Professional Documents
Culture Documents
In
Submitted to,
Group name:
Avante- garde
Section d
Abhra Bhattacharyya
Kumar Gaurav
Vishaldeep Sharma
Vivek Kant
ACKNOWLEDGEMENT
This the moment when I want to show my gratitude to all those magnanimous and
kind hearted individual who showed keen interest in my live project.
This include in priority Mr. Abhay Anand Tiwari who is our faculty without whose
constant support and motivation this would not have been possible.
This also the time I must thank Mr. Ravi Verma hr head nucleus software Delhi and
Mr. Sarad who provided us with all necessary information needed to complete this
project.
I thank god for giving us strength to carry this arduous task.
INDEX
Introduction
Conclusion
INTRODUCTION
. Collections
Web based tracking and management of delinquent customers.
Forecaster
Data Mining, statistical & business intelligence tool.
Power Pay
Forbes has ranked Nucleus Software among 'Asia's 200 Best Under A Billion
Companies' for two consecutive years | 2008
Nucleus Software has been ranked among the top 25 companies adopting
'Good Corporate Governance Practices' by ICSI for three consecutive years |
2008
1.1.1 Objective
The purpose of this policy is to encourage employees to refer high quality personnel and
recognize and reward employee's contribution in attracting new staff to the organization.
1.1.2 Scope
All employees of Nucleus are eligible to participate in this program with exceptions to
the following: -
1.1.3 Definition
A referral award may be given to an employee who helps Nucleus recruit new talent by
referring external candidates for employment. The award may be granted after Nucleus
hires the candidate and he/she remains in the position for 90 days.
The policy would be effective from May 15, 2008.
1.1.4 Guidelines
The policy is applicable only if the referred employee seeks regular/full employment with
the company. A candidate must be referred by the current employee before HR
establishes contact with the candidate or the candidate directly applies to HR.
The following job candidates will not qualify as referrals under this program:
Candidates below 2 years of experience (Does not include training period)
Former Nucleus employees
Temporary appointments
Contractual employment
Software Engineer Trainees or Project Interns
1.1.6 Amount Of Award:
1. The employee can earn a reward for each selected reference & also earn
Bonuses on subsequent references.
2. Amount earned in each referral level is as follows
LEVEL AMOUNT
Nucleus also provides training and hone the talent of their star performers through
various ways
➢ An extended 6 month long induction program is done for each new
recruit to identify their talents and hone those traits which may prove to be
“critical success factors” for
Company.
➢ Nucleus moves ahead and tries to incorporate these factors to develop
talent. They try to enforce and try to :
-Keep the learning curve steep: challenge managers with tasks they do not
yet know how to do like
-Give people different kind of challenges like a oracle developer is also
motivated to learn d2k functions as they both are related to professionally
enhance the person.
-Give people high-octane special projects assignments: these assignments
must require a variety of skills. Like currently nucleus is working on
developing software help for abudhabi infrastructure corp. so they
employeed all the persons on the bench so to increase their learning
experience.
-Continuously stretch the boundaries of current jobs: challenge people to
reconceptualizetheir roles, reorient their responsibilities. Let the individual
define the potential he or she will contribute.
-Structure jobs to be more developmental.
-Pay special attention to some jobs like finnone software solution for that
especially give short term training to employees to enhance their standards.
➢ Each unit- be it Account Dept., Product Division, Customer Service Division of
nucleus software limited- set three to six Specific talent strengthening
objectives for the coming year. These objectives are negotiated between the
unit manager and the next-higher executive.
Conclusion
, As the talent war intensifies, the need for long-term, strategic talent acquisition
has become paramount. HR managers can no longer merely react to yearly and
monthly hiring needs. They must learn to plan ahead to deal with the multiple
waves of retirement on the horizon and adapt strategies to mitigate the high
turnover risk that comes with hiring the newest generation of talent.In this war,
there is no “silver bullet” that will ensure a company succeeds in its efforts to build
a productive, sustainable, adaptable workforce capable of meeting and exceeding
the organization’s goals. Select International consistently imparts to its business
partners that achieving victory will only come from devising and implementing a
multi-faceted talent acquisition strategy, one that takes short-term and long-term
needs into account.
we believe that Talent Acquisition needs to be addressed at the most senior levels
within nucleus organisations – be it strategic business unit head or CEO of the
company. This means that Talent Acquisition needs to fit 'hand in glove' with the
overall organisational strategy. It needs to have the appropriate level of resources
behind it; it needs to be monitored and reported on at all board meetings and it
needs to involve many people within the organisation who attribute to it the
importance that the organisation requires.