Notes: EVOLUTION NOT REVOLUTION

( Dec. 31, 2002)

Nirmit

Sri Ram

Raju

Abhi

Kartavya

Pritr

Dec. 31, 2002

“Evolution, Not Revolution”

John R. Logan.

This book is in my personal library - just finished reading.

Like all other books in my library, on this one too, I have made comments in the margins of some pages - whenever I came across an observation of the Author, which had some “relevance” to our business / what we did / what we are currently doing / what we should be doing etc.

I have listed those pages in the enclosed sheet.

Whereas you may not find time to go thru the entire book, it may be worth glancing thru the “underlined” paras & my remarks on these “Learning Pages”. You may borrow the book from me but do return fast so that others too can benefit.

Regds

[Signature]

For Comments on	Look Up Page Nos.
OES	XII / 70 - 78 - 110 - 111 - 123 - 125 - 159 -
Tech Team	XIV / XV /
Advanced Technologies	XVI / 162 - 170 - 188 -
Vision / Kāl - Chakra	5 / 53 - 108 - 109 - 117 - 129 -
Reaching Customers / Marketing	7 / 71 - 76 - 77 - 84 - 85 - 89 - 97 - 130 - 139 - 200 - 211 -
JAWS - LOCK IN - Manhattan - Octopus	7 / 12 - 14 - 18 - 20 - 45 - 55 - 56 - 59 - 60 - 61 - 70 - 72 - 73 - 88 - 89 - 95 - 99 - 102 - 103 - 118 - 134 - 137 - 140 - 155 - 169 - 187 - 197 - 223 -
Global Recruiter	12 - 13 - 19 - 41 - 54 - 57 - 61 - 69 - 72 - 74 - 75 - 90 - 118 - 144 - 148 - 204 -
Email Converter (Module 1)	13 - 71 - 96 - 138 - 143 -
Pricing	17 -
Corporate Strategy	38 -
Sri Ram / Raju	193 - 195 -
Abhi	Chapter 8 / 184 - 192 - 210 - 221 - 224 - 227
Pritr	192

(Dec. 21, 2002)

Nirmit

Sri Ram

Raju

Kartavya

Inder

Abhi

Dec. 21, 2002

PROJECT OCTOPUS

Someday 3P will have two, reasonably independent “Divisions” (or Strategic Business Units - SBU), viz:

Executive Search Division

This SBU will primarily engage in "headhunting" for SENIOR level positions.

This SBU will depend upon a “NON-MEMBER” database of passive job-seekers, who will need to be located, talked to, persuaded to consider a position.

Recruitment Division

This SBU will primarily engage

in MIDDLE level executive - placement with client - companies (5 yr - 15 year experience).

This division will mainly depend upon a large database of job-seekers, who have submitted their resumes to us or to any other website, (may be, someday, to any other placement agencies - eg. our partner placement agency program).

Project Manhattan will make it possible for us to build up a large database of such ACTIVE jobseekers. In course of time, Project Manhattan will be entirely "automated" (end-to-end), so that very little human intervention is required in

downloading job-aduts (Lexisot / Infogist)

Converting job-aduts (Composer)

Uploading job-adut. (FTP)

receiving resumes

Converting resumes (to structured database)

Searching resumes (thru “Intelligent Spider” in “ENQUIRY” (OET-1) Member-search Tool)

Sending out resumes (thru ARGIS (Converted Resumes))

Sending out proposals

This division will also employ "GLOBAL RECRUITER" (as a WEB-SERVICE) to lock-in customers (Corporate-clients).

Whether Global Recruiter Web-Service, should be completely FREE give-away (like MS Internet Explorer) or it should carry an "Annual Subscription", is something we can debate, by listing PROS & CONS of both models.

But,

I strongly believe that it should be a “WEB-SERVICE” and not a shrink-wrapped box (product) which is licensed" to buyers for a price.

This would require elaborate / complex "VERSION-CONTROL" & marketing of Upgrades type of issues / problems. We would need a whole department for this!

There are no such problems with a Web-Service. We have to add features / upgrade only our own web-server! The users, would need no installation at their

ends. They may or may not even notice any change in the quality of webservice. And webservice will be independent of HW/SW issues at client-end.

This was a bit of digression.

What is Project Octopus and what is its relevance / importance to this RECRUITMENT DIVISION (SBU)?

Earlier, we noted that this SBU, takes care of its "SUPPLY-SIDE" (i.e. supply of candidates / Resumes) thru Project Manhattan, which, we intend to completely AUTOMATE. (- a challenge for the technical team).

We, further hope that

GLOBAL RECRUITER

will help this division Capture "clients" some of whom will rather "outsource" their recruitment process than "advertise" on their own.

But, as far as "DEMAND-SIDE" is concerned (i.e. getting orders), I would not want to depend on "Global Recruiter" only. That would be too dangerous.

I would like to have another / one more mechanism to

CAPTURE CLIENTS

(Demand Side Management)

And, it must also be a fully AUTOMATED mechanism! - with no or very little human intervention!!

That is

PROJECT OCTOPUS.

On Discovery Channel, you must have seen an Octopus with its many tentacles and hundreds of suction-cups on each tentacle.

A suction-cup, firmly attaches itself to a prey / victim and just does not let go. In fact several suction-cups attach

to the victim. Then the tentacle (which has a far reach), wraps around the victim and brings it in to where the mouth is.

Very little hope of escape.

We too, must learn from Nature - and its marvellous Creatures - and COPY its processes (emulate), for survival & growth.

Remember, "Survival of the fittest" by Darwin & Species that survived are those that "Adapted" to the environment (which was constantly changing). Rest were wiped out / extinct.

It is no different in the harshly Competitive jungle of "Business". If we do not adapt we will get eaten-up by the predators (- the Competitors), who are on the prowl.

But unlike in "Nature", in "Business" we (as a species), do not have the luxury to "adapt" over Centuries & millenia. In the internet age, a Century is one year & a

"decade" is a "month"! This is the rate at which environment is changing, like on an accelerating "Tread-mill" (- a conveyor belt); we would have to, forever run faster & faster, to stay at the same place! Others will fade away in oblivion.

To mimic nature, we too must evolve into an Octopus.

We too, must have a thousand "Suction-Cups" to suck-in "orders".

These thousand Suction-Cups, are India's thousand "placement-agencies", most of which are located in Metros / mini-metros & Class B towns. These agencies are manned by the owner and 3/4 assistants.

Most - almost all - of these agencies cater to the manpower needs of their "local corporate-clients. These agencies do not have a "national" reach. Not only are their clients "local" even their resume databases, consist of local

jobseekers. Many of them have this resume-databases in box-files. A few may have succeeded in entering these records in "Excel" or "MS-Access".

None of these have their own websites (or maybe a very few), or structured and searchable databases.

Starting with those who have Computers & internet access, we must ultimately convert all of these 1000 agencies, into our

FRANCHISEES

(our Suction-Cups).

They will bring in "orders" for us, from their local corporate-clients (whom we may be unable to reach on our own). It is understandable that these Corporates would trust a local "placement agency" - with whom they have been dealing in the past.

And these agencies will earn from us a "Franchisee Commission" of 30% of our professional-fees for executing that order.

But, in practice, they will "execute" the order on their own - without (may be) any intervention / assistance from our side!

How?

All our "franchisees" will be connected to our Manol servers thru VPN or leased lines (or even dial-up connections, if these improve dramatically over next 12 months - thru Reliance - Infocomm - connecting 115 cities).

They become a part of our extended "Network".

They log-into our Server, using passwords and bio-metric devices.

Essentially, they will log-into our

ORDER EXECUTION SYSTEM (OES)

and use it, exactly the same way one of our own consultant uses it from our own office. Of course OES will need

Some "modifications".

Like any other (local) Consultant, a franchisee will

enter an "Inquiry" (OET 1) into system
Send a Proposal
Create a SON
Conduct a "resume-search"
prepare "short-lists"
Communicate to Client / Candidate
arrange interview
assess / follow-up
raise invoice (in 3P's name)
collect cheque (made out in 3P's name)
enter cheque details in OES & forward cheque to Manol.

One, over-riding Condition:

Nothing - but nothing - can be done outside of OES.

Even if a franchisee has a local printer, the PRINT command would come only from OES.

If any email has to be sent to anyone (Client or Candidate or 3P or anybody), it can only be done thru OES. Same for all incoming emails.

NO database (of resumes) can be downloaded on franchisee's local hard-disk.

NO telephone call can be made (or received) without being recorded into OES.

Server-based Software, will track every mouse-click of franchisee's Computer and create an AUDIT-TRAIL and create a history of his "surfing habits" (i.e. surfing the OES). Such "SPY-WARES" are already available.

In a nutshell, NO franchisee should be ever able to "cheat" us.

In fact no hardware / software can be added at franchisee's premises unless Manol server authorises it (after detection).

But, what is important to notice in

my foregoing Observations is,

Order is "brought-in" by franchisee

Order is "executed" by franchisee

Cheque is "collected" by franchisee

and, all that We - Our SERVER, to be precise - does is,

deliver "data" over wires - electronically

keep "track" of each franchisee's performance (Orders booked / executed / being executed / Collections made / outstandings etc etc)

Credit franchisee's bank-account with what is due to him (Commission)

Set "Order Booking / Net-collection" Targets for each franchisee

And everything AUTOMATED!

Supply Chain Management \rightleftharpoons Demand Chain Management

(Manhattan) (Octopus).

But "Conceptualising" is not enough. We must translate this into action.

Regds

[Signature]

Nirmit

Sri Ram

Raju

Kartavya

Abhi

Inder

14-12-02

Thanks to Project Manhattan, this month, we expect to receive at least 20,000 resumes (from Monster & JobsAhead only) - more than what we received from our own website during last 12 months! In months to come, this figure will go up dramatically.

As of today, resumes received from Monster can be converted into our Module 1 structured database, with a Single Click. This is being installed today.

By 13th Jan (date given by Abhi), we should be able to Convert all structured & un-structured email resumes, into Module 1, with a Single mouse-click. So, thereafter, there will be no "backlog" for data-entry. This means, our

MEMBER DATABASE

can be expected to grow by 30,000 / 40,000

every month! - And it will be "Searchable"!!

Building-up a large resume database, by downloading / uploading job-aduts, is just ONE of the benefits. There are many others, which I have listed in enclosed chart. These advantages, make job-adut. downloading, a Very important project.

Fortunately, we have tied-up very little inhouse manpower resources for this purpose. We have 2 outside Vendors who will download (at least 100 job-aduts each / day) & email to us, at the end of the day. We pay only Rs. 2 / = per job-adut.

As far as "extraction" of "Various Databases" from these job-aduts. is concerned, we have already created / installed most of the Software Tools which are either automated or in the process of being automated. We must ensure that there is no manual data-entry of any kind. This is a low-cost but very VITAL initiative.

[Signature]

JOB ADVT-

Building a database of 2 lakh

by downloading from websites:

How will it help us?

PROJECT MANHATTAN	"Global Recruiter"		KNOWLEDGE-BASES
- Building Up a large Resume Database & "Non-Member" database (from "References")	Corporate database extracted from 2 lakh job-advt. will help us in promoting its Web-based service to these companies (20000?)		- Job Descriptions - Edu. Qualifications - Actual Designations - Products / Services - Keywords / Category
JAWS / LOCK IN	CORPORATE DATABASE	EXCLUSIVE PAGES	MARKET RESEARCH
- Broadcasting (emailing) of Customized "Job-advt. Summaries" to 16000 Corporates / 700 news-papers / Edu. Institutes / Websites - thereby creating traffic & large resume database (candidates "like to" Apply Online)	Contact Info & Profiles of (20,000?) Companies which POP-UP when they call - along with Job Advt. History of that company.	Send Corporate Keys to 20000 Companies. Allow them to "access - candidate Alerts - Job Advt. History - Resumes sent" (thru LOCK-IN).	Proactive Marketing - Who (Which Companies) need - What executives for posting - Where (Location) offering - What salaries
- Creating a powerful Revenue Model for 16000 Corporates who will collect Rs. 1/= per Company - Name to whom candidates wish to forward resumes. Candidate simply clicks on names of 20,000 companies. Whose job advt. we have downloaded & for whom we have created Exclusive Pages. We charge a % of fees.	NON-MEMBER DATABASE	HR MANAGERS DATABASE	Treat each job-Advt. as an INQUIRY (OET 1) & proactively recommend Suitable Candidates (without revealing identity). Automatic email requesting them to "Lock-in". "Long Display of Shortlist Cards" stating why on their Exclusive Page.
	- Names / Add. / etc. of Executives other than HR Mgrs (From Contact / Apply To details).	- Contact / Apply To details.
	CONTACT INFO. DATABASE	COMPENSATION TRENDS
	Phone / Mobile / Fax / E-mail (Auto Dialling / Mass mailing).	- Ind / Functional Design / Location Wise.

Nirmit

Sri Ram

Raju

Kartavya

Abhi

Inder

11-12-02

"FLIGHT-DECK".

I have taken this word from

"Customer Revolution" (Patricia Seybold)

p = 225.

To navigate his plane thru rough weather & land it safely to at the destination, a pilot needs a "flight-deck". It is full of instruments (and Controls too!) to show him hundreds of parameters of the flight. It shows "safe operating Range" for each. If some actual measurement (of any given parameter) is beyond SAFE limits, then the pilot knows what "Controls" to actuate and for how long. In many modern, "fly-by-wire" planes, computers actuate these controls on their own. Auto-Pilot functions.

Patricia strongly recommends that each Company have its own, custom-designed

FLIGHT - DECK.

On this Flight Deck, the Company should be able to MONITOR its own business-environment.

Not only what is happening "internally" but what is happening "externally" as well.

As of now, we have no mechanism to gather / compile / graphically plot "external" data such as:

Market Intelligence

which Companies are on look-out for what kind of executives and when / where
Who is paying What salaries to whom

But,

on our own Flight-Deck, we must be able to monitor everything that is happening "internally", within 3P - and on a realtime basis.

And, then our Flight-Deck, must provide us TOOLS / CONTROLS to

chart out our course (TARGETS)

monitor (Where we are w.r.t. targets)

make "course-correction"

with this in mind, I suggest we create a Single / Unified User-interface, as per enclosed format, thru which, all of us can "access" / "Activate", whatever we want to see / do.

Obviously my proposal is not Comprehensive and I request each one of you to apply your mind & come up with suggestions & pass-on the same to Abhi before this week-end (14th).

After incorporating your suggestions, Abhi will come up with his proposal & circulate to all of us by (21st), which we may then jointly debate & finalise.

Regds

[Signature]

(Flight-Deck Browser - 11-12-)

FLIGHT - DECK - BROWSER (11-12-)

This image contains a detailed table outlining the proposed Single/Unified User-interface (Flight-Deck) with various columns and rows representing features, functions, and data to be monitored and accessed. The categories include:

Column	Content
Good Morning	Scheduler of OES
Candidate Search	Member / Non-Member Search
ISYS Search
Client History	Stopping Baskets / Inquiries Proposals Sales Orders Pending Orders Resumes Sent Invoices Outstandings Statements Already available in OES Client-wise
Candidate History	Resumes Sent Interviews Approved (Candidate-Wise) [From OES]
OES	OES Report No. BA
E-mail	Individual emails Mass emailing to standardized or Customized Mailing Lists
SMS	Sending Individual or Mass SMS (To Candidates or Clients)
Voice (Phone)	Dialling by clicking on a Name of a Person or a Company
Video Meeting
Document Retriever	Tool thru which any email or typed (OCR'd) document can be retrieved
Horizontal Row 1 (Performance)	Individual Consultant (Daily / Weekly / Monthly) Entire 3P Teams
Horizontal Row 2 (Graphs)	Performance Graphs Resume Arrival Graphs Expense Graphs
Horizontal Row 3 (Manhattan / OES)	(Manhattan) Source-Wise Advt.-Wise Total (Daily / Weekly / Monthly) Budget Vs Actual Expense Graphs for each & every A/c (Head / Deptt / Functnl / Qty)
Horizontal Row 4 (Admin / Consultants)	Hot Job-Advt. Tool
Horizontal Row 5 (HR / Admin)	Job Descriptions Appt. Letter Leave Record Increments Incentive Payments Late Coming Induction Manual
Horizontal Row 6 (Software / Workload)	Composer Admin Page SIS/GIS Intranet Workload Consultants

(11-12-02)

Nirmit

Sri Ram

Raju

Kartavya

Abhi

Inder

11-12-02

"FLIGHT-DECK".

I have taken this word from

"Customer Revolution" (Patricia Seybold)

p = 225.

Patricia strongly recommends that each Company have its own, custom-designed

FLIGHT - DECK.

On this Flight Deck, the Company should be able to MONITOR its own "business-environment".

Not only what is happening "internally" but what is happening "externally" as well.

As of now, we have no mechanism to gather / compile / graphically plot "external" data such as:

Market Intelligence

which Companies are on look-out for what kind of executives and when / where
Who is paying What salaries to whom

But,

on our own Flight-Deck, we must be able to monitor everything that is happening "internally", within 3P - and on a realtime basis.

And, then our Flight-Deck, must provide us TOOLS / CONTROLS to

chart out our course (TARGETS)

monitor (Where we are w.r.t. targets)

make "course-correction"

with this in mind, I suggest we create a Single / Unified User-interface, as per enclosed format, thru which, all of us can "access" / "Activate", whatever we want to see / do.

Obviously my proposal is not Comprehensive and I request each one of you to apply your mind & come up with suggestions & pass-on the same to Abhi before this week-end (14th).

After incorporating your suggestions, Abhi will come up with his proposal & circulate to all of us by (21st), which we may then jointly debate & finalise.

Regds

[Signature]

FLIGHT - DECK - BROWSER (11-12-)

Column	Content
Good Morning	Scheduler of OES
Candidate Search	Member / Non-Member Search
ISYS Search
Client History	Stopping Baskets / Inquiries Proposals Sales Orders Pending Orders Resumes Sent Invoices Outstandings Statements Already available in OES Client-wise
Candidate History	Resumes Sent Interviews Approved (Candidate-Wise) [From OES]
OES	OES Report No. BA
E-mail	Individual emails Mass emailing to standardized or Customized Mailing Lists
SMS	Sending Individual or Mass SMS (To Candidates or Clients)
Voice (Phone)	Dialling by clicking on a Name of a Person or a Company
Video Meeting
Document Retriever	Tool thru which any email or typed (OCR'd) document can be retrieved
Horizontal Row 1 (Performance)	Individual Consultant (Daily / Weekly / Monthly) Entire 3P Teams
Horizontal Row 2 (Graphs)	Performance Graphs Resume Arrival Graphs Expense Graphs
Horizontal Row 3 (Manhattan / OES)	(Manhattan) Source-Wise Advt.-Wise Total (Daily / Weekly / Monthly) Budget Vs Actual Expense Graphs for each & every A/c (Head / Deptt / Functnl / Qty)
Horizontal Row 4 (Admin / Consultants)	Hot Job-Advt. Tool
Horizontal Row 5 (HR / Admin)	Job Descriptions Appt. Letter Leave Record Increments Incentive Payments Late Coming Induction Manual
Horizontal Row 6 (Software / Workload)	Composer Admin Page SIS/GIS Intranet Workload Consultants

Kartavya

Inder

Abhi

26-11-02

“GLOBAL RECRUITER” MASTER PLAN

Enclosed find my outline of such a master-plan. It is most tentative, but it will help us to get started.

For a better understanding of manual / existing recruitment processes in most organised-sector Indian Companies, please read “WARP” on our website. But even this (description of the process) could be OBSOLETE, since it was prepared 3/4 years ago.

To accurately understand the actual (manual recruitment processes, you would need to sit across, a dozen Recruitment Managers, with some

MODEL MANUAL RECRUITMENT PROCESS CHART

and then ask each manager to comment on the same / modify the same (as it exists in his own Company). He will never draw-up such a chart (work-flow) from

“scratch” on a blank piece of paper, on his own,

but,

if you present him with a MODEL chart, he would happily point-out, where / how his own Company-process differs. Work-flow sequence will vary from Company to Company and our Global Recruiter would have to have a lot of flexibility / options.

Alternately,

You may think of Convening a meeting of 10 / 12 Co-operative / Pro-active recruitment managers (Raju / Sri Ram can organise). Then you make an AV presentation of your MODEL & ask for suggestions. Such common meeting will cut down on “Time-to-Market”.

Besides presenting & debating “Recruitment-Process Workflow” you may also use this forum to present your

MASTER-PLAN

and, once again, seek their views / suggestions.

In fact, Sri Ram / Raju should select such 8 / 10 Recruitment Managers, for this process who

are forward looking / willing to experiment
young & computer savvy
has desire / willingness to leverage Internet
are willing to form a “CORE-GROUP” which will continue to guide this project over the next 12 months

In V.1.0, I have listed 8 modules but a different set can emerge after your meeting / meetings. In any case, Modules for V.1.0 MUST be frozen by end Dec. 2002, so that Coding can start from 1st Jan 2003. Then only we can meet our target of April 2003. Modules for V.2 / 3 / 4 can be formed-up later.

cc: Nirmit \Biggr\ with a request to help.

cc: Raju

cc: Sri Ram

[Signature]

(Global Recruiter Master Plan - 26-11-02)

“GLOBAL RECRUITER” MASTER PLAN (26-11-02)

Feature / Function (Each is a MODULE)	V.1.	V.2.	V.3.	V.4.
Release Date:	April 2003	Oct 2003	April 2004	Oct. 2004.
1. Manpower Request - cum - Job Advt. (from Dept.)
2. Authorisation / Approval chain
3. Release to Papers / Websites / Placement Agencies
4. Receive Response / Forward Resumes for dept. rating
5. Tabulate / collate Results & short-list & send calls
6. Conduct Prelim / Final Interviews
7. Salary Negotiation / Appt. Letter
8. Online Tracking / Monitoring
9. Create "Personal Folders"
10. Staff Admin (Salary - Leave - Perk)
11. Performance Appraisal
12. Online Searchable Database
13. Annual Manpower Budget
14. Job Descriptions
15. Skills Inventory
16. Organisation Charts
17. Compensation Trends
18. Broadcasting of Vacancies (SARS)
19. Monthly HR Performance Report

All Consultants

Sri Ram

Raju

Nirmit

Abhi

Inder

9-11-2002

Please study enclosed statistics obtained from our website ADMIN TOOL. We will discuss these on Monday (11th) at 11:30 am in my cabin. Pl. attend.

Issues that we should discuss:-

As against an ave. of 938 web-form resumes/month, how many email resumes/month (average) did we receive during last 10 months? (Abhi to bring this fig. to meeting).

Did all of these email resumes, got entered into Module 1? If there is any backlog, how much? (Abhi ?).

Are all (web-form & email) resumes Searchable thru ISYS? Any indexing backlog? (Abhi).

Before Rajeev left 15 days back, he had installed NEW Member-Search Tool on all desktops (of consultants). What is the experience of Consultants in using this tool? I would welcome sharply worded suggestions.

What is the experience of Consultants in respect of NON-MEMBER Search tool, which was installed some 2/3 months ago?

Of the 135 Shopping Baskets received during last 10 months, how many got Converted into "ORDER"? Those that did NOT get converted, WHY? Were proposals sent against each? on an average after how many days? If client did not respond, was any follow-up done? Raju / Sri Ram must study these aspects very thoroughly & be ready to answer these & allied questions.

Also enclosed find a statement of resumes (emails) received against job-advts (HOT JOBS) posted on MONSTER by various Consultants, during last 4/5 weeks.

I would like to receive from the concerned Consultant, sharp feedback as to, how good/bad was each response, qualitatively? Did they at all find any candidates from this (response) whom they could "shortlist / recommend" to their client?

( Abhi to get Job-Advt wise responses, plotted on a bar-chart to clearly establish, how long (how many days), should we keep advt LIVE on Monster ).

[Signature]

9/11/2002

	Resumes	S.B.	JOB-ADVT
	Web-Cum	email	Cumy
Jan	917
Feb	1050		6
Mar	1162		18
Ap	969		2
May	595		9
June	1146		19
July	1141		15
Aug	984		3
Sept	959		12
Oct.	459		5
Total	9382		135
Nov.	95		1
			Of these 125 got Converted to Job-Aduts.
Ave/ month (excluding Nov).	938		13

[Signature]

9-11-2002

(Table - Resumes Received against Hot Job - 9-11-2002)

RESUMES RECEIVED AGAINST "HOT JOB" ADVT POSTED ON MONSTER during last 4/5 weeks.

Position	Posted by	No of resumes received
Chemicals, Sales GM	Keyuri	58
GM-Accounts, Manufacturing Engg	Keyuri	96
Sales Manager, Sales, Marketing	Keyuri	186
Asst. Manager-Logistics	Megha	91
Asst/Associate Manager, Sales Generating Assets	Megha	65
R&D	Megha	45
Manager, Capability Services, FMCG	Megha	57
Asst. Manager-Tea/Coffee-FMCG	Megha	73
Manager Techno Commercial, FMCG	Megha	52
Manager Process Engg-FMCG	Megha	50
Sales Manager, Marketing, FMCG	Megha	63
Manager-Corporate, Sales, FMCG	Megha	67
Export Officer, Export, Any Industry	Megha	52
Coke	Mitchelle	43
Head Materials	Mitchelle	62
Manager, Strategy	Mitchelle	124
GM, Sales & Marketing	Mitchelle	54
Manager Corporate Law	Mitchelle	50
Manager VAT	Mitchelle	55
VP Constructions	Mitchelle	101
Ship Building & Equipment, Engg, GM	Pranati	49
Engg-Light, Safety, GM	Pranati	47
Shipping Services - HRD GM	Pranati	52
Head Operations/CSC, Customer Services	Pranati	80
Statistical Expert, Statistics, Service	Pranati	28
Finance Engg Industry	Pranati	58
Sr. MGR GM/ Comm, Airline Industry	Pranati	59
GM/ Comm, Airline Industry	Pranati	46
Technical, Airline Industry	Pranati	49
Statistical Expert, Consultant, Chemicals	Sai Kumar	48
Head Quality, Chemistry, Bulk Drugs, R&D	Usha	29
Head Quality Assurance, Bulk Drugs, Quality Assurance	Usha	31
Asst. Mgr., Infrastructure Development Services	Usha	60
Asst/Associate Manager, Sales Generating Assets, Food	Usha	75
Manager, Maintenance Services, Food	Usha	78
Regional Planners, Supply chain, HealthCare	Usha	48
GM, Marketing, Generics	Usha	44
Marketing Manager-Bulk Drugs/Formulations	Usha	55
Head, Regional Accounts, Finance	Usha	193
Scientist, Organic Chemistry, Pharmaceuticals, R&D	Usha	30
GM/ Sr. GM, Internal Audit, Audit	Venu	58
Training Manager, Pharmaceutical, Training	Venu	35
Executive Assistant, Strategic Management	Venu	85
Manager, Administration, Any Industry	Venu	54
GM, International Marketing	Venu	66
Total No. of resumes recd. As of 08/11/2002		2907

All Consultants (Individual Copies)

Sri Ram

Raju

Nirmit

Abhi / Deepa / Inder

Oct 31, 2002

Job Advt. Postings

So far, we have posted 40 advts (as shown above) on Monster India. When these were posted, we did not have the "structured" form of COMPOSER tool.

This tool is now installed on PC's of all consultants. Henceforth, all new job-advts. should be constructed using this tool.

As of today, we have also signed-up for job-advt posting (Subscription) for JobsAhead & JobStreet. I suggest that, each of above-mentioned job-advts. gets re-created \& (by concerned Consultant) using Composer Tool & then forwarded to Deepa, who will upload the same on JobsAhead / JobStreet. This should be done by tomorrow lunchtime, if possible, so that she can upload by evening. Deepa is also developing a Software which will tell us, how many resumes we received, against EACH advt, from various sites. This will tell us, which sites are more effective, for which type of vacancies.

Regds

[Signature]

(Table - Advts. Posted on Monster India)

ADVTS. POSTED ON MONSTER INDIA.

ADVt. NO.	CONSULTANT	No. of Resumes
1 IN-TN-Perungudi	Usha
2 IN-TN-Chennai-Head	Usha
3 IN-TN-Perungudi Scientist	Venu
4 IN-HR-Gurgaon-Coke	Mitchelle
5 IN-MA-Mumbai-Head Operations/COO	Pranati
6 IN-HR-Gurgaon-Asst. Mgr-Mgr/Logistic	Megha
7 IN-MA-Mumbai-Statistical Expert	Pranati
8 IN-MA-Mumbai-GM/Sr. GM-Int. Audit	Venu
9 IN-MA-Mumbai-Finance-Eng. Ind.	Pranati
10 IN-GR-Surat-Sr. Mgr/GM-Quality Asu.	Pranati
11 IN-MA-Mumbai-GM-Comm. Airline	Pranati
12 IN-MA-Mumbai-Technical-Airline	Pranati
13 IN-GR-Ahmedabad-Tng. Mgr-Pharma	Venu
14 IN-GR-Ahmedabad-Exec. Asst.	Venu
15 IN-HR-Gurgaon-Head IT	Mitchelle
16 IN-HR-Gurgaon-Mgr-Capability Services	Megha
17 IN-HR-Gurgaon-Asst. Mgr-Tea/Coffee-FMCG	Megha
18 IN-HR-Gurgaon-Mgr-Techno Commercial	Megha
19 IN-HR-Gurgaon-Mgr-Process Eng-FMCG	Megha
20 IN-MA-Mumbai-GM-Accts-Mfg/Eng/Auto	Keyuri
21 IN-HR-Gurgaon-Asst. Mgr-Infra. Developm	Usha
22 IN-HR-Gurgaon-Asst/Asso. Mgr-SGA-Food	Usha
23 IN-HR-Gurgaon-Mgr-Maintenance Services-food	Usha
24 IN-GR-Vadodara-Head Materials	Mitchelle
25 IN-MA-Mumbai-Mgr-Strategy	Mitchelle
26 IN-MA-Mumbai-GM Sales & Mktg	Mitchelle
27 IN-MA-Mumbai-Mgr-Corporate Law	Mitchelle
28 IN-MA-Mumbai-Manager VAT	Mitchelle
29 IN-MA-Mumbai-Statistical Expert-Consultant	Sai Kumar
30 IN-MA-Mumbai-Sales Mgr-Sales Mktg-FMCG	Keyuri
31 IN-AP-Hydrabad-Sales Mgr-Mktg-Pharma/telecom	Megha
32 IN-AP-Hydrabad-Mgr-Corpo. Sales-Mktg	Megha
33 IN-MP-Mandeep-Mgr-Admn.	Venu
34 IN-MA-Mumbai-Regional Planners-Supply Chain	Usha
35 IN-GR-Ahmedabad-GM-Mktg-Generics	Usha
36 IN-MA-Mumbai-Export Officer	Megha

Nirmit Parekh

From: Chauvlin D'souza <chauvlin@3pjobs.com>

To: Rajeev Nair <rajeev@3pjobs.com>; Abhinandan K <abhinandan@3pjobs.com>; Deepa T. <deepa@3pjobs.com>

Cc: Nirmit Parekh <Nirmit@3pjobs.com>; Pranati Jha <pranati@3pjobs.com>; Raju Kapoor <raju@3pjobs.com>; Sai Kumar <saikumar@3pjobs.com>; Usha Gaonkar <usha@3pjobs.com>; Venu Singh <venu@3pjobs.com>; Mitchelle Shetty <mitchelle@3pjobs.com>; Megha Nikku <meghanikku@3pjobs.com>; Sriram Padmanabhan <sriram@3pjobs.com>; Keyuri Bhamada <keyuri@3pjobs.com>

Sent: Saturday, September 28, 2002 12:42 PM

Attach: OPERATION JUDO FLOW CHART.doc

Subject: Operation Judo

Operation Judo

The game of Judo is all about, defeating an opponent using his own strength (- even when, you are yourself, quite "weak").

Study enclosed flowchart. MonsterIndia is our opponent. It has tremendous "strengths" in terms of

its fantastic "reach" (to millions of users/ visitors/ members of its website)
a large (4 lakh +) database of resumes registered with its website
its sophisticated "Job-Alert" Software which does automatic match-making of resumes and job-advts posted and sends out auto job-alert messages to candidates.

Questions:

How can we turn these strengths to "our" advantage?

Answer:

Using our "Subscription", let us post 99 job-advts every month on MonsterIndia website. To the extent possible, we should post job-advts which our own current, actual, "executive-search assignments" look like.

Next, we post those job-advts which may reflect "likely" search-assignments (likely to be received in next 6 / 12 months).

Finally, any "vacancy" published by reputed, large Indian Companies (only LIMITED firms), in leading newspapers/ magazines.

9/30/02

succeeds, we would most certainly repeat it with

jobsahead .com
jobstreet .com
naukri .com

I would like to discuss "Operation Judo" with you early next week, to finalize its FUNCTIONAL REQUIREMENTS and draw-up a TIME-FRAME for completion of various activities. Once we are clear in our minds, how we intend to proceed with this, then we will present our proposal to the consultants for their "comments / feedback" before proceeding.

Regards

H. C. Parekh

cc: All Consultants

cc: Nirmit

Please rest assured that the priorities for our technical team are:

"Member Search" (thru Module 1)
Debugging OES
Operation Judo

(Please find attached, word document of Operation Judo Flowchart).

9/30/02

What can we expect?

If we have "composed" the advts cleverly, using many and most appropriate "keywords" in the Job-description / man-specification protion of the advt., then we may expect MonsterIndia's software robot, to send out job-alerts to thousands of candidates, who have registered with the website. We could expect, 50-100 of these candidates to respond and send us their resumes (either thru Monster or directly).

If we go about this very systematically, we could expect to receive, between 5000 to 10,000 resumes EVERY month!

Compare this against some 2500 resumes (1000 webforms + 1500 email resumes) that we receive each month from our own website!

And to maintain our website, costs us, nothing less than Rs. 50,000 to Rs. 70,000 per month! So, the cost of "acquiring" a resume thru our own website costs us, between Rs. 20/- to Rs. 30/-!

As against this, cost of "acquiring" a resume thru Monster website, would barely cost us Rs. 0.15 to Rs. 0.30 !! This is one hundred times cheaper!

From enclosed Flow-Chart, you would have noticed that we are "processing" same (newspaper) job-advt TWICE.

once thru offline job-advts software tool developed by VXCEED (as per our functional requirement of V3.0 of our website)
and, once again
by scanning/ OCRing (+ a little bit of manual data entry) of same job-advt for inserting it into PART A (Ingredient Tool developed by Deepa) so that Inder can work on it.

Obviously this duplication is WASTEFUL and we should find a way to eliminate it in such a way that the following purposes are served, viz:

upload job-advt on our own website
upload job-advt on monsterindia website
upload job-advt in PART A Tool
create JAWS type tabulation for "broad-casting" clickable "summary" to our affiliates (as an automatic/ daily email).

All along, we should keep in mind that if our experiment with monsterindia

9/30/02

OPERATION JUDO FLOW CHART

This image contains a flowchart detailing the process for "Operation Judo" starting with Newspaper job Advts (LTD Companies only).

The process splits into two main branches:

Left Branch (Offline Software):

Enter (manually) on OFFLINE JOB-ADVT SOFTWARE (created by VXCEED)

Performed by Sushma

Upload on our website

Performed by Deepa

Convert to JAWS Tabulation Software Tool
Automatic broadcasting Tabulation to Affiliates (as printable emails) such as:

Cybercafes
Comp. Inst.
Plac. Agencies
Colleges
Small Town Newspapers
Performed by Deepa

Upload on Monster by substituting all (actual) client related info by 3P related info

A suitable Software Tool to be developed by Rajeev / Deepa
Performed by Deepa

Right Branch (Ingredient/Composer Tools):

Scan / OCR

-Name of Company
-Source/ Date
-Actual Designation
Performed by Sushma

Upload in Ingredient Tool (PART A)

Performed by Deepa

Break-up into Ingredients (PART A)

Performed by Inder

Upload into Composer Tool (PART B)

Performed by Deepa

Compose Job Advts for uploading on https://www.google.com/search?q=monsterindia.com

Consultants A B C D E F G H I

Upload on monster

Performed by Deena

The flowchart ends with the final upload on Monster.

Sri Ram / Raju

28/9/02

Now that the conference is out of the way, I suggest our consultants re-focus on

Entering all Search-assignments into OES (upto screen #7) and inform Abhi / Rajeev if they run into any new bugs.

Abhi / Rajeev are gearing-up to start work on debugging of OES.

Posting as many job-advts as possible on monsterindia. From Deepa, I understand that response has been quite good (quantitatively) against the first 15 ads posted.

How is the response qualitatively?

[Signature]

cc: Rajeev / Abhi

Nirmit

Megha

Venu

Usha

Mitchelle

Pranati

Sai

Raju

Sri Ram

Abhi

Rajeev

Deepa

Chauvlin

Inder

Highlighting of Keywords in Resumes

As of yesterday, we have highlighted 52751 resumes, using “Match-making” Software.

It will take another 10/12 days to develop MEMBER-SEARCH tool (as part of redesigned Module 1), where, you can see/view the “duly highlighted” resume by simply clicking on a PEN.

Without waiting for that, before lunch today, Rajeev will install a small icon on your desktop, where, by clicking on PEN (of your choice), you can view the highlighted resume.

[Signature]

18/09/02

Raju

Sri Ram

Sept. 12, 2002

Debugging Of Order Execution System

This is further to my earlier note re: "Entry of Current Assignments into OES"

Approximate number of Current / pending assignments are as follows:

Person	No. of Assignments
Sri Ram	?
Venu	19
Sai	16
Pranati	3
Usha	18
	56 + ?
Raju	10
Megha	10
Mitchelle	24
Team	4
Keyuri	?
	66 + ?
Total	116 + ?

In my note to Abhi / Rajeev (Sept 6 / copy sent to you), I have listed, in Annex, the “bugs” which they must remove by Dec. 2002. These are “important” bugs. There could be other less important / less troublesome bugs too.

However, it is quite probable, that there are some simple / straight-forward search-assignments which can go thru / sail thru, without any problems - even from the so-called “Important Bugs”!

Out of 116, I suspect there could be as many as 20/30, which might fall in this category.

As far as these 20/30 are concerned, there is no reason, to hold back entry into OES. This must be done - and done SOON..

The remaining 80/90, could get Stuck somewhere or other, due to those “Important Bugs” - one or more.

To discover / uncover, which assignment will get "Stuck-up" in which 'Entry / Transaction screen', it is not necessary to physically / laboriously / meticulously, try to enter each & every assignment into all the 21 screens, chronologically.

Take a look at the enclosed "Work-sheet". Most of our consultants are deeply familiar with the data required to be entered into each of the 21 (Entry) screens listed on the enclosed work-sheet.

From their "knowledge" / "understanding" of

a given assignment

a given Client (-behavior)

a given screen (fields to be filled),

Our consultants would be quickly able to figure-out / guess

"Which assignment will progress how far & then get stuck where?"

I suggest you make photocopies of enclosed “Work Sheet” & give one to each consultant and ask her/him to first fill-in Assignment Details (Client & Position).

Then after a quick look, consultant can put a cross (X) under that input screen, where she/he thinks the assignment will get stuck & may not be able to progress further!

Of course, following screens are unlikely to pose any problem:-

OET 2 / (may be) OET 4 / OET 7 / OET 8 / OET 20

Please do this quickly & handover all individual / consultant-wise WORK-SHEETS to Abhi for his guidance. Copies of work-sheets may be retained with each consultant.

Having done this QUICK ANALYSIS, let each consultant start actual entry of all screens to VALIDATE the quick analysis.

cc: Nirmit

cc: Abhi

cc: Rajeev

[Signature]

ORDER EXECUTION SYSTEM - DEBUGGING ANALYS SHEET

Consultant Name: ______________________

Assignments Analysed As on: ______________________

Sr. No.	Pending Search Assignment	OET 1	OET 2	OET 3	OET 4	OET 5	OET 6	OET 7	OET 8	OET 9	OET 10	OET 11	OET 12	OET 13	OET 14	OET 15	OET 16	OET 17	OET 18	OET 19	OET 20	OET 21
	Client (Vacancy)	Inquiry	Inquiry Done	Proposal	Proposal Amendment	Sales Order	Project Plan	Advt. Details	Transfer at Impl/Info/So	Candidate Pre-view	Prelim. Interview Score Sheet	Interview Schedule	Interview Re-schedule	Compensation Details	Feedback form	Invoice	Follow-up with Client	Follow-up with Candidate	Check-List for Project-closure	Resume Sale	Fee Receipt Details
1
2
3
4
5
6
7
8
9
10
11
12

PROJECT REACH

Sept. 5, 2002

Objective Project 3p brand-image to active / passive jobseekers / Build-up Resume Database.

Strategy Leverage (to our advantage), the "reach" acquired by Indian jobsites (at huge cost).

Tactic Post 99 job-advts on each jobsite, every month for next 12 months.

What will happen (Hopefully) Based on Keywords contained in "Job Description" part AND other "MAN-SPECIFICATIONS" entered by us in Job-Advt, website will send out "Job Alerts" to matching candidates, who hopefully will send us their resumes, stored by each website.

Process (To be totally Automated) (1) Post jobadvts (4/day) (2) Acknowledgement email (3) Follow-up email (4) Mapping email resumes to Module 1, & upload on our own website.

Website	monsterindia	naukri	jobsahead	jobstreet
Rate	Rs. 18000/- for 1200 advts.	?	?	?
Advt. Serial No. Series	40001 - 49999 10001 - 19999	50001 - 59999 20001 - 29999	60001 - 69999 30001 - 39999	70001 - 79999 40001 - 49999
PEN Series to be allotted in Module 1	4 million	5 million	6 million	7 million
Contact email in Job-Advt	Sara @3pjobs with Logo/Ph.no.	Bina @3pjobs with Logo/Ph.no.	Mala @3pjobs with Logo/Ph.no.	Gita @3pjobs with Logo/Ph.no.
Size of Database	400,000	?	?	?
Contact Person	Malabreyi	?	?	?

PROJECT "REACH"

Sept. 5, 2002

	Activity - Action - Process.	Person Responsible	Target Date	Remarks.
1.	Negotiate a settle with other jobsites
2.	Select Industries / Functions / Designation Levels / (in all possible combinations) for which we wish to advertise.
	Maybe
	20 Industries X 10 functions X 5 levels = 1000 Combinations
3.	Prepare "Man-specifications" (Age / Exp / Edu) for these 1000 Combinations.
4.	Select "Keywords" for these 1000 combns.
5.	Write "Job-Descriptions" (separate distinct sentences ?) for each of these 1000 Combos.
6.	Upload Advt. daily
7.	Prepare "standard" email replies (drafts) (Acknowledgement + Follow-up)
8.	Automate "Email replying" process
9.	Map resume-fields of each website & automatically transfer resumes in Module 1
10.	Automate process of uploading such resumes on our website & auto despatch of User ID / Password to each PEN.

NHP

Abhi

Rajeev.

Sept. 6, 2002

Debugging of OES.

This has reference to our recent discussions on this subject. During these discussions, the following was decided:

Instead of recruiting a new ASP programmer for the purpose of debugging the OES, both of you will jointly work on this project.

This will require both of you to acquire ASP programming skills, which you will acquire on your own thru self-study, by end of Sept (this month).

Having acquired ASP skills, you will undertake the debugging of OES, which must

get satisfactorily completed by end of December 2002?

Your working on this debugging must not interfere with your regular/routine responsibilities and must not delay your normal assignments. To ensure this, both of you have agreed to put-in extra working hours, if required.

Yesterday, we discussed with Hitchelle & Usha, the most critical "bugs" of OES, which must be removed so that some 80% of the search-assignments can go thru the OES smoothly without any problems. The list of such "critical bugs" is shown in ANNEXURE (A). These must get eliminated by end Dec. 2002.

It was agreed that the bugs pertaining to "Multiple Vacancy" assignments would require basic redesign of OES database structure.

As a result, current debugging project cannot tackle this (multiple vacancy) problem. As indicated by Raju/Sri Ram, these constitute some 20% of pending search-assignments.

For such (multiple-vacancy) assignments, I feel, we can by-pass OES and send ONE/CONSOLIDATED "PROPOSAL" & "SON" & "INVOICE" etc to our Client, outside of OES, using a(one) text document. This will simplify the Client's life.

But,

internally, once client "approves" our "proposal" & "accepts" our SON and "sends" his consolidated cheque (against our consolidated Invoice), it should be possible to split such an assignment into (say) 5 assignments 1. as far as OES is Concerned. Only, we must not/need not send to client such 5, split proposals/SONs/Invoices etc. These are to be created (in OES) but not to be sent. Please examine this alternative.

If you and Rajeev, successfully debug OES, as per ANNEXURE (A), each one of you will be paid an INCENTIVE AMOUNT of Rs. 30,000/= in the month of Jan 2003, subject to applicable tax-deductions.

You will, of course, try & remove any other bugs not listed in Annex (A), but which you are capable of removing/eliminating, If you can do so conveniently before Dec. 2002. If not, then you will remove these in normal course, after Dec 2002.

Wishing you Good Luck.

[Signature]

cc: Nirmit

cc: Raju Pl. ensure entry of all pending

cc: Sri Ram assignments in OES up to the

screen that refuses "entry". This

is the only way to know.

cc: Ashutosh

PROJECT "DE-BUG OES" ANNEX : (A)

Complete "by-passing" of "Preliminary Interview" screens, if desired, for one or all candidates shortlisted.

Adding new Candidate-names/records to "shortlisted candidate" screen at any time/date/stage & as many as desired.

Complete Flexibility/freedom to arrange (or not arrange) interviews of any one or more no. of candidates with the client on different dates/times/venues of Client's choice.

Reporting of "OUTSTANDINGS" must be for all types of Invoices (Min. Search fee & Advance/Progress Payments/Final Payment & Out-of-Pocket Expenses).

Proposal History

Ability to enter Special Characters (Item #11)

E-Mail ID Problem (Item #12 of Annex A)

Raju / Mitchelle / Usha / Venu / Megha

Sai / Sri Ram / Nirmit / Rajeev / Abhi / Deepa / (Individual Copies sent to all) .

Non-Member Database (Search Tool)

In my yesterday's note, I had mentioned that, thru this tool, you can now Search (Designation Level wise and function wise),

106,552 records

Out of these (106,552), Some 92000 records have also become Searchable this morning

then Search-parameter,

INDUSTRY-name.

I also enclose a statement which shows the "break-up" of "Designation-Level" wise records as on 19/07/02 and 27/08/02 (today)

(54,894) (104,453)

From newspapers/magazines etc, Deepa is daily marking names/Company-names/designations (actual), of 20/30 Senior Executives. Data entry of these, has been Sub-Contracted to Sushma.

Our efforts to "purchase/buy"

readymade, non-member databases is continuings we are targetting to add 25000 records every month.

You are aware that Non-Member Search tool has facility to Search by

Company Name
Person's Name

Most important thing is that not only you should use this search tool frequently but,

you should continuously EDIT, the records also. Without editing

on an ongoing/sustained basis (whenever you contact one/more of the executives listed therein), database will become OBSOLETE.

It will also mean DUPLICATION of effort -and EMBARRASSMENT if the executive whom you contact, says,

"Hey, what is going on in 3P? Only last week, I told Mr/Ms ------ (your colleague that I am now working with so-and-so and my phone No. is so-and-so and my designation is so-and-so!"

Don't you guys have some system to note this down? How many of you are going to ask me same info again-&-again?

This would create a very POOR Image of 3P - and that is why "Editing" a record (whenever you come across a change) is very VITAL.

[Signature]

27/08/02

Non-Member Database

Designation Wise

Designation	As on 19-07-02	As on 27/08/02
MD / CEO	1846	7376
President / Exec. Director	3212	13,376
VP / CIO / CFO / COO...	9414	9,189
General Manager	15,109	22,359
Manager	19,579	46,346
Executive / Officer	4,827	5,643
Supervisor	296	155
Trainees / Apprentice	9	6
Others	602	3
Total	54,894	1,04,453

Nirmit

Enclosed "minutes" of our One-year old meeting.

Raju/Sri Ram has already seen this.

I had also sent them copy of "ACTION-PLAN" which we had drawn-up during our 1st Annual Conf. on 11th May.

You may wish to review both of those during your next weekly meetings with

Consultants

Tech Team

[Signature]

26/08/02

MINUTES OF MEETING HELD ON 14.07.2001.

POLICY MATTERS

NHP/AMB will be responsible for getting orders (business development). Of course, they will continue to be responsible for executing assignments entrusted to them.

On a case-to-case basis, they would request one of the other consultants to accompany them, when they visit a client for presentation/negotiations etc.

As far as "offline" business is concerned, the whole idea is to be pro-active and not wait for a client/potential client to call-up.

To the extent possible, only one consultant should deal with a client. As far as 3P is concerned, only one consultant should act as an interface with a client. In case of multiple assignments from same client, it may happen that these (assignments) get distributed amongst several of our consultants (depending upon their industry/function exposure etc). Even in such cases, interface should be only ONE. As far as possible, such cases should be avoided (where assignments of one client requires to be distributed).

Retainer / Min^m Search Fees

To the extent possible, we should avoid taking/accepting orders without retainer / min^m search fees.

An exception can be made, in case-to-case basis, depending upon our knowledge / past experience / future business potential / prestige-issue etc.

Professional Fees

These will be as follows:

ONLINE

A	For directly posted Job Advertisements by clients on our website	8.33%

This will only cover "Candidate Alert" resumes & resumes where candidates have used our automatic resume-forwarding service.

This will NOT cover, any other resumes which, on our own, we recommend. AMB to be consulted as to what we should "quote" in such cases.

Since, at present, we have no means / tool to know which (PEN) candidate-alerts have been sent to the advertiser or, which candidates forwarded their resumes using our Resume Forwarding service, we will have to entirely depend upon the advertiser himself to give us the PEN of such candidates (we are planning to introduce such a tool on our website, which will keep track of this).

In all of these cases, we are not required / obliged / expected to see / interview such candidates.

All consultants should carefully go through the TERMS on

Job Advertisement-Posting pages
Resume Search pages

B	Where client conducts Online Resume Search and sends us Shopping Basket	12.5%

In this case, once our "proposal" gets accepted by the client, we are supposed to "interview" the candidates which are jointly shortlisted by the client and the consultant across the table (desk-side) and send our "Interview Evaluation Sheets" to the client, containing our "recommendations".

OFFLINE

C	Offline Inquiries resulting into "Databank"/"Module 1" Search Shortlisting/interviewing/recommendation	16.6%

D	Offline inquiries resulting into "Headhunting" of executives (mostly GM and above) from a select no. of industries / companies	20.0%

This will involve "in-depth" interviewing / assessment by Nirmit/AMB/VI or outside "Subject Experts".

In cases of OFFLINE, it would be advisable to consult Nirmit/AMB/VI before sending proposal.

It is absolutely imperative that no proposal should go outside of OES.

Website Related Problems

If consultants are facing any website related problems or want to better understand how a particular feature / function works, they should consult Sanjeev / Abhi / Saleem (in that order).

Even if Saleem is unable to solve problem / give satisfactory reply, he will contact somebody in Vxceed and get back with an answer / solution.

Henceforth, to the extent possible, our "interface" with Vxceed should be only Saleem. Of course, Abhi would continue to deal with Vxceed as far as web-server hosting related problems are concerned (- and keep Saleem informed).

However, all consultants must thoroughly "master" the working of our website. If one of their client (HR Manager) inquires as to how a particular feature works on our website, a consultant would make a very poor impression, if he/she says,

"Hold it ! Let me consult my colleague and I will get back to you in the afternoon".

2^nd Quarter Collection Targets

All consultants have committed revised collection targets for 2^nd Quarter (taking into account the shortfall of 1^st Quarter).

It is imperative that these targets are achieved at all costs. If we fail to achieve individual and collective targets, we would be in deep trouble and face severe consequences.

Fortunately, all consultants have plenty of ORDER BACKLOG and also have the full power of OES at their command. All we need is hard-and smart-work, to accomplish our individual targets.

In a shrinking job-market, the only way we can get more business, is through executing existing / current assignments EXPEDITILY and to the entire satisfaction of our clients. For this, we must use OES & Module 1, to the fullest extent. Anyone facing any difficulty in this regard, must immediately bring it to Venkat's notice.

When we meet next on 21^st instant, for our weekly meeting, all consultants must present their individual, actual "collection" for the month of July - as against their revised July targets.

PROCEDURAL MATTERS

Consultants should pro-actively help clients in the process of "shortlisting" of candidates. To the extent possible ( - and limited to Mumbai-based clients, to begin with), consultants should carry the resumes of the shortlisted candidates, sit across HR manager's table and help him "decide", who, he should call for interviews.

On such an occasion, a consultant would

Get to know a clients requirement much more thoroughly and thereby recommend truly "suitable" candidates.

Be able to "influence" the HR Manager and establish a "rapport" with him.

Be able to solicit some more business from HR Manager, by discovering his future manpower needs.

Such face-to-face meetings will also tend to speed-up the entire recruitment cycle.

Module 1 Search

All Consultants should aggressively search Module 1 executive database - including NON-MEMBER database, which numbers close to 60,000 executives! Abhi to circulate this list amongst all consultants.

Databases Individually Compiled

During last 1 year or so, each Consultant has worked on several assignments and compiled independent databases of "headhunted" executives. All these databases should be immediately handed-over to Robin, whose responsibility would be to ensure that all of these get entered into the NON-MEMBER area of Module 1, so that all such databases, become searchable in Module 1, by all consultants.

When done, Abhi to circulate this list to all consultants (Target 25^th July).

Robin to report progress on this matter when we meet on 21^st instant (next Saturday).

Proposals against Shopping Baskets

It will be the responsibility of Sanjeev to enter all Shopping-baskets into OES and send out proposals (thru OES only) against each.

Sanjeev must also follow-up each such proposal aggressively till client decides, one way or other.

If client "rejects" our "proposal" (for whatever reason), it is Sanjeev's responsibility to carry-out "Force-closure" in OES.

If client "accepts" our proposal, Sanjeev to get Nirmit/AMB/VI, to "allot" that particular SON, to a particular consultant.

From this point onwards, concerned consultant will take-over that assignment and handle it till its successful completion.

All "proposals" against a Shopping basket must be dispatched (through OES) within 24 hours at most. By 21^st instant, Sanjeev to enter all 194 Shopping Baskets into OES and report at the weekly Saturday meeting. Any problem must be referred to Venkat.

As far as proposals that are required to be sent against "Offline" inquiries are concerned, it will be the responsibility of the concerned consultant, who is handling that particular assignment.

As far as OFFLINE INQUIRIES are concerned (fax / email / phone calls), Sanjeev's role will be as follows:

Look-up the inquiry / attend to the phone-calls from potential clients.
In case of phone-call inquiry, note down all details (of client Company / Contact person / requirement etc).
Consult Nirmit / AMB / VI regarding allotting to a particular consultant.
Phone-up (or email) the client and tell him, who (which consultant) from our side will attend to this inquiry and how soon can he expect to receive our proposal.
Get concerned consultant to enter the inquiry into OES and ensure that a proposal gets dispatched within 24 hours.

Two days workshop on Tally ees 6.3 ( latest version )

DATE & TIME:

Friday, 20^th September, 2002 from 10.00 a.m to 5.30 p.m and Saturday, 21^st September, 2002 from 10.00 a.m to 5.30 p.m

VENUE:

Babubhai Chinai Committee Room (2nd Floor)

Indian Merchants Chamber, IMC Marg,

Churchgate, Mumbai - 400 020

FACULTY:

Mr. Rajendra Pankhania B.Com, Chartered Accountant

Mr. Punit Mehta B.Com, Chartered Accountant

FEES:

Rs. 2000/- per Participant (for IMC Members)

Rs. 2500/- per Participant (for Non - IMC Members)

For further details on the Workshop contact

Mrs. Vaishali Ketkar Dy. Secretary

at 2046633 Ext: 111 e-mail: vaishali@IMCnet.org

Registration form also available on our

website: www.IMCnet.org

Nirmit

I believe, we have V 5.0 of Tally

I have allowed Ashutosh to take the CD & install at his residence so that he can experiment/learn in the evenings or over the weekend.

Abhi tells me that Tally 5.0 can produce nearly 150 output reports (MIS type) - which Ashutosh is UNAWARE of!!

You may still want to depute Ashutosh to attend this program.

[Date] 26/08

Raju

Mitchelle

Usha Non Member Database Search Tool

Venu

Megha

Sai

Sri Ram

Nirmit

This was installed on your Computer, 10 days back - & I hope you have used it.

As of this morning, thru this tool, you can Search 106552 records using

Desg- Level

Function

By today evening, you should be able to Search all of these by "Industry" also.

[Signature]

26/08/02

Magic Cube Seach

Ind. vs. Desig. Level

Construction

MD/CEO - 8
President - 3
VP/CIO/CFO - 7
GM - 36
Manager - 111
Exec./Officer - 182
Supervisor - 34
Trainee/Apprentice - 10
Others - 44

Total (Designation wise) 435

Industry : Construction

Function-wise breakup:

Function	Count	Function	Count
Accounts	50	Facilities Mgmt	1
Admin	19	Finance	19
Analysis	1	HRD	10
Appli. Engg	5	Ind. Eng	1
Architecture	5	Legal	5
Audit	5	Logistics	1
Busi. Dev	9	Construction	3
Banking	1	Maint (Mech)	3
Billing	2	Mgmt	3
Civil Design	9	Mktg	17
Co-ordination	3	Mat. Mgmt	7
Commercial	7	MIS	1
Commissioning	5	Opr. Mgmt	2
Constr. Mgmt	121	Others	2
Consultancy	1	Planning	14
Controls Engg	2	Centre Mgmt	3
Corpo. Services	1	Project Mgmt	27
Cust. Service Mgmt	5	Public Relation	1
Design	4	Quality	10
Development	1	R & D	1
Engineering	40	Resource	1
Estimation	5	Safety	1
Total	301	Sales	11
		Total	141

Secretarial Service - 5

Site Mgmt - 8

Strategy - 1

Taxation - 1

Teaching - 2

Tendering - 1

[Total] 17

301

141

Total Function-wise 459

Non-IT Industrywise Construction 259.

SN R Raju / Archana / Raju / HAP

Seems to Broadcasting our "Search-Assignments" (i.e. our Candidate Requirements) to PLACEMENT AGENCIES

If you are not fully aware, how our Partner (Affiliate/Alliance) Placement Agency Program works, pl- look-up on our website. Feel free to ask me if there are any questions.

As of today, 43 placement Agencies have become our Partners & have been sent OFFLINE RESUME ENTRY CDs.

Thru Admin Tool, you can find out how many "Resumes" we

I feel this is an opportunity we are missing. Would like to take this forward.

have received so far, from

Individual Partner Placement Agency
Total for all 43 put-together

In case of problem Consult Abhi.

We pay 30% of Professional Fees earned by us, for placing a candidate - whose resume we have received from a particular placement agency.

Abhi can explain to you how OES & our website-based Software keeps "track" of such statistics/data & how, any partner placement agency can, simply log into our website at any time & see/view these statistics directly.

Except for One occasion about a year ago, we have never bothered to really "network" with this (All-India) group, as far as our "requirement" of Candidates is concerned.

I mean we have never told them,

"we are on lookout for Such-and-Such candidates. Whether, you have Such a person in your resume database (box files) or if you know someone pl- rush his resume to us".

In absence of any Communication (one way or two way), this "network" is as good as dead!

we have Created (from 2 directories), a searchable database of some 753 Placement Agencies (All-India)

-of which, we know/have email IDs of 473!!

Despite this, I have not bothered to "sell" them our Partner Placement Agency program -in absence of any effort on our part to keep our "Network" alive/vibrant/Collaborating.

In absence of any desire on our part to use this "Network" for "pro-active marketing", I have not asked Abhi/Rajeev to develop any "Mass-Messaging" Software Tool, on priority. But, even without a "CUSTOMISED" tool, it is possible to Send out some "standard" email message to all of these 473 (+ some other agencies who have "fax" nos), announcing our "Search Assignments" - of course without revealing the identity of our Client.

Pl. consider whether we should take advantage of our Placement Agency Database.

and become "Proactive".

Should you agree, Abhi/Deepa can "routinize/automate" such broadcasting (Brand Building ?).

The only effort you have to take is pass-on your "Search-Assignment Details" to Deepa!

E-mail responses received from any of the 473 agencies, will be, automatically (no manual intervention) directed to the Concerned Consultant who is handling that search-assignment.

Pl. keep me informed of your decision.

cc: Abhi/Rajeev

[Signature]

19-08-02

Katarya / Abhi

Flexible Timing for Technical Team.

We discussed this a few days back.

Whereas, in principle, I agree to this, we need to have a software in place before we can switch-over.

I suggest you develop - install and thoroughly test this software, during Feb/March. If, by March-end, we are 100% convinced that we have anticipated - and provided for - all "combinations", in the software, then only we should proceed. For each

unique "combination/event", we must also have a "decision-rule" ready (e.g::

What if a person clocks-in after 10 a.m. or leaves before 5 p.m (our core-time) ?

What if a person puts in only 46 hours in a week ?

What if there is a paid holiday in the week ?

What if a person has taken one day "leave" on Wednesday ?

Please make a statement of all such possible "events"/combination of events and, against each, put down your "decision". Such an "anticipated"

statement alone, will ensure that we are not forced into taking an "adhoc" decision when that event takes place. All "adhoc" decisions have the tendency to be quoted as "precedents" by employees and over a period of time, these adhoc decisions acquire "legitimacy/right," simply by management default!

Adhoc decisions could turn out to be different for different employees - in IDENTICAL situations! This leads to "inconsistency" which is bad for employee-morale. It smacks of "favouritism/partiality".

A well prepared & PUBLICISED

statement of "This would happen

if you do this", has the power of

transparency / clarity / Consequences,

so no one can say he/she did

not know!

Once such a sharply worded

statement is publicised, Ashutosh should

have no need to consult/ask

anyone, as to what he should

do! This is the ACID-TEST (of

whether you have anticipated AND

provided for all situations).

In L&T, whenever I drafted

a Personnel-related Circular (as

DGM - Personnel), first, I always got

it seen/Vetted by Shard Shah

who was DGM-Finance! If, after

reading the draft circular, he had to

ask me any question (as to what I

meant by so-and-so), that was the

PROOF, that It was a poorly drafted

circular and, in course of time, would

lend itself to different interpretations

Personnel Dept
Finance Dept
Employees/Union

This is one bad management!

Last, but, most important,

The software that you develop

must be able to "MEASURE"

all the combination of events,

accurately/automatically and

directly from

Time punch (Attendance) System.

Leave application/Granting system.

It should be able to Compute

hourly salary

hours of Core-work

hours of Flexi-work ] for a week

hours of Shortfall

Salary deductions

Adjustments for paid holidays intervening

"granted "leave". (?) -since

28/29/30/31 day month.

we pay by month.

If everything works smoothly for

April/May/June, we will consider 5 day

week from July.

[Signature]

Rajeev / Abhi

Priority of Pending Work

| Item | Person |

| (1) Discontinue of SQL on webserver (C^signature) from Aug. 1 | Abhi / Chandan |

| (2) Completing V3.0 of Non-Member Search tool (Incl. C^o Name Ind. Mapping) & Edit & Add features | Rajeev |

| (3) a. Match-Making of approx 1000 Keywords (from Eliminator) with 60000 resumes & highlighting & storing in "highlighted" condition, so that when Consultants retrieve resume on his/her screen, Keywords are appearing in highlighted form | Abhi / Rajeev |

| (3) b. Creating unified Non-Member Database of approx 1,50,000 records | Abhi / Rajeev |

| (4) For 8 million-series (Web forms) to upload the highlighted keywords, on the LONG DISPLAY of each & every individual resume (in the "Keyword" box- separated by commas) | Abhi / Chandan |

| (5) Daily/automatic/night time "REPEAT" of step #3 & #4 for all incoming/daily webforms | Abhi / Chandan |

[Signature]

29/07/02

| Item | Person |

| (6) Refiner Tool | Rajeev |

| (7) Educator Tool | Rajeev |

| (8) "Member" Search Tool | Rajeev |

| (9) Combining "Search-Results" from "Member" & "Non-Member" Searches into One/Single "Search-Result" screen | Rajeev |

| (10) Redesign of DATA-CAPTURE part of Module 1 | Rajeev |

| (11) Website Related Improvements (as per priorities listed on whiteboard in my cabin) | Chandan |

| (12) Modification/Rectification of OES V. 1.0 | New Person |

cc: Abhi

cc: Rajeev

cc: Nirmit

[Signature]

29/07/02

Raju / Mitchelle / Usha / Venu / Megha

Sai / Sri Ram / Nirmit / Rajeev / Abhi / Deepa / (Individual copies sent to all) .

Non-Member Database (Search Tool)

In my yesterday's note, I had mentioned that, thru this tool, you can now Search (Designation Level wise and function wise),

106,552 records

Out of these (106,552), Some 92000 records have also become Searchable this morning

then Search-parameter,

INDUSTRY-name.

I also enclose a statement which shows the "break-up" of "Designation-Level" wise records as on 19/07/02 and 27/08/02 (today)

(54,894) (104,453)

Our efforts to "purchase/buy"

readymade, non-member databases is continuings we are targetting to add 25000 records every month.

You are aware that Non-Member Search tool has facility

to Search. by

Company Name
Person's Name

Most important thing is that not only you should use this search tool frequently but,

you should continuously EDIT, the records also. Without editing on an ongoing/sustained basis (whenever you contact one/more of the executives listed therein), database will become OBSOLETE.

It will also mean DUPLICATION of effort -and EMBARRASSMENT if the executive whom you contact,

says,

"Hey, what is going on in 3P? Only last week, I told Mr/Ms ------ (your colleague that

I am now working with so-and-so and my phone No. is so-and-so and my designation is so-and-so!"

Don't you guys have some system to note this down? How many of you are going to ask me same info again-&-again?

This would create a very POOR Image of 3P – and that is why "Editing" a record (whenever you come across a change) is Very VITAL.

[Signature]

27/08/02

Non-Member Database

Designation Wise

Designation	As on 19-07-02	As on 27/08/02
(1) MD / CEO	1846	7376
(2) President / Exec. Director	3212	13,376
(3) VP / CIO / CFO / COO...	9414	9,189
(4) General Manager	15,109	22,359
(5) Manager	19,579	46,346
(6) Executive / Officer	4,827	5,643
(7) Supervisor	296	155
(8) Trainees / Apprentice	9	6
(9) Others	602	3
Total	54,894	1,04,453

NHP

Sept. 12, 2002

Raju

Sri Ram

Debugging Of Order Execution System

This is further to my earlier note re:

"Entry of Current Assignments into OES" Approximate number of current/pending

assignments are as follows:

Person	No. of Assignments
Sri Ram	3
Venu	19
Sai	16
Pranati	3
Usha	18
	Total: 56 + ?
Raju	10
Megha	10
Mitchelle	24
Team	4
Keyuri	3
	Total: 60 + ?
	Total: 116 + ?

In my note to Abhi/Rajeev (Sept 6/copy sent to you), I have listed, in Annex A, the "bugs" which they must remove by Dec 2002. These are "important" bugs. There could be other less important / less troublesome bugs too.

However, it is quite probable, that there are some simple/straightforward search-assignments which can go thru/ sail thru, without any problems -even from the so-called "Important Bugs"!

Out of 116, I suspect there could be as many as 20/30, which might fall in this category.

As far as these 20/30 are concerned, there is no reason, to hold back entry into OES. This MUST be done - and done SOON.

The remaining 80/90, could get Stuck, somewhere or other, due to those "Important Bugs" - one or more.

To discover/uncover, which assignment will get "Stuck-up" in which "Entry/ Transaction Screen", it is not necessary to physically/laboriously/ meticulously, try to enter each & every assignment into all the 21 screens, chronologically.

Take a look at the enclosed "Work-sheet". Most of our consultants are deeply familiar with the data required to be entered into each of the 21 (entry) screens listed on the enclosed work-sheet.

From their "knowledge"/"Understanding" of a given assignment a given Client (-behaviour) a given Screen (fields to be filled), our consultants would be quickly able to figure-out/guess "Which assignment will progress how far & then get stuck where?"

I suggest you make photocopies of enclosed "Work Sheet" & give one to each consultant and ask her/him to first fill-in Assignment Details (Client & Position).

Then after a quick look, consultant can put a cross (X) under that input screen, where she/he thinks the assignment will get stuck & may not be able to progress further!

Of course, following Screens are unlikely to pose any problem:-

OET 2 / (may be) OET 4 / OET 7 / OET 8 / OET 20.

Please do this quickly & handover all individual / consultant-wise WORK-SHEET to

Abhi for his guidance. Copies of work-sheets may be returned with each consultant.

Having done this QUICK ANALYSIS, let each consultant start actual entry of all screens to VALIDATE the quick analysis.

cc: Nirmit

cc: Abhi

cc: Rajeev

[Signature]

ORDER EXECUTION SYSTEM - DEBUGGING ANALYSIS SHEET

Consultant Name: --------

Assignments Analysed As On: --------

Sr. No.	Pending Search Assignment	OET 1 Inquiry	OET 2 Inquiry done / Shopping cart	OET 3 Proposal	OET 4 Proposal Amendment	OET 5 Sales Order	OET 6 Project Plan	OET 7 Admt. Details	OET 8 Transfer of Empl./ Exp./...	OET 9 Candidate Prelim./Interview	OET 10 Score Sheet	OET 11 Interview Schedule	OET 12 Interview Compensation	OET 13 Feedback form	OET 14 Invoice	OET 15 Follow-Up with client	OET 16 Follow-Up with Candidate	OET 17 Prospective Candidate Check List for	OET 18 Project Closure	OET 19 Resume Sale	OET 20 Fee Receipt	OET 21 Details
1	Client	Position (Vacancy)
2
3
4
5
10
11
12

PROJECT BROADCAST

Summary of Job-Aduts. Posted on other websites. Submitted by Sanjeev.

Sr. No.	Consultant	Client	Position	No. of Vac.	Date Posted	Date Deleted	No. of Response	Website Name	Remarks
1	Megha	Reliance Infocom	CRM - Professionals	2/4	18/03/02		8/1700	www.naukri.com (free)	Satisfactory Response in terms of reliability and validity of CV.
		"	Telecom Billing - Software - 3	2/3	16/03/02			www.prpjobs.com (free)	Feedback Awaited
		"	Mediation	"	"				Feedback Awaited
		"	Fraud Operation	"	"
		"	Interconnect	"	"
2	Sai Sri Ram	Karanchand Appliances	Sales Officer / Executives	5	16/03/02		free	www.prpjobs.com	Feedback Awaited
		"	V.P./President R & D	1	16/03/02		free
3	Usha	Formulation	1	16/03/02		6300 /month	jobstreet.com	Not good response for pharma assignment was poor.
		Bulk Drugs	1	"
		Same position as Above					free	https://www.google.com/search?q=prpjobs.com (free)	Poor response for pharma assignment
4	Rajesh	Phillips	Sales Officer	2	16/03/02		free	prpjobs	Feedback Awaited.
5	Monica	OM KOTAK MAHINDRA	AVP / Branch Head	1	20/03/02		Rs. 1800- 230	Monsterindia	Very good response in terms of Quality, Validity & the Quantity of CV. Highly impressed with Monster.
		BIRLA SUNLIFE	Branch Head	1
		OM KOTAK MAHINDRA	Sales Trainer	2/	05/03/02		230	jobstreet.com 6300/month	\times (Checked-out on Training) \times (Poor service) \times (one-box download) Quality of Resumes are not too good.
		BIRLA SUNLIFE
									Next they have got a very good navigation & features on their website.
6	Mitchelle	Merchandiser	2	10/03/02	NIL	jobaheads (?)	Not satisfied with the trial version.
		Dist. Mgt. / Shipping	1	10/03/02		NIL

PENDING ORDER ANALYSIS 13-7-01

TRENDS ?

Which companies/industries gave LARGE orders? (order value)
Which companies are great paymasters? (Ave. Est. Billing/vacancy)

[Graph showing Average Estimated Billing Per Vacancy (Rs. L) vs. Order Value]

Data points and trends shown:

Munidra Port
Pharma trend line
Lupin
Bayer
NM
E2E GMR
Grasim
Fortis
Reliance
L&T
IT Sector trend line
Sapient
E2E Tech
Cadilla
RSM

Cyril:

14-7-00.

Revising "Submit Resume" Forms

on our website

We discussed the revised forms when we met in my office last week. Drafts were given to you. We agreed to reduce Edu. Quali to 2 blocks Experience to 3 (1 current + 2 past)

It was also agreed that the "scope of work" should include:

Five items listed by you in your email of July 7.

11 no. "tracking-module" tables (carry forward) Download/offline entry / Upload of exactly same "Submit Resume" Forms which are on our website (carry forward)

Auto Job-search / Auto Head Hunt (See notes enclosed for discussions on process envisaged. Is this correct method to go about ?)

Here, I still have to prepare and give to you, write-ups/forms for

Our Terms (HTML write-up)
Position Details (a form - Somewhat

Similar to POST YOUR

JOB ADVT form)

I am thinking to simplify & shorten POST YOUR JOB ADVT" form & then use the SAME form for both the purposes. I will revert to you in 2/3 days.

I am also circulating enclosed notes amongst our consultants re:

their opinion/Suggestion, but, in the meantime, pl. incorporate this feature in your Scope of work.

You said, this revision would need 129 + mandays but you could press into service, a no of programmers & complete it within 4 weeks. This would be highly desirable.

I await your document/terms. Can we finalize tomorrow & start from Monday?

Regards

[Signature]

cc: Nirmit / CMT / AMB / Mitchelle / ant

(with set of my notes. Pl. rush your

comments).

AUTO HEADHUNT / CANDIDATE ALERT.

I envisage following "process" for this feature:

On homepage, this link (CANDIDATE ALERT REQUEST) comes under RECRUITERS.
Clicking on this link takes to a page as per Annex: A.
Corporate (recruiter) enters

CORPORATE DATA.
CANDIDATE SEARCH DATA. and then clicks on ACTIVATE button.

Recruiter is online allotted Password / User ID and notes down.
Search-engine continuously matches "CANDIDATE SEARCH DATA" with each incoming resume and whenever a match happens, sends out a CANDIDATE ALERT MESSAGE to recruiter, as per Annex: B.

Initially, these messages will be sent automatically (by the server) by email. At a later date, these must be capable of being sent as

SMS, on ordinary mobile phone (Unimobile)
WAP message on WAP mobile phones
Voice-messages on POTS (www.instamail.com)

None of these communications should require human intervention.

When a recruiter clicks on RETRIEVE CANDIDATE ALERT link on the homepage, he is taken to the following page:

RETRIEVE CANDIDATE ALERT

Dear Recruiter:

To view suitable resumes, enter your

User ID: _____________

Password: _____________

[VIEW RESUMES]

(B)

In case, you wish to meet / interview (-and possibly appoint), one / more of the executives, whose matching resumes are displayed underneath, you will need to

confirm our TERMS (click to download)
Send POSITION DETAILS (click to download)

Upon receipt of CONFIRMATION of TERMS and POSITION DETAILS from you, we will find out from the concerned executive, his / her interest in your organisation and the position, and revert to you.

[VIEW RESUMES]

email: Contact@3ppjobs.com Fax: 91-22-850, 6668- Phone: 91-22-850, 5800

Annex: A

SUBMIT REQUEST: AUTO HEADHUNT / CANDIDATE ALERT

Dear Recruiter:

Once activated, this service will send you an email alert, everytime a suitable / matching resume gets posted on this website. Before long, we hope to send you such an alert on your WAP mobile phone -if you have one.

We are also exploring the possibility of sending such an alert on ordinary mobile phone as SMS (Short Message Service).

PLEASE FILL IN FOLLOWING:

CORPORATE DATA:

Company Name:
Your Name: (Last Name) (First Name)
e-mail:
Mobile Phone: _____________ [WAP O ordinary O]

CANDIDATE SEARCH DATA:

We are looking for a candidate to match following background:

Industry [<Dropdown>]
Function [<Dropdown>]
Designation / Level [<Dropdown>]

[ACTIVATE] [DE-ACTIVATE]

Annex: A (Cont)

Thank you for submitting your requirements. You are allotted:

Password: _____________

User ID: _____________

When you receive a Candidate-alert, click on RETRIEVE CANDIDATE-ALERT link on our homepage and enter your Password / User ID, to see the matching resumes.

If and when you wish to deactivate "Candidate Alert" feature,

click on RETRIEVE JOB ALERT link
enter your User ID / Password
click on DEACTIVATE button.

Annex: B

CANDIDATE ALERT MESSAGE

Dear Recruiter:

Good News !

Sometime back, you had activated CANDIDATE ALERT feature on www.3ppjobs.com

Our Search-engine has just found such a candidate/s.

To retrieve

click on RETRIEVE CANDIDATE ALERT link on our homepage
enter your User ID / Password
click on [LET ME SEE] button.

AUTO JOB SEARCH / JOB ALERT.

I envisage following "process" for this feature:

On homepage, this link, ("Job Alert Request") comes under "JOBSEEKERS".
clicking takes to a page as per Annex: A.
Jobseeker enters "personal data" & "job-search data" and clicks on ACTIVATE.
Jobseeker is online allotted Password / User ID and notes down.
Search-engine continuously matches "JOB SEARCH DATA" with each incoming job-advt and whenever a match happens, sends out a JOB-ALERT MESSAGE as per Annex: B.

Initially, these messages will be sent automatically (by the server) by email. At a later date, these must be capable of being sent as

SMS on ordinary mobile phone (https://www.google.com/search?q=Unimobile.com)
WAP message on WAP-mobile phones
Voice-messages on POTS (www.instamail.com)

When a jobseeker clicks on "Retrieve Job Alert" link and enters his Password / User ID on the RETRIEVE JOB ALERT page, following message will appear:

RETRIEVE JOB ALERT

Dear Executive:

To View suitable job-advts, enter your

User ID: _____________

Password: _____________

[View Advt.]

If you wish to apply against any of the following jobs, we would do it for you. INSTRUCTIONS:

If you are already a Member (i.e. If you have already submitted your resume online on this website), Send us an email, quoting your User ID / Password / PEN (Permanent Executive No) and the ADVT NOS. against which you want to apply.
If you are NOT a member, submit your resume ONLINE right now, obtain your PEN (make sure to use / enter the same User ID / Password allotted to you earlier). Then repeat the above-mentioned process.

SUBMIT REQUEST: AUTO JOB-SEARCH / JOB ALERT

Dear jobseeker:

Once activated, this service will send you an email alert, everytime a suitable / matching job gets posted on this website. Before long, we hope to send you such an alert on your WAP mobile phone -if you have one.

We are also exploring the possibility of sending such alert on ordinary mobile phone as SMS (Short Message Service).

Please fill in following:

PERSONAL DATA

Name: _____________ (Last Name) _____________ (First Name) _____________ (Middle Name)
E-mail:
Gender: Male O Female O
Mobile Phone: _____________ [WAP O ordinary O]

I am looking for a job as follows (JOB SEARCH DATA)

Industry [<Dropdown>]
Function [<Dropdown>]
Designation / Level [<Dropdown>]

[ACTIVATE] [DE-ACTIVATE]

Annex: A (Cont)

Thank you for submitting your requirements. You are allotted:

Password: _____________

User ID: _____________

When you receive a job-alert, click on RETRIEVE JOB-ALERT link on our homepage and enter your Password / User ID to see the matching job-advts.

If and when, you wish to deactivate job-alert feature, click on RETRIEVE JOB ALERT link, enter User ID / Password and then click on DEACTIVATE.

ANNEX: B.

RETRIEVE JOB ALERT

JOB ALERT MESSAGE

Dear Executive:

Good News!

Sometime back you had activated Job-Alert feature on www.3ppjobs.com. Our search engine has just found such a job/s.

To retrieve,

click on RETRIEVE JOB-ALERT link on our homepage
enter your User ID / Password
click on [LET ME SEE] button.

This message will need to be drastically reduced ( < 100 characters?) if it has to appear as SMS (on ordinary mobile) or on WAP mobile.

220 characters. message to go out as email to jobseeker.

(1)

6-7-2000

Cyril

Simplifying of Webforms

I refer to our discussions yesterday re: urgent need to simplify / shorten various Webforms.

This morning I sat with CMT / Mitchell / Nirmit and carried out such an exercise.

Enclosed find a tabulation of our effort. Following points may be noted:

A lot of unimportant fields have been eliminated.
All fields retained are available in Module 1.
Only new fields added are

Actual Designation (in IT form - it already exists in Non-IT form)
Paste your Resume Box (in IT form - it exists in other 3 forms)
Function (in IT form - it already exists in Non-IT form).

(2)

"We have a Special arrangement..." & "I belong to __________"

At present these instructions are appearing on all 4 forms.

It is strongly felt that we remove these from

IT Form
Non-IT form

and leave it on

Fresh Graduate Form
College Student Form

A corollary of this suggestion is that, we have to have a separate Resume form for NACT Institute Students (even though this would be very similar - or even identical - to IT professional form)

SUBMIT RESUME: NACT STUDENTS.

(3)

If we have a separate form for NACT students, it will further help by separating out the two dropdown boxes for

Colleges
NACT Computer Institutions,

each appearing on respective resume-form only.

The dropdown lists will become "manageable" and distinctly "different" so it will also eliminate any confusion in the minds of students.

I think this has great merit & I request you to consider this sympathetically.

We propose to eliminate altogether dropdown lists of

Branches / Disciplines (> 100)
Universities (> 200)

& replace these with "Free Text" fields.

To enable Magic Cube Search to work, we propose to retain

(4)

the dropdown lists of

Industry
Function
Designation Levels

The "Function" dropdown list will need to be modified to take care of IT Industry-specific functions such as:

Cyril pl. do.	* Systems Analysis
	* Database Administration
	* Network Administration
	* Web Designing
	* Channel Sales
	* Customer Support etc. etc.
(Ar-Gurl Advani will send you comprehensive list.)

As far as IT Industry designations are concerned, these too are UNIQUE, but we will ask IT professionals to enter these in the "FREE TEXT" form, e.g.

Programer
System Analyst
D/B Administrator
Web Designer
Developer
Content Head
Technology Head

(5)

IT "Skills"

Action para: By a copy of this note, I am asking Gul Advani (Head of our IT recruitment section) to take a close look at the present dropdown list on our website & send you his recommendations.

If required, Pritam / Khader can meet me tomorrow for any clarifications and they can, then advise you of implications, if any, before our meeting at 3 pm on Saturday.

With regards

6/7/00

cc: Nirmit, Mitchell, Thakur, Gul, Parag, AMB, Chetan / Shalini

REVAMPING / SHORTENING OF WEB-FORMS.

| * We have a special arrangement ... | x | x | x | | |

| * I belong to ... | x | x | x | | |

| (Both of these may also be added on a separate form for NACT) | | | | | |

| Married | x | | x | | x |

| Spouse | x | x | x | x | x |

| No. of children | x | x | x | x | x |

| Permanent Address (entire block) | x | x | x | x | x |

| Direct Phone No | x | x | x | x | x |

| Fax No | x | x | x | x | x |

| Rest of Phone No. | x | Add country/code STD code | x | x | x |

| Languages known? (entire block) | x | x | x | x | x |

REVAMPING / SHORTENING OF WEB-FORMS.

| Year of Passing | | x | x | x | Retain existing form |

| Score % | | x | x | | of Semester-I wise % / marks |

| TO EXPLORE IF THIS ENTIRE BLOCK CAN BE REFORMATTED AS FOLLOWS (FOR IT & Non IT) | | | | | |

| Specialization | | - | - | x | x |

| Extra-Curricular Activity | | x | - | - | x |

REVAMPING / SHORTENING OF WEB-FORMS.

| \leftarrow FUNCTION | (Dropdown list to be modified to incorporate I.T. functional functions - peculiar to IT Industry) | To be introduced (Dropdown box) | existing (Dropdown box) | | |

| | * Name of Superior | x | x | | |

| | * Superior's Designation | x | x | | |

| To explore modifying "EXPERIENCE" field as follows: | | | | | |

| 1 | | | Starting Since mm/yy (Free Text) | | | | |

| 2 | | | | | | | |

| 3 | | | | | | | |

REVAMPING / SHORTENING OF WEB-FORMS.

| Skill (drop down ) | | (Retain) | - | - | - |

| Skill-level | x | x (delete) | - | - | - |

| Exp. (yrs) | | x | - | - | - |

| | x | x | - | (Project Work) |

| IN CURRENT ORGANIZATION | x (delete entirely) | x (delete entirely) | - | - | - |

| COMPENSATION PACKAGE | Delete rightside box | Delete rightside box | - | - | - |

| | x | x (" ") | x (" ") | x (" ") | x (" ") |

| Passport Details | x | x (delete) | x | x | x |

| * Skills | - | - | x (delete) | x | x |

Gul:

SKCL assignment

Thank you for sending the papers. I hope you have kept a copy but just in case, I enclose a set of photocopies for your ready reference.

I also enclose a copy of MMR = Manual of Mass Recruitment which I had prepared after we executed a similar large assignment for CORNING GLASS (TALOJA) in Nov/Dec 1997. This is not comprehensive, but there is enough material there to help you

prepare a very detailed "QUOTATION / OFFER" for submission to SKCL. Can this "draft" be ready by Monday morning so that we could go over the same together, make whatever changes are required, get it printed & send to Mr. Bhaskar (personal delivery) by lunchtime on Monday?

If you bring a floppy (in addition to hardcopy) we could make changes very fast.

The proposal must be very thorough and cover separate pages / chapters as listed in MMR (page 2 & 3).

prepare an ACTION-PLAN for executing this search-assignment. The enclosed material should help you draw-up

List of activities (& events)
Time for each activity
Parallel vs. sequential activities (bar-chart or PERT chart)
Bench-mark for each event completion.
List of documents to be generated
List of Experts (interviewing)
Organising Venue
Interview schedules
Rating & Computerisation
Drafting further advt. & media plan & media-release dates etc. etc.

Such an ACTION-PLAN, when weekly reviewed with Mr. Koppikar / Mr. Bhaskar would generate a great deal of confidence in them, as far as our ability to executive this assignment in time is concerned. I attach great importance to such a BLUEPRINT.

With regards

H.D. Parukh

(1/16)

M M R

Manual of Mass Recruitment

CONTENTS

Proposal / Quotation
Position / Vacancy details / Man-Specifications / Job-Description / Posting Location
Advertisement
Experts for Rating of Applications
Interview

Schedule / time per Candidate
Whom to call

Computerisation.

(2/16)

PROPOSAL / QUOTATION

Important features of a proposal are

Brief background of Client
Recruitment Requirement (as indicated / given to us)

This will cover

No. of positions
No. of Vacancies under each position
Man-Specifications
Job-Descriptions
Posting locations
Approx. Annual salary for each position
Date by which different candidates are expected to join.

Arithmetic of Recruitment

This will indicate

No of candidates to be appointed
No of candidates for final interview by Client
No of candidates for Prelim. Interview by 3P
No of candidates to be sent call-letters
No of candidates who should be found A/B/C rated on application
No of applications to be received

(3/16)

Time-Frame

This would be a bar-chart or tabulation showing target-dates against each activity.

Our Professional Fees / Terms

This would state whether our fees are

linked to the no. of persons appointed & joined (Contingent upon joining / appointing)
linked to starting salary offered to each candidate appointed (as % of starting gross annual salary)
lump-sum per person appointed / joined
lump-sum linked to designation-level
lump-sum for the assignment (Retainership) irrespective of the no. of persons appointed & their starting salaries
Payment Schedule / advance / adjustments
Out-of-Pocket Expenses

Validity of our Offer

(4/16)

POSITION / VACANCY DETAILS / MAN-SPECIFICATIONS / JOB-DESCRIPTIONS / POSTING LOCATION

These details will help in

drafting a good job advertisement
deciding Size of advertisement
deciding Media / No. of insertions / Editions
deciding Media-cost / Getting client approval
working-out "Arithmetic of selection"
No. of Candidates that will need to be interviewed
No. of interview-panels (experts) and the no. of candidates that each expert will interview on each day
and therefore

No. of days over which interviews will continue
No. of interview-rooms / testing-rooms / reception-rooms that will be required
Location of interview-Venue

CLIENT DETAILS / PRODUCT LITERATURE

This should include

What products / services are offered by client
Worldwide manufacturing locations / distribution arrangements
Past / current / projected Sales turnover
Organisation Structure
Annual Report / Financial Ratios
No. of Employees
JV / collaborations

Such details about the client help us in drafting a good advertisement to project proper image of the Client.

We could also prepare a CLIENT-PROFILE to enclose with interview call letter.

One can also use 35 mm slides / Video Cassettes / Multi-media Clips to enlighten candidates while they are waiting to take tests / waiting to be interviewed.

We have to "hard-sell" our client.

(6/16)

ADVERTISEMENT

All advt will be in english language -even if published in a local language newspapers.
Region (edition) where to publish Advt.

This will depend upon where the candidates are likely to be working / to be found.

Type / Level of Candidates will govern type of news-media / city-edition:

e.g: a) all "Accounts / Finance" related positions must be advertised in ECONOMIC TIMES / FINANCIAL EXPRESS
b) For Senior-level positions, "Business India / Business Today / Business World" in addition to Times of India
c) Process-plant Personnel

Maharashtra / Gujarat etc

d) Software Personnel

Bangalore / Hyderabad / Mumbai / Chennai

We should compile a list such as:

Type of Position	Preferred News Media	Preferred City Edition

(8/16)

Circulation effectiveness

Do media with greater circulation produce more response?
Generally? or for a given type of vacancy?

(9/16)

EXPERTS FOR RATING OF APPLICATIONS

Generally we should try to have separate set of experts to

Rate applications
Interview Candidates.

Occasionally same expert can do both.

If an expert has to read the entire bio-data before rating, then his daily output could be as follows:

Position / Level of Vacancy	NO. of bio-datas that can be "rated" daily
Senior-level (President / V.P. / GM)	25 / 40
Senior Manager / Manager	40 / 60
Executive / Supervisor	60 / 80
Worker / Technician	100 / 150

(12/16)

INTERVIEW - schedule / time per candidate

Level of Candidate	Time / candidate (for Prelim. Interview)
GM / VP	2 hours
GM / Sr. Manager	1 hour
Manager / Asst. Mgr.	45 minutes
Executives / Supervisors	30 "
Workers / Technicians	20 "

After each candidate leaves, we should allow min. 5 minutes (at Worker level) to a min. of 15 minutes (at GM/VP level) before the next candidate is asked to go into the interview-room. This time is needed for the interviewer to fill-in INTERVIEW EVALUATION SHEET, which he must do (before the next person walks in) when his impressions about the candidate is still "FRESH / VIVID".

At levels above "Sr. Manager", we should allow a "gap" of time, so that candidates do not "run into each other". At this level each executive candidate must be given a Specific Time-Slot. He will normally arrive 15 minutes before his specified time.

(13/16)

It would be highly desirable to have a "segregated" sitting / waiting area, so that incoming & outgoing candidates do not run into each other.

(14/16)

INTERVIEW - whom to call

Always first preference would be for candidates rated A & B.
If we are falling short of desired numbers, we should call "C"-rated candidates.
Occassionally Client may impose other conditions, which may compel us to call "C"-rated candidates (in preference to A/B rated candidates). Such conditions could be:

Do not call "out-station" candidates
" " candidates from a particular:

* REGION

* RELIGION

* COMMUNITY

* COMPANY

* COMPETITOR

* PUBLIC SECTOR

* ARMED FORCES

* UNIVERSITY EDUCATED

* etc

Do not call candidates who cannot fluently converse in local language (e.g. Personnel Managers).
Do not call Candidates drawing above / below a certain Salary-level / Experience level / Edu. level.

It would be a good idea to prepare a check-list and get client to fill-in as part of MAN-SPECIFICATION SHEET.

(15/16)

COMPUTERISATION

Each Advt. must be given a unique [ADVT. No.]. This is the "SOURCE" for applications / bio-datas. This source must be mentioned / entered in database created for each Advt.
At any time in future, we must be able to "retrieve / re-call" all applications / bio-datas received against a given [ADVT. NO.].
An Advt. may contain several "positions". "position-code NO" should form part of [ADVT. NO.] so that we are able to sort / retrieve / print, position-wise.
Each applicant (irrespective of his rating - A / B / C / R / P) must be given a PEN in the series 00,000,000 - 00,999,999.

(This is the series, reserved for bio-datas received in print / hardcopy thru mail / courier / fax)

If we are hard-pressed for time (which we will always be when handling an ADVERTISED, MASS-RECRUITMENT ASSIGNMENT), we should enter only that data which will allow us to [End of visible text].

(16/16)

send a "one-line print out / statement / folder" to Client
upload the database on Internet / Extranet (i.e. database incorporating basic SEARCH-PARAMETERS of:

Birthdate (Age) - usually stated by Candidate
Edu. Quali.
Exp. (yrs)
Designation (Current)

Rating "Expert" should write this:

Function
Industry

In SECOND-PHASE of data-entry, all other information about the candidate should be entered.

If "Rating" expert has to "think hard" before writing this down, it may slow down the output - so we could postpone this to Phase II. - In which case, of course, there is no point in uploading the truncated data on Internet / Extranet, since Personnel Chiefs always want to HEAD-HUNT by function & Industry!

I hope Context Cartridge / ARDIS will solve this problem by JUNE 1998!

S. KUMARS.COM - ITD (SKCL)

Srl. No.	Position	No. of Vacancies	Posting City	Edu. Qualifications	Age (Range)	Exp. (Min.)	Keywords (Skill etc)	Monthly salary (Avg)	Resumes Recd. so far
1	Manager - Facilities	1	Indore	BE / B.Tech / MCA / MBA	32-35	6-8	Unix / Oracle V-SAT OPN	45,000/-
2	Hw / Facilities Engg.	5	Mumbai / Indore	" + (MBA)	28-30	2?	Data Centre Mgmt / Vendor Devl / Coord	Min 60,000/- / 50,000/-
3	Database Administrata	4	"	BE / B.Tech / MCA / OCP	28-30	2?	Unix / Oracle	Min 60,000/-
4	Networking Engg. / Personnel - LAN / WAN / VSAT	5	Mumbai	BE / B.Tech / MCA	22-30	2?	Router Config TCP/IP OTP / Tivoli Unicentre / Web catching	60,000/-
5	Webmasters	2	"	BE / B.Tech / MCA / MBA	28-30	2-4?	Unix / Oracle HW / SW Install & Maint / Pop Mgmt HTTP/FTP Firewall	70,000/-
6	Customer Support Executive	6	"	BE / MCA / OCP	25-30	-	HW / Networking Web Technologies	15,000/-
7	Manager - Software	25	"	BE / B.Tech / MCA / OCP + MBA (preferred)	28-30	4-5	RDBMS / ERP (FIN), PERL, CGI, Project Mgmt,	MP 1. - 1.25 L / PM.
8	Manager - Franchisee Operations	4	Metros	Graduate	< 35	8	Establish Network FMCG	50,000/-	J

Position	Vac.	Salary	@ 2 months (Rs. L)
Manager - Facilities	1	75000	1.5
HW Facilities Exp	5
(Mumbai)	2	60000	2.4
(Indore)	3	50000	3.0
Database Administrata	4
(Mumbai)	(2)	60,000	2.4
(Indore)	(2)	50,000	2.0
Networking Engineers	5	60,000	6.0
Webmasters	2	70,000	2.8
Customer Support Eng.	6	15,000	1.8
Manager - Software
Asst. V. P. (10 yrs Exp)	1	1.25	2.5
Teamleader	4	70,000	5.6
System Analyst	20	35,000	14.00
			44.00 L
Manager - Franchisee Op.	4	50,000	4.0

S. Kumars

Would you like to help build one of the world's largest VSAT networks?

S. https://www.google.com/search?q=Kumars.com Ltd., a company promoted by the Rs. 700 crore S. Kumars Group, aims to set up one of the world's largest e-commerce networks. Consisting of 50,000 franchisee outlets (known as VSAT locations, providing e-commerce and ISP access to small towns across the country). To help this project rocket to success, we're looking for the following:

Manager - Facilities

(Vacancy Code - IT/MAY/2000/02)

Location: Mumbai, Indore

Job Profile: You will be the heart of our dedicated team of engineers responsible for running and maintaining our VSAT base, as well as developing, monitoring and following up with all systems.

Age: 32-35 years

Qualifications: B.E./B.Tech/MCA/MBA from a reputed institute.

Experience: A minimum of 6-8 years experience in hardware, software, large data centre management and exposure to Unix/Oracle. Knowledge and exposure to vendor/subcontractor management and co-ordination is essential.

Hardware / Facilities Engineer

(Vacancy Code - IT/MAY/2000/03)

Location: Mumbai, Indore

Job Profile: You will be part of a dedicated team of engineers responsible for running and maintaining our VSAT base, as well as developing, monitoring and following up with all systems.

Age: 28-30 years

Qualifications: B.E./B.Tech/MCA with an MBA.

Experience: 2 years experience in hardware, software, large Data Centre management and vendor development & co-ordination.

Database Administrator

(Vacancy Code - IT/MAY/2000/04)

Location: Mumbai, Indore

Job Profile: UNIX/Oracle database administration and performance. Monitoring data integrity, disaster management.

Age: 28-30 years

Qualifications: B.E./B.Tech/MCA/OCP with exposure to Unix/Oracle.

Experience: 2 years relevant experience.

Networking Engineer & Personnel - LAN/WAN/VSAT

(Vacancy Code - IT/MAY/2000/05)

Location: Mumbai

Job Profile: You will be responsible for network inter networking and all related issues.

Age: 28-30 years

Qualifications: B.E./B.Tech/MCA

Experience: A minimum of 2 years relevant experience. Experience in at least one of the above stated areas is required. A thorough understanding of the principles of TCP/IP, Router, wide network authentication methods, OTP schemes, encryption, digital signatures and security models is also essential. Exposure to Unicentre/Openview/Spectrum as well as in Web application deployment, management, trouble shooting and shellscripts will be an added advantage. We are looking for elegance and a commitment to providing quality services and innovative solutions using open technology is a must.

Web Masters

(Vacancy Code - IT/MAY/2000/06)

Location: Mumbai

Job Profile: You will be responsible for overseeing the integration of Web, Email & application servers. Network components, e-mail tracking, & security and managing server administration across the site.

Age: 28-30 years

Qualifications: B.E./B.Tech/MCA with an MBA and a requisite knowledge of Unix and Oracle is a must.

Experience: 2-4 years experience in Internet technologies, with 1-2 years of these as Web Master. Experience in project management, hardware & software installation and maintenance, managing network, firewalls, internet, HTTP, FTP and firewalls.

Customer Support Executives

(Vacancy Code - IT/MAY/2000/07)

Location: Mumbai

Job Profile: You will be part of our enterprising and dedicated team that will render customer solutions.

Age: 25-30 years

Qualifications: B.E./MCA/OCP with communication skill and ability to analyse and research online.

Experience: Experience in areas like hardware, networking, the Internet, Web and managed services.

Manager - Software

(Vacancy Code - IT/MAY/2000/08)

Location: Mumbai

Job Profile: You will lead a team of dedicated software engineers & oversee development of back-end operations, enhancements with client/server systems.

Age: 28-30 years

Qualifications: B.E./B.Tech/MCA/OCP. A post-graduate degree in Management will be an added advantage.

Experience: 4-5 years relevant experience. Exposure to database applications is preferable in the areas such as RDBMS, ERP (Finance), PERL, CGI with project management skills.

Interested, kindly mail your resumes within ten days to Mr. Shrikant Koppikar at techies@https://www.google.com/search?q=skumars.com (the same at the address given below). (Please include the Vacancy Code for our reference).

https://www.google.com/search?q=skumars.com

e-defining business

S https://www.google.com/search?q=Kumars.com Ltd. "Avadh" Avadhesh Parasar, Kanchpada, Malad (W), Mumbai - 400 018

Tel.: 91-22-690 6940 Fax: 91-22-690 6920 E-mail: skcl@https://www.google.com/search?q=skumars.com

S.No.	Code	Category	e-mail	hard copies
1	IT/MAY/2000/02	Manager Facilities	50	0	50
2	IT/MAY/2000/03	Hardware / Facilities Mgr	95	29	124
3	IT/MAY/2000/04	Netware Engg	220	91	311
4	IT/MAY/2000/05	Database Admn.	150	48	198
5	IT/MAY/2000/06	Web Master	130	67	197
6	IT/MAY/2000/07	Customer Support	503	217	720
7	IT/MAY/2000/08	Mgr Software	70	385	455
	Total	1218	837	2055
	Misc	99	152	251
	Grand Total	1317	989	2306

CMT / Mitchell / LCG / AMB / Nirmit / Parag / Nelly

Sending "voice-mail" using Navin.com

you can Send to USA / Canada / Australia / India
From your POTS (Plain Old Telephone System)
Just speak-out your message in your phone instrument. Will be delivered to any phone no. in above-mentioned countries for Rs. 2.50/message!
Monthly Fee Rs. 250 (Covers 50 free messages)
Suggest visit www.Navin.com, then discuss amongst yourselves & quickly decide to take advantage of Sending quick messages, in your own voice (and your own language too!) to:

our Corporate clients (Personnel Managers)
our Candidates

THEN

also consider Sending a SMS (Short Message Service) to any mobile phone, anywhere in the WORLD, thru ORANGE, for just Rs. 1.00 !!

AND

do not forget www.UNIMOBILE.com, which will do same thing FREE!

5/6/2000

SMD, June 4, 2000

DADARWALLAH IS PIONEER IN US PHONE-TO-E-MAIL SERVICE IN INDIA

Here is an interview with the creator of Navin.com.

Tell us a little about your India trip.

Well, I think we have made good progress. I was able to talk to a lot of people who are facing the same challenges that we face to make people understand how to use the phone and the email together, and how to give Internet access to telephone lines and infrastructure. Over 2 billion people around the world have phones but no email, so they are the target customers. During the trip, Navin.com formed a strategic alliance with an Indian company called ZeeNet. We will provide Navinmail service to Zee Telecom subscribers through their public telephone booths, and we will offer free email and free voice mail through the use of a pre-paid card that will be sold across the country. People can send voice messages and email by speaking into a local phone call. We may get 2 million users over the next year because the service is very simple and a low-cost service. We also struck a deal with a paging company in Calcutta, and we are working with other paging companies to provide the same solution tool. We are also working with a paging company in Delhi to provide the service to their subscribers.

What goes through your mind today when you look back to when you started Navin.com?

It took me a year to start the company and get funding for it. My main idea was to create an alternative to email that only people with PCs would use at home or work. I wanted to send a message at an economical rate, so I created a service that took the best of phone and email and combined it.

What about the rest of your family?

Well, my wife's name is Arti and I have two children, my son's name is Rohan and my daughter's name is Riya. Rohan is the Chief Technology Officer of Navin.com. I thought it stood for New Applications for Voice/email on the Net.

Any concluding thoughts?

I would say that customer satisfaction has been worthwhile. People who were not making international telephone calls because of the cost are now making them frequently with family members and friends on a daily basis. This to me is a success.

Nirmit / LCG / HCP

1/6/2000

This note was emailed by chetan as requested by Nirmit. It is a good note.

we should get all our senior Executives to develop their own personal / individual "strategies" for the year, which spells out in some details:

What are their "targets / objectives" for the year?
How, will they go about achieving these targets? (Their strategies).

This kind of "Objective Setting" excercise should be carried out, each year, immediately after the Company's own BUDGETS for the ensuing year are frozen.

This BUDGET should form the basis / input for each individual to frame / form-up his own targets for the year.

In an open / transparent system, each senior Executive / Dept Head should get an opportunity to present / defend his own targets / strategies before his "peer" group.

PROMOTIONAL STRATEGY

Submitted by Chetan Shah on 31/5/2000

Presently there are more than 7000 resumes (as per website or more than 50000 resumes as informed personally). And > 2500 jobs listed with us. As compared to other sites such as https://www.google.com/search?q=Naukari.com, prizedjobs.com or https://www.google.com/search?q=jobsahead.com this are lower figures and to stay ahead of them our main thrust should be to increase this figures substantially.

We should target by 31^st Dec 2000

No of resumes --- 150000

No of jobs --- 15000

This numbers can easily be achieved keeping in mind the reputation 3pjobs hold in the market and depends on how successfully the promotional strategies are implemented.

I suggest the following few promotional measures:

(A) Project no: 1

Tying up with major colleges/education institutes:

In India the number of colleges are in thousands and students are in millions. The main objective of taking education is always to get the good job. But keeping in mind the fierce competition it's not so easy to get a job. It's a known fact that Engineers from a premier institute like VJTI in Mumbai are jobless for years. These are the people who will be our No: 1 target audience. It would be worthwhile to catch them right at the source i.e. the college. And the colleges also have some moral responsibility to assist their students in finding them a good job. To fulfill their obligation few colleges are aggressive in conducting on campus employment or job workshops. With the association with 3pjobs this can become very handy and beneficial also. With this they can at least prove that they tried their best and provide opportunities to their students.

But it's easier said than done. It is often seen that the Principal and the Trustees are hard nuts to crack. Their first question would be WHY? Why should we associate with you? My answer read between the lines i.e. how this association is going to benefit me personally and than the institution?

To lure this batch of people, I propose the following:

(1) Cash incentives to the Institute:

Under this a student from that institute gets the job through 3pjobs than
a) some pre-fixed amount will be given to the institutes as an incentive or

b) Some % of the 3pjobs revenue from that particular student will be shared with the institute or

c) Incentives are given in kind i.e. donation of fans, table, chairs or free Internet facility (discussed later)

(2) Incentive to the Principle:

Imagine a scenario where the trustees have approved the association but the principal is not happy. he will not allow us or cooperate with us in fulfilling our aim. Because day to day decision power lies with him, he should be a happy man.

I suggest:

a) Some cash incentive as we decide or

b) Incentive in kind i.e. gifts like a camera, watch etc. or paid holidays at Matheran / Khandala etc. This is all feasible without many burdens on the company i.e. through BARTERS.

So, now we have college trustees who have agreed, the principal is also very cooperative. So, the set is prepared. But where is the HERO (read student) of our drama? He is also asking the same question: Why should I register my self with your Fine I may get a job but what other benefits I am getting? What extra are you offering, than others like winjobs.com or jobstreet.com? Just a resume posting? No, "Yeh Dil Mange More".

To lure him I wish to offer:

1) MLM - Multi Level Marketing :

If a student is bringing say 100 of his friends to our site or when a chain / pyramid reaches 100 than he will get some point which he can en cash or can redeem for a gift. This is possible by using software. OR

We can tie up with some websites like https://www.google.com/search?q=Moneyinmail.com or alladvantage.com or desktopdollars.com who are offering money on surfing. The detail nitty-gritty can be worked.

2) Freebies:

On registering with us they become eligible to win some gifts say like cinema tickets, consumer durable, credit card etc. This can be done by directly tying with the Companies or can be with other websites like https://www.google.com/search?q=contest2win.com or hungama.com etc.

3) Discount Mania:

Today in India, youth has roughly 35% of the total buying power. And everybody from consumer durable to Cosmetics Mfg. Company, from computer education institutes to music companies, from apparel mfg. Companies to entertainment industry wants to make them their customer. We can take the advantage of this and can associate with few of them by which they will give discounts to our registered students. And all this is possible without incurring any expenses to our concern. Again BARTER.

4) Additional Advantage.com

The future of India lies in the hands of these youths and to bring prosperity in the country they need to be nurtured carefully. As an active organization we should do our bit to improve our youth asset.

Apart from all text book experience almost every student lacks in good communication skills and doesn't have the skill to face the interview.

I suggest following:

a) Workshops on facing the interview:

Lots of web sites are offering tips on this subject but giving them in actual is always different. We can hire some consultant to conduct workshops in the colleges.

Cost to the company: Marginal

b) Communication Skills / Public Speaking:

Same as above

c) Resume Building:

Same as above

d) Happenings in the Industry:

Classroom is totally diff than the actual shop floor experience. We can arrange lectures from industry person.

Cost to the Company: Marginal

e) Internet techniques:

Majority of the students doesn't know the Internet operations. We can offer them FREE Internet knowledge.

(B) Project No: 2:

CYBER CAFES:

The PC penetration in India is very low due to high cost and hence majority of the people goes to Cyber cafes to quench their thirst for WWW. In Mumbai City alone there are more than 500 cyber cafes and they are doing brisk business. A study has shown that more than 1/3 of the cyber café goers is job seekers and for them this cafe's are windows to the world.

We need to have these cafes under our umbrella. They can become our representative and can bring lot of eyeballs or resumes to our site.

As a '3pjobs-Cycafe' associate member they have to put up our poster in their premises plus making it mandatory for them to show our logo on their home page.

Our target should be 200 Cy-cafes in Mumbai and total 1500 Cy-cafes nationally by end of the year.

To enroll them in our association the following procedures can be adopted:

1) Freebies:

Free Internet hours can be offered to them.

Cost to the Company: ex. 2 months-unlimited access is offered to 200 cafes. We can buy bulk package from Zee, Satyam or Mantra at discounted rates.

200 cafes \times Rs. 500/- for 2 months package = Rs. 40000/-.

Compare this with the adv. in TOI (Times Of India):

Posters: 200 cafes will put our posters and if we presume 100 visitors a day x 25 working days = 500000 viewers per month.

Where as in TOI we can get only 20 cc. in this amount and life of the adv. is just a day.

2) Get together:

A small party or presentation seminar can be arranged for them.

(C) Project no: 3

3p job Express:

Mahatma Gandhi said once "The real India lives in small towns and villages".

The small almost all the dot.com companies are concentrating on metros and big cities. The small towns and villages are a neglected lot. In couple of years the urban areas will reach a saturation point. Not a single jobber has anything to offer for Amravati, Anand or Bhusawal even though they are grade 'C' cities. Forget about Dahand or Vapi. With the rapid expansion of the IT sector this are the cities for the future growth. Our main thrust should be the rural areas simultaneously with the big cities. This are the people who have heard about the Internet and always wished to put their resumes on the net but don't know how and where.

To take them in our stride we can have a mobile van fitted with the computers and will visit the towns and villages and can invite people to put their resumes on our website. The van can be named as "3pjob Express" or a "Lifetime Express" and will remain mobile. Just imagine with the implementation of "Sankhya-vahini" project and the "Community Center" project of Sam Pitroda and the network being created by companies like Reliance, BPL, Satyam etc. the numbers visiting our web sites can multiply by several times. The early entrant will take the lead.

Cost to the Company: To become a winner, this is not a cost but an investment in the future growth.

(D) Project No: 4:

WEST BOUND:

Recently Germany and France were in the news. The most fascist and racist countries are looking at India for the trained software professionals. There are thousands of vacancies in both the countries and they need to be filled up if they want to be global players. And Indians are the right choice after proving themselves in Silicon Valley. 3pjobs and their respective associates for this countries can jointly invite some dignitaries to address the seminar meant for IT professionals. This kind of initiative can bring larger crowd to us.

BARTER:

The meaning remains same today also. Major companies are taking this route to save cost on promotion and advt.

We can also tie up with

Computer institutes like SSI, Aptech, NIIT etc. where by they can give some discounts to our registered students

Credit card Companies like ANZ, ICICI, Stan Chart etc who will waive the card-processing fee of our registered students

And like wise we can tie up with unlimited companies who will give us their products in exchange to their advt on our web site.

LCG / Shekhar

29-5-00

Valuation of www.3pjobs.com

See enclosed newsreport / tabulation.
Can we try to fill-in the tabulation (as best as we can) & give to KPMG, to strengthen their arguments vis-a-vis VCE?

If in doubt about any "definition" as applied to our case, please phone Dhanpal / Asawari for clarification.

cc: Dhanpal / Asawari

cc: Nirmit

Valuation of www.3pjobs.com

(Using SEBI guidelines)

Criteria	YEAR
	99-2000	00-01	01-02
1. Ave. revenue / customer / year
2. Revenue from advts
3. No. of prospective Customers.
4. Contribution Margin / Customer
5. Ave. cost of acquiring a Customer
6. Proportion of Customers lost / year

ACCOUNTING NORMS

Accounting of Intangible assets.
Revenue Recognition
Income Recognition
Recognition of Pre-operating Expenses

EXISTING COMPANY'S ALREADY CREATED BRAND-EQUITY.

Sebi to standardise norms for valuing dotcoms

VIVEK LAW

MUMBAI, MAY

THE Securities and Exchange Board of India (Sebi) has initiated steps to formulate a standardised set of accounting norms for valuing dotcom companies.

The norms are expected to help lay out a better financial forecast for these companies. Prospective dotcoms will have to make a list of disclosures based on the norms, before preparing the prospectus and coming out with IPOs. A drafted paper has been prepared on it and will be discussed at the meeting of the VH Malgham committee on accounting standards on June 6. It says Sebi will

DOT-BUSTERS
PARAMETERS TO BE CONSIDERED
Net revenue/net loss per year
Advertisement revenues
Number of prospective customers
Customer retention/attrition rate
Accounting of intangible assets
Revenue recognition
Expense recognition

issue standardised norms for valuing dotcoms on parameters like Net revenue/net loss per year or advertising revenue and number of prospective customers and retention of customers per customer/average cost of customer/customer and retention of customers loss each year.

The paper notes that valuation of stocks is a comparison of P/E ratios and valuations across the industry. However, no comparison is available in this sector. Comparison with the hardware sector would not give the correct picture as the software sector is based on strong funda- mentals and sound revenue mod- els, though mistakenly, investors tend to lump software compa-nies with software companies like Infosys and Satyam.

Traditional models: Page 4

Net cos must follow traditional models

THE paper states that in case of internet companies engaging in transactions similar to those carried out by traditional companies, internet companies should follow traditional company accounting mod-els. Use of valuation models should be based on comparison with traditional companies in the same line of business,” the paper states.

The accounting norms the paper has divided the sectors under four categories — accounting of intangible assets, revenue recognition, expense recognition and accounting of pre-opereating expenses for capitalisation.

On the accounting of intangible assets, the paper states that in internet sector, intangible assets may extends its domain knowledge to start an internet company, such a venture would be for benefit of the existing company's shareholders in future years.

“Valuation of such intangible assets is desirable to provide the investors with correct informa- tion in the prospectus. To pre- scribe standard guidelines for the valuation of such assets,” states

the paper.

On revenue recognition, the paper states that where internet companies provide customers with services which provide access to internet sites over a period of time, companies recog- nise the value upfront.

“Just like this, revenue be recog- nised over the performance peri- od when certain prepaid amounts to be accounted for in arrange- ments when transfer a mini- mum number of sites, the mode of flow and when this revenue is to be recognised. For example, in loyalty programmes, where credits are offered to customers for use of service and the credit is to be realised later, accounting for the redemption of credits may be one of the factors in valuation of customer acquisition cost,” the paper states.

On recognition of pre-operat- ing expenses for capitalisation, the paper states that just like any other business which incurs pre- operating expenses, even though these expenditures are very fre- quent in the internet business, it is not clear whether these expenses should be capitalised or shown as a loss in the current year.

INTERNET BUSINESS MODELS

ROLE MODEL	FEATURE	CONNECTIVITY	CONTENT	COMMUNITY	COMMERCE
Web Site	ISP	E-mail/chat	News	Info/Portals	Search Engines
Satyam Online
Mantra Online
Rediff on the net
Indiatimes (TOI)
Indiaworld
Naukri
Indiashop
Auction India
express India
ZSpin
Lexitex

Source: Business Today dt. 7-21 Oct 7-21, 1999

Nirmit

Mr. Arun Oak (Consultant) / now going to be M.D.

Off = 781-2102/03/04 (10:30 - 5:30)

Resi = 911-456899 (after 9pm) (Dombivli)

has floated a JV with some German Company, needs many software people. Will fax or email his requirement to us.

26/5/2000

Nirmit / Dhanpal / Asavari

You may have noticed enclosed news. I feel we should also approach

Murdoch
Intel
NIIT
APTECH
KVP (I am writing separately)
B.V. Jagdeesh (I have sent an email 10 days back).
Hinduja (I have written to Remy)
UTI Mutual Fund? (trying for Jabil)
Indiainfo (Raj Koneru)
Yahoo
Microsoft (MSN)
o

27/5/2000

Mr. Ketan Parekh

KVP Venture Fund

Mumbai

May 25, 2000

Dear Mr. Parekh,

Venture Funding

I take the liberty of forwarding enclosed Business-Plan of our firm to you thru Dr. Himanshu, whom I have known for some years. Himanshu's father-in-law, Shri Mahendra Shah is a member of our board.

We have appointed KPMG as our financial advisors for raising Venture funding.

I would like to meet to explain our business strategy in person, at a mutually convenient time.

with regards

H E P.

Employees (Full Time)	Non-Employees
	* External Interview Experts
	* Temporary hires
	* Trainees
	* Part-time Consultants.

Targets MUST be fixed

Performance CAN be measured

Compensation linked to achievement of targets/results/predetermined formula	Job-retention linked to achievement of targets
+ve Motivator	-ve Motivator

Performance difficult to measure/objective to be fixed

Personnel / Admin
Finance / Accts
Coordination
Purchase / subcontracting
Marketing
Technology (System Analyst / Programmers)
Website (Webmaster)
Data Processing Supervisor
Content Creation
Advertising
Order Execution Support Staff
General Support staff

Supply-Chain Management Candidate-Face	Order Fulfillment Management Customer-Face
* Program Heads (HO)	Offline Search/Selection Placement
* Program Mgrs (ROs)	* Regional Managers (CHs)
	* Regional Consultants
	* HO Consultants
	Online "Sale" of Resumes
	* GM (Sales) - HO
	* Mgr/s (Sales) - HO
	This will be a HO-based "business-process" which will be entirely AUTOMATED like a stock-exchange trading floor (NET-based)

VARIABLE COMPENSATION

category of Employee	Fixed Salary + Fixed Increment + 8.33% bonus	Fixed salary + Fixed Incre ment + Bonus Formula linked to Co. Performance	Low fixed Salary + No. of Glossary/Other Sales/NACT Member/Bonter website hookup	Low fixed salary + achievement of individual billing/collection targets	Low fixed salary + Value of resumes sold individually
D/E Operators
Personnel
Finan/Accts
Programs
Offline Order Execution Personnel
Online Sale of Resumes

10/6/2000

Cyril

6/5/2000

Software Development

Phase II (Folder dt. 1/5/2000)

Here I have spoken of developing Searchable databases of

Educational Institutions (Colleges)

Computer Training “ (NACT)

Enclosed find FORMS which I have developed for this purpose.

As far as some 1000 members of NACT + 3000 “non-member” Computer Trg. Institutions are concerned, the INSTITUTION PROFILE FORMS will be getting distributed within next 15 days. NACT will send-out with their covering letters. Response may be spread over 3/4 months.

DO you want to make any changes in this form before NACT starts despatching?

As far as form for Colleges (Database for Edu. Insti. form) (12 pages)

is concerned, I propose to make it a part of our "Agreement" with each college.

In addition, I would like to make this form "downloadable" from our NT site.

A college can download, fill it up offline and then either UPLOAD or Send to us as e-mail & then we upload.

Which would be better?

We do NOT want an army of D/E operators to re-enter all these forms to create a database on our site!

Let us discuss, both these FORMS when we meet next week.

Regards

NIRMIT

Study my note to Cyril dt. 12/9/98 re: Kind of "automatic" email that was proposed to be sent to job - advertiser.

This pre-supposed sending just ONE auto email to that advertiser at the end of 30 day period

Whereas,

What I have in mind (NOW) is to send to that advertiser,

each candidate-resume calong with a covering email as & when, a candidate expresses interest in that job-advert. & INSTRUCTS us to send his resume

Since this was NOT covered in the "SCOPE OF WORK" in Phase I, it will have to be done "manually" by someone in our office, as each "candidate-instruction" email is received from the server.

Should we "automate" this business-process in Phase II? If yes, what should be SCOPE OF WORK?

1/6/2000

Nirmit / Dhanpal

24-4-00

Enclosed newsreport says that Matexnet is Valued at Rs. 150 cr..

Their revenue-model is "subscriptions". It is not clear from their website, whether they get any % commission on the "transactions" taking place between "buyers" & "sellers". Could be found out by sending email.

By way of comparison, what is the "VALUE" of (manpower) inventory on our website? We have 54000 executive-members registered on our website. If their AVERAGE ANNUAL SALARY is Rs. 4 lakhs/year, this translates into Rs. 2160 crores (Annual salary-bill of these 54000).

Surely "valuation" of our website has SOME bearing on this figure!

Matexnet to seek funding second time

Our Bureau

BANGALORE

24-4-00

India's FIRST online material exchange (Matexnet.com) is set to go for a second round of funding. The portal has been valued at around Rs 150 crore.

"We are looking for a strategic partner who can not only invest in our company but also add value to our portal," Matexnet Pvt Ltd managing director S Jaggan Vasan said.

He said he was talking to some of the major manufacturing companies including multinationals who would take a stake in his company. ICF Ventures has already picked up a minority stake in Matexnet.

The online exchange has now diversified into trading in manufacturing plants with Greaves being the first company to use the exchange to buy a factory.

Vasan said India carries a whopping Rs 2,00,000 crore in excess inventory. The exchange itself has an inventory list of around Rs 300 crore, and has clients ranging from major public sector undertakings like ITI, BHEL to multinationals like ABB and MICO.

He also said the portal has industry specific deep verticals like ballbearing.com to make it easier for customers to place their preferences without resorting to an elaborate search.

Matexnet.com

Subscription Rates

Rs. 14500 or # 800 annual membership

1600 for 3 yrs.

Rs. 4,74,00 or # 9600 for Life

By cheque/DD

Transactions worth Rs. 4365 million expected to be completed in 3 months.

1000 SMEs registered (Small & Medium Enterprises)

shown at 5400 categories, 300,000 items

different 150 classification, 200,000 items

places

RECRUITMENT

NIRMIT

21/4/00

Valuation of 3P.

According to this article, when KPMG prepares our BUSINESS-PLAN and thereafter "VALUATES" 3P, they should write a separate CHAPTER on each of the following aspects:

Revenues & Profits (Past / Present / Future)
Our Team (Internal & BOARD)

Composition
Commitment
Savviness

Customers (Both Candidates & Corporates)

Acquisition strategy
Growth-rate (projected)
Stickiness

Alliances & Partnering

Partner Website Program
3P Jobs Program (Colleges)
NACT Program
Cybersafe Program
S.KUMAR'S

Ability to Communicate (clearly, honestly, periodically).

PRITAM KHADER.

NT SITE: PRELIMINARY OBSERVATIONS (This is NOT an exhaustive / indepth analysis)

21-4-2000

Item No.	ITEM / FEATURE	PRIORITY
		1 Import./Urgent and Important
1.	Home Page needs cosmetic improvement. Three vertical columns (of links) should be clearly demarcated/separated (now they appear to overlap). Horizontally, each item/link, should be contained in a horizontal "SLOT". I have given a design.
2.	Just above the "Submit Resume" form, there is a write-up and "I belong to" dropdown box. We need TWO SEPERATE boxes: one for NACT Members and other for COLLEGES (with small changes in write-ups). Both boxes must have (start with) first item "NONE OF THE FOLLOWING". In the write-up, reference to "Professional Bodies" to be dropped.
3.	When a person conducts "job search", finally the full JOB-ADVT. appears. The message under this (display) is wrong. We do not want people to be sending their typed/emailed resumes to US! Please substitute this message with the correct message which I have sent to you longtime back.
4.	We have decided to drop the "CITY MASTER" & permit typing. I believe we also decided to drop master for "COLLEGE NAMES". I do not remember what we decided re: UNIVERSITY MASTER.
5.	Dropdown list of EDUCATION - LEVEL is incomplete.
6.	In Education Branches/Disciplines, we had decided to add i) Arts ii) Science iii) Commerce iv) Agricultural Engineering.

PRITAM KHADER.

NT SITE: PRELIMINARY OBSERVATIONS

21-4-2000

Item No.	ITEM / FEATURE	PRIORITY
		1 Import./Urgent and Important
7.	"Partner Websites": Below the write-up, we have to provide names/links to 1) https://www.google.com/search?q=Lexitex.com 2) https://www.google.com/search?q=Foothard.com 3) Indiatravelsite.com 4) Indiashop.com 5) Chembi.com 6) Neuralage.com 7) Fundu.com
8.	For certain services, a transfer is taken from New Site to Old site. At that point, first certain messages have to appear (See my note of 1/1/2000)
9.	In case of IT Professionals (- better than calling them "software Professionals"), “Submit Resume Form” we have to provide a comprehensive list (dropdown) for a) Skills & b) Platforms.
10.	Download Resume Builder We need to provide clear message instructions on how the jobseeker should UPLOAD after filling in the resume form. How & when will he get his [USER Name/Password/PEN]? If resume comes thru email, can it get uploaded on website automatically at the end of the day?
11.	Magic Cube [Search] When a person (headhunter) clicks on a NO. contained in a CELL, suppose, first, the SHORT DISPLAY TABLE (of resumes) will appear. Then when he clicks on any PEN, the LONG/FULL RESUME will get displayed. Now, “Suppose, at this stage, he wants to transfer/put this candidate in his shopping basket, what should he do? So, below (or preferrabily “above”) each short display & each long display, there ought to be CLEAR-CUT INSTRUCTIONS to the headhunter on how he can go about putting this resume in the shopping basket & thereafter how he can transmit this shopping basket to 3P AND when he does this, - will he hear from 3P? - What +When will he hear from 3P?

CYRIL PRITAM KHADER.

NT SITE: PRELIMINARY OBSERVATIONS

21-4-2000

Item No.	ITEM / FEATURE	PRIORITY
		1 Import./Urgent and Important
12.	Somewhere (On some page) we have links for RESUMES * Industry Wise * Function Wise * Designation Wise (here we should display by "ACTUAL DESIGNATION" & not by DESIGNATION-LEVEL) Clicking on these links, displays tabulations. Each item on these tabulations should be "clickable" and permit a headhunter to gradually "drill-down" to "individual" resumes and once again be in a position to add One - or more - of such resumes to his shopping basket. Idea is to give headhunters a NUMBER of different routes/approaches to narrow-down the resumes and to be able to add to his shopping-basket whatever GEMS he manages to pickup at the end of each road. Like "all roads lead to MECCA!"
13.	Just as we apply MAGIC CUBE to Resume-Search, we should be able to apply “IT” to "Job Search" as well. After all, the 3 axis (Industry / Function / Designation level) remain SAME for both!
14.	Job Adrt. display Form (Full) - needs cosmetic improvement.
15.	Since we cannot compel/force all partner websites to have same sidelar of links (Similar to chembi.com), Cyril had suggested that we give all links at the bottom of each page "pulled" from our site, so the partner has no choice.

CYRIL PRITAM KHADER.

NT SITE: PRELIMINARY OBSERVATIONS

21-4-2000

Item No.	ITEM / FEATURE	PRIORITY
		1 Import./Urgent and Important
16.	Partner/Affiliate STATISTICS PAGE (TRACKING MODULE) This page should start with ANNUAL statistics and then permit a partner/affiliate to progressively drill-down by selectively clicking on desired MONTH desired DATE (of a given month) This should lead, all the way upto "listing" of PEN No / Shopping Basket NO / Job Adt. NO., received on any given date but without individual display.

Scan_0169.jpg

CYRIL PRITAM KHADER.

NT SITE: PRELIMINARY OBSERVATIONS

21-4-2000

(This is an empty table sheet for preliminary observations.)

PERSONNEL RELATED ISSUES

(to be handled by LCG)

2/4/2000.

Our total Personnel System must be computerised.

It may not (certainly need not) be as complex as Microsoft's "HEADTRAX" (read "Bill Gates’ book "**Business @ the Speed of Thought" available on our Harddisk as well as hard copy with Vishesh)

but

it should certainly capture the spirit of "HeadTrax" viz:

Automate all processes on computer

Bring transparency

Easy accessibility to all employees according to his/her "access rights".

First thing is to "standardise" all Personnel Related Documents, eg.

Appointment Letters

Termination “

Bonus/Incentive / ESOP letters

Employee Data Sheet

Leave Cards

P/2

Create Computerised "Personal Record" folders for each existing employee, where every transaction/every document of every employee is stored, and gets automatically updated as each transaction takes place.
Framing & Releasing (on Intranet) PERSONNEL MANUAL

Containing, Subject/topic wise "Procedures & Systems & Forms & Forms Flow charts"

Forms to be "accessed" & filled-in ONLINE (NO downloading & printing of hardcopies).

With several ROs being opened simultaneously, it is very important to frame/release "Procedures & Rules" which uniformly apply across all offices.

We cannot permit "Ad-Hoc-ism" which will come to haunt us later.

We cannot/must not take personnel-related decisions in a "vaccum" of "framework". This may lead to bad precedents and demoralise staff.

Decisions taken consistently and uniformly sustain morale, even if unpalatable.

P/3

To formulate a "flexible" compensation-structure, comprising very few elements.

We do not want to introduce many allowances / perks / benefits / reimbursements and make the structure very

Rigid Complicated to administer

A rigid/straight-jacket structure will not allow us to attract bright/high-flyer employee

retain " differentiate between low performers & high performers & reward them accordingly link rewards with actual performance

Ideally we would like to have a "performance-linked" reward system for everybody but this is very very difficult to structure.

For nearly 80% of the people/employees, "performance" CANNOT be quantified/measured objectively!

For them, it would have to be,

P/4

a fixed monthly salary an annual increment/lumpsum a bonus based/linked to Company's overall financial performance and, may be an E-SOP (available to persons who remain with us for 5 yrs)

For the balance 20% of the staff; (mostly Consultants Program Managers Regional GMs etc) whose performance can be easily quantified

[e.g.: Sales/order booking/Billing/Collection (for Consultants) & Affiliates/Associates/Partners Signed-up (for Program Managers)]

we could/should develop a PERFORMANCE-LINKED COMPENSATION STRUCTURE

P/5

This "incentive-based" structure should have

fixed component 50%

Variable " 50%

They will NOT get any other type of annual bonus/increment.

Whether they should be eligible for E-SOP should be debated.

All of these should be in place BEFORE we start hiring new people. We must be ready to tell them

what (salary) they will get

when " "

How " "

Performance - Criteria (Meeting Targets)

Although "Appointment Letters" may not be able to spell-out "a target", this letter must contain a PRODUCTIVITY / PERFORMANCE CLAUSE

P/6

One of the top-priority task for LCG would be to interview/shortlist/select/appoint all members of our own TEAM

at 6 regional offices

at Corporate HQ

Assuming that ROs are ready for occupation by 1st Aug 2000, we should also get our team ready to join by that date.

For all RO & HQ new staff members, LCG should draw-up a Comprehensive INDUCTION PROGRAM

(I have given some notes to PJP)

NO one should directly go on the Job without first going thru this intensive INDUCTION PROGRAM.

People who will conduct Inductions - Program:

HCP

PJP

NHP

AMB

CMT

LCG

Mitchelle

P/7

Since we cannot possibly send all these "instructors" to each regional office, it would be best to conduct this program at HQ.

A 4/6 day tightly-packed induction-program should be drawn-up, going upto 8 p.m. in the evening.

Each speaker will get between 2 hrs to 6 hrs to present some ONE aspect of DOING BUSINESS.

Each Speaker should make a powerpoint / VIDEO presentation & give "hand-outs" for participants to Carry back with them.

There should be ample time for question/answer.

All new employees MUST BE "hands-on" as far as use of computers is concerned. Preference to be given to those who are "internet-savvy".

Induction Program should cover:

Regional GM 6

" Consultants 12

" Accts/Admin Manager 6

" Program Manager 5

P/8

HQ Consultants 12 ?

HQ Program Managers 4

HQ New Senior staff ?

HQ COO/CFO etc 2

Where will we hold this program?

How much would it cost?

Hall charges (incl. food)

Program materials

Cost of travelling to Mumbai & back

" staying in "

local taxi-charges

Rental for projection equipment

This must be estimated & included in the "Expense-budget" in our revised BUSINESS PLAN.

P/9

PEOPLE PRODUCTIVITY (i.e. Employee Productivity)

This must be a major ongoing responsibility of LCG.

For each category of employee, he must frame OUTPUT norms for as many of his/her activities, as possible (see my folder on "Employee Productivity").

Having set these OUTPUT norms, LCG should

set up a computer-based system to monitor actual performance of each employee & compare against NORMS/TARGETS.

The system must automatically calculate that employee's productivity-index

= \fracActual Output (for a given period)Output Norm

This graph (Screen-saver?) should be visible to all. Transparency is the biggest motivator!

Hold review-sessions with Nirmit & Employee concerned, once-a-month.

NHP p.m.d This was before my joining 3P 12/2/2000

PJP 1/4/10 Any comment?

Marketing 3P/Building 3P Brand

To do this, we ruled out media advt because of high cost involved. Someday we will still need to do that. However, for last 2 years, I focused on sending out DIRECT-MAILERS (by post or email) to a variety of persons. This file is you can see that from enclosed file. Sajida maintained/entered by Pande/Damodar, once Sajida crossover a Circular to them for sending out. Of course any circulars sent out by email, are entered by Sajida herself in this file.

Recently, I found a huge heap of "HR-Update # 2 - 6 pages/resume?" lying in our godown. Must be several thousand! For disposing or destroying? Did we print far in excess of our requirement? Or we did calculate properly but, later on, simply failed to despatch? How did we land up with such huge supplies?

You will also find that from enclosed file, you will also find that our capacity to despatch (Envelopes/day) fluctuate widely & ultimately, a single despatch-project gets spread-out over a few months. Once our partner-program gets launched on a dozen websites, I propose to launch a massive mailer-campaign to 14000 corporates - One circular every month (one page only). How can we gear-up for that? Subcontract to "direct-mailing" companies who specialise in this activity? What will that cost? How would that cost compare with our own internal cost? I would request you to study this aspect of our business & aim to "automate" it in next 8 weeks.

The HR Update No. 1 / May 1999

Dear Sir/Madam

Head Trax

This is the name of the software that Microsoft uses internally for management of its Human Resources - numbering over 28000 worldwide. Bill Gates likes to call it Knowledge Management thru Digital Nervous System (DNS).

In his latest book, Business @ The Speed of Thought, Bill outlines his vision of Human Resource Management in the 21st Century. Do read pages 41 55 / 301 311.

If you attended Asia Pacific HR conference a few months back, you heard a lot of speakers talk about, "New Trend and Practices in HR". It was my fortune to make a presentation on Headhunt on the Internet - The 3P Way.

When I made that presentation, I was not aware that there are more than 100 headhunt / jobsearch related Indian websites! But I welcome competition. Whether in sports or business, it is good for health.

In the enclosed page, I have tried to present where our website www.3p-jobsearch.com stands in relation to a few of the other Indian jobsites.

What you see here is only the proverbial "tip of the iceberg". If you wish to know how close we have taken our Executive-Search business to the vision of Bill Gates, you would need to log onto our website and conduct an on-line "headhunt" on our 47,000 + executive resume database.

Caution:

Once you have visited our website, you may never want to release a job-advt. in future, thereby saving your organisation lakhs of Rupees!

With regards,

Hemen Parekh

Principal Partner

(Please see reverse)

Dear HR/Personnel Chief :

The HR Update

I am happy to send to you this first issue of our occasional newsletter (no set frequency). Purpose of this communication is two fold:

To bring to your notice interesting developments taking place around the world in the matter of Human Resource Management.
Provide a medium thru which you can share your own rich experience in this matter with other executives.

Success of this venture will depend upon the feedback of the recipients. In case you would like to receive this newsletter, please fill in and fax to me (022-850.6663) the following contact information. Do suggest names of any other HR professionals from your organisation, who, in your opinion, would benefit from this newsletter.

H.C. Parekh

	CONTACT DETAILS	My Colleague
Myself	Surname
	First Name
	Designation
	Company Name
	Working Since
	Phone
	Fax
	E-Mail
	Please send newsletter at this address
	Office :
	Resi :
	City
	Pin Code

CYRIL NIRMIT/CMT/PJP/PAP 12-2-2000

Implementation of NT based Website

We were to start testing of Phase I by 15 Dec. and launch partner-program by Jan 1, 2000.

Whereas we cannot undo this delay, we should make sure that there is no further day delay as far as balance work (incl. Phase II) is concerned.

With this in mind, I enclose a TIME-FRAME (for balance work) which we should target. As per our telecom this morning, I was hoping you will visit us today, when I had planned to discuss this TIME-FRAME.

I am now sending a copy at your residence and another to your office, thru Santosh, who is expected in the afternoon.

I would highly appreciate your confirmation of the Target Dates shown in the TIME-FRAME. I am also awaiting your "quotation" for Phase II.

We cannot even start MODULE II (Order Execution Module) until Phase II gets over !

Regards

H.C. Parekh

cc: Nirmit/Chetan

cc: Sajida/Chetan

cc: Santosh

FOR DISCUSSION WITH CYRIL 12/2/2000

ITEM	TARGET COMPLETION
Install new MASTERS in MODULE 1	12/2	18/2	26/2	4/3
Module 1 to accept "re-entry" of #2400
Module 1 to accept "mass-transfer" of NON-MEMBER data
Eliminate/attempt to duplicate PEN to same person submitting identical resume (e.g., CMT's)
ADMIN TOOL/SCREEN for
- Cyber Cafes
- Eng. Colleges
- NACT Students
Removal of CITY Master & Adding of "INDUSTRY" Master in Module 1
DAILY/MONTHLY/CUMUL. STATISTICS/SCREENS/TABLES ON PERSONAL PAGES (ON OUR WEBSITE) of
Partner Websites
TRACKING MODULE
Cyber Cafes
NACT Member Firms
Eng. Colleges
Uploading PARTNER-KIT & thorough testing on
www.23fpls.com NextGen.com
https://www.google.com/search?q=chemjob.com https://www.google.com/search?q=LocateIndia.com
PARALLELED - OPERATIONS ON UNIX & NT SERVERS
NT Server	UNIX Server	PHASE I(A)
- Submit Resume	- Search Resume
- Post Job Adut	- Search Jobs
Edit Resume
- Submit Resume	\Delta Inc. the database
- Post Job Adut	\Delta Incentives	PHASE I(B)
- Search Resume	\Delta Comp-com
- Search Jobs	\Delta Educational
- Edit Resume	data/tables
	"Search Jobs" & "Search Resume" features can be transferred to NT server only after at least 10,000 resumes & 500 jobs - get ready for uploading (#after ready) into MODULE 1.

MASTER - SCHEDULE FOR \vdots

Srl NO	ITEM	TARGET COMPLETION
		Sunday	Monday	Saturday	Sunday	Sunday
		12/2	13/2	18/2	26/2	4/3
	change-over from SUPERB to CONCENTRIC (NT) server	LATEST BY 26/2
	Phase II(A)
	shifting all remaining data/tables (\Delta-Comp-com-Incentives-Edu. Instt. etc) to NT Server
	Phase II(B)	25/3	1/4	8/4	15/4	22/4
	Auto Headhunt
	Statutory Returns (HTML based)
	Handbook of statistics (\Delta Com)
	Statistical Outline of India (\Delta Com)
	- Compensation - Analysis & Graphs of
	Salary Vs. Age	As per my note at 18-4-99 - to be continuously generated from SALARY-FIELD of resumes coming in daily. Only a few graphs will get displayed on website to arouse curiosity/interest/ \Delta Full set will be "forced" for sale to Corporates.
	Salary Vs. Designation
	Salary Vs. Edu. Quali &
	- Site Support Sources
	- All Statistical Contents (Pl. see my various notes)
	- Web-site Control Panel
	- Sending emails to all Members automatically
	- Edu. Institute/Computer Institute Profiles
	- Job Descriptions (\Delta CMTE)
	- CMTE database offline Query Form

(1)

Feb. 3, 2000

Cyril/Tukaram

MASTER LISTS (DROP-DOWNS)

On NT Server, we decided to introduce MASTER DROP-DOWN LISTS for

GROUP A

Designation-level - 8

Educational Level - 8

Country Names - 93

GROUP B

Industry Names - 200

Function - 87

Branch/Discipline (Edu) - 55

Uni./College Names - 123

GROUP C

City Names - 254

This was done with following objectives:

To eliminate spelling-mistakes

Spelling mistakes could lead to

Creation of a huge list of names, all of which "mean" the same thing
good candidates/jobs getting left-out during a search.

(2)

To make life easy for person filling-in a form (NO typing leading to quick filling up of form).

While these are desirable "objectives", use of MASTERS creates its own problems. These are:

If a MASTER (drop-down list) becomes too long/huge, not only it takes a longtime to download but it also takes a longtime for a surfer to SCROLL, to come to the correct/appropriate choice (on which he can click). No one has that kind of "patience" on Net!

If an item (value) is missing from a MASTER, clicking on "OTHERS" does not help if that value is an important SEARCH-PARAMETER. So after taking the trouble of filling-in the rest of the form fast/accurately, what is the use if

a "job" cannot be shortlisted during jobsearch by a candidate?

a "resume" cannot get picked out during an online headhunt by a Recruiter?

(3)

So, we have to find a "compromise" between these conflicting demands/requirements of a Jobseeker and a Recruiter - and deliver a solution which is "acceptable" to both.

Please take a look at Annex: A.

Here, I have divided the MASTERS in 3 broad-groups.

GROUP A

These are quite short lists and take care of 80% to 100% of "occasions". By addition of a few more "values", we could ensure nearly 100% coverage. And these will still

download fast

scroll fast

NO PROBLEM HERE

GROUP C

you will see that, even for Indian Cities, the coverage is barely 10%. Whereas it is 0% for foreign cities.

If we believe

that we are about to become

(4)

an "International" recruitment company

Corporates from all over the World will soon start posting their job-aduts on our website

There are (may be) 100,000 cities all over the World, which we may, someday need to cover (thru our Partner Program/Affiliate Cybercafe program/Eng. colleges Program/NACT program/Internet kiosk program etc.)

Resumes of Candidates living in any of these Cities will get posted on our website

Then, the conclusion is foregone.

We CANNOT have a CITY MASTER!

We must permit, both candidates & recruiters to type in their City Name freely.

Implications

No job search by "City" but only by

Industry
Designation Level
Function

I think this should be acceptable to

(5)

jobseekers.

Of course, City Name (as typed) can still be displayed/shown when full resume or full job-adut. gets displayed.

After that the jobseeker can decide whether he is still interested in that (City) job or not.

NO "Resume search" (headhunt) by City

short displays (of short-listed candidates)

Does not show the "City" in any case

Long displays (of short-listed candidate)

Display "City" only for non-IT prof. (I don't understand why this is missed out for IT prof! Must be shown).

Most of "headhunts" are based on

Industry
Function
Designation-Level
Age (Max)
Exp (Min)
Edu. Quali (Level/Branch)

(6)

So, let a recruiter get to see all Candidates (from all the Cities) who meet above-mentioned Criteria - then decide & click for creating shopping basket.

With less than 10% City-coverage for India & 0% coverage for Foreign, CITY MASTER is simply NO GOOD to have.

And we just CANNOT have a CITY-MASTER of 10,000 cities which takes 20 minutes to download!

So let us drop CITY MASTER.

GROUP B

These are reasonably "covered" but still leave-out a fairly large %age outside the MASTER.

We cannot afford to forget these

job-seekers (wanting to post resumes)

head-hunters ("job-aduts").

To cover such (odd-ball) jobseekers and job-aduts I propose we add a NOTE (at some appropriate

(7)

places on both

Submit Resume Form &

Submit Job Adut. form

as per ANNEX: C.

Thereafter, without increasing the length of the MASTERS, we can DISPLAY this NOTE during LONG DISPLAYS of both

Resumes and

Job Aduts.

This would help the headhunters & the jobseekers to decide whether they are interested or not.

I would appreciate if Cyril/Tukaram could meet us tomorrow morning in our office to finalise this aspect.

Regards

cc: Nirmit

cc: CMT

cc: PJP

cc: Sajida/Chetan

(ANNE: A)

SLAVES OF MASTERS?

MASTER LIST	Current size of Master	In real life what % of actual occurrence is likely to be
		Covered by existing Master	Not Covered by existing Master
(A) Designation-Level	8	100 %	—
Education-Level	8	99 %	1 %.
Country-Names	93	80 %	20 %.
(B) Industry	200	90 %	10 %
Function	87	90 %	10 %
Branch/Discipline (Edu)	55	75 %	25 %
Uni. Name/College Name
- Indian	123	50 %	50 %
- Foreign	—	—	100 %
(C) City Name
- Indian	254	10 %	90 %
- Foreign	—	—	100 %

Annex: B

Master	Whether a "MASTER" required for	Display
	Submit		Resume		Job Adut
	Resume	Job Adut	Short	Long	Short	Long
Desig. level			(non IT) \times (IT)	(non IT) \times (IT)
Edu. Level
Country Names		FREE ENTRY	\times	\times

Industry			(non IT)	(non IT)
Function			(non IT)	(non IT)
Branch/Discipline		\times
Uni./College Name		\times	\times
- Indian
- Foreign

City Name
- Indian			\times	(non IT)
- Foreign

Annex: C.

NOTE:

While filling this form, you came across "drop-down" lists for the following "MASTERS". In case you clicked on "OTHERS" against any of these fields, then type below what is actually applicable in your case (separated by Commas):

Drop-down Master for	Enter applicable descriptions below (---, ---, ---, ---, ---)
Industry
Function
Branch/Discipline (Edu)
University/College

(1)

Cyril 7-8-99.

The Ultimate Customer

In her book "Customers.Com", author Patricia Seybold keeps talking again & again about distinguishing between

the Intermediary (Agent)

the Ultimate Customer.

She says, our website - and all our business-processes should target the "ultimate" customers and make it easy for them to conduct business with us.

In our executive-search business, the HR Manager is really an "agent". The people he hires rarely work in HR Dept and report to him!

In any Organisation, most of the executives recruited work in depts. such as

production
sales
marketing
design
purchase
maintenance

etc.

So, it is the "Line Managers" of these depts (the dept-heads/section-heads/division-heads/group-heads/region-heads etc) who are our ultimate customers.

(2)

Besides targeting the HR Managers, we must also target these ultimate customers.

We must get THEM to conduct "headhunt" on our website. They must experiment and findout how easy - and quick - it is to locate an executive from our vast database.

If they are convinced about the efficiency - and effectiveness - of our PROCESS, they will bring pressure on the HR Manager to use only www.3p-jobsearch.com and forget about advertising in newspapers.

Here, one impatant common characteristic of all line-managers (i.e. practically all Indian corporations) come to our help.

They are all poor planners!

All of them wake-up at the last minute and want their man yesterday! Ask any HR Manager.

So, if they are offered a better/superior alternative to newspaper job-adut & a 6 month Recruitment Process Cycletime, they would jump at it.

If, headhunting on www.3p-jobsearch.com

(3)

can get their man in 2 months instead of 6 months, they would never look at any other option - because headhunting on our website

eliminates the need to think & plan Vacancies months ahead in a systematic way under uncertain future conditions
covers-up his inefficiency/lack of planning.

However, in a scenario where even HR Mgrs are finding it difficult to log on and conduct an online headhunt, to get other line-managers to do this, is going to be difficult. It will take time & lot of "educating" of the line managers.

It is with this in mind that I thought of distributing our Resume Database (with our search-software) on a CD - to as many HR Managers as we can.

(Please see draft of my. circular/form, of which we are about to print & distribute \approx 15000 copies).

I suspect - and hope - that when they get these CDs, the HR Managers would talk about that to other Line

(4)

managers - and may even take their help in viewing the contents.

Once our CD gets an "entry" into an Organisation, it is bound to circulate amongst line-managers. Since cost-of-reproduction is not very high, we will ask HR Mgrs if he wants more copies for distribution amongst his line-managers.

Then again, we have name/designation (and of course, office addresses) of over 30,000 "line-managers" - Obtained from Annual Reports - to whom we can DIRECTLY write, asking whether they would like to get their own "personal" copy of our CD! - free too!

After 6 months, I would like to send them an "upgrade" version of CD, where "Candidate Profiles" would be much more detailed, without revealing their identities. You will recall that this "shortcoming" was pointed out to us by

HR Mgrs who attended our presentation at Royal Palm club
Neville Taraporevala of Times of India

(5)

We are, ourselves, acutely conscious of this lacuna and want to set it "right" at the earliest.

It is quite likely that the current brief "profile" does NOT help a headhunter to make up his mind re: the suitability (or otherwise) of a candidate.

In turn, the headhunter, after seeing the profiles of "short-listed" candidates may be shying away from filling up & sending to us the "Shopping Basket". I strongly feel, we would get a huge response if we overcome this problem.

You are aware that all the job-sites (whether Indian or American) reveal almost the entire resume of every candidate. This is why there is a huge traffic of headhunters to these sites...

Without revealing his "identity", we should reveal everything about a candidate. Then only headhunters will come to our site.

(6)

After distribution of CDs, the next step I propose is to CONSOLIDATE our grip by making available to all HR Managers,

MODULE 2 - ORDER EXECUTION SOFTWARE !!

In "Customers.Com", Patricia Seybold tells us, again & again,

"Get your customers to use on their internal INTRANETS, the same software that get to use on your website. Get them accustomed - get them habituated - Let there be a mirror-imaging on Internet & Intranets. Let there be seamless integration."

Once your customers get used to same software/same features/same search capabilities/same functionalities, on their INTRANETS, then they are "hooked" to your website for ever. They will neither think of developing something else on their own, nor think of deserting your website.

They are truly locked-in !

This means,

If you look at the 21 steps of Order Execution chart, the activities are divided between

Actions to be taken by 3P
" " " by Client (HR Mgrs)
" " " by Candidates

NOW if we replace

"3P" with HR Manager &

"Client" with Line Manager (ultimate client)

we have a situation (internal to the client's Organisation) which is not very different!

(MIRROR IMAGING)

This means,

Using our Module 2 software an HR Manager will track/follow-up/execute any "vacancy" which he has himself directly "advertised" or in newspapers, on behalf of his clients (viz: line-managers).

The HR Mgr replaces "3P" as the "executor" of this search-assignment!

All "business-processes" remain same!

HR Mgr. treats line-manager as "Client" and line-manager treats HR Mgr. as "service provider".

Both can "track/monitor all 21 steps (listed in my Module 2 notes) on their internal LAN/INTRANET.

And when they go to www.3p-jobsearch.com, they find the same, familiar interface & same features & same functions!

Can we discuss this further when we meet on Monday?

Regards

7/8/99

cc: Nirmit cc: Sajida

cc: All consultants

Pl. read & be prepared for discussing on Monday

HR Update - No. 2 Aug. 1999

Dear Sir/Madam :

6 cents (Rs. 2.5) per Resume?

Whether in USA or in India, that is cheap, real cheap! In my last letter, I had mentioned how Microsoft manages its Human Resources using digital technology. In the enclosed "extract", you will learn how

HUMANA has reduced cost of receiving a resume to 6 c/resume
CISCO has managed to recruit 2000 employees each year for 7 years in a row by automating 70 % of its recruitment process.

If all of you were to successfully implement what HUMANA/CISCO have managed, we would soon go out of business!

But if you are hiring less than 100 persons each year, you have no need to setup your own website devoted to "digital recruiting". It would make much more sense for you to log onto www.3p-jobsearch.com and simulate, as schematically shown on enclosed charts,

Scenario # 1 ..... Post Your Job-Adut on our website (free)
Scenario # 2 ..... Conduct Online Headhunt on our site.

But if you hate the WWW (world wide wait) and prefer to conduct your headhunting "offline", there is an option! By filling-in the form on the reverse, become a member of 3P CLUB and get your FREE copy of our Resume Database CD. You will end up saving lakhs of rupees which you normally spend on job-advts in newspapers. You will also reduce your Recruitment Process Cycle-time from 6 months to 2 months!

For posting their job-advts on our website we thank,

Birla 3M
Videocon
Godrej
Bajaj Auto
TCS
L&T
NRC
ATUL
Emerck
Hughes Ispat
Alfa Laval
and 200 other Corporates!

With regards,

Hemen Parekh

Principal Consultant

'AFTER TICKING APPROPRIATE BOXES AND FILLING-IN IN CAPITAL LETTERS, PLEASE FAX THIS FORM ON 022-850 6663

Dear Mr. Parekh,

Yes, I would like to become a member of 3P CLUB and would like you to send me the following databases (free-of-cost):

| - 51000 + Executive Resumes -------- \square | will be sent on a CD provided a minimum of 1000 requests are received. |

| - Salary Data of 30,000 executives -------- \square | |

| - Statutory Returns I need to file -------- \square | Please send at my following e-mail address: |

| * - Labour Laws | \square | |

| * - Model Voluntary Retirement Scheme - \square | |

I have access to a computer at office \square /home \square. When sending e-mail to me, please configure for Internet Explorer \square / Netscape Navigator \square.
If you start a bulletin board on www.3p-jobsearch.com, I would be happy to participate by

| - Contributing articles -------- \square | Besides posting on the Bulletin Board, questions & answers will be distributed to all members thru e-mail. |

| - Sharing my experience -------- \square | |

| - Answering questions raised by HR professional members -------- \square | |

My Contact Information

Name :	Surname	First Name
Company Name :
Designation :
Please communicate with me on	Office Add. \square / Resi. Add. \square / Either Add. \square
Office Address :	Resi : Address :
City :	PIN	City :
Phone:	Phone:
Fax :	Mobile:
e-mail:	e-mail:
Date	Sign :

*These databases will be distributed electronically-only thru e-mail. You can obtain a free email address from Yahoo.com/Hotmail.com/Mailcity.com/Jadoo.com/123india.com

(1)

TO ALL CONSULTANTS 26/7/99

For sometime now, we have felt the need to be aggressive in our marketing efforts.

It was also agreed that each one of you should have a much more comprehensive role which extends beyond,

MARKETING

Submit Proposals/Terms

Negotiating-Selling

ORDER EXECUTION

Invoicing/Follow-Up

Collection of Outstandings

Customer Service

This is a total job in which you are supported by the "back-office" team consisting of

Sajida/Nirav/Suresh/Nirmit/myself/Priya/Judy/other office-staff... etc.

(2)

But you cannot become aggressive unless you "know" who your existing/potential clients are!

With this in mind, we distributed all the "industries" amongst you. These, then became your "territories".

We also have grouped each & every Indian Company (at least LTD. Companies) under one - or other of these industries. So, now you have lists of "specific" Cos. which "belong" to you. You are the owner/manager of these companies. They are your exclusive "clients". You are the "Accounts Manager" for these Cos.

Of course, with passage of time

more Industries will be added
" Companies " "
" Consultants " "

So dynamic "reshuffling" is inevitable.

In the enclosed folder, I have tried to "list" who your customers are. The lists draw upon several sources.

The lists prepared by

Sana (16000 + LTD. Cos)
K-PASS (22000 + LTD/PVT LTD Cos)

are too big to be "printed-out" as "hardcopies". Sajida has prepared (or preparing) computer-based files/directories for these, for each of you, which you can "access" from your own node.

Now you are own your own!

You have to market "3P" to these companies - which "belong" to you.

You should hence forth, send them promotional letters/e-mails, tell them who we are and what we can do to make their life easier.

Wherever e-mail address is available, only e-mails must be sent. This is a very fast/efficient/cheap method.

Wherever available, Sajida, will mention e-mail addresses in YOUR client database.

Wherever not available, request Judy to phone-up those companies and request for their e-mail address by saying, "we want to send an invitation to your HR/Personnel Manager. Can we have his name/designation/e-mail address?"

Remember to send each email (or even Book Post letter) addressed to an INDIVIDUAL - by his/her NAME!

This is a MUST!

In the ultimate analysis, a human being is your client - not a company. You cannot "talk" to a company nor invite it for dinner!

You must establish a one-to-one personal relationship with who-so-ever happens to be in charge of recruitment in each client-company.

Our "Mail-king" software creates personalised salutations (e.g. Dear Mr. Patil / Dear Ms. Gupta etc) as far as e-mails are concerned.

"Book-Post" letters must not be signed. If signed, these become FIRST CLASS MAIL and require higher postage.

Of course, if you are sending-out "circulars" to several hundred companies and, therefore resort to BOOK-POST/PRINTED letters, you may have to enter by hand

Dear [ ... ]

but do not "sign" at the bottom!

Postal authorities may still treat these as "Printed Circulars" & accept Re. 2 stamp.

If the quantity (of mailers) is under 100, you may choose to computer-print with individual salutation and sign at the bottom.

Whereas each one of you will write to your own Clients, when it comes to sending-out any general Circular to all 16000/22000 cos - belonging to all 151 industries - is concerned, I will do so. Mostly these will be to keep them informed about

developments in HR (HR Update)
our website developments.

However, each one of you may want to write to A, B or C Industry-clients, how many suitable "Candidates" you have in your database in which that client-company may be interested.

In the last 6 months, I have sent-out several circulars. These

are

Circular	Target Groups	How Sent
Can You Spare 5 minutes	175 Corp-Job advertisers	e-mail
PIN, PAN, PEN	Exec. who sent their Resumes by e-mail (788 + 2063)	"
SIX MONTHS to Go.	Candidates whose typed resumes had email add. (1237)	"
- Cup of Joy	\approx 170 Cybercafes	email + Book Post
- Eightfold Advantage sharing a Jackpot (under process)	51818 individuals whose email add. we have	e-mail
A Free Lunch?	3168 Pvt. Ltd. Cos	"
3P OPTION	4505 Companies	Post
Head Tax (HR Update)	18737 "	e-mail + Book Post
Make A W.A.R./Make Peace	180 Small Cos	Book Post
Redundant Advt.	1049 Pty. Cos. whose Job-advt we Scanned & uploaded	e-mail + First-Class Mail
Keeping Score	1686 Cos. "	Book Post

(7)

In another 3/4 days, each of you will directly receive in your mailbox

concerned Shopping Baskets
Corpo. Job-Postings

Hopefully, before long, each Shopping Basket will get automatically converted to 3P HOT JOB & get posted on our website, after hiding client contact data. However Job key No. (Advt. No) will carry your "initials" so you will get the concerned resumes directly in your mailbox.

If you have any suggestions, please feel free

to tell me
discuss with Nirmit/CMT
discuss in Saturday meeting.

Now, DAMN THE MARTINI & FULL STEAM AHEAD.

Goodluck!

NIRMIT SAJIDA Back to HCP.

Cyril 4/6/99

Master List of Public Limited Companies.

For getting MODULE # 1 started, we gave you a Master List of Companies consisting of both "Limited" and "Private Ltd" Companies. Some 14000+ records. This was compiled from KOMPASS - 1993 directory.

Although most of the Companies mentioned here are "irrelevant" for us, we had to have SOME Master-List to start Module 1.

As each resume gets entered into Module 1, the "relevant" Companies' list will grow.

Independent of this, for the last 4/6 weeks, we have been trying to compile a

MASTER LIST OF (PUBLIC) LIMITED COMPANIES

from various source-documents.

These sources are listed in Annex: A

(2)

We are not using all of these sources, but I have listed these to emphasize that there could be many-many sources.

How would such a MASTER LIST help? What can we do with it?

I have shown this in Annex: B.

This is self-explanatory.

Because of the multiple "uses" envisaged in Annex: B, the CORPORATE DATABASE shown in Annexure has a lot of "fields", far more than the Master List given to you for Module # 1.

For the moment, even the current list (of Limited Companies) being compiled has only

Company Name
" " Address (HQ address)

But, we cannot compile a "new Corp. database" every 3 months, as we discover a "new" use for it!

It would be highly desirable, if we can, right now, devise a database "structure" which would take care

(3)

of our needs for the foreseeable future. Then, in such a structure, we may go on adding more & more data in an "incremental" manner, as & when, we get hold of such data.

This is the same concept as in the case of our NON-MEMBER EXECUTIVE DATABASE.

Companies can also be "Members" (i.e. Clients) or "Non-Members" (i.e. Potential Clients).

We, most certainly need to create such a MASTER CORPORATE DATABASE for our Module # 2 (Order Execution).

And, we must start creating this MASTER right NOW, so that it is ready by the time you are ready to install Module # 2. Without this, we will simply not be able to implement Module 2.

I would, therefore, request you to take-up on a priority basis, the design of the database structure & make it available to Sajida, so that she can start creating such a database and keep it ready within 2/3 months.

While developing the data-entry-software (for MASTER CORPORATE DATABASE), please ensure that whatever data-entry we have already done can be directly migrated to the new structure and that we do NOT have to re-key-in all the fields. This is very important.

For this purpose, you may even depute Lindsay to examine the existing database structures of several corporate databases which are floating around in our Network.

Then there is also a question...

Can we directly migrate to our MASTER, company databases from

Explore India CD
CIT floppy
KOMPASS - 1996 CD (available from Hongkong for 1000)
Kothari CD (expected in 3/4 months)
TATA PRESS
GETIT
SELPAGE
CAPEX / PRONESS online databases from CMIE (Annual subscription

(5)

Databases being offered by VIPUL ZAVERI
MTNL Phone Directory CD
VSNL e-mail directory floppies
C 60,000 addresses which we recently obtained & trying to get 300,000
This contains 3000/4000 Public Limited Companies.

Our aim should be to obviate / eliminate manual data entry wherever such data (even in a truncated manner) is already available on electronic media.

With regards

H.C. Parekh

cc: Nirmit / Sajida.

Annex: A

PUBLIC LIMITED COMPANIES

MASTER LIST.

(Companies ending with "LIMITED (LTD)")

SOURCES FOR COMPILATION

KOMPASS Directory (Printed) 1993
" CD-ROM 1996
Stock Exchange Directories (for all stock exchanges)
Directories such as KOTHARI / IRIS
Membership Directories of Various Professional Bodies such as

Chambers of Commerce (City-wise)
CII / FICCI / ASSOCHAM / NASSCOM
Institution of Engineers
" Plant Mgrs / Personnel Mgrs / Ind. Eng
CA / CS Directories.

Annual Reports
Quarterly / Annual Financial Results Advts.
Product Advts.
Job Advts. (Print Media)
" " (posted on our website)
"Explore India" CD
CMIE / DART / DSJ / MATRIX INFORMER
INFOLINDIA (INDIA INFOLINE Web site)
Indian Web Search Engines (Khoj - 123india etc)
\gamma3P executive-resume database
Conference / Seminar Participant Lists
Mobile Phones / Credit Cards / Air / Hotel Reservations
Corporate Profiles / Industry Profiles
Telephone Directories / Yellow Pages

Annex: B

CORPORATE - DATABASE

What data should it contain? - To what use can we put this data? 4-6-1999

Uses →	Mailers Offering our "Services"	Pre-Active Marketing (Letters → break each job-advt. as a query on our Resume γ database)	Inviting to Post Job-Advt. on our site	Inviting to headhunt on our site	Inviting to use resumes (Labour/Personnel related) databases on our site	HR Update	Redundant Advt.	Keeping Score.	If Company is a CLIENT (Correspondence Post-Fax E-mail) Phone-calls (MODULE # 2)	Conducting Headhunt amongst Company's Employees	If an executive is your MEMBER	Pop-Up Screen in TALISMA or MODULE # 2 wherever company is a client or not	Pop-Up Screen in our website
Company Data
Name of Co.
Group Companies
HQ Contact data
Branch Contact data
Products/Services
Industry
Sales (Latest year)
Tech Collaborators
JV Partners
New Projects
Company's Executives Data (Name-Age-Exp-Edu.Quali-Designatn-Salary-Function)
Chairman/V-C
MD/Dy. MD
President/CEO
Directors
Vice Presidents
General Managers
Managers
Officers
Executives
Company Secretary
Chief of HR/Personnel/ Labour Manager/Off. Training Manager/etc.

EXECUTIVES TO BE CONTACTED OR SENT LETTERS:

Letters - if any - should be sent at RESI. ADD ONLY.
Never use fax / email to the executives unless the HR/Personnel Chief is not a client.
To the others be possible to use Resi. / Phone only, or DIRECT or MOBILE NO .

Note: The table also contains checks for "Only Phone No preferably DIRECT or MOBILE" and "Only Phone No" which seems to be a note within the "Conducting Headhunt amongst Company's Employees" column.

Scan_0219.jpg

CAR HIRE-PURCHASE SCHEME

Schedule for payment of Principal Amount + Interest by CMT.

Amount at beginning of Year	Interest @ 15%	Interest subsidy from 3P 10%	Interest by CMT 5%	Total Principal to be repaid	Total Repayment per year	Monthly Installment Rs	Principal Year end Amount
4.0	0.60	0.40	0.20	0.80	1.00	8333	3.2
3.2	0.48	0.32	0.16	0.80	0.96	8000	2.4
2.4	0.36	0.24	0.12	0.80	0.92	7666	1.60
1.6	0.24	0.16	0.08	0.80	0.88	7333	0.80
0.8	0.12	0.08	0.04	0.80	0.84	7000	-
	1.80	1.20	0.60	4.0	= 4.60

Salient Features

3P will buy the car in its own name.
CMT will enter into a "Purchase agreement" with 3P for use/purchase of this car.
At the end of 5 yr. period, 3P will transfer the car to CMT's name for a sum of Rs. 10,000/-.
CMT will bear all expenses in connection with the use of the car Viz: Insurance / Road Tax / Onetime tax / Petrol / Maintenance etc.
CMT will have to option to accelerate the payment of the Principal Amount & get the car transferred to his name earlier.
CMT will benefit by way of interest subsidy of Rs. 2000/month.
Monthly installments will be deducted from Salary.

If, for any reason whatsoever, CMT's retainership ceases before the end of the 5 year period, it would be obligatory for CMT to purchase the car from the Company at the book-value prevailing on that date.
Till such time the car is transferred in CMT's name, all the original documents will remain in the custody of 3P.
This hire-purchase agreement will have no bearing on CMT's

annual increments
annual productivity-linked incentive

CMT / 3P will sign appropriate legal document for this purpose.

Yogesh Nirmit for info

31-08-98

Sub: Designing & Developing Software-Resume Builder on Floppy

Enclosed find our cheque No: -

of to-day's date against your above-mentioned invoice.

Although this item was covered in our order for development of internet/extranet, you felt that the amount of development effort that you had to put in was for more than what was envisaged originally. You will recall that for development of internet/extranet itself, against your original quote of Rs. 45000/=, we have already paid you Rs. 80,000/=, since you felt that the amount of effort put in was much more than envisaged. Now, with this payment, the total has gone up to Rs. 95000/= in all. This is fine, since I have, all along, accepted that you should not make a "loss" on any software development assignment that you undertake for us.

This is also the reason, why, I have

accepted all of your "quotations" without any argument, viz:

Internet/extranet
Software/website maintenance
Module # 1

etc.

I want to assure you that I will continue to do so in future as well. Not only that, I further wish to assure you that I will also continue to make payments for any of your invoices for "unforeseen/unenvisaged" work that you might need to put-in.

However my only request is that, for all future modules (starting with Module # 2 - and any leftover from Module # 1), please very carefully study

all the files/folders lying in my cabinet
all the notes which I keep sending

AND,

before starting work, draw-up a very COMPREHENSIVE SYSTEM DESIGN DOCUMENT (separately for each module.)

AND,

get this approved by me (after I have opportunity to circulate amongst our consultants).

I am not saying that this procedure will altogether "eliminate" unforeseen work - but I do feel, it will drastically reduce it.

My second request is that the time-frame (for Module # 2/3/4/5) that we jointly drew up on 11^th Aug., must be adhered to AT ALL COSTS!

As far as development of Software (in respect of Resume Builder floppy) covered by my notes dated

9-6-98 and

9-7-98

is concerned,

if you feel, you need to charge me for this separately, please rush your estimate. Alternately, you may include this in MODULE # 2 (for which, please do submit your QUOTATION along with SYSTEM DESIGN DOCUMENT).

With regards,

(Signature)

cc: Thakur, Mitchelle, Shankar, Uday, Nirmit, Sajida.

(Illegible) Draft (Type or use (Illegible) pen-ink)

This letter is proposed to be sent to people who send their resume by post (after scanning-OCR-txt, & allotment of PEN but NO DATA ENTRY). This letter must be sent out latest by next day- for whatever resumes are received by post today.

Since PEN is to be printed on address-label (Rest. address/Name/Pen will need to be entered), the letter itself can be xeroxed or pre-printed, depending upon daily volume. Date can be entered by hand. 'M' series floppies to be despatched. Sajida will start from 20th. Resume. Unless you have suggestion/comments?

(Signature and Date 15/8/98)

Thank you for sending us your resume by post. We would be happy to help you find a challenging job/an exciting career. The Permanent Executive Number (PEN), allotted to you is mentioned on the address-label. Please quote this in all future communications - whether typed or telephonic.

But before we can help you, first you have to help us! You should enter your resume on the enclosed Resume-builder floppy and return it to us thru courier.

Then only we will be able to upload it onto our Internet/Extranet databases - the Resume builder floppy being "web ready". Unless this happens, your executive-profile, will remain "in-accessible/un-searchable" to hundreds of Personnel Chiefs who, daily conduct online "head-hunting" on our website, www.3p-jobsearch.com. On website, your name/address/employer are never revealed - only your PEN is displayed.

After uploading your profile on our website, we will write to you once again,

Reconfirming your PEN (Permanent Executive Number)
Confirming your User ID / PASSWORD (which you enter on floppy)

To ensure that there is no duplication of PEN, please do NOT enter your resume directly on our website (although there is a provision), since you have already been allotted one (please note down from the address-label on the envelope).

When you return the floppy, please do mention your PEN in the covering letter.

with regards,

Ms. Sajida Syed

Database Supervisor.

OUR PEOPLE

TECHNICAL - SERVICES

Sl. No	POSITION	EDU. QUALI.	AGE (MAX)	EXP (MIN)	BACKGROUND / EXPOSURE / RESPONSIBILITY
	Senior Manager (Tech. Service) (One post) Taloja	B.E./ B.Tech/ M.Tech. (Chem. Eng.)	45	12	- Plant Performance Monitoring - Efficiency Studies & Implementation - Energy Conservation - Pollution Control - Trouble shooting/Rectification
	Manager/Deputy Manager (Instrumentation) (3 posts) Taloja	B.E./ B.Tech. (Instm)	40	10	- Plant Maintenance - Field Instrumentation - DCS Operation - High speed governing Systems (Mech/Electronic Governors)
	Manager/Deputy Manager (Mechanical) (2 posts) Taloja	B.E. (Mech)/ M.E. (Mech)	40	10	- Predictive/Preventive/Break-down Maintenance (Rotating/Static Machinery) - Condition Monitoring - High Speed Centrifugal Pumps/ Turbines - N.D. Testing
	Asst. Manager/Executive (Mechanical) (5 posts) Taloja	B.E./ M.E. (Mech)	30	3	- Preventive/Breakdown Maintenance - Condition Monitoring - Heat Treatment - Rotating/Static Equipment (Predictive Maintenance) - Non-Destructive Testing - Re-conditioning of Eqpt. - Safety Valve Test/Calibration

Sl. No	POSITION	EDU. QUALI.	AGE (MAX)	EXP (MIN)	BACKGROUND / EXPOSURE / RESPONSIBILITY
	Manager/Deputy Manager (Safety) (1 post) Taloja	B.Sc. (Chem)/ Dip/Deg/ B.E.Eng Diploma Degree in Industrial Safety	40	12	- Plant Safety Inspection - Safety Audit - HAZOP Studies - Job Safety Studies - Safety Training - Accident Investigation
	Asst. Manager/Executive (Bagging) (4 Posts) Taloja	Dipl./Executive Degree Eng (Mech/ Chem/ Instn)	30	3	- Supervision/Control of Bagging Plant in Shifts. - Routine preventive maintenance of bagging equipment. - Chem/Fertilizer/Cement Industry Background essential
	Manager (Tech. Services) (1 Post) Baroda	B.E./ B.Tech (Chem. Eng)	35	10	- Process Audit/Monitoring - Process Performance Improvement Studies/Implementation - Plant Safety - Quality Control. - Must be knowledgeable re. Nitration in AROMATIC PLANTS
	Executive - Quality Control (1 Post) Pune	B.Sc./ M.Sc. (Analy/ Organic Chemstry)	32	8	- Setting up Q.C. Systems. - Must have handled DYES/ DYE INTERMEDIATES
	Deputy Manager/Exec - Civil (2 posts) Taloja	B.E. Civil	40	8	- Civil Maintenance/New Construction - Survey/Specification/Design/Drawing - Tender Issue/Rate Analysis/Negotiate - Project Monitor thru PERT/CPM.

FUNCTION: TECHNICAL

Designation	No. of vac.	Grade	BASIC SALARY Range	BASIC SALARY Median	Allowances (incl. PF + S.A.)	Total compensation/year
DFPCL
Sr. Mgr (Tech)	1	M-2
Mgr/Dy.Mgr (Instry)	3	M-3 M-4
Mgr/Dy.Mgr (Mech)	2	M-3 M-4
Asst. Mgr/Exec (Mech)	5	M-5 M-6
Mgr/Dy.Mgr (Safety)	1	M-3 M-4
Asst. Mgr/Executive (Bagging)	4	M-5 M-6
Dy. Mgr/Exec (Civil)	2	M-4 M-5 M-6
DNL
Mgr (Tech Service)	1	M-3
Executive (Q.C.)	1	M-6

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Tuesday, 31 December 2002

EVOLUTION NOT REVOLUTION

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