Study of Recruitment and HR Operations At Advanced Capability Solutions Pvt
Study of Recruitment and HR Operations
Advanced Capability Solutions Pvt.Ltd
A Summer Internship Report
International Management Institute
IN PARTIAL FULLFILMENT FOR THE AWARD OF
POST GRADUATE DIPLOMA
The internship opportunity I had with Advanced Capability Solutions Pvt.Ltd. was a great chance for learning and professional development. Therefore, I consider myself as a very lucky individual as I was provided with an opportunity to be a part of it.
I take this opportunity to express my deepest gratitude to Mr. Rohit Arora, MD of Advanced Capability Solutions, for allowing me to carry out the project at his organization and for sharing his expertise.
I express my indebted gratitude and special thanks to my corporate guide “Mrs. Poonam Yadav, Associate Manager (HR)” who in spite of being so busy with her responsibilities, took out time to guide me on the correct path, took part in useful decisions and gave necessary advices and guidance during the entire project duration.
I also express my deepest thanks to Prof.Kapil Pandla for extending his valuable guidance and sharing his expertise. He was very supportive and was ready to help all the time by giving proper guidance to carry out the project.
I, ……………………………………………………………………………… bearing Institute Roll No ………………………………….…………….., declare that the summer project titled …………………………………………………………………………………………………………………………………………………….. is my original work and completed under the supervisions Mr./Ms ……………………………………………………………………………. of ……………………………………………………………………. and Prof………………………….
………………………………………………………………… of IMI Bhubaneswar. Further, I also declare that the report being submitted herewith is free of any textual plagiarism.
Place: IMI Bhubaneswar ?
APPROVAL OF THE FACULTY GUIDE
Recommended that the Summer Internship Report titled………………………………………
by Mr/Ms …………………………………………………………………………… under my/ our
Supervision and guidance be accepted as fulfilling this part of the requirements for the award
of Post Graduate Diploma in Management. To the best of my/ our knowledge, the contents
of this report did not form a basis for the award of any previous degree/ diploma to anybody
Human Resource Management is very important for any organization as it is responsible for recruitment and selection of the right candidates with required skills. Also it is responsible for induction, performance management, training and development of employees and employee engagement activities which are important factors for motivating the employees at work.
The aim of this study is to study the HR process (recruitment and HR operations) of Advanced Capability Solutions Pvt.Ltd. and give proper suggestions and recommendations based on the study.
The project covers the overall HR process followed in the company. Both primary and secondary research has been conducted for studying the process. Primary research has been done by taking one-to-one interview of the managers and employees. Secondary research has also been conducted by studying the current HR practices followed in IT industry. Finally, based on the primary and secondary research, suggestions and recommendations are given for further improvement in the process.?
Human Resource Management is a very critical function of any organization. Out of the Five Ms of management i.e., men, money, machines, material and money, Human Resource Management deals with ‘Men’. Employees are an important asset of any organization and it is not easy to manage them since each individual is different from one another. Thus, HRM may be defined as, the design of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish the organizational goals. In simple words, HRM is concerned with recruitment, selection, training and development, performance appraisal, compensation and benefits, grievance handling and employee satisfaction.
The core function of human Resource Management is recruitment and selection. It is very important to select the right candidate with required skills since the success of an organization largely depends on its human resources. There are various steps involved in this process with will be discussed further.
The role of HR operations is also very vital because this department takes care of the activities right from the joining of the candidate to the exit of the employee. It also describes the policies and benefits of the organization and motivates employees to contribute their best effort towards the organization.
OBJECTIVES OF THE STUDY
The main objectives of the study are as follows:
? To study the recruitment and selection process followed in Advanced Capability Solutions.
? To understand the HR operations which includes joining formalities, handling employee database, leaves and attendance management, handling the payroll, performance appraisals, performance management, compensation and benefits and exit interviews.
? To understand how to handle queries of the employees, to explain various policies, strategies and benefits to the employees and to motivate employees on day to day basis.
? To provide suggestions and recommendations for further improvement in the process.
IT industry has become an essential element in today’s world. It is one of the fastest growing fields in India. Information Technology (IT) encompasses all the activities related to communication and computing technologies. In today’s fast paced world, there are various innovations in the technology every day. So, it is very important for an organization to keep track on the changes and updates in the technologies used in order to keep pace with the current trends. Thus, an IT company designs and develops various software platforms and delivers solutions to other companies operating in various domains.
According to CompTIA (IT Industry Association), growth forecast is around 5.0 percent across the global tech sector in 2018; and, if everything falls into place, the growth may reach to 7 plus range. According to IDC (International Data Corporation), global information technology spending will top $4.8 trillion in 2018, with the U.S. accounting for approximately $1.5 trillion of the market.
IT and ITeS Industry in India:
The Indian Information Technology (IT) and Information Technology enabled Services (ITeS) sectors are closely related. The industry has not only transformed India’s image on the global platform, but also stimulated economic growth by encouraging higher education sector especially in the fields of engineering and computer science). Furthermore, Indian firms, across all other sectors, largely depend on the IT & ITeS service providers to make their business processes efficient and streamlined. Indian manufacturing sector has the highest IT spending followed by automotive, chemicals and consumer products industries. The industry has employed almost 10 million Indians and hence, has contributed a lot to social transformation in the country. Information Technology has made a significant effect on the lives of people. Indian engineers and scientists have earned high degree of esteem around the world for their highly professional and innovative contributions.
According to R. Chandrasekhar, president of the National Association of Software and Services (Nasscom), the Indian IT and business process management (BPM) sector is expected to grow between 7 and 9 percent in 2018-19. Domestic revenues may grow slightly higher at 10-12 per cent, while exports, may lag in 2018-19. India’s IT-business process outsourcing (BPO) industry revenue is expected to cross US$ 225 billion mark by 2020, according to a Confederation of Indian Industry (CII) report, titled ‘The SMAC Code-Embracing New Technologies for Future Business’.
Also, the industry may hire 100,000 people in 2018-19, which is 50 per cent lower than what it had projected for this year. According to Raman Roy, chairman of Nasscom, the number of jobs for IT professionals were being created outside the IT sector in India as firms in other sectors were adopting digitization in a big way. Major IT hubs in India include Bangalore, Hyderabad, Pune, Chennai, Mumbai, Delhi NCR and few others like Gujarat, Telangana, Kolkata, Tamil Nadu and Kerala.
NEED OF HUMAN RESOURCE MANAGEMENT IN IT INDUSTRY
Role of Human Resource Management is very critical in IT industry. Here, the success of an organization is largely contributed by the talent of the employees. From the past, performance of HR was measured by low attrition rate. Although, low attrition rate signifies that the employees are loyal towards the organization and are dedicatedly working towards its success, but this does not necessarily mean that the HR is performing very well. On one hand, HR’s roles and responsibilities may be limited to issue of offer letters, handling employee database, providing compensation and benefits to employees, performance management etc. But, on the other hand, HR plays a strategic role in identifying the areas where talent needs to be invested, planning the future talent needs and creating opportunities for career growth. Thus, it can be said that HR’s performance can be measured by the business performance of an organization.
Overall, it can be said that HR practices in IT industry leads to achieve the end goal of an organization.
RECRUITMENT AND SELECTION
Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization. It is a core function of Human Resource Management.
Recruitment is the process of choosing the right person for the right position and at the right time. Recruitment also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.
Factors affecting recruitment:
The factors affecting recruitment are given below:
• Internal factors such as size of organization, recruitment policy, image of organization and image of job.
• External factors such as demographic factors, labour market, unemployment rate, legal considerations, competitors and labour laws.
1. Recruitment Planning- In this step, a vacancy in the organization and the qualification and skills needed for that particular job role is identified. A structured plan is made in order to attract potential candidates.
• Vacancy identification- The vacant position is identified. The department which requires new talent passes the information to HR department. The information given to the HR department contains pre-requisite skills, qualification, and number of positions to be filled.
• Job analysis- Job analysis is a process of identifying, analysing, and determining the duties, responsibilities, skills, abilities, and work environment of a specific job. These factors help in identifying what a job demands and what an employee must possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish and document the job relatedness of employment procedures such as selection, training, compensation, and performance appraisal.
The following steps are important in analysing a job ?
1. Recording and collecting job information
2. Accuracy in checking the job information
3. Generating job description based on the information
4. Determining the skills, knowledge and skills, which are required for the job
The immediate products of job analysis are job descriptions and job specifications.
• Job description- Job description provides gives a clear idea about the roles and responsibilities of the job. It consists of the information like job title, job summary, job duties, and working conditions.
• Job specification- Job specification focuses on the specifications of the candidate, whom the HR team is going to hire. The first step in job specification is preparing the list of all jobs in the organization and its locations. The second step is to generate the information of each job.
• Job evaluation-The main objective of job evaluation is to analyze and determine which job commands how much pay.
2. Recruitment Strategy- At this stage, it is decided which strategy to adopt for recruiting the candidates.
3. Searching the candidates- This is the step in which the job seekers are informed about the job opening. Searching can be done either by using internal sources or external sources.
4. Screening- In this step, the resumes of those candidates are shortlisted whose skills and qualifications exactly match with the job requirements. This can be done by just looking at the resume or by conducting a telephonic or video interview.
5. Evaluation and control- It is the last step. Here, the effectiveness of recruitment process and the costs incurred in recruitment is assessed and the steps are taken if there are any flaws in the process for further improvement.
Sources of Recruitment
The sources of recruitment can be internal or external.
• Internal Sources- Internal sources of recruitment are very important because the knowledge and skills of the existing employees are already known to the organization.
There are various methods of internal sources which are as follows:
Promotions- It refers to shifting of employees to a higher position, carrying higher pay and higher responsibilities. It does not increase the number of employees in the organization. Promotions will motivate the employees for better performance but it should be conducted in a fair process.
Transfers- It involves shifting of people from present jobs to other similar jobs. These do not involve any change in rank or responsibility.
Employee Referrals- It involves asking employees to refer co-workers for open positions. Because people are aware of the talents and career aspirations of their colleagues, they can help identify promising internal talent.
Internal Advertisements- A job advertisement can be posted within an organization where all the employees are allowed to apply to the vacant positions.
• External sources- It refers to hire the candidates from outside the organization. It brings fresh candidates who have fresh thoughts and innovative ideas to make the organization successful.
The various methods of external sources are as follows:
Employment Agencies- These agencies have database of well qualified candidates who are actively looking for job. They share the resumes of candidates with the organizations based on the positions required.
Campus Recruitment- The HR of the organizations can also visit various institutions and colleges to hire candidates for new positions.
Word of Mouth Advertising- There are many companies which have good reputation in the market. If there are any vacant positions in these companies then word of mouth advertising is sufficient to fill the vacant position in these organizations.
TRAINING AND DEVELOPMENT
Training and development is vital part of the human resource management. The advancement in technology has resulted in increase in customer expectation, lower cost which in turn as resulted in increase in competition. Due to regular changes in technology, it has become important to prepare workers for new jobs. Training is important because it enables employees to fill the gaps between the abilities their jobs require of them and those that they have, and investment in training has been shown to produce outcomes that are beneficial for the entire organization (Armstrong, 1988; Bartel, 1994).
There are many factors which are responsible for the increasing need of training and development. The two major factors are change and development.
Training and development are two very different terms. Training bridges the gap between employee’s current skills and employer’s expectations whereas development focuses on long term growth of an individual by preparing him/her for future goals and assignments.
Stages in Training
There are four stages in training:
The first step is assessment step where it is analysed whether training is required or not. If training is required, then it is observed which skills should be worked upon. Assessment step is also called training need analysis which has three levels- job, organisational and individual level.
In development stage, the content which is to be delivered, is prepared.
In delivery stage, it is decided how to deliver the training material, for example, by means of videos, games or some team building activity.
Evaluation stage determines whether the training imparted to the employees is effective or not.
Need for Training
Need for training arises due to following reasons:
• To bridge the gap between employee specifications and job requirements
• To be able to adopt the latest technology
• To reduce the number of accidents by providing safety training to the workers
• To prepare the workers for promotion to a higher level in the organization
• To impart the new entrants the basic knowledge and skill they need for an intelligent performance of definite job
• To ensure smooth and efficient working of a department
Types of Training
On the Job Training
• Job Rotation- This training method involves movement of trainee from one job to another gain knowledge and experience from different job assignments. This method helps the trainee under¬stand the problems of other employees.
• Coaching- The trainee is placed under a particular supervisor who functions as a coach in training and provides feedback to the trainee. Sometimes the trainee may not get an opportunity to express his ideas.
• Job Instructions- Also known as step-by-step training in which the trainer explains the way of doing the jobs to the trainee and in case of mistakes, corrects the trainee.
• Committee Assignments- A group of trainees are asked to solve a given organizational problem by discussing the problem. This helps to improve team work.
• Internship Training- Under this method, instructions through theoretical and practical aspects are provided to the trainees. Usually, students from the engineering and commerce colleges receive this type of training for a small stipend.
Off the Job Training
• Case study method- The trainee is given an opportunity to analyze the case and come out with all possible solutions. This method can enhance analytic and critical thinking of an employee.
• Incident method- Incidents are prepared on the basis of actual situations which happened in different organizations and each employee in the training group is asked to make decisions as if it is a real-life situation. Later on, the entire group discusses the incident and takes decisions related to the incident on the basis of individual and group decisions.
• Role play- The participant interacts with other participants assuming different roles. The whole play will be recorded and trainee gets an opportunity to examine their own performance.
• In-basket method- The employees are given information about an imaginary company, its activi¬ties and products, HR employed and all data related to the firm. The trainee (employee under training) has to make notes, delegate tasks and prepare schedules within a specified time. This can develop situational judgments and quick decision making skills of employees.
• Business games- The trainees are divided into groups and each group has to discuss about various activities and functions of an imaginary organization.
• Lectures- Lectures can be very much helpful in explaining the concepts and principles very clearly, and face to face interaction is very much possible.
• Simulation- Under this method an imaginary situation is created and trainees are asked to act on it. For e.g., assuming the role of a marketing manager solving the marketing problems or creating a new strategy etc.
• Conferences- A meeting of several people to discuss any subject is called conference. Each par¬ticipant contributes by analyzing and discussing various issues related to the topic. Everyone can express their own view point.
Kirkpatrick’s training Model
Donald Kirkpatrick, professor of University of Wisconsin began working on evaluating the effectiveness of training very early in his life. His early work on the same was published in the year 1959 in a journal of American Society of Training Directors. He laid out four levels for evaluation of any training.
The four levels as described by Kirkpatrick are as follows:
1. Reaction – This step evaluates the reaction of the trainee towards the training provided. This reaction can be noted by asking questions and is referred to as ‘smile sheet’.
2. Learning – This step determines the level of knowledge and expertise developed as a result of training.
3. Behaviour – This level analyses the change in behaviour of the trainee after completing the program. This can be done by conducting interviews and observing the changes in the behaviour.
4. Results – This level determines the overall success of the training model by measuring factors such as lowered spending, higher returns on investments, improved quality of products, less accidents in the workplace, more efficient production times, and a higher quantity of sales.
Performance appraisal is a process in which managers assess the performance of an employee on the basis of certain fixed standards like attitude, behaviour, leadership abilities, problem solving ability, decision making ability, initiative, versatility and so on.
Fletcher (2008) gives an excellent summary of the objectives of implementing an appraisal process. These are as follows:
• It allows the organization to determine the training needs
• To determine compensation packages, wage structure, salaries raises, etc.
• To identify the strengths and weaknesses of employees to place right men on right job
• To maintain and assess the potential present in a person for further growth and development
• To provide a feedback to employees on the basis of their performance
• To provide a feedback to employees regarding their performance and related status
• To influence work habits of the employees
• To review and retain the promotional and other training programme
Advantages of Performance Appraisal
• Promotion- Performance appraisal helps the managers to determine the efficiency of employees and promote them to higher levels accordingly. It also enables them to remove inefficient workers.
• Compensation- Performance appraisal also helps in providing compensation and benefits to the employees. This includes high salary rates, extra benefits, allowances and bonuses.
• Motivation- Performance appraisal works as a motivation factor for an employee. It increases his efficiency and motivates him to achieve the target which in turn benefits the organization.
• Employee Development- One of the key feature of performance appraisal is employee development. Here, the strength, weakness and skill gaps of employees is identified and opportunities are created for their development.
• Feedback- Performance appraisal allows the manager to give performance feedback to the employees and also clarify the goals and expectations to them.
Performance Appraisal Methods
While Czech authors mainly concentrate on the distinguishing the methods according to the time criterion, foreign specialists provide other methods too. Their categorizations are -traditional and modern methods (Deb, 2006; Khurana, Khurana and Sharma, 2010; Randhawa, 2007), objective methods or performance-oriented methods and judgmental methods (Griffin, 2012; Pride, Hughes and Kapoor, 2012), scaling methods, narrative methods (Mathis ; Jackson 2011), comparative, rating, narrative and behavioral methods (Bogardus, 2007; Schermerhorn, 2011).
According to them, traditional methods are the methods which focus on performance – paired comparisons method, rating scales method, a critical/key incident method, etc. When compared to the classification by Czech authors, there is a connection between this classification and the classification of methods based on the time factor. Alternatively, modern methods focus on employee development. Authors who support modern method (Deb, 2006; Khuranet al, 2010; Randhawa, 2007) consider these methods: Management by Objectives, Assessment Centre, BARS, 360 degree feedback, and human resources accounting. Similarly like Czech authors, foreign authors also differ in their opinions on method classification as well as the grouping of these methods. Thus performance-oriented and judgmental methods also include methods that other authors classify as traditional or modern.
As Griffin (2012) states, performance-oriented methods are targeted at the evaluation of current outputs and employee is assessed under standardized conditions, while judgmental methods incorporate rating and ranking techniques (BARS method, rating scales, employee ranking and comparison). Rating methods, according to Mathis and Jackson (2011), include checklists, graphic rating scales and the BARS method. Narrative methods are used in cases requiring written or oral appraisal (they include the free essay (description) and critical/key incident methods (Mathis ; Jackson, 2011).
The last group, as defined by foreign authors, consists of comparative, rating, narrative, and behavioral methods. Comparative methods compare work performance of individuals – the most common type is the paired comparison, ranking, forced distribution method and forced choice method. According to Bogardus (2007), the most common appraisal methods are checklists and rating scales. Narrative methods require description of the work performance of an employee by a manager, they include the essay or free narration method, the critical/key incident method and the confidential report. The group of behavioral methods covers the BARS method (Bogardus, 2007).
1. Graphic rating scale method- This is a type of method in which the important traits required for a particular job role is jotted down and a rating is given to each employee on these factors. The factors can be behavior, responsibility, ethics, teamwork, adaptability etc. Commonly, the rating scale is of 1-5 on which employees are rated.
Performance Factor Performance Rating
Very Poor Poor Good Very Good Excellent
Problem Solving Skills
2. Alternation Ranking Method- This method means ranking the employees from highest to lowest for a certain trait. First, the trait is identified and all the employees are listed who are to be ranked. Then, the employee who is best in that trait is ranked highest and the one who is worst in that trait is ranked lowest. Below is the example of alternation ranking method:
Suppose there are 10 employees who are to be ranked on this trait, 1 being the highest ranked employee and 10 being the lowest ranked employee.
1. (Highest ranked) 6.
5. 10. (Lowest ranked)
3. Paired comparison method- In this method, all possible pair of employees are made and then each employee is compared with another on a certain trait, This can be illustrated with the following example:
FOR THE TRAIT ‘ CREATIVITY’
Compared to Employees rated
Ruchi Lokesh Pawan Barkha Nandan Mohit
Ruchi + – – + +
Lokesh – + + + +
Pawan + – + + –
Barkha + – – – +
Nandan – – – + –
Mohit – – + – +
In the figure, let us consider the first case where Lokesh is better than Ruchi so he is given a ‘+’ sign. Similarly, Pawan is not better that Ruchi so he is given ‘-‘ sign. This process is continued and finally we get all the ranks. Here, in this example, Nandan is ranked highest as he has got maximum number of ‘+’ signs (see column wise).
4. Forced distribution method- This method is also known as bell curve rating method. In this method, the manager sets some important factors on which the employees are to be assessed. Then the employees are rated on a normal distribution curve. It is the method used by many top companies but at the same time faces some criticism also.
5. Critical incident method- In this method, the manager keeps track of all work actions of the employees, whether positive or negative. After the specified period of time, the manager uses these records for the appraisal.
6. Narrative Forms- In this kind of appraisal, the manager provides in writing, the description of employee’s performance. Major focus is laid upon employee’s strength, weaknesses and skill gaps. Focus is also laid on the future opportunities for further development.
7. Behaviorally Anchored Rating Scales (BARS) – This method of appraisal combines the traditional and critical incident method. The behavior of an employee is described and each behavior is rated along a scale according to the level of performance.
8. Management By Objectives (MBO) – This method deals with the tracking of progress of an employee made after each specified period. Example of this method can be setting a target of selling 1000 units of a product and keeping track of the progress.
There is a specified process of MBO which is shown in the figure.
9. Computerized and web based appraisal- It consists of a software program that rates the employees on the basis of certain traits electronically.
10. Merged Methods- This method typically uses the combination of many of the above mentioned approaches.
11. 360º Feedback- In this method, the feedback of an employee is taken from his colleagues, subordinates, supervisors and external sources like customers and suppliers who are in link with the employee. This kind of appraisal system helps the employee to understand his weakness and strength and provides opportunity to work on that.
Employee engagement is an approach wherein the employees are motivated so that they are committed towards the organizational goals and objectives and simultaneously enhance their career and well-being. The organizations which follow employee engagement have high chances of achieving their defined objectives. This is because when employees are engaged, they are more productive and also are loyal to the organization. Since the retention rate becomes less, the company is successful.
The fact that employee is committed towards the organization, can be measured by the following three behaviors:
Say- The employee speaks positive things about the organization in front of co-workers and the future customers and employees.
Stay- The employee does not leave the organization even if he/ she has other opportunities outside.
Strive- The employee works hard to contribute to the organization’s success.
According to a meta-analysis research conducted by Gallup, there is close connection between employee engagement and performance results like profitability, productivity, turnover, absenteeism, customer satisfaction, shrinkage and safety incidents.
This relation can be well understood by the table. The companies who implemented employee engagement activities performed better than the companies who did not.
Employee Engagement Process
The basic steps followed in employee engagement are as follows:
The first step requires identification of the specific requirements and then designing a proper plan to carry out the process.
The second step involves circulation of an employee engagement survey. This can be in online form or offline form.
The third step is to analyze the results collected with the help of questionnaire. It explains that what factors motivates an employee and what factors force the employee to leave the organization.
The fourth step is to implement the activities required for employee engagement.
The fifth step is to analyze whether the action is producing the desired results.
Benefits of Employee Engagement
• High employee satisfaction
• Low employee turnover
• High retention rate
• Increased productivity
• Higher profitability
• Reduced absenteeism
ABOUT ADVANCED CAPABILITY SOLUTIONS PVT.LTD
Advanced Capability Solutions, abbreviated as ACAP Solutions, is an IT consulting firm which was founded in the year 2012 in London (U.K.). It provides software solutions to banking and finance (BFSI) sector and non-banking sectors like healthcare and telecom.
Company name Advanced Capability Solutions Pvt.Ltd
Domain Information Technology (IT)
Year founded 2012
Setup year in India 2013
Headquarters London (U.K.)
Company type Privately held
Company size 51-200
Offshore delivery center Gurgaon, India
CEO Matt Good
Group MD Graham Burchell
Chairman Trevor Foster
MD India, Global IT Delivery Rohit Arora
There are two major services which ACAP solutions is involved into. These are listed below:
1. Business Change
• Strategy- In today’s technology driven world, it is very essential for any organization to constantly adopt the changes for improvements. ACS help its clients in this by closely understanding their goals and values and then create a strategy for them to move forward.
• Digital Transformation- The demands of customers and stakeholders are increasing continuously, therefor the companies must be able to meet the new expectations that arise. ACS helps its clients in digital transformation by using technologies like Big Data, Artificial Intelligence, and Cloud Computing etc.
• Business Analytics- With the help of this technology, ACS helps its clients in optimization of sales, customer experience, market tracking, risk control etc.
• Operational Transformation- ACS helps its clients in managing their operations by optimizing, automating and integrating the systems and processes. It lowers down the cost and increases the revenue.
• Finance Transformation and Treasury Management- ACS uses Transformation Design Methodology which help its clients in getting answers of some of the important questions. It helps in setting up an effective finance and treasury function, managing software vendors, integrating the capabilities that provide long term growth.
• Regulatory Compliance- There are so many regulations which are imposed by the regulators on the financial firms. ACS helps its clients in adapting and dealing with the regulatory requirements.
2. Technology Change
• Application Development- ACS develops apps and uses agile methodologies for successful delivery. Some of the platforms used by ACS are Oracle, ETL, OFSAA, Java, .Net, Middleware, HTML5 etc.
• IT Management Services- The diagram shows the services given by ACS.
• Infrastructure Services- These services include installation of servers and database, managing project lifecycles etc.
At present, the major client for ACS is Royal Bank of Scotland (ACS). The employees are deployed at the client location and few employees who look after the mobile and application development areas sit in the office location.
CURRENT HR PRACTICES IN ACAP SOLUTIONS