Organisational Structure of Netmagic Final Arpita

ORGANIZATIONAL STRUCTURE OF NETMAGIC IT
PRIVATE LTD.
BACHELOIR OF MANAGEMENT STUDIES
SEMESTER V
(2017-2018)
SUBMITTED BY
ARPITA H BHOITE
ROLL NO. 713
STERLING COLLEGE OF COMMERCE
D G Walse Patil Marg, Plot No.- 43, Sec- 19
Nerul Navi Mumbai. - 400706

ORGANIZATIONAL STRUCTURE OF NETMAGIC IT
PRIVATE LTD.
BACHELOIR OF MANAGEMENT STUDIES
SEMESTER V
SUBMITTED
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS
FOR THE AWARD OF DEGREE OF
BACHELOR OF MANAGEMENT STUDIES
BY
ARPITA H BHOITE
ROLL NO. 713

DECLARATION
I ARPITA H BHOITE, of T.Y.B M.S Semester V (2017- 2018) hereby declare that I have
completed the project report on ORGANIZATIONAL STRUCTURE ON NETMAGIC
PVT. LTD.
The information submitted is true and original to the best of my knowledge.
ARPITA H BHOITE
ROLL NO. 713

Sterling College of Arts, Commerce & Science
Affiliated to University of Mumbai & Approved by Govt. of Maharashtra
CERTIFICATE
This is to certify that ARPITA H BHOITE Roll no. : 713 of Third Year of Bachelor of
Management Studies, Semester V (2017- 2018) has successfully completed the project work titled
ORGANIZATIONAL STRUCTURE OF NETMAGIC IT PRIVATE LTD. during the academic
year 2016 2017 under the guidance of MRS. MANSI KILLEDAR
COURSE CO-ORDINATOR PRINCIPLE
(____________________) (_________________________)
PROJECT GUIDE/ INTERNAL EXAMINER
(________________)
ACKNOWLEDGEMENTS
To list who all have helped me is difficult because they are so numerous and the depth is so
enormous.
I would like to acknowledge the following as being idealistic channels and fresh dimensions
in the completion of this project.
I take this opportunity to thank the University of Mumbai for giving me chance to do this
project.
I would like to thank my Principle, ____________ for providing the necessary facilities
required for completion of this project.
I take this opportunity to thank our Coordinator ________ for the moral support and
guidance.
I would also like to express my sincere gratitude towards my project guide Mrs. Mansi Maam
whose guidance and care made the project successful
I would also like to thank my College Library, for having provided various reference books
and magazines related to my project.
Lastly, I would like to thank each and every person who directly or indirectly helped in the
completion of the project especially my Parents and Peers who supported me throughout
my project.
OBJECTIVES
To examine the organizational structure of Netmagic Pvt Ltd Co. on micro level.
To study about the awareness and satisfaction of employees in respect to

organizational structure.
To understand the chain of command in the company.
To study the efficiency of employees in order to improve customer service.

NULL HYPOTHESIS
Ho 1: An organization can be structured in many different ways, depending on its

objectives. The structure of an organization will determine the modes in which it
operates and performs.
HO 2: Organizational structure can also be considered as the viewing glass or

perspective through which individuals see their organization and its environment.
HO 3 : Organizational structure also determines how information flows from level

to level within the company. For example, in a centralized structure, decisions flow
from the top down, while in a decentralized structure, the decisions are made at
various different levels.
INDEX
CHAPER NO PAGE NO
1. INTRODUCTION 7
1.1. EXECUTIVE SUMMERY 8
1.2. INDRTODUCTION 9
1.3. HISTORY 10
1.4. MISSION 11
1.5. VISSION 11
1.6. OBJECTIVE 11
2. LITERATURE REVIEW 12
3. ORGANISATIONAL STRUCTURE OF NETMAGIC 13
4. RECURITMENT AND SELECTION 31
5. TRAINING AND DEVELOPMENT 38
6 EMPLOYEE SATISIFACTION 44
7. FACILITES PROVIDED BY NETMAGIC 47
8. SERVICES GIVEN BY NETMAGIC 50
8. RESEACH METHODOLOGY 54
8. DATA ANALAYSIS 54
8.2PRIMARY DATA 55
8.3CONCLUSION 85
8.4 SUGSESTION AND RECOMMENDATION 86
9. BIBLOGHRAPHY 87
EXECUTIVE SUMMARY
At Netmagic, they endorse and are cognizant of the fact that in todays dynamic business
environment with its ever-changing demands the key to not just survival but continuous
success is EVOLUTION.
At the heart of at Netmagics existence, they are inspired by how Technology is becoming
not a mere facilitator but a spirit that drives and enables better ways to evolve as businesses,
as communities and as societies. This is why they need to stop reacting to change in a
reactionary fashion and start evolving.
Now as an NTT Communications Group company, they are poised to leverage their
expertise and global footprint to be the true Data Center & Cloud Partner to organizations.
While you focus on your core business competencies, they will take care of your
infrastructure needs with unmatched SLAs, highly scalable infrastructure, and availability.
INTRODUCTION
Netmagic has 9 carrier-neutral Tier III data centres in India. Mumbai has five data centre
(Vikhroli 2 phases, BSE and Saki naka) Bangalore has two, while Delhi, and Chennai have
one each. These data centres are ISO 27001 and ISO 9001:2008 certified; built as per IT
Infrastructure Library (ITIL) framework. Netmagic's largest data centre is located in Mumbai
(DC5, kandivali), with a floor space of 300,000 square feet.
Netmagic provides Managed Hosting, Collocation, Cloud, Network, Managed Security,

Disaster Recovery and Software-Defined Storage to customers across banking and financial
services, insurance, e-commerce, healthcare, manufacturing, media & entertainment, IT &
ITES, logistics, hospitality, and education.
The Disaster Recovery as a Service (DRAAS) is a Disaster Recovery Management (DRM)
Solution powered by Sanovi's Cloud DRM suite. It has quick deployment with pay-per-use
feature. The entire DRAAS can be enabled with hybrid DR deployments.
Its cloud computing services allows enterprises to use the entire IT infrastructure on a pay-
per-use model.
Over 2000 enterprises trust Netmagic with their mission-critical IT Infrastructure needs.
Their customers include: - 15 of the top 20 broking firms in India - 9 of the top 10 e-
commerce players in India - 7 of the top 10 media companies in India - 4 of the top 5 travel
portals in India.
"With seamless global service, the strength of NTT Com, Netmagic achieved a globally
standardized supplier network system, along with faster product development, procurement,
and production."
Cloud-based voice infrastructure from NTT Netmagic Communications enables a new
working style, no location constraints & cost reduction for All Nippon Airways. Nitin
Mishra, Senior VP of Netmagic discusses the key drivers for enterprises to adopt cloud. He
states that hybrid cloud adoption is driven by workloads which can be interconnected on the
same network resulting in a single environment for running applications. Furthermore
discover how Netmagics SimpliVPC fits into the modern infrastructure of your companies,
and how enterprises can leverage the infrastructure to reap the benefits of operational
efficiency.
Nitin Mishras point of view for CIOs is to take a holistic approach of adopting cloud
computing with respect to the workloads of an organization. Enterprises should adopt a single
architecture for better manageability, or risk losing the advantage of cost saving and
optimization due to the complexity of management.
Netmagic today can solve all the problems of public cloud, at the same time providing all the
benefits says Anindya Das, Senior General Manager, Netmagic IT Services (An NTT
Communications Company).
HISTORY
Headquartered in Headquartered in Mumbai, Netmagic got founded in 1998 and provided

network consultancy. The Company opened its first data centre in 2000 and later, transitioned
to providing collocation services.
In 2012, NTT Communications bought 74 percent stake in
Netmagic, which was raised to 81.6 percent in 2014. The remaining shares are still owned by
Netmagic's CEO, Sharad Sanghi
MISSION: -
Netmagic is dedicated to providing the people, services and solutions their clients need to
meet their information technology challenges and business goals.
Work to understand the needs and requirements of their clients before proposing a
solution
Develop responsive proposals that provide cost-effective solutions to their clients needs
Deploy the right mix of people and products to deliver value-added services and solutions
to their clients
Follow-up on the quality of their services and solutions to their clients
Appreciate the trust that their clients put in us as we work with them to improve their
business and information technology.
Netmagic says that their company wants to ensure everyone in any type of environment
has the ability to take advantage of technology. Their company focuses on the "work
smarter, not harder" motto to try to help things with business.
VISION:-
To help their clients meet their goals through their people, services and solutions
Effectively maintain the availability of their applications without needing to invest double
the amount in the necessary hardware and software components
Give companies the added benefit of reducing and scaling their resources based on needs
Provide services that are designed to optimize resources and usage to reduce costs for IT
infrastructure and ultimately minimize operating expenses
Bill customers only for the resources
Contribute to the green initiative by subscribing to a service rather than having to under
utilize in-house resources
OBJECTIVE:-
The technology is highly scalable (load balancing, hardware software upgrades etc)
Website expansion can be done with minimum limitations
Migrating their website to cloud easy
No more server crashes to deal with
Highly cost efficient as it follows the rule of pay-per-use.
Strengthening civil society
Putting equality at the heart of everything we do
Addressing gender based disadvantage
Addressing racism in all its forms.
Promoting sustainable development
LITERATURES REVIEW:-
Year 2013, THE RISING STAR IN IT (NETMAGIC)
According to NETMAGIC, Netmagic a part on NTT communications is one of the biggest IT

Company that is having its operations in major countries of the World. Netmagic is a 30-
year-old company, which includes different services like software technology services,
technical consulting services, system integration services and infrastructure management
services. Netmagic is the huge company with wide range of software services in many
countries. Even though it is having many international operations, it is still outsourcing some
of its products and services to the global companies. There is a fact that not every company
will be successful in all areas and the same situation happened in Netmagic Company. It is
facing failures in some areas and at this particular situation where the company is facing
failure in the global market; Netmagic using global outsourcing process. Changes are the un-
sudden aspects that take place in any company and within the process of global sourcing
process; Netmagic faced many problems related to change management. In general, there are
two different types of problems such as internal change management problems and external
change management problems. Netmagic is facing internal change management problems
like problems with employees and its global outsourced company employees and the external
change management problems are global market competition, changing behaviour of the
customers, lack of global outsourcing experience etc.
ORGANISATIONAL STRUCTURE OF NETMAGIC IT PVT LTD.
ORGANATIONAL MODEL
1. INCIDENT MANAGEMENT
2. GLOBAL CUSTOMERS AND PRODUCT TEAMS
3. ENGAGEMENT MANAGEMENT
4. SERVICE DELIVERY
5. IMPLEMENTATION
6. RISK MANAGEMENT
7. SERVICE PROVISIONING
8. TRAINING AND COMPENTANCY MANAGEMANT
9. KNOWLEGDE MANAGEMENT
10. CUSTOMER DEMO TEST LABS
11. ADVANCE SOLUTION
12. ORDER VERIFICATION
13. COST CONTROL
14. CHANGE MANAGEMENT
15. CERTIFICATION AND COMPLAINCES
16. TECHONOLOGY ARCHITECTURE AND DESIGN
17. AVAILABILITY MANAGEMENT
18. PROBLEM MANAGEMENT
19. CONFIGURATION MANAGEMENT
20. TECNOLOGY UPDATE
21. VENDORS / PARTNER MANAGEMENT
22. CENTRE OF EXCELLENCE

1. INCIDENT MANAGEMENT: -
Incident management can be defined as an unplanned interruption to an IT service or a
reduction in the quality of an IT service
These are often designated before hand, or during the event and are placed in control of the
Netmagic whilst the incident is dealt with, to restore normal functions.
An incident is an event that could lead to loss of, or disruption to, Netmagics operations,
services or functions. If not managed an incident can escalate into an emergency, crisis or a
disaster. Incident management is therefore the process of limiting the potential disruption
caused by such an event, followed by a return to business as usual.
Without effective incident management an incident can rapidly disrupt business operations,
information security, IT systems, employees or customers and other vital business functions
2. GLOBAL CUSTOMERS AND PRODUCT TEAM: -

Netmagic has its customers all over the world service provided by then are used by Ratnakar
Bank, Flipkart, India Infoline, Thomson Reuters, H&R Johnson, Hungama, Yatra, Eureka
Forbes, Mahindra Holidays, C-Edge and others.
3. ENGAGEMENT MAMAGEMENT: -
Engagement management is duty performed by engagement management. In Netmagic there
is an engagement manager where he or she has to build and maintain excellent client
relations. According to the Netmagic, an engagement manager works for a vendor company
and has ultimate responsibility for a clients entire experience with that vendor. They have a
portfolio of clients and are accountable for the revenue, profitability and success of those
customer relationships.
Responsibilities might include interviewing the clients middle managers or holding a focus
group discussion with its employees to assess how the project could be best implemented.
The engagement manager of Netmagic is at the centre of the customer engagement team and
provides it with leadership. Core responsibilities here are keeping the team fully updated on
all feedback coming from the client and ensuring that they adhere to client expectations.
4. SERVICE DELIVERY: -
Service Delivery Management is followed at Netmagic for systematic execution of services
contracted by the customer via the Service Order Form
Project initiation Project planning Project execution Project closure
5. IMPLEMENTATION: -
For the betterment of the organisation the company needs to follow the policies these policies
include the implementation of certain rules and regulations. In Netmagic implementation of
policies are made so that the working format is not affected.
6. RISK MANAGEMENT: -
Risk management is the identification, assessment, and prioritization of risk followed by
coordinated and economical application of resources to minimize, monitor, and control the
probability and/or impact of unfortunate events or to maximize the realization of
opportunities. Risk managements objective is to assure uncertainty does not deflect the
endeavor from the business goals.
In Netmagic risks can come from various sources including uncertainty in financial markets,
threats from project failures (at any phase in design, development, production, or sustainment
life-cycles), legal liabilities, credit risk, accidents, natural causes and disasters, deliberate
attack from an adversary, or events of uncertain or unpredictable root-cause. There are two
types of events i.e. negative events can be classified as risks while positive events are
classified as opportunities. Several risk management standards have been developed
including the Project Management Institute, the National Institute of Standards and
Technology, actuarial societies, and ISO standards. Methods, definitions and goals vary
widely according to whether the risk management method is in the context of project
management, security, engineering, industrial processes, financial portfolios, actuarial
assessments, or public health and safety. Thus this helps in proper working and prevents risk.
7. SERVICE PROVISION: -
The act of performing a task for a business or person that wants or requires it in exchange or
acceptable compensation. A business that specializes in some form of service provision
usually needs to have qualified staff members on hand that are regularly available to perform
the services that it offers to consumers.
Availability, Performance, Security
Availability, performance, and security are the cornerstones of Netmagics infrastructure and
managed services, thereby offering a 99.99% uptime SLA and end-to-end service experience
to their customers.
Minimum N+1 Engineering
Our "n+1" redundancy-engineering design ensures that even if one of the components were to
fail, the remaining "n" components would automatically take up the load with absolutely no
reduction in the level of performance of the data centre.
Market Leadership
As per the IDC's Data centre Opportunities Report - India 2011, Netmagic Solutions is in the
leadership quadrant and rated highest in terms of market opportunity alignment.
Netmagic Solutions delivers mission critical hosted applications for over 1200 of the world's
best-known enterprises across geographies and verticals and has been recognized as the 'Data
centre Service Provider of the Year 2011 by Frost & Sullivan
8. TRAINING AND COMPETENCY MANAGEMANT: -
Human resource management regards training as a function concerned with organizational
activity aimed at bettering the job performance of individuals and group. In Netmagic
training and competency can be described as "an educational process which involves the
sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance
the performance of employees". Competency-based education and training is an approach to
teaching and learning more often used in learning concrete skills than abstract learning. It
differs from other non-related approaches in that the unit of learning is extremely fine
grained. Rather than a course or a module every individual skill/learning outcome, known as
a competency, is one single unit. In Netmagic learners work on one competency at a time,
which is likely, a small component of a larger learning goal. The employee is evaluated on
the individual competency, and only once they have mastered it do they move on to others.
After that, higher or more complex competencies are learned to a degree of mastery and
isolated from other topics. Another common component of Netmagics Competency-based
learning is the ability to skip learning modules entirely if the learner can demonstrate they
already have mastery. That can be done either through prior learning assessment or formative
testing.
9. KNOWLEDGE MANAGEMENT: -
Knowledge management is the process of capturing, developing, sharing, and effectively
using organizational knowledge. It refers to a multi-disciplinary approach to achieving
organizational objectives by making the best use of knowledge.
Netmagic objectives such is to have improved performance, competitive advantage,

innovation, the sharing of lessons learned, integration, and continuous improvement of the
organisation. These efforts overlap with organisational learning and may be distinguished
from that by a greater focus on the management of knowledge as a strategic asset and a focus
on encouraging the sharing of knowledge. Knowledge management is an enabler of
organisational learning. Knowledge management programs can yield impressive benefits to
individuals and organizations if they are purposeful, concrete, and action-orientated.
10. CUSTOMER DEMO LAB: -

Netmagic has found out how to interact with customers in new ways. Whether comparison
shopping in-store on a mobile device or reaching out to the company through a social
network, customers now have numerous channels to access information about the products
and services they want.
Netmagic have a chance to gain new insights about their customers through the data
produced by these interactions, and use this to shape their offerings - not for a broad
demographic or segment, but around the wants and needs of an individual.
A dedicated team of researchers and consultants will work with clients on customer insights,
customer engagement, and employee engagement through the use of mobile, social, cloud
and analytics technologies.
Rather than viewing customers as part of a large demographic, Netmagic works at the lab to
apply advanced research capabilities such as social listening, multimedia analytics and
machine learning to understand and predict the differences in individual customers across
many different touch points, including the web and physical stores.
Gaining insights into an individual customers tastes and preferences, Netmagic creates
highly personalized experiences and have their employees use those insights to engage the
customer in a conversation rather than just a transactional experience.
11. ADVANCE SOLUTTIONS:-
Is Netmagic is a organisation dealing with a large amount of products and services, so its
naturally that the organisation dealing with a large servicer may have the problem arising in
their organisation. To overcome the Netmagic has decided to provide customer with the
advance solutions. Solutions which will have advance features.
Helping their customers with phone service was the idea which was used by them. But today
an advance technology of having solution is been established. In this if a customer is facing
any problem they would give a call of helpline number with a help of which the employee
comes to know the problem arrived, the employees will give a unique code to the customer
which customer will put it in their pc and the employee will see the problem arrived and can
operate it also this the problem will be solved.
After using of this solutions organisation has realised that the problems are been quickly
solved n customers get satisfied though it.
12. ORDER VERIFICATION: -

Order preparation is done customers will be asked to send the order form the duely filled and
the detail related to the order and the condition terms and condition related to the order are
also been specified
Order verification (also known as address verification) is one of the ways that we prevent
online fraud and protect you from anyone using your credit card against your knowledge. Our
verification team will contact your card-issuing bank to verify that the billing name, billing
address and phone number on your order are the same as what your bank has on file for you.
If we need further information or if anything does not match, we will contact you by email or
phone. If your order cannot be verified within 5 business days, it will automatically be
cancelled. All orders are subject to verification.
13. COST CONTROL:-
The process or activity on controlling costs associated with an activity, process, or company.
Cost control typically includes (1) investigative procedures to detect variance of actual
costs from budgeted costs, (2) diagnostic procedures to ascertain the cause(s) of variance, and
(3) corrective procedures to effect realignment between actual and budgeted costs.
This leaves the task of purchasing slightly sidetracked. Even seemingly insignificant
expendituresfor items like office supplies, telephone bills, or overnight delivery services
can add up for small businesses. On the plus side, these minor expenditures can often provide
sources of cost savings.
14. CHANGE MANAGEMENT:-

Change Management (CM) refers to any approach to transitioning individuals, teams,
and organizations using methods intended to re-direct the use of resources, business process,
budget allocations, or other modes of operation that significantly reshape a company or
organization. In Netmagic organizational Change Management (OCM) considers the full
organization and what needs to change. The organizational Change Management principles
and practices include CM as a tool for change focused solely on the individual.
In Netmagic CM focuses on how people and teams are affected by an organizational

transition. It deals with many different disciplines, from behavioural and social sciences
to information technology and business solutions. In Netmagic, CM may refer to the change
control process wherein changes to the scope of a project are formally introduced and
approved.
In Netmagic it is considered that organizational change directly affects all departments and
employees. The entire company must learn how to handle changes to the organization. The
effectiveness of change management can have a strong positive or negative impact on
employee morale.
15. CERTIFICATION AND COMPLAINCES:-
Cloud Security Alliance's Security, Trust and Assurance Registry (CSA STAR)
Cisco Cloud Master Service Provider (CMSP
SAP Certified in Hosting Services
Oracle Gold Partner
CERT-IN empanelled Security Audit Organization
International Data Centre Quality Certificate with ANS/TIA-942:2010
Gold LEED Certification for Chennai Data centre
IT Service Management System ISO 20000-1: 2011
Quality Management System ISO 9001:2008
Information Security Management System ISO/ IEC 27001:2005
Frost & Sullivan 2016 India ICT Awards - Infrastructure as a Service Provider of the
Year
CIO Choice Awards 2016
Cisco Managed Cloud Provider of the Year 2014[citation needed]
Citrix Excellence Award for Best Service Provider 2014[citation needed]
Frost & Sullivan India ICT Awards - Infrastructure as a Service (ISS) Provider of the
Year 2014
Microsoft National Award Winner - National Hoster Partner of the Year 2013[citation
needed]
Network 18 India Innovation Awards 2013
16. TECHONOLOGY ARCHITECTURE AND DESIGN:-
Mumbai, June 8, 2016: Netmagic, an NTT Communications company and Indias leading
Managed Hosting and Cloud Services provider, today announced that the Company has been
named the Cloud Infrastructure-as-a-Service (IAAS) provider of the year at the Frost &
Sullivan India ICT Award 2016. The Company received the award for its outstanding
performance, market leadership, and new technologies application in cloud services.
Frost & Sullivan ICT Awards celebrate the contributions and achievements of companies
across the world in the Information and Communications Technology (ICT) sector. The
evaluation methodology included an in-depth analysis of each organizations business
strategy, revenue growth, innovation in product or services portfolio, go-to-market strategy
and key achievements.
"Netmagic has shown remarkable performance in 2015 demonstrating excellence in

implementing cloud based solutions. Netmagic constantly endeavours to push its boundaries
of services and offers highly scalable, cost efficient and enterprise class IT architectural
designs backed up by strong continual assistance in deployment, migration, and support. Its
focus on cloud technology sophistication and process design has enabled it to add value to its
clients core business objectives not just with a rich customer service experience, but also
achieve a rapid return on investment. Its presence in the cloud services market is steadily
growing and has led to improved customer retention making it the preferred vendor of choice
for enterprise customers.
Netmagic services portfolio spans a large spectrum offering various models of cloud
Public, Private, and Hybrid services coupled with cloud infrastructure assessment, migration
planning, infrastructure design and architecture, security risk assessments and compliance
adherence.
17. AVAILABILITY MANAGEMENT:-
Availability Management is one of five components in the ITIL Service Delivery area. It is
responsible for ensuring application systems are up and available for use according to the
conditions of the Service Level Agreements (SLAs).
In Netmagic availability Management team reviews business process availability

requirements and ensures the most cost effective contingency plans are put in place and tested
on a regular basis to ensure business needs are met. For example, Internet applications
supporting online ordering systems may have 30-minute or less recovery requirements, so
they may be provisioned with infrastructure components providing several levels of
redundancy. Less critical, non-customer-facing applications used by a few users in small
offices with a 5-day recovery period may be provisioned on less expensive infrastructure with
limited redundancy capabilities.
Netmagic availability Management is also the lead in Component Failure Impact Analysis
and Service Outage Analysis initiatives, determining cause, analyzing trends and taking any
appropriate actions to ensure service availability meets SLAs.
Availability Management activities include:
Ensuring service availability meets SLAs
Determining the cause of availability failures
Reviewing business requirements for availability of business systems
Cataloguing business requirements
Ensuring proper contingency plans are in place and tested
Establishing high-availability, redundant systems to support mission-critical

application
18. PROBLEM MANAGEMENT:-
Problem Management is the process responsible for managing the lifecycle of all problems.
The primary objectives of Netmagic are to prevent problems and resulting incidents from
happening, to eliminate recurring incidents, and to minimize the impact of incidents that
cannot be prevented. The Information Technology Infrastructure Library defines a problem as
the cause of one or more incidents
It includes the activities required to diagnose the root cause of incidents identified through
the Incident Management process, and to determine the resolution to those problems. It is
also responsible for ensuring that the resolution is implemented through the appropriate
control procedures, especially Change Management and Release Management.
Netmagic also maintains information about problems and the appropriate workarounds and
resolutions, so that the organization is able to reduce the number and impact of incidents over
time. In this respect, Problem Management has a strong interface with Knowledge
Management, and tools such as the Known Error Database will be used for both. Although
Incident Management and Problem Management are separate processes, they are closely
related and will typically use the same tools, and may use similar categorization, impact and
priority coding systems. This will ensure effective communication when dealing with related
incidents and problems.
19. CONFIGURATION MANAGEMENT:-

Configuration management (CM) is a systems engineering process for establishing and
maintaining consistency of a product's performance, functional, and physical attributes with
its requirements, design, and operational information throughout its life. The CM in
Netmagic process is widely used by military engineering organizations to manage changes
throughout the system lifecycle of complex systems, such as weapon systems, military
vehicles, and information systems. Netmagic CM process is also used with IT service
management as defined by ITIL, and with other domain models in the civil engineering and
other industrial engineering segments such as roads, bridges, canals, dams, and buildings.
Netmagic CM management applies over the life cycle of a system, provides visibility and
control of its performance, functional, and physical attributes. Netmagic verifies that a system
performs as intended, and is identified and documented in sufficient detail to support its
projected life cycle. CM process of Netmagic facilitates orderly management of system
information and system changes for such beneficial purposes as to revise capability; improve
performance, reliability, or maintainability; extend life; reduce cost; reduce risk and liability;
or correct defects. The relatively minimal cost of implementing CM is returned many fold in
cost avoidance. The lack of CM, or its ineffectual implementation, can be very expensive and
sometimes can have such catastrophic consequences such as failure of equipment or loss of
life.
20. TECNOLOGY UPDATE:-

Managing technology and taking advantage of the opportunities it provides can prove
daunting--particularly for Netmagic owners who lack an extensive budget and a dedicated IT
department. After all, achieving success in this technology-dominant era is far more
complicated than putting a personal computer and a printer on a desk. Netmagic knows have
to understand how to take advantage of an IT infrastructure, including a robust network, to
compete more effectively. Ultimately, it's as much about vision--and developing a viable
strategy--as it is about actual computing.
Netmagic embrace a process for evaluating their technology goals and requirements before
implementation. Their first step is to conduct an IT/network audit to document the
technologies you already have in place and how they match your goals. They want to
determine the strengths and shortcomings of your current systems and their relative
importance to your business objectives hence technology update is must
21. VENDORS / PARTNER MANAGEMENT:-
Vendor relationship management is no less important than customer relationship management

for solution providers looking to unlock business growth. The relationship we Netmagic have
with customers yields revenue on which we make margins that turn into profit. Those
margins come because of the relationship that we have with our vendors , whether it's the
structure of the discounts that you receive from them, or whether it is additional resources in
the form of incentives or rewards or promotions or, things like demonstration units or training
programs. All of those things are assets. They all translate directly into money in the same
way that all of the activities we do with customers translate into money."
In recent years, Netmagic vendor relationship management has evolved into a driving force
behind the changing power dynamics between vendors and solution providers. Whereas in
the past, solution providers were more likely to accept the vendor's layout of the relationship,
more sophisticated solution.
22. CENTER OF EXCELLENCE (COE)
Netmagics COE resources are seasoned professional with 10 / 15 years of experience on

relevant technologies, certifications from OEMs and are with Netmagic for multiple
years.
Here are the tasks performed by our COE teams:
L3 support
Handling major escalations
Problem management
Change review and implementations
Custom solutions
Backbone / shared infrastructure ownership
New technology evaluation, adoption and training
Creation of Standard operating procedures
Innovation to improve service quality and efficiency
RECURITMENT AND SELECTION PROCESS OF NETMAGIC
In Netmagic in order to increase efficiency in hiring and retention and to ensure consistency
and compliance in the recruitment and selection process, it is recommended the following
steps be followed (also refer to Staff Recruitment and Selection Hiring Checklist). Details for
each step include the minimum recommended best practice to attract a talented and diverse
applicant pool:
Step 1: Identify Vacancy and Evaluate Need

Step 2: Develop Position Description
Step 3: Develop Recruitment Plan
Step 4: Select Search Committee
Step 5: Post Position and Implement Recruitment Plan
Step 6: Review Applicants and Develop Short List
Step 7: Conduct Interviews
Step 8: Select Hire
Step 9: Finalize Recruitment
Affirmative Action, Equal Employment Opportunity and Diversity are not separate actions in
the recruitment and selection process. They are key variables which are woven into each step
of the process to support UCRs achievement of excellence.
Step 1: Identify Vacancy and Evaluate Need
In Netmagic it provides opportunities to departments to align staff skill sets to initiatives and
goals, and for departmental and individual growth. Proper planning and evaluation of the
need will lead to hiring the right person for the role and team.
Newly Created Position
Understand and take into consideration strategic goals of Netmagic. Are there any
upcoming changes that may impact this role
Conduct a quick analysis. What skills are missing from it. Evaluate the core skills required
now and those which may be needed in the future.
Conduct a Job Analysis if this position will be new for all departments. This will also help
to identify gaps.
As with a newly created position in Netmagic, it may be helpful to conduct a Job Analysis
in order to tailor the position to what is currently required and to ensure proper
classification. HR Classification in Netmagic Analyst can assist in reviewing and
completing.
Reviewing the role and decide if there are any changes required as certain tasks and
responsibilities performed by the previous person may not or should not be performed by
the new person
Level required performing these tasks; considering the appropriate classification level. Be
aware that changes in the classification of positions from represented to non represented
will require union notice and agreement
Tasks carried out by the previous employee
Tasks to be removed or added if any of the work will be transferred within department
Supervisory or lead responsibility
Budget responsibility
Work accordingly
Is there still a requirement for this role at all.
Step 2: Develop Position Description
A position description in Netmagic is the core of a successful recruitment process. It is used

to develop interview questions, interview evaluations and reference check questions. A well-
written position description:
Provides a first impression of the campus to the candidate.

Clearly articulates responsibilities and qualifications to attract the best suited candidates.
Provides an opportunity to clearly articulate the value proposition for the role.
Serves as documentation to help prevent, or defend against, discrimination complaints by
providing written evidence that employment decisions were based on rational business
needs.
Improves retention as turnover is highest with newly hired employees. Employees tend to
be dissatisfied when they are performing duties they were not originally hired to perform.
Optimizes search engine results by ensuring job postings rank high in candidate search
results when searching on-line.
Determines FLSA classification and is used to map to the appropriate Payroll Title.
Identifies tasks, work flow and accountability, enabling the department to plan how it will
operate and grow
Assists in establishing performance objectives.
Is used for career planning and training by providing clear distinctions between levels of
responsibilities and competencies required.
Is used as a benchmark to assist in ensuring internal and external equity.
Identify Duties and Responsibilities
Prior to developing the job description the hiring manager should identify the following:
1. General Information
2. Position Purpose
3. Essential Functions
4. Minimum Requirements
5. Preferred Qualifications
Step 3: Develop Recruitment Plan
In Netmagic each position requires a documented Recruitment Plan which is approved by the
unit. A carefully structured recruitment plan maps out the strategy for attracting and hiring
the best qualified candidate and helps to ensure an applicant pool which includes women and
underrepresented groups including veterans and individuals with disabilities.
In addition to the positions placement goals the plan contains advertising channels to be used
to achieve those goals. The recruitment plan is typically developed by the hiring manager in
conjunction with the Departmental HR Coordinator. Placement goals identified are displayed
on the position requisition
Step 4: Select Search Committee
In Netmagic to ensure applicants selected for interview and final consideration are evaluated
by more than one individual to minimize the potential for personal bias, a selection
committee is formed. The hiring manager will identify members who will have direct and
indirect interaction with the applicant in the qualification of their job. Each hiring manager
should make an effort to appoint a search committee that represents a diverse cross section of
the staff. A member of the committee will be appointed as the Affirmative Action and
Compliance Liaison who will monitor the affirmative action aspects of the search committee.
Under-represented groups and women are to have equal opportunity to serve on search
committees and special efforts should be made to encourage participation. Departments that
lack diversity in their own staff should consider appointing staff outside the department to
search committees or develop other alternatives to broaden the perspective of the committee.
Step 5: Post Position and Implement Recruitment Plan
Once the position description has been completed, the position can then be posted to all
departments. Every effort should be made to ensure the accuracy of the job description and
posting text. It may not be possible to change elements of a position once posted, because it
may impact the applicant pool.
The requisition is created by the Service Centre Human Resources Coordinator or

Departmental Human Resource Coordinator and approved by the Service Centre HR
Organizational Coordinator or Netmagic HR Coordinator.
Once approved, the Departmental HR Coordinator or Service Centre will review the
requisition and route online to the HR Classification Analyst who will assign the
classification.
The requisition is then routed to the HR Recruitment Analyst who will post the position
Applications can be reviewed and dispositional once the minimum number of posting days
has been reached
Internal candidates will apply through the regular application process and will be included
in the candidate pool along with external candidates (see 6.0 Special Considerations for
details)
Step 6: Review Applicants and Develop Short List
Once the position has been posted, candidates will complete an electronic application for
each position (resume and cover letter are optional)..
Applicants are those who apply during the initial application period will be considered
expressions of interest and not viewable by the search committee.
It is recommended that all Netmagic committee members review all Applicants to ensure
more than one person assesses their qualifications and that individual opinion or biases are
avoided. It is permissible to have at least two committee members review all Applicants for
certain recruitments in which there are extensive applicant pools to best narrow down the
pool. Each committee member may provide comments to each Applicants qualifications as
they relate to the minimum requirements of the position.
Step 7: Conduct Interview
The interview is the single most important step in the selection process. It is the opportunity
for the employer and prospective employee to learn more about each other and validate
information provided by both. By following these interviewing guidelines, you will ensure
you have conducted a thorough interview process and have all necessary data to properly
evaluate skills and abilities.
Preparing for the Interview.
The Committee Chair should determine the following:
Format of the interview and order of questions

Questions to be asked of all applicants and the weight assigned
Who is going to ask which questions
Whether a work sample should be submitted
The optimum start date for the position
Any other details applicants may need about the role that were not noted in the position
description
.Panel Interviews
Prior to the panel interview, committee members should ensure they know which interview
questions each will ask.
At the start of the interview, introductions of the Chair and panel members, including names
and job titles/roles, are given. Next, the Chair should outline the format of the interview so
that the candidate is aware of what is going to happen.
Virtual Interviews
To reduce travel costs and time associated with interviewing out of area applicants, virtual
interviews can provide an alternative method to in-person interview.
Interview Questions
Questions should be relevant to the position and seek information on specific skills and
abilities to perform the job such as describe their experience working with students in an
academic environment and/or post-secondary degree-granting institutions. Interview
questions not pertaining to the current requirements of the position are not to be used (e.g. an
interview question on supervisory experience if position will not be supervising employees).
After the Interview
Upon completing the interview, committee members will complete one of the following
evaluation tools and forward to the Committee Chair along with any interview notes.
Candidate evaluations should be sure to include only those comments which are relevant to
the requirements of the position.
Interview Evaluation Notes Weighting Sheet OR

Skills and Competency Interview Rating Sheet OR
Skills and Competency Interview Rating Sheet -weighted
Step 8: Select Hire

Once the interviews have been completed, the committee will meet to discuss the
interviewees. Committee members will need to assess the extent to which each one met their
selection criteria.
The search Netmagic committee evaluation tool will be helpful in justifying decisions and
making them as objective as possible.
The best candidate for the position was chosen based on qualifications
The candidate will help to carry out the University and Departments missions
Step 9: Finalize Recruitment
Upon completion of the recruitment process the offer to the selected finalist is made.
Once an offer has been accepted, the Committee Chair or designee notifies the
Departmental HR Coordinator and requests the offer letter be sent
The Departmental HR Coordinator prepares and sends the offer letter
The Departmental HR Coordinator ensures written acceptance of offer
The Departmental HR Coordinator enters the finalist information into the ATS upon
receipt of the signed offer The Departmental HR Coordinator contacts those individuals
interviewed and not selected (at a minimum) by phone or letter. If contact is made by
phone, ensure the conversation is documented
TRAINING AND DEVELOPMENT
In Netmagic the procedure by which people learns knowledge and/or skill for a definite
purpose. Training refers to the teaching and learning activities carried on for the primary
purpose of helping members of an organization acquire and apply the knowledge, skills,
abilities, and attitudes needed by a particular job and organisation.
Need for Training:
Every organization should provide training to all the employees irrespective of their
qualifications and skills
1. Environmental changes:
Mechanization, computerization, and automation have resulted in many changes that require
trained staff possessing enough skills. The organization should train the employees to enrich
them with the latest technology and knowledge.
2. Organizational complexity:
With modern inventions, technological upgrading, and diversification most of the

organizations have become very complex. This has aggravated the problems of coordination.
So, in order to cope up with the complexities, training has become mandatory.
3. Human relations:
Every management has to maintain very good human relations, and this has made training as
one of the basic conditions to deal with human problems.
4. To match employee specifications with the job requirements and organizational

needs:
An employees specification may not exactly suit to the requirements of the job and the
organization, irrespective of past experience and skills. There is always a gap between an
employees present specifications and the organizations requirements. For filling this gap
training is required.
5. Change in the job assignment:
Training is also necessary when the existing employee is promoted to the higher level or
transferred to another department. Training is also required to equip the old employees with
new techniques and technologies.
Types of Training and development process done in Netmagic:
Various types of training can be given to the employees such as induction training, refresher
training, on the job training, vestibule training, and training for promotions.
Some of the commonly used training programs are listed below:
1. Induction training:
Also known as orientation training given for the new recruits in Netmagic in order to make
them familiarize with the internal environment of an organization. It helps the employees to
understand the procedures, code of conduct, policies existing in that organization.
2. Job instruction training:
This training provides an overview about the job and experienced trainers demonstrates the
entire job. Addition training is offered to employees after evaluating their performance if
necessary.
3. Vestibule training:
It is the training on actual work to be done by an employee but conducted away from the
work place.
4. Refresher training:
This type of training is offered in order to incorporate the latest development in a particular
field. This training is imparted to upgrade the skills of employees. This training can also be
used for promoting an employee.
5. Apprenticeship training:
Apprentice is a worker who spends a prescribed period of time under a supervisor.
Following are the on the job training process: -
A. On-the-job training Methods:
Under these methods new or inexperienced employees learn through observing peers or
managers performing the job and trying to imitate their behaviour. These methods do not cost
much and are less disruptive as employees are always on the job, training is given on the
same machines and experience would be on already approved standards, and above all the
trainee is learning while earning. Some of the commonly used methods are:
1. Coaching:
Coaching is a one-to-one training. It helps in quickly identifying the weak areas and tries to
focus on them. It also offers the benefit of transferring theory learning to practice. The
biggest problem is that it perpetrates the existing practices and styles. In India most of the
scooter mechanics are trained only through this method.
2. Mentoring:
The focus in this training is on the development of attitude. It is used for managerial
employees. Mentoring is always done by a senior inside person. It is also one-to- one
interaction, like coaching.
3. Job Rotation:
It is the process of training employees by rotating them through a series of related jobs.
Rotation not only makes a person well acquainted with different jobs, but it also alleviates
boredom and allows to develop rapport with a number of people. Rotation must be logical.
4. Job Instructional Technique (JIT):
It is a Step by step (structured) on the job training method in which a suitable trainer (a)
prepares a trainee with an overview of the job, its purpose, and the results desired, (b)
demonstrates the task or the skill to the trainee, (c) allows the trainee to show the
demonstration on his or her own, and (d) follows up to provide feedback and help. The
trainees are presented the learning material in written or by learning machines through a
series called frames. This method is a valuable tool for all educators (teachers and trainers).
It helps us:
a. To deliver step-by-step instruction
b. To know when the learner has learned
c. To be due diligent (in many work-place environments)
5. Apprenticeship:
Apprenticeship is a system of training a new generation of practitioners of a skill. This

method of training is in vogue in those trades, crafts and technical fields in which a long
period is required for gaining proficiency. The trainees serve as apprentices to experts for
long periods. They have to work in direct association with and also under the direct
supervision of their masters.
The object of such training is to make the trainees all-round craftsmen. It is an expensive
method of training. Also, there is no guarantee that the trained worker will continue to work
in the same organization after securing training. The apprentices are paid remuneration
according the apprenticeship agreements.
6. Understudy:
In this method, a superior gives training to a subordinate as his understudy like an assistant to
a manager or director (in a film). The subordinate learns through experience and observation
by participating in handling day to day problems. Basic purpose is to prepare subordinate for
assuming the full responsibilities and duties.
B. Off-the-job Training Methods:
Off-the-job training methods are conducted in separate from the job environment, study
material is supplied, there is full concentration on learning rather than performing, and there
is freedom of expression. Important methods include:
1. Lectures and Conferences:
Lectures and conferences are the traditional and direct method of instruction. Every training
programme starts with lecture and conference. Its a verbal presentation for a large audience.
However, the lectures have to be motivating and creating interest among trainees. The
speaker must have considerable depth in the subject. In the colleges and universities, lectures
and seminars are the most common methods used for training.
2. Vestibule Training:
Vestibule Training is a term for near-the-job training, as it offers access to something new
(learning). In vestibule training, the workers are trained in a prototype environment on
specific jobs in a special part of the plant.
An attempt is made to create working condition similar to the actual workshop conditions.
After training workers in such condition, the trained workers may be put on similar jobs in
the actual workshop.
This enables the workers to secure training in the best methods to work and to get rid of
initial nervousness. During the Second World War II, this method was used to train a large
number of workers in a short period of time. It may also be used as a preliminary to on-the
job training. Duration ranges from few days to few weeks. It prevents trainees to commit
costly mistakes on the actual machines.
3. Simulation Exercises:
Simulation is any artificial environment exactly similar to the actual situation. There are their
basic simulation techniques used for imparting training: management games, case study, role
playing, and in-basket training.
4. Sensitivity Training:
Sensitivity training is also known as laboratory or T-group training. This training is about
making people understand about themselves and others reasonably, which is done by
developing in them social sensitivity and behavioural flexibility. It is ability of an individual
to sense what others feel and think from their own point of view.
It reveals information about his or her own personal qualities, concerns, emotional issues, and
things that he or she has in common with other members of the group. It is the ability to
behave suitably in light of understanding.
A groups trainer refrains from acting as a group leader or lecturer, attempting instead to
clarify the group processes using incidents as examples to clarify general points or provide
feedback. The group action, overall, is the goal as well as the process.
Sensitivity training Program comprises three steps (see Figure 18.7)
5. Transactional Analysis:
It provides trainees with a realistic and useful method for analyzing and understanding the
behaviour of others. In every social interaction, there is a motivation provided by one person
and a reaction to that motivation given by another person.
This motivation reaction relationship between two persons is known as a transaction.

Transactional analysis can be done by the ego (system of feelings accompanied by a related
set of behaviours states of an individual).
EMPLOYEE SATISIFACTION IN NETMAGIC
Job satisfaction is critical to high productivity, motivation and low employee turnover.
Employers face the challenges of finding ways to increase job satisfaction so their businesses
stay competitive. A global economy of discriminating consumers has placed demands on
employers never before seen. Employers face the challenges of maintaining productivity,
profitability as well as keeping their workforce engaged and satisfied with their jobs.
Those that fail to improve job satisfaction are at risk of losing their top talented people to the
competition. Supervisors and managers who maximize the potential, creative abilities and
talents of the entire workforce have a greater competitive advantage than those who dont.
Employees that are engaged in their work have a higher level of job satisfaction. Motivated
workers provide the health insurance businesses desperately needed in these chaotic times.
Provide a positive working environment

Reward and recognition
Involve and increase employee engagement
Develop the skills and potential of their workforce
Evaluate and measure job satisfaction
Provide a positive environment
Creating job satisfaction begins by first providing a positive work environment. In Netmagic
they say to find what motivates people, you have to find what turns people on. This is the
most important factor in the process. A motivating working environment requires going over
and beyond the call of duty and providing for the needs of the worker.
Employee assistance centres are spread strategically across the theme park. Some of the
services included employee discount programs, childcare information, money orders, postage
stamps, check cashing, and bus passes. Netmagic realises that taking care of their
employees needs keep them motivated, on the job and loyal to the company.
REWARD SYSTEM
There are a number of different types of reward programs aimed at both individual and team
performance.
VARIABLE PAY
Variable pay or pay-for-performance is a compensation program in which a portion of a

person's pay is considered "at risk." Variable pay can be tied to the performance of the
company, the results of a business unit, an individual's accomplishments, or any combination
of these. It can take many forms, including bonus programs, stock options, and one-time
awards for significant accomplishments. Some companies choose to pay their employees less
than competitors but attempt to motivate and reward employees using a variable pay program
instead. Good incentive pay packages provide an optimal challenge, one that stretches
employees but remains in reach. If too much is required to reach the goal, the program will be
ignored.
BONUSES
In Netmagic they usually reward individual accomplishment and are frequently to motivate
employees to generate additional business or higher profits. They can also be used, however,
to recognize group accomplishments. Indeed, increasing numbers of businesses have
switched from individual bonus programs to one which rewards contributions to corporate
performance at group, departmental, or company-wide levels.
Stock Options
In Netmagic employee stock-option programs give employees the right to buy a specified
number of a company's shares at a fixed price for a specified period of time (usually around
ten years). They are generally authorized by a company's board of directors and approved by
its shareholders. The number of options a company can award to employees is usually equal
to a certain percentage of the company's shares outstanding.
Engage and employee workforce
People may show up for work, but are they engaged and productive? People are more
committed and engaged when there is a process for them to contribute their ideas and
employee suggestions. This gives them a sense of ownership and pride in their work.
In Netmagic the exchange of ideas within departments by sponsoring an annual Idea

Exposition. Netmagic employees, this process create a healthy climate of innovation and
engage all those who participate.
Develop employees and skills and potential
Training and education motivates people and makes them more productive and innovative.
Learning never stops and testing continues throughout their employment tenure. There are
many reasons training and development makes sense. Well-trained employees are more
capable and willing to assume more control over their jobs. They need less supervision,
which frees management for other tasks. Employees are more capable to answer the
questions of customers which build better customer loyalty. Employees, who understand the
business, complain less, are more satisfied, and are more motivated. All this leads to better
management-employee relationships.
Evaluate and measure job satisfaction
Continuous evaluation and never ending improvement is the final step of the PRIDE system.
Evaluation is a nonstop activity that includes a specific cycle of steps. In Netmagic the
primary purpose of evaluation is to measure progress and determine what needs improving.
They know continuous evaluation includes, but is not limited to, the measurement of
attitudes, morale, and motivation of the workforce. It includes the identification of problem
areas needing improvement and the design and implementation of an improvement plan. In
Netmagic on satisfaction job satisfaction survey is conducted at least once a year.
FACILITIES
Netmagic is now a part of the NTT Communications Group which has a data centre footprint
of 150+* data centres around the globe.
Decade worth of Experience
Since setting up in 2000 as Indias first pure-play private data centre service provider,
Netmagic has established itself as the provider of choice for customers with mission-critical
hosting requirements. We bring the in-depth experience of managing IT infrastructure for
over 1200 enterprise customers with more than 10,000 devices under management and
eight world-class data centres in Chennai, Bangalore, Mumbai and Noida (Delhi).
Comprehensive Services Suite for End-to-End Solutions
Their Data centres provide hosting and co-location solutions which are supplemented with a
comprehensive suite of managed services, delivered by a skilled team of technical experts
covering the complete IT infrastructure stack - OS, DB, Storage, Security, Network & Cloud.
These services are delivered from their Network and Security Operations Team allowing
customers to construct modular solutions that are tailor-made to their specific
requirements.
World-class carrier neutral facilities and Infrastructure
Their carrier-neutral internet data centres have been designed using global standards. All
mission-critical systems pertaining to daily operations have been obtained from best-of-
breed platforms and vendors, and operate with minimum N+1 redundancy, which enables
Netmagic to offer industry-leading uptime to their customers.
A Complete 24X7X365 environment
We use a combination of self-developed and open-source tools to provide advanced

monitoring and management services to their customers. Advanced monitoring and
management tools are crucial for any enterprise with mission-critical business applications
hosted at their data enters.
The tools give their customers complete visibility and control over their mission-critical
infrastructure hosted with us
SERVICES
We put over a decade's worth of experience and expertise on their side so you can rely on
their infrastructure services for ensuring high availability, seamless performance, and
reliable security for their mission critical applications.
From physical infrastructure on the ground to that lives in the cloud, we got the right
solutions to energize their IT for business results:
Right now, their state-of-art Data Centres in Mumbai, Bangalore, Noida and Chennai are
housing over 10,000 devices worldwide, providing stability and security while reducing
capital and operational costs.
Here are solutions to help their business get started with reducing cost and investments on
IT infrastructure
Co-location Services
Bandwidth Services
Remote Hand Support
Co-location Services
Working with over 17 years of collocation infrastructure and engineering experience, you
can rest assured their infrastructure is in the right hands.
Heres why co-locating at Netmagic data centres means experiencing performance,
scalability, reliability and connectivity.
Bandwidth Services
Netmagic Bandwidth Service offers you the benefits of high-performance network

architecture at their Data Centre, ensuring scalability and maximum uptime and availability.
Remote Hands Support
Netmagic Solutions will provide remote hands support to servers hosted at Netmagic Data
centers. These services will be available on 24x7 basis; but with respect to the category of
remote hand support contracted by the customer.
To have more clarity on their existing remote hands support contract, please speak to their
Netmagic Sales A/c Manager. Customer needs to request the support by logging a call with
Netmagic for every activity.
Remote hand support service packages
24x7 support for server hard reboot, remote hand support limited to activities
not requiring logging into server, 1 ticket per account as and when required
not requiring logging into server, 2 tickets per month per account
not requiring logging into server, unlimited tickets per rack per month per
account, minimum 5 racks must be contracted

Service Includes
Rebooting or power cycling of equipment
Connect external device to customer's setup
Reset frozen remote session
Requests to check physical network connectivity
Plug in to a console port for remote management by customer
Requests to check the physical LED/ other indicators on the servers
Other physical help not requiring logging into server / device
Service does not include

Any activity that is not a part of the above list.*
Platinum Support
(24x7 support for server hard reboot, remote hand support limited to activities not
requiring logging into server).
The services will be performed strictly as per instructions of customer and hence customer
will be responsible for any implications of the requested activity. Netmagic will not be
responsible/liable for any damages or losses that may occur due to the activity requested by
customer.
Customers can request scheduled or unscheduled remote hands support 24x7 at all
Netmagic data centers. Here's how you can schedule their request*:
Calling Netmagic Support
Logging request via myNetmagic portal
Mailing Netmagic Support at support@netmagicsolutions.com
For emergency and short notice requests, their response time is as follows:
During Business hour we will respond within 30 minutes of their request.
During Non-business hour we will respond within 1 hours of their request
RESEARCH METHODOLGY
DATA ANALAYSIS:-
Analysis of data is a process of inspecting, cleaning, transforming, and modelling data with
the goal of discovering useful information, suggesting conclusions, and supporting decision-
making. Data analysis on Netmagic is done in which employees were interviewed on the
basis of the criteria such as training and development, work life balance and employee
satisfaction.
Employees were asked the question mentioned below on the basis of which the data analysis
is been made. These question were asked to get overall idea of how training and development
programmes at done in Netmagic are employees satisfied with the training given to them do
they learn something new are training programme effective.
Work life balance question were also asked to know if employee face any depression, work
load or work pressure. Question were on the job timing, working hours, time required for
travelling shifts related questions work load pressure.
Question was also asked on stress management how employee deal with their stress what
problem they face. If they have any disease how do they deal with it do they face any
problem in dealing with it.
QUESTIONAIRES
Training and development
1. How long have you been employed in Netmagic?

(a) Less than 10yrs (c) 15-20yrs
(b) 10-15yrs (d) More than 20yrs
Answer: -
less than 10yrs 10-15 yrs 15 -20 yrs more than 20 yrs
12%
13%
55%
20%
In above pie chart its been seen that the 55% of employees have been working since 10 years
whereas 20% have been working since 10 to 15 years and 13%have been working for 15 to
20 years and at the last 12% have been working for more than 20 yrs.
2. Do you agree that training programme is well planned?
(a) Strongly Agree (c) Agree
(c) Disagree (d) Strongly Disagree
Answer:-
Strongly agree Agree Disagree Strongle disagree
4%
7%
11%
78%
In above pie chart 78% of employee are strongly agreeing with the training programme.11%
employee agree with it whereas 4% disagree and 7% strongly disagree.
3. Do you agree that training is of sufficient duration?
(b) Neither Agree nor Disagree (d) Disagree (e) Strongly Disagree
Answer:-
Strongly agree Agree Agree/disagree

Disagree strongly disagree
2%
8%
12%
50%
28%
In above diagram 50% of employees strongly agree that training is of sufficient duration.
Whereas 28% of employees had agreed with it. And 12% either agree or disagree,
8%disagree and at last 2% strongly disagree
4. Are training program helpful in long run?
Answer:-
Strongly agree Agree Agree/Disagree Disagree Strongly dagree
8% 2%
12%
50%
28%
As question asked to the employees it has been concluded that 50% of employees strongly
agree that training programme has long run benefit.28% have normally agreed with it.12%
neither agree or disagree.8% disagree and 25 strongly disagree.
5. Was the training program helpful in personal growth?
(a) Yes (b) No
Answer:-
10%
90%
As question asked to employees its been concluded that the 90% employees find to
programme helpful in there day to day life whereas 10% dont think that training programmes
are so helpful in there their day to day life.
6. What is their opinion about present training system?
(a) Excellent (c) Average
(b) Good (d) Below Average
Answer:-
Excellent Average Good Below average
8% 4%
8%
80%
Question asked on training system that how employee feel 80% have found it
excellent.8%emplyees say that it is average.8% say it is good and 4% have felt it below
average
7. Do you agree that instructor responds to trainees doubts?
Answer:-
Strongly agree Agree Agree/Disagree

Disagree Strongly disagree
1%
6% 3%
12%
78%
78% employees say that instructor responded to the doubts asked by them.12% agree to
it.65% feel neither agree nor disagree.3% disagree and 1% strongly disagree.
Work life balance
8. How many days in a week do you normally work?

(a) Less than 5 days (b) 5 days
(c) 6 days (d) 7 days
Answer:-
Less than 5 days 5 days 6 days 7 days
0%
6%2%
92%
Question asked on how many days employee work 92% said they work for less den 5 days
6% say they work for 5 days 2% say they work for 6 days and 5% say they work for 7 days.
9. How many hours in a day do you normally work?
(a) 7-8 hours (b) 8-9 hours
(c) 9-10 hours (d) 10-12 hours
(e) More than 12 hours
Answer:-
7-8 hrs 8-9 hrs 9-10 hrs 10-12 hrs more than 12 hrs
3% 1%
10%
27%
59%
In above pie chart its seen that 59% employees work for 7-8hrs 27% work for 8-9 hrs. 10%
employees work for 9-10 hrs.3% employee work for 10-12 hrs and 1% work for more than 12
hrs.
10. How many hours a day do you spend travelling to work?
(a) Less than 1 hour (b) Nearly one hour
(c) Nearly two hours (d) More than two hours
Answer:-
Less Nearly one hours Nearly two hours more than two hours
4% 3%1%
92%
In the above Pie chart its seen that it takes less than one hour for 92% employees to reach
their work place 4% employees take nearly 1 hour also 3% employees take nearly 2hours
while only 1% employees take more than 2 hours to reach their work place.
11. Do you work in shifts?
(a) General shift/day shift (b) Night shift
(c) Alternative
Answer:-
General shift Night shift Alternative
9%
25%
66%
In the above Pie Chart its seen that 66% employees work in General Shifts 25% employees
work in Night Shift while only 9% employees work in alternative shifts.
12. How often do you think or worry about work (when you are not actually at work or
travelling to work)?
(a) Never think about work (b) Rarely
(c) Sometimes (d) Often (e) Always
Answer:-
Never think about work Rarely Sometimes Often Always
13%
10%
4%
75%
In the above Pie Chart its seen that when the employees are not working , are at home or are
travelling 75% employees are always thinking about work13% employees think about work
quite often also 10% employees are thinking about work only sometimes while only 4%
employees said that they rarely think about work.
13. Do you ever feel tired or depressed because of work?
(a) Never (b) Rarely
(c) Sometimes (d) Often (e) Always
Answer:-
Always
10%
Often
15%
Never
50%
Sometimes
20%
Rarely
5%
In the above Pie Chart its seen that 50% employees are never depressed because of their work
20% employees are sometimes depressed also 15% employees said that they get depressed
quite often while there are 10% who are always depressed and 5% employees falls into the
category that are never or are rarely depressed.
14. Does your company have a separate policy for work-life balance?
(a) Yes (b) No
(c) Not aware
Answer:-
Yes No Not aware
10%
20%
70%
In the above pie question related to separate policy for work life balance was asked in which
70% of employees said yes they had 20% said no they dont have and 10% said that they are
not aware of it.
Stress management
15. Does your organization provide you with yearly Master health check up?
(a) Yes (b) No
Answer:-
No
10%
Yes
90%
Question asked on yearly health check up 90% employees said that yes they have health
check up and 105 said no they dont have any health check up.
16. Do you suffer from any stress-related disease?
(a)Hypertension (b) Obesity
(c) Diabetes (d) frequent headaches
(e) none
Answer:-
Hypertension Obesity Diabeties Frequent headaches None
3%
30% 40%
7%
20%
Question asked on the stress related disease were employees said 40% suffer from
hypertension. 205 suffer from obesity 7% suffer from diabetes 30% suffer from headache and
3% suffer from no disease as such.
17. Where do you usually prefer to do your workouts?
a) In your organizations health centres (b) Residence
(c) Gym (d) Walking
Answer:-
In organisation Residence Gym Walking
30%
40%
10%
20%
Workout related question were asked were30% employees said that they prefer workout in
their organisation 10% said they prefer there residency 20% said that go to gym and 40%
prefer walking daily.
18. Do you personally feel any of the following will help you to balance your work life?
(a) Flexible starting hours (b) Flexible finishing time
(c) Flexible hours, in general (d) holidays/paid time offs
(e) Job sharing (f) Career break/sabbaticals
(g) time-off for family engagements/events
Answer:-
19. Do any of the following hinder you in balancing your work and family commitments?
(a) Long working hours (b) Compulsory overtime
(c) Shift work (d) meetings/training after office hours
Answer:-
Long working hours

Compulsory overtime
Shift work
Meeting/training after office hours
3%
13%
11%
73%
Employees mention that following are the problems that affect in their work and family
73%said that shift work affect 115 said compulsory overtime 13% said long working hours
and 35% said compulsory meeting.
20. Does your organization provide you with following additional work provisions?
(a) Telephone for personal use (b) Counselling services for employees
(c) Health programs (d) Parenting or family support programs
(e) Exercise facilities (f) Relocation facilities and choices
(g) Transportation
Answer:-
Telephone for presonal use

Counelling services
Health programs
Parenting or family support program
Exercise facilities
Relocation facilities choice
Transportation
13% 14%
12% 13%
13%
20%
15%
Netmagic employee said that 14% said they get telephone for personal use 13% said
counselling services are given 20% said they get health program facility 15% employees said
they got parenting or family support program 13% said they enjoy exercise facilities and 12%
said they received relocation facilities choice while 13% received transportation facility.
21. Do you feel work life balance policy in the organization should be customized to
individual needs?
(a) Strongly agree (b) Agree
(c) Indifferent (d) Disagree
(e) Strongly disagree
Answer:-
Strongly agree Agree Strongly dagree
3%
26%
71%
In the above pie chart its seen that 71% employees strongly agree that work life balance
policy in the organization should be customized to individual needs 26% agree to it 3%
strongly disagree.
22. Do you think that if employees have good work-life balance the organization will be more
effective and successful?
(a) Yes (b) No
Answer:-
Sales
1%
Yes
No
99%
In above pie chart question to for employees to have good work-life balance the organization
will be more effective and successful were asked were 99% said yes and 1% said no.
EMPLOYEE SATISIFACTION
23. Overall how satisfied are you with your position at this company?
(a)Very dissatisfied
(b)Somewhat dissatisfied
(c)Neutral
(d)Somewhat satisfied
(e)Very satisfied
Answer:-
3%4%
13%
40%
40%
Question on employee position and their satisfaction towards their position were asked where
40%employees said they are very satisfied 40% said they somewhat agree 13% said neutral
4% said somewhat dissatisfied and 3% were very dissatisfied.
24. Overall, when you think about my job and the work environment in future, I see:
(a)More positive than negative aspects
(b)Neutral
(c)More negative than positive aspects
Answer:-
10%
More positive then
20% negative aspects
Neutral
70%
More negative then
negative aspects
25. How would you describe your current job satisfaction level?
(a)Much Less Satisfied
(b)Somewhat Less Satisfied
(c)Same
(d)Somewhat More Satisfied
(e)Much More Satisfied
Answer:-
Column1
5%
5%
Much less satisfied
10%
Somewhat less satisfied
Same
60% 20%
Somewhat less satisfied
Much more satisfied
26. Are you satisfied with your pay structure?
(a) Satisfied
(b) Not satisfied
Answer:-
15%
Satisfies
Not satisfied
85%
27. How is the working environment?
(a) Excellent
(b) Good
(c) Bad
Answer:-
Excellent Good Bad
5%
20%
75%
28. Do you get any motivation aspects?
If yes
(a) Bonuses
(b) Incentives
(c)Travelling allowances
(d) If other mention..........................
Answer:-
If any, 20%
Bonuses, 50%
Travelling Incentives, 10%
allowances, 10%
29. Are you satisfied with the work appointed to you?
(a) Satisfied
(b) Less satisfied
(c) Not satisfied
Answer:-
Sales
5%
20%
Satisfied
Less satisfied
Not satisfied
75%
30. Do you need any changes to be made?
If yes then mention
Answer:-
....................................................................................
....................................................................................
....................................................................................
....................................................................................
CONCLUSION
Questions were related to current progress and future development of the employees .As per
the data collected it was analysed that majority of the employees are satisfied with the
facilities and other perks provided by the company. While some think it needs improvement
and few were not able to make up their mind and were not sure there was positive response
and active participation from the employees during the survey. With the help of the survey
we came to knew that if employees are satisfied with their jobs are they happy with the pay
structure can they balance their life nicely do they face any problem. Is there any reason due
to which there is employee satisfaction? Is employee satisfied with the working environment
provided by the organisation to them? Are they satisfied with their shifts? Form this data
analysis structure was been prepared
RECOMMENDATIONS AND SUGGESTIONS:-
As per the survey done above the employees were asked questions on training and
development, motivation, work life balance, employee satisfaction and stress management.
It is been seen that the pay structure of Netmagic was having no problems employees were
satisfied with it. But yes employees face problem of stress management they had some
tension of work which sometimes keeps them disturbing .rather than this employee were
happy with training programmes .
Through this survey employees were found to be satisfied in all major area were required.
So employees were having no problem in any case yes some changes are to be made but they
are not compulsory as in now.

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ORGANIZATIONAL STRUCTURE OF NETMAGIC IT

BACHELOIR OF MANAGEMENT STUDIES

ROLL NO. 713

STERLING COLLEGE OF COMMERCE

D G Walse Patil Marg, Plot No.- 43, Sec- 19

Nerul Navi Mumbai. - 400706

BACHELOIR OF MANAGEMENT STUDIES

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE AWARD OF DEGREE OF

BACHELOR OF MANAGEMENT STUDIES

ROLL NO. 713

STERLING COLLEGE OF COMMERCE

D G Walse Patil Marg, Plot No.- 43, Sec- 19

Nerul Navi Mumbai. - 400706

The information submitted is true and original to the best of my knowledge.

ROLL NO. 713

STERLING COLLEGE OF COMMERCE

D G Walse Patil Marg, Plot No.- 43, Sec- 19

Nerul Navi Mumbai. - 400706

COURSE CO-ORDINATOR PRINCIPLE

PROJECT GUIDE/ INTERNAL EXAMINER

To study about the awareness and satisfaction of employees in respect to

To understand the chain of command in the company.

To study the efficiency of employees in order to improve customer service.

Ho 1: An organization can be structured in many different ways, depending on its

HO 2: Organizational structure can also be considered as the viewing glass or

HO 3 : Organizational structure also determines how information flows from level

1.1. EXECUTIVE SUMMERY 8

3. ORGANISATIONAL STRUCTURE OF NETMAGIC 13

4. RECURITMENT AND SELECTION 31

5. TRAINING AND DEVELOPMENT 38

7. FACILITES PROVIDED BY NETMAGIC 47

8. SERVICES GIVEN BY NETMAGIC 50

8.4 SUGSESTION AND RECOMMENDATION 86

Netmagic provides Managed Hosting, Collocation, Cloud, Network, Managed Security,

Headquartered in Headquartered in Mumbai, Netmagic got founded in 1998 and provided

Year 2013, THE RISING STAR IN IT (NETMAGIC)

According to NETMAGIC, Netmagic a part on NTT communications is one of the biggest IT

2. GLOBAL CUSTOMERS AND PRODUCT TEAMS

8. TRAINING AND COMPENTANCY MANAGEMANT

10. CUSTOMER DEMO TEST LABS

11. ADVANCE SOLUTION

12. ORDER VERIFICATION

13. COST CONTROL

14. CHANGE MANAGEMENT

15. CERTIFICATION AND COMPLAINCES

16. TECHONOLOGY ARCHITECTURE AND DESIGN

17. AVAILABILITY MANAGEMENT

18. PROBLEM MANAGEMENT

19. CONFIGURATION MANAGEMENT

20. TECNOLOGY UPDATE

21. VENDORS / PARTNER MANAGEMENT

22. CENTRE OF EXCELLENCE

2. GLOBAL CUSTOMERS AND PRODUCT TEAM: -

Project initiation Project planning Project execution Project closure

Availability, Performance, Security

Netmagic objectives such is to have improved performance, competitive advantage,

10. CUSTOMER DEMO LAB: -

12. ORDER VERIFICATION: -

14. CHANGE MANAGEMENT:-

In Netmagic CM focuses on how people and teams are affected by an organizational

"Netmagic has shown remarkable performance in 2015 demonstrating excellence in

17. AVAILABILITY MANAGEMENT:-

In Netmagic availability Management team reviews business process availability