Using correct format, prepare a customized resume and an effective cover letter

Question

Using correct format, prepare a customized resume and an effective cover letter and submit it along with a job advertisement that you find online, in a newspaper, or on a job board within your own company. Copy and paste the ad on a separate page in a Word document or scan and upload the actual ad. Please do not submit a url. The resume can be fictitious, but it must be believable and in your name. Omit any header information (e.g. MGMT 254) and assignment instructions; these documents are to be written as if you are actually submitting them.

Explanation / Answer

Sample advettisement :

Job description

KEY RESPONSIBILITIES

Desired Skills and Experience

KEY SKILLS-

Sample Cover letter in response to the advertisement

Name

E mail address

Date:

Atten: Name of the Recruiter

Re: Position applied for

Dear Mr/Mrs:

I wish to express my interest in the position of ……………………….., an opportunity I

came to know through ………………………………………… I bring to this position

capability of a seasoned business professional adept in leading/ empowering/ developing

teams and implementing proven business practices.

Following is a partial list of my significant achievements during the course of my 5 years

of work experience:

Strong Analytical skills.

Strong Acumen for numbers and number drove optimum solutions.

Cause and effect analysis through Statistical tools and Implementation of

Solutions.

People Management ,Talent Development & Talent Management .

Improving the Operating system through System city and Systems sinking

techniques.

Implementing TQM thru the Joseph Juran and Crosby Principles

Workforce planning & Change Management

Contingency Plans and BCPs.

I am confident that you will find my skills, experience and management capabilities a

match with the desired qualifications for the position

The enclosed resume provides additional details concerning my qualifications for this

challenging position. I can be reached during evening post 7:00pm at (91xxxxxxxxxx)

Regards,

XYZ

Sample resume

Career Summary HR professional with 12 years of experience, with expertise in managing PEOPLE, creating sometimes, streamlining PROCESSES and crafting POLICIES in sync with Organization Strategy. ______________________________________________________________________________________________   
Areas of Expertise Organizational Development & Talent Management Learning & Development (Talent development) Talent Acquisition (staffing), Workforce planning Vendor Management Employee relations Change Management HR Projects / Programs HR application Creation / Implementation HR Strategies & Operations ______________________________________________________________________________________________ Professional Experience Columbus Global | HR Program Manager | Dec 2013 – present "Managed end to end implementation and delivery of strategic HR Programs across 7 operating countries of Columbus “Denmark, Netherlands, Norway, UK, USA, Russia, & the Baltics states”
Competency framework (CCF) Governed ,developed and managed the global competency framework at Columbus Design and implement various initiatives for adaptation and practice of the Columbus Competency Framework, values and vision ,worked with HR leadership of countries in successful roll out of the competency framework Monitored the implementation and compliance of the framework ,as well as provide data analysis of CCF data , to assist senior management in understanding the composition and evolution of Columbus work force Developed competencies framework for Testers role Developed KPI’s and generated Country reports for the CEO office Project Management (CCF & GROW2.0) | Managed end to end roll out of strategic projects of HR at Columbus across 7 countries Partnered with PMO technology team to redesign employee performance program and competency model. This include taking the project from original concept through final execution Designed and developed a HR application tool on ERP - Microsoft AX2012 Assist in the definition of project scope and objectives, involving all relevant stakeholders and ensuring technical feasibility, ensure resource availability and allocation Develop a detailed project plan to monitor and track progress Manage changes to the project scope, project schedule, and project costs using appropriate verification techniques, ensure that all projects are delivered on-time, within scope and within budget Change Management Anticipated and managed change effectively, by design and implementation of governance models & local solutions Support HR leadership in execution of change activities for local worksites Customized and implemented appraisal and competency programs based on Columbus15 strategy at all locations resulting in creation of skill banks and customized learning roadmaps aligned to performance reports Collaborated with the HR leadership ,to drive discipline ,change and best practices initiatives, developed and assisted in deployment of local programs ; such as Graduate hiring program, mentorship program, revival of Columbus career page, & social media interventions for hiring

DenuoSource India Pvt Ltd | Manager-Human Resources (Head HR) | Nov 2010 – Dec 2013
"Built the HR department at DenuoSource from the ground up aligning it to the organizational vision" Spearheaded strategic and tactical human capital initiatives for a 187 employee operations both for India & US offices Revitalized the HR department driving major strategic change in a short timeframe. Transformed HR's response from reactive to a proactive business solutions environment. Launched process improvements and ISO compliance Introduced new employee orientation and innovative training and development programs. Partnered with C-level executives to redesign employee staffing program. Customized and implemented department recognition programs for all employees at all organizational levels, resulting in increased employee engagement and operational improvements. Handle employee terminations, grievance and other difficult situations in a sensitive, fair & respectful manner, worked closely with legal counsel, supervisors and management Identified talent and aspirations of individual employees and provide coaching aimed at motivating them to undertake the necessary training required to advance their careers within the company. Plan and develop on-the-job training programs for line employees, launched programs for managers with a focus on retaining existing talent and reducing employee turnover Liaison with third party vendors and managed procurements for contingent workforce, training and staffing requirements

Deloitte |Assistant Manager-(Talent)|July 2005 - Sept 2010 Developed a recruiting strategy in liaison with the US advisory group to establish a new service line (Strategy & Operations now renamed Advisory group) in the Indian region. Handled assignments related to understanding Advisory group business goals, mapping business processes with the talent acquisition hiring strategy in tandem with the business hiring objectives , the concept of Alumni group hiring resulting in a cost saving of 30% from the total hiring cost. Managed and designed Talent acquisition programs for service lines of Actuaries , Deloitte Research, strategy & advisory group ,targeting professionals across the globe from tier-1 business schools including Harvard & MIT Introduced the concept of e-room to centralize recruitment data for MIS and reports Assisted "AERS" - The Audit & Enterprise Risk function of Deloitte India Offices as program Manager for all functional /technical trainings, (National and Regional seminars) across the function. Competency Profiling: conducted interviews/ questionnaires/analysis/assessments to identify the gap between the key competencies defined relating to the process/role/function of the employees, identifying gaps, and recommending learning solutions. Designed training modules and learning roadmaps based on learning needs identified for practitioners and facilitated workshops for junior and mid-level associates Adopted and conducted focus group discussions (FGDs) based on Kirkpatrick's level_3 analysis to evaluate cause- effect relationship and suggest appropriate measures to improve learning programs

Key Projects | Deloitte | June 2005 - Sep 2010 Deloitte consulting Alumni -worked and created an association of Deloitte alumni from the consulting service group to create rotational job offers for the Indian counterparts in US DELOITTE Decentralize team Model -Support Staff: Designed series of processes, in an attempt to decentralize tasks of the training support staff. Crafted roles and responsibilities of the training coordinators and Learning champions within the function based on the new team model. Laid down sub -processes to create a seamless interface of the learning champions with the US counterparts. Professional Skills Calendar: Initiated and implemented the concept of "Professional Skills Training Calendar" a one stop destination for behavioural trainings across the firm. Deloitte Library: Initiated and introduced the concept of "Deloitte Library" for Deloitte Hyderabad office Operational Excellence: Established processes & systems to launch "Centralized Operations team "a specialized team for supporting the Talent Development function on operational issues. DPME - Deloitte Performance Management portal: established processes to man the walk up clinics for branding the new performance tool. Nurture Talent -An initiative to create a pool of skilled internal facilitators Business Continuity Plan: Designed and developed a BCP (Business Continuity Plan) for the recruitment team across the region -A logistical backup plan created in event of a disaster, emergency or unforeseen situations. RMS Project: Represented Recruitment to Human capital team from US-Deloitte, and worked closely with the HC team on creating recruitment effectiveness techniques for Talent Acquisition. Career Counsellor: As "Career Counsellor", handled queries on career options, internal transfers and new talent requirements for the entire Hyderabad region. Total Rewards Project: For a very brief period assisted the Compensation & Benefits team in job evaluation
process Created Centralized Vendor Management system, this involved streamlining and introduction of a robust process to incorporate new vendors, in addition to designing vendor payment processes

OMAM Consultants | Placement Executive | Aug 2004 -June 2005 Evaluated applicants by discussing job requirements and applicant qualifications with managers; interviewed applicants on consistent set of qualifications. Determined applicant requirements by studying job description and job qualifications. Attracted applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites. Determined applicant qualifications by interviewing applicants, analysing responses, verifying references, and Compared qualifications to job requirements Provided Career Counselling to new job aspirants Conducted recruitment services for clients across industry domains - Banks, IT/ITES, Pharmaceutical, FMCG, Cement, Services, Telecom, Manufacturing, and Retail.

(Care Hospitals) |Officer -Administration | Jan 2004 - Aug 2004 Created monthly service feedback reports based on analysing cause - effect relationship of the feedback survey on services rendered by: Doctors, Nursing Department, Billing & Accounts, Public Relations and Dieticians and suggested appropriate solutions to the gaps identified Organized and maintained files and records, also carried out administrative duties assigned by the departmental Head. Assisted HR department in assimilating training needs for the contingent workforce and developed training modules on service delivery and corporate etiquettes

Personal Accolades ______________________________________________________________________________________   
2012-2013 : DENUOSOURCE : Recipient of "Best Associate - HR" for two consecutive quarters for best change agent and streamlining the HR function at DenuoSource 2006: DELOITTE: Awarded an appreciation letter from the Director-HR (Talent) offices for meeting benchmark standards for operational excellence. 2007 : DELOITTE Recipient of (R&R) an applause award for creating the Regional Behavioural Training Plan - 2007 2007: DELOITTE Rewarded with an appreciation letter for successful completion and launch of "Centralized Operations Team"- A team "helpdesk" created for providing operational support for all training activities. 2007 2006 : DELOITTE Rewarded with (R&R) an applause award for creating the Centralized Vendor Management System 2006 : DELOITTE Rewarded with an appreciation letter from the vice president -HR for contribution in the BCP - Business Continuity Plan project

Training & Certification ______________________________________________________________________________________   
2016: HR Analytics from SHRM 2013: Compensation & Benefits Manager (CAMI)–Middle Earth 2009: Six Sigma Green Belt from (Benchmark Six Sigma Institute) 2007: Certified Thomas Profiler - from Thomas Assessment. Certification on usage of Thomskay software (Psychometric Assessments) 2006: Certified Leadership and Management Essentials" - sponsored by Harvard Business School (Online Course) Application usage proficiency: Proficient in working with SABA (LMS) Learning management system and "Taleo" (Applicant tracking system) Education 2001-2003: MBA-Human Resources, Osmania University, Hyderabad. 1998-2001: B.Com-Bachelor of Commerce, St.Georges Degree College for Women affiliated to OU, Hyderabad 1998-1997: Intermediate (C.E.C) Commerce, Economics, Civics; St.Georges Grammar Junior College 1996-10th Standard -ICSE-St.Georges Grammar High School
Personal Dossier | Date of Birth: 24/01/1981 | References: available on request.

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