Talent management and Talent acquisition In India

Client Speak
LI Ping HR Director / BHS Corrugated Machinery(Shanghai) Co.Ltd

Strong support in recruitment
M+V is very professional in India HR market. They were able to provide us with strong support in our recruitment. We are satisfied with their service.

Falk Tzchichholz Sales Manager Export / Kjellberg Vertrieb GmbH

Incubation solution
With the incubation solution from Maier + Vidorno , we successfully placed our products in the Indian market and established valuable product market presence, which we can now build on further with our subsidiary

Andreas Dauerbock Quality Assurance / Voestalpine Grobblech GmbH

BIS registration project
The BIS registration project went smooth and efficient. We are very satisfied with the way the documentation, communication and inspection on-site was handled from the Maier+ Vidorno Team. We are happy to recommend working with M+V in India – with the expert’s advice you will need.

Rajesh Nath Managing Director / VDMA India Services Pvt Ltd German Engineering Association

Competent Partner
India has great investment potential for foreign companies if you manage the highly complex business environment professionally. Our experience shows – Maier+Vidorno is a competent partner to efficiently set up and run business.

Bjoern Becker Export Sales / Jumo GmbH & Co KG

Market Presence and Profitability
The cooperation of JUMO and Maier+Vidorno is a success story in India since 2008. Our sales, market presence and profitability in India shows constant growth. M+V knows about the challenges foreign companies face while doing business in India – and provides hands-on solutions.

Rene Pluss CFO, Member of the Board / Regent Beleuchtungskorper AG

Business Diagnostic and Implement Improvement
Maier+Vidorno understands business challenges in the Indian business environment and provides solutions with the help of its experts. M+V has experience in running business diagnostics and implement improvement and expansion strategies in various industries in India.

    Talent management and Talent acquisition In India-M+V Altios

    India has the youngest and most mobile population in the world, and there are numerous job seekers entering the market every day. France is a free-market-oriented economy with an aging population. It is also a developed country. Thus, talent management in both countries is different.

    We will discuss the similarities and dissimilarities in recruiting employees and talent management in India than in France.

    • Employment Contract: In India, the employment contract laws are very pro employees.
    • Probation period: As compared to a minimum of 6-8 months in France, the probation period in India is generally 3-6 months.
    • Negotiation: Salaries are much more negotiated in India than in France.
    • Non-compete clause: This clause is less enforceable in India than in France.
    • Apart from the monetary aspect, designations in India are also important.
    • Earned leaves: They are common in both France and in India, but Indians tend to accumulate them and use them for some domestic needs.
    • The offer to adjoin ratio in India is not high: The first-choice companies do not hire in India. Typically, the prospective candidate is having at least a 3-4 offer in his hands and there are high chances that he might reject your offer.

    Thorough preparation in terms of defining the job roles and hierarchical structure. Use of assessment tools like psychometric tests and case studies, investing in HR function because of huge cultural diversity, constant communication, and a smooth onboarding process will require sitting with the employees and institutionalizing policies and procedures. These are amongst the key trends that will drive the hiring process in India.

    “It’s not about having an employee on paper but the feeling of prestige that an employee feels after being associated with your company” said Deepmala Datta.

    Employee attrition depends upon various other factors apart from the monetary aspect i.e., communication, employee engagement, and recognition. An employee can resign after giving a notice period of 2-3 months, till the organization finds a suitable replacement.

    Companies can terminate the employment contract on grounds of unethical practices/integrity and non-performance. The latter would require the company to provide corrective measures and support provided before terminating them with a notice period and salary of one month.

    The laws are simple yet complicated. For talent management in India, candidates look for companies that help them grow in their careers. Therefore, India is unique in terms of job seekers. One must be mindful in looking out for people.

    On 12th November Maier+Vidorno (M+V)  organized an insightful session on “How to hire and manage International talent”.

    M+V and Altios, organized a session on how talent acquisition and management is done in India. Also, how French companies can hire and manage talent effectively in India. The session brought M+V’s Deepamala Datta together with Madhav Raina-Thapan, and Morgane Pinault from Altios.

    To develop the Indian market, recruit the right person. We will help you with it, provide your details below: