COMPANY PROFILE

COMPANY PROFILE
The BUSINESS MODEL basically defines the services offered by Plug HR which is considered to be Indias first subscription based HR department, Plug HR offers true plug-n-play options for entrepreneurs to set up professional HR function as per their need.Quick scalable and fully flexible, Plug HR subscriptions allow organisations to bring in standard knowledge,sharp execution and superior intervention, all in a simple engagement. Rated as best start up by Silicon India in 2009,most recently nominated as finalist for Red Herring 100 Asia award 2010 and Red Herring Global 2011,TATA NEN Hottest Startup nominee in 2008 and spotted as Big out of the BOX Idea by the Economic Times in 2007,Plug HR currently caters to organisations across industries all over India.

HOW PLUG HR WORKS?

HR OPERATIONS
Plug HR runs the HR by deploying its handpicked HR manager onsite to work as the motivated HR Head driving strategic as well as operational HR. One can engage onsite execution with the following possible options

Plug PRO5(onsite execution for FIVE days a week)

Rs 17,00,000 Plug Pro1(Onsite execution for ONE day a week) Rs5,50,000 Plug PRO2(onsite execution for TWO days a week) Rs8,00,000 Plug PRO touch(onsite execution for TWICE a month) Rs3,60,000

PERFORMANCE PRODUCTS
Onsite Delivery can be powered up by the following performance products Training Room(Business Capacity Builder) Rs3,50,000 MyplugHR.com(Organizations entrepreneurial tool Rs72,000

SIGNING UP & SERVICE ACTIVATION

Signing up with Plug HR entails picking up Kickstart,signing right amount of onsite execution,selecting right knowledge model,adding suitable performance product and putting this together on the subscription form.

Service activation requires about 3 weeks from sign up.

KEY TERMS & FLEXIBILITIES

Plug HR subscriptions are prepaid and fully flexible.Once activated,subscription runs until changed or deactivated.Change of subscription requires 30 days notice while deactivation requires 45 days notice.Subscription order does not require renewal. Subscription fees are payable in advance quarterly manner.Since Plug HR subscriptions are not duration locked, clients liability to pay remains for the consumed duration plus notice period in cost of change or exit. Onsite teams need to be provided with laptop,Internet,mobile phone,workspace and reimbursement just like internal employee. Plug HR subscriptions do not cover cost of engaging tools and services from third parties like recruitment agencies, payroll providers,training companies, job site accesses,software etc.All these costs are directly borne by clients. Please note that Plug HR offers bandwidth solutions and clients liability to pay arises from duration of service and not task performance.

This was the detailed structure of the entire BUSINESS MODEL of Plug HR.

plugHR Saves You Money

You get more bang for the buck when plugHR manages HR budgets. Let plugHR rationalize salary bills, optimize performance pay & negotiate service provider contracts, you watch every dollar stretch to get you more. Simply by focusing on key cost drivers in HR decisions, lot of money can be saved. Step one is to think that its your own money that is burning with every decision, and now lets look at the following list that can come handy. Compensation Designing A right compensation design not only motivates employees but also can lead to some direct saving on the compensation cost. A simple Basic component of the salary has a direct impact on some of the most common organizational payouts like leave, notice period, bonuses etc an excess allocation on Basic component of the salary can lead to anywhere from 4% to 6% of more payout by the organizations as a total of increase in bonus, leaves, notice period etc. So define basic salary carefully as one of the component of overall compensation. You Save About 5% Here. Design a compensation structure that supports a fixed-variable mix. Though 96% large corporation have variable pay ranging from 6%-22%

as a part of their salary structure, unfortunately only 20% of the small and medium size organization have variable pay structure in their compensation. plugHR helps clients transition from a fixed pay to mixed pay structure. This not only creates a performance culture but helps organization save cost in three ways: saving of 2%-3% of the annual salary bill assuming only 10% of the salary as a variable performance payout. The disbursal of this variable payout will be based on the performance; following standard deviation distribution model (bell curve) which will anywhere result in an average payout of 7%-8% hence directly saving 2%-3% of the total annual salary bill. Secondly, saving of close to 1% of the salary cost because of non payment due to attrition (if assumed an annual attrition rate of 10%). Third interestingly, variable pay contributes to the earning of the organization in the form of earning from interest which can be upto 0.6% to 1% of the total salary bill. Hence by a simple exercise of introducing variable pay structure and managing it well you generate 4%-5% of value over the total annual salary cost. You Make About 5% Here. Hiring Expense Even after spending 450 thousand in advertisement we were not able to hire! In hiring along with the cost it is important to decide on channels of hiring and cost associated with those channels. plugHR with its experience of managing hiring across sectors and at all levels, is been able to significantly add value by deciding right hiring channel that gives significant saving on hiring costs. A good channel spread across consultants, direct hiring, referrals and campus hiring can save about 3% - 5% on hiring cost. You Make About 5% Here. Performance Management System Performance measurement is a key input for deciding on the pay rise

but if this measurement is not well defined or assessment to get measurement is not normalized, organizations will definitely end up either paying more or paying wrong people more. A correction factor of 0.25 on the ratings of 100 people group may lead to almost 5% of the salary increment saving. plugHR not only focuses on measuring performance but also ensures measurement on normalized scale and reasonable ratings, leading to overall saving of 5% approximately on the total salary increments. You Make About 5% Here. Exit Management Organization has some critical functions and critical levels, some of them are easy to find and recruit where as some of them are tough and takes more time to fill such positions. Hence we believe organization should have different notice periods at different levels or for different functional. This also saves organization cost of payout to replace a position in the organization. Various decisions regarding payout & adjustments in the notice period is a matter of process and hence it is critical to decide and define full & final settlement process to avoid any kind of over or biasness in such payout. By reducing required notice payout by even 15 days, You Make About 5% Here. Building Training platform As a part of standard delivery model plugHR initiates and delivers various trainings programs to its clients on different soft skills aspect. So our client not only saves the direct cost of delivery of such programs but it also establishes an environment of training and development which prepares organizations for a formal and external detailed training programs. These programs help in identifying potential employees to invest on and there by increasing the effectiveness of external programs as well. Basic training provided by plugHR itself ensures that You Make About 5% Here.

plugHR Organization Negotiator Organization human resource budget can be divided primarily into people budget and people services providing budget. plugHR onsite arm directly contributes in people budget by negotiating directly with the people to be hired, and plugHR contributes in people services budget by reducing cost through collective buying and negotiating hard to get best combined deals for our clients in the areas. In some of the areas we also influence administrative cost by connecting and getting direct deals from service providers. Cost impact here can be in excess of 5%. You Make About 5% Here. Have We Saved You 27% Already? We can actually Better that number!!!

Leadership & Innovation

plugHR departments truly partner you in running your business. Being fearless, flexible & driven, plugHR professionals lead the change at your organization right through. Leadership is one of the most studied subject around the world since ages. Just like communities change over the period, concepts of leadership undergo change, after all leadership is built around people who seek leadership and people who display it. There is something about leadership that connects it strongly to innovation though both can exist without each other. Let's look at what this leadership might be. Seems like it's an effort, leading towards the goal by breaking inertia or moving against force (resistance). If you're leading in the direction of force rather than opposed to it, then though you may appear to lead, truth is that you're yourself

following, the force in this case.

With this definition, existence of resistance becomes integral to the way one describes leadership on ground. Here lies the link to innovation that makes leadership both sustainable and interesting. Leadership with innovation is a sustainable advantage that organizations can build inside to create and execute winning strategies. As regards to various types of leadership forms that one sees and are being talked about as transactional or transformational etc, most of these are a factor of people types and times in which we operate. To each her own, leadership is

about breaking inertia, braving resistance and pursuit to the goal for the rest to follow. Some part of it requires particular DNA type, some other needs ability to take risk, sometimes capacity takes you through and all
along innovation makes leading fun. One of the key roles plugHR plays at portfolio companies is that of a capacity builder. Needless to say, leadership and managerial capacity form big part of that. Through it's internal grooming sessions, workshops, external interventions and specific customized programs, plugHR continuously works with functional heads and next in line in order to create leadership pipeline for organizations. plugHR's much acclaimed "Lead The Change" campaign put the HR operations teams straight in charge for driving organizational change at their portfolio organizations. Not just the teams looked outside of themselves for inspiration; they have been participating in various industry events like those of TiE, CII, Nasscom and others, to learn from variety of entrepreneurial situations. plugHR's knowledge models also cater to leadership development through it's performance management and training initiatives. MyplugHR.com which is an intra-preneurial platform from plugHR, demystifies entrepreneurship for employees and enables them to take leadership positions on various organizational matters. With it's latest foray into promoting Basketball as organizational sport within portfolio companies, plugHR is using every armory

available to power up managers in breaking inertia and learning to lead the change.

Operational Efficiency
plugHR professionals carry business degrees, project management skills, attention to details and push mail phones. It's as efficient as it gets both sides of Atlantic.

HR operations are less like HR and more like operations, requiring last mile engagement and lot of thinking on feet. More than any other area of management, it requires use of common sense in abundance. plugHR has spent it's maximum attention on developing methods of spotting good HR operations resources, as the impact of it's knowledge model, it has created for portfolio companies through this team of rainmakers. Spotting is just the beginning, what goes through those weekly HR workshops is another story. Just ask your HR person some questions like "why do we have a probation in our hiring process?" or "why do we need to name leaves as privilege, casual, medical etc, why can't we call them all as LEAVES?" and you'll know what I am talking about. So through these weekly workshops we re-train the MBAs on asking questions, reading stuff, writing stuff and above all, finding out new things. No wonder then, these teams are quite a solid lot. Typical HR operations start with the step we call as "taking charge", we take this step too literally and try that post this step, our manager knows the business of their portfolio company better than most at work there. Then comes compliance check, setting up databases,

setting quarter plan, rolling in running items and blah blah blah blah, it gets rocking. Some of the key elements of HR operations remain the "quarter plan" and the "impact analysis". While the former sets clear goals for the HR operations teams to chase for the quarter, latter monitors the impact that quarter on quarter activities are creating with respect to key organizational health indicators. It's all much simpler than it sounds, much much simpler. HR operations remains one of the most tiring part of HR management and not many professionals like this space. If Herzberg's two factor theory makes sense anywhere, this is where it does the most. No one congratulates HR for operations running right but you try messing with it and suddenly everyone is demotivated, thats what Herzberg said, isn't it? This is also the startup CEO's Waterloo :) she needs HR support here as of yesterday. The fact that you don't lose your HR team ever, once plugHR takes charge means maximum gain for

War Zone Reporting

Of the HR challenges you face, some 90% would have been handled by plugHR couple of times within our portfolio companies, you can just pick and solve.

Even after running my business for over 14 years, my biggest challenge remained attracting professional staff even for an interview, candidates would peep into my office and decide not to

come in for interview . 14 years into running, this IT Distribution Company had the founder himself trying to deal with growing business, managing office, hiring, and compliances. While getting business was easy for him, he met his waterloo in hiring and retaining staff. Thats when he called plugHR in. plugHR realized during first two weeks that the task revolved around setting up basic HR processes and documentation at the earliest, then giving confidence to existing workforce by not just hiring fresh talented people but also opening up the closed work culture and last but not least grooming senior management into mature people managers. Not an easy task but over some 18 months, company not just has fully compliant HR practices but has been able to attract talent from bigger companies including a CEO from a large corporate. Through systematic quarter plans and rigorous execution under the supervision of plugHR senior team, the onsite team partnered the founder in building organizational capacity.

STARTING FROM SCRTACH

This comprises of every aspect that has been done in order to pitch companies and clients. This is done on the basis of an ADVOCACY TRACKER REPORT which is a track record of the SUSPECTS, PROSPECTS,MEETINGS,CLOSURES, REVENUE,REFERRALS,EVENTS. SUSPECTS: This is the category of clients about whom we are certain of whether they would require the services of Plug HR or not. PROSPECTS: This is the category of clients who are on a pretty positive side in order to subscribe to the services of plug HR. So, basically its the Prospective clients whom we start pitching in order to make them more aware of the services provided by Plug HR. MEETINGS: This refers to the meets with clients in order to comprehend their requirements and where Plug HR could cater to their needs in terms of HR. On the basis of the meets the category of whether the client falls into the category of Prospects or Suspects could be judged.

CLOSURES: This is the final agreement signed up with the client and it also take into account the subscription type that has been selected by the client and on the closure of a deal with a respective client, Plug HR takes around 3 weeks time for its activation. REVENUES: This refers to type of subscription that has been opted by the clients. The prices of the subscriptions vary according to the

number of times the Plug HR manager is visiting the client organization onsite. REFERRALS: This refers to the references of the services provided by Plug HR by the existing clients to their acquaintances through which Plug HR gets to serve more clients on board and more and more clients get to know about the quality of services provided by Plug HR. EVENTS: This is an intrinsic method of networking. In the events of NEN and TIE, one gets to meet with entrepreneurs from different backgrounds, where open house discussions and exchange of ideas, views and knowledge takes place. Furthermore, its a wide platform for the startups to promote their business in order to scale up their growth. E.g.: Huge events like NEN runs on Plug HR.

In order to pitch the companies, we form a database, which comprises of the contact information of the CEOs or the owners or the decision making personnels of the organizations along with the cities in which the companies are situated in. Initially we assimilate all the email addresses of the clients, which are sent to the clients inbox through the mailers run by Plug HR on every Tuesday. Only after the mailers are sent can we start making calls to the clients so that when we make calls to them in order to explain them about the services and subscriptions offered by Plug HR in terms of human

resource, they at least have the first level understanding of what Plug HR is exactly into and how would be helpful in their organization. By these business calls we get to interact with the clients and hence fix for meets with them in order to understand their requirements better and to elaborate on the services offered by Plug HR at the managerial level. On the basis of the feedback of the clients after the meet can we come to a conclusion whether it could be a prospective client or not. If it turns out to be a prospective client, the first thing that we do is send an engagement proposal form to the client, which contains the details of the subscription that the client is interested in, be it 1 day or 2 day or 5 day model depending the requirement and the manpower strength of the organization. After the engagement proposal is sent,the client is made to talk to the Head of Operations,who is the person monitoring all the operations of the Internal manager who is being deployed onsite. This is the person who talks directly to the clients once the Engagement proposal is sent. The client enquires about all the necessary functions which is going to be catered by the internal manager and depending on the organizational setup, requirement and the budgeting of the clients company, our Head of Operation guides him/her with the best business model that would fit into his/her organization and what exactly Plug HR would do in order to cater to the needs of the client. After the client understands and learns about the best model that would suit his/her organizational setup, he/she signs up for a

particular model and an order form is passed on to the client to proceed for the final sign up followed by the subscription form and the terms and conditions followed by Plug HR. The client oughts to pay 25% of the charges of the model that he/she is subscribing and the remaining could be paid in a quarterly basis and after the payment of the first installment is made Plug HR takes 3-4 weeks of time for its activation and it is only then the best suited internal manager who is recruited by Plug HR to be deployed in clients company trained accordingly depending on the needs and the exact areas that oughts to be catered by him/her. In these 3-4 weeks of time Plug HR analyses the entire organizational behavior and design of the clients company and our Head of Operation sets up a quarterly calendar in order to make a proper business planning and the proper analysis of what exactly needs to be done for the client so that his/her business goals are accomplished. In a nutshell the entire functioning and the methodology followed by the internal manager are monitored by our Head of Operations.

ACKNOWLEDGEMENT
A project report requires to be guided by the right kind of people at the right time. Sincere efforts and efficient supervision result in the outcome of a successful project.

I am honoured to have been able to express my profound sense of gratitude to Ms.Sonali Gaddam, the Business Developer,Bangalore PLUG HR and Mr. Prashant Bhaskar, the CEO, PLUG HR for giving me the opportunity to work with the team of. PLUG HR

I also take the opportunity to extensively thank and express my most sincere gratitude to:-

Mr.Karan Walia(Business Developer and Key Executive,PLUG HR) Ms.Chetna Manglik(Head of Operations,Delhi) Mr.Hemant Nitsure(Product and Finance Manager)

I honor and sincerely thank Dr. Oak, Director, Balaji Institute of Modern Management for having me provided with the best opportunity to do this project.

My special thanks goes to all my friends both directly and indirectly involved in the project.

I also deeply thank to all the respondents who have spared their valuable time and effort in answering the questionnaires.

Place: Bangalore

Date: Signature Pooja Chowdhury

PREFACE

Summer training in corporate is to induce among the students a sense of critica analysis of managerial situations in reality to which they are exposed. This provides them with an opportunity to apply their conceptual, theoretical and imaginative skills in real life situations and to evaluate the result accordingly. Knowledge through practical and field work actually gave me an input to discover my skills.

As an integral part of management courses summer training refers to knowledg and skills acquired by a student through participation in various activities relating to the project under the guidance of the professionals. It motivates in learning new group relations, customer service department co-ordination and co-operation providing an overview of the entire training an development process.

Practical studies is inevitable as it covers all the remains uncovered in classrooms which provides us with a platform to apply our concepts that we learn during our training program. It contributes in building an all round business professional.

A PROJECT REPORT ON

Designing and developing customer relationship and private relations with the CEOs from different backgrounds, understanding their ideas and views and their requirements. Analysis of how Plug HR model could best fit into their respective organization design and also making the CEOs get a better picture of how Plug HR could provide special value over any other HR outsourcing companies.

WORK CARRIED BY

An HR Outsourcing Organization

BY POOJA CHOWDHURY

BALAJI INSTITUTE OF MODERN MANAGEMENT (BIMM) 2010-2012

GUIDED BY Sonali Gaddam PLUG HR, BANGALORE

DECLARATION

We hereby declare that the entire project report on Business Development and corporate selling of the HR functions of Plug HR and creating a process which could be easily followed by any further sales team that joins in, in BANGALORE has been carried out by me, and to the best of my knowledge, a similar work has not been submitted earlier, in partial fulfillment of the requirement for the course of study.

Pooja Chowdhury Place:- Bangalore Date:-

INTRODUCTION

HR is not your business, it's ours, leave it to us, you focus on your core business while plugHR ensures that you run on more effective, responsive and proactive HR delivery model all the time. plugHR is an ideal HR department for growing companies at all stages of growth. Through it's growth stages HR maturity model, plugHR identifies and ensures continuous deployment of right knowledge framework, onsite delivery bandwidth and sharp review mechanisms in your organization. For it's portfolio of growing companies, plugHR leads the HR developmental initiative in organizations in line with their business plans. Benefits that plugHR's Run Your HR product brings to growing companies are specific size and need. un your HR function as specialists. fast, evolves quickly if required. development as per your vision, intervenes if needed and is available to you as a sounding board. bring in competitive advantages. comes from plugHR's extensive people management exposure across industries. frequent manager movements that mars most of the HR functions that are internally managed.

No matter what's your size and business focus, if you have growth plans, plugHR's "Run Your HR" is for you. Run Your HR platform identifies clear three stages of growth companies basis their HR needs

Early Stage: when you are still founder driven, few people, well knit and without order. Focus area is your product or service, initial clients, price discovery and multitasking. plugHR ensures that you don't lose sight of any of that while we cover for early employment contracts, HR compliances, quick appraisals and sharp assessment when you hire once in a while. A sharp and easy "Essential HR" knowledge model ensures best practices even at such an early stage. Ramp Up stage: appearance of middle managers tells you that you'll need processes now. You don't panic nevertheless as your plugHR department had projected this in time. plugHR puts in place most relevant HR processes that ensure that your talented team continues to spend more time creating high priority outcomes rather than getting stuck pushing processes. This is also the time to create robust hiring strategy, sharper assessment methods, creative employee engagement threads, impressive induction programs supported with some addition of operational bandwidth specially around hiring and engagement programs. But you don't bother much, you are getting served, you have a plugHR department. Evolved stage: entrepreneurial ambition is one hell of a stretchable trait, and now

you want a world class organization. You want to attract best in the act and you want to be the benchmark. Your plugHR department has ensured that functionals heads and middle managers are efficiently managing business plan achievement. You are well prepared to indulge with plugHR senior team, product managers and performance product specialists in order to tailor make HR framework for the tall order. Good news is that we may hit the ground running for you with our existing and ever popping high performance products. Creating and growing business should be fun, make sure plugHR makes it one for you

PRODUCT PROFILE

PRODUCT PROFILE Performance Product

plugHR creates effective HR solutions to address your specific challenges. For organizations like hospitals, schools, retail outlets, it works wonders.

plugHR performance products are growing organization's best friends as much as they a friends of your HR teams. Created by plugHR product managers based on real time inputs from HR professionals across industries, these high impact products move your organization to an altogether different league. While plugHR operations teams definitely use these products at right stage based on growing companies HR maturity model, they are quite a hit with internally managed HR teams as well, entrepreneurs want the best after all. Training Room: created by plugHR product managers on high client demand, we haven't been able to offer it to open market at all given the perennial demand from portfolio companies. Designed for core capacity building, training room aims at evolving a perpetual learning framework, organizational content and coaching capability in senior management in organizations. You don't leave it at that as you keep track of organizational skill base development through mapMyskills views from plugHR. MyplugHR.com: the instant culture builder let's you bind all employees up on a common platform closely connected through organization building features. The online network enables active communication, innovative motivational tools, entrepreneurial

participation while allowing for essential sharing around policies, induction presentations, latest developments, new joiners, birthday reminders blah blah. You'll be surprised how much these things can matter. Cloudpost: Your own embedded job site. Innovation is food for plugHR and product managers here can't be trusted to be staying at rest. If performance matters to you, this is one page you might want to visit every now and then. It's a competitive world and you don't want to be last to know isn't it?

BUILD YOUR HR
It's no coincidence that all fortune 500 companies run on a strong HR department. Businesses of today and future can create lasting value only if their HR set up partners them in driving business objectives. But setting up right HR function can be unnerving, experimental and expensive affair. Your trouble starts from figuring out what kind of HR team can make the cut for your business. You get this wrong and you can be certain to find yourself amidst all sorts of consultants down the line. It won't be bold to assume that you are no HR hiring specialist and spotting doer from the talker may not come easy. Even hiring doesn't end the story, kickstarting and handholding HR team at least during early days is again a much needed support.

plugHR is a ideal partner for you if you wish to build an effective HR department fast. You can simply bring in any or all of the plugHR's Build Your HR range of product options and then see the HR function in action. Talent Spot deploys best spotting and assessment capabilities of plugHR in setting up your internal HR team. plugHR's access to best HR professionals and understanding of operational HR challenges act as sixth sense for the CEO in making well informed hiring decisions. Kickstart HR from plugHR provides your newly hired HR team with initial wherewithal of booting up a good HR framework. Armed with necessary databases, templates, documents and "how to" the new HR team hits the ground running. See impact from month one. QuickConnect provides your internal HR team the much needed continuous capacity building support by connecting them to plugHR product team and providing them with operational HR capability training every 60 days. With plugHR by your side, you can start building winning teams

Bussiness HR
Large corporations give their HR departments teeth, speed & dose of entrepreneurship when plugHR augments their existing HR set up. Corporate HR departments of large corporations carry immense responsibility of not just creating singularity of purpose across business units but also catering to diverse human resource management needs of each of them. Managing these two, more often than not means running HR management of two different tones.

plugHR drives Business HR function for corporate HR by holding portfolios like

ployee concerns and settling with policy guidance. initiatives. HR. Key benefits of plugHR's Business HR to corporations -pilot. management. strategic matters than firefighting.

SWOT ANALYSIS

SWOT ANALYSIS OF THE COMPANY

Strengths:
Indiaa first subscription based HR department Offers true plug-n-play options for entrepreneurs Its subscriptions are quick,scalable and fully flexible It allows organization to bring in sharp execution,standard knowledge,superior intervention all in a simple engagement.

Weaknesses
Needs to develop its business more in cities across the country Ambiguity among management trainees in terms of reporting Needs to appoint experienced business developers in cities

Opportunities
Eventually more startups would realize the importance of the Plug HR services in their organisations With the word-of-mouth approval of existing clients,Plug HRs client size is scaling up rapidly Most recently rated as best start up in RED HERRING 100 ASIA award and RED HERRING GLOBAL 2011

Threats
More strategic consulting firms like NEXUS,ACUMEN are entering into market which could pose a threat for Plug HR The recession hitting the I.T industries presently is turning out to be a huge threat for Plug HR Plug HR does not take into account the sectors dealing with labor management, so there are chances that it might lose out on handful of prospective clients

THE PROJECT

Analysis of the Bangalore market

Project Profile: BUSINESS DEVELOPMENT & CORPORATE SALES

Project Head- Mr.Karan Walia

Project Guide:Ms.Sonali Gaddam

Project Objective: To analyse the market development in Bangalore Bangalore being the I.T hub, so studying how exactly could Plug HR plug-n-play in these sector of the market Understanding the requirements of these organisations and the kind of investment that they are exactly ready to make

IMPORTANCE

Plug HR ensures that knowledge,execution and monitoring,all three are managed in the organization thereby freeing lot of senior bandwidth.It enhances the effectiveness of the entire HR team,brings in speed and efficiency to way HR is driven. HR management is a dynamic subject,most of the time HR team runs the department on stale,archaic knowhow,making the entire exercise waste of time and money.Due to operational pressures it is almost impossible for these teams to create new knowledge. Organisations suffer in the end.So the knowledge model provided by Plug HR provides standard model for the delivery of HR incorporating latest delivery in the fields. The knowledge models are managed by dedicated HR product managers makes it easy for onsite teams to implement. Adherence to knowledge model also reduces compliance risks as well as hedges the organization against lack of knowledge of onsite teams.

Project Methodology
The whole project can be divide into following stages: Building client databases Uploading it on highrise which is a CRM tool of Plug HR EMAILERS are sent to the clients on every Tuesday Connecting to these clients and getting the hang of their requirements Dividing them into prospective and suspective clients Dividing the prospective clients into hot and cold prospects Sending engagement proposal to the hot prospects Signing up with the hot prospects

SAMPLE OF THE CLIENT DATABASE

COMPANY NAME
Prime Progression Exports Pvt Ltd 3D Soild Compression Ziva Software Pvt LTD Ahana Systms & Solutions Pvt Ltd Apollo Info Systems Pvt. Ltd Bhima Soft Pvt Ltd Bizense software technologies pvt ltd Caddons Computer Services Pvt Ltd data M Software India Pvt Ltd E C Media International Pvt Ltd Fomax Information Technologies Pvt Ltd Frappant Technologies Pvt Ltd Galaxy Intelligentia Pvt Ltd HighBrow Technologies Pvt Ltd ICON Design Automation Pvt Ltd Kacper Technologies Pvt Ltd Laavanya Technologies Magic Rooms Solutions India Pvt Ltd ozone media solutions pvt. ltd Nagaraj Technologies Pvt Ltd

EMAIL
mk@primeprogression.net admin@zivasoftware.com subramanya.sringeri@ahana.co.in ravindra@apolloinfosystems.com girish@bhimasoft.com amit.khemchandani@bizense.com govindraj@caddons.net sirisha@ecmediainternational.com info@fomaxtech.com sunil.prabhakar@frappant.in elango@galaxymachinery.com prahlad@highbrowtech.com dasavaraju_np@icon-dapl.com shrivardhan.rao@kacpertech.com hr@laavanyatechnologies.com shobha.chiraag@gmail.com deepa@ozonemedia.com devendra@ntlindia.com

CONTACT NO.
+91-9844152108

CI

Be 8041513280 Be 9448475980 Be Be 9886324705/ 9449526259 9845168734 Be 9980189606/9900519606 Be 080-412-555-07 Be 9243191111/9243452728 080 6450 6582/080 2669 1303 80-41217172/ 80-41217519 9342209854/9845073718

Be Be Be Be Be 80-42061125/9900230440 Be 9845252776/80 - 2662 5771/72 80-41204199 Be 80 25272030/25273997 Be Be 9945037200/ 80-22448436 Be 9731307780/80-41517982 Be Be 80 4155 8080 9342133525 Be

RECOMMENDAT IONS & CONCLUSION

RECOMMENDATIONS
Changing the business perspective of Plug HR from being an HR outsourcing organization to Plug HR being a strategic business unit Increase in employee strength in order to carry out business development function aggressively in cities across the country Proper reporting to sales manager in every cities should be improved in order to avoid ambiguity among management trainees Pricing of the Plug HR services should be lessened to a certain extent because it turns out to be very expensive for small start ups to invest such a huge amount Plug HR should reduce its activation time of 3-4 weeks It should give the opportunity to its clients to meet the internal manager going to be deployed,so that the clients can also analyse if the manager is fit for their organization or not It should improve on its payroll functions

CONCLUSION

Takes Charge & Executes

plugHR gives your business the HR muscle needed to hire & retain best talent.

Fast Innovative & Continuous

Your teams go to market faster, get trained better, stay with you longer & give your business

Deploys Best HR Models

Fully Flexible Fits Every Budget

Thin slicing, top grading, plugHR subscription options suit scorecards, don't just read about them, plugHR organizations of all sizes, industries and ambitions.

Build Your HR
It takes a combination of senior and young talent to set up...

Run Your HR
Mid size companies set up best in class HR processes with PlugHR.Scaling up is more

Bussiness HR
Large corporations give their HR departments teeth, speed & dose of entrepreneurship

Performance Products
plugHR creates effective HR solutions to address your specific challenges.

BIBLIOGRAPHY

BIBLIOGRAPHY

www.plughr.com www.google.com www.wikipedia.com Plug HR brochure

EXECUTIVE SUMMARY
The HR (Human Resources) department has become very critical for every organization today. For this reason all organizations whether big or small are paying more and more attention towards this department. But the HR department is also one of the most difficult departments to handle by the company. This is because a lot of time is wasted in making plans but the role of who will execute those plans is not clear in the organization. plugHR is Indias first subscription based HR department, plugHR offers true plug-n-play options for entrepreneurs to set up professional HR functions as per their need. Quick, scalable and fully flexible, plugHR subscriptions allow organizations to bring in standard knowledge, sharp execution and superior intervention, all in a simple engagement. Rated as the best startup by Silicon India in 2009, most recently nominated as finalist for Red Herring 100 Asia award 2010, TATA TEN Hottest startup nominee in 2008 and spotted as Big out of the box idea by the Economic Times in 2007, plugHR currently caters to organizations across industries all over India. plugHR runs the HR department of the organizations by deploying its hanpicked HR manager onsite to work with the organization as its motivated HR head driving strategic as well as operational HR. An organization can engage onsite execution with the following possible options:1. PlugPRO5:- This is a plan offered by plugHR where the onsite execution takes place for 5 days a week.

2. PlugPRO2:- This is a plan offered by plugHR where the onsite execution takes pace for 2 days a week. 3. PlugPRO1:- This is a plan offered by plugHR where the onsite execution takes place for 1 day a week. 4. PlugPROtouch:- This is a plan offered by plugHR where the onsite execution takes place for 2 days a month. All the above plans are subscribed to by the organization based on its size and the amount of HR work in the organization. My job in plugHR as a business developer and a corporate sales person was to develop the market in DELHI-NCR for the company. The objective of my project was to develop the market for plugHR in the Delhi-NCR region in 2 months. I was single handedly responsible for the business development in the whole region allocated to me from the scratch as the company is just a start up. I created the process that can be followed by any further sales team that joins in. It started with a telephonic induction which was given by the business development head(India) of plugHR. The business model was explained to me as to what does the company do and how it does it. My role was explained to me clearly. How I have to generate the data, hoe I have to approach the CEO(s) , how I have to persuade them for meeting with us, how I have to create an impression that results into closing a deal, it was all taught to me which proved very helpful during the execution of my job.

As plugHR is a start up, so the start up culture could be clearly seen in the company. The company had no office to work from so I had to work from home. But seniors were always available for help on phone. This resulted in a lot of responsibility to work on my own which helped in generating a lot of confidence. This unique culture also made me more accountable as nobody was watching over me all the time but at the end of the day I had to show the results of the work I had done the whole day. My first task was to generate the database of the companies in the Delhi-NCR region. This database could be generated from the internet, getting information from the websites such as fundoodata.com, vcsdata.com etc, or the newspapers and magazines, or attending the events organized by organizations such as TIE, NASSCOM and FICCI for networking purposes. Once the information is in place of all the data so collected including the name of the CEO and his personal contact number and email address then it had to be uploaded into Highrise which is a CRM tool used by plugHR. For all the contacts uploaded in the highrise e-mailers had do be sent to them which included the brochure of plugHR and any new publishing related to plugHR. All these contacts are known as suspects in plugHR. To turn these suspects into prospects deals have to signed with them. For this purpose meetings have to be fixed with these CEO(s). So calls have to made to them to explain to

them about the services of plugHR and how we could help their organization. The pitch in had to be very effective so as to grab the attention of the CEO at once and to get him interested in the business model of the company. If he seems interested then to take the things forward, a meeting is demanded with him. A suspect is said to be converted into a prospect if he asks for a proposal after the meeting otherwise he continues to be a suspect for the company. Similarly if the suspect says that he would revert back in a few weeks then he is called a hot prospect and the suspect who says that he would revert back in few months is called a cold prospect. The hot prospect needs to be followed up by calling him and inquiring about his status on the deal from time to time. After the proposal is sent and the prospect accepts it, an order form is sent to him. This form consists of the company details, the model subscribed to and the payment mode. After the order form s duly filled and sent to the company, it enters into a contract with the prospect and he becomes our client. During my project I learnt a lot about the subscription based business. Unlike transaction business where the product is bought and the deal ends, in subscription business the deal starts when the product or service is bought by the company.

INDUCTION :The induction took place over the phone where first of all the business model of plugHR was explained in detail and then our role as a business developer and a corporate sales person was explained. As a part of my profile included interacting with the CEO(s) of the SME(s) over the phone so how to pitch in, what all to talk, how to convince him to set up a meeting with us, how to explain him the benefits of this service to his organization was also explained to us in detail. The importance of the first connect with the CEO so that his interest gets captured and he becomes ready to hear what all has to be explained to him regarding the organization and its services was clearly brought out. After getting proper knowledge on all the aspects of the work mock calls were held which gave us the required confidence and knowledge about how we have to go about calling and talking. 1. Database generation: A database had to be generated which consists of the name of the organization, name of the CEO of the organization, the personal email address of the CEO, the personal contact number of the CEO, the city where the organization is located , and the address of the organization. This information is derived from the internet and this list of companies and their CEO(s) are known as the SUSPECT. This list can also be made from the magazines, newspapers, startup companies data etc. Many a times the personal email address and the personal contact number of the CEO(s) is not available

freely on the internet. In that case this information has to be derived by calling the office of the respective CEO and asking them for their personal information. If still they do not agree to give their personal information then asa last resort the company email address can be used. After we have all this information in place we have to run the E-mailers of plugHR on all the emails in the database so generated. These E mailers generally have a plugHR brochure attached. Along with the brochure any latest article of plugHR or any publishing is sent. CHALLENGES IN DATABASE GENERATION:1. The personal information of the CEO(s) is not freely available on the internet. This is resolved by calling the companies and asking for the personal information of the CEO(s) 2. The companies are not willing to give the personal information of the CEO(S). This is resolved by sending the Emailer on the e-mail address of the company. So database generation is the first and the foremost task. It can be called as the takeoff point i.e. from where the work begins. 2. CALLING:A major part of the work profile included the job of calling up the CEO(s) of the segment that plugHR caters to, that is the SME(small and medium enterprises), and explaining to them what the company can do for them and in what way. The calls made to them were the first connect of the company with the suspect and therefore had to be very influential to create the mark so that the person remembers the

company distinctly. The pitch in had to be very catchy so that it grabs the interests of the listener at once. Once he/she shows interest then the next thing was to convince him for a meeting so that the services can be explained to him in better way. CHALENGES FACED DURING CALLING 1. People had some initial queries like the kind of sectors we are dealing in, how big are the company and what kind of clients it already has. This can be dealt with by keeping a thorough knowledge of the company and its workings and also fully updated on any new happenings in the company. 2. Some people said that their company was too small to outsource their HR department, explaining them that our company works for as small as a 3 people company (IIT Mumbai incubation centre) so how could our model fit in with their organization and what value it could add to their organization and get the meeting was a challenge which had to be met successfully. 3. Some people refused to hear at all, such calls showed us where we are going wrong and what should not be done. A review of all the calls made in the day helped us to reduce the percentage of absolutely non- productive calls from 50 percent in the beginning to just 5 percent towards the end of our training period. 4. Some people said that they liked the concept but there was no requirement for the services right now. Convincing these types of candidates to meet was the hardest job. Here the demand had to be created from the scratch and this was done by giving them examples of what kind of work we had done for companies who thought that

they did not need plugHR but ended up signing up after getting to know that what we could actually do for them. So after all the above challenges were met with successfully the client agreed to set up a meeting with us on a scheduled date and time. 3. MEETINGS:Meetings with clients help them to understand in a better way the services of plugHR and on the other hand give us a better insight into the needs of the companies. While in a meeting the major focus is to identify the problem that the CEO is facing regarding his HR department. This problem is identified by asking him questions regarding his HR department. Based on this conversation we can easily make out where the problem lies i.e. whether its the recruitment which is not appropriate in the organization or the performance appraisal standards are not clearly defined or the attrition rate is too high and the cause for the same cannot be identified, so these kind of problems generally crop up during such conversations. Giving solutions to these problems and making the person believe that we do not just consult, we also execute the given suggestions so that he has confidence over our work. CHALLENGES FACED DURING MEETINGS 1. As plugHR provides services and not products which can be seen and felt and thereby can be judged whether they are good or bad, it became very difficult to convince them about the quality of our services as they cannot see the service and have to go only by whatever we are saying to them.

2. The clients asked for HR solutions which became a major challenge as we are marketing students and do not hold HR expertise. To resolve this problem we took training from the HR operations head (india) of plugHR regarding the HR policies and procedures. 3. Some companies were hesitant because of the fact that the company is relatively new and is still in its incubation stage so they were not sure of the performance of the company. This problem was resolved by giving them references of the companies (related to their domain) that are already running on plugHR and by showing them the successful results of the projects undertaken by plugHR. After the above challenges were successfully met and the client was convinced about the services of plugHR, he asked for proposal to be sent to him as per his requirement and the model most suitable to his organization. This proposal sent to him is called the engagement proposal form. After the proposal is accepted by the client an order form is sent to him wherein he specifies the company details, the CEO details, which model he wants to subscribe to and payment plan. After the client duly fills the order form it is received by the company, a contract is entered into with that particular company. After the contract is signed it takes about 3 weeks to start the operations in that company.

So all this is done by going to the client site and meeting the client till the contract is made and is finalized.

4. HIGH RISE:High rise is the name of the CRM tool used by plugHR to keep a track of the day to day activities taking place in different places where plugHR is operative. The database generated has to be uploaded in the high rise. The e-mailers are sent from the high rise account itself. All the scheduled meetings also can be seen on the high rise home page. After the meetings take place their status is changed as per the outcomes of the meeting. If the meeting does not turn out to be good then the status of the meeting is changed to deal lost. In the same way if the meeting turns out to be good, then the status of the meeting is changed to deal won. So every person connected with plugHR can check the present status of operations taking place in different operational cities. 5. EVENTS:For the purpose of networking we were required to attend events organized by organizations like THE TIE, NASSCOM, FICCI, etc. for the CEO(s). Such events provided a platform to connect with the CEO(s) and make them aware of plugHR. These events often resulted in getting us business as the people who seem interested in and impressed by the business

model of plugHR can be followed up. Another benefit of attending these events is that a face to face meeting takes place there and then during the interactive sessions. So the business model and the offerings can be better explained and that to in the first contact rather than calling over the phone and then waiting for the meeting to be fixed with that person. The cards of the CEO(s) collected at such events can be the list of prospective clients. Networking with such people also helps in other ways like one such contact can spread the word of mouth to other people of his stature and thereby it proves beneficial for the company.

INDEX

SERIAL NO.

CONTENT

1.

COMPANY PROFILE

2 3 4

INTRODUCTION INDUCTION HR OPERATIONS PERFORMANCE PRODUCTS SIGNING UP & SERVICE ACTIVATION KEY TERMS & FLEXIBILITIES STARTING FROM SCRATCH

PRODUCT PROFILE SWOT ANALYSIS PROJECT

5 6

ANALYSIS OF BANGALORE MARKET IMPORTANCE PROJECT METHODOLOGY SAMPLE OF CLIENT DATABASE

RECOMMENDATIONS & CONCLUSION BIBLIOGRAPHY