HRM ASSESSMENT OF

HOME LOAN EXPERTS

NEPALBY: BIBHAS UPRETY, KRISHA SHAKYA,
RAJKISHOR YADAV, SIDDHARTHA DHAR BAJRACHARYA
HOME LOAN EXPERTS NEPAL
◦ HLE Nepal Pvt. Ltd is a Business Process Outsourcing (BPO) company that
specializes in working for Australia and the global mortgage industry. The
primary client and owner of HLE Nepal is Home Loan Experts, one of
Australia’s leading mortgage brokers (About Us., 2018). HLE Nepal also gives
Mortgage process services to other Mortgage Businesses in Australia. HLE
Nepal Pvt. Ltd was founded in August 2013 and is Nepal’s first business
process outsourcing BPO company. Home Loan Experts (formerly Dargan
Financial) is the sister company and is Sydney-based mortgage brokering
company.
VISION OF THE COMPANY
• TO BE A LEADING BUSINESS THAT HELPS SOCIETY, AND OUR PEOPLE FIND A
PLACE TO CALL HOME.

• A HIGH PERFORMING AND PROFESSIONAL TEAM WITH EXCEPTIONAL CAREER

OPPORTUNITIES.

• TO BE THE BOUTIQUE OUTSOURCING SOLUTION FOR AUSTRALIA’S

MORTGAGE INDUSTRY.

• TO BE AUSTRALIA’S #1 SPECIALIST DIGITAL MORTGAGE BROKERAGE FIRM.

• TO PROVIDE WORLD CLASS TECHNOLOGY SOLUTIONS TO HLE AND ITS

CUSTOMERS.
MISSION OF THE COMPANY
● OPERATE ETHICALLY FOR THE BENEFIT OF SOCIETY.

● BE AN EMPLOYER OF CHOICE.

● TO EMPOWER OUR TEAM, CUSTOMERS, AND PARTNERS TO LEARN, ENGAGE

AND TRANSACT WITH HONESTY, SPEED, AND CONFIDENCE.

● BUILD THE ULTIMATE TEAM.

MISSION OF THE COMPANY
● TO ENABLE TOP BROKERS TO REACH THE NEXT LEVEL IN INCOME AND
LIFESTYLE.

● HELP GOOD PEOPLE WHO ARE LET DOWN BY OUR INDUSTRY AND CREATE
EXPERTS IN THE TEAM.

● TO CREATE WORLD CLASS TECHNOLOGY SOLUTIONS TO EMPOWER OUR

CUSTOMERS AND INCREASE STAFF EFFECTIVENESS THROUGH AUTOMATION,
REDUCED EFFORT AND AN AMAZING CUSTOMER EXPERIENCE.
OBJECTIVE OF THE STUDY
● TO UNDERSTAND THE IMPORTANCE OF THE COMMUNICATION OF STRATEGIES
IN AN ORGANIZATION.
● TO UNDERSTAND HOW THE STRATEGY COMMUNICATION IS IMPLEMENTED IN
OUR WORKPLACE.
● TO FIND IF THERE ARE ANY ISSUES WITH HOW THE COMMUNICATION OF
STRATEGIES ARE BEING CONDUCTED AND GIVE RELEVANT SOLUTIONS.
● TO GAIN MORE KNOWLEDGE ABOUT STRATEGY MANAGEMENT AND THEIR
COMMUNICATION IN THE WORK SETTING.
● TO APPLY THEORETICAL KNOWLEDGE PRACTICALLY.
METHODOLOGY
◦ USSING ASSEMENT INSTRUMENT WHICH RATED DIFFERENT HRM
COMPONENTS FROM 1 TO 4.

◦ INTERVIEWS

◦ INTERNAL WIKKIS AND HR POLICIES

◦ RELATED BOOKS AND JOURNALS

LIMITATION OF THE STUDY
● DURATION OF THE STUDY IS SHORT.

● THE INFORMATION GATHERED WAS THROUGH PEOPLE AND CULTURE TEAM AND SOME
OF THE INFORMATION WAS CLASSIFIED AND HENCE IT IS NOT CAPTURED IN THIS
REPORT.

● REPORT IS PREPARED UNDER THE VIEWPOINT OF 2 INDIVIDUALS.

● THE COMPANY IS AN OUTSOURCED COMPANY OR MORTGAGE INDUSTRY AND

THEREFORE THE RESULT OF THIS REPORT MAY ONLY BE APPLICABLE TO AN
OUTSOURCED COMPANY OR A MORTGAGE INDUSTRY.

● THE COMPANY IS STILL EVOLVING AND THEREFORE SOME OF THE DATA COLLECTED
MAY NOT BE RELEVANT IN THE FUTURE.
PRESENTATION AND ANALYSIS OF
MAJOR FINDINGS
• HRM CAPACITY ANALYSIS
• HRM CLIMATE ANALYSIS
• HRM INFORMATION ANALYSIS
• HRM STRATEGY AND POLICY ANALYSIS
• HRM MECHANISM AND METHOD ANALYSIS
• HRM OUTCOME ANALYSIS
HRM CAPACITY ANALYSIS
◦ A SEPARATE HRM UNIT DOES EXIST UDNER A SENIOR MANAGER
WITH CLEAR ROLES AND ACCOUNTABILITY

◦ HRM TEAM IS KNOW AS PEOPLE AND CULTURE TEAM AND

MANAGER TO THE TEAM REPORTS DIRECTLY TO THE CEO OF THE
COMPANY

◦ HLE HAS EXPERIENCED AND EXPERTS HRM STAFF AND

PARTICIPATE IN LONG RANGE PLANNING FOR THE ORGANIZAITON
HRM CAPACITY ANALYSIS
◦ BUDGET IS ALLOCATED FOR HRM PROGRAMS. BUDGET IS
IRREGULAR AND CANNOT BE RELIED ON FOR ANY LONG RANGE
PLANNING

◦ HR HAS SUFFICIENT STAFF AND RESOURCES TO RUN

PRODUCTIVLY AND EFFICIENTLY

◦ HR HAS EXPERTS AND EXTERNAL SUPPORT IS TAKEN FOR MAJOR

PROGRAMS
 HRM CLIMATE ANALYSIS
◦ TOP MANAGEMENT TREAT HUMAN RESOURCE AS THE MOST
VALLUABLE RESOURCES

◦ LEARNING AND DEVELOPMENT DEPARTMENT LOOKS AFTER

TRAINING AND DEVELOPMEN T OF THE EMPLOYEES

◦ LEADEARS IN HLE NEPAL INVOLE TEAM MEMBERS IN DECSION

MAKING AND GIVE FULL DISCRETION FOR PERFORMANCE.
HRM CLIMATE ANALYSIS
◦ ALL TEAM HAVE THEIR OWN MEETING AND MEMBERS ARE
ENCOURAGED TO SPEAK AND SHARE THEIR OPINIONS.
◦ FEEDBACKS, OPINIONS ARE COLLECTED AND PRESENTED TO THE
MANAGERS
◦ EMPLOYEES ARE ENCOURAGED TO ACT INDIPENDENTLY AND
TAKE INITIAVIES AND EXPERIMENT WITH NEW APPROACHES
◦ EMPLOYEES CAN CONFRONT AND CHALLENGE ISSUES ON A
REGULAR BASIS AS PART OF THE ORGANIZATIONAL LEARNING
PROCESS
HRM INFORMATION ANALYSIS
◦ THERE IS A WELL-DESIGNED, COMPREHENSIVE, AND
COMPUTERIZED HUMAN RESOURCE INFORMATION SYSTEM
WHICH IS IN PLACE IN THE COMPANY.

◦ HLE INFORMATION IS MAINTAINED BOTH PHYSICALLY AND IN A

COMPUTERIZED SYSTEM. GOOGLE DRIVE IS ALSO HEAVILY USED
AS A RESOURCE DATABASE.

◦ HLE NEPAL ONLY USES THE HR DATA OCCASIONALLY TO MAKE

THE HRM POLICIES, PLANS AND PROGRAMS.
HRM INFORMATION ANALYSIS
◦ INFORMATION ABOUT THE HRM RESOURCES IS MAINTAINED AT
THE HRM UNIT, HOWEVER THE DATABASE IS NOT SYSTEMATIC
AND COMPREHENSIVE.

◦ INFORMATION IS COLLECTED OCCASIONALLY, AND IT IS NOT

FULLY UPDATED.

◦ HRM DATA IS OFTEN USED FOR HRM PLANNING AND DELIVERY.

HRM STRATEGY AND POLICY
◦ HLE NEPAL IS CURRENTLY WORKING ON THEIR STRATEGY AND POLICIES.

◦ HRM POLICY CAN ONLY COVER LIMITED ASPECTS OF HRM, MOSTLY TRAINING.
◦ HRM PLAN FOCUSES ON KEY SHORT-TERM NEEDS.

◦ CURRENTLY THEY ARE WORKING WITH EXPERTS SO THAT THEY CAN MAKE THE
COMPREHENSIVE HRM POLICY AND STRATEGY DOCUMENT AVAILABLE.

◦ THEY ARE FOCUSED ON MAKING THE HRM ACTIONS GUIDED BY A SUITABLE

PLAN WITH REGULAR UPDATES
HRM STRATEGY AND POLICY
◦ THE CORPORATE/BUSINESS GOALS, STRATEGIES AND PLANS ARE
TAKEN AS A BASIS FOR DEVELOPING HRM POLICIES AND ACTIONS

◦ HRM PLANS ARE ALSO DEVELOPED TO RESPOND TO OTHER

IMMEDIATE NEEDS

◦ THEY ARE NOT RELATED TO BUSINESS PERFORMANCE GOALS

AND DO NOT INFLUENCE CORPORATE STRATEGY CHOICE
HRM STRATEGY AND POLICY
◦ HRM DOES NOT INFLUENCE CORPORATE STRATEGIES WITHIN THE
COMPANY

◦ HRM POLICIES, STRATEGIES AND PRACTICES GENERALLY

SUPPORT DEVELOPMENT OF PEOPLE AND THE UTILIZATION OF
THEIR COMPETENCIES

◦ HRM AND HRM POLICIES AND PRACTICES ARE NOT FULLY

INTEGRATED INTO A COMPREHENSIVE STRATEGY
HRM MECHANISM AND MEHTOD
ANALYSIS
◦ HLE HAS GENERAL POLICIES AND SYSTEM TO ASSET THE NEEDS
OF EMPLOYEES AS REQUIRED

◦ THE POLICES AND SYSTEMS ARE NOT IN-DEPTH FOR ALL HUMAN
RESOURCES

◦ THE COVERAGE IS LIMITED TO SELECTED STAFF CATEGORIES AND

NOT IN INDIVIDUAL LEVEL EVEN THOUGH THE ASSESSMENT IS
CARRIED OUT IN INDIVIDUAL LEVEL
HRM MECHANISM AND MEHTOD
ANALYSIS
◦ SYSTEM HAVE BEEN DEVELOPED FOR EVALUATION AND FEEDBACK
FOR HRD PROGRAMS

◦ FOCUSED ON THE HR PROCESS AND MANAGEMENT BUT NOT ON THE

OUTCOMES AND PERFORMANCE PERSPECTIVES AND BUSINESS
GOAL

◦ PROGRAMS PLANNING AND DESIGN ARE DONE SYSTEMATICALLY

WHICH FOLLOWS THE SET OF STANDARD PROCEDURES AND NORMS
HRM MECHANISM AND MEHTOD
ANALYSIS
◦ TRAINING AND DEVELOPMENT OPPORTUNITIES ARE MADE
AVAILABLE FOR ALL STAFF, INCLUDING SENIOR MANAGERS.

◦ DETAILS AND CLEAR POLICIES OF WORK SYSTEMS FOR

DEVELOPMENT IS PROVIDED TO ALL MANAGERS AND IS FULLY
PRACTICED

◦ HLE HAS CLEAR POLICIES AND RESOURCES FOR CAREER

PLANNING AND DEVELOPMENT BUT IT IMPLEMENTATION IS NOT
EFFECTIVE , ONLY FEW EMPLOYEES TAKING ADVANTAGE
HRM MECHANISM AND MEHTOD
ANALYSIS
◦ ASSESSMENT OF THE ORGANIZATION EFFECTIVENESS AND ISSUES
IS A CONTINUOUS PROCESS AT TOP LEVEL.

◦ HRM TAKES THE ISSUES AND THE PROCESS SERIOUSLY.

◦ THE PROCESS IS NOT VERY CAREFULLY PLANNED AND THERE

ISN’T MUCH EMPOWERMENT EFFECT.
HRM OUTCOME ANALYSIS
◦ THE HRM ACTIVITIES WITHIN HLE NEPAL HAVE RESULTED IN SUBSTANTIAL
IMPROVEMENT IN MOST EMPLOYEES’ CAPACITY RELATED TO A NUMBER OF
PERFORMANCE AREAS

◦ THE HRM ACTIVITIES HAVE RESULTED IN SUBSTANTIAL IMPROVEMENT IN A

NUMBER OF JOB-RELATED BEHAVIORS OF MOST EMPLOYEES IN THE COMPANY

◦ HLE NEPAL HAS SOME IMPROVEMENTS IN THE LEVEL AND QUALITY OF

PERFORMANCE OF THE EMPLOYEES PARTICIPATING IN HRM ACTIVITIES
HRM OUTCOME ANALYSIS
◦ HRM PRODUCTIVITY HAS ALSO SLIGHTLY IMPROVED, BUT THE CHANGE IS
NOT CONSISTENT

◦ HR PLANS TO REACH THE NEW LEVEL OF HR PERFORMANCE AND

PRODUCTIVITY

◦ MOST OF THE CUSTOMERS ARE SATISFIED AND THE COMPANY IS WORKING

TOWARDS REACHING THE LEVEL OF ALL CUSTOMERS BEING SATISFIED.
HRM PROFILE AND LEVEL
◦ HOME LOAN EXPERTS NEPAL HAS A HUMAN RESOURCE
DEPARTMENT KNOWN AS “PEOPLE AND CULTURE”

◦ AS AN OUTSOURCING COMPANY, THERE ARE CULTURE

DYNAMICS IN THE COMPANY

◦ THE PEOPLE AND CULTURE TEAM LOOKS AFTER BOTH THE

SYDNEY BASED, AND KATHMANDU BASED EMPLOYEES.
PEOPLE AND CULTURE TEAM
◦ RECRUITMENT TEAM
◦ THIS TEAM LOOKS AFTER THE INTERNAL AND EXTERNAL HIRING FOR THE
COMPANY AND RECRUITS THE POTENTIAL CANDIDATES.
◦ CONDUCTS INTERVIEWS AND ASSESS CANDIDATED AS PER REQUIREMENT

◦ LEARNING AND DEVELOPMENT TEAM

◦ THIS TEAM LOOKS AFTER THE TRAINING AND DEVELOPMENT OF ALL STAFF.
◦ THEY ALSO COLLECT THE EMPLOYEE DEVELOPMENT PLANS WHICH ARE
DONE BI-ANNUALLY AND THESE DEVELOPMENT PLANS ARE ALSO
REVIEWED BY THIS TEAM.
PEOPLE AND CULTURE TEAM
◦ CORE PEOPLE AND CULTURE TEAM
◦ THIS TEAM IS THE CORE PEOPLE AND CULTURE TEAM WHO LOOKS AFTER
THE HR POLICIES OF THE COMPANY, REVIEWS THE REMUNERATION POLICY
◦ TAKES CARE OF EACH EMPLOYEE FROM ONBOARDING TO OFFBOARDING
AND WORKS ON THE HR CALENDAR ACTIVITIES

◦ ENGAGEMENT TEAM
◦ THIS TEAM LOOKS AFTER THE BENEFITS OF THE EMPLOYEES. THEY
ESPECIALLY LOOK AFTER THE REWARDS AND RECOGNITION OF THE
EMPLOYEES AND THE QUARTERLY TEAM BUILDING ACTIVITY FOR EACH
TEAM.
HRM STRENGTHS
◦ THERE IS A FEEDBACK CULTURE WHERE FEEDBACK IS IMMEDIATELY REQUESTED
AFTER ANY HRM ACTIVITIES ARE PERFORMED SO THAT IT GETS INCORPORATED AND
THE NEXT HRM ACTIVITIES CAN BE PERFORMED EFFECTIVELY.

◦ FEEDBACKS ARE TAKEN FROM EMPLOYEES WHICH GIVES THEM THE SENSE OF
BELONGINGNESS AND GETS THEM ENGAGED WHICH RESULTS IN A POSITIVE
REINFORCEMENT THAT INCREASES THEIR PRODUCTIVITY.

◦ HR POLICIES ARE EASILY ACCESSIBLE THROUGH AN INTERNAL HR WIKI WHICH IS

BOOKMARKED AND THEREFORE ALL STAFF CAN EASILY READ IT WHEN REQUIRED.
HRM STRENGTHS
◦ THERE IS A LEARNING AND DEVELOPMENT TEAM WHICH LOOKS AFTER
TRAINING THE EMPLOYEES AND THEREFORE, EMPLOYEES CAN EASILY
REQUEST THE TRAINING THAT THEY THINK IS REQUIRED AFTER DISCUSSING
WITH THE MANAGERS.

◦ THERE IS A DEPARTMENT CALLED ENGAGEMENT SPECIALISTS WHICH LOOK

AFTER THE EMPLOYEE'S WELL-BEING AND TRIES THEIR LEVEL BEST TO
ENGAGE EACH EMPLOYEE AND ALLOCATES THE REWARDS AND RECOGNITION
AS PER THE COMPANY’S POLICIES.
HRM STRENGTHS
◦ THERE IS A HUMAN RESOURCE INFORMATION SYSTEM (HRIS) WITHIN THE
COMPANY WHICH MAKES IT EASIER FOR THE EMPLOYEES AS MOST OF THE
GENERAL INFORMATION IS AVAILABLE HERE.

◦ THE COMPANY ALSO HAS THE LEARNING MANAGEMENT SYSTEM (LMS)

WHERE EACH EMPLOYEE HAS THEIR OWN LOGIN ID AND PASSWORD AND IF
THERE IS ANY NEW POLICY INTRODUCED, THEY MUST COMPLETE THE LMS
COURSE WITH A QUIZ AND THEREFORE ONCE THE LMS IS COMPLETE, WE ALL
KNOW THAT THE EMPLOYEES ARE AWARE ABOUT THE POLICY.
HRM WEAKNESS
◦ AS THE HRIS HAS GENERAL INFORMATION ABOUT THE EMPLOYEES, THESE
DATA ARE EASILY ACCESSIBLE TO OTHER EMPLOYEES WHICH CAN CREATE
PRIVACY ISSUES.

◦ THE COMPANY ALSO HEAVILY RELIES ON GOOGLE DRIVE TO DOCUMENT FILES

AND IT IS ACCESSIBLE TO ALL STAFF AND THEREFORE SOMETIMES SENSITIVE
INFORMATION CAN BE ACCESSED BY THE EMPLOYEES.

◦ MOST OF THE PROCESS AT HLE NEPAL IS MANUAL AND THERE ARE MANY
PROCESSES THAT CAN BE INTEGRATED IN A SYSTEM OR BE AUTOMATED.
HRM WEAKNESS
◦ AS THE COMPANY IS BASED IN AUSTRALIA, IT IS OPEN EVEN ON NEPALI
HOLIDAYS AND DUE TO BUSINESS REQUIREMENTS, THERE IS A ROASTER DAY
ON NEPALI HOLIDAYS, AND MORE THAN HALF PEOPLE MUST WORK ON THOSE
HOLIDAYS. ALTHOUGH THOSE ROASTER DAYS ARE COMPENSATED BY THE
COMPANY.

◦ DUE TO COVID, MOST OF THE EMPLOYEES ARE WORKING FROM HOME AND
MOST OF THE CERTIFICATES, EMPLOYER LETTERS ARE ALL SENT OUT
DIGITALLY, BUT PHYSICAL COPY HAS NOT BEEN ISSUED AT WHICH CAN
CREATE PROBLEMS IN THE FUTURE.
HRM WEAKNESS
◦ THERE IS ALSO LACK OF TRAINING AND DEVELOPMENT EXPERTS IN THE
COUNTRY AND THEREFORE THE COMPANY MUST RELY ON OVERSEAS
EXTERNAL TRAINER WHICH TENDS TO BE EXPENSIVE, AND IT IS REQUIRED TO
TRAIN THE MANAGERS WITHIN THE COMPANY.

◦ THE RECRUITMENT TEAM ALSO HAVE ISSUES FINDING THE RIGHT PERSON FOR
THE JOB DUE TO NEW INDUSTRY FOR MOST OF THE PEOPLE HERE AND THE
REQUIREMENTS ARE ONE OF A KIND FOR THE ENTRY LEVEL. FOR E.G., IF THE
CANDIDATE DOES NOT HAVE GOOD ENGLISH, THEN IT IS VERY HARD FOR
THEM TO QUALIFY FOR THE ENTRY LEVEL JOB ROLE.
LINKAGE BETWEEN HRM AND
ORGANIZATIONAL PERFORMANCE
◦ HRM IS VERY IMPORTANT WITHIN A COMPANY, AND IT CAN ALSO AFFECT HOW
THE ORGANIZATION IS PERFORMING

◦ HOME LOAN EXPERTS NEPAL REALLY BELIEVES IN THE FEEDBACK CULTURE

AS THEY ALWAYS COLLECT FEEDBACK AFTER A HRM ACTIVITY

◦ WE CAN SEE SIGNIFICANT GROWTH OF THE EMPLOYEES AS THE MANAGERS

ARE REALLY SATISFIED WITH HOW THE EMPLOYEES HAVE IMPROVED

◦ THE GOOGLE REVIEWS OF THE CLIENT HAVE ALSO INCREASED

LINKAGE BETWEEN HRM AND
ORGANIZATIONAL PERFORMANCE
◦ THIS BOOSTS THE MORALE AND THE CONFIDENCE OF THE EMPLOYEES AND
THEREFORE THEIR PRODUCTIVITY REALLY INCREASES AND HELPS IN THE
EFFECTIVENESS OF THE COMPANY

◦ EVEN WITH NEW HR POLICY INTRODUCED, IT IS INSTANTLY COMMUNICATED

TO ALL THE STAFF

◦ PEOPLE AND CULTURE TEAM FOLLOWS UP WITH RESPECTIVE TEAM

MANAGERS TO MAKE SURE THAT THOSE POLICIES ARE DISCUSSED WITHIN
THEIR TEAM MEETING AND ALL STAFF HAVE UNDERSTOOD IT
LINKAGE BETWEEN HRM AND
ORGANIZATIONAL PERFORMANCE
◦ LMS COURSES ARE ALSO INTRODUCED WITH ALL STAFF ENROLLED AND THEY
ARE GIVEN A DEADLINE TO COMPLETE THE COURSE WITH THE QUIZ

◦ WHEN THE LOCKDOWN WAS INTRODUCED, THE COMPANY INSTANTLY

INTRODUCED THE WORK FROM HOME POLICY WITHIN THEIR HR POLICY AND
WITHIN 3 WEEKS

◦ THEY MADE SURE THAT ALL STAFF HAD UNDERSTOOD THE POLICY. THIS
MADE IT EASIER FOR THE EMPLOYEES TO UNDERSTAND WHAT THEY MUST DO
AND HOW IT WILL WORK MOVING FORWARD WHICH DID NOT AFFECT THEIR
OVERALL OPERATIONS OR THEIR DAILY WORK ACTIVITIES.
RECOMMENDATIONS
◦ THE COMPANY CAN USE SOFTWARE THAT CAN HELP TO IMPROVE THE FILING
PROBLEMS AND HELP THEM TO AUTOMATE SOME OF THE PROCESS THAT CAN
HELP THE PEOPLE AND CULTURE TEAM TO BE PRODUCTIVE.

◦ THE COMPANY SHOULD FOCUS ON MAINTAINING CONFIDENTIALITY AS PER

THE REQUIREMENT OF THE COMPANY AND ONLY DISCLOSE THE PERSONAL
INFORMATION WHERE REQUIRED.

◦ AS THE COMPANY HEAVILY RELIES ON THE GOOGLE DRIVE, THERE SHOULD BE

A BACK-UP AND THE COMPANY SHOULD BE PREPARED FOR ANY IT RELATED
ISSUES WITH THE GOOGLE DRIVE. THEY SHOULD ALSO STRENGTHEN THE IT
RECOMMENDATIONS
◦ MOST OF THE PROCESS THAT ARE DONE MANUALLY SHOULD BE BROKEN
DOWN AND REVAMPED SO THAT IT CAN BE DONE IN AN EASIER WAY AND IF
POSSIBLE AUTOMATED.

◦ LEARNING AND DEVELOPMENT TEAM SHOULD FOCUS ON ORGANIZING

CAREER PROGRESSION OF THE INTERNAL STAFFS AND HAVE THE TALENT POOL
READY SO THAT THERE ARE PEOPLE READY FOR THE NEW INTERNAL
VACANCIES.

◦ RECRUITMENT TEAM SHOULD ALSO EXPLORE TO RECRUIT MORE DIVERSE

GROUPS AND REVAMP THE JOB REQUIREMENTS DUE TO WHICH MORE PEOPLE
THANK YOU

ANY QUESYTIONS?