Hi Friends,
                                              Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do.
                                                  There is just no time to look back, no time to wonder,"Will anyone read these pages?"
                                       With regards,
                                       Hemen Parekh
                                       27 June 2013

Thursday, 21 December 1995

MARPOL CHEMICALS

21 Dec 1995

MARPOL CHEMICALS

Our client, MARPOL CHEMICALS PVT. LTD. are a leading manufacturer of Powder Coating and Polyester Resins. Professionalism coupled with quest for Quality has been the hallmark of the company. Their plant at GOA has the state of the art technology. To fuel their expansion plans, we have been retained to select the following high caliber professionals:

THE MAN

MANAGER PRODUCTION & Q. C.

Edu. B.Sc.(Tech.) in Polymer / Coatings / Plastics.
Exp. 6 - 8 years
Posting : Goa
Code = M - 1

THE JOB

Interact with R & D, Production & Marketing Departments.
Responsible for scale up at plant level and application stage.
Testing & Certification of raw materials/ finished goods.
Guide a team of chemists.

MANAGER MARKETING

(Technical & Scales)
Edu - BSc. (Tech.) in Polymer/ Coating/ Plastic + MBA (Mktg.) preferred

Exp.: 6 - 8 years
Posting : Bombay
Code : M - 2

Scales of Resins & Powder coatings

All India marketing/ technical services

Preparation of Product / scales budget and achieve regional and dealer targets

Order forecasting

Monitor competitor activities.

YOUR SKILLS

In - depth technical knowledge.

Excellent interpersonal skills

Knowledge of computers.

OUR CLIENT OFFERS

Professional working environment

Delegated decision making.

Attractive remuneration

Apply in strict confidence with detailed biodata, superscripting position code to

INFORMATION TECHNOLOGY

PROFESSIONALS - BANGLORE

OUR CLIENT

A Leading Data com Company

Largest Distributor for AT & T Structured Cabling Systems in SAARC countries

Distributor of active networking, test & U.P.S. equipment.
Market share of over 60%

Part of US$ 100 million Group

The Group employs over 4000 people in India, U.S.A., Europe, Hongkong & Sri Lanka

Office network covers 9 cities with Bangalore as Head Quarters
Annual growth rate of 300%.

To compliment their ambitious expansion and diversification plans, 3P CONSULTANTS have been retained to select the following high caliber professionals.
  
THER PERSON

GENERAL MANAGER FINANCE

Edu : C.A./ I.C.W.A.
Exp : 10 yrs. (min)

CODE

A - 1

THE JOB

Provide leadership and responsibility in all areas of control matters as the companies principal financial officer.

Responsibilities shall encompass Cash flow, Financial Working models, budget forecasts, tax issues and strategic planning
Control an all India term of accountants / controller.
  
THE PERSON

GENERAL MANAGER MARKETING

Edu : Graduate / Engineer
       (telecom preferred)
Exp : 10 yrs. (min)

CODE

A - 2

THE JOB

Responsibilities shall encompass public relations. Product management, market publications and other media for internal/ external education and promotion.

Assemble and control a team at head quarters to create other departments.

Familiarity with data communication products/ computers necessary
In depth knowledge of I.T. Industry
  
THE PERSON

GENERAL MANAGER OPERATIONS
Edu : Graduate / Engineer (telecom preferred)
Exp : 10 yrs. (min)

CODE

A - 3

THE JOB

Responsible for entire gamut of company operations.
Export/ Imports, Logistics, Shipping, Order flow, Warehouse development and management.

Inventory control, trend analysis and computerized warehouse control systems.

Assemble and control a team of warehouse staff.
Fair understanding of trade business practices (duties, taxes).
Coordinate with marketing/ sales department

THE PERSON

GENERAL MANAGER TRAINING
Edu : Engineer (Telecom / Electronics)
Exp : 10 yrs. (min.)

CODE

A - 4

THE JOB

Responsible for creating two training and demo product centers.
Assemble and control a team to provide continuous, scheduled training to company staff and S.I. partners.

Manage Training function as a profit centre head.

Knowledge of active networking products as well as I & M and D & E  certification.

Responsible for achieving staff certification in all company products.
  
THE PERSON

GENERAL MANAGER SALES
Edu : Graduate / Engineer (telecom preferred)
Exp : 7 yrs. (min.) in I.T. industry

Vacancies

Bombay (West Zone)

Banglore (South Zone)

Calcutta  (East Zone)

CODE

A - 5
A - 6
A - 7


THE JOB

Oversee sales, marketing & local operating of regional office / sub regional offices (Min. 3).

Setup and operate an independent S.B.U.

Business development with corporate, to develop national accounts.

Lead/ motivate sales & marketing personnel as a  team player.

Knowledge of local business environment/ state language.
Commercial acumen to identify growth areas.

THE PERSON

HEAD OF H.R.D.

Edu : P.G. in human resource from a premier institution
Exp : 7 yrs. (min)

CODE

A - 8

THE JOB

Head staff at Head quarters and in various regional offices.
Develop & manage corporate staff.

Responsible for salaries, benefits and privileges of staff.

Assure corporate competitiveness in pay levels and recruiting employees across India.

Manpower Planning

Framing personnel policies.

THE PERSON

MANAGER - M.I.S.

Edu : Graduate / Engineer
(Electronics/ Telecom preferred)
Exp : 7 yrs. (Min.)

CODE :- A - 9

THE JOB

Developing and maintaining computer networks over WAN's and LAN's.
Ensure standardization, compatibility and seamless network of all offices.

Knowledge of computer/ voice equipments, software systems.

Assist in development of inter -active database.

Fair understanding of trade business practices.

CANDIDATES FROM TELECOM/ I.T. INDUSTRY PREFERRED
OUR CLIENT OFFERS

Very attractive remuneration

Professional working Environment

Excellent growth prospects

Participative management culture

For all above positions, excellent communication skills with computer knowledge essential

Courier your resume in strict confidence (with position code), listing your specific achievements.

HEMEN PAREKH

Sunday, 2 April 1995

JOB DESCRIPTION OF A CONSULTANT



PERSONNEL RELATED

Attendance / Leave Record
Salary Calculation & Payments
Personal Folder maintenance
Increment record

ADMINISTRATION RELATED

Timely payment of Phone Bills / Electricity Bills
-      Payment of “Tea” bills
-      Payment of “Stationery” bills
-      Inventory control / Reordering of all stationery items so we do not run short.
-      Statutory compliances (Shop & Establishment Act)
-      Housekeeping
-      Minor cash Purchases (Imprest A/c)
-      Announcement of Paid /Unpaid  Holidays in advance
-      Insurance (Cars/Computers/entire office)
-      Security

BUSINESS RELATED

FILING
-      Correspondence Files
-      Bio- data Files
-      Pro-data Boxes

JOB DESCRIPTION OF A CONSULTANT

Follow-up clients (once computer print-outs have been sent) to give “dates”     for conducting interviews & names of candidates to be called

Prepare interview-schedules & release to client & to “Interview Panel Expert”

Get ready Interview-Call letters & ensure timely dispatch to candidates.

Phone-up candidates & obtain their confirmation/alternate dates requested.
Communicate “Status” to client every 2nd /3rd day (or even daily) as to who /how many are attending.

Wherever necessary ensure dispatch of “Registration Forms” along with Call- Letters.

As soon as interview-call are dispatched, send out to client plastic folder containing.

Xerox copies of biodatas along with Interview Evaluation sheets.

Follow up with client (if required by periodic visits) re; Feed Back on

How many / who attended

Who was passed (selected) /rejected /kept on hold

Who is to be called for Final Interview (if any) & when. To follow up and organize such final interviews.

Ensure that client issues appointment letters to candidates “Passed” in the final interview. Follow up and get copies of appointment letters-alternately sit across client and fill up “Compensation Format” for calculating our professional fees.

Wherever client is unable to select/appoint anyone in the final   interview, sit with him and decide next course of action. e.g

Call some more candidates

-      Re-advertise

-      Search our database etc.

You job is not over till,

Relevant invoices are issued

Payment cheques are collected

Feedback to candidates re “outcome” of the interviews

Today this is a “weak” area. We give feedback only if (and when) concerned candidate phones us. This is not correct.

We owe to each candidate feedback on whether he got rejected / short listed for final interview/short listed for salary-negotiations. For this feedback, we should call him up on our own. If he does not have a phone, we should send him a Standard (but nice & polite) letter (never a post-card !)

CLIENT –RESPONSE

There are many cases where we have already received “Advance” (i.e. Minimum
Search fees) but have not acted-upon the client’s Purchase Order, by

Searching our Database

Short listing suitable candidates

Sending first the “Short list” and then individual detailed bio-datas to the client for his scrutiny.

We take action only when client start phoning! This is creating poor image.

So first thing to do is to prepare a

COMPREHENSIVE ORDER BACKLOG LIST
(in chronological order of the dates)

                                                          SPLIT THIS INTO



Where Advance            where we are not                casual /stray
is received - A             insisting on advance – B      Requests
                                                                     Monthly orderC
          
Obviously this is top priority           either because,       which could
& action must be started at            we want to start a          be converted  Once, otherwise these                   relationship with an  to advance, if
“Orders” Will get cancelled!            important client i.e.  we had time                                                     Hinduja/Finolex/Kirloskar    to attend to OR                  these although
We are not sure of   intuitively we          Being able to find suitable know that             
                                         Candidate (create poor           we
                                         Impression)                          have in our
Databank, very suitable
Candidates)
Lost Potential
Lost Business !
Our priority for action is obviously First A, then B & lastly C.

You should sit-down with Nirmit, devise a proper format and, with his help (his memory) start filling up each of these lists, starting with List A. This format could have following columns;

Client Name / Contact Person / Phone No.

Position / Vacancy

“Advance” details (Cheque No. / Date/ amount)

Action taken details

Computer Print out sent – date / (No. of records)

Detailed Bio Data sent-date / (No. of bio datas)

Interview Arranged – date / (No. of candidates)

Remarks

In the software being developed by Mr. Nagle, there are “Modules” for

Order Processing                                 There is a Folder
Interview Fixing                                  for each of these
Advance / Invoicing /Accounting

The formats to be used are shown in these individual folders. All these will ultimately get computerized. However, it will help us and Mr. Nagle tremendously if we are to immediately introduce a MANUAL SYSTEM (of “record-keeping” in Lists/Statements/Tabulations/Registers / Formats etc.) and use it for a few months to find-out its SHORTCOMING / LACUNAE, so that when we computerize, we can take care of problems faced during MANUAL OPERATION.

Rewriting computer software again and again is expensive/time-consuming and throws “Production” out-of-gear. This could be avoided by trying / testing a MANUAL SYSTEM. Although it could mean duplicate / multiple entry of same data in several different FORMS/STATEMENTS/REGISTERS. But this will be a very good LEARNING PROCESS, and will help us do a better job of computerizing with very little subsequent changes.