ICICI Onesource Deploys Talent Induction System  ( January '7,2003, FE)

As a part of its ‘talent selection initiative’, ICICI Onesource Ltd has now deployed a new recruitment system. This move is aimed at obtaining appropriate professionals who can successfully handle migration-related businesses of the organisation.

Says ICICI Onesource Ltd head (migration) Rajeev Kamath: “Since migration-related activities are our core business drivers, it becomes imperative for us to get professionals who have an appropriate mix of capability and people skills.”

Accordingly, the company has devised a four-pronged approach to implement the entire programme of talent induction. As per the approach there are four broad categories in which the organisation has classified the individuals— people who are low in attitude and low in performance, low in attitude but high in performance, high in attitude but low in performance and finally those individuals who are high in performance as well as high in attitude.

Informs Mr Kamath: “Of these four broad classifications, only individuals who are high in attitude as well as have a high performance capability would become a part of the organisation.” Those who are high on performance but low on attitude are rejected in the recruitment programme.

This is based on the organisation’s perception that professionals who may have high performance orientations but lack in attitude may not fit within the overall organisational structure. The approach is also based on the understanding that people can be trained to perform but they cannot be necessarily trained for internalising the ‘right attitude’.

Consultants, however, point out that it is not essential to make such distinctions between attitude and performance. “If the organisation has the ability to institutionalise the right leadership culture employees tend to take up a voluntary responsibility to inculcate the right behaviour as well as deliver enhanced performance”, says Talent Trainers India Ltd senior consultant Ranjani Ravindran.

Also as part of the evaluation mechanism that has been devised in the recruitment initiative, the company has deployed an SAE—situation, action and effect plan.

According to the company, personality dynamics that are evaluated in such initiatives incorporate judging the capability of the candidate in delivering transitions, people relationship skills, organising abilities and prevalence of the ego factor.