Cognizant Hiring for Software Engineer at Calcutta Full Time

Not Applicable

Qualification:

Graduate

• Clearly understand role and competency proficiency expectations for self.

• Demostrate appreciation of diversity and inclusion in professional interactions.

• Highlight any observable deviations in areas of diversity and inclusion.

• Participate in recruitment processes under supervision.

• Refer new talent for hiring.

• Be a part of mentoring process and start mentoring members under supervision.

• Report any deviations from people practices that do not reflect organizational values.

• Conduct people management processes with fairness, transparency and diligent.

KRA-2:

Delivering superior engineering outcomes:

• Understand the competencyproficiency role mapping for self.

• Solicit performance feedback and use it to identify proficiency gaps in the remit of the role.

• Update the home manager of any concerns with regards to the responsibilities undertaken in an engagement.

• Help team members articulate project expectations, provide guidance and supervision to deliver the defined tasks.

• Participate actively in responding to requests for help/assistance.

• Proactively engage with members to understand their challenges and direct them to knowledge centers within the community.

• Make judicious and practical commitments while undertaking engineering responsibilities.

• Highlight any dependencies, risks and bottnecks which can influence your commitments.

• Make every effort to ensure your commitments are honoured and delivered.

• Proactively reach out for feedback from peers and managers.

• Provide reviews and feedback when requested by peers.

• Work out an improvement plan with the managers when applicable.

• Understand the metrics that are relevant for benchmarking different activities.

• Understand the impact of the metrics to the business outcomes of the customer.

• Understand how the metrics are mapped and tracked in Cognizant system.

KRA-3:

Fostering strong competency:

• Clearly understand enablement goals and be able to explain the same to team members.

• Identify the enablement needs of the team.

• Set up strategy and processes for driving competency gap identification and closures at a community level.

• Drive bestpractices for eliciting competencyproficiency gaps.

• Set up a plan for closing individual rolecompetency gaps and work towards the same.

• Facilitate participation of team members in various experience building forums.

KRA-4:

Operating efficiently:

• Ensure the skill profile and resume are kept current.

• Manage a roster of interview panelists from your team and ensure nominations are load balanced and respect individual constraints.

• Prepare knowledge base for providing engagement related induction to new joiners from engineering community.

• Extend support for helping new community members settle into their new role, including logistical help if required.

• Be accountable for resolving any conflicts transparently and fairly during the performance management process.

• Drive community specific performance management operational processes.

• Keep a tab on the Rewards and Recognition process, rewards granted and works with operations team for required changes.

• * Motivate leads and Managers to reward associates in an appropriate and timely manner* Update Resume in HCM and ensure skill profile in MyCareerApp are current.

• Mentor your teams to keep record the skill profile promptly and bring newly acquired skills and proficiencies to the notice of their home manager.

• Undergoes talent profiling to benchmark the given associate within the Community.

KRA5:

Building Engineering Mindshare:

• Identify ideas that can be converted into reusable assets.

• Contribute towards creating reusable assets.

• Contribute to white papers under guidance.

• Contribute to experince papers under guidance.

• Contribute to case studies under guidance.