Professional Documents
Culture Documents
Training Report-III Semester MBA
Training Report-III Semester MBA
Table of Contents
1.1 GENERAL INTRODUCTION ABOUT THE SECTOR:...................................................3 1.2 INDUSTRY PROFILE:.............................................................................................................4
A.ORIGIN AND DEVELOPMENT OF THE ORGANIZATION:..........................................4 B.GROWTH AND PRESENT STATUS OF THE INDUSTRY:...........................................5 C.FUTURE OF THE INDUSTRY:..................................................................................6
2.1 ORIGIN OF THE ORGANIZATION:......................................................................................8 2.2 GROWTH AND DEVELOPMENT OF THE ORGANIZATION:..........................................9 2.3 PRESENT STATUS OF THE ORGANIZATION:................................................................10
Mammoth mission..............................................................................................10
3.2 Key learnings:.........................................................................................................................17 4.1 INTRODUCTION TO THE STUDY:.....................................................................................18 4.2 STATEMENT OF RESEARCH PROBLEM:.........................................................................19
Title of the study:...............................................................................................19 Statement of the Problem:.................................................................................19
QUESTIONNAIRE 1.................................................................................................................37
SECTION A.............................................................................................................37 SECTION B.............................................................................................................37
QUESTIONNAIRE 2.................................................................................................................39
SECTION A.............................................................................................................39
QUESTIONNAIRE 2.................................................................................................................39
BOOKS:..................................................................................................................41 BUSINESS MAGAZINES:.........................................................................................41 BUSINESS MAGAZINES:
Page 2
IT is the area of managing technology and spans wide variety of areas that include computer software, information systems, computer hardware, programming languages but are not limited to things such as processes, and data constructs. In short, anything that renders data, information or perceived knowledge in any visual format whatsoever, via any multimedia distribution mechanism, is considered part of the IT domain. IT provides businesses with four sets of core services to help execute the business strategy: business process automation, providing information, connecting with customers, and productivity tools. For decades, animation has been a trade that rested solely in the hands of the entertainment industry; the process required a great deal of time, manpower, and complex equipment to accomplish. However, with the ever-growing movement to computerize the industry, the animation process has become progressively simpler. What was once done with pencils, cells, and paint by a team of dozens of animators can now be accomplished by a single person with a powerful enough home computer and the right software. Education is usually understood as a course of study to acquire a body of knowledge or skills undertaken to enhance one's ability to do a particular job and be able to earn more money. The more liberal definitions of education, where it is understood as development and refinement of one's personality, without necessarily an eye to economic advantage, have been out of use for long, and one finds only scattered instances of the practice of education with such aims.
information by a microelectronics-based combination of computing and telecommunications are its main fields. The term in its modern sense first appeared in a 1958 article published in the Harvard Business Review, in which authors Leavitt and Whistler commented that "the new technology does not yet have a single established name. We shall call it information technology (IT). Some of the modern and emerging fields of Information technology are next generation web technologies, bioinformatics, cloud computing, global information s, large scale knowledge bases, etc. Advancements are mainly driven in the field of computer science. Generally consultancy industries tie up with Franchisee India and Quikr.com. Education in its broadest, general sense is the means through which the aims and habits of a group of people lives on from one generation to the next. Generally, it occurs through any experience that has a formative effect on the way one thinks, feels, or acts.
parties to guarantee the right to education. At the global level, the United Nations' International Covenant on Economic, Social and Cultural Rights of 1966 guarantees this right under its Article 13.
Guruprasads firm has also developed 3D models of the Bombay Stock Exchange, India Gate, Lalbagh Glass House and Kolkatas Eden Gardens stadium. Google is trying to build the entire map of the world in 3D. GIMS is its authorized partner for this project in India.
3. GRM is a 3D model of an upcoming building or structure or any project on the location of Google Earth. 4. It will have same shape size and scale. If the building is 100 M height and spread across 1 acre of land we use the same piece of land and model it. 5. It will be placed on the actual location of Google Earth taking latitude longitude and elevation coordinates. 6. GRM is interactive: User can zoom into any part of the building\project and take a look. Tilt Rotate and play with it. 7. IT is web application: access from any part of the globe. 8. GRM can have exterior, interior and materials data. This can be engineering tool, marketing tool and exhibition tool. 9. GRM is GPS and navigation enabled. 10. GRM will be uploaded to Google server. Above features and advantages will help any builder, developer and town planners and infrastructure companies to visualize well and build better.
IZEE BUSINESS SCHOOL Page 6
Geo Information and Modeling Solution (GIMS) is a group of professionals who are into Geo Information and Geo Modeling. GIMS are the innovators of GEO REFERENCE MODEL (GRM) a technology solution for Real Estate, construction and infrastructure projects.
Page 7
GIMS is seeking regional partners as franchisees to take care of business of the region. This exclusive opportunity comes to you with complete technology transfer for a complete range of solution. This is an opportunity in one of the fast growing technology segment. Considering the good response received for GIMS solution, company is aiming for global expansion. Within a span of 36 months GIMS has delivered 200 GRM projects for various clients globally. To spread GRM solution globally GIMS has ambitious plan for global expansion. GIMS was operating in Muscat since 18 months on experiment basis. Over helming response has given boost to global expansion. GIMS is planning to expand its business to middle east and European countries during the year 2011. This will be the first phase of expansion. This is being done through a marketing franchisee network. GIMS is looking for strong marketing partners in Middle East countries and Europe. People / organization s with strong business/financial background, related to real estate and with good contacts are considered for national level partners in every country. Interested may contact us.
GIMS (formerly UV animation) the innovator of Geo Reference Model (GRM) has successfully delivered its 200th project. 200th project was delivered to prestigious Indian Institute of Science. Bangalore. GIMS mapped IISC campus and developed a for path finding for its visitors. 400 Acre campus of IISC is having more than 4000 visitors every day. These
IZEE BUSINESS SCHOOL Page 8
visitors will be benefited by this developed by GIMS. GIMs also bagged a work from TATAS group as its 201 project. GIMSs project Model My India, aims to build virtual models of Indian cities and major infrastructure projects on Google. To start with in Bangalore, it is developing 3D models of the Chinnaswamy stadium, Garuda Mall and Bangalore Metro Rail Corporation Ltd. A 3D model of Metro Rail station on M G Road will help a computer user see the station from its entrance to its platform from all possible angles on his monitor even before he physically sets his foot at the station. GIMS CEO T N Guruprasad explains, In Bangalore, we are developing a 3D model of Namma Metro project. We are in final talks with BMRCL. The plan is to develop a model of the total 36-km stretch along with Metro stations. Apart from facilitating passengers to virtually browse stations and routes, the model would also help in proper planning and enforcement of law and order. GIMS is aiming to tap the global training market through online training route: GIMS has tied up with CISCO for the purpose and in the process of implementing online training for Google Sketch up. Geo Modeling. Google API (Google Earth and Map API) 3D Animation and Modeling. Web design and Animation.
Bangalore-based Geo Information and Modeling Solution Pvt. Ltd. (GIMS) has developed a Geo Reference Model; a technology solution developed using Google Earth. The technology could be utilized for better planning of infrastructure, housing, tourism and other projects, the company said.
IZEE BUSINESS SCHOOL Page 9
GIMS Chief Executive T.N. Guruprasad told reporters here that the company had undertaken research and development activities to develop this model for the last three years. So far, the company has delivered about 200 geo-reference model projects in India and abroad, he said. Through geo-reference, one can conceptualize the project with perfection on the computer, thus avoiding wasteful expenditure of resources and money. The solution also provides insight into the utility of the proposed project before the project is taken up, Mr. Guruprasad said. This technology will be of much use to the government and other agencies involved in infrastructure creation. He said he had met Governor H.R. Bhardwaj recently and apprised him of the new technology. Meanwhile, GIMS will launch Google Authorized Training Centre offering various courses in Google Sketch up, Geo Modeling, 3D Architectural Modeling, Geo Reference Modeling and Google API. GIMS is the second training facility in India to get the authorized training center tag by Google, Mr. Guruprasad said. Those who pass the courses after 12the standard will have abundant employment opportunities, he added.
Mammoth mission
Also on the anvil is Model My India mission to build the country in 3D. This is to complement Google's efforts to build the Earth in 3D, Mr. Guruprasad said. The mission involves creation of virtual model of every city, building and structure across the country. Though this is a huge task, GIMS will seek participation from the general public in this mission. It will set up Model My India centers in all important cities and towns to educate people and also provide server, application and related support. Model My India is a mission to build India in 3D. It is a virtual model of every city, buildings, structures, etc. Every house, Apartments, hospitals, shops, bus stands, railway stations, airports, hotels, tourist spots and other structures that are built or to be built will be modeled in 3D and the models will be placed on the actual location of Google Earth. This is building a virtual city using Google Earth. The models are called Geo reference models. The models will have same shape, size and color. This is a huge task. As the task is big we are also looking for people across India to be a
Page 10
part of MODEL MY INDIA. Students, Professionals, Architect, Engineers, Contractors, and House wife and general public who are interested are invited to take part. MODEL MY INDIA is a very useful and productive solution for individuals, organizations and government bodies and local governing bodies. This helps in better planning & better utilization of resources. It helps to build better house or structure. MODEL MY INDIA is the result of GRM solution developed by GIMS. Our vision is to provide cost effective solution to build better.
Page 11
Tata Housing established in 1984, Tata Housing is a closely held public limited company and a subsidiary of TATA Sons Limited. TATA Sons Limited holds 99.78% of equity share capital of the company. Since it's revival in late 2006, Tata Housing has evolved into one of the fastest growing real estate development company in India. With the primary business being the development of
IZEE BUSINESS SCHOOL Page 12
properties in residential, commercial and retail sectors, the company's operations span across various aspects of real estate development, such as Land Identification and Acquisition, Project Planning, Designing, Marketing & Execution, Property Services and Estate Management. Brigade Group was established in 1986, with property development as its main focus. Today, Brigade is one of South India's leading property developers. We are headquartered in Bangalore, with branch offices in several cities in South India and in Dubai. We have a uniquely diverse multi-domain portfolio that covers property development, property management services, hospitality and education. Our projects extend across several major cities in South India: Chennai, Chikmagalur, Hyderabad, Kochi, Mangalore and Mysore. Vakil Housing Development Corporation is one of the leading developers of residential Townships in Bangalore. Since our foundation, we have offered our customers excellent returns on their real estate investments. Vakil Housing is synonymous with, ethics, transparency, customer service and a quality residential experience. The Classic Group was founded in 2009 to meet the needs of the small business and business start-up market. It was formed by an independent consultant who had been looking for flexible office facilities and professional administrative back-up, and became frustrated by the services on offer in the marketplace. With every milestone Mantri is crossed, and with every impossibility that is turned into a possibility, we find ourselves further expanding our sensibilities of 'what more we can achieve'. One man created a landmark pioneered a change on the face of Real Estate Development in Bangalore. Mr. Sushil Mantri made it to Bangalore on July 14,1999, with just Rs.10 Lakhs ($ 20,000) as his capital base.
LBC Housing segment Infrastructure project Tourism. Hospitality Hotel, resorts Education sectors. 3D Animation
done in a atic and controlled manner. Geo Information & Modeling Solution Pvt Ltd. as a company, whose concern is their employees. keeping in line with the organization objectives and goals.
Page 15
knowledge of various departments duties, responsibilities etc. this training period is brief is to render an excellence and service to customer and satisfy them Some of the key learnings are as follows:
Questionnaires
Job knowledge tools Skill tests Attitude surveys Records of critical incidents Data from assessment centers Role-playing results a) to match the emploees specification with job specfication b) technology advancement c) Change in job assignment d) To increase the productivity e) To improve quality Not only in HR other than HR I visited all other departmental heads wings and I discussed with departmental heads.
Page 16
Page 17
Page 18
Sampling Technique:
Though the study is confined to only one unit situated in Bangalore, a complete survey of people belonging to the Executive level and also persons working in different territories have been chosen.
Sample size:
A sample size of method. 25 employees has been selected on the basis of Stratified Sampling
Instrumentation techniques:
Structured Questionnaire Focus group interviews
Sources of data:
Data is the fact of an event. Data is the base for every research work. The data is mainly classified into two groups. The data used is collected from two sources that include primary data and Secondary collection data:
1. Primary data: Thrust has been on collection of primary data. Structured
questionnaire
has
been
used
and
discussed
personally
with
the
The data collected from the questionnaire have been synthesized in the form of tables and tabulated data has been analyzed. Limitations of the research Study is limited to the Bangalore unit of GIMS only. The sample size is limited to only 25 employees. Analysis of primary data is done on the assumption that the answers given by the respondents are true and correct. Time and Resource constraints.
Page 20
In order to make a performance consultant effective and successful, GIMS comes across various challenges and problems. The main challenges involved in the performance consultant process at GIMS are:
3. Lack of competence:
Top management should choose the raters or the evaluators carefully. They should have the required expertise and the knowledge to decide the criteria accurately. They should have the experience and the necessary training to carry out the consultant process objectively.
5. Resistance:
Page 21
The consultant process may face resistance from the employees and the trade unions for the fear of negative ratings. Therefore, the employees should be communicated and clearly explained the purpose as well the process of consultant. The standards should be clearly communicated and every employee should be made aware that what exactly is expected from him/her.
The data collected from the questionnaire have been synthesized in the form of tables. Percentage is calculated for each and every table. Analysis and interpretation is done based on primary data. Inference is drawn from the analysis of primary data, to attain the objective of the study. The primary data is diagrammatically represented. TABLE 1
The detail of the data that has been collected is as given in the table below: RESPONDENT No of questionnaires distributed No of respondents No 35 35 % 100 100
TABLE 2 RESPONDENT No of respondents for questionnaire-1(rate) No of respondents for questionnaire-2 (rater) TABLE 3 Classification of respondents on Animation software Maya Max software Photo shop 2D Google Sketch up Auto CADD Dreamweaver TOTAL No 8 3 4 3 7 25 % 32 12 16 12 28 100 No 25 10 % 100 100
TABLE 4 Classification of respondents based on no. of years of services rendered of rates <1 1-10 >10 TOTAL No 2 23 0 25 % 8 92 0 100
Page 23
TABLE 5 Classification of respondents based on age of rates 20-25 26-30 >30 TOTAL No 14 11 0 25 % 56 44 0 100
TABLE 6
Awareness about PAS Yes No TOTAL Number 25 0 25 % 100 0 100
Fig: 1
Page 24
Observation: The above table shows that 100% of the respondents are aware of the performance consultant followed.
Inference: This shows that the company follows a strict policy about the consultant.
Page 25
FIG 3:
Observation: The above chart depicts that of 32% of the respondents agreed that they have been counseled sometimes, where as 16% of the respondents says that they have never been counseled, the major part of 52% responded saying that they were counseled regularly.
Inference: This shows that the some of the times employees are not counseled after consultant programmed, hence it should be seen that employees are counseled time to time in order to pick up their performance.
TABLE 5.5: Table showing the response towards the Validity of Self-Consultant
FIG.5:
Observation: The responses analyzed show that 76% of the employees actually felt that
Page 26
Self-Consultant is important. This aids in the free flow of information from the employee regarding the Job-Performance to the Reporting and reviewing officers. 4% of the Respondents felt Self-Consultant is not necessary & the rest 20% were not sure about the concept.
Inference: This shows that the employees are satisfied with the Self-Consultant process being followed in the company.
TABLE 5.6: Table showing the response towards the Knowledge of Traits/Attributes
FIG.6:
Observation: This issue analyzes the awareness about the Traits/Attributes contained in the Consultant 76 % of the respondents say they are completely aware of the traits based on which
IZEE BUSINESS SCHOOL Page 27
they are appraised. But 12% of the respondents answered that they are not aware of all the different traits where as 12% said they are not very sure.
Inference: It can be inferred that the management has been effective in making a consultant aware about the traits contained in the consultant formats only to some extent. If consultants are not aware of the traits then there wont be a clear -cut thought on which they can develop their performance.
company spends the necessary time and attention in following the Performance consultant, whereas 10% of the respondents flatly disagreed to the concept. 76% of the employees surveyed are satisfied with the Self-Consultant process being followed in the company. The general awareness about the traits/attributes is average (70%). 98% of the respondents agree that the help and guidance provided is sufficient indicating that the management spends considerable time on providing employees with help and guidance. Some employees do face the difficulty of communicating with their appraisers. This can be understood since 48% of the respondents felt there exists performance related communication gap between the rater and rate. 68% of the respondents agreed that the performance consultant is very much necessary for the Job-designation they are holding. Respondents feel that the training program strongly helps in enhancing job knowledge and individual skill. 96% of respondents agreed that the training programmer conducted in the company strongly helps in enhancing Job-Knowledge and Individual skill. 68% of the employees felt that the Performance consultant is highly relevant in the present scenario as well as provides an opportunity for growth. Also 20% of the respondents opinioned that the performance consultant is not of much value as it dont help in any enhancement. Raters feel that the level of interpersonal relationship influences the rating of the employees to a certain extent. Most of the respondents (raters) i.e. 80% agreed that they give feedback. 10% of the respondents give feedback occasionally. Majority of the raters consider both the executives behavior on the job as well as personal characteristics.
Page 29
As much as 53% of raters surveyed opined that the training/counseling is not provided to the appraisers after the consultant programmer. 50% of the respondents said that they would avoid criticism. 10% responded that they will not avoid criticism where as 40% of the respondents opined that criticize when necessary.
The raters themselves (a majority of them) agree that problems with performance standards do affect the evaluation procedure.
Page 30
overlooked is that combining these factors may require distinct strategic choices. To arise these choices the concept of SWOT has been proposed. Where, S- Strength. W- Weakness. O- Opportunities. T- Threats.
Strengths
Only one Google authorized training center in south India. We are related into Google. Google ATC, strong product line backed up by 4 years of R&D
Weaknesses
Lack of funds for further R&D Didnt launched other state We are providing online training in the cause of online training he/she understands or not we dont know. In on-location training Bangalore people only come and attend the classes In online training technical problem will come. Online training time LRC should have internet.
Opportunities
Only ATC in south India. First mover advances in GRM School childrens have interest in Animation. Improves engineering skills It improves creative ability of a child.
Page 31
It improves visualization skill of a child. Can create any object or experiment on his own Enhances drawing skills and reading drawings. Equips students with latest technology. Google certified modeler Association with Google ATC.
Threats
Competition for GRM. Copying the product the product is easier than developing. School childrens have more syllabus. Not only 3D animation because now a day more essentials course are game.
6.2 CONCLUSION:
Company should take care of the feelings and needs of the employees working in their organization. Company should arrange different training program for the betterment of both employees and organization. Training program include improvement of communication skills, nurturing their individuals talents etc. Company should go for direct recruitment like directly calling the candidates etc.
Page 32
There should be time to time variations in the working criteria of the employees so that a change can maintain their interest in their work and it also avoids boredom among the employees.
Company should conduct a small get-together for the employees at all the levels so that they can know which people are working at their workplace and it will create a friendly environment in the organization which will motive the employees to work at their best.
SUGGESTIONS:
Employees should participate with their supervisors in the creation of their own performance goals and development plans. Mutual agreement is a key to success. A plan wherein the employees feel some degree of ownership is more likely to be accepted than one that is imposed. The performance related communication gap would consequently diminish. Performance targets should be set in the beginning of the year.
Page 33
Effective
performance
management
requires
all
employees
with
supervisory responsibilities to develop new coaching skills. The five core competencies for effective coaching are: Ability to Influence Active Listening Conceptual thinking Holding People Accountable Interpersonal Understanding
Coaching to the recruiting should be given throughout the consultant process. The coaching that begins during the planning phase must continue throughout the performance plan year. Although coaching opportunities are built into the performance plan at agreed-upon points, they should take place whenever either party sees a need. Coaching can occur during formal meetings or through brief contacts. Training should be provided to fill up consultant forms. A free and fair feedback to be given to the consultant so that he/she can give their best to the company and also allows self-development. Frequent mini-consultants and feedback sessions will ensure that employees receive the ongoing guidance, support and encouragement they need. Multi-source assessment of employee behavioral competencies to provide feedback and as an input to the employees performance plan should be employed i.e. performance feedback from others beyond their manager. The assessment should take place in the planning phase. In this way, employees receive feedback and still have an opportunity to address any resulting developmental needs during the year. Incentives, financial or non-financial, may offered to encourage supervisors to make special efforts to help poor performers improve.
Page 34
Individual officers performance should be reviewed with the team seniors. The whole process of performance consultant should be made more transparent. With the availability of technology for sharing documents, the entire documentation process can be fully automated. The developed so that it does the following: Generates multi-source competency assessment data for distribution and analysis Creates a planning document that is shared, accessible and easily Updated Converts the planning document into a year-end feedback summary Form should be
Page 35
QUESTIONNAIRE 1
Please spend time in filling up this Questionnaire, with your valuable opinions and suggestions. The information so gathered will be maintained confidential and used only for the research purpose as mentioned.
SECTION A
Employee Details
Age: Total number of years of service at GIMS: Dept.:
IZEE BUSINESS SCHOOL Page 36
Grade:
SECTION B
For the Questions that follow Please tick () from the given option 1. Are you aware of the Performance Consultant followed at GIMS? Yes No 2. How satisfied are you with the present Performance Consultant? Fully satisfied satisfied 3. Have you been counseled at any time to improve your performance? Yes, I have have not 4. The management at GIMS spends considerable amount of time and attention for the Performance consultant process. Strongly agree Strongly Disagree 5. In the Performance at GIMS, the Self Consultant forms a part. Do you think it is relevant? Yes sure 6. Are you aware of the different traits/attributes according to which you are rated? No Not Agree Disagree Sometimes No, I Partially satisfied Not at all
Page 37
No
Not
7. Help and guidance provided to you by your Reporting/Reviewing officers is: Highly sufficient Insufficient 8. The development of new or better leadership/self-supervisory qualities and skills through the training programmer, identified through the Performance Consultant is: Significantly important at all Important 9. There exist performance related communication gap between the Rater and Ratee? Strongly agree Strongly Disagree 10. The training programmer conducted at GIMS: (a) Strongly helps in enhancing your Job Knowledge and Individual Skill. (b) Helps in overcoming the shortcomings identified in you. (c) Doesnt help in any way. 11. What is your overall feeling about the Performance Consultant at GIMS? a) Highly relevant in the present economic scenario, Provides an opportunity for growth. b) Not of much value as it does not help in any enhancement. c) Is of no significance in the present scenario, Not at all growth oriented. d) Highly irrelevant. Does not help the individual or the company. Agree Disagree Important Not Sufficient Insufficient Highly
Page 38
QUESTIONNAIRE 2
(To the Raters)
Dear Sir/Madam, I, S.CHELLAPANDI, MBA student at IZEE BUSINESS SCHOOL doing a project titled EFFECTIVENESS
SOLUTION Pvt Ltd. OF CONSULTANT AT GEO INFORMATION & MODELING
Please spend time in filling up this Questionnaire, with your valuable opinions and Suggestions. The information so gathered will be maintained confidential and used only For the research purpose as mentioned.
SECTION A
Employee Details Age: Total number of years of service at GIMS: Designation held in the company: Grade: Dept:
QUESTIONNAIRE 2
(To the Raters) 1. Do you think that the level of interpersonal relationships with the consultant influence the performance consultant process? If so, up to what extent? Yes, a very large extent Not much
IZEE BUSINESS SCHOOL Page 39
To a certain extent
Depends
1. After the consultant report, does the Consultant get feedback? Yes Sometimes 3. After the performance consultant and feedback, do they get counseling and training, if needed, to improve their performance in future? Yes No Sometimes No
5. Is importance given to the Consultant rather than on his/her personal? Characteristics? Yes No Both
6.Do you try to fully understand the Consultants job duties and responsibilities? Yes No Sometimes
7. Does the company set the policies from time to time concerning who should evaluate? When and how often? Yes No Sometimes
8. Is your Consultant satisfied with your evaluation? Yes Dont know Thank-You!!! No
Page 40
BOOKS:
Human Resource Management by Robert L. Mathis and John. H. Jackson South western College Publications, USA 2003 Essentials of Human Resource Management by P. Subba Rao, Himalaya Publishing house, 2003 Strategic Human Resource Management by Michael Armstrong, Kogan page, New York, 2001
BUSINESS MAGAZINES:
Business Today Business World Economic Times Franchisee India
WEBSITES SURFED:
IZEE BUSINESS SCHOOL Page 41
ANNEXURE:
Page 42
Page 43
Page 44
Page 45
Page 46