Virtual Learning Session on Setting & Operationalizing Talent Acquisition

The National HRD Network in association with LinkedIn is pleased to announce its upcoming Virtual Learning Session on "Setting & Operationalizing Talent Acquisition" on Thursday, 26th September, 2013 at 1500 hrs. 
The session will focus on the following:
 
 
COE Conceptualization & Formation
Business Transformation
Leveraging Technology
Building a team
Policy Creation & Process Definition
Integration
Corporate Governance
Recruitment Analytics
Continuous Improvement Programme for Enterprise
 
Speaker:
 
Souvik Chakraborty 
Chief Talent Officer, Reliance Industries 
 
Souvik Chakraborty joined Reliance Industries as the Chief Talent Officer in August 2011 and is mandated to help bolster and streamline the Talent Acquisition function apart from helping identifying and hiring key professionals for the conglomerate’s existing businesses and multiple new ventures and forays in different industries and verticals. He brings over 25 years of multifunctional experience in different functions and roles across a few industries to back his professional capabilities. Souvik was last engaged as a Senior Partner with Transearch India (a Global Top 10 Executive Search Firm) having built and managed the Technology vertical. His previous experience in Sales, Marketing and Operations with diverse companies like Bharat Petroleum, Shell & Office automation industry helped him hone his business focus.
 

Registration Details:

Space is limited. Block your Virtual Learning Session seat now at:


https://www2.gotomeeting.com/register/348537282

 

Chapter

Communities

The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The distance organizations need to travel from ‘Good’ to ‘Great’ depends a lot on their ability to deliver sustained business performance that creates a win-win for all key stakeholders. A key enabler to this is a robust Performance Management system that motivates employees to take stretch goals and reward them for the meaningful contributions.
Planning for talent – quality and quantity – and then attracting them is one of the constant challenges HR professionals face in today’s War for Talent. Does your organization have a formal manpower planning process? What are the recruitment channels you use most frequently? What recruitment metrics are used by organizations?