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hrp and recruitment CAT 1.pptx

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hrp and recruitment CAT 1.pptx

  1. 1. GALGOTIAS UNIVERSITY HRP, Recruitment and Selection (MBH6011) Submitted By : Khyati Unnati Sapna Kumari Shweta Chauhan Submitted To : Ms. Ratnamanjary Das
  2. 2. 1. Success of any organisation depends upon its quality of human resource. It is accentuated that; human element is the most important input in any organisation, but Indian companies focus on ‘Return on Investment’ (ROI), with very few concrete steps being taken to track ‘Return on Knowledge’. The investments directed to raise knowledge; skills and aptitudes of the work force of the organization are the investments in human resource Analyze the Human Resource Accounting of any one of the following organisations throwing light on a) Method of human resource valuation implemented b) Value added by the employees c) Effect of Human Resource accounting on revenue generation 1. ONGC 2. NTPC 3. BHEL 4. SAIL 5. INFOSYS
  3. 3. Human Resource Accounting • Human Resource Accounting is the process of assigning, budgeting, and reporting the cost of human resources incurred in an organization, including wages and salaries and training expenses. • Human Resource Accounting is the activity of knowing the cost invested for employees towards their recruitment, training them, payment of salaries & other benefits paid and in return knowing their contribution to organisation towards it's profitability.
  4. 4. Infosys Limited is an Indian multinational information technology company that provides business consulting, information technology and outsourcing services. The company was founded in Pune and is headquartered in Bangalore.
  5. 5. a) Method of human resource valuation implemented The data is collected from annual reports, additional reports, website of Infosys Ltd. for the year 2000 to2019. The human resource value analysis is divided into two parts as from 1995 to 2011 the company adopted Lev and Schwartz Model. In 2011-12 company developed new model to calculate human resource value in partnership with GIST Advisory, the model was called Infosys GIST-HCX Model. I. Human Resource Valuation of Infosys Ltd. from 2000 to 2011 (Rs. In Crores): Infosys have used the Lev & Schwartz model (the present value of future earnings of employees) developed by Baruch Lev and Aba Schwartz to compute the value of human resources. The future earnings of employees are discounted at cost of capital /inflation rate/bank rate.
  6. 6. II. Human Resource Valuation of Infosys Ltd. from 2012 to 2019 (Rs. In Crores) In 2011-12 Infosys Ltd. developed new model named as Infosys GIST-HCX Model. This model is based on present value calculation of the increase in future earnings of employees during their employment at Infosys Ltd.
  7. 7. b) Value added by the employees
  8. 8. • The correlation coefficient of “0.974” signifies that there is a higher correlation between“human resource value” and the “value added” by the employees of infosys. • It can be concluded that the total value added component of the company depends a lotupon the human resource value of the technically skilled staff of the Infosys. So Infosysmust remain focused upon maintaining, developing, retaining and increasing their valueof technically skilled software professional.
  9. 9. c) Effect of Human Resource accounting on revenue generation • It depicts that the value of HR, revenue and Value added are increasing over the years and that it is the increase in Human resource value which is making the revenue and the value added component to grow. • Analysis and DiscussionThe data was collected using the information available on the annual report of Infosys.To identify is there any correlation between the Human Resource Value of the Infosysand Revenue by taking a significance level of 1% and using two tailed Z-test. It wasobserved that Correlation can be applied to estimate the degree of closeness between thetwo variables i.e. Human Resource Value of Infosys & Revenue
  10. 10. • The correlation coefficient of “0.975” clearly shows that there is a very high correlationbetween the “Human Resource Value of the Infosys” and “Revenue” in the Infosys. • This signifies that Human Resource Value has a bearing on the revenue and hence the growthof the company depends on its presence and value of Human resource working in theorganization. It necessarily means that if more is the value of human resource, greater will be the revenue of the company.It was also observed that by taking a significance level of 10%, and using two-tailed Z-test .
  11. 11. 2. BPO is a very common concept in India where one company outsources its business processes to another company which helps it operate the business successfully. To operate better, one business outsources its business to another company. Employees work in shifts to match diverse timelines and business processes. 1. What are the HR Policies applicable at BPO and how are they different from other companies? 2. How are these HR policies implemented? 3. Job Satisfaction among BPO employees. 4. Attrition Rate and factors causing it.
  12. 12. Business process outsourcing (BPO) is a business practice in which an organization contracts with an external service provider to perform an essential business function or task. Many organizations consider processes that are performed the same or similarly from company to company, such as payroll and accounting, good candidates for BPO.
  13. 13. 1. What are the HR policies applicable at BPO ? • Leave Policy: 10 holidays (incl of statutory & festival)For confirmed employees 21 leaves in a year to be taken on pro rata basis (@ 1.75 leaves per month, so at the end of 2 months you can take 3 leaves) • Attendance Policy: Late comings are major issues in certain cases. There are some specific checks & balances in place Employees may be late by maximum 15 minutes in case an employee arrives late once or twice in a month without prior notice to the team leader or team manager, a verbal warning is to be given.If ever an employee is late a third time in a month, a half day leave is to be deducted. If the employee is still on probation, a half day salary will be deducted.For every consecutive day of lateness in the same month, a half day salary is to be deducted.
  14. 14. • Appraisal: Employees should have joined the org by Sept 30th to be eligible for appraisal the following March. agents are rated on the basis of their annual scorecard figs. HR has to ensure the data is normalized (that it fits into a bell curve). The % of increment an agent gets is dependent on the profitability of the process he is in. It is not uniform across processes. • Training Policy: Training dept is separate from the HR dept. Hr personnel are not involved in delivering the training, but act as facilitators.There are different types of training: Induction/ softskill/ product / selling skills / buddy up /mock calls. After the training there are tests to check the training effectiveness. If the agent fails then he/she has to undergo the refresher training If still there is no improvement then appropriate action is taken.
  15. 15. 2. How are these HR policies implemented? • The five steps needed to develop and implement a new employer policy are outlined below :- • Step 1: Identify the Need for a Policy. • Step 2: Determine Policy Content. • Step 3: Obtain Stakeholder Support. • Step 4: Communicate with Employees. • Step 5: Update and Revise the Policy.
  16. 16. 3. Job satisfaction among BPO employees?

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