Tool to recruit a Service Provider

1. PRISM
By OMM

2. How we can reach to our Expectation of
Service Provider?
• We are evolving a system for Recruitment of
Service Provider.
• PRISM
– (Plan, Recruit, Install, Support system & Manage)

3. PRISM
Planning a SP.
• Before selection we should be clear on
• What sort of Competency required?
• What kind of Experience necessary?
Prospecting a SP.
• Process for prospecting SP
• Past Records, References from colleagues/Customers/ SPs, Market
Visit & Competition.
• Short listing Right SPs.
• Attracting SP
• Objection Handling/ FAQ ( to be readily available)
• ROI outlook

4. ROI of a SP
Monthly invoicing No of Months Total Rev Margin @10% ROI
1000000 12 12000000 1200000
1 month investment 1000000 120%
Amount of Financial Gain
ROI = ----------------------------------------
Total Investment Amount

5. PRISM
Recruiting a Service Provider
Generate interest
Selection Criteria
• Recruit Filters
• Interest in New Business / Complacency
• Financial Strength
• Infrastructure
• Relationship
• Long Terms Aspirations / Values
• Competence
• Related Experience
• Vision / Perspective
• Process to Assessing the each Parameter
Stating expectations clearly and seeking nod
Assessment sheet

6. PRISM
Installing a SP
• LOI
• First Order
• Security Deposit
• Legal Agreement
• Credit Limit – e.g. 30 days
• Welcome Letter – A copy of ITW Values, Policy on Safety,
• Visiting Card & Letter Head Format
• Product Catalogues ( Whatever available in public domain)
• Recruiting, Training and coaching of Associates
Guidance & diligence of Business Managers while recruiting
Training Through external agencies/ Signode Institute
• Role of SP, Supervisor, Workers
Role clarity and our expectations wrt. Supervisors and Associates are to be ensured

7. PRISM
Support Systems with Service Providers
• Introduction to all relevant people in
Signode.
• Contact Matrix
• This is with respect to job execution on day to day basis.
• Decision matrix
• This is with respect to recruitment, certification of Bills,
order related and resources related issues etc.

8. PRISM
Managing SPs
• Performance Management
• Month on month review
• People Management
• Statutes compliance, Salary disbursement in time etc.
• ROI Management
• Bill Certification in time.
• Reporting
• Month Report.
• Safety meeting.
• Month performance review by BM & Site manager
• Managing the Response
• SP Motivation – Awards & Seminars
• Supervisor Motivation
• Supervisor performance monitoring – Reports, Weekly
discussions
• Customer Interaction Activities
• Participation in Seminars, Safety meet, Product Launch etc.

9. Risks & Conflicts
• Risks
– SP loosing interest
– Ensure he gets ROI
– SP leading to unethical competition
• Conflicts
– Demurrages due to delay in execution
– Debit Notes
– Not following the guidelines

10. Formats
• Criteria for Associates & their Supervisors
• Employee Recruitment Form
• Self Declaration form by Employees
• SP Evaluation Form
• SP Application Form ( along with Vender Reg. form)
• Welcome Letter
• Format for Planning SP
• SP Performance Monitoring Format
• SP Month Report
• SP Safety Policy