Reports: KAUN BANEGA BHAGAYSHALI

Contents

MISSION

CONCEPT

PARTNER

MARKET

THE INGREDIENTS

THE PROCESS

PROCESS COMPARISON

LAUNCH STRATEGY

REVENUE / EPISODE

REVENUE PROJECTIONS

PLACEMENT REVENUE

WHY WOULD CORPORATES PATRONISE KBB ?

OBILIGATION OF PARTICIPATING CORPORATES

SELECTION OF CORPORATE- RECRUITERS

WHY WOULD JOB SEEKERS FLOCK TO KBB ?

ANONYMITY OF JOBSEEKERS

WHY WOULD ADVERTISERS’ QUEUE-UP FOR KBB ?

SHARED BELIEFS

PRINCIPLES

INTELLECTUAL PROPERTY RIGHTS

KBC VS KBB

DURATION/TERMINATION/EXTENSION & EXCLUSIVITY

DISPUTES AND RESIDUAL LIABILITY

TIME FRAME

CO-BRANDING OF S. KUMARS.COM LTD

ANNEXURES

I. 3 P CONSULTANTS

II. RANKING

III. POPULATION OF JOBSEEKERS

IV. NO. OF EMPLOYERS

V. DEMAND FOR IT PROFESSIONALS

VI. REPRESENTATIVE CLIENTELE

VII. WORLDWIDE REACH

VIII. THE WEBSITE

IX. STATISTICS

X. KAUN BANEGA… WILL SHAKE UP TV INDUSTRY

XI. WHAT CAN A TV JOB CHANNEL OFFER?

XII. WEB ACTIVATED RECRUITMENT PROCESS

CONCEPT

To create a

Virtual Employment Exchange

of India

Ø To create & host on TV, a weekly 1 hour program, similar to Kaun Banega Crorepati ? (KBC)

Ø The Program will be a Virtual Employment Exchange [VEE]

Ø The program will be a multi-media convergence of

Ø Program shall be interactive & content driven.

Ø Program will aim at an audience much larger than for KBC.

Ø BY offering a hope of getting a job, the program aims to create, amongst millions of viewers, a deep personal attachment. This will ensure long term viewer loyalty.

Ø Program will be so devised as to ensure “repeat” weekly viewing by an, almost “captive” audience, who cannot afford to miss a single episode.

Ø By ensuring a large captive audience, the program will be able to generate substantial advt. revenues.

PARTNER

This collaborative project / partnership will comprises of following parties as partners:

Ø www.3pjobs.com (3P Consultants Pvt. Ltd.)

Who will be responsible for

· Conceptualization of Program

· Strategic Alliance with Corporate Employers

· Content Delivery ( thru www.3pjobs.com)

· Communication with Jobseekers & Employers

Ø TV Channel (TV)

Who will be responsible for

· Program Production

· Publicity (for viewership)

· Marketing

· Logistics (for hosting)

· Administration matters (Personnel-Legal-Commercial etc.)

MARKET

Supply Side (Job-seekers)

(millions)

Total Population	1000
Population Growth (Net)	15.2
Urban Population (year 2000)	260 (est)
No. of Person Registered with EE (as of June 1999)	40.7
(nos)
No. of Govt. Employment Exchange (EE)	914
No. of Persons who got jobs thru EE in 1999-2000	53000

Demand Side (Jobs)

Replacements

No.of Business Establishments	5
No. of Persons already Employed (1996) Ø Public Sectors	19.4
Ø Private Sector	8.5
Total	27.9
No. of Person expected to be employed by 2000	30.0 (est)
Separations ( Resignation+Retirement+Death) @ 15% x 30 millions	4.5

Source : Business World Estimates

Grand Total of Jobs to be Filled / Year = 4.5 + 0.5 = 5.0 million

THE INGREDIENTS

Ø On a job depends a jobseeker’s ROTI-KAPADA-MAKAN-MARRIGE-almost all dreams of a decent life.

KBB will be the vehicle for fulfilling this dream.

Ø Nearly 30 million people are employed in public+private sector (organized). These alone generate an annual “replacement” (resignation-retirement-death) market of around 4.5 millions jobs.

Ø The “New Jobs” market is another 0.5 million/ year.

Ø While on one hand, there is a demand for nearly 5 million jobs (4.5m+0.5m), on the other hand, nearly 41 million persons are registered with some 914 employment exchange spread all over the country.

Ø The problem is

- 41 million jobseekers have no quick-easy-cheap method to “research” & find out, where exactly are those 5 million jobs located.

- Employers needing to fill those 5 millions jobs have no clue who are these 41 million jobseekers and how to communicate to them that they have these jobs to fill.

The dilemma of both the jobseekers and the employers is no different that of the distressed hero of a hindi movie who sings plaintively

“ Bhagwan tuze main khat likhata magar tera pata maloom nahin!”

Ø Employers are spending over Rs.200 crores /year on advertising their job-vacancies in “classified” and “appointment” pages.

Ø Personnel Managers are spending lakhs of man hours in

- Drafting job-advts

- Receiving / sorting lakhs of applications

- Sending out lakhs of interview-calls

All of this is one of the most frustrating business process. It is painfully slow and the outcomes is often uncertain.

For match-making of any kind, print media has many shortcomings. Limited reach is one of them. A very short shelf life (one day – incase of newspapers) is another.

Ø All of the foregoing ingredients provide for a right “masala” with which to launch,

THE VIRTUAL EMPLOYMENT EXCHANGE (VEE)

In the form of a TV program “Kaun Banega Bhagyashali (KBB)” which would, over a period of time, bloom into a full time Job Channel TV.

Ø The program will reach

- 40 million Cable TV Connections

- 80 million TV Sets

- 300 Million TV viewers

Ø VEE will be the convergence of

- TV

- Internet

- Telephone

THE PROCESS

Ø To begin with, a few organized sector employers with a large recruitment program shall be invited to participate in the program

These Corporates will be from

- IT sectors

- Telecom sectors

- Media sector

- Services sectors etc

Ø During the show/program, these Personnel Managers will enter their requirement (i.e post their jobs / vacancies) online on www.3pjobs.com

Each job-posting will be allotted a unique Job-Advt. No.

Live participation of these Personnel Managers could also be obtained thru Video-Conferencing facilities installed at the regional offices of 3P in Delhi-Chennai-Bangalore-Hyderabad-Pune-Mumbai.

Of course, Video-Conference-participation does not generate the same impact as the physical presence of 15 personnel managers in the studio, at one time.

Ø As each job-posting appears on large screen (pulled online from the web-server of www.3pjobs.com), the host will make the following announcement,

Those of you who wish to apply against this particular advt, should log into www.3pjobs.com and submit your resume online in this screen.

(show the screen, online)

Do not forget to type the ADVT. NO., in which you are interested, in this block.

Carefully note down your

- User Name

- Password

- PEN (Permanent Executive Number)

Nothing down these is VERY IMPORTANT.

Reason is Simple

Next time, you to apply against any job-advt announced on this program, you do NOT need to enter your resume all over again!

It is already stored, safely & securely, in the memory of our server.

So, next time, all you need to do is to log into www.3pjobs.com, click on “APPLYING FOR JOB” link.

(shown the link)

This will take you to a screen where, you simply enter,

- Your Password / User name / PEN

- The job-advt numbers against which you wish to be considered. (You are free to apply against any number of jobs

- If you think you fulfill the requirements)

No need to type in your resume again & again.

MOST IMPORTANT:

You must apply within the next 24 Hours.

Applications received / submitted after 24 hours, will get automatically rejected by the server.

Each personnel manager, who has today, posted his job-advt here, will return to this show/program 48 hours from now (day-after tomorrow).

He will then command the computer to

- Search thru thousands of Jon-applications submitted during the next 24 hours.

- Shortlist those application which fulfill all the job-requirements

- Display the shortlist on the BIG SCREEN (without revealing the identities of the applicants)

On-the-spot, the personnel manager will further narrow-down the short-list to just 10/15 candidates.

Now, if you have carefully noted down your

Permanent Executive Number (PEN)

And happen to find it listed on the BIG SCREEN, then,

You have made it !

You have crossed the big hurdle!!!

You have beaten the odds of 10,000 to 1!!!

(whatever no. of applications have been received against the advt)

YOU HAVE BEEN SELECTED TO APPEAR FOR THE INTERVIEW.

At this points an interview-call email will be send to you, giving you full details of when & where to appear for interview.

If you are lucky enough to get thru the interview and get this job, we would be happy to invite you to attend, one of the future episodes of

KAUN BANEGA BHAGYASHALI?

And share your experience with millions of our viewers.

PROCESS-COMPARISON

Factor	Newspaper Advt	KBB
Cost/Vacancy	Rs. 2 Lakh	Rs. 50,000
Probability of finding a suitable candidate	5%	100%
Avg. No. of respondents	100	10,000
Speed (Cycle-time from advt to appointment)	12 weeks	1 week
Quality of response	Mediocre	Good
Media-reach	Local- regional (edition-wise)	National-Global (millions of viewers)
Time-period over which applications keep arriving	30 days	Limited to 1 day
Sorting/rating of response	-Manually(by subject-experts) -Subjective	-Automatic / computerized (selection criteria based) - Objective
Creation of Database (of responses)	-Manual data entry needing many D/E operators -Time consuming -Error-prone	-Auto-generation by applicants themselves! -Instantaneous -Error-free
Interview Process	Private	Private
Shortlisting of Candidates for interview	Private	Public (during the show)
Candidate’s Anonymity a) Within the corporation b) Vis-à-vis general public	-Compromised on account of typed application -No Compromise	-No compromise (till interview) -No compromise (Public appearance on subsequent show is optional / voluntary)
External influence / pressure to shortlist / select a particular candidate	Rampant & unavoidable (due to subjectivity of the process from the start to stop)	-None during shortlisting (being computerised & televised -Some during interviewing
Readership / Viewership	Only those looking for a job / job-change, will bother to look-up “appointment” pages / classified columns	A family-interest show, which will be viewed by, not only the jobseekers but their friends / families as well
Building-up of Institutional image of Corporation	Negligible- that too, limited to jobseekers	Considerable (depending upon Personnel Manager)
Possibility of re-inforcing corporate image thru simultaneous “Product-advt” in same media at same time	Low (probability of a reader, reading both advts on same day is remote)	High (Product-advts can be spaced to preceed / follow, the online headhunt by concerned Corporate Personnel Manager)

Factor	Newspaper Advt	KBB
Elements of -Anticipation/expectation	Medium	High
Anxiety-tension	Medium	High
Drama	Low	High
Hope (of favourable outcome)	Low	High
Faith (in the process)	Medium	High
Effort reqd. to participate	High	Low
Recall value (of event)	Almost Zero	Very High
Credibility (of process)	Low / medium	High
Transparency (of process)	Negligible	Considerable

LAUNCH STRATEGY

Considering that

- Unemployed /Fresh Graduates will constitute the bulk of jobseekers who are expected to submit their resumes online in www.3pjobs.com (thru 3P JOBS PROGRAM / COLLEGE PROGRAM / CYBER-CAFÉ PROGRAM / S. Kumar PROGRAM / NACT PROGRAM etc)

- Selection / appointment of fresh graduates for entry-level position, is a relatively simple task for Personnel managers (largely based on personality/expression & final year marks) and therefore these entry-level position have a much grater chance of being filled,

We have to ensure that most of the online “headhunts” being conducted by personnel managers are for such entry level positions. We may have to make this a pre-condition, at least for the first 15/20 episodes.

High success-rate (appointment-rate) for filling such entry level positions, could generate tremendous viewer-response, which is a pre-requisite for the long-term success of KBB (Kaun Banega Bhagyashali).

Success breeds on Success, so becoming initially successful is very vital for survival & growth of the Program.

As confidence builds-up amongst viewing public (that one can get a job thru KBB), we can expect a snow-balling effect.

This concept of a Virtual Employment Exchange of India, has al the necessary ingredients of becoming a 8/10 hour JOBS CHANNEL.

REVENUE / EPISODE

(Rs. Lakhs)

Advt. Revenue Assuming 55 spot of 10 seconds each (approx. of 10 minutes in one hour program) @ Rs. 1.5 lakh/spot		82.5
Co-branding revenue SKCL will be asked to pay (for 3 announcements during the episode, Encouraging viewers to visit nearest SKCL Cybercafe for submitting their Resumes on www.3pjobs.com)		10
Placement Revenue Assume - 15 online headhunt/episode (@ 3 minutes/headhunt) - Average placements fee of Rs. 50,000/headhunt		7.5
- Total / episode		100

	This revenue will shared between the partners as follows - TV Channel……………………………………………….. 60% - 3 P ………………………………………………….. 40%

Revenue Projections

	Year
	2001-02	2002-03	2003-04	2004-05
No.of shows per week	2	4	6	18 (Job channel)
No. of shows per year	104	208	312	936
Total revenue per show (Rs. Cr)	1	1	1	1
Revenue per year (Rs. Cr)	104	208	312	936
Share of revenue (Rs. Cr) -TV Channel -3 P	62.4 41.6	87.36 83.2	187.2 124.8	561.6 374.4

PLACEMENT REVENUE

A corporate employer participating in Kaun Banega Bhayashali, will be liable to pay the following “Placement Service” fees:

Ø For each candidate selected / appointed by the corporate thru online headhunt on the program, the corporate will pay a lump-sum of Rs.50,000 as soon as the appointment letter is issued.

Ø This fee is non-refundable in case the selected candidate fails to join duty.

Ø Before being accepted to “participate” in the online headhunt in the program, each corporate will be required to deposit a non-refundable advance of Rs 5 lakhs.

Ø As soon as the appointment-letter gets issued, the “placement service” fees due from a corporate, will get adjusted from the advance and the advance will, corresponding, stand reduced.

Ø A soon as the balance of the advance reaches Rs. 1 lakh or less, the corporate would be asked/required to deposit a further sum of Rs 5 lakh, in case the Corporate wishes to continue its participation in the program.

Ø The amount of “advance” could be different for different Corporates depending upon no. of “shows/episodes” in which a corporate wants to participate during the first year of operation (this no. will have to be agreed upon in advance since a given corporate will not be allowed to conduct more than ONE online headhunt, during one program)

WHY WOULD CORPORATES PATRONISE KBB?

Ø 100% certainty of finding a suitable / competent candidate

Ø Very low cost

Ø Superfast selection

Ø Tremendous Response

Ø A huge resume database to search from

- Thru its agreement with NACT, www.3pjobs.com expects to receive lakhs of resumes of software professional every year.

Ø Video-interviewing

Leveraging its exclusive agreement with S. Kumars.com Ltd (SKCL), 3P would enable the Corporates to conduct video-interview of shortlisted candidates living in 3000 cities / town, using.

- 50,000 Cybercafes of SKCL all of which will be equipped with video-camera & multimedia facilities.

- 6 regional offices of 3P,all of which be similarly equipped.

Besides cutting down on travel-cost (for personnel managers as well as candidates), this would enormously cut down on selection / interviewing process.

Ø KBB would provide to the Corporates an extremely prestigious platform to project institutional to millions of viewers.

OBLIGATION OF PARTICIPATING CORPORATES

Ø The corporate will have one, very crucial obligation and that is to actually appoint one of the shortlisted / selected candidates against each position / vacancy for which online headhunt is conducted during the show.

As a proof of such “appointment”, the corporate will be required to submit to www.3pjobs.com, a copy of the “Appointment Letter”.

The logic behind this stipulation / obligation / insistence is simple.

Without actual appointments taking place thru this program- and that too, completely “transparently”, jobseekers will lose all faith in this program! They may think, the entire concept is some kind of a fraud – an exercise in “conning” the public!

It would severely damage the public-image of the TV channel – an irreparable loss.

To ensure public faith, the “appointees” will be invited as “audience” to the subsequent shows and introduced to the viewing public. Of course, this appearance / participation will be strictly “voluntary”.

Whereas Senior Executive who get appointment thru KBB may not wish to be introduced to the public-at-large, thru this program, this feature of introducing “Bhagyashslis” to millions of “job-hopefuls” is bound to prove very popular amongst

- Unemployed

- Fresh Graduates,

Who have nothing to lose (by way of professional standing / reputation) but everything to gain (popularity) thru introductions.

SELECTION OF CORPORATE – RECRUITERS

Over the last 10 years, 3P has executed over 1000+ executive search assignments and built-up an enviable clientele amongst domestic blue-chip corporate.

Beyond this, 3P’s reach extends to dozens of multinational Corporates who are clients of Foster Partners Global Network which operates in 56 cities (40 countries) around the world.

3P is a member of this network of internationally well-known executive-search firms.

Over the past 33 months, more than 3000 of these client have posted over 25000 job-advts on 3P’s website www.3pjobs.com

During to this historical background, 3P possesses the Domain Knowledge as far as Corporate Recruiters is concerned.

Given this strength of 3P, it will be the responsibility of 3P to

- Promote the concept of KBB amongst corporate recruiters

- Select the corporates who will be invited to participate in KBB, based on their

- Corporate Standing

- Sales turnover / Profitability

- Recruitment Program

- Salaries Offered

- Typed of candidates planned to be recruited

- Willingness to advertise on KBB etc.

3P will bear all expenses connected with this activity.

WHY WOULD JOBSEEKERS FLOCK TO KBB?

Global Reach

Ø Participation in KBB would make a jobseeker’s resume “accessible / searchable” to Corporate Personnel Managers from around the Country (-may be even the world). This will considerably improve his/her chance of getting shortlisted / selected.

Minimum Effort

Ø A Jobseekers can apply against hundreds of jobs with very little effort.

All he has to do is to, once submit his resume online on www.3pjobs.com and obtain his

- User ID

- Password

- PEN (Permanent Executive Number)

Everytime thereafter, when he wants to apply against a particular job announced on KBB, all he has to do is to enter his User ID / Password / PEN and the correct Job-Advt. no. on www.3pjobs.com.

This is all !

He does not have to submit his resume again & again !

In course of time thru use of IVRS, this process would be further simplified when, all that a candidate will need to do to “apply” against a job announced on KBB, would be to

- Dial a phone number (even those candidates who do not have access to a computer/internet connection, have access to a phone!)

- Read out his password / user ID / PEN/ job-advt no.

That is all ! He has now entered the contest.

Multimedia will change his life forever.

Easy Access

Ø A jobseeker would be able to submit his resume on www.3pjobs.com, from any one of the 50,000 cybercafes of S.Kumars.com Ltd. (SKCL) network to which 3P is the content/service provider as far as “jobs & careers” is concerned.

This network will cover 3000 cities/towns.

Live Appearance

Ø Possibility of appearing in person on KBB, would prove to be a strong motivator.

Quick Results

Ø A jobseeker, applying against a KBB job, can come to know about the outcome (the fate) of his application within 2/3 days. There is no endless waiting.

No Stigma

Ø Even when not shortlisted (live, on the show), there is no stigma associated with the process, since, other than himself, no one else knows that he has “applied” against a particular job !No “rejection letter” will be delivered at his residence.

Total Anonymity

Ø Even if he gets short-listed, his identity is not revealed on the show. His “anonymity” is protected. This is especially important in case of senior-level executives seeking a job-change.

For candidates who get “appointed” (interviewing / salary negotiations / appointments are totally offline), subsequent “appearance” on the show is completely voluntary.

Without a candidate’s express permission, his anonymity will not be compromised at any stage.

Door Delivery

Once a Candidate activates “JOB-ALERT” feature (on www.3pjobs.com) after submitting his resume, he need not worry about missing-out on any job-announcement on KBB, even if he cannot find time to “watch” that particular episode.

The “job-alert” software-agent will automatically- and immediately- send out an email to the concerned candidate, suggesting that he should immediately “apply” against that particular job.

Thru appropriate software, the server will even convert this email into a voice-message and deliver it over POTS to the residence of the jobseeker !

Nirvana

After entering only once, the type of job that he is lookin for, a jobseeker may activate “Auto Job-Apply” feature.

Thereafter, everytime there is a matching job announcement on any episode of KBB, this software agent will, immediately and automatically “register” him as a “candidate” for that particular job further keep him informed of the “outcome” of his “application”, thru e-mails / voicemail.

One real danger of “Auto Job Apply” feature is that the candidate may not bother to watch future episodes of KBB !

ANONYMITY OF JOBSEEKERS

While submitting the resume (on www.3pjobs.com), the computer will give following option to the jobseeker,

- Completer Anonymity

Only his / her PEN = Permenent executive no. will be displayed to the Personnel Manager & the viewing public.

- Partial Anonymity

Along with his / her PEN, the first name will be displayed.

- Complete Transparency

Along with his / her PEN, full name(first / middle / last) will be displayed. If he / she wishes, even audio / video-clip of the candidates can be displayed (if submitted on www.3pjobs.com along with text resume). The names of the Current / Past employers (of the shortlisted candidates) will not be displayed under any circumstance.

WHY WOULD ADVERTISERS QUEUE-UP FOR KBB?

Ø Within 6 months of its launching, this program will be watched by millions of viewing around the country. No other program can provide such a reach to an advertiser wishing to advertise his product / service.

Ø The viewers of this program are expected to be educated and qualified professionals from the Indian middle – class. The bulk of the purchasing power vests with this class.

Ø In their families, these viewers of KBB are the opinion – makers / decision – makers.

Ø Another important segment of the society, watching this program keenly, is the youth, especially millions of college students and fresh graduates (the job hopefuls!)

Ø Advertisers advertising their product / service on KBB will gt preferential allotment of slots for their Personnel Manager to announce / post their job-advt / vancacies. This arrangement will have a “ re-forcing” effect as far as image-building is concerned. This will lead to a much higher recall rate because of the association.

Ø Since this program fulfills a vital commercial/economic need (viz. Matchmaking of jobseekers with employers), its popularity is bound to grow forever.

There is every possibility that from being a “program / show” , KBB transforms itself into a

JobsChannelTV.com

Which operates on 24 hour basis!

SHARED BELIEFS

If KBB has to be successful, both, the TV channel and #P should share following beliefs:

Ø Future of recruitment lies in multimedia, IT based solutions.

Ø Whereas, by themselves, TV Channel & 3P, may not be able to create jobs, their collaborative effort would very definitely throw-up many more “options”, both to the employers and the jobseekers.

Ø Multimedia enabled recruitment process, would lead to a far better “match” between the “job-requirements” and the “ skill-availability”.

Ø Multimedia based recruitment process will drastically reduce the “lead-time” required to fill a vacancy in an organization.

Ø Such a process would encourage migration of jobseekers from “skills surplus” regions to “ skill-deficient” areas. Over a period of time, this phenomenon on will gather strength across national boundaries.

Ø More & more corporations, will tend to “subcontract / farm-out” HR related activities to external agencies, in order to focus on their own “core-competencies”

Ø For overseas employers, video-interviewing of Indian executives, would lead to better / faster / cheaper recruitment process. This will be especially true in case of Indian software professionals, who are in great demand all over the world. With proliferation of V-SAT network, even Indian employers would increasingly resort to video interviewing.

Ø Through participation in KBB, jobseekers from remotest town, would be able to make themselves “accessible “ to employers all over the country. For the first time, they will get a “level playing field” vis-a vis their more urbane & sophisticated city-cousins!

PRINCIPLES

In implementing this proposal, both TV channel and 3P will be guided by the following, Principles:

Ø Excellent content and immaculate customer-services shall be the corner stone of this collaborative partnership.

Ø Both, the Jobseekers and the Corporates (employers) are our customers.

Ø Our success will depend upon being able to deliver an unparalleled “match-making” service.

Ø In Internet age, “speed of service” will spell the difference between success and failure. This would require, as much automating as possible, all the communications between the parties concerned.

Ø In order that we are able to capture the attention – and the clientele- of

· Millions of jobseekers

· Thousands of employers,

Our “Services” will also have to be very competitive with current / traditional methods of “match-making”.

Ø To be “Competitive”, we will also have to be very “cost-effective”. This will require automating all business – processes. Wherever possible, judgmental / human intervention will have to be eliminated / automated.

Any human intervention, at any stage of business-process, will slow down the process and increase the costs,

Human intervention will also make it impossible to deal with thousands of transactions everyday.

Ø All transactions will be computer-controlled.

Ø Each transactions will “actuate”, subsequent downstream transaction, if any.

Ø All transaction will be automatically and transparently recorded in the server and be accessible anytime to all concerned parties.

INTELLECTUAL PROPERTY RIGHTS

It is clearly understood & accepted by the partners that, 3P is, the owner of the following intellectual properties

Ø The concept underlying utilization of multimedia convergence (TV channel & Internet jobsite) for carrying-out online and publicity visible/transparent, headhunt, headhunting on participating jobseekers’ resume database, hosted on the jobsite.

This concept also covers incorporation of other media into such a multimedia convergence. A few examples of such media are :

- Newspapers / Magazines / any print media

- Telecommunications Systems (fixed lines/mobile/paging/WILL etc)

- Radio / Wireless Communications

The important elements of this concept are

- Creation of database on websites

- Online search/retrieval of such database for the purpose of “match-making” between a “buyer” and a “seller” of goods / services

- Use of TV and other media to enhance buyer / seller participation and interaction

- Audience / Viewer participation in the process of “buying / selling / match-making” of goods / services. Such participation could be “ on-the–spot” thru physical presence on the TV show/program, or it could be “remote”, thru use of phone or remotely logging onto the computer server hosting the database.

Ø The resume database / job databases existing on www.3pjobs.com at the beginning of this partnership / association / joint venture / co-branding arrangement or similar / same type of database created on www.3pjobs.com during the course of this partnership / association / joint venture.

Ø Various forms and search engines and software programs created / likely to be created on www.3pjobs.com

Ø Website domain names as follows

www.personnelindia.com

www.jobchanneltv.com

www.jobtvchannel.com

it is clearly understood and accepted by the parties that the use of the above-mentioned intellectual properties by the TV channel partner shall be restricted to

- The TV program KBB only

- The duration of the MoU /Agreement entered into between the TV channel and 3P

Any expansion / extension to the use of these intellectual properties, of 3P by the TV channel partner shall be only with express / written permission of 3 P, obtained in advance.

The TV channel undertakes to cease/desist from using 3P’s intellectual properties, as soon as this MoU / agreement / joint venture comes to an end, either naturally or thru termination of the agreement.

KBC VS KBB

Kaun Banega Crorepati?

KBC

Kaun Banega Bhagyashali?

KBB

Participation

Only 10/12 persons participate in each show (those selected to appear)

Although remotely, several thousand jobseekers participate in each show. These are the people who have “applied” against a job-advt announced in a previous show and eagerly awaiting to get “shortlisted” by Personnel Manager / Computer

Enrollment

Requires repeated phoning (35 lakh phone-calls received in first 5 weeks?)

Use of telephone media.

Rejection if question is answered wrongly.

-Log into www.3pjons.com & apply against job-advt. Posted by personnel managers (any no. of advt = any no. of attempts)

(Internet Media)

-No rejection at this stage

In course of time, use of IVRS technology will allow registering thru POTS (for those without internet connections)

Drama

Has considerable tension / excitement / identify with the winner (or loser)

Will lack the drama/ tension/ excitement.

Only jobseekers who have applied, would be tense. Their anticipation (of getting shortlisted, first by the computer and next, by the Personnel Manager) would be high.

Logistics

Quite involved

Fairly Simple

Database / Content

A very expensive & time-consuming task to create a databank of thousands of questions, structure according to “degree-of-difficulty” & thereafter create a “Random selection” software

-Very simple

-Personnel Managers to enter their jobs into www.3pjobs.com in advance (before the telecast) in a structured format.

-Jobseekers crate their own resumes (content)

-3P have already created & installed a powerful search-engine on its website, which will do the “matching”

Selection

Tough to select a few participants from thousands (lakhs?) of aspirants.

Selecting a few hundred Personnel Mangers of reputed, organized sectors corporations, is not too difficult.

Production Cost

-Very expensive t produce

-A celebrity host will charge for participant & companions

-Very low on production cost

-A highly respected HR consultant would be happy to host the show for a few thousand rupees / episode.

Public Interest

Likely to wane after a while as monotony sets in.

The odds of a person getting a chance to participate and becoming a crorepati, are very slim (very low probability).

Again, a person will not be allowed to participate again & again (Obviously!)

-This world is unlikely to run short of jobseekers & employers !-neither will hope fade away from the hearts of human beings!

-So a person will keep trying for jobs again & again ( for a better job if he already has one)

-At Virtual Employment Exchange, he has a better chance of landing a job than a participant’s chance of becoming “crorepati”!

Publicity

A lot money must have been spent on publicity

The magnetic pull of the subject will bring the viewer-and therefore, the advertisers. Each successful candidate will spread the news.

Multi-media convergence

Only 2 medias are employed viz. TV/ Phone

Uses only PUSH technology

Three medias are used viz. TV / Phone / Internet.

Since participant are participating remotely, KBB has the potential to introduce, into this game

-SMS (over simple mobiles)

-WAP messaging

-Voice-mail (test—speech)

-Video-interviewing

-The sever of www.3pjobs.com will, in any case, use E-MAIL, to communicate with jobseekers & employers

-Use of PUSH as well as PULL technology is foreseen

Entertainment

Quite high

Relatively low

Interactivity

Only limited to immediate / present participants & audience

Persons from across the country / globe will be able to participate thru internet. Will be in “real time” in future.

Concept Originality

-A 50 year old concept

-License obtained from “who will be the Millionaire?” show

Creation of a Virtual Employment Exchange thru convergence of multimedia is a brand new idea-nearly path breaking!

Channel loyalty

-Quite high

-Difficult to dislodge by a competing program (eg Aap-ki-adalat Vs. Janata-ki-adalat)

-Highly dependent upon anchor/host personality

-Mediocre initially but if the “first mover” advantage cab be sustained, it can have a “locked-in” viewership

-Celebrity anchor may be a misfit for such a program

Co-Branding

-No elements of Co-branding by advertisers

-Participating corporate can project strong institutional-image thru advertising on same show.

Transformation

Cannot be transformed into a full day channel

Has a strong potential to get transformed into a JOB CHANNEL running thru most of the day.

By getting USA / EUROPEAN / ASIAN corporate to participate, this could become a 24 HOUR JOB CHANNEL.

Advt. Revenues

Substantial but limited to how many spots / minutes you can devote (to advts) in a one hour show.

By running multiple shows during the day or converting into a JOB-CHANNEL, advt. Revenues could be very high.

DURATION / TERMINATION / EXTENSION

To begin with, the period of this agreement (between 3P & TV channel) will be for one year. The agreement will be irrespective of / independent of the no. of episodes staged during this one year period.

To begin with there will be two episodes per week, but, depending upon the response from the viewers and the corporate, this frequency may be increased after mutual consultations between the parties.

The agreement may be renewed at the end of the initial one year period, by prior mutual discussion & consent, upon same/revised terms & conditions.

The agreement can be terminated by any party, giving to the other party, a notice of 3 months.

Exclusivity

This will be an exclusive agreement and during the pendency of this agreement, neither party shall tie-up with or enter into any similar arrangement with any other party, which basically utilizes / capitalizes on the concept of multimedia based (TV channel + Internet jobsite) online match making of jobseekers with vacancies / positions.

It is possible to extend this multi-media, online matchmaking concept to other areas such as

- Matrimonial services

- Buy / Sell services etc.

In case the TV channel partner wishes to design / develop / produce / host such programs / services utilizing above-mentioned concept, 3 P will have the “first right of refusal” as far as partnering / participating in such a project is concerned.

Disputes

In case of any dispute or difference of opinion arising between the partners, the same shall be referred to arbitration under the provisions of the Arbitration & Conciliation Act, 1996.

Residual Liabilities

When this agreement / MoU ceases to exist, whether by expiry or by termination, both parties explicitly undertaken to discharge their respective liabilities /obligations to each other and their obligations to any third party, arising out of the conditions of this agreement / MoU.

Time Frame

We should target to launch this program within four months of

Ø Signing of appropriate, legal agreement between the parties and

Ø Payment to 3P (for ”resources-mobilization” of Rs.5 crores by the TV channel,

Whichever is later.

Co-Branding of S.Kumars.com.Ltd.

3 P Consultants have been elected by S.kumars.com.Ltd (SKCL) as the exclusive “content / services providers” on their V-SAT network, as far as Jobs & Careers is concerned.

Thru 50,000 franchisees (cybercafés)located in 3000+ cities/ towns, this V-SAT based network will cover the entire country.

Each of these Cybercafes will be equipped with a multi-media computer & video camera, so it is possible for a jobseeker to attach his audio/video file to his (text) resume.

SKCL could be invited to sponsor / co-brand the KBB program. In such an event, the host will advise the viewers to submit their resumes online on www.3Pjobs.com,

THRU SKCL FRACHISEE NETWORK

(50,000 Cybercafes)

This will help SKCL generate substantial revenue for itself & for its franchisees.

Annexure I

3 P CONSULTANTS

3 P Consultants (3P) are a leading executive search firm of India. They are a member of

FOSTER PARTNERS EXECUTIVE SEARCH NETWORK

(The U.S alliance firm of KPMG Peat Marwick)

Which operates from 52 cities in 36 countries around the world.

3P were established in 1990 and have amongst their clients, leading Indian and Multinational Corporations from around the world.

3P are the pioneers in India, of internet based recruitment, having launched their jobsearch / executive search related website (www.3Pjobs.com) in Nov. 1997. This website has been consistently ranked amongst the top ten job related websites of the world, by leading search engines.

At the moment, this website receives

Ø 13000+ hits/day

Ø 100+ resumes/day

Through several innovative technological and marketing initiatives, this website expects to receive, over

ONE MILLION RESUMES

During the course of next 12 months, up from the current online database of over 55,000 resumes.

This targets (of One Millions Resumes) is expected too be realized thru:

Ø An agreement (already signed) with NACT, under which, more then 1.2 million students enrolled with 1000+ Computer Education Institutions will submit their resumes online on 3P’s website

Ø Jobseekers submitting their resumes thru 200+ partner websites.

Annexure II

RANKING

www.3Pjobs.com

(As on 6^th July, 2000)

Search Engine	Keyword Used	3pjobs Rank	Total Matches
Rediff.com “ “	Jobs Placements Recruitment	1 1 1	3.24 Million 462,462 212,152
Alta - Vista	Executive Search + India	2	2.5 Million
Northern Light	Executive Search + India	4	2.296 Million
Google	“Jobsearch”+ “Headhunt”	1	7
Lycos	Jobsearch”+ “Headhunt	1	36
Alta Vista	Jobsearch”+ “Headhunt” “Jobhunt” +India	3 4	27.610 2.4 Million
MSN	“Jobhunt” +India	2	------
Indiatimes “	“Jobsearch” Jobs	1 2	8 192

Annexure III

POPULATION OF JOBSEEKERS

Total Population of India = 1000 mn

Of which

Urban Population = 302 mn

(@ 30.2% x 1000 mn)

Of which

Urban population in class I towns = 197 mn

(@ 65.2% x 302 mn)

Of which

Urban MALE population in = 96.3 mn

Class I town (48.9% x 197 mn)

Of which

Urban males in the age group 15-54 = 52.8 mn

(@ 54.8% x 96.3 mn)

Of which

Self-employed Males = 5.3 mn

(@ 10% x 52.8 mn)

Leaving a balance population = 47.5 mn

Of Jobseekers at

v This compares with 40.6 million job-applicants on the live-registers of 914 employment as on June 1999.

Annexure IV

NO. OF EMPLOYERS

No. of Business Establishments (Lakhs)

Year	Small Scale Sector Industries	Joint-stock Companies	Traders	Total
95-96	27.24	4.09
96-97	29.14
97-98
98-99
99-2000	35.0	6.0	9.0	50.0

No. of Joint-Stock Companies

Year	No. of Companies
1980-81	62,001
90-91	224,452
92-93	275,664
93-94	305,625
94-95	353,292
95-96	409,142
1999-2000(EST)	600,000

DEMAND FOR IT PROFESSIONALS

Country	Year	Professionals (Nos)	Remarks
India	2001-01	140,000(1)
India	By 2008	22,00,000	As per McKinsey report
USA	2000	115,000(2)
Germany		20,000(3)	20,000 non-EU tech workers (graduate engineers with annual salary of around 100,00DM)
Japan		10,000(4)	10,000 Indian IT Professionals over next 3 years
Italy		8,000(5)
South Korea		10,000(6)
Ireland	By 2005	32,000(7)
France		10,000
Austria		55,000(8)	55,000 network and other IT specialists now and 85,000 by 2003
Australia	2000-01	500(9)	40 professionals per month from India

(1) Economics Times, May 21, 2000 & June 3, 2000

(2) Economic Times, June 3, 2000

(3) Economic Times, May 21, 2000 & June 3, 2000

(4) ibid

(5) Economic Times, June 3,2000

(6) ibid

(7) ibid

(8) Business Standard, April 4,2000

(9) The Australian, May 21, 2000

REPRESENTATIVE CLIENTELE

· Adani Export Ltd.	· DOW Chemical Ltd.
· Aditya Birla Group	· Duphar Interfan
· Airfreight	· Enercon India
· Ashima Group	· E-office Planet.com
· Baxter India Ltd	· Essel Packing Ltd.
· Bharat Bijlee Ltd	· FAG precision Bearing (I) Ltd
· Blue Star Ltd	· Finolex Group
· Bombay Dyeing & Mfg. Co. Ltd	· Foodworld.com
· Cabletron	· Fuji Bank
· Cabot India Ltd.	· Fuller India Ltd.
· Cadila Pharmaceutical Ltd	· General Motors
· Cargil India Ltd.	· Global E- Commerce
· Citicorp Overseas Software Ltd	· Godrej Pillsbury Ltd.
· CRISIL	· Goodlass nerolac paints
· Crossword	· Greaves Ltd
· Cyberspace Infosys Ltd	· Haden Josts
· Cyquator Technologies	· Hinduja Group
· Danone International Ltd	· Hindustan Dorr Oliver Ltd.
· Deepak Fertilizers & Petrochemical	· Hiranandani Group
· Denso Haryana Ltd	· Hotel Leela Venture
· Dominos Pizza	· IBM India

Annexure VI(Concld)

· International Best Foods	· Philips India Ltd
· Iron Exchange	· Pidilite Industries Ltd
· IT Bids.com	· Prism Cements Ltd
· Johnson & Johnson	· Raymonds Ltd
· Kilburn Engineering Ltd	· Reliance Industries Ltd
· Kotak Mahindra	· RPG Group
· KPMG Peat Marwick India Pvt Ltd	· S. Kumars.com
· Kuwait Investments Authority	· Schindler India Pvt. Ltd
· L & T Capital Co. Pvt Ltd	· Shapoorji Pallonji & Co. Ltd
· L & T Information Technology Ltd	· Shaw Wallace
· Larsen & Toubro Ltd	· SHV Energy Ltd
· Lonza Singapore Pte	· Simon India
· LTTrade.com	· Skoda
· Lucas Technology Ltd	· SVC Superchem Ltd.
· Lucent Technology Ltd.	· TAFE
· Mafatlal Industries	· Tandon Group
· Mahindra Reality & Infrastructures	· TATA Honeywell Ltd.
· Mastek	· The Anil Starch Ltd.
· Microsoft (1)	· The Mehta Group
· Mirc Electronic	· Thomas Cook India
· National Stock Exchange	· TUV Bayern
· Owens Corning India Ltd	· United Phosphorus Ltd.
· Pacific Internet	· Vam Organic Chemicals Ltd.
· Pennzoil India Ltd	· Wipro ltd.
· Perfetti	· Zee Group

Annexure VII

WORLDWIDE REACH

Today, many of our clients are world players. Our ability to serve them globally was enhanced in 1996 when we were invited by D. E. Foster Partners – the U.S. alliance firm of KPMG Peat Marwick, to become their member firm

The D.E. Foster Partner network, is one of the top 20 international executive search firms of the world. The network covers 36 countries and operates out of 52 cities across six continents. All the member firms have set the most rigorous standards in assignments management and quality control-as well as in the caliber of consultants they recruit.

History

D. E. Foster Partners Inc. is the successor practice to the U.S.KPMG Peat Marwick executive search. KPMG Peat Marwick entered the search industry in 1962. Over twenty seven years it grew to become the largest of the Public Accounting executive search practices and was ranked by the FORTUNE magazine among the Top 10 U.S. firms

In 1990, in the interest of client independence, Dwight Foster, Partner-In-Charge of the U.S. search practices, led a management buy – out of the U.S. practice. Today Foster Partners is the exclusive U.S. alliance executive search firm to KPMG Peat Marwick LLP

Shortly after its inception in 1990, Foster Partners established alliance relationships with KPMG Peat Marwick executive search practices around the world. In exceptional cases, Foster Partners has elected to succeed local KPMG practices with strong independent search practices.

Annexure VII(Cont)

International network

Name	Designation	City	Company
Mr. Peter Macdonald	Manager	Adelaide	KPMG Mgmt. Consulting
Mr. Pepi Rozendaal	Managing Partner	Amsterdam	KPMG Mgmt. Consultant GmbH
Mr. Gerald Bump	Executive Managing	Atlanta	D E Foster Partner
Mr. Jenny Irwin	Senior Consultant	Belfast	KPMG Mgmt. Consulting
Mr. Eric Brenner	Partner in Charge	Bogota	KPMG Peat Marwick
Mr. Mavis Would	Principal Consultant	Bristol	KPMG Mgmt. Consulting
Mr. Jean Paul Heller	Principal	Brussels	KPMG Mgmt. Consulting
Mr. Peter Sandor	Director Strategic	Budapest	KPMG Hungaria KFT
Mr. Fernando Dotto	Partner in Charge	Buenos Aires	KPMG Consultores
Mr. Mohamed Ezzat	Partner	Cairo	KPMG Hazem Hassan Mgmt
Mr. Freddy Santana	Partner	Caracas	KPMG Peat Martwick
Mr. Jeff Siegrist	Director	Charltte	D E Foster Partner
Mr. Terence Burns	Managing Director	Chicago	D E Foster Partner
Mr. Tage Frisk Larsen	Partner	Copenhagen	KPMG Mgmt. Consulting
Mr. William Rowe	Exe. Managing Director	Dallas	D E Foster Partner
Mr. Gunter Rasten	Partner in Charge	Dusseldorf	PMM Mgmt. Consultant GmbH
Dr. Joachim Staude	Partner in Charge	Frankfurt	PMM Mgmt. Consultant GmbH
Mr. Eliance Volpert	Partner	Geneva	Eliane Volpert ExecutiveSearch
Ms. Lucia De Rojas	Acting Manager	Geneva	Eliane Volpert Executive Search
Mr. Klaus Bornholdt	Senior Manager	Hamburg	PMM Mgmt. Consultant GmbH
Mr. Trevor McCormick	Executive Director	Hong Kong	KPMG Human Resource Con. Ltd
Mr.Michael Brnard	Director in Charge	Johanmesburg	KPMG Executive Appointment
Mr. David Adraion		Leeds	KPMG Mgmt. Consulting
Mr. Tony Saw	Manager	London	KPMG Mgmt. Consulting
Mr. Sampat Prakash		Manama	KPMG Mgmt. Consulting
Mr. Ruth Franhill		Manchester	KPMG Mgmt. Consulting
Mr. Mike Hannaford	Director	Melbourne	KPMG Mgmt. Consulting
Mr. Macro Ibarra	Managing Director	Mexico	KPMG ECI Inc
Ms. Marina Pastorelli	Senior Manager	Milan	KPMG Consulting
Mr. Mark Young	Managing Director	Milami	D E Foster Partner
Mr. Nikitas Konstantellos	Partner, HR	Athens Salonica	PMM Mgmt. Consultant GmbH
Ms. Rita Deichman	Manager	Munchen	PMM Mgmt. Consultant GmbH
Mr. Dwight	President & Chairman	New York	D E Foster Partner
Mr. Doris De Castillo	Senior manager	Panama	KPMG Peat Consultant
Mr. Daniel Porte	President	Paris	Daniel Porte Consultant
Mr. Grant Girdler	Director	Perth	KPMG Mgmt. Consulting
Dr. Nick Van Terheyden	Director	Riyadh	KPMG Mgmt Consulting
Mr. Geovanna Ferandez	Director	San Josh	KPMG Peat Marwick
Ms. Ana M Figueroa	Partner	San Salvador	KPMG Consultores
Mr. Jose Antonio Ituarte	Director MCD	Santigo	KPMG Peat Marwick
Mr. Doris Brea De Gard	Partner	Santo Domingo	KPMG Peat Marwick
Mr. Isaias Feigenson	Partner	Sao Paula	KPMG Peat Marwick
Mr. Louie T K Choi	Partner	Shanghai	KPMG Peat Marwick
Mr. Bruce Hunt	Director	Singapore	Peat Marwick Mgmt. Consultant
Mr. Richard Rittenberg	Managing Director	Stamford	D E Foster Partner
Mr. Gillian Sheather	Partner	Sydney	KPMG Mgmt. Consulting
Mr. Richie Chan	Senior Manager	Taipei	KPMG Pet Marwick
Mr. Kinichi Shiraishi	President & Rep. Director	Tokyo	KPMG ECI Inc.
Mr. Cris Westorn	Partner	Warsaw	KPMG Polska
Mr. Dann Stringer	Sr. Managing Director	Washington	D E Foster Partner
Ms. Barbara Troy	Director	Wellington	KPMG Executive Resources
Mr. Rainer Morscher	Partner / Owner	Zurich	Peat Executive Search AG

Annexure VIII

THE WEBSITE

www.3pjobs.com

(alias .. An Exercise in Business Process Re-engineering)

We are a “brick-and-mortar”, executive search firm. As far as our website a concerned, it enables us to conduct our business

· Faster

· Cheaper

By allowing us to “automate” some of our business – process.

The business – processes which have been automated so far, on our website are :

Database Creation

· Jobs Database

Corporates post their job advertisements on our website directly on their own (without any intervention from our side and thereby create a searchable database of vacancies / positions)

· Resume Database

· Jobseekers post their resumes directly & create a searchable database

There is no effort on our part to create these databases

Corporates

Database Search

Here what we have done is to create and install appropriate search-engines on our website. This is a one time effort. The actual business-process itself (viz.”searching”) is carried out online by the interested parties! Like in a super market, the jobseekers and the recruiters, pick-up what they like, place these in a Shopping Basket and email it to us. Our work starts thereafter

The latest feature that we have recently added (as far as Resume-search is concerned) is

Magic Cube Search

When a jobseeker submits his resume on our website, he identifies himself as belonging to a specific

· Industry

· Function The key search-parameters of a jobseeker

· Designation level

Using this data, our software, automatically places this candidate. Into each of the following matrix, viz:

· Industry Vs. Function

· Industry Vs. designation Level

· Function Vs. designation Level

When a head hunter clicks on any of these links (matrices), he is able to see, at once glance, how many jobseekers, our database carries, in EACH CELL OF THE MATRIX. Clicking on any “cell”, reveals, the resumes of the jobseekers fulfilling that particular criteria!

As simple as that.

And, if you are a head hunter, by simply looking at the relevant matrix, you know

· Whether there are any candidates in our database, which fulfill your search-parameters

· How many such candidates do we have

If a particular ell is empty, no need to waste your time, searching for such candidates. You Know in advance that there are none!

This Magic Cube feature will be soon extended to jobs Database as well.

www is all about making a surfer’s like simpler/easier/faster!

Following are a few other features that we plan to introduce on our website, before long:

Auto Job Search / Job Alert

A jobseeker will fill in his job search-parameters only once. Thereafter, everytime a “matching” job gets posted on our websites, he will receive an email alert

Very shortly, we will WAP-enable our website, so that the job-alert can be delivered to him on his mobile phone(WAP)

We have also initiated a dialogue with www.unimobile.com to deliver these job-alerts as SMS messages on normal mobile phones

Suitable Candidate Alert

This service will be very similar to job-alert. It is meant for Corporate Recruiters who will submit on our website, ONCE, the search-parameters for a candidate to fill up a vacancy

Everytime a “matching” candidate submits his resume on our website, the concerned recruiter will get an email alert

Job-Advertisement Query

Under this feature, each job-advt. posted on our website will be automatically treated as a Resume Search on our online resume database and “matching” resumes will be forwarded to the concerned advertiser

Resume Form Download

This feature will permit a jobseeker to download any resume form,

Disconnect internet connection, fill in resume offline, re-connect to website and upload. This will save online time/cost

Actual Designation-Based Search

There are many designations which are unique/peculiar to an industry and difficult to “equate” properly to a “designation – level” for example

· Copywriter

· Visualiser

· Auditor

· Content head

· Technology Head

· Web-Master etc.

Soon, we plan to introduce a resume-search, which is based on “actual” designation (in addition to the existing search based on designation level).

Order Tracking

Under this feature, a Corporate client will be able to track his executive search assignment online and seek online help/assistance from a call-centre manager located in our office.

Job Market Trend Analysis

This feature will statistically analyse all jobs getting posted on our website and develop / display, frequency distribution graphs, for the guidance of the job seekers (especially fresh graduates)

These graphs will be generated

· Industry-wise

· Function-wise

· Designation-wise

· City(of Posting)-wise

· Education Level-wise

· Age-wise etc.

In course of time, software will be developed which will collect/pick-up job-advts posted on other job sites and carry out similar analysis, to develop macro-analysis of the job market

Annexure VIII(Concld)

Compensation Trend Analysis

Using gross-compensation data picked up from the resumes posted on our website, exhaustive frequency distribution graphs will be generated for different parameters, listed in the earlier paragraph

These graph will be of immense use to

· Job seekers

- To assess his/her own market value

· Recruiters

- To negotiate salary

- To devise compensation structures

Man Power-Plan Integration

This feature will enable any Corporate to integrate its own annual manpower plan/golden handshake plan into our website and completely “outsource” its recruitment / downsizing business process to 3P. Many companies are planning to outsources its HR functions, which do not constitute their “core-competencies”

Annexure IX

STATISTIC

A. POPULATION Annexure

Ø Urban Population Scenario IX (A1)

Ø Labour Force : 1980 – 2000 IX (A2)

B. EMPLOYMENT EXCHANGES

Ø Statistics IX (B1)

Ø How did they help? IX (B2)

C. EMPLOYMENT

Ø Production & Employment IX (C1)

(Small- scale sector)

Ø Employment in organized sector IX (C2)

Ø Employment in Public & private sector IX (C3)

D. SCHOOLS & COLLEGES IX (D1)

SOURCES:

Ø CII Handbook of Statistics : 1997

Ø Statistical Outline of India : 1997

Ø News-reports

Annexure IX (A1)

Urban Population Scenario (1991)

No. of Urban Agglomeration / Towns______3,768

Urban Population_____________________ 217.6

Millions

Urban Population 217.6

______________ = _______ 25.7%

Total Population 846

Percentage Of Towns

Types of Towns	% in total towns
Class I Towns (> 1 lakh)	8.2%
II Towns (50 K--- 100 K)	9.5%
III Towns (20 K ---50 K)	25.7%
IV Towns ( 10 K--- 20 K)	31.4%

Percentage Of Urban Population In.

Types of Towns	% Of Urban Population in
Class I	65.2%
II	10.9%
III	13.2%
IV	7.8%

Annexure IX (A2)

Labour Force : 1980-2000

S.No	Category	1980	1985	1990	2000
A.	1. Rural Male 2. Rural Female	128.53 57.73	142.61 64.18	157.43 71.18	181.32 83.01
	Total Rural	186.26	206.79	228.61	264.33
B.	1. Urban Male 2. Urban Female	41.71 9.71	51.00 12.02	62.48 14.99	92.86 22.66
	Total Urban	51.42	63.02	77.47	115.52
C.	Total Male	170.24	193.61	219.91	274.18
D.	Total Female	67.44	76.20	86.17	105.67
	All India	237.68	269.81	306.08	379.85

Source :Seventh Plan 1985-90 (Government of India)

Annexure IX (B1)

Employment Exchange Statistics

(in lakhs)

	Applicants on Live Register	No. of New Registration	Placements affected	(3) as % of (1)	(3) as % of (2)
	(1)	(2)	(3)
1985-86 1991-92 1992-93 1993-94 1994-95 1995-96 1996-97 1997-98 1998-99 1999-2000	270 365 363 360 366 368 376 380	57 61 51 57 59 59 59 15 13.5 15.2	3.73 2.59 2.29 2.16 2.12 2.19 2.52 0.62 0.53 0.53	1.38 0.71 0.63 0.60 0.58 0.59 0.67 0.16	6.54 4.25 4.49 3.79 3.59 3.71 4.27 4.13 3.93 3.52
June 98 June 98	395 406

Source: Monthly Economic Report (Labour Ministry)

Annexure IX (B2)

How Much Did Employment Exchanges Help

Educated Job Seekers?

(millions)

Education

Level

Registrations

Placements

1992

1993

1994

(Jan-June)

1992

1993

1994

(Jan-June)

Matriculates

Above Metric but below degree

Graduates & Post Graduates

2.29

0.90

0.68

2.11

0.92

0.63

0.97

0.44

0.33

0.06

0.03

0.04

0.043

0.021

0.031

0.024

0.009

0.013

TOTAL

3.88

3.66

7.75

0.13

0.095

0.046

Annexure IX (C1)

Production and Employment

(Small Scale Sector)

Year

No. of units registered

(lakhs)

Production (rs. Crores)

Employment (lakh persons)

Remark

1995-96

27.24

316,421

152.61

Provisional Figures

1996-97

29.14

340,564

158.91

Anticipated Figures

Annexure IX (C2)

Employment in the Organised Sector

(March 1996)

Sector

Employment (millions)

% change over previous year

Public Sectors

Private Sectors

19.43

8.51

-0.27

+5.58

TOTAL

27.94

+1.49

Annexure IX (C3)

Employment in Public and Private Sectors as on

March ‘96

(lakhs)

S.No

Industry

Public Sectors

Private Sectors

Total

Agriculture

5.4

9.2

14.6

Mining & Quarrying

9.9

1.1

11.0

Manufacturing

17.40

50.50

67.90

Construction

11.60

0.50

12.10

Electricity

9.50

0.40

9.90

Wholesale & Retail Trade

1.60

3.20

4.80

Transport/communication & storage

30.90

0.60

31.50

Finance/Insurance/Real Estate

12.80

3.10

15.90

Community/Social & personal

95.20

16.60

111.80

TOTAL

194.30

85.10

279.40

Annexure IX (D1)

Schools & Colleges (for year 1995-96)

Level	No. of Institutions	Enrollment (Million)
Primary	590,400	109.8
Middle	171,200	41.0
Higher Secondary	98,100	24.9
General Education Colleges	6,569
Professional Colleges	1,354
Universities	226

· Medical + Eng. + Teachers Trg. Colleges only.

Annexure X

KAUN BANEGA… WILL SHAKE UP TV INDUSTRY

AFTER quite a while, a television programme appears to have caught the Indian viewer’s imagination. Kaun Banega Crorepati (KBC), the Indian version of an international favorite anchored by the legendary Amitabh Bachchan airs Mondays to Thursdays at 9 pm on Star Plus. Not only has the programmed managed to garner a large chunk of audience share, but it has also set into motion a new dynamics which is going to alter the entire spectrum of the Indian television industry. Even as we usher in the new convergent era, traditional broadcasting is shifting gears. Its going to be one roller-coaster ride for all the players and the queasy and weak-hearted are not going to survive.

Ten years down the line since satellite TV first tested the supremacy of Doordarshan, a new threshold level is emerging in the business. As the number of channels proliferates, there is not just the fight for bandwidth but also for viewership. Quite like the Mobius strip, no one is sure where carriage and content merge. However, we are witnessing a new consolidation phase which will see a shake-out, in the channel space with stakes raised much higher. Cable connectivity is expected to reach 40m homes at end of this year. This means one out of every two TV homes will have access to satellite channels. Yet again, the viewer is becoming more discerning and picking and choosing her fare from a well spread buffet of programming.

Let’s look at the increase of regional language channels. Tamil has 7, Bangla 5, Marathi 5, Gujarati 5, Telugu 4 and so on . Many of these are backed by large media companies with deep pockets so they have the staying power. But almost all are clones of each other. What this result in is that there is hardly any channel loyalty amongst viewers even within the same ethnocentric or linguistic groups. As people surf from one to another in the seamless channel space, it is individual programmes which become critical both for the channel as well as the advertiser. The only constant channel drivers seem to be films but given the hunger of the medium, there are not enough films to go around. While film producer are suddenly discovering that there is a lot of moolah to be made on the box, channel owners are finding it hard to get films.

While mythologicals still rule the roost as far as serials go, afternoon soaps to seem to be the sine qua non of Indian TV channels. Unfortunately, there is little path-breaking writing to bolster sagging storylines of most drama series.

If you look at the fixed point charts of various channels you will find that it is old programmes like Amaanat, Hum Panch, Ashirwaad on Zeee, CID, Heena on Sony, Saans on Star – which are still top-of-the charts. When Prannoy Roy started his newscasts, Ramanand Sagar and BR Chopra Ramayan and Mahabharat. Rajat Sharma his Adalat,Gajendra Singh his Antaakshari or Plus Channel and UTV their daily soaps Swabhimaan and Shanti, there was some innovation. Now e whole scenario is imitative. More of the same. You have the same actors, the same anchors mouthing similar lines in similar programmes across channels, sometimes even across languages.

While there has been an occasional attempt at creating new genres of programming—

Investigative dramas’ like Bhanwar, Indis’s Most Wanted, Agnichkra and so on – most producers and channel managers have been far from adventurous.

Programme fatigue is setting in fast. Even as channels push producers to up technical quality and production design the content is hardly upgraded. Once broadband comes in, the viewer is going to demand quality as the choice becomes varied – from a buffet we will move to a la carte.

KBC has proved a point. You take a global format, Indianise it using a local format, take a high profile movie star and you have a winner. What it has also done is raise the marketing of TV shows to dizzy heights and introduced big time prize money on Indian TV. It is no longer going to be possible to launch a major show without all the hoopla and hype one normally associates with mega movies. And Amitabh Bachchan may have started another trend – of getting superstars on to the tube. You can expect a lot of glamour on the box in the months to come.

What KBC has also done is usher in a rudimentary form of interactivity on Indian television. Passive viewing will soon be passé. You will see a lot of shows which will invite viewer participation. Actually, whenever the viewer has been egged on in a programme, it has always been a success. So, while the creative teams at various channels put on their thinking caps, the viewer can rest assured that consumer is always king.

One heartening thing for the TV industry is that ad spends are going up exponentially and for the first time substantial income from. Subscription, is looking a reality, Yes, the next round of TV games has begun. And the prize money is big. But unfortunately, the game is quite like Russian roulette. Either you win or you are dead. This is something the Star TV guys must be as aware of as their beleaguered competitors. Kaun Banega Crorepati?

Annexure XII

WEB ACTIVATED RECRUITMENT PROCESS

-WARP

Hemen Parek

Although internet itself is more than two decades old. World Wide Web (www) is a recent phenomenon, especially in India. Americans were the first to realize the importance of internet as a powerful media of communication and advertising. It was not merely “product – advertising” but it encompassed advertising for “services” and for creating a “corporate image”.

The Corporate sector which was one of the earliest to jump onto the internet bandwagon was the “services” sectors, whether it was travel & tourism, airlines, hotels, financial services etc. Not to be left-out were the head-hunters!

To-day, there are over 5000 websites offering on-line placement services. The big daddies amongst these are :

www.careerbuilder.com www.careermosaic.com

www.careerpath.com www.execunet.com

www.hotjobs.com www.monster.com

All of the above are American websites. As far as the job hunt / head hunt related Indian Websites are concerned, there are 100 of them ! Amongst these, some of the most popular are:

www.3p-jobsearch.com www.timesjobandcareers.com

www.naukri.com www.employindia.com

www.smartindia.com www.tvijobs.com

www.smartindia.com www.winjobs.com

www.jobsweb.com www.placementindia.com

www.sampooma.com www.careerindia.com

www.braintrustindia.com www.ciol.com

Although most of these websites have come-up during the last 2 years, the services offered by these vary widely. All of these sites offer the following basic services:

For The Job-Seekers

Most websites provide two basic services to jobseekers. These are:

Annexure XII(Contd)

(A) Posting the resume

However, the questions that a prospective jobseeker might want to ask here are:

- Can I submit my resume online or do I need to sent it to the site by snail-mail and thereafter they will (at some unspecified future date) upload it on their website? Will the website assure me total anonymity, by hiding my name and contact information (address/phone no. etc) or can this be seen/ viewed by any headhunters? Will my name get replaced by a unique Code No. which is ailoted to me online the moment I submit my resume? Can my boss findout that it is my resume?

- Will the website reveal my identity to a prospective employer (headhunter) without my permission?

- The moment I submit my resume online, does it form part of a “searchable database”? Can I myself decide / specify the parameters under which I would like myself to be searched ? – parameters such as Industry / Function / Designation / Educational Qualification / Posting City preference / Age / Experience / Salary etc. At a future date, if I want to delet / modify my search-parameters, can I do this online on my own ? To do this, will I be ailoted a secrets password / user ID ?

- In case, my resume gets short-listed by a headhunter, will I receive an intimation from the website?

- If I want my resume to be forewarded against a specific job-advt posted on the website, will the website undertake to do this?

- If I do not wish to log onto the website every evening to find out if some new interesting jobs have been uploaded, does the website have a feature whereby I submit my “job-search criteria” only once and whereafter the website will, on its own, keep track of all matching jobs being uploaded / posted and keep me informed ?

(B) Searchable Database of Job-Advts

Most website boast of a job-advts. Generally these are “posted” by Corporates. Some websites also scan the job-advt which appear in print-media and upload on their sites.

But in most cases, this a simple listing thru which a job-seeker must carefully-and patiently – plod through, till he comes across an advt that interest him. This process is no different than going thru job-advt / appointments section of a newspaper, and may take hours if one has to even cursorily glance at 500 job-advts which may be listed on the website ! Not a satisfactory solution from the jobseeker’s view point although with each jobseekers clicking 500 times, it certainly helps a website to claim that it gets “thousands of hits” everyday !

Once again the question that a jobseeker might want to ask is,

“is the job-advt. database searchable within seconds – by simply entering my “ job-search criteria” such as Industry / Function / Designation level / Posted City Preference etc. and clicking only once?”

For The Headhunters

Most websites provide two basic services to the HR/ Personnel Managers, These are :

(A) Job-Advt Posting

Although all websites allow Personnel Chiefs to post their job-advts on their site, almost all (except one or two) charge a fee. Of course, the fees are very competitive as compared to the cost of print-media.

However, questions that a Personnel Manager ought to ask are :

- Can I post my job-advt on-line on my own, directly and without any intervention from the website or do I have to fax them a copy which they will upload after a few days ?

- If I am allowed to post it online, will it appear instantly and can it be seen by jobseekers around the World from the moment I click on “submit” button?

- Do I get any feedback from the site, as to how many potential candidates have “viewed” my advt / Is there a counter against my advt that will tell me this?

- Will I get the candidate – response directly, without any intervention of the website?

- Will the response mention ”Advt. No.”, so that it gets automatically segregated/

(B) Executive-Searching From Resume Database (Head Hunting)

Most websites have an online resume database – however, in most cases, this database is not truely “searchable”- within seconds – by using search-parameters (filters) such as Industry / Designation / Function / Edu. Qualification / Age (yrs) / Experience (yrs) / Current city location etc.

In the absence of a well-defined filtering process, where you can apply the chosen filters simultaneously or sequentially (one by one), searching for your “Man Friday” from amongst 30,000 or 50,000 resumes, resembles the proverbial Need in the Haystack situation ! You might as well be reading typed resumes received thru snail-mail-unless you like to get hypnotized with the sound of 10,000 mouse-clicks !

If the website does offer some kind of a “filtering” process, the next thing a Personnel Manager might want to know is,

Annexure XII (Contd)

“Can I, create on-line, a shopping basket, fill it with the resumes of the short-listed candidates and instantly (of course electronically ) foreward to the website concerned, to take further action?”

Apart from the foregoing main services offered by most websites, there are a few websites which offer one or more of the following features:

- Compensation Surveys

- Labour Laws

- Career – Counseling / Interview tips

- Industry Profiles

- Salary Comparison

- Statutory Returns be filed

- Corporate Profiles

- Educational Institutions Database etc

Most of these features are of interest not only to the job-seekers and the Personnel Managers, but also to a wide variety of executives. They would like to return to their favourite site again and again. However, before placing a book-mark on a particular site, based on various features described earlier, a Personnel manager should also the following questions:

- Is the site-content relevant to my profession ?

- Does the content help me with the qualify of my decisions ? Does it help improve

My personal performance and productivity ?

- How interactive is the site ?

- What is the traffic on the site ?

- How do leading search-engines rank the site on keyword such as jobs hunt and headhunt ?

At this point, a Personnel Manager is quite likely to throw-up his hands and say, “ Hey!

Hold it ! Hold it for a second ! What is in it for me ? How does it help me ?” That would be a natural reaction ! If I were to say,

“Cut your average recruitment-cycle time from 6 months to 2 months by getting web-sawy”,

How would that sound ? Too good to be true ?

The non-believers may wish to take a close look at Fig. 1 (Recruitment during the dark-ages of pre-intemet era). If I have left-out any activity from this process-flow-chart, feel free to add. Then estimate “average” time it would take to completer each activity. (You already know that all the activities are “sequential- there are no”parallel” process-hence every activity lies on the “Critical Path” of PERT diagram). Add-up the activitity-times.

Annexure XII (Concld)

Now turn to

Fig # 2 (Post yourjob-advt. on a website)

Fig # 3 (Conduct an online head hunt on a website)

And repeat the entire process of estimating “average activity time” for both these charts and add-up.

If you were to repear this process for the “actual time taken” to fill the next 50 vacancies in your Organisation and then plot a frequency-distribution diagram, it will most likely look like the top curve on Fig.4 (Frequency Distribution Diagrams for pre-intemet and post-inernet recruitment processes).

Then compare it with the middle and the bottom curves.

When you do, you know what is in it for you. If these three curves cannot convince you to switch-over to the far more attractive

Web-Activated Recruitment Process (WARP),

Nothing else will.

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Wednesday, 2 March 2016

KAUN BANEGA BHAGAYSHALI

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