INTEGRATED PROJECT – HR

Professional Diploma in Business Management

http://www.wlcibusiness.in

INTEGRATED PROJECT – HR

“BRC Securities” is one of India's leading capital markets companies providing securities broking and advisory services. They also provide depository services, equity research services and IPO distribution to its clients and offers commodities trading through a separate company. BRC Securities have been hiring pan India and have closed 10 Area sales managers (ASM). These 10 ASM’s are joining an already existing team of 12 ASM’s. Bhavna has been offered the position of Area Sales Manager in BRC in Bangalore at a CTC of Rs 12 Lakhs.

a. Mail Bhavna Singh the offer letter.

b. Develop a Pre-joining routine for her; complete with Activity, Date and Responsibility.

c. She was working as Sales Manager in ABC Pvt Ltd, situated at Hyderabad. Write a pre joining mail explaining to her that you are buying out her Notice Pay at Rs 1, 00,000/- and confirm her Joining Bonus at Rs 1, 50,000/- payable in 3 installments (3 Months, 6 Months and 9 Months).

d. Also explain to her in the mail that you are giving her relocation support.

e. Prepare Bhavna’s Appointment Letter.

After a comprehensive induction and handholding Bhavna was given her key responsibility area and corresponding targets.

a. Create a Specific Performance Measure consisting of Key Results and Corresponding Critical Behaviors for The Sales Function

b. Develop the Process that the Organization will follow for a High Potential Development for Bhavna

c. Highlight the tools that the Organization will use to Identify and Measure High Potential Talent

To gain a competitive edge in the market that is lucrative at the same time very volatile, BRC follows a strict training regime.

a. Identify the Training Needs for all the area sales managers of BRC – the 10 new ASM’s and the 12 existing ASM’s

b. Create the Annual Training Plan for the Centralized Training of all the ASM’s and prepare formats for assessing the effectiveness of the Training’s Execution & Evaluation.

c. Prepare the Training Budget for the 22 ASM’s of BRC.

BRC Securities Ltd

Bangalore

May 15, 2013

Bhavna Singh

8-2-596/1/1,

Road No. 10, Banjara Hills,

Hyderabad -500034

Dear Mrs.Bhavna:

JOB OFFER:

BRC Securities ltd. is pleased to offer you a job as an Area Sales Manager - Sales. We trust that your knowledge,

skills and experience will be among our most valuable assets.

Should you accept this job offer, per company policy you'll be eligible to receive the following beginning on your

hire date.

Salary: Your initial CTC of Rs.12,00,000 Lakhs will be effective until 31/08/13 and reviewed annually thereafter.

In addition to the salary, you will also be provided a Joining Bonus at Rs 1, 50,000/- payable in 3 installments (3 Months, 6 Months and 9 Months). paid by your choice of check or direct deposit

Performance Bonuses: Up to three percent of your annual gross salary, paid quarterly by your choice of check or direct deposit.

Benefits: Standard, benefits for salaried-exempt employees, including the following. Child day care assistance Education assistance Health, dental, life and disability insurance Profit sharing Sick leave Vacation and personal days

To accept this job offer:

1. Sign and date this job offer letter where indicated below. 2. Sign and date the enclosed Non-Compete Agreement where indicated. 3. Sign and date the enclosed Confidentiality Agreement where indicated. 4. Sign and date the enclosed At-Will Employment Confirmation where indicated. 5. Mail all pages of the signed and dated documents listed above back to us in the enclosed business-reply

envelope, to arrive by May 30/5/2013. A copy of each document is enclosed for your records. 6. Attend new-hire orientation on Monday, June 10, 2013, beginning at 9:00 AM sharp.

To decline this job offer:

1. Sign and date this job offer letter where indicated below. 2. Mail all pages of this job offer letter back to us in the enclosed business-reply envelope, to arrive by May

30/5/2013

If you accept this job offer, your hire date will be on the day that you attend new-hire orientation. Plan to work for

the remainder of the business day after new-hire orientation ends. Please read the enclosed materials for

complete, new-hire instructions and more information about the benefits that BRC Securities .ltd.

We at BRC Securities hope that you'll accept this job offer and look forward to welcoming you aboard.

Sincerely,

[Signature]

Rohit

Hiring Coordinator, Human Resources

Enclosures: 6

Accept Job Offer: By signing and dating this letter below, I, Bhavna Singh, accept the job offer of Area Sales Manager- Sales by BRC

Securities.Ltd

Signature:_________________________________ Date:_____________

Email for Relocation Support and List of Documents

Sub: Relocation Support and List of Documents

Dear Mrs.Bhavna Singh,

Relocation Support

As per the HR Policy of your organization, you will be provided complete Relocation Support. Kindly submit all the

relevant bills and receipts to be reimbursed with all the expenditure involved in the relocation.

Note: You are entitled to receive a one-time Joining Bonus of INR 1,50,000, subject to tax deductions, as

applicable.

This Joining Bonus amount will be payable, post the completion of your positive background check only, through

the payroll at the end of the month, in which your background check report is received.

You have to be active (not on notice period) on the company’s payroll at the time of payment of Joining Bonus.

In the event of your leaving BRC within 18 months from your date of joining, the entire amount of Joining Bonus

will be recovered from you.

PFB Relocation Mail Sent to Business Head for Approval

From: Rajesh Chandran

Sent: 23-Apr-2013 4:00 PM

To: Aravind T

Cc: Jyothi Nandagopal; Venkatesh P; Rohit

Subject: RE: Sridhar B (SME Network & Security ) || (Relocation Charges Reimbursement & Accomodation) || GE

OK

From: Aravind T

Sent: Tuesday, April 23, 2013 3:50 PM

To: Rajesh Chandran

Cc: Jyothi Nandagopal; Venkatesh P; Rohit

Subject: FW: Sridhar B (SME Network & Security ) || (Relocation Charges Reimbursement & Accomodation) || GE

Dear Rajesh,

Below is operations approval. Request your go ahead on the same.

Regards,

Aravind T

From: Joseph, Cecilraj (Head of Operations) [mailto:Cecilraj.Joseph@ge.com]

Sent: 22-Apr-2013 12:43 PM

To: Rohit; Vitalis Joseph Cecilraj J

Subject: RE: Sridhar B (SME Network & Security ) || (Relocation Charges Reimbursement & Accomodation) || GE

Approved.

From: Rohit

Sent: Monday, April 22, 2013 12:16 PM

To: Vitalis Joseph Cecilraj J

Subject: FW: Sridhar B (SME Network & Security ) || (Relocation Charges Reimbursement & Accomodation) || GE

Hi Cecil ,

This is pending for approval . Kindly approve the same .

Regards,

Rohit

From: Rohit

Sent: 19-Mar-2013 12:28 PM

To: Vitalis Joseph Cecilraj J; Vitalis J Joseph

Cc: Aravind T

Subject: Sridhar B (SME Network & Security ) || (Relocation Charges Reimbursement & Accomodation) || GE

Dear Cecil,

We have one candidate (Bhavna Singh) offered for the position of Area Sales Manager-Sales.

Since she is relocating from Hyderabad to Bangalore; she wants relocation expense and accommodation as per

Company policy.

link : https://brc.com/group/Hr-Policy

Policy - Relocation Policy

Kindly approve so that we can go ahead and arrange for the same.

Regards,

Rohit

List of Documents that need to be submitted at the Time of Joining

Along with the written acceptance of the offer letter, original proof of identity and employment eligibility must be

presented no later than the first day of employment.

List of acceptable documents:

1) PAN Card

2) Passport

3) Voters ID card

4) Driving license

5)Professional Documents

Items that may be presented as proof of employment eligibility:

1) Service Certificate

2) Relieving Letter

I would appreciate your written acceptance of this offer by 21/1/13.

Regards,

Hansa Sharma

Administrative Department

BRC Ltd, Bangalore

APPOINTMENT LETTER

Date: 10/6/2013

Bhavna Singh

8-2-596/1/1,

Road No. 10, Banjara Hills,

Hyderabad -500034

Sub: Your Offer of Employment in BRC Securities.Ltd

Dear Mrs. Bhavna Singh,

Welcome to BRC Securities Ltd,

It gives us immense pleasure in inviting you to join BRC Securities.Ltd as one of its valuable member. We believe that the growth of an organization is fuelled by the enthusiasm and energy of people who are willing to invest into its future. We therefore believe that all our employees are truly our ASSOCIATES our road to the future. We are happy that you are one such Associate joining us in our efforts to create a truly global organization.

We are pleased to inform you that you have been offered an employment in BRC Securities.Ltd as Area Sales Manager-Sales, and you would report on your joining to , Anil Prem D’Souza (Head of Operations). You will operate out of our office located at Bangalore.

We wish to share with you the detailed terms and conditions which will govern your employment with BRC Securities.Ltd and also associate related guidelines applicable to all Polarities including you. All these Terms and Conditions are subject to change based on business requirements and you shall abide by the updated policies. Please note that your appointment is subject to background check / reference check/pre- employment checks as applicable.

ANNEXURE B

Terms and conditions:

1. Working Hours: BRC Securities.Ltd observes a 5 day week with Saturday Sundays as weekly holidays. The

office timings are from 8:30 AM to 5:30 PM with staggered break between 12:00 PM and 2:30 PM. Associates

are expected to follow the clients working hours and holidays while on deputation to clients location in

India/onsite. In event of an associate fails to register the attendance for 3 consecutive days without any prior

notice to their immediate manager or concerned HR, BRC Securities.Ltd shall initiate appropriate disciplinary

action against the associate as per the BRC policy. BRC reserves the right to registering MAN MISSING

complaint with police department in such case.

2. Compensation and benefit: You will receive a total compensation of Rs. 900,000/- (Rs. Nine lakhs only) per

annum. You would also be getting a sum of Rs.150,000/- as joining bonus payable in 3 installments (3 Months,

6 Months and 9 Months) under a clause if you happen to leave the company within 1 year you have to re-pay

the bonus to the company. We will also be buying your notice period at Rs.75000 / - For which you have to

forward me the copy of your resignation. The amount will be reimbursed to you after you present the receipt

for the same.

As The compensation package consists of

Fixed component,

Variable component (Actual performance Drive Pay or APDP)

Other benefits.

You will be eligible on for payment of APDP on completion of one performance cycle in BRC and the quantum will

payable in accordance with the variable pay norms prescribed by BRC Securities Ltd. Associates on the roll of the

organisation on the day of disbursement will be eligible for the same. The breakup for the compensation and

benefits applicable to you is detailed in Annexure-1.

3. Employment Terms:

1.Service Rules: Your services in BRC will be governed by the service rules and regulations, which are in force or

which would be brought into force from time to time, as applicable to all Associates of the Company. All Company

policies and Associate related guidelines are made available on the intranet of the Company. Changes/

amendments to these policies and guidelines are taking into consideration best interests from time to lime. You

are advised and instructed to go through these policies and adhere to them during your employment with the

2.Full Time: Your position is a full time employment and you shall devote yourself exclusively to the business of

the Company. You will not take up any other work part time or otherwise or work in advisory capacity or be

interested directly or indirectly in any other trade or business without the prior written consent from the Company

during your tenure of association with the company. The Company reserves the right to alter or allocate different

responsibility to you from time to time depending on the business needs of the Company.

3.Code of Conduct: You are expected to operate with the highest degree of initiative, economy, efficiency and

responsibility. You will at all times act bearing in mind the best interest of the Company and will at no time do or

say anything which compromises the goal or reputation. If there is any breach of the same, or the terms and

conditions laid down in this document, your service could be terminated without any notice notwithstanding any

other terms and conditions stipulated herein.

4. Past Record: If any declaration given or information furnished by you to the Company proves to be false/ forged

or if you are found to have willfully suppressed any material information, you will be liable to be removed from

services without any notice or compensation whatsoever.

5.Responsibilities: You are expected to perform effectively to ensure achievement of required results and you will

be required to work under the provision of such officers as directed by the company from time to time. Your

performance in the assigned role will be periodically reviewed and feedback will be shared with you. In the event

of your performance not measuring up to the expectations of your supervisor, the company reserves the right to

take suitable recourse up to and including termination of your service.

6.Confidentiality: You are expected to maintain utmost secrecy in regards to affairs of BRC Ltd, whether written or

oral, confidential. Please note that the terms and conditions of your services with BRC Ltd shall be treated as

strictly confidential and you are expected not to divulge its content to any associate of the company or any person

connected with the company. With respect to the confidentiality obligations undertaken, you shall sign a non-

disclosure agreement on joining BRC Ltd. If required by BRC or its clients you will to sign further confidentiality

agreements or the like to further protect the interest of BRC and/or its client.

4. Leave Eligibility: You are entitled to leave benefits during the employment with the company. Annual

eligibility of the earned leave will depend on the length of service of the associate. Associate are entitled to

sick leave and a women associate shall be entitle to maternity leave and benefits. Detailed terms and

conditions related to leave eligibility is provided as relevant policies on intranet. All these policies are subject

to change and you shall abide by the updated policies.

5. Transfer of Associate: Please note that BRC has the right to transfer you to other locations of BRC or to

transfer you to work for its Group companies or for its Clients, at their respective locations, whether in India or

abroad as per the business requirements.

6. Medical Fitness: You are required to continuously maintain yourself in a state of good medical fitness so as to

perform well and to discharge your assigned responsibilities adequately while in employment. If at any point

in time, during your employment with the Company, you are found to be medically unit for the job or the role

assigned to you, then your services can be terminated as per the Company rules notwithstanding anything

mentioned in this document or otherwise. You agree to submit yourself for any medical checkup at any time if

called upon by BRC or its clients when assigned to work at their premises.

7. Associate Representation: Your appointment with the Company is solely based upon the representations,

made by you, regarding your qualifications and/ or experience, which the Company has relied upon. If it is

found at any point of time that your representation regarding your qualifications and/ or experience is

incorrect and/ or false and/ or fraudulent and/ or forged, the Company shall, WITHOUT PREJUDICE TO ITS ANY

OTHER RIGHTS, terminate your services with immediate effect and without notice period & without incurring

any liability whatsoever thereof. Notwithstanding anything contained herein, you shall indemnify and hold the

Company harmless from all cost, losses, damages and liabilities that may have been caused to the Company

due to such incorrect and/ or false and/ or fraudulent and/ or forged representation. Company shall be

entitled to seek specific performance or other injunctive or equitable relief as a remedy apart from claiming

indemnity from you, without limitation, for hiring charges of Rs.500,000/- (Rupees Five lakhs only).By signing

this letter, you also irrevocably consent to the company to initiate and perform all necessary background

check as maybe required during the course of your employment, either by company or through any third party

authorized by the company in this regard.

8. Probation and Confirmation: You will be on probation in the initial 6 months. During this period your

performance will be reviewed periodically and on successful completion of the probation period, you will be

confirmed in the services of the company and formal intimation on this will be served to you.

9. Notice Period and termination: Your employment is subject to termination by either party by giving 90 days

notice or 90 days salary in lieu of notice period. Notice period while on probation is 30 days. the company

have rights of immediate termination of your services without giving you 90 days notice period or 90 days

salary in lieu of notice period, if it is found at any time, that you have been, or are convicted by a court of law

or penal preceding are initiated or pending against you before any court of law i) for offense(s) involving moral

tupitude and/or, ii) offense(s) of non cognizable nature and/or iii) for an offense which company considers

that the same may be prejudicial to the interest of it and its reputation thereof.

10. Intellectual Property Rights: You acknowledge and represent that the Intellectual Property Rights (IPR) in all

the work(s) done by you during the time of your employment or contract or assignment in any manner with

BRC or its Clients will be deemed as work done for hire and it belongs to BRC perpetually and without any

claim from you. IPR would mean rights in software, systems, documents, designs, tools, inventions, patents,

utility models, trademarks, knowhow, designs, drawings, specifications, reports, copyrights, source code,

flowcharts, algorithms, moral rights, database rights, semiconductor _topography rights, etc. (whether or not,

in each case, the right is registered and including applications for, and any. right to apply for, such

registrations) and all rights or forms of protection of a similar nature or having similar or equivalent effect to

any of these which may subsist anywhere in the world, together with all renewals and extensions to such

rights. As and when requested by BRC, you shall sign all such documents and instruments including any actions

that is required to effect the purpose of assignment of IPR to BRC during your tenure with BRC or otherwise.

11. Non-solicitation of Customer(s): You shall not during the term of your employment with the Company and a

period of 1 year thereafter, without the Company express written consent, either on your behalf or on behalf

of another, directly or indirectly:

i) Assist, aid, induce, facilitate or cause any customer or client of the Company who is an existing client or customer

of the Company or who had been a customer or client or who becomes customer or client of the Company during

your term of employment with the Company, to cease, terminate, discontinue either any part or whole of its

business with the Company;

ii) Solicit the business of any current or future client, customer or licensee of the Company either for yourself or

any other organization.

12. Restriction on joining a customer: You agree that for a period of one year following the termination of your

employment with BRC Ltd for any reason, you will not: (a) accept any offer of employment from any customer

of BRC Ltd, where you had worked in professional capacity with that customer in one years immediately

preceding the termination of your employment with BRC. (b) undertake a project or provide services to any

such customer, either directly as an employee of the customer or as independent contractor or through any

other company or agency, where you had worked in a professional capacity in the one years immediately

preceding the termination of your employment from BRC.

13. Non-Solicitation: You shall not during the term of your employment with the company and any time

thereafter, without the company’s express written consent, either on your behalf of another, directly or

indirectly abet, induce, facilitate, contact or deal with the employee(s) of the company or its associated

entities for the purpose of making such employee(s) leave the company and/or hiring them either for yourself

or for any other organization, entities, etc.

14. Superannuation: You will retire in the normal course from the services of the company on attaining the age of

superannuation, which would be the end of the month following your 60th

birthday.

We wish you all the very best and look forward to a long and mutually beneficial association.

Kindly confirm your acceptance of the above conditions by signing and returning the duplicate copy of this letter.

Yours sincerely,

BRC.Ltd

Sudeepta Banerjee

Senior Manager

I have carefully read and understood the above offer terms including the terms contained in Annexure I and agree

that the provisions of this letter and the Annexure I are reasonable and necessary, and accept the same irrevocably

and unconditionally. I agree to agree to update myself of all company policies and associate related guidelines

available on the company intranet and adhere to them during my tenure of employment with the company.

Joining With Effect from ________________________________________________

Name ________________________________________________

Signature ________________________________________________

Date ________________________________________

Annexure A

Name: Bhavna Singh Designation: Area Sales Manager- Sales

Proposed Structure

Code Description Amount (Per

Annum)

Amount (Per

Month)

101 Basic @ 35% of CTC 3,82,200 31,850

HRA @ 40% of Basic 1,52,880 12,740

200 Flexible Benefit Package 4,92,710 41,059

201 House rent allowance 207892

202 A Transport allowance 20000

202 B.2 Fuel Reimbursement

203 Children education Allowance

204 Children Hostel Expense

205 Telephone / Mobile reimbursement

206 Medical Reimbursement

207 Leave Travel Allowance

208 Special Allowance 144108

209 Special Allowance – Bonus

You may want to split the package as per tax plans based on the eligibility guided by the Policy and Procedures laid

down

300 Annual performance Driven Pay (at 100% payout) 48750

301 Individual performance linked component 32809 2734

302 Organization performance linked component 9750 812

644 Other benefits

401 Personal accident insurance premium 100 8

501 PF @12% of Basic 18,946 1,529

502 Superannuation 8125 677

503 Gratuity 7816 651

Gross 10,92,000 91,000

Total Package 12,00,000

Pre Induction Checklist

CHECKLIST FOR JOINING

Copy of CV

Application Form

Academic testimonials (10th

, 12th

, Graduation)

Technical Certifications (If Any)

Passport size color Photographs – 5 Nos.

Identity Proof/PAN Card

Residence Proof

Certified copy of resignation letter

Last 2 months salary slips of previous organization

Clearance letter from the previous organization

Previous organization’s Experience certificates

Landline No and official email ID of last company

Contact no of immediate supervisor in last company

PF nomination & declaration form- Form.2

ESI Nomination and Declaration Form Form-1 (If Applicable)

Tax declaration form

Form 16 from last employer

Passport/Visa Details

For HRD use only

Bank Account No. (ICICI) _____________________________

Emp. ID Card _____________________________

Access Card _____________________________

Email Add. (Official) _____________________________

Mobile (If Applicable) _____________________________

Laptop (If issued) _____________________________

Pre induction check list:

The following things are considered while preparing a pre induction check list at Sulekha.com

Welcome mail from HR

Generally sent 2 days before the Date of joining

Confirmation call

A call is made 4 days before the DOJ of the candidate to ensure that there is no drop out.

Preparation of work station

A mail is sent to the admin team by the HR executive 3 days prior to the DOJ requesting them to arrange for the

work station.

Email id and employee id generation

The IT team is intimated about the new joinees once the work stations are set. The IT teams in turn sets up the

user name and password , systems and telephone connections and LAN connectivity.

A) Specific Performance Measure Consisting of key results..

1. Revenue Dimensions

Market share analysis in the region

Industry segment business analysis - Vertical-wise and product wise.

Sales budgeting business unit wise.

Achievement of regional sales budget.

- New business acquisition.

- Retention of existing business.

Increase market share.

Focus & improvement on sales keeping unit wise performance.

Conceive & develop business strategies to enhance market sales.

2. Receivables

Credit rating.

Ensuring timely collection of receivables

DOS & O/S Management.

Regular Reconciliations.

3. Team Management

Setting up pre and post sales team as strategic location with due mapping of accounts.

Constant persuasion of training and development to enhance the skill level starting from sales

manager CRE, and up to the level of pick-up staff.

Review & monitoring mechanisms for all levels in the sales functions.

Launching of sales motivation schemes as and when required.

Performance evaluation of pre and post sales team.

Cross functional coordination

4. Customer Orientation

Regular Review with customer in regard to service performance and businesses growth.

Clear understanding on Service Level Agreement & S.O.P based on Customer needs.

Setting up of CRE desk and monitoring qualitative service.

SPECIFIC PERFORMANCE MEASURE CONSISTING OF KEY RESULTS

Parameter Description Weightage

Accuracy/Quality Based on the scores given during QC 25.00%

Deadlines Completion of work assignments with in

client specified/internal deadlines(will

account to deadlines missed when on

shift)

20.00%

Reports

Accuracy and completion of all Reports

and timeliness of Internal Reports that

are maintained.

15.00%

Email

Communication

Responding to the Emails sent by Clients

and Management. 15.00%

Work Behavior

Negative Feedback/Appreciation

received from the client, Managers.

5.00%

Initiatives and

Responsibilities Ability to take leadership

5.00%

Attendance

No of Unscheduled leaves taken by the

editor (leaves taken without 7 days

notice) 15.00%

TOTAL 100%

Rating

0 1 2 3 4 5

> 40 % of

maximum

error

40% of

maximum

error

30% of

maximum

error

20% of

maximum

error

15% of

maximum

error

0% of

maximum

error

These are some skills which can be rated can be mark as GOOD, EXCELLENT, NEED IMPROVEMENT which are as

follows:

Leadership

Communication skills

Motivational skill

Managerial Skill

interpersonal relations and teamwork Steps Involved in High Potential Leadership Development

With increasing pressure to deliver results to shareholders, organizations are looking to their high potential/high

performing leaders more than ever before. In order to engage and retain this critical group, organizations need to

offer business challenges and development assignments designed to deliberately stretch and grow their

capabilities. We specialize in the design and the implementation of corporate-wide high potential development

processes which have received best practice recognition. We partner with you to customize an end-to-end process

for developing your high potential leadership talent from CEO Sponsored Action Learning Teams to Shadow

Cabinets to long-term and short-term stretch assignments to mentoring, learning circles, symposiums and more.

We invite you to choose from an array of over 20 best practices in developing future executives. We’ll build the

process, leader’s guides and tools to sustain the programs long after we are gone. We also possess the capability

and experience in implementing these high potential accelerated development processes to deliver a turnkey

solution if needed.

Our development processes deliver results. We take great pride in helping you to build the depth and quality of

your bench strength for mission critical positions and are willing to deliver upon your ROI expectations. In addition,

we have a stellar track record of being able to deliver high potential retention rates of 98.5% or above for this

target population. Let us put these proven processes to use in your organization to ignite the passion of your best

and brightest stars.

Executive Coaching

We will contract with you at the front end of the engagement to ensure that your goals are clear for the

coaching engagement and that the measurements of success are firmly in place.

We will coordinate the completion of multiple assessments which will lead to greater self-awareness.

We will conduct rich interviews of your direct reports, peers, superiors and manager.

We will conduct feedback sessions which provide a balanced perspective on what you do well and where

your development opportunities lie.

We will conduct rich, customized coaching sessions tailored to meet your specific development needs and

enable you to design a robust development plan.

We will conduct just-in-time follow up coaching sessions throughout the year to ensure all obstacles are

overcome.

We will review progress made in desired behavioral changes, and discuss next steps beyond initial

engagement.

The bottom line: The Executive Edge, Inc.’s leading edge coaching process provides invaluable insights

combined with tangible development recommendations taken from the most current research on what it

takes to develop executive talent and meet the challenges faced today.

Mentoring Programs

The reason many mentoring programs fail is two-fold: 1)Mentors often have positive intentions but do not have clear understanding of why the were chosen and the role they can play in a mentor relationship and 2) The organization lacks the necessary tools and basic framework to enable leaders to be successful in this partnership. We work with you to tailor tools and processes to complement your existing development processes. We can customize tools to ensure a successful launch of mentor relationships, foster rich dialogues throughout the mentor process and educate the mentors/mentees to recognize and act upon opportunities for professional growth. We build processes to last.

Action Learning Items

One of the greatest methods to drive professional growth and development of your leaders is to engage them in an Action Learning Team experience. We work with your executive team to identify pressing business challenges which will create a 30-90 day team based stretch assignment. We will build the end-to-end process to ensure the success of these leaders. Our consultants will work with you in the selection of the team members, identification of the business challenge, launch of the teams, coaching & feedback to individual members, dry-run presentations to the final recommendations made to the executive team. Each leader will feel supported every step of the process to ensure maximum learning as a result of this experience.

360 Degree Feedback

create safe forums for your leaders to explore their innate strengths and capabilities and learn how to leverage them to a greater extent. In addition, we utilize leading-edge assessment tools which are grounded in best practices for developing executive leaders. You will use reliable and robust tools to accurately identify both

strengths and development opportunities. Our assessment process coupled with coaching from seasoned professionals helps you to develop an accurate self-awareness and develop insights and action plans necessary to take your leadership to new heights. We are confident that an accurate self awareness along with deliberate plans for developing your capabilities is the key to continued success.

Leadership Developments Summits & Seminars

The Executive Edge will provide thought leadership in designing your next leadership summit. Expose your leaders

to state-of-the-art leadership practices and techniques to strengthen their capabilities. Take your leadership team

to new levels of effectiveness in pursuit of the goals.

Sharpen the professional skills of your top talent

Learn from and expand your leadership team’s network of peers and thought leaders

Benchmark your organization against best practice organizations

Access the latest research, tools, and techniques

Identifying High Potential Employees

The process of identifying high potential employees and developing those employees to take on critical

roles in the future is vital to organizational competitiveness. Identification and development are two

separate concepts. Although both concepts are important, organizations would be wise to put particular

emphasis on how they go about identifying high potential employees. The emphasis on identification is

imperative because not all employees are equal. Some employees perform better than others, some

have more knowledge, and some are just more motivated. It is the properassessment of these individual

differences between employees that should be the foundation of any succession management or

leadership development program. An organization should be able to classify employees based on their

potential to succeed at higher levels or in critical roles within the organization. This process of

classification is necessary in order to fully understand the extent of employee development needs. In

other words, identification drives development. There is a wide range of assessment procedures

organizations employ to identify high potential talent.

These assessment procedures are listed in order of increasing level of sophistication:

The Buddy Approach: This approach is characterized by people with decision-making authority identifying their “buddies” as high potential. The Tenure Approach:

This approach is characterized by promoting or identifying employees that have been with the company the longest. The general theory is that the person has paid his or her dues and therefore should be moved into a critical role. Another rationalization for this approach is that the employee, because of his/her longevity with the company, must have acquired the appropriate knowledge,skill and ability to be successful in a more critical role. The Manager Appraisal Approach: This approach is characterized by having a manager identify a subordinate for promotion or special development based on the manager’s independent judgment of what high potential means. In this approach, managers are usually left to their own devices to develop criteria from which they base their decisions. The Decision-Makers Consensus Approach: This approach is characterized by decision-makers meeting as a group to discuss employee suitability for promotion or special development. Although better than the previous approaches, there is usually little in the way of criteria to help articulate what is meant by potential. This can result in unproductive or inaccurate decisions. The Criteria Based Approach: This approach is characterized by having criteria that articulate how a high potential employee behaves. Decision-makers are required to use these criteria to identify talent and to justify their choices. Typically, assessment tools are used to help measure the criteria. Examples of such tools are multi-rater feedback (360-degree) and assessment centers. Identifying High Potential Criteria: Criteria refer to qualities, characteristics, skills, and abilities that an individual needs to have or exhibit to successfully perform the requirements of a given position. To begin the process of identifying high potential criteria, a series of questions should be asked. What does the company look like now? What will it look like in two, three, and four years from now? What is the company’s strategy? What will it take to execute that strategy from a talent perspective? What positions will be critical in the future? What will it take to operate in these positions? What type of people do we want in these positions? What experience will they need? Why? What knowledge will they need to possess? Why? What behaviors or competencies will they need to exhibit? Why? Generally, the answers to the questions should produce high level criteria needed to be successful in a given position or group of target positions. For example, the need to be strategic, adaptable, customer focused, etc. The high level criteria will serve as the framework for the next step in the process.

Making High Potential Criteria Measurable Once high level criteria have been identified the next step is to make it measurable. At this stage, it behooves an organization to have a professional facilitate this process in order to elicit the level of clarity needed to make the criteria measurable. For example, to make the criterion of strategic ability measurable the organization needs to begin by asking the following types of questions: What does a strategic person do? How do you know if a person is strategic or not? What observable actions indicate that a person is strategic? Creating Tools to Measure High Potential Criteria If an organization is going to go through the exercise of creating its own custom criteria, which is highly recommended, then it should also look to develop custom tools to measure the criteria. During this step, it is very important that an organization contact professional help as the construction of proper measurement tools is a technical process that is beyond the scope of this article. Additionally, depending on how the measurement tools will be used there may be legal ramifications that need to be considered. One of the most useful tools in measuring high potential criteria is multirater assessments (360-degree). Multi-rater assessments are used to gather information on a variety of observable behaviors from multiple sources (e.g., peers, subordinates, supervisors, customers, etc.). These assessments can be a great source of information because they provide a more complete picture of an individual. Other examples of measurement tools include performance tests or assessment centers. Performance tests and assessment centers are much different from multi-rater assessments in that they are role play exercises of scenarios or hypothetical situations that an employee is likely to face. The role play exercises are highly structured and measure criteria by observing how an employee behaves when handling certain situations. For example, an employee might be asked to role play a situation in which he/she must deal with an angry or upset customer. The effectiveness of the employee’s behavior in handling the situation are observed and rated by trained individuals. Training Needs: Developing Process Knowledge Developing Communication Skills Developing Persuasion Skills Developing Skills for Overcoming Objections Developing Skills to Close Sales

There are various tools available for assessing Training Execution/Evaluation:

Donald Kirkpatrick's training evaluation model.

Bloom's Taxonomy of learning domains.

Erik Erikson's Psychosocial (Life Stages) Theory.

Multiple Intelligence theory (section includes free self-tests).

Kolb's model.

VAK learning styles model (also including a free self-test tool).

Conscious Competence learning stages theory.

Donald Kirkpatrick's training evaluation model:

TRAINING NEED IDENTIFICATION FORM

Name of the Employee: Designation:

Employee Code: Department:

Employment (Direct/Indirect): DOJ:

Reporting To

(Name of Officer with

Designation): Previous TNI (Y/N)

No. of Persons reporting to

concerned employee:

Graphical Presentation of

Employee place with reporting

structure:

Nature of Job:

Reactionary Form

Your feedback is important to us. Please take a few moments to complete this evaluation form.

Trainer Name:________________ Module Name: _______________________

Participant Name:___________________

Trainer

1. How do you rate the trainer’s level of interaction? *

Outstanding

Meet Expectations

Needs Improvement

Poor

2. To what extent did the trainer satisfactorily answer your questions? *

Outstanding

Meet Expectations

Needs Improvement

Poor

3. Was the trainer able to help you learn through activities and exercises? *

Outstanding

Meet Expectations

Needs Improvement

Poor

4. Did you find the trainer's pace of conducting the session comfortable for learning? *

Outstanding

Meet Expectations

Needs Improvement

Poor

5. How do your rate the overall ability of the trainer? *

Outstanding

Meet Expectations

Needs Improvement

Poor

CONTENT & TRAINING

6. Was the Content relevant to the training provided? *

Outstanding

Meet Expectations

Needs Improvement

Poor

7. To what extent can you utilize the learning from this training? *

Outstanding

Meet Expectations

Needs Improvement

Poor

OVERALL

8. How did the Program Flow? *

Outstanding

Meet Expectations

Needs Improvement

Poor

9. How do your rate the overall session? *

Outstanding

Meet Expectations

Needs Improvement

Poor

Any other comments?

Pre and Post Assessment:

Please review the following list of knowledge and skills statements. Give some thought to what you knew before this training and what you learned here today. Circle the number that best represents your knowledge and skills before then after this training.

RATING SCALE: 1 = LOW 3 = MEDIUM 5 = HIGH

BEFORE TRAINING SELF-ASSESSMENT OF KNOWLEDGE AND SKILLS RELATED TO: AFTER TRAINING

1 2 3 4 5 Assessing students as learners. 1 2 3 4 5

1 2 3 4 5 Assessing student training needs. 1 2 3 4 5

1 2 3 4 5 Designing learning outcomes. 1 2 3 4 5

1 2 3 4 5 Designing an instructional plan for a training program. 1 2 3 4 5

1 2 3 4 5 Developing learning experiences for a training program. 1 2 3 4 5

1 2 3 4 5 Implementing (delivering) learning experiences in a training program. 1 2 3 4 5

1 2 3 4 5 Evaluating training using formative methods of evaluation. 1 2 3 4 5

1 2 3 4 5 Evaluating training using summative methods of evaluation. 1 2 3 4 5

1 2 3 4 5 Evaluating training at different levels of evaluation. 1 2 3 4 5

1 2 3 4 5 Building a training program. 1 2 3 4 5

Learning Evaluation

Training(s) Required/Recommended:

Soft Skills (Non Technical)

Hard Skills (Technical)

Sign. of the Employee Sign. of HOD Sign of Head HR

S_No. Topic(s) Reason(s) for Training

Benefit(s) from Training

Self Organization

1

2

3

4

5

S_No. Topic(s) Reason(s) for Training

Benefit(s) from Training

Self Organization

1

2

3

4

5

COMPETENCY FOR Sales MANAGER

Managerial:

Strategic Thinking Team Leadership Innovation and Creation Planning and Organizing Change Management Mentoring and Coaching Problem Solving & Decision Making

Behavioral:

Integrity: Always behaving with high integrity; being honest and forthright; acting equitably, ethically and professionally; and treating others as you would want to be treated.

Quality Focus: accomplishing tasks by considering all areas involved, no matter how small; showing concern for all aspects of the job; accurately checking processes and tasks; and monitoring quality and consistency.

Wellbeing: Always ensuring that health and safety is the absolute priority in everything that is done; never compromising safety or health; showing concern and respect for work/life balance; and raising issues or concerns on health and safety.

Simple Approach: Refraining from making things complex; embracing simple approaches; and promoting simplicity by leading through example.

Diversity: Respecting and embracing cultural differences; respecting the needs and requirements of individuals; and always encouraging and embracing a diverse workplace.

Accountability: Always being accountable to the organization; being transparent in all business matters; and doing what you say you are going to do.

Problem Solving: Committing to an action after developing alternative courses of action that are based on logical assumptions and factual information and that take into consideration resources, constraints and organizational values.

Collaboration: Working effectively and co-operatively with others and establishing and maintaining good working relationships.

Technical/Functional:

Business and financial sense The ability to deal with difficult customers The ability to motivate staff The tact to enforce rules and regulations in the workplace The motivation to get work done Familiarity with basic computer functions The capability to work under pressure for hours

Annual Training Plan:

It is essential to first conduct an appropriate organizational assessment to identify the priority training

needs of employees in relationship to the organization’s goals. This assessment need not be complex or time

consuming, but it should be based on rational data about the current competencies of the staff as well as

knowledge of the priority goals of the organization.

Once the needs are identified, it is important to develop an annual training plan and get agreement from

the executive director and senior management for its implementation.

Goals of a Training Plan:

1. To link training with the priority goals of the organization

2. To identify the specific training activities and the employee target group(s)

3. To realistically plan for resources needed

4. To get agreement from management to support their employees participation

5. To support the career development needs of employees

Training Costs can include

- Contracted, external trainers

- Honoraria for speakers

- Materials development

- Food/lodging

- Transportation

- Social/miscellaneous

TRAINING PLAN for the year 2013

Month Training Programs Date/Duration

Expected

Cost

January

Assertiveness Skills for Managers & Supervisors 05/1/13-07/1/13

50000 INR

Effective Leadership & Management Skills 15/1/13-17/1/13 40000 INR

Effective Customer Services Management 25/1/13-27/1/13 30000 INR

February

Materials Requirements Planning Skills & Stock Control Techniques 05/2/13-06/2/13 50000 INR

Management Skills 15/2/13-16/2/13 25000 INR

Chain Management 25/2/13-26/2/13 20000 INR

March

Application of Total Quality Management 08/3/13-10/3/13 35000 INR

Administration Skills 20/3/13-21/3/13 20000 INR

April

Process Re-Engineering For Improvement and Development 05/4/13-07/4/13 45000 INR

Modern Maintenance Technology 20/4/13-21/4/13 30000 INR

May

Customer Services Strategy 05/5/13-07/5/13 25000 INR

Creativity & Innovation Skills & Change Management 21/5/13-23/5/13 30000 INR

June

Training Evaluation & Assessment 05/6/13-06/6/13 20000 INR

Creative Problem Solving & Decision Making 17/6/13-18/6/13 15000 INR

July

Successful Cost Management 04/7/13-05/7/13 20000 INR

Purchasing and Stores Management … Economically 19/7/13-20/7/13 20000 INR

August

Delegation – The Art of Delegating Effectively 09/8/13-10/8/13 15000 INR

Inventory Management Tools and Techniques 21/8/13-22/8/13 20000 INR

September

Six Sigma 03/9/13-04/9/13 20000 INR

Building Strategic Relationships for Success Sales 14/9/13-15/9/13 30000 INR

Advanced Negotiation Skills 25/9/13-26/9/13 15000 INR

October

Motivating Your Workforce

05/10/13-

06/10/13 15000 INR

Performance Management – Managing Employee Performance

14/10/13-

15/10/13 20000 INR

Effective Team Work Building

25/10/13-

26/10/13 15000 INR

Total Expenses (Expected) 740,000/- INR

These expenses can be categorized into following categories:

November

Risk Assessment skills /Risk Reduction

09/11/13-

10/11/13 20000 INR

Balance Score Card Concept and implementation

20/11/13-

21/11/13 20000 INR

December

Advance Health & Safety Management

02/12/13-

03/12/13 30000 INR

Safety Audit & Site Inspection

12/12/13-

13/12/13 25000 INR

Handling Emergencies /Accidents

21/12/13-

22/12/13 20000 INR

Line Item Description/Justification Qty.

Unit

Cost/Rate Total

1 Courseware development

2 Courseware purchase

3 Certification

4 Train-the-trainer

5 Hardware purchase

6 Facility rental

7 Instructional materials

8 Technical equipment

References:

http://www.peopletalentsolutions.com/knowledge/WP%20High%20Potential%20Employees.pdf

http://www.ehow.com/about_5390346_sales-training-ideas.html

http://www.ehow.com/about_5283391_training-needed-sales-manager.html

http://www.theexecutiveedge.net/what-we-do/high-potential-leadership-development.aspx

9 Consulting fees

10 Instructor fees

11 Content acquisition

12 Travel

13 Other Costs

14 Unexpected Cost

Grand Total 0