Professional Documents
Culture Documents
TALENT ACQUISITION
Prof. Vasanthi Srinivasan
Room : C 001 Ground floor
Contextual Aspects
Supply chain networks and distribution networks HRM as
outside in rather than inside out.
PEST Political (visas, concessions to locate offices/sites in
the US) , Economic (downturn, boom, rapid growth ), Social
(demographics and the reality of aging) and Technology
(external Facebook and how to cope with this /internal
effectively using ERP to manage employees)
Objective/Mission
Strategy
Size
Age
Technology
Life cycle
QUALITY
COST LEADERSHIP
High degree of
creative behaviour
with knowledge
sharing
Relatively repeatable
and predictable
behaviours with
support
Intermediate term
focus
Co-operative, inter
dependent and
helping orientation
Moderate to weak
interdependencies
with alignment and
co-ordination
Relatively individual
centered activities
with co-ordination
Quantity of output
with minimum quality
Low risk
Low risk
Tolerance for
ambiguity
Adherence to goals of
the organization
TALENT ACQUISITION
Position analysis
Job description
Defines what are
the tasks, activities
and responsibilities
associated with a
job
A job is a series of
tasks and activities
with a definite
outcome in mind
Job specification
Qualities and
attributes needed in
a person
performing the job
Outlines the
relevant, education,
experience, skills
and capabilities,
attitudes and
behaviours that
drive performance
in a job
Recruitment strategy
Selection
Attributes
Technical skills
team work
learning orientation
analytical/logical
willingness to
stretch
support others
Initiative
tolerance
Integrity
Mentorship
Communication
Adaptability
Positive attitude
Willingness to be
led
Commitment
Receptive to
feedback
Selection methods
Application blanks
Tests
(aptitude/personali
ty)
group task
interview
(structured/unstruc
tured/behavioural/s
ituational event)
Group discussion
case analysis
presentation
simulations
in basket exercises
group interview
essays/narratives
Continued.
Socialization