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A Project on

‘Human Resources Operations & Talent Management’

Submitted in the partial fulfillment of the requirement for qualifying

Master Business Administration

Of

Invertis University, Bareilly

At KidZania, Delhi/NCR

Submitted by PriyamvadaDurgapal Roll No.: MB2015055

Specialization: Human Resources

For Academic Year 2016 – 2017

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A Project on

‘Human Resources Operations & Talent Management’

Submitted in the partial fulfillment of the requirement for qualifying

Master Business Administration

Of

Invertis University, Bareilly

At KidZania, Delhi/NCR

Submitted by PriyamvadaDurgapal Roll No.: MB2015055

Project Guide: Dr. SalieshwarGhosh

Mr. NitinSareen

Specialization: Human Resources

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DECLARATION

To, The Chancellor Sir, Invertis University, Bareilly, UP Respected Sir, I the undersigned hereby declare that the project report entitled “Human Resources Operations and Talent Management”is an original work developed and submitted by me under the guidance of Dr. SaileshwarGhosh. The empirical findings in this project report are not copied from any report and are true and best of my knowledge. DATE: PLACE: Bareilly ROLL NO.: MB2015055

Signature of student PriyamvadaDurgapal

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CERTIFICATE

This is to certify that the project entitled “Human Resources Operations and Talent Management” by ‘PriyamvadaDurgapal’ in partial fulfillment for the award of Master of Business Administration; Invertis University is her original work and does not form any part of the projects undertaken previously. Also it is certified that the project represents the original work on the part of the candidate. Place: Bareilly Date:

Signature of the HOD Signature of Guide

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ACKNOWLEDGEMENT

With immense please we are presenting “Human Resources Operations and Talent Management” Project report as part of the curriculum of ‘Master of Business Administration’. We wish to thank all the people who gave us unending support. I express my profound thanks to HOD and Asst. Prof. Mr. Nitin Sareen, project guide and all those who have indirectly guided and helped us in preparation of this project. We also like to extend our gratitude to all staff and our colleagues of College of Management, who provided moral support, a conductive work environment and the much-needed inspiration to conclude the project in time and a special thanks to my parents who are integral part of the project. Thanking you. PriyamvadaDurgapal

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Executive Summary

The Human Resources are the most important asset of an organization. The success or failure of an

organization is largely dependent on the caliber of the people working therein. Without positive and

creative contributions from people, organizations cannot progress and prosper.

In order to achieve the goals or the activities of an organization, therefore, they need to recruit people

with requisite skills, qualifications and experience as well as manage it. While doing so, they have to

keep the present as well as the future requirements of the organization in mind.

It is defined as, “a process to discover the sources of manpower to meet the requirements of the

staffing schedule and to employ effective measures for attracting that manpower in adequate numbers

to facilitate effective selection of an efficient workforce, taking care of the manpower in career life,

providing them adequate reward leading to job satisfaction.”

In companies where there are larger HR teams, it is common to separate the business-facing side

of Generalist HR from the back-end HR function, and this is where HR Operations comes into play. The

Head of HR Operations looks after the efficient functioning of the HR team itself, acting as the line

manager for all HR staff and making key decisions on how to structure the HR function using both in-

house and outsourced resources. This division of responsibility allows the HR business partner to be

more responsive to the daily needs of the business, freeing up the HR Operations practitioner to

concentrate on keeping the HR house in order. In small to medium-sized organizations, HR Operations

is more hands-on, and an HR Operations specialist will look after the tactical and day-to-day running of

a simpler HR function.

Talent Management, as the name itself suggests is managing the ability, competency and power of

employees within an organization. The concept is not restricted to recruiting the right candidate at the

right time but it extends to exploring the hidden and unusual qualities of your employees and

developing and nurturing them to get the desired results. Hiring the best talent from the industry may

be a big concern for the organizations today but retaining them and most importantly, transitioning

them according to the culture of the organization and getting the best out of them is a much bigger

concern.

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Index

Contents Page no.

Introduction......................................................01

Declaration........................................................03

Certificate..........................................................04

Acknowledgement.............................................05

Executive Summary............................................06

Index..................................................................07

Company Profile.................................................09 - 16 i. Locations

ii. Mission iii. Vision iv. Values v. The Concept

vi. KidZania Story vii. KidZania Economy

viii. Working at KidZaniaDelhiNCR

Partners.............................................................17

HR Team at KidZania...........................................18

What Is HR Operations?......................................19 - 21 I. Recruitment

II. Job Analysis III. Joining/On boarding IV. Administration V. Employee Relationship and Engagement

Recruitment at KidZania......................................21 - 26 I. Recruitment process for Employees on payroll

II. Methods of recruitment used III. Recruitment Process IV. Overview of Recruitment V. Recruitment process for External Employees 25-26

VI. What is RPO? VII. Recruitment Process

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Factors affecting Recruitment...........................27 - 29

Job Analysis.......................................................29 - 32

Joining and Onboarding......................................33

Process Improvements Introduced.....................33

Employee Relationship.......................................34

Talent Management............................................35 - 38

Conclusion...........................................................39

Suggestions..........................................................39

Wibliography........................................................39

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Company Profile

“Get ready for a better world”

Address: KidZania Delhi NCR, Entertainment City, Gate No. 11, Near TGIP Mall, Sec 38A, Noida - 201 301.

Website:KidZania.DelhiNCR@KidZania.in Contact: 1800 102 1222, +9122 39553700

Company History

KidZania was created and developed by the Mexican entrepreneur Xavier LópezAncona, the current

KidZaniaCEO.The first KidZania opened in September 1999 in Santa Fe Shopping Mall in Mexico City,

and was named La Ciudad de los Niños ("The City of the Children")

KidZania is a privately held Mexican chain of family entertainment centers currently operating in 16

locations worldwide, allowing children to work in adult jobs and earn currency. KidZania has received

more than 31 million visitors since its opening, making it one of the fastest growing

global edutainment brands in the world

KidZania has been brought to the domestic market by ImagiNation Edutainment India, which is

promoted by Bollywood star Shahrukh Khan, with 26 percent stake, and KidZInc of Singapore, which

holds the remaining 74 percent. KidZ Inc. is co-owned by the Comcraft, Xander&Maxfield Management

Ltd. Groups.

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Kidzania Launch Event

Locations

KidZania Mexico City, opened in September 1999 as La Ciudad de los Niños, rebranded KidZania La

Ciudad de los Niños

KidZania Monterrey, opened in May 2006

Kidzania Tokyo, opened in October 2006 (franchise)

KidZania Jakarta, opened in November 2007 (franchise)

Kidzania Koshien, opened in March 2009 (franchise)

KidZania Lisbon, opened June 2009 (franchise)

KidZania Dubai, opened January 2010 (franchise)

KidZania Seoul, opened February 2010 (franchise)

KidZania Kuala Lumpur, opened February 2012 (franchise)

KidZania Santiago, opened May 2012 (franchise)

KidZania Cuicuilco in Mexico City, opened June 2012

KidZania Bangkok, opened March 2013 (franchise)

KidZania Mumbai, opened April 2013 (franchise)

KidZania Kuwait, opened June 2013 (franchise)

KidZania Cairo, opened September 2013 (franchise)

Kidzania Turkey, Istanbul, opened February 2014 (franchise)

KidZania Jeddah, opened January 2015 (franchise)

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KidZania São Paulo, opened January 2015 (franchise)

KidZania London,opened June 2015 (franchise)

KidZania Manila,opened August 2015 (franchise)

KidZania Moscow,opened in 28th of January 2016 in largest Europe shopping mall - Aviapark

(franchise)

KidZania Busan, South Korea, opened in April of 2016. This is the second KidZania in South Korea.

KidZania Singapore, opened April 12th, 2016 (franchise)

KidZania Delhi NCR, India, opened in may 2016

Kidzania Doha, Qatar, is scheduled to open in 2015

Mission

To feature the very best educational entertainment experience in role-playing for our visitors, To

deliver the most effective interactive medium of communication for our industry partners (sponsors),

To promote the most recreational and supportive development environment for our team members,

To provide the finest tools for supporting our business partners (franchisees), To achieve the greatest

sustainable returns for our investors, To supply the highest level of commitment and participation to

the enhancement of our communities and To champion the most supportive solutions for taking care

of our environment.

Vision

Our vision is to ignite the hearts and minds of kids everywhere by empowering them to make the world

a better place.

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Values

Our values are the qualities we look for and champion in our people. They are characteristic to who we

are and motivate how we conduct our business. They are the standards, which guide interactions

amongst our visitors, industry partners, investors, communities and the environment.

Passion: We are enthusiastic about what we do and how we do it.

Creativity: We are focused on using our creativity to be innovative.

Quality: In everything we do, we distinguish ourselves through our over-the-top quality.

Commitment: We are committed to our constituency.

Integrity: As a company and as individuals, our actions must be professional and truthful.

Result-Oriented: We are focused and driven towards obtaining goals.

Big Thinkers: Big Thinkers are visionaries, can see beyond the long view and think "outside the

box."

Go-getters: Go-Getters are willing to help launch something new and accept full responsibility

for the outcome. They are thriving, active, and energetic and are not content to stand by to see

what happens.

The Concept

KidZania is a safe, unique, and interactive indoor theme park that empowers, inspires &

educates kids through real-life role-play activities. Built like a city i.e. the size of 7 Olympic-sized

swimming pools, it is complete with paved roads, battery operated cars, buildings, a functioning

economy & its own currency. By blending reality with entertainment, it provides an authentic

and powerful developmental platform where kids can discover, explore and learn about the

real-world.

Our city is a rich learning environment where kids foster their autonomy, creativity, decision-

making skills, problem solving and social values. There are no RIDES & VIDEO GAMES!

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Have your kids ever dreamt of becoming a pilot, a firefighter or the next award-winning actor?

KidZania represents industries present in the real world like private services, public services,

entertainment, airline, automobile, retail, restaurants and factories where children can play the

role of a Pilot, Surgeon, Detective, Chef, Engineer, TV Producer, Radio Jockey, Car Mechanic and

many more.

The journey to KidZania begins the same away as many adult adventures do at an airport... and

from there the fun begins! Take a look at the activities kids can engage in and other details!

Awards & Recognitions

KidZania was voted the World's Top Family Entertainment Centre by the IAAPA (International

Association of Amusement Parks and Attractions) and 2009 Global Leisure Operator of the Year.

Several KidZania franchisees globally continue to win Trip Advisor Certificate of Excellence, this

year 11 KidZania franchisees won this certification.

KidZania Story

A Spirit is Born

The history of KidZania starts like all great stories start, with idealistic passion and an unwavering spirit

stimulated by a communal desire to create something better. From a kid’s perspective things were just

not going as well as they could be: governments operated inefficiently, societies were becoming

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inequitable, valuable resources were routinely squandered and values were seemingly more and more

negotiable. It was the collective thinking in the imagining of something better by kids all over the world

that led to its creation.

RightZ are Defined

In the development of this new world, they recognized a need to document their beliefs and their wish

for independence. They began by establishing six fundamental rights:

To Be

To Know

To Create

To Share

To Care

To Play

These RightZ are more than just entitlements; they are the foundations for real world preparations and

the achievement of happiness.

A Declaration is Made

Kids wrote the Declaration of Independence document as a proclamation of their independence from

adults and as the unequivocal announcement of their new world’s existence. After some consideration,

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the kids agreed upon the name for their Nation: KidZania. Roughly translated, it means 'Land of Cool

Kids'.

A Nation is Formed

The first KidZania was established in Santa Fe, Mexico City. The day the first city was founded

thousands of kids came. They quickly embraced the city as their own and became passionate about its

activities. Their participation provided useful feedback to the city planners striving to meet the needs

of the city’s ever-growing population.

RightZ are Kept

The creation of Urbano, Beebop, Chika, Vita and Bache, the RightZKeepers, was the direct result of this

desire to guarantee that KidZania’s belief system would always be represented and also to ensure the

RightZ would be remembered forever.

RiteZKeepers :Urbano, Vita, Bache, Beebop, Chika

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KidZania Economy

Work, Earn, Play!

KidZania has its own functional economy just like any other nation, around which the experience of KidZania lies. Throughout the journey of KidZania, kids learn to earn, spend and save kidZos, thus better understanding various aspects of financial literacy!

Working at KidZaniaDelhiNCR

Dress Code Employees within the operational team will be provided with a

uniform otherwise the dress code is business casual.

Drug & Alcohol Testing

In line with our commitment to safety, all employees will be subject

to random and with cause drug and alcohol tests.

Working Hours Working hours will vary depending on the role and department,

however, full time roles will include working five out of seven days on

a shift rota basis over weekends, including evenings.

What should I expect if I have been shortlisted?

If you have been shortlisted you will be invited to an interview or assessment centre, depending on the position. During the interview process all candidates are asked to complete a short aptitude test.

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Partners

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HR Team at Kidzania

Image 1 - Mr. Sanjeev Kumar (CEO) , Mr. Shahrukh Khan (Stakeholder 26%) and Mr. Jasvinder Singh Sethia (GM - operations) Image 2 - Mr. Viraj Jit Singh (CMO) with others

Image 3 - Mr. Kumar Gaurav (Sr. Manager - Human Resources)

Image 4 - Ms. Anubha Sharma (Manager - HR)

Image 5 - Mr. Rajesh Rana (HR Executive)

1- Mr. Sanjeev Kumar, CEO (In picture) 2- S. Sundaram, CFO (Picture n/a) 3- YazdiKhambatta ,Facility Director (Picture n/a)

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What Is HR Operations?

HR stands for human resources, a department of an organization that deals with employee-related

issues. HR operations refer to services provided by an HR department to business operations. HR

operations, or operational HR services, include administrative services, recruitment, job analysis, and

employee relationship management. These HR practices are in place to support management and staff

in their day-to-day business activities, and are important to meet an organization's goal. Small

businesses that do not need full-fledged HR operations often prefer to outsource the required services.

Large companies in which the scope of HR services is vast support in-house HR operations.

Recruitment

Hiring suitable candidates is critical to running a business successfully. It is an important duty of human

resources to advertise, attract and hire talent. The HR team ensures that number of employees is

adequate for smooth business operations. If there are too many employees, the organization will have

to spend its financial resources unproductively. If there are too few employees, the organization will

not be able to meet its day-to-day operational goals. The HR team also offers induction seminars or

basic orientation to new employees, and explains organizational policies and procedures.

Job Analysis

Job analysis is one of the most important practices carried out by human resources. Job analysis is the

process of finding out what a particular department wants from its employees. HR examines job

content, duties and responsibilities given by the operational heads carefully, and ensures that they are

relevant to the real work performed. This process is important to hiring the right people, and helps to

place suitable employees in the right positions, which results in employee motivation and optimal use

of resources.

Joining/On boarding

Executive onboarding is the application of general onboarding principles to helping new executives

become productive members of an organization. Practically, executive onboarding involves acquiring,

accommodating, assimilating and accelerating new executives. Proponents emphasize the importance

of making the most of the "honeymoon" stage of a hire, a period which has been described by various

sources as either the first 90 to 100 days or the first full year.

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Effective onboarding of new executives can be one of the most important contributions any hiring

manager, direct supervisor or human resources professional can make to long-term organizational

success, because executive onboarding done right can improve productivity and executive retention,

and build shared corporate culture. A study of 20,000 searches revealed that 40 percent of executives

hired at the senior level are pushed out, fail, or quit within 18 months

Onboarding may be especially valuable for externally recruited executives transitioning into complex

roles, because it may be difficult for those individuals to uncover personal, organizational, and role

risks in complicated situations when they don't have formal onboarding assistance Onboarding is also

an essential tool for executives promoted into new roles and/or transferred from one business unit to

another.

Administration

The human resources function in a business of any size is responsible for payroll management,

employee data maintenance, and risk and compliance management. The staff responsible for HR

answers all HR-related queries, disseminates policy updates to employees, conducts employee

satisfaction surveys, and maintains the human resources information system -- commonly known by

the acronym HRIS. HRIS is software used to maintain and track all HR data. Preparing documents such

as non-disclosure agreements, contracts and procedural manuals is also one of the important tasks of

HR personnel. HR ensures that efficient management of resources and operational risk control

measures are in place to keep up business activities.

Employee Relationship and Engagement

Employee relationship management refers to developing a positive work environment and managing

relationships between management and employees. Creating positive employee relationship is

important because employee satisfaction directly affects productivity. The role of HR in employee

relationship management is vital because it schedules training programs, approves performance

reviews, manages a hot-line for employee situations, completes exit formalities, and handles

disciplinary and grievances issue. By acting upon standard policies and procedures, HR ensures proper

business communication among employees and carries out efficient conflict management.

Employee engagement is a workplace approach resulting in the right conditions for all members of an

organization to give of their best each day, committed to their organization's goals and values,

motivated to contribute to organizational success, with an enhanced sense of their own well-being.

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David Macleod: “This is about how we create the conditions in which employees offer more of their

capability and potential”.

Employee engagement is based on trust, integrity, two way commitment and communication between

an organization and its members. It is an approach that increases the chances of business success,

contributing to organizational and individual performance, productivity and well-being. It can be

measured. It varies from poor to great. It can be nurtured and dramatically increased; it can lost and

thrown away.

Recruitment at KidZania

Kidzania has two types of employees

1. Internal Employees on Kidzania payroll

2. External Employee on 3rd party payroll

Recruitment process for Employees on payroll

This is used for employees who are joining the company as Co-ordinators/Team Leaders, Asst.

Managers, Managers and above

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Methods of recruitment used:

1. Direct method:

Under direct recruitment scouting, employees contacts, and waiting/Shortlisted/Hold lists of

candidates are used. In scouting, representatives of the organization are sent to educational and

training institutions. These travelling recruiters exchange information with students, clarify their

doubts, simulate them to apply for jobs conduct campus interviews and short list candidates for

further screening.

2. Indirect method:

Advertisement in news paper, journals, on the radio and television are used to publicize vacancies. A

well thought out and clear advertisement enables candidates to assess their suitability so that only

those possessing the requisite qualification will apply.

3. Third party method:

Various agencies can be used to recruit personnel. Public employment exchanges, management

consulting firms, professional societies, temporary help societies.

4. Internet recruitment:

Various job sites are now available on the internet. The organization creates profile on such sites so

that various resumes of applicants can be viewed and matched with the requirements of the job and as

much as applicants can be called because almost 25% of net users in India search for jobs through

internet.

At Kidzania job portals like Naukari.com, Linkedin etc. are used, job requirement is created, job

description is shared with details like number of years of experience, job title etc is mentioned. Once

applications are received the provided CV/Resume is shortlisted, reviewed and if it fits the requirement

the candidate is then lined up for interview.

Recruitment Process

The process of recruitment begins with the sending of the “Job description” by the company. The job

description is comprising of the following requirements:

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1) Position vacancy

This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The

recruiter then make use of the data that is available to him, or creates new data of the candidates.

Since I undergone the training in a job consultancy, there was pre-recorded data already available.

Thus, the recruiter can contact the person and can make him attend the scheduled interview for the

required post.

2) Examining the Job description

The Job description provided by the company tells the recruiter, the complete insight of the position

vacant and also provides the knowledge of what the company is seeking in the required candidate.

Understanding the complete JD (Job description) only can help the recruiter to move to the next step.

If the recruiter fails to understand the need of the company from the JD provided, then all of the steps

undertaken by the recruiter would turn out to be a failure.

3) Finding the required candidate

The major work of the recruiter begins here. The companies are loaded with many responsibilities, due

to which they put the pressure of the recruitment and selection of the required candidates on a job

consultancy firm. Since these firms basically, are into the business of recruiting only, so they are having

much broader aspect and determination for the access and selection of the job seekers, plus the job

providers.

Here, there are some major tools that a recruiter put to use to, in order to generate new data, which

comprises of the required candidates relevant to the given job description.

“JOB PORTALS”, usually called “PORTALS”, in midst of recruiters, are the major source of providing the

data required for the relative job description. The recruiter have the access to these portals, by paying

an amount to these portals. These portals contains the data of candidates from almost every part of

the world, ranging from a wider aspect of qualifications and experiences.

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These job portals have some very famous names among them. “NAUKARI.COM”, “SHINE.COM” and

“MONSTER.COM” are some of the major job portals that are having the bio-data of millions of

candidates. The job-seeking candidates upload their resumes on these portals, so as to open up their

profiles to the recruiter and to update themselves by the latest and the relevant opportunities in the

market.

The job portals have a specific area called the “EMPLOYER’S ZONE” , through which the recruiter can

make his/her personal account and can post the relevant job and can send invites to the desired and

qualified candidates. The desired candidates can then reply to the message sent by the recruiter,

through his/her own message.

These job portals provides a very efficient method of posting the job by the employer or recruiter. The

recruiter can post the job through the “Search-Post” method or he /she can simply search for the

desired candidates through “advanced search” and can find out the resumes of various candidates.

These portals have a special feature in which some of the portals give the contact number of the

candidate to the employer without charging any fee, and some portals do not provide this offer to the

employer.

4) Interviewing the candidate

After the candidates has been shortlisted by the recruiter, the candidates are called for the interview.

For this purpose, the recruiter prepare a logical approach to make the candidate, understand the job

for which the candidate is required and also interview him/her on the basis of their qualification and

experiences.

In some of the cases, the recruiter is the only one who conducts the interview by himself. An another

aspect when the recruitment process is handed over to a recruiting agency, the candidates are called

upon and interviewed by the agency people only. The company always would have foretold the

recruiter about the kind of candidates required, for a specific job.

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Overview of Recruitment done:

Profiles worked on

Airport Manager

Security Manager and Executive

Digital Marketing

Birthday Coordinator and Group Sales Manager

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Recruitment process for External Employees

Employees who are joining at an entry level/fresher as an "Zupervisor" for different establishments

inside the Kidzania establishment for such employees "Recruitment Process Outsourcing" (RPO) is

used.

What is RPO?

The Recruitment Process Outsourcing Association (RPOA) defines RPO as “a form of business process

outsourcing where an employer transfers all or part of its recruitment processes to an external

provider. Recruitment Process Outsourcing providers can manage the entire recruiting/hiring process,

or can manage one or two aspects of the process, essentially serving as an extension of the company’s

human resources department”. This definition illustrates that RPO services are not outsourcing in the

traditional sense, as working with an RPO provider is much more consultative and customizable than

normal recruiting.

At Kidzania we use "Randstad" as 3rd party agency, With 56 years of global HR heritage and 24 years

of being HR pioneers in India, Randstad provides clients immediate access to immense global and local

HR expertise to drive business performance. Randstad is India's market leading HR services provider

offering the broadest portfolio ranging from permanent recruitment and contract staffing to

recruitment process outsourcing.

Recruitment Process

Candidates are first evaluated by Kidzania Recruiter on the basis of communication skills, grooming,

presentability, experience in relevant industry.

The shortlisted candidates are then further refered to the HR Senior Service Manager where they are

evaluated in round 2.

Final selected candidates are then taken up further for joining formalities by the Randstad HR

representative.

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In both cases of recruitment once the candidate is selected they are then in 2 days time given offer

letter, it may in soft copy over email or hard copy.

Factors that are considered while recruiting in Kidzania: Determining which characteristics that differentiate people are most important to performance.

Measuring those characteristics.

Deciding who should make the selection process.

Time effective and economical.

Factors affecting recruitment:

Internal External

Recruitment policy Supply and demand

HR planning Availability of resources

Size of the firm Socio, political and legal factors

Growth and expansion Competitors

Internal factors:

Recruitment policy:

The recruitment policy of an organization specifies the objective of the recruitment and provides a

frame work for the implementation of recruitment strategy. It may involve organizational system to

be developed for implementing recruitment strategies and procedures by filling up vacancies with

best qualified people. The recruitment policies of an organization are affected by the following

factors:

Organizational objectives.

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Personnel policies of the organization

Preferred source of recruitment

Need of the organization.

Recruitment costs and financial implications.

2. Human resource planning:

Effective human resource planning helps in determining the gaps present in the existing manpower of

the organization. It also helps in determining the number of employees to be recruited and what

qualifications they may possess.

3. Size of the company:

The size of the firm is an important factor in recruitment process. If the organisation is planning to

increase its operations and expand its business, it will think of hiring more personnel which will

handle its operations

4. Cost:

Recruitment incur cost to the employer, therefore, organisation try to employ that source of

recruitment which will bear a lower cost of recruitment to the organisation for each candidate.

5. Growth and expansion:

Organisation will employ or think of employing more personnel if it is expanding its operations.

External factors:

1. Supply and demand:

The availability of manpower both within and outside the organization is an important determinant in

the recruitment process. If the company has a demand for more professionals and there is limited

supply in the market for the professionals demanded by the company, then the company will have to

depend upon internal sources by providing them special training and development programmes.

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2. Availability of resources:

Employment conditions in the community where the organization is located will influence the

recruiting efforts of the organization. If there is surplus of the manpower at the time of recruitment,

even informal attempts at the time of recruiting like notice board display of the requisition or

announcements in the meeting etc will attract more than enough applicants.

3. Socio, political and legal factors:

Various govt. regulations prohibiting discrimination in hiring and employment have direct impact on

recruiting practices. E.g. if Govt. introduces legislations for reservation in employment for scheduled

castes, scheduled tribes, physically handicapped etc. it becomes an obligation for the employer. Also

trade unions play an important role in recruitment. This restricts management freedom to select

those individuals who it believes would be best performers.

4. Competitors:

The recruitment policies of the competitors also affect the recruitment function of the organisation.

To face the competition, many a times the organisation has to change their recruitment policies

according to the policies being followed by the competitors.

Job Analysis

The next and the foremost part of the job procedure is “Job analysis”. When the recruiter finally get

the required candidate, then he/she has to prepare an analytic form of the work, the employee has to

do. This complete process is called “Job analysis”. Job analysis, basically, is the procedure for

determining the duties and skill requirements of a job and the kind of person who should be hired from

it.. (Reference: Human resource Management,11th edition,ch.4)

Job analysis further further produces information that is to be used for writing Job Descriptions. Job

analysis is further necessary to support several human resource management activities. In case of

recruitment and selection process, job analysis provides information about what the jobs entails and

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what human characteristics are required to perform these activities. This information, in the form of

job descriptions and specifications, helps managers decide what sort of people to recruit and hire.

Job description is again a product of job analysis. Jon description is a list of a job’s duties,

responsibilities, reporting relationships, working conditions and supervisory responsibilities. Job

description then further helps in training and development process, because it lists the job’s specific

duties and requisite skills.

Thus job analysis, is a basic tool that is required by the recruiter in making the candidate understand

the job carefully and properly. Certain other activities related to human resources like Performance

Appraisal, compensation and Legal compliances are also dependent on the Job analysis procedure.

In this manner, the whole recruitment and selection process from the side of a recruitment agency is

done.

Now the question arises that if the whole recruitment process goes through such a systematic,

simplified and step-wise manner, then why do companies hire recruitment agencies for this

purpose?

The answer to this problem lies in several layers. The companies relies on the recruitment agencies for

a number of reasons, that they can fulfill by simply hiring a recruitment agency, rather doing it

themselves. Some of the reasons for their hiring the recruiters are;

1) To save the time doing the recruitment.

Since the recruitment process is a very prolonged and time-constraint activity, that requires keen

observation and insight of the candidate’s perspective, qualification and approach towards the job, so

the company, by hiring a recruitment agency, save that time of theirs, to accomplish some other task.

The HR department of a company deals with a lot many activities related to legal compliance of the

company, the compensation methods and procedures for the employees etc. so the time for hiring the

new candidates become a tough job for the department, as such they have to devote their time for a

prolonged and a careful approach of finding the right candidate for the vacant position in the

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organization. So the organization finds it easier to hire a recruitment agency for the purpose of the

recruitment and selection of the candidates.

The recruitment agency, having its due attention and business approach towards hiring the right

candidates for the right job, pay its full and foremost attention towards the hiring of the candidates.

Thus, by saving the time of the organization, they also provide the required candidates for being the

employees for the particular organization.

2) Convenience of coordination

When it comes to the convenience of coordination within the organization and the recruitment

agency, it becomes much more easier to coordinate with each other regarding the Job descriptions,

the interview handling and the final selection of the candidates. The company finds it easier to connect

with the recruiters to discuss only a few important points on the recruitment process and not on the

entire selection process. Thus, it becomes easier for the organization to coordinate with the agency,

rather than handling the prolonged process of selection themselves.

Also, the organization can keep a check on the activities of the recruitment agency by employing an

individual to maintain and record the progress made by the agency and to prevent any sort of

misunderstanding regarding any job constraint.

The coordination process between the organization and the recruitment agency, is a major factor of

the successful completion of the recruitment and selection process of the candidates. So, it has to be

very accurate and must be in due agreements within the two firms. Due to this convenience, the

organization put their steps forward in hiring a recruitment agency rather than handing this process by

themselves.

3) Replacement Policy

A significant and most prominently, a plus-point feature, why an organization depends much on a

recruitment agency for hiring employees for them, is the “REPLACEMENT POLICY”. Many of the

recruitment agencies (also the one in which I worked in) provide this unique feature. To be stated, the

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recruitment agencies works the way like the candidate who is seeking a job and is interested in the

posted job by the recruiter on the portals, has to first register him/herself in that particular agency.

The agency has their charges from the candidates for the registration purpose. After the candidate is

registered in the agency, the interview is done by the recruiter or the candidate is sent to the HR

manager of the organization for the interview purpose. If the candidate got selected in the interview,

the agency charges for their part in the selection process. These charges are of two different aspects.

a) If the company needed a candidate for a vacant position in their organization and proposes a JD

for the same, then after the selection of the candidate, the recruitment agency charges its

salary part from the company itself. The agency then, do not take any amount from the

employee’s end.

b) If the candidate is seeking a job in a reputed organization and contacts the recruitment agency

for the desired job, then the company sends the candidate in a particular company for

interview and if he/she gets selected there, then the agency charges its part from the

employee’s end and not from the company’s end.

This is how the recruitment agencies work. Now, for the point mentioned above, if a candidate who is

selected for the job and is placed in the organization, declines from the job or leaves it due to some

valid reason, within a given time of probation of the organization, then again the position of that

particular personnel would be left vacant. Here comes the role of the recruitment agency again.

According to the replacement policy, if such an employee, who is provided to the organization by that

agency, leaves the organization within a given time of probation, then the recruitment agency is

RESPONSIBLE for hiring another candidate fits the same position, without charging any amount from

the company’s end.

Due to this replacement policy, it become an advantage for the organization to hire a candidate from

the due help of a recruitment agency and not by themselves as the chances of getting a good

candidate from the one who is purely into the business of recruiting, is very high. And also, the

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organization do not have to allocate its time in searching for an another efficient candidate for the job,

by again investing money on the whole procedure again.

Joining and Onboarding

For all the employees who have joined Kidzania below joining formalities are performed

They are given application blank in which they are required to fill their Name, DOB, Past

Experience, Education Qualifications, Address and contact details, CTC of past companies and

contact numbers for Back Ground Verification.

Along with this they are also required to fill form 11/Gratuity form and PF form.

Employees who have been selected underwent series of sessions in Onboarding where they are

informed about the company's HR policies with other respective departments.

Post this they are issued temporary ID cards and access card by sending out an email to BMS

team.

HR representative sends out and email to Mumbai HR team for Employee ids to be created for

employees joining on Kidzania payroll. Also, for them email is sent out to create email id and

system allocation to IT department.

For "Zupervisors" T-shirts are issued and for Coordinators/Asst. Managers/Managers and above

shirts and trousers are issued.

For onroll employees bank account with YES bank was opened.

Administration-MIS/grievances handling/Vendor

Maintaining the MIS for Employee Headcount and creating employee recruitment dashboard.

If any query employee had in relation with bank account opening same was directed to YES

bank representative.

Maintaining the track of employee collaterals (Badges/Id cards/Access cards) and Uniform and

doing vendor management for ordering if any requirement came by using Tally.

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Employee Relationship and Engagement

Employees grievances are handled by HR representative in line with the company policy and

keeping in mind the employees interest.

Different employee engagement activities were carried out like birthday celebrations etc.

Awards like employee of the month, Mr. and Ms. Kidzania were given to employees in order to

boost their morale and confidence.

Timely floor walks and audits were done to ensure that employees are not falling short of the

company standards and etiquettes.

Birthday celebration at KidZania

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Talent Management

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Talent Management - Meaning and Important Concepts

What if you could attract your competitor’s best employee for few extra bucks? Sounds easier than done! Attracting high-worth individuals from the competitors is not everyone’s cup of tea. Targeting them and finally hiring them is the test of your competencies experience, personal traits and brain application. This is where the strategic approach plays an important role. A full-fledged department, precisely Talent Management (a part of HRD), especially dedicated to the purpose is required to recognize, source and poach them. However the process doesn’t finish here. It is a never-ending course of action that requires continuous effort. Let’s read further to explore and understand the concept.

Talent Management, as the name itself suggests is managing the ability, competency and power of employees within an organization. The concept is not restricted to recruiting the right candidate at the right time but it extends to exploring the hidden and unusual qualities of your employees and developing and nurturing them to get the desired results. Hiring the best talent from the industry may be a big concern for the organizations today but retaining them and most importantly, transitioning them according to the culture of the organization and getting the best out of them is a much bigger concern.

Talent Management in organizations is not just limited to attracting the best people from the industry but it is a continuous process that involves sourcing, hiring, developing, retaining and promoting them while meeting the organization’s requirements simultaneously. For instance, if an organization wants the best talent of its competitor to work with it, it needs to attract that person and offer him something that is far beyond his imagination to come and join and then stick to the organization. Only hiring him does not solve the purpose but getting the things done from him is the main task. Therefore, it can be said that talent management is a full-fledged process that not only controls the entry of an employee but also his or her exit.

We all know that it’s people who take the organization to the next level. To achieve success in business, the most important thing is to recognize the talent that can accompany you in achieving your goal. Attracting them to work for you and strategically fitting them at a right place in your organization is the next step. It is to be remembered that placing a candidate at a wrong place can multiply your problems regardless of the qualifications, skills, abilities and competency of that person. How brilliant he or she may be, but placing them at a wrong place defeats your sole purpose. The process of talent management is incomplete if you’re unable to fit the best talent of the industry at the place where he or she should be.

Some organizations may find the whole process very unethical especially who are at the giving end (who loses their high-worth employee). But in this cut-throat competition where survival is a big question mark, the whole concept sounds fair. Every organization requires the best talent to survive and remain ahead in competition. Talent is the most important factor that drives an organization and takes it to a higher level, and therefore, can not be compromised at all. It won’t be exaggerating saying talent management as a never-ending war for talent!

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Talent Management at KidZania

The ‘talent’ in an organization refers to the current employees and their valuable Knowledge, skills and

competencies. At Kidzania the employees are cross trained in multiple establishments and skill

enhancement is done by analyzing, developing and effectively utilizing talent to meet Business needs.

This results in lead to the development and implementation of corresponding strategies to address any

talent gaps or surpluses.

Talent management for the HR Community is a priority of the HR Strategy for the HR Community. Not

only does the HR Strategy support the HR Community as its own professional group, but it also

recognizes and will support the role human resource professionals have to help their the employees to

become skilled, committed and accountable to their respective job at hand. The implementation of a

talent management process that is transparent and equitable is expected to create an environment for

people to develop their skills in preparation for a range of future possibilities thereby preparing the

workplace for changing roles. The goal of this process is to map the business needs of the HR

Community with the potential and career development needs of our people in order to develop a

comprehensive Talent Management Plan.

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Conclusion

Polices adopted by KidZania are transparent, legal and scientific.

Recruitment is fair.

The recruitment should not be lengthy.

To some extent a clear picture of the required candidate should be made in order to search for appropriate candidates.

Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

On the job training is provided giving all over insight of HR working

Suggestions Time management is very essential and it should not be ignored at any level of the

process.

Recruitment policy is satisfactory in Kidzania but the periodicity of recruitment is being more which needs to be reduced.

Communication, personal and technical skills need to be tested for employees.

Automation of HR system and processes is needed.

Introduction and Implementation of HRIS system is required to minimize the manual work and lowering the manual errors.

Process Documentation is needed for easy understating for any new employee joining

the company.

Person dependency on system has to be minimized for effective and smooth functioning

of work.

Wibliography

http://recruitment.naukrihub.com/meaning-of-recruitment.htm

http://www.managementstudyguide.com/talent-management.htm

http://www.rpoassociation.org/blog/bid/266335/What-is-Recruitment-Process-Outsourcing-RPO

https://en.wikipedia.org/wiki/Onboarding

http://delhincr.kidzania.com/en-in/