Ims Introduction
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![Page 1: Ims Introduction](https://reader035.fdocuments.in/reader035/viewer/2022062708/558907e5d8b42aab748b460d/html5/thumbnails/1.jpg)
IMSCompany Profile
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Who We Are
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• About IMS• Our Services• Our Customized Processes• Our Knowledge Management• Our People Possible Approach
Agenda
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IMS is a young, dynamic group of like-minded people on the road of creating a world class organization that will create value for
both internal and external customers
About IMS
• Global (India, UK, Australia, East Africa, Middle East)
• Innovative (ideas, processes, tools, engagements)
• Flexible (models, approaches, scale, partnerships)
• Young (3.5 years old)
• Dynamic (adapted to various good & bad environments by changing)
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Journey So Far
• Founded on 25th March 2006
• Started Operations in April 2006
• First Placement made on 17th May 2006
• 100th placement made on 12th September 2006
• Worked over 340 candidates in middle level positions
• Started UK operations in 2007
• Today serving over 70 clients in the UK market
• Set fist foot in Australia in 2009
• Completed 1350 days and still growing
• 80% of total leadership team 1100 days old
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Corporate Culture
Optimization of Cost
Balanced Business Focus
Partnership Approach
Driven by Core Values
To make our clients survive…
To ensure consistent balance between vision and resources
Enlarges the pie and gives space for growth
We put values first
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What We Do
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Service Offerings - International
• Headhunting Research
• CV Processing / CV Formatting
• Job Posting / Advert Response Management
• Database Regeneration
• Managed Services
• Business Development / Lead Generation
• E-Mail Marketing / Mail Shot Design & Delivery
• End to End Recruitment Services
• On Call Service / Help Desk
ServicesVerticals• Finance & Banking• Telecom• Retail• FMCG• IT• Education• Healthcare / Pharmaceuticals• Hospitality & Leisure• Media & Publishing• Construction• Manufacturing• Automotive• Public & Utilities• Fashion• Defense• Consulting• Aerospace
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Service Offerings - Domestic
• Perm Staffing
• Search Assignments
• Turn Key Projects
• Assessments
ServicesVerticals
• Finance & Banking
• Telecom
• FMCG
• IT
• Education
• Pharmaceuticals
• Construction
• Manufacturing
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NEW Service Offerings & Domains
Services International
Research & Analytics Market Research Data Collection Data Processing Survey Programming Social Media Listening Customer Support
Domestic• Introduction of RPO in Corporates• Data Collection• Data Processing
Domains Social Care Pharmacy
Insurance Travel
Services
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How We Do It
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Key Business Enablers
Customized Business Processes
Knowledge Management
People Possible Approach
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Customized Business Processes
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Partnership Approach
Staffing Models
Contracts
Implementation
Learning and Exploration
Staffing small, nimble teamsRapidly ramping-up
Free pilotsFlexibility on contract periodsReasonable pricing
Ability to implement on client’s existing platformsNo major up-front investments to get startedQuick kick starts and ramp ups
Advance process mapping and analysisSharing ongoing insights and innovationsSharing newly developed approachesUsing extra team capacity to experiment with new work
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Transition Process
Project Planning
‘As Is’Understanding
Pilot Go-live
Assessment + ResolutionMigration
TransitionSetup
SolutionDesign
KnowledgeTransfer
Offsite + Onsite Process
Analysis
Onsite / Offsite Migration Prep. Onsite Knowledge Transfer
(Physical, Webex, Phone)
• Need Assessment
• Process Mapping Study
• Gap Analysis
• Transition Plan
• Project Plan
• Hiring
• Orientation
• Implement best practices
• Establish control phase and
hierarchy
• Training prep.
• VISA / Travel
• Training
• Service Level Agreement
• Service Delivery
ModeMode
OutputOutput
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Recruitment Process
• We assume that good talent is hard to find and critical to retain. Great talent management begins with great hiring
• We select Consultants who are passionate about Recruitments and are interested in building their careers
• College graduates or highly experienced
Resume database
Employee referrals
Online job portals
Inhouse Consultants
Past database
Print media
Associate referrals
Colleges & Institutes
Recruitment Sources
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Recruitment Process
Highly selective process - less than 10% of applicants receive offers:o Multiple interview roundso Language, cognitive examso Screen for special domain expertise if required by clientso Background checks
Sr. Process Process Owner
1. Group Discussion Human Resources & Team Leader
2. Written Test Human Resources & Team Leader
3. Second Interview Operations Manager
4. Final Interview Head, Operations
5. Offer Letter HR
Preliminary Interview Process
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Training & Development Process
All new hires go through a 3 stage4-8 week initial training program
Followed by on going personalDevelopment Training
Voice and AccentU.K. 101
Program Specific
On Floor
Consultant Development Program
New Manager and TL Training
MGMT Development Program
Management Master Classes
Target Impact Days
On Request Trainings
Training is headed by Robin Thomas, Manager - Training
9+ years of training and CSR development experienceTele-Performance, Sutherland, Accenture
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Performance & Quality Management Process
Features Tracks individual key performance Anytime, anywhere accessibility
For Consultants Tracks individual performance and
quality matrix Measures operational progress & trends
For Team LeadersAvailability of performance metricsReady info for performance evaluation
For Managers Availability of performance metrics Provides opportunity to closely monitor &
quickly respond to critical performance
Each activity by the consultant is logged
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Quality Management Process
• Integral approach towards quality management and continuous
improvement
• Customer satisfaction - the main driving force of TQM
• Raw formula of measuring customer expectations vs. satisfaction
• We finally end in a 3600 customer success i.e. creating customer
value, adding our innovation and finally retaining the customer.
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Performance Management Process
• Multi rater assessment by:
• Supervisors
• Peers
• Sub-ordinates
• Customers
• Provides the benefit of a deep understanding of the strengths and weaknesses of an employee
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Knowledge Management
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Knowledge Management Process
Analyze Know
ledge Capt
ure
Know
ledg
e
Share Knowledge
Identify Knowledge
PeopleTe
chno
logy
Culture
Processes
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Identify
Employees Clients Market Peers Internet
Practices:
Brainstorming Calibration Learning Opportunities / Feedback Mechanism QA
Knowledge Sources
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Capture
Information Verification Documenting Knowledge Storing Knowledge
Practices:
Training Manuals Process Documentation Knowledge Library Coaching via E-mails
Verify and Document Knowledge
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Cascade Learning And Create Knowledgebase
Pre-shifts Briefs Quizzes Training QA Workshops
Practices:
QA Workshops Classroom Training Sessions On Floor Training Sessions Benchmark Sessions Coaching Sessions One-on-One Sessions
Share
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Improve Existing Processes And Create New Ones
Performance Tracking and Review Feedback
Practices:
Buddy System Quiz Application Refresher Trainings Product / Service Updates Training Performance Improvement Plan (PIP)
Analyze
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How Do We Manage KnowledgeA single repository for information on all business functions
Operations Management
Recruitment Management System(IMS’s proprietary ERP Solution)
The Engine behind Knowledge Management
@IMS
Tech SupportSystem
Admin SupportSystem
HR Management
Training&
Development
Finance
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People PossibleApproach
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Results Driven Culture
Daily Work Environment
• Family Culture
•International style operations and Culture focused on open communication and individual respect
• Employees at all levels encouraged to share feedback and ideas
• Open-door policy for all leaders and management – no good idea is lost
• Top and Senior management personally greet and culture - induct every incoming class / new hire batch
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Results Driven Culture
Rewards & Recognition
• Results driven & performance oriented culture• Clear expectations & feedback
• Rewards and recognition for key behaviors• Annual awards during the internal Annual Conference for:
•Operational Excellence• Entrepreneurship• Partnership
• Handsome incentives
• Promotion from within
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Results Driven Culture
Work / Life Balance
Generous Benefits• Profit Sharing• Stock Options• Competitive Pay
FixedVariable
Fun• Team Building Events:• Cricket Matches, Halloween Days, Annual Picnic, War Games, Movie Show, All festival celebrations
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Motivation
Our belief :
Attitude Motivation – addressing thinking and feelings
Incentive Motivation - providing rewards for results
All employees and leaders are highly incentivized to satisfy the material
motivation and are periodically covered individually with the
HR & Training to cover attitudinal motivation.
We firmly believe that “it is not ability but desire that creates success”.
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Motivating Environment
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Establishing Organizational Excellence
Transition
Stabilize
Improve
Operational Infrastructure
Recruitment
Learning & Development
Innovation
ContinuousImprovement
TechnologicalAdvancements
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THANK YOU