2. OVERVIEW
Established in Jan, 2008
Headquartered in Noida; Catering to Clients in India, Middle East, USA,
Some African & European Nations
Top Industries serviced: Information Technology, E-Commerce, BFSI,
Telecommunication, Healthcare, Consumer & Retail Services, FMCG, EPC,
Manufacturing
Diversified Portfolio including 30+ Fortune 500 Companies
MTC is an ISO 9001:2008 company with focus on creating the largest Talent
Marketplace with Technology, Consulting, Skill Development & Employment
functions & with a clientele across the globe.
GROUP VISION: TECHNOLOGY; EMPLOYABILITY & EMPLOYMENT
SERVICE SCOPE
Corporate Brief
3. Group Companies Business Purpose
Mount Talent Consulting Pvt Ltd., India & Dubai Recruitments
Skill Development
Consulting
Concepts/ Special Projects
Corporate Trainings
TALE International Pvt. Ltd. Skill Development
Centre Management
Bulk Hiring
Skill Centres of Excellence
Content Development
MVigyan Consulting Pvt Ltd. Staffing/ Deployment
IT Services Projects
Website Development
Mobile Services
Value Innovation Pvt Ltd. Product Development:
Job Portal: Rozgar.com; Ecommerce: Grahac.com
HRMS
Learning Management System
e-Learning Software
HAL Marketing Pvt Ltd. Bulk Procurement & Export of Products/ Merchandize
ISEE : International Social Economic Empowerment Foundation 12 A & 80 G accredited NGO running Multiple Projects
under CSR
Group Companies
6. MTC & NSDC-UDAAN
Allotted: 25th October, 2014
First Batch: December, 2014
300+ Done ; Women: 20%+(Dropouts: Nil); Placements: Mount Talent Consulting, Adobe, Snapdeal, Accenture, etc; Prospective
Enrollments expected per Month ‘2015: Approx 200 No's due to high demand for our courses & goodwill.
Key Highlights
Best in class Boarding & Lodging; Engagement activities, Live Course Delivery, 70%+ Placements in-house
Industry domain & functional experts for imparting trainings, Workshops, Projects; live & dynamic projects on and off campus(as
required)/ OJT’s; Sustainable Life Long Career Streams
Management & strong Corporate careers for all candidates. Highly respectable & growth oriented lines in HR, Digital marketing &
Technology
Mass awareness & Branding for UDAAN.
No Third party Mobilizers, On-Roll Employees working on Engagement based Counselling & Mentoring of Students
Trained, included & placed Differently- Able Students as well
Mobilization through Army Camps, university & Student reach programs.
7. Consciously Designed Sector Agnostic courses/ Industry Aligned based on Actual Job requirements on the floor. 100% OJT’s provided within Mount Talent group
of companies
Track record of working with Corporates: Fortune 500 companies and Government bodies
Innovative ways of Skilling with Career build-ups
both from the Employer’s end & through Student’s Learning Quotient assessments.
Using Techniques which include daily role plays, extempore, debates, research papers, corporate interpretation through movies, biographies, real life
examples
Industry experts, real corporate exposures
Courses which lead the student to managerial & corporate lines of growth. Human Resource function, Digital Marketing, Technology courses.
Absorption in group companies & large Number of Market Openings by the Virtue of Working with more than 200 companies & in various Industries.
Psychological based training approach to ensure students cope with Vulnerabilities of various kinds based on their background
Trust & Confidence Development by ensuring what is promised at every level is met
Self employment - micro-enterprise development :::: Identifying, Empowering, Motivating Youth for Self Employability Trades in the long term by exposing them
to use Technology at every step.
Processes in Training: Participative; Life Long Skilling; Strong Domain Focus; Attitude Development & Initiative driven Tasks
Structures: Strong Institutional Delivery
Cultural & Technical Engagement Activities
MTC’s USP
8. Student Engagement & Growth
- Change & Adaptation:
Acclimatization to NCR/Region,
Industry, Corporate Culture,
Lifestyle, Behavioural Patterns,
Co-Ed Skilling Pattern,
Counselling, Overcoming Home-
Sickness,
- Discovering Goals/ Ambition
- Communication &
Personality Development
- Business Communication
- Alignment as per Industry &
Courses
- Foundational Concepts
- Working in Teams
- Industry Needs
- Course Detailing
- Advanced Concepts
- Life Long Domain Skilling &
Industry Alignment
- Live Projects/ Presentations
- Identification of those who
are Ready to Start & who need
further Improvement
- Jobs
- Live Deployment
- Skilling on the Job
- Role Behavioural
Development
- Learnings & Dev on the Job
- Alternate Streams Identified
- Ensuring 100% Jobs
- Hiring Managers able to Test
Students, Develop, Absorb or
Bench
- Stress Handling
- Counselling
- Enhancements & Monitoring
- Furtherance's
- Ensuring Life Long
Sustenance
- Support for Self Employment
- Role Model Candidates
- Benchmarks
- Handsome Compensations
- Sustainable Careers
- Win-Win for Corporate &
Students
Stage 1
Stage 2
Stage 3 & 4
Stage 5 & 6
Stage 6-9
Beyond
9. Creating Career Profiling & Course Delivery
Opportunities Identification & Counselling
• Identifying & Reaching Out to Students/
Institutions/ Parents in J & K:
• Awareness of our courses; Career & Market
Scopes; Managagement Lines
• Consolidating Internal Positions
Course Delivery & Engagement
• HR / Digital Mktg/ Technology courses are to be imparted offline & Online in
rigorous format on Campus with regular grooming & Counselling
• Industry Awareness; Career & Market prospects
• Full time career lines & courses with modules encompassing almost
2 yrs of a regular MBA need to be imparted in the most effective manner
OJT/ Deployments
• Assessment based hiring
• Deploying Trainees Full time or as trainees & ensuring Full time
Employment
• Feedbacks & multiple Improvements
• Realignment of students
Closures & Joining
• Interview & Resume making support;
Offer Joining
• Ensuring Closures
• Helping in Relocation
• Post Hiring Support
Hiring Iterations
• Iterating the Cycle for Consistency of Hiring monthly
• Online Resume Postings/ Employer Coordination for unabsorbed ccandidates
• Industry & Client liasioning; Running Online Digital Hiring Campaigns
• Hiring Events; Corporate cluster targetting
Level 1
Level 2
Level 3 Level 4
Level 5
Requirement Validation; Online & offline Reach to the
Students/ Universities/ Parents
First Response Rate Maintained with the
candidate and HR
Measures; Improvements, Feedbacks, Audit;
Next Batch
Learning, Delivery & Hiring Cycle
11. Training Effectiveness in support of “learning by doing”
Design ImplementationDesign Future State Execute PlanUnderstand Current State Determine
Critical GapsStrategy
Alignment
Culture&
Leadership
Operating
Model
Rapid Organizational
Alignment Diagnostic
(ROAD)
HCDF
• CVA
(formal operations)
• SNA
(informal operations)
• TBD?
• Individual leaders’
assessments
• Leadership team
assessments
• Leaders’ perspectives on
operating environment
• SNA (among leadership
team)
• HCDF
• Compare individual and
team leadership profiles
against required
competencies to support
business direction
• Define design criteria for
systems & processes
• One-on-one coaching
sessions to define
development areas
• Working session with
leadership team to define
team development areas
• Compare current processes
w/ design criteria
• Create and gain
agreement on one-on-one
development plans
• Create and gain
agreement on leadership
team charter
• Revise systems
• Assignments to stretch
positions
• Coaching
• Facilitated team working
sessions
• Measure progress
• Implement systems
Compare individual and
team opinions on strategy
Facilitated workshop to
discuss and agree on
desired state ( Immersion 1
of “Accelerator”)
Facilitated workshop to
discuss differences of
opinions for future business
strategy and come to
common agreement
(Immersion 1 of
“Accelerator”)
Facilitated workshop to
prioritize initiatives and
define roadmap for new
business direction
(Immersion 1 of
“Accelerator”)
• Assignments to stretch
positions in task forces
• Coaching
• Facilitated team working
• Sessions
• Measure progress
• Implement systems
• Large Group Intervention
or Future Search
Conference
• Leadership Task Forces
review gaps (Immersion II
of Accelerator)
• Leadership Task Forces
determine KPI’s and detailed
program design (Immersion
II Accelerator)
• Assignments to stretch
positions
• Coaching
• Facilitated team working
sessions
• Measure progress
• Implement systems
