Human Resource

Management Framework
of RefCoords Surveying
and Mapping

Presented by:
Sanket Bajad-111701005
Yashodeep Kandalkar- 111701026
Shreyas Sonar- 111701052

This Photo by Unknown author is licensed under CC BY-SA.

Introduction
 REFCOORDS SURVEYING AND MAPPING (RS&M) is a company currently in the execution phase.
The services we offer are as follows:

 Topographic  Hydrographic Surveys

Surveys                                       Land Title Surveys
                     Construction Staking  
 Design Surveys   Mobile LiDAR Survey
 Route Surveys   Photogrammetry 
 Right-of-Way Mapping   GIS 
 GPS Surveys   Data Processing of Mobile LiDAR,
 HDS Laser Scanning  Satellite Images & GIS
 Land Development Services
Core Values
 Pillars of RefCoords Surveying and Mapping are our four core values.
They are our guiding principles on how we conduct business and our daily interactions.
1. Integrity and Ethics
These standards are our fundamental beliefs that we hold for ourselves in our interactions with clients,
employees and the public. For us, only way is doing our work the right way.
2. Excellence in service
Client satisfaction is always our topmost priority. We believe in providing extraordinary services,
innovative solutions and quick response to clients’ needs. 
3.People
Success of a firm is totally based on the hard work and directed efforts of team members. At RS&M, we
celebrate accomplishments of our team members and value our efforts. We believe in work life balance
and support a work environment that nurtures our employees continued education, growth, and
development.
4. Safety
We are committed, individually and collectively, to the safety and well-being of our employees, our
clients and the communities at large
Vision and Mission
We are firm believers of the quote by Mr Nikesh Arora, Soft Bank,” Stay focused on
effectively solving customer’s problems. The money will come.”
Company Tagline:
REFCOORDS SURVEYING AND MAPPING (RS&M) --- Coordinating with Coordination.
Our aim is to map the earth’s land resources and to find the desired coordinates by
coordinating with each and every stakeholder in the project undertaken as this
collective effort will lead to targeted solutions to the problems of our client.
Vision:
To be the most reliable surveying firm delivering superior values to our clients and
society.
Mission:
To deliver end-to-end and smart solutions by providing professional surveying and
mapping services to our clients.
Projected Growth Timeline
 Building a strong and dedicated team with common aspirations and long-term
future goals, is what we will be looking for in the initial phase of our company.

To achieve these goals we would be considering following parameters:

Risk taking appetite.

Startup Phase Failure absorption and the ability to bounce back.

Recruitment Beliefs regarding money.

Policy How does he/she dream his/her life to look like after 10-20 years?

His/hers basic urge to pursue a career in surveying whether it is more need

based or passion driven.(both will be welcomed if the mindset is correct).

Candidates views about the future scope and advancements in civil engineering
in general and surveying in particular.
Employee Benefits and Payroll
Core team members:
 Basic salary initially with more than 60% variable pay.
 Intermediate pay policy.
 They would be given greater amount in form of ESOPs.
 Travelling and stay allowance if on professional tours.
 Unfortunately ! They would be the last ones to enjoy other benefits which the employees would enjoy
first.
Employees:
 Basic pay with 40% variable performance based payment
 Intermediate pay policy
 ESOPs
 Medical insurance
 Paid time off
 Goal based flexi working hours
 Commuter benefits
Intermediate Pay Policy

 In India, we follow a common procedure of paying employees in 1st week of

month.
 Under this policy, our employees and core team members can enjoy either of
the following benefits:
 He/she can ask for 60%(employee) and 80%(core team members) of their
salaries respectively after 15th of following month.
 He/she can ask for 75% of payment for the number of days he/she has worked
during the month.
 He/she can ask for 3 months of advance salary by signing a bond of conditions
with the company.
 For a startup to grow it is very important to
hire best people at a comparatively lesser risk
to your pocket.
• Internships will help us get the required manpower to
work for a short period of time as generally many
Refcoords surveying activities take lesser than a month to be
completely executed.

Internship
• Internship in startups is a win-win situation for students
and the company too as the students get to learn the
actual industry practices and their voice is heard and

Program suggestions are implemented.

• Companies get fresh insights about the recent trends and
syllabus in various universities and hence decide upon the
best universities according to their requirements.
• The internship program would be for a period of 2 months
and the candidates get a chance to receive a Pre
Placement Offer (PPO) provided the performance is
satisfactory.
Private Limited Phase
 As this would be our expansion phase we would want to grow the company in
different domains and geographies and at the same time induct new people in
the team with shared mission and value system.
 This phase would be crucial for us especially from the recruitment point of
view as we would a registered private company and hence would be bound by
various rules and regulations.
 It would be inevitable for us to have a fully functional HR team in place
 We plan to hire 40% experienced professionals who can collaborate and
generate business in their areas of expertise.
 At the same time 60% promising fresh graduates to execute these expansion
activities under their guidance.
 Bulk hiring is not the method that we support and hence would be more
inclined towards gauging the dedication of the candidates and their long-term
commitment towards the company.
HR Channels
Board Members and Advisors:
 Retired/Senior professionals from government/private entities like ISRO, map my India,
Survey of India etc
 Retired/Senior professors from government/private entities like IIT’s , IIM’s NIT’s, IISc,
COEP and similar prestigious educational institutes.
 Senior independent consultants in the field of surveying.
Experienced Professionals:
 Lateral hiring from our competitors.
 Relevant work experience in a fairly reputed firm.
Fresh candidates:
 25% of the candidates would be hired from prestigious colleges with a minimum degree
level graduation
 75% candidates would be hired from regional colleges with a minimum degree level
graduation
Public Limited Phase
 As the company goes public it is always difficult to strike a balance between
stakeholder satisfaction and expansion policies.
 The major aim during this process would be to hire more experienced people
and freshers with skill sets in disruptive technologies.
 As performing better than the competitors with constant lookout for growth
can be achieved through disruptive technologies it would be crucial.
 As the number of employees increase the senior management would be
trained to instill the core values of the company and its short term and long
term goals.
 Annual General Meetings along award functions would be conducted in
presence of employee family members to enhance bonding, aspirations and
company culture. 
 A product can be developed in a month but to develop
company culture which is inclusive for everyone and
ultimately leads to growth of employees who will indirectly
drive the growth of RefCoords takes many years.
 Building blocks for the company culture are as follows:
 Fostering Innovation:
Innovation can only be fostered in a free but competitive
atmosphere. We would take steps to providing funding for path
breaking technologies within and outside the organization.
 Efficient and Productive workforce: Company
To build these competencies constant encouragement ,
admiration and bonuses would be provided to people who are Culture
carrying out their duties in an unconventional manner.
 Respect for every Stakeholder: Development
Everyone at Refcoords would be a stakeholder be it investors,
board members, founders, employees. This gives everyone a
sense of ownership and pride to call Refcoords as their own
company.
The higher management would always be on field with each and
every stakeholder to constantly understand their concerns and
provide solutions. This would reduce the communication gap and
hierarchal inequality and accessibility.
Employee Evaluation Parameters
9-box grid is an easy way to assess the current and future value of employees and is a helpful tool for succession management (i.e. you
want to promote your high potentials)
Evaluation Parameters

Quality of Work Goals and Target Achievement

Level of Productivity Initiative and Motivation

FEEDBACK PROCESS
We would follow a unique feedback process whose core aim would be to reduce the gap between what the employee feels he has
contributed, what his managers and clients feels about his contribution and he would be given a dashboard with his impact score
on it and his own set target for himself and how far he is from achieving his/her own target.
1
Our main aim is to make employees strive to achieve their own goals and in this due progress according human
psychology we always tend to set higher goals than what we have achieved previously which propels company
growth year on year.
There will be meeting every quarter on Saturday wherein each employee would present his outcomes and strive to
prove his work in from of the management as to what percentage of his own target he feels he has met and the
management will express if his estimates have ground reality.
For example XYZ employee feels he has completed 85% of his targets and the management feels 70% both of
The higher management can be contacted by the employee if he feels that the manager
them can put their viewpoints and if the candidate is true he gets 85% of his variable salary or else they can
has not rightly identified his progress and hence fight for what he deserves.
negotiate and reach a middle ground.
Company Culture Focused Approach
Motivation Development Parameters
Training and Development

We are strong believers of intellectual power,

research and excellence and would strive to
implement efficient T&D process from across
sectors. This would include strict implementation
monitoring and collaboration with top academicians.

The current research which caught our

attention is one from IIT Delhi which has
a deep rooted approach in line with the
ground realities.

The training would be given On the Job

in the initial phases as the company
would be small and employees would
propel our growth everyday.
Parameters for Skilled workforce
Parameters for unskilled work force
Comprehensive Skill Development
Program Parameters
THANK YOU