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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
mailto:[email protected]:[email protected]:[email protected]


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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.


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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.


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________


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_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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.


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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.


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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.


_________________________________________________________________________________________________

_________________________________________________________________________________________________


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______________________


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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.


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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.


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________


_________________________________________________________________________________________________

_________________________________________________________________________________________________

______________________

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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