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A Project Report on
Talent management process in the organisation
In

EXICOM

(This Project is submitted to fulfilment of the requirement

of the degree of MBA (Master of Business Management)

By
Shubhi Triapthi

To
Banasthali Vidyapeeth
Department of Management Studies
Shubhi Triapthi -2241434

Project Guide –Mrs Tanya Soin

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DECLARATION

I declare that the project report on the topic Talent

management process in a organisation is submitted by me
to the university and the work and the data which has been
done or carried out has been under the knowledge and under
the guidance of Mrs Tanya soin who has been the guiding
authority during my internship report making phase in this
internship journey. I declare that this report will not
submitted in any other examination.

Signature
SHUBHI TRIPATHI

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About the Company

EXICOM

Exicom is a organisation which in into power electronics

company engaged in designing, and manifesting of the
multiple power electronics goods like DC power solutions for
various vertical markets with the Telecom being one of the
largest of it. It is the one of the organisation which is supplies
of 48V Li-ion battery with the power over 600MVH which is
deployed in Telecom sector

Exicom operates in two business unit –Critical power and

Battery Systems. Exicom is about USD 100MMrevenue which
is even increasing on day to day basis.
It has become one of the leading organisations which has
engaged themselves in manufacturing of the critical power
solutions to various market domain. Which telecom,
Industry, and EV sector.
Exicom is the largest manufacture of telecom DC power
solutions to which we also export to different other countries
of the world also. East Asia, Africa, as well. we have 90+ our
sales have increased on the product which we have designed

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and the growth has been 5* in number which passed 5 years

which has lead us create the leading space of our product in
the market.

We have introduced a new mobility division in our

origination which play a very important role in leading our
position as well as in the growth of the electric vehivcle;e
sector which do have created a positive impact on the society
which even clear the impact our the vision more clearly
about the nature .we have already supplied 15000 plus
battery to the auto industry and we have also set up multiple
charging station Exicom has always dreaming of being the
number one there emerging EV ecosystem .

Numbers

Chargers -1654
Total transaction-1209
Total revenue-327000
Total usage -2907
Charging energy-468KW
Co2 Reduction -12%
Customer feedback -4.5 rating

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Talent
Management
in an
organisation

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Talent acquisition

Definition

With growing business not just in India but also on the global
there is intense pressure to deliver better and become best
with their competitor there is constant to deliver better than
before. And will require most important resources best
human in that particular field who are passivate to work and
align themselves with the vision and mission of the
organisation.

These are the people who help to build the organisation

because they have the knowledge to build the organisation
to its best possible capabilities and it important whenever we
are looking the talent it should not only be judged on the
skills but the value set also because if we do not align with
the value it can be seen later and it is more important
nowadays organisation call it the culture fits.

In talent Management we explain the process in which

explain the process through which all the different sector
available around us weather they are government sector
weather are private sector weather they are profitable
organisation weather they are profitable organisation or they
are not profitable organisation everyone has the check list
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which they want everyone should follow to hire the

particular talent they are looking for.

Drawback

If we look at the number, we realise that there is lot of

pressure people to find new talent than ever so that they can
fills the job requirement efficiently and effectively even if
there is very low unemployment and more skilled labour
around to look for better candidates.

The major reason behind this moving of talent in every two

years if look the figures there are 44% of the young age or
the talent which is in there in early 20 are looking for job
change as in very short span of period.

Whereas there 25 percent of the job change ratio which

belong to the people who are there in their late 30 years of
their age.
There is whenever new hiring is done in increase the cost of
that hiring by 14 percent.

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There are very few companies in all over global which work
on the three analytics to improve the number of the attrition
rate there are very organisation which look in this.
This indicate that organisation need identify the problem in
there organisation they need to find out why are people
looking out from there organisation they need find the gap in
the employee and the organisation vision.

Because every talent that was working for the organisation

when leave the organisation it greater the gap in the work
which was happening and even that when the new hire arrive
it take more time to fulfil that gap.

Employment Gap is still seen with lot of educated youth

there is also observation of there is much of theoretical
knowledge that has been with the people but there is very
les practical knowledge and which comes out to most
important gap that can be seen.

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Hierarchy structure of EXICOM

M1 Top Management,
Vice prisedent,CEO,
MD
M2 Senior Manger,
Assistant General
Manager,Geputy
General Manager,
General Manager
M3 Assistants
Manager,Geputy
Manager, Manager
M4 Engineers Engineer
M5 GET,Jr Engineer
Talent Managements Sources

Internal References
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Whenever we working on the position

which is known to the team there is
higher chances of getting referrals
Nakuri
Nakuri is one of the most relevant portals
because every generation or every age
group has registered there because it is
one of the oldest portals
LinkedIn connect
LinkedIn Connect is counted as the most
important where is the higher chances to
connect with person who is part of the
same industry

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Critical power
Exicom Energy
DCT
Battery
Telecom power
Solution

Sales
Sales Service
Service
R&D
R&D
Manufacturing
Operations

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Division Data of Exicom

R&D
Production
Quality Control +Quality Assurances
Marketing +Pre Sales
Sales+B2B+B2C=Industrial +Channel +Corporates
Supply chain + Logistics Warehousing
After Sales Service
Customer Support +Call Centre

1) Finance
2) HR
3) Admin
4) Legal
5) IT

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“Right People who carry right skills set with right attitude
and they only become the right fit when they look Right
Jobs.”

Whenever we do any hiring we need to understand the

requirement of the department what kind of talent we are
looking and what is requirement that we are looking for and
what will the designation what will the level of the
experience they are looking for or they are looking for any
kind of industry specific according lings we prepare the job
description and we can start working on it.

Then we do sourcing of candidate through different portals

most prominent is nakuri.
We look of the candidate according to the requirement we
have received we try to find the closest candidate and try to

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look into the cv in what previous organisation he had worked

before. and what was his tenure in whose organisation and
what work he did there and what experience he carries with
him.

Even if the person has early changing jobs or have not

changed job for a very long period of time we need to even
look for the reason behind it.
Then we connect with the candidate and try to find out
whether he is looking for the job change or not and or they
are comfortable with the particular location or not.
If they are interested, we share the job description with them
and we enter their data.
We try to find similar kind of more candidate and we update
it in the excel and with the updated data we share on the e-,
mail with the particular department person and look for the
feedback from there department.

Once we receive feedback on those cv we have shared we try

connect and coordinate for their interview and we block their
calendar and share the teams invite with them.
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We check with the candidate that weather the invite we have

shared with them they have received or not.
We have given them the reminder call to them so that they
can connect on time.
Once they connect on teams we need to check whether they
voice is audible and their camera is working or not.
We need to look after the interview whether the interview is
completed on without any interference.

We receive the feedback on all the interview that took place

if the feedback is positive then we need to plan another
around of interview with face to face visit.
In face to visit we share the interview invite to them and we
block the calendar to whom they are supposed to meet we
need their calendar too.
Once they arrive we need to make them meet the person
who will take their interview and make them meet other
people whom they are supposed to meet.
The purpose of the visit to check whether the person will fit
in the organisation culture fits in the organisation and will
their attitude ideal will fit with the organisation.
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We have multiple other things also that we plan visit of all

the shortlisted candidate in sufficient gap of time so that it
does not overlap with the timings of the other person.
Once the candidate leave and all the interview are we get the
feedback on all candidate and we get whom to select and
release offer too.

Once we get the selected candidate we decide to release

offer letter to them but before releasing the offer letter we
need to negotiate the salary and the designation on which
they will be given on the internal level.
Once in the internal discussion whatever discussion we have
taken we need to navigate it with the candidate too. Once
the candidate gives the approval then we prepare the hiring
approval.

Hiring Approval
Hiring Approval in prepare we need to take approval from
the CEO about the salary and the designation on which is
given to them and once we receive the approval then we
release the offer letter of that candidate.

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Once the offer letter is released and once the candidate gives
the acceptance on that offer letter than that position is
closed.
But this does not end the work of our we need to even keep
backup of the candidate and we need to do regular follow up
if the candidate that will join or not after serving their notice
period.
We are working on multiple position so we need to manage
side by side
In my tenure of working in the organisation I have worked
on multiple position and while working every position I have
tries to use different approach.

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SERVICE ENGINEER (First Position)

Service Engineer –First Position

Position –Engineer (EVSE)
Repots to –EVSE SD/SA

Role
The EVSE Engineer /Service Engineer is to manage &
interaction with customer for complaints survey, I & C of field
supplied products.

RESPONSIBILITIES
1. Failure analysis & troubleshooting for corrective actions
2. Preventive actions to avoid multiple visits & product
failure.
3. Build sustainable relationship and engage customers by
taking the extra mile
4. Provide excellent customer service and persuade
customers to rate us highly. During visit & interaction
Technical sound.
5. Responsible for performing & Quality assurance during
Survey, I&C customer sign-off.

Service Engineer hiring is important in ev charger

industry because whenever a product based company
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manufacture any product they need to keep people who

can take of their product and do the service or if there is
any issues they can fix that issues and ev charger are
installed in different location in all over globe.

We have keep hiring them on every few days because

there is highest attrition rate in service engineer job
because they often change jobs even for the small
amount of money.
And even organisation which they are leaving cause a lot
of trouble for them.
We need a regular connect with them we try to
understand their problem and try to help them in giving
relevant solution.

Service who join in different location which is not in our

reach to our corporate location we mail them our
document requirement then they send us all the
documents through post.

While working in this position I realised that hiring of

service plays a very important role in any organisation a
hiring of service engineer is even more important
because if there will not be sufficient amount of service
engineer then it will affect the product service which will
after the customer satisfaction for the product.

We do hire most number of service engineer which are

off role because there is different perk that given to on-

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roll candidate which are not received by off-roll

candidate.
We keep of record all the service engineer even if they
are not hired in current time. if they are looking for
different location.

Communication with service engineer plays a vital role.

When I hired the service engineer it was the first

position that I closed he was having a month notice
period so I tried to maintain communication with him on
the regular basis.

Plant HR – (Second Position)

The Human Resources Generalist is the person responsible

for performing the duties which are HR –related duties on
the professional front. This position has to carry a lot of
responsibilities in many areas which is important to maintain
plant.
Employment law should be most important knowledge that
they need to have because plant is the place where there

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deal mostly with blue collar jobs everyday basic and for that
should have proper knowledge of labour laws.
Compliance, Plant IR, Payroll, Employee relation, on
boarding, policy implementation, and recruitment /
employee in the plant.

Role: Handling end to end Plant HR/IR operations &

operations Admin activities at Plant Level
Qualification: MBA or PG (Specialization –HR/Industrial
Relations) MSW/MLM
Experience: 15-18 years Exp in a manufacturing set up
Location: Gurugram

Job Description
1. Heading Plant HR/IR &Admin activities at Plant level.
2. Talent Acquisition and optimum utilization of resources
available.
3. Trainings & Development for the people in the Plant for
the better skills of the labour and the new join.
4. Contract Labour Management- Handle contractual
labour (third party)
5. Manage all statutory Compliances’ related to factory.
6. Plant HR should know how to handle performance
Management of the people working in plant.
7. To lead various internal /external audits in line with the
quality standards.

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Whenever we are working on this position we have to find

the right fit someone who belong to automobile industry.
So we connect with the candidate who are the relevant
experience and while looking at cv of the candidate first we
look into his previous experience of the candidate and try to
analyse his learning mentioned that he has mentioned in his
cv.
While working I there was demand of Male candidate
specifically because it is much easier for a man to handle
plant specifically where the headcount of men is larger in
number.
And then we shortlist few cv on our end and try to connect
with the candidate to check this interest in the job for the
particular location.

Every time we work on the position we have a budget

constraint but that should not impact our search so the try to
find the people in particular budget.
We then update the data into us excel sheet and prepare the
mail in which we add all the detail of the candidate who are
interested with their cv.
And when we share the mail to the Manager the shortlist the
candidate and send us the chosen candidate we need to
interview.

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And then we coordinate with the candidate and try to fix the
interview of the candidate.
When the interview take place we need to give reminder call
to the candidate so that they connect on time.
When interview is completed we need to take feedback from
the manager about the candidate weather it is positive or
negative.
If it’s positive, we need we have his face to face interview
with CHRO or its also call final round of the interview.
Once we do interview with CHRO the n we take the feedback
after the visit if the result is positive then we approach to
candidate and the three documents so that we can do final
negotiation.
And once we receive the documents we have an internal
discussion about the designation he will have and the hike he
is looking for and what we can offer.
Once we have the internal discussion complete then senior
talent acquisition lead will negotiate on that front.
Once the negotiation is done we release the offer letter and
once the offer letter is released we coordinate with him
regarding the acceptance of the offer letter.
When we hire some one with this much of experience they
need to serve notice period.
When someone is serving the notice period we need have
the connect with candidate on a regular basic so that we

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don’t loose the candidate because candidate in the notice

period receive other offer too.
We need to keep connect and regular follow up with
candidate.
Once the candidate is about to join we plan there joining and
on boarding
Once the candidate join we have its induction and all the
documents check.
Then we give him the authority of the work and role and
responsibilities he is supposed to do.
While working on this position we have gone through
multiple problem.

1. We found candidate who does not much of experience

which was relevant to us
2. We found candidate are very rigid which will not be
good cultural fit.
3. We found candidate who were good but they have
changed their organisation recently.
4. We found candidate who have 90 days’ notice period
which is quite a lot.
5. We found candidate who are asking for a lot of hike.
6. We found candidate who took the offer but did not
accept it.
There are lot of challenge that we face when we look for a
right fit but it is important that we find the right candidate

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because every resource we hire plays a vital role in the

growth of the organisation and when the position is to hire
someone with senior designation it is even more crucial
because when we hire leader
Leader quality
1. Leader should be responsible in their work
2. Leader should be positive in behaviour
3. Leader should carry the aura that if he speaks he should
sound responsible.
4. Leader should be someone who should not give up in
any given time of needs.

HRBP Human Resources Business Partner- Third Position

Role : HRBP
Job Location-Gurugram
Experience -13 -18 years
Education Qualification –MBA (HR)
Reports to –Chief Human Resources Officer

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Job Responsibilties
Induction & Orientation – Manage the on boarding process,
including orientation programme for new hire.
Documentation and benefit enrolment.
Performance Review & Appraisal- The Initating, tracking and
follow ups with the functional head for the timely completion
of KRA’s of their team completing the complete review of
mid- year and final year appraisals and identifying training
needs, ensure successful planning , monitoring and
performance review & Appraisal
Employee Relation-Build positive employee relation by
managing complaints addressing employee concerns, and
providing guidance and advice to mangers on employee
relations issues and organising celebration festival, birthdays
and get together managing various committees like safety
committee, Posh committee and Grievance redressed
committee etc.
Administer the organizations compensation and benefits
programs including conducting salary’s surveys performing
job evaluations and analysing benefits plans.
Employee separation management –Conducting of exit
interviews and analysing the causes of employee attrition
counselling them for the retention.

Skill Requirements

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Expertize in HR policies and procedures

Understanding of HR best practices and current regulations
Sound judgment and problem –solving skills
Customer-focused attitude, with high level of professionalism
and discretion.
Familiarity with MS office suite
Excellent communication skills.

Business Development Manager-Fourth Position

Role : BDM
Designation: Sr Manager /AGM
Department: EVSE
Location: 6-10 years
Qualification: B.E/B.Tech or MBA
Responsibilities

1. Build business by identifying and selling prospects;

maintaining relationship with clients

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2. Identies business opportunities by identifying prospects

and evaluating their position in the industry
3. Create a business plan that includes budgets, volume,
business forecasts cost management & cost control,
new contracts in addition to the key accounts strategy.
4. Preparing the techno – commercial offers for new
businesses as per the company standards.
5. Maintain relationships with clients by providing support,
information and guidance researching and
recommending new opportunities; recommending profit
and service improvents.
6. Ability to design and effectively implement both short-
term and long-term business strategies.
7. Work on product improvents product or new products
in coordination with product/R&D teams by remaining
current on industry trends, market activates and
competitors.
8. Building strong clients relationship with current and
future customers and guaranteeing business expansion.

When we Business Development Executive we need to

specific on the industry front because when we work on the
particular industry then it is much easier because they don’t
need much of the learning because they are part of sae
industry.

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In this Position we try to connect with the people who are

part of organisation or we do internal hiring’s

Hardware Engineer – Fifth Position

Role : Hardware Engineer
Designation: Senior /Engineer
Department: EVSE-R&D
Location: Guru gram
Experience: 3-7 Year
Qualification: B.E/B.Tech in ECE/EE

Responsible for
1. Design & Development of Analog and Digital Circuits
2. Responsible for PCB Design, Schematics design
Component’s selection, BOM Creation, Block Diagram
3. Read data sheet of required components schematics to
PCB and Vice-versa
4. Responsible for testing the board and support
production & support in troubleshooting,
5. Documents creation Hardware design and Testing
documents
6. Choose right components with less lead time ,match
their footprint and description as per requirement and
order them from Digi key , mouser etc.

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7. Footprint creation for PCB , Logo design on PCB ,Silk

artwork , PCB Layout cost engineering .
Qualification
1 . B. Tech ECE/EE
2. 3-5 Years of work experience
3. Ability to work well under pressure
4. An analytical mind problem-solving skills
5.Process-oriented
6.Good verbal and written skills
7.Proficient in MS office

When we work on these position which need any

technical knowledge we need to very sure on the front
of the cv because we need to take care of all the project
they have done.
And if the candidate data which we have shortlisted if
they are not the perfect fit then we need to change our
search and look for the candidate because technical
knowledge plays a vital role in product.

There is a higher possibility that we need to do

multiple around of the interview to check their
technical knowledge

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CRM LEAD- Sixth Position

Role –CRM Lead

Designation-Sr. Executive
Department-Customer Experience
Location -4-6 years
Qualification-Graduation

Responsibilities

1. Send all APP notification/SMS/Emailers to customers

2. Ensuring they are sent as per agreed time.
3. Draw analysis from same and give suggestion for next
course of actions
4. Work with spin APP team on features development
and customization required.
5. Work with Tech team for CRM-Pulse customization
and ensuring customer journeys are built in.
6. Roll out surveys to customers to share analysis
7. Map competition and update so that we can plan
internally future requirements
Qualification
Graduate degree
5-6 years of work experience
Min 2-3 years’ experience in customer journey

Preferred skills

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Tech Savvy with proficiency in excel and word

Worked on APP/CRM

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