INTERSHIP REPORT

Report submitted in partial fulfilment of the requirements for the

award of the Degree of
BACHELOR OF COMMERCE
of
CMR UNIVERSITY

By
Name :Janu.L
Reg. No: 20DBCOM082

Under the guidance of

Name of guide: Priyanka Dasgupta
Designation of guide: Assistant Professor
School of Economics and Commerce

Batch
2020-23
CERTIFICATE FROM THE COMPANY
 DECLARATION (BY THE STUDENT)

I hereby declare that the internship work entitled “Intern -Talent Acquisition ” submitted to
the School of Economics and Commerce, CMR University, Bangalore, is a record of an
original work done by me under the guidance of “Priyanka Dasgupta
Designation of guide: Assistant Professor
School of Economics and Commerce
” And this project work is submitted in the partial fulfilment of the requirements of for the
award Bachelor’s Degree in Commerce/Business administration by CMR University.

I also declare that this project is the outcome of my own efforts and that it has not been
submitted to any other university or Institute for the award of any other degree or
Diploma or Certificate.

Place: Bangalore Name : Janu.L

Date: Register Number 20DBCOM082

 CERTIFICATE OF ORIGINALITY

This is to certify that the internship titled” Intern -Talent Acquisition “is an original work of
Ms. Janu.L; bearing University Register Number 20DBCOM082 and is being submitted
in partial fulfilment for the award of the Bachelor’s Degree in Commerce by CMR
University. The report has not been submitted earlier either to this University for the
fulfilment of the requirement of a course of study

GUIDE SIGNATURE DIRECTOR/DEANSIGNATURE

DATE: DATE:
 ACKNOWLEDGEMENTS
I Would Like to Express My Special Thanks of Gratitude to My Trainer Kasturi
Roy and Kavitha Who Gave Me the Golden Opportunity to Do Inter -Talent
Acquisition in Flipspaces Interior Designing Company. I Express My Deepest
Thanks to Priyanka Dasgupta Assistant Professor School of Economics and
Commerce in Cmr University Who Also Helped Me in Completing My Project.
I Came to Known About So Many Things Regarding Corporate World I’m
Really Thankful to Them. I Would Also Like to Thank All the Trainers Who
Helped Me Lot in Finalizing This Project Within the Limited Time Frame.
 Table of Contents

Report Structure

CONTENTS

Page
Chapter No INDEX No

Theoretical Background and Methodology

1 1-5
2 Industry Profile & Company Profile 6-25

Organization Structure

3 26-35

4 Departmental Study 36-45

5 SWOT Analysis and McKinley 7’s Model 46-64

Summary of Findings, Suggestions/Recommendations and

6 Conclusion 65-67

 7 Learning Experience 68-69

  Bibliography

  Annexure
 EXECUTIVE SUMMARY
Why you have chosen the company?
I see this opportunity as a way to contribute to an exciting /forward-thinking
/fast-moving interior designing company and I felt I can learn so much for the
role given by them as a human resource (HR) I felt that was a great
opportunity to which I don’t wanted to miss and it offered work from home
option also thank you flipspaces I wanted a good platform to start my career
and my skills and personality development I know that flipspaces would help
me in my life to grow skills and opportunities

What have you done?

I have worked as human resource in flipspace interior designing company so
we will be working with viz store which is a virtual store which allows mterior
product owners to digitize the product display, visualization and selection
experience by virtual reality technology.
so, our job was concerned with mainly with
 Generating new leads amongst dealers and
distributors of jute and ceramic products
 Achieving desired targets and looking after
account management
 Hiring the area sales manager
 Fixing the meeting of leads with the superior
 Train and mentor new recruits including career
planning for each member of the team.

What have you learned?

I have learned how to hire area sales manager in the company the procedure
and the required details needed to hire them in the company what are the
personal questions to be asked and what professional question to be asked.
And the duration of interview for a particular candidate. fixing the second
round of meeting with the superior to the candidate who have been selected
in the 1st round of interview and once they are finalized to let them know
about their training procedure and team leaders. And providing them the
offer letter.

Conclusion/suggestions
The purpose of this report was to learn about the company; to
experience a work environment and learn various things that are not
taught in the classroom setting. The company’s history, goal and
objective, value’s organizational structure, departmental structure
theoretical background the company swot analysis of the company
was studied in detailed.
 CHAPTER 1
THEORETICAL BACKGROUND
AND METHODOLOGY

SIGNIFICANCE OF INTERNSHIP STUDY

1.Gain Experience and Increase Marketability
2.Networking
3.Personality Development
4.Team Coordination
5.A Door to Opportunity
 1

OBJECTIVES OF THE STUDY

1. Reinforcement of pedestrian linkages between

major pedestrian activity nodes.
2. Integration with the land use, urban design,
transport, tourism, heritage conservation and
environmental framework for more efficient use of
pedestrian activity space and circulation.
3. Creation of a clean, safe, convenient, comfortable,
pedestrian friendly and pleasant environment not
only for the pedestrian’s movements but as a
place of attraction to capture their stay.
4. Introducing or increasing the social, economic and
cultural vibrancy and vitality for the pedestrian
areas and their surroundings.
 2

SCOPE OF THE STUDY

1. An Internship Provides Real Life Experience
and Exposure
2. The Opportunity to Learn More About Yourself
3. Get Connected and Develop Your Professional
Network
4. Prevent CV From Going to The Trash
5. Transition into A Full-Time Position

METHODOLOGY OF THE STUDY

Methodology meaning:
Research methodology is a way of explaining how a
researcher intends to carry out their research. It's a logical,
systematic plan to resolve a research problem. A
methodology details a researcher's approach to the research
to ensure reliable, valid results that address their aims and
objectives.

In order to contract the report, I have collected necessary

information from two sources 
Primary Sources of Information.
Secondary Sources of Information.

Primary Sources of Information: The primary data collected

from the following source:
 3

Face to face discussion:

The informal discussion among the people. When one person
discusses his views, opinion to another person and exchanges
their views in the presence of both then it is called face to
face conversation.
Telephonic discussion:
A telephonic conversation is a type of oral communication, in
which these two-person share their thought and views to
each other. In other words, communication that is taking
place between two people with the help of telephone is a
telephonic conversation.
Oral interview:
Is an interview where candidates are asked job related
questions and a panel of subject matter experts evaluate the
responses and scores the candidates in a number of critical
dimensions (knowledge, skills and abilities).

SECONDARY SOURCE OF INFORMATION:

 Websites of Naukri
 Various documents of Naukri

LIMITATIONS OF THE STUDY

 They won’t pay much:
Most companies hire interns on the cheap. Sometimes
they don’t pay anything at all. If you’re used to earning a
 pay check or if you have mounting student loan bills, an
internship could create a financial burden.
4

 You may get the grunt work:

Some employers or managers take advantage of interns
and give them mindless work that doesn’t build new skills.
Interns can be viewed as temporary labour, which isn’t
how you want to be seen.
 You could get labelled:
Sure you have a college degree. But with the title of
“intern,” people will think you’re still a student. This can be
patronizing, and you may not gain the respect you want. If
you focus on hard work and high effort, this can be
overcome.
 The hours can vary:
Internships may not be designed around normal business
hours. This can create problems if you like a consistent
schedule. And interns are often asked to do the late-night
work to help the team.
 5

CHAPTER-2
industry or company profile

BRIEF INTRODUCTION ON THE COMPANY:

FLIPSPACES INTERIOR DESIGN PVT LTD.
Flipspaces is a Virtual- Reality-Tech-based design and
contracting venture that aims at disrupting the way
consumers design and execute the interiors of their spaces.
At the core of the venture is a path-breaking technology
product which gamifies the interior- designing experience the
for consumer putting the control of interior-design in the
hands of the consumer. Combined with our contracting arm
which consists of our own product manufacturing capabilities
and curated vendors network, we come in as end-to-end
design to execution partner for companies looking to build
their office, builders looking to differentiate their residential

6
or commercial projects or players in the managed working
space market.

FOUNDER:

KUNAL SHARMA
Is currently heading a technology driven interior design
venture. Flipspaces is arguably Indian’s fastest growing
interior design brand in the commercial space having
designed and executed more than 170 office projects across
the country.

LASTEST TRENDS IN FLIPSPACES:

What are the new innovations being introduced by
Flipspaces to stand out from the competitors?
The pandemic has introduced numerous changes
in the commercial interior design and build segment; how
do you feel this has impacted the consumer sentiments?

The onset of the pandemic has evolved the work culture

globally. With this, the commercial design segment is no
longer limited to creating functional spaces, instead, it has
imbibed a whole new aspirational essence wherein
consumers are more demanding than before and look for
innovative designs, high-end customizations and professional
execution services. From mere workspace renovation to
workplace transformation, the commercial interior design
industry has transcended with heavy impetus on design
aesthetics which is truly reflective of the brand ethos and
organizational culture.

Before the outbreak of the pandemic, the office spaces were

equipped with files, papers, printers, crowded workstations,
etc. However, all that has been transformed into cloud
storage and workstations have become paperless.

Considering the post-pandemic scenario, there has been a

steady recovery in the demand from the commercial real
estate industry. It further expedited the recovery of the
commercial interior design segment as well, which is
expected to touch an all-time high of a whopping $120 billion
combined market size for India and the US by 2023.

We, at Flipspaces, took the period of pandemic as an

opportunity to further our competitive moat through
technology in order to create scale and a differentiated
customer experience in design and build  for commercial
spaces in a post-pandemic world.

As a tech-led commercial design and build leader, we have

ticket-size that is 10X of other Interior Design start-up’s like
Liv space and Home lane, a market size 8X of these players,
with India and US combined, and a more templatised product
and delivery ecosystem. Further, we have kept focusing on
our differentiation through tech-enablement in every vertical
of business while keeping a sharp focus on profitability which
has helped us tide through difficult times of COVID infused
shut-down. We’re now poised for scale.

In Flipspaces, towards creating a distanced value proposition,

we firmly believe in the power of technology to add
disproportionate value to every stake-holder of the
commercial real estate industry i.e., builders, broker, product
and service suppliers, and end clients.

Additionally, our core tech suite combined with deep domain

expertise has allowed us to launch and successfully grow our
SAAS product, viz store, for Furniture and Furnishing

suppliers. Viz store allows product suppliers to create a

digital twin of their physical store experience thereby
reducing their cost of physical real estate and cataloguing.
Armed with a digital tool kit, viz store enables Furniture and
Furnishing brands and retailers to drive Omni-channel
commerce with more reach and efficiency.

In that sense, Flipspaces is a unique market defining venture

with a two-pronged revenue model. The first being tech-led
design and build and the second more recent one which
comes from the parent tech-suite is the SAAS model being
driven as Viz store.

How technological advancements are disrupting the

commercial design space? What is the technological
integration adopted by you so far?

The rapid influx of new-age technologies such as smart

building and modelling, augmented and virtual reality, etc.
have streamlined and tailored the commercial design
process. They are being used to create smarter commercial
spaces while compensating for the decline in on-site
construction productivity due to the outbreak of the
pandemic.

Being a leading and tech-enabled player in the commercial

design and build industry, we have found that the end-clients
have largely had a broken experience with other
stakeholders i.e., builders, brokers, product suppliers and
contractors due to the lack of one consolidated tech suite

10

which connects design visualization, product supply chain

and execution management.

With VIZDOM, the proprietary tech-suite within Flipspaces,

we are looking to create one integrated tech-suite which
creates efficiency and customer delight in each step of the
process from choosing their commercial space to moving into
a design differentiated space.
BACKGROUND AND INSPECTION OF THE
COMPANY(FLIPSPACES):
THE TYPE OF COMPANY :
 Flip Spaces is a virtual-reality-tech-based design and
contracting firm that gamifies the interior-designing
experience for consumers, putting the control of interior
design in the hands of consumers.

11

THE TYPE OF LEGAL ENTITY:

 Flipspaces Interior Design is a Private Limited
 Flipspaces Technology Labs Private Limited is a Private
incorporated on 08 July 2015. It is classified as non-govt
company and is registered at Registrar of Companies,
Mumbai. Its authorized share capital is Rs. 2,500,000
and its paid-up capital is Rs. 773,590. It is involved in
Business activities N.E.C.

Flipspaces Technology Labs Private Limited's Annual

General Meeting (AGM) was last held on 29 December
2021 and as per records from Ministry of Corporate
Affairs (MCA), its balance sheet was last filed on 31
March 2021.

Kunal Sharma, Hithendra Karadathodi Ramachandran,

Mrinal Vijaykumar Sharma, Vikash Anand.
LOCATION:
COUNTRY STATES ADDRESS

India Mumbai Malad, Maladwest,

Mindspace

United States Westborough 50 Washington St

12

INSPECTION OF THE COMPANY:

As per section 171 of the companies’ act, 2013, certain right
of members to inspect records has been mentioned.
According to which: Any register which is maintained by key
managerial personnel of the company under Section 170 is
open for examination and inspection members

MISSION:
The Filpspaces interior design will aim to translate the client's
ideas and the professional holistic vision in a renovated space
combining aesthetics, comfort and practicality. The use of an
interior design software allows interior design experts to
accurately convey this vision to customers through 3D
renderings.
Vision:
We aspire to convey the sense of passion we feel about our
craft and our clients through our work each day. We hope to
challenge and inspire generations of clients through design
13

born of diversity, innovation, collaboration, laughter, and

layers. Remove the ego and create design that works—and
wows.
VALUES:
1.Innovation

Innovation is one of our core values which inspires most of

our efforts. We believe in staying ahead of the curve and
create impactful solutions for the problems of the interiors
industry at large.
2.Experience

We believe that nothing can replace the virtue of experience

over information. Our virtual technology is all about creating
an immersive experience enabled through visualization tools
for our clients.

14
GOALS:
For you to grow, you need your fraternity to grow. Our goal is
to build tech solutions tailormade for different stakeholders
in the value chain thus propelling the industry to evolve and
grow."
OBJECTIVE:
The interior design will aim to translate the client's ideas and
the professional holistic vision in a renovated space
combining aesthetics, comfort and practicality. The use of an
interior design software allows interior design experts to
accurately convey this vision to customers through 3D
renderings.
QUALITY:
Flipspaces is rated 3.1 out of 5, based on 79 reviews by
employees on Ambition Box. Flipspaces is known for
Company culture which is rated at the top and given a rating
of 3.0. However, Salary & Benefits is rated the lowest at 2.7
and can be improved.
RATINGS,
3.0
Company Culture
3.0
Skill Development
2.9
Work Satisfaction
2.7
Work-Life Balance
15

2.7
Job Security
2.7
Career Growth
2.7
Salary & Benefits
PRODUCT OR SERVICE:
COMMERICAL INTERIOR DESIGN
Our creative interior design experts customize your
commercial and education business. We create spaces that
16

are alluring and welcoming keeping in mind your business

and

its specific requirements. Right from concept to execution of

all commercial spaces - offices, clinics, colleges, or schools,
we believe in making the process flawless, hassle-free and
enjoyable for our clients. Let us help you create the best
Commercial or Education Design for you!
RETAIL AND HOSPITALITY DESIGN :
A well-designed space is central to any business you are in.
We, at Flipspaces, specialise in turnkey interior design
projects across retail and hospitality businesses. The entire
process from designing to execution is meticulously done to
ensure what you see is what you get, ultimately creating a
delightful experience each time. From retail stores to cafes or
restaurants to showrooms, we transform your space into a
highly functional and welcoming one with unique elements
that signify your brand and bring in engagement,
productivity.

OWNERSHIP PATTERN :

flip Spaces has 2 executives. FlipSpaces's founder is Ankur

Michal. FlipSpaces's current Founder, Chief Executive Officer
is Kunal Sharma.

17
INFRASTRUCTURE FACILITIES:
Flexible seats

Let your ideas soar with Awfis’ flexible seats spread across a
wide, open, common area.

Choose from a variety of ergonomically designed ‘hot desks’,

set stations for the day and start working.

Work alongside new people every day and benefit from the
diversity in the community. Collaborate & network.

Book on daily to yearly basis and get complimentary high

speed Wi-Fi, hot beverages and printing credits.

18
Meeting Rooms

Our meeting rooms can be the incubator for your next big
idea.

Host your clients inside our aesthetically designed, plush, VC

enabled meeting rooms Anytime, anywhere.

Enjoy true hospitality with in-meeting service of tea or coffee

from our pantry.

Book a productive meeting for your team starting at

Rs.400/hour with complimentary high-speed Wi-Fi, hot
beverages and printing credits.

19
Fixed seats

For those who want their personal space untouched, this is

your permanent spot in a shared area.

A fully furnished dedicated desk with a secure storage space,

pin-up board and white board.

This space is ideal for individuals and teams. You also get to
collaborate with co-workers around you.

Book on daily to yearly basis and get complimentary high-

speed Wi-Fi, hot beverages, printing & meeting room credits.

20
Cabins

Plug & play cabins for a team of 2 - 9 to provide a focused

work environment to nurture your ideas and grow your
company.

Private office with lockable cabins, drawers, storage space,

pin-up boards and white boards.

Personalize with your company logo or customize the layout

to suit your work needs.

speed Wi-Fi, hot beverages, printing & meeting room credits.

21
ACHIVEMENT OR AWARDS:

“Most Innovative Interior Design Agency for Commercial

Spaces”

GTF LEADERSHIP
AWARDS 2018

22
 “Best Design & Build Venture for Commercial Spaces”

TIME 2 LEAP
AWARDS 2019

“Fastest Growing Interior Design Venture in Commercial

Spaces”

ASIA REAL ESTATE

AWARDS 2019
23
“Most Cutting-Edge Virtual Interior Design Firm ”

CORPORATE EXCELLENCE
AWARDS 2019
Our customers

24
25
CHAPTER 3
ORGANISATIONAL STRUCTURE
INTRODUCTION:
The organisational structure in Flipspaces is planned accordingly in a
structured and organised way to look into all the sections working in
an organisation and to ensure that they lead, plan and work the
process accordingly. The structure of the organisation is built in a
way to lay emphasis on strategic goals and increase the impact on
the designing industry, research and innovation. The resources,
financial and other sectors are built in small divisions with superiors
appointed under each division. Planning, continuous assessment and
making decisions is taken care of the top-level management for new
opportunities and to see to that the goals being set are followed and
the employees are working towards it accordingly.
The top management ensures that there is smooth flow of
information passed while looking into the needs to ensure that the
middle level and the lower-level management adopts the
adaptability and agility while providing stability so that the
appropriate human and financial resources are made available, when
needed and the organisation can be responsive to changes. The
human resources include career professional, administrative and
support staff including its performance appraisals and
multidisciplinary activities with financial resources managed by the
divisional level with superiors to look into the workings.
The report tries to provide an understanding of the organisation and
structure proposed below which focuses on achieving the goals,
objectives, vision and mission set by the company. Also, the goal of
the structure built is mostly to get a clear understanding of the
client’s needs the recent trends, the design industry is moving
towards to, to
26
encourage the employees to explore experiment and give in ideas
and propose plans and also their role to the industry in their pursuit
of discovery, learning and innovation.

SOME ADDITIONAL INFORMATION BASED ON FUNCTION:

To say that the organisation is typically set up in a matrix structural

hierarchy.
There is a down structured way of pass of information, decisions and
orders sent forth under which department the concerned authority
is.
Set up to aim to provide career opportunities for all employees,
imbibing in them the ability to develop new skills by continuous
training, bringing in new projects, team activities, meetings,
presentations etc.
 27
THE ORGANISATION STRUCTURE IN FLIPSPACES
TOP MANAGEMENT COMPRISING THE FOLLOWING:

FLIPSPACES

ANKUR MUCHHAL MRINAL SHARMA VIKASH ANAND

KUNAL SHARMA CO FOUNDER AND HEAD OF CO FOUNDER AND HEAD OF CO FOUNDER AND HEAD OF
FOUNDER AND CEO INTERNATIONAL BUSINESS INDIA OPERATIONS INDIA SALES AND MARKETING
NEW YORK MUMBAI MUMBAI

PRAFFUL SAHU RITESH RANJAN

HEAD OF TECHNOLOGY CHIEF PRODUCT OFFICER
MUMBAI MUMBAI

MULTIFUNTIONAL BACKBONE:
 28

THE WORKING OF THE ORGANISATION & ROLES

AND RESPONSIBILITIES:

CEO AND FOUNDER

Kunal Sharma, an alumnus of IIT Bombay working as a serial
entrepreneur and investor, serving as the founder and CEO of
FLIPSPACES, India’s first tech enabled property discovery, design
and build brand for commercial spaces. Also, the Co-Founder and
Director of Mexas Education had the good fortune and knowledge to
lead in start-ups right after college. He is responsible in looking into
the overall strategic direction of the organisation responsible for the
major corporate decision making, looking into the investment’s
overall operations and resources of a company. He acts to set the
vision and culture of the long-term plans of the organisation.
HEAD OF INTERNATIONAL BUSINESS
Since the company has its venture spreading outside India the
organisation for its effective working and flow of information and
also for creating sales and marketing strategies that meet the needs
and interests of the corporate global market and clients there has
appointed Mr Ankur Mucchal as the head of international business
also Co-Founder of Flipspaces. The criteria for success still remain the
same strong leadership skills effective and clear communication,
expertise in the field and adaptability to evolving technologies.
Superiors assigned with for this has a lot of responsibilities and
activities to be followed:
Working with different regions to ensure that the company obtains
benchmarking tools which will inform acquisition business plans.
Drive and manage effective and strategic business development
plans and operational activities related to offerings.
 29

Build a competitive and market intelligence database and ensure

applicability in further strategic processes.
Absorbed knowledge of logistics export compliance documentation
and workforce coordination.

HEAD OF SALES AND MARKETING

In addition to managing staff, the sales and marketing department
job responsibilities include developing and researching marketing
opportunities and sales strategies. They have a wide range of
activities to look after from providing information by collecting
analysing and summarizing data and trends to meet financial
objectives by forecasting requirements and preparing annual
budgets. Also responsible for the recruiting, selecting, training,
marketing and sales team to meet sales marketing objectives.
The company has assigned this department with maintaining
relationships with important clients by making regular visits,
understanding their needs and anticipating new market
opportunities. The department is again assigned with the task of
identifying product mix and price on targeted opportunities resulting
in feasibility appraisals, optimizing returns whilst minimizing returns,
to follow up sales activities with potential clients, to monitor
company sales KPIs and sales performance.

HEAD OF OPERATIONS
Superiors working in this department are concerned with the day-to-
day operations helping and creating budget programs, coordinating
and managing subordinates, facilitate effective communication
among all levels of the organisation also looking into the allocation of
tasks and resources. In terms of the company been concerned the
30

head of operations are assigned to work here in India looking into

the organisational activities of regional offices and head office
concerned. Also, they are to gather and link information, prioritize
and manage several tasks accordingly and contributing to the
development and implementation of organisational strategies,
policies and practices.
The area operations manager and area development manager work
along with the operation head to ensure new business opportunities
are translated into detailed project and implementation plans for the
service and also are equally responsible for the implementation and
management of support services for all the contracts with the
potential clients.
The operations head is directly assigned with the task to deal with
and look into the everyday operations of the chief product officer
and head of technology:

CHIEF PRODUCT OFFICER:

The quality of the product the company is dealing with is something
which should never to be risked hence there is an essential need find
the right balance between digital and product capabilities that
balance is determined by the CPO which is effectively achieved by
bridging the gaps among customers developers and the business the
company is dealing with. In company’s context he/she sets and
deploys company level strategy and desired outcomes also is further
responsible in optimizing pricing and channels to yield financial
results.
The criteria for effective product development ensure qualities like
team leadership, innovative problem solving, strategic planning and
communication. The activities can range from assembling and
31

leading diverse, functional, technical and product teams that deliver

the value at each stage of the plans proposed to deriving creative
solutions and strategies that focus on efficiency and utility to meet
the dynamic business conditions. They are also assigned to define
and communicate a clear vision, gather client’s insights and solutions
to ensure market acceptance.

HEAD OF SALES:
This department and the superior appointed is concerned with
directing and managing sales operations and to see to that the
managers efficiently support the marketing and sales department.
He is also assigned to analyse the business processes and oversee
sales efforts involving training and consulting products. The focus is
to maximise sales and achieve sales gaols on individual team and
company wide basis.

HEAD OF GLOBAL MARKETING AND PUBLIC RELATION

They are responsible in conducting competitive analysis and market
research in the industry the company is dealing with also of the new
product development process. Mostly concerned with developing
and maintaining collaborative relationships with global marketing
clients and build successful work groups that integrates well with
clients, analyse the company’s marketing spend to ensure that
marketing effectiveness is improved and tracked. Looking into and
managing a portfolio of client’s PR accounts, researching, writing and
distributing press releases to target audience and also ensuring that
the websites online and the social media pages in context to the
company are all updated.

32

HEAD OF FINANCE:
The head of the finance is closely responsible for managing and
implementing the financial management system and system of
internal financial control also the overall responsibility for the annual
budget process, preparation of annual financial statements and year
end reporting. To lead and to be responsible for the monthly
reporting of incomes expenditures, management and development
of all the managers working under this department and also to
ensure that the information is accurate and owned by individuals.
Responsible in overseeing the monthly budgets and quarterly
assessments and forecasts and developing and to maintain long
range financial plans.

HEAD OF HUMAN RESOURCE:

From creating policies and procedures, overseeing the annual
employee review process, communicating company policies and
procedures updating the ones under, ensure compliance with
applicable employment laws and regulation to managing the overall
hiring process, handling work place investigations overall disciplinary
and termination processes.
Ensuring that the current and the future business needs are reflected
in the development and implementation of creative and innovative
and appropriate HR strategies and workforce plans.
Effective and efficient delivery of the work to meet the objectives of
the organisation and assisting in all the aspects of the work
undertaken by the HR department.

33

BUSINESS HEAD:
Responsible to prepare budgets and making recommendations,
providing counselling to business development executives regarding
terms of agreement, keep continuous track on deadlines and product
development processes, ensure effective ongoing management of
programs also to improve the operational efficiency of the
organisation, supports team leaders in driving market strategies. One
of the main responsibilities of the business head is to have a clear
understanding of risk data flows and finance processes.
HEAD OF TECHNOLOGY:
Since the company is been dealing with virtual reality this is one
department been closely inspected and the superiors and employees
working under in the organisation are closely watched. They are
assigned with overseeing investments in technology hardware
software and talent to meet the goals and objectives and fulfil
business requirements, meeting with managers to discuss system
requirements, specifications, costs and timelines. Also, the are in
there to provide help to the hr in hiring personnel’s and contractors
to develop design and implement the software’s and products
required. Translating business needs into software’s and systems
making maximum use of available tools while ensuring long term
supportability.
The following departments are controlled and works in
implementing the plans proposed by the top-level management and
forming plans for the sub units of the organisation that these
departments are to supervise. They are also to send reports and data
to the top management in a timely manner. The departments and
the heads concerned are spread out in different offices in New Delhi,
Mumbai, Bangalore and internationally in New York.

34

MAIN OFFICE:
Mumbai: Eureka Towers, Chincholi Bunder Rd, Ranjan Pada,
Mindspace, Malad West.
OTHER OFFICES:
Bangalore: 242, 17th cross road, sector 7, HSR layout, Bengaluru,
Karnataka 560102

PRESENCE INTERNATIONALLY:
New York: 261W 35th, NY,10001, United States.
Boston: Workbar, 24 School Street 2nd Floor, Boston, MA-02108,
United States.
 35

CHAPTER-04
DEPARTMENTAL STUDY FUNCTIONAL AREAS
PRODUCTION DEPARTMENT:
What Is Production in Interior Design?
This is an important stage in whole process of design,
production and implementation. The production
phase ensures the Finish and quality of furnishing.
Minute details of measurement, cutting as per specific
details in design are important.
Design, Production, and Implementation by One
Company Flipspaces
It is always better to have three aspects of interior
furnishing – design, production and implementation by
one company. This can be of great benefit if a sole hub
controls these stages. Better co-ordination can enhance
quality and perfection in final result. The conventional
process of interior furnishing includes getting design
from one company and finding somebody else to get it
done. Now clients have the benefit of approaching just
one place for all their interior designing and furnishing
needs. As an interior design and furnishing firm,
Flipspaces had successfully completed more than
7000 projects across Kerala by this date.

36

Design
Beauty of interiors roots in the suitability and
completeness of design. When client’s needs meet with
designer’s perspective, it becomes lively and attractive.
Regular exchange of ideas between both the client and
the designer during works is necessary for this to
happen. The designer must have an insight about the
project for taking actual measurements. This helps to
realize the practical feasibility of implementing interiors
as desired by client. After providing the rough drawings
further alterations are made as desired by the client. The
company makes sure all these during interior design
process from client’s meeting for better understanding.
Production

This is an important stage in whole process of design,

production and implementation. The production phase
ensures the Finish and quality of furnishing. Minute
details of measurement, cutting as per specific details in
design are important.
37

The designer and a representative from factory cross

checks measurement for projects before starting
production. Furniture and kitchen cabinets crafted with
hardwood MDF and Marine ply offers reliability.
Flipspaces factories use machinery capable of
laminating these without human intervention. The whole
process is done under the control of qualified factory
managers and supervisors.

Implementation

Once production is complete, projects team takes

control from dispatch to begin installation at site. Entire
works of production and furnishing takes 35 to 40 days
after finalizing the design. Project managers,
supervisors, and laborers work together for completion
of work. This helps to handover the site on time. By
combining all the factors of interior furnishing, i.e.,
design production installation under a single
management, this interior design and furnishing firm
targets delight of clients.

 
38
HUMAN RESOURCE DEPARTMENT:
What is the role of human resources department in a
company?
Human resources (HR) are the division of a
business responsible for finding, screening,
recruiting, and training job applicants. HR also
administers employee-benefit programs. A human
resources department also handles compensation
and benefits, and employee terminations.
Is the department that supports the entire employee
lifecycle and assists your team in their day-to-day
tasks. The scope of HR Operations is multi-faceted.
It plays a crucial role in developing a company's
people strategy to reach its business.

The six main function of HR in flipsapces company

are recruitment, workplace safety, employee
relations, compensation planning, labor law
compliance and training.

39
Human resources team in flipspaces

FINANCE DEPARTMENT
Starting and growing your own business is
phenomenally rewarding. But this satisfaction and
fulfilment come with many challenges. Hopefully, you’re
not surprised that running a design services business
requires you to do a lot more than getting coffee with
potential clients and update your social media with
exciting announcements or projects. 
Successful business management requires you to spend
part of your time on administrative tasks to help keep
things running smoothly. In fact, most small business
owners spend up to 16 hours a week on routine work
that doesn’t include core business deliverables. 
Financial management is one of the most important
functions of running a company. In a small business, the
responsibility to manage and monitor finances always
falls on the business owner. However, we understand if
financial jargon leaves your head spinning and you
40
dread creating spreadsheets. In this article, we’ll break
down business finances in detail, and review top
financial management tips for interior design
businesses.
Why is Financial Management Essential for Interior
Design Businesses?
All businesses have to carefully manage their finances.
Unless you’re a large business with more than 20 or 30
employees, you probably don’t have a CFO or other
individual that’s solely responsible for financial
management. Just how important is financial
management? According to a study by U.S. Bank,
approximately 82% of small business failures are due to
cash flow problems. This means that most small
businesses might actually succeed if they were able to
carefully plan, monitor, and control their finances.
without effective financial management, your interior
design business could experience any of the following
impacts:
41
 Late payments to vendors. Some vendors might be
understanding, but others might rely on collection
agencies to get payment from you, which can be an
enormous headache and embarrassing if you’re
unable to remit payment. Ultimately, failure to pay
invoices can irreparably damage your business’
credit history, making it difficult to secure loans in
the future. 
 Missed or inaccurate payroll. If you have employees
then you understand the pressure of getting payroll
run on time and correctly. Entering employee
information, making adjustments, and keeping up
with regulations is difficult. Payroll errors can easily
cause your employees to start looking elsewhere for
work. 
 Inadequate cash flow to support your operations.
Cash flow is the lifeblood of every single business.
 If you don’t take the time to understand your cash
flow ratio then you’re much more likely to overspend
or miss time expenses, putting your business in a
vulnerable position. 
 Poor expense management and tracking. Tracking
your expenses is critical for many reasons, but
particularly because accurate reporting is required if
you plan to write off expenses (which you should).
Inconsistencies or irregularities in your tax filings
can result in an audit by the IRS, which might mean
the discovery of back taxes owed or a fine.
 Undercharging for design projects because your
markup is too low, or being forced to work with
someone that is not an ideal client. 

42
Finance heads in flipspaces:
Charanjeet Chauhan
Manager- Accounts & Finance at Gloob Decor(Flipspaces)
Mumbai, Maharashtra, India 

MARKETING DEPARTMENT
12 Interior Design Marketing Strategies For 2021
(Updated) in flipspaces
1. Find a Niche (don’t be general)

2. Optimize Your Facebook Business Page

3. Setup A WordPress Website (With a blog)

4. Get a REAL Email

5. Write How-to Articles
6. Setup ALL Social Media Accounts
7. Distribute Content on social media
8. Email Marketing
9. Compile Client Pain Points
43

10. Use Virtual Staging

11. Checking Out the Competition
12. Sending Thank You Notes

RESEARCH AND DEVELOPMENT

 What types of research do interior designers
conduct?
Performs services relative to the interior spaces,
including programming, design analysis, space planning
and aesthetics, using specialized knowledge of interior
construction, building codes, equipment, materials, and
furnishings.

What is Concept Development in interior design?

It is the phase during which the interior designer showcases
their brilliant ideas and creativity. The knowledgeable
guidance clients receive during concept development will
help them make informed design decisions going forward
with the project.
44

Research in interior design. Research is practiced widely in

many different fields, such as science and technology,
education, engineering, architecture, as well as interior
design. Every design created is actually a hypothesis and an
experiment.
 45

CHAPTER 5
SWOT ANALYSIS AND INTERPRETATIONS
OVERVIEW
SWOT stands for ‘Strengths, Weakness, Opportunities and Threats. It is one
method in which the analysis is being done of the environment and the company
living in it. Strengths and weakness while analysing or identifying is something
which is on internal grounds and can be eventually controlled if the cause is
known in a timely manner. Examples include the team and employees working
under the organisation, patents, intellectual property and the rights involved and
the company’s location. On the other hand, opportunities and threats are
external events going on outside your company in the larger corporate market.
The firm can take advantage of opportunities and protect against the threats but
unlike the strengths and weakness this cannot be changed. Examples are
competitors, price of raw materials and customer shopping trends.
It is considered to be the most renewed tool for audit and analysis of the overall
strategic position of the business. Its key purpose is to identify the strategies that
will help create one firm business model that will help align an organisations
resources and capabilities which would meet the requirements of the
organisations environment in which the firm operates.

46

OVERVIEW OF THE FOUR FACTORS:

STRENGTHS
Strengths can be identified as the qualities that would help enable to accomplish
the goals of the organisation, mission and vision. These qualities are said to be
the basis on which the success, growth can be achieved and very importantly
sustained. Strengths can be either tangible or intangible can include human
competencies, process capabilities, resources financial and human, products and
services the company dealing with, customer goodwill and brand loyalty. In
terms of organisation strengths include huge financial resources, broad product
line, committed employees, no debt etc.
WEAKNESS
Weakness can be identified as qualities that can prevent the firm from
accomplishing its goals and full potential. Weaknesses can deteriorate
influences on the success and growth of the organisation. These qualities are the
factors which stand by to not help achieve the standards which are to be
met.Weakness in any organisation can be seen by depreciating machinery,
insufficient research and development facilities, high employee turnover, large
wastage of raw materials, poor decision making etc. But again, like strengths
weakness can also be controlled and can be eliminated and reduced effectively.
OPPORTUNITIES
Opportunities are presented by the environment within which the organisation
operates. They often arise when an organisation can take the advantages out of
the conditions in its environment to plan and execute the strategies that would
further enable the firm to be more profitable. Organisations should be quick in
identifying opportunities which can arise from market competition, industry,
government, technology and play along for its beneficiary in the long run.
THREATS
Threats are uncontrollable and are said to arise when the conditions or situations
in the external environment affect the profitability and reliability of the
company’s business. When a threat arise it directly puts both stability and
survival of the organisation at stake. Examples include ever changing
technology and trends, increase in competition which in turn would lead to price
wars, excess capacity and reducing industry profits etc.

47

SWOT ANALYSIS FRAMEWORK

ADVANTAGES OF SWOT ANALYSIS

Helps in identifying core competencies of the firm.
Helps in building the organisations strengths and in minimising its weakness.
Helps in overcoming organisations threats.
Helps in getting an understanding of the past, present and future so that by using
past and current data, future plans can be chalked out.
It is a source of information for strategic planning.

LIMITATIONS OF SWOT ANALYSIS

Increase in prices.
Economic environment.
Government legislation.
Insufficient resources and development facilities.
Lack of skilled and efficient labour.
Poor quality control.
SWOT ANALYSIS OF FLIPSPACES
INTRODUCTION
Flipspaces is a virtual reality tech-based design and contracting venture that
aims at disrupting the way consumers design and execute the interiors of their
spaces.
48

At the core of the venture is a path breaking technology product which gamifies
the interior designing experience for the consumer putting the control of interior
design in the hands of the consumer. Combined with the contracting arm which
consists of their own product manufacturing capabilities and curated vendors
network, came in as one end to end design to execution partner for companies
looking to build their office, builders looking to differentiate their residential or
commercial projects or players in the manged working space market. The
company specialise in concept furniture’s, wall covering, wallpaper, interior
designing, office furniture’s, technology, turnkey projects, manufacturers, 3D
designing, office design and build, commercial interiors.
STRENGTHS
GROWING INDUSTRY – According to sources the global interior designing
industry is expected to cross $210 billion by 2027 from $145.3 billion in 2020.
This shows a speculated CAGR of 5.5% in seven years. These changes are more
specifically prevalent in the millennials who are drawn living sectors because of
their high earning professions. Hence Flipspaces can utilise this strength and
move further in the industry which has limitless possibilities.
MULTIPLE LOCATIONS – One of the biggest reasons for Flipspaces to strive
is the presence of their offices at different main cities in and outside India. The
location is directly linked with fast paced moving cities where the firm can get
more clients interested in the services they offer.
HIGHLY ESTABLISHED POSITIVE REPUTATION – Flipspaces has been
successful in creating established positive reputation through all these years in
the corporate market. Positive reputation directly helps firms’ business to grow.
When customers and potential customers feel positive about companies, they
are most likely to continue to patronize the business.
CLIENT LOYALTY – One of the greatest advantage any company can achieve
is client loyalty achieved through a solid reputation among repeat, high dollar
purchase clients.
BRIGHT COMMITTED FACULTY WITH TRUSTED LEADERS –
Flipspaces has one talented workforce working in to achieve both the short and
long terms plans and again superiors and leaders to guide them and help in
effective decision making.

49

EXPERIENCE – Years of working in the industry has helped gain strong

relationships with suppliers that offer flexibility, good referral relationships with
architects, contemporary vendors and local realtors and most importantly
experience which otherwise the start-up’s lack. Flipspaces has used this to gain
potential clients and avoid mistakes.
5.63 WEAKNESS
DIFFICULT CLIENTS – Although working with people is an extremely
rewarding part of the job there will always be difficult clients. Flipspaces like
any other Interior designing firms must specially have good people skills in
order to make it to the business and this will always remain as one weakness
which can only be controlled by an effective organisation.
RIGID STRUCTURE –
TOO MUCH BUREAUCRACY – The business in Flipspaces has too much
bureaucracy where every minor change has too many checks and balances
which slows everything down.
ADAPTION ISSUES – Since Flipspaces has its business working through
virtual reality and is one software-based firm. Not all clients would be proficient
enough in adapting and learning about how to work on in the further
subscriptions which in turn would cause the company to lose many clients.
LOW SOCIAL MEDIA PRESENCE – Though the company Flipspaces has its
presence in the social media and had made it to various newspaper articles,
interviews and websites, the reach is still low. According to recent study close
to 40% of consumers only trust brands if they have interacted with them on
social media and reviews that are positive improve the trust of 74% of
customers.
WEAK COMPANY CULTURE – Flipspaces comparatively has a weak
company culture hence creating one strong company culture is something that
the company should work on to show their potential customers and employees
what the company stands for. Prosecuting a campaign around environmentalism
or another cultural issue is a good idea.
OPPORTUNITIES
CHANGE IN DESIGN TRENDS – Change in the designing trends is one great
opportunity to initiate updates and bring in new products into the market
working in to meet the preferences and recent choices of customers and can
therefore generate sales and help in the growth of the business.
50

ALLIANCES TO EXTEND REACH OF THE COMPANY – Strategic

alliances offering sources for referrals and joint marketing activities is an
excellent opportunity to extend the reach of the company.
DIVERSIFICATION – Diversification is generally considered to be the riskiest
of all growth strategies. It involves developing new markets with wider new
products to choose from. While there are risks on grasping this opportunity it
sure can give an important first mover advantage.
ADVANCED TECHNOLOGY – New technology helps to improve the
efficiency of business operations which in turn improves productivity.

THREATS
COMPETITION – The company has a lot of competitors who are doing
extremely well and likely possible that new companies could come in with new
products that could market disruptions and displace their position. It is very
important for the company to find a way to beat the competition on the price,
location, quality, reliability, reputation to ensure continuous growth and profits
not disrupting their goals and reduce their market share.
EMPLOYEES QUITTING – There are a lot of cases of employees quitting due
to lack of better packages and bonuses not being provided well enough and this
directly can cause a brain drain on the business and the company is in to lose a
lot of institutional knowledge.
CONSTANTLY CHANGING – Every industry is fragile and subject to sudden
change. New laws, the dissolution of old laws, economic influences, social
changes and new technologies are all threats to industrial stability.
INFLATION AND FINANCIAL CRISIS – Since Flipspaces still has a long
way to gain continuous profits, growth and success, unforeseen events like
financial issues, lack of on-site digital security, potential labour and legal
disputes could make it difficult for business owners to survive in the long run.
Company needs to take in steps to stabilize the business process, maximise
efficiency and enhance functionality.
LOSING INVESTORS – There can be chances of the company’s reliable
investors to stop investing which can slow down the growth of the company.

51

MCKINSEY’S SEVEN S MODEL

The McKinsey 7S framework is one management model developed by business
consultants Robert H. Waterman and Tom Peters in the 1980’s. This is a
strategic vision for groups to include businesses, business units, and teams. The
7S’s are structure, strategy, systems, skills, style, staff and shared values.
It is considered to be a model that uses a network of related factors that can be
used to access the nature of related factors that can be used to access the nature
of change in an organisation. These seven areas are seen as having equal
importance with no hierarchy and that changing one area can affect all the
others too. However shared values are placed in the middle as the company’s
core values are central to everything they do.

OVERVIEW OF THE SEVEN ELEMENTS OF THE

MCKINSEY 7 S FRAMEWORK
Structure, strategy and systems collectively account for the “Hard Ss” elements,
whereas the remaining are considered “Soft Ss”. Hard elements that are easily
identifiable and influences by leadership and management. Soft elements are
considered to be intangible and culture driven.
STRUCTURE
It can be defined as the way in which one company is organised that is chain of command and
its accountability relationships that form the organisational chart.
52
STRATEGY
This element is a detailed well-versed plan that the organisation creates for
successful charge implementation and to gain one competitive edge. A well-
crafted strategy is aligned with the other six elements of the 7s model and is
reinforced by a strong mission, vision and values of the company.
SYSTEMS
Refers to the business processes and operational procedures employed to
complete a business routine activity. An organisations SOPs consist of such
practices and workflows that can directly impact the productivity and decision
making.
SHARED VALUES
The standards and values and other forms of ethics within one organisation in
which vision, corporate culture and identify are the key elements.
SKILLS
Skills form the capabilities and competencies of a company that enables its
employees to achieve its objectives.
STYLE
Style is all about leadership and management styles.
STAFF
Their soft element is about the employees, their competencies, and job
descriptions.
APPLICATION
Mainly used to trace the performance problems in an organisation to
subsequently change or improve these. With proper analysis and interpretation
of these performance problems, several elements could be put to use in a
targeted manner. The framework can be used to compare the present situation
(IST) with the desired and future situation (SOLL). The 7s framework
constitutes a good framework, in which possible gaps and inconsistencies
between IST and SOLL can be traced and adjusted.

53

ADVANTAGES OF THE MODEL

Helps align the processes, systems, people and values of an organisation.
It plays a very important role for the effective tracking of the impact of the
changes in the key elements.
It is considered to be one longstanding theory with most of the organisations
adopting the model over time.
DISADVANTAGES OF THE MODEL
With the constant changes in the corporate world and businesses there is still a
question on how the model would adopt to the changes.
It requires the organisation to do a lot of research and bench making which
makes it time-consuming.
The model seems to focus and rely more on the internal factors and processes
and this can be disadvantageous in situations where the external circumstances
influence an organisation.
MCKINSEY 7S MODEL OF FLIPSPACES
STRUCTURE
Flipspaces follows in a divisional organisational structure. With thousands of
tasks, projects and lines of business, the company structures itself so each
business unit operates its own company with its own supervisor in charge.
Division here are designed both geographically in addition to specialisation.
STRATEGY
Flipspaces believes in taking in a tech driven approach to give a competitive
edge in the market. They follow the process of conducting a requirement
analysis of their clients, they give them a virtual overhead through the 3D
designing and virtual designing of their spaces. At this stage, the clients are in
charge of the designs created for their space and through their virtual reality to
get an overview of their future offices created on the basis of their requirement
as well as the firm’s expertise and technology suite. It gives you a VR tour of
what the finished office space would look like and is followed by the next stage
of project execution. Right from the planning to offering end-to-end solutions,
the firm designs tailor-made offices for its clients in a timeline of just 8 weeks.

54

SYSTEMS
The marketing, finance, hr, research and development are all the systems
working in effectively to carry the necessary system skills of Flipspaces. But
then again, the rapid influx of new staff members and with the company
working in par with virtual reality there is unclearness from their end.
They are monitored effectively by the supervisors appointed under each
department and also are to provide daily reports to the top managements.
SHARED VALUES
Innovation is one of their core values which inspires most of their efforts. The
company believes in staying ahead of the curve and creating impactful solutions
for the problems of the interiors industry at large. Also, some of the other values
they deeply follow and practice is customer centricity, experience and
collaboration.
STYLE
Flipspaces follow in a participative style of leadership where the leaders or
superiors encourage collaboration through accountability along with open
spontaneous and candid communication. This often leads to a collective effort
of a team to identify the problems and to develop their solutions as opposed to
assigning individual blame.
SKILLS
The strongest skills represented within the company are innovation, motivation,
positive attitude, relationship building and the employees exhibit strong
leadership skills, taking in initiatives, critical thinking and problem solving.
Their skills are timely assessed through client feedbacks, preparing self-
assessments etc. The company is well known for providing unparalleled
customer experience and handling problems effectively.
STAFF
Flipspaces has around 200 qualified and skilled employees across the different
branches both regionally and internationally. The company believes in the
concept of diversity and work towards employee satisfaction. The company
mostly provides a professional competitive work culture so that employees can
work in their full potential.

55
FINANCIAL STATEMENT OF FLIPSPACE
COMPANY

56
PROFIT AND LOSS

FLIPSPACES TECHNOLOGY LABS PRIVATE LIMITED

As on (units in INR) 31 March 2021 31 March 2020 31 March 2019 31 March 2018

Revenue from 505,340,829 879,800,926 450,659,178 282,543,028

operations
Other income 14,588,684 10,078,969 5,321,152 138,967

Total revenue 519,929,513 889,879,895 455,980,330 282,681,995

Cost of 339,915,841 581,681,291 122,228,195 185,533,192

materials
consumed
Purchases of 0 0 0 0
stock in trade
Changes in 0 0 0 0
inventory
Employee 124,854,594 204,546,164 75,196,211 33,247,412
benefit
expenses
Finance costs 22,489,286 15,505,047 4,320,998 399,365

Depreciation 6,345,364 5,628,632 777,391 40,569

and amortization
Other expenses 63,424,688 84,572,397 246,324,758 48,468,044

Total expenses 557,029,773 891,933,531 448,847,553 267,688,582

Total revenue (37,100,260) (2,053,636) 7,132,777 14,993,413

fewer total
expenses
Prior period and 0 1,500,000 12,712,519 917
exceptional
items
Profit before (37,100,260) (3,553,636) (5,579,742) 14,992,496
extraordinary
items
Extraordinary 0 0 0 0
items
Profit before tax (37,100,260) (3,553,636) (5,579,742) 14,992,496

Current tax 0 39,020 (8,175,524) 17,042,189

expense
Deferred tax 0 332,500 11,017,002 (12,881,703
expense )
Profit from (37,100,260) (3,925,156) (8,421,220) 10,832,010
continuing
operations
Profit from a 0 0 0 0
discontinuing
operations ( (37,100,260) (3,925,156) (8,421,220) 10,832,010
Net profit/loss

57
INTERPRETATION
Q1. Which department are you from?
Table no.01
S. NO PARTICULARS NO. OF
RESPONDENTS
1 Operations 12
2 Talent acquisition 8
3 Accounting 10

NO. of respondents in different departments

33%
Operations
40%
Talent acquisition
Accounting

27%

Fig no.
Interpretation:

From the following data we can see that 40% of the employees are working in operations
department, 33% of them are working in accounting department and 27% of them are
working in Talent acquisition (HR department)

58
Q2. Are you satisfied with your present position?
Table no.02
S. NO PARTICULARS NO. OF
RESPONDENTS
1 Yes 22
2 No 8

NO. of respondents satisfied with their position

25

20

15
NO. OF RESPONDENTS

10

0
Yes No

Fig no.

Interpretation:

From the following response we can see that 22 respondents are satisfied with their position
and 8 respondents are not satisfied.

59
Q3. At what time period you expect promotions
Table no.03
S. NO PARTICULARS NO. OF
RESPONDENTS
1 3 months 4
2 6 months 9
3 1 year 17
Table no.

Employees time period expectation for promo-

tion

13%
3 months
6 months
1 year

57% 30%

Fig no.
Interpretation:

From the following data we can see that 57% of the employees expect a promotion in 1 year,
30% of them expect the promotion in 6 months and 13% of them expect it to be in 3 months.

60
Q4. Do you think employees are over qualified than their designations?
Table no.04
S. NO PARTICULARS NO. OF
RESPONDENTS
1 Yes 6
2 No 19
3 Maybe 5

Response on whether employees are over quali-

fied than their designation

17% 20%
Yes
No
Maybe

63%

Fig no.
Interpretation:

From the above chart we can see that 63% of the employees responded saying NO, 20%
responded Yes and 17% responded to Maybe. On whether the employees are over qualified
than their designation.

61
Q5. Are you satisfied with your present salary?
Table no.05
S. NO PARTICULARS NO. OF
RESPONDENTS
1 Yes 17
2 No 13

NO. of employees satisfied with their salary

Yes
43%
No

57%

Fig no.

Interpretation:

From the following responses we can see that 57% of the employees are satisfied with their
salary and 43% of them are not satisfied.

62
Q6. Does the office location cause disturbances to the employees?
Table no.06
S. NO PARTICULARS NO. OF
RESPONDENTS
1 Definitely not 15
2 Probably not 5
3 Do not know 3
4 Definitely causes 7

NO. of respondents on whether the location

causes disturbance
16
14
12
10 NO. OF RESPONDENTS
8
6
4
2
0
Definitely Probably not Do not know Definitely
not causes

Fig no.
Interpretation:

From the above chart and table, we can see that 15 of them chose definitely not, 5 of them
chose probably not, 3 of them chose do not know and 7 of them chose definitely causes.

63
Q7. Is your reporting officer helpful all the time?
Table no.08
S. NO PARTICULARS NO. OF
RESPONDENTS
1 Always 17
2 Most of the time 7
3 Sometimes 6

Response on whether the reporting officer is

helpful

20%
Always
Most of the time
Sometimes

57%
23%

Fig no.
Interpretation:

From the following data we see that 57% of them say that the reporting officer is helpful,
20% of them say that the reporting officer is helpful sometimes and 23% of them say that the
reporting officer is helpful most of the time.

64
CHAPTER 6
SUMMARY OF FINDINGS,
SUGGESTIONS/RECOMMENDATIONS AND
CONCLUSION
SUMMARY OF FINDINGS
Flipspaces sure is a great space to gain professional growth, experience, skills
and grow talents but then again having a rough go through of the data
interpretation conducted, reviewing feedbacks of clients and employees also
made me realise that the company still has a long way to maintain its position in
the corporate market. One of the major problems the company been facing is
retaining its present employees. The findings of a recent study by a leading HR
consulting firm states that employee retention would be the most challenging of
the HR issues in 2022. By then, the economy would be on the rise following the
aftershocks of the pandemic. Hence, people would be eager to improve their
quality of life, and therefore, they would venture in the job market seeking
better job opportunities. Even companies would emerge victorious from the
sluggish economic scenario and would actively look to add new hires into their
organisation. Also retaining employees is cost effective and easier than the
whole process of recruiting new ones. This can only be possible if the company
provides better compensation, incentives, good company culture which the
company seriously needs to work on, because most of the employees leaving
have issues on this area.
Also, since we were directly assigned to do the recruiting of area saes and key
accounting manager most of the candidates called in quits after the first round
of the interview considering the relocation and salary package. The data base
provided came in short with no enough information on the candidate we are
interviewing. We need to constantly make reports and wait for decisions from
the superiors or leaders in charge which can take both time and make the whole
process lengthy. Moreover, poor or inefficient leadership has been cited as the
most common reason for an employee leaving the company or not being
interested in joining one.
Since Flipspaces works on virtual reality and technology is constantly changing.
The company must be quick to adapt, or risk being left in the dust by their
competitors. The challenge again is getting employees to embrace innovation
and learn new technology.
65
SUGGESTIONS/RECOMMENDATIONS
Despite the hr department and the whole organisation of Flipspaces is doing fairly good and
been steady despite strong competitors around, to stay on the corporate market and have
continuous growth and profit the company still has room for improvement. The key to a
thriving business depends on the work performance of its employees. The roles,
responsibilities, objectives of individuals, departments and teams play a key role in
promoting the company’s products and services. Every employee aims to achieve the
expectations of their company. The company needs to address the problems addressed by
employees and clients and work onto review them accordingly. To get this possible all
departments need to work hand in hand especially the hr department since they are
responsible on ensuring healthy relationships among employees and the organisation.
Following are some suggestions that if followed could improve growth and performance of
Flipspaces and its employee:

Suggestions to improve company performance:

Conduct trainings and workshops regularly. Trainings and workshops hold a pivotal place to
cultivate talent and skill set. Relevant and consistent workshops can help companies improve
performance sustainability.
The top management and superiors appointed must measure the employee’s performance
from time to time to check advancement in their work. Hold every employee accountable for
the tasks assigned to them to elect them responsible.
Feedback, acknowledgement, appreciation and constructive criticisms of their work to boost
morale.
Identify systems that is slowing down the workplace and figuring out ways to improve them.
Determine the company’s procedures, policies and structures aligned with the competitive
differentiation strategy.
Conduct employee/SWOT analysis.
Goals should be concise and clearly defined.

Suggestions to improve the HR practices in Flipspaces:

Flipspaces need to spend more time and work on their hr strategy. They need to
focus on developing training employees so that employees reach and exceed
their potentials, motivating staff, developing competitive compensation, bring in
methods to reward and retain the best employees, building succession plans.
The company needs to work on providing security to employees and also ensure
fair and performance-based compensation.
Consolidating databases and having an efficient system.
 66

Create effective employee development plans. This would help create clear
direction on how to increase skills and advance the careers of employees so that
the company can forge ahead.
Incentivize improvements in HR function by considering a reward program

CONCLUSION
As quoted by Rob Graf, Vice President, Industry Strategy & Insights, Salesforce
- “We’ve been talking about the importance of ‘customer-centricity’ for some
time. But until now retailers have lacked both the technology and the mandate
to connect marketing, sales, service, and commerce systems to enable a 360-
degree view of the customer. Now that relevant and personalized engagement
has emerged as a key differentiator, retailers will finally make the investments
to deliver on the promise of putting the customer at the centre of everything
they do.” Flipspaces following customer centricity as their main values already
have their place in the corporate market being well trusted by their clients. But
then again, an organisation cannot function and work smoothly just by having
satisfied and happy customers if the employees are not well taken care
accordingly. The company needs to work on ensuring that the problems of their
employees addressed and also work on important matters suggested above to
improve their performance.
In terms of the recruiting process, I as an employee was assigned, the company
needs to ensure providing sufficient database for smooth functioning of the
whole process for candidates joining further. Also, the superiors need to have a
clear understanding and take on information on important topics like relocation,
CTC, qualification on conveying it to the employees so that the training process
could be even more clear and effective.
 67

CHAPTER 7
LEARNING EXPERIENCE

Working in Flipspaces came in as a great opportunity as it helped me grow both

individually and on professional spheres. Since working as an intern force, us
students to come out of our otherwise comfortable atmosphere from the campus
life where we have been into. The more professional individuals’ students
interact with and exchange views, ideas and opinions with, the more it
inculcates professional behaviour and growth in us which is something I would
carry on further in my career. Also, internships have one steep learning curve
where the initial days seem easy but later on, we really need to be productive.
The most important part about this is that I got to see real world working
experience and understand how people work and handle situations in corporate
work places which I otherwise only just had an idea on. I also learnt to take in
criticisms, observe and analyse. Since my fellow teammates were all seniors
pursuing their post-graduation in different fields, some already completed,
engineering students, the trainers who are all experienced and so full of
enthusiasm and passion that each minute was a learning process especially
improving my communication skills and decision-making skills. These skills
were very much important during the recruitment process where I was assigned
to follow questions like:
Asking them about their CTC in their previous or current organization.
Asking them about their expectations from the company.
Getting a clear understanding of the roles and responsibilities they performed in
their previous organization.
Asking them about their notice period and if more than 30 days how open they
are for the negotiation.
And to get to an understanding and decide accordingly.
Some of the best abilities I was able to grasp on working in the hr domain is to
think critically and independently-Since the whole process was new, I made
sure I got an understanding of the processes held, the criteria we had to follow
and figuring on how to view problems from all perspectives which directly
showed how much resourceful we as an employee can be. It is said that
communication is the key to success in a professional organisation and again hr
is a field where
68

you need to have excellent skills on this since most of the time it is just talking
happening. The trainings sessions conducted happened to be really helpful
where they emphasised on the importance on this and again GDs were
conducted. Also realised that criticisms are for our own growth and will play a
very important role in improving the quality of our work.
the internship was a useful experience. I have found out what my strengths and
weaknesses are; I gained new knowledge and skills and met many new people. I
achieved many of my learning goals.
69