Professional Documents
Culture Documents
Current Realities
Lehman Brothers & host of other institutions Washington Mutual takeover by JP Morgan Chase Bank of Americas acquisition of Merrill Lynch
1 Can we create a talent pool? Project Genesis 2. Alternate Staffing Profiles New Grounds Hiring 3. Enhancing awareness of BPO careers CAP, Elective 4. Talent pipeline Talent Planning, Bench Management, Right Skilling 5. Buy or Build Talent Bench Management process, data profile conversion to voice profile
Carving a Brand
Context:
Misconceptions about the industry in media and community Relatively young organization in the shadow of a big parent brand
Creating Talent
Context:
Demand Supply gap in the industry Widening skill base in the organization with multi-skilling & right skilling Multi-language and multi-cultural customer support
Infosys BPO @ Work: Infosys BPO believes in investing in its employees development and education through
Entry level training comprising soft skills, process and domain training to transform you to domain specialist and professionals Skill assessment and domain certification as gateways to career movements First Time Management capability building to ensure effective connect between employee and organization Higher Education programs, IIMB and other Tier 1 and 2 colleges Continuous training programs for different grades/brands Training council- comprising Operating Heads and SBU heads to govern the overall training at an Organization level
Create a planning cell to forecast required skills, numbers and predict trends in talent market
Have account managers who act as point of contact for different accounts ensuring that account level targets are met Have relationship managers who work towards enhancing relationships with vendors, consultants and the academia Introduce recruitment SLA based incentives to drive positive behaviors of recruiting people with the right attitude
Engaging Employee
Context:
High pressure, stressful lifestyle and health and emotional issues Workstyles that are not aligned to conventional work norms and main stream society Importance of regular and normal jobs/education in India Limited growth and feeling of stagnation common
Employee Engagement
Leveraging Rewards To Attract, Retain And Engage Aligning rewards CRITICAL to the employees lifecycle TALENT
Conclusion
The Workforce is Changing Faster than the Industry is Keeping Up The workforce has larger choices in the labor market today
There are things that can be done today to keep PACE with the future workforce