Our new State of Marketing Work Report confirms that marketers, on average, have less time than their colleagues to get stuff done. But why? Read on for 7 findings that shed light on this mystery…
Coaching Remote Workers? Be Like Brad
How do your leaders manage remote workers? It can be challenging for managers to coach a team they don’t see every day. Meet Brad. He’s not only a great leader, he’s a great coach, even from afar. View this infographic to see how you can be more like Brad.
Adam AT&T reccommendation
Mike Anderson has provided valuable work for AT&T's wireless team in Northern California. The author has enjoyed working with Mike for some time due to his ability to understand new processes and develop practical solutions as well as his intelligence and professionalism. The author looks forward to further opportunities to work with Mike and values his contributions in helping improve organizational performance.
James Turner - Recommendation for Mayank Gupta
This letter from James Turner, Manager of Sales Systems at Novartis Consumer Health, provides a personal recommendation for Mayank Gupta. Turner has worked with Mayank for several years on SAP projects and found him to be pleasant, dedicated, and positive. Mayank is able to understand complex requirements, present innovative ideas, and implement sustainable solutions, including forecasting and reporting tools used regularly by Turner's group. Turner highly recommends Mayank as a bright, energetic team player who would be a great asset to any organization.
Presentazione bellini
Giovanni Bellini was an Italian Renaissance painter from Venice who was active between 1430-1516. He revolutionized Venetian painting by shifting to the use of oil paint and including more figures and landscapes. Bellini was influenced early in his career by his brother-in-law, Andrea Mantegna. In his middle years, Bellini began to focus on oil painting techniques and subjects like religious works for palaces and cathedrals in Venice. Some of his most famous works from his middle period include the Barbagio Altarpiece and the Madonna of the Meadow.
Elastix slide book-uect
Este documento describe el protocolo XMPP y el servicio de mensajería instantánea Openfire. XMPP es un protocolo abierto basado en XML que permite el intercambio de mensajes y presencia en tiempo real entre puntos en Internet. Openfire es un servidor XMPP de código abierto que proporciona servicios de mensajería instantánea como transferencia de archivos y mensajes de difusión.
2013 Green Industry Training: Soils and Potting Mixes
This document provides an overview of soils, potting mixes, and their ingredients. It discusses the importance of soil texture, structure, and organic matter for plant growth. Key points include: potting mixes aim to balance aeration and water retention through ingredients like perlite, vermiculite, bark, and peat moss. Soilless mixes are preferred over field soil alone due to restrictions on drainage in pots. The goal is to select ingredients that create a stable, nutrient-rich substrate with proper bulk density, porosity, and pH for plant needs. Questions about specific crop requirements or mix formulations can be directed to the expert contact provided.
Regreso a clases con dignidad comic 1(2)
Este documento proporciona información sobre el regreso a clases con dignidad en la UACM, incluyendo enlaces a recursos como el Foro Académico UACM, Expresa UACM, la página de Facebook del Consejo Estudiantil de Lucha UACM, el blog de la Asamblea UACM, y el canal de Tezonco Radio, que transmiten videos de diálogos.
Por quê eu sou assim
De acordo com o documento, você foi criado por Deus para adorá-Lo. Embora as pessoas às vezes possam não gostar de você, Deus te ama e seus amigos e família querem o seu bem. Sua existência tem o propósito de adorar a Deus como o único soberano.
Tim
Timothy F. Ryan, US Chairman and Senior Partner of PricewaterhouseCoopers LLP (PwC) receives a letter from Debra Charles with recommendations to improve profitability and ethical behavior based on GlassDoor.com comments. The recommendations include: 1) Transferring marketing and PR staff to recruiting to hire more experienced women over 30; 2) Upgrading the applicant tracking system to avoid repeatedly interviewing the same candidates for the same roles; and 3) Eliminating recruiters who schedule interviews for candidates without relevant backgrounds just to meet quotas.
Rumarocket BETA Trial
Want to know how to use analytics to improve your people processes? Tired of going to seminars where they just talk about broad concepts but leave you wondering how to apply it to your actual people challenges? Sign up for Rumarocket BETA Trial here: http://bit.ly/2Recruitmentreport
Case study
The document contains responses to case study questions about various human resource management topics, including performance evaluations, compensation, recruitment, and layoffs. The responses discuss issues like removing bias from recruiting, developing performance-based pay systems, reasons for building a learning culture, and which employees should be retained or laid off in a reduction in force.
5 reasons you need to address team accountability
Ms. Dynamic, the finance director of a private corporation, realizes her department's culture needs to change and employees need more accountability. The document provides 5 reasons and actions Ms. Dynamic can take to increase accountability: 1) Assess skills and address gaps, 2) Give teams responsibility for people management, 3) Ensure decisions are not made quickly to maintain trust, 4) Delegate work to increase engagement, and 5) Encourage autonomy and a culture where employees feel like business owners to boost engagement. The goal is for employees to have ownership of their roles and hold each other accountable.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Get a 3D view of your workforce
The document discusses how companies can use data analytics to gain insights into their workforce and improve human resource processes and outcomes. It describes how more than 60% of companies are investing in data and analytics tools but only 14% are doing significant statistical analysis. Capturing and analyzing additional data from various stages of the employee lifecycle can help with recruitment, onboarding, performance management, learning and development, engagement, and exiting processes. Taking a "3D view" of the workforce through comprehensive data analytics can deliver benefits like replicating high performers, increasing engagement and revenue, and gaining a competitive advantage.
Recruitment and selection
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Hiring Superstars
Five key lessons are provided for upgrading talent by hiring outside superstars:
1. Identify current and future internal stars through performance management before committing to outside hires.
2. Align hiring decisions with needs for current and future talent by understanding what types of talent are needed now and in the future as well as what talent is available.
3. Temper expectations as high performance may not always be portable, especially for roles requiring collaboration, as support is needed for stars to succeed.
4. Do not let eagerness cause shortcuts to the selection process which can increase legal risks and insult current employees.
5. Underpromise and overdeliver to avoid issues like "package envy" and build credibility
More Related Content
Viewers also liked
Presentazione bellini
Giovanni Bellini was an Italian Renaissance painter from Venice who was active between 1430-1516. He revolutionized Venetian painting by shifting to the use of oil paint and including more figures and landscapes. Bellini was influenced early in his career by his brother-in-law, Andrea Mantegna. In his middle years, Bellini began to focus on oil painting techniques and subjects like religious works for palaces and cathedrals in Venice. Some of his most famous works from his middle period include the Barbagio Altarpiece and the Madonna of the Meadow.
Elastix slide book-uect
Este documento describe el protocolo XMPP y el servicio de mensajería instantánea Openfire. XMPP es un protocolo abierto basado en XML que permite el intercambio de mensajes y presencia en tiempo real entre puntos en Internet. Openfire es un servidor XMPP de código abierto que proporciona servicios de mensajería instantánea como transferencia de archivos y mensajes de difusión.
2013 Green Industry Training: Soils and Potting Mixes
This document provides an overview of soils, potting mixes, and their ingredients. It discusses the importance of soil texture, structure, and organic matter for plant growth. Key points include: potting mixes aim to balance aeration and water retention through ingredients like perlite, vermiculite, bark, and peat moss. Soilless mixes are preferred over field soil alone due to restrictions on drainage in pots. The goal is to select ingredients that create a stable, nutrient-rich substrate with proper bulk density, porosity, and pH for plant needs. Questions about specific crop requirements or mix formulations can be directed to the expert contact provided.
Regreso a clases con dignidad comic 1(2)
Este documento proporciona información sobre el regreso a clases con dignidad en la UACM, incluyendo enlaces a recursos como el Foro Académico UACM, Expresa UACM, la página de Facebook del Consejo Estudiantil de Lucha UACM, el blog de la Asamblea UACM, y el canal de Tezonco Radio, que transmiten videos de diálogos.
Por quê eu sou assim
De acordo com o documento, você foi criado por Deus para adorá-Lo. Embora as pessoas às vezes possam não gostar de você, Deus te ama e seus amigos e família querem o seu bem. Sua existência tem o propósito de adorar a Deus como o único soberano.
Viewers also liked (14)
걱정의 계절나기 중간발표 김승원,박지은,이서현
걱정의 계절나기 중간발표 김승원,박지은,이서현
2013 Green Industry Training: Soils and Potting Mixes
2013 Green Industry Training: Soils and Potting Mixes
Similar to Tiger
Tim
Timothy F. Ryan, US Chairman and Senior Partner of PricewaterhouseCoopers LLP (PwC) receives a letter from Debra Charles with recommendations to improve profitability and ethical behavior based on GlassDoor.com comments. The recommendations include: 1) Transferring marketing and PR staff to recruiting to hire more experienced women over 30; 2) Upgrading the applicant tracking system to avoid repeatedly interviewing the same candidates for the same roles; and 3) Eliminating recruiters who schedule interviews for candidates without relevant backgrounds just to meet quotas.
Rumarocket BETA Trial
Want to know how to use analytics to improve your people processes? Tired of going to seminars where they just talk about broad concepts but leave you wondering how to apply it to your actual people challenges? Sign up for Rumarocket BETA Trial here: http://bit.ly/2Recruitmentreport
Case study
The document contains responses to case study questions about various human resource management topics, including performance evaluations, compensation, recruitment, and layoffs. The responses discuss issues like removing bias from recruiting, developing performance-based pay systems, reasons for building a learning culture, and which employees should be retained or laid off in a reduction in force.
5 reasons you need to address team accountability
Ms. Dynamic, the finance director of a private corporation, realizes her department's culture needs to change and employees need more accountability. The document provides 5 reasons and actions Ms. Dynamic can take to increase accountability: 1) Assess skills and address gaps, 2) Give teams responsibility for people management, 3) Ensure decisions are not made quickly to maintain trust, 4) Delegate work to increase engagement, and 5) Encourage autonomy and a culture where employees feel like business owners to boost engagement. The goal is for employees to have ownership of their roles and hold each other accountable.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Get a 3D view of your workforce
The document discusses how companies can use data analytics to gain insights into their workforce and improve human resource processes and outcomes. It describes how more than 60% of companies are investing in data and analytics tools but only 14% are doing significant statistical analysis. Capturing and analyzing additional data from various stages of the employee lifecycle can help with recruitment, onboarding, performance management, learning and development, engagement, and exiting processes. Taking a "3D view" of the workforce through comprehensive data analytics can deliver benefits like replicating high performers, increasing engagement and revenue, and gaining a competitive advantage.
Recruitment and selection
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Hiring Superstars
Five key lessons are provided for upgrading talent by hiring outside superstars:
1. Identify current and future internal stars through performance management before committing to outside hires.
2. Align hiring decisions with needs for current and future talent by understanding what types of talent are needed now and in the future as well as what talent is available.
3. Temper expectations as high performance may not always be portable, especially for roles requiring collaboration, as support is needed for stars to succeed.
4. Do not let eagerness cause shortcuts to the selection process which can increase legal risks and insult current employees.
5. Underpromise and overdeliver to avoid issues like "package envy" and build credibility
Tmw systems interview questions and answers
This document provides tips and sample answers for common interview questions for a position at TMW Systems. It includes responses to questions about previous employment, interest in the company and role, knowledge of the company, why the applicant should be hired, what they can offer, salary expectations, and questions to ask the interviewer. Suggestions emphasize staying positive, aligning with company values, researching the company, linking skills and experience to the role, portraying enthusiasm and commitment, and asking about development opportunities rather than salary. Additional materials and tips for the interview are also referenced.
Improve your sales recruitment process and hire more winners.
Despite having run 9 sales teams; hired many sales people; and run a business; I am afraid to say that in the early years I was pretty poor at hiring sales people. It was very hit and miss. This article, which is in ISMM's "Winning Edge" magazine and which is aimed at sales managers, sales directors, HR professionals, and business leaders will (hopefully) make you think differently about sales recruitment. Sales recruitment is a science and is not about guess work or hiring on a prayer. By introducing competency assessments into the hiring process candidates will be happier and so too will employers.
Sourecon Presentation: Career Coaching - Mapping Your Next Step
You are killing it in your current role. But what’s next? How do take the next step to grow your career? In this session, you will discover new career paths. Using real life examples and information gathered by interviewing some of the most influential professionals in talent acquisition, you will learn how to leverage your experience in order to map out your future career.
Three Key Challenges HR Professionals Face in a Changing World.pptx
Here are three major problems that any HR professional must face in today's society. And more on Recruiting and Retaining Talent in the Gig Economy.
Converting human capital data in to actionable management information
Cover story article from Business Manager Magzine - An interview with Manoj Kumar on Converting human capital data into actionable management information.
First Friday News Letter May 2015
The document discusses tweaking interview processes to attract top talent. It suggests companies focus less on weeding out candidates and more on presenting themselves positively. The director Suzanne Rice recommends companies provide direct responses about roles and be honest about issues, demonstrate an enjoyable work environment, maintain consistency, and promote opportunities for advancement. The goal is to leave candidates with a positive impression as their feedback can influence potential future hires.
Performance Appraisal in IT industry
The document discusses performance appraisal in the IT industry. It examines popular appraisal methodologies like 360 degree feedback and bell curve systems. Over the past 5 years, average IT salaries have increased 10% annually. Future salary growth over the next 3 years is expected to be 6-9% overall, with higher compensation for skills in emerging technologies. There is a linkage between appraisal systems and attrition rates, as unfair appraisals can increase dissatisfaction and attrition. The document recommends considering potential in addition to performance, focusing on team performance, and providing regular coaching and feedback to improve engagement.
People Analytics: Creating The Ultimate Workforce
If you are a leader or manager in a large organization, you are probably familiar with these terms. But you may be unaware how your organization can benefit from people analytics and what it will take.
Meaning of performance appraisal
This document discusses the meaning of performance appraisals and fairness in the context of changing views in society. It notes that some now see rewards as disconnected from work effort, eroding the concept of meritocracy. This contributes to calls for eliminating annual performance reviews. The document also outlines several common performance appraisal methods, their advantages and disadvantages, including ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. It provides additional resources on topics related to the meaning of performance appraisals.
People Analytics: Improving the Employee Experience and Productivity
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
New Remotes Inc. Job Analysis
Douglas Monsky and Ryan Howell New Remotes Inc. Job Analysis
Conducted a job analysis for the position of Customer Service Representative for New Remotes Inc.
Developed and administered surveys and conducted interviews with subject matter experts to pinpoint essential job functions.
Collected and analyzed quantitative and qualitative data on knowledge, skills, abilities and other characteristics, as well as, task statements relevant to the occupation.
Compiled findings into final job analysis report, including: training and selection recommendations, as well as, data analysis on task importance and a complete job description.
Presented findings to company owner in order to allow proper use of the job analysis implications.
Streamline the IT Hiring Process | Whitepaper
Some 70% of hiring managers say they want to hire more technology workers in the coming months. If you’re one of those people, you should be aware that a unique set of challenges lies ahead. This whitepaper provides actionable insights into the most prevalent hurdles currently facing IT hiring managers, and is intended to help not only streamline your hiring process, but to get the most from your staffing and recruiting partners.
Similar to Tiger (20)
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
Improve your sales recruitment process and hire more winners.
Improve your sales recruitment process and hire more winners.
Sourecon Presentation: Career Coaching - Mapping Your Next Step
Sourecon Presentation: Career Coaching - Mapping Your Next Step
Three Key Challenges HR Professionals Face in a Changing World.pptx
Three Key Challenges HR Professionals Face in a Changing World.pptx
Converting human capital data in to actionable management information
Converting human capital data in to actionable management information
People Analytics: Improving the Employee Experience and Productivity
People Analytics: Improving the Employee Experience and Productivity
More from Debra F. Charles MSF, MSIS, CQF
WGJWB
1. The document contains 16 recommendations for the Mayor and Working Group on Jobs, Wages, and Benefits to improve hiring of DC residents and reduce costs. The recommendations include aggressively recruiting DC high school and college students, streamlining the hiring process, prioritizing hiring of DC residents over contractors, and increasing oversight of hiring managers.
2. The writer, a DC resident since 1981, believes these changes could significantly reduce DC's unemployment rate by replacing non-resident contractors with qualified DC job-seekers.
3. The recommendations aim to make the DC government the top local employer and improve services to DC taxpayers.
Cathy
Deloitte's CEO receives a letter with executive recommendations to improve profitability, including:
1. Eliminating marketing and public relations staff since Glassdoor provides free publicity, and shifting them to aggressively recruit more experienced women over 30.
2. Upgrading applicant tracking systems to avoid repeatedly interviewing rejected candidates to fulfill quotas, which is seen as a public relations crisis.
3. Banning alcohol in the workplace to avoid liability from employee DUIs, following clients' example.
4. Removing unhealthy candies from kitchens to reduce health claims and premiums, instead providing healthy foods like clients Bloomberg do for shift workers.
The letter suggests clients could be billed less if employees buy
GUMC
1. The audiology department at Georgetown University Medical Center does not accept the patient's health insurance, Medstar Family Choice, even though other departments at the medical center do accept this insurance. The patient was told by the department administrator, Mickie, to go to another medical center farther away.
2. The patient needs an appointment within 10 days with an audiologist at Georgetown to upgrade her cochlear implant device. She also wants the audiology department to start accepting her insurance as the other departments do.
3. Allowing individual departments like audiology to set their own insurance policies without oversight can result in issues like denied care, lack of continuity of care across the medical system,
MedstarHealth
Kenneth A. Samet, president and CEO of MedStar Health, is encouraged to decide who sets policy regarding what health insurance MedStar accepts system-wide, as an administrator at Georgetown University Medical Center appears to be making decisions reserved for executives. The administrator's decision denies care to patients at facilities closest to their residence, including potential denial of care to DC Medicaid patients, despite MedStar's participation in the DC Medicaid program. This could result in lawsuits. The letter also recommends fixing the MyMedstar patient portal so primary care physicians have a 360-degree view of patient health across MedStar facilities to improve care coordination and prevent missed information.
More from Debra F. Charles MSF, MSIS, CQF (6)
Tiger
- 1. 1 September25, 2016 “Tiger” NV Tyagarajan Presidentand CEO of Genpact LLC 1155 Avenue of the Americas,4th Floor, New York, NY 10036 RE: Executive Recommendations to Improve Profitability, Upgrade Ethical Behavior Hi Tiger, As per the GlassDoor.com comments attached to this letter and accessible on the internet, I enumerate solid,budget-saving executive recommendations for you to improve profitability and upgrade ethical behavior. 1. Since GlassDoor.com is your free, no-costpublic relations and marketing platform, you no longer need any marketing or public relations staff so transfer them to the various Human Resources Recruiting Units to aggressivelyramp up recruiting women over 30 for your jobs. Your clients pay a lot of money for your services and they deserve experiencedprofessionals on their assignments. My executive-level friends tell me that Genpact routinely sends them a bunch of young kids. 2. Upgrade the computerized ATS system to eliminate the requirement for a social security number – this is not permitted in the United States. This violates US labor law. 3. Eliminate HR recruiters who tell job candidatesto revamp theirresumes to fit the HR recruiter’s idealjob candidate resume.It is clear the HR recruiters have quotas and are trying to revampthe job candidate into the personthey have been asked to recruit.It is unethical to tell the job candidate to lie on the resume justto pleasethe HR recruiter.
- 2. 2 I am delighted to help you implementall these executive recommendations. Looking forward to meeting you soonto discuss these executive recommendations. I am foreveryour Consultant to the CEO, Debra Charles, CQF, MSF, MSIS debrafcharles@gmail.com Mobile 202 538 2535 Enclosures (12)