HR operations

1. 1 | P a g e
A Project on
‘Human Resources Operations & Talent Management’
Submitted in the partial fulfillment of the requirement for qualifying
Master Business Administration
Of
Invertis University, Bareilly
At KidZania, Delhi/NCR
Submitted by
PriyamvadaDurgapal
Roll No.: MB2015055
Specialization: Human Resources
For Academic Year 2016 – 2017

2. 2 | P a g e
A Project on
‘Human Resources Operations & Talent Management’
Submitted in the partial fulfillment of the requirement for qualifying
Master Business Administration
Of
Invertis University, Bareilly
At KidZania, Delhi/NCR
Submitted by
PriyamvadaDurgapal
Roll No.: MB2015055
Project Guide: Dr. SalieshwarGhosh
Mr. NitinSareen
Specialization: Human Resources

3. 3 | P a g e
DECLARATION
To,
The Chancellor Sir,
Invertis University,
Bareilly, UP
Respected Sir,
I the undersigned hereby declare that the project report entitled “Human Resources Operations and
Talent Management”is an original work developed and submitted by me under the guidance of Dr.
SaileshwarGhosh.
The empirical findings in this project report are not copied from any report and are true and best of my
knowledge.
DATE:
PLACE: Bareilly
ROLL NO.: MB2015055
Signature of student
PriyamvadaDurgapal

4. 4 | P a g e
CERTIFICATE
This is to certify that the project entitled “Human Resources Operations and Talent Management” by
‘PriyamvadaDurgapal’ in partial fulfillment for the award of Master of Business Administration; Invertis
University is her original work and does not form any part of the projects undertaken previously.
Also it is certified that the project represents the original work on the part of the candidate.
Place: Bareilly
Date:
Signature of the HOD Signature of Guide

5. 5 | P a g e
ACKNOWLEDGEMENT
With immense please we are presenting “Human Resources Operations and Talent Management”
Project report as part of the curriculum of ‘Master of Business Administration’. We wish to thank all
the people who gave us unending support.
I express my profound thanks to HOD and Asst. Prof. Mr. Nitin Sareen, project guide and all those who
have indirectly guided and helped us in preparation of this project.
We also like to extend our gratitude to all staff and our colleagues of College of Management, who
provided moral support, a conductive work environment and the much-needed inspiration to conclude
the project in time and a special thanks to my parents who are integral part of the project.
Thanking you.
PriyamvadaDurgapal

6. 6 | P a g e
Executive Summary
The Human Resources are the most important asset of an organization. The success or failure of an
organization is largely dependent on the caliber of the people working therein. Without positive and
creative contributions from people, organizations cannot progress and prosper.
In order to achieve the goals or the activities of an organization, therefore, they need to recruit people
with requisite skills, qualifications and experience as well as manage it. While doing so, they have to
keep the present as well as the future requirements of the organization in mind.
It is defined as, “a process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting that manpower in adequate numbers
to facilitate effective selection of an efficient workforce, taking care of the manpower in career life,
providing them adequate reward leading to job satisfaction.”
In companies where there are larger HR teams, it is common to separate the business-facing side
of Generalist HR from the back-end HR function, and this is where HR Operations comes into play. The
Head of HR Operations looks after the efficient functioning of the HR team itself, acting as the line
manager for all HR staff and making key decisions on how to structure the HR function using both in-
house and outsourced resources. This division of responsibility allows the HR business partner to be
more responsive to the daily needs of the business, freeing up the HR Operations practitioner to
concentrate on keeping the HR house in order. In small to medium-sized organizations, HR Operations
is more hands-on, and an HR Operations specialist will look after the tactical and day-to-day running of
a simpler HR function.
Talent Management, as the name itself suggests is managing the ability, competency and power of
employees within an organization. The concept is not restricted to recruiting the right candidate at the
right time but it extends to exploring the hidden and unusual qualities of your employees and
developing and nurturing them to get the desired results. Hiring the best talent from the industry may
be a big concern for the organizations today but retaining them and most importantly, transitioning
them according to the culture of the organization and getting the best out of them is a much bigger
concern.

7. 7 | P a g e
Index
Contents Page no.
 Introduction......................................................01
 Declaration........................................................03
 Certificate..........................................................04
 Acknowledgement.............................................05
 Executive Summary............................................06
 Index..................................................................07
 Company Profile.................................................09 - 16
i. Locations
ii. Mission
iii. Vision
iv. Values
v. The Concept
vi. KidZania Story
vii. KidZania Economy
viii. Working at KidZaniaDelhiNCR
 Partners.............................................................17
 HR Team at KidZania...........................................18
 What Is HR Operations?......................................19 - 21
I. Recruitment
II. Job Analysis
III. Joining/On boarding
IV. Administration
V. Employee Relationship and Engagement
 Recruitment at KidZania......................................21 - 26
I. Recruitment process for Employees on payroll
II. Methods of recruitment used
III. Recruitment Process
IV. Overview of Recruitment
V. Recruitment process for External Employees 25-26
VI. What is RPO?
VII. Recruitment Process

8. 8 | P a g e
 Factors affecting Recruitment...........................27 - 29
 Job Analysis.......................................................29 - 32
 Joining and Onboarding......................................33
 Process Improvements Introduced.....................33
 Employee Relationship.......................................34
 Talent Management............................................35 - 38
 Conclusion...........................................................39
 Suggestions..........................................................39
 Wibliography........................................................39

9. 9 | P a g e
Company Profile
“Get ready for a better world”
Address: KidZania Delhi NCR, Entertainment City,
Gate No. 11, Near TGIP Mall, Sec 38A, Noida - 201 301.
Website:KidZania.DelhiNCR@KidZania.in
Contact: 1800 102 1222, +9122 39553700
Company History
KidZania was created and developed by the Mexican entrepreneur Xavier LópezAncona, the current
KidZaniaCEO.The first KidZania opened in September 1999 in Santa Fe Shopping Mall in Mexico City,
and was named La Ciudad de los Niños ("The City of the Children")
KidZania is a privately held Mexican chain of family entertainment centers currently operating in 16
locations worldwide, allowing children to work in adult jobs and earn currency. KidZania has received
more than 31 million visitors since its opening, making it one of the fastest growing
global edutainment brands in the world
KidZania has been brought to the domestic market by ImagiNation Edutainment India, which is
promoted by Bollywood star Shahrukh Khan, with 26 percent stake, and KidZInc of Singapore, which
holds the remaining 74 percent. KidZ Inc. is co-owned by the Comcraft, Xander&Maxfield Management
Ltd. Groups.

10. 10 | P a g e
Kidzania Launch Event
Locations
 KidZania Mexico City, opened in September 1999 as La Ciudad de los Niños, rebranded KidZania La
Ciudad de los Niños
 KidZania Monterrey, opened in May 2006
 Kidzania Tokyo, opened in October 2006 (franchise)
 KidZania Jakarta, opened in November 2007 (franchise)
 Kidzania Koshien, opened in March 2009 (franchise)
 KidZania Lisbon, opened June 2009 (franchise)
 KidZania Dubai, opened January 2010 (franchise)
 KidZania Seoul, opened February 2010 (franchise)
 KidZania Kuala Lumpur, opened February 2012 (franchise)
 KidZania Santiago, opened May 2012 (franchise)
 KidZania Cuicuilco in Mexico City, opened June 2012
 KidZania Bangkok, opened March 2013 (franchise)
 KidZania Mumbai, opened April 2013 (franchise)
 KidZania Kuwait, opened June 2013 (franchise)
 KidZania Cairo, opened September 2013 (franchise)
 Kidzania Turkey, Istanbul, opened February 2014 (franchise)
 KidZania Jeddah, opened January 2015 (franchise)

11. 11 | P a g e
 KidZania São Paulo, opened January 2015 (franchise)
 KidZania London,opened June 2015 (franchise)
 KidZania Manila,opened August 2015 (franchise)
 KidZania Moscow,opened in 28th of January 2016 in largest Europe shopping mall - Aviapark
(franchise)
 KidZania Busan, South Korea, opened in April of 2016. This is the second KidZania in South Korea.
 KidZania Singapore, opened April 12th, 2016 (franchise)
 KidZania Delhi NCR, India, opened in may 2016
 Kidzania Doha, Qatar, is scheduled to open in 2015
Mission
To feature the very best educational entertainment experience in role-playing for our visitors, To
deliver the most effective interactive medium of communication for our industry partners (sponsors),
To promote the most recreational and supportive development environment for our team members,
To provide the finest tools for supporting our business partners (franchisees), To achieve the greatest
sustainable returns for our investors, To supply the highest level of commitment and participation to
the enhancement of our communities and To champion the most supportive solutions for taking care
of our environment.
Vision
Our vision is to ignite the hearts and minds of kids everywhere by empowering them to make the world
a better place.

12. 12 | P a g e
Values
Our values are the qualities we look for and champion in our people. They are characteristic to who we
are and motivate how we conduct our business. They are the standards, which guide interactions
amongst our visitors, industry partners, investors, communities and the environment.
 Passion: We are enthusiastic about what we do and how we do it.
 Creativity: We are focused on using our creativity to be innovative.
 Quality: In everything we do, we distinguish ourselves through our over-the-top quality.
 Commitment: We are committed to our constituency.
 Integrity: As a company and as individuals, our actions must be professional and truthful.
 Result-Oriented: We are focused and driven towards obtaining goals.
 Big Thinkers: Big Thinkers are visionaries, can see beyond the long view and think "outside the
box."
 Go-getters: Go-Getters are willing to help launch something new and accept full responsibility
for the outcome. They are thriving, active, and energetic and are not content to stand by to see
what happens.
The Concept
 KidZania is a safe, unique, and interactive indoor theme park that empowers, inspires &
educates kids through real-life role-play activities. Built like a city i.e. the size of 7 Olympic-sized
swimming pools, it is complete with paved roads, battery operated cars, buildings, a functioning
economy & its own currency. By blending reality with entertainment, it provides an authentic
and powerful developmental platform where kids can discover, explore and learn about the
real-world.
 Our city is a rich learning environment where kids foster their autonomy, creativity, decision-
making skills, problem solving and social values. There are no RIDES & VIDEO GAMES!

13. 13 | P a g e
 Have your kids ever dreamt of becoming a pilot, a firefighter or the next award-winning actor?
KidZania represents industries present in the real world like private services, public services,
entertainment, airline, automobile, retail, restaurants and factories where children can play the
role of a Pilot, Surgeon, Detective, Chef, Engineer, TV Producer, Radio Jockey, Car Mechanic and
many more.
 The journey to KidZania begins the same away as many adult adventures do at an airport... and
from there the fun begins! Take a look at the activities kids can engage in and other details!
Awards & Recognitions
 KidZania was voted the World's Top Family Entertainment Centre by the IAAPA (International
Association of Amusement Parks and Attractions) and 2009 Global Leisure Operator of the Year.
Several KidZania franchisees globally continue to win Trip Advisor Certificate of Excellence, this
year 11 KidZania franchisees won this certification.
KidZania Story
A Spirit is Born
The history of KidZania starts like all great stories start, with idealistic passion and an unwavering spirit
stimulated by a communal desire to create something better. From a kid’s perspective things were just
not going as well as they could be: governments operated inefficiently, societies were becoming

14. 14 | P a g e
inequitable, valuable resources were routinely squandered and values were seemingly more and more
negotiable. It was the collective thinking in the imagining of something better by kids all over the world
that led to its creation.
RightZ are Defined
In the development of this new world, they recognized a need to document their beliefs and their wish
for independence. They began by establishing six fundamental rights:
 To Be
 To Know
 To Create
 To Share
 To Care
 To Play
These RightZ are more than just entitlements; they are the foundations for real world preparations and
the achievement of happiness.
A Declaration is Made
Kids wrote the Declaration of Independence document as a proclamation of their independence from
adults and as the unequivocal announcement of their new world’s existence. After some consideration,

15. 15 | P a g e
the kids agreed upon the name for their Nation: KidZania. Roughly translated, it means 'Land of Cool
Kids'.
A Nation is Formed
The first KidZania was established in Santa Fe, Mexico City. The day the first city was founded
thousands of kids came. They quickly embraced the city as their own and became passionate about its
activities. Their participation provided useful feedback to the city planners striving to meet the needs
of the city’s ever-growing population.
RightZ are Kept
The creation of Urbano, Beebop, Chika, Vita and Bache, the RightZKeepers, was the direct result of this
desire to guarantee that KidZania’s belief system would always be represented and also to ensure the
RightZ would be remembered forever.
RiteZKeepers :Urbano, Vita, Bache, Beebop, Chika

16. 16 | P a g e
KidZania Economy
Work, Earn, Play!
KidZania has its own functional economy just like any other nation, around which the experience of
KidZania lies. Throughout the journey of KidZania, kids learn to earn, spend and save kidZos, thus
better understanding various aspects of financial literacy!
Working at KidZaniaDelhiNCR
Dress Code
Employees within the operational team will be provided with a
uniform otherwise the dress code is business casual.
Drug & Alcohol
Testing
In line with our commitment to safety, all employees will be subject
to random and with cause drug and alcohol tests.
Working Hours
Working hours will vary depending on the role and department,
however, full time roles will include working five out of seven days on
a shift rota basis over weekends, including evenings.
What should I expect
if I have been
shortlisted?
If you have been shortlisted you will be invited to an interview or
assessment centre, depending on the position. During the interview
process all candidates are asked to complete a short aptitude test.

17. 17 | P a g e
Partners

18. 18 | P a g e
HR Team at Kidzania
Image 1 - Mr. Sanjeev Kumar (CEO) , Mr. Shahrukh Khan (Stakeholder 26%) and Mr. Jasvinder Singh
Sethia (GM - operations)
Image 2 - Mr. Viraj Jit Singh (CMO) with others
Image 3 - Mr. Kumar Gaurav (Sr. Manager - Human Resources)
Image 4 - Ms. Anubha Sharma (Manager - HR)
Image 5 - Mr. Rajesh Rana (HR Executive)
1- Mr. Sanjeev Kumar, CEO (In picture)
2- S. Sundaram, CFO (Picture n/a)
3- YazdiKhambatta ,Facility Director (Picture n/a)

19. 19 | P a g e
What Is HR Operations?
HR stands for human resources, a department of an organization that deals with employee-related
issues. HR operations refer to services provided by an HR department to business operations. HR
operations, or operational HR services, include administrative services, recruitment, job analysis, and
employee relationship management. These HR practices are in place to support management and staff
in their day-to-day business activities, and are important to meet an organization's goal. Small
businesses that do not need full-fledged HR operations often prefer to outsource the required services.
Large companies in which the scope of HR services is vast support in-house HR operations.
Recruitment
Hiring suitable candidates is critical to running a business successfully. It is an important duty of human
resources to advertise, attract and hire talent. The HR team ensures that number of employees is
adequate for smooth business operations. If there are too many employees, the organization will have
to spend its financial resources unproductively. If there are too few employees, the organization will
not be able to meet its day-to-day operational goals. The HR team also offers induction seminars or
basic orientation to new employees, and explains organizational policies and procedures.
Job Analysis
Job analysis is one of the most important practices carried out by human resources. Job analysis is the
process of finding out what a particular department wants from its employees. HR examines job
content, duties and responsibilities given by the operational heads carefully, and ensures that they are
relevant to the real work performed. This process is important to hiring the right people, and helps to
place suitable employees in the right positions, which results in employee motivation and optimal use
of resources.
Joining/On boarding
Executive onboarding is the application of general onboarding principles to helping new executives
become productive members of an organization. Practically, executive onboarding involves acquiring,
accommodating, assimilating and accelerating new executives. Proponents emphasize the importance
of making the most of the "honeymoon" stage of a hire, a period which has been described by various
sources as either the first 90 to 100 days or the first full year.

20. 20 | P a g e
Effective onboarding of new executives can be one of the most important contributions any hiring
manager, direct supervisor or human resources professional can make to long-term organizational
success, because executive onboarding done right can improve productivity and executive retention,
and build shared corporate culture. A study of 20,000 searches revealed that 40 percent of executives
hired at the senior level are pushed out, fail, or quit within 18 months
Onboarding may be especially valuable for externally recruited executives transitioning into complex
roles, because it may be difficult for those individuals to uncover personal, organizational, and role
risks in complicated situations when they don't have formal onboarding assistance Onboarding is also
an essential tool for executives promoted into new roles and/or transferred from one business unit to
another.
Administration
The human resources function in a business of any size is responsible for payroll management,
employee data maintenance, and risk and compliance management. The staff responsible for HR
answers all HR-related queries, disseminates policy updates to employees, conducts employee
satisfaction surveys, and maintains the human resources information system -- commonly known by
the acronym HRIS. HRIS is software used to maintain and track all HR data. Preparing documents such
as non-disclosure agreements, contracts and procedural manuals is also one of the important tasks of
HR personnel. HR ensures that efficient management of resources and operational risk control
measures are in place to keep up business activities.
Employee Relationship and Engagement
Employee relationship management refers to developing a positive work environment and managing
relationships between management and employees. Creating positive employee relationship is
important because employee satisfaction directly affects productivity. The role of HR in employee
relationship management is vital because it schedules training programs, approves performance
reviews, manages a hot-line for employee situations, completes exit formalities, and handles
disciplinary and grievances issue. By acting upon standard policies and procedures, HR ensures proper
business communication among employees and carries out efficient conflict management.
Employee engagement is a workplace approach resulting in the right conditions for all members of an
organization to give of their best each day, committed to their organization's goals and values,
motivated to contribute to organizational success, with an enhanced sense of their own well-being.

21. 21 | P a g e
David Macleod: “This is about how we create the conditions in which employees offer more of their
capability and potential”.
Employee engagement is based on trust, integrity, two way commitment and communication between
an organization and its members. It is an approach that increases the chances of business success,
contributing to organizational and individual performance, productivity and well-being. It can be
measured. It varies from poor to great. It can be nurtured and dramatically increased; it can lost and
thrown away.
Recruitment at KidZania
Kidzania has two types of employees
1. Internal Employees on Kidzania payroll
2. External Employee on 3rd party payroll
Recruitment process for Employees on payroll
This is used for employees who are joining the company as Co-ordinators/Team Leaders, Asst.
Managers, Managers and above

22. 22 | P a g e
Methods of recruitment used:
1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting/Shortlisted/Hold lists of
candidates are used. In scouting, representatives of the organization are sent to educational and
training institutions. These travelling recruiters exchange information with students, clarify their
doubts, simulate them to apply for jobs conduct campus interviews and short list candidates for
further screening.
2. Indirect method:
Advertisement in news paper, journals, on the radio and television are used to publicize vacancies. A
well thought out and clear advertisement enables candidates to assess their suitability so that only
those possessing the requisite qualification will apply.
3. Third party method:
Various agencies can be used to recruit personnel. Public employment exchanges, management
consulting firms, professional societies, temporary help societies.
4. Internet recruitment:
Various job sites are now available on the internet. The organization creates profile on such sites so
that various resumes of applicants can be viewed and matched with the requirements of the job and as
much as applicants can be called because almost 25% of net users in India search for jobs through
internet.
At Kidzania job portals like Naukari.com, Linkedin etc. are used, job requirement is created, job
description is shared with details like number of years of experience, job title etc is mentioned. Once
applications are received the provided CV/Resume is shortlisted, reviewed and if it fits the requirement
the candidate is then lined up for interview.
Recruitment Process
The process of recruitment begins with the sending of the “Job description” by the company. The job
description is comprising of the following requirements:

23. 23 | P a g e
1) Position vacancy
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The
recruiter then make use of the data that is available to him, or creates new data of the candidates.
Since I undergone the training in a job consultancy, there was pre-recorded data already available.
Thus, the recruiter can contact the person and can make him attend the scheduled interview for the
required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position
vacant and also provides the knowledge of what the company is seeking in the required candidate.
Understanding the complete JD (Job description) only can help the recruiter to move to the next step.
If the recruiter fails to understand the need of the company from the JD provided, then all of the steps
undertaken by the recruiter would turn out to be a failure.
3) Finding the required candidate
The major work of the recruiter begins here. The companies are loaded with many responsibilities, due
to which they put the pressure of the recruitment and selection of the required candidates on a job
consultancy firm. Since these firms basically, are into the business of recruiting only, so they are having
much broader aspect and determination for the access and selection of the job seekers, plus the job
providers.
Here, there are some major tools that a recruiter put to use to, in order to generate new data, which
comprises of the required candidates relevant to the given job description.
“JOB PORTALS”, usually called “PORTALS”, in midst of recruiters, are the major source of providing the
data required for the relative job description. The recruiter have the access to these portals, by paying
an amount to these portals. These portals contains the data of candidates from almost every part of
the world, ranging from a wider aspect of qualifications and experiences.

24. 24 | P a g e
These job portals have some very famous names among them. “NAUKARI.COM”, “SHINE.COM” and
“MONSTER.COM” are some of the major job portals that are having the bio-data of millions of
candidates. The job-seeking candidates upload their resumes on these portals, so as to open up their
profiles to the recruiter and to update themselves by the latest and the relevant opportunities in the
market.
The job portals have a specific area called the “EMPLOYER’S ZONE” , through which the recruiter can
make his/her personal account and can post the relevant job and can send invites to the desired and
qualified candidates. The desired candidates can then reply to the message sent by the recruiter,
through his/her own message.
These job portals provides a very efficient method of posting the job by the employer or recruiter. The
recruiter can post the job through the “Search-Post” method or he /she can simply search for the
desired candidates through “advanced search” and can find out the resumes of various candidates.
These portals have a special feature in which some of the portals give the contact number of the
candidate to the employer without charging any fee, and some portals do not provide this offer to the
employer.
4) Interviewing the candidate
After the candidates has been shortlisted by the recruiter, the candidates are called for the interview.
For this purpose, the recruiter prepare a logical approach to make the candidate, understand the job
for which the candidate is required and also interview him/her on the basis of their qualification and
experiences.
In some of the cases, the recruiter is the only one who conducts the interview by himself. An another
aspect when the recruitment process is handed over to a recruiting agency, the candidates are called
upon and interviewed by the agency people only. The company always would have foretold the
recruiter about the kind of candidates required, for a specific job.

25. 25 | P a g e
Overview of Recruitment done:
Profiles worked on
Airport Manager
Security Manager and Executive
Digital Marketing
Birthday Coordinator and Group Sales Manager

26. 26 | P a g e
Recruitment process for External Employees
Employees who are joining at an entry level/fresher as an "Zupervisor" for different establishments
inside the Kidzania establishment for such employees "Recruitment Process Outsourcing" (RPO) is
used.
What is RPO?
The Recruitment Process Outsourcing Association (RPOA) defines RPO as “a form of business process
outsourcing where an employer transfers all or part of its recruitment processes to an external
provider. Recruitment Process Outsourcing providers can manage the entire recruiting/hiring process,
or can manage one or two aspects of the process, essentially serving as an extension of the company’s
human resources department”. This definition illustrates that RPO services are not outsourcing in the
traditional sense, as working with an RPO provider is much more consultative and customizable than
normal recruiting.
At Kidzania we use "Randstad" as 3rd party agency, With 56 years of global HR heritage and 24 years
of being HR pioneers in India, Randstad provides clients immediate access to immense global and local
HR expertise to drive business performance. Randstad is India's market leading HR services provider
offering the broadest portfolio ranging from permanent recruitment and contract staffing to
recruitment process outsourcing.
Recruitment Process
Candidates are first evaluated by Kidzania Recruiter on the basis of communication skills, grooming,
presentability, experience in relevant industry.
The shortlisted candidates are then further refered to the HR Senior Service Manager where they are
evaluated in round 2.
Final selected candidates are then taken up further for joining formalities by the Randstad HR
representative.

27. 27 | P a g e
In both cases of recruitment once the candidate is selected they are then in 2 days time given offer
letter, it may in soft copy over email or hard copy.
Factors that are considered while recruiting in Kidzania:
 Determining which characteristics that differentiate people are most important to performance.
 Measuring those characteristics.
 Deciding who should make the selection process.
 Time effective and economical.
Factors affecting recruitment:
Internal External
Recruitment policy Supply and demand
HR planning Availability of resources
Size of the firm Socio, political and legal factors
Growth and expansion Competitors
Internal factors:
Recruitment policy:
The recruitment policy of an organization specifies the objective of the recruitment and provides a
frame work for the implementation of recruitment strategy. It may involve organizational system to
be developed for implementing recruitment strategies and procedures by filling up vacancies with
best qualified people. The recruitment policies of an organization are affected by the following
factors:
 Organizational objectives.

28. 28 | P a g e
 Personnel policies of the organization
 Preferred source of recruitment
 Need of the organization.
 Recruitment costs and financial implications.
2. Human resource planning:
Effective human resource planning helps in determining the gaps present in the existing manpower of
the organization. It also helps in determining the number of employees to be recruited and what
qualifications they may possess.
3. Size of the company:
The size of the firm is an important factor in recruitment process. If the organisation is planning to
increase its operations and expand its business, it will think of hiring more personnel which will
handle its operations
4. Cost:
Recruitment incur cost to the employer, therefore, organisation try to employ that source of
recruitment which will bear a lower cost of recruitment to the organisation for each candidate.
5. Growth and expansion:
Organisation will employ or think of employing more personnel if it is expanding its operations.
External factors:
1. Supply and demand:
The availability of manpower both within and outside the organization is an important determinant in
the recruitment process. If the company has a demand for more professionals and there is limited
supply in the market for the professionals demanded by the company, then the company will have to
depend upon internal sources by providing them special training and development programmes.

29. 29 | P a g e
2. Availability of resources:
Employment conditions in the community where the organization is located will influence the
recruiting efforts of the organization. If there is surplus of the manpower at the time of recruitment,
even informal attempts at the time of recruiting like notice board display of the requisition or
announcements in the meeting etc will attract more than enough applicants.
3. Socio, political and legal factors:
Various govt. regulations prohibiting discrimination in hiring and employment have direct impact on
recruiting practices. E.g. if Govt. introduces legislations for reservation in employment for scheduled
castes, scheduled tribes, physically handicapped etc. it becomes an obligation for the employer. Also
trade unions play an important role in recruitment. This restricts management freedom to select
those individuals who it believes would be best performers.
4. Competitors:
The recruitment policies of the competitors also affect the recruitment function of the organisation.
To face the competition, many a times the organisation has to change their recruitment policies
according to the policies being followed by the competitors.
Job Analysis
The next and the foremost part of the job procedure is “Job analysis”. When the recruiter finally get
the required candidate, then he/she has to prepare an analytic form of the work, the employee has to
do. This complete process is called “Job analysis”. Job analysis, basically, is the procedure for
determining the duties and skill requirements of a job and the kind of person who should be hired from
it.. (Reference: Human resource Management,11th edition,ch.4)
Job analysis further further produces information that is to be used for writing Job Descriptions. Job
analysis is further necessary to support several human resource management activities. In case of
recruitment and selection process, job analysis provides information about what the jobs entails and

30. 30 | P a g e
what human characteristics are required to perform these activities. This information, in the form of
job descriptions and specifications, helps managers decide what sort of people to recruit and hire.
Job description is again a product of job analysis. Jon description is a list of a job’s duties,
responsibilities, reporting relationships, working conditions and supervisory responsibilities. Job
description then further helps in training and development process, because it lists the job’s specific
duties and requisite skills.
Thus job analysis, is a basic tool that is required by the recruiter in making the candidate understand
the job carefully and properly. Certain other activities related to human resources like Performance
Appraisal, compensation and Legal compliances are also dependent on the Job analysis procedure.
In this manner, the whole recruitment and selection process from the side of a recruitment agency is
done.
Now the question arises that if the whole recruitment process goes through such a systematic,
simplified and step-wise manner, then why do companies hire recruitment agencies for this
purpose?
The answer to this problem lies in several layers. The companies relies on the recruitment agencies for
a number of reasons, that they can fulfill by simply hiring a recruitment agency, rather doing it
themselves. Some of the reasons for their hiring the recruiters are;
1) To save the time doing the recruitment.
Since the recruitment process is a very prolonged and time-constraint activity, that requires keen
observation and insight of the candidate’s perspective, qualification and approach towards the job, so
the company, by hiring a recruitment agency, save that time of theirs, to accomplish some other task.
The HR department of a company deals with a lot many activities related to legal compliance of the
company, the compensation methods and procedures for the employees etc. so the time for hiring the
new candidates become a tough job for the department, as such they have to devote their time for a
prolonged and a careful approach of finding the right candidate for the vacant position in the

31. 31 | P a g e
organization. So the organization finds it easier to hire a recruitment agency for the purpose of the
recruitment and selection of the candidates.
The recruitment agency, having its due attention and business approach towards hiring the right
candidates for the right job, pay its full and foremost attention towards the hiring of the candidates.
Thus, by saving the time of the organization, they also provide the required candidates for being the
employees for the particular organization.
2) Convenience of coordination
When it comes to the convenience of coordination within the organization and the recruitment
agency, it becomes much more easier to coordinate with each other regarding the Job descriptions,
the interview handling and the final selection of the candidates. The company finds it easier to connect
with the recruiters to discuss only a few important points on the recruitment process and not on the
entire selection process. Thus, it becomes easier for the organization to coordinate with the agency,
rather than handling the prolonged process of selection themselves.
Also, the organization can keep a check on the activities of the recruitment agency by employing an
individual to maintain and record the progress made by the agency and to prevent any sort of
misunderstanding regarding any job constraint.
The coordination process between the organization and the recruitment agency, is a major factor of
the successful completion of the recruitment and selection process of the candidates. So, it has to be
very accurate and must be in due agreements within the two firms. Due to this convenience, the
organization put their steps forward in hiring a recruitment agency rather than handing this process by
themselves.
3) Replacement Policy
A significant and most prominently, a plus-point feature, why an organization depends much on a
recruitment agency for hiring employees for them, is the “REPLACEMENT POLICY”. Many of the
recruitment agencies (also the one in which I worked in) provide this unique feature. To be stated, the

32. 32 | P a g e
recruitment agencies works the way like the candidate who is seeking a job and is interested in the
posted job by the recruiter on the portals, has to first register him/herself in that particular agency.
The agency has their charges from the candidates for the registration purpose. After the candidate is
registered in the agency, the interview is done by the recruiter or the candidate is sent to the HR
manager of the organization for the interview purpose. If the candidate got selected in the interview,
the agency charges for their part in the selection process. These charges are of two different aspects.
a) If the company needed a candidate for a vacant position in their organization and proposes a JD
for the same, then after the selection of the candidate, the recruitment agency charges its
salary part from the company itself. The agency then, do not take any amount from the
employee’s end.
b) If the candidate is seeking a job in a reputed organization and contacts the recruitment agency
for the desired job, then the company sends the candidate in a particular company for
interview and if he/she gets selected there, then the agency charges its part from the
employee’s end and not from the company’s end.
This is how the recruitment agencies work. Now, for the point mentioned above, if a candidate who is
selected for the job and is placed in the organization, declines from the job or leaves it due to some
valid reason, within a given time of probation of the organization, then again the position of that
particular personnel would be left vacant. Here comes the role of the recruitment agency again.
According to the replacement policy, if such an employee, who is provided to the organization by that
agency, leaves the organization within a given time of probation, then the recruitment agency is
RESPONSIBLE for hiring another candidate fits the same position, without charging any amount from
the company’s end.
Due to this replacement policy, it become an advantage for the organization to hire a candidate from
the due help of a recruitment agency and not by themselves as the chances of getting a good
candidate from the one who is purely into the business of recruiting, is very high. And also, the

33. 33 | P a g e
organization do not have to allocate its time in searching for an another efficient candidate for the job,
by again investing money on the whole procedure again.
Joining and Onboarding
For all the employees who have joined Kidzania below joining formalities are performed
 They are given application blank in which they are required to fill their Name, DOB, Past
Experience, Education Qualifications, Address and contact details, CTC of past companies and
contact numbers for Back Ground Verification.
 Along with this they are also required to fill form 11/Gratuity form and PF form.
 Employees who have been selected underwent series of sessions in Onboarding where they are
informed about the company's HR policies with other respective departments.
 Post this they are issued temporary ID cards and access card by sending out an email to BMS
team.
 HR representative sends out and email to Mumbai HR team for Employee ids to be created for
employees joining on Kidzania payroll. Also, for them email is sent out to create email id and
system allocation to IT department.
 For "Zupervisors" T-shirts are issued and for Coordinators/Asst. Managers/Managers and above
shirts and trousers are issued.
 For onroll employees bank account with YES bank was opened.
Administration-MIS/grievances handling/Vendor
 Maintaining the MIS for Employee Headcount and creating employee recruitment dashboard.
 If any query employee had in relation with bank account opening same was directed to YES
bank representative.
 Maintaining the track of employee collaterals (Badges/Id cards/Access cards) and Uniform and
doing vendor management for ordering if any requirement came by using Tally.

34. 34 | P a g e
Employee Relationship and Engagement
 Employees grievances are handled by HR representative in line with the company policy and
keeping in mind the employees interest.
 Different employee engagement activities were carried out like birthday celebrations etc.
 Awards like employee of the month, Mr. and Ms. Kidzania were given to employees in order to
boost their morale and confidence.
 Timely floor walks and audits were done to ensure that employees are not falling short of the
company standards and etiquettes.
Birthday celebration at KidZania

35. 35 | P a g e
Talent Management

36. 36 | P a g e
Talent Management - Meaning and Important Concepts
What if you could attract your competitor’s best employee for few extra bucks? Sounds easier than
done! Attracting high-worth individuals from the competitors is not everyone’s cup of tea. Targeting
them and finally hiring them is the test of your competencies experience, personal traits and brain
application. This is where the strategic approach plays an important role. A full-fledged department,
precisely Talent Management (a part of HRD), especially dedicated to the purpose is required to
recognize, source and poach them. However the process doesn’t finish here. It is a never-ending course
of action that requires continuous effort. Let’s read further to explore and understand the concept.
Talent Management, as the name itself suggests is managing the ability, competency and power of
employees within an organization. The concept is not restricted to recruiting the right candidate at
the right time but it extends to exploring the hidden and unusual qualities of your employees and
developing and nurturing them to get the desired results. Hiring the best talent from the industry may
be a big concern for the organizations today but retaining them and most importantly, transitioning
them according to the culture of the organization and getting the best out of them is a much bigger
concern.
Talent Management in organizations is not just limited to attracting the best people from the industry
but it is a continuous process that involves sourcing, hiring, developing, retaining and promoting them
while meeting the organization’s requirements simultaneously. For instance, if an organization wants
the best talent of its competitor to work with it, it needs to attract that person and offer him
something that is far beyond his imagination to come and join and then stick to the organization. Only
hiring him does not solve the purpose but getting the things done from him is the main task. Therefore,
it can be said that talent management is a full-fledged process that not only controls the entry of an
employee but also his or her exit.
We all know that it’s people who take the organization to the next level. To achieve success in
business, the most important thing is to recognize the talent that can accompany you in achieving your
goal. Attracting them to work for you and strategically fitting them at a right place in your organization
is the next step. It is to be remembered that placing a candidate at a wrong place can multiply your
problems regardless of the qualifications, skills, abilities and competency of that person. How brilliant
he or she may be, but placing them at a wrong place defeats your sole purpose. The process of talent
management is incomplete if you’re unable to fit the best talent of the industry at the place where he
or she should be.
Some organizations may find the whole process very unethical especially who are at the giving end
(who loses their high-worth employee). But in this cut-throat competition where survival is a big
question mark, the whole concept sounds fair. Every organization requires the best talent to survive
and remain ahead in competition. Talent is the most important factor that drives an organization and
takes it to a higher level, and therefore, can not be compromised at all. It won’t be exaggerating
saying talent management as a never-ending war for talent!

37. 37 | P a g e
Talent Management at KidZania
The ‘talent’ in an organization refers to the current employees and their valuable Knowledge, skills and
competencies. At Kidzania the employees are cross trained in multiple establishments and skill
enhancement is done by analyzing, developing and effectively utilizing talent to meet Business needs.
This results in lead to the development and implementation of corresponding strategies to address any
talent gaps or surpluses.
Talent management for the HR Community is a priority of the HR Strategy for the HR Community. Not
only does the HR Strategy support the HR Community as its own professional group, but it also
recognizes and will support the role human resource professionals have to help their the employees to
become skilled, committed and accountable to their respective job at hand. The implementation of a
talent management process that is transparent and equitable is expected to create an environment for
people to develop their skills in preparation for a range of future possibilities thereby preparing the
workplace for changing roles. The goal of this process is to map the business needs of the HR
Community with the potential and career development needs of our people in order to develop a
comprehensive Talent Management Plan.

38. 38 | P a g e
Conclusion
 Polices adopted by KidZania are transparent, legal and scientific.
 Recruitment is fair.
 The recruitment should not be lengthy.
 To some extent a clear picture of the required candidate should be made in order to
search for appropriate candidates.
 Most of the employees were satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new idea enters in the company.
 On the job training is provided giving all over insight of HR working
Suggestions
 Time management is very essential and it should not be ignored at any level of the
process.
 Recruitment policy is satisfactory in Kidzania but the periodicity of recruitment is being
more which needs to be reduced.
 Communication, personal and technical skills need to be tested for employees.
 Automation of HR system and processes is needed.
 Introduction and Implementation of HRIS system is required to minimize the manual
work and lowering the manual errors.
 Process Documentation is needed for easy understating for any new employee joining
the company.
 Person dependency on system has to be minimized for effective and smooth functioning
of work.
Wibliography
http://recruitment.naukrihub.com/meaning-of-recruitment.htm
http://www.managementstudyguide.com/talent-management.htm
http://www.rpoassociation.org/blog/bid/266335/What-is-Recruitment-Process-Outsourcing-RPO
https://en.wikipedia.org/wiki/Onboarding
http://delhincr.kidzania.com/en-in/