IMS is a 3.5 year old, dynamic recruitment firm operating globally with offices in India, the UK, Australia, and East Africa. They provide both domestic and international recruitment services across many industries including finance, telecom, IT, and healthcare. IMS prides itself on its customized, flexible approach and partnership-oriented business model focused on optimizing costs and balancing business needs.

1. IMS Company Profile

2. Who We Are

3. About IMS Our Services Our Customized Processes Our Knowledge Management Our People Possible Approach Agenda

4. IMS is a young, dynamic group of like-minded people on the road of creating a world class organization that will create value for both internal and external customers About IMS Global (India, UK, Australia, East Africa, Middle East) Innovative (ideas, processes, tools, engagements) Flexible (models, approaches, scale, partnerships) Young (3.5 years old) Dynamic (adapted to various good & bad environments by changing)

5. Journey So Far Founded on 25th March 2006 Started Operations in April 2006 First Placement made on 17th May 2006 100th placement made on 12th September 2006 Worked over 340 candidates in middle level positions Started UK operations in 2007 Today serving over 70 clients in the UK market Set fist foot in Australia in 2009 Completed 1350 days and still growing 80% of total leadership team 1100 days old

6. Corporate Culture Optimization of Cost Balanced Business Focus Partnership Approach Driven by Core Values To make our clients survive… To ensure consistent balance between vision and resources Enlarges the pie and gives space for growth We put values first

7. What We Do

8. Service Offerings - International Headhunting Research CV Processing / CV Formatting Job Posting / Advert Response Management Database Regeneration Managed Services Business Development / Lead Generation E-Mail Marketing / Mail Shot Design & Delivery End to End Recruitment Services On Call Service / Help Desk Services Verticals Finance & Banking Telecom Retail FMCG IT Education Healthcare / Pharmaceuticals Hospitality & Leisure Media & Publishing Construction Manufacturing Automotive Public & Utilities Fashion Defense Consulting Aerospace

9. Service Offerings - Domestic Perm Staffing Search Assignments Turn Key Projects Assessments Services Verticals Finance & Banking Telecom FMCG IT Education Pharmaceuticals Construction Manufacturing

10. NEW Service Offerings & Domains Services International Research & Analytics Market Research Data Collection Data Processing Survey Programming Social Media Listening Customer Support Domestic Introduction of RPO in Corporates Data Collection Data Processing Domains Social Care Pharmacy Insurance Travel Services

11. How We Do It

12. Key Business Enablers Customized Business Processes Knowledge Management People Possible Approach

13. Customized Business Processes

14. Partnership Approach Staffing Models Contracts Implementation Learning and Exploration Staffing small, nimble teams Rapidly ramping-up Free pilots Flexibility on contract periods Reasonable pricing Ability to implement on client’s existing platforms No major up-front investments to get started Quick kick starts and ramp ups Advance process mapping and analysis Sharing ongoing insights and innovations Sharing newly developed approaches Using extra team capacity to experiment with new work

15. Transition Process Project Planning ‘ As Is’ Understanding Pilot Go-live Assessment + Resolution Migration Transition Setup Solution Design Knowledge Transfer Need Assessment Process Mapping Study Gap Analysis Transition Plan Project Plan Hiring Orientation Implement best practices Establish control phase and hierarchy Training prep. VISA / Travel Training Service Level Agreement Service Delivery Mode Output Offsite + Onsite Process Analysis Onsite / Offsite Migration Prep. Onsite Knowledge Transfer (Physical, Webex, Phone)

16. Recruitment Process We assume that good talent is hard to find and critical to retain. Great talent management begins with great hiring We select Consultants who are passionate about Recruitments and are interested in building their careers College graduates or highly experienced Recruitment Sources Resume database Employee referrals Online job portals Inhouse Consultants Past database Print media Associate referrals Colleges & Institutes

17. Recruitment Process Highly selective process - less than 10% of applicants receive offers: Multiple interview rounds Language, cognitive exams Screen for special domain expertise if required by clients Background checks Preliminary Interview Process HR Offer Letter 5. Head, Operations Final Interview 4. Operations Manager Second Interview 3. Human Resources & Team Leader Written Test 2. Human Resources & Team Leader Group Discussion 1. Process Owner Process Sr.

18. Training & Development Process All new hires go through a 3 stage 4-8 week initial training program Followed by on going personal Development Training Voice and Accent U.K. 101 Program Specific On Floor Consultant Development Program New Manager and TL Training MGMT Development Program Management Master Classes Target Impact Days On Request Trainings Training is headed by Robin Thomas, Manager - Training 9+ years of training and CSR development experience Tele-Performance, Sutherland, Accenture

19. Performance & Quality Management Process Features Tracks individual key performance Anytime, anywhere accessibility For Consultants Tracks individual performance and quality matrix Measures operational progress & trends For Team Leaders Availability of performance metrics Ready info for performance evaluation For Managers Availability of performance metrics Provides opportunity to closely monitor & quickly respond to critical performance Each activity by the consultant is logged

20. Quality Management Process Integral approach towards quality management and continuous improvement Customer satisfaction - the main driving force of TQM Raw formula of measuring customer expectations vs. satisfaction We finally end in a 360 0 customer success i.e. creating customer value, adding our innovation and finally retaining the customer.

21. Performance Management Process Multi rater assessment by: Supervisors Peers Sub-ordinates Customers Provides the benefit of a deep understanding of the strengths and weaknesses of an employee

22. Knowledge Management

23. Knowledge Management Process Analyze Knowledge Capture Knowledge Share Knowledge Identify Knowledge People Technology Culture Processes

24. Identify Employees Clients Market Peers Internet Practices: Brainstorming Calibration Learning Opportunities / Feedback Mechanism QA Knowledge Sources

25. Capture Information Verification Documenting Knowledge Storing Knowledge Practices: Training Manuals Process Documentation Knowledge Library Coaching via E-mails Verify and Document Knowledge

26. Cascade Learning And Create Knowledgebase Pre-shifts Briefs Quizzes Training QA Workshops Practices: QA Workshops Classroom Training Sessions On Floor Training Sessions Benchmark Sessions Coaching Sessions One-on-One Sessions Share

27. Improve Existing Processes And Create New Ones Performance Tracking and Review Feedback Practices: Buddy System Quiz Application Refresher Trainings Product / Service Updates Training Performance Improvement Plan (PIP) Analyze

28. How Do We Manage Knowledge A single repository for information on all business functions Operations Management Recruitment Management System (IMS’s proprietary ERP Solution) The Engine behind Knowledge Management @ IMS Tech Support System Admin Support System HR Management Training & Development Finance

29. People Possible Approach

30. Results Driven Culture Daily Work Environment Family Culture International style operations and Culture focused on open communication and individual respect Employees at all levels encouraged to share feedback and ideas Open-door policy for all leaders and management – no good idea is lost Top and Senior management personally greet and culture - induct every incoming class / new hire batch

31. Results Driven Culture Rewards & Recognition Results driven & performance oriented culture Clear expectations & feedback Rewards and recognition for key behaviors Annual awards during the internal Annual Conference for: Operational Excellence Entrepreneurship Partnership Handsome incentives Promotion from within

32. Results Driven Culture Work / Life Balance Generous Benefits Profit Sharing Stock Options Competitive Pay Fixed Variable Fun Team Building Events: Cricket Matches, Halloween Days, Annual Picnic, War Games, Movie Show, All festival celebrations

33. Motivation Our belief : Attitude Motivation – addressing thinking and feelings Incentive Motivation - providing rewards for results All employees and leaders are highly incentivized to satisfy the material motivation and are periodically covered individually with the HR & Training to cover attitudinal motivation. We firmly believe that “it is not ability but desire that creates success”.

34. Motivating Environment

35. Establishing Organizational Excellence Transition Stabilize Improve Operational Infrastructure Recruitment Learning & Development Innovation Continuous Improvement Technological Advancements

36. THANK YOU