This document contains summaries of 4 cases related to talent management processes. The first case discusses the steps a Head HR would take to fill a vacancy, including personnel planning, recruitment, screening candidates, selection tools, and onboarding. The second case describes how a business owner wrote a job description for interns by including specifications, summary, roles and responsibilities, and education requirements. The third case discusses how a company used workforce planning to improve its inefficient hiring process by implementing analytics, dashboards, and ratio analysis. The fourth case presents problems with a hotel's unmanaged recruitment and suggests creating a centralized website, standard job ads, an intranet posting system, and pre-screening tests to improve the process.

1. HR501
CASE PRESENTATION
PRESENTED BY-
KRISHNAKALI JANA ( 20PGDM-
BHU053)

2. MODULE 1: TALENT MANAGEMENT PROCESS
CASE:
Ms. Supriyo Jain is the Head HR of ABC consultants Ltd. One day the finance division Head, Mr. Sagar Roy
informs her that, his department has a vacancy for financial Analyst position and needs to be filled as soon as
possible. He handed over the JD to Ms. Supriyo and ask her to take immediate action. What is the course of
actions Ms. Supriyo will follow to fill the position and retain him/her?

3. Steps:
Going through the JD, personnel planning and forecasting.
Building pool of candidates through recruitment of internal and external candidates.
Asking the candidates to fill out the forms for initial screening.
Next, inclusion of selection tools to eliminate the unfit candidates and finding the suitable one.
Providing induction training, scheduling orientation programs for the new employee.
Appraising him/her to evaluate their performance.
Rewarding employee or compensate them to motivate and retain them.

4. MODULE 2: WRITING JOB DESCRIPTIONS
CASE:
Mr. Khalid is the owner of a Printing company, Rainbow Art Printers. He has recently expanded his business to
Pune which is quiet far from his original Printing press, i.e. Lucknow. His Pune company received a bulk order in
no time and Mr. Khalid was extremely happy as well as anxious because as the set up was new the no of
employees was less. To meet the sudden surge in demand he thought of hiring interns from the city. He needed to
write a Job description for this post. Let us see how did Mr. Khalid went forward.

5. • MR. KHALID CHOSE A STANDARD FORMAT FOR WRITING A JOB DESCRIPTION .
THE MAIN COMPONENTS ARE:
JOB SPECIFICATIONS
JOB SUMMARY
ROLES AND RESPONSIBILITIES
EDUCATION AND EXPERIENCE
JOB SPECIFICATION INCLUDES THE JOB DESIGNATION OR THE TITLE THAT
WOULD BE OFFERED TO THE INTERNS, JOB CODE, DEPARTMENT, LOCATION,
REPORTING MANAGER.
JOB SUMMARY WOULD COMPRISE OF THE THE MAJOR FUNCTIONS OF THE JOB
AND STATES INTERNS ARE EXPECTED TO CARRY OUT THEIR DUTIES SINCER ELY
AND EFFECTIVELY.
ROLES AND RESPONSIBILITIES STATE THE DAY-TO-DAY INTERNS’ ACTIVITIES,
ROLE, TYPE OF WORK. ALL OF IT DESCRIBING IN FEW SENTENCES.
EDUCATION AND EXPERIENCE INCLUDE THE MINIMUM SKILLS, KNOWLEDGE A ND
EXPERIENCE NECESSARY TO DO THE JOB.

6. MODULE 3: WORKFORCE PLANNING AND FORECASTING
CASE 3:
ABC Consultants had a ‘labour supply chain’. The labour supply chain system took 41 pieces of paper to bring on
board an employee and more than 120 days to fill a position, each hire cost Rs 12,000. How did ABC Consultants use
workforce planning process to tackle the situation?
Solution:
To increase efficiency of labour supply chain:
1. It included an analytic toll that predicts the labour needs based on past trends.
2. Computer screen dashboards that show how components in the staffing chain performing according to cost, speed
and quality.
3. Ratio analysis

7. MODULE 4: EFFECTIVE RECRUITMENT METHODS
CASE 4:
Esha Dey is a long time HR professional of Hotel California. She was well aware of the importance of effective
employee recruitment. As she reviewed the details, current recruitment practices became an immediate concern. The
recruitment function was totally unmanageable. If the Hotel California didn’t get enough applicants it could not be
selective about who to hire. She was disappointed to discover that the hotel was paying virtually no attention to the
job of recruiting prospective employees. It was safe to say that achieving the Hotel California’s strategic aims
depended largely on the quality of the people that it attracted to, and then selected for, employment at the firm.
What can be the effective recruitment process?
SOLUTION:
1. Create a central recruiting link for website
2. Series of standard ads that manager could use for each job title.
3. New intranet-based job posting system
4. Pre-screening test for different post

8. THANKYOU