Pinnacle Human Resource (P) Ltd.

Saheed Nagar, Bhubaneswar, Odisha

Committed to achieve maximum customer satisfaction, we offer personalized executive recruitment services with the objective of meeting the individual specific requirements of our clients in a most efficient manner. Our past experience with wide range of client base in various industries makes us confident for providing the best services of the industry. Pinnacle extends service across industry including: Building Materials(Cement, Paint, Gypsum Plaster) FMCG/ Bio-Tech/ FMCD/ Electronics Engineering/Steel & Power/ Infrastructure Development/ Mining Retail/e-Commerce IT/ ITES Telecommunication/Banking/ Insurance/ Finance As a technology driven and catering organization, we confidently transverse information technology sector in all technologies for all levels and positions. Our areas of expertise in Information Technologies and Engineering Sector are: ERP/CRM/Data warehousing Technologies Database Administrators/Quality Assurance & Testing/ Networking Internet/E-Commerce/Microsoft/Client Server Technologies Core Engineering (Sales and Service) Mainframe/ Middleware Staffing Services Pinnacle makes the manpower resources available with ease, bearing in mind the skill-set required as per the clients directives. We aid organizations by fulfilling their manpower requirements and provide them with necessary acumen to be flexible, cost-effective, and competitive. However, whether the manpower required is for a temporary basis or temporary-to -permanent basis, Pinnacle carries the same meticulous approach for their selection. We are aware that staffing is a decisive factor for success and the client looks for specifically skilled manpower, which can produce results in no time. Thus, Pinnacle strikes a steady balance to regulate the manpower movement, in and out of the organization.

From pioneer to leader In the 1940s, the concept of temporary staffing began as a simple idea in one man's head. Unheard of at the time was what William Russell Kelly was doing: hiring people on his own and sending them to outside companies to do a variety of office tasks. Since no one had a name for this service, Mr. Kelly called it “temporary help". Kelly places temporary employees with premier companies around the world, including more than 90% of the Fortune100™ and Fortune 500® as well as small to mid-sized corporations full of growth potential. We at PINNACLE do temporary staffing agency that offers flexible staffing options. Many companies are leveraging the services of staffing companies to gain access to talent and adjust their workforce based on the cyclical needs of their business. We offer contract, contract-to-hire and direct placement options to quickly increase and decrease your workforce. PINNACLE Contract Staffing Our contract staffing services enable you to fill short-term needs for qualified employees. Companies rely on a temporary staffing agency’s contract staffing services to support upcoming projects, meet seasonal requirements and reduce their workforce during slow periods. Hiring individuals on a contract basis allows your company to maintain proper staff levels and retain the talent available today, while reducing employee-related costs.

Your organization is probably 60 times more unsafe than you think! Slowly but steadily, India is showing an increasing trend of discrepancy or fraudulent cases. Highest numbers of discrepancies, 2 out of 3, are found in employment verification, in the areas of false tenure, title, and salary data coupled with fake experience documents. Next up on the list are discrepancies found in education (5-25%) and address (15-20%) verifications. Save your organization. Verify employees before hiring! PINNACLE offers employment solutions that let you reduce costs by verifying and hiring the right candidate rather than replace a wrong hire taken on without verifications. You can be rest assured of these: Background Screening Assessments Our executive will reach out to you with details. PINNACLE is An organization with a zero-tolerance approach to non-compliance. Odisha’s largest audited screening services provider. Odisha’s premiere service provider with high profile names on its client list. An organization that invests significantly in data security and is a trusted name in the industry. Odisha’s only screening service provider with a national presence that ensures reliable background verification for employees from across the globe. And here’s how we ensure that PINNACLE is your ideal screening services provider You get screening based on industry best practices, tailored to your needs You are served by an experienced team member who manages end-to-end process of verification and quality reporting. You are ensured complete compliance with global regulations, information security, confidentiality, and data protection laws. You get the perfect combination of global reach, local expertise, and an ‘always-on’ service in time.

Campus placement or campus interview is the program conducted within educational institutes or in a common place to provide jobs to students pursuing or in the stage of completing the programme. What we recruit for PINNACLE visits select Management and Engineering campuses across State to attract the best talent for suitable positions. On-campus recruiting events are an essential part of PINNACLE's hiring process. The recruitment process starts with PINNACLE sharing specific profile. Based on student interest and applications received, we shortlist the profiles as per our eligibility criteria, conduct a Group Discussion and Aptitude Test , followed by interviews by an experienced panel of PINNACLE leaders. While the whole process helps us to find out more about you as a person and about your achievements, the interviews give us the best opportunity to evaluate your candidature. They also help you discover more about our people and us as a company. PINNACLE typically hires through an on-campus placement process. The campuses that we visit include premium B-Schools and Engineering institutes from across State which have been identified through an internal process of assessment based on assessment of PINNACLE fit, salary & expectations, internship experience with the institute, alumni Strength and performance & retention Trends Campus Recruitment allows us to identify and nurture talent at an early stage. We visit various colleges and the identified students are placed at appropriate levels in various industries. Our association with India's premier business houses has been long and rewarding for both sides providing for a challenging environment to support on-going learning and enriched professional development for fresh entrants.

WHAT IS FRM? The outlook of the Indian consumer has been changing dramatically, with limelight shifting from low price to convenience, high value and a finer shopping experience. This has caused vibrant expansions and retail giants like Wal- Mart, Shoppers Stop, ITC, Spencers, Future Group, Lifestyle, More, to name a few have already impressed the Indian consumers. Such a dynamic expansion of retail companies in India, is unlocking many doors for employment. Therefore after Telecom, Information Technology and Insurance boom, India is witnessing 'Retail Boom'. And those who get into this industry at this period would find the journey not only satisfying but also see an incredible personal development with a secured career. About Shoppers Stop THE first outlet was launched in 1991 in a Mumbai suburb with only menswear. Cut to 2010, Shoppers Stop has 51 stores in 22 Indian cities, offering women's and kids wear, home furnishings, books, makeup and a whole lot more. The retail giant has seven brands within its fold -Home Stop, Crossword, Mothercare, Clinique, MAC, ESTEE LAUDER, and, of course, Shoppers Stop, and in the next two years, the retail chain aims to open eight new stores per year. Now, it would take an army of retail savvy executives to keep pace with this scale of expansion! Who can join? The batch size may vary from 20 to 60 students across institutions per batch. A written test will be used to shortlist candidates for a Group Discussion & personal interview with panellists from the institute and Shoppers Stop. Good communication skills, a keen interest in retail, negotiation and persuasion skills would give you an edge. According to Dr. Tarun Panwar, HOD, Retail Dept of Pearl Academy of Fashion, confidence, clarity of career goals and personal presentation, will also win you some brownie points. You must be below 25 years of age. Class 10 students and graduates are also eligible.

Operation workouts In order to supplement the theoretical knowledge with practical inputs, regular HR Training exposure is required and this is given due importance at PINNACLE. Students are given training known as "operation workouts" which help them to get practical knowledge of theoretical aspects. Unlike traditional lecture-based teaching where student participation in the classroom is minimal, the case method is an active learning method, which requires participation and involvement from the student in the classroom. For students who have been exposed only to the traditional teaching methods, this calls for a major change in their approach to learning. The team of PINNACLE is continuously engaged in case study discussions as well as in encouraging students to develop such cases.

Manpower planning is the sheet anchor of all HRD efforts. It is concerned with the following: Assessment of manpower needs, including forecasting such needs on the analysis of the policies of the company, trends of its development, plans for diversification, etc. Manpower audit, i.e., examining whether manpower strength for various jobs is inadequate or more than what should be employed. Both understaffing and overstaffing may be highly demotivating in the company. Thus, manpower planning is linked with corporate plans and strategies on one hand and the job analysis on the other.

It is a very critical HRD mechanism under which the employee himself in collaboration periodically appraises the performance of an employee with his/her boss. In the light of the difficulties faced by the employee he/she redefines his/her future goals. The mechanism emphasizes the development of the employees (by identifying their growth needs) rather than their evaluation. Open, objective and participative appraisal and feedback develop better superior-subordinate relations. During the interview the superior shares the concerns of the subordinate and even guides him to achieve his target.

There are 3 different HRD mechanisms with different focus and purpose. It is another important HRD mechanism, which is concerned with identifying the potential of an employee for future development and promotion in the company. It focuses on finding out periodically the extent to which a given individual possesses the critical attributes required to handle higher-level responsibilities. Thus, it is linked with job and role analysis. In HRD promotion is not considered to be a reward. This is because it is not based on performance but it is based on the potential of an employee.

It may be useful to help new employees become aware of the various phases of development in the company, and plan with seniors their specific career path. In the HRD system, corporate growth plans are not kept secrete. They are made known to plan their career.

These are common positive reinforcers. They should be clearly related to the performance and behavior of employee. Failure to reward properly or over rewarding undeserving employees reduces the reinforcing effect of rewards. Under HRD while salary structure is based on job analysis, salary increase is linked with performance

Many organizations make use of several O.D. techniques for the development of their human resource. These include team-building, organizational mirroring-group etc. In team building people learn how to work in collaboration with each other. Under organizational mirroring, the host group gets feedback from representative from several other organizational groups about how it is perceived and regarded. The intervention is designed to improve the relationships between groups and increase the inter-group effectiveness. In T-group participants learn competent in inter-personal relationships. They learn about themselves, how others react to their behaviors and about the dynamics of group formation, group norms and group growth.

This is an extremely important technique of HRD. Under it the job of an individual in the organization is analyzed and enriched in terms of his role and not in terms of his job. He, his immediate superior and subordinate sit together to discuss their expectations about the job from each other.

For overall development of workers, only good wages are not enough. They also need to be provided with good physical conditions and motivating work. If the work is monotonous or boring it must be redesigned. Several Indian organizations are taking initiative in improving quality of work life of workers. In HRD system there is always a focus on employee welfare and quality of work life.

Following are some of the important participative devices: Bi-partite meetings. (Between management and workers) To arrive at settlements concerning worker's wages and service conditions. To review the working of existing settlements and examine their impact on work place discipline, work ethics, customer service etc. Information sharing: To share the information about the business profitability, performance of the company, competition, marketing etc. Joint surveys: Management and union to undertake joint surveys on the state of morale, motivation, grievance of workers, and jointly plan to tackle these problems. Task forces: To undertake study of problems like 'ABSENTEEISM', 'INDISCIPLINE', ETC., and suggest ways to solve the problem. Collaborative projects: To undertake certain projects, i.e. a project on employee welfare or worker's education. Quality Circle: To involve workers at the grass root level for periodically discussing work-related problems. Quality Circles are small group of employees, which are formed voluntarily. They work on simple premise that the people who do a job everyday know more about it than any one else, particularly when quality or productivity is involved.

This process is fundamental to all aspects of life and is vital to the function of integration. Real communication takes place when the listener truly hears and understands the position and intent of the speaker.

It is an important HRD mechanism to provide timely guidance to workers on problems relating to hand and heart. Now many Indian Organizations are employing trained counselors for this purpose.

A grievance redressal procedure is vital to all organizations- big or small. The mere fact that an employee has access to a judicial type of justice is satisfying even though he never has the occasion to use it.

This is also a very important HRD mechanism. It is very essential to preserve systematic information about every employee on various topics such as the employee's personal characteristics, performance-potential, promotions, salary etc., so that this may be used for counseling, career planning, training, promotions etc. Moreover this information also serves as a base for research on employee problems.

Last but not the least important subsystem of HRD is Industrial Relations. Good Industrial Relations based on mutual trust and goodwill make the execution of HRD programmes easy. Poor Industrial relations based on mutual distrust and fears make execution difficult. Historically, unions in our country have been playing the role of agitators and bargainers. The thrust of their activities has been towards the economic well being of the workers. In HRD unions are encouraged to make a thrust towards the psychological and social well being of workers.

To assist students fit in the global corporate culture, the PINNACLE lays special emphasis on personality grooming through presentations, public speaking, mock interviews, aptitude tests and industry interactions. This helps the students to develop a capacity for analysis and judgment, ability to relate to managerial problems and draw upon their own resources for better understanding and meaningful action. Students, therefore, are groomed to join the industry not as a mere job earner, but to influence its practices, and in the long run become an active participant in reshaping the nation's destiny. To facilitate the process, PINNACLE provides for a mentoring programme and also organizes a range of activities throughout the year under its various cells and clubs. The teaching methodology has been designed keeping in mind real life happenings and includes, apart from conceptual lectures, learning through case studies, group discussions and debates, seminars, business games, simulation exercises, field and industrial visits, sectoral studies, entrepreneurship and business projects. Needless to state that high quality facilities in the Library and Computer Labs will always support the learning experience provided at PINNACLE. Advance preparation by the students as well as active participation is required to further enrich the unique learning process.

Marketing and sales training of pinnacle marketing and sales training of pinnacle can deliver significant business benefits. Training ones employees in better sales technique, customer service skills and marketing expertise helps boost sales and improve customer satisfaction. sales and marketing training options at pinnacle. Sales and marketing training and development is a part of the way one manages employees from the outset, starting with a well-planned induction programme for new employees. Practical training is an important part of building skills, particularly in areas such as sales. Options include role play exercises, accompanying employees on sales calls and debriefing employees thoroughly after successful or unsuccessful activities. If one lacks the skills or resources within ones business, one might want to bring in a sales coach or marketing consultant to help develop marketing and sales skills. Our marketing and sales training options include a wide range of training workshops, seminars and training. Marketing specialists may need a planned training and development programme as part of the continuous professional development (cpd) requirements of a formal marketing qualification. As with any form of training, one should look for reputable suppliers offering training courses with a record of delivering results. Look for recommendations from business contacts and trainers with appropriate marketing qualifications and accreditation.

One of the Best Educational Hubs in the State NM Group of Institutions kick-started its efforts since 1991 as the pioneer in professional Training and Academic Education and has established a strong identity among the students and parents as a respected Group of Educational Institution. It has been able to build its own reputation as a knowledge provider through continuous Research & Development with a well developed infrastructure equipped with Labs, Library, AC classrooms, Hostels for boys and girls, with more than 1000 computers with WIFI campus. It also grows with highly qualified & experienced faculty not only to aid the students in their day to day teaching process but also have created a bond to make NMIET as one of the best Educational hubs in the state of Odisha. PINNACLE The leading manpower consulting company Pinnacle Human Resource Pvt Ltd is a leading manpower consulting company, established in 2008, pioneer in training, campus hiring, staffing and bulk hiring. We have 150+ clients from diversified industry with 6000+ placement in a span of 8 years. We the only consulting company in India is authorized to run the industry acclaimed IIM-Ahmadabad & Shoppers Stop designed Fashion Retail Management (FRM) program. Which helps us to understand and implement the innovative learning pedagogy adopted by IIM-A

OBJECTIVES: To prepare Graduates for Management Career through AIMA's unique blend of quality and flexibility. To enable working professionals rise in their organisations. To facilitate change of career to managerial and business arena. The programme is designed to develop conceptual knowledge and behavioral skills in students who continue to work in industry, government or other organisations. ELIGIBILITY CRITERIA Graduation(10+2+3) with minimum 50% from a recognized University are exempted from the entrance test for admission followed by a Personal Interview Round with AIMA Panel. To apply for the Interview round please contact PGDM Program Manager. Candidates with less than 50% in Graduation are required to undergo MAT / CMAT / XAT / ATMA or any other state level entrance test. Important Note: If any student at the time of admission hasn’t secured 50% in Graduation, he may be granted with Provisional admission to PGDM but he has to sign an undertaking that he may sit for upcoming MAT or any other state level exam and submit the score card to Admission Manager on or before 30th Nov for July Batch & 31st May for Jan Batch. UNIQUE FEATURES 12 hours of classroom teaching per subject coupled with Virtual classroom of live lectures by experts. 100% Scholarships to meritorious economically disadvantaged students. Online Library access. TARGET AUDIENCES/FOR WHOM Management Graduates Professional such as Engineers, MCA/BCA’s aspiring to become managers. Fresh Graduates willing to work during studies or those who want to pursue their higher studies simultaneously. Defense personnel. Working Graduates from any stream whether Management, Humanities, Science background, Computers etc.