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Transcript of AMS Presentation ENG
Making people the foundation for success
Alexander Mann Solutions
Page 2
Alexander Mann Solutions
Alexander Mann Solutions builds world-class talent and
resourcing capability for some of the world’s leading
companies, acting as a trusted advisor to deliver a range of
innovative and measurable solutions through outsourcing and
consultancy services.
Alexander Mann Solutions builds world-class talent and
resourcing capability for some of the world’s leading
companies, acting as a trusted advisor to deliver a range of
innovative and measurable solutions through outsourcing and
consultancy services.
Page 3
Alexander Mann Solutions
Alexander Mann Solutions was established in 1996 by Rosaleen Blair who is
still our CEO
We have more than 1,700 people delivering global services to our clients in
over 60 countries
Our services span the entire employee lifecycle
We have proven capability in delivering services to every continent (apart from
Antarctica)
AMS never sleeps – we’re active in every time zone
We speak over 30 languages
Acknowledged as the global leader in Recruitment Process Outsourcing
Page 4
Recruitment Process Outsourcing
(RPO)
“RPO is the transition, transformation and delivery of integrated end-to-end
processes across the complete resourcing and recruitment lifecycle”
Rosaleen Blair
CEO, Alexander Mann Solutions
Organisations outsource recruitment for many reasons.
Some may lack the internal resources to address their
talent acquisition needs. Others may want to focus on
core competencies.
Whatever the reasons, in recent years, Recruitment
Process Outsourcing (RPO) is a growing practice,
it has increasingly become a tool to bring higher quality,
lower costs and better speed to talent acquisition
and talent management initiatives.
“A best-practice RPO
provides good utilization of HR
and company resources,
good-quality hiring processes,
and good metrics
on a timely basis.”
Vice President of HR
for a large automotive company
Page 5
RPO vs. Agency
Recruitment Process Outsourcing
Long term and very close cooperation between the client and the provider
RPO provider becomes an ‘internal’ recruitment function and operates in external market under the client’s brand
RPO provider focuses on building the client’s brand and candidate database
RPO solutions focus on providing consistent processes despite of location – very often multi-region cooperation
Agency
Project based cooperation targeted on sourcing and selecting best candidates for currently open roles
Agency remains external partner and operates under its own name
Agency builds its own database through recruitment projects run for its clients
Agencies run local specific recruitment processes with no standardization across the regions
Page 6
Global Client Services Centre
Krakow
Established in 2005, Krakow GCSC provides multi
language, multi-time zone remote support for our
clients in 48 countries.
Currently over 400 employees
Average age - 27.5 yrs
18 foreign languages spoken in Krakow
Page 7
Clients Supported from Poland
Page 8
Where it All Begins
Sample of services provided from Krakow:
Resourcing
Services
Administration
Support
Professional Services
Support
Creating and implementing
sourcing strategies
Candidate sourcing
Screening, selecting and
qualifying candidates
Managing candidates
throughout the recruitment
process
Supplier management
Internal mobility management
Contractors management
Interview scheduling
Helpdesk
Recruitment administration
Perm and contingent offer on
boarding & validation
Contract generation
Extension management
Invoice management
Resourcing Technology
Support for users
Reports design, development
and delivery
Dealing with ad hoc reporting
queries
Supporting solution sharing
between different accounts
Creating standardised model
of reporting
Career with Alexander Mann
Solutions
Page 10
Examples of Roles at AMS
Sourcing Specialist
Online and offline, social networking
and job boards, trade shows, corporate
websites, referral schemes and
networking. Our Sourcing specialists
are skilled in them all. They know how
great sourcing strategies are built, and
they know which channels to use to
find fantastic candidates. Based from
our Global Client Services Centres,
their clients are our own Client
Services teams, and they work closely
with the Resourcing Communications
team to ensure the most proactive,
cost effective approach, every time.
Coordinator/Administrator
Our Coordinators are reporting wizards.
They build and develop reports from various
recruitment tools, working closely with the
Business Intelligence (BI) team. They also
assist with market research activities and
help develop assets and collateral to
support BI activities, including standard
templates and inventories. Of course, to be
a reporting wizard you need to be a
Microsoft Office wizard (especially on Excel)
and have experience responding to
customer needs over the telephone to help
better serve them.
Inspired? Apply on-line:
www.alexandermannsolutions.com/careers/
Page 11
Recruitment Process in Krakow
As a global company, we aim to deliver a consistent, robust recruitment process so that we
can ensure a positive hiring experience for potential employees.
Our roles are advertised on our website and you can search at any time to access either a
full list of vacancies or jobs against specific criteria. After completing an application form and
submitting your CV, our AMS Resourcing team will review your experiences and capabilities
to make sure you meet the essential criteria for the role you’ve applied for. Equally important,
we are looking for talented people that share our values.
We then invite successful applicants to complete an English test and, if the result is positive,
to participate in a phone based interview. Should you be successful at this stage, you will be
invited for a face-to-face competency based interview with our team leaders or managers.
Each stage allows candidates the opportunity to ask questions, learn more about AMS and
meet members of our team.
At the end of the recruitment process, if AMS is right for you and you’re right for us, we will
offer you a role. In reality though, we prefer to think of the job offer as the start of a journey,
rather than the end of a process!
Page 12
Career Structure
Page 13
Career Development Centre (CDC)
The Career Development Centre is AMS’s Learning and Development
function. Its role is to support the business in equipping all employees
with the skills and knowledge required to deliver the business strategy
and objectives. We do this by designing and delivering inspiring and
innovative courses, programmes and interventions relevant for all
roles within the business.
Examples of CDC courses:
Planning and Organising including Time Management
Techniques Competency Based Interviewing
Customer and Client Expectations - How to Exceed Them
Effective Searching With Social Media
Influencing and Persuading
What are we proud of?
Page 15
Investor in Human Capital
Investor in Human Capital (‘Inwestor w Kapitał Ludzki’) accreditation in
Poland has been in existence for over 10 years; the Management
Observatory Foundation is responsible for its implementation under the
patronage of the Minister of Labour and Social Policy.
AMS obtained its inaugural Investors in Human Capital accreditation in
November 2010. It was awarded following a rigorous, independent
assessment that involved two main areas:
an expert assessment of the procedures and tools in our HR and
management
an opinion survey to all employees to discover their overall satisfaction,
engagement and assessment of AMS’s HR policies and procedures.
In November 2010, only 30 companies in Poland were accredited, placing
AMS in the top companies in Poland for people management practices,
employee engagement and HR infrastructure.
Page 16
Global Citizenship
Global Citizenship is about our impact
on all our stakeholders, the environment,
and the communities in which we operate. It
is about much more than donating money to
charitable causes - Global Citizenship
encompasses the integrity with which we
govern AMS, the values we have as an
organisation, and our commitment to being
an ethical member of the global community.
Global Citizenship in Krakow:
Leonardo – AMS Charity of Choice in Poland
’Szlachetna paczka’ – fundraising for the poor
‘Pola Nadziei’ - Nationwide May action aimed at fundraising for the Kraków hospice for palliative care
AMS looks after jaguars in the Cracow ZOO
Planting trees - planting oak trees over a day in a forest near
Krakow under the supervision of Cracow Forestry Department
Three Peaks Challenge
Page 17
Global Citizenship - Charity of Choice
LEONARDO - Foundation for Social Development Support
Established in October 2002 in Krakow, provides socially handicapped
individuals, families and local communities from Małopolska region with
many-sided assistance in equalling their chances to gain employment
in Poland
AMS Charity of Choice since 2008
Page 18
Global Citizenship - Charity of Choice
AMS Involvement:
IT Classes
An invaluable help to those who do not use computers on a daily basis and could use IT skills to search for jobs
English Classes
Over 150 hours of English conversations over one year were delivered by more than 30 AMS employees
Job Interview workshops
Workshops conducted by AMS employees that help participants to prepare before job interviews.
Include tips on self- presentation, CV based and competency based interviews.
Page 19
Global Citizenship -Three Peaks Challenge
The purpose of this annual initiative is to
raise funds for Leonardo. Every year a
group of daredevils challenge themselves
to reach three mountain peaks within 36
hours. Prior to the expedition there is a
fund-collection activity going on in the
office, during which we encourage our
workmates, friends and families to donate
funds to Leonardo in exchange for the
effort we make while reaching the
mountain summits.
The Three Peaks Challenge was
first conducted in Poland in July 2008.
After a successful inaugural event, it
was decided that the Three Peaks
Challenge should be the regular annual
fundraising event in Poland with funds
raised going to our Charity of Choice,
Leonardo.
Page 20
Global Virtual Trainer Network
Within AMS's culture of high performance, our commitment is
to constantly develop and offer a world class offering to all our
employees. To ensure we can offer this across the globe, we
created the Global Virtual Trainer Network (GVT).
GVT accredited members come from all areas of our business,
at all levels and from all regions. The opportunity is open to all
AMS permanent employees who have been employed by
AMS for a minimum of 12 months.
GVT Programme gives AMS employees, who are experts in what they do, the opportunity to
become a trainer and share their knowledge by leading training sessions for other AMS
employees. They are first invited to undertake the CDC's 'Trainer Engagement and Delivery'
course. This one day course will focus on teaching them how to deliver with impact, engage
their audience, and show techniques to ensure their courses interactive and informative.
Upon completing the course successfully, they will then become a fully accredited members
of the CDC's Global Virtual Trainer network. All members receive ongoing support of the
Career Development Centre team in assisting them in successfully delivering courses.
Alexander Mann Solutions for
Students ..
Page 22
Workshops for Students
Alexander Mann Solutions wants to share its knowledge and expertise with others and that is why we have prepared a
number of workshops for students. In order to sign up, please visit our GoldenLine profile
(www.goldenline.pl/mikroblog/alexander-mann-solutions-polska) or contact us: [email protected]
BUILDING RECRUITMENT STRATEGY AND CV SELECTION
The aim of the workshop is to teach the participants how to effectively source the best candidates. The group will have a
chance to perform the roles of recruiters and hiring managers, as well as learn the tricks of CV selection in order to shortlist
the most suitable candidates.
JOB INTERVIEW: COMPETENCY-BASED INTERVIEW
The workshop provides insight into one of the most-commonly used recruitment tools nowadays. It offers specific tips as to
how to prepare well for an interview and the accompanying exercises show the participants sample competency questions
currently used by employers in recruitment processes.
ASSESSMENT CENTRE
The aim of the workshop is to present some basic principles, organisational backstage and sample tasks used in
Assessment Centres. The participants will be involved in an Assessment Centre simulation, both in the roles of recruiters as
well as candidates.
ACTIVE RECRUITMENT SUPPORT
This module is about the final stage of recruitment process and involves the phase of document processing and the initiation
of employment. In the practical part the participants will have a chance to act out the roles of prospective employees, hiring
managers or members of the HR department.
Page 23
Internship Programme
“The management team and I truly believe in the
value the internship programme brings to
Alexander Mann Solutions and the individuals
participating in the programme in terms of
widening the knowledge of Interns in
understanding the industry, the roles and the vast
career development opportunities.”
- Vic Khan, Director of Global Client Service Centres
Through our three-month internship programme, we’re offering
passionate, talented people like you end-to-end exposure to
our inspiring work environment.
Internship Programme at Alexander Mann Solutions is a great
way to apply what you have learned in school, test the waters
of the professional world and build a strong foundation for
achieving your career goals.
As an Intern at AMS, you will be part of a global
organisation. You will enjoy varied work
experiences that help you develop skills such
as teamwork, effective communication,
professional networking, and understanding of
business procedures.
Page 24
Internship Programme
Inspired?
We are interested in university students with good level of spoken and
written English who can inspire us, and who are ready to be inspired.
Duration: 2/3 months
Working hours: 20/30h per week
To apply: alexandermannsolutions.com/careers/search-for-a-role/
At AMS all interns work on a voluntary basis, but they’ll receive Multisport
Card entitling them to free entry to sports and recreation facilities.
Page 25
Internship Programme
Real Work
We are honest with you about what you can expect during
your Internship. At AMS we understand that Interns want
to work and learn and we respect that. You will be given
real jobs only. It just makes sense for us to utilize our
Interns well.
Mentor
We want to ensure a supportive environment for you at
AMS. This is why we assign each Intern a manager and a
mentor. Ultimately, the entire team takes responsibility for
making sure you are fully involved and satisfied with your
internship experience.
Engagement
Our Interns are an integral part of our team. We want to
fully include you in the daily life of our workplace.
If there is a staff meeting, you will attend it. If we are
having a team lunch in the office, you are invited!
Explanation
When we assign you work, we want to
make sure that you get a detailed
explanation. We know that patience and
a few extra minutes at the beginning will
pay off later when you can produce
good work independently.
Feedback
You will receive feedback on your
performance and progress during the
programme. This will culminate in a final
evaluation at the end of your internship
Page 26
Internship Programme - Selection Process
Application Submitted
On-line English Test
Competency-based
Phone Interview
Assessment Centre
↓
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Page 27
Internship Programme - Interns’ Stories
“ I started my internship with AMS in May 2007 supporting team
delivering recruitment services for Hewlett Packard.
After completing my internship I joined the Emerging Talent
team as a Sourcing Specialist working on a campaign for
Zurich Financial Services, reviewing and assessing candidates'
applications, conducting interviews, selecting and inviting
candidates for final assessment centres, as well as assisting
with placing offers.
My next assignment in AMS was for CSC Germany &
Switzerland Customer Service team. I was dealing with CSC
contractors and working on site with the client; all together I
spent nearly a month in Germany, working in the CSC office in
Wiesbaden.
Since then I have been promoted to Principal Resource
Specialist and am now managing two graduate campaigns
(Zurich and Atos Origin) and coordinating a team of 4. We are
launching a Global Graduate Programme now, where I'm
involved in the selection process across 22 countries, from
Australia to Venezuela.”
Marta Walczyk -
Principal Resource
Specialist
If you have the passion and skills to succeed at AMS, we’d
love to hear from you!
alexandermannsolutions.com/careers/search-for-a-role/
Join us on GoldenLine: www.goldenline.pl/mikroblog/alexander-mann-solutions-polska
Follow us on Twitter: http://twitter.com/#!/InspiringCareer
Contact us: [email protected]
Address: ul. Puszkarska 7S bud. A,
30-644 Kraków