Hi Friends,

Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do. There is just no time to look back, no time to wonder,"Will anyone read these pages?"

With regards,
Hemen Parekh
27 June 2013

Now as I approach my 90th birthday ( 27 June 2023 ) , I invite you to visit my Digital Avatar ( www.hemenparekh.ai ) – and continue chatting with me , even when I am no more here physically

Thursday, 27 February 2003

RESUMINE LEVERAGING

Kartavya
27-02-03

Leveraging RESUMINE while raising ENTRY-BARRIER

I refer to our telecon in the afternoon.

My proposal has 2 parts.

PART 1

Under this suggestion/proposal, a large (employment-wise) Organisation will collect/compile email resumes of all of its employees & then convert these, using Resumine.

Advantage

  • At one stroke, the Subscriber-Organisation would develop a structured, searchable database of all of its employees – whether the number is 50 or 50,000.

  • Over a period of time, that Organisation will eliminate hard-copy PERSONAL-FOLDERS of all of its employees (EMPLOYEE-RECORDS), as it moves more & more of its individual employee-related info online, in digitised form.

  • RESUMINE permits the Subscriber to take this FIRST step in that direction.

If a Subscriber employs

  • 500 “Sales” personnel

  • 200 “Mktg” personnel

  • 2000 “Mfg” personnel, etc.

Then that organisation can plot frequency-distribution graphs (one for each “functional” area) by plotting the “scores” attained by each individual employee, belonging to that function.

(Hand-drawn bell curve showing Function: SALES, plotting Competence Score. Example: Venkat = 65%, Mr. Mhatre = 45%)

Such a graphical/easy-to-grasp representation would help HR manager as follows:

  • In which “areas” does Mr. Mhatre need further training to improve his “competence-score”?

  • Should we retain Mr. Mhatre (for retraining) or give him a “VRS” package? Golden Handshake.

  • How do we reward Venkat, who has improved from a score of 60% last year to 65% this year?

So, you can see how FREQUENCY-DISTRIBUTION of COMPETENCY-PROFILES (Function-Wise) provides vital inputs for:

  • Determining “Training Needs” & formulating “Training Programs” for employees in each functional area (an OD = Organisational Development activity).

  • Annual “Increments/Rewards”

  • “Right-sizing” the Organisation
    (As per Jack Welch, every Company, every year, should “let-go” [read: sack] 10% of its lowest/poorest performers).

Of course, Competency-Profile should not be used in isolation/stand-alone for above-mentioned decisions. Goal-setting (at the start of the year) & actual performance measurement (at the end of the year) MUST be taken into account. In fact, those should have a greater weightage.

This is as far as “existing” employees are concerned.

Now, let us turn to a “new” candidate yet to be recruited, whose resume has just come in.

Part 2

We already have 75,000/80,000 email resumes lying with us.

During March, we expect to receive another 50,000 under Project Manhattan. This can be further stepped-up, if desired.

So, when we go online & launch our Resumine Research webservice, say, by June, we may already have 200,000 email resumes.

We should process all of these thru RESUMINE. When done, each resume will have a CORE “Functional” Competency (the topmost tier). So these 200,000 will get distributed amongst 53 “functional” areas.

Maybe, the highest “Function” may have 10,000 resumes & lowest may have 1000 resumes. These are still large enough populations to plot frequency-distribution curves.

(Hand-drawn bell curve: Function = SALES, Population = 8234)

There will be 53 such graphs like this – one for every “Function.”

And software should ensure that all incoming resumes are processed every day and the graphs must be updated accordingly.

This way, the “population” keeps growing & the graphs become more & more accurate/representative.

Now, suppose we have 200 subscribers who, between them, are “processing” 10,000 resumes everyday on our Webservice, then we have an unbeatable proposition!

A website like MonsterIndia already has 4.5 lakh resumes & this database is growing at 1000 per day!

Monster (USA) has 20 million resumes!

The larger the resume database, the more accurate the profile (distribution-curve).

As soon as a Recruiter “processes” an incoming resume thru our Resumine, the bars will appear.

Simultaneously, the “Frequency-Distribution Curve.”

Corresponding to the TOP-BAR FUNCTION, should also appear (– on our already crowded screen, we have to decide “where”).

Alternatively, only upon recruiter clicking the button [Compare with Population], the frequency-distribution graph may appear.

(Sketch: bar chart showing Sales = 63%, Mktg = 48%, Service = 29% → button “Compare with Population”)

New screen will appear as follows (replacing above screen).

(Sketch: bell curve showing Mr. Mhatre at 63% vs. Population = 8234. Caption: GLOBAL COMPETENCE BENCHMARK)

Now, this tells the Recruitment Manager where exactly does Mr. Mhatre stand (as far as his competence – and therefore his “suitability”) with respect to 8234 similar professionals in WebService-Database.

This would help recruitment manager to decide whether Mr. Mhatre is worth shortlisting and/or interviewing. This is a kind of “Automatic Rating & Ranking.” This is a great time-saving & productivity-enhancing feature!

Such a “fading-in” & “fading-out” of graphs would highly impress the demo-audience.

A smart HR manager may even want to “profile” each of his “existing” employees against 3P Webservice’s GLOBAL COMPETENCE BENCHMARK (GCB) & show it to his Corporate Management!

And, of course, GCB will also appear/display when a recruiter clicks on the “shortlisted” candidates listed by RESEARCH.

And, we could even make GCB available to each & every jobseeker, who registers on our website!

Would not that be great?










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