NHA Process Overview Presentation - Sayon

NEW HIRE ASSESSMENT Process Overview.

[Audio] This is a broad overview of how the overall process for New Hire Assessment will flow. The process starts with an email from the C-O-E team to the candidate, containing the Self Assessment Form, with the manager marked in the email as well Simultaneously an email containing the Competency Assessment form in the ideal format along with the competency matrix to carry out the assessment is sent to the managers. Managers are to request the self assessment form within 10 days of the candidate receiving the assessment, and are required to submit the competency assessment within 30 days of receiving the email. Post completion of the process, the decision is communicated to the candidate..

NEW HIRE ASSESSMENT : PART 1 Self-Assessment.

[Audio] The self assessment is the first part of the overall New Hire Assessment. The managers are to evaluate these submissions on the candidate's understanding of how their role adds value, stakeholder expectations from them and critical mechanisms for their job role and expectations regarding these mechanisms.

[Audio] Since the purpose of the Narrative styled document is to make the new hire understand and use the written communication standards of the organization, The manager should ask the new hire to do the following: Ask the new hire to submit a new Self assessment document Coach/mentor the new hire in writing narrative docs and share a few documents for their reference Ask the new hire to re look at the Narrative writing L-M-S module (W-O-W--) for any clarifications required.

NEW HIRE ASSESSMENT: PART 2 Competency Assessment.

[Audio] Once the new hire has submitted the self assessment the manager is expected to assess the new hire basis their performance in the last 6 months. The parameters on which the new hire is to be assessed are as follows: Business Acumen Stakeholder management Culture and Ways of Working Understanding roles & responsibilities Business Acumen has been further broken down into – Understanding Business fundamentals, Operations & processes, Financial Acumen, Market or Industry knowledge While these are broad parameters – we have provided definitions and graditions in the form of lowering the bar/ meeting the bar/ raising the bar and the associated behaviors/actions by the new hires shown in the assessment period. Managers are expected to go through the competency matrix in advance before assessing the new hire. The expectation from the new hire is to atleast meet these competencies if not exceed them during their tenure. Also, Managers should note that, insufficiency of proof should not be a case used for dinging the new hire. Managers should get in touch with the H-R-B-P or the Talent C-O-E to discuss further steps to be taken in this regard..

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[Audio] 1.For a successful completion of probation period please find below a summary of the pointers for your decision making: 1. Business acumen an ideal candidate whose probation period should be successfully closed, should have at least 3 "meets the bar" ratings in sub parameters (Understanding Business fundamentals, Operations & process, Financial Acumen, Market or Industry Knowledge) 2. Stakeholder management Should get at least "meets the bar" rating for this parameter. Since the VM/ISM/Finance roles need a lot of liaising, stakeholder management is essential from job role standpoint. Also, the new hire could have a different work background so over the period of time should show ability to modify communication style more in line with the organization norms. 3. Knowledge/ understanding of org culture (Ways of Working) Should get at least one "meets the bar" for this parameter. The new hire should be able to demonstrate a few LP related behaviours applicable to their job role (L4 & L5). Managers may check the job levelling guidelines to ascertain the applicable LPs. Managers are requested to check the competency matrix to further understand the applicability of this competency (a. Demonstrating right indicators against role relevant LPs – applicable for L4 plus Employees, b understanding applicable mechanisms and ways of working – applicable to all employees) 4. Understanding of own role & Responsibilities Should get at least "meets the bar" for this parameter. They should be able to at least demonstrate basic hygiene in their deliverables..

[Audio] Above is an illustration for part 2 of the assessment. The candidate is to be assessed across 4 key competencies, with minimum conditions illustrated for a candidate to successfully complete their probation. If a candidate does not meet the bar w.r.t stakeholder management, a decision may be taken to extend probation by a period of 30 days, after discussion and vetting by the H-R-B-P-. Additionally,in Part C, justify your assessment along each competency along with additional remarks like: i)strengths observed ii)further areas of improvement which may require investment iii)notes on candidate career aspirations.

[Audio] Above is an illustration for if a candidate fails to satisfy the minimum conditions listed in the competency matrix, as a result of which the H-R-B-P is to share a letter of termination with the candidate. A snapshot of the competency matrices to be used in this assessment is shared over the next couple of slides. The competency matrix will also be sent to the managers along with the Manager Assessment format in the Day 1 mail from C-O-E team..

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