HUMAN RESOURCE

MANAGEMENT

PROJECT REPORT

DREAM JOB : Research Associate

SUBMITTED TO: SUBMITTED BY:

Dr. Chandra Shekhar Yash Bhatia
133119
Section E
 1. INTRODUCTION
An affiliation involves people who are formally consigned employments who participate to
achieve affiliation's destinations. A boss is someone who is responsible for accomplishing these
destinations and does all things considered by managing the undertakings of the affiliation's
family. A boss on a very basic level is doled out to perform five fundamental limits:

• Planning: Creating plausible game plans and figures, rules and systems

• Organizing: Appointing endeavors to laborers as such working up channels of intensity and

correspondence

• Staffing: Deciding the kind of people required for the activity; enrolling, picking, reviewing,
surveying and getting ready laborers

• Leading: Persuading agents and keeping up the determination of the gathering

• Controlling: Setting quality standards, bargains targets, etc

The Human Resource Management (HRM) is the path toward getting, planning, evaluating and
compensating delegates, and of dealing with their work relations, prosperity and security and
conventionality concerns. HRM is dynamically ending up being progressively increasingly
fundamental to all boss and these days, affiliations are giving more noteworthiness to the
people than earlier. It in like manner makes them get the right partner for a particular movement
work and keep up a vital good ways from issues of utilizing an improper person. Considering
globalization, the test has expanded and there is more weight on relationship to reduce down
expenses and make workers powerfully important and quality careful. The accentuation is more
on learning and in this way on building human capital. Also, the new moved headways, for
example, adaptable and web - based life will make human resource the board today intelligently
appropriated. Henceforth the human resource boss require more limits. The boss ought to be
able to utilize affirmation based human resource the official's devices by the methods for
information, confirmations, appraisal, principal assessment, legitimate assessments, and so
forth. It has persuaded continuously confounded to be a human resource boss today. To make
 essential arrangements, the manager needs to fathom key orchestrating, publicizing, creation
and store. As associations mix and develop abroad, they should have the choice to execute
greater scale changes, drive laborer responsibility and redesign legitimate structures.
Subsequent to finishing my MBA Program, I seek to turn into a Research Associate at Korn
Ferry in the wake of getting applicable involvement with the business for a couple of years. On
chatting with one of the representatives at Korn Ferry, I became more acquainted with about
the association's way of life and the key occupation necessities. He helped me in thinking about
the distinctive occupation jobs in the firm and the comparing work exercises. This helped me
comprehend the association in a superior manner.

2. THE FIRM AND POSITION

The firm – Korn Ferry is a worldwide authoritative counselling firm. We assist customers with
synchronizing system and ability to drive predominant execution. We work with associations
to plan their structures, jobs, and duties. We assist them with procuring the correct individuals
to breath life into their technique. Furthermore, we prompt them on the most proficient method
to compensate, create, and inspire their people.

Our 7,500 colleagues serve clients in more than 50 countries. We offer five core solutions.

 Organizational Strategy
 Assessment and Succession
 Talent Acquisition
 Leadership Development
 Rewards and Benefits

Position – Research Associate

The essential focal point of this job is supporting a particular practice with research and up-
and-comer name age in planning for business advancement gatherings and conveying on
official inquiry ventures.
 3. JOB ANALYSIS : METHODOLOGY
Job analysis is the method to choose the commitments and essentials of an occupation and the
kind of person who is the best fit for it. The information accumulated from an occupation
examination is used to make Job Descriptions and Job Specifications.

In every practical sense, each work power related movement conversing with up-and-comers,
and planning and surveying agents, for instance requires understanding the action includes and
what human credits one needs to do the obligation well.

There are various ways to deal with assemble work examination information. It depends upon
the explanation they sort of procedure to be used. Approach on a very basic level joins
Interview Schedules, Questionnaires and Observations.

Gatherings can go from unstructured to a significantly sorted out one containing numerous
unequivocal things. Here the pro before long directs interviews with the laborer and gets some
data about his/her movement.

A review is the place a pre-organized course of action of request is given to the agent to depict
his/her commitments and obligations about the movement. It joins a blend of open completed
and shut completed request.

Another way to deal with separate business is by direct Observation. Here the researcher
physically watches the step by step works out. This is normally helpful in case of a social
gathering task, where progressively physical activities are incorporated.

With the end goal of the examination in the report, a meeting was booked with Mr. Sorabh
Chabrra to get essential data about the job of a. The transcript of the inquiries posed is
connected in Appendix-1.

4. COMPETENCY MAPPING : METHODOLOGY

ADOPTED
Associations use competency mapping to encourage the cutoff points, limit, information and
aptitudes of an individual to be verified. Competency mapping is a technique of mapping the
limits of a quick moving toward specialist to the necessities of the diverse occupation work. It
checks if an individual is fit for a specific business or not. The strategy fuses directing a Job
Analysis to perceive the center aptitudes and practices required to play out the action, drafting
a Job Description subject to those capacities and changing assets for best satisfy competency
needs.

The methodology adopted for competency mapping adopted is mentioned below:

1. The interviewee was posed inquiries with respect to the KSA-information, aptitudes and
capacities required to play out the obligations and duties. I likewise got some information about
the difficulties that he looked over the span of the playing out those obligations. In view of the
data gave, the conceivable center capabilities required for the activity were featured.

2. The respondent was gotten some information about the center competency that is required
for the activity. Furthermore, he referenced about the capability level, that the applicant must
have in the particular competency.

3. Based on this information, a skill matrix was prepared through the scheduled interview with
Mr. Sorabh Chabrra.

The skill matrix formed is attached in Appendix-2.

JOB SPECIFICATION
Job specification alludes to the arrangement of knowledge, skills and abilities which a person
must perform and have while working at a specific job profile.

KSA’s REQUIRED
KSA stands for knowledge, skills and abilities that are needed to effectively perform a job.

KSA of being an Associate at Korn Ferry.

KNOWLEDGE:

 Primary research
 Secondary research
 Search strategy formulation
 Mapping procedure

ABILITIES:
  Domain knowledge
 Stakeholder management (internal and external)
 Ability to analyse and interpret data and make informed decisions
 Creative and innovative approach to problem solving
 Creative and innovative approach to problem solving

SKILLS:

 Qualitative research
 Strong oral and verbal communication skills
 Networking skills
 Highly collaborative and team-oriented
 Flexible and agile
 Self-motivation and excellent time management skills

JOB DESCRIPTION
RESEARCH ASSOCIATE

Location: Bangalore or Gurgaon

Company: Korn Ferry International

Website: www.kornferry.com

COMPANY BACKGROUND/CULTURE

Korn/Ferry International is the prevalent worldwide individuals and hierarchical warning firm.
We opened our first office in Los Angeles in 1969 and as of now work in 114 workplaces in
53 nations.
We can convey our answers on a worldwide premise, any place our customers work together.
As of April 30, 2017, we have 7,232 full-time representatives, including 1,330 experts (517
Executive Search, 557 Hay Group and 256 Futurestep) who are basically liable for customer
administrations. Our customers incorporate a large number of the world's biggest and most
renowned open and privately owned businesses, center market and rising development
organizations, just as government and non - benefit associations.
KEY RESPONSIBILITIES

 Execution of search assignments brought into the firm by Partners. Assume a necessary
job in the inquiry procedure - from when a task is granted to the firm to the situation of
a fruitful up-and-comer with the customer's organization
 Aid introduction and readiness work for focused business offering
 Offer help in the execution of search assignments, taking obligations regarding the
examination component of the task
 Help with building the information base of the firm, to guarantee that all data acquired
over the span of a task is accessible to other people

ROLE COMPETENCIES & SUCCESS FACTORS

 Developing a search strategy to locate the most suitable candidates for the position.
Besides using K/F’s internal candidate database, Searcher, most times, this would
involve researching appropriate organizations to locate individuals who meet the
client’s requirements and who have demonstrated patterns of accomplishments and
success.
 Conducting research to develop a thorough understanding of client’s organization. This
includes review of relevant media including printed materials and on-line websites;
interviewing and profiling senior executives of client’s organization; and work with
client to develop detailed position specification for the job.
 Mapping qualified candidates from the source list which is developed through various
means such as direct inquiry, networking, Searcher database. The Associate will also
conduct telephone interviews actively to prospect and qualify candidates.
 Presenting and recommending short-listed candidates to clients for consideration. This
includes the preparation of a confidential report on the career history of the candidate,
complete with a comprehensive appraisal of candidates to client. This is vetted by the
partner-in-charge of the assignment.
  Participating in progress meetings with clients and assisting in reporting on the search
status. This is done under the guidance and supervision of a more senior consultant and
/ or partner-in-charge.
 Helping to facilitate the communication between client and candidate - conducting
reference checks; verifying stated information by candidate; and assisting in all other
related aspects of completing the employment offer to the candidate.
 Helping to identify new and improved methodologies in the execution process so as to
enable the firm to deliver the highest quality of service to its clients.

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

Notwithstanding having magnificent relational aptitudes and relational abilities, oral,

composed and tuning in, the competitor must have the capacity to deal with various tasks
adequately is generally significant. The perfect applicant must act naturally sure and self-
inspired, free, investigative and dedicated.

Effective competitors must be a cooperative person. S/he will take course well, be meticulous
and ready to function admirably under cutoff time. The Associate ought to have solid time the
executives and association aptitudes.

EDUCATION QUALIFICATION:

A Master’s degree, preferably from a well-recognized university.

 APPENDIX 1
Respondent’s details:

Name: Sorabh Chabrra

Designation: Associate

Phone No.: 9953141212

Transcript of responses:

Job analysis interview questions includes questions as follows:

 What is your activity profile at Korn/Ferry?

I am in direct contact with the accomplices and need to answer to them. My work starts right
where a task is given to the organization and closures when the correct competitor is found for
putting at the customer's organization.

 What is the progressive structure followed in your organization?

The beginning position is that of a Research Associate, trailed by an Associate, Senior

Associate, Managerial Associate, Principal and Partner.

 How is the work culture at Korn/Ferry?

Korn/Ferry is a worldwide firm and has an extremely open and adaptable culture. The firm has
faith in putting customer's needs first and ensuring that worldwide quality models are pursued
over the 100+ workplaces it has.

 What is the position offered to a MBA graduate at Korn/Ferry?

A MBA graduate takes up the situation of a Research Associate. The work experience that an
individual has additionally decides his situation in the organization at the hour of joining.

 Which of the information, aptitudes or capacities do you believe are the most
significant for your activity?

The most significant part of my activity is organizing. On the off chance that you don't have
what it takes to convey well orally just as verbally, making due at such a vocation would be
troublesome. Another significant viewpoint is to have legitimate space information.
 APPENDIX 2

COMPETENCY MAPPING
On a scale of 6. With 1 being Least and 6 being Maximum.

SKILLS REQUIRED 1 2 3 4 5 6

Communication skills 
Primary research 
Managerial skills 
Leadership 
Networking skills 
Domain Knowledge 
Stakeholder management 
Analytical skills 
Creativity 
REFERENCES:

 http://www.kornferry.com/Disclaimer