CORPORATE DATABASE (JANAM-KUNDLI)
Annex:(B)
4-6-1999
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USES → ↓ Company Database
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Mailers Offering our
Services
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Pro-Active Marketing →
(Mailers or Treat each job/situ. as a query on our Resume Database)
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Invitations to
"Headhunt" on our Site
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Invitations to Post jobs on
our Site
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Use Resume database for all
possible related databases on our site
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HR / Update
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Redundant / Active?
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Correspondence W.A.R. (If
Company is a CLIENT) (Tel/Fax/e-mail) & Gimmicks or Phone-calls
(PRODUCTS?)
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Conducting Headhunt amongst
Gimmicks / Employees
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If an executive is any
MEMBER
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Pop-up Screen on TALISMA or
on Module #2 whenever Company is its-a-client or not
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FIELDS OF DATABASE
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Name of Co.
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Group Companies
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HO Contact data
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{only Phone $\checkmark$}
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Branch Contact data
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Products/Services
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Industry
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Sales (Latest Year)
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Tech. Collaborators
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JV Partners
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New Projects
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Company's Executive Data
(Name-Age-Exp-Educal-Designation -Salary-Function)
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EXECUTIVES TO BE CONTACTED OR
SENT LETTERS.
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Letters-If any $\rightarrow$
should be sent at RESI. ADD. ONLY.
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Never use Sal/email
$\checkmark$.
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To the extent $\checkmark$
possible, use Resi. phone only. or DIRECT or MOBILE NOT
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Chairman/V-C
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As case may be
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MD/Dy. MD
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President/CEO
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Directors
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Vice Presidents
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General Managers
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Managers
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Officers
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Executives
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Company Secretary
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Chief of HR/Personnel/Labour
Manager/Op.
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Training Manager/Ed.
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Module #2 [9 FEB, 1997] $\textcircled{1}$
10/11/13
CORPORATE DATABASE
In our business (as in any other
business) creating and updating/maintaining a client database is vital.
This is all the more important in
our business because, for us, quite often, a "client" becomes a
"candidate" and a "Candidate" may become a client.
And since every person, whether a
client or a candidate works in a COMPANY, we need to create/maintain a
COMPANY-DATABASE as well.
$\textcircled{2}$
With these COMPANIES (and with
specific individuals within these companies) we need to correspond/dialogue for
following reasons/purposes:
- To market our services (Mailing Campaign).
- To forward bio-datas of specific "candidates"
who, we feel, could be of interest to that Company (or a set of
Companies), either for their
- existing Operations
- or their expansion/diversification projects
(Pro-Active mktg. 09/08/2002
Maybe for replacement of their "Retiring" senior Executives)
$\textcircled{3}$
Such "unsolicited"
bio-data sending would focus on what "products/services" the Company
is already engaged in or expected to engage in, based on published information.
- Normal business correspondence once a Company has
already become our client.
- Contacting (mostly by phone) a particular executive
in a particular Company to find-out his interest in changing.
$\textcircled{4}$
Such contact would almost always
be in the nature of "head-hunting" against specific requirement given
to us by a client. In such cases, client has indicated his
"search-parameters or preferences" in terms of
- Type of Industry/Specific Companies
- Functions/Designation
- Product or Service exposure
- Edu/Age/Salary etc. etc.
So we come across a situation
where
- COMPANY DATABASE $\&$
- CANDIDATE DATABASE
overlap.
$\textcircled{5}$
[Diagram showing a central
'Company' circle surrounded by circles representing Executives/Candidates (A,
B, C, D, E), with various data sources noted:
- Executive E (Data from Phone Directory)
- Executive D (Data from Alumni List)
- Executive C (Data from Annual Report)
- Executive B (Potential Candidate) (Data from Media)
- Executive A (Candidate Registered with us)
- Executive C (Potential Candidate) (Data from
Membership Directory)
- Shaded areas indicate overlap between the Executive
circles and the central Company circle.]
We also have this situation where
a) This is about to EXPLODE!
09-08-2002 Both Corporate Database and the Executive (potential candidate)
Database are compiled from a large no. of diverse sources
b) Both these databases are
compiled piece-meal, partially, slowly over a long period of time
c) "Data" about both of
them (i.e. the company and the candidate/Executive) are continuously changing
e.g.
$\textcircled{6}$
For an Executive
Following data keeps changing:
- Age (annually)
- Edu. (ocassionally)
- Designation ( " )
- Salary (annually)
- Function (ocassionally)
- Responsibility ( " )
- Knowledge $\Biggr\}$ Continuously
- Skills $\Biggr\}$
- Location (ocassionally)
- Employer ( " )
etc. etc.
** important
For a Company:
- Name (Rarely)
- HO Address ( " )
- Directors/MD/CMD (ocassionally)
- Plant location (Rarely)
- Products/Services. ($\textcircled{1}$) (Regularly)
- Sales Turnover (Annually)
- Collaborations (Ocassionally)
- "Industry"/"Group" (Rarely)
- Executives working in the Company $\rightarrow$
$\textcircled{2}$ 10% each year
- Financial/Mfg. Parameters $\Biggr\}$
$\textcircled{3}$ (Annually)
$\textcircled{7}$
So we come to realisation that
- "Creating" corporate $\&$
candidate databases is a SLOW process
- Some parameters of both the databases keep changing
FAST
Therefore,
- Volumes involved are ENORMOUS.
Therefore, at best of times
INCOMPLETE
INACCURATE
By putting enough no. of RESEARCH
/ DATA ENTRY operators on the job, all that we can ensure is that these
databases do not become completely OBSOLETE!
This will be an ever-expanding,
Continuous, Constant effort.
$\textcircled{8}$
But as long as we keep this up
RELENTLESSLY (equivalent to BREATHING which never stops for even a second), we
can live with inaccuracies which are MANAGEABLE.
It will happen that, on the basis
of our databases
- We send out a letter to an executive and find that
it does not reach him because he has "moved" and not
updated his address in our data base
- We phone an executive at a Company where he is
working as SD and SO (as per our database) and find that he
has left that company one year back and no one can (or will) tell us where
he has joined.
- We send an executive's biodata to the Personnel
Chief of XYZ company and find that the chief has retired/resigned and gone
away.
$\textcircled{9}$
we would have to live with such
"inaccuracies". In a fast changing world there can never be an
UP-TO-DATE database! And if anything,
- the "RATE OF CHANGE" will only
accelerate.
So, if we are to depend upon traditional
methods of updating these databases (viz. Research $\&$ Data Entry
on our own – using our own resources), then,
we are fighting a LOSING
BATTLE!
Because,
our Resources (of research
$\&$ data entry) can never keep-up with
- growing Volumes $\Biggr\}$ $\text{thousands of
Companies}$ and $\text{millions of Potential Candidates/Executives}$
and
$\textcircled{10}$
- accelerating "changes of status"
(of dozens of parameters about each executive and each company)
We could lick this problem in
only one way.
8 $\frac{1}{2}$ yrs. after
writing this, I have concluded that this is a WISHFUL thinking! 09-08-2002
$\Biggr\}$ Get these Companies and these executives to continuously
update their own databases! THEMSELVES!
Put the ball in their court.
Get them to do the dirty work.
Place the onus on them.
Well said!
But HOW do we get them to do
this?
And WHY should they do it?
And WHAT benefit do they / will
they, get by doing it?
$\textcircled{11}$
HOW?
When I wrote this (linearly
1997), my ideas about INTERNET $\&$ WEBSITE were quite hazy! $\checkmark$
09-08-2002.
- Give them "remote-access" to our database
(only their own) and ask them to
Create
Alter / Modify / Delete / Add /
Update
from their own computers
- Get them to phone our "head-set wearing"
data entry operators and give instruction about changes to be carried-out.
OR
Deposit their
"change-instructions" in our VOICE-MAIL box.
till
- "Voice-recognition" takes over
$\textcircled{12}$
WHY?
Corporates $\&$ Executives
will do this (initial entry $\&$ subsequent updates) only if they stand to
(personally) benefit from doing it.
Time is the most precious
resource on earth and everyone tries to prioritise its USE based on the
perceived benefit to himself or to the organisation that he is working
for.
Therefore,
Unless we introduce in our
System, a strong element of BENEFIT (to the individual concerned—acting
for himself or on behalf of his employer-company),
he is unlikely to take the
trouble (and Waste his time) of updating the database on his own.
But he will do it if the BENEFIT
is
- Considerable/Great
- Immediate
- at no EXTRA-COST.
$\textcircled{13}$
WHAT?
That brings us to the question of
"what" benefit can we offer him for taking this trouble?
Let us list the benefits that we
could possibly offer:
TO THE COMPANY (Who becomes a
MEMBER)
- Remotely shoot "queries" to our database
and "locate" suitable candidates against their requirements
(most of whom were required "yesterday" - hence the urgency).
(He may find his own people
there.) (Which database, candidates?)
- "Value-Added-Services" such as
- "Job Descriptions" for thousands
of unique jobs
- Remote "drafting" of recruitment advertisements
(will depend upon completion of our "KEYWORD" project.)
- Compensation Surveys
- Organisation Charts
- Corporate Data of any other Company / Industry
- Labour Union Agreements (scanning $\&$
OCR)
$\textcircled{14}$
- Names / addresses of Engineering $\&$
Management Colleges/Institutions all over the country, listing the courses
being offered.
- Campus Recruitment (student data of
graduating class at each college - replacing effort to go thru dozens of Placement
Brochures received each year)
We will not be able to integrate CAPEX
/ PROWESS / CMIE's into our own database until, if we become their ONLINE
Subscribers (we can download profile & company's full data bases on
10000 companies) $\Biggr\}$ If we can succeed in integrating into our own
Database, then $\text{DART / CMIE / DALAL STREET JOURNAL}$ their handover to VRS
(Voluntary Retirement Schemes) our Candidates. (09-08-2002)
- Standard Letters
- appointment
- confirmation
- termination
- Personnel $\&$ Administrative Practices
of diff. Companies.
There can be many more
Value-Added Services. Again, to begin with, most of these BENEFITS are aimed at
the PERSONNEL-MANAGERS.
Aim is to make them our SPOKESMEN
and let them
$\textcircled{15}$
push the idea (of 3P club
membership) within their organisations.
We have to convince them
that
- for a reasonable ONE-TIME effort to create
their own database on our server - either by
- filling in forms
- entering in floppy
- remote log-in
- and
- for a very little REPEAT effort annually to
update their database,
they could get an free
access to a vast array of Personnel-function related information, just
for the asking! Using this info, they could "leverage"
themselves in the corporate hierarchy, as never before!
$\textcircled{16}$
BENEFIT
FOR THE CANDIDATE:
For a Candidate who undertakes to
- fill in a floppy
- or Remote log-in entry
to create his database - and
further undertakes,
to keep it updated every year,
following "Value-Added
Services" can be offered (free?):
- Job Bulletin Board. (Remote Login)
- Non 3P clients
- 3P clients
- Compensation - Trends $\Biggr\}$ Industry -
Function - Location - Age
$\Biggr\}$ Designation - Edu.
Quali., - Wise
- Organisation Charts
- Job Descriptions
- Key Words
$\textcircled{17}$
Automatic Resume Generating
Intelligent Software
to help him write a Resume
If we can make $\text{CMIE'S /
CAPEX / PROWESS}$ data available to OUR candidates, appearing
$\text{with OUR Client}$, before interview, we would steal the show!
09/08/2002 $\Biggr\}$ to prepare himself before appearing in an interview with
a given company
- Interview Tips
- Mailing - Campaign (PAID SERVICE)
Under this, after scanning
"non-3P client" job bulletin board, an executive may instruct 3P to
send out his biodata to 10/15 Companies of his choice.
- Several other Value-Added-Services can be
thought of.
$\textcircled{18}$
Securities after Entering
Following points must be noted:
- At no point/time, our service should enable
- a candidate to contact client
- a client to contact candidate
directly.
This must always be thru US.
(09/08/2002 $\rightarrow$ 5 $\frac{1}{2}$ yrs. since writing this, I do not see
any need to change this model!)
- For this reason, we shall never do what INTELLIMATCH
and many other companies are doing viz.
- allowing candidate to "post"
their resumes on the server
- allowing companies to post their "jobs"
on the server
and then permitting them to
contact each other directly.
- Like a newspaper (advt-space), they only collect a
RENTAL for use of electronic-space, for a given period.
$\textcircled{19}$
These comments were made 9 months
before we launched our website!
- For executives, we have provided "EDIT
RESUME" feature $\&$ automatic 6 monthly EMAIL REMINDER.
09/08/2002 $\Biggr\}$ Both the
Companies and the Executives MUST update their own database once-a-year (we can
specify dates - staggered to reduce load).
They will be permitted FREE
access to the value-added-services, only for a period of ONE YEAR
from their last Update.
After that the access may be
totally banned/denied or made available for a FEE.
Only such stipulation can keep
database reasonably up-to-date.
- No executive will be allowed to "access"
database of any other executive.
Software may allow each executive
to create his own secret PASSWORD, so he is assured of data-security.
HOWEVER,
Irrespective of this PASSWORD,
all databases will be accessible/searchable/manipulable by 3P.
$\textcircled{A}$
CORPORATE DATA BASE SCREENS.
COMMON TO ALL SCREENS
- Company Name: ___________________
- Co. Number/Code: _____ Screen No: _____
- Source of Info: _________ Date of Entry: _____
SCREEN NO: 1
CORPORATE DATA
- Company Name: L$&$T finance
- "Group" which it belongs to: L$&$T-TW
(Perceived ownership or Management Control by)
- Industry category In which Active
(Can it belong to 2 industries?)
- Management Group
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Designation
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Name of Person
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Res. Tel No.
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Chairman
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CMD
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M.D.
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President / CEO / COO / CFO
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Director
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"
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"
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Chief of Personnel
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(Hand loaded $\rightarrow$ Is
this flexible? Can be added dynamically)
- Sales Turnover (Latest year) Rs. ____
Million (95/96) $\rightarrow$ (Profits! In million only)
$\textcircled{B}$
SCREEN NO: 2
Physical Data
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Level
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Address
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Contact Person / Position
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Phone No / Fax No
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1. Head office or Regd.
office
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1:
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Pin / city / State
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2. Regional & Branch
offices
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1
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M. P.
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2
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3
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4
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3. Factories or Plants
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1
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2
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3
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4
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5
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$\textcircled{C}$
SCREEN NO: 3
Product / Service Data
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Products / Services
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1
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2
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3
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4 $\quad \rightarrow$ P4
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5
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6
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7
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TECHNICAL COLLABORATIONS
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Name of Foreign Company /
Country
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For which product / service
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1
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2 $\quad \rightarrow$ C9
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P4
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3
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4
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5
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JOINT VENTURES
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Name of Indian JV Company
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Name of foreign company /
country
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For which product / service
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1
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2
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3
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4
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$\textcircled{D}$
SCREEN NO: 4
Senior Executive Data
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Name of Executive
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Designation
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Function
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1
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2
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3
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4
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Sources of Information:
- Unabridged Annual Reports.
- News media.
- Membership Lists of Professional Bodies.
- Alumni Lists.
- Telephone Directories.
- Membership Lists of Visa / Diner /
Citibank Credit Cards.
- Training Courses Participation Lists.
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Source
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Database Says
"Executive" is working in
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Probability of
"Correctness"
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Company A
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Company B
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Annual Report
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$\checkmark$
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Newspaper Magazine.
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Bio data / EDS.
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Membership List
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$\textcircled{23-10-96}$
our limited resources, do not
permit us to immediately implement all of our Ideas.
PREPARING TO LAUNCH
3P EXECUTIVE SEARCH.
Building Senior Executive
Database:
We need one, full-time person for
this activity. Deepa has started this activity last week! (09-08-2002.)
His entire time should be spent Scanning
newspapers / business magazines / directories / annual reports etc. to pick out
information about Senior executives and enter into computer. Or
he could just spend all of his own time "highlighting" such
information and handover to EDP Room for data-entry. This alternative
may be better.
To begin with we could start with
a "clerk"-level person who is intelligent or even a retired
person, but I feel a young, junior person would be better.
In most cases, executive data
picked up from newspapers $\&$ magazines will give us, only
- Name of the executive
- His designation
- Name of Current Company/Employer
Ocassionally, it may tell us
- Where (which company) he was
- What (designation) he was.
In EXECUTIVE SEARCH
(Head-Hunting) business, even such past data is very important
$\&$ must be captured.
Abhi
- Pl. return this file by $16^{th}$ inst.
- Take Xerox copy if you want!
$10/11/13$ 09-08-2002
Building Up a Corporate
Database (Janam Kundli)
See enclosed notes (Some written
nearly $5\frac{1}{2}$ years ago).
Most of the thoughts / views
stated are valid, even today,
EXCEPT
$\triangleright$ we just cannot
afford an army of D/E operators to create a CORPORATE DATABASE.
It is far cheaper to BUY
such databases from MEGHA CORPO / VIPUL ZAVERI / PUNIT SHAH / Ranjeet Gupta
etc etc, for whom, this is their CORE business. It is not our Core!
How soon we can buy - and benefit
- from such "bought-out" databases, depends upon, how fast you
/ Rajeev can figure-out a software solution to "Merge" all
these different / duplicate databases into ONE/COMMON datastructure,
which all of us can "access" / use from our desktops.
V. B.
MASTER JANAM-KUNDLI OF CORPORATES
(CLIENTS OR OTHERWISE)
(email sent to all-concerned on
6/8/02)
6 Aug 2002
Some books which I am currently
reading, repeatedly speak about, every business unit to have a UNIFIED
CLIENT HISTORY, available all employees across the organization. Its like
having one single Master clock in our office with no one having a Wrist-Watch!
Then there can be no dispute on what time it is! Or what date or what month!
It is possible that different
persons in an organization have different "needs" as far as corporate
database is concerned. Not everyone wants to know everything about every
company. Even for a given individual, this need may change from time to time.
This is quite understandable.
What would, however, not be
acceptable is that different persons use/access different databases and come up
with contradicting findings, eg:
One database on Voltas says that
the chief of personnel is Mr. Mishra whereas another database says, he is Mr.
Patel!
Or that one database gives one
phone number and the second database gives an altogether different number!
Such contradictions can result in
embarrassing situations. They will, most certainly result into loss of
productivity/efficiency and even loss of business!
It is therefore vital that we
create and maintain ONE/SINGLE/UNIFIED CORPORATE DATABASE.
In the enclosed diagram, I have
tried to show
- From what "sources", we can compile such
a database (SOURCES)
- To what "uses" can we put such a database
(USES).
- Who all may use such a database (USERS).
What I have not described is the
actual structure of such database (ie. different "fields"). By a copy
of this note, I am requesting Abhi to design/decide the fields, and make the
same available to Saleem.
Creation and maintenance of
corporate database will be Abhi's responsibility. He may use our own data-entry
operators or subcontract the work to outside vendors or "download"
from websites or "migrate" from other databases or copy from other
CDs, etc etc.
But one thing has to be clear.
No one else (other than Abhi) can
enter data or edit data or modify/delete data into this database. All inputs or
requests for "changes" must be given to Abhi, who will do the
needful.
As far as various "USES"
of this database is concerned, Saleem will decide
- "What" data to extract (from the
Master)
- "How" to migrate this data to different
applications
All of you are welcome/encouraged
to suggest new uses/applications.
B. L. C. Parekh
(CONTINUED ON PAGE
$\textcircled{2}$)
(Diagram)
USERS $\rightarrow$
Consultants $\rightarrow$ Surfers $\rightarrow$ 3p marketing Dept.
$\rightarrow$ Consultants $\rightarrow$ Authorised HR Manager of the company
$\rightarrow$ Jobseekers $\rightarrow$ Srikakha $\rightarrow$ Tally
USES $\leftarrow$
- OES - Legal Master
- Website / Ind Vs Product Video Triangle
- Mass Mailing Database where Email Available
- Module 1: Searching non-Member by Co name
- Website Corpo Personnel Page
- Website based Resume forwarding service (company
name wise)
$\Biggr\}$ Unified /
Standardized / Normalized CORPORATE DATABASE MASTER JANAM-KUNDLI $\Biggr\}$
SOURCES $\leftarrow$
- Charge request coming from HR Mgrs after viewing
their own Co. Data on our website Corpo. Personal page
- DCA CD of 5.5 Lakh Companies
- Floppies/CDs from other sources
- Printed Directories of Trade Bodies
- Job Advts posted on our website or downloaded from
other websites or Newspaper
- Shopping Baskets received on our website
- Offline Inquiries recd by 3P from companies
BLUE arrows represents INPUT
RED arrows represents OUTPUT
