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ORGANIZATIONAL
PROFILE
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MindCraft - Integrating Business
An organization's core products and services are essential components that enable it to
meet expectations. However, synchronization of the various key elements within theorganization, are crucial for its longterm success.
Organizations today, pay a heavy price due to effort duplication and manual errorsarising out of lack of Integration.
Integration is the congruence of various business functions leading to seamlessinformation and process flows, with a definitive impact on organizational growth.
We at MindCraft, recognize this obvious need. Over the years we have developed
expertise in Integration Technologies that span across the five main elements in anybusiness
People,Processes,Applications, Systems andInformation.
At MindCraft, we enable every significant business to leverage its assets, usingtechnology.
History
Since our inception in India in 2002, we at MindCraft have endeavored to provide
timely, and cost effective software solutions for our customer.
Our Team of Professionals has a proven track record for commitment to quality and
on-time delivery, inherent with our expertise in Technology Leadership. With acombination of multiple skills and competencies. The MindCraft Team is well on its
way to realizing its dream of creating and delivering World Class TechnologyServices, and Solutions that enable Business Transformation.
Our range of products and services are traditionally aimed at the Financial Services
Sector. As a Centre of Excellence in Infrastructure Services, we have partnered withCustomers and Alliances alike. This has enabled us to develop and deploy effectivebusiness applications and software solutions.
We have transformed from a fledgling into a Strong, Stable and Global Brand. We at
MindCraft, have built on our people strength and have honed on the multi-dimensionalskills and rich domain expertise of our Team.
Today, we reign across various industry verticals and have offices across India, South
East Asia and America. We ensure that we are geared to meet the ever changing needs
of our Customers and Partners.
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Partnership Engagement Model
Our commitment to our customers has led us to highly successful alliances with
software vendors globally. These Strategic relationships enable us to offer sustainable
technology solutions to customers with diverse business interests and requirements.
We have been credited with being Premier Partners during many of our engagements.
We strive to be the best at what we do.
Board Of Directors
Hemant Nerurkar:
Founder and Managing Director of MindCraft, Hemant is a veteran with over two
decades of experience in the Information Technology Industry. His expertise lies indeveloping strategies to help customers harness the power of Information Technology.
His technical & domain expertise, combined with his management skills has enabled
him to steer MindCraft ahead in the IT consulting and services space. Under hisleadership, MindCraft has enjoyed stable growth over the last 10 years.
Hemant has a MSEE degree with a specialization in Communications from New
Jersey Institute of Technology, USA and a Bachelor's degree in Electronics andCommunications from SDMCET, Dharwad, India. Over the years, Hemant has
worked across various technologies and platforms. His primary focus has been on
Financial Services Segment. He has spent 11 years in the US, where he has workedwith companies like Capgemini America, AT&T Bell Labs, AT&T Capital and ACNielsen.
Animesh Parihar :
A qualified Chartered Accountant by profession, Animesh brings a depth of proven
leadership with 28 years of industry experience. His experience in the IT industrycovers business development, and managing large strategic information systemengagements in the Manufacturing, Life Sciences, Oil & Gas and Financial sectors.
Animesh was the Global Head of SAP Global Delivery since July 2006, based out of
Bangalore, India. He was managing global operations and business transactions for
delivery centers in India, Romania, China and Argentina. Prior to joining SAP, he was
with Oracle India as a Vice President, heading the North America India Operations(NAIO), a 1,000+ staff center supporting North America Consulting. Before joiningOracle he was the Vice President of Technology Services with Capgemini India.
Animesh is also a fellow member of the Institute of Chartered Accountants of India .
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Haresh Hirani :
Haresh brings with him over 20 years of experience in the Construction arena. He is a
partner of "Dolchand Kallaji", one of the leaders in real estate development in India.
He is also a partner of 2 manufacturing units namely, Symbiosis & Aesthetic.
Symbiosis is involved in ready mix concrete manufacturing and Aesthetic in paversmanufacturing.
Haresh has a Bachelors degree in Commerce from Mumbai.
Rajesh Mehta :
Rajesh has over 20 years of industry experience spanning verticals like
Pharmaceuticals and Chemicals with expertise in the areas of Supply Chain, Finance,
Accounts and Marketing. He has worked on several international ERPimplementations and software development projects.
At MindCraft, Rajesh is responsible for the Finance portfolio. His financial acumen
and business understanding have helped MindCraft make the tangible connectionbetween the company's operations and its financial performance.
Rajesh is a B.E. in Mechanical Engineering from V.J.T.I, Mumbai and M.M.S(Operations) from Sydenham Institute of Management, Mumbai
Vision & Mission
Vision
To be the premier hub for Business Integration through world class technology
services and solutions.
Mission
Building 'Excellence' and delivering 'Value' by providing innovative and world class
solutions to support our customers business strategies.
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Services:
People Integration
People are the focal point of any business. They deliver value through their ideas,technical expertise and execution skills. Integrating these people assets helps leverage
the strength of the organization and accelerate the path to growth.
Solutions from MindCraft in this space include :
Enterprise Portals, which bring together different people communities across the
organization, such as employees, agents, partners, and customers. This is done by
offering a unified view of data, segmented and presented uniquely to suit the
requirement of each individual and community respectively. These portals utilize
secure platforms, which are easy to access and use.Intranet Solutions, that connect different stakeholders within the organization
through cost effective web technologies. It promotes information dissemination faster
and on anas neededbasis, enhancing workforce productivity.
Collaboration Solutions, to ensure real time data and information exchange across
teams. Solutions such as Document Management, Online Project Collaboration,Discussion Forums, Blogs, Wikis that facilitate a high level of interaction andcollaborated efforts on on-going tasks.
Self Service Kiosks, that provide consumers with a wide range of functions that
enable access to information and applications for communication, commerce,entertainment and education through the integration of technology.
Technologies
WebSphere Portal Server Lotus Connections MS Sharepoint Liferay
Process Integration
Processes bind the different functions and assets in an organization. We at MindCraft,
help integrate your processes to ensure a seamless flow of information across
departments and teams within your enterprise, reducing redundancy as well asdependency on manual controls.
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Solutions from MindCraft in this space include:
Business Process Management - MindCraft takes a holistic management approach
focused on aligning all aspects of an organization with the needs of its customers. OurBusiness Process Management solution helps you create a competitive advantage as it
will enable your business to respond faster to the changing market, and regulatorydemands.
Business Process Modeling - Traditionally, modeling tools were developed to picture
time and costs. Today, due to the growth of business complexities and thedependencies there of, there is a tremendous increase in cross functional activities. At
MindCraft, we analyze and help you re-design processes, manage and integrate
business plans with the aim of improving your business process. Business Process
Models are now fully executable and capable of simulations and round-tripengineering.
Business Activity Monitoring - We at MindCraft, look at ensuring that real time
information about the status and results of various operations, processes, and
transactions is provided to business users across the organization. This in turn enables
an enterprise to make better informed business decisions, quickly address problem
areas, and re-position itself to take full advantage of emerging opportunities.
Business Events - All businesses operate within dynamic and complex business
situations. Technology helps track events, analyze and filter them. Our Business
Events solution enables you to take advantage of emerging opportunities, and handleunexpected exceptions by tracking, analyzing and filtering events, thereby leading to amore structured and functional business environment.
Technologies
IBM Process Server Oracle BPM suite
Application Integration
Information across applications is connected through application integration.
Middleware technologies, which could be products or even custom built code, helpcreate the bridges across applications to ensure seamless data flow.
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Solutions from MindCraft in this space include:
Enterprise Application Integration (EAI) - Applications are built on different,distributed and heterogeneous platforms. At MindCraft, we help improve connectivity
within your organization by sharing both, business data and business processes across
the existing heterogeneous applications in the enterprise. Our integration frameworkcomprises of a collection of technologies and services which form a robust
middleware to enable integration of systems and applications.
B2B Application Integration - There are varied architecture components, messaging
services etc. across the different segments in a business, be it your partners,
distributors or agents. B2B Application integration aims at setting a standard uniform
mechanism to ensure that document and all relevant content exchange occursseamlessly, thereby, reducing duplication, errors and delays.
Channel Integration - Organizations use multiple channels for information
dissemination to stakeholders. MindCraft advocates the adoption of a Service Oriented
Architecture to enable communication via multiple and diverse mediums and channels
like Web, Mobile, CRM, IVR etc. This allows communication across varied channelsin a streamlined, convenient and secure manner.
Technologies
IBM Process Server IBM MB IBM MQ IBM TX IBM ESB Oracle SOA Suite MS Biztalk
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System Integration
The MindCraft Team specializes in System Integration so as to ensure optimum
interoperability across heterogeneous and scattered systems and applications within
your organization. Through Middleware, Databases and Operating Systems weprovide the interfaces for connectivity across systems and different platforms.
Solutions from MindCraft:In Middleware, we configure and manage application servers, webservers and
messaging solutions such as WebSphere MQ etc.
In Databases, we install, maintain and manage databases. Performance tuning and
security is also part of our database services.
In Operating Systems, Security, Performance management and CapacityManagement is delivered as part of the services.
The above services form the foundation of technology implementation across
organizations. Accurate configuration of parameters in this space interlinks systemsoftware and associated application components to obtain the desired product output.
Technologies
IBM WAS / WAS ND IBM Process Server IBM MB IBM MQ IBM TX IBM ESB Oracle Application Server WebLogic IBM DB2 Oracle DB IBM Informix MS SQL Server Sybase ASE Sybase IQ Sybase ASA
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IBM AIX Solaris HP UX Redhat Suse
Information Integration
Information Integration, also popularly known as Data Integration, involvescombining data that resides in different sources and providing it to users with a unified
view of this data. The need for Information Integration appears with increasing
frequency as the volume and the need to share existing data explodes. MindCraftrecognizes this need and offers solutions that help organizations extract, transform and
load data into single repositories in such a manner that data can be used to makebusiness decisions at the touch of a finger.
Data Warehousing Solution
MindCraft recognizes the need for a single system that can be used for reporting and
analysis. Our Data Warehousing solution enables the organization to combine data
residing in different scattered heterogeneous sources and provide it to users after the
data is cleaned, transformed and catalogued. We maintain data in three layers,
Staging where the data is stored in its raw form, Integration where the data isintegrated and processed so that users can use it and finally Access where the data is
extracted in the form and manner that the users need. This data can be used effectively
for data mining, analytical processing, market research and decision making support asit is consistent and structured.
Dashboards
MindCraft helps organizations create Management Information Systems in the form of
Dashboards, that provide at-a-glance views of Key Performance Indicators relevant to
particular objectives or specified business processes such as Sales, Marketing, HumanResources etc. We realize that business users do not need data in its pure form but
require management information, key trends, comparisons, forecasts, exception logsthat highlight business anomalies.
Business Analytics
This refers to a continuous iterative exploration and investigation of information.
Organizations study past business performance to gain insight into the business
projections based on data and statistics. We at MindCraft, make use of extensive data,
statistical and quantitative analysis, explanatory and predictive modeling of fact based
data management to drive business decisions and planning. We help organizations ask
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basic questions and get the right answers to queries like why did this happen, whatwill happen next and what is the best thing to do in such and such situation.
Reporting
With the dramatic expansion in the available technology solutions, IT infrastructure
and the desire for increased competitiveness in organizations, there has been anincrease in the use of computing power to derive unified reports which join different
views of the data from across the organization into one place. MindCraft enables
enterprise reporting so that organizations can focus on larger movements towards
business intelligence, knowledge management and increased business productivity.
The process involves ETL procedures in coordination with existing Data Warehousesand then using one or more reporting tools to get the desired reports.
ETL
Most Data Warehousing Solutions consolidate data from different source systems.Organizations use heterogeneous systems that maintain data in formats. ETL
(Extraction, Transformation and Loading) is the process of streaming data from
different source systems, validating it with necessary business rules and checks for
data integrity so it can be transformed into a logical form. This data is then loaded into
the destination, where it can be audited, published into the required reporting formats
and archived. MindCraft ensures that this complex process is carried out in minimal
timeframe so as to ensure improved management, reporting, reduced project risks andfuture maintainability.
Alliances :
IBM
McAFEE
Oracle
Sybase
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Workplace
People Orientation
At MindCraft, we truly believe that 'Employees Come First'. We are a people oriented organization
and believe that our people are our prime assets as only a 'satisfied employee' can generate a
'satisfied customer.
We invest in the growth of our employees and provide various types of training Technical, Soft
skills and Managerial. It is our endeavor to create a conducive environment for our employees to
build on their strengths as well as enhance their skill sets. To promote team spirit and bonding
amongst our employees, we organize regular picnics, parties etc.
We promote an open culture within the organization and encourage our employees to approach
senior members of the management to discuss ideas and give suggestions.
Today, nearly 9 years after our inception, we are proud to say, we still have all members of The CoreMindCraft Team on board. We have come a long way. This has been possible due to our employees.
We take immense pride in our employees, who constantly strive and take initiatives to create
satisfied customers.
Equal Opportunity Employer
We strive to create a diverse qualified workforce and all recruitment efforts are
directed towards this goal.MindCraft is an equal opportunity employer. This means that we do not discriminateon the basis of gender, religion, ethnic origin, caste, creed or language.
We hire purely on the basis of technical or functional merit, education andcommunication skills.
We are constantly on a look out for people who are focused on customer satisfactionand are self-confident to provide leadership and direction to the organization.
We have a policy of promoting from within the team. Apart from this, under our
Employee Referral Scheme, we reward those employees of MindCraft who helpidentify and attract suitable and competent talent.
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Careers
Job Search
At MindCraft our employees are our partners and associates. Today we are recognized
for our young, vibrant, and extremely talented work force. Our Human Resources
Department is constantly in search for talented and skilled candidates. In our pursuit
for excellence in the IT domain, we ask 'Confident' and 'Driven' individuals to joinhands with us, and help us achieve excellence.
You can respond directly to a job posting by searching for current opportunities,highlighted alongside. Send us your profile for consideration and to ensure that it gets
maintained in our database. In case your profile does not fit our current requirementswe will ensure that it stays in our database and is used for future considerations.
Send us your resume at [email protected].
Alternatively, get in touch with us using the contact ustab.
Training and Development
At MindCraft, we believe in providing the right environment to nurture talent andfacilitate growth. We believe that growth is the direct outcome of performance and we
are constantly at work to provide conducive conditions to ensure excellence increativity and performance.
Our appraisal process is grounded in the need for incessant pursuit of excellence and is
a progressive, constructive and evaluative exercise focusing on the development of ourassociates.
The employee's responsibilities are defined to suit the unique skills that they bring to
the table ensuring that their individuality is not lost. Periodic reviews are conducted to
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observe all round performance in terms of function and management and to addressthe complexities of the transition process effectively.
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JOB
DESCRIPTION
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Name : Vijay Kanal
Designation : Business Development Executive
Company Name : Mindcraft Software Pvt ltd
Summary:
Will be responsible for acquiring and managing new business for MindCraft in the
BFSI (primary) & other industry verticals
Manage relationships with customers and farm the newly acquired accounts for
business
Create a database of suspects and prioritize based on ABC analysis
Collate detailed information through market research
Start with Cold Calling on list of Suspects
Fixing of appointments, when not on field
Tasks
Identify, develop, or evaluate marketing strategy, based on knowledge ofestablishment objectives, market characteristics, and cost and markup factors.
To visit customer and main good relation to increase the sales direct and dig outnew opportunities.
To study competitors strategy and adopt different method to markup withcustomer satisfaction.
Develop pricing strategies, balancing firm objectives and customer satisfaction.
Compile lists describing product or service offerings. Initiate market research studies or analyze their findings. Use sales forecasting or strategic planning to ensure the sale and profitability of
products, lines, or services, analyzing business developments and monitoring
market trends.
Coordinate or participate in promotional activities or trade shows, working withdevelopers, advertisers, or production managers, to market products or services.
Consult with buying personnel to gain advice regarding the types of products orservices expected to be in demand.
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Tools & Technology
Tools used in this occupation:
Facsimile machinesFax machines
Notebook computersHp Mini
Personal HeadphoneBlackberry which helps in accessing mail services on the go.
Photocopiers
Scanners
Technology used in this occupation:
Analytical or scientific software Webex is used to do any presentation if thecustomer is not in the same location (city).
Electronic mail softwareEmail software; Listserv software; Microsoft Outlook
Graphics or photo imaging softwareAdobe Systems Adobe Photoshop software;
Graphic presentation software
Knowledge
Sales and MarketingKnowledge of principles and methods for showing,
promoting, and selling products or services. This includes marketing strategy andtactics, product demonstration, sales techniques, and sales control systems.
Customer and Personal ServiceKnowledge of principles and processes for
providing customer and personal services. This includes customer needs assessment,
meeting quality standards for services, and evaluation of customer satisfaction.
English LanguageKnowledge of the structure and content of the English language
including the meaning and spelling of words, rules of composition, and grammar.
Administration and ManagementKnowledge of business and management
principles involved in strategic planning, resource allocation, human resources
modeling, leadership technique, production methods, and coordination of people and
resources.
Communications and MediaKnowledge of media production, communication,
and dissemination techniques and methods. This includes alternative ways to inform
and entertain via written, oral, and visual media.
Computers and ElectronicsKnowledge of circuit boards, processors, chips,
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electronic equipment, and computer hardware and software, including applications and
programming.
Skills
Active ListeningGiving full attention to what other people are saying, taking time
to understand the points being made, asking questions as appropriate, and not
interrupting at inappropriate times.
Critical Thinking Using logic and reasoning to identify the strengths and
weaknesses of alternative solutions, conclusions or approaches to problems.
PersuasionPersuading others to change their minds or behavior.
Social Perceptiveness Being aware of others' reactions and understanding whythey react as they do.
SpeakingTalking to others to convey information effectively.
Judgment and Decision Making Considering the relative costs and benefits of
potential actions to choose the most appropriate one.
Monitoring Monitoring/Assessing performance of yourself, other individuals, or
organizations to make improvements or take corrective action.
Active Learning Understanding the implications of new information for both
current and future problem-solving and decision-making.
CoordinationAdjusting actions in relation to others' actions.
Abilities
Oral ComprehensionThe ability to listen to and understand information and ideaspresented through spoken words and sentences.
Oral ExpressionThe ability to communicate information and ideas in speaking soothers will understand.
Deductive Reasoning The ability to apply general rules to specific problems to
produce answers that make sense.
Written ComprehensionThe ability to read and understand information and ideas
presented in writing.
Fluency of IdeasThe ability to come up with a number of ideas about a topic (the
number of ideas is important, not their quality, correctness, or creativity).
Speech RecognitionThe ability to identify and understand the speech of another
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person.
Written ExpressionThe ability to communicate information and ideas in writing
so others will understand.
Inductive ReasoningThe ability to combine pieces of information to form generalrules or conclusions (includes finding a relationship among seemingly unrelated
events).
OriginalityThe ability to come up with unusual or clever ideas about a given topic
or situation, or to develop creative ways to solve a problem.
Problem SensitivityThe ability to tell when something is wrong or is likely to go
wrong. It does not involve solving the problem, only recognizing there is a problem.
Work Activities
Communicating with Persons Outside Organization Communicating with
people outside the organization, representing the organization to customers, the public,
government, and other external sources. This information can be exchanged in person,
in writing, or by telephone or e-mail.
Communicating with Supervisors, Peers, or Subordinates Providing
information to supervisors, co-workers, and subordinates by telephone, in written
form, e-mail, or in person.
Getting Information Observing, receiving, and otherwise obtaining informationfrom all relevant sources.
Thinking Creatively Developing, designing, or creating new applications, ideas,
relationships, systems, or products, including artistic contributions.
Establishing and Maintaining Interpersonal Relationships Developing
constructive and cooperative working relationships with others, and maintaining themover time.
Developing and Building TeamsEncouraging and building mutual trust, respect,and cooperation among team members.
Making Decisions and Solving ProblemsAnalyzing information and evaluatingresults to choose the best solution and solve problems.
Organizing, Planning, and Prioritizing Work Developing specific goals and
plans to prioritize, organize, and accomplish your work.
Interacting With ComputersUsing computers and computer systems (including
hardware and software) to program, write software, set up functions, enter data, or
process information.
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Developing Objectives and Strategies Establishing long-range objectives and
specifying the strategies and actions to achieve them.
Work Context
Electronic MailHow often do you use electronic mail in this job?
A: Every day.
TelephoneHow often do you have telephone conversations in this job?
A: 24*7 round the clock.
Face-to-Face DiscussionsHow often do you have to have face-to-face discussions
with individuals or teams in this job?
A: Meeting with customer is the part of sales person, as the title speaks Business
development Executive. for generating new business opportunities meetings with
customer is one the key activity of this profile.
Contact With OthersHow much does this job require the worker to be in contact
with others (face-to-face, by telephone, or otherwise) in order to perform it?
A: Through all possible means, meeting face to face, email, sms, phone.
Letters and MemosHow often does the job require written letters and memos?
A: Once a month for any RFPs or tender or while acquiring new customer.
Duration of Typical Work WeekNumber of hours typically worked in one week.
A: 9 30 Am to 6 30 Pm Official timing, but work usually start from 7 30 Am to 10
Pm.
Spend Time SittingHow much does this job require sitting?
A: Once a week at Office only for Sales Review.
Freedom to Make DecisionsHow much decision making freedom, withoutsupervision, does the job offer?
A: No freedom of taking is given, need to discuss with reporting manager accordingly
take it ahead.
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Job Zone
Title Executive, Business Development.
Education Post Graduation (Marketing).Related
Experience
No joined as Fresher, if experience required should have towards IT
world preferably with Software part.
Job Training Understanding what your company does is more vital before any
training is given, case studies are shared no training will be given
environment at Corporate is LEARN BY YOURSELF..
Education
Percentage of
Respondents Post Graduation (Marketing)
84 Bachelor in Business Management.
4 Commerce Student
4 School contribution
Work Styles
Dependability Job requires being reliable, responsible, and dependable, and
fulfilling obligations.
Attention to Detail Job requires being careful about detail and thorough in
completing work tasks.
CooperationJob requires being pleasant with others on the job and displaying agood-natured, cooperative attitude.
IntegrityJob requires being honest and ethical.
LeadershipJob requires a willingness to lead, take charge, and offer opinions and
direction.
InitiativeJob requires a willingness to take on responsibilities and challenges.
PersistenceJob requires persistence in the face of obstacles.
Achievement/Effort Job requires establishing and maintaining personallychallenging achievement goals and exerting effort toward mastering tasks.
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Adaptability/FlexibilityJob requires being open to change (positive or negative)
and to considerable variety in the workplace.
Independence Job requires developing one's own ways of doing things, guiding
oneself with little or no supervision, and depending on oneself to get things done.
Work Values
Working ConditionsOccupations that satisfy this work value offer job security
and good working conditions. Corresponding needs are Activity, Compensation,
Independence, Security, Variety and Working Conditions.
AchievementOccupations that satisfy this work value are results oriented and
allow employees to use their strongest abilities, giving them a feeling of
accomplishment. Corresponding needs are Ability Utilization and Achievement.IndependenceOccupations that satisfy this work value allow employees to work
on their own and make decisions. Corresponding needs are Creativity, Responsibility
and Autonomy.
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Organizational
structure
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Chief executiveofficer
Chief Financialofficer
ChiefOperations
officer
Executive VicePresident
Vice President
sales
MARKETINGMANAGER
TEAM LEADER
businessdevelopment
executive
Vice president
Finance
FINANCEMANAGER
AUDITOR
Financialanalyst
Vice President
Technology
TECHONOLOGYDEVELOPMENT
HEAD
TEAM LEADER
IT trainee
Vice President
HumanResource
HUMANRESOURCEMANAGER
HR trainees
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Recruitment
&
Selection process
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Recruitment : It is defined as a set of activities which helps in
preparing a pool of candidates from which the right candidates can be
selected . The pool must have Right match , retainable talent and must
have been prepared at minimum cost.
-Dr Debashish Sengupta.
Recruitment at Mindcraft
At Mindcraft Recruitment is not seen as a part and duties of the human resource
epartment but we see it as a type of art of choosing the right people who not work for
s but work with us .
Objectives:
o To Find the right person for the position of a BUSINESS DEVELOPMENTEXECUTIVE.
o To Find the person who is eligible for the job not only by educationalqualifications but also is eligible on the criteria of the functional and
behavioural competencies required by the job.
o To Find the right and the retainable candidates for the firm. o To make sure that the process of recruitment has clarity and is valid and can be
applied to the culture and status of MINDCRAFT as on the current date.
o To Find the person with the right skill sets who can adopt to the changes fastand performs his job in the way required.
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WHEN DO WE NEED TO RECRUIT PEOPLE ?
Since our firm is an Information technology solution firm , We sell solutions here to
e problems of our clients . So the two main functions of the firm is to develop
ftwares and the next important function is selling them and retaining our clients.
ese two functions are supported by the finance and the human resource department .
ke a typical company we need a mixture of people working for the betterment of the
m .
Now, We come to know about the need to recruit new candidates by both the internal
d external determinants . Since we are only talking about the designation of a
SINESS DEVELOPMENT EXECUTIVE , We will look into the factors which raise
e need of this particular employee in our firm.
actors raising need for recruitment of the Business
evelopment executive :
oSkill gap :Now when We realise that the current staff is lacking the skill tosell our products and have been failing to reach the targets consistently this itself is
an indicator to tell that its time to get fresh talent.
oExpansions :Whenever we are about to release a new product and we are inshort of Human resource then we bring in fresh people so that it balances the work
in such a way that the former work doesnt get affected and the current project also
is completed with full efficiency.
o New vacancies : Whenever there are posts empty due to either resigning,Termination or retirement of the former employees , New people are required to
fill in those positions.
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oHuman resource forecasts :Our Human resource department forecasts theneeds of the firm in coming future times and recruits accordingly.
Sources of recruitment :
Human resource department is mainly responsible too look after the firms need of
Human resource , So the recruitment process is one of the main functions of the firm.
Now Whenever our HR department finds a need or has forecasted there will b
requirement of new people in near future it starts the process of recruiting . We have
our sources of recruitment which will be discussed further, They are:
o Campus Placements :We go to different colleges within Mumbai to recruit the fresh talent . Students with
work experience is just a preference, Actually all we look for is a candidate with right
of skill sets .
o Walk in Interviews :Mindcraft has an career option on its official website through which the candidates
can send in their resumes whenever there is an announcement of vacancy in the firm
through advertisements. Then from these resumes candidates are short listed and walk
in interviews are conducted.
Frequently asked questions during an interview for therecruitment of a Business development executive:
1. Give us a sample of a marketing brief that you developed for your recentmarketing program?
2. Have you worked on a project in which you had to manage a diverse team ofpeople to achieve common deliverables?
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3. Have you ever managed a tight budget to deliver a successful marketingcampaign?
4. Have you used online marketing tools? Can you make use of the advancedtechnology to achieve the best results?
5. Have you ever delivered beyond the expectations of your seniors in terms ofdelivering before time and under the allotted budget?
6. Describe a few innovative ways to influence consumer behaviour.7. How do you prepare your marketing campaigns?8. The world has gone through an economic meltdown in recent years. What are
the challenges faced by marketing managers today? How did you deal with
such tough situations?
9. What will your goals be after taking this job? Considering what you havelearned about this company, what changes would you suggest for the
organization?
10.Why do you think you are the most suitable candidate for this job?
Medical check up
After the candidate has cleared the recruitment process He/She has to go through
medical check up before joining our firm. Generally, the type of medical check up
depends on the type of the job the person will be doing but the following are all the
medical check ups a candidate has to goes through before joining MINDCRAFT.
an eye test
ECG
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urine tests
Diabetes with complications e.g. Nephropathy, Retinopathy, Neuropathyetc
a physical examination carried out by the occupational health practitioner
(blood pressure, spinal examination, heart and lung auscultation etc.)
SELECTION
After the candidate has gone through the medical test and the report submitted says he
is in perfect state to perform the functions of the job then he can join the
MINDCRAFT on the day assigned for his joining.
Training
There are no special Training programs provided to the candidates by MINDCRAFT ,
only on job training where the superiors explain it to the new recruited candidates and
employees learn with experience.
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FUNCTIONAL AND BEHAVIORAL
COMPENTENCIES
The six marketing functional competencies included in the Administrative
Competency Framework are designed to identify those behaviours that
indicate an individuals ability to perform successfully in a marketing-
oriented role. These competencies are intended to be generic across allmarketing roles. It should be noted that behaviours differ from skills,
which are usually very task-specific, i.e. produce promotional materials,
and are included in the job description, which is then supported by these
competencies.
Competency Behaviour/Functional Indicators
Marketing
Acumen
Demonstrates knowledge of andapplies marketing terminology, tools,
tactics, principles and practices, as
relevant to the successful delivery of
the individual role
Understands and uses effective marketresearch tools and techniques
Applies market research in thedevelopment of marketing initiatives in
support of the Universitys goals
Knowledge of media and materialsproduction, communication and
dissemination techniques/distribution
channels
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Understands the role and use oftechnology in marketing
Analysis and
Information
Gathering
Analyses data, identifies market trends,
draw conclusions and seeks rationales
Identifies and gathers data to supportoperational and strategic decision-
making
Evaluates results of marketinginitiatives and campaigns, analyses and
reports return on investment
Monitors competitor products toidentify niche opportunities, and
develop market strengths
Monitors industry news in the nationaland international tertiary education
environment, including consumer
trends, market developments and
growth, and regulatory changesBuilding
BeneficialRelationships
Develops and applies knowledge of keycustomers and competitors
Builds and maintains relationships withmedia contacts and external service
providers
Establishes and manages appropriaterelationships with internal and external
stakeholders
Able to engage and interact effectively
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with internal and external stakeholders,
and customers
Is influential and persuasive whenappropriate to secure marketingopportunities and investment
Able to assess and respond to customerneeds, and evaluate customer
satisfaction
Understands, recognises and respondsto human behaviours and motivators
Contextual
Knowledge
Is aware of, understands and iscommitted to the Universitys strategic
plans, goals and aims
Understands the political and economicenvironments in which the University
operates
Understands the products theUniversity offers, identifies unique
product features
Understands the Universitys targetaudiences, and tailors marketing
activity appropriately
Understands and adheres to theUniversitys marketing policies,procedures and standard practices
Is aware of and understands therequirement to operate within the
Universitys marketing budget
Is aware of the configuration of theUniversitys marketing services, and the
roles of key marketing staff
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Contributes to the development oflong-term marketing plans, initiatives
and strategies
Communication Advanced professional written and oralcommunication skills, including
presentation skills
Able to present and convey informationin a confident, clear and interesting
way, in a manner appropriate to the
target audience
Able to exchange complex informationand present ideas, reports, facts and
other information clearly and concisely
Consults with customers andstakeholders, to provide information
and receive input and feedbackPersonalResponsibility
Advanced organisational skills, able tohandle high levels of complexity Strong attention to detail combined
with an ability to take initiative and
manage multiple projects and activities
simultaneously
Creative, dynamic and innovative Understands own role and
responsibilities within team, and works
collaboratively with other team
members to achieve collective goals
and deliver results
Able to adapt work to accommodateunexpected changes to scope or
deadlines, or incorporate new elements
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Able to socialize with and relate to awide-range of people, honest,
professional and cordial in all
stakeholder and customer interaction Identifies interactions, links or
dependencies between marketing
initiatives or activities, and brings these
to the attention of other team
members for information or further
analysis
Self-motivated, able to workindependently, meets deadlines andtake ownership and accountability for
own results
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Performance
appraisal@ mindcraft
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What is Performance appraisal ?
A performance appraisal or performance evaluation is a systematic and periodic
rocess that assesses an individual employees job performance and productivity in
elation to certain pre-established criteria and organizational objectives.
To collect Performance Appraisal data, there are three main methods: objective
roduction, personnel, and judgmental evaluation. Judgmental evaluations are the most
ommonly used with a large variety of evaluation methods.
A Performance Appraisal is typically conducted annually. The interview could functio
s providing feedback to employees, counselling and developing employees, and
onveying and discussing compensation, job status, or disciplinary decisions
PA is often included in performance management systems. Performance management
ystems are employed to manage and align" all of an organization's resources in order t
chieve highest possible performance. How performance is managed in an organization
etermines to a large extent the success or failure of the organization. Therefore,
proving PA for everyone should be among the highest priorities of contemporary
rganizations.
How performance appraisal is done at Mindcraft.
At Mindcraft , the appraisal process is done quarterly i.e for every 4 months that is
hrice a year .The appraisal process happens in a very stringent manner.
Process of appraisal:
Every candidate has to fill in the details given in the appraisal form.
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Once fill in the details the appraisal form is to be approved by the respective reporting
manager.
After the approvals, the form needs to be submitted to the HR desk, on bases of last
years performance the appraisal and KRA (Key Responsible Area) are set for thecandidate.
Once all the process is completed, there will be a small round of interview with
MOD, Reporting managers and HR.
BENFITS OF PERFORMANCE APPRAISAL :
The following are the major reasons why we do Performance appraisal at Mindcraft.
Organizational benefits Performance Improvedorganization
Employee retention and loyalty Improved productivity Overcoming the barriers of
communication
Clear Accountabilities Cost advantages
Managers benefits Saves time and reduces conflicts Ensures efficiency Consistency in performance
Employees benefits Clarifies the Expectations of theemployee
Self assessment opportunity Clarifies the Job accountabilities Clearly defines career paths and
promotes Job satisfaction
Post appraisal process
After the appraisal process is finished , At Mindcraft the first and the foremost thing
that is taken care of is the allotment of Key responsible areas . Now since we know
what candidate is capable of and how much he is ready to give in for the job and also
keeping the designation in mind the responsibilities are given .
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Key responsible areas of a business development executive
@Mindcraft.
The following is the list the things that are generally expected from a sound candidateafter his first Appraisal.
Proactively initiate and engage sales calls to new prospects.
Work closely with Corporate Marketing to design and execute pre-agreed strategies
built around developing new business growth.
Drive Request for quote process with new prospects.
Open business development dialogs with strategic customers. Particular interest is tobuild a few large strategic accounts.
Interface with existing strategic customers to solidify mutual expectations of
performance and growth.
Identify and attend tradeshows and other business functions to keep abreast of
developments in the marketplace, to find potential new business, and to market
companys end-to-end solutions.
IN THE NEXT PAGE :
The next page consists the pms application of MINDCRAFT.
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EMPLOYEE NAME: _______________________________ POSITION TITLE: ______________________________
DEPARTMENT: ___________________________________ SUPERVISOR: _________________________________
APPRAISAL PERIOD: ______________________________
NON - EXEMPT EMPLOYEE
GOAL SETTING: Review Prior Year Goals
Take time to re-visit the goals that were set for the performance appraisal period. Did the employee meet these
goals? If so, provide a brief summary outlining how the goals were met. If not, consider and summarize the reasons
why they were not met.
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
_______________________________________________________________________________________________
________________________________
Please carefully review the employees performance during the past appraisal period and select the description that
best describes the employees overall performance. Please provide supporting comments and examples for each
performance area. This appraisal focuses on factors which determine the quality of the overall performance and
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indicates areas which may require further training and professional development.
TECHNICAL KNOWLEDGE: Remains current on new software available to accomplish the functions of the position.
Exceptional: Outstanding knowledge of relevant technologies as they apply to the position. Actively seeks out
opportunities to use new software in accomplishing the functions of the position.
Above Expectations: Very good knowledge of relevant technology and software as they apply to the position.
Displays an avid interest in utilizing new technology in accomplishing day-to-day tasks.
Meets Expectations: Proficient at using current technology and software to complete work in a timely manner.
Willing to attend training as needed.
Improvement Needed: Additional training on the latest software/technology is recommended. Resistance to usingnew technology is frequently demonstrated.
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
POSITION KNOWLEDGE: Possesses a full understanding of the job description and is able to complete all necessary
functions.
Exceptional: Demonstrates excellent knowledge of the position and professional field and applies it readily to day-
to-day tasks. Performs all functions outlined on the job description with a very high level of accuracy and efficiency.
Above Expectations: Demonstrates solid knowledge of the position and professional area and is capable of handling
all functions outlined on the job description.
Meets Expectations: Demonstrates some basic knowledge of the professional area and performs job responsibilities
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well.
Improvement Needed: Acquiring some working knowledge of the professional area and how it relates to the
position would be beneficial in performing basic job responsibilities with less difficulty.
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
COMMUNICATION SKILLS: Communicates clearly and concisely in both oral and written form. Has good listening
skills.
Exceptional: Excellent oral and written communication skills. An active listener who has a sound sense of when to
share important information and with whom to share it.
Above Expectations: Demonstrates above average oral and written communication skills.
Meets Expectations: Demonstrates solid communication skills but may need occasional training to sharpen certain
areas.
Improvement Needed: Additional training to develop communication skills is recommended. Frequent
communication break downs can cause confusion with coworkers and interfere with the employees ability to completeassignments accurately.
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
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Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
WORK QUALITY: Completes assigned work in a timely and accurate fashion.
Exceptional: Consistently produces work that is of the highest quality and accuracy.
Above Expectations: Almost always produces high quality, accurate work.
Meets Expectations: Typically produces quality work with occasional errors.
Improvement Needed: Attention needed to producing work that is more thorough and accurate.
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
SERVICE ORIENTATION: Works well with customers, students, faculty, co-workers.
Exceptional: Consistently anticipates and meets the needs of customers. Always communicates and works well
with co-workers and customers.
Above Expectations: Frequently anticipates the needs of customers. Generally communicates and works well with
co-workers and customers.
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Meets Expectations: Meets customer needs. Communicates and works with customers and co-workers in an
acceptable manner.
Improvement Needed: Lacks adequate attention to meeting customer needs. Communication and work with
customers and co-workers needs improvement.
Employee has registered for but not yet attended Noel-Levitz Customer Service Training
Employee has completed Noel-Levitz Customer Service Training
Employee has not yet registered for Noel-Levitz Customer Service Training
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
INITIATIVE: Demonstrates independent action and resourcefulness on the job. Performs duties in an acceptable
manner and with minimal supervision.
Exceptional: Constantly exhibits independent action and resourcefulness. Exercises outstanding judgment on when
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to seek guidance from supervisor. A highly motivated employee.
Above Expectations: Frequently exhibits independent action and resourcefulness. Exercises good judgment on
when to seek guidance from supervisor.
Meets Expectations: Generally demonstrates independent action with minimal supervision.
Improvement Needed: More independent action is needed. Requires very close supervision at all times.
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
WORK RELIABILITY: Work assignments are completed on-time and with accuracy. Consistently reports to work on
time.
Exceptional: Reliability never in question. Work assignments are always completed with the highest level of
accuracy and ahead of deadline.
Above Expectations: Very reliable. Work is almost always performed accurately and on deadline.
Meets Expectations: Reliable employee. Work assignments are typically completed accurately and in a timely
fashion.
Improvement Needed: Employee attendance record is unstable. Work deadlines are frequently missed and
assignments tend to have a high level of inaccuracies.
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
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______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
DIVERSITY AND PLURALISM: Supports Departmental and University diversity initiatives. Contributes to building a
community with a climate of openness and inclusiveness.
Exceptional: Works diligently to foster an open and inclusive environment. Actively seeks out opportunities toenhance the openness and inclusiveness of the community. Always displays behaviors that respect and value individual
differences.
Above Expectations: Provides support for an open and inclusive environment. Encourages diversity initiatives and
frequently displays behaviors that demonstrate respect for all individuals.
Meets Expectations: Accepts diversity initiatives and sometimes participates in activities that promote a climate of
openness and inclusiveness.
Improvement Needed: Needs encouragement to support a diverse and inclusive environment. Fails to display
behaviors that demonstrate respect and value for individual differences.
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
OVERSIGHT OF STUDENT EMPLOYEES (if applicable): Demonstrates strong supervisory skills in overseeing
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student employees.
Exceptional: Holds student employees to a very high standard of work and utilizes the student employee resources
in a very efficient and beneficial manner. Provides student employees with excellent direction in their position in the
department
Above Expectations: Manages student employees very well and maximizes their abilities to produce an efficient,
well organized department.
Meets Expectations: Ensures that adequate student coverage is secured and attempts to utilize the student
employee resources as efficiently as possible.
Improvement Needed: Oversight of student employees is lacking. Use of student employees could be expanded if
they were used smartly.
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Optional Evaluation Factors Unique to a Particular Department or Position
(Duplicate this section as needed to accommodate other appropriate evaluation factors)
FACTOR:
Exceptional
Above Expectations
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Meets Expectations
Improvement Needed
Comments or Performance Examples:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Performance or Professional Development Goal for this Performance Area:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
______________________
Summary of Performance Area Evaluations
Exceptional Above
Expectations
Meets
Expectations
Improvement
Needed
Technical Knowledge
Position Knowledge
Communication Skills
Work Quality
Service Orientation
Initiative
Work Reliability
Diversity and Pluralism
Oversight of Students
Optional Factor
Overall Employee Rating:
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Exceptional
Above ExpectationsMeets Expectations
Improvement Needed
Overall Performance Comments:
____________________________________________________________________________________________
____________________________________________________________________________________________
____________________________________________________________________________________________
____________________________________________________________________________________________
____________________________________________________________________________________________
SMART GOALS WORKSHEET
Specific Measurable Actionable Realistic Time Bound
WPI uses SMART Goals during the yearly performance appraisal process to outline the goals set in the above sections.
These goals are intended to be re-visited by the employee and the supervisor regularly throughout the year so that
progress toward achieving the goals can be monitored carefully. Please review the above SMART acronym and the
example below before revisiting the goals set above and converting the m to SMART goals.
Model: To (action verb) (single key result) by (target date) requiring (resources).
Example: If one of the employees goals was to become more proficient with Excel, converting that into a SMART
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goal would be:
To integrate the use of Excel in tracking employees and the training programs they attend by January 1, with the help of
training programs offered through the ATC.
Specific Become more proficient in Excel.
Measurable Utilize Excel in tracking employee training programs.
Actionable By attending training programs offered through the ATC, the employee will learn how to build an
Excel database.
Realistic The deadline for completing this task will be one year from now, which gives more than enough
time to attend training programs, build a database, and integrate the use of the database into the
workflow.
Time Bound Complete by January 1, 2013 for next years appraisal process.
This goal has a specific end product and a deadline that is accomplishable. It is not vague, and will be easy to revisit
over the course of the year for the purposes of tracking progress.
Goal
1:________________________________________________________________________________________________
_
Goal
2:________________________________________________________________________________________________
_
Goal
3:________________________________________________________________________________________________
_
SMART Conversion table
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Specific
Measurable
Actionable
Realistic
Time
Bound
Please expand the table above as needed for additional goals, if applicable.
TRAINING CHECKLIST
Training and professional development sessions youd like employee to attend in the coming year to accomplish
their SMART goals:
Technology Training (please specify)
Communication Skills Writing Skills
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Time Management/Organization Project Management
Supervisory Training Leadership Development
Please specify needs:_____________________ Please specify needs:_______________________________
Wellness related Other
(please specify) (please specify)
Division Head Signature: ______________________________________ Date: _______________________
Supervisor Signature: ______________________________________ Date: _______________________
Employee Signature: ______________________________________ Date: _______________________
Has the employee elected to have his/her Self Appraisal submitted with this review? Yes No
Has the employee elected to submit other supporting materials (i.e. emails, thank you notes, kudos)
with this review? Yes No
Has the employees job description changed, and has an updated description been submitted with this review?
Yes No
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***Please be advised that this document will be placed in your personnel record***
Compensation
&
employee
engagement
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Mediums of Compensation :
These are the following mediums through which they compensate The person holding
the designation of Business development executive.
Basic Pay Health reimbursement Account
Leave travelling allowance Travelling allowance Provident fund
Medical Reimbursement
These compensations are dependent on the fact of the geography and the amount of
business the employee brings to the company.
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9. Track and communicate progress: Employees are no different than leadership --
they both want to work for a winning organization. Leaders need to reinforce line
of sight by telling their employees where theyre going, how theyre performing, and
where they fit in.
10. Hire and promote the right behaviours and traits for your culture: Althoughwe place much emphasis on ones educational background and skills, people generally
succeed or fail because of their behaviours and traits remember that soft skills count.
Conclusion : Above is the whole report of the Human resource Practices atMindacraft mainly in the relation with the designation of a Business Development
Executive. During this whole process I have learnt how a person as a whole is an
asset to the firm and how the organization becomes not only the food provider but also
becomes a place where he / she can re invent themselves and also place where they
can learn new skills and Get benefited for learning and performing extra duties also.
http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/interviewing-candidates/conducting-the-interview.aspxhttp://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/interviewing-candidates/conducting-the-interview.aspx -
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