SUMMER INTERNSHIP REPORT

ON
“SKILL ASSESSMENT OF PRODUCT MANAGERS FOR TATA
COMMUNICATIONS LTD.”

SUBMITTED IN THE PARTIAL

FULFILLMENT FOR THE AWARD OF
DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
MAHARSHI DAYANAND UNIVERSITY
(ROHTAK)

SUPERVISOR: SUBMITTED BY:

Ms. Aditi Roushan Kumar
Assistant Professor Roll No: 218080
Department of Management

ST. ANDREWS INSTITUTE OF TECHNOLOGY & MANAGEMENT,

GURGAON
MAHARSHI DAYANAND UNIVERSITY
SESSION (2023-2024)
ST. ANDREWS INSTITUTE OF TECHNOLOGY & MANAGEMENT
GURGAON APRIL - JULY 2022

This is to certify that the project entitled Skill Assessment of Team Managers
for Tata Communications is the Bonafede record of project work done by Mr.
Roushan Kumar of BBA during the 5st year.

Signature of the H.O.D. Signature of PROJECT GUIDE

Submitted for the Project Viva-Voce examination held on .

I affirm that the project work titled Skills Assessment of HR for TATA
Communications Ltd. being submitted in partial fulfillment for the award of
the degree of BBA is the original work carried out by me. It has not formed the
part of any other project work submitted for award of any degree or diploma,
either in this or any other University.

Signature of the Candidate

Roushan Kumar

I certify that the declaration made above by the candidate is true.

Signature of the Guide

Prof. ADITI
I would like to express my gratitude to my mentor Prof. Aditi and our Director
Dr (Prof.) Jugnesh Kumar for giving me this wonderful opportunity of
making a report on a topic Skill Assessment of HR for TATA
Communications Ltd. from my summer. It was such an immense pleasure to
be able to work on this report as it helped me learn a lot of new things.

I would also like to thank Mr. Amit Pareenja for seeing the potential in me
and giving me the opportunity to work with TATA Communications Ltd. This
internship taught me a lot and all thanks to my mentors that helped me through
thick and thin through my internship journey. The internship for me could be a
success because of the guidance, support, and appreciation that I received from
the entire team of Learning & Development at each and every step of the
journey.

I am also thankful to my parents and friends for their moral support during my
research period.

ROUSHAN KUMAR
 INDEX

SR. NO. TOPIC PAGE

NO.

1. Bonafide Certificate 3
2. Declaration 4
3. Acknowledgement 5
4. Internship Certificate & Completion Letter 7, 10
5. Firm Details 11
6. TATA Communications Ltd 11
7. Recruitment 19
8. Technical Recruiter 23
9. Recruitment Process 26
10. Objective 29
11. Details of Role Covered 30
12. General Manager - Human Resources (Product 32
Management)
13. 13 most important skills that a HR requires: 34
14. WHAT DO HR MANAGERS DO? 40
15. CORE COMPETENCIES FOR PRODUCT 43
MANAGERS:
16. TRAITS OF SUCCESSFUL OF HR: 44
17. Conclusion 47
18. Bibliography 48
19.
TATA COMMUNICATIONS
Firm’s Profile
Tata Communications Limited (previously known as Videsh Sanchar Nigam Limited) is an
Indian telecommunications company. It was previously a government-
owned-telecommunications service provider and under the ownership of the Department of
Telecommunications, Ministry of Communications, and the Government of India. It was then
sold to Tata Group when the Atal Bihari Vajpayee-Bharatiya Janta Party-National Democratic
Alliance was in power; presently the company is part of the Tata Group.

Tata's communications network spans more than 500,000 kilometres (310,000 mi) of subsea
fibre and more than 210,000 kilometres (130,000 mi) of terrestrial fibre. The company has
invested $1.19 billion in its global subsea fibre network.[3] It provides network services and
software-defined network platforms, such as Ethernet, SD-WAN, content delivery networks
(CDNs), the internet, Multiprotocol Label Switching (MPLS), and private lines. It has more
than 400 points of presence (PoPs) with a data centre, Cloud (Private Cloud and Public Cloud
Management) and co-location in 44 sites.
It is listed on the Bombay Stock Exchange and the National Stock Exchange of India. It also
holds a stake in its Sri Lankan subsidiaries, Tata Communications Lanka.
The company is listed as one of AON Hewitt's Best Employers in India for 2017.

History

The business was founded as Videsh Sanchar Nigam Limited (VSNL) in 1986. Under the
chairmanship of B. K. Syngal (1991-1998),[8] VSNL launched the first publicly available
Internet plans in India in 1995. After the Government of India launched Disinvestment of Public
Sector Units in India, the international arm of VSNL (VSNL International) was launched in
2004. VSNL was completely acquired by the Tata Group and renamed as Tata Communications
on 13 February 2008.

Tata communications global network

In 2009, Tata Communications and Tyco Telecommunications completed the TGN-Intra Asia
cable system.

In 2012, the company completed its network across Egypt linking Europe to India and created a
subsea fibre network that circumnavigates the world. The 9,280-kilometre (5,770 mi) Eurasian
section of the Tata Global Network runs across the Mediterranean Sea and the Middle East,
connecting Mumbai with Marseilles.

The company has more than 15 terabits per second of international bandwidth lit capacity.

In January 2016, Windstream Communications announced it was extending its 100 Gigabit
Ethernet (100G) network from New Jersey data centre operator NJFX's presence at Tata's Cable
Landing Station (CLS) in Wall Township, New Jersey, to Ashburn, Virginia's internet hub.

Services

Network and connectivity services

Ethernet

Tata Communications offers Ethernet services that can connect its customers in global offices at
speeds of up to 10 Gbit/s in point-to-point or multipoint configurations.

Its Global Network provides flexible bandwidth options from 2 MB up to 10,000 MB using
Fast-E, Gig-E, and 10 Gig-E. Its ethernet services include global dedicated ethernet, external
ethernet network-to-network interface, low latency ethernet and ethernet over MPLS.
Ethernet over MPLS is a high-performance, global MPLS backbone that streams audio video,
live broadcasts, and IP services with the scalability and security of a private network.

Its Ethernet services are certified by the MEF—a worldwide non-profit organization dedicated to
improving carrier-class Ethernet products and services.

International Private Line

Tata Communications International Private Line offers customers a variety of routing, uptime,
and service options for global communications. It delivers voice, video, and data connectivity. It
is built on its subsea cable network, including a fibre-optic ring, and more than 20 consortium
cables covering 300,000 km (190,000 mi) over 200 countries and territories.

Content Delivery Network

In February 2011, as part of a strategy to enhance its global content delivery network (CDN),
Tata Communications acquired BitGravity, a US-based CDN provider. This acquisition enabled
it to offer its customers a cloud-based service for content delivery, including the delivery of
HTML, CSS, JavaScript, videos, and live streaming HD. This service was then integrated with
other support services, like security, satellite teleports, fibre-based video network and
transcoding.

Data Centres

Tata Communications has a data centre network located in 44 locations worldwide. Tata
Communications data centres meet international standards for redundancy and are integrated
directly with its global IP network. Its collocation services provide regulated power, cooling and
physical security for the server, storage, and networking equipment. In May 2016, to redeploy
capital in other areas of its business, Tata Communications sold a 74% stake in its data centre
business to Singapore Technologies Telemedia. Tata communications has more than 10,000
racks and 93,000 square metres (1,000,000 square feet) of Data centre space.

Unified Communications and Collaboration

Tata Communications delivers a portfolio of Unified Communication and Collaboration (UCC)

solutions[buzzword] worldwide. These services include Global SIP Connect, Unified
Conferencing, Unified Communications as a Service (UCaaS) and Hosted contact centre.

Global SIP Connect

On 18 January 2016, Tata Communications launched a white-label Unified Communications

solution[buzzword] called Global SIP Connect. This solution[buzzword] was designed to
address
the voice requirements of its enterprise customers, while simultaneously expanding its Unified
Communications portfolio. The SIP Trunking solution[buzzword] enables its service provider
customers to consolidate and manage voice services, while providing all global on-net and
off-net voice services to link their businesses globally.

Unified Communications as a Service (UCaaS)

Tata Communications Unified Communications as a Service (UCaaS) integrates and works with
other service provider solutions[buzzword] including Microsoft and Cisco. Its global UC
services on the Microsoft Skype for Business platform provide a solution[buzzword] including
conferencing, online meetings, instant messaging, voice, and video.

Hosted Contact Centre Services (CCaaS)

Tata Communications InstaCC was launched at Enterprise Connect 2015 in Orlando on 16

March 2015. This initial offering has been supplemented with Amazon Connect and Cisco
Webex Contact Centre. Hosted contact centre solutions[buzzword] include support for outbound
and omni-channel communications, enabling enterprise customers to quickly establish contact
centres and call centres.

Cloud Services

In October 2014, Tata Communications launched its IZO platform, “a global platform for
enhanced hybrid multi cloud enablement”. Tata Communications IZO Cloud Platform brings
together 20+ cloud providers, three large hyperscale cloud platforms and 43+ data centres, that
its customers can interconnect with.

IZO Cloud Platform and Services

Under the IZO Cloud and Managed Hosting Services portfolio, Tata Communications provides
various cloud and hosting solutions like Private Cloud (IZO Private Cloud), Container Services
(IZO Cloud Containers), Managed Kubernetes, Cloud Storage (IZO Cloud Storage), Big
Data/Analytics Platform (IZO Cloud Analytics Platform) and Public Cloud Assessment,
Migration and Management under the IZO Managed Cloud for AWS, AZURE, GCP.

Tata Communications also offers SAP HANA Hosting on Any cloud platforms (Private or
Public), VDI solutions on Any Cloud, Govt. Community Cloud (GCC) and in July 2021, the
organisation launched its latest product IZO Financial Cloud - a purpose-built community Cloud
platform for Financial Industry, apart from this, the organisation offers Managed Hosting
Services etc. Tata Communications also offers Colocation services in the international market.

IZO Internet WAN

Tata Communications IZO Internet WAN is a global-internet-based WAN service. This service
can be integrated with Tata Communications Global VPN solution[buzzword] to build a global
hybrid network. IZO Internet WAN reaches 42 countries, 700+ cities, over 1 million buildings
and covers 85% of the world's GDP.

IZO Private Connect

IZO Private Connect links businesses to leading cloud service providers including Amazon Web
Services, Microsoft Azure, Google, Office 365 and Salesforce.com. Its customers can connect
using MPLS or Ethernet and gain access to Ethernet connectivity to Tata Communications’ data
centres and across 85 third party data centres globally. In addition to global connections, IZO
Private Connect is available in 6 data centres in India. IZO Private Connect is now expanding to
include internet direct connectivity in addition to MPLS and Ethernet. Connection speeds are
available from 2 MB to 10 GB.

IZO Public Connect

IZO Public Connect is a cloud enablement service that provides a route for Tata
Communications’ enterprise customers by tagging their data packets for pre-determined delivery
over the public internet.

IZO SD-WAN

In November 2016, Tata Communications launched its new addition to the IZO platform, IZO
SDWAN. The solution[buzzword], delivered as a managed service, combines IZO WAN with
software-defined and virtualised network technologies in 130+ countries. IZO SDWAN cloud
service gateways are built next to cloud service providers in 20 locations across the globe.

Media Services

Tata Communications provides a range of services and solutions[buzzword] for enterprises in all
segments of media and entertainment, including gaming, hospitality, sports, leisure, education,
news, music, cable, and broadcasting.

In April 2015, Tata Communications launched its "Media Ecosystem".[26] The ecosystem
combines traditional video contribution services with IP-connectivity. Services include asset
management, workflow management, channel origination, internet contribution feeds, OTT
platform and transcoding as a service.

Security and Fraud Prevention

Managed Security

Tata Communications offers a complete array of managed security services, that provides
enterprise customers with 24x7x365 protection from attacks. Its managed security offering
includes firewalls, threat management, intrusion detection and prevention, DDoS detection and
mitigation, email security, vulnerability testing and management.

Fraud Prevention

Tata Communications offers a fraud prevention toolkit to identify and proactively prevent
fraudulent call activity. The toolkit uses technologies including big data, analytics, machine
learning, crowd sourcing, real-time monitoring, subscriber alerts and automated reporting.

The toolkit monitors 30 million calls per day for fraud, and blocks over 400,000 fraudulent calls
every day. When the fraud fighting toolkit identifies a fraudulent call, Tata Communications
blocks the number across its entire network.

Mobility Services

Mobile Roaming

Tata Communications combined its Diameter Signalling exchange (DSX) platform with its IPX
Connect service to offer its customers 3G/4G roaming. It provides a solution for LTE roaming
migration, supporting 2G, 3G and 4G roaming within one framework. This framework addresses
signalling, routing, inter-working, transport, clearing, settlement, business intelligence, security,
and service assurance.

Signalling

With an on-net signalling network, directly connecting 300 mobile network operators and with
reach to 800+ mobile network operators, Tata Communication's interconnects mobile ecosystem
organisations for messaging and roaming.

Its signalling services can be delivered over a number of network options including TDM, IP,
Global VPN and IPX Connect (SCCP over IPX). Also supported is signalling evolution from
SCCP to Diameter, supporting IMS and LTE roaming capabilities.

Mobile Messaging

Tata Communications mobile messaging platform provides an A2P SMS hub environment. The
Mobile Messaging Exchange provides a connection between mobile messaging originators and
mobile network operators.[32] Tata Communications partners with Anam for SMS firewall
services, designed to provide reliable and secure SMS delivery for Tata Communications'
customers.

Internet of Things

Tata Communications MOVE is an IoT Connectivity Management Platform, providing global

mobile connectivity for a range of connected devices, from cars to consumer electronics. The
platform leverages Tata Communications’ global mobile network operator relationships to offer
a technology neutral approach that supports cellular connected device connections around the
world. Tata Communications also manages an LP-WAN network in India, using LoRa
technology to support an array of smart city, smart manufacturing, Smart Grid, Smart Meter, and
transportation applications.

Wholesale Voice

Wholesale Voice Transport & Termination

Tata Communications offers international wholesale voice transit and termination services with
the support of its global network. It provides full support for HD Voice, complies with GSMA's
IPX specifications for direct transit and is future proof for operators migrating to Voice over
LTE.

International Voice Access Services

Tata Communications provides its customers with a full suite of Voice Access Services, which
cover 105 countries. Customers can receive toll-free calls from both fixed and mobile phones in
more than 90 countries with ITFS. They can provide a single number that is accessible from
more than 45 countries worldwide, with UIFN. It also enables customers to purchase local
number ranges, through its Bulk Local Number Service offering.

Wi-Fi+

In June 2016, Tata Communications launched its Wi-Fi+, a cloud communications

solution[buzzword] for its mobile network operator customers. Operators are able to provide
their customers with unlimited calling, messaging and data over high-quality, secure Wi-Fi. It
harnesses Tata Communications’ Cloud RTC expertise and iPass's more than 21 million Wi-Fi
hotspots in more than 100 countries.

In January 2017, Tata Communications announced its partnership with Bharat Sanchar Nigam
Limited (BSNL) to provide 44 million Wi-Fi hotspots in more than 100 countries, including rail
systems and international flights. In October 2021 Tata Communications announced the availability
support for WiFi6, in collaboration with its partner Cisco.

Financials

Year Revenue (In crores) Profits/Loss (In crores) Total Assets (In crores)
FY 2011 Increase 11,932 Decrease -777 Increase 19,841
FY 2012 Increase 14,196 Decrease -795 Increase 22,339
FY 2013 Increase 17,213 Increase -623 Increase 23,828
FY 2014 Increase 17,714 Increase 101 Increase 24,950
FY 2015 Increase 19,913 Decrease 1 Decrease 24,195
FY 2016 Decrease 18,149 Increase 9 Increase 25,098
FY 2017 Decrease 17,620 Increase 1,233 Decrease 21,033
FY 2018 Decrease 16,772 Decrease -329 Decrease 19,557
FY 2019 Decrease 16,525 Decrease -82 Increase 19,951
FY 2020 Increase 17,068 Decrease -86 Increase 22,131
FY 2021 Increase 17,100 Increase 1,251 Decrease 21,306
FY 2022 Decrease 16,725 Increase 1,482 Decrease 19,638
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring
and onboarding employees. In other words, it involves everything from the identification of a
staffing need to filling it.

Depending on the size of an organization, recruitment is the responsibility of a range of

workers. Larger organizations may have entire teams of recruiters, while others only a single
recruiter. In small outfits, the hiring manager may be responsible for recruiting. In addition,
many organizations outsource recruiting to outside firms. Companies almost always recruit
candidates for new positions via advertisements, job boards, social media sites, and others.
Many companies utilize recruiting software to more effectively and efficiently source top
candidates. Regardless, recruitment typically works in conjunction with, or as a part of
Human Resources.

Recruitment is the first step in building an organization's human capital. At a high level, the
goals are to locate and hire the best candidates, on time, and on budget.

What does recruitment involve?

While the recruitment process is unique to each organization, there are 15 essential steps of
the hiring process.

• Identify the hiring need

• Devise a recruitment plan
• Write a job description
• Advertise the position
• Recruit the position
• Review applications
• Phone Interview/Initial Screening
• Interviews
• Applicant Assessment
• Background Check
• Decision
• Reference Check
 • Job offers
• Hiring
• On boarding

Basic steps that an organization must follow while recruiting:

• Recruitment plan
• Talent search
• Screening and shortlisting
• Interviewing
• Evaluation and employment offer

Types of recruitment

There are several types of recruiting. Here is an overview:

Internal Recruiting: internal recruiting involves filling vacancies with existing employees
from within an organization.

Retained Recruiting: When organization hire a recruiting firm, there are several ways to do
so; retained recruiting is a common one. When an organization retains a recruiting firm to fill
a vacancy, they pay an upfront fee to fill the position. The firm is responsible for finding
candidates until the position is filled. The organization also agrees to work exclusively with
the firm. Companies cannot, in other words, hire multiple recruiting firms to fill the same
position.

Contingency Recruiting: like retained recruiting, contingency recruiting requires an outside

firm. Unlike retained recruiting, there is no upfront fee with contingency. Instead, the
recruitment company receives payment only when the clients they represent are hired by an
organization.

Staffing Recruiting: staffing recruiters work for staffing agencies. Staffing recruiting
matches qualified applicants with qualified job openings. Moreover, staffing agencies
typically focus on short-term or temporary employment positions.

Outplacement Recruiting: outplacement is typically an employer-sponsored benefit which

helps former employees transition into new jobs. Outplacement recruiting is designed to
provide displaced employees with the resources to find new positions or careers.

Reverse Recruiting: refers to the process whereby an employee is encouraged to seek

employment with a different organization that offers a better fit for their skill set. We offer
Reverse Recruiting Days to help workers with this process. At our Reverse Recruiting Days,
we review resumes, conduct mock interviews, and offer deep dives into specific job roles.

Tips for effective recruiting

Recruitment is a nuanced process that requires extensive research, thorough procedures, and
finesse to produce high-quality hires with regularity. With that in mind, here are out top three
tips for effective recruitment:

• Look internally before externally: there is a good chance the best candidate for your
position is already working for your organization. Internal candidates are already
familiar with and contributing to your corporate culture and goals. Given their past
success within your organization, it is reasonable to expect they will continue to excel
in a new position.
• Reach out to “passive” candidates: there is a good chance your ideal candidate is
not actively looking for a new job and will not respond to your job board ad. Why?
Because they’re likely already employed elsewhere. After all, why wouldn’t your
competitors also want to employ your ideal candidate? Therefore, effective recruiting
requires you to look outside of your applicant pool for top talent. Encouraging your
staff to attend industry conferences and participate in professional organizations;
developing relationships with local university business schools (or other relevant
departments); searching social media sites (i.e., LinkedIn) for strong resumes from
candidates who might not be actively looking for a new job; and encouraging your
employees to refer people they know or are connected to are all important
mechanisms through which to expand your recruitment network.

• Hire the sure thing: according to two authors and experts, you should hire the person
who is already excelling doing the exact job in your industry. Past success, in other
words, is the best indicator of future success.
A Technical Recruiter is a Human Resource specialist that assists in the proper staffing of
technical positions within an organization. To do this, a Technical Recruiter meets with
members of management and identifies job openings. From there, they seek out
well-qualified applicants and encourage them to apply for available positions. A Technical
Recruiter will also participate in the interview process and assess potential hires technical
knowledge. Once hired, they will assist in ensuring the proper completion of paperwork and
required documentation.

Many employees holding the position of Technical Recruiter have a bachelor's degree in
Human Resources or the technology field. Professional certification in Human Resources
(PHR) is considered desirable. This position relies heavily on interpersonal skills,
organization, and the ability to recruit top talent. Individuals with deep insight into the needs
of the company and a specialized understanding of tech positions tend to excel in the position
of Technical Recruiter.

Responsibilities for Technical Recruiter

• Perform required criminal background checks and reach out to previous employers to
determine the accuracy of applicant information

• Meet with Human Resources to have a full-scale understanding of hiring needs and
unoccupied positions within the company

• Actively work toward building a diverse and qualified tech team to support the
organization

• Participate in meetings with hiring managers to determine vacant tech-related positions

and the preferred attributes for potential hires

• Using standardized screening techniques, Assess the skills, qualifications, and experience
of hopeful candidates

• Conduct preliminary interviews with recruits to gauge interest, personality, and salary
requirements

• Provide feedback to management about details regarding applications

• Ensure proper onboarding for new hires and the necessary paperwork is completed
promptly and accurately
Qualifications for Technical Recruiter

• Professional Human Resources certification strongly preferred

• Previous experience interviewing and assessing potential hired for technology positions
and assisting with onboarding processes

• Experience in the continual development of talent pipelines and sourcing potential

candidates

• Firm understanding and implementation of recruiting metrics to drive decision-making is

strongly preferred

• Previous experience developing and executing recruiting marketing and branding

strategies

• Experience working with a diverse team and striving for fairness in hiring all races,
genders and ages

• Proficient in using company software and databases to connect with and reach out to
potential candidates

• Interpersonal skills and ability to communicate professionally

• Ability to speak knowledgeably about the company and answer any technical questions a
potential hire may have

A technical recruiter is in charge of sourcing, screening, scheduling interviews, and

extending offers to candidates that are suited for tech roles — software engineering, data
analysis, technical writers, etc.

Compared to other recruiters, technical recruiters generally have at least two years of
experience in the tech industry. Formal education or training is also a bonus that helps them
identify the right candidates.

Within small and medium companies, technical recruiters can also oversee on boarding,
employee relations, compensation, learning and development, and other HR duties. The
responsibilities of a technical recruiter differ depending on several factors. These include the
size of an organization, the specialization of the open roles, and the resources available for
managing the process and technically assessing the candidate.

Here are the most common skills great technical recruiters have:

• Strong interpersonal, networking, and communication skills

 • Negotiation capabilities

• Critical thinking and flexibility when faced with changing priorities

• Technical knowledge for the given role opening

• Proven work experience with the tools and technologies that will be assessed

• Experience with multiple sourcing techniques (e.g., social media, internal recruiting,
referrals, etc.)

• Ability to stay up to date on the latest tech industry standards, issues, and risks

• Understanding of relevant labour laws and HR best practices

• Ability to maintain a database and pipeline of candidates

• Project management skills (for HR/recruitment leadership positions)

• Proven experience with recruiting and applicant tracking tools as well as HR

databases

• Knowledge of assessment techniques specific for each role

• Stakeholder management, recruiter coaching, and interview loop development (for

senior positions)

• Ability to create a seamless candidate experience through all stages

• Active engagement and promotion of diversity and inclusion hiring strategies

• Willingness to become an ambassador for the brand and represent the company upon
a candidate’s first interactions with the organization

There are six stages that a technical recruiter needs to go through to improve the hiring
process.

1. Recruiting: Connect with software engineers and encourage them to apply for a
relevant role.
2. Assessment: Invite the candidate to a live technical assessment.
3. Recommendation: Use an objective recommendation to advance or reject the
candidate.
4. On-site: Coordinate the final technical interview loop.
5. Decision: Confirm the hiring team’s decision.
6. Offer: Make an offer to the candidate or provide feedback.
An efficient recruitment process is an organisation-specific sourcing model that aims to find
the tight fit for the right job at the right place. It is a step-by-step approach to bringing in
talented people who can help the company grow. An all-inclusive recruitment process has 5
key phases, but it may vary from company to company depending on the business vertical
organisation structure, size of the company, nature of operations, existing recruitment
workflow and selection process.

Any fool proof recruitment process is typically targeted towards attracting qualified
candidates and encouraging maximum possible job seekers to apply. This makes it possible to
build a big pool of talented players in a tight job market and maximizes the time involved in
finding candidates and filling roles for the present and the future requirements of the
company. A well planned and thoughtfully crafted recruitment process helps the hiring team
filter the right candidates faster while staying focused on engaging the eligible candidates for
maximum conversions. The recruitment process not only reflects the company’s
professionalism but also helps attract the right kind of candidates while saving the time and
money spent on identifying, attracting. Engaging, recruiting, and retaining talent.

STEPS:

• Identifying the hiring needs whether a job opening is newly formed or just vacated, you
cannot find what you need if you do not know what you need in the first place. So, your
recruitment process should start with identifying the vacancies that exist followed by
analysing the job specifications including the knowledge, skills and experience needed
for the role. Here is how you can determine your hiring needs:

• Figure out where the gaps are in your current team. Check if you have new needs in
terms of ability, performance, or personality. Ask yourself if you need someone to take
care of something that is not being addressed currently. This will tell you that there is a
hiring need.

• Keep a track of input versus output when it comes to your team. See if there is an
increase in workload that needs to be addressed by hiring.

• Regularly analyse performance and make a list of missing qualities, qualifications,

skills, and proficiencies that you need to add to your team. This can also signal towards
hiring needs.
 • Be mindful of existing employees leaving. This is when you will have a hiring need.

• Every time you recognize that there is indeed a hiring need, act before it becomes a
pressing matter.

• The recruitment process starts off with recruitment planning that involves analysing and
describing job specifications, qualifications, experience, and skills required to fill the
open positions.

• If the recruitment plan is not well-structured, it may fail to attract potential employees
from a pool of candidates.

• Preparing the job description

Once you know exactly what you need in terms of knowledge, skills, and experience, it is
time to determine the duties and responsibilities of the job. Preparing a comprehensive job
description (JD) will help you know what your potential employees must have to meet the
demands of the role. More importantly, it provides your prospects with a checklist or a list
that they can compare themselves to before applying. It is a tool to ensure that you get
applications from the right candidates (hopefully).

• Talent search

Looking for the right people for the right role. Candidates with the required skill set are
chosen from various sources for the process.

• Screening and shortlisting

Out of all the chosen candidates, everyone can not be selected for the next round. All
candidates are screened and then shortlisted for the further steps on the basis of the skills that
they possess.

• Interviewing

Panel of judges sit with the shortlisted candidates and ask them questions that are related to
the field that the candidates have applied for. In this step the interviewer tests the ability of
the interviewee to see if they are capable for the post that they are being interviewed for.

• Evaluation and offer of employment

After the interview is done, the panel must make a decision. Not all candidates can be chosen
for the post and therefore they need to reject the less capable candidates and offer the most
capable candidate to join their organisation.
• Introduction and induction of the new employee

After the selected candidate receives the offer letter, they are required to join the organisation
on a given date. Once they join, they are introduced to their workplace and the role that they
have been assigned for.
There are seven core HR objectives your team is likely to focus on.
1. Development & training – developing talent and upskilling employee capabilities

2. Attraction & retention – recruiting and retaining good talent (including onboarding new
hires)

3. Engagement & motivation – lifting productivity and recognizing achievement

4. Experience & satisfaction – improving company culture and employee experience

5. Leadership – strengthening employee links to leaders and organizational goals

6. Compliance – ensuring laws and regulations are followed

7. Maintenance – maintaining up to date processes, policies, and organizational alignment

Human Resources Operations Specialist
Employment type:
Full-time

Job description

TCS is Hiring For "HRO Delivery Lead". Details

below- Role- HRO Delivery Lead
Key Skill- end to end HRO Domain Expertise (At least US WFA, Benefits and Payroll Knowledge precisely)
with ERP knowledge on SAP

Experience- 8 to 13 Years
Location- Mumbai
Shift Timings- US Shift ( 5:30 PM- 2:30 AM )

Details-

This role is a key from ensuring Process and People aspects of the accounts are well
addressed and it meets / exceeds the Customer Satisfaction. This role will be responsible for
the activities of the HRO Tower. Tasks also involve ensuring team members meeting the
defined SLAs and other KPIs along with 50% time - first-hand experience and expertise on
the processes which he/she is responsible for. Rest of the 50% to support Team Lead in any
business-related issues along with interacting with Customer as directed by Team Lead/
Project Lead or Project Manager

Area of responsibilities/Tasks
Must have skills

· Administration - Work Force Administration, Payroll, Benefits

· Backend
· Performance management
· Consulting

Good to have skills

· Job analysis
· Process orientation
· Outsourcing
· Management
· Business operations

Key Responsibility

· Responsible for heading operations team of medium/small size

· Handle HR Operations - Payroll for 5 countries and EDM for around 50 countries.
· Ensure SLA as per outsourcing agreement
· Communicate with Client stakeholders

Expectation from the role-

· In this role, you need to analyse and solve moderately complex problems

· You will typically be creating innovative solutions, leveraging, and where needed,
adapting existing methods and procedures

· The role requires a clear understanding of the strategic direction set by senior
management as it relates to team goals

· You will need to hold monthly review with Customer

· Also connect with team members to discuss performance, coaching and feedback,
training needs, and career discussions

· You will need to monitor & drive team performance, including throughput and quality
as per defined metrics

· You will interact with peers and/or management levels with clients or internal stakeholders

· You will be provided with minimal guidance when determining methods and
procedures on new assignments

· Decisions that you make often impact the team in which they reside and occasionally
impact other teams

· You would be managing medium-small sized teams and/or work efforts at a client

KPI

· Filling out daily tracking tools online regarding all tasks performed for requests
· Filling out daily timesheet
· Preparing process documentation
· Prepare and aligned with TCS Internal Requirements (IQMS/BCP etc).

Tata Communications

New Delhi, DELHI

₹1.2M-2.2M

Job description

Job Family Descriptor Act as an expert in any or more areas of Human resource
management of the company Provide consultative advisory and administrative management
services in all areas of human resource management including talent management employee
relations recruitment organizational training and development benefits management talent
management organisation design and team structure hierarchy

This also includes individuals handling learning development needs of the company by
planning basis the skills gaps and thereby effectively delivering and administrating by
creating a training calendar

Responsible for delivery and administration of a broad range of human resources services to
ensure the people strategies in the business are aligned to corporate goals

Work closely and provide feedback to the HR CoEs on policies and processes to gain
alignment
Work closely with Business heads to understand organization imperatives and prepare
Business HR key imperatives and individual plans for relevant HR processes based on
historical data business requirements and priorities Possess strong business acumen and the
ability to link current and anticipated business challenges with the strategic HR imperatives

Participate in forecasting of manpower requirements for the year and per quarter AOP
projections based on business needs projected attrition and expected location movements
Initiate and manage HR projects and initiatives monitor progress and make course corrections
if required
Responsible for delivery and administration of a broad range of human resources services to
ensure the people strategies in the business are aligned to corporate goals
Responsible for effective implementation of companies HR Strategy policies practices and
systems within region

Provide business with regional perspective on HR issues and ensure statutory compliance
with all regional labour laws

Participate in forecasting of manpower requirements for the year and per quarter AOP
projections based on business needs projected attrition and expected location movements
Work closely and provide feedback to the HR CoEs on policies and processes to gain
alignment

Work closely with Business heads in the region to understand organization imperatives and
prepare Business HR key imperatives and individual plans for relevant HR processes based
on historical data business requirements and priorities Possess strong business acumen and
the ability to link current and anticipated business challenges with the strategic HR
imperatives

Initiate and manage HR projects and initiatives monitor progress and make course
corrections if required Track effectiveness of initiatives undertaken Review and study
metrics received on numerous factors like employee engagement attrition headcounts vendor
costs investments required in employees etc.

Talent acquisition will include delivery and administration of recruitment services to ensure
staffing strategy is aligned to corporate goals Broad outline of the Role Purpose - Broad
objective of the role Operating Network - Key External Operating Network - Key Internal
Size and Scope of Role - Financial Size and Scope of Role - No. of direct reports Size and
Scope of Role - Total team size and Scope of Role - Other size parameters Minimum
qualification & experience Other knowledge/skills Key Responsibilities Technical
Competencies Knowledge / Skills
1. Big Picture Thinking
The responsibility of an executive is to shape and guide the entire organization. CEOs and
presidents must understand each individual area of the company, as well as how those parts
fit and work together. Since executive-level decisions tend to affect the entire enterprise,
every role within the C-suite must have a holistic view of the organization and consider the
impacts on all departments when implementing change.

Beyond internal operations, executives must also be able to envision the organization’s
relationship to the industry and market at large, and the global climate. Not to mention, high
level leaders need not only consider the present, but also plan for 5, 10, 20 years down the
road.
Narrow perspectives do not make for effective decision-making. It is essential for
executives to have big picture thinking and be able to factor in many variables when
analysing situations.

2. Decision-Making

Researchers estimate that the average adult makes around 35,000 decisions per day. Chances
are that executives skew on the higher end of that figure. Undoubtedly, the choices executives
make are more high stakes and hold more weight than the typical on-the-job judgment call.
The choices that the C-suite makes have the farthest reaching and longest lasting
consequences. Executives need the confidence to make important decisions, and the smarts to
make them wisely.

High level leaders also need to have good judgment about the timing of choices. In an ideal
world, leaders would have all relevant data before making a final call. In the real world,
executives rarely have the luxury of perfect insight. Time is a factor in every decision.
Waiting for a complete, detailed report on every possibility often means delays, missed
opportunities, and ceding advantages to competitors. The best executives tend to act not when
they possess all possible information, but when there is enough data to accurately project
outcomes. Knowing when to wait for more info and when to move forward is one of the most
important abilities for executives.

Also, it is important for company leaders to seek counsel on decisions. Contrary to popular
belief, great executives are not alpha types who refuse to listen to advice and call the shots
based entirely on their own opinions. Even the most egocentric icons, such as Steve Jobs,
surrounded themselves with smart people and sought out expert advice. Having a sense of
who to ask for answers and new angles is a critical step in the decision-making process for
execs.
For tips on how to make high-level decisions, check out this list of business strategy books and
decision-making books.

3. Strategic Forecasting

Beyond picking out the day’s outfit or ordering lunch, few executive decisions are without
consequence for the rest of the organization. Executive actions do not occur in a vacuum, and the
choices that these leaders make often have ripple effects. It is not enough for executives to consider
decisions as singular events. The smarter approach is to treat options as interconnected and imagine
the chain reactions that might follow.

Executives must also predict how conditions may change and affect agreements. Being able to project
into the future and imagine how deals may play out is one of the key executive competencies. The
ideal C-suite elite is like a chess master, never simply making one move at a time, but plotting out
different versions of the game within their heads. This ability is one of the main qualities that set
executives apart from average employees.

4. Impartiality

No professional begins in the boardroom. Even heirs often start within a certain department of the
family company and work their way up to the top. While this process can breed work ethic, it can
also narrow the scope and create a bias that needs to be shed to excel as an
executive. An exec’s job is to make decisions that benefit the organization. High level leaders cannot
favour a certain department based on their own experiences or preferences. Nor should leaders
pamper a team they deem more valuable, as this can breed resentment and
poor morale among the workforces.

Even more specific members of the C-Suite, for instance, CFOs and CTOs need to have the
wellbeing of all teams in mind, and not just the folks they work with most. One of the least
mentioned executive skills is the ability to put personal feelings and relationships aside and act on
logic instead of loyalty.

5. Information Processing

In the age of the internet, the average person gets bombarded with information constantly. Executives
are even more susceptible to large dumps of data. Upper management receives internal reports and
communications, as well as industry insights, global and local news, expert opinions, not to mention
social media and the online ecosphere. Great execs keep a
pulse on conditions within and outside of the company. This information is often conflicting and
quickly changing. The sheer volume of knowledge produced and presented every day can be
overwhelming, and filtering intel through executive assistants can only go so far.

Executives need the ability to distinguish reliable references from dubious sources, as well as the
judgment to know which pieces of knowledge are relevant and which are ignorable. High level leaders
do not have the time to read through articles and reports all day and must know how to quickly
absorb the main points of the material. Speed-reading and summarizing are
valuable skills for executives.
Having the ability to delegate research to team members who can present the information
succinctly is also a helpful and efficient high level leader skill.

6. Negotiation

Negotiation is a critical skill for executives. Upper management positions often find
themselves in rooms with professionals of the same stature. Internal and external executives
have comparable levels of education, experience, and influence and who aim to achieve the
best possible outcomes for their departments or organizations.

To broker deals, executives need to be masters at persuasion, compromise, and diplomacy.

Executives need to know when to concede and when to stay firm. These leaders must present
their cases in manners that highlight the benefits of the agreement to the other party. When
accepting terms outright may not be in the best interests of the company, savvy C-suite team
members know how to offer creative alternatives.

Beyond negotiating with peers, executives need to know how to persuade their own people.
For instance, retaining top talent within the organization, or convincing team members to be
on board with the company mission or large-scale changes. The ability to influence
opinions and coax agreement is thus one of the most essential C-suite competencies.

7. Cultural Awareness

In an interconnected world, an executive may only be one ill-advised tweet or smartphone

photo away from causing a scandal. Behaviours or statements that were acceptable years ago
may now be taboo, and it is important for executives to keep tabs on shifting cultural norms
to avoid seeming tone deaf for alienating customers.

Also, keeping a pulse on trends and paradigm shifts helps executives run modern, progressive
organizations that keep up with the times. For instance, by adopting employee wellness
initiatives, responding to demands for more diverse and inclusive workplaces, and opting for
more authentic and relatable advertising over peddling polished fantasies. Knowing how the
target audience feels about issues helps executives make decisions that benefit customers,
team members, and the brand.

In an increasingly global economy, it is important for higher management to not only

understand the rules of their own country’s society, but also have an awareness of other
culture’s norms. This knowledge is especially important when companies expand
internationally, as consumer behaviours and widespread beliefs can differ greatly from nation
to nation and region to region. Miscalculating culture’s impact on business can lead to
wasted time, effort, and money, as well as possible reputation damage.

8. Stress Management

Stress management is one of the most important upper management skills. Being an
executive is a high-pressure job, and it is important for high level leaders to know how to
handle stressful situations. Employees look to leaders for social cues and assurance. Showing
extreme emotion can cause the workforce to panic, which in turn causes more problems for
executives to solve. Not to mention, unregulated emotions might register as weakness to
competitors or the public.

On a more personal note, prolonged stress can cause issues like burnout, cardiovascular
disease, depression and anxiety, back pain, and a slew of similar health problems. Plus, these
negative emotions can cause leaders to lose passion and drive.

Simply suppressing the stress is not a long-term solution. Instead, executives need to process
the sensation in healthy ways. Positive habits like exercise, meditation, nutritious diets, and
regular relaxation can equip execs to tackle challenges. Practicing coping mechanisms like
counting backwards from ten, deep breathing, and pausing before reacting can also be helpful
and effective. Staying calm in the face of adversity gives executives an advantage and a head
start to solve problems.

High level leaders cannot control every circumstance. Crises, downturns, disappointments,
and conflicts are inevitable, especially in the modern business climate. It is crucial for
executives to be able to endure obstacles and show composure in the midst of crises. Since
challenges are unlikely to stop, it is important that leaders are ready to handle the pressure.

9. Change Management

The C-suite is responsible for large-scale organizational shifts, and its members need
well-developed change management skills. The fate of an organization often depends
not
only on what changes are made, but rather by how those changes are made. Great leaders
can get buy-in from stakeholders and transform concerns into confidence. These upper
managers know how to allocate resources and build the proper scaffolding to make a smooth
transition. Savvy executives know when and how to announce the change to employees,
clients, and the media. They put training and new procedures into place well ahead of launch
time, and make staff feel supported throughout the process.

For more information check out this list of books on change management.

10. Adaptability

In an age of industry disruption, fierce competition, and ever-shifting global environment,

the C-suite needs to be nimbler than ever. Modern executives must lead through challenges
like global health crises, cultural revolutions, natural disasters, and technological shifts. The
companies that outlast the chaos are the ones willing to innovate and evolve. The willingness
and ability to pivot are often crucial in the quick-moving business landscape. Great leaders
are willing to abandon what worked in the past and, “the way things have always been
done,” in favour of strategies most likely to produce favourable results in the now. These
execs tailor their vision to the world instead of trying to bend the world to fit their vision.

Higher management should also be flexible on an individual level. Much of the executive job
description revolves around putting out fires. Daily plans can easily be derailed by
unexpected developments and urgent issues. High level leaders need to ensure that critical
work gets done even when their energy and attention get pulled in opposite directions.

11. Interpersonal Skills

One cannot descend to the level of C-suite without possessing people skills. Rising to the top
of a company is not just about technical competence, but also about relationships. Executives
are the face of an organization and must know how to present themselves well and win
approval from the masses. Upper managers meet powerful stakeholders like key clients,
investors, board members, regulatory parties, and the media, not to mention high-level
employees. To achieve the business’ goals, it is important for executives to know how to
impress and get along with a wide range of personalities.

This skill is not merely a matter of charm and charisma, but also about building and
maintaining positive working relationships.

12. Presenting

According to a study published in the MIT Sloan Management Review, the average executive
spends around 23 hours per week in meetings. A significant portion of that time is spent
presenting. Executives often give presentations to board members, stakeholders, the media,
and the public.

Presenters need to know the format that will be most appropriate for the audience. For
instance, complex topics may benefit from figures and demonstrations, while data-driven
meetings may be more effective if each attendee has access to a printed report.

Speaking skills are vital, as is the ability to distil ideas down into main points without
omitting too much information. When presenting, executives should be confident without
being cocky, persuasive without being pushy. Storytelling takes skill that involves reading the
audience, figuring out what listeners want to hear, and making the crowd care about the
message. While practicing and preparation can help with delivery, presenters also need to be
good improv artists and react to questions, comments, and concerns in real time without
getting flustered. Many folks judge an executive’s competence by performance in
presentations.

13. Team Building

Since a large part of modern work revolves around collaboration, teamwork abilities are
desirable for all members of an organization. However, team building skills are important for
executives for a different reason.

A company’s culture flows from the top down, and executives choose the other team
members at the top. The best leaders fill their closest teams with smart, talented, and driven
employees who embody and exemplify the company’s core values. Smart executives do not
surround themselves with yes men but hand-pick individuals who are not afraid to disagree
and speak up in the best interests of the company.
At the same time, it is important to have a level of harmony among higher leaders. Company
heads need to be able to encourage teamwork and settle conflict among the executive teams
for any hope of synergy among the rest of the organization. Fostering a spirit of cooperation
among upper leaders sets the tone for the rest of the staff.
Work with the CEO to strategically manage the business’s HR policy
Overlook hiring and onboarding talent, resolving salary matters, and termination of
employees.

Have a deep understanding of all labour laws and help the organization ensure compliance
with all relevant laws.

Promote a productive work environment and ensure a culture of collaboration and

accountability.

Act as the leading authority in human resources always matters.

Manage administrative changes in benefit plans, healthcare, retirement plans, etc.

FOR HR Executive

Roles and responsibilities:

An HR Executive Job requires one to handle directing and overseeing significant processes
like hiring, training, and dismissal.

• They also must monitor as well as administer the various benefit programs.

• Human Resource Executives may work in coordination with the CEO to plan
and implement strategically valuable changes to the HR.

• Strong organisational, interpersonal, and analytical skills are a prerequisite for an

HR Executive Job.

• An HR Executive is required to have a direct connection to the employees and must

ensure healthy employee relations and a healthy environment for them throughout the
organisation.

• Direct or make necessary updates to the various health plans, benefits, retirement plans, etc.
• Ensure proper manager and employee relationships and coordination.

• They must be aware of the climate of the company and try to make it as positive as
they can. This also includes boosting employee morale from time to time.

• Have regular meetings with employees and several other individuals in the organisation
and get progress reviews and assessments. An HR Executive job also requires one to be
vigilant in terms of discussing various problems, if any, or grievances that the individuals in
a company may have.

• Have a thorough understanding of pertinent labour laws and adhere to them.

• Coordinate and direct numerous work activities to aid managers and employees

• Management and supervision of other HR staff also comes under the authority of an
HR Executive. They must ensure that the entire staff is assigned proper tasks and carries
out the said tasks.

What skills you should have:

The following are the tasks that an individual having an HR Executive job is responsible for:

• Have management and direction for all HR related tasks for a company or an organisation.

• Conduct the work allocated to the HR staff.

• Report to the relevant higher authorities within the organisation like CEOs.

• Ensure that all the managers, employees, and executives adhere to the company’s
HR policies.

• Educate employees continually on the policies of the company.

• Work in coordination with the CEOs to plan strategies and implement various HR changes.
• Administer and conduct the various processes of hiring, training, along with dismissal.

• Curate or update staff benefits.

Self-efficiency — Organisation & time management; Know your product, take responsibility
/ ownership, Learn tools & tricks

Collaborative mindset— Involve others in the process, Make allies

User-first— talk to your users to learn.

1. Knowledge and Expertise In HR

In addition to having a bachelor’s degree and master’s degree, an HR manager must display a
willingness to remain abreast of the latest trends, best practices, and ethics in their
profession, which requires dedication and discipline.

2. Engaging Presentation Skills

An excellent presenter is an individual who can capture their audience’s attention, maintain
their engagement, deliver the message in a positive and effective manner. Effective
presenters are lively and engaging.

3. Ability to Multitask

On an average workday, an HR manager must deal with many diverse tasks. One minute he
is helping investigate an employee’s personal complaint. Next, he need to answer a maternity
leave question while working to get back to his main task, developing an effective recruiting
strategy for a difficult-to-fill position.

4. Be Able to Deal With “Gray”

As an HR manager, he will be surprised at the number of issues he deals with that fall into
“the gray area”. Human resource managers are often required to make decisions on the “best
available” information, and they must possess the wisdom to know when they should seek
advice from lawyers, experts, or fellow HR professionals.

5. Strong Sense of Ethics

In a similar fashion, HR managers often serve as the conscious of an organization. When it
comes to following company policies and maintaining confidential information, he must have
a strong sense of ethics.

6. Strong Communication Skills

A key skill that all HR managers must have is the ability to communicate with both
employers and employees. First, his written and oral communication skills must beclear,
concise, and
effective to individuals on all levels of the organization.
Effective communication will sometimes include negotiation. When conflicts arise between
co-workers or management and employees, an HR manager must assist both sides in
finding a middle ground, so a compromise can be reached.

7. Leadership Abilities

As an HR director, he is a leader – not a business partner. He must be at the forefront of all

his company does. First off, there is no instruction booklet, and second, there are no
benchmarks to measure himself against.
If his organization is the first to be trying something new in his industry, it will be
difficult, and there will be a certain amount of risk involved. However, these are chances
he must be willing to take. Leadership is one of the defining qualities of successful HR
managers

8. Ability to Motivate Others

The only effective workforce is a motivated one. Manager must understand what does and
does not motivate his employees. Motivation is one of the most valuable qualities of
successful HR managers. It is not about just offering incentives – it is about creating
sustainable reasons to maintain a quality of work and to foster employees’ belief in the
organization’s cause and their team.

9. Strong Conflict Management Skills

Dealing with conflict is never pleasant. Conflicts within the workplace will generally do one
of two things:
a.) work themselves out
b.) be blown out of proportion
As a human resources manager, it will be up to manager to employ his critical thinking skills to
appropriately manage the conflict.
He must gather all pertinent information, pinpoint the issue, devise possible solutions, and
then negotiate a compromise. Although conflicts are natural, he must have the right skills and
abilities to ensure that his office runs smoothly.

10. Courage

When faced with unpopular decisions or actions, manager must be able to stand firm in his
convictions and beliefs regarding what is best for their organization.
This report helped me learn about the organization research process for better development of
employees as well as all the skills that are required to become a successful HR. The whole
research process that are commonly followed in most organisations these days is also covered
in this report.

This report also helped me learn about the various HR strategies that are used by the
managers in India. TATA COMMUNICATIONS the 1st internet service provider in INDIA,
uses some extremely clever strategies to remain at the top.
https://www.betterteam.com/hr-intern-job-descriptio

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