UNDER THE SUPERVISION OF: PRESENTED BY:

MR. HARISH GAUR TOOBA NAZ

(Senior Manager – Talent Acquisition) (17MBAA-13)
 A STUDY ON TALENT
ACQUISITION PRACTICES
AT SIEMENS LTD.
 OUTLINE
 OBJECTIVES
 TALENT ACQUISITION
 ABOUT THE COMPANY
 SWOT ANALYSIS
 TALENT ACQUISITION
 IMPORTANCE OF TALENT ACQUISITION
 HUMAN RESOURCE FROM DIGITIZATION TOWARDS DIGITILIZATION
 SOCIAL MEDIA AND HUMAN RESOURCE
 RESEARCH METHODOLOGY
 TALENT ACQUISITION PROCESS MAP
 TALENT ACQUISITION PROCESS AT SIEMENS LTD.
 ANALYSIS
 4SUCCESS
 WHO DOES WHAT WHEN – OWNERSHIP
 OTHER WORK AND RESPONSIBILITIES
 FINDINGS AND RECOMMENDATIONS
 CONCLUSION
 KEY TAKEAWAYS
 OBJECTIVES

 To understand the general recruitment process

 To learn the Talent Acquisition Practices at Siemens Ltd.
 Analyse their relationship.
 TALENT ACQUISITION DEFINED

What type of people to attract?

What recruitment message to convey?
How to reach the targeted individuals?
3.5%
 ABOUT THE COMPANY

SIEMENS AG is a German multinational engineering and

electronics conglomerate company headquartered in
Munich, Germany.

It is the largest Europe based electronics and electrical

engineering company.
ABOUT THE COMPANY
 SWOT ANALYSIS

Strengths Weaknesses
Pioneer Dependence
Market Leader Corruption

SWOT

Threats
Opportunities
Strict Government policies
Market Expansion
Economic Fluctuations
Acquisitions and Collaborations
Dependence
 TALENT ACQUISITION

FINDING ACQUIRING ASSESSING HIRING

IMPORTANCE OF TALENT ACQUISITION

• Right people for the job

• Diversity
• Embracing technology
• Flexibility
HUMAN RESOURCE FROM DIGITIZATION TOWARDS
DIGITILIZATION
SOCIAL MEDIA AND HUMAN RESOURCE

• One third of organizations focusing on

mobile recruitment
• 84% of organizations recruiting employees
via social media
• Recruiting passive job candidates being the
top reason of incorporating social media in
HR
 RESEARCH METHODOLOGY

Research Design Descriptive

Research Data Secondary Data
Research Tools Interview & Communication
TALENT ACQUISITION PROCESS AT SIEMENS LTD.
4SUCCESS
Who Does What When - Ownership
 ANALYSIS

• Sequential Process
• Planning of • Steps
SIMILARITIES: Employee Positions DIFFERENCES: • Nomenclature
• Almost the same • Documentation
procedure • Verification
 OTHER WORK AND RESPONSIBILITIES

• Interviews Alignment:

Interviews

Telephonic Face to Face

Interview Interview
OTHER WORK AND RESPONSIBILITIES
 OTHER WORK AND RESPONSIBILITIES

• 4Success :

Moving
Candidate to
for HM Closing
4Success : Review Requisitions

Updating CVs Candidate

Communication
OTHER WORK AND RESPONSIBILITIES
 OTHER WORK AND RESPONSIBILITIES

• E-Mailing

• Job Description
• Interview Invites
• Reimbursement Request
• Medical Check – up
• Psychometric Test
 OTHER WORK AND RESPONSIBILITIES

• Shubharambh Portal

• The Online Application Form

• The On Boarding Form
• Push to Nexus
 OTHER WORK AND RESPONSIBILITIES

• Others:

• Damex Verification (150)

• Releasing Offer Letters (70)
• Updating Master Sheet of Offer Letters Released
• Initiating Reimbursement Form
• Preparing Salary Annexure
• Updating GTEs’ Master Sheet
 OTHER WORK AND RESPONSIBILITIES
• Conducted Future Land Innovation Competition
• Organised GTEs’ Closure Program
OTHER WORK AND RESPONSIBILITIES
 FINDINGS AND RECOMMENDATIONS

FINDINGS:

Siemens believe in:

• Customers First
• Creating a sustainable working environment for all employees
• Diversity and equality

RECOMMENDATIONS:
• Flexibility
• Skype/Circuit Interview
 CONCLUSION

Effective and Efficient Recruitment Process

Systematic and Structured Approach

 KEY TAKEAWAYS

WORK LIFE BALANCE

RELATIONSHIP BUILDING
TIME MANAGEMENT
HARD WORK
DIVERSITY