CHAPTER 1

INDUSTRY PROFILE

History of Industry

The Information Technology industry has gained a brand image as knowledge economy due to
its development from software exporter to providing IT services to IT enabled services (BPO
segment).The sector has been consistently contributing to India's GDP from 1.2% in the FY 1998
to 7.5% in the FY 2012.

According to NASSCOM, the IT sector in India has aggregated revenues of US $100 billion in
FY 2012, where export comprises of US $ 69.1 billion and US $ 31.7 billion respectively
growing by over 9 %. The cities that account nearly 90% of these sectors exports are Bangalore,
Chennai, Hyderabad, Delhi, Mumbai and Kolkata.

IT industry has registered a notable growth because of the rich and varied expansion into
verticals, well -differentiated service offerings and increasing growth penetration. The
phenomenal success of this industry is attributable to favorable government policies, rich and
burgeoning demand conditions, healthy growth of the related industries and competitive
environment prevalent in the industry. The interplay of these forces has put the industry on the
global map.

The global information technology industry is on pace to reach $5 trillion in 2019, according to
the research consultancy IDC. The enormity of the industry is a function of many of the trends
discussed in this report. Economies, jobs, and personal lives are becoming more digital, more
connected, and increasingly, more automated. Waves of innovation build over time, powering
the technology growth engine that appears to be on the cusp of another major leap forward.

The United States is the largest tech market in the world, representing 31% of the total, or
approximately $1.6 trillion for 2019. In the U.S., as well as in many other countries, the tech
sector accounts for a significant portion of economic activity. CompTIA's Cyber states report
reveals the economic impact of the U.S. tech sector, measured as a percentage of gross domestic
products, exceeding that of most other industries, including notable sectors such as retail,
construction, and transportation.

Despite the size of the U.S. market, the majority of technology spending (69%) occurs beyond its
borders. Spending is often correlated with factors such as population, GDP, and market maturity.

Among global regions, Asia-Pacific is the largest, accounting for approximately one of every
three technology dollars spent worldwide. Many APEC countries enjoy the twofold effect of
closing the gap in categories such as IT infrastructure, software, and services, along with
leadership positions in emerging areas such as robotics. If these patterns hold, APEC will
continue to grow its share of the global technology pie at the expense of slower growing markets.

The bulk of technology spending stems from purchases made by corporate or government
entities. A smaller portion comes from household spending, including home-based businesses.
With the blurring of work and personal life, especially in the small business space, along with the
shadow IT phenomenon, it can be difficult to precisely classify certain types of technology
purchases as being solely business or solely consumer.

CompTIA projects the global information technology industry will grow at a rate of 4.0% in
2019. The optimistic upside forecast is in the 6.4% range, with a downside floor of 1.5%. This is
a broader forecast range than what has been seen in the past couple of years, meaning industry
executives see the possibility of more extreme divergence in growth scenarios. To the upside, if
customer-buying patterns for core tech products and services maintain, and spending on
emerging tech accelerates, growth of 6% or more is attainable. Conversely, a global slowdown in
demand, or any slowdown in the adoption of emerging technologies could dampen growth
enough to push it towards the 1.5% pessimistic side.

Growth expectations for the U.S. market are in line with the global projection. As the largest tech
market in the world, U.S. forecasts and global forecasts are inextricably linked.

CompTIA uses a consensus forecasting approach. This "wisdom of the crowds" model attempts
to balance the opinions of large IT firms with small IT firms, as well as optimistic opinions with
pessimistic opinions. The results attempt a best-fit forecast that reflects the sentiment of industry
executives.
Other factors that influence revenue growth projections include currency effects, pricing, and
product mix. The tech space is somewhat unique in that prices tend to fall, which may result in
large numbers of units shipped, but modest revenue growth. In the year ahead, the product mix
will be an especially important factor, as the high growth rates of emerging categories are
expected to more than offset the slow growth mature categories.

The History of Information Technology

The capabilities and design of computers developed rapidly through the forties and fifties, with
the first office application appearing in 1951. In the early days of computing, most computer
operations were reduced to calculations. The programs that drove them had to communicate
directly with elements of the computer.

For example, to add one number to another, the programmer would have to write an instruction
to fetch one number from an area of storage into a register and then fetch the second number
from another named area of storage and add it in the same register. Information technology, as
we know it today, could never have happened without the development of natural language
programming. Early programming language involved a series of codes, which were numbers.
Early computer programmers usually came from a mathematics background.

In the 1950s and early 1960s, if you wanted to be a computer programmer you would have to
first get a bachelor's degree in mathematics. When electronic computers first appeared in the
1960s, established computing staff all came from electrical and mechanical engineering,
mathematics, and statistics backgrounds. New skills requirements meant that the first
information technology jobs went to engineers and mathematicians.

As computers evolved, the concept of a compiler, or interpreter, became possible. This is a

program that is permanently resident on the computer and is the very basis of an operating
system. The interpreter could translate programs written in very basic instruction sets - called
assembly languages - into the machine instruction code.

This advancement enriched the capabilities of programming and made more complicated
instructions possible. By the late 1960s, screens, keyboards, text editors, and languages such as
FORTRAN and COBOL, made programming available to those interested in a career in
business, rather than only to scientists and engineers.

Scientists and engineers continued to advance computing. Programmers, business analysts, and
commissioning enterprises created the field of information technology.

The Information Revolution

Phase I: Prior to 1980

Indian IT industry was basically started with hardware products and software industry was
literally non-existent in India until 1960. Government protected the hardware sector through high
tariff barriers and licensing. In the west, there was greater demand for software development as
the inbuilt software with the systems was insufficient to perform all the operations. The
Government of India realizing the potential of this sector to earn foreign exchange. In 1972, the
government formulated a software export scheme in which it was decided to import hardware
and export software. TCS Ltd. became the first firm to agree to this condition. The beginning of
software exports was made in the year 1974.

Phase II: 1980-1990

During this phase, inspire of the government initiatives, the software exports could not reach the
expected level because of two reasons. The export of software was dependant on the imports of
hardware and the procedural aspects were too cumbersome. There was no proper infrastructural
facilities for software development. In order to encourage more participants in this sector,
relaxation to procedural activities and reduction in import duty was mandatory. To counter the
prevailing problem a New Computer Policy to policy was formulated. According to this policy
the import procedures were simplified and the import duty for import on hardware for software
developers reduced.

In 1986, the government took a step ahead to sustain and grow the benefits received as a result of
the New Computer Policy. It formulated software policy and liberalized the IT industry. In this
policy the imports of hardware were de-licensed and were also made duty free for the exporters.
This policy has reduced a number of entry barriers making the growth in this sector inevitable. In
1990, government gave impetus and established Software Technology parks of India in order to
increase the exports of software and services.

Phase III: 1990-2000

This period has witnessed intensified competition in the IT Industry. With companies investing
in research and development and variety of software services. As this decade marked the
beginning of significant changes in the economy, including trade liberalization, opening up of
Indian economy for foreign investment, devaluation of the rupee and relaxation of the entry
barriers. Due to the advantages, this policy had attracted foreign investment in India and MNC s
in India were introduced. "Offshore Model" "On-site model" Global Delivery Model (GDM)
were introduced as a part of their distinguished services.

Phase IV: Post 2000

The global problems like Y2k, the dotcom crash and the recession in the US economy has forced
many US firms to utilize the services of the Indian firms. This has resulted in placing the Indian
IT industry on the global map.

Post 2002 - 03, the industry had registered a robust growth rate. During this period there was an
increase in the Indian client base, large sized contracts and a strong global delivery model.
Universities and defense establishments dominated the development of computing in the forties,
fifties, and sixties, but business requirements pushed forward the evolution of information
technology.

The concept of information technology jobs, as distinct from computing jobs, first emerged in
the early seventies. Networks and PCs put computers on the desks of non-computing staff, and
the application of computing to business processes required the creation of specialists to create,
adapt, and maintain both the hardware and software that would support business activities.

The invention of the spreadsheet and the word processor brought stable applications that enabled
office workers to increase their productivity. Software packages for businesses created a new
branch in IT, which created different types of IT jobs even within a given discipline.
For example, anyone who wanted to be a programmer could choose a career path working in the
IT department of a corporation. Or they could forge a career working in a software house.

Specialist languages, adapted to different functions in IT, emerged and segregated programming
staff into categories. A business running a database needed programmers experienced in Oracle
or SAP programming, and it also needed C programmers to write networking software.

C programmers specializing in network applications would not be considered for jobs writing
database applications. The diversification of IT actually restricted the career paths of workers.
More computers in the world meant more work in IT; however, people trained in a language that
never took off, such as Smalltalk, would soon find themselves unemployed.

Progressive flexibility of the labor force meant that businesses became less willing to retrain
employees who were stuck in dead end technologies. Some lucky specialists found themselves
with skills that were in high demand, but in short supply. This caused their earning potential to
rocket while those skilled in retired technology found themselves unemployed.

Information Science

According to the Merriam-Webster Dictionary, information science dates back to 1960, and so
that term has been in usage for longer than the term information technology. This is a new word
for librarianship. It describes the process of collecting, classifying, storing, and retrieving
information.

In the paper-based world, it involves filing papers or storing books by categories. Libraries have
index files that can tell you exactly where to find a book, by looking for codes on bookshelves.
Within each book, you can find exactly the information you're looking for by referring to the
index. That classification code and the indexes in books were compiled through the processes of
information science.

1. Effectiveness:

Effectiveness could be a crucial part after you live the performance of a educational program. It
is additionally the foremost vital facet once it involves making a post coaching analysis form. It
establishes your learners’ perception of whether or not or not the course helped them attain their
learning objectives.

Moreover, the learners’ opinions on the effectiveness of eLearning courses are an indicator of
how relevant the lesson is for them. It will tell you if they assume that the talents they’ve learned
will truly be useful for his or her everyday work.

This part of the survey asks if the learners’ WIIFM (What’s In It For Me?) question was self-
addressed and if they're glad with what they need learned.

You can begin by asking the learners however effective the course or program was in achieving
their learning objectives. You can additionally raise what they assume the simplest and worst
aspects of the program square measure and a few suggestions on a way to improve those.

2. Comprehension:

The comprehension facet of a post coaching analysis form refers to the effectiveness of the
course delivery. This section in your learner satisfaction survey asks questions on the means the
course content was delivered.

This element also includes the conciseness and clarity of content.

1. Was the subject matter easy for the learners to follow and understand?

2. Was the wording of any written materials clear?

3. Were the multimedia materials clearly visible and audible?

For face-to-face or synchronous coaching, this a part of the survey additionally includes the way
during which the lesson was expedited.

1. Was the trainer knowledgeable in the subject matter?

2. Was the facilitator able to explain the topic in a way that the audience can relate to?

3. Did the instructor offer enough support to the learners during the session?
This square measure a number of the queries you'll embrace in your post coaching analysis form.

3. Attractiveness:

The course’s overall look associated feel is additionally an integral a part of a post coaching
analysis form. Any form of course-related material like participant handouts, presentation slides,
or multimedia system comprises this facet. This is a crucial part – notably for eLearning courses
– as a result of it tells you if your interface, learning environments, and multimedia resources are
aesthetically appealing.

Since eLearning is a medium that’s heavily dependent on visual design principles, course
creators need to pay a lot of attention to the attractiveness factor.

While it's going to appear trivial to most, the learners’ exposure to the look and feel of your
course can greatly affect the learning experience. Thus, having well-crafted multimedia system
resources additionally matter – particularly for self-paced, asynchronous courses.

When you solicit feedback, you'll raise your learners to rate the multimedia system parts (video,
audio, and images) of the program based on how attractive they think those are. You can
additionally solicit suggestions on a way to build the course a lot of appealing in terms of visual
and/or sensory system aspects.

4. Engagement:

No one needs to simply be a traveler in their own learning; learner engagement should be a
priority for any form of course. For face-to-face sessions, engagement will are available in the
shape of active learning approaches like simulations, activities, and collaborative work. For
eLearning, these can be in the form of games, interactive quizzes, and branching scenarios.

For your post coaching analysis form, you can ask your learners to rate the course based on how
engaging it is. Another question you'll raise is however glad they're with the interactivity
provided by the course.

5. Suggestions:

Of course, no post coaching analysis form is complete while not a vicinity that asks for
suggestions. The main challenge, however, is that this part is usually skipped by learners. Most
of the time, these open-ended questions require them to take a little bit of time to come up with
responses.

A friendly tip on a way to do this: need the learners to place a minimum of 3 suggestions to boost
coaching effectiveness. If they don’t place something within the suggestion “box,” the system
will not allow them to proceed and complete the course.

For your ‘suggestion box,’ you can ask your learners on what changes they would like to apply
to the program as it is. You can additionally raise future ideas on program improvement.

Post coaching analysis could be a crucial a part of any educational program. Not only does it
give you an idea of what the learners thought of the course, but more importantly, it tells you
what’s working and what’s not. Furthermore, it gives you a valuable insight of the training
program from the learner’s perspective.

You always ought to bear in mind that the learner, not the content, is the main star of the show –
and your learners must not be treated as just an afterthought. Getting learner feedback
concerning your coaching courses or programs should be prioritized.

MICRO AND MACRO SCENARIO

Micro scenario:

Micro scenario concentrates on areas such as Costs, Prices, Quantities, Industrial Structure and
Markets and how they are influenced by the laws of demand and supply. Demand and Supply
tends to be applied on individual – and firm – level basis rather than an aggregate. Issues that
arises in micro scenario and are studied are those such as firm efficiency and consumer choice,
behavior and constraints. Micro scenario often works in areas such as environmental economics,
public economics, micro-level development economics, finance, and healthy economics.

When analyzing industries on the micro-level, analysts tend to address topics that influence a
firm’s growth, profits, cost and market entry. Therefore, economically viable business models
that address a firm’s resource constraint are put forward. Such constraint may include the level of
financial investment available, an adequate customer base, supplier frame work and ant issues
that has influence on a firm’s and long run revenue and costs. On the micro level, therefore,
decision-maker are more concerned about maximizing revenue while minimizing costs.
Macro scenario:

Macro scenario is more focused on the issues that reflect an economy as a whole, rather than
those of the individual and firm. Thus, topics such as employment rates, exchange rates, interest
rates, business cycles and inflation are addressed. A demand and supply framework is used, but
on an aggregate level, which adds up the supply and demand constraint of individual and firms.
Macro scenario tend to work in areas such as trade economics, labor economics, macro level
development issues, central banking, fiscal policy and monetary policy.

Any decision made on the macro level includes those that do not address management structure
and product management, which are made on the micro level problems are more concerned
about exterior forces and the problems associated with them. Such as forces may include the
ability for customer to pay for products, which in turn is affected by average incomes. New
technology, which brings substitute to a firm, concern many domestic industries.
 CHAPTER - 2
COMPANY PROFILE
INTRODUCTION:

A consulting or practice firm could be a business of 1 or additional consultants

(consultants) that gives skilled feedback to a private or a corporation for a fee. The types of
corporations vary, like technology and advertising corporations.

Consultancy corporations company executives and supply them with consultants, also known as
industry-specific specialists and subject-matter experts, usually trained in management or
business schools. The deliverable of a advisor is sometimes recommendation or a instruction to
follow to attain a corporation objective, leading to a company project. More and more consulting
firms are complementing the strategic deliverables by providing the means to implement the
recommendations, either with the consultants themselves or by providing technicians and/or
experts. This has opened up new markets for these companies. This is called outsourcing.
Consulting services at a part of the tertiary sector and account for many hundred billion bucks in
annual revenues. Between 2010 and 2015, the 10 largest consulting firms alone made 170 billion
dollars growth revenue and the average annual growth rate is around 4%

SAKORA CONSULTING PVT. LTD.

Sakora was founded by young & energetic industry leaders Mr. B.G.Sreedhar & Mrs. Anuradha
Sreedhar in the month of November 2013.Both promoter of Sakora having 7+ years good real
time business exposure with Japanese various corporate services. Sakora is a Global venture
based in India, with head quarter in Bangalore with branches at Chennai, Delhi, Noida, Gurgaon,
Mumbai, Pune & Japan, Singapore.

Our expertise is in the business of Japanese Bilingual Placement, Japanese Language Academy,
Translation & interpretation, Global Career Program & Internship, Real Estate & Serviced
Apartment, Tours & Travels, Management Consulting & Financial Consulting and Event
Management & Media Partner services to especially for our Indians & Japanese expats
Key operators of Sakora:

Management

Mr. B G Sreedhara

Is a leader with multifaceted and dynamic personality with innovative ideas. He has graduated in
Management at Bangalore University 2000. He has 14+ years of experience in Marketing and
Business Development in various fields. He has worked for the APAC region with special focus
on the Bilingual IT market for many years and has helped local Software Companies with their
in-house efforts of staffing of Bilingual Software Engineers. He has also been instrumental in
Bilingual consulting & resource support from India, Singapore, Japan to APAC & vice-versa.
His rich experience in concept selling, people management and understanding client
requirements provides a rock-solid foundation to the Marketing and Business Development of
group of company's
Mrs. Anuraadha M S

She is a Graduate in Science from Bangalore University with more than 10+ years of experience
in the ITES sector. She has in the past worked for MNC’s like iGate Solutions Ltd., Infosys BPO
Ltd. and few large Indian companies. Her industry exposure has proved to be invaluable in
Sakura’s day-to-day operations and Administration. In her previous assignments, she was also
well trained in Quality, Recruitment and Client Relationship Management. She presently
manages the off-shore team for the Human Resources Outsourcing functions.

Sakora’s core ability revolves around being the pioneer in providing end-to-end solutions within
the verticals of Animation Content Development Services, Software Development, HR
Augmentation Services [Full time Employment, Temporary Contract Staffing and Contract to
Hire]and Business Consulting - Linguistic, Software Marketing, Visual Media Services,
Software Licensing etc., services in IT and IT Enabled Services industry.

Sakora’s core ability revolves around being the pioneer in providing end-to-end solutions within
the verticals of Animation Content Development Services, Software Development, HR
Augmentation Services [Full time Employment, Temporary Contract Staffing and Contract to
Hire] and Business Consulting - Linguistic, Software Marketing, Visual Media Services,
Software Licensing etc., services in IT and IT Enabled Services industry.

We at Sakora, concentrate on hour Consulting, Recruitment and Training services. We

additionally provide our services within the field of Human Resource Development through our
division Sakora Consultants. [www.Sakora consultants.com] in areas such as Staffing –
Permanent/ temporary/Contract to Hire Placements, Corporate HR Training and Career
workshop Programs, Security Services, Accounting Services in BPO and other HR solutions. We
have wonderful resources that ar if required, willing to relocate in newer pastures. We provide a
chic mixture of folks, a mix that makes it what it is today. Our folks attempt stormily for
excellence at intervals their work areas and with a goal of being the most effective.

We at Sakora are heading towards building a position of leadership that both our
clients/customers and job seekers. We are committed to helping organizations increase their
productivity through higher use of human resources and to modify consumer corporations to
attain real competitive advantages.
SERVICE PROFILE:

We at Sakora truly believe that our people are our greatest asset our vision is to hire the best, not
only for what they can provide today, but also for what they can deliver tomorrow.

Sakora is a boutique consulting services firm which recruits experienced professionals for
permanent jobs for corporate companies in India as well at international, especially in Japan
region. Focusing on distinct vertical markets, Sakora has been designed to assist clients and
candidates in disciplines such as information technology, sales, marketing, human resources,
accounting, finance, legal and compliance.

With our knowledge and experience gathered over the years, we are capable of recognizing and
understanding the complexity of the local market. We believe that each search is unique to each
of our candidates and clients. Hence, we give utmost importance to ensuring that each party is
thoroughly understood.

NATURE OF BUSINESS

SAKORA CONSULTING PVT LTD & SAKORA Global is unit of SAKORA group of
companies for, Bilingual HR consulting / Recruitment, Training and Business/ Management
consulting service.

SAKORA is an Indo-Japanese Venture, focused on providing optimum and timely solutions to

the organizations in the core competence of “Manpower, Outsourcing, Training and Consulting”
verticals working in Indian / APAC market-having its operation in India and Japan.

VISION AND MISSION:

VISION:

Sakora is an equal opportunity employer and does not discriminate on the basis of any of the
following: Race, Religion, Color, Age, Gender, Status, Sexual Orientation, National Origin, and
Physical Disability.

We at Sakora truly believe that our people are our greatest asset our vision is to hire the best, not
only for what they can provide today, but also for what they can deliver tomorrow.
Sakora is a boutique consulting services firm which recruits experienced professionals for
permanent jobs for corporate companies in India as well at international, especially in Japan
region. Focusing on distinct vertical markets, Sakora has been designed to assist clients and
candidates in disciplines such as information technology, sales, marketing, human resources,
accounting, finance, legal and compliance.

With our knowledge and experience gathered over the years, we are capable of recognizing and
understanding the complexity of the local market. We believe that each search is unique to each
of our candidates and clients. Hence, we give utmost importance to ensuring that each party is
thoroughly understood.

MISSION:

Adopt innovative and empowering practices to draw in visionary leaders of the information age
and to emerge as a pioneering company within the verticals of Animation, Software, Outsourcing
& Consulting services.

Innovation through integration – Sakora strongly believes in an integral approach with special
reference to people process and technology. We, at Sakora shall provide value to our clients
through innovative facilitating solutions in the verticals of animation, software, outsourcing and
consulting services with high quality by rapidly deploying cutting edge technology to attain
leadership status.

We, at Sakora believe that success comes to an organization that encourages a value based
business approach involving high aspiration, new ideas, innovation, speed, transparency,
entrepreneurship, wealth sharing, good corporate governance practices and pure hard work. We
plan to commit early on the above principles.
SWOC ANALYSIS:

Strengths:

Sakora has developed client networks both domestic as well as globally in the past four year in
IT & IT Enabled Services industries. We have international shoppers from Japan, US, UK,
Singapore, France, Sweden, Muscat, Malaysia and Dubai for various domains of business
verticals.

Weakness:

 High cost of capital

 Low labor productivity
 High cost of some basic input like power, coal, fuel etc
 High social cost
 Poor quality of basic infrastructure
 Distribution network
 IT leverage

Opportunity:

 Low per capita consumption

 Positive growth of Indian economy
 Unexplored rural market and government thrust on infrastructure development
 Low export market penetration

Challenges:

 Slow industry growth

 Increase competition
 Poor R&D threat of technological obsolescence in a large part of the market
 Recession in other countries resulting in dumping of material
FUTURE GROWTH PROSPECTIVE:

Sakora is a boutique consulting services firm which recruits experienced professionals for
permanent jobs for corporate companies in India as well at international, especially in Japan
region. Focusing on distinct vertical market, Sakora has been designed assist clients and
candidates in disciplines such as information Technology, Sales, Marketing, Human Resources,
Accounting, Finance, Legal and Compliance.

With their knowledge and experience gathered over the years, they are capable of recognizing
and understanding the complexity of the local market. They believe that each search is unique to
each of companies their candidates and clients. Hence, they give utmost importance to ensuring
that each party is thoroughly understood.

COMPETITORS:

 Cognizant
 Sutherland
 Hexaware
 Mphasis
 CHAPTER - 3

ORGANIZATIONAL STRUCTURE

INTRODUCTION:

Organization is process of identifying and grouping of activities, assigning of duty, delegation of

authority and creating responsibility among individual working for organization for the purpose
of accomplishment of objective of organization.

Organization is a group of people the people working together helpfully authority towards
achieve goals and objectives that equally benefit the participants and the business. Structure
means it is the prototype in which a range of parts or machinery is organized consistent therefore
organization construction is the blue print of connection surrounded by various components or
parts of the organization. These prescribe the relationship surrounded by action and place. Since
these positions are held by various persons, the structure is the relationship between people in the
organization.
 Global HR Head -BPS

Talentt Talent Affirmative Strategic HR shared Talent GNDM

engineering acquisition action incentives services development location

Centers of expertise

RMG and Audit and HR Communication Compensation Capability

competency competency and ethics and benefits solutions
e

Performance Change management- Org effectiveness Happiness BSC and

mgmt M and A Global start up (analytics, coaching
,, Employer Branding)
FUNCTIONAL AREAS
1) IT SERVICE
In the IT Services area we provide ADM (Application Development and Maintenance) services to
customers worldwide. We are working with a wide range of technologies and programming languages
(common and rare ones) from Spring, Hibernate, .NET, SharePoint to C++, C#, Java, RPG till AS400,
Oracle, Progress. Our aim is to achieve high correspondence to our customers by introducing and
applying new coming technology features. We strive to increase our clients’ effectiveness in their day to
day work and reach a high level of satisfaction. This also gives space for our developers to continuous
learning and growth. At the same time we do not forget that life is not only about work so we organize
and participate in beyond the business activities within the IT Services stream and occasionally with our
customers.
2) IT SERVICE DISK
Flights are delayed in Sao Paulo, harvesting has stopped in Johannesburg, or simply a laptop is not
booting up in Debrecen … they are all awaiting for our ITIS Experts’ action!

In the ITIS (Information Technology Infrastructure Services) Business Unit, we support the IT
Infrastructure of our 23 Customers throughout dedicated, highly Customer Focused Service Desks. We
are resolving IT issues remotely from Budapest together with several other TCS offices from around the
world. Additionally you can also find ITIS representatives onsite – our most skilled engineers are
handling hardware related issues at client locations. Our team is quite international, everyone speaks at
least 2 languages but you can easily find colleagues with 3, 4 or even more language skills!

Our relationship-focused mindset, together with our flexible and agile approach, allow us to reach a
constant 90%+ Customer Satisfaction result.

We handle over 2.000.000 tickets yearly, working 24×7 (365 days), serving 40.000 end-users.

3) FINANCEING ACCOUNTING ANNALYSIS

Companies look beyond mere cost reduction and focus on creating new revenue streams. They need to
make significant improvements of performance metrics while managing large pockets of inefficiencies.
Simultaneously, they mitigate financial risks and ensure compliance with the evolving regulatory norms.
TCS’ Finance & Accounting Services can elevate the role of the finance function in your organization.
TCS operates as an extended controllership arm providing Finance & Accounting services – managing
and executing finance functions spanning the following:
4) MARKETINHG ANALYSIS
Fast-Moving Consumer Goods. The world of thousand brands and thousand competitors.Where trends are
changing as fast as the seasons themselves. Where you can lead the change and find future possibilities
and opportunities for the world’s most famous leading brands. Our energetic team is dedicated to deliver
best in class services to one of the world’s biggest data consulting company, TCS` customer. Our Market
Research Analysts are monitoring the FMCG market in 5 countries and are supporting the clients with
various kinds of analysis from both retailers and manufacturers end. Good structural & logical thinking,
flexibility and creativity is a must have in our team so if you think you meet this requirement, apply now.

4) LIFE SEICNCE

At TCS in the Life Sciences and Health Care area we deal with pharmacovigilance and publishing
activities for global pharmaceutical companies, TCS` customers. We serve patient safety with the core
purpose to add value to our client’s products and safeguard the success of the business by focusing on
protection of patients. We ensure that all relevant information concerning the safety of the client’s
products is collected, evaluated and communicated. Our teams ensure timely and efficient reporting of
adverse events and other information from pertinent to the safety profile of products towards regulatory
authorities around the world as well it is essential that we comply with current regulations and guidelines.
We are involved in publishing activities that is mostly connected to regulatory part of the pharmaceutical
industry – but also makes sure that our customers` drugs can be used safely all over the word. Our team
takes active and important parts in our clients’ everyday life and production – the business results show
that they trust our knowledge and expertise.

5) HR OUT SOURCEING SOLUTION

In the HR Outsourcing Services area we support customers with important processes related to human
resources. At our workforce administration project we maintain the database of the company`s employee
master data, generate reports with employee related confidential information, help payroll providers with
payroll interface file extraction. We are in daily contact with the customer`s HR departments to answer
their queries in various languages

6) INTERSHIP SPECIAL PROGRAM

TCS helps several students and fresh graduates to take the most out of their studies through practical work
experience. In our internships and the ACE Program in global partnership with AIESEC organization we
aim to develop the skills and competencies of today’s youth and contribute to their career perspectives in
Hungary and worldwide. We also have several Part-time positions which we are looking for not just
students but people from every age and background.

7) CORPORATE FUNCTION

Corporate Functions are to ensure that the business areas and all colleagues are enabled to do their best in
delivering services to the customers. We are looking for people for our colorful support group teams in
the area of Administration, HR, Infrastructure Services and many other functions.
 CHAPTER – 4
RESEARCH METHODOLOGY
METHODOLOGY:

Research is process of steps used to collect and analyze information to increase the
understanding of a topic or an issue. It consists of three steps which includes of forming a
question, collection data and also presenting an answer to the question. The research
methodology used here is a descriptive research. A structured questionnaire will be framed
according to the objectives being set and will be distributed to the respondents.

OBJECTIVES OF STUDY:

Having completed this training and recruitment course participants will be able to:

 To understand the training and recruitment process in the organization.

 To study the various functions executed by different divisions in the organization.
 To understand the divisional structure of each department of the organization.
 To study the relevance of each department operating in the organization.
 To carry out SWOC analysis to understand the strength, Weakness, Opportunity and
Challenges of the organization.
 To study company details under training and recruitment process.

SCOPE OF THE STUDY:

The training and recruitment study helps to understand the efficiency of each department and
relevance of each departments in attaining the overall objectives of the organization. It helps the
organization to hold each department responsible for activities entrusted by them. The study will
be able to have practical knowledge and understanding about the functioning of the organization.
LIMITATIONS OF THE STUDY

 Detail study of topic was not possible due to limited size of the project, as it applies to
Sakora consulting Pvt. Ltd. At JP Nagar branch only.
 There was constraint with regard to time allocation for the research study.
 The sample size was restricted to only 100 respondents, The samples were collected only
in the Bangalore. Suggestions and conclusions are based on the response and perception
of 100 respondents.

TOOLS FOR DATA COLLECTION:

Sources of data

 Primary source
 Secondary source

PRIMARY SOURCE:

Primary data is the data which is collected for the very first time and secondary data is the data
which is gathered from the past data as a further references.

A large part of primary data was collected in the course of my interaction with the personal
concerned departments and also developed in consultation with company officers.

SECONDARY SOURCES:

It is the data, which gives relevant information in the different filed whenever we want there are
different sources available as secondary data

• Research articles

• Journals

• Publications

• Newspaper
 CHAPTER – 5
STUDY ON TRAINING AND RECRUTMENT OF SAKORA
INTRODUCTION:
Recruitment refers to the over all process of attracting short listing, selecting and appointing
suitable candidates for jobs within an organization. Recruitment also refer to process involved in
choosing individuals for unpaid roles. Manager human resource generalist and recruitment
specialists may be tasked with carrying out recruitment, but in some cases public sector agencies,
commercial recruitment agencies, or specialist search consultancies or used to undertake the
parts of the process. Internet based technology which support all aspects of recruitment have
become wide spread.

Contract to Hire:

This is the most popular of the Sakora suite of offerings. Under this offering, Sakora would
depute, at client’s site, its own Human Resources, for a pre-agreed fee. This offering comes in 2
flavors:

• Person-month based

• Person-hour based

Temporary to Permanent Placement:

This offering comes with an option wherein after a minimum period of a contract, the client can
hire Sakora staff, deputed at client site, for a pre - fixed fee to Sakora Our Recruiting Approach

Sakora has a world network of consultants and recruiters with years of trade expertise, and a
track record of providing highly qualified IT resources.

Our approach is easy – we have a tendency to keep your desires in mind :

• Job Order: Meeting with you and understanding your needs to develop a comprehensive job
order that reflects your need and culture.

• Screening: Rigorous technical screening telephonically followed by a written test and finally a
face-to-face interview to make sure that only the best talent is presented before the client.
• Reference check: At least two references are queried to verify past experience and antecedents.

• Performance Evaluation: Regular communication with clients to assess performance of our

talent on a project. We also conduct exit interviews after each assignment with all stake holders
to evaluate our performance.

There is a constant tug-of-war between the CFO and CIO. While the CFO feels that the IT
budget comes in higher each year and tangible returns on investment are elusive, the CIO
struggles to minimize operating expenditure, capital investments, and labor costs while still
trying to meet the demand for IT services across the enterprise.

Strategic advantages of Outsourcing:

• Enables strategic and optimum utilization of existing in-house talent.

• Allows organizations to keep pace with the relatively short-term (18-36 month) cycle of
technological change.

• Removes the burden of having to make continuous investments, in hardware and software
upgrades, thereby controlling escalating capital expenditure.

• Takes away the time-consuming and resource-intensive task of having to make frequent
upgrade decisions, interviewing and selecting vendors, and negotiating contracts Commitment

• We will deliver defect free products and services to meet our internal and external customer
requirements on time, every time!

• We have a Customer Retention of 100% in India as well as in Japan and intend to keep it that
way.

• We are pioneers in HR Lateral Recruitment in India for the Japanese Bilingual Engineers
support and proud of it.

Off Shore

1. Geographical transparency

2. Dedicated Center – ISO Certification equal

3. Excellent quality

4. Large pool of resources

5. Equipped to handle a variety of projects

Benefits:
One-stop Shop: With our huge international resources in nearly each technology, we can fulfill
all our client’s needs in no time.

Cost Effectiveness: We are a Principle Vendor/Supplier and we fill most of the needs from our
vast internal resources. We seldom use other agencies to fill client’s need. Our quotes square
measure inclusive of relocation, workmen compensation, medical insurance, accommodation,
payroll, and other expenses.

Quality: Our selections square measure straightforward – solely the simplest would do! and to
vindicate this we offer full one week performance guarantee on each of our consultant.

Personalized Services: On-site visit by dedicated Account Managers / Recruiters to understand

client’s need and culture.

Work Ethics: we have a tendency to believe sturdy work ethics and synchronic growth of
shoppers, partners, vendors and employees

Our Arrangement:

Working in house technical as well Head hunting IT/ITES recruiters.

Recognition and rewards for outstanding performers from Indian and Japanese IT clients. Tied
up with leading HR consulting company and associates in various cities of India [Bangalore /
Chennai / Pune / Delhi / Hyderabad & etc.] & Japan [Tokyo / Osaka / Yokohama] for the HR
staffing backend works.

• A discussion with PL’s to discuss actual skill requirements.

• Methodical approach from requirements gathering to closure.

• Proven Hit Ratio of 1:1/1:3 (maximum).

• Preferred vendor for many of various IT, IT Enabled Services, and Non Technical companies in
the Silicon Valley “Bangalore”.

• An updated database of about 30,000 resumes – out of that 2000 database on Japanese bilingual
verticals.

• Good man-years experience HR Channel Strategic Partners and Associates.

• In-House Employee mentoring and skill up-gradation.

• Quarterly Employee & PL feedback reviews.

Japanese bilingual

Why Japan - Source foam NASSCOM

Japanese IT services market at $108 billion is the second largest in the world with India's share
in the market being 1 to 1.5 billion. Off shoring is limited to 8-10 per cent of the total market
with China being the biggest off shoring partner, accounting for over 50 per cent of the total off
shoring. NASSCOM and PricewaterhouseCoopers have released a report on Japan titled
Opportunities for Indian IT Industry: Japan. The report presents key opportunities and outlines
potential strategies for Indian IT companies to tap the $108 billion Japanese market.

Speaking at the launch, Som Metal, president, NASSCOM, said, "The Indian IT-BPO companies
are fast diversifying into near territories and opening up new opportunities for growth. Currently,
90 per cent of the exports happen to United States and Europe with rest of the world contributing
just 10 per cent. These markets square measure finance in data technology (IT) providing
Brobdingnagian chance."

"Japan as a second largest country economy and extremely enthusiastic about technology
presently constitutes solely a pair of per cent of our exports. With shortage of technical skills in
Japan and pressing want for business transformation, Japan would be a large market. While
Indian firms are targeting this market, a new concerted approach needs to be taken by both
sides," added Mittal.
As per the report, a key element for Japan to retain its competitiveness in the global market
would need the proactive effort by Japanese government and industry to break the traditional
models and that they would got to reach out. They would need to embrace globalization, accept
the advantages of outsourcing and open up service businesses with countries like India.

Japanese business houses would have to view IT as strategic enabler, rather than a cost centre.
They would also have to re-look at their current hierarchical structure of IT service providers to
bring in best practices in domain, technology and service delivery, further adds the report.

Some of the key opportunities for Indian IT corporations in addition as potential methods to
faucet the Japanese market are been known within the report. According to the report, owning to
a robust industrial and market base for embedded merchandise in Japan, embedded systems and
engineering services gift fast win areas for Indian due to their high market demand, low language
dependence and high offshore ability. Alliance with the highest and second tier players may be a
smart entry strategy, as well as with the increased acceptance of foreign business practices,
official government policy to attract FDI, changes within the legal, tax and accounting
regulations complemented with the increasing muscle of the Indian IT companies, mergers and
acquisitions is a viable alternative indicating strong commitment to Japanese clients.

Embedded systems development and engineering and R&D services are the prospective quick
win service offerings for Indian vendors. Application development and maintenance area unit
consecutive massive opportunities. Increased disposition by Japanese corporations to adopt
repacked merchandise over custom development within the wake of worldwide competition.
This offers implementation opportunities for Indian corporations, says the report.

The report additionally points out that setting offshore development centre in China is another
strategy as China is presently a most well-liked location for outsourcing low-end development
work by Japanese shoppers due to its cultural and geographical proximity.
Services In:

Permanent / Lateral Hiring:

This Japanese Bilingual service can supply a pure "search and place" service to the consumer.
Backed by a team of Domain consultants Sakora is in a position to know and fulfill clients'
desires higher than the other Placement or unit of time consulting Agency. With this as its
Primary strength, Sakora also has:

• An end-to-end Solutions approach

• Vast experienced in handling large-scale requirements under pressing timeframes

• The ability to source skill sets from multiple locations in India and Japan.

Well defined processes & usage of technology to enhance and ensure service levels Contract to
Hire. This Japanese Bilingual services is the most popular of the Sakora suite of offering. Under
this providing, Sakora would depute, at clients site, its Human Resources, for a fee that has been
agreed with the client. This offering comes in 2 flavors:

• Person-month Based

• Person-hour Based

Language Training:

We have been providing economical and prime quality Japanese language coaching
victimization our distinctive skills and teaching ways although supply strategic business partner
in metropolis.

Language Translation

• Technical Specifications & RFP

• Business Proposals

• Employment Contracts and Legal

• Documentation
• Web Site

• Translation

• Localization

• Software Localization

• Voice Over

• Dubbing

• Desktop Publishing

Language Interpretation:

We provide Consecutive language interpretation services, Simultaneous interpretation services,

business interpretation services as well as Personal interpreters in English as well Japanese
languages. Interpretation is finished by Interpreters possessing high proficiency in linguistics of
the given language combination and having technical data within the field fixed by the consumer

Onsite Support:

Geographical transparency in Japan Dedicated Center – ISO Certification equal ,Excellent

quality in finish to finish achievement giant pool of Japanese Bilingual Resources Equipped to
handle a range of comes in Japan

Corporate training:

Now a day’s business has become intensely competitive and demanding. It is a metamorphosis
driven by technology wherever client is that the king and calls all the shots. Hence in such a
difficult state of affairs, individual and organizational performance is the key word. The
challenge now's to realize additional Business with a similar quantity of your time and resources.
The need to maximize time and efforts has given rise to the requirement learn and learning to be
told on the go. Sakora can create this powerful dynamic in your organization. As corporate align
their human resources to their business goals ;
1. We understand this and design our training as per the demands ad priorities

2. We can assist you clarify strategy, identify gaps in the current skills, attitudes and behaviors
of your employees

3. We provide the consulting and training that closes those gaps and Provide training solutions to
corporate clients and Institutes across all domains (verticals & across levels)

In house Content Development Team:

Majority of business is repeat business from existing clients Also provide HR solutions We are
dynamic & competent professionals with 25 years' of experience between them in
Entrepreneurship/ Training & Mentoring/ Human Resource Management/ promoting
Management and Education they're capable in rendering services in Life Skills coaching, Soft
Skills Training & Technical Training across a range of Domains Have proven experience in
Customizing coaching Resources and Managing Key client needs for escalating their happiness
levels. Are proficient in developing Training plans after methodical analysis of Business
requirements and HR Potential Are exemplary communicators with dexterity in Training,
Mentoring and Motivating Individuals and Team.

Human Resources Development

Sakora promotes Corporate Training through of- HR Development Dimensions in the following
areas: HR Training

• Developing Emotional Intelligence

• Developing Leadership and Managerial Competencies, Assessment of People Competencies

• Building Value Based Competencies for success

• Managing Emotions - Competency Approach to Emotional Intelligence

• Competency Modeling - Developing Competency Model for organizations, Jobs and Working
Groups

• Managing Results (Time and Stress Management)

• Goal Setting Process

• Performance management process

• Effective communication

• Behavior Based interviewing

• Multi point feedback system ( 360 degree catalyst for change)

• Behavior based safety

• Coaching pilot (training to prepare coaches for people development)

• Team leadership and team fitness

• 5 P model - living 7 habits of the highly effective people

Career Workshop:

Our Career Workshop program brings you over god years of career development expertise based
on the identification and development of natural ability. Whether you are interested in working
with us as an individual or an organization, we will tailor the workshops and one-on-one work to
your needs. The Career Workshop can increase self and team awareness, reaffirm career
decisions, motivate individuals and help create new thinking around career paths and goals.

Workshop Methodology:

Some of the Presentations, Quiz, Case Studies, Tests Exercises, Group Discussion, Individual
Feedback, and Individual Coaching plans and follow up sessions:

Modules of Career Workshop:

Know yourself-Manage Yourself Creating Mission and Vision Set Goals and Execute
Communicate Effectively Develop Competencies, People Excellence Achieve results and attain
Perfection Other Services Facilitating to build Mission, Vision and Business Ethics Re-
engineering Human Capital alignment with World Class best Practices Individual Coaching for
Emerging Leaders and Developing HR Processes Manual , Developing Business Integrity
systems and processes Competency Assessment for Senior Positions, Developing Organizational
Competency Model, Developing Competency Based Job Specifications.

Payroll Survey:
We conduct need based salary survey. Objective is to provide inputs regarding salary-industry
wise, designation wise and experience wise to our clients and there by contributing to effective
parity structure

HR Policy:

We firmly believes in process for which policies act as baseline. With the help of professional
team members, we provide complete information on how to write effective HR Policy keeping in
view mission, vision and goals of the organization

Backward Screening:

Though hiring a right candidate for an organization is challenging, tracking the information on
candidate's exact experience, education is even more challenging these days. We outsource
backward screening activity and there by adding value to effective hiring.
 CHAPTER – 6
FINDINGS, SUGGETIONS AND CONCLUSION

FINDINGS:

1. It is observed that there are more number of people know about Sakora Most of them
know about TV advertisement is more effective and company should improve the paper
advertisement and word of mouth and form different promotional strategies to reach
customers effectively.
2. Most of them are satisfied with the service of Sakora.
3. Many are satisfied with the parameters of Sakora with their different perception and
satisfaction level of consumers.
4. The more number of consumers are satisfied with quality of Sakora may be with the
parameters like content quality and some others.
5. Most of the people agree that the response of service excellence and CRM at Sakora is
very effectively managed by the company.
6. Many of the customers are interested to recommend product to others some of them are
unsure and some are disagreeing with the recommendation of product to others.
7. That more number of people looks for convenience than a brand. And company should
look for the strategies for this particular issue.
8. More number of people agrees that representatives acted professionally. But organization
should also look for customer effective strategies for the best interest of customer.
9. The study also revealed that customers wanted reduction in price of the service
SUGGESTIONS:

 The company should develop effective marketing strategies like Advertisement,

promotional activities, price discounts etc. To create awareness in untapped market.
 The company should retain old customers as much as possible with some good offers and
discounts because getting new customers in to the company is much more difficult than
retaining existing customers.
 The company should try to increase the quality of the service and take the responsibility
of replacing the service in case if any sub-standard quality.
 The company should focus on soft skills of representatives to provide information about
the services effectively.
 The Company should produce high quality products for customers.
 The Company should think and serve the service according to the preference of
customers.
 The Company should do survey, for understanding different category peoples.
 The company should give festival offer, discount to the customers.
CONCLUSION:

Since market has large number of competitors like Naukri.com, shine, Tata IT solution, IBM,
IFLAC, Fluence, etc., it is necessary for company to gain substantial market share, which calls
for marketing strategy, which includes advertising, distribution and thus gaining competitive
edge in the market field.

The company has maintaining present status, so I have to give some suggestions to company
those suggestions able to success. They are given to meaningful co-operation.

Company have a high competitors in the marketing so company should think about the cost and
quality difference. Then they have to serve high quality services for the perfect customer
satisfaction.