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ISB EY programme seeks to attract, develop best talent: Sandeep Kohli

Over a telephonic conversation with BUSINESS TODAY, Sandeep Kohli, National Director, Human Resources, EY (earlier known as Ernst & Young), says that the leading global professional services organisation makes substantial investment in graduates that EY hires.

Sandeep Kohli

Sandeep Kohli, National Director, Human Resources, EY

Q. What kind of retention programmes does EY have for fresh graduates in terms of study leave/promotion/offsite projects and so on?

A. EY joined forces with one of the premier B-schools, Indian School of Business (ISB) Hyderabad, in 2011 for an exclusive tie-up and launched the ISB EY programme in general management that is a customised management course in general management. The Post Graduate Programme at the Indian School of Business has been ranked the 20th position in global top MBA ranking. It is also South-Asia’s first AACSB (Association to Advance Collegiate Schools of Business) accredited school with a consistent track record of five consecutive years at the said global rankings. This tie-up by EY India is a first by a consulting firm in India. It resonates with our charter around creating best in class learning environment.

The 22-month programme (with a total 572 course hours) at ISB’s Hyderabad campus, is subsidised by EY and provides our employees with world-class learning and networking opportunities through highly acclaimed academic professionals from the Ivy League and premium B-schools across the world.

The objective of the ISB EY programme in general management is to attract, develop and retain best talent available at the entry level while they pursue professional education as well as improve business inefficiencies by incubating internal talent and leveraging available capacity.

Q. What does it take to keep the graduates engaged?

A. We have a ‘5-5-5 Feedback Process’ at EY, which is all about integrating and engaging with new employees. Integrating a new joiner into the system is a process that goes beyond creating positive first impressions. The foundation of a new joiner’s continuity, commitment and performance is based on their experience during initial months of joining and how well they are integrated in the organisation. To ensure all new joiners are engaged from the start, we have introduced “5-5-5 Feedback” – a formal feedback assimilation process.

These are formal one-to-one meetings between the new hire and HR that take place on the fifth day, fifth week and fifth month following the new hire’s induction. A feedback questionnaire lays the framework for these meetings. These proactive discussions help build HR connect, clarify any apprehensions or challenges associated with new role, and deal with issues when they can be most easily remedied. These meetings also help study trends and measure effectiveness of various people processes. The feedback and trends are analysed and shared with leadership periodically.

Another programme, “I’M EY”, is all about an intervention with the new hires. There’s no power point presentation or lecture but only fun activities that establishes how entrepreneurship is important to us.

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