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Project Profile Sapphire (Nx Power Lite)

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Transcript

  • 1. “ Winners don’t do different things They do things differently”
  • 2. Project Profile
  • 3.
    • The K2 Group, Bangalore
    • Consultant to key project of a Coffee Shop, Night Club & Service Apartment in MG Road
    • Offering solutions to forthcoming projects of Indian, Bengali & Chinese cuisine restaurants in Shantinagar right from the blueprint stage
    • The Saltee Group
    • Consultant to three
    • restaurants
    • Consultant to Hospital
    • Cafeteria in Shankar
    • Netralaya
    Technocrat, Kolkata Marketing & Operational Consultant for the largest banquet hall, Rotunda, in Kolkata
    • Wayside Facilities –
    • A Joint Venture Project
    • with the Government of W.B.
    • For Wayside Facility
    • Heritage Centre
  • 4. Operational Consultant
  • 5. Assist in the following ways- Creating Leadership Strategic Planning Information & Analysis Creating Customer & Market Focus Human Resource Process Management Business Result
  • 6. Creating Leadership ORGANIZATIONAL LEADERSHIP PUBLIC RESPONSIBILITY & CITIZENSHIP
  • 7. ORGANIZATIONAL LEADERSHIP Financial Performance Employee Training /Inputs Customer Satisfaction Two-Way Communication
  • 8. PUBLIC RESPONSIBILITY & CITIZENSHIP Abiding by Legal & Stationary Requirements
  • 9. Strategic Planning STRATEGY DEVELOPMENT PROCESS
  • 10. Strategic Planning Process including key steps & key participants in the process
    • Consider key factors in process
    • Gather & Analysis of relevant data & information
    STRATEGY DEVELOPMENT PROCESS
  • 11.
    • Customers & Market needs/expectations, including new product/service opportunities
    • Competitive Environment & capabilities, including use of new technology.
    • Financial, Societal, & other potential risks
    • Human Resource capabilities & needs
    • Operational capabilities & needs, including resource availability
    • Supplier &/or partner capabilities & needs
    KEY FACTORS
  • 12. Strategic Objectives Strategy Deployment ACTION PLAN DEVELOPMENT & DEPLOYMENT PERFORMANCE PROJECTION
  • 13. ACTION PLAN DEVELOPMENT & DEPLOYMENT
    • Develop action plans that address key Strategic Objectives,
    • key short & long term action plans, key changes in products/services
    • &/or customer/markets
    • Key Human Resource requirements & plans, based on strategic objectives
    • & action plans
    • Allocation of resources to ensure accomplishment of overall action plan
  • 14. CONTINUED………
    • Key Performance Measures &/or indicators for tracking progress relative
    • to action plans
    • Communication & Deployment of strategic objectives, action plans, &
    • performance measures/indicators to achieve overall organizational alignment
  • 15. PERFORMANCE PROJECTION
    • Two to five year Projections for key performance measures &/or indicators
    • including key performance targets &/or goals
    • Comparison of Projected Performance with competitors, key benchmarks, &
    • past performance
  • 16. BREAK TIME
  • 17. Creating Customer & Market Focus
  • 18. 3.Creating Customer & Market Focus MARKET SEGMENTATION SURVEY FOR FUTURE REQUIREMENTS
  • 19. PRIORITIES/ NEEDS GUEST PREFERENCES
  • 20. COURTESY VISITS & CALLS COMMENT CARD SCORE
  • 21. Information & Analysis
  • 22.
    • Guest Complaints/Compliment
    • Analysis
    • Capacity Utilization
    • Cover Turnover
    • Average per cover: Food &
    • Beverage
    • Competitive scenario &
    • performance
  • 23. Human Resource
  • 24. WORK SYSTEMS EMPLOYEE EDUCATION,TRAINING & DEVELOPEMENT EMPLOYEE WELL BEING & SATISFACTION Work Environment Employee Support Climate Employee Satisfaction
  • 25. Design, Organize, & Manage work & jobs to promote cooperation & collaboration, individual initiative, innovation, flexibility, & to keep current with business needs Managers & Supervisors to encourage & motivate employees to develop & utilize their full potential in job-& career-related development/learning objectives Employee Performance Management System, including feedback to employee WORK SYSTEMS
  • 26. Continued…..
    • Compensation, Recognition, & related Reward/Incentive practices to reinforce high performance
    Ensuring effective communication, cooperation, & knowledge/skill sharing across work units, functions, & locations
    • To Identify characteristics
    • & skills needed by
    • potential employees;
    • Recruit & hire new
    • employees
    • Take into account key
    • performance
    • requirements
    • Diversify community
    • & fair work force
    • practices
  • 27. EMPLOYEE EDUCATION, TRAINING, & DEVELOPMENT Balance short & long-term organizational & employee needs through Education & Training approach Seek & use input from employees & their supervisors/managers on education & training needs expectations, & design Deliver & Evaluate education & training In formal & informal education, training, & learning Design education & training to keep current with business & individual needs including how job & Organizational Performance are used in education & Training design & evaluation
  • 28. Continued…… Address performance excellence in education & training including how employees learn to use performance measurements, performance standards, skill standards performance improvement, quality control methods, & benchmarking Reinforce knowledge & skills on the job Address key developmental & training needs, including diversity training, management/leadership development, new employee orientation,& safety
  • 29. Work climate consideration & support to the needs of a diverse work force Enhance employees work climate via services, benefits, & policies. Selection of these Enhancements tailored to the needs of different categories & types of employees & to individuals EMPLOYEE WELL-BEING & SATISFACTION EMPLOYEE SUPPORT CLIMATE
  • 30. WORK ENVIRONMENT Address & improve workplace health, safety, & ergonomic factors Identification of these factors by employees & improving workplace safety Identification of Performance measures &/or targets for each key environmental factor including significant differences based on different work environments for employee groups &/or work units
  • 31. EMPLOYEE SATISFACTION Determine key factors that affect employee well being, satisfaction & motivation Formal/informal assessment methods used to determine employee well being, satisfaction & motivation. tailoring of these methods/measures to a diverse workforce& to different categories & types of employees Relating assessment findings to key business results to identify work environment& employee support climate improvement priorities
  • 32. Process Management
  • 33. Quality circle Zero Defect Product Procurement of Staff
  • 34. Business Result
  • 35. Key Resulting Area Financial Report
  • 36. Financial Advisor
  • 37.
    • Preparation of Project & Viability Report
    • Formulating Financial plan
    • Preparation of CMA Data’s
    • Preparation of Application for Financial Assistance to be submitted to
    • Financial Institution/Banks
  • 38.
    • Preparation/submission/negotiation of the proposal for subsidies, incentives if any, with the Centre/State Govt. agencies
    • Negotiating with Institution/Banks for Loans
    • Advising on the Legal Formalities Institutions/Banks after the Company has received sanction letters from Financial Institutions/Banks
  • 39. Thank You

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