MANAGING NETWORK & ORGANIZATION

TEAM ASSIGNMENT - 9
SUBMITTED TO: - Prof. Shuchi Dikshit SUBMITTED BY: - Team 9
Saumya Pathak 20PGDM041
Subir Kumar Jaiswal 20PGDM047
Sumit Pandey 20PGDM048
Suprabhpran Goswami 20PGDM050
Vinayak Soni 20PGDM056
CONTENTS
INDUSTRY BACKGROUND..................................................................................................2
PRODUCT/SERVICE DESCRIPTION....................................................................................2
VALUE PROPOSITION...........................................................................................................2
MISSION-..............................................................................................................................2
VISION-.................................................................................................................................2
OBJECTIVES-.......................................................................................................................3
TECHNOLOGY AND OPERATIONS REQUIREMENT.......................................................3
Technology Requirement.......................................................................................................3
Operation Requirement..........................................................................................................3
ORGANIZATION STRUCTURE AND OTHER KEY ELEMENTS......................................4
DEPARTMENTALIZATION...................................................................................................4
CHAIN OF COMMAND-.........................................................................................................4
SPAN OF CONTROL................................................................................................................5
CENTRALIZATION-................................................................................................................5
FORMALIZATION...................................................................................................................5
KEY ROLES..............................................................................................................................5
JOB BRIEF OF DIRECTOR.....................................................................................................5
Responsibilities: -...................................................................................................................5
Requirements: -......................................................................................................................6
JOB BRIEF OF FINANCE MANAGER...................................................................................6
Responsibilities......................................................................................................................6
Requirements..........................................................................................................................6
JOB BRIEF OF MARKETING MANAGER............................................................................7
Responsibilities-.....................................................................................................................7
Requirements-........................................................................................................................7
JOB BRIEF OF HR MANAGER..............................................................................................7
Responsibilities:.....................................................................................................................8
Requirements..........................................................................................................................8
JOB DESCRIPTION OF CORPORATE ATTORNEY............................................................8
Responsibilities-.....................................................................................................................8
Requirements-........................................................................................................................8
REMUNERATION OF NEW HOPE STAFFS.........................................................................9
BUSINESS PROCESSES OF NEW HOPE..............................................................................9
 1. PROFILING:...................................................................................................................9
2. SEARCHING:.................................................................................................................9
3. IDENTIFYING VIABLE CANDIDATES:..................................................................10
4. TELEPHONIC SCREENING:......................................................................................10
5. INTERVIEW:...............................................................................................................10
6. AN OFFER:..................................................................................................................10
7. JOINING THE COMPANY:........................................................................................10
STAFFING PLAN OF NEW HOPE:......................................................................................10
MODES OF RECRUITMENT................................................................................................10
MANPOWER PLANNING.....................................................................................................11
ETHICAL POLICY OF NEW HOPE......................................................................................11
Bribery and Corruption........................................................................................................11
Treatment of Customers.......................................................................................................11
Competition..........................................................................................................................11
Taxation................................................................................................................................11
COMPLIANCE WITH LAW..................................................................................................11
INDUSTRY BACKGROUND
The administration area isn't just the prevailing area in India's GDP, yet has additionally drawn
considerable unfamiliar speculation. It has contributed altogether to trade and has made huge
scope work. India's administrations area includes a wide scope of activities, for example, trade,
inn and cafés, transportation, stockpiling and network, banking, protection, land, corporate
administrations, local area, social and individual administrations, and administrations associated
with development.

The administrations business is a huge motor of financial advancement in India. At present costs
in FY20*, the area contributed 55,39 percent to India's gross added esteem. The GVA of the
administrations business rose from 1.005 billion US dollars in financial 16 to 1.064.8 billion US
dollars in FY20 at a CAGR of 1.45%. As indicated by RBI, administration trades in August 2020
remained at 122,768,07 crores, while imports were of Rs 71,662,62 crore, (9.60 billion dollars),
individually.

PRODUCT/SERVICE DESCRIPTION
New Hope is the pioneer of coordinated enrollment administrations in India. We go about as
favored ability procurement accomplice to multinationals and driving Indian organizations to
arise as the main enrollment brand broadly. Our slogan is – “Building Careers. Building
Organizations”.

New Hope’s roots in management consulting enable us to bring a unique approach to recruitment
at the middle and senior management levels. We recruit across various industry segments for
multinational corporations and Indian business houses. Our network includes 1 head office in
Delhi from where we are operating currently. We work in domain specialist firm.

VALUE PROPOSITION
MISSION-
We are an expert, excited and creative group, committed to giving proficient HR Consulting
Services and advancing Recruitment Solutions that assist our clients with getting beneficial and
productive.

VISION-

"To be perceived as a significant, inventive and productive HR Consulting accomplice. Through

our One-Stop HR Shop we are you Professional HR Partner!”
OBJECTIVES-
 Analysis the need for the current market connection to Human Resource and satisfy the
need productively.
 Identify the correct ability at perfect chance to snatch the chance.
 Suitable Selection coordinate the character of the competitors with the work profile and
aptitudes required.

TECHNOLOGY AND OPERATIONS REQUIREMENT

Technology Requirement
 HR Tools migrate to cloud.
 Employee self-service tools.
 Blockchain integration.
 People analytics tools.
 Real-time performance management.
 Biometric time tracking.
Operation Requirement
 Production Planning
 Production Management
 Process improvement and audit
 Succession planning
 ORGANIZATION STRUCTURE AND OTHER KEY
ELEMENTS

Director

Finance HR Manager Marketing Corporate

Manager Manager Attorney

2 2 2 2
subordinates subordinates subordinates subordinates

DEPARTMENTALIZATION
Departmentalization is the way toward gathering occupations with the goal that basic errands
can without much of a stretch be facilitated.
New Hope has departmentalization. In which there is a staff had some expertise in their
general vicinity. We set up individuals in a gathering which have comparative specialities and
have regular abilities, information, and directions. Which helps in a joint effort with different
divisions and work will be more effective because every one of them are specialists of their
regions.

CHAIN OF COMMAND-
Hierarchy of leadership is the ceaseless line of power that stretches out from upper
authoritative levels to the most reduced levels and explains who reports to whom. It assists
representatives with responding to questions, for example, "who do I go to in the event that I
have an issue?" or "To whom am I liable?"
In new expectation we have Chain of order it implies, there is whole line of power that
reaches out from the highest point of the association to the most minimal level and explains
who reports to whom.
SPAN OF CONTROL
Span of control (or supervision or management) refers to the number of employees a
supervisor can effectively manage. Organizational levels exist since there is a limit to the
number of people one can supervise effectively. This limit varies upon situations.
In New Hope we have a narrow span of control, so managers can provide great supervision
directly to their subordinates.

CENTRALIZATION-
Centralization happens when dynamic authority is situated in the upper hierarchical levels.
Centralization expands consistency in the cycles and methods that workers use in performing
assignments. Along these lines, it advances working environment concordance among
laborers and decreases the expense of creation.
New Hope is a brought together association that implies dynamic is at a solitary point i.e.,
dynamic authority is streams from high level administration to the lower the executives of the
association.

FORMALIZATION-
Formalization alludes to how much positions inside the association are normalized and the
degree to which representative conduct is guided by rules and systems. On the off chance that
a work is profoundly formalized, at that point the individual doing that work has a base
measure of caution over what can anyone does, when it is to be done, and how the person in
question could do it.
Formalization is high in the association which prompts least caution in how to take care of
business as there are numerous guidelines and guideline's follow.

KEY ROLES
JOB BRIEF OF DIRECTOR
We are looking for an experienced Managing Director to control and oversee all
business operations, people, and ventures. You will be the highest-ranking manager in the
organization and will be responsible for the overall success of the business.

Responsibilities: -
 Developing and executing the organization's business techniques to accomplish the
objectives of the board and investors.
 Providing key guidance to the board and executive so they will have exact perspective
available and the organization's future.
 Preparing and executing extensive strategies to encourage accomplishment by
arranging savvy tasks and market advancement exercises.
 Ensure organization approaches and lawful rules are imparted right starting from the
top in the organization and that they are followed consistently.
 Communicate and keep up trust associations with investors, colleagues and
specialists.
 Delegate duties and manage crafted by heads giving direction and inspiration to drive
the greatest execution.
Requirements: -
 Proven experience as Managing Director or other administrative position.
 Demonstrable involvement with creating key and marketable strategies.
 Thorough information on market changes and powers that impact the organization.
 Strong comprehension of corporate account and proportions of execution.
 Familiarity with corporate law and the executive’s best practices.
 Excellent hierarchical and authority abilities.
 Excellent correspondence, relational and introduction aptitudes.
 Outstanding scientific and critical thinking capacities.
 BSc/BA in a business organization or pertinent field; MSc/MA will be liked.

JOB BRIEF OF FINANCE MANAGER

We are looking for a reliable Financial Manager that will analyze every day financial
activities and subsequently provide advice and guidance to upper management on future
financial plans. The goal is to enable the company’s leaders to make sound business decisions
and meet the company’s objectives.

Responsibilities

 Provide monetary reports and decipher monetary data to administrative staff while
suggesting further game-plans.

 Advise on venture exercises and give systems that the organization should take.

 Maintain the monetary strength of the association.

 Analyze costs, evaluating, variable commitments, deals results, and the organization's
real exhibition contrasted with the strategies.

 Develop patterns and projections for the company's accounts.

 Conduct audits and assessments for cost-decrease openings.

 Correspond with different divisions, talking about organization designs and conceding
to future ways to be taken.

Requirements

 Proven experience as a Financial Manager.

  Experience in the monetary area with past potential jobs, for example, monetary
investigator.

 Extensive comprehension of monetary patterns both inside the organization and

general market designs.

 Proficient client of money programming.

 Strong relational, correspondence and introduction abilities.

 Able to oversee, guide and lead workers to guarantee fitting monetary cycles are
being utilized.

 A strong comprehension of monetary measurements and bookkeeping standards.

 Working information on all legal enactment and guidelines.

 BS/MA degree in Finance, Accounting or Economics.

 Professional capability, for example, CFA/CPA or comparable will be considered an

or more.

JOB BRIEF OF MARKETING MANAGER

On the off chance that you live and inhale showcasing, we need to talk. We're searching for
an adaptable and flexible advertiser who will be liable for the development of our inbound
deal’s channels.

Showcasing chief obligations incorporate following and dissecting the exhibition of

promoting efforts, dealing with the advertising financial plan and guaranteeing that all
promoting material is in accordance with our image personality. To be fruitful in this job, you
ought to have involved involvement in web examination apparatuses and have the option to
transform inventive thoughts into viable publicizing projects.

Responsibilities-

 Develop systems and strategies to spread the news about our organization and drive
qualified traffic to our front entryway.

 Deploy effective showcasing efforts and own their usage from ideation to execution.
  Experiment with an assortment of natural and paid obtaining channels like substance
creation, content curation, pay per click crusades, occasion the board, exposure, web-
based media, lead age crusades, copywriting, execution examination.

 Produce important and drawing in substance for our site and blog that pulls in and
changes over our objective gatherings.

 Build key connections and join forces with key industry players, organizations and
sellers.

 Prepare and screen the advertising spending plan on a quarterly and yearly premise
and distribute reserves astutely.

 Analyze purchaser conduct and change email and publicizing efforts as needs be.

Requirements-
 Demonstrable experience in marketing together with the potential and attitude
required to learn.
 Proven experience in identifying target audiences and in creatively devising and
leading across channels marketing campaigns that engage, educate and motivate.
 Solid knowledge of website analytics tools (e.g., Google Analytics, Net Insight,
Omniture, Web Trends).
 Experience in setting up and optimizing Google AdWords campaigns.
 Numerically literate, comfortable working with numbers, making sense of metrics and
processing figures with spreadsheets.
 BSc/MSc degree in Marketing or related field.

JOB BRIEF OF HR MANAGER

We are looking for an HR Manager to oversee all aspects of human resources practices and
processes. The job of HR Manager is important to business success. People are our most
important asset and you’ll be the one to ensure we have a happy and productive workplace
where everyone works to realize our established mission and objectives.

Responsibilities:

 Develop and execute HR methodologies and activities lined up with the general
business system.

 Bridge the board and representative relations by tending to requests, complaints or

different issues.

 Manage the enrollment and choice cycle.

  Support current and future business needs through the turn of events, commitment,
inspiration and protection of human resources.

 Develop and screen generally HR techniques, frameworks, strategies and methods

across the association.

 Ensure lawful consistence all through human asset the board.

Requirements

 Proven working experience as HR Manager or another HR Executive.

 Demonstrable involvement in Human Resources measurements.

 Knowledge of HR frameworks and information bases.

 Ability to modeler system alongside administration aptitudes.

 Excellent undivided attention, exchange and introduction aptitudes.

 In-profundity information on work law and HR best practices.

 Degree in Human Resources or related field.

JOB DESCRIPTION OF CORPORATE ATTORNEY

We are looking for a specialized Corporate Attorney to serve as an in-house counsel and
handle all complex legal matters and projects. You will ensure the legality of commercial
transactions and advise our company on legal rights and duties.

Responsibilities-
 Consult and handle all corporate legal processes (e.g., intellectual property, mergers
& acquisitions, financial/securities offerings, compliance issues, transactions,
agreements, lawsuits, patents).
 Develop company policy and position on legal issues.
 Research anticipates and guard company against legal risks.
 Guide managers and ensure compliance with rules and regulations.
 Structure, draft and review reports and other legal documents.
Requirements-
 Proven comparable law firm experience.
 Proven background on corporate law (contract law, tax law, accounting, securities
law, bankruptcy, intellectual property rights, licensing, zoning laws).
 Excellent negotiation and communications skills.
 Administrative and managerial skills.
 Analytical ability and strong attention to detail.
 Computer skills.
 Current license to practice law.
 BS degree in Law

REMUNERATION OF NEW HOPE STAFFS

 Director – 24 lakhs p.a
 Finance Manager – 3.6 lakhs p.a
Subordinates – 2.4 lakhs p.a (For two subordinates 10,000 p.m.
for each subordinate)
 H.R Manager – 6 lakhs p.a
Subordinates - 2.4 lakhs p.a (For two subordinates 10,000 p.m.
for each subordinate)
 Marketing Manager – 5 lakhs p.a
Subordinates - 2.4 lakhs p.a (For two subordinates 10,000 p.m. for each subordinate)
 Corporate Attorney – 1 lakhs p.a (outsourced)

BUSINESS PROCESSES OF NEW HOPE

 1. PROFILING: Specialists will gather information on the thing they are doing, for
instance, what commitments and commitments will beneficial contenders have? What
ability or capability is needed for this work and where it finds a way into the more
extensive business structure? Normally, a particular arrangement of occupation
obligations is given to advisors.
2. SEARCHING: There are different approaches to locate the most ideal fit for the
work, for instance, our own information base that can build openings at different retail
locations on the web. For instance, markets, Food Man Jobs and CV Library can be
seen in numerous organizations. work searcher. What's more, surveillance on
LinkedIn is additionally mainstream with enlisted specialists. Experienced scouts may
even place candidates at the highest point of the need list from past courses of action
and accomplish the market well.
3. IDENTIFYING VIABLE CANDIDATES:
Finding candidates is only a major piece of it. What makes consultancy specialists so
unmistakable in our business is our capacity to discover exceptionally qualified ability
that we may recruit. Regardless, anybody can discover candidates, and the size of our
hotspot rivals can be first rate, and we are doing substantially more than you may
anticipate.
4. TELEPHONIC SCREENING: The primary screening period of the cycle starts
when the correct up-and-comer is perceived, particularly if the position is of interest.
Specialists will have a rundown of roughly 5-10 candidates who will expand on these
positions. This is to check whether the competitors and capacity can facilitate the
work, and whether their mentality can likewise arrange with the association's
qualities.
5. INTERVIEW: This is a very important day, and candidates will currently get in
touch with potential bosses. In some cases, this can be a simple process, or it can be
completed within weeks of the first and second phases. The organization will also run
personal verification, reference checks, and possibly verification checks as part of the
process.
6. AN OFFER: When the up-and-comer is considered proper and the dynamic
association has been cleared and the position has been given, the offer cycle will start
as of now. Essentially, this is the place where association utilize their trading
capacities to go to and for with customer to decide decided pay, prizes, remittances,
and whatever other points of interest that can be smothered. Experienced
determination agents will utilize outer market benchmarks to guarantee ideal
arrangement is met. Once in a while this can happen from the get-go simultaneously,
ordinarily after the gathering, to guarantee that the customer can consider what every
candidate can bring to the association and make the fitting bundle.
7. JOINING THE COMPANY: The offer is currently closed, and candidate have set a
start date. Even so, the activities of registered consultant are not over yet. A thorough
entry process is probably the most important part of all recruitment stages. We are not
looking for some paperwork and looking for the best way.

STAFFING PLAN OF NEW HOPE

Staffing procedure starts after knowing the exact no of recruitments required for the specific
purpose. It consists of several steps start with recruitment followed by selection, placement,
training and development, remuneration.
MODES OF RECRUITMENT
1. Press Advertisements
2. Campus Interviews
3. Walk in Interviews.
4. Online Job Boards

MANPOWER PLANNING
Manpower arranging is a bunch of methodologies and the cycle of labor that plans itself. A
viable HR plan will give different components intended to dispose of ability holes, which
may exist between the association's stock of work and its interest for the equivalent. It is an
exceptionally unique cycle essentially, and it requires standard changes, as the conditions in
the work market continue to change.
 At new expectation we are having labor with have the correct aptitudes in the correct
number for the different positions in the association.
 We Motivate our association's representatives to be gainful and to perform at their
maximal potential.
 We Create associations among the different asset arranging exercises of the
association and the association's business targets.

ETHICAL POLICY OF NEW HOPE

Bribery and Corruption
Any installments or endowments made by or for New Hope and which are proposed to
prompt somebody for acting inappropriately and installments, blessings or actuations to
public authorities for affecting them in the exhibition of their obligation, are matters which
will be examined and may bring about disciplinary activity, including synopsis excusal,
against representatives concerned.
Representatives shouldn't acknowledge endowments, cash or diversion from outsider
organizations or people where these might sensibly be viewed as prone to impact business
exchanges.

Treatment of Customers
Common trust and conviction among G4S and our clients is fundamental. All specialists
should endeavor to reliably pass on association monstrosity and propelling power for cash,
fulfilling clients' needs and foreseeing their propelling necessities.

Competition
Association takes trust in reasonable and sound test. Dispute ought to be established on
inconceivable help and worth. Workers should not talk about any data of the relationship with
the competitors.

Taxation
Organization corporate in India so to speak. Fitting methodologies and process must be
sought after for helpful appraisal filling.
COMPLIANCE WITH LAW
Consistence with the law New Hope assents totally with all relevant national and worldwide
laws and rules. It is the obligation of all chiefs to ensure, by taking legitimate or other ace
urging where appropriate, that they think about each close by law and rules which may
impact the area of the business wherein they are secured.
 Accounting models and records - All bookkeeping documentation should obviously
perceive the genuine considered business exchanges, resources and liabilities in
resemblance with vital definitive, bookkeeping and bona fide necessities. No record
or segment might be phony, isolated or covered. Outside proclaiming New Hope
affiliations might be needed to have explanations or offer reports to definitive bodies,
government work environments or other government divisions. Care ought to be taken
to guarantee that such verbalizations or reports are right, and unequivocal. Senior
association should be made mindful of any fragile disclosure before it is made.
 Courses of action and procedure New Hope sees that there are risks related with
completing any business advancement. The board is liable for guaranteeing that
approaches and structures are set up to direct dangers and for consenting to those
strategies and procedures. Specialists ought to guarantee that they consider the
dangers related with their exercises and that they agree to methodology and structures
set up to game plan with those risks.
 Our obligations to our agents - New Hope is revolved around smoothing out
individual and business execution through utilizing the best individuals at all levels
and causing a space wherein they to need to and can contribute absolutely to the
Group's prospering. To accomplish a workplace where fortitude and assurance to the
objectives and assessments of New Hope are kept up, we as a whole in all have a
pledge to guarantee that individual representatives are overseen properly and with
decency and regard.
 Harassing - We imagine that all accomplices should be treated with respectability
and regard. Tormenting of any sort won't go on without real outcomes. Affectation
can be depicted as awful immediate, which is surprising, disturbing, embarrassing,
mortifying or disagreeable. Induction (racial, sexual or of some other sort) of any
representative is unacceptable. Should an agent recognize, according to some basic
reliability, that the individual being alluded to has been irritated the issue ought to be
raised with the huge Human Resources Manager who will arrange it to be investigated
honestly and immediately.
 Equal possibility – New Hope values all of its delegates for their duty to the
business. Open entryways for movement will be proportional and won't be affected by
considerations other than their introduction, limit and tendency. Delegates will
similarly be allowed to develop their inactive limit and, if appropriate, to develop
their callings further with the association.