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New Job opening – 23 Oct 2017 in IBM Hyderabad Location :

Technical Support Associate

Hyderabad, India : 111970BR
Roles & Responsibilities :-
As a Technical support associate the Candidate would be providing voice support to IBM Internal End Users and External Commercial Account End Users across North America, EMEA & AP.
The job will require the Candidate to handle inbound calls/emails/chats regarding technical issues for end users.
Remote Infrastructure support delivery
Perform problem cause analysis
Resolve routine customer problem

Skills required :-
Proven communication skills
Knowledge in commercially standard software applications and major desktop operating systems.
Awareness of basic networking concepts and technologies.

Shifts :-
The Candidate would be required to work in a 24×7 environment and the shifts can vary depending on geographies supported

Eligibility criterion :-
Any Graduation

This is Employee Referral recruitment drive Walkin from the 24th to 28th of October between 12:00 PM to 14:00 PM at the below location.

Please confirm on my mail ID  intalam3@in.ibm.com

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How is human ‘capital’ approach different from traditional human resource perspective?

Employees are our capital and our obligation is to increase this capital. The word human capital shows that the management of this resource is not just the HR function but it also comes under management responsibilities. For many days people of many companies have been making a mistake to believe that Human Resource Management is part of the agenda of the HR Function. But the truth is that although the human capital’s work is made and made available by the HR function, in reality it is under leadership and management at all levels.

There is no doubt that HR would be a functional expert, but deputation is ultimately in the hands of line managers. The so-called distance between line managers and the HR must definitely be eliminated. No person can be a great line manager until he is a great human manager. That’s why the HR function strategy is changing towards the human capital strategy.

How do you manage this change in attitude and trends?

Tata Motors is going through a composite organizational transformation. It has started with a new vision and mission document, so that people can see that what they are doing and which is the goal of the company to achieve – there is a clear relationship between them. Inside that mission there is a consolidated vision which provides meaning to everyone in his work beyond the obvious reasons such as increment and work safety. In view of this, many of our HR procedures and arrangements are being reviewed. Making positive recognition for our Aces culture is dependent on our belief in positive psychology.

Our ‘Pact’ (Performance and Training Equipment) initiative supports the theory that managers should move forward in thinking of themselves as trainers instead of thinking of themselves as a boss. We have organized workshops and simulations to ensure that line managers follow this approach.

Under the new personal compensation policy, line managers are given a lot of responsibility. An important part of our performance parameters, talent management, and evaluation criteria is to use mechanical human resources processes to support a truly simple cultural conversion. Finally, we have created high-level branding among various human resources interventions to ensure enthusiasm, passion and ownership.

Changes in the middle of the journey, how satisfied are you with progress?

I am very happy with this trip. Our new human resource policies have been considered as one of the best in the world. We have implemented unprecedented ‘Outside In’ Thinking for Human Resources in Tata Motors. We have made some changes in our compensation theory so that people can see their rewards associated with the performance of the company. Historically, a variety of practices were implemented at various Tata Motors sites; We are now making a single Tata Motors route. We have made HR uniform and better in the company.

Through all this, we are trying to create a more contemporary organization that appeals to employees from any country, culture or industry; And there is a world-class place for the best talent. When we see when we started the change program, we know how far we have set a long way. I have to give 8 out of 10 points on the scoreboard.

Freejobalert

 

IBM Employee Referral Opening October 2017.

Talented people make IBM what it is. As an IBMer, you can play a key role in helping us attract new talent – to keep driving the transformation of our business. Is there someone in your network with the drive, passion and skills to make a positive impact at IBM? Then use our referral process. It’s quick, easy and rewarding.

Take a moment to register, then instantly share great IBM job opportunities with your contacts via social media. You’ll help others build great careers.

Referrals can be done by recommending a job confirmation and send resume on (Alam4u1 @GMail.com)

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