SAMPLE ASSIGNMENT

COMPANY INTRODUCTION:

MISSION:

VISION:

Organization’s Core Competence:

Competitive Strengths:
- Enhanced value proposition for clients.
- Combination of strategic and technical expertise in five high growth vertical markets.
- Flexibility and cost competitiveness through end-to-end service offerings and global delivery model.
- Client intimacy through metro market approach and strong local presence.
- Consistent high quality service throughout its operations through application of its management frameworks (CSAP, MSAP,
SSAP)

Customer Value Proposition:

- High-End IT Services
- Deep Industry Expertise (Five Verticals)
- Unique Global Delivery Model
 - Quality Delivery Track Record
- Flexible Client Partnerships
Rooted in quality processes and frameworks, XYZ’s goal is to fully satisfy client objectives, serving as an accountable, flexible and
objective partner.

XYZ’s Key differentiators:

Combination of a decentralized, metro markets business structure with a unique global delivery model, resulting in IT and
business process services that are both highly responsive to client needs and highly cost competitive.

- Our delivery approach differentiates XYZ from many competitors. As per XYZ’s delivery model, work may be carried out
onsite at client premises, or through one of XYZ’s 20 centers of excellence located across the globe. Also, our approach is
adaptive to the client's way of conducting business, which is the least disruptive to them and maintains their control of
strategic functions.
- We bring in best practices, greater efficiencies and a strong attrition track record among our professionals to reduce and
mitigate clients' risk.
- Our customized approach to service delivery is aimed at meeting the clients' unique goals and requirements. ………

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I. Role / Position: HR Specialist - RMG

Purpose of the Role: Responsible for staffing and de-staffing of resources in the software services department by coordinating with
all concerned departments to ensure optimal resource utilization.

Role Set Members:

- Head RMG / Senior Manager - HR

- Director Consulting Services
- Project Managers – SWS Departments
- Recruitment Officer

KPAs:

1. Manage the RMG Function independently with minimal supervision from the RMG Head
2. Maintain SWS Employee Database
3. Maintain RMG Reports and other documentation
4. Integrate Resource Management with the Human Resource Function by undertaking process development and other initiatives.

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 Activities, Competencies and Behavior Indicators:

KPA / Task Activities Competency Behavior Indicator

1. Manage the 1) Track resource requirements in Engagements 1) Basic knowledge and 1) Understands resource
RMG Function 2) Identify and staff suitable resources available understanding of requirements so that the same
independently from non billable and bench pool for onsite / software services can be met as accurately as
with minimal offshore opportunities technologies possible wrt technical aspects
supervision from 3) Monitor member releases and plan 2) Task oriented 2) Responds to situations
the RMG Head existing/pipeline engagement staffing 3) Eye for detail immediately with minimal
requirements 4) Desire to learn time lapse
4) Plan and coordinate allocations and releases to 5) Good communication, 3) Aligns employee’s
fulfill future project requirements on time Analytical and reasoning aspirations, performance and
5) Coordinate with the recruitment team for skills potential with the business
resource requirements and monitor resource 6) Good negotiation skills requirements
demand v/s supply
6) Monitor strategic buffer requirements in
keeping with the business needs in consultation
with the concerned management teams
7) Ensure timely fulfillment of resource requests
of engagements
8) Coordinate RMG Meetings and document
Minutes of the Meeting
9) Interact with Managers and members to
understand project requirements

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 10) Attend project kick off meetings
Prepare job change cards of members deputed
to onsite
11) Briefing members scheduled to go onsite
2. Maintain 1) Update resource management automation tool 1) Proficient in computers 1) Updates necessary
SWS Employee (Harmoni) on a daily basis for all SWS and technology savvy information with ease as per
Database members wrt: required formats
a) Engagement registration
b) Allocation and releases
c) Onsite Deputations and Return
d) Resource movements in engagements
e) Role change of members in engagements
f) Billability status of members on onsite
engagements
g) Skill database updating

2) Maintain skill database of members in CGI

format resumes
3. Maintain 1) Monitor utilization percentages so that they are 1) Basic knowledge and 1) Generates timely and
RMG Reports in alignment with company standards understanding of accurate reports and present
and handle all 2) Compile and generate weekly and monthly financial terms and authentic information
other relevant reports for CGI India highlighting utilization concepts
documentation statistics 2) Data Analysis skills
3) Generate reports on need basis as per 3) Proficient in MS Excel,

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 requirement Word
4) File all relevant reports and forms and maintain 4) Good Time management
necessary records skills
4. Integrate 1) Identify gaps in the existing process and 1) Thorough knowledge and 1) Converts theoretical
Resource suggest ways to establish a process oriented understanding of the HR knowledge of HR
Management function to increase efficiency function and its concepts methodologies into practical
with the Human 2) Implement relevant HR interventions as 2) Good conceptualization applications
Resource applicable to the RMG function and presentation skills 2) Implements suggested
Function by 3) Participate in employee welfare and 3) Communication skills enhancements within
undertaking development initiatives as and when required 4) Creative thinking specified time frames
process 4) Interact with members across levels on a 5) Excellent interpersonal 3) Explains and justifies
development regular basis to understand and promote skills decisions / strategies to
initiatives. organizational culture junior level members
keeping in view the values
and norms the company
stands for.