Professional Documents
Culture Documents
The service sector forms a backbone of social and economic development of a region. It
has emerged as the largest and fastest-growing sectors in the world economy, making
higher contributions to the global output and employment. Its growth rate has been
higher than that of agriculture and manufacturing sectors. It is a large and most dynamic
part of the Indian economy both in terms of employment potential and contribution to
national income. It covers a wide range of activities, such as trading, transportation and
social and personal services. In India, services sector, as a whole, contributed as much
as 68.6 per cent of the overall average growth in gross domestic product (GDP)
Services or the "tertiary sector" of the economy covers a wide gamut of activities like
There was marked acceleration in services sector growth in the eighties and nineties,
especially in the nineties. While the share of services in India's GDP increased by 21
per cent points in the 50 years between 1950 and 2000, nearly 40 per cent of that
increase was concentrated in the nineties. While almost all service sectors participated
in this boom, growth was fastest in communications, banking, hotels and restaurants,
community services, trade and business services. One of the reasons for the sudden
growth in the services sector in India in the nineties was the liberalization in the
regulatory framework that gave rise to innovation and higher exports from the services
sector.
India ranks fifteenth in the services output and it provides employment to around 23% of
the total workforce in the country. The various sectors under the Services Sector in
India are construction, trade, hotels, transport, restaurant, communication and storage,
social and personal services, community, insurance, financing, business services, and
real estate.
The Services Sector contributes the most to the Indian GDP. The Sector of Services in
India has the biggest share in the country's GDP for it accounts for around 53.8% in
2005. The contribution of the Services Sector in India GDP has increased a lot in the
last few years. The Services Sector contributed only 15% to the Indian GDP in 1950.
Further the Indian Services Sector's share in the country's GDP has increased from
43.695 in 1990- 1991 to around 51.16% in 1998- 1999. This shows that the Services
ideas for an event management business. It is possible to organize every kind of event
ranging from wedding to a political rally. An event management team can be retained
Event Management involves studying the intricacies of the brand, identifying the target
audience, devising the event concept, planning the logistics and coordinating the
technical aspects before actually executing the modalities of the proposed event. Post-
event analysis and ensuring a return on investment have become significant drivers for
Events occurred long time ago, with the birth of the first society. As a human being is
a social animal, we do need socializing; that is why we have created events – ways to
dancing before hunting. I believe that events are one of the most effective methods to
hand information to the society. People go to event to experience something new, know
some more information, communicate with other people, etc. To include all, people have
various motives to attend the events. With the time society has changed, people have
different needs and requirements, and events had changed their disposition.
not that often, long and magnificent royal ceremonies, but we do have numerous of
modern unique and grandiose ones, which are in our lives and influence us. However,
today, events industry is developing taking more and more place in our lives. It remains
The industry now includes events of all sizes from the Olympics down to a breakfast
meeting for ten business people. Every industry, charity, society and group will hold
Event Types
Conference Management
Wedding Management
Artist Management
Corporate Event
Theme Party
Private Party
Inaugurations Ceremony
Fashion Show
GROWTH AND PRESENT STATUS OF THE INDUSTRY
Last 15 years have witnessed a tremendous growth in the field of event management. If
we add the amount of money spent on event management all over the world in one year
it comes to a whopping 500 billion dollars. Gone are the days when we could do with
hiring only a small catering team that supplies the food for a business event. If you wish
company is a necessity.
opportunities for reaching narrow lifestyle groups whose consumption behavior can be
linked with the local event. MasterCard invested an estimated $25 million in sponsoring
the nine-city World Cup soccer championship in the United States in 1994 and will likely
Corporate sponsorships in India in 2001 were estimated at $3.9 billion-with 65% of this
total going to sports events and most of the remainder spent on sponsoring
entertainment tours or festival and fairs. Thousands of companies invest in some form
of event sponsorship.
We have just entered the 21st century, the time of information technology, globalization
and time of social development. Our society is changing: level of living has increased, it
has more free and leisure time to spend on participation in the events. Media industry
has reached the highest point of the progress; information is more accessible to the
people.
We can notice the recent rise in the Event Industry. Over the years events grow slowly:
from 200 people to thousands and millions. The consequence to this is the emergence
Events are the best attractions for large touristic flows, which brings high profit to the
country. Companies are using events as the way of promoting themselves. The social
status is more and more important for us to survive in the world. People are making
more and more luxurious and fancy events to rise and prove their place in society. All
these factors above are explaining the huge rise in events industry and why events are
tickets and expose themselves to everything. The world of event marketing is a fast
growing, high profile industry worth over $20 billion annually, and one of the most
Today, event-based marketing is viewed as a sunrise sector both for products and
services. These days of “brand building” require a high profile that dazzles customers
and creates a strong impression in their minds. Corporate events, which include live
classes, are particularly suitable in this regard. The marketing success of these events
largely depends on the facility they offer for on-the-spot interaction between participants
technologies like the Internet has seen the event-marketing scenario witnessing many
changes. Online events and online interaction are gathering momentum. The future of
technological changes and how they integrate these events in their overall marketing
From its origins in event planning, the event marketing industry has seen great growth
in the last five years and has consistently been one of the most effective tools that
globalization are forcing business professionals to find new ways to engage customers.
Not surprisingly, savvy event marketing professionals are therefore focusing the
majority of their efforts and budgetary spend on lead generation tactics such as trade
shows. While it is important to garner leads, marketing and specifically event marketing
professionals cannot lose sight of the fact that the sales cycle only begins at lead
generation and that current and prospective customers must also be nurtured even
beyond purchase. Companies can benefit tremendously from the deeper event
marketing touch points that promote nurturing such as proprietary conferences that
provide a controlled environment for delivering messages and closing business. The
nurturing process will allow the customers to more effectively be funneled into the
subsequent stages of the sales cycle thus creating greater opportunities to develop into
repeat customers.
ORIGIN OF ORGANIZATION
With the bang of media options, technology, interactivity & activation have become the
buzzwords of communication. Clients look for communication solutions & also the
experience of interacting with their target audience across multiple media. This is where
Founded in 1999, Ps corporate solutions has emerged as one of the most reputed
events & corporate. It creates brand events, with a touch of magic, to inspire and
transform the audience. It delivers focused and turn-key solutions, from brand strategy
management.
Ps Corporate Solutions is a Communication and Event management firm with over six
years of successful business experience in the field of communication enables the P’s
management to claim its position amongst the very best in the industry.
GROWTH AND DEVELOPMENT OF ORGANIZATION
factory. It’s a team of young, creative, enthusiastic and dynamic professionals with a
sparkling stream of ideas having vast experience in the field of Events &
Entertainments. Our goal is to give each & every event a different Meaning, Identity and
a Vision with true professionalism to chart the roads of informative & entertaining
events.
Ps corporate is here to simplify & make things easier to provide excellent services to the
for entertainment, growth, personality development and confidence building. From our
in-house staff to our many clients and participants; every one experiences the magic.
Keys to Success
Our keys to success include the commitment to quality by every person who is part of
Ps has the ability to tailor the range of their services to their customer’s satisfaction and
exact requirements. Ps provides cutting edge media, analytics and content solutions to
help build brands in the age of convergence. It brings an idea to life and that’s what they
do for their brands. They use the art of communication to express the ideas that shape
their brands.
Brand Activation
Artist Management
Special events remain one of the best ways to connect with the audience on a visceral
level, and Ps is the expert. These events have gradually carved a niche for themselves
having been recognized the world over for their authenticity. In a short period of time,
these events have earned respect for themselves from the doyens of their respective
industries & the events combine sheer magnitude with unparalleled star power to give
Brand Activation
As one of the most innovative event marketing agencies, Ps is focusing towards
activating brands through face-to-face live customer experiences. The unique events
Artist Management
Personnel Department
Marketing Department
ORGANIZATION STRUCTURE AND ORGANIZATION CHART
provide the best alternatives to give our client the right service in accordance to their
needs. Since we deal in providing the event management service to our clients, we
Organizational Structure
Ps corporate has two event planners, an office assistant, three site managers for the
Organizational Chart
PRODUCT AND SERVICE PROFILE OF
ORGANIZATION COMPETITORS
gained experience by working with the leading brand names in the industry. We have a
futuristic vision with an eye for deadlines and more than that… total dedication to the
event.
Business Philosophy
strategize and then implement our planning of various events to exceed our clients'
solutions. At Scorpio Events Management Private Limited, our mission is to exceed our
of service, loyalty and integrity. We also foster an environment that enables our team
Services
Our services range from Event Management, Public Relations, Celebrity Management
and a host of media related services. Our fully integrated operations team is adapt in
devising and implementing wide range of innovative activities that would give your
brand a boost it has never had before. Spectacular themes, glorious setting, great
entertainment... we plan, organize and execute every single detail. ‘A visual treat based
-- Road Shows
-- Venue Selection
MARKET PROFILE OF THE ORGANIZATION
Ps events strive to be the most reliable and creative event company in India, always
delivering a high standard of quality and value for money to the customers. Ps corporate
work in close partnership with the customers to offer a service that sets new standard in
event management, with customer’s needs at the forefront of our mind. Each event is a
India. In Events Management, we believe that there is no better business referral than
that given by a satisfied customer. That's why we are committed to finding out what
exactly our customer's needs are and delivering solutions that meet, and often exceed,
expectations. We can tailor an event package to fit customer’s requirements for any
event no matter how big or small. We can organize any event from a garden party to a
wedding anniversary, from a product launch to a corporate event. We can even supply
event solutions in order to add to your existing event capability by providing catering
services, entertainment solutions, amusements and our team can even provide
technical support with extensive industry experience in sound and lighting solutions in
Every task is undertaken with an objective. Without any objective a task is rendered
• To analyze the trends and best practices for using HR for competitive advantage.
RESEARCH DESIGN AND METHODOLOGY
A Research Design is the framework or plan for a study which is used as a guide in
collecting and analyzing the data collected. It is the blue print that is followed in
completing the study. The basic objective of research cannot be attained without a
proper research design. It specifies the methods and procedures for acquiring the
pattern of the project that stipulates what information needs to be collected, from which
study the various steps that are generally adapted by a researcher in studying research
RESEARCH METHODOLOGY
DATA COLLECTION
1. Primary Data
2. Secondary Data
Primary data is defined as data that is collected from original sources for a specific
purpose. Primary Data are collected afresh and for the first time. Primary data helps in
validation of the knowledge gathered from secondary data. The methods adopted for it
are as under:
• Observation Method
• Questionnaire
Secondary data is defined as data collected from indirect sources. Secondary data are
collected through someone else, and users can obtain from websites, books,
magazines, and articles in newspapers. Secondary data provides the knowledge about
the topic of the research and the company in terms of facts and figures.
QUESTIONNAIRES OBSERVATION
METHOD INTERNET BOOKS
MAGAZINES
Primary data collection
Questionnaire: This device is appropriate for this project as the questionnaire contains
open-ended questions to be asked from some students and the industry people.
INTRODUCTION OF BENCHMARKING
State Personnel Executives jointly developed the following definition for benchmarking:
appropriate.
practices to bring about changes in performance. To simplify this, it can be stated as:
practitioners;
investment (ROI), cycle times, percentage defects, sales per employee, cost per unit) or
business processes (e.g. how it develops a product or service, how it meets customer
management, using broad productivity measures like sales per employee, profit
PURPOSE OF BENCHMARKING
• Provide ongoing Human Resource support as needed and requested either on-
site or off-site.
• Train an on-site administrative person to handle day to day Human Resource
NAVIGATING HR BENCHMARKING
Benchmarking Model
Benchmarking is the search for industry best practice which leads to superior
knowledge they gained they managed to dramatically improve their productivity and
Based upon the Xerox experience, Robert Camp has developed a model which can be
Camp has broken the process of benchmarking into 10 steps which progress through 4
phases:
Step 1: Identify what functions, products or outputs are essential practices and should
be benchmarked.
Step 2: Identify external organizations or functions within own organization with superior
Step 3: Determine what data sources are to be used. If an organization has up to date
outputs relatively easily. Valuable information may also be available through personnel
Step 5: Develop a vision for future operation based on the benchmarking findings.
Focus should be directed on the quality of best practice procedures/practices and how
these can be not just emulated, but improved upon by the organization.
Step 7: Establish functional goals linked to the overall vision for the organization.
Step 8 & 9: Develop action plans and implement the best practice findings. This should
be the responsibility of the people who actually perform the work. Periodic
Step 10: Update knowledge on current work practices. This is, in essence, the crux of
The remainder of this paper will focus on how to begin step one, the planning
informative benchmarking tool, the ease with which agencies can define, and in many
cases obtain, quantitative information makes it a practical starting point from which to
The Global best practices HR tool examines 44 performance measures in 5 key areas:
1. Cost and Staffing: Compare a series of cost measures, including the total cost of
2. Recruitment: Assess turnover rates. Determine the timeliness and efficiency of the
recruitment process.
3. Training and Recognition: Review types of training offered and use of incentive
plans.
BEST PRACTICES
No, they are not the same. Benchmarking is the process that allows one to identify
potential best practices, i.e. by identifying the best performers; one knows where to look
for practices that might improve their own performance. However, there are different
A best practice is not simply a new idea, but rather a Best Practice is one that meets the
1. Successful over Time: A best practice must have a proven track record.
creative or innovative.
establish a clear road map, describing how the practice evolved and what benefits are
6. Has local importance: Best practices are salient to the organization searching for
improvement. The topic, program, process, or issue does not need to be identical to the
7. Not linked to unique demographics: A best practice may have evolved as a result
A BENCHMARKING EFFORT
Employee Handbooks.
Teambuilding.
Attitude Surveys.
Supervisory Training.
Employment security
There is no single best practice to which all organizations should aspire. Rather, the
literature shows that each firm has a distinctive HR system that represents a core
competencies required for the survival and sustainability for that particular organization.
“Best practices" in HR are subjective and transitory. What is best for one company may
not be best for another. What was best last month may not be best for today. The
o Communications
o Continuous Improvement
o Culture Consciousness
o Interdependence
o Risk Taking
practices:
firm.
Are more effective, and can produce a synergistic effect, if they are
Necessitate that people who are expected to assist with the implementation of
practices" and are thus relevant to explaining the variation in the diffusion of such
practices.
ways.
understand the changing nature of work and the impact of such changes on the
organization.
o Monitoring how well employees are coping with employment changes where
many employees do not feel that they are effectively making the transitions when
expectations.
The very best companies in recruiting are constantly striving to improve everything they
do through continuous learning. One of the best learning tools at their disposal is
1. First Merit Bank: Some may find it hard to believe that the most strategic and
innovative approach to recruiting isn't found inside one of America's most recognized
companies, but rather from this bank headquartered in Ohio. In addition to a great
referral program, they are the best in understanding how recruiting can adopt successful
building a performance culture, GE wins hands down as having the best overall talent
management strategy. They prioritize jobs and focus on "game changers." Their
employer-of-choice brand is second to none and they are among the leaders (along with
leveraging the internet. They are also truly world class when it comes to the effective
use of contingent workers. Microsoft was also ranked #57 on Fortune Magazine's 2005
5. Starbucks: Given the "less than glamorous" nature of the retail industry, the
approach taken by this coffee giant to employment branding and becoming an employer
of choice is phenomenal. They also excel at high-volume hiring. Starbucks was ranked
#11 on Fortune Magazine's 2005 100 Best Companies to Work for in America.
6. Marriott International: This hotel giant was one of the earliest adopters of
employment branding, and one of the few companies to maintain a dedicated focus on
the art. While they still excel in employment branding, their diversity recruiting and work
with the disadvantaged are world class by any standard. Marriott was ranked #63 on
7. Southwest Airlines: The clear winner for innovation in recruiting, this company not
only excels in selection but also scores huge in branding with the launch of its own TV
show (Airline). Every employee periodically receives productivity and financial reports
8. Booz Allen Hamilton: The things that set this professional services firm apart from
the competition comprise a laundry list of "must have" programs for professional-level
talent. In addition to these programs, they also excel at employment branding. BAH
was ranked #75 on Fortune Magazine's 2005 100 Best Companies to Work for in
America.
9. Valero Energy: Managing in a place "run by CPAs" requires extraordinary metrics,
and Valero comes through with the best metrics in recruiting, bar none. Their use of
regression analysis for workforce forecasting is truly best in class. In addition, they have
and stock price per share, and they have created a sourcing channel report that
demonstrates the ROI in the effectiveness of their best sourcing channels. Valero was
ranked #23 on Fortune Magazine's 2005 100 Best Companies to Work for in America.
10. T-Mobile: Excellent work in nearly every aspect of recruiting, T-Mobile is a stand
out in both the usage of metrics and online candidate assessment. In 2004, T-Mobile
set out to demonstrate the business impact of recruiting and succeeded beyond
expectations. With a largely tech-savvy target audience, they also excel at innovation in
Internet recruiting.
The overall trend in the delivery of modern human resource practices is to refocus the
combining service delivery and strategic planning. For example, at Genzyme, Human
Resources (HR) is 70% a business partner and 30% a service provider. Johnson&
Johnson has organized HR into three segments: Thinkco, Touchco and Serveco.
Thinkco is a strategic unit providing direction to individual areas; Touchco exists within
the business unit to deliver specific human resource practices; Serveco handles human
organization the team interviewed cited the critical importance of high-level leadership
to advocate for change and to clarify the focus of future human resource practices.
To better define and clarify the values of the institution or corporation, several
organizations have specified human resource principles that provide a basis for the
statement defining seven principles of leadership and appointed people to guide the
practices.
Common Themes
Certain approaches to human resource practices were fairly common across many of
In general, planning and appraisal processes focus on developing the individual; letter
grades are not used. Several organizations use a "360" evaluation tool in which
individual and the goals of the organization. Positive, honest feedback is critical.
training sessions; providing centralized core training appropriate for the job; training
managers, coaches, and supervisors in work and family issues; and providing training
3. Career Planning
employees. Several organizations said, "the job belongs to the company; the career
4. Hiring
Technology is widely used by central HR for recruiting, hiring, retaining and assessing
decisions remain the responsibility of the business units. The documentation supporting
these transactions is processed and stored electronically. The organizations believe this
technologically enhanced hiring process is valuable to both the internal and external
candidates.
5. Succession Planning
that professionals who have achieved a high level of success within a particular
discipline have not necessarily developed all the competencies for leadership. Several
organizations have taken specific steps to develop new leadership. For example, Johns
planning.
6. Job Design
Successful job designs offer flexibility; are guided by what needs to be done; and meet
7. Classification
Job classification remains the responsibility of central HR. Problems occur when
8. Compensation/Recognition/Other Rewards
Total compensation and rewards are being desegregated into base salary, discretionary
bonuses, and non-financial recognition. For example, AT&T provides cash awards for
ideas which lead to cost saving. At Lucent Technologies, bonuses are based on a
combination of individual merit, the performance of the business unit, and the
expand its human resource practices, to deliver base line services more efficiently and
basis. It also helps in recommending systems and establishing a timeline for project. It
also helps in assisting with staffing the company as needed. There are various benefits
Review Systems are made effective by practicing benchmarking. Wage & Salary
return on investment (ROI), cycle times, percentage defects, sales per employee, cost
per unit) or business processes (e.g. how it develops a product or service, how it meets
www.citehr.com
www.google.co.in
www.docstoc.com
www.benchmarkoutsourcing.com
www.globalbestpractices.com