Professional Documents
Culture Documents
Ajay Simha
Ashutosh Mishra
Divyabh
Budhiraja
Ibha Mendevell
Manik Singh
Meenu Sharma
Niharika Charan
Nikhil Mirashi
Raunak Chandra
Ritesh Pal
Rohan Khanna
Vikram
ADCOM-08 Report SPJIMR
ACKNOWLEDGEMENT
A Special thanks to Dr.Uma Narain and Mrs. Varsha Parab for making
the whole ADMAP journey simple and joyful one, thus achieving its goal
of development of managerial potential.
We also would like to thank the whole of SPJIMR family for their
continuous support despite the hectic schedules.
Table of Contents
ACKNOWLEDGEMENT...........................................................................................2
EXECUTIVE SUMMARY..........................................................................................5
STRATEGIC TASKS AND OBJECTIVES....................................................................6
Mission Statement:...........................................................................................6
Strategic Objectives:.........................................................................................6
Strategic Tasks:................................................................................................7
ACTIVITIES TIMELINE............................................................................................8
I. Pre Admissions Form Launch Phase............................................................9
II. Admissions Application Form Live Phase..................................................10
III. Application Form Processing, Interview Process Design and Short listing
Phase11
THE A-PLAN CONTEST- A NEW INITIATIVE..........................................................13
EVALUATION OF THE CANDIDATES.....................................................................14
Selection Criteria.............................................................................................14
Definition of Grades........................................................................................15
Evaluating Work Experience...........................................................................15
EXECUTIVE SUMMARY
The Admissions process sets up the path for the rest of the activities at SPJIMR –
it is the foundation stone. However, the planning for this event begins well in
advance, and the Admissions Committee undertakes many administrative
practices to ensure the smooth and efficient execution of the whole process.
The Admissions Committee interacts with various stakeholders during the
course of the year – management, admin, faculty, vendors, candidates, batch,
etc. ADCOM uses ADMAP’s four pillars, i.e., Administrative Context, Strategy,
Roles, and Processes, to carry forward its internal and external processes, and
ensure effectively handling of administrative situations.
The first stage for ADCOM was setting the stage for the admissions process.
A priority task for ADCOM was to demystify the myths about SPJIMR regarding
courses and programmes, the admissions process, specializations, dispelling
myth about work experience individuals given preference over freshers.
The second stage was preparation for taking the admissions process online and
involved design and distribution of admissions CDs, online application form,
placing notifications in newspapers, etc.
The third stage was the design of the interview process including operations
and logistics – no. of days, most effective use of resources (especially human
resources), design of registration console, and control room console, organizing
dry runs, etc.
The fourth stage was the Admissions process. This mainly involved planning the
location, arranging the interview panels, designing the process and finally
implementing it over a span of 2 months. This year, as an initiative taken up by
committee, top HR professionals from the corporate world were invited to be
part of the admission process. Even alumni with more than 5 years experience
were invited to add more value to the whole admission process.
The fifth stage involved ADCOM's closure activities such as the final selection
process, involving IT Infracom for the procurement of laptops, detailing bank
loans, declaration of final list, despatch of final offer letter, and sending
guidelines to new participants regarding various aspects of the college.
Mission Statement:
“Attracting the best talent through effective communication of the
innovative pedagogy which integrates academic and personality
development programmes.”
Strategic Objectives:
In any field, choosing the horses for the courses is very important.
SPJIMR’s PGDM programme is among the top 10 management courses in
the country and to maintain this quality and high standards, the selection
procedure assumes even greater importance. With more than 18000
applicants vying for 180 odd seats, it becomes an arduous task to select
the best. It is the major objective of the Admissions committee to ensure
that the best talent across the country gets in. Overall, the objectives can
be enlisted as follows:
Strategic Tasks:
ACTIVITIES TIMELINE
This was perhaps the longest and one of the most important
phases of the admissions process. The phase started from the
release of online form (16th August) and ended with last date of
Plan for activities in the third phase – Since the last phase was
extremely crucial and involved huge amount of logistics, the
planning of the third phase commenced towards mid November.
One major decision which had to be taken was regarding process of
conducting the interview. A survey of PGDM 2008 batch
participants and faculty was conducted to know about their
preferences. Based on results of the survey as well as other
arguments put forward by members of ADCOM, it was decided that
the interviews would be held 4 different locations i.e. Delhi,
Chennai, Kolkata and Mumbai. As per the initial plan, it was
decided that the interviews would be spread over February and
March. But due to unavoidable circumstances, they had to be
shifted towards the end of March only.
This phase started from 1 December and went on till March. During
this phase, some of the main activities were:
One of the new ventures this year was the introduction of the Admissions
plan contest.
The A-plan primarily aimed at getting ideas from the entire batch to
improve the admissions process, generate some innovative ideas to
increase the number of applicants and to address any glitches in the
existing process. It also planned to find ways to dispel myths about
SPJIMR in the outside world and improve awareness.
The initiative was very successful and helped the team look at certain old
issues in different ways as well as throwing light on certain old issues,
giving new ideas to improve the admission process.
First short listing of applicants for first round of interviews was done
before the CAT/XAT scores and a profile-based list was published. The
applicants were required to enter the following data through their online
application:
Subjective data
i. Versatility
ii. Achievement
Work-Experience details
i. Experience (months) – latest as well as previous
ii. Company/field
Academics
i. SSC: Name of the Board and Percentage
ii. HSC: Name of the Board and Percentage
iii. Graduation: Name of University, Percentage, CGPA*10, Academic
Achievement
iv. Post Graduation: Name of University, Percentage, CGPA*10,
Academic Achievement
v. Other Certification/Program
Selection Criteria
The criteria for evaluation were more or less same as the last year.
Different criteria were used for different specializations.
• Finance & Marketing, a fresher was treated at par with the ones
having work experience; though candidates with relevant work
experience were given due credit for the same.
• Operations & Information Management, candidates with relevant
work-experience were given the preference.
Definition of Grades
The data entered in the current Employer and the previous employer
fields of the Work Experience Section of the application form was to
be used to determine whether the applicant has the experience
relevant to the field of specialization chosen by him/her.
Also, the profile which was ranked as S by both the individuals was again
evaluated by the faculty.
Achievements
It was defined as an act of finishing especially by means of exertion, skill,
practice or perseverance which results in an award of certificate/ reward/
recognition. E.g. any national and international level award in a
competitive challenge can be termed as 'Outstanding'.
Panels Panels
in in
Percenta Applica round round
City ge nts From To 1 2
Delhi 27 % 559 2nd Apr 4th Apr 4 2
24th
Bangalore 39% 822 22nd Mar Mar 6 3
28th
Mumbai 23% 484 26th Mar Mar 4 2
30th
Kolkata 11% 231 29th Mar Mar 3 1
AT DESK 1 -
Drops
In
InIncharge
charge
acharge
photo
Applicant
compiles
staples
hands
with Interview
The
approaches
one
itfolder
over
process
photo
to
contents
IDthe
at
&desk
the
name
running
for
back
1 in
written
a particular
coco
of evaluation
in
forthe
the
slot
drop
continues...
charge
sheet
panel
box
The profile sheets were bundled slot - wise; which was pre-decided based
on the preferences of the applicants. These bundles were carried to the
respective interview locations by the volunteers/admin members. This
made the job of desk 1 in charge much easier as he just had to check
who all (in a particular slot) had arrived and accordingly compile the
folder contents.
AT DESK 2 –
The in charge had to receive the folders from the running COCOs once
the Round 1/2 get over and follow the process as under:
all streams
In charge
In charge
receives
keeps
folders
themfrom
safely
theaside
running
in aCOCOs
separate
of round
carton
2
AT DESK 3 –
uatesVerifies
the CGPAtheusing
documents
Makethe
note
mark
produced
of the
sheets
issues,
by
submitted,
the
if candidates
and compare it with that
anyclaimed
RUNNING COCOS –
COORDINATOR –
Round
Round 1
2
Slot Slot Start End
I 9:00 10:00
II I 10:00 11:00
III II 11:00 12:00
Lunch Break
IV III 13:00 14:00
V IV 14:00 15:00
Tea Break & Snacks
VI V 15:15 16:15
This year the interviews were conducted in four cities across the country
viz. Delhi, Mumbai, Bangalore and Kolkata. The decision of conducting
the process across these four cities instead of only in Mumbai, was taken
keeping in mind one of the major objectives of the admissions process –
convenience of candidates.
The budget details are as attached in the appendix, the total figure being
Rs. 7, 63,597.
Achieved savings:
The budget did achieve savings for the applicants.
There were 2000 applicants called for interviews this year. In case the
interviews were conducted in Mumbai, the applicants would have to
spend an average of approx. Rs. 4000 each in travel. However, since the
interviews were conducted in four different cities with the choice of
interview centre being given to the applicants, we believe that this figure
of 80 lakhs would have come down to at least 50% by the institute
spending Rs. 8 lakhs. This indeed is a huge saving.
TEAM PROCESSES
Forming
The first few meetings of ADCOM were highly unstructured and none of
us were aware as to what needs to be done. Our roles and
responsibilities were not clear to us and there was confusion all around.
Also the deadline for publishing the advertisement was coming close and
there was enormous pressure on us to start working as a team. A loose
distribution of tasks was done, a representative chosen and we set about
our tasks, still not clear about what exactly needs to be done. Team
“ADCOM” was formed on paper but in practice we were still a disjoint set.
Storming
With passage of time, the work load began to mount. By now, the tasks
had been clearly allocated. It was decided that our actions will be defined
by a consensus within the team. Perhaps a problem of working in big
teams is that there are a huge number of view points for every problem
and it’s difficult to find a middle path. ADCOM faced similar problems and
at times this led to delays in work because we could not come to a
consensus. However, the team members realised that we were spending
too much deliberating on issues than actually acting upon them. This
marked a paradigm shift in the functioning of team – we became a group
of performers from a group of stormers.
Norming
ADCOM was now becoming a high-performance team. The level of
understanding and appreciation of each member’s roles and
responsibilities was driving the team to do well together. The stress
levels were very high during the last days before the close of the
application and the entire team pitched in to help the members handling
the queries of the prospective applicants. The team also came up with
new and innovative ways to reach out to the fellow batch mates to seek
their inputs to improve the admissions process and the prospective
candidates to solve their problems and handle queries. The members
also ensured that all the stakeholders of the admissions process were
kept well informed about all the developments on the admissions front.
Be it handling queries of internal as well as external stakeholders,
gathering support from the batch for ideas or in conducting admission
interviews across the four locations, the team put up one face – We were
united in our thoughts and actions and this perhaps is the single most
important reason for the enormous success of this team.
Leadership development
Each member was given a chance to lead the group in some way or the
other to inculcate leadership role in them. We tried to give proper
feedback to each other and it also helped in our personality
development.
ADMAP Pillars
LEARNINGS
Planning
Planning is the first step in starting any activity and the success or
failure of the activity depends on how planning has been done.
Therefore, if we fail to plan, we plan to fail. This was the most
important learning while working in ADCOM. All the activities which
were planned meticulously were also executed flawlessly. Thus,
planning is the stepping stone to success or failure.
Team Work
ADMAP committee work has been so that it instils the concept of
effective team work within the individuals. We learnt the
importance of team work in most practical way. With multitude of
tasks at hand and varying interests of members, we had to ensure
that we work as a team to achieve the targets set by us. Teamwork
ensures that the tasks are divided amongst the members in a
balanced manner and brings forth several ideas of doing jobs to the
table.
Constructive Contribution
Being a part of the interview panel was a great learning process. It
created a sense of responsibility as well as underlined the need of
thorough preparation before facing/taking an interview because
stakes can be really very high for either party. The students were
not only supposed to observe, but also evaluate the candidates.
This can play an important role in selection of the candidates
because an individual psychologically tends to select candidates
similar to him/her. It was a great opportunity to learn the art of
conducting interviews. We learnt that an interview is meant to
bring out the worst as well as best out of a candidate as per the
situation.
Recommendations
Process Improvement
1. Fix the timelines for various activities taking into consideration all
the effort that would be required to complete the activities and also
taking a buffer for glitches if any.
System Improvement
1. The online application form, though updated this year, still lacks in
functionality and security aspects. For functionality aspect, a
thorough review of various check parameters employed in the form
needs to be done. For security aspect, migration to ASP.NET is
recommended.
6. Ensure that the same candidate does not fill two application forms.
7. The same form has been used for years now. The aesthetics of the
form need to be changed and form should be made more user-
friendly.
9. Process of filling the profile sheet for interview can be made online
through an online form. This would eliminate the manual
intervention for downloading and printing the forms.
12. Online Feedback Facility system may be designed for getting the
feedback about the admissions process from the candidates.
task allocation does not produce any results and instead hampers
the progress.
Team Formation
APPENDIX
3. Agenda
____________________________________________________________________
_
I. The text for the sms to be sent to each applicant who submits
his online application was discussed upon. Three suggestions
came and they were discussed and the final text was finalized.
II. Sir was happy with the A-plan proposal and it was decided that
the details would be finalized soon. The contest would be
started with the batch address. In addition to this, sir also put
forward some more creative ideas to increase the number of
registrations. He asked us to go and conduct survey of colleges
like NM and VJTI to gain knowledge about what graduating
students think about MBA and which colleges they eye. He also
encouraged the members of the committee to think out of the
box and to come up with ideas that can then be discussed upon
III. Pagalguy interview would be held in 3rd week of September. The
committee will decide upon the content and review the previous
interview
IV. Regarding the admission process, sir, will discuss with the
director and the dean and intimate the committee with the
developments.
V. Admission CD: 2000 copies of it have been sent to Mukesh in
the Admin to be dispatched.
_______________________________________________________________________
1. Decisions taken
I. The final text of the sms was finalized and will be mailed by
Ashutosh to sir.
II. The queries of admissions09 were addressed and the answers
were duly mailed.
_______________________________________________________________
1. Action Plan