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Training Report-III Semester MBA

Table of Contents1.1 GENERAL INTRODUCTION ABOUT THE SECTOR:...................................................31.2 INDUSTRY PROFILE:.............................................................................................................4

A.ORIGIN AND DEVELOPMENT OF THE ORGANIZATION:..........................................4B.GROWTH AND PRESENT STATUS OF THE INDUSTRY:...........................................5

C.FUTURE OF THE INDUSTRY:..................................................................................6

2.1 ORIGIN OF THE ORGANIZATION:......................................................................................82.2 GROWTH AND DEVELOPMENT OF THE ORGANIZATION:..........................................92.3 PRESENT STATUS OF THE ORGANIZATION:................................................................10

Mammoth mission..............................................................................................10

2.4 FUNCTIONAL DEPARTMENTS:.........................................................................................122.5 MARKET PROFILE OF THE ORGANIZATION:................................................................13

Our Clients Includes...........................................................................................13

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

3.1 WORK PROFILE:...................................................................................................................16 Roles and Responsibilities:...............................................................................16

3.2 Key learnings:.........................................................................................................................174.1 INTRODUCTION TO THE STUDY:.....................................................................................184.2 STATEMENT OF RESEARCH PROBLEM:.........................................................................19

Title of the study:...............................................................................................19

Statement of the Problem:.................................................................................19

4.3 STATEMENT OF RESEARCH OBJECTIVES:....................................................................194.4 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:...........................................................................................................221.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:......................................................................................................24Questionnaire 1(To the Rates).......................................................................................................25

IZEE BUSINESS SCHOOL Page 1


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Awareness about the Performance Consultant followed at GIMS..........................25

5.3 SUMMARY OF FINDINGS:..................................................................................................30Findings:................................................................................................................30

6.1 SUMMARY OF LEARNING EXPERIENCE........................................................................32SWOT Analysis......................................................................................................32

Strengths...............................................................................................................32

Weaknesses..........................................................................................................32

Opportunities........................................................................................................33

Threats..................................................................................................................33

6.2 CONCLUSION:......................................................................................................................34SUGGESTIONS:...........................................................................................................................35

Important features include:................................................................................36

QUESTIONNAIRE 1.................................................................................................................37

SECTION A.............................................................................................................37SECTION B.............................................................................................................37

QUESTIONNAIRE 2.................................................................................................................39SECTION A.............................................................................................................39

QUESTIONNAIRE 2.................................................................................................................39BOOKS:..................................................................................................................41

BUSINESS MAGAZINES:.........................................................................................41

BUSINESS MAGAZINES:

1.1GENERAL INTRODUCTION ABOUT THE SECTOR:



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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



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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



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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 fortomorrow. 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 toBangalore-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.



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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 modeledfor 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.



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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 globalexpansion. 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



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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 theChinnaswamy 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.



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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 limitedcompany 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



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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



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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, which has the exclusive

rights to assign test, codes to the candidates. Each code was unique and could be used

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.

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 25 employees has been selected on the basis of Stratified Sampling

method.

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 gettheir responses.

2. Secondary data: Books, journals, websites etc., have been consulted for

obtainingrelated information, and also for crosschecking of primary data.

Data Collection Method:



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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:



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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.

The detail of the data that has been collected is as given in the table below:

TABLE 1

RESPONDENT No %

No of questionnaires distributed 35 100

No of respondents 35 100

TABLE 2

RESPONDENT No %No of respondents for questionnaire-1(rate) 25 100No of respondents for questionnaire-2 (rater) 10 100

TABLE 3

Classification of respondents on Animation software No %Maya Max software 8 32

Photo shop 2D 3 12

Google Sketch up 4 16

Auto CADD 3 12

Dreamweaver 7 28TOTAL 25 100

TABLE 4

Classification of respondents based on no. of years ofservices rendered of rates

No %

< 1 2 81-10 23 92>10 0 0

TOTAL 25 100



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TABLE 5

Classification of respondents based on age of rates No %20-25 14 5626-30 11 44>30 0 0

TOTAL 25 100

Questionnaire 1(To the Rates)

Awareness about the Performance Consultant followed at

GIMS.

TABLE 6

Awareness about PAS Number %Yes 25 100

No 0 0TOTAL 25 100

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 TOIMPROVE

PERFORMANCE

NO %

Yes 13 52Sometimes 8 32

No 4 16TOTAL 25 100Table 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 SELFCONSULTANT

NO %

Yes 19 76

No 1 4

Not sure 5 20

TOTAL 25 100TABLE 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 NO %

Yes, completely 19 76

No 3 12

Not very sure 3 12

TOTAL 25 100TABLE 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



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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



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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 notwe 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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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 thatemployees 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 should be

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

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 Rate e s )

Dear Sir/Madam,

I, S.CHELLAPANDI, MBA student at IZEE BUSINESS SCHOOL doing a

project titled EFFECTIVENESS OF CONSULTANT AT GEO INFORMATION & MODELING

SOLUTION Pvt Ltd.

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: Grade:

Total number of years of service at GIMS:

Dept.:



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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 Partially satisfied Not at all

satisfied

3. Have you been counseled at any time to improve your performance?

Yes, I have Sometimes No, I

have not

4. The management at GIMS spends considerable amount of time and

attention for thePerformance consultant process.

Strongly agree Agree Disagree

Strongly Disagree

5. In the Performance at GIMS, the Self Consultant forms a part. Do you

think it is relevant?

Yes No Not

sure

6. Are you aware of the different traits/attributes according to which you

are rated?



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Yes, completely No Not

very sure

7. Help and guidance provided to you by your Reporting/Reviewing officers

is:

Highly sufficient Sufficient Insufficient Highly

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 Important Not

at all Important

9. There exist performance related communication gap between the

Rater and Ratee?

Strongly agree Agree Disagree

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 youroverall 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.



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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 OF CONSULTANT AT GEO INFORMATION & MODELING

SOLUTION Pvt Ltd.

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: Grade:

Total number of years of service at GIMS: Dept:

Designation held in the company:

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 To a certain extent Depends

Not much



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1. After the consultant report, does the Consultant get feedback?

Yes No

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

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 No

Dont know

Thank-You!!!



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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:



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www.discoverysurveys.com

www.hrmguide.com

www.franchiseeindia.com

www.gims.com

ANNEXURE:

http://www.discoverysurveys.com/http://www.hrmguide.com/http://www.franchiseeindia.com/http://www.gims.com/http://www.discoverysurveys.com/http://www.hrmguide.com/http://www.franchiseeindia.com/http://www.gims.com/


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