Welfare and employee benefits or facilities business essay

for the same. Please find attached to this email, a copy of my CV, foryour kind consideration. Communication, relationship management and influencing skills are keyto this role and I have gamut of experience in this. I have workedwith companies like Polaris (Technical solutions), Adeptra (Financialservices), Aon Hewitt (HR Consultancy) and Global conglomerates likeGE and Standard Chartered Bank. I am considering a career change as Iam passionate about recruitment. I revel in working with people, counselling others in their career development, managing and growingclient relationships. As an Account Manager I have the ability to understand businessesneeds, network within an organisation across all levels and work inline with changing client requirements continually and put togetherrevised business solutions based on research. With a consultativeapproach, I have also been extensively involved in developing newbusiness from the existing and perspective set of accounts, looking tomaximise revenue through selling multi-product solutions, confirmingrenewal of contracts and understanding of my clients’ core business. Ihave good experience of recruiting and managing talent in senior rolesas well as across all levels. I am very keen to be considered for this profile as I am excited aboutrecruitment as a career and I feel my transferable skills will help incontributing effectively and working alongside the best recruiters. Ilook forward to hearing from you. Thanks, Neeti N Keswani07715363860

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Hi Amanda, Having seen details of the above-mentioned vacancy, I wish to apply for the same. Please find attached to this email, a copy of my CV, for your kind consideration. Communication, relationship management and influencing skills arekey to this role and I have gamut of experience in this. I have workedwith companies like Polaris (Technical solutions), Adeptra (Financialservices), Aon Hewitt (HR Consultancy) and Global conglomerates likeGE and Standard Chartered Bank. I am considering a career change as I am passionate a outrecruitment. I revel in working with people, counseling others in their careerdevelopment, managing and growing clientrelationships. As an Account Manager I have the ability to understand businessesneeds, network within an organisation across all levels and work inline with changing client requirements continually and put togetherrevised business solutions based on research. With a consultativeapproach, I have also been extensively involved in developing newbusiness from the existing and perspective set of accounts, lookingto maximise revenue through selling multi-product solutions, confirming renewal of contracts and understanding of my clients’ corebusiness.

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Top notch Recruiters who know their stuff and really add value to the process. To be a great Recruiter today you need to have an exhaustive skill set; excellent sales and marketing skills, great researching skills, brilliant influencing and negotiation skills, keen networking and information sharing abilities, technological astute and much more. To continue to thrive in today’s marketplace as a great Recruiter, when technology is opening up the communication and information sharing channels, and job seekers and businesses are looking for more transparency and value add, we all have to rise to the challenge and lift the bar.. Recruitment marketing used to mean writing job ads and placing them in newspapers. Today, it covers a wide range of disciplines that includes creative, copywriting, SEO, web analytics, pay per click, video, blogging, and social media marketing. Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of an organisation INTRODUCTION. Asthe job market becomes increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their choices, since poor recruiting decisions can produce long-term negative effects, among them high training and development costs to minimise the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods and services and the retention of organisational memory. Acquiring and retaining high-quality talent is critical to an organisation’s successproper employment planning and forecasting. current and anticipated resources that can be expended to attract and retain such talent. he human resource requirements for each job category and functional division/unit of the organisation must be assessed and a priority assigned; potential human resource pool inside and outside the organizationjob analysis and job evaluationassessment of qualification profiles from job advertsidentification and documentation of the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws. Change management: Identify the changes required (a role here for SWOT and PEST analysis)Determine the major issuesIdentify and assess the key stakeholdersWin the support of key individualsIdentify the obstaclesDetermine the degree of risk and the cost of changeUnderstand why change will be resisted and how it can be managedPeople are the key factor in overcoming resistance to change. The successful implementation of new working methods and practices or integrating new businesses into a group is dependent upon the willing and effective co-operation of employees and management. Employees need to be clear about what a change involves and how they are involved in it: What is involved? What are the proposed changes? What is the timescale? Why should we do it? What will the major effects be? Various techniques can be adopted which help ease a change process, including: Cross-functional teamsStronger internal communicationNegotiationAction planningAppointing ” change agents” or ” champions of change” And a certain amount of compulsion manipulation and coercionThe trick is to help employees and managers accept change more easily: top management need to: Act decisively – demonstrate momentumConsider how they will be affectedInvolve them in the changeConsult and inform frequentlyBe firm but flexibleMonitor the changeCreative, result oriented and well-read person having over 9 years experience in providing effective solutions to esteemed clients in HR and IT arena. Demonstrated experience in varied industries- IT enabled, HR BPO and Banking industry. I have extensive business partnering experience to develop sustainable relationships with clients at CXO levels. This is accounted by keen business insight for strategizing, product pricing and performance tracking. This has enabled the execution of business plans, and delivered tangible commercial benefits. I have been responsible for producing effective responses to RFIs and RFPs and managing large tender processes. Adept at Recruiting and Talent Management, I have been a catalyst between talent and what the organization expects, in short have delivered meaningful performances. I have successfully handled leading roles in helping to shape the HR process agenda in process improvement, standardizing, policies and best practices. A highly consultative, solution-sales approach with the ability to deliver complex solutions to HR and business decision makers. Proven track record in HR outsourcing, Pensions Consulting and benefits administrationA Quick learner, I adapt readily to rapidly evolving environments. With an ability to translate technology into compelling simple messages, demonstrable research and creative writing skills, I have written SEO rich articles and academic papers which encapsulates current market trends. I have managed esteemed clients like: MasterCard International, Lloyds TSB, RBS, HBOS, British Gas, Citi Egg, Wipro, Nokia, Convergys, Lufthansa Airlines, GE. I am passionate about account growth and strive for achieving business goals. Previous employers include: Hewitt Associates, GE, Polaris and Standard Chartered Bank. Working towards Advanced level CIPD certificationwishing to develop a career in HR to acquire wide-ranging HR knowledge in the centre through, for example, rotating around different business streams, and then moving to line or specialist roles in HRAn HR shared service specialistincreased efficiencies in the handling of routine HR administrative processesTraditional HR skills will be supplemented by requirements for project management ability, contracting skills and an aptitude for customer serviceSpecialties: Comprehensive and strategic understanding of HRM, business and technical issuesAn aptitude for customer service managing relationships with internal and external stakeholdersHR Outsourcing and Benefits ConsultingIT recruitmentProject performance managementProcess mapping and implementing best practicesRecruiting and Talent ManagementEmployment LawEmployee RelationsDiversity and InclusionVendor managementWorking towards CIPD certificationHi, Having seen details of the above mentioned vacancy, I wish to apply for the same. I know that my verbal skills and writing style would be an asset to your company and that I would offer creative content with a quick turnaround time. A Quick learner, I adapt readily to rapidly evolving environments. With an ability to translate technology into compelling simple messages, demonstrable research and creative writing skills, I have written SEO rich articles and academic papers which encapsulates current market trends. I am looking forward to having a meeting where we can discuss my writing skills and history in more detail. I can be reached at 07715363860 or emailed at neeti. [email protected] comSincerely, Neeti N Keswani

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Over 9 years of work experience in areas of strategic HR Consulting, Account management and project handling. Demonstrated experience in varied industries- IT enabled, HR BPO and Financial services. Previous employers include: Hewitt Associates, GE, Polaris and Standard Chartered Bank. Business partnering experience to develop sustainable relationships with clients at CXO levelsConsultative Selling of HR initiatives by partnering with business leaders. Proven track record in HR outsourcing, Pensions Consulting and benefits administrationKeen business insight for strategizing, product pricing and performance trackingAdept at Recruiting and Talent ManagementWorking towards Advanced level CIPD certificationResponsible for producing effective responses to RFIs and RFPs and mange large tender processesSuccessfully handled leading roles in helping to shape the HR process agenda: process improvement, standardising and best practices. Quick learner, Adapt readily to rapidly evolving environments and result oriented. Managed esteemed clients like: MasterCard International, Lloyds TSB, RBS, HBOS, British Gas, Citi Egg, Wipro, Nokia, Convergys, Lufthansa Airlines, GE. I am passionate about account growth and strive for achieving business goals.

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Summary of the role

Account Managers (AM) are critical to Britain’s Top Employers, contributing directly to company success by managing existing participants in our project and winning new accounts. AMs are responsible for managing the entire sales cycle, from lead generation to closing deals, and they are expected to achieve a personal annual sales target. They are expected to build successful long-term relationships that are aligned with our values, and to build their own knowledge and hone their abilities to be skilled member of the team.

Is responsible for:

Sales

Building a relevant database of target prospects for each sales cycleUsing appropriate professional methods to connect with clients: phone, face-to-face meetings and written communicationsIdentifying clients’ needs and communicating benefits of participation in Britain’s Top EmployersBuilding successful relationships with existing and target clientsOn-going maintenance of client relationship throughout the duration of their contractsSelling tickets to our annual awards ceremony and relevant additional materialsUsing our CRM system in line with company best practicesDemonstrating our company values in all actions and behavioursMarket research to ensure that we are in touch with other awards and services on the marketBuilding professional networks through attendance of events, memberships in relevant associations, and use of social networking

Project management and delivery

Experience and skills required:

Personal attributes required:

Additional information

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Feel connected to Organizational goalsPerformance managementAggressive career developmentBenchmarkingVisibilityInsightRecognitionEVPCommunicateTarget audience- young professionals with max 10 years of work expRemunerationCareer devPersonal growthFocus on talent mgmt. and developmentAttract, hire, manage performance, develop, and compensate employeesSkils and experience and increasingly importamce is eing given to cultural fit, congruence with org values, Training seen to socialize, quaint with org cultre, values, rules and recognitionLufthansa business schoolCompensation and benefits program increasingly being used by companies to reward employees, mechanism to influence behaviour and gaincommitmemntIncreasingly act managers responsible for talenet management- lnked with tgeir growth as how well the proect goes, defines how the relationship shapes with the client which in turn depends on new business solutions/dev opportunities. Not to be reactive but proactiveTalent mgmt.: worfforce planning, resourcing. Recruiting thru proper channels, offers, relocation, orientation, indusction, intial dev., training, improving time to productivitu, employee dev, assignment to various projects and then once a project gets wrapped up, then re assignimnet / re deployment in higher impact business unitsThe standards set should be quantifiable, comprehensible, provable, equitable, and attainableThere is a requirement for a CPM (Corporate Performance management) office, refreshing and communicating strategies on a constant basis, cascading strategies into specific balanced scorecard systems and integrating multiple methods of performance management through which organizational performance can be optimized.