rdf-syntax-grammar
mods:
  schema location: http://www.loc.gov/mods/v3 http://www.loc.gov/standards/mods/v3/mods-3-2.xsd
  title info:
    title: HCL technologies
    sub title: leveraging technology for talent acquisition transformation
  name:
    name part: Patra, Yogita
    role:
      role term: creator
    role:
      role term: author.
  name:
    name part: Saxena, Richa
    role:
      role term: author.
  name:
    name part: Sharma, Sunil
    role:
      role term: author.
  type of resource: text
  genre: Electronic books.
  origin info:
    place:
      place term: enk
    date issued: 2024
    issuance: monographic
  language:
    language term: eng
  physical description:
    form: remote
    extent: 1 online resource : illustrations.
  abstract: HCL Technologies was known for its strategic innovation in the HR function. They had introduced iTAP in 2013 to fast track the recruitment process, which successfully contributed to the improvement of hiring process. However, by 2017, it was time for the HR function to realign itself to changing business needs. The goal was to make the entire process more transparent with the help of technology. They decided to implement advanced technology to create more intelligent recruitment system called Techruit. However, there was still a long way to go to align the talent acquisition process to business goals. As multiple competitors were competing to hire the same candidate in the IT industry, it was imperative to provide an experience that would help differentiate HCL as a preferred employer in prospective candidates' minds. The user experience needed to be extended to the other two stakeholders as well, i.e. the recruiter and hiring manager. The top management believed that 'what gets measured, gets managed.' The clear directive was to improve and measure recruiter performance. While they wanted the recruitment process to retain swiftness, clear guidelines had to be adhered to maintain 'Quality of Hire.' The decision to invest in the technology would depend on the cost optimization and savings through process improvement. A core team called Talent Acquisition Centre of Excellence (TA CoE) was formed by the CHRO with clear directions to make the new process swift and choose the right metrics for recruiter performance measurement. The CoE team had to decide how to use technology for excellent user experience and select a combination of metrics to measure recruiter productivity without compromising on quality of candidates.
  target audience: specialized
  note: Yogita Patra, Richa Saxena, and Sunil Sharma.
  subject:
    topic: Strategic planning
    genre: Case studies
  subject:
    topic: Technological innovations
    genre: Case studies
  subject:
    topic: Planification stratégique
    genre: Études de cas
  subject:
    topic: Innovations
    genre: Études de cas
  classification: HD30.28 .P38 2024
  classification: 658.4012
  related item:
    title info:
      title: SAGE Business cases
  identifier: 9781071942352
  identifier: 1071942352
  identifier: http://proxy.library.tamu.edu/login
  record info:
    record content source: SGPBL
    record creation date: 231221
    record change date: 20240923172018.0
    record identifier: in00005499715
    language of cataloging:
      language term: eng