Qualification:
Cognizant
- Clear overview of the community career system and ability to explain it to team members.
- Demonstrate appreciation of diversity and inclusion in professional interactions.
- Highlight noticeable deviations in the areas of diversity and inclusion.
- Propose new talent for hire.
- Conduct hiring interviews.
- Identify potential risks to employee retention.
- Facilitate mentoring process in a small community of members.
- Implement professional iterations to position the community brand.
- Report any deviations from HR practices that do not align with the organization’s values.
- Conduct human resource management processes with fairness, transparency, and diligence.
KRA-2:
Deliver outstanding technical results:
- Understand competency-performance role mapping for yourself.
- Obtain performance feedback and use it to identify competency gaps in the role’s scope of work.
- Inform the Home Manager of any concerns related to tasks undertaken in a project.
- Assist team members in setting project expectations, providing guidance and oversight in the completion of specified tasks.
- Actively participate in responding to requests for assistance/support.
- Proactively engage with members to understand their challenges and refer them to knowledge centers within the community.
- Make reasonable and practical commitments when taking on technical tasks.
- Point out any dependencies, risks, and bottlenecks that may impact your commitments.
- Work to ensure that your commitments are honored and fulfilled.
- Proactively solicit feedback from peers and managers.
- Provide reviews and feedback when asked by colleagues.
- Develop an improvement plan with managers as appropriate.
- Understand metrics relevant to benchmarking various activities.
- See how metrics impact client business results.
- Understand how metrics are mapped and tracked in the Cognizant system.
KRA-3:
Promote a strong competency:
- Clearly understand the enablement goals and be able to explain them to team members.
- Identify the team’s enablement needs.
- Develop a strategy and processes for identifying and closing competency gaps at the community level.
- Promote best practices for identifying competency gaps.
- Establish a plan to close individual competency gaps in each role and work to close them.
- Facilitate team member participation in various experience building forums.
KRA-4:
Working Efficiently:
- Ensure the skills profile and resume are up to date.
- Manage a list of interview panels from your team and ensure nominations are balanced and individual constraints are respected.
- Preparing the knowledge base for onboarding new members of the engineering community.
- Assist new community members in acclimating to their new role, including logistical assistance as needed.
- Have a conversation with the HCM supervisor to allow for rotation according to policy.
- Acquire new skills on the job to qualify for rotation* Be responsible for resolving conflicts transparently and fairly during the performance management process.
- Drive community specific performance management processes.
- Keep track of the reward and recognition process and rewards awarded and work with the operations team to make necessary changes.
- Motivate leaders and managers to reward employees appropriately and in a timely manner.
- Update resume in HCM and ensure skills profiles are current in MyCareerApp.
- Guide your teams to update the skills profile in a timely manner and bring newly acquired skills and abilities to the attention of the supervisor.
- Contribute to talent profiling framework and benchmarking for different roles and responsibilities.
- Discuss with the employee the competency gaps and the remediation required to overcome the gaps.
KRA-5:
Building Engineering Mindshare:
- Identify ideas that can be turned into reusable assets.
- Contribute to the creation of reusable assets.
- Work to white papers under guidance.
- Help to field reports under guidance.
- Work on case studies under guidance.
Required Skills
. NET 3.0
ASP.NET
Skills to have
AWS
SQL
About Cognizant
Our productivity-focused consulting approach helps clients plan, build and run a more innovative and effective business.
Beware of fake offers!
Sneakers do not accept payments at any stage of the hiring process and do not authorize payments to institutions, partners or individuals at any stage of the hiring process. Please note that all payments to individuals or agencies working for Cognizant are made at your risk and discretion and Cognizant is not liable for them.
Continued
Where permitted by local law, Cognition requires all Cognition employees, affiliates and joint ventures, including employees, contractors or non-integrated contractors, to present a business face if their role requires it. New employees are asked to confirm their vaccination status and upload a valid proof of vaccination as soon as they enter the company.
We will consider requests for medical, religious or other accommodations based on known immunization requirements.
At Cognizant
Mission: we strive to continually identify and capitalize on new opportunities that serve our clients and ensure Cognizant’s long-term sustainable business performance. See images from our annual event.
Insight: Serving customers with anticipation is a big promise, but the power of digital opportunities is enormous and growing.
History of Information Technology
The company raised $34 million, less than IMS Health’s authors had expected. Mahadeva believes the $16.6 billion ERP software market is saturated. large ERP implementation project. Kumar Mahadeva stepped down as CEO in 2003 and was succeeded by Lakshmi Narayanan.
