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HRIDHAAN NEWS LETTER

Accenture to bring start up innovation hub to India

Accenture is looking at bringing its

startup innovation hub concept to

India and will continue to work with

Indian startups as it expects the

country to emerge a source of

innovation for the world, a top

official said.

“I would say that it is more than a

possibility (placing a startup hub in

India). Collaboration with Indian

startups is something already being

done,” Gianfranco Casati, group

chief executive – growth markets at

Accenture, said.

“Personally, I would say, that I am

very optimistic about India becoming a

source of innovation for the world.

Potentially, even more disruptive than

China,” he told ET in an exclusive

interaction.

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The Indian Institutes of Technology (IITs) are seeing a jump of

up to 50% in pre-placement offers (PPOs) from the year

before. That’s good news for students at the premier

engineering schools — more of them will now have jobs in

hand even before final placements kick off in December.

By September last year, IIT Madras had received about 35

PPOs compared with almost 50 this year. IIT Bombay has so

far received 123 PPOs, exceeding the 110 it got all of last year.

IIT Kanpur has received 90, which is 24 more than the tally by

last September. IIT Kharagpur has seen a spurt of almost 55%

in PPOs to 142 until now from 92 ast year. Several investment

Pre-placement offers up 50% in IITs, Highest compensation Rs 1 cr

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Deloitte Switches to ‘blind CV’ hiring strategy to boost diversity

Talent churn keeps e-commerce biggies Flipkart, Zomato, Ola on their toes

How data Analytics is helping HR in India

Soon there will be no interviews for low rank government jobs

PPOs compared with almost 50 this year. IIT Bombay has so far

received 123 PPOs, exceeding the 110 it got all of last year. IIT

Kanpur has received 90, which is 24 more than the tally by last

September. IIT Kharagpur has seen a spurt of almost 55% in

PPOs to 142 until now from 92 last year.

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Professional services firm Deloitte has revamped its recruitment process to hide the school and university candidates attended until a job offer is made.

The ‘blind CV’ hiring strategy is part of the firm’s efforts to access a more diverse pool of talent, and improve the investment in, and development of, young people across the UK.

Using a process of ‘contextualized recruitment’ Deloitte’s HR will be given a range of standardized data on candidates’ economic background and personal circumstances, to allow them to make more informed choices of the value of academic achievements gained.

David Sproul, senior partner and

chief executive of Deloitte UK,

explained: “Contextualization

Deloitte switches to ‘Blind CV’ hiring strategy to boost diversity

The latest big problem staring at India’s top internet companies

is attrition, especially in their senior ranks.

Flipkart, Zomato and Ola, which have been aggressively

recruiting top talent with the millions of dollars they have raised,

are grappling with an exodus of management-level executives.

Consumer internet companies in India “are growing so rapidly

that they haven’t built the fundamental concept of retaining

people, especially at the top-level,” said Sunit Mehra, managing

partner at Hunt Partners India, an executive recruitment

company.

At Flipkart, Srivals Kumar recently resigned as general counsel

and head legal, the latest in a series of top-level exits at India’s

largest ecommerce company this year.

Talent churn keeps e-commerce biggies on their toes

experiences have been gained.

By combining big data results

with bespoke selection

techniques, the employer can

make differential offers to

candidates, based on their

‘contextual data’. Rare has two

new databases powering the

CRS: the first contains the

exam results of more than

4,000 secondary schools and

sixth form colleges nationally;

the second contains 2.5 million

UK postcodes. The CRS uses

this information, together with

the candidates’ responses to

questions asked as part of the

application process, to produce

real-time contextual information

on all the candidates.

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allows us to recognize these important qualifications for young people, whilst also ensuring that for example, 3Bs at A Level in a school where the average student achieves 3Ds, is identified as exceptional performance.”

The firm has partnered with Rare, specialists in diversity recruitment, to recruit more than 1,500 graduates and school-leavers with a range of new diversity-friendly tactics announced during its inaugural ‘Social Mobility Week’. These also include the introduction of school and university-blind interviews.

The Rare Contextual Recruitment System (CRS) has been developed in collaboration with universities and global employers, and allows recruiters and hiring managers to understand the context in which a candidate’s

While Flipkart was quick to replace him with Rajinder Sharma,

former director and general counsel – South and West Asia, at

Samsung, Kumar’s decision to quit Flipkart comes amid an

organisational restructuring. At least four other senior

executives have quit Flipkart this year, including Mekin

Maheshwari as chief people officer; Ravi Vora as chief

executive of strategic brands group; Amod Malviya as chief

technology officer; and Sameer Nigam as engineering head.

But Flipkart, which is valued at over $15 billion, has also been

hiring a number of high-profile senior executives, such as

former Google executive Punit Soni whom it appointed as its

chief product officer.

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There is an explosion in the amount of data being generated

about and by employees. And more companies in India are now

analyzing this data for improving crucial HR functions such as

hiring, retention and employee engagement, say experts.

“The data has always been there but now applying analytics

techniques to it is helping the HR department become more

effective at leveraging data to gain powerful insights for the

benefit of the organization,” Shirish Deodhar, CEO, Sapience

Analytics, told TimesJobs.com.

Broadly, the usage of data analytics is along these lines:

1. Hiring: Analytics is being used to draw conclusions about

likely vacancies at various levels and especially in key

leadership positions based on examination of historic data and

projections of current and future business needs is not unusual

any longer. Data is also being analyzed to try to identify traits

and characteristics to look for in an ideal hire.

“There are also several interesting user cases coming to light

such as suggested interview questions for specific types of

candidates based on analytics-suggested candidate profiles,”

How Data Analysis is helping HR in India

says Deodhar.

“There is also growing evidence of analytics being brought to

play in reference checks – what to verify and with how much

rigour. The objective is to be able to hire the right candidates

quickly and reduce the instances of ‘bad’ hires.”

2. Retention: This area is seeing an increasing amount of

attention given the obvious costs associated with hiring, training

and replacement and the time loss due to positions being open.

Analytics has an increasingly key role to play in measuring

turnover, zooming into the root causes and then putting in place

programs to address those issues.

“Post-offer follow-up process is tailor-made for predictive

analytics,” Sanjay Shelvankar, CEO, ScaleneWorks People

Solutions LLP, a HR analytics and consultancy firm, told

TimesJobs.

Continued…

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“This process includes the set of tasks

that the recruiter performs to understand

the psyche of the candidates that have

been offered jobs and are serving notice

periods. The science here is to predict

with great accuracy and as early as

possible if the candidate will join or

decline the offer.”

3.Employee engagement:

Interestingly, this factor is connected to

both retention (as an engaged employee

is likely to be more stable) as well as

performance. A focus on how much

effort employees are putting in and the

value the organization derives from that

effort with the objective of reducing

inefficiencies can positively impact

employee engagement and productivity.

Thus as organizations sift through and

analyze data, they can identify dips in

productivity and other key measures

that betray lower-than-usual

engagement. Though broadly stated,

employees crave recognition, reward

and responsibility, not all of them value

the same thing. And it is here that data

analytics is expected to ensure a clearer

better role.

Reference

(Continued) Soon there wont be interviews for low-rank government jobs HRidhaan – HR Club

of IIM Raipur

We at HRidhaan believe

that HR is not just an

intuitive field and is

imperative to encourage

it as a systematic body of

knowledge. Human

Resources have evolved

from being a support

function to one of the key

drivers of an

organization’s success

and organizational

change and of a country’s

development.

Moving ahead with PM Narendra

Modi’s I-Day promise, the

department of personnel and training

is identifying posts in the

government where it can dispense

with the requirement for an interview.

Sources said the government is

looking to implement the move at the

earliest and a beginning is expected

to be made with Group `D’ posts,

although the plan is to extend the

policy to Group `C’ and `B’ posts as

well. The idea is to reduce discretion

and scope for corruption in

government jobs and the need for an

interview in some of the hiring can

easily be done away with.

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