sys admin hrm1
TRANSCRIPT
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HRM GROUP ASSIGNMENT
Submiited By:
Group C1 : Sec C
Roll No:
U110131
U110141
U110123
U110132
U110151
U110164
U110179
U110163
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JOB ANALYSIS
JOB DESCRIPTION
The position of system administration is established to perform highly complex LAN/WAN
projects involving the design, analysis, maintenance and implementation of LAN/WANequipment and networks and perform system administration of microcomputers
JOB SPECIFICATION
y Qualifications :MS/ME/M Tech/MCA BE/B Tech
y Prior work ex :o MS/ME/M Tech/MCA (min 5 years of work ex)o BE/B Tech (min 7 years of relevant work ex)
y Special training :o Certification: RHCT/CCNA/MCSA/CCIE preferredo Prior experience vendor management
y Personality attributes:o Planning, organisational and multitasking skillso Technical expertise and know how (cross functional knowledge preferred)o Should have good communication ability (oral/written)o Good interpersonal skillso Problem solving/analysis and decision making skillso Leadership skills
y Physical Characteristics:Should be physically able. (Medical Fitness certificate from practitioner and
Medical fitness test on joining)
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WEIGHTED EVALUATION INDICATORS
SKILLS/ATTRIBUTES WEIGHTAGE EVALUATION INDICATOR JUSTIFICATION
Technical expertise and know
how (cross functional
knowledge preferred)
25% Prior work ex (30%)
Certification (20%)
Written Test & Tech
interview (40%)
Qualification (10%)
Technical policies and
procedures to be developed
with tech support to all
departments.
Communication Skills
(oral/written)
15% Tech Interview (40%)
HR Interview (45%)
CV & Application form
(15%)
Meet customer
representatives, communicate
tech info to clients
Interpersonal Skills 10% Prior work profile
(Demonstration of team
work) (20%)
HR Interview (45%)
Psychometric tests (35%)
Establish and maintain
effective working relationships
with vendors.
Leadership and guidance skills 15% HR Interview (45%)
Psychometric tests (40%)
Hierarchy in current
organisation (15%)
Train administrators.
Planning, organisational and
project management skills
15% Work Profile (45%)
(Size of teams led, major
projects undertaken)
Project management
certifications (40%)
Psychometric tests (15%)
Designing of cost effective
systems. Test, evaluate and
recommend for tech buying.
Problem solving/analysis and
decision making skills
20% Work profile (30%)
(Demonstration of ability to
solve issues in past)
Tech interview (70%)
Identify and resolve hardware
and software problems. Define
user needs and recommend
alternatives.
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SOURCES OF RECRUITMENT
1. Employee Referral: Referrals from senior managers and executives will provide us withthe best option for the job as, their internal understanding of the company and industry
requirements is unmatched and their business network can be leveraged upon
a. Communicate to the employees through mails, intranet, notice and bulletinboards about the job vacancy
b. Inform and give prompt bonus rewardsc. Give regular promotional incentivesd. Give public recognition of successful referrals.
2. Own corporate user site: This increases the reach of the application among theinterested candidates as this is the first place they will visit when deciding to work for it.
a. Depending on the urgency and the number of people required, decide on thetime period and prominence of the advertisement in the companys website.
3. Online recruitment / job portals: This is a popular source of job hunting and increasesour reach along with publicising the position and the company.
a. Advertise on popular job portals like naukri.com, monster.com andfishforjobs.com depending on cost of advertising and popularity of the site.
b. Advertise for 2-3 weeks depending on the urgencyc. Buy online ad spaces on popular technical sites and blogs like cnet.com,
tech2.com etc.
4. Journals / newspapers: They still remain a popular source and reaches remote areaswhere other kind of media may not be there.
a. Advertise in MIS and IT networking related journalsb. Advertise in classifieds of national dailies, leading business newspapers and
regional newspapers where the job vacancy is to be filled.
5. Business/ Social Networking sites: They enhance our online visibilitya. Use LinkedIn, Facebook
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6. Recruitment agencies/ Head hunters: Their experience and business network can beused to find the right match.
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Thank you for your interest in Infosys!
We, at Infosys look at recruitment as an opportunity to explore a mutually beneficial relationshipbetween an individual and the organization.
Following is a broad outline of the recruitment process at Infosys
1. Company Application Form- The information that you share here helps us know you better andmake our interactions during the interview more engaging.
2. Managerial Values Questionnaire & Career Anchors Questionnaire-These are profiling test thatcomes as a form (hard/soft copy) and needs to be filled before the first interview.
3. Interview Process- The process constitutes of a computer based technical test followed by technicaland HR interview
4. Reference Checks- At the last stage, we would like to take feedback about you from three individualswho would have known you in a professional context.
5. Medical check-up, remuneration finalization and offer will be the final stage.
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COMPANY APPLICATION FORM
LAST NAME-
FIRST NAME-
SEX-
AGE-
DATE OF BIRTH
y In case you have been interviewed by Infosys earlier, please give the details No
A. ACADEMIC RECORD(In reverse chronological order- starting from the latest up to SSC)
Degree Institute /University Period Percentage Rank /
Achievemen
tFrom To
B. INFORMATION ABOUT YOUR FAMILY(Parents, spouse, children, brothers, sisters)
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Name Relationship Age (in
years)
Occupation Employer
Speciality Category Last used (Year) Years used 1 to 10 scale(not
to be filled by
candidate)
Client server Methodology
DBA/SQL Database
Windows NT 4.0 Server
Red Had Linux Server
Network admin Position
Project leader Position
MS Office Tools
DOS OS
Unisys Tools
Visual Basic Language
C, C++ Language
Others All
C. LANGUAGES KNOWN-(In addition to English)
Language Speak Read Write
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D. DETAILS OF WORK EXPERIENCE-
1. Summary (starting with the first job and ending with the present /last one)
Name and address
of the organization
Period of
employment
Designation
on
appointment
and leaving
Name &
Designation
of direct
superior
Gross
Remunera
tion Per
annum
Reason for
leaving
From(M/Y)
To
( M/ Y )
2. Details of present / last employment-
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Name of the organization- Sales Turnover (Rs.)-
Number of employees-
Please represent the organizational structure of your department- indicating your upward relationship
to your supervisor, grand supervisor up to the CEO. Also indicate your immediate subordinates andpeers.
3. Briefly describe your present / last assignment -
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4. Why are you considering a change in the employment?
5. Please give details of your present emoluments- [CTC Per Annum ]
Monthly: Basic - Annual : Medical -
HRA - LTA -
Conveyance- Bonus -
Other allowances
Any performance linked component-
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KNOWING YOU BETTER-
1. In not more than 250 words, please describe yourself as a person, your strengths and areas ofimprovement?
2. What is your single largestachievement so far? Why do you consider itto be your largestachievement?
3. Have you everadopted a non-traditional approachto manage a project / situation orto solve aproblem? Briefly describe the project / situation ofthe problem, the approachand the outcome.
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4. Whatare your personal and professional goals in life? How would getting into Infosys / this role helpyou in your journey towards your Personal Goals?
F. CONTACT DETAILS -
Permanent address-
Phone E mail- Fax-
Mailing address-
Phone- E mail- Fax-
Office Tel. No-
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REFERENCES-
Please give details (ACCURATE AND LATEST TELEPHONE NOS) ofat leastthree persons who have
been associated with you professionally.
Name Designation Tel.No.
( Office )
Tel. No.
( Res / Cell )
Length of
association
Nature of
association
DECLARATION-
I hereby affirm that the information given in this application blank is true to the best of my
knowledge.
Signature -
Date
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(Please ensure that you have completed the form in all the aspects)
Thank you for your interest in Infosys!
We, at Infosys look at recruitment as an opportunity to explore a mutually beneficial relationship
between an individual and the organization.
Following is a broad outline of the recruitment process at Infosys
6. Company Application Form- The information that you share here helps us know you better andmake our interactions during the interview more engaging.
7. Managerial Values Questionnaire & Career Anchors Questionnaire-These are profiling test thatcomes as a form (hard/soft copy) and needs to be filled before the first interview.
8. Interview Process- The process constitutes of a computer based technical test followed by technicaland HR interview
9. Reference Checks- At the last stage, we would like to take feedback about you from three individualswho would have known you in a professional context.
10.Medical check-up, remuneration finalization and offer will be the final stage.
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COMPANY APPLICATION FORM
LAST NAME- AGE-
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FIRST NAME-
SEX- DATE OF BIRTH
y In case you have been interviewed by Infosys earlier, please give the details No
D. ACADEMIC RECORD(In reverse chronological order- starting from the latest up to SSC)
Degree Institute /University Period Percentage Rank /
Achievemen
tFrom To
E. INFORMATION ABOUT YOUR FAMILY(Parents, spouse, children, brothers, sisters)
Name Relationship Age (in
years)
Occupation Employer
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F. LANGUAGES KNOWN-(In addition to English)
Language Speak Read Write
D. DETAILS OF WORK EXPERIENCE-
1. Summary (starting with the first job and ending with the present /last one)
Name and address
of the organization
Period of
employment
Designation
on
appointment
and leaving
Name &
Designation
of direct
superior
Gross
Remunera
tion Per
annum
Reason for
leaving
From
(M/Y)
To
( M/ Y )
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2. Details of present / last employment-
Name of the organization- Sales Turnover (Rs.)-
Number of employees-
Please represent the organizational structure of your department- indicating your upward relationship
to your supervisor, grand supervisor up to the CEO. Also indicate your immediate subordinates and
peers.
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3. Briefly describe your present / last assignment -
4. Why are you considering a change in the employment?
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5. Please give details of your present emoluments- [CTC Per Annum ]
Monthly: Basic - Annual : Medical -
HRA - LTA -
Conveyance- Bonus -
Other allowances
Any performance linked component-
KNOWING YOU BETTER-
3. In not more than 250 words, please describe yourself as a person, your strengths and areas ofimprovement?
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4. What is your single largestachievement so far? Why do you consider itto be your largestachievement?
3. Have you everadopted a non-traditional approachto manage a project / situation orto solve a
problem? Briefly describe the project / situation ofthe problem, the approachand the outcome.
5. Whatare your personal and professional goals in life? How would getting into Infosys / this role helpyou in your journey towards your Personal Goals?
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F. CONTACT DETAILS -
Permanent address-
Phone E mail- Fax-
Mailing address-
Phone- E mail- Fax-
Office Tel. No-
REFERENCES-
Please give details (ACCURATE AND LATEST TELEPHONE NOS) ofat leastthree persons who havebeen associated with you professionally.
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Name Designation Tel.No.
( Office )
Tel. No.
( Res / Cell )
Length of
association
Nature of
association
DECLARATION-
I hereby affirm that the information given in this application blank is true to the best of my
knowledge.
Signature -
Date
(Please ensure that you have completed the form in all the aspects)
Flowchart showing the steps in the selection process.
1. CV Shortlist2. Written Test- Technical CBT3. Psychometric Analysis4. Technical Interview5. HR interview6. Reference check7. Make Offer8. Negotiations if any
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The process we use is multiple hurdle. The job of a system Administrator is extremely vital to an
organization and we have to ensure that at each stage we check relevant attributes that match
the job specification. The attributes being assessed are not compensatory in nature; instead
each of them is essential. Hence we are using Multiple Hurdle Approach.
Tests:
There are 2 tests in our selection process.
1. Computer based test to assess the technical knowhow. This is the standard testdeveloped by in house experts to judge technical knowledge for the required level. This
is an elimination test.
2. Psychometric analysis - Standard psychometric test like MBTI.
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INTERVIEWS:
Action plan for the technical interview :
No ofPanelists: 2 (Chief Information Officer, Technical director)
Speciality Category Last used (Year) Years used 1 to 10 scale(notto be filled by
candidate)
Client server Methodology
DBA/SQL Database
Windows NT 4.0 Server
Red Had Linux Server
Network admin Position
Project leader Position
MS Office Tools
DOS OS
Unisys Tools
Visual Basic Language
C, C++ Language
Others All
During the technical interview, we will assess the depth and domain knowledge of the
candidate. This is the part of the application form which is referred to during the interview and
we ask questions so as to ascertain the candidates understanding of the functional areas and
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the authenticity of the information provided. This will be rated on a scale of 1 to 10 in the last
column by the panel.
Sample questions:
1. What tools to use to monitor and adjust the performance of existing network?2. How do you check network security? What steps are needed to protect internal
database for an extremely large organization like us
3. What innovative contribution can you make to our existing MIS or network or clientserver model?
4. What tools would you use for setting up LAN/WAN?
HR interview:
No ofPanelists: 2 (HR head, Senior HR Manager)
Sample questions:
1. Tell us about an incident where you had to perform under time constraints and pressurefrom client. How did you handle the situation and what was the output?
2. Tell us from your experience where a group task had to be performed by your team andit failed. What was your learning from it?
3. What has been your greatest achievement in life so far, both personally andprofessionally?
4. How do you spend your time apart from work?5. Are you willing to relocate? Is travel a constraint?
Final Decision
The final decision is based on the weightage which is mentioned in page 1. The final decision is
taken after a discussion among all the four panelists. Further, he final offer is made to the
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selected candidate and the compensation offered would be the best as per the industry
standards.