Insurance

CHAPTER 1 INTRODUCTION 1.1 Background of the Topic Career Planning is a continuous process of evaluating current skills, competencies and individual aspirations, mapping these with business growth opportunities and making corrections and improvements to better prepare for future steps in the career. Organizations perspective of Career Planning: * Resource planning & projections * Identifying roles & skill gaps * Providing Developmental opportunities * Feedback mechanism * Linkage with other HR processes * Recruitment process (better planned & focused) * Training – Planned approach for skill enhancement * Performance Appraisal * Promotion policy (Vertical as well as Lateral) * Compensation & Benefit Management (More skill & role based) * Succession Plan & Potential Appraisal – Identify potential role holders & work on skill gap analysis Individual Perspective of Career Planning: * Visibility of Growth Options * Awareness on Individual career objectives * Job Description of various existing & New created Roles * Career choice alignment with individual aspiration & organizational objectives * Identify contributing factors towards individual career objectives fulfillment * Competency framework for each role to drive individual growth CAREER PLANNING: Career Planning: A Four Step Process The career planning process is comprised of four steps. One might seek the services of a career development professional to help facilitate his or her journey through this process. Whether or not you choose to work with a professional, or work through the process on your own is less important than the amount of thought and energy you put into choosing a career. Pre- planning in our life plays very important role in every aspect of life, to work in a proper flow, and pre-planning for career, which we want to pursue in our future ahead after acquiring certain level of degree is also very necessary in today's competitive world. Career Planning is one of the broader aspects of learning in our existence. We all have some intentions and we all think to have stability in our future lives, and for that purpose, CAREER PLANNING serves as a key to success. Career Planning makes a person to think suitably about their positive and negative aspects. All about their interest, about their creativity becomes possible through proper analyzing ourselves. IMPORTANCE OF CAREER PLANNING * To facilitate goals achievement * To facilitate assessment * To reduce risks and loss * To make good decisions * To carry out job division * To determine opportunities and threats 1.2 COMPANY PROFILE ABOUT GEOMETRIC Geometric is a specialist in the domain of engineering solutions, services and technologies. Its portfolio of Global Engineering services and Digital Technology solutions for Product Lifecycle Management (PLM) enables companies to formulate, implement, and execute global engineering and manufacturing strategies aimed at achieving greater efficiencies in the product realization lifecycle. Headquartered in Mumbai, India, Geometric was incorporated in 1994 and is listed on the Bombay and National Stock Exchanges. The company recorded consolidated revenues of Rupees 5.12 billion (US Dollars 108.1 million) for the year ended March 2010. It employs close to 3000 people across 11 global delivery locations in the US, France, Romania, India, and China. Geometric is assessed at SEI CMMI Level 5 for its software services and ISO 9001:2000 certified for engineering operations. Products & Services Geometric offers global engineering services and digital technology solutions for Product Lifecycle Management (PLM). The various services that Geometric has to offer are; 1. Engineering Solutions: Geometric has over six decades of experience in engineering services, Geometric has worked successfully with multiple global companies to reduce product development costs, shorten lead times, and improve resource utilization by providing engineering services across the entire product realization value chain. Their Engineering services & solutions portfolio includes providing end-to-end engineering solutions in areas of product engineering, manufacturing engineering, and industrial & production engineering spans multiple domains of automotive, off-highway, aerospace, industrial products, marine & ship building, and consumer packaged goods. 2. PLM Solutions: Geometric helps its customers to evolve their strategy for evaluation and adoption of PLM across business processes. their PLM offerings include: * Business Process Consulting: PLM strategy and roadmap, gap analysis, PLM technology & product selection, and PLM opportunity assessment * Implementation: Requirement gathering, solution design and implementation, deployment, documentation and training * Migration: Application migration, data migration, upgrade solutions * Application Management Services: Production support, helpdesk (L1/ L2/ L3 support), maintenance * Integration/ Interoperability: CAD integrations, PDM integrations, enterprise application integrations * Digital Engineering: Knowledge Based Engineering (KBE), Digital Mock-up (DMU), NC tool path generation 3. Software Product Development: Geometric works with independent software vendors (ISVs) and industrial companies to develop software content in their packaged products. Their portfolio of software services includes: * Product Engineering: Services include green-field product development, accelerated development for customer or industry specific solutions and feature enhancements.  * Re- plat forming: Services include migration across underlying technologies, porting across platforms, and re-engineering to new age architectures and platforms.   * Interoperability: Help customer products integrate with other complementing products and thereby increase applicability in the IT landscape of end-user ecosystem.  * Quality Engineering: Services include Test Design and Execution for functional and specialized testing, Test Automation and QA Consulting.  * Maintenance and Support: Services include Software Maintenance, L2 and L3 Support, Internalization and Localization to help increase market access.   4. Documentation and Training: Help customers deliver high quality software and training documentation in synch with the software release cycle with reduced effort and time to release. 5. Desktop Products and Technologies: The Desktop Products and Technologies business unit provides out-of-the-box (OOTB) software products and technologies as point solutions. Geometric’s process productivity solutions include, feature recognition based manufacturing automation, thickness analysis tools, nesting for material optimization, multiCAD viewing and collaboration tools and design for manufacturability (DFM) tools. 6. Manufacturing IT Solutions: Geometric specializes in providing Manufacturing IT solutions and services to customers across the globe. These innovative solutions help the customers in achieving their business goals thorough excellence in global Manufacturing Operational Management and Digital Manufacturing. With extensive cross domain knowledge of business processes, Geometric is able to bind together heterogeneous PLM, MES and ERP systems, to deliver value beyond the isolated systems.  Focus Industries Aerospace & Defense AutomotiveConsumer Products & GoodsFashion Food & Beverage Heavy Engineering | High-Tech Machine Tools Medical ImagingMetrology PLM Software Vendors Oil & Gas | Highlights * Over 15,000 person years of accumulated expertise in developing software solutions in extended PLM space, with strategic partnerships with all leading global PLM vendors * Over 60 years of proven experience in the field of Engineering services * Over 10 years of strong R&D focus leading to innovative patented technologies that Improve engineering and manufacturing productivity * Proven Interoperability for information and process integration across the product Lifecycle * Customers include 6 of the Top 10 Fortune Global companies in the Automotive sector * One of its kind PLM Institute with over 1400 technology consultants trained in the Past 3 years The Geometric Way: A Behavior Primer for each Geometrician * Take and own decisions * Use common sense * Take initiative * Have confidence in yourself * Ask questions * Raise hell on dependencies * Don’t commit what you can’t deliver * Plan your project * Think holistically * Respect each other’s time Key Milestones 1984 Founded as part of the electronics business of Godrej & Boyce with operations in India 1987 Launched drafting software in the Indian market on UNIX platform, as well as solid modeling, CAM and FEA software 1994 Incorporated as an independent company, Geometric Software Services Co. Ltd., headquartered in Mumbai 1995 Setup Pune operations, their largest development center today 1996 Launched Automatic Feature Recognition and Multi-surface Machining Library 1997 Formed Geometric Software Solutions, Inc., a US subsidiary, based in Merrimack, NH 1998 Established Europe sales operations in Stuttgart, Germany 2000 Listed on the Indian Stock exchanges (BSE: 532312, NSE: GEOMETRIC) 2002 Set up 3D PLM Software Solutions Ltd., a joint venture company with 30% equity Participation from Dassault Systèmes 2003 Established Engineering services center in Bengalaru 2004 Received ISO 9001: 2000 Assessed at SEI CMMI Level 5 2005 Acquired TekSoft, Inc. (now renamed Geometric Technologies, Inc.), a CAD/CAM products company with its flagship product, CAMWorks® that was developed by Geometric in 1996 2006 Acquired Modern Engineering, Inc. (now renamed Geometric Americas, Inc.), a 60 year old Detroit-based engineering services company 2007 Rebranded all companies, products and technologies under a unified umbrella brand, 'Geometric' 2008 Setup the Chennai Development Center; launched two new products, DFMPro and 3DPaintBrush 2008 Received the Frost & Sullivan Engineering Design Services Emerging Company of the Year 2008 award 2009 Established the eleventh delivery center in Hyderabad Partnerships Geometric Ltd.(GL) has tied up with 3D PLM Software Solutions Ltd. Pune, India which is a Joint Venture with Dassault Systèmes (DS), where Geometric Ltd. holds 70% of the equity. Dassault Systèmes (DS) is a Gold Partner with GL. It also has partnerships with: Microsoft is the certified partner of GL PTC is the Gold Tier Partner as well as the Enterprise Consulting Partner GL is involved in a Strategic Partnership with Oracle Siemens PLM Software is the Foundation Partner of GL For GL Vision, Mission & Values Vision To be the world's most innovative provider of product realization solutions. Mission Geometric’s mission is to help their customers achieve their business goals through excellence in global product realization. They enable this through solutions based on innovative technologies, efficient processes and world-class competencies in our people. Values Geometric’s values are: * Unyielding Integrity: Unyielding integrity has been Geometric's core ideology since its inception in 1984, and has been at the heart of each of our business relationships with our customers and partners. It translates into a simple mandate to conduct all activities with honesty and transparency. Integrity is the fundamental value that we look for in every individual, because it cannot be derived from education, qualification, or culture. * Passion for Excellence: Passion for excellence is a force that has catapulted Geometric into an enviable league, with its own patented technologies and world class solutions. Devising innovative ways that make our solutions technologically more advanced, more effective and dependable for our customers is what this value is about. It comes from paying attention to every minute detail and a promise to excel in not just our work, but in everything we do. * Customer Focus: Customers are at the center of Geometric’s organization model, emphasizing the value that each part of the organization derives from and delivers to our customers. Driven by our corporate philosophy ‘People building partnerships’, we have, over the years, successfully built enduring relationships, which have given direction to our competency growth and business models. * Global Mindset: Geometric has always operated in markets around the world, and our inorganic growth has introduced significant diversity in our workforce. Indeed, the fabric of our organization today is truly global, and this is a value we will increasingly emphasize, as we grow in the global markets. At Geometric, ‘global’ stands for the assimilation of differences to create ‘one’ organization, that understands the unique needs of users across the world and also positively leverages them to meet our global vision. * Valuing the Individual: Geometric fosters an environment of trust and transparency, where people can freely express themselves through their talent and ideas, thus ensuring a constant sense of self-actualization. With ‘empowerment’, a key ingredient that drives motivation; and ‘mutual respect’ that promotes learning and sharing, employees are able to create innovative solutions, which deliver on customer expectation, as well as drive the goals and aspirations of the organization and the individual. Organization Model Corporate Functions Human Resource Organization Structure - India Corporate Human Resource Management Team HR Business Partners Corporate Social Responsibility Geometric is pledged to a mission to provide better access to education and career improvement opportunities to underprivileged children and youth. Geometricians have lovingly called this mission UDAAN. The word Udaan means "flight" in Hindi, while the acronym UDAAN stands for Understanding, Dedicated, Affectionate Action for Nobility. UDAAN is based on the principle of volunteer support. This has yielded a unique and robust association with organizations working in the area of education and life support, particularly for the younger section of the society. Geometric continues to seek new opportunities to expand their mission by means of all volunteer contributions by Geometricians. UDAAN activities have evolved significantly over the past few years and it has developed deep, sustained engagements with a few social organizations, as listed below: Dnyana Devi, Pune Sponsorship and volunteer support for education centers for slum children St Crispin’s Home, Pune Sponsorship and volunteer support for education of the destitute and orphan girls and women. Ramakrishna Math, Pune Sponsorship for education support centers (including computer literacy) and volunteer support for career guidance and recreational activities. SOFOSH, Pune Sponsorship for a rehabilitation and physiotherapy center for orphan children 1.3 Statement of Problem The company wanted to take their existing career path model to the next level because there has been a change in the business model and the business structure for which they needed a revamped model. 1.4 OBJECTIVE OF THE PROJECT WORK “The objective of this project was to prepare the Job Descriptions followed by Goal Setting for the various positions in the organization, which would make the tasks easier for the employees as well as their managers to complete the work”. The organization is coming up with a new Business unit for which they needed to reframe the Job Descriptions and also set news goals for the employees. This was done as a part to upgrade the existing career path model because a lot of changes had taken place in the organisation. They also had new positions which were not present earlier and for which there were no JD’s. The new JD’s along with the reframed previous ones were to be prepared and the goals for those positions were to be set. This would help the employees to know their duties and also what they were expected to attain through the set goals. It would also help the company to find out the High Potential employees and measure the performance of theirs. CHAPTER 2 RESEARCH METHODOLOGY INTRODUCTION Research Methodology is a way of systematically solving the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. It is necessary for the researcher to know not only the research methods but also the methodology. Researchers not only need to know how to develop certain indices but also needs to know which method is relevant and which is not. They also need to understand the assumptions underlying various techniques and they need to know the criteria by which they can decide that certain techniques and procedures will be applicable to certain problems and others will not. All this means that it is necessary for the researcher to design his methodology for his problem as the same may differ from problem to problem. It can be stated that research methodology has many dimensions and research methods do constitute a part of the research methodology. The scope of research methodology is wider than research methods. Thus, when we talk of research methodology we not only talk about research methods but also consider the logic behind the methods we use in the context of our research study and explain why we are using a particular method or technique, anyway we are not using others so that research results are capable of being evaluated either by the researcher himself or by others. 2.1 Research Design Whenever there is need for any improvement in the system, the importance of research is realized. Research is conducted along with various tools and scientific techniques. A detailed analysis of these techniques and the results obtained post the research help in overcoming the flaws in the system effectively. At Geometric Limited, with the objective of drafting career plans of employees at different levels, the primary information to be obtained was the present positions of the target employees and their qualifications. Through personal interaction with the employees, each individual’s career goals and objectives was identified. Based on their career goals and their performance, their career graph was outlined. To design the career planning of the employees, inputs were taken from various heads of the department. From these inputs a job description was designed which consisted of various roles the employees of those designations would play and how they would go about executing them. 2.2 Primary Data Primary data was collected through interviews and meetings. Most of the data was gathered by working on the processes. The job descriptions were prepared by having one to one meetings with the department heads and based on the requirement they were designed. The goals were then set on the basis of these descriptions and a part of the goals were left to be set by the managers if they had any specific goals that they wanted the employee to achieve. 2.3 Secondary Data Secondary data is the data that already exists or which has been collected for some specific purpose. It can also be the data that has been previously used to make any sort of an analysis. The secondary data for the project was collected from the internet and the intranet that the company provided for. Desk research was also carried out in order to gather some specific information. The previous Job Descriptions were available for reference on the intranet with the help of which it was easier to frame the new Job Descriptions. 2.4 POPULATION: The population for this research consisted people from various age groups and social classes’ with varied skill sets. Even the company covered in this report had varied requirements. Hence, it can be said that the overall population was diverse. 2.4.1 SAMPLING METHOD: Research was the simple random sampling i.e., as and when the requirement came data was collected. 2.5 Instrument for Data Collection * Interviews * Meetings * Internet research * Intranet research * Desk Research 2.6 Limitations There were a few limitations and difficulties faced by me during my training, they are: * Lack of knowledge * Understanding what exactly was required * Preparation of Job Descriptions * Setting the goals for the employees * Making sure that the goals are ‘SMART’ goals Analysis The organisation has been clubbed into families. These families go upwards like a ladder from level 3 to level 11. These ladder covers various positions which can be explained as the following levels: L3-L7: Different designations of QA and Support are covered under these levels. QA covers the designations of Test Engineer, Sr. Test Engineer and QA Lead. The various functions to be performed by these positions are testing, creation of test cases and creation of actual cases. Support covers Junior Support Engineer and Support Engineer. The functions to be performed by these positions are Issue prioritization and analysis. L3-L8: Different designations of development are covered under these levels. Development covers the designations of Software Engineer, Sr. Software Engineer and Project Leader. The functions to be performed by these positions are Coding, designing and implementation. L5-L9: Different designations of Consulting are covered under these levels. Consulting covers the designations Consultant, Sr. Consultant and Solution Architect. The functions to be performed by these positions are; understanding customer processes, creation of requirement document, process flow and value stream mapping. L6-L10: Different designations of Technical are covered under this level. Technical covers the designations of Tech. Leader and Tech. Expert. The functions to be performed by these positions are Coding, code reviews and quality directives in system configuration. L7-L9: Different designations of Practices and R&D are covered under this level. Practices cover the designations of Practice Specialist and Practice Head. The functions to be covered by these positions are creating business models for new offerings and competency building. R&D covers Product Manager and R&D Head. The functions to be covered by these positions are research for new technology and offerings. L7-L11: Different designations of managerial level are covered under this level. Managerial level covers the designation of Project manager, Program manager, Delivery manager and Delivery head. They are incharge of Project Management. Findings * Geometric has a well defined career path model which boosts the employee growth * The working environment in the organization is very friendly and the employees are given leverage to express their own ideas. * The support given to the juniors and the interns is very encouraging * Through the learning environment at the organization, working on the carrer path model was very easy. * The goals set are according to what the employees can achieve keeping their aims into picture and also the requirements of the company. * The managers are very co-operative with the employees when it comes to setting of goals and achieving them. Conclusion The project was covered under a part of internship to help design the designations and their descriptions in the new business unit. Geometric is very employee conscious as well as process conscious, this can be seen from the fact that it is taking more efforts to improve the existing career path model. Geometric gives great importance to the well being of its employees and therefore is trying to make it easier for them to know their responsibilities and also what performance is expected out of them. It also has a very transparent policy which allows the employee to be open about grievances is they have any. The policies formed are tried to be made as much as possible employee centric. Employee grievances are solved at the earliest and an open communication is encouraged. Geometric knows the importance of maintaining international standards at same time make profits & try to build up its leadership in the PLM market. It was my privilege to work with one of the most employee centric company-Geometric. Recommendations * Everyone in the organisation should know to whom he reports, and who reports to him. * The responsibility and authority of each supervisor should be defined clearly. * Responsibility should always be coupled with corresponding authority. * The responsibility of higher authority for the acts of its subordinates should be absolute. * Authority should be delegated as far down the line as possible. * The number of levels of authority should be kept at the minimum. * The work of every person in the organisation should be confined as far as possible to the performance of a single leading function. * There should be a limit to the number of positions that can be coordinated by a single executive. * The organisation should be flexible, so that it can be adjusted to changing conditions. Bibliography * Company Intranet * www.geometricglobal.com (Company web-site) * www.google.com