This document provides information about Intelligence Manpower Services Pvt. Ltd., an organization that provides training and career progression services. It details the organization's legal status, annual turnover, infrastructure including buildings, equipment, and capacity to train over 5,000 trainees per year. The document expresses interest in undertaking skill development training programs under the Prime Minister Kaushal Vikas Yojana and provides details of the organization's experience conducting similar projects, available human resources and placement partners in various sectors. It outlines plans for candidate selection, mobilization, mentoring, placement and post-placement support.
India Can - Mission on Skills and LivelihoodsRam N Kumar
This document provides an overview of IndiaCan and its skill development projects. It discusses IndiaCan's vision, operational overview with different business verticals, and snapshots of current and past projects. Key points include:
- IndiaCan's vision is to transform lives by providing certified job skills through innovative learning and best customer experience.
- It has diversified offerings including test prep, vocational skills, higher education services, and proposed entry into hard skills sectors.
- Snapshots of current projects include those in Rajasthan, Jammu & Kashmir, West Bengal targeting unemployed youth.
- Upcoming initiatives involve healthcare programs with Apollo Hospitals and content for automotive and other industry skills councils.
- The plan for
The document discusses the Pradhan Mantri Kaushal Vikas Yojana (PMKVY) scheme. PMKVY is the flagship skill development scheme of the Ministry of Skill Development and Entrepreneurship. The objective of the scheme is to enable a large number of Indian youth to take up industry-relevant skill training that will help them secure better livelihoods. The scheme has been approved for another four years until 2020 to skill 10 million youth. It is being implemented by the National Skills Development Corporation under the guidance of the Ministry of Skill Development and Entrepreneurship.
Systems Limited is Pakistan's first software house, founded in 1977. It has become a globally recognized leader in IT and BPO services, successfully delivering large-scale projects. The company maintains operations in several countries, serving both government and corporate clients. Systems Limited strives to maximize customer value through digital solutions and services. Its mission is to pursue innovation and enhance customer experience through superior service. The company utilizes strategic recruitment and selection processes to identify and hire qualified candidates to support its vision and goals.
Tata Motors uses an HRIS system to manage various HR functions more effectively across its large workforce. The HRIS allows for management of employee information, reporting and analysis, benefits administration, and integration with payroll. It tracks important employee data like attendance, compensation history, training, and performance. Tata Motors' recruitment process varies by the level and includes tests, interviews, presentations and assessments. For example, middle management recruits go through written tests, interviews, case studies and leadership evaluations. The HRIS system frees up HR staff time and facilitates strategic workforce planning.
This document provides an agenda for an employee induction that includes: an overview of the company's journey; a redesigned logo; redefined vision, mission, and values; an overview of the company's goal and businesses which include education, training, technology, and HR professional services; an overview of the company's team structure; an employee handbook; and details about the company's quality management system which is ISO 9001 certified. The induction aims to introduce new employees to the company's history, structure, policies, and quality standards.
TeamLease is a large HR services company in India that provides staffing, permanent recruitment, regulatory consulting, and training services. It has experienced growth in recent years and acquired several new clients. The company is organized into different business units covering various areas of the labor market through employment, skills development, and education services. It aims to address challenges in the Indian labor market by innovating at the intersection of these areas. TeamLease has expanded its operations and sees opportunities to further grow its businesses and better serve clients and students.
India Can - Mission on Skills and LivelihoodsRam N Kumar
This document provides an overview of IndiaCan and its skill development projects. It discusses IndiaCan's vision, operational overview with different business verticals, and snapshots of current and past projects. Key points include:
- IndiaCan's vision is to transform lives by providing certified job skills through innovative learning and best customer experience.
- It has diversified offerings including test prep, vocational skills, higher education services, and proposed entry into hard skills sectors.
- Snapshots of current projects include those in Rajasthan, Jammu & Kashmir, West Bengal targeting unemployed youth.
- Upcoming initiatives involve healthcare programs with Apollo Hospitals and content for automotive and other industry skills councils.
- The plan for
The document discusses the Pradhan Mantri Kaushal Vikas Yojana (PMKVY) scheme. PMKVY is the flagship skill development scheme of the Ministry of Skill Development and Entrepreneurship. The objective of the scheme is to enable a large number of Indian youth to take up industry-relevant skill training that will help them secure better livelihoods. The scheme has been approved for another four years until 2020 to skill 10 million youth. It is being implemented by the National Skills Development Corporation under the guidance of the Ministry of Skill Development and Entrepreneurship.
Systems Limited is Pakistan's first software house, founded in 1977. It has become a globally recognized leader in IT and BPO services, successfully delivering large-scale projects. The company maintains operations in several countries, serving both government and corporate clients. Systems Limited strives to maximize customer value through digital solutions and services. Its mission is to pursue innovation and enhance customer experience through superior service. The company utilizes strategic recruitment and selection processes to identify and hire qualified candidates to support its vision and goals.
Tata Motors uses an HRIS system to manage various HR functions more effectively across its large workforce. The HRIS allows for management of employee information, reporting and analysis, benefits administration, and integration with payroll. It tracks important employee data like attendance, compensation history, training, and performance. Tata Motors' recruitment process varies by the level and includes tests, interviews, presentations and assessments. For example, middle management recruits go through written tests, interviews, case studies and leadership evaluations. The HRIS system frees up HR staff time and facilitates strategic workforce planning.
This document provides an agenda for an employee induction that includes: an overview of the company's journey; a redesigned logo; redefined vision, mission, and values; an overview of the company's goal and businesses which include education, training, technology, and HR professional services; an overview of the company's team structure; an employee handbook; and details about the company's quality management system which is ISO 9001 certified. The induction aims to introduce new employees to the company's history, structure, policies, and quality standards.
TeamLease is a large HR services company in India that provides staffing, permanent recruitment, regulatory consulting, and training services. It has experienced growth in recent years and acquired several new clients. The company is organized into different business units covering various areas of the labor market through employment, skills development, and education services. It aims to address challenges in the Indian labor market by innovating at the intersection of these areas. TeamLease has expanded its operations and sees opportunities to further grow its businesses and better serve clients and students.
HR Policy and HR Practices of Tata MotorsPavanJadhav33
This Presentation is about HR policies of Tata Motors.
HUMAN RESOURCE PRACTICES IN TATA.
Tata Group believe that people are there greatest asset and they adopt best practices to ensure healthy employee relations, employee growth and development as well as work satisfaction.
TCS was founded in 1968 and provides IT, BPO, and engineering services. It focuses on training employees through various programs to gain new skills and invests in talent development. The company also has policies around career management, diversity and inclusion, working hours, leaves, and learning programs to engage and develop its talent.
SOS Manpower Service is a Nepali company committed to supplying qualified workers worldwide according to client needs. It has over a decade of experience in recruitment and aims to continually improve services. The company utilizes a network of over 50 staff and 142 affiliates across Nepal to select and deploy workers in industries like construction. Facilities include training centers, medical services, and offices in major cities to support clients in Nepal and overseas.
Recruitment and selection_in_bharti_airtelTiwarisonal
- Recruitment and selection is a critical process for organizations as it helps identify and hire the right people for the roles needed.
- The recruitment process begins with human resource planning to determine current and future staffing needs. Job analysis and design then specify the tasks, duties, and qualifications for open positions.
- This information is used to identify the types of candidates needed and inform the recruitment and hiring process. Hiring is an ongoing process as employees leave, retire, or as the organization grows and takes on new roles.
- Selecting the best candidates is important for organizational functioning and performance. It also allows for future replacement potential from within
This document provides an overview of HR practices at Tata Group, one of India's largest conglomerates. It discusses Tata's training and development programs which aim to groom managers into leaders through cross-functional exposure and mobility. Major programs include Tata Administrative Service and Tata Management Training Centre, which provides over 250 programs annually conducted by in-house and external faculty. The training focuses on improving organizational performance through skills development, attitudinal changes, and developing learning organizations.
The document is a cover letter submitted by Sara Masood for an internship at PTCL. It includes a letter of undertaking where Sara affirms the work is her own and acknowledges the rules and guidelines of the internship. It also provides an executive summary of her report which will be divided into 6 parts covering PTCL's history, organizational structure, departments, products, her internship plan, a SWOT analysis, and conclusions.
Childhood Enhancement through Training and Action (CHETNA) is a non-profit organization working for empowerment of Street and Working Children (SWC) in Delhi and adjoining states. We empower these children with alternative education and 18 well-crafted child centered activities like recreation, life skill workshops, exposure visits, visits to police stations and primary health centers, residential workshops, etc.
The Ordinary Foundation is a team of experienced professionals with over 13 years of experience in skill development programs, CSR management, and client relationships. They have worked with 37 skill development centers and trained over 5,780 students. Their areas of expertise include automotive, logistics, capital goods, aerospace, tourism, and hospitality. They aim to provide skills training to 50,000 people over 10 years through industry partnerships. Their unique strengths include project management, academic collaborations, and industry ties for student placements.
SOS Manpower Service Pvt. Ltd. is a Nepalese recruitment company that supplies workers worldwide. It has recruited over 13,000 workers since 1996 for clients in various industries across multiple countries. The company aims to provide quality manpower and excellent customer satisfaction through rigorous recruitment processes and training programs.
Vodafone was formed in 1984 as Racal Telecom Limited and changed its name to Vodafone in 1991. It has over 84,000 employees worldwide serving over 341 million customers globally. In India, Vodafone has around 131 million customers and employs 12,000 people. Vodafone's vision is to be the world's mobile communication leader by enriching customers' lives and helping communities connect. Their business principles focus on respecting employees' human rights and promoting diversity and inclusion.
PAR Enterprises is a training management company that offers various training services to mining clients, including training provider vetting, skills gap analysis, accredited training solutions, training material design, a learning management system software, writing procedures, and planned task observations. The company's vision is to deliver quality, cost-effective training services through vetted partners while maintaining preferential procurement compliance. Its mission is to use experienced training providers and personnel to offer clients a comprehensive "one-stop shop" for long-term, sustainable training support.
The document summarizes the recruitment process of Bharti Airtel. It begins with listing members involved in the process. It then defines recruitment and lists goals such as attracting qualified individuals and providing equal opportunities. It outlines the recruitment process which includes manpower budgeting, requesting positions, sourcing CVs through methods like advertisements and agencies, initial screening, and functional interviews. It lists sources of manpower supply such as ads, agencies, on-campus recruitment, and employee recommendations. In conclusion, it states that Airtel's management process works smoothly and helps achieve objectives like less employee turnover through fulfilling HR functions such as analyzing jobs, assessing policies, recruiting, performance appraisal, and training.
This document provides information about performance appraisal at Tata Motors, an Indian automotive manufacturing company. It discusses Tata Motor's vision, techniques used for performance appraisal like management by objectives, and key performance indicators like market share. The performance appraisal process at Tata Motors involves establishing performance standards, measuring performance against targets, discussing evaluations, and taking corrective actions. Rewards are linked to performance evaluations. The document aims to analyze Tata Motor's performance appraisal system and key aspects of managing employee performance.
The document provides information on the Dual Training System (DTS) in the Philippines. The DTS combines in-school technical and vocational training with on-the-job training at participating companies. Trainees spend 40% of time at technical vocational institutions for theoretical learning, and 60% of time at companies for practical skills development. The DTS aims to enhance trainee employability and is governed by laws and agreements between schools and companies. While the DTS provides benefits, challenges include monitoring trainee contracts and the need for technical vocational institutions to keep skills aligned with industry needs. Recommendations include improving cooperation between all DTS stakeholders and helping small companies participate.
Essar's HR philosophy focuses on developing employees into business leaders by creating a sense of belonging, team spirit, and culture that enhances productivity and growth with integrity and efficiency. The document outlines Essar's recruitment, development, motivation, and retention policies which include training programs, performance reviews, promotions, and ensuring a satisfactory work experience for employees. Secondary data shows high satisfaction rates among Essar's employees in areas like cooperation levels and an experienced workforce.
Shri Ram Skill Development (P) Ltd was incorporated in 2016 to provide quality skill training and education to individuals through 20 ITI institutes and 79 training centers across India. The company aims to train over 1 million students in sectors like electronics, manufacturing, and construction. It offers industry-oriented training with a focus on practical skills to help trainees secure jobs. The company works with government skill development schemes and has a vision to fulfill India's need for skilled workers through placement-focused training programs.
Skill development initiatives ankur srivastava (5179)Ankur Srivastava
A description about skill development in India. initiatives taken by government and adding data as proof from various websites related to skill development like, PMKVY, NSDC, CSDCI, Wikipedia etc.
This presentation was submitted as an assignment in RICS SBE in CPM course.
Rohen Chhetry is seeking a responsible position in human resources that utilizes his over 5 years of experience in HR management across various industries. He has extensive experience in recruitment, performance management, compensation and benefits, and maintaining HR information systems. Currently he works as a Recruitment Specialist for Thumbay Group in the UAE, where he is responsible for talent acquisition, onboarding new employees, and generating monthly recruitment reports.
Arun N.U. is an experienced professional with over 4 years of experience in accounts, inventory control, warehouse management, and front office management in the UAE and India. He has a Bachelor of Commerce degree from Mahatma Ghandi University in India and qualifications in mechanical AutoCAD and logistics software. His career includes roles as a sales estimator, front office assistant, logistic assistant and store manager, and delivery supervisor. He is proficient in Microsoft Office, Tally, AutoCAD, and seeks to utilize his skills and experience in a new opportunity.
Avijit Bit has over 14 years of experience in HR and administration. He is currently the Manager of HR at Paras Hospitals in Darbhanga, Bihar. Previously, he held HR roles at various organizations such as Dr. Paul's Multispecialty Clinic, Globsyn Technologies, GATI Ltd., and Toyota. He has expertise in areas such as recruitment, performance management, payroll, and statutory compliances. Avijit holds a Post Graduate Diploma in HR from Indian Institute of Social Welfare and Business Management. He is looking for suitable professional assignments to take on new challenges.
Skill Development Advisors is a certified company that provides business consulting and skill development services. It aims to address skill gaps in India by researching government schemes, analyzing demographics, and developing standardized training modules. It works with training partners to improve their facilities, trainers, assessments, and placements. As a skill consultant, it validates training partners, generates awareness of opportunities, and helps create an ecosystem for skill development and entrepreneurship in India. Its goal is to increase awareness and effective implementation of government skill and startup programs.
The document summarizes the Pradhan Mantri Kaushal Vikas Yojana (PMKVY) scheme in India. The objectives of the scheme are to encourage skill development among Indian youth by providing monetary rewards for completing approved skill training programs. It aims to standardize certification, enable more youth to take up skill training and boost employability. Key features include eligible sectors and job roles, demand-driven targets, training standards set by Sector Skill Councils, and independent assessment and certification of trainees.
HR Policy and HR Practices of Tata MotorsPavanJadhav33
This Presentation is about HR policies of Tata Motors.
HUMAN RESOURCE PRACTICES IN TATA.
Tata Group believe that people are there greatest asset and they adopt best practices to ensure healthy employee relations, employee growth and development as well as work satisfaction.
TCS was founded in 1968 and provides IT, BPO, and engineering services. It focuses on training employees through various programs to gain new skills and invests in talent development. The company also has policies around career management, diversity and inclusion, working hours, leaves, and learning programs to engage and develop its talent.
SOS Manpower Service is a Nepali company committed to supplying qualified workers worldwide according to client needs. It has over a decade of experience in recruitment and aims to continually improve services. The company utilizes a network of over 50 staff and 142 affiliates across Nepal to select and deploy workers in industries like construction. Facilities include training centers, medical services, and offices in major cities to support clients in Nepal and overseas.
Recruitment and selection_in_bharti_airtelTiwarisonal
- Recruitment and selection is a critical process for organizations as it helps identify and hire the right people for the roles needed.
- The recruitment process begins with human resource planning to determine current and future staffing needs. Job analysis and design then specify the tasks, duties, and qualifications for open positions.
- This information is used to identify the types of candidates needed and inform the recruitment and hiring process. Hiring is an ongoing process as employees leave, retire, or as the organization grows and takes on new roles.
- Selecting the best candidates is important for organizational functioning and performance. It also allows for future replacement potential from within
This document provides an overview of HR practices at Tata Group, one of India's largest conglomerates. It discusses Tata's training and development programs which aim to groom managers into leaders through cross-functional exposure and mobility. Major programs include Tata Administrative Service and Tata Management Training Centre, which provides over 250 programs annually conducted by in-house and external faculty. The training focuses on improving organizational performance through skills development, attitudinal changes, and developing learning organizations.
The document is a cover letter submitted by Sara Masood for an internship at PTCL. It includes a letter of undertaking where Sara affirms the work is her own and acknowledges the rules and guidelines of the internship. It also provides an executive summary of her report which will be divided into 6 parts covering PTCL's history, organizational structure, departments, products, her internship plan, a SWOT analysis, and conclusions.
Childhood Enhancement through Training and Action (CHETNA) is a non-profit organization working for empowerment of Street and Working Children (SWC) in Delhi and adjoining states. We empower these children with alternative education and 18 well-crafted child centered activities like recreation, life skill workshops, exposure visits, visits to police stations and primary health centers, residential workshops, etc.
The Ordinary Foundation is a team of experienced professionals with over 13 years of experience in skill development programs, CSR management, and client relationships. They have worked with 37 skill development centers and trained over 5,780 students. Their areas of expertise include automotive, logistics, capital goods, aerospace, tourism, and hospitality. They aim to provide skills training to 50,000 people over 10 years through industry partnerships. Their unique strengths include project management, academic collaborations, and industry ties for student placements.
SOS Manpower Service Pvt. Ltd. is a Nepalese recruitment company that supplies workers worldwide. It has recruited over 13,000 workers since 1996 for clients in various industries across multiple countries. The company aims to provide quality manpower and excellent customer satisfaction through rigorous recruitment processes and training programs.
Vodafone was formed in 1984 as Racal Telecom Limited and changed its name to Vodafone in 1991. It has over 84,000 employees worldwide serving over 341 million customers globally. In India, Vodafone has around 131 million customers and employs 12,000 people. Vodafone's vision is to be the world's mobile communication leader by enriching customers' lives and helping communities connect. Their business principles focus on respecting employees' human rights and promoting diversity and inclusion.
PAR Enterprises is a training management company that offers various training services to mining clients, including training provider vetting, skills gap analysis, accredited training solutions, training material design, a learning management system software, writing procedures, and planned task observations. The company's vision is to deliver quality, cost-effective training services through vetted partners while maintaining preferential procurement compliance. Its mission is to use experienced training providers and personnel to offer clients a comprehensive "one-stop shop" for long-term, sustainable training support.
The document summarizes the recruitment process of Bharti Airtel. It begins with listing members involved in the process. It then defines recruitment and lists goals such as attracting qualified individuals and providing equal opportunities. It outlines the recruitment process which includes manpower budgeting, requesting positions, sourcing CVs through methods like advertisements and agencies, initial screening, and functional interviews. It lists sources of manpower supply such as ads, agencies, on-campus recruitment, and employee recommendations. In conclusion, it states that Airtel's management process works smoothly and helps achieve objectives like less employee turnover through fulfilling HR functions such as analyzing jobs, assessing policies, recruiting, performance appraisal, and training.
This document provides information about performance appraisal at Tata Motors, an Indian automotive manufacturing company. It discusses Tata Motor's vision, techniques used for performance appraisal like management by objectives, and key performance indicators like market share. The performance appraisal process at Tata Motors involves establishing performance standards, measuring performance against targets, discussing evaluations, and taking corrective actions. Rewards are linked to performance evaluations. The document aims to analyze Tata Motor's performance appraisal system and key aspects of managing employee performance.
The document provides information on the Dual Training System (DTS) in the Philippines. The DTS combines in-school technical and vocational training with on-the-job training at participating companies. Trainees spend 40% of time at technical vocational institutions for theoretical learning, and 60% of time at companies for practical skills development. The DTS aims to enhance trainee employability and is governed by laws and agreements between schools and companies. While the DTS provides benefits, challenges include monitoring trainee contracts and the need for technical vocational institutions to keep skills aligned with industry needs. Recommendations include improving cooperation between all DTS stakeholders and helping small companies participate.
Essar's HR philosophy focuses on developing employees into business leaders by creating a sense of belonging, team spirit, and culture that enhances productivity and growth with integrity and efficiency. The document outlines Essar's recruitment, development, motivation, and retention policies which include training programs, performance reviews, promotions, and ensuring a satisfactory work experience for employees. Secondary data shows high satisfaction rates among Essar's employees in areas like cooperation levels and an experienced workforce.
Shri Ram Skill Development (P) Ltd was incorporated in 2016 to provide quality skill training and education to individuals through 20 ITI institutes and 79 training centers across India. The company aims to train over 1 million students in sectors like electronics, manufacturing, and construction. It offers industry-oriented training with a focus on practical skills to help trainees secure jobs. The company works with government skill development schemes and has a vision to fulfill India's need for skilled workers through placement-focused training programs.
Skill development initiatives ankur srivastava (5179)Ankur Srivastava
A description about skill development in India. initiatives taken by government and adding data as proof from various websites related to skill development like, PMKVY, NSDC, CSDCI, Wikipedia etc.
This presentation was submitted as an assignment in RICS SBE in CPM course.
Rohen Chhetry is seeking a responsible position in human resources that utilizes his over 5 years of experience in HR management across various industries. He has extensive experience in recruitment, performance management, compensation and benefits, and maintaining HR information systems. Currently he works as a Recruitment Specialist for Thumbay Group in the UAE, where he is responsible for talent acquisition, onboarding new employees, and generating monthly recruitment reports.
Arun N.U. is an experienced professional with over 4 years of experience in accounts, inventory control, warehouse management, and front office management in the UAE and India. He has a Bachelor of Commerce degree from Mahatma Ghandi University in India and qualifications in mechanical AutoCAD and logistics software. His career includes roles as a sales estimator, front office assistant, logistic assistant and store manager, and delivery supervisor. He is proficient in Microsoft Office, Tally, AutoCAD, and seeks to utilize his skills and experience in a new opportunity.
Avijit Bit has over 14 years of experience in HR and administration. He is currently the Manager of HR at Paras Hospitals in Darbhanga, Bihar. Previously, he held HR roles at various organizations such as Dr. Paul's Multispecialty Clinic, Globsyn Technologies, GATI Ltd., and Toyota. He has expertise in areas such as recruitment, performance management, payroll, and statutory compliances. Avijit holds a Post Graduate Diploma in HR from Indian Institute of Social Welfare and Business Management. He is looking for suitable professional assignments to take on new challenges.
Skill Development Advisors is a certified company that provides business consulting and skill development services. It aims to address skill gaps in India by researching government schemes, analyzing demographics, and developing standardized training modules. It works with training partners to improve their facilities, trainers, assessments, and placements. As a skill consultant, it validates training partners, generates awareness of opportunities, and helps create an ecosystem for skill development and entrepreneurship in India. Its goal is to increase awareness and effective implementation of government skill and startup programs.
The document summarizes the Pradhan Mantri Kaushal Vikas Yojana (PMKVY) scheme in India. The objectives of the scheme are to encourage skill development among Indian youth by providing monetary rewards for completing approved skill training programs. It aims to standardize certification, enable more youth to take up skill training and boost employability. Key features include eligible sectors and job roles, demand-driven targets, training standards set by Sector Skill Councils, and independent assessment and certification of trainees.
Benito Ranjit Raj has over 7 years of experience in HR roles including recruitment, training, operations, and administration. He held positions at Alpha Group of Institutions as Manager of Recruitment and Training, ECIL-ECIT as Manager of HR, Training, and Administration, Right way Jobs as Senior Executive of HR and Admin, and Reliance BPO as a Customer Interaction Executive. He has an MBA in HR, Post Graduate Diploma in Labour Administration, and engineering degrees. He is seeking new opportunities to utilize his experience and contribute to organizational goals.
This document discusses the need for quality professionals in India to support organizational excellence and the "Make in India" campaign. It notes a shortage of over 7 million skilled employees and outlines Quality System Basics' (QSB) approach to addressing this need through qualification courses, public trainings, customized in-company trainings, and a quality job portal. QSB aims to promote quality culture in India and provide customized solutions to help organizations improve customer satisfaction, reduce costs, and achieve long-term growth.
1. Bogi Anil Kumar has 10 years of experience in marketing and worked in various roles for companies like IGNIS CAREERS, Bharat Auto Tech Pvt. Ltd, APPC, and Yamini Softech Pvt Ltd.
2. He currently works as a Business Development Executive for IGNIS CAREERS where he generates leads, does presentations and sells English and life skills programs and workbooks.
3. He has an MBA in Human Resource Management and Marketing Management and a BSc in Computer Science.
1. Bogi Anil Kumar has 10 years of experience in marketing and seeks to associate with an organization to enhance his skills and career.
2. He has worked in various roles including business development, finance coordination, program coordination, and as a field executive and team leader.
3. His experience includes work with companies in education, auto sales, microfinance, and fast moving consumer goods.
Madhumita Pradhan is seeking a challenging role in human resources that allows her to utilize her 5+ years of experience in HR and recruitment. She has a MBA in HR and has worked in recruitment roles for various companies, handling tasks like shortlisting resumes, interviewing, onboarding, and training. Her career highlights demonstrate strong skills in recruitment, talent acquisition, performance management, and HR operations.
SelectJobs - Presentation for InductionSelect Jobs
SelectJobs is a marketplace that connects job seekers, skills training providers, and employers. It focuses on lower-income workers in India and the Middle East. SelectJobs uses a network of job centers across India to register and verify candidates, provide skills assessments and certifications, and assist with the hiring process including tasks like medical tests and police clearances. The company aims to have over 10,000 job centers within 5 years to build a database of 30 million candidate profiles. SelectJobs partners with skills training organizations and has begun placing candidates with companies like Ambe International. It sees opportunities in partnerships with organizations like Suvidhaa Infoserve's network of retailers and plans to differentiate itself from competitors through its last-mile connectivity
A premier recruitment agency and placement consultancy providing our services in India and abroad. We explore new opportunities for job seekers around the globe within the companies of our recruiters HR & Personnel Recruitment, Engineering Recruitment, Logistics Recruitment Services, Insurance Recruitment Services, Finance Recruitments, Teachers/Faculty/Higher Education Recruitment, Marketing/Sales RecruitmentFront Office Staff And Secretarial
Muskan is the leading training partner of PMKVY(Pradhan Mantri Kaushal Vikas Yojana) in all over India.
http://www.skillindiamission.com/pmkvy-pradhan-mantri-kaushal-vikas-yojana-training-centre-franchise-scheme.php
PMKVY stands for Pradhan Mantri Kaushal Vikas Yojana. Which is basically a scheme launched by the honorable Prime Minister of India Mr. Narendra Modi on 15th July 2015 with the aim to skill the Indian Youths and make them skilled for the several of job courses.
This document contains a resume for Aritra Ghosh. It includes contact information, educational background, skills, and work experience. Ghosh has over 3 years of experience in human resource recruitment. Currently employed as an Executive of Recruitment at Hinduja Global Solutions, previous roles include Sr Executive of Recruitment at Pace Setters Business Solutions and Executive of Recruitment at Aditya Birla Minacs. Education includes an MBA, Post Graduation diploma in HRD and Labour Welfare, B.Com degree, and higher secondary education. Key skills include Microsoft Office, problem solving, communication, and interpersonal skills.
ICA Job Guarantee| Institute of accounting |Institute of computer accountants...kaustubr08
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Shweta Bebarta has over 2 years of experience in marketing and HR. She has held roles such as HR Executive, Assistant Relationship Manager, Management Trainee, and Catalogue Analyst. She has skills in talent management, client relationship building, market research, and MS Office. She holds a PGDM in Marketing and HR and a BE in Computer Science.
Khulisane Academy is a skills development provider established in 2003. It aims to assist businesses with compliance of the Skills Development Act and implementation of skills strategies. Khulisane provides training programs, short courses, and assessments in business, commerce, and education fields. It offers facilitation of skills development, training provider accreditation services, and toolkits for practitioners. Programs include qualifications, skills programs, and short courses in various occupations.
The document discusses India's challenges in finding skilled and trained manpower to meet business needs despite having a large young population. Key issues highlighted are low employability of graduates, lack of professional skills, shortage of trained people especially in IT. It proposes the DIFR (Developing India's Future Resources) initiative which aims to address these challenges through an earn-and-learn model of providing training, skills development and job placement in collaboration with corporate partners.
Samra Kanwal Qureshi is an experienced HR professional with over 15 years of experience in HR management roles. She has worked for multinational companies like Philips and Procter & Gamble in Pakistan, UAE, and Turkey. She has strong skills in areas like compensation and benefits, talent management, performance management, and organizational development. Some of her accomplishments include restructuring organizations, improving employee satisfaction scores, developing talent programs, and managing large HR functions. Currently she is seeking new opportunities to apply her expertise and experience.
This resume is for Ankit Panwar, who has over 6 years of experience in human resources and administration roles. He holds an MBA degree and has worked for several agro-based companies in India. Currently, he works as an Assistant Manager for HR and Administration at Santosh Overseas Ltd, where he handles recruitment, performance management, employee engagement, and general administration. He is seeking new opportunities where he can apply his skills and experience in business administration.
Indigram Skills and Knowledge Initiatives Private Limited is a social enterprise that provides vocational training and entrepreneurship development to bridge the skills gap in India. It aims to train 75,000 people per year through nationwide operations and partnerships with government and private sector. The organization has a team of experienced professionals and plans to expand its training programs to 14 states in India over three phases.
This document provides an overview of Tata Motors and Maruti Suzuki, two major automobile companies in India. It describes their histories, visions, awards, organizational structures, employee benefits, training programs, and recruitment processes. Key differences noted are that Tata Motors follows a more traditional Indian culture while Maruti Suzuki incorporates inputs from its Japanese parent company Suzuki. The document also notes differences in their organizational structures.
1. Intelligence Manpower Services Pvt. Ltd.
(AN ISO 9001 – 2008 Company)
“Training to Career Progression”
Transforming demographic surplus into a demographic dividend
www.intelligencemanpower.com
2. Legal Status of Organization
Registering Authority -
Registrar of Company, Delhi
Registration CIN No. -
U74999DL2007PTC164393
Other Compliances -
Service Tax : AABCI8019DST001
PAN: AABC18019D
Provident Fund: 937097
ESI: 20001058880001001
Labour Licence : CLA/C/23/DLC/NW/08
TAN NO : DEL107459E
Date of Registration - 05.06.2007
Training Partner : Rajasthan Skill and
Livelihoods & Development Corporation
(RSLDC)
Annual Turnover for last 3 years
2012-13 Rs 2.25 Crore (Audited)
2013-14 Rs 2.38 Crore (Audited)
2014-15 Rs 2.33 Crore (Estimated)
Tools & Equipment
Computers Hardware/Software and
accessories
Availability of all machineries & equipment
required for sector specific training
Infrastructure
Building and Training space available
along with state of art technology &
equipment.
Capacity to train more than 5000 youth
per year
Transportation & Meals Facility for
Trainees
Managerial Staff and Regular
Employees - As of now organisation has
more than 300 workers including on
pay roll and volunteers, some of which
would be deputed for identification and
enrolment of eligible students as well
as smooth functioning of RSTP &
ELSTP center.
State in which working – Delhi,
Rajasthan, Uttar Pradesh, Haryana,
Bihar, Jharkhand, South India & North
East.
Regular assessment shall be done for
both subject knowledge and practical.
System of feedback with corrective
action shall be put in place to enhance
the trainee capabilities.
3. EXPRESSION OF INTEREST (EOI) FOR SUBMISSION
OF PROPOSAL TO UNDERTAKE THE PROJECT OF
Pri e Mi ister Kaushal Vikas Yojana PMKVY – a
program to deliver skill and employment for the
youth
INTELLIGENCE MANPOWER SERVICES PVT. LTD.
303-304, 4th Floor, J O P Plaza, Sector 18, Noida -201301 (India).
Mobile No. : 09810555093, +91 0120-4123510
Email : intelligence.manpower@gmail.com
dkumar.delhi1@gmail.com
www.intelligencemanpower.com
4. Mission Statement
To Promote Inclusivity by taking care of skilling needs of the socially and
geographically disadvantaged and marginalized group by creating state of art
infrastructure and training facilities, raising the quality and capacity of training
to increase employability with strategical mobilization & engagement,
employment linked up-to-date training programs as per current industry
requirement, use of Information technology, industry partnership and
recognizing the value of on-the job training, development of Trainers, mentoring
and Placement, post placement tracking, counselling and facilitation , CSR
(Corporate Social Responsibility) fund from Industries, alumni meet and global
Partnership for overseas pla e e t
Intelligence Manpower Services Pvt. Ltd. provides Training, support, advice and facilities to local
jobseekers. It facilitates links between employers and job seekers to employment and training
opportunities in local area, other part of Country and overseas. India is facing huge skills gap where
young people with or without formal qualifications are constantly in search for jobs and Employers on
the other hand are looking to improve productivity by hiring skilled manpower. Our aim is to bridge
this demand – supply gap by training rural youth to unleash their potential and build bridges between
its rural hinterland and urban economy.
5. • Training Center : Existence of the Training Center at good location having easy transportation
facilities and availability of large population deprived from unemployment and living below
poverty line.
• Infrastructure: Ready Training Center infrastructure in terms of size of the Center (with seating
capacity of at least 30 trainees), number of classrooms, number of labs, computers, CCTV
camera, LCD Projectors, Power back up (UPS & Genset), Biometric attendance machine,
Broadband internet connectivity with min. 512 mbps speed and Printer, Scanner &
Copier.
• Equipment: Necessary equipment and list is available as prescribed by the respective SSCs,
required to impart the training as per the job role requirement.
• Trainers : Availability of qualified and experienced trainers, certified by the concerned SSCs.
• Content/Curriculum: All training content pertaining to the job role requirement is available.
Alignment of the curriculum to National Skill Qualification Framework(NSQF), and approved by
the Standards & Quality Assurance Department of NSDC.
• Branding: Training Ce ter’s branding as per guidelines of PMKVY, DDU GKY and RSLDC.
• Placement desk/ Placement Coordinator: Availability of a mentor/ placement coordinator/
Placement desk at the Training Center.
• Training related Forms : Availability of enrolment form, Trainee Feedback Forms and other
relevant forms, in case the trainees are enrolled at the concerned Center.
• Strong academic back up & course content
• Authorized by Rajasthan Skill and Livelihoods Development Corporation to offer Skill Development
Program in Alwar, Bharat Pur and Sikar District.
6. Background of proposing Organisation
Name of the Organisation Intelligence Manpower Services Private Limited
Date of Incorporation 05th June, 2007
Registered Office Plot No. 633, Street No. 5, Ambedkar Colony,
Chattarpur, New Delhi-110030
Phone Number +91 9810555093
E-Mail Id Intelligence.manpower@gmail.com
Turnover of the Organisation:
2,15
2,2
2,25
2,3
2,35
2,4
Year 2012-13 Year 2013-14 Year 2014-15
TurnoverinCrores
Number of Years
7.
8. Infrastructure Facilities
Experience with Similar Projects
Company is associated
with Rajasthan Skill and
Livelihoods Development
Corporation to provide
skill development training.
Greater Noida Ghaziabad Alwar
Bharat Pur
Bawana Fateh Pur
Burja, Alwar
Burja Vas, Alwar
9. Directors
Department Heads
Corporate Secretarial
Legal
Finance & Accounts
Corporate Review & Planning
Administration
Information Technology
Sectoral Head State Head
Assignment Supervisors
Core Teams
Support Teams
Researchers
Support Staff
Organogram
10. Orga isatio ’s Purpose for participation in the Project
Aligning the best people with available job opportunities is the primary
objective of our organisation. Intelligence Manpower Services Private
Limited has record of providing exposure to unemployed graduates, post
graduates to the best of corporate India.
The successful placement of suitable job candidates in businesses is one of
the hallmarks of our organisation.
Our principal focus is to create an ecosystem that would bridge the gap
between companies and deserving marginalised and downtrodden youth.
PMKVY has the potential of eradicating unemployment among the
educated youth and cementing national integration.
Surveys suggest that the menace of unemployment among the educated
youth in Rajasthan, Uttar Pradesh, Delhi, Bihar, Jharkhand has touched
new heights with lakhs of candidates applying for a few thousand posts
advertised by recruitment agencies.
Our aim is to bridge this demand- supply gap by training rural youth to
unleash their potential build bridges between its rural hinterland & urban
economy.
Over the next 3 years, our organisation plans to train and place
approximately 10000 individuals in high demand entry level and skills job.
11. Human Resource
&
Administration
Finance
&
Accounts
Operations
Sales
&
Marketing
Semi Skilled Workers
Skilled Workers
Supervisors
Electricians
Date Entry Operators
Sales & Distribution Executives
Technicians – Mobile Repairing/Home Appliances
Beauticians & Hair Dresser
Executives for Banking, Finance, Insurance Sectors
EMPLOYMENT OPPORTUNITIES FOR THE TRAINED RESOURCES
Within the Organisation:
Training/Placement/Outsourcing
Group has various job opportunities within the organisation
Career paths / Opportunity for progression, commencing from entry level to the
senior positio s
12. S.No. Name of the Organisation Role and Designation Expected Salary No. of People
Trained and
Placed
No. of People
proposed to train
and Hire
1. Mother Diary Fruits & Vegetables
Private Limited
Quality Checker
Food Processing Helper
Batch Making
Marketing
Supply Chain Supervisor
Rs. 1.8 Lac – 2.5 Lac p.a 351 500
2. Chemchura Chemicals India Private
Limited
Marketing Executive
Sales Promotor
Account Officer
Legal Consultant
Food Processing Helper
CSR
Sales
Accountant
Administration
Front Office Manager
Business Coordinator
Account Executive
Business Executive
Rs. 1.8 Lac – 2.5 Lac p.a 109 300
3. Reliance Fresh Limited Fruit Processing Helper
Supply Chain Supervisor
Rs. 1.8 Lac – 2.5 Lac p.a 67 500
4. KSV Pumps Limited Ware House Helper Rs. 1 Lac – 1.5 Lac p.a 40 100
5. Finetech Corporation Private
Limited
Supply Chain Manager
Billing Officer
Data Entry Operator
Assistant Supply Chain Officer
Food Processing Helper
Rs. 1.8 Lac – 2.5 Lac p.a 90 300
6. Sahara Q Shop Billing Officer
Data Entry Operator
Store In charge
CSA
QMS Executive
Retail Officer
Operation Assistant
Area Executive
W/H Officer
Sales Executive
Rs. 1.8 Lac – 2.5 Lac p.a 150
7. Mrc Logistic India Private Limited Ware House Helper
Logistic Helper
Rs. 1.8 Lac – 2.5 Lac p.a 6 20
13. Our Partners and Interaction with the Industries:
EMPLOYMENT OPPORTUNITIES FOR THE TRAINED RESOURCES
In other Organisations:
Retail
•Sales & Distributions
•Supply Chain
•Cashiers/Finance
•Departmental
Manager
•Store Operational
Associates
•Team Leader
•Trainee Associates
Electronics
•Installation Technician
- Computing And
Peripherals
•Field Technician –
Computing And
Peripherals
•Field Technician – Air
Conditioner
•Field Engineer – RACW
Electricals
• Consumer Energy
Meter Technician
• Distribution Lineman
• Lineman Construction-
Distribution
• Senior Lineman-
Distribution
• Technical Helper
(Distribution)
E perie e of providing services in Capacity Building/Skills building/Training in the Retail sector in I dia
14. S. No. Year Trained &
Placed
Employer State
1. 2011-12 3624 Chemtura Chemicals India Pvt. Ltd., Mother Dairy (Fruits &
Vegetables), Reliance Fresh Limited, Reliance Food Processing ,
Dronacharya College of Eng. , Toll India Logistics, MRC Logistics,
J K Jute Mill, Kyocera Mita India Pvt. Ltd, Jensons Nicholson
India Pvt. Ltd. , Hindustan Cunstruction India Pvt. Ltd. , 3M
India, Hindware Home Retail, Rangi International
Andhra Pradesh,
Madhya Pradesh,
Haryana,
Delhi,
Uttar Pradesh,
Rajasthan,
Punjab
2. 2012-13 2390 Chemtura Chemicals India Pvt. Ltd., Mother Dairy (Fruits &
Vegetables), Reliance Fresh Limited, Reliance Food Processing ,
Dronacharya College of Eng. , Toll India Logistics, MRC Logistics,
J K Jute Mill, Kyocera Mita India Pvt. Ltd, Jensons Nicholson
India Pvt. Ltd. , Hindustan Cunstruction India Pvt. Ltd. , 3M
India, Hindware Home Retail, Rangi International
Andhra Pradesh,
Madhya Pradesh,
Haryana,
Delhi,
Uttar Pradesh,
Rajasthan,
Punjab
3. 2013-14 2370 Chemtura Chemicals India Pvt. Ltd., Mother Dairy (Fruits &
Vegetables), Reliance Fresh Limited, Reliance Food Processing ,
MRC Logistics, Finetech Corporation Pvt. Ltd.
Andhra Pradesh,
Madhya Pradesh,
Haryana,
Delhi,
Uttar Pradesh,
Rajasthan,
Punjab
4. 2014-15 3024 Chemtura Chemicals India Pvt. Ltd., Mother Dairy (Fruits &
Vegetables), Reliance Fresh Limited, Reliance Food Processing ,
Toll India Logistics, MRC Logistics, Sahara Retail Ltd. Finetech
Corporation Pvt. Ltd.
Andhra Pradesh,
Madhya Pradesh,
Haryana,
Delhi,
Uttar Pradesh,
Rajasthan,
Punjab,
Bihar
Placement in the previous Years
15. Group is having in-house Company namely Protatech Intelligence Manpower Private Limited and People
First Foundation which is providing manpower to the leading organisations.
Group has good industry linkages who will be potential employer for our students.
We also have tie ups with Fifty plus placement companies including Hindustan Times Group ( Shine
Division) enabling us to achieve better placements for students.
Self-employment and Entrepreneurship will also be encouraged in which Protatech Manpower will
facilitate basic knowledge and arrange microfinance.
Successful Placements of the students over the years:
3624
2390 2370
3024
0
500
1000
1500
2000
2500
3000
3500
4000
Y E A R 2011 - 12 Y E A R 2012 - 13 Y E A R 2013 - 14 Y E A R 2014 - 15
NUMEROFPLACEMENTS
NUMBER OF YEARS
16. Specific Skills and Areas of expertise
Field knowledge
• Practical exposure in the industry in which they wish to work for
• I proved job opportunities
• Awareness of current development in the sector
Interpersonal/ Organizational Skills
• Experience of teamwork
• Strong interpersonal skills
• Reasoning logically and critically
• Effective oral and written communication skills
Personal
• Organized, self- motivated, people-oriented and energetic
17. Mobilization Plan
• Designated person to mobilise and retain youth.
• Awareness building within areas and community on the opportunities
• Centre Head to mentor the youth in training. Suitable qualified staff will
also be deputed for career counseling of unskilled youth and to judge the
candidate interest and course suitability.
• Content delivery in local language. Audio/Videos promotion through
projectors.
• Youth from same pockets/area will be targeted during one cycle.
• Close association and coordination with Kaushal Vardhan Kendras at
Block/Panchayat level.
• Community elders/SHG to be involved during mobilisation sessions.
• Benefits of training elucidated to the youth.
• Placement partners to be used for mobilization to improve conviction in
the program
• Kaushal Melas will be organised in each district on regular basis
• Skills yatras will be organised through out the states for awareness and
better mobilization.
• Tie-up with the industries for during the course training and post training
placement.
• Placement Cell & Migration support Centre.
17
18. Mentoring and Placement Plan
Mentoring Support
Dedicated sector specific mentors who will support and guide trainees in the
post-training phase. These mentors will provide career guidance and
counselling for trainees once they have completed training and will also help
connect them to employment opportunities.
Placement Strategy:
Dedicated Placement officer to help in employment.
Tie ups with various partners in respective industries
On the job training will make the youth employable and productive
from day 1.
Continuous interaction with the industry to gauge the demand and
supply .
Post Placement Support:
Regular interaction with the employee.
Continuous engagement with the employer.
Assessing the reasons for drop outs and improvement/upskilling of the
youth.
18
19. Selection of District and Sectors
Basis for selection of District(s)
Primary or secondary data w.r.t to the demography of the district
Economic activity in the districts
Study conducted on geography , operations of the community, development issues etc.
Information about the unskilled youths in the area.
Group has ready infrastructures available to start training programs in these districts.
More than 60% ST/SC unskilled youth are in the project district. Women specific course shall
be promoted at each location.
A large number of unskilled youth is constraint to work labour on daily wages. They cannot get
better job even after passing secondary examination being unskilled in any sector. Almost such
students come from pro-poor families who cannot afford for higher education.
Organisation is running its own Mentoring and Placement services. Group has 500 plus
outsourced manpower on their own payroll.
Large demand in any sector and self employment opportunity shall also be a criteria for selecting a
course
Basis for selection of Sector & Courses
Industries in the vicinity
Availability of the literate population.
Bihar is geographically well located, therefore the need of trained manpower in different sector is
growing.
Growth in the organized industries in Himachal, Punjab and Haryana has resulted in increase in
demand for youth in these different sectors.
19
20. Best Practices in Skill Training
Guest lectures:
Experts from industry will be invited to give experts talk, training on regularly
basis so that students can understand industry expectation and make themselves
ready.
Field Visits:
The students shall be taken to various industries to see how the things are
happening at ground level.
Industry visit also help in building a relationship with corporate for placement.
Regular Industrial visits are being conducted on regular basis.
Human resource:
• More than 500 people are employed with the group
• Experts trainers team is on board with Engineers, MBAs, Teachers, Professional &
Technicians with significant industry experience.
Placement linkage:
• Group is having in-house Company namely Intelligence Manpower Services Pvt.
Ltd. and People First Foundation which is providing manpower to the leading
organisations.
• Group has good industry linkages who will be potential employer for our students.
• We also have tie-ups with Fifty plus placement companies including Hindustan
Times Group (Shine Division) enabling us to achieve better placements for students.
• Self employment & Entrepreneurship will also be encouraged in which PI Manpower
will facilitate basic knowledge and arrange microfinance.
21. Timeline as per
Financial Year
FY 2016-2017 FY 2017-2018 FY 2018-2019
Candidates to be
Selected for training
1500 3500 5000
Operating Model
Proposed Recruitment in next 3 years
0
1000
2000
3000
4000
5000
6000
Year 2016-17 Year 2017-18 Year 2018-19
NumberofPlacements
Number Of Years
Proposed
Proposed
22. Training Location
Area is well geographically located
Easy to reach
Well-planned industrial area in the district
Ghaziabad
(Uttar
Pradesh)
Greater
Noida
(Uttar
Pradesh)
Bawana
(Delhi)
Alwar
(Rajasthan)
Bharat Pur
(Rajasthan)
Burja
(Rajasthan)
S. No. Trg. Center
State
Trg. Center
District
Location of
Trg. Center
Primary
Contact
Person
Contact Number
1 Rajasthan Alwar Burja
Haweli
Mr. Amit
Kasana
+91
8442081783
2 Rajasthan Alwar Burja, Vas,
Jaipur-
Alwar
Highway
Mr. Sushil
Mishra
+91 773496026
3 Rajasthan Bharat Pur National
Highway
Mr. Manoj
Mishra
+91
9413020222
4 Delhi Bawana Bawana
Ind. Area
Mr. Raj
Sehgal
+91
9818246180
5 Uttar Pradesh Ghazia Bad Merrutt
Road
(National
Highway)
Mr. Pranav
Tulsiyan
+91
9999017031
6 Uttar Pradesh
(Bldg. Under
Construction)
Greater
Noida
Knowledge
Park
Mr.
Yogendra
+91 9810218114
23. Process Flow Chart
S. No. Activity Duration in Days Dependency of the
Activities
Remarks
1 Mobilization 10 Allotment of Trg.
Program
2 Hiring Trainers 7
3 Preparing the Content Ready
4 Train the Trainers 15 S. No. 2
5 Guest Faculty/Industry Visit During the Training
Program
To support and
enhance Practical
Skills
6 Internal Assessment/Group
Discussion/Workshop
Every Fortnightly Tie-up with Industry of
district & Nearby
Locations
7 Placement Within Sixty Days after
completion of Batch
Mapping and Tie up
with companies for
post training
placement
24. Faculty Guide
• Welcome by CEO.
• About Intelligence Manpower
Services Pvt. Ltd.
• Mission & Vision
• Experience
• Quality Policy.
• Role and Responsibilities.
• Class Conduct.
• Delivery of Lectures.
• Student Performance
• Batch Capacity
• Self Development.
• Documentation.
• Growth Path
• Faculty KRA Sheet
• General Administration
• Admission Form
• Batch Progress Report
Student Rule
Book
• Article I. DEFINITIONS
• Article II. ADMISSION
• Article III. FEE DETAILS
• Article IV. IDENTITY CARD
• Article V. METHODOLOGY SCHEDULES AND
ATTENDENCE
• Article VI. COURSE MATERIAL
• Article VII. EXAMINATION & CERTIFICATION
• Article VIII. CANCELLATION OF ADMISSION
• Article IX. EXPIRY OF ADMISSION AND MAXIMUM
ALLOTTED PERIOD
• Article X. COURSE STOP OVER AND TRANSFER
• Article XI. CENTRE TRANSFER
• Article XII. REPETITIONS OF A COURSE (under
Guara tee of “u ess as e tio ed i
INTELLIGENCE MANPOWER SERVICES PRIVATE
LIMITED
• Article XIII. REFUNDS
• Article XIV. LIBRARY
• Article XV. PLACEMENT ASSISTANCE
• Article XVI. COMMUNICATION TO STUDENTS
• Article XVII. GRIEVANCE REDRESSAL
• Article XVIII. FEE STRUCTURE OTHER THAN
COURSE/PROGRAM FEE
• Article XIX. GENERAL CONDUCT
• Article XX. DISCLAIMER
Student
Feedback Form
• fa ult ’s a ilit to draw
participation
• Presentation skills of your faculty
• Fa ult ’s through k owledge of
the concept covered in the class
• Queries handling by faculty
• Stated objectives of the modules
• Pace of the program
• Lab Facility ( Machines & Required
Software)
• Ce ter’s I frastru ture a d
hygiene.
• sessions start / end time
• Ce ter’s a age e t
• Evaluation of the exams
25. Productivity Comparison
100%
87%
80% 78%
74% 71%
61%
35%
18% 17%
10%
0%
20%
40%
60%
80%
100%
120%
140%
160%
US Australia France UK Germany Japan South
Korea
Russia Brazil China India
Relative GDP (Gross Domestic Productivity) per worker
Source: Planning Commission, Government of India (2008)
26. India; the Future Provider of Skilled Manpower to the World
India Calling!
• 6.5 lakh people go out of India every year
• Entry into the Labour market is 12.8 million
• Skilling/upskilling of 90% of existing workforce (679 million)
• BY 2020 India will have a surplus of 56 million people
(Half of India's Population)
• By 2020 the world will have shortage of 47 million working people
• Current capacity of the skill development programs in India is 3.1 million
• India has target of creating 500 million skilled workers by 2022
• 50.8 % Job Seekers are 10th Passed, 27.2% are Graduates & rest are above
27. • Industry-led bodies responsible for the defining the skilling needs,
concept, processes, certification, accreditation of their respective
industry sectors.
• Prescribe the National Occupation Standard - NOSs and
Qualification Pack - QPs for the job roles relevant to their industry
• Work with the National Skill Development Agency - NSDA to
ensure that these are in accordance with the National Skills
Qualifications Framework - NSQF.
28. List of Enclosures
List of Branches
Registration Certificate
PAN/TAN/Service Tax
IT Return
Audited Balance Sheet
Affiliation Certificate (RSLDC)
Proof for delivery of Rajastha “kill a d Livelihoods Develop e t Corporatio ’s “po sored “killi g Progra s
Recognition Certificate
Infrastructure/Building approval documents/Rent Agreement
Staff Particulars & Profile of Senior and Middle Management
CV’s of the Teachi g/Trai i g “taff
Guidelines for recruitment of Trainers
Professional Development Plan for Faculty
Training Details of Staff
Drinking Water
Class Room, Laboratory
Content/Training Manual/Training Guide/Training Delivery Plan/Feedback Form/Review Mechanism
Industry Linkages and List of Companies for Placement
Placement Tie-up & Placement Record
Pan India reach in terms of number of centers and deployment of trained manpower in Industries
Facility for on Job Training
Guidelines for crisis handling and handling of Firefighting Equipment
Training Calendar
List of Equipment Tools as per NOS
Course Curriculum as per NOS
Process Flow Chart
29. Director’s & Mgt. Profile
Name Dharmendra Kumar, Director
Father’s Na e Late Suresh Kumar Singh
Date of Birth 14th April 1973
Marital Status Married
Educational
Qualification
B. Sc. (Hons. Physics),
M.B.A.
Other
Organisation
Director – Mindlinx Media &
Entertainment Pvt. Ltd.
Address Flat No. 902, Tower – 4-R,
AWHO, Greater Noida, U.P.
Member Bihar Industry Association (BIA)
Social &
Cultural
Activities
Chairman, People First Foundation,
Ex- President, Rotary Club of India,
Saket
Sports/Club NCC, Cricket
Name Deepali Chauhan, Directior
Father’s Na e Sri Omprakash Chauhan
Date of Birth 7th November 1985
Marital Status Married
Educational
Qualification
B. Com. , Pursuing LLB
Address Flat No. 902, Tower – 4-R,
AWHO, Greater Noida, U.P.
Other
Organisation
Director – ProtaTECH Intelligence
Manpower Pvt. Ltd.
Social &
Cultural
Activities
Director, People First Foundation,
Sports/Club Badminton
Name Raj Sehgal (Company
Secretary)
Father’s Na e Sri R C Sehgal
Date of Birth 5th March 1976
Marital Status Married
Educational
Qualification
L.L.B., Company Secretary
Address Flat No. 902, Tower – 4-R,
AWHO, Greater Noida, U.P.
Other
Organisation
Director – ProtaTECH Intelligence
Manpower Pvt. Ltd.
Social Activities Founder, Lex Alliance Foundation,
Name Manoj Kumar
Father’s Na e Sri Ram Kumar
Date of Birth 25th June 1988
Marital Status Married
Educational
Qualification
B. Sc., M. Sc., B.Ed.
Address Flat No. 902, Tower – 4-R,
AWHO, Greater Noida, U.P.
Other
Organisation
Director – ProtaTECH Intelligence
Manpower Pvt. Ltd.
Sports/Club Badminton
Name Ravi Kant Mishra
Father’s Na e Sri Kamta Prasad Mishra
Date of Birth 9th Nov. 1991
Marital Status Married
Educational
Qualification
Post Graduate, Master of Physical
Education
Address Civil Line, Fateh Pur, U.P.
Other
Achievement
Laxman Awardee, By Govt. of Uttar
Pradesh
Sports/Club National Player, Tenis Ball Cricket
Name Pranav Tulsiyan (Director –
Strategic Planning &
Development)
Father’s Na e Sri Lalit kumar Tulsiyan
Date of Birth 21st Nov. 1985
Marital Status Married
Educational
Qualification
B. Com. , C.P.A. (USA)
Address A – 56, G.Floor, Nirman Vihar, N.
Delhi - 110092
Social
Activities
Jt. Secretary, People First Foundation,
Sports/Club Badminton
Name Amrendra Singh
Father’s Na e Sri B.D.Singh
Date of Birth 27th Sept. 1979
Expertise Media & Advertising
Educational
Qualification
B. A., MASSCOM
Social
Activities
Secretary, People First Foundation,
Name Dr. Manish Dev
Date of Birth 21st Nov. 1979
Marital Status Married
Educational
Qualification
M.B.B.S.
Trainer Nursing & Attendant
Name Akshay Rawat (State
Coordinator)
Date of Birth 7th July 1980
Marital Status Married
Educational
Qualification
B.Com.
Specialization Human Resource Specialist
30. Trainers
Name Qualification Sectors Address & Contact Details
Mr. Amit Kasana B. Ed. (Jai Narayan University,
Jodh Pur, Rajasthan)
Trainer (Hotel/Front
Office/Hospitality /Travel
Sectors
Flat No. 186, Gujar Mohalla,
Jawli, Laxman Garh, Alwar,
Rajasthan
M- +91 9875133680
Mr. Mausam Khan ITI (Electrician), Braj Lata Udyog
Prakshishan Kendra
Trainer : Electricals Village – Sajan Puri, Post –
Hasan Pur, Laxman Garh, Alwar,
Rajasthan
M - 9828328429
Mr. Lokesh Sharma B Com, University of Rajasthan Trainer : Electronics (Home
Appliance/Mobile
Repairing/Others)
Nokia – Trainer (3 Yrs.)
S/o Prem Bahadur Sharma
Near Divyani Hospital, Kala
Kuan, Alwar, Rajasthan
M - 9785992494
Mr. Pankaj Rai Pramanik B. Com., West Bengal
University, Corporate Sales
Trainer : Sales & Marketing Village : Desh Bandhu Para,
Post – Islam Pur, Dist.
Uttardinaz Pur, West Bengal.
M - +91 9733735511
Mr. Sultan Singh Naruka B. Com., Rajasthan University,
Netowrking : New Working MS
Sultan Mobile Care, Alwar
Trainer : Electronics Sonova Dungri, Viveka Nand
Nagar, Sector – 4, Alwar.
M. +91 9352207000
Mr. Dharambir Verma 12th, Rajasthan Board
Tech. Qualification: Diploma
(Jodh Pur Technical Board)
Trainer : Electrical Village : Dinar, Tahshil – Laxman
Garh, Rajasthan.
M. +91 8432214244
Mr. Amar Raj Gautam 12th, Ajmer, Rajasthan
Tech. Qualification: Diploma
(Jodh Pur Technical Board)
Trainer : Electrical Krishna Colony, Near Hat Bazar,
Tahshil – Nadwai, Dist. Bharat
Pur, Rajasthan.
M. +91 7734055127
Mr. Divesh Sharma 12th, Rajasthan Board,
Diploma (2 Yr.) : Mamta ITI,
Mathura, U.P.
Trainer : Electrical Vill. & Post : Masari, Tahshil –
Kathumar, Dist. Alwar
M. +91 9785472410
31. Team - Administration
Mr. Sushil Mishra Center Coordinator and Manager Operations
Mr. Sandeep Dubey Accounts Mgr.
Ms, Madhu Chauhan H.R. Executive
Mr. Vikash Chaudhry Transportation & Logistic
Mr. Abhishek Trivedi Account Manager – Mother Dairy
Mr. Priyesh Yadav Recruitment & Placement coordinator
Mr. Ratan Prajapati Operation Executive
Mr. Ashok Sharma Mgr. - Supply Chain
Mr. Rajeev Kumar Office Coordinator
Mr. Suraj Chaudhry MIS Executive – Reliance Retail
Mr. Rajesh Verma MIS – Reliance Retail
Mr. Ibrar Aalam Account Manager – Reliance Fresh
Mr. Nadim Khan MIS & Billing
Mr. Subhash Gupta Operation – Reliance Fresh
Mr. Ravinder Yadav Logistic Manager – MRC Logistic
Mr. Rakesh Kumar MIS & Billing
Mr. Naveen Arora Manager Sales (Chemtura Chemicals)
Mr. Naveen Nirula Sales & Marketing