Concentration or Specialization: Consulting

# of Years Work Experience: 5.5

Club Involvement & Positions Held: Representative of Student Conduct Council. Member of MBAA,
Consulting & IT.

Are you interested in a career in Corporate Human Resources and/or Human Capital Consulting?
Why?:

Employees/people are the greatest asset of any company. Industry is changing rapidly and so as the
hiring/retaining methods. Currently, many companies are facing problem in retaining employees as
workers mobility increases and moving laterally becomes more attractive than moving up, decreasing
supply of experienced managers and millennial generation brings new expectations to the workplace.
There is millions of dollars of worth productivity, which is needed to tapped on.

In my opinion it is an underappreciated investment opportunity wherein I would like to create value in

surprising results/places.
and millennial generation brings new expectations to the workplace.

By 2020, Millennials are expected to account for almost half of the global workforce, and these
employees have different expectations than many of the Boomers. With a focus on digitizing, mobile
platforms and social media, companies must be prepared to appeal to these fast-paced and continually
evolving workers, and that attraction begins with the hiring process itself.

What do you believe are the most pressing Human Capital issues facing businesses today and why?

Some organizations are required to replenish virtually their entire ranks every five years.

People-dependent businesses are at the cutting edge of talent management because they face some of
the most daunting challenges in that area, including employee turnover rates that require some
organizations to replenish virtually their entire ranks every five years.

Please describe how you have exhibited your interest in Human Capital. (Reference prior Human
Capital work experience if applicable):

Leaders are at their best when the company culture demands collaboration. Rewarding individual success is
necessary but not sufficient. Only in a culture of collaborators will organizations have developing leaders working
together to bring other employees up and into the circle of leadership.
We know the workforce is changing and becoming more spread out across different countries. This is shifting how
companies manage employee performance. This has understandably left many HR and business leaders wondering
how they can adopt these types of activities and be successful in the transition. In the end, its about educating
staff on a new way of working and adopting a new set of behaviors and expectations for how managers and
employees operate on a day-to-day basis where employees come into to work each day motivated to do their best

The new generation employees are looking for jobs that provide a balance between employment and family, and
desire autonomy and the ability to make a difference within the organization. Companies are well advised to search
for diversity that can generate new ideas, better productivity and a sense of equality that builds teamwork. Lack of
technical talent has made it difficult for companies to fill specialized positions.

Human resource management will need to deal with more heterogeneous functions such as scheduling
meetings, holiday management, human resource outsourcing, etc to overcome with the challenge

In the end, its about educating staff on a new way of working and adopting a new set of behaviors and
expectations for how managers and employees operate on a day-to-day basis where employees come
into to work each day motivated to do their best

People are the greatest asset of any company. Industry is changing rapidly and so as the hiring &
retaining methods. Currently, many companies are facing problem in retaining employees as workers
mobility increases and moving laterally becomes more attractive than moving up, decreasing supply of
experienced managers and millennial generation brings new expectations to the workplace. Some
organizations are required to replenish virtually their entire ranks every five years.

By 2020, Millennials are expected to account for almost half of the global workforce, and these
employees have different expectations than many of the Boomers. With a focus on digitizing, mobile
platforms and social media, companies must be prepared to appeal to these fast-paced and continually
evolving workers, and that attraction begins with the hiring process itself.

There is millions of dollars of worth productivity, which is needed to tapped on.

In my opinion, it is an underappreciated investment opportunity wherein I would like to create value.

Look at the deloitte and EY human capital