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
2.4 FUNCTIONAL DEPARTMENTS:.........................................................................................12 2.5 MARKET PROFILE OF THE ORGANIZATION:................................................................13

Our Clients Includes...........................................................................................13
2.6 PRODUCT AND SERVICE PROFILE OF THE ORGANIZATION:...................................15

Products:............................................................................................................15
3.1 WORK PROFILE:...................................................................................................................16

Roles and Responsibilities:...............................................................................16
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
4.3 STATEMENT OF RESEARCH OBJECTIVES:....................................................................19 4.4 RESEARCH DESIGN AND METHODOLOGY...................................................................20

Sampling Technique:..........................................................................................20 Sample size:.......................................................................................................20 Instrumentation techniques:..............................................................................20 Sources of data:.................................................................................................20 Data Collection Method:.....................................................................................21
5.1 DATA COLLECTION:...........................................................................................................22

1.Determining the evolution criteria:....................................................................22 2.Creating a rating instrument:.............................................................................22 3.Lack of competence:..........................................................................................22 4.Errors in rating and evolution:...........................................................................22 5.Resistance:.........................................................................................................23
5.2 Interpretation and analysis:......................................................................................................24 Questionnaire 1(To the Rates).......................................................................................................25

IZEE BUSINESS SCHOOL Page 1
Awareness about the Performance Consultant followed at GIMS..........................25
5.3 SUMMARY OF FINDINGS:..................................................................................................30

Findings:................................................................................................................30
6.1 SUMMARY OF LEARNING EXPERIENCE........................................................................32

SWOT Analysis......................................................................................................32 Strengths...............................................................................................................32 Weaknesses..........................................................................................................32 Opportunities........................................................................................................33 Threats..................................................................................................................33
6.2 CONCLUSION:......................................................................................................................34 SUGGESTIONS:...........................................................................................................................35

Important features include:................................................................................36
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:
1.1GENERAL INTRODUCTION ABOUT THE SECTOR:
IZEE BUSINESS SCHOOL
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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.
1.2 INDUSTRY PROFILE:

Information technology (IT) is concerned with technology to treat information. The acquisition, processing, storage and dissemination of vocal, pictorial, textual and numerical
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.
ORIGIN AND DEVELOPMENT OF THE ORGANIZATION:

IT professionals perform a variety of functions (IT Disciplines/Competencies) that ranges from installing applications to designing complex computer networks and information databases. A few of the duties that IT professionals perform may include data management, networking, engineering computer hardware, database and software design, as well as management and administration of entire s. Information technology is starting to spread further than the conventional personal computer and network technologies, and more into integrations of other technologies such as the use of cell phones, televisions, automobiles, and more, which is increasing the demand for such jobs. 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. In its narrow, technical sense, education is the formal process by which society deliberately transmits its accumulated knowledge, skills, customs and values from one generation to another, e.g., instruction in schools. A right to education has been created and recognized by some jurisdictions: Since 1952, Article 2 of the first Protocol to the European Convention on Human Rights obliges all signatory
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.
A. GROWTH AND PRESENT STATUS OF THE INDUSTRY:

GIMS is a technology solution for major infrastructure and construction projects. We use satellite imagery and latest technology to provide solution for conceptualization of projects like roads, Road network, bridges, flyovers, dams major buildings town planning etc. Industries that benefit from GIMS Educational needs of children and school are changing as the technology evolves. Schools need to introduce latest tools, technology and knowhow, to prepare children for tomorrow. In this direction introducing 3D into the school syllabus is the next big change the world is experiencing. Of course Indian schools and children are also eagerly waiting to bring in the change. As a result thousands of schools will embrace 3D technology as part of their syllabus. Millions of students will learn 3D at school level and improve their engineering ability and skills. In next 5 years most of the schools will have 3D as part of their syllabus or as additional subject or SYUPW/work experience subject. This has created immense opportunity for those who know the technology. Google has introduced sketch. A 3D modeling tool. This is a simple modeling tool. A Student can learn with ease and start constructing his own 3D models. It is not just modeling he can showcase his talent and skill to the world through a student showcase provided on Google server. All these are aimed at nurturing student skills. Google Sketch up made 3D modeling simple and fun. A student can start learning 3D modeling skills. Within a simple training he\she will be able to able to build his own models. This may be model of any object like Mobile Phone, Television, Table, Beaker, Chair, class room, interiors, landscape and anything he chooses. A student can model his world. Soon, you will be able to see entire Bangalore city in 3D on Google Earth, thanks to Bangalore-based Company Geo Informatics and Modeling Solution Pvt Ltd. He adds, It will take more than five years to develop a 3D model of all of India. Initially, we are developing virtual models of major cities, major roads, and major infrastructure projects.
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.
B. FUTURE OF THE INDUSTRY:

Google first ATC launched in Bangalore on Friday the 14th Nov 2010. Launch program was held in Hotel Capital. It was launched through a press announcement by GIMS. CEO Guruprasad T N addressed the press and announced the plan for implementing and Google plans. During the occasion, he also announced the plan to launch of ambitious program Model My India. MMI is a massive program to build India in 3D. Millions of buildings are to be modeled for MMI. GIMS is aiming to train people to build virtual India. Model My India is a program to build virtual India and creating employment. GIMS has vast plans to build India in 3D. This will be done
1. By Transfer of technology, having modelers across country. 2. Creating IT infrastructure and application for the purpose.
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.
2.1 ORIGIN OF THE ORGANIZATION:
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.
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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.
2.2 GROWTH AND DEVELOPMENT OF THE ORGANIZATION:
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
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.
2.3 PRESENT STATUS OF THE ORGANIZATION:
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.
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
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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.
2.4 FUNCTIONAL DEPARTMENTS:
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2.5 MARKET PROFILE OF THE ORGANIZATION:

Our Clients Includes
We provide manpower to various service Industries Entry/Middle/Senior level management, etc. our existing clients consists of
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
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.
2.6 PRODUCT AND SERVICE PROFILE OF THE ORGANIZATION:

Products:
Model My India GRM LRC
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LBC Housing segment Infrastructure project Tourism. Hospitality Hotel, resorts Education sectors. 3D Animation
3.1 WORK PROFILE:

I worked in HR department; the following are the roles and responsibilities that I handled in Geo Information & Modeling Solution Pvt Ltd. HRD is an important constituent of an organization upon which lies the role of managing different kinds of people through HR department. Understanding people and their needs means satisfying needs, maintaining cordial industrial relations, motivating people and getting things
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.
Roles and Responsibilities:

The first task was to understand the various job profiles for which recruitment is to be done. The next step was to explore the various job portals to search for suitable candidates for the job profile. Once the search criteria were put, candidates go through a telephonic interview to validate the information mentioned in their resume. A candidate matching the desired profile was lined for the first round of face to face interview in their respective cities. Firstly the candidates had filled up the personal data form (pdf). Then the candidates MASTER SHEET which is provided by interviewer was crossed checked by the HR team. If they think that the candidates was good to hire or not. When a candidate clears his first round, he is then made to take an online aptitude test. We created the online aptitude test .It is the HR department, only once by a candidates. I was involved in assigning codes administering the test. I had the responsibility to make sure that candidates complete all formalities and had to regularly follow up with them. which has the exclusive rights to assign test, codes to the candidates. Each code was unique and could be used
3.2 Key learnings:

Theory with practical learning helps lo to understand various concepts and applications. Internship enriches the knowledge, skills, understanding organization climate, methods, process and procedure to rich organization objectives. This training helps me a lot to gain ample
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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.
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4.1 INTRODUCTION TO THE STUDY:

Effective performance consultants contain two basic s operating in conjunction: an evaluation and a feedback .The main aim of the evaluation is to identify the performance gap (if any). This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable. The main aim of the feedback is to inform the employee about the quality of his or her performance. (However, the information flow is not exclusively one way. The appraisers also receive feedback from the employee about job problems, etc.) One of the best ways to appreciate the purposes of performance consultant is to look at it from the different viewpoints of the main stakeholders: the employee and the organization.
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4.2 STATEMENT OF RESEARCH PROBLEM:

Title of the study:
Analysing performance of consultant in 3D education products is a study about how effective the current of performance consultant is suitable for GIMS. The study mainly focuses on the present performance consultant for the ratees who are the shop floor employees.
Statement of the Problem:

A critical study of the effectiveness of the consultant has been analysed to know its effectiveness and to suggest ways for improvement. In order to make a effective performance, an organization comes across various challenges and problems. The main challenges involved in the performance consultant process are determining the evolution criteria, creating a rating instrument, lack of competence, errors in rating and evolution, resistance.
4.3 STATEMENT OF RESEARCH OBJECTIVES:

The research survey been undertaken with the following objectives:
To study the present Performance of consultant. To ascertain the views/opinions of the Raters and Ratees working with the company about performance of consultant, existing in the company. To suggest appropriate modifications in the existing performance of consultant.
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4.4 RESEARCH DESIGN AND METHODOLOGY

The type of research conducted is analytical. The respondents have been contacted through Questionnaires blended with focus group interviews and responses with regard to the current performance consultant of the company have been analyzed.
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
respondents to get their responses.

2. Secondary data: Books, journals, websites etc., have been consulted for
obtaining related information, and also for crosschecking of primary data.
Data Collection Method:

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.
5.1 DATA COLLECTION:
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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:
1. Determining the evolution criteria:

Identification of the consultant criteria is one of the biggest problems faced by the top management. The performance data to be considered for evaluation should be carefully selected. For the purpose of evaluation, the criteria selected should be in quantifiable or measurable terms.
2. Creating a rating instrument:

The purpose of the Performance consultant process is to judge the performance of the employees rather than the employee. The focus should be on the development of the employees of the organization.
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.
4. Errors in rating and evolution:

Many errors based on the personal bias like stereotyping, halo effect (i.e. one trait influencing the evaluators rating for all other traits) etc. may creep in the consultant process. Therefore the rater should exercise objectivity and fairness in evaluating and rating the performance of the employees.
5. Resistance:
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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.
5.2 Interpretation and analysis:

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
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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
Questionnaire 1(To the Rates)
Awareness about the Performance Consultant followed at GIMS.
TABLE 6
Awareness about PAS Yes No TOTAL Number 25 0 25 % 100 0 100
Fig: 1
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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.
Response towards if Counseled to Improve Performance TABLE 8

IF COUNSELED TO IMPROVE PERFORMANCE Yes Sometimes No TOTAL NO 13 8 4 25 % 52 32 16 100
Table showing response towards if counseled to improve performance.
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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.
Response towards Importance of Self Consultant TABLE 9

IMPORTANCE OF SELF CONSULTANT Yes No Not sure TOTAL NO 19 1 5 25 % 76 4 20 100
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
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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.
Response towards Awareness of Different Traits TABLE 10

KNOWLEDGE OF TRAITS / ATTRIBUTES Yes, completely No Not very sure TOTAL NO 19 3 3 25 % 76 12 12 100
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
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.
5.3 SUMMARY OF FINDINGS:

Findings:
From the responses collected it can be inferred that the employees are aware of the present Performance consultant followed in the company. This is evident from the responses collected from the raters as well as the rates. 100% of the rates gave positive answer. 68% of the employees are partially satisfied with the performance consultant followed in the company. This shows that the present performance consultant is satisfactory only to some extent. Further improvement in the can be made in order to attain full satisfaction of the employees of the company. In response to the company spending of considerable time and attention for the performance consultant, 90% of the respondents felt that the
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.
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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.
6.1 SUMMARY OF LEARNING EXPERIENCE

SWOT Analysis.
The SWOT Analysis is a conceptual framework for a attic analysis that facilitate matching the external threat a opportunities with the internal strength and weakness of the organization. It has been common to suggest that the companies identify their strength and weakness, as well as opportunities and threats in the external environment. But what is often
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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.
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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.
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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.
Company should train their trainees to their best extent.
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.
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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.
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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
Important features include:

A secure user-friendly interface A start/stop/save capability Easy document storage Company-wide access with adequate security
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QUESTIONNAIRE 1
(To the Ratees)

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: Dept.:
Grade:
Designation held in the company:
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
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Yes, completely very sure
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
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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
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
4. Do you try to avoid criticism? Yes No Sometimes
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
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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:
www.discoverysurveys.com www.hrmguide.com www.franchiseeindia.com www.gims.com
ANNEXURE:
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Training Report-III Semester MBA

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2.4 FUNCTIONAL DEPARTMENTS:.........................................................................................12 2.5 MARKET PROFILE OF THE ORGANIZATION:................................................................13

2.6 PRODUCT AND SERVICE PROFILE OF THE ORGANIZATION:...................................15

3.1 WORK PROFILE:...................................................................................................................16

4.3 STATEMENT OF RESEARCH OBJECTIVES:....................................................................19 4.4 RESEARCH DESIGN AND METHODOLOGY...................................................................20

5.1 DATA COLLECTION:...........................................................................................................22

5.2 Interpretation and analysis:......................................................................................................24 Questionnaire 1(To the Rates).......................................................................................................25