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ORGANIZATIONAL PROFILE

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 the organization, are crucial for its longterm success. Organizations today, pay a heavy price due to effort duplication and manual errors arising out of lack of Integration. Integration is the congruence of various business functions leading to seamless information 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 any business People, Processes, Applications, Systems and Information. At MindCraft, we enable every significant business to leverage its assets, using technology.

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 a combination of multiple skills and competencies. The MindCraft Team is well on its way to realizing its dream of creating and delivering World Class Technology Services, 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 with Customers and Alliances alike. This has enabled us to develop and deploy effective business 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-dimensional skills 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.

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 in developing 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 his leadership, 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 and Communications 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 worked with companies like Capgemini America, AT&T Bell Labs, AT&T Capital and AC Nielsen.

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 industry covers business development, and managing large strategic information system engagements 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 joining Oracle 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 pavers manufacturing. 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 ERP implementations 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 connection between 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.

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 an as needed basis, 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 and collaborated 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 as dependency on manual controls.

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. Our Business Process Management solution helps you create a competitive advantage as it will enable your business to respond faster to the changing market, and regulatory demands. Business Process Modeling - Traditionally, modeling tools were developed to picture time and costs. Today, due to the growth of business complexities and the dependencies 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-trip engineering. 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 handle unexpected exceptions by tracking, analyzing and filtering events, thereby leading to a more 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, help create the bridges across applications to ensure seamless data flow.

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 framework comprises 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 occurs seamlessly, 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 channels in a streamlined, convenient and secure manner. Technologies

IBM Process Server IBM MB IBM MQ IBM TX IBM ESB Oracle SOA Suite MS Biztalk

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 we provide 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 is delivered as part of the services. management and Capacity

The above services form the foundation of technology implementation across organizations. Accurate configuration of parameters in this space interlinks system software 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, involves combining 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. MindCraft recognizes 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 make business 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 is integrated 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 as it 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, Human Resources etc. We realize that business users do not need data in its pure form but require management information, key trends, comparisons, forecasts, exception logs that 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, what will 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 an increase 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 Warehouses and 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 and future 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 Core MindCraft 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 discriminate on the basis of gender, religion, ethnic origin, caste, creed or language. We hire purely on the basis of technical or functional merit, education and communication skills. We are constantly on a look out for people who are focused on customer satisfaction and 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 help identify 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 join hands 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 requirements we will ensure that it stays in our database and is used for future considerations. Send us your resume at hrd@mindcraft.in. Alternatively, get in touch with us using the contact us tab. Training and Development At MindCraft, we believe in providing the right environment to nurture talent and facilitate growth. We believe that growth is the direct outcome of performance and we are constantly at work to provide conducive conditions to ensure excellence in creativity 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 our associates. The employee's responsibilities are defined to suit the unique skills that they bring to the table ensuring that their individuality is not lost. Periodic reviews are conducted to

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observe all round performance in terms of function and management and to address the complexities of the transition process effectively.

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JOB DESCRIPTION

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Name Designation

: Vijay Kanal : 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 of establishment objectives, market characteristics, and cost and markup factors. To visit customer and main good relation to increase the sales direct and dig out new opportunities. To study competitors strategy and adopt different method to markup with customer 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 with developers, advertisers, or production managers, to market products or services. Consult with buying personnel to gain advice regarding the types of products or services expected to be in demand.

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Tools & Technology

Tools used in this occupation: Facsimile machines Fax machines Notebook computers Hp Mini Personal Headphone Blackberry 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 the customer is not in the same location (city). Electronic mail software Email software; Listserv software; Microsoft Outlook Graphics or photo imaging software Adobe Systems Adobe Photoshop software; Graphic presentation software

Knowledge
Sales and Marketing Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems. Customer and Personal Service Knowledge 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 Language Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. Administration and Management Knowledge 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 Media Knowledge 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 Electronics Knowledge of circuit boards, processors, chips,
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electronic equipment, and computer hardware and software, including applications and programming.

Skills
Active Listening Giving 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. Persuasion Persuading others to change their minds or behavior. Social Perceptiveness Being aware of others' reactions and understanding why they react as they do. Speaking Talking 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. Coordination Adjusting actions in relation to others' actions.

Abilities
Oral Comprehension The ability to listen to and understand information and ideas presented through spoken words and sentences. Oral Expression The ability to communicate information and ideas in speaking so others will understand. Deductive Reasoning The ability to apply general rules to specific problems to produce answers that make sense. Written Comprehension The ability to read and understand information and ideas presented in writing. Fluency of Ideas The 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 Recognition The ability to identify and understand the speech of another
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person. Written Expression The ability to communicate information and ideas in writing so others will understand. Inductive Reasoning The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). Originality The 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 Sensitivity The 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 information from 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 them over time. Developing and Building Teams Encouraging and building mutual trust, respect, and cooperation among team members. Making Decisions and Solving Problems Analyzing information and evaluating results 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 Computers Using 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 Mail How often do you use electronic mail in this job? A: Every day. Telephone How often do you have telephone conversations in this job? A: 24*7 round the clock. Face-to-Face Discussions How 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 Others How 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 Memos How 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 Week Number 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 Sitting How much does this job require sitting? A: Once a week at Office only for Sales Review. Freedom to Make Decisions How much decision making freedom, without supervision, 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 Education Related Experience Job Training Executive, Business Development. Post Graduation (Marketing). No joined as Fresher, if experience required should have towards IT world preferably with Software part. 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 4 4 Bachelor in Business Management. Commerce Student 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. Cooperation Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. Integrity Job requires being honest and ethical. Leadership Job requires a willingness to lead, take charge, and offer opinions and direction. Initiative Job requires a willingness to take on responsibilities and challenges. Persistence Job requires persistence in the face of obstacles. Achievement/Effort Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
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Adaptability/Flexibility Job 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 Conditions Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. Achievement Occupations 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. Independence Occupations 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 executive officer

Chief Financial officer

Chief Operations officer

Executive Vice President

Vice President sales

Vice president Finance

Vice President Technology

Vice President Human Resource

MARKETING MANAGER

FINANCE MANAGER

TECHONOLOGY DEVELOPMENT HEAD

HUMAN RESOURCE MANAGER

TEAM LEADER

AUDITOR

TEAM LEADER

HR trainees

business development executive

Financial analyst

IT trainee

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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 department but we see it as a type of art of choosing the right people who not work for us but work with us .

Objectives:
o To Find the right person for the position of a BUSINESS DEVELOPMENT EXECUTIVE. o To Find the person who is eligible for the job not only by educational qualifications 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 fast and 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 the problems of our clients . So the two main functions of the firm is to develop softwares and the next important function is selling them and retaining our clients. These two functions are supported by the finance and the human resource department . Like a typical company we need a mixture of people working for the betterment of the firm . Now, We come to know about the need to recruit new candidates by both the internal and external determinants . Since we are only talking about the designation of a BUSINESS DEVELOPMENT EXECUTIVE , We will look into the factors which raise the need of this particular employee in our firm.

Factors raising need for Development executive :

recruitment

of

the

Business

o Skill gap :Now when We realise that the current staff is lacking the skill to
sell 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.

o Expansions :Whenever

we are about to release a new product and we are in short 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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o Human resource forecasts :

Our Human resource department forecasts the needs 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 the recruitment of a Business development executive:

1. Give us a sample of a marketing brief that you developed for your recent marketing program? 2. Have you worked on a project in which you had to manage a diverse team of people to achieve common deliverables?
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3. Have you ever managed a tight budget to deliver a successful marketing campaign? 4. Have you used online marketing tools? Can you make use of the advanced technology to achieve the best results? 5. Have you ever delivered beyond the expectations of your seniors in terms of delivering 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 have learned 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, Neuropathy etc

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 marketingoriented role. These competencies are intended to be generic across all marketing 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
Marketing Acumen

Behaviour/Functional Indicators
Demonstrates knowledge of and applies marketing terminology, tools, tactics, principles and practices, as relevant to the successful delivery of the individual role Understands and uses effective market research tools and techniques Applies market research in the development of marketing initiatives in support of the Universitys goals Knowledge of media and materials production, communication and dissemination techniques/distribution channels
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 Understands the role and use of technology in marketing

Analysis and Information Gathering Analyses data, identifies market trends, draw conclusions and seeks rationales Identifies and gathers data to support operational and strategic decisionmaking Evaluates results of marketing initiatives and campaigns, analyses and reports return on investment Monitors competitor products to identify niche opportunities, and develop market strengths Monitors industry news in the national and international tertiary education environment, including consumer trends, market developments and growth, and regulatory changes Building Beneficial Relationships Develops and applies knowledge of key customers and competitors Builds and maintains relationships with media contacts and external service providers Establishes and manages appropriate relationships 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 when appropriate to secure marketing opportunities and investment Able to assess and respond to customer needs, and evaluate customer satisfaction Understands, recognises and responds to human behaviours and motivators Contextual Knowledge Is aware of, understands and is committed to the Universitys strategic plans, goals and aims Understands the political and economic environments in which the University operates Understands the products the University offers, identifies unique product features Understands the Universitys target audiences, and tailors marketing activity appropriately Understands and adheres to the Universitys marketing policies, procedures and standard practices Is aware of and understands the requirement to operate within the Universitys marketing budget Is aware of the configuration of the Universitys marketing services, and the roles of key marketing staff
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 Contributes to the development of long-term marketing plans, initiatives and strategies Communication Advanced professional written and oral communication skills, including presentation skills Able to present and convey information in a confident, clear and interesting way, in a manner appropriate to the target audience Able to exchange complex information and present ideas, reports, facts and other information clearly and concisely Consults with customers and stakeholders, to provide information and receive input and feedback Personal Responsibility Advanced organisational skills, able to handle 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 accommodate unexpected changes to scope or deadlines, or incorporate new elements
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 Able to socialize with and relate to a wide-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 work independently, meets deadlines and take 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 process that assesses an individual employees job performance and productivity in relation to certain pre-established criteria and organizational objectives. To collect Performance Appraisal data, there are three main methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods. A Performance Appraisal is typically conducted annually. The interview could function as providing feedback to employees, counselling and developing employees, and conveying and discussing compensation, job status, or disciplinary decisions PA is often included in performance management systems. Performance management systems are employed to manage and align" all of an organization's resources in order to achieve highest possible performance. How performance is managed in an organization determines to a large extent the success or failure of the organization. Therefore, improving PA for everyone should be among the highest priorities of contemporary organizations.

How performance appraisal is done at Mindcraft.

At Mindcraft , the appraisal process is done quarterly i.e for every 4 months that is thrice 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 the candidate. 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 Improved organization Employee retention and loyalty Improved productivity Overcoming the barriers of communication Clear Accountabilities Cost advantages Saves time and reduces conflicts Ensures efficiency Consistency in performance Clarifies the Expectations of the employee Self assessment opportunity Clarifies the Job accountabilities Clearly defines career paths and promotes Job satisfaction

Managers benefits

Employees benefits

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 candidate after 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 to build 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 using new 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 dayto-day tasks. Performs all functions outlined on the job description with a very high level of accuracy and efficiency.

Above Expectations: Demonstrates solid knowledge of the position and professional area and is capable of handling all functions outlined on the job description. Meets Expectations: Demonstrates some basic knowledge of the professional area and performs job responsibilities

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well. Improvement Needed: Acquiring some working knowledge of the professional area and how it relates to the position would be beneficial in performing basic job responsibilities with less difficulty.

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

COMMUNICATION SKILLS: Communicates clearly and concisely in both oral and written form. Has good listening
skills. Exceptional: Excellent oral and written communication skills. An active listener who has a sound sense of when to share important information and with whom to share it. Above Expectations: Demonstrates above average oral and written communication skills. Meets Expectations: Demonstrates solid communication skills but may need occasional training to sharpen certain areas. Improvement Needed: Additional training to develop communication skills is recommended. Frequent communication break downs can cause confusion with coworkers and interfere with the employees ability to complete assignments accurately.

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

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Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

WORK QUALITY: Completes assigned work in a timely and accurate fashion.

Exceptional: Consistently produces work that is of the highest quality and accuracy. Above Expectations: Almost always produces high quality, accurate work. Meets Expectations: Typically produces quality work with occasional errors. Improvement Needed: Attention needed to producing work that is more thorough and accurate.

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

SERVICE ORIENTATION: Works well with customers, students, faculty, co-workers.

Exceptional: Consistently anticipates and meets the needs of customers. Always communicates and works well with co-workers and customers. Above Expectations: Frequently anticipates the needs of customers. Generally communicates and works well with co-workers and customers.

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Meets Expectations: Meets customer needs. Communicates and works with customers and co-workers in an acceptable manner. Improvement Needed: Lacks adequate attention to meeting customer needs. Communication and work with customers and co-workers needs improvement.

Employee has registered for but not yet attended Noel-Levitz Customer Service Training Employee has completed Noel-Levitz Customer Service Training Employee has not yet registered for Noel-Levitz Customer Service Training

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

INITIATIVE: Demonstrates independent action and resourcefulness on the job. Performs duties in an acceptable
manner and with minimal supervision. Exceptional: Constantly exhibits independent action and resourcefulness. Exercises outstanding judgment on when

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to seek guidance from supervisor. A highly motivated employee. Above Expectations: Frequently exhibits independent action and resourcefulness. Exercises good judgment on when to seek guidance from supervisor. Meets Expectations: Generally demonstrates independent action with minimal supervision. Improvement Needed: More independent action is needed. Requires very close supervision at all times.

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

WORK RELIABILITY: Work assignments are completed on-time and with accuracy. Consistently reports to work on
time. Exceptional: Reliability never in question. Work assignments are always completed with the highest level of accuracy and ahead of deadline. Above Expectations: Very reliable. Work is almost always performed accurately and on deadline. Meets Expectations: Reliable employee. Work assignments are typically completed accurately and in a timely fashion. Improvement Needed: Employee attendance record is unstable. Work deadlines are frequently missed and assignments tend to have a high level of inaccuracies.

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________

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______________________

Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

DIVERSITY AND PLURALISM: Supports Departmental and University diversity initiatives. Contributes to building a
community with a climate of openness and inclusiveness. Exceptional: Works diligently to foster an open and inclusive environment. Actively seeks out opportunities to enhance the openness and inclusiveness of the community. Always displays behaviors that respect and value individual differences. Above Expectations: Provides support for an open and inclusive environment. Encourages diversity initiatives and frequently displays behaviors that demonstrate respect for all individuals. Meets Expectations: Accepts diversity initiatives and sometimes participates in activities that promote a climate of openness and inclusiveness. Improvement Needed: Needs encouragement to support a diverse and inclusive environment. Fails to display behaviors that demonstrate respect and value for individual differences.

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

OVERSIGHT OF STUDENT EMPLOYEES (if applicable): Demonstrates strong supervisory skills in overseeing 46

student employees. Exceptional: Holds student employees to a very high standard of work and utilizes the student employee resources in a very efficient and beneficial manner. Provides student employees with excellent direction in their position in the department

Above Expectations: Manages student employees very well and maximizes their abilities to produce an efficient, well organized department.

Meets Expectations: Ensures that adequate student coverage is secured and attempts to utilize the student employee resources as efficiently as possible.

Improvement Needed: Oversight of student employees is lacking. Use of student employees could be expanded if they were used smartly.

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Optional Evaluation Factors Unique to a Particular Department or Position (Duplicate this section as needed to accommodate other appropriate evaluation factors)

FACTOR:
Exceptional Above Expectations

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Meets Expectations Improvement Needed

Comments or Performance Examples: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Performance or Professional Development Goal for this Performance Area: _________________________________________________________________________________________________ _________________________________________________________________________________________________ ______________________

Summary of Performance Area Evaluations

Exceptional

Above Expectations

Meets Expectations

Improvement Needed

Technical Knowledge Position Knowledge Communication Skills Work Quality Service Orientation Initiative Work Reliability Diversity and Pluralism Oversight of Students Optional Factor

Overall Employee Rating:

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Exceptional Above Expectations Meets 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 them 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 Measurable Actionable

Become more proficient in Excel. Utilize Excel in tracking employee training programs. By attending training programs offered through the ATC, the employee will learn how to build an Excel database. 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. Complete by January 1, 2013 for next years appraisal process.

Realistic

Time Bound

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 Please specify needs:_____________________

Leadership Development Please specify needs:_______________________________

Wellness related (please specify)

Other (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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EMPLOYEE ENGAGEMENT:
At MINDCRAFT , Customers and employees are our top priorities because we believe that as there is no transaction without Buying and Selling similarly there is no Business without either the customer or the employees. To serve our customers better we need good service providers and for the service providers to be good they must be satisfied and performing in the environment they work . the following are the measures taken up by MINDCRAFT to ensure this. 1. Link The engagement efforts to high performance: Employee Engagement is not about employee satisfaction. The last thing you should want is a team of satisfied but underperforming employees. 2. Employee engagement starts at the top: Most studies show that a key employee engagement driver is the actions of senior leaders. Leaders must demonstrate support for an engaged company culture by personally living their companys values. 3. Engage first-line leaders: The old adage, employees join great companies, but quit bad bosses is true. 4. Focus on communication, the cornerstone of engagement: Successful leaders recognize the power of a robust communication plan, one built on clarity, consistency, and transparency. 5. Individualize your engagement: Your philosophy should go beyond treat people they way you want to be treated; the new mantra is treat people the way they want to be treated. 6. Create a motivational culture: Leaders cannot motivate employees long-term. Leaders must create motivational cultures with an engaged workforce where employees can flourish and motivate each other. 7. Create feedback mechanisms: Companies need to ask employees what they think; employee engagement surveys are a great tool to assess an organizations pulse. 8. Reinforce and reward the right behaviours: Employees are incredibly motivated by achievement, not money. Money can disengage if employees perceive unfairness.

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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: Although we 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 at Mindacraft 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.

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