The document provides a summary of Anurag Saxena's 19+ years of experience in B2B and B2C sales, business management, and team leadership. He has successfully planned strategies, acquired new clients, improved customer retention, launched new services and products, and grown and managed large teams, primarily in the financial services sector.
TCS is a global IT services company headquartered in Mumbai, India. It provides IT services, consulting, and business solutions and has over 200,000 employees worldwide. TCS uses performance management techniques like the balanced scorecard and economic value added to link employee compensation to individual, business unit, and corporate level performance goals.
Reward system linked to peformance- a broad overviewJanardan Raccha
This is my MBA project which talks about HR policies of TCL in terms of reward system. In this report I have been covered theoretical background of reward system which is linked with performance and practical process of appraisal system followed by TCL. Furthermore I have also covered here the award system in TCL which are linked with 5- leadership signatures...
X-Solutions Ltd is a management consulting firm in Ghana that serves businesses. It has a team of experienced professionals with specialized expertise in areas like finance, marketing, technology, management, and human resources. Its mission is to provide comprehensive consulting services to clients in the private and public sectors. It offers various services including business planning, financial consulting, IT services, and research. While large firms dominate the industry, X-Solutions targets small and medium businesses as well as Ghanaians living abroad looking to invest. Its strategy is to attract new clients through business contacts and internet marketing. Benefits of using X-Solutions include its understanding of clients, tailored approaches, and experience in areas such as business transformation.
The document is an HR policy manual for Tameer Microfinance Bank. It contains policies and procedures related to various HR functions such as employee classification, compensation and benefits, code of conduct, organizational development, and HR operations. The manual provides guidance for implementing consistent HR practices across the organization.
TCS offers innovative HR services to help companies improve employee engagement and reduce costs, including talent management, resourcing, workforce management, payroll administration, and compensation and benefits management. Some key benefits of TCS' HR services are over 10% increase in employee satisfaction, up to 75% reduction in process turnaround time through automation, and over 25% improvement in productivity. TCS' talent management services can achieve a 25% reduction in training costs, 50% improvement in workforce productivity, and over 40% faster processing times.
Summer training report - Impact of GST on DF Pvt. LtdTarunGoel48
Financial analysis is done by every organization to know its financial position. Organization takes future decisions on the basis on financial analysis and other aspects are also included to take a decision. Therefore, the objective of this report is Impact of GST on DF Private Limited to know its financial condition and impact of GST on it. In the report two tools are used for the financial analysis and tools are Common Size Statement analysis and ratio analysis. A brief summary of tools is mentioned in the report. Three year data of organization is used for financial analysis. Tables and graphs are used are used for analysis. I have done my internship in CA firm where I was part of core audit team. Therefore, the organization considered in this report is a Client of this firm.
Greetings from Triti Manpower Services!!!!
Triti Manpower Services is a leading executive search firm based in Delhi. We are pleased to announce that we are going to start our new vertical of temporary and contract staffing (One stop shop) for our esteemed clients.
We offer services in temporary and contract staffing, outsourcing, permanent recruitment and bulk manpower recruitment across India.
Please find attached our (temporary and contract staffing) HIRE TO RETIRE service proposal for your persual.
Our core strength areas are:-
1. Recruitment and Selections.
2. On-Boarding
3. Structured Payment – Timely and Error free.
4. Accurate and timely Payroll services
5. Mode of Payment – Bank transfer, Cheque / DD’s and Cash Cards.
6. Statutory Compliance.
7. Training and Development
8. Single point of contact.
Finally we would like to associate with you for business opportunity, looking forward for your positive response.
TCS is a global IT services company headquartered in Mumbai, India. It provides IT services, consulting, and business solutions and has over 200,000 employees worldwide. TCS uses performance management techniques like the balanced scorecard and economic value added to link employee compensation to individual, business unit, and corporate level performance goals.
Reward system linked to peformance- a broad overviewJanardan Raccha
This is my MBA project which talks about HR policies of TCL in terms of reward system. In this report I have been covered theoretical background of reward system which is linked with performance and practical process of appraisal system followed by TCL. Furthermore I have also covered here the award system in TCL which are linked with 5- leadership signatures...
X-Solutions Ltd is a management consulting firm in Ghana that serves businesses. It has a team of experienced professionals with specialized expertise in areas like finance, marketing, technology, management, and human resources. Its mission is to provide comprehensive consulting services to clients in the private and public sectors. It offers various services including business planning, financial consulting, IT services, and research. While large firms dominate the industry, X-Solutions targets small and medium businesses as well as Ghanaians living abroad looking to invest. Its strategy is to attract new clients through business contacts and internet marketing. Benefits of using X-Solutions include its understanding of clients, tailored approaches, and experience in areas such as business transformation.
The document is an HR policy manual for Tameer Microfinance Bank. It contains policies and procedures related to various HR functions such as employee classification, compensation and benefits, code of conduct, organizational development, and HR operations. The manual provides guidance for implementing consistent HR practices across the organization.
TCS offers innovative HR services to help companies improve employee engagement and reduce costs, including talent management, resourcing, workforce management, payroll administration, and compensation and benefits management. Some key benefits of TCS' HR services are over 10% increase in employee satisfaction, up to 75% reduction in process turnaround time through automation, and over 25% improvement in productivity. TCS' talent management services can achieve a 25% reduction in training costs, 50% improvement in workforce productivity, and over 40% faster processing times.
Summer training report - Impact of GST on DF Pvt. LtdTarunGoel48
Financial analysis is done by every organization to know its financial position. Organization takes future decisions on the basis on financial analysis and other aspects are also included to take a decision. Therefore, the objective of this report is Impact of GST on DF Private Limited to know its financial condition and impact of GST on it. In the report two tools are used for the financial analysis and tools are Common Size Statement analysis and ratio analysis. A brief summary of tools is mentioned in the report. Three year data of organization is used for financial analysis. Tables and graphs are used are used for analysis. I have done my internship in CA firm where I was part of core audit team. Therefore, the organization considered in this report is a Client of this firm.
Greetings from Triti Manpower Services!!!!
Triti Manpower Services is a leading executive search firm based in Delhi. We are pleased to announce that we are going to start our new vertical of temporary and contract staffing (One stop shop) for our esteemed clients.
We offer services in temporary and contract staffing, outsourcing, permanent recruitment and bulk manpower recruitment across India.
Please find attached our (temporary and contract staffing) HIRE TO RETIRE service proposal for your persual.
Our core strength areas are:-
1. Recruitment and Selections.
2. On-Boarding
3. Structured Payment – Timely and Error free.
4. Accurate and timely Payroll services
5. Mode of Payment – Bank transfer, Cheque / DD’s and Cash Cards.
6. Statutory Compliance.
7. Training and Development
8. Single point of contact.
Finally we would like to associate with you for business opportunity, looking forward for your positive response.
Compensation policy of tata consultancy servicesHumsi Singh
The presentation gives information about compensation policies of the popular TCS. Pay-For-Performance compensation policy is similar to a merit increase because it's based on employee performance. The viewers will be able to understand the concept of compensation management and decision making techniques through this presentation.
Singhania and Partners law firm's strategy has been to develop a core of professionals committed to client satisfaction. The firm encourages innovation and teamwork through an open culture that stimulates employees intellectually. Key values include surpassing client satisfaction, transparency, and individualized work balanced with team goals. The firm adapted Western management styles upon Indian market liberalization, capitalizing on growing legal service demands through effective recruitment, training, and human resource practices emphasizing merit-based career growth. Recommendations focus on strengthening organizational culture and values to better align human resource strategies with a changing competitive landscape.
This document is a newsletter from Dusters Total Solutions Services (DTSS) summarizing the company's activities in the first half of the year. It begins with a welcome message from the founder emphasizing the cultural integration of the SIS and Dusters merger. It then provides highlights on business development accomplishments, learning and development programs, best performing business units, customer appreciation, and the company's core values. The overall summary is that the newsletter celebrates DTSS' successes in the first half and emphasizes continued progress towards becoming a market leader through cultural alignment and a focus on customers, teamwork, integrity and professionalism.
The document discusses the challenges faced by the human resource management department of Tata Consultancy Services (TCS) during the economic recession. Some key challenges included developing contingency plans, maintaining communication with employees, evaluating employee performance, and providing advice to managers. To retain employees, TCS focused on differentiating high and average performers, cross-training employees, listening to employee concerns, maintaining motivation, and communicating the long-term vision. The HR department also took steps like downsizing, benefit reductions, implementing hiring freezes and pay cuts to manage costs during the recession.
Shiv Kumar Bhagat is applying for the position of Plant HR Head (Manager) and has 18 years of experience in HR, ER, training, recruitment, and statutory compliance across various industries. He currently serves as Manager - HR and ER at ONGC Tripura Power Company, where he is responsible for HR functions including employee relations, training, recruitment, and liaison with government authorities. Bhagat has a Master's degree in Personnel Management and Industrial Relations and believes his experience and skills would allow him to make a meaningful contribution to the organization. He provides his resume and references for the position.
This document outlines the HR policies and procedures of AALAT L.L.C based on UAE Labor Law No 8 from 1980. It discusses recruitment and selection procedures, including manpower planning, recruitment methods, job descriptions, interview and selection processes. The recruitment and selection process is to be approved by HR and management. The document provides details on forming interview panels, their roles and responsibilities, and the steps to fill vacancies both internally and externally in accordance with company policies and budget.
The document discusses the importance of people management for law firm success. It outlines the core values of transparency, client satisfaction, and teamwork at Singhiania Partners. The law firm's strategy is to develop professionals committed to the mission and values who stimulate each other intellectually. An effective HR system is critical for staffing, training, and allowing the firm to function successfully in a competitive market by balancing client and lawyer needs. The key lessons are to satisfy customers, strengthen strengths and weaknesses, and create an ethical work environment where employees are valued.
This document provides guidance for customizing an HR policy and procedure manual template for a small business. It explains that the template covers topics like recruitment, induction, training, leave policies, performance management, and more. The document guides the user to replace example company names and details with their own, include only commitments they can comply with, and regularly review and update the manual. It emphasizes tailoring the template to the specific needs of the business.
Eva And Compensation Management System At Tata Consultancytanmayjauhary
Tata Consultancy Services adopted an EVA (Economic Value Added) compensation system in 1999 and a TBEM (Tata Business Excellence Model) based on a balanced scorecard approach. Some key aspects included ranking highly in employee satisfaction surveys, having one of the lowest employee attrition rates in the industry, and becoming the first Indian company to reach PCMM level 5 certification. While the EVA and TBEM systems provided many benefits initially, issues arose such as employees not feeling accountable for projects they didn't invest in, and negative perceptions resulting from layoffs. Recommended solutions included modifying the EVA system to be project-based and conducting exit interviews to retain high performers during layoffs.
This document provides information about Sage Global HR, a firm focused on people solutions and organizational challenges. It introduces Sage's team of over 15 professionals with 100+ years of combined HR and business experience. Sage focuses on consulting, processes, programs and systems to build organizational capabilities and facilitate transformation. It then provides biographies of several of Sage's leaders, including their experience and areas of expertise. The document concludes with contact information for Sage Global HR.
The internship opportunity I had with Vodafone Idea Ltd was a great chance for learning and professional development. Therefore, I consider myself as a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
Riskpro human capital consulting franchisee proposalNidhi Gupta
Riskpro is an Indian organization that provides risk management consulting services through a network of member firms. It is seeking to expand its network through franchising. The document provides information on Riskpro's services, experience, clients and the franchising opportunity. Key details include Riskpro's focus on risk management consulting, experience in credit, operational and other risks, presence across major Indian cities, and an attractive franchising model requiring low investment and offering support from Riskpro.
This assignment look at the role of HR within Tescos supermarkets and further looks at how this role could be improved to better-meet the organisations objectives.
This document provides a summary of Raman C. Govitrikar's resume. It outlines his contact information, 19 years of experience in human resources management, and history of roles in HR for various manufacturing companies in India. Key responsibilities included talent acquisition, employee relations, performance management, and maintaining statutory compliance.
Riskpro India provides temporary staffing solutions for audit, finance, risk and compliance roles. They can place experienced professionals ranging from 1 to 20 years of experience within a short notice period of one week. The temporary staff can fulfill clients' requirements from two weeks to over a year. Riskpro handles all contractual agreements while the client directly supervises and controls the staff's output. Pricing involves thin markups over costs. The key benefits are substantial savings in costs, flexibility to scale resources up or down quickly, and access to specialized experienced professionals across major Indian cities.
The Apple Inc. Compensation Committee Charter establishes the committee to review and approve compensation plans, establish performance metrics, and grant equity awards. The committee is composed of at least three independent board members, two of whom qualify as outside directors. The committee meets at least four times per year to perform duties like evaluating executive performance, approving executive salaries and bonuses, retaining compensation consultants, and administering stock plans.
1) Amul provides a summary of its human resource management functions, including recruitment and selection, training and development, and performance appraisal.
2) It describes its recruitment sources, selection process, and probation periods for new employees.
3) Amul focuses on training its employees through on-the-job, off-the-job, and in-house methods to develop their skills and ensure they understand company policies and procedures.
Prakash Chauhan has over 24 years of experience in financial services, holding roles such as Vice President and Regional Manager at companies like Alankit Assignments, Orbis Financial Corporation, and Stock Holding Corporation of India. He has a track record of success in areas like business development, operations management, project implementation, and people management. Chauhan is seeking a top level role in the financial sector to utilize his expertise.
This document provides a summary of an individual's career experience in the financial services industry spanning over 16 years. The individual has held several senior management roles with responsibilities like profit and loss management, business development, sales management and people management. They have experience working with major companies in domains like insurance, stock broking, wealth management and real estate. Currently, they are working as a Zonal Manager for a real estate company managing residential and commercial property projects.
Ashok Kumar Pandey is seeking a middle to senior level position in strategy planning, sales, marketing, operations, or new project development. He has over 11 years of experience in these areas across diverse industries. He is skilled in strategy development, business development, relationship management, operations management, and achieving sales and revenue growth targets. His professional experience includes roles managing business operations, client relationships, and sales teams.
Compensation policy of tata consultancy servicesHumsi Singh
The presentation gives information about compensation policies of the popular TCS. Pay-For-Performance compensation policy is similar to a merit increase because it's based on employee performance. The viewers will be able to understand the concept of compensation management and decision making techniques through this presentation.
Singhania and Partners law firm's strategy has been to develop a core of professionals committed to client satisfaction. The firm encourages innovation and teamwork through an open culture that stimulates employees intellectually. Key values include surpassing client satisfaction, transparency, and individualized work balanced with team goals. The firm adapted Western management styles upon Indian market liberalization, capitalizing on growing legal service demands through effective recruitment, training, and human resource practices emphasizing merit-based career growth. Recommendations focus on strengthening organizational culture and values to better align human resource strategies with a changing competitive landscape.
This document is a newsletter from Dusters Total Solutions Services (DTSS) summarizing the company's activities in the first half of the year. It begins with a welcome message from the founder emphasizing the cultural integration of the SIS and Dusters merger. It then provides highlights on business development accomplishments, learning and development programs, best performing business units, customer appreciation, and the company's core values. The overall summary is that the newsletter celebrates DTSS' successes in the first half and emphasizes continued progress towards becoming a market leader through cultural alignment and a focus on customers, teamwork, integrity and professionalism.
The document discusses the challenges faced by the human resource management department of Tata Consultancy Services (TCS) during the economic recession. Some key challenges included developing contingency plans, maintaining communication with employees, evaluating employee performance, and providing advice to managers. To retain employees, TCS focused on differentiating high and average performers, cross-training employees, listening to employee concerns, maintaining motivation, and communicating the long-term vision. The HR department also took steps like downsizing, benefit reductions, implementing hiring freezes and pay cuts to manage costs during the recession.
Shiv Kumar Bhagat is applying for the position of Plant HR Head (Manager) and has 18 years of experience in HR, ER, training, recruitment, and statutory compliance across various industries. He currently serves as Manager - HR and ER at ONGC Tripura Power Company, where he is responsible for HR functions including employee relations, training, recruitment, and liaison with government authorities. Bhagat has a Master's degree in Personnel Management and Industrial Relations and believes his experience and skills would allow him to make a meaningful contribution to the organization. He provides his resume and references for the position.
This document outlines the HR policies and procedures of AALAT L.L.C based on UAE Labor Law No 8 from 1980. It discusses recruitment and selection procedures, including manpower planning, recruitment methods, job descriptions, interview and selection processes. The recruitment and selection process is to be approved by HR and management. The document provides details on forming interview panels, their roles and responsibilities, and the steps to fill vacancies both internally and externally in accordance with company policies and budget.
The document discusses the importance of people management for law firm success. It outlines the core values of transparency, client satisfaction, and teamwork at Singhiania Partners. The law firm's strategy is to develop professionals committed to the mission and values who stimulate each other intellectually. An effective HR system is critical for staffing, training, and allowing the firm to function successfully in a competitive market by balancing client and lawyer needs. The key lessons are to satisfy customers, strengthen strengths and weaknesses, and create an ethical work environment where employees are valued.
This document provides guidance for customizing an HR policy and procedure manual template for a small business. It explains that the template covers topics like recruitment, induction, training, leave policies, performance management, and more. The document guides the user to replace example company names and details with their own, include only commitments they can comply with, and regularly review and update the manual. It emphasizes tailoring the template to the specific needs of the business.
Eva And Compensation Management System At Tata Consultancytanmayjauhary
Tata Consultancy Services adopted an EVA (Economic Value Added) compensation system in 1999 and a TBEM (Tata Business Excellence Model) based on a balanced scorecard approach. Some key aspects included ranking highly in employee satisfaction surveys, having one of the lowest employee attrition rates in the industry, and becoming the first Indian company to reach PCMM level 5 certification. While the EVA and TBEM systems provided many benefits initially, issues arose such as employees not feeling accountable for projects they didn't invest in, and negative perceptions resulting from layoffs. Recommended solutions included modifying the EVA system to be project-based and conducting exit interviews to retain high performers during layoffs.
This document provides information about Sage Global HR, a firm focused on people solutions and organizational challenges. It introduces Sage's team of over 15 professionals with 100+ years of combined HR and business experience. Sage focuses on consulting, processes, programs and systems to build organizational capabilities and facilitate transformation. It then provides biographies of several of Sage's leaders, including their experience and areas of expertise. The document concludes with contact information for Sage Global HR.
The internship opportunity I had with Vodafone Idea Ltd was a great chance for learning and professional development. Therefore, I consider myself as a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
Riskpro human capital consulting franchisee proposalNidhi Gupta
Riskpro is an Indian organization that provides risk management consulting services through a network of member firms. It is seeking to expand its network through franchising. The document provides information on Riskpro's services, experience, clients and the franchising opportunity. Key details include Riskpro's focus on risk management consulting, experience in credit, operational and other risks, presence across major Indian cities, and an attractive franchising model requiring low investment and offering support from Riskpro.
This assignment look at the role of HR within Tescos supermarkets and further looks at how this role could be improved to better-meet the organisations objectives.
This document provides a summary of Raman C. Govitrikar's resume. It outlines his contact information, 19 years of experience in human resources management, and history of roles in HR for various manufacturing companies in India. Key responsibilities included talent acquisition, employee relations, performance management, and maintaining statutory compliance.
Riskpro India provides temporary staffing solutions for audit, finance, risk and compliance roles. They can place experienced professionals ranging from 1 to 20 years of experience within a short notice period of one week. The temporary staff can fulfill clients' requirements from two weeks to over a year. Riskpro handles all contractual agreements while the client directly supervises and controls the staff's output. Pricing involves thin markups over costs. The key benefits are substantial savings in costs, flexibility to scale resources up or down quickly, and access to specialized experienced professionals across major Indian cities.
The Apple Inc. Compensation Committee Charter establishes the committee to review and approve compensation plans, establish performance metrics, and grant equity awards. The committee is composed of at least three independent board members, two of whom qualify as outside directors. The committee meets at least four times per year to perform duties like evaluating executive performance, approving executive salaries and bonuses, retaining compensation consultants, and administering stock plans.
1) Amul provides a summary of its human resource management functions, including recruitment and selection, training and development, and performance appraisal.
2) It describes its recruitment sources, selection process, and probation periods for new employees.
3) Amul focuses on training its employees through on-the-job, off-the-job, and in-house methods to develop their skills and ensure they understand company policies and procedures.
Prakash Chauhan has over 24 years of experience in financial services, holding roles such as Vice President and Regional Manager at companies like Alankit Assignments, Orbis Financial Corporation, and Stock Holding Corporation of India. He has a track record of success in areas like business development, operations management, project implementation, and people management. Chauhan is seeking a top level role in the financial sector to utilize his expertise.
This document provides a summary of an individual's career experience in the financial services industry spanning over 16 years. The individual has held several senior management roles with responsibilities like profit and loss management, business development, sales management and people management. They have experience working with major companies in domains like insurance, stock broking, wealth management and real estate. Currently, they are working as a Zonal Manager for a real estate company managing residential and commercial property projects.
Ashok Kumar Pandey is seeking a middle to senior level position in strategy planning, sales, marketing, operations, or new project development. He has over 11 years of experience in these areas across diverse industries. He is skilled in strategy development, business development, relationship management, operations management, and achieving sales and revenue growth targets. His professional experience includes roles managing business operations, client relationships, and sales teams.
Sanjay Johri is a dynamic sales and operations professional with over 27 years of experience in supply chain, logistics, distribution, network planning, cost control, key account management, and customer relationship management. He is currently the Assistant Vice President at TCI XPS, where he has conceptualized and implemented a franchise model, negotiated agreements to reduce costs, led process developments for key account management and credit control, and acquired new business from various industries. He is seeking the position of Head of Department for Sales & Operations, where he can provide strategic business planning, budgeting, vendor management, reporting, administration, and team management.
Devendra Mansabdar has over 21 years of experience in sales, marketing, channel management, and business development. He is currently the GM of Sales and Operations at Maxx Business Systems. Previously he held several director level positions at Emerson Network Power leading their channel development, distribution, and business development efforts. He has a proven track record of growing business, developing new customer segments, managing large channel partner networks, and exceeding sales targets.
Vijay Sharma is an experienced professional with over 30 years of experience in sales, service support, and manpower handling. He is seeking a senior level management role involving these areas with a growth-oriented organization. He has a proven track record of successfully leading large teams and establishing new business territories. His core competencies include manpower handling, channel development, sales and marketing, service support, and business development.
Sanjaya Johri is seeking the position of Head of Department - Sales & Operations. He has over 29 years of experience in sales, marketing, operations, and logistics. Some of his responsibilities have included strategic planning, market research, vendor development, franchise development, cost control, and team management. He is currently an Assistant Vice President at TCI XPS, where he helped grow revenue and profitability through initiatives like establishing a franchise model and negotiating better rates with vendors. He has a proven track record of achieving revenue and growth targets across various roles.
Sachin Patwardhan is a banking and financial services professional with over 12 years of experience seeking managerial assignments. He has extensive experience in retail banking, finance, business analysis, and portfolio management. Currently he is the Country Group Head at Mahindra & Mahindra Financial Services Ltd where he is responsible for product development, maintaining portfolio quality, and generating new technology solutions. Previously he has held roles like Regional Manager, Area Sales Manager, and Relationship Manager at HDFC Bank Ltd and ICICI Bank Ltd where he has consistently achieved business targets and received various awards.
Diwakar Dalela has over 10 years of experience in business consulting, customer service, and account management. He is currently a Manager of Customer Experience at Bharti Airtel managing customer lifecycles and experience across East India. His professional experience also includes roles in operations, business development, and training at other organizations such as Kochar Infotech, Aegis, Reliance Life Insurance, and ICICI Prudential Life Insurance.
Pawan Zutshi is a senior management professional with over 16 years of experience in business development, sales, marketing, and operations management in the tire and insurance industries. He is currently the Branch Manager for HDFC Ergo GIC Ltd in Chandigarh. Previously he held roles like Area Sales Manager and Area Coordinator for HDFC Ergo and ICICI Lombard. He has a strong track record of achieving sales targets and business growth. Zutshi has expertise in strategic planning, customer management, team leadership, and business operations.
This document provides a summary of an individual's work experience and qualifications. In 3 sentences:
The individual has over 14 years of experience in marketing and sales roles in the financial and consumer goods sectors. They are currently a Territory Head at Eureka Forbes, leading a team of 24 to achieve sales targets in the water purifier business across several cities in Andhra Pradesh. Prior to this, they held branch manager roles at Shriram Chits and Fullerton India Credit Company where they consistently exceeded sales goals and received promotions.
Vinodh Kumar has over 19 years of experience in sales, marketing, banking, and financial services. He has a proven track record of exceeding sales targets and leading high-performing teams. His most recent role was as a Senior Regional Manager at Reliance Life Insurance, where he managed a team of over 2000 agents and was consistently ranked as a top regional manager. He is now seeking new opportunities to drive revenue growth through his expertise in business development, client relationships, and people management.
The document provides a summary of Vinod Thampi's career experience and qualifications. He has over 20 years of experience in sales, marketing, business development, and general management roles in industries such as tobacco, food and beverages, FMCG, telecom, and real estate. His most recent role was as Head of Sales and Marketing for Rashid Mohamed Al-Buflaseh Trading Est. in Saudi Arabia, where he was responsible for strategic planning, sales and marketing operations, business development, and distribution management. Prior to that, he held roles such as Business Head for Mitra Group in India and various regional and area management positions for companies like Tata Teleservices, Reliance Communications, and I
Sumeet Sharma has over 8 years of experience in branch management, sales, marketing, and customer service for e-commerce and financial organizations. He held roles such as Branch Manager at Indiamart Intermesh Ltd. and Sales Manager at Max New York Life Insurance and Aviva Life Insurance. He has a strong track record of exceeding sales targets and leading high-performing teams. Sumeet has an MBA in finance and marketing and professional certifications in mutual funds and insurance.
James A is seeking a senior level position. He has over 22 years of experience in areas like profit center operations, strategic planning, business development, sales, marketing and administration. Currently he is the Director of Marketing and Administration at TCPS Info Tech India Pvt Ltd where he oversees operations of over 400 computer training centers across six states in India. Prior to this role, he held leadership positions with Aircel Ltd and First Flight Courier Ltd where he consistently exceeded sales targets and grew the business.
James A is seeking a senior level position. He has over 22 years of experience in areas like profit center operations, strategic planning, business development, sales, marketing and administration. Currently he is the Director of Marketing and Administration at TCPS Info Tech India Pvt Ltd where he oversees operations of over 400 computer training centers across six states in India. Prior to this role, he held leadership positions with Aircel Ltd and First Flight Courier Ltd where he consistently exceeded sales targets and grew the business.
As an accomplished MBA in Marketing & Finance with over 16 years experience in the field of Sales and distribution,
My key areas of expertise include, planning . forecasting and budgeting but are not limited to the following;
A solid background in planning forecasting and revenue generation.
Possessing a convincing track record of alliance and acquisition.
Having a well deserved reputation for managing team and sales growth.
I believe that my skills, experience, and reputation for excellence can greatly enhance your company.
I have a proven track record of responsibility, integrity and commitment to company objectives.
I am comfortable working independently or as part of a team, and I firmly believe that your needs and my skills are an excellent match. In addition to all of this I possess impeccable personal and work references
- Nikhilesh Shivwedi is seeking a middle level managerial role in sales, marketing, business development, or channel management in the telecom industry.
- He has over 10 years of experience in sales, marketing, business development and channel management in the telecom and FMCG industries.
- His experience includes roles at Telenor India, Bharti Airtel, Reliance Communications, Idea Cellular, and Pudumjee Hygiene Products, where he consistently met sales targets and grew the business.
Srikanth Iyengar is an experienced Area Facility Manager with over 18 years of experience managing operations in the retail and facility management industries. He currently works for Future Group as the Area Facility Manager for Karnataka and Kerala, where he oversees technical operations and a team of managers and staff. Previously, he held operations leadership roles at Tenon Property Services, Sodexo, Jones Lang LaSalle, and other organizations, where he was responsible for multi-site facility operations, budget management, team motivation, and client relationship management. Srikanth holds an MBA in International Business and professional qualifications in operations, sales, and human resources.
This document provides information about Angel Broking Ltd., including its history, management structure, achievements, awards, and products/services. Some key points:
- Angel Broking was incorporated in 1987 and has emerged as one of the top 10 retail broking houses in India with a nationwide network.
- It offers equities, commodities, insurance broking, wealth advisory, portfolio management, and other financial services through subsidiaries.
- The company has received several awards over the years for categories like largest distribution network, fastest growing equity broking house, and major volume driver.
- Recent developments include rebranding as Angel One to offer discounted broking services in addition to full-service broking
1. ANURAG SAXENA
A-303, Nayantara Apartments, Plot # 8B, Sector-7, Dwarka, New Delhi-110075
anurag.saxena311@gmail.com | +91-9811142706
SUMMARY
19+ years’ experience of B2B and B2C sales by planning strategies, managing key accounts, offering value
propositions to clients and maximizing revenue mainly in BFSI space. Proficient in setting up new business and
launch of products, providing value through innovations, improved processes and reduced cost. Adept at growing,
training and managing large, geographically dispersed teams.
EXPERIENCE
Nov 11 – till date E-MEDITEK TPA SERVICES LIMITED Gurgaon
The company is a Third Party Administrator (TPA) providing health benefit administration in
conjunction with 24 insurers, 5000+ health providers, partners and international alliances to
>7mn registered members.
Vice President - Corporate Relations
Team Size: 100 Relationship Managers; 25 Branch Managers
Managing corporate relations with >1500 clients comprised largely by MNCs for a total
business of INR 500Cr in a company ranked 3rd among 33 across the country.
Acquired 50+ companies yielding additional business of INR 20Cr during the last 3
months, including referrals from existing clients.
Improved customer retention from 70% to 92% in a business that is renewable annually
by providing end-to-end solutions.
Designed value-added services such as monthly camps for preventive care & wellness in
coordination with hospitals and pharmaceutical companies.
Brought down 10% claims by sharing information with companies based on advanced
analytics & predictive modeling and verification for reducing fraud & abuse.
Led a strategic initiative called ‘Big Pharma’ wherein members can order medicine online
from the company at discount of up to 50%, the first such initiative in the sector.
Corporate includes-Schneider Electric, E&Y, Hewitt, Nokia, Ericssion, KPMG,
Evalueserve, Alstom, Steria, Omaxe, Jindal Group, APC, Kohler, Fiserv, Benetton, etc.
May 02 – May 11 MAX NEW YORK LIFE INSURANCE COMPANY LIMITED
The company is a joint venture between New York Life, a Fortune 100 company and Max
India Limited, one of India's leading multi-business corporations.
Mar 09 – May 11 Senior Managing Partner Delhi
Team Size: 100 members including 20 direct reports + 700 advisors
Scaled up direct and corporate business in NCR by 50% to INR 150Cr, highest revenue
in the zone while leading a Super General Office (SGO), 1 of 6 in the country.
Received annual performance rating of G2 M2 from 2002 to 2011, a part of top 20%
employees: ‘outstanding’ in business results & an ‘expert’ in management competencies.
Innovations
Introduced ‘share of wallet’, a strategic initiative for cross selling which contributed to
30% of total revenue and was adopted by other zones in the company.
Set up agency associate programme (AAP), a new channel which enabled advisors to
set up their own teams, contributing INR 2.35Cr revenue.
Operational Efficiencies
Improved applied: paid ratio from 88% to 92% by focusing on ‘1st Year’ earnings.
Reduced business leakage from 40% to 5% through training of sales team leading to
lesser cancellation of policies.
Focused on selling long term wealth creation & protection plans, brought down cheque
bouncing from 12% to 2% & controlled operating expenses which came down from 72%
to 39%.
Team Management
Achieved highest new agent productivity during 2010 while case activation improved from
50% to 70% for case sizes ranging from 22k to 33k and qualified as Best Trained Team.
Participated with training team for creating company’s vision on long term key drivers &
differentiators and qualified for ‘Impact’ in SGO category in 2009 for the first time.
2. Qualified for ‘Top Gear’ contest at the national level by meeting Q4 targets in SGO
category.
Contd ……/2
Page 2
ANURAG SAXENA
MAX NEW YORK LIFE INSURANCE COMPANY LIMITED; continued
Mar 08 – Feb 09 Managing Partner – Multiple Locations (Projects)
Kanpur
Team Size: 80 members including 15 direct reports + 500 advisors
Initiated operations in Kanpur, Varanasi & adjoining cities as Cluster Head for Eastern
UP which grew to a business of INR 50Cr
Achieved position of 2nd runners up among 300 offices nationally during 2008 on gross
productivity average (GPA), a combination of 6 key elements
Jul 06 – Feb 08 Partner-in-Charge
Kanpur
Team Size: 40 members including 8 direct reports + 200 advisors
Launched operations in Kanpur as Profit Center Head and scaled up business to INR
10Cr within 1 year
Achieved highest New Advisor Productivity for a new office with case rate of 3 per month
against the national average of 1.5 to 1.7
Jul 05 – Jun 06 Associate Vice President
Lucknow
Team Size: 40 members including 8 direct reports + 150 advisors
Launched operations in Lucknow as Profit Center Head and grew business to INR 6Cr
Achieved highest New Advisor Productivity of 88% for a new general office (GO)
category with highest paid case rate of 4.71
Jan 04 – Jun 05 Associate Partner Noida
Team Size: 6 direct reports + 100 advisors
Carried out highest recruitment of advisors and scaled up business to INR 5Cr within 3
months of launch of Investment Linked Insurance, a new product in the category
May 02 – Dec 03 Manager - Sales
Delhi
Team Size: 30 advisors
Qualified for Executive Council 2003 held at Kathmandu, a niche on meeting targets
Conducted training programs for mentoring new recruits for the position of Manager –
Sales at various locations across the country
Jan 01 – Apr 02 MAHINDRA HOLIDAYS & RESORTS INDIA LIMITED Delhi
Sales Manager
Nov 93 – Jan 01 CEASEFIRE INDIA LIMITED Delhi
(Formerly, Real Value Marketing Services Limited)
Oct 99 – Jan 01 Territory Manager
Team Size: 20 Executives/ Senior Executives
Jan 97 – Sep 99 Key Account Manager - NCR
Jan 96 – Dec 96 Group Leader
Oct 94 – Dec 95 Senior Sales Executive
Nov 93 – Oct 94 Sales Executive
Oct 92 - Nov 93 BPL SANYO UTILITIES & APPLIANCES LIMITED Delhi
Group Leader
EDUCATION
Perusing INDIAN SCHOOL OF BUSINESS & FINANCE (Authorized by FPSB India)
Certified Financial PlannerCM (CFPCM)
2011 NATIONAL INSTITUTE OF SECURITIES MARKETS (NISM)
Mutual Funds Distributors Certificate Program
3. 2000 INSTITUTE OF MANAGEMENT TECHNOLOGY
Advance Diploma in Business Management
1995 DELHI UNIVERSITY
Bachelor of Arts
PERSONAL January 31, 1973