Course Relevance
This caselet is designed for the following PGDM / MBA courses:
Human Resource Management (HRM), Organizational Behaviour, Talent Management.
Discusses Leader, task behaviour.
Academic Concepts
HR practices must align with organizational strategy from talent acquisition to employee development.
HR should act as a strategic partner, not just an administrative function.
Investment in AI, machine learning, and digital tools enhances recruitment efficiency.
Lean and agile processes allow HR teams to meet the demanding needs of technology clients..
Most of the technical companies they align the HR Practices to the Organizational Strategy. While aligning the HR Strategies with Organizational Strategy. Starting from the talent acquisition to development, respective HR Department need to involve meticulously with the strategic team and they have to optimize the functions very effectively. HR Department and their own need to be well trained and develop the acquisition process and deploy the strategic solutions to help the end customers and strengthen the organization to compete better and enhance the employer branding in the Job Market. Today most of the companies they have invested a huge amount in optimizing the process by the application of contemporary AI tools that leverage deep learning and Machine learning. Organization with their integrated methodologies like digital applications, span UX design, Big data analytics, cloud computing, security and digital engineering.
A lean and agile process in Talent acquisition can help the Core HR team to focus on talent acquisition strategy with respect to the IT Organizations to meet the highly demanding needs of its technology clients.
CHRO Interview taken and says, Most of the IT Companies has to concentrate on aligning the talent acquisition strategies to the organizational strategies “Where the talent acquisition uplift the business to meet market needs, Instead HR Being Admin Function it should be a support function and act like a strategic partner.” Past few Years, IT Organization rather than HR Department an isolated function gradually transformed into the way HR department support the Talent Acquisition Function.
Most of the IT Sector Organization Approach: (Framework and Process for the rigorous selection of the candidate).
Hiring the Strategic Talent: IT Organization delves more to hire the right top performer for the company and also they insists that mostly 40% of the hire to be the Top Performer of the company, they categorize that the 40% are in the “Top Performer” category. Also, they categorize top performer, good performer.
Improve fulfilment predictability: In order to meet talent needs with the highest possible levels of accuracy, it was essential that the “offer to joiner ratio” be upwards of 70%.
Improved turnaround time: Time is of the essence in the technology business and fulfilling talent requirements in the shortest cycle times is critical. Keep the Talent Acquisition cycle open all-around the year still the competent candidates been identified.
Diversity in Hiring: IT Sector has partnered with many social platforms like LinkedIn and indeed to keep engage the high potential crowd for inclusion of all the diverse group of candidate. The rich pool of external female talent. Instance many companies try to identify high potential female candidates within the organization and also they have exhibited the ration of female candidates in the organizations. By using their own web portals, using blogs, testimonials and been viewed
Employee Referral: Employee referrals been a conventional method to hire a candidate from a wider talent network. In this we use lot of innovation and creation for instance, every year companies been turned into lot of referral roulette, which is an exciting game of luck or chance. Where employees been regularly won prizes. Evidences of the success outcome. We got lot of referrals and overwhelming references.
Coding Contest: Nearly, 8,000 tech survey employees are been engaged with coding contests. These contests provide our team an opportunity to interact with the brightest minds in the country and identify talent for niche areas that can otherwise be difficult to fill.
Public Profile Curation: ATS can be used to identify the best candidates like top talented person. TA team utilizes the technologies and new age algorithms to match the potential candidates. Talent Acquisition utilizes lot of new age algorithms to connect the candidates via multiple sources and various professional bodies like (NHRD,BCICI, NIPM etc..,) (like GitHub), and recruiters from other Outbound Recruitment (Hiring Blitz).
Method of Selection:
Selection Process: Recruitment framework outlines capabilities and behavior traits required for every role. These help the Hiring team work with the right talent and try culturally fit candidates. We believe these high potential candidates will deliver exceptional customer experience and deliverables for the AI era.
Technical Assessments (TA): Customized technical assessments and recruitment tools have helped us attract the right talent while significantly reducing hiring cycle times. By leveraging Talent Acquisition strategies, we’ve been able to save approximately USD 50 per candidate by efficiently filtering out unqualified applicants.
Behavioral Assessments (BA):
IT Companies can introduce a competency‑based behavioral assessments to strengthen its hiring process. The assessment framework includes two stages a tool‑based test followed by an in‑person cultural fit evaluation conducted by trained interviewers. These culture discussions are led by senior HR and business leaders certified in the STAR (Situation, Task, Action, and Result) interview method. Most of the companies have developed competency based behavior assessments.
Case Study Approach: Most of the MBA Graduates are selected based on the Case study based approach. Where they are expected to analyze problems, generate ideas, conceptualize solutions, and present their recommendations.
The Hire, Train and Deploy Model: For top companies it’s very difficult to hire hard skills, partners with talent providers to identify candidates with strong core capabilities. These candidates undergo targeted training before being deployed on projects, ensuring readiness and alignment with business needs.
Teaching note:
Strategic Alignment: Align the HR Strategies to the Business Strategy in order to achieve the Objectives of the organization most of the organization especially from the strategic level to the operational level the alignment need to be communicated and recruitment cycle need to be kept open and hiring process can be done only when the employee fulfills all the framework criteria in hiring till in their performance with the strategic alignment of the organization. Diversity can also bring the good potential, top talent across the globe to compete with the Key Responsible Areas given to the employees. For this rigorous selection and coding knowledge along with the help of the case study approach need to be analyzed. Behavioral Assessment also plays a key important role and Hire, train and Deploy Model need to be designed for all the organization wherein the right top talented candidate can be selected.
Case Questions:
- How the strategic alignment like HR Strategies with Organizational Strategy need to be done?
- Mention the HR Strategies required for the above Organization?
- How the rigorous method of interview can be conducted in this organization?
